Chapter IV

Presentation of the Results, Analysis and Interpretation of Data.

This chapter deal with result of the study, analysis and interpretation of data which were organized in accordance with the sub-problems presented in chapter 1.

Sub-Problem Part 1. What is the profile of the Respondents according to the following variables?

1.1 By Age Table 1.1 Shows the profile of the respondents when grouped according to age.

Table 1.1 Profile of the Respondents According to Age Group

Age 25 yrs. and below 26 30 yrs. Old 31 and above TOTAL

Frequency 49 23 8 80 % 61.25 % 28.75 % 10.00 % 100

Percentage

It can be gleaned from the table that majority of the respondents belong to the younger age group 25 years old and below as indicated by the obtained frequency of 61.25 percent. 28.75 percent are group belonging to 26 30 years old while eight or 10.00 percent belong to age group 31 years old and above.

1.2 By Gender

Table1. 2 Shows the profile of the respondents when grouped According to Gender.

Table 1.2

Profile of Respondents According to Gender

Gender Female Male TOTAL 67 13 80

Frequency % 83.75 % 16.25 % 100

Percentage

Data shows that there are more female employee respondents than male of the total 100 population, 67 or 83.75 percent are females of 13 or 16.25 percent are males. The above findings indicate that females are dominant in terms of Population in getting a job Which is not their major.

1.3 By Position Held

Table 1.3 shows the Profile if Respondents according to their job.

Table 1. 3

Profile of Respondents according to their job.

Job Professional Clerical Laborer TOTAL 38 31 11 80

Frequency % 47.5 % 38.75 % 13.75 % 100

Percentage

It is apparent as shown in this table that 47.5 percent of total population belong to the Professional group while 38.75 where belong to clerical job. And the least 13.75 percent of the total population 11 is to laborer.

1.4 By Educational Qualification

Table 1. 4

Profile if Respondents when grouped According to Educational Qualification.

Education College Graduate MBA Ph. DBA TOTAL

Frequency 79 1 ----80 % 98.75 % 1.25 ----% 100

Percentage

Data shows that almost 98.75 percent of the total population belongs to college graduate level of education and only 1.25 percent belongs to were able to pursue MBA.

1.5 By Work Experience

Table 5 shows the Profile of Respondents when grouped according to work experience.

Table 1.5 Profile of Respondents when grouped according to Work Experience

Years of Experience 1 4 years 5 9 years 10 14 years TOTAL

Frequency 67 11 2 80 % 83.75 % 13.75 % 2.5 % 100

Percentage

Data reveal the most of the respondents have length of working experience between 1 -4 years as indicated by the obtained frequency and percentage of 83.75 percent, 13.75 percent belongs to 5-6 years of experience. 10-14 years got 2.5 percent of the total population. It can be inferred from the above findings that 83.75 of the total population posses the neccessary working experience to warrant their efficiency and productivity to the job where they find themselves operating.

Sub-Problem Part II

1.

Perception Table 1

Perception of the Respondents in terms of accepting a job not in their major.

Perception Financial Consideration For the experience Proximity to Residence No other available TOTAL

Frequency 31 33 5 11 80

Percentage % 38.75 % 41.25 % 6.25 % 13.75 % 100

Data reveals that respondents consider for the experience factors as great influence of accepting the job even not of their major. This indicated 41.25 percent of the total population consider for experience while 38.75 percent of the population considered financial consideration. Other factors considered of 13.75 percent for no other available job ; and 6.25 percent for proximity to residence. The above findings indicate the needs of individuals follow a certain hierarchy which according to Maslow (1996) are based on their needs.

2. Perception in Advantages

Table 2

Extent of Influence of getting a job in a position that is not in their major as perceived by

respondents according to advantages.

Frequency Perception Opportunities of having a career/not be vacant Unlimited income/financial freedom Opens door for learning new things Enhancing skills and knowledge and help build up flexibility and self confidence Gaining experience in other field TOTAL 6 6 39 6 23 80

Percentage % 7.5 % 7.5 % 48.75 % 7.5 % 28.75 % 100

Referring to the table above, eighty respondents participated in the survey. Of them, six or 7.5 percent said that advantages of getting a job in a position that is not in their major is because of opportunities of having a career and not be vacant. Six among them or 7.5 percent said advantages of unlimited income or financial freedom. Thirty nine or 48.75 percent disclosed that it opens door for learning new things, six or 7.5 percent said for enhancing skills, knowledge and help build flexibility and self confidence, and another 23 or 28.75 percent reacted by saying gaining experience in other field.

