Bachelor thesis of BA Organizational Communication students http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/265 2026-06-19T19:47:57Z 2026-06-19T19:47:57Z Rodriguez, Gladys L. http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3753 2026-06-17T19:03:32Z 1989-01-01T00:00:00Z

A Study on the Cultural Applicability of Participative Management in the Philippines Rodriguez, Gladys L.

1989-01-01T00:00:00Z Concepcion, Caroline Lourdes B. http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3748 2026-06-17T19:03:10Z 1990-03-01T00:00:00Z

A Case Study on the Grapevine and Its Effectiveness in Supplementing the Formal Channels of Communication in North Davao Mining Corporation Concepcion, Caroline Lourdes B. The grapevine is an informal channel of communication in an organization. It is the transmission of messages from one person to another, existing largely by work of mouth. Every organization has its grapevine, for no other reason than that not all messages are suitable for dissemination through the official and formal channel of communication. According to Keith Davis, “no administrator in his right mind would ever try to abolish the grapevine. It is as permanent as humanity is. It should be recognized, analyzed and consciously used for better communication. And since it is here to stay, people should learn to live with it.” However, people have strong and conflicting views regarding the effectiveness of the grapevine. Some people regard the grapevine as an evil – a thorn in the side which regularly spreads rumor, destroys morale and reputations, leads to irresponsible actions and challenges authority. Others regard it as a good thing because it acts as a safety valve and carries news fast. Others regard it as a very mixed blessing. Whether the grapevine is considered an asset or a liability, it is important for executives and subordinates to try to understand it. In this study, the researcher sought to find how the grapevine operates in North Davao Mining Corporation and how effective it is in supplementing the existing formal channels of communication and in achieving communication efficiency in the organization. The researcher handed out survey questionnaires, the first questionnaire to the five executives and the second questionnaire to the forty randomly selected subordinates (from the senior staff down to the rank-and-file). Questionnaire #1 contained four multiple-choice questions, all directed towards the management’s views and perceptions of the use of grapevine in NDMC and the effectiveness and accuracy of the grapevine as a transmitter of official information. Questionnaire #2 centered on three most recent and timely pieces of information namely 1) privatization of NDMC, 2) power outage due to NPAs and 3) changing of NDMC’s old office uniform. The basic approach was to find out from each respondent how and from whom he first learned (or did not learn) about the three pieces of information. All chains or sequences were plotted to find out any discernible pattern of communication for every piece of information. The purpose for tracing the flow of communication was to identify who among the forty respondents were constantly active in the grapevine and what common traits they have, if any. Those active in the grapevine were asked to quote the exact messages they had related to others. After gathering all the responses, the researcher verified and checked the accuracy of these responses by asking one of NDMC’s top executives to judge whether or not these responses were indeed true and accurate. From the results and responses of the respondents, the researcher has proven that the grapevine is indeed widely accepted and practiced in NDMC. It is relatively accurate, therefore, it affects communication efficiency in NDMC positively and favorably. It is effective because it is a fairly accurate source and transmitter of information and thus, can supplement the formal channels of communication in NDMC. As far as NDMC is concerned, the researcher’s hypothesis that the grapevine is effective in supplementing the formal channels of communication has been proven.

1990-03-01T00:00:00Z Ricafrente, Neil D. http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3747 2026-06-17T19:03:20Z 1990-01-01T00:00:00Z

A Study on How Spatial Preferences Related to the Perceived Interpersonal Relationship on Members Within an Organization Ricafrente, Neil D. The present study examined the spatial preferences and the spatial relationship within an organization. It aimed to describe the effects of the respondents spatial preferences on their perceived interpersonal relationship with the superior, subordinate and within the organization itself. The spatial preferences referred to here are the distance, sociofugal-sociopetal orientation, kinesthetic factors, visual contact and seating arrangement maintained by members of an organization. The study also determined to described how the demographic characteristics of the respondent affect spatial preferences among members of an organization. The study was based on the framework that in order for an organization to function smoothly, interpersonal relationships should be established and enhances. And one way of laying the groundwork for good interpersonal relationship is through the maintenance of acceptable spatial preferences. The respondents in the study were taken from the three academic divisions of the College of Arts and Sciences, University of the Philippines Manila. A total of thirty six respondents were subjected to this study. The instrument used was a questionnaire which was divided into two parts: the first part focused on the spatial preferences of the respondents and the second part focused on the perceived interpersonal relationships among members of the division. A descriptive approach was used to determine the effect of spatial preferences on interpersonal relationship and vice versa. The presentation of data was aided by tables of responses. The results gathered showed varying distances were maintained by the respondents when communicating with different types of people in the division. Noteworthy were the closer distance maintained by the respondents when communicating with different subordinates than with superiors. Similarly, younger co-faculty members were given smaller spaces during interactions than older co-faculty members. Female to female interactions were also described to be closer than male to male or mixed-gender interactions. Distance also varies when the respondent is going to praise or going to criticize the work of another person. The data collected in this study did not concur with Edward T. Hall’s distance for impersonal discussions because the respondents preferred a much closer distance. The results gathered with regards to the sociofunga-sociopetal orientation of discussants are not characterize by marked differences unlike distance. A majority of the respondents preferred the parallel, face to face orientation irregardless of the topic and the person he is discussing with. The intervening factor (sex, age and status) played a role in determining the outcome of the likelihood for physical contact between the respondent and the other person. The respondents are more likely to get into physical contact with the subordinates than with the superior. The preferred distance for this interactions were also indicated to be very close. With regards to the visual contact that the respondents establish when communicating, it was gathered that the sharp and focused visual contact was preferred. This preference is irregardless off the communicative situation. Then with regards to seating arrangements, expected outcomes in three out of four communicative situations were validated. The respondents preferred seats in the center of the table rather than the corner seats closer to the superior, this finding are contrary to the expected outcome. On the other hand, the respondents preferred to sit closer to the subordinates in a side by side arrangement. The respondent kept distant from seats marked as occupied by hostile persons. In addition, the respondent chose seats closer to them in a side by side arrangement as the seats of person which they are most likely to interact with. In relation to the difference in spatial preferences are the difference division. in perceived interpersonal relationship in the It was gathered that generally most respondents characterize their superior as a strong, decisive and firm individual. In the same manner, the respondents characterize their subordinates as compliant and hardworking individuals. These perceptions accounts for the difference in spatial preferences between the respondent with the superior and the subordinate. In addition to the difference in interpersonal relationship with the superior and the subordinate are the differences in: how the division treats the individual; the basis of task assignment in the division; why work in the division is performed; and why people in the division work together. From the data gathered, it can be concluded that spatial preferences affect the perceived interpersonal relationships in an organization and vice versa. Since spatial preferences are manifestations of the non-verbal communication then it can be said that in order to improve interpersonal relationships in an organization, the non-verbal aspect of communication that transpires should be taken into consideration.

