HiSANTA ANA ACADEMY OF BARILI, INCORPORATED

H. ALQUIZOLA ST. POBLACION, BARILI, CEBU

“THE EFFECTIVENESS OF STRATEGIC MANAGEMENT TO EMPLOYEES

PRODUCTIVITY IN THE MUNICIPALITY OF BARILI,

POBLACION, BARILI, CEBU”

GLADYS MAE N. ENTEBEROS

NICOLE ANDY E. RICAFORT

ALYN MAY R. SUERTE

RONELLE A. ELMA

SHEENA M. SACAN

MS. MYRA MAE NEBRIA, LPT

GRADE 12- ST. AUGUSTINE

ABM STRAND
 CHAPTER 1

THE PROBLEM AND ITS BACKGROUND

INTRODUCTION

Working with a lot of responsibilities is really a hard time to fulfill. Having

strategic management towards the employees provides clear goals and directions to the

future of the organization. Strategic management is the planned use of a business'

resources to reach company goals and objectives. However, strategic management

also requires ongoing evaluation of the processes and procedures within an

organization and external factors that may impact how the company functions. The

process of strategic management will guide top-level programs and decisions.

"Strategy" has replaced prior managerial tasks such mo has "administration" as

the dominant notion of the modern era, according to D. M. Mackay and Mackay. The

word strategy, according to Zundel, has its origins in the military and is derived from the

Greek word "strategos," which means "general." Its meaning has evolved over time, and

it has been applied to a variety of human activities, including business initiatives. It is

also the perspective of Nzewi et al. (2017) . They stated in their paper, the only way to fulfill

these objectives is for the organization's personnel to do so.

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 This is due to the fact that employee performance remains one of the most

important factors in achieving organizational success, which may be achieved via the

implementation of appropriate business strategies. In connection to this, strategic

management is thought to be the most significant discipline that separates

organizations. Many large firms appear to use strategic management strategies to

guarantee that they are compatible with their surroundings.

On the other hand, this implies that to survive and develop, business

organizations may have to implement strategic management tools as means of

increasing their competitiveness in the market. According to The Department of

Business Studies Covenant University, Ota, Nigeria, as cited by Akinyele Samuel

Taiwo, strategic management can be defined as the act of formulating, implementing,

and controlling strategy while formally documenting organizational expectations utilizing

systematic criteria and rigorous examination. According to Evered (2000), the various

meanings of the phrase strategic planning range from broad ones, such as identifying

purpose, objectives, and goals, to extremely limited ones, such as those that deal with

the means for accomplishing specific goals.

Furthermore, strategic planning can be defined widely or narrowly, according to

Eadie (2004). Strategic management, for example, is defined by Dess, Lumpkin, and

Taylor (2005) as the analyses, decisions, and actions that a business takes in order to

establish and maintain competitive advantages.

2
 UNDP (2008) stated that strategic management is concerned with the overall

management of an organization in order to shape its future. Setting and accomplishing

goals at the employee level, as well as identifying and removing impediments to

achieving those goals, are all part of performance management. The implementation

and use of strategic management approaches by production or manufacturing

organizations results in a number of benefits and characteristics for these businesses,

which help them reach their aims and objectives and fulfill their tasks in the long run.

According to McClell, S. (1994), downsizing and restructuring have been

necessitated by global competition, resulting in a shortage of managerial skills in many

firms. Many organizations, on the other hand, lack the commitment to adopt strategic

management development concepts, fail to comprehend its long-term value, and/or lack

the knowledge to develop it as a component of their competitive strategy. It emphasizes

that SMD will provide the catalyst for the organization to anticipate change, expand

channels of communication, and provide for a shift in focus from individual to

organizational growth. It also emphasizes that strategic management will provide the

catalyst for the organization to anticipate change, expand channels of communication,

and provide for a shift in focus from individual to organizational growth.

According to the recent study of Filipina managers and entrepreneurs, the

significance of strategic management to the employees in the Philippines is rooted in

culture and gender aspects. The study looked at how well Filipina business leaders in

Metro Manila implement their responsibilities in everyday work circumstances, as well

3
as industry peer and employee opinions and expectations of strategic leaders and

strategic managers in the Philippines. To attain their strategic goals, many successful

Filipina corporate leaders combined direct power roles—traditionally associated with

male Filipinos—indirect power and influence methods, and formal position authority.

