Professional Documents
Culture Documents
Caloocan City
In Partial Fulfilment
Of the Requirements in Human Behavior
In Organizations
Submitted by:
Santiago, Sara Andrea Nia P.
Submitted to:
Prof. Albert Enriquez
ACKNOWLEDGEMENT
TABLE OF CONTENTS
The researcher
Mandate
Goals
Mission
Vision
Core Functions
The Logo
History of PHLPost
Organizational Structure
Introduction
Individual Differences
11
13
18
Research Methodology
19
21
Analysis
24
Interpretation
25
27
Conclusion
29
Mission:
The Philippine Postal Corporation or PHLPost provides efficient, competitive, and
on- time delivery of communications, goods, and payment services in any Filipino
community.
Vision:
By 2020, PHLPost is the preferred universal delivery service provider
communications, goods, and payment in every Filipino community.
Core Functions:
of
The Philippine Postal Corporation logo has the following elements in its design:
package;
the left hand raised up in the air, positioning the package slightly
above the eye level and same hand almost touching the rim of the
Spain joined the Universal Postal Union in 1875, which was announced in the
Philippines two years later.
During the Philippine Revolution, President Emilio Aguinaldo ordered the
establishment of a postal service to provide postal services to Filipinos during that time.
On September 5, 1902, it was organized as a bureau under the Department of Trade
(currently known as Department of Trade and Industry) by virtue of Act No. 426, which
was passed by the Philippine Commission. The Philippines finally joined the Universal
Postal Union in January 1, 1922 as a sovereign entity.
With the overhaul of the Philippine bureaucracy in 1987, the Bureau of Post was
renamed the Postal Service Office (PSO) by the virtue of Executive Order No. 125
issued by then-President Corazon Aquino on April 13, 1987. It was also that order which
placed PSO under the Department of Transportation and Communications (DOTC). On
April 2, 1992, by virtue of the Republic Act No.7354 issued by then-President Fidel V.
Ramos, PSO became a government owned and controlled corporation named as the
Philippine Postal Corporation of more commonly known today as PHLPost.
Organizational Structure
INTRODUCTION
Individual Differences
The workplace is considered as one of the most competitive environments
that a person can battle into since not just ones skills and abilities are being measured
but also his/ her capacity to easily adapt to that kind of environment. It may seem to be
a piece of cake, but the tricky part is, adapting to the situation involved also means
accustoming yourself to the people around you. Individual differences are variations on
how people respond to the same situation based on the personal characteristics.
Usually, the setting and situation dictates the attitude and personality that an individual
will express in order to efficiently fulfil his/ her work performance. A study was
10
11
12
13
Spatial;
Bodily- kinaesthetic;
Intrapersonal;
Interpersonal; and
Naturalist.
C. Personality refers to the persistent and enduring behavior patterns of an
individual that are expressed in a wide variety of situations. It is the
combination of traits, attributes, and characteristics that make each and
every individual unique.
Eight Major Personality Factors:
Neuroticism or the lack of emotional stability. People with this
condition tend to have more distress and breakdowns in
times of stress;
Extraversion or the outgoing and social personality. It
involves being talkative and active;
Openness to experience or people who think outside the box
because they wanted something new and original rather
than sticking to their comfort zones;
Agreeableness or the quality of the persons interpersonal
orientation. Usually, this type of individual is friendly and
cooperative;
Conscientiousness implies dependability. It consists of selfcontrol, responsibility, and virtue. It includes that number of
goals on which the individual focuses;
Self- monitoring behavior or the process of observing and
controlling how people appear to others. High self- monitors
tend to do what they want others to say about them. They
become overly conscious of their actions and behavior;
15
16
RESEARCH METHODOLOGY
17
In order to complete this study, the researcher gathered the necessary data
relevant to the impact of individual difference to the selection of prospective employees
of PHLPost. The researcher made used of a 16- item descriptive type of questionnaire.
She surveyed a total of 20 employees from the Human Resource Department of the
Philippine Postal Corporation. In comparison to the qualitative process, the researcher
considered the flexibility of the descriptive type wherein she could easily translate and
interpret the findings of her survey using figures that would be generated. The Human
Resource Department is primarily responsible for the application, selection, interviews,
and hiring of the potential employees in the organization. In that sense, they require
certain qualifications, as well as restrictions on who should be included in their
company. The selection of employees may become beneficial or a hindrance to the
overall success of an organization. Detailed assessment must be made and follow- up
evaluations must be done in order to select the needed individuals for the job. The
conducted survey played a great role to the completion of the study. Accurate and
relevant data have been tallied and went through the process of analysis and
interpretation.
Inclined with this, the researcher used the Likert Scaling Technique, which was
developed by Dr. Rensis Likert, an American educator and organization psychologist.
The purpose of this statistical treatment of data is to determine the level of
agreeableness of an individual to a certain situation. Below is a 5- Point Likert Scale
which serves as a basis to the level of likelihood of the respondents:
18
Numerical Value
Point Range
Verbal Interpretation
4.50-4.99
Always True
3.50-4.49
Usually True
2.50-3.49
Occasionally True
1.51-2.49
1.00-1.49
Never True
5
4
3
2
1
19
Statement
Strongly
Agree
F
X5
Agree
F
Neutral
Disagree
X4
X3
X2
Strongly
Disagree
F
X1
Weighted
Mean
Verbal
Interpretati
on
1.
Proper
time
management is a vital
factor to the productivity of
the employees.
14
70
24
4.70
Strongly
Agree
2.