1990-01-01T00:00:00Z Chavez, Grace P. http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3729 2026-05-28T19:03:14Z 1992-01-01T00:00:00Z

Perceived Effects of Job Stress on Interpersonal Relations: A Case Study of the Government Service Insurance System—Manila Branch Chavez, Grace P. Today’s fast-paced and modern world require that individuals within an organization be adept in adjusting to the daily stresses in their jobs. Stress as a concept has become one of the most intriguing concerns for many organizations in the 80’s due to the serious effects that it reportedly brings. It has been commonly referred to as pressures, hassles, distress, and burn-out. Whatever names, they call it, stress has been believed to bring negative effects on an individual particularly with respect to his interpersonal relations with other members of the organization. Wester-based theories have categorized stress into two forms: constructive and destructive. However, stress itself is a subjective term, and as such depends on various factors such as an individual’s personality, his family, social and emotional background. Suffice it to say that stress is largely a matter of perception. What may be stressful to one my be relatively stress-free to another. Only it effects on a person determines whether they are considered positive or negative forms of stresses. The corporate world is constantly faced with stresses, both internal or external to the organization. This is largely due to the increased complexity of modern-day jobs as well as increased economic pressures on the individual. One of the factors that is likely to be affected by the levels of stress an individual experiences is his interpersonal relationships. It is a common notion that individuals while experiencing stress, often manifest poor or worsened interpersonal relations. In the Western context, stress is most oftenly referred in its negative form because it reportedly brings more destructive effects than it brings positive results. The researcher is face with the doubt that when the Western-based theories on stress are applied to the Filipino context, there would likely be differences with respect to the effects of stress to individuals as well as their responses to pressures. It is this objective to verify the perceived effects of stress on interpersonal relations which encouraged the researcher to give it substantial focus via this study. Since stress is basically foreign to most Filipinos with respect to the way they view their problems in their respective jobs, researches dealing with stress in relation to the interpersonal relations seem elusive. Apparently, this topic has not yet merited the attention of researchers on this field. It is for this reason that the researcher has undertaken on exploratory-descriptive method of research. The organization that the research chose as the subject of this study is the Government Service Insurance System – Manila Branch. As a governmental bureaucratic organization, they are always at grips with pressures and stresses since the organization functions directly with the public. Hence the employers in any government agency are usually considered as “public servants.” It is presumed by the researcher that having this consideration in mind, GSIS provides the perfect context for this case study on the effects of stress and interpersonal relations. Survey questionnaires were used by the researcher as a tool for gathering data in this study. A separate set of questionnaires were administered to the superiors and another to the subordinates in order to compare the effects of stress on the interpersonal relations of both levels. Based on the findings, it was evident that instead of expecting a worsened nature of the interpersonal relationships of the superior due to the degrees of job stress that they experience almost daily, it is surprising to find out that there was a notable perceived positive change in their interpersonal relationships. They have reportedly improved their other-orientedness towards their subordinates, fellow superiors as well as to their clients. Furthermore, the survey indicated improvements in themselves with respect to their qualities as superiors and managers. Meanwhile, the subordinates perceived no change in the nature of their relationships with others while they are undergoing stress. According to them, they have retained their good interpersonal relationships inspite of the pressures that they encounter in their respective jobs. The researcher therefore concluded that stress as a subjective term, may also function positively for individuals specifically for the superiors who more or less are conscious that stress is a part of their managerial jobs.

1992-01-01T00:00:00Z