3. Perception in Disadvantages

Table 3

Extent of influence of working in a task that you were not trained for as perceived by respondents according to disadvantages.

Perception People think your incapable of your position Not able to explore or cannot practice your field of interest Less competent/no growth or you get to be stagnant Had a hard time in familiarization of task often commit mistakes Sometimes losing of interest or not motivated TOTAL

Frequency 12 28 14 21 5 80

Percentage % 15.00 % 35.00 % 17.5 % 26.25 % 6.25 % 100

Shown herein is the perception of the respondents of the disadvantages of working in task were they not trained for. There are 12 or 15 percent of the respondents informed that people think they are incapable of their position. 28 of them or 35 percent says not able to explore or cannot practice their field of interest. When ask similar question 14 or 17.5 percent said they become less competent/no growth or you get to be stagnant. 21 or 26.25 divulged of having a hard time in familiarization the task and often commit mistakes. And another 5 or 6.25 percent told sometimes losing of interest or not motivated.

4. Perception in Career Wise

Table 4

Perception of the Respondents whenever given a chance to work in marketing job, what would it give career wise.

Perception A good career More Financial stability Motivation to do a good job satisfaction Job satisfaction TOTAL

Frequency 11 35 13 21 80

Percentage % 13.75 % 43.75 % 16.25 % 26.25 % 100

Data reveals that 43.75 percent of the respondents consider more financial stability as great influence of career wise. While job satisfaction is considered by 26.25 percent of the respondents. Motivation to do a good job obtained 16.25 percent of population. Perception of a good career only obtained 13.75 percent of the population.

5. Perception in Performance

Table 5 Extent of influence in the performing of their job as perceived by respondents according

to problems encountered.

Perception Confused because lack of training or no attachment with regards to job Attitude problems due to failure/bad performance/and unsatisfied outcome. Problems with regards to motivating/begging people Problems with communicating with bosses /superiors/team mates Crab mentality because other people were envious that you are a degree holder TOTAL

Frequency 31 18 14 12 5 80

Percentage % 38.75 % 22.5 % 17.5 % 15 % 6.25 % 100

80 Respondents encountered different kinds of problems in performing their present job 31 or 38.75 percent commented being confused because of lack of training or no attachment with regards to job. 18 or 22.5 percent said attitude problems due to failure/bad performance and unsatisfied outcome. Problems with regards to motivating and begging people said by 14 or 17.5 percent of the population. 12 or 15 percent said matters of communication with their bosses, superiors and team mates. Five Others or 6.25 percent added that crab mentality problems because other people were envious that they were a degree holder.

6. Perception in Problems that has Nothing to do with Marketing

Table 6 Problems that related to job that has nothing to do with marketing as perceived by respondents. Perception Peculiarity with the business language Problems with regards to management and coordination Problems of benefits/work load and lack of promotions Grave yard/shift schedules Unsatisfied feeling in job performance TOTAL Frequency 32 24 11 8 5 80 Percentage % 40.00 % 30.00 % 13.75 % 10.00 % 6.25 % 100

Majority of the respondents of 32 or 40 percent said problems in peculiarity with the business language. 24 or 30 percent of total population has problems with regards to management and coordination. Followed by 11 or 13.75 percent of the respondents complained of problems in benefits, work load and lack of promotions. Another 8 or 10 percent preferred problems to schedules or grave yard shift. And the rest of them of 5 or 6.25 percent said unsatisfied feeling in their job performance.

7. Perception in Recommendations Table 7

Recommendations in terms of revising the marketing curriculum so that other marketing

graduate will not encounter difficulties as perceived by respondents.

Perception Provides a specific/more advance curriculum that is up to date to what the real world can offer and a competitive subject that will have a varied role in the job market or can suits to all profession. Be prcised in the content of the study guide and replace subjects not related in order to focus on major subjects. Addition of activities and on the job training TOTAL

Frequency 31

Percentage % 38.75

27 22 80

% 33.75 % 25.5 % 100

The above table shows the recommendation in terms of revising the marketing curriculum as perceived by respondents. 31 or 38.75 percent of the respondents recommend of providing specific, more advance curriculum that is up to date to what the real world can offer and a competitive subjects that will have a varied role in the job market or suits to all profession. While 27 or 33.75 percent of the respondents said be prcised in the content of the study guide and replaced subjects not related in order to focus on major subjects. 22 or 25.5 disclosed need of additional activities or on the job training.