Individuals
who
accumulated greater work
experience are preferable
over newly- graduates.
15
20
21
3.25
Neutral
24
10
2.63
Neutral
10
50
28
4.25
Agree
25
32
18
3.85
Agree
15
16
12
10
2.85
Neutral
30
36
3.95
Agree
15
75
20
4.75
Strongly
Agree
25
11
44
3.95
Agree
20
15
60
4.15
Agree
25
12
48
4.10
Agree
6. Ethnical differences
become a hindrance to the
work performance of the
employees.
7.
Close
supervision
among employees must be
practiced
within
the
workplace.
8. Commitment and loyalty
to the organization can
become
beneficial
in
achieving the goals of the
company.
9. An individual with high
self- esteem has the
capability to handle greater
responsibilities.
10. A technology savvy
increases the finished
number of workloads
through its easy access of
the computer.
11. Mental ability tests are
necessary in order to
21
20
12
48
3.90
Agree
25
10
40
12
3.95
Agree
35
11
44
4.25
Agree
30
12
48
4.20
Agree
35
32
15
4.10
Agree
Analysis
In the first statement, the respondents strongly agreed that proper time
management is a vital factor to the productivity of the employees with a weighted mean
of 4.70. Same results have occurred in statement eight in which the commitment and
loyalty of an individual to the organization can be beneficial to the attainment of their
goals, with a weighted mean of 4.75.
22
Most of the results have shown that the respondents agreed to various instances
in the workplace. As seen in the fourth statement, with a weighted mean of 4.25, an
individual who has taken and passed a Civil Service Examination is most likely to be
hired than those who did not. Another is the ninth statement whereby an individual with
high self- esteem has the capability to handle greater responsibilities, accumulating a
weighted mean of 3.95. In statement 13, impulsiveness in the behavior may lead to the
delay on the productivity of the company, gathering a weighted mean of 3.95. It was
also agreed on the 16th statement that constructive criticism is not a form of punishment
to the employee, with a weighted mean of 4.10.
On the other hand, some of the data revealed neutrality in which undecided
answers were present.
Interpretation
In an organization, psychological contracts exist. This is when an employee
provides various contributions such as loyalty, commitment, his/ her skills and
competencies, effort, time, and ability. In exchange for these, the employer or company
practices inducements like pay and career opportunities, benefits, status, and even
promotion opportunities. As in the case of statement eight, wherein the respondents
23
agreed that commitment and loyalty are important factors to the productivity and
achievement of the goals of the company. It should, however, be noted that these
psychological contracts must be balanced between both parties. It should be fair and
equitable so as to not create unnecessary insecurity and anxiety to the employee and
the organization. Such imbalance may generate dissatisfaction to one party resulting to
an attempt to change the relationship.
Researchers have been constantly studying thousands of personality traits
relevant to the workplace. One of which is an individuals agreeableness. This trait
makes an individual to become cooperative, understanding, and good- natured in terms
of dealing with their co- workers. In statement 15, gathering a weighted mean of 4.20,
relationship management decreases the barrier between the employee and the
organization. It goes to show that people with high level of agreeableness tend to
develop good working relationship to others while people who are less agreeable find it
hard to adapt with the environment of the organization.
Cases occur when stereotyping is present in the workplace. Stereotyping
is the process of labelling a person based only on a single attribute. However, this
generation has become open to the fact that skills, capabilities, attitude, personality, and
more are factors to be considered before hiring must be done. This competitive
environment changes rapidly. As for the case on the third statement, with a weighted
mean of 2.63, the respondents became impartial as to women are given more
responsibilities than men because of their trustworthiness. In most organizations,
gender does not take up a great percentage to the important factors to be hired,
although some companies still make it specific whether they wanted to hire male or
24
female employees. Overall, it depends upon ones skills and capabilities, together with
the proper attitude and personality, that a person may be qualified to a company.
25
26
28
must be taken into account since diverse workplaces have become immense during the
recent years. Therefore, there is a great impact to the human resource department to
recognize the difference of the individuals before hiring the latter into the organization.
BIBLIOGRAPHY
Dubrin, A. J., (2013). Individual differences, mental ability, and personality. Principles of
Organizational Behavior. 20- 37. Singapore: Cengage Learning Asia Pte Ltd.
Merriam- Websters collegiate dictionary. (2015). Springfield, MA: Merriam- Webster.
Moorhead, G. & Griffin, R. W., (2010). Behavior of individuals. Organizational Behavior:
Managing People and Organizations. 56- 70. China: China Translation & Printing
Services Limited.
29
Philippine Postal Corporation. (n.d.). History of PHLPost. Retrived on August 23, 2015
from www.phlpost.gov.ph.
Philippine Postal Corporation. (n.d.). Corporate Profile. Retrived on August 23, 2015
from www.phlpost.gov.ph.
30
APPENDICES
Greetings!
31
The researcher would like to conduct a survey regarding her study entitled THE
IMPACT
OF
INDIVIDUAL
DIFFERENCES
TO
THE
SELECTION
OF
THE
32
Please answer the questions truthfully and honestly. Rest assured that all the gathered
information will be treated with utmost confidentiality. Thank you for your cooperation!
Sara Andrea Nia P. Santiago
The Researcher
Name:
Gender:
Age:
Directions: Read the statements carefully. Check the box which corresponds to your answer.
Legend:
SA Strongly Agree
N Neutral
A Agree
D Disagree
SD Strongly Disagree
SA
33
SD
SD
34