On this backdrop, this study is conceptualized to find out the effectiveness of

strategic management to employees productivity in the Municipality of Barili, Poblacion,

Barili, Cebu. The researchers believe that it is important to see how strategic

management help the employees to fulfill their duties and to see its relationship towards

doing their responsibilities and to their productivity because having strategy or strategic

management in doing their respective duty will help them do their job easy and will help

them manage their time. Furthermore, the findings of this study will be used as bases

for the future information on how effective is the strategic management to the

employees productivity to enhance their management skills when doing their work and

how does this affect their productivity.

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STATEMENT OF THE PROBLEM

The primary purpose of the study is to determine the effectiveness of strategic

management to the employees productivity to the Municipality of Barili, Poblacion ,Barili,

Cebu.

It seeks to answer the following inquiry:

1. What is the profile of the respondent in terms of:

1.1 Age ;

1.2 Sex; and

1.3 Employment status?

2. What is the background of the respondent in terms of:

2.1 Occupation;

2.2 Monthly Income;

2.3 Profession;

3. What do you like the most about working at the Municipality of Barili in terms of:

3.1 Environment:

3.2 Accessibility:

4. How do you manage your time in order to accomplish your task?

5. What are your strategies in order to accomplish your work?

6. Is there a significant degree of correlation between the effectiveness of strategic

management to employees productivity?

7. What are the interpretation, analysis, and findings of the study?

8. What is the summary, conclusion, and proposed recommendation made by the researcher?

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SCOPE AND DELIMITATIONS OF THE STUDY

Mo

CHAPTER II

REVIEW OF RELATED LITERATURE

REVIEW OF RELATED LITERATURE

Strategic management is important when it comes to the employees in doing

their job. Strategic management may be defined as a series of managerial decisions

and actions taken by a company to help it gain a competitive edge and outperform

competitors in the long run according to Powell et al 2001 and Hunger, 2004. As a

result, strategic management comprises a number of critical steps, including "scanning

the environment for information," "selecting key data and analyzing it," "forming a

strategy model, testing it, and putting it into action," and so on based on what Cray and

Mallory, 1998 said. They should conduct a SWOT Analysis (Strengths, Weaknesses,

Opportunities, and Threats), they should make best possible utilization of strengths,

minimize the organizational weaknesses, make use of arising opportunities from the

business environment and shouldn’t ignore the threats. The shift from a knowledge-

based economy centered on the production, distribution, and use of knowledge and
information to an industrial-based economy centered on product manufacturing as a

necessity for the economic system has been dramatic (Hoskisson et al., 1999; Wright et

al., 1994).

The Development of Personnel and Human Resources Management. This

literature was from the work of Joseph J. Martocchio and Hui Liao  states that strategic

management is an excellent tool for start-ups for decision-making, monitoring,

establishing pragmatic policies and processes, and managing technology because they

work in a dynamic corporate environment. One of the most quickly increasing fields of

research within human resources is strategic management of human resources (HR).

There have been various empirical studies and theoretical treatments of the link

between HR and corporate performance over the previous decade. The authors

evaluate the empirical and conceptual literature in this work and emphasize areas of

agreement as well as areas that require additional research.

Then, based on their review and the substantial literature on employment

systems, we begin the process of developing a conceptual framework. We next explore

numerous methodological difficulties that must be solved in order to pursue serious

research using our paradigm. Managers must recognize the importance of creating a

productive work culture in the company by taking various actions., such as rewarding

productive employees, establishing clear company policies regarding working hours and

company goals, and paying attention to and respecting employees' views and opinions
in order to improve employee identification with their leaders. Sudarmo, Suhartanti,

P.D. and Prasetyanto, W.E. (2021).

Role of strategic management for employee engagement and skill

development for start-ups. This literature was developed by Praveen Kulkarni et al.

revealed that having strategies to work is a long-term planning tool for an organization's

strength and competitive advantage. As a result, the proper direction for managing

competition for organizations is provided, and self-efficacy among start-up founders is

increased (Tunstall, 2009). According to these studies, the role of top management,

vision, and mission, as well as strategic objectives, policies, and technology, all have an

impact on a startup's strategic management. Strategic management: In the early 1960s,

the notion of strategic management was initially established. Strategic management

entails devising a strategy for putting company strategic plans into action.

The review of literature regarding the relationship between staff productivity and

to how they manage their roles, the authors discover that high-ability managers mitigate

the unfavorable relationship between staff productivity and unpredictable environments.

