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Chapter 1 Pracres
Chapter 1 Pracres
PRACTICAL RESEARCH 1
RESEARCH PROGRESS REPORT
ABM TRACK
S.Y. 2019-2020
GROUP NUMBER: 3
GRADE & SECTION: 11-PURMASSURI
1
A Qualitative Analysis on the Effect of Establishing Leadership in Employer-Employee
Relationships in SkyCable Corporation
CHAPTER 1
INTRODUCTION
Draft
Over the course of the century, the Philippines’ telecommunications sector has
exponentially expanded. Multiple providers such as Globe Telecom and Sky have established
themselves in the country as a result of the growing demand for communication and connection
across borders. For the fourth year in a row, a report released by The Digital in 2019 revealed
that the Philippines was the world’s top user of the internet and social media sites. Filipinos
spent an average of 10 hours per day online. That being the case, there is fierce competition in
the telecommunications industry, solidifying the crucial role of a devoted and highly functional
team in rendering quality service to consumers.
At the core of every prolific institution is an organizational workforce characterized by
high-yielding job motivation and performance. For the longest time, interactions between
employees were labeled as “grapevine communication,” deemed as informal and insubstantial
because if it did not follow a structured approach guided by formal organization policies and
such (Mikola & Valo, 2019). However, researchers and companies have shifted opinions. There
is a current trend in modern human resource management models which highlights the
overlapping relationship between psychological and physical variables of the workplace and
company success. The researchers’ analysis is anchored to a selection of theories, namely
Herzberg’s Two Factor Theory and Weiss and Cropanzano’s Affective Events Theory, which
insist on communication and the workplace environment as intrinsic factors of employee
engagement and commitment. It is also grounded on the Situational Leadership Theory which
the personnel of SkyCable Corporation, focal subjects of the study, adheres to in handling
company operations and conflicts. Notwithstanding the numerous bodies of literature that pivot
around the aforementioned concepts, there were no studies found to explore these within the
continuously prospering industry of telecommunications in the Philippine context. The
researchers contend the significance of bridging this gap through concrete methods of data
collection for the benefit of its stakeholders.
V. Definition of Terms
1. External factors - Pertains to competition of the company, economic and political
environment as well as technological and social changes or any factors outside the
business.
2. Employers - A person or organization that employees people or provides work for
employees that are under their functional area in the business.
3. Employees - A person employed for wages or salary, especially at non-executive level.
4. Telecommunication Company - An organization that provides data transmission services.
5. Work Environment - Pertains to a place of employment, the immediate surroundings of
the workplace, culture, and may include employee benefits as well.
VI. Framework
The Two Factor Theory developed by Frederick Herzberg claims that there are two main
factors which are attributed to the motivation levels in a workplace. These are motivation and
hygiene. Motivation factors are intrinsic facets which correspond to the psychological effect
work has on employees, including purpose and achievement. These increase job satisfaction. On
the other hand, hygiene factors are extrinsic aspects which discuss the benefits received by the
employees and the overall work environment. These prevent job dissatisfaction. (N.A., 2018).
Howard Weiss and Russel Cropanzano’s Affective Events Theory highlights the
relevance of an employee’s emotions or mood at work. Emotions are a critical aspect of
decision-making and therefore affect the way an employee can handle situations at work. If an
employee and his corresponding employer does not have a good relationship, anger and tension
can arise between the two which is exhibited through job satisfaction, organizational
commitment and job performance (Lombardo, 2018).
The Situational Leadership Theory was developed by Paul Hersey and Kenneth
Blanchard. When outlining this leadership style, it is noteworthy how this kind of leadership
depends on the behavior of the employee and the ability of the leader to adapt. In this theory, an
employee with no motivation to work and skill needs much coercion by the leader and an
employee with both simply needs observation in their work. (Ghazzawi, 2017).
The theories presented provide the researchers with perspectives from specialists in the
field. It gives insight in identifying and understanding the different factors of communication and
the workplace environment that contribute to the staff members’ performances. It also serves as a
touchstone for the researchers in the formulation of their survey questions.
References
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Justin, A. (2018, January 31). Affective Events Theory (AET): Definition & Applications.
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