The Interpersonal Communication between the Hearing and Non-Hearing Employees and its Contribution to the Factors of Work Performance: Case Study of Lamoiyan Corporation

Abstract

One most essential skill for individual is communication. The ability to communicate both in verbal and non-verbal medium is that which separates us from other species. It allows to express feelings and ideas or build and maintain relationships but also achieve optimum organizational effectiveness. Among the different forms of communication, interpersonal communication is singled out for it is claimed to be the cornerstone of organizational functioning. People at work need information and they get this most effectively through face-to-face interaction. Hence organizational studies see interpersonal communication as an impelling factor for effective work performance. A development in the Philippines that is related to this issue is the gradual accommodation of the disabled as human resource in organizations. Studies have shown that disabled are also capable to work as any able bodied persons and can also be effective and efficient after rehabilitation. However, what is glossed over is the fact that upon accommodation in the workplace, the disabled enters a relationship with coemployees and the whole company. Their ability to interact and be a part of a team becomes inevitable. Hence, it becomes important to take a look into their patterns of communication. Given the aforementioned gap in knowledge on this matter, this study focuses on this problem, “How does the interpersonal communication between the hearing and nonhearing employees contribute to the factors of work performance?” Specifically, this study aims to 1) describe the profile of Lamoiyan Corporation; 2) discover the communication pattern between hearing and non-hearing employees; and 3) determine the perceived contribution of the interpersonal communication on both the hearing and non-hearing employees’ performance. This quantitative and qualitative study was conducted using a psycho-socio approach and a descriptive method of research. It was assumed from the very start, as well as based on the records of the HR department, that both the hearing and nonhearing respondents for this study have a consistent very satisfactory work performance. To acquire the most credible data, purposive sampling was employed. Documentary analysis was used to collect information on the profile of Lamoiyan Corporation. Selfformulated, tailor-fit questions based on the literatures about the interpersonal communication and work performance was used for the survey questionnaires administered to the hearing and non-hearing respondents. Also, in-depth interview was conducted to HR manager and production supervisor of Lamoiyan Corporation. A dry run of this research tools were conducted to members of a non-profit organization of a similar set-up. Content analysis and table representation were used in analyzing and presenting both the qualitative and quantitative data. The findings of the study revealed that the Filipino brand of personal care products known as Lamoiyan Corporation located in Paranaque City and headed by Mr. Cecilio Kwok San Pedro, employs non-hearing individuals in the production and maintenance department since its beginning in 1988, to provide equal opportunity for the disabled. In terms of the communication patterns, the hearing and non-hearing use sign language and finger spelling for personal and work-related messages. Majority of the non-hearing and hearing employees have a perceived satisfactory communication competence. The experience in working with whether the hearing and non-hearing counterpart was revealed to have no direct relation with the frequency of communication between the two. Drawing from the last performance appraisal result in the last quarter of 2006, both the hearing and non-hearing employees have a consistent very satisfactory performance; (This in effect confirms the above mentioned assumption on their work performance). Lastly, interpersonal communication contributes to a very satisfactory work performance by increasing motivation, improving ability, providing a clearer role perception, and setting a favorable working climate for both the hearing and most especially the non-hearing employees. Thus it is concluded that in general, based on Lamoiyan's experience, the interpersonal communication between the hearing and non-hearing employees positively contributes to the factors of work performance consequential to the consistent very satisfactory work performance of both the hearing and non-hearing employees.