http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/265 Bachelor thesis of BA Organizational Communication students 2026-07-10T00:05:46Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3794 A Descriptive Study on Peer Group Influence in an Individual’s Decision-Making Quesada, Charmylaine M. The Rotary Club of Cabuyao, Laguna - Ladies' Circle has been giving career orientations to several schools in Cabuyao for the past few years. This time, they (Rotary Club) decided to change the format of the career orientation. They decided to make an audio-visual presentation of the career orientation, to make it more interesting, appealing and apt to the taste of high school students. They want to air it on the community cable for the students, together with the other sectors that subscribe to the community cable. And to help Rotary in this project of theirs, nine students were tasked to do a research on the different factors and reasons that could help answer that question why their high school graduates do not pursue higher education. Education has always been important, especially to us Filipinos. The researcher and the other related studies affirm that there are a lot of factors that contribute to Laguna's, specifically, Cabuyao's problem. Social factors such as: financial, economic, etcetera. But, this study focuses on that factor where an individual does not function alone and indeed, acknowledge those people around him or her, which is his or her peer or group. This study alone focuses on the extent of peer influence in an individual's decision making, if they acknowledge peer influence and do the students of Cabuyao, Laguna know that peer influence exists. Furthermore, the primary goal objective of this study is to know, as to what extent does peer group influence an individual's decision making. The framework used by the researcher is taken from the book Our Social World, by Forsyth, Donelson R., 1995. This particular framework focuses on several concepts: the individual, social influence, types of opinions, and decision-making according to opinions. The researcher used the student as the individual and the peer or group as the social influence. The three types of opinions discussed are the conversion opinion, which states that an individual, a student for that matter, would have a change in opinion or judgments, when he or she personally agrees with the group. And in this type of opinion, an individual would do and say what the group would. The second opinion, which is the compliance opinion states that an individual accepts the group'' beliefs, but still maintaining his or her own. The decision that would entail this type is that the individual, even though disagreeing with the group, would still do what the group would. The third type, which is independence states that, an individual, would not be afraid to voice out his or her own opinion, whether it conforms with the group or not. The decision that the individual would make, having this type of opinion would be that he or she would do what he or she wants regardless of his or her group's opinions on the matter. The researcher used the descriptive-explanatory design. Descriptive because this study aims to describe as to what extent peer influences an individual. Explanatory because this study further explains the concept of peer influence together with the extent of peer influence in decision-making. The researcher used two tools in data gathering. First is the questionnaire to ask specific questions and the focus group discussion, so that the researcher could know what the respondent wants to say and explain, and if he or she wants to go deeper into the topic. Respondents were 100 students from Cabuyao National High School that is for the questionnaire. For the focus group discussion (FGD), there were five students from the same school who are randomly picked in order to conduct the said tool for data gathering. From the data gathered, the researcher is able to conclude that indeed, a peer or group influences an individual in his or her attitude and in other things. But, although the respondents admit that they are influenced by their peer or group, when it comes to decisions like their education, whether to pursue it or not, the individual decides for himself or herself. It is still what he or she wants that would prevail. Which at the same time answers the researcher's inquiry as to what extent does peer influence an individual's decision making. A group influences an individual to shape him or her into what he or she is, but when it comes to decisions, like going to college or choosing a course. to take, it is still the individual who will decide. 