Furthermore, the authors divide employee productivity into two categories: employee

efficiency and employee cost. The authors discover a large positive relationship

between managerial ability and employee efficiency, but no such relationship exists

between managing ability and employee cost. Ghosh, D.et al (2020).

 10

Managerial Ability and Employee Productivity. This literature was developed

by Burney, L.L. (Ed.) from the Advances in Management Accounting, Vol. 32 revealed

that engaging strategic management to the employees could help them manage their

work according to their capabilities. Strategy plays a big role for the employees

especially for their different roles inside the government. Managing human resources

with an employee engagement program would be useful, as it involves employees

physical, cognitive and emotional involvement.

Therefore, employee engagement is essential for attracting and retaining a

talented. In terms of strategic management, managers should also know how to boost

their employees' productivity by implementing servant leadership, which is considered to

be the primary driver of innovation self-efficacy behavior. The mediating function of

innovation self-efficacy necessitates managers to foster employee self-efficacy, share

more power with employees, and involve employees more in decision-making, all of

which can boost employee confidence and motivation, as well as productivity.

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REVIEW OF RELATED STUDIES

Strategic Performance Management: Organizing People and Their Work.

This study was developed by Redding, Sam; Layland, Allison from Eric. ed. gov

revealed that performance management was thought to be limited to the evaluation of

individual performance within a company. Performance management has grown to

incorporate the performance of the entire organization and the components that make it

up. Performance measures have expanded beyond the individual to cover how teams

and organizations carry out work depending on the results of their efforts. “Most

companies indicated firm commitment to strategic planning, even though 87% of chief

executive officers, business unit heads, and corporate planning directors reported

feelings of disappointment and frustration” (Gray, 1985).

Engaging strategies plays a big role especially for the employees of every

organization. Strategic management affects the productivity in a living system that

provides direction for people’s work while allowing for innovation and course adjustment

to produce better results more efficiently. Innovation make course corrections to

generate better results more quickly and contains strategic planning aspects and links

them to performance measurements, productivity factors, and continual gauging

processes advancement, bettering one's skills, and going above and beyond one's

expectations. Efficiency is not the same as productivity. Efforts to boost efficiency do not

suggest reducing spending, enhancing efficiency, or finding a more cost-effective

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solution strategies to accomplish the same goals as before. It's critical to concentrate on

the goals, strategies, and actions that fall under its jurisdiction, as well as to fully

comprehend its role and interaction with the personnel and the surroundings in the

context of jwhat it wishes to achieve.

Human resource management and firm performance in China: A critical

review. According to this study by Sunghoon Kim et al 2011 from google scholar,

revealed that in China's transitional economy, strategic human resource management

is a growing subject of study. Strategic human resource management research in

mainland China, as well as make recommendations for future research focuses on the

most significant topic in strategic human resource management: the relationship

between human resource management and business performance. Strategic human

resource management has actively participated in important theoretical discussions in

the literature, according to this study, and China-based studies have extended prior

models by discovering additional moderating and mediating variables. Future research

in this area should be more receptive to increasing methodological difficulties in the

field.
 Designing an Educational Effectiveness Model for the Employees of the

Selected Organization with a System Dynamics Approach. This study was

developed by Sedigheh Haji Abedi et al from google scholar revealed that Improving

performance and productivity in order to get the most out of people and material

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resources and accomplish optimal organizational goals are among the most essential

responsibilities of managers, and effective trainings can help with this important issue..

Strategies do not necessarily represent what the organization has been doing but what

it could do to effectively pursue each goal, carry out its mission, and realize its vision.

Strategies focus on how the employees contributes to the environment that they worked

with results stated in the goals. Performance measures for goals and strategies, as well

as milestones, are included in the management system for milestones, strategies, and

action plans. However, in a company, the outcomes are different.

Strategic Performance Management. The study of Allison Layland, PhD Sam

Redding, EdD examined that the strategic performance management is a multistep

process that guides an organization’s leadership in designing and revising a system of

strategic performance management. Communication is key to the success of any

change initiative. Preparation is only the first stage, a plan is just a bunch of words. To

define actionable tasks, engage personnel in effectively carrying out the job, gather

progress data, and use the data to make appropriate course adjustments, a

performance management system is required. Strategic management combines

strategic planning and performance management into a single, seamless process,

combining systematic focus with opportunities to challenge the routine and discover

new things.

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Setting a direction that fosters such a culture, as well as putting that direction into

action, are critical to realizing the vision. The majority of leaders begin with strategic

planning. Strategic planning identifies where the organization is heading, sometimes

where it isn't going, and provides focus. Every organization's employees, in particular,

benefit from engaging initiatives. Strategic management has an impact on productivity in

a live system since it directs people's work while allowing for innovation and course

correction to create better results faster. Innovation includes strategic planning features

and relates them to performance measurements, productivity considerations, and

continuous gauging processes progress, bettering one's skills, and exceeding one's

goals.

Productivity is not the same as efficiency. Efforts to increase productivity do not

recommend cutting costs, increasing efficiency, or finding a more cost-effective

approach to achieve the same objectives as before. Several authors confirm that the

productivity of the employees depends on how they act according to their age. The

strategy serves as the way on how they manage themselves to perform a certain task.

Also, the environment affects what they are capable of in doing their job. Planning plays

a vital role for every employees, not only for employees but also for regular person in
this society. Having a strategic management towards a certain work really helps the

workers to multitask and still manage to give te work done. Employee performance can

be improved in a variety of ways, including encouraging staff and enhancing work

discipline. The introduction of incentives can be used to increase motivation and

discipline.

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RELATED LEGAL BASES

Republic Act No. 10697. This act is known as the “Strategic Trade

Management Act, 2015”, according to RA no. 10697, Responsibilities of Persons. – It

shall be the responsibility of any person, subject to this Act; who intends to engage in

the export, import, transit, and transshipment of strategic goods, under the NSGL, or the

provision of related services to obtain an authorization from the STMO as provided in

this Act and its implementing rules and regulations. In addition, any person who intends

to engage in the re-export or reassignment of strategic goods is required to obtain an

authorization when this has been made a condition for the authorization of the exports

from the Philippines.

No person shall be allowed to place .any strategic goods in or on any carrier

located within the territorial and economic jurisdiction of the Philippines without the

consent of the owner or operator of the carrier. Such owners and operators shall be

prohibited from allowing the placement of strategic goods in or on any carrier unless the

person presents an authorization issued by the STMO to export, import, transit or

transship strategic goods. Administrative Liability of Government Officials and

Employees. – Any government official or employee who commits, or facilitates the

commission of, any violation of this Act shall be administratively liable under Civil

Service rules, without prejudice to criminal liability under this Act. The concerned

government official or employee shall, upon conviction, be dismissed from the service.

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Republic Act No. 6713. This act is known as the "Code of Conduct and

Ethical Standards for Public Officials and Employees." according to RA no. 6173,

Commitment to public interest, public officials and employees shall always uphold the

public interest over and above personal interest. All government resources and powers

of their respective offices must be employed and used efficiently, effectively, honestly

and economically, particularly to avoid wastage in public funds and revenues. The Civil

Service Commission shall adopt positive measures to promote (1) observance of these

standards including the dissemination of information programs and workshops

authorizing merit increases beyond regular progression steps, to a limited number of

employees recognized by their office colleagues to be outstanding in their observance

of ethical standards; and (2) continuing research and experimentation on measures

which provide positive motivation to public officials and employees in raising the general

level of observance of these standards.

Republic act No. 6971. According to RA no. 6971 also known as the

"Productivity Incentives Act of 1990", this act shall apply to all business enterprises with

or without existing and duly recognized or certified labor organizations, including

government-owned and controlled corporations performing proprietary functions. It shall

cover all employees and workers including casual, regular, supervisory and managerial

employees. Productivity Incentives Program. -a) The productivity incentives program

shall contain provisions for the manner of sharing and the factors in determining

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productivity bonuses provided, that the productivity bonuses granted to labor under this

program shall not be less than half of the percentage increase in the productivity of the

business enterprise.

Republic Act No. 10540. According to RA no. 10540, The Chief Justice of the

Supreme Court, in coordination with the Secretary of the Department of Justice, shall

immediately include in the Court’s program the implementation of this Act. The funding

therefor shall likewise be included in the annual General Appropriations Act. The funds

necessary for the operation of the Courts herein created shall be appropriated and

released only upon the actual organization of the Courts and the appointment of its

personnel.

Presidential Decree No. 442 The Labor Code Of The Philippines.