2000-03-23T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3792 The Perceived Effects of the Equitable PCI Bank Merger BG Aguirre Branch on Corporate Public Image and Customer Satisfaction Acuña, Rizza Recently, organizational change and development are the trends that we see in the economy. They have become more rampant. It may be because of our country's need for globalization or just a good business decision on hand. Mergers and acquisitions are without a doubt the good examples of organizational changes. It entails total organizational renovation and revamp. This then calls for a new, innovative and attention -getting corporate public image. It would be natural for the organization to change its mission and vision statement, products and services and management. The dilemma lies in how the new organization can entice the attention and elicit the continued support of customers. Aside from this, they have to maintain or better the satisfaction level of their customers. A fitting example of this is the recent Equitable PCI Bank merger. The two leading banks recently merged in the hopes of fixing their management troubles and to give their clients better service and products. Equitable Bank and PCI Bank combined their two impeccable reputations to build a new corporate public image, which will lead them to the 22nd century. They are now able to offer their customers a very wide range of products and services, v11hich cannot be found in other banks. Equitable PC! Bank launched a new corporate public image and this of course had a very big effect on their customers. The new management had to consider how all these changes would affect their relationship with their customers. This then leads us to our study, which focuses on the corporate public image and customer satisfaction level of the Equitable PCI Bank. We are now faced with our problem which is "How did the recent Equitable PCI Bank merger affect the corporate public image and customer satisfaction?". The study generally tackles the issue of whether the customers are aware of the new corporate public image of the merged bank and were their reaction towards it positive. This then would lead to the satisfaction level of customers. Was there an improvement or downward move of customer satisfaction level? Generally, this study would like to see if a move of this proportion is good for an organization and how does rt affect the reputation and the customers of the organization. To be able to gather this information, questionnaires focusing on the corporate public image and customer satisfaction level were provided. Specifically, the questionnaire gathers information about the respondents' previous bank and what information they know regarding the corporate public image of their bank then compares it with the information disseminated by the new Equitable PCI Bank. The latter part of the questionnaire compares the satisfaction level of the respondents towards the services offered by their previous bank and the new and merged Equitable PCI Bank. Interviews were also set up with some key people to get a better understanding of how the merger information was disseminated. A little of their opinion was also asked to get a clearer view of how this merger was perceived from the inside. The Equitable PCI Bank merger is generally perceived as a good organizational move. The respondents of the study showed that their satisfaction level towards the different services afforded to them has improved. It was also seen that the corporate public image of Equitable PCI Bank was very positive even if the respondents had reservations about the merger of the wo banks. Though, Equitable PCI Bank was very involved in providing customers with information about the ·: merger, these results did not solely rely on the efforts of the corporate communications department of the bank. 2001-01-01T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3791 A Case Study on the Relationship of Gandour Philippines’ Motivational Strategies in Retaining High-Performing and Valued Employees Aguiling, Kristine B. Gandour Philippines, Inc. serves as the organization under study. It is composed of 114 employees, 65 of whom are regular workers. However, only about fifteen percent (15%) of these employees, or exactly ten employees were named by the management of the company as high-performing and valuable for the company's current success. The main problem of the study is centered on the effectiveness of the motivational strategies employed in Gandour Philippines in retaining high-performing and valued employees in the company. Specifically, it aimed to meet the following objectives: 1. To identify the motivational strategies employed by Gandour Philippines Inc. to retain its high-performing and valued employees 2. To determine the relationship of these motivational strategies in influencing the employees' decision to remain in the company despite their perception more rewarding opportunities elsewhere; The conceptual framework of the study is comprised of motivational strategies that can act on specific job factors that can contribute to job satisfaction which, in turn. can influence the employees' decision to remain in the company despite their perception of more rewarding opportunities elsewhere. Most of the terms used in this research are motivational strategies, hygiene and motivator factors, employee retention, high performing and valued employees, and employee exodus. Library research, survey questionnaires, and short, informal interviews with the respondents and the personnel supervisor were the research tools utilized in the study. Findings of the study indicate that Gandour Philippines employs motivational strategies that act on the internal (motivator) and external (hygiene) aspects of an individual's job. Most of the respondents placed a high amount of importance on motivators as opposed to hygiene factors. However, the respondents felt that hygiene factors were more given by the company despite the fact that the employees give more importance to motivator factors. The findings also indicate that majority of the respondents would leave the company if they were able to find another company that can provide them a job that can give them more motivator factors. Likewise, majority of the respondents would leave the company if they were able to find a company that can provide them more hygiene factors such as higher pay and benefits, higher status, and an environment where they experience a more satisfying personal life. However, majority would opt to stay in the company if they were able to find another company that can provide them specific hygiene factors such as better working conditions and interpersonal relationships. Based on the findings, the strategies employed by the company appeared ineffective because most of the respondents would still leave Gandour Philippines if they were able to find more rewarding opportunities elsewhere. The reason for this is that the strategies generally do not focus on the aspects of the job that the employees place a high amount of importance on. Hygiene factors can influence the employees' decision to stay in the company but it is not enough to keep the employees in the company even if they are already substantially given. Simply because the employees enjoy great maintenance factors, it does not mean that they will remain in the company. However, it does mean that they are not unhappy with their workplace. Furthermore, the findings imply that it is possible that the employees would opt to remain in the organization if the company matches its motivation strategies to fit the facet of the job which these employees value more, which, in this case are motivator factors. It implies foresight on the management's part to avoid focusing resources and attention solely on hygiene factors to the point that essential job content considerations are neglected. In this regard, the study recommends that Gandour Philippines should sustain the current strategies that act on hygiene factors but it should also focus and enhance their strategies more on motivator factors because the valued employees of the company prefers these motivator factors more as opposed to hygiene factors. 2001-03-01T00:00:00Z http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/3790 Influence of the Kinship System on the Management Leadership Style as Perceived by the Manager-Leader and the Employees: A Case Study Alvarado, Maria Arminda M. The basic element of the Filipino social structure is kinship. Thus, even if various organizational structures should operate in a professional and impersonal manner (Andres, 1981), Filipinos tend to be influenced by this personalistic value-orientation. This is the premise that is used for this research. The researcher wishes to find out how kinship influences the management leadership style of the manager-leader. This study aims to determine (1) the influence of kinship in the managerial functions of the manager-leader (2) the management leadership style used with kin and non-kin employees in terms of the leadership variables provided by Likert in his System of Management Leadership (Luthans, 1995) (3) the difference in the management leadership style employed by the manager with kin and non-kin employees in terms of decision-making, and (4) the overall dominant management leadership styles used with both the kin and non-kin group. Small-scale businesses are prevalent nowadays. Water-refilling stations flourish in this fast-becoming polluted country. The researcher conducted the study at Agua Berkeley, a water-refilling station, mainly because the manager employs people who are related to her, and at the same time, those who are not. There exists the environment that the researcher wishes to study about: how kinship influences the management leadership style of the manager-leader in dealing with both kin and non-kin employees as perceived by the manager-leader and the employees. The manager of the organization, Mrs Susan dela Cruz, performs leadership tasks as well. Thus, her function is termed as that of a manager-leader. The title is given so as to differentiate her function from other managers who does not dwell hands-on with the employees. The framework used consists of the decision-making levels in the Tannenbaum and Schmidt Continuum of Leadership Behavior combined with the leadership variables in the Likert's System of Management Leadership The variable kinship was then placed in the table. The data is gathered through surveys and an interview with the manager-leader for the background of the organization. The researcher conducted the survey with the purposive sample consisting of six employees who are related to the manager (kin), and another six (non-kin) who are not related to her. The manager-leader was also given the 3-part questionnaires Part I deals with the leadership variables, Part 2 is about the managerial functions, and Part 3 focuses on decision-making The study revealed that the manager-leader more often use the Participative to Democratic style (Systems 3 and 4) when dealing with the kin group. On the other hand, she employs the Benevolent-Autocratic to Participative style (Systems 2 and 3) when dealing with employees who are not related to her. The overall dominant leadership style that resulted from the two styles is Participative (System 3). More or less, the perception of the employees corresponds with the views of the manager-leader most of the time. Based on the research, kinship does influence the management leadership style of the manager-leader. Most of the difference, though, lies in the degree of the application of a particular style when dealing with both types of employees. 2001-03-01T00:00:00Z