According to the article 49, Administration of training programs. - The Council shall

provide, through the Secretariat, instructor training, entrepreneurship development,

training in vocations, trades and other fields of employment, and assist any employer or

organization in training schemes designed to attain its objectives under rules and

regulations which the Council shall establish for this purpose. The Council shall
exercise, through the Secretariat, authority and jurisdiction over, and administer, on-

going technical assistance programs and/or grants-in-aid for manpower and youth

development including those which may be entered into between the Government of the

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Philippines and international and foreign organizations and nations, as well as persons

and organizations in the Philippines.

THEORETICAL BACKGROUND

Scientific Management Theory. This theory was developed by Frederick

Taylor and was one of the first to scientifically evaluate labor performance. The scientific

method, rather than the leader's judgment or the personal discretion of team members,

should be employed to complete duties in the workplace, according to Taylor's

principles. His worldview highlighted the importance of making employees work hard in

order to create the most productive workplace possible. Instead, he recommended

simplifying tasks to increase productivity. He suggested that leaders assign team

members to jobs that best match their abilities, train them thoroughly and supervise

them to ensure they are efficient in the role.

 Figure 1: Scientififc Management Theory

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Principles of Administrative Management. According to this theory by Henri

Fayol, this idea was established by a senior executive and mining engineer who looked

at an organization from the standpoint of the managers and the problems they would

face. He thought that leaders had six primary functions: forecasting, planning,

coordinating, commanding, and controlling their teams, and he formulated guidelines for

how they should structure and engage with their teams. He suggested that the

principles should not be rigid, but that the manager should decide how to apply them to

manage efficiently and effectively.

Figure 2: Principles of Administrative Management

 Bureaucratic Management Theory. This theory was developed by Max Weber,

bureaucratic management theory focuses on structuring organizations in a hierarchy so

there are clear rules of governance. His principles for creating this system include a

chain of command, clear division of labor, separation of personal and organizational

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assets of the owner, strict and consistent rules and regulations, meticulous

recordkeeping and documentation and the selection and promotion of employees based

on their performance and qualifications.

Figure 3: Bureaucratic Management Theory

Behavioral Theory Management. According to this theory developed by Elton

Mayo, he pioneered the human relations movement by conducting experiments aimed

at increasing productivity. His main focus was on altering working environments such as

lighting, break times, and workday duration. Every alteration he tried resulted in a boost

in performance. Finally, he concluded that the gains were the effect of the researchers
paying attention to the employees and making them feel appreciated, rather than the

modifications themselves. Employees are more motivated by personal attention and

being a member of a group than by money or even working circumstances, according to

this research.

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Figure 4: Behavioral Theory Management.

 Contingency Management Theory. This theory was developed by Fred

Fiedler, according to this theory, businesses are made up of multiple components that

must work together in order for the larger system to function properly. Synergy,

dependency, and interrelationships between subsystems are thus critical to the

organization's success. Employees are the most important components of a company,

according to this theory, and departments, workgroups, and business units are all

important components for success.

Figure 5: Contingency Management Theory

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 Theory X and Y. This theory was developed by an American social

psychologist, Douglas McGregor introduced X and Y are guided by their perceptions of

team member motivations. Managers who assume employees are apathetic or dislike

their work use theory X, which is authoritarian. Theory Y is used by managers who

believe employees are responsible, committed and self-motivated. This is a participative

management style that gives rise to a more collaborative work environment, whereas

theory X leads to micromanaging.

Figure 6: Theory X and Y

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NULL HYPOTHESIS

There is no significant degree of relationship between the effectiveness of

strategic management to employees productivity in the Municipality of Barili, Poblacion,

Barili, Cebu.

ALTERNATIVE HYPOTHESIS

There is a significant degree of relationship between the effectiveness of

strategic management to employees productivity in the Municipality of Barili, Poblacion,

Barili, Cebu.

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OPERATIONAL DEFINITION OF TERMS

The following terms are defined as conceptually and operationally to make this

research more comprehensive and gives the readers proper understanding with clearer

idea of what this study is all about.

Self- efficacy - refers to employees belief in his or her ability to carry out the actions

required to achieve specified performance goals.

Initiatives – refers to the ability or authority of the employees to act or take command

before others do a certain work.

Personal discretion- refers to the ability or right of the employees to determine or act

on one's own judgment; judgment or choice freedom: It is entirely up to me whether I

shall go or stay.

Productivity - refers to the rate of production per unit of input, as measured by the

efficacy of productive effort of the employees, especially in industry.

SWOT Analysis- refers to the study undertaken by an organization to identify its

internal strengths and weaknesses, as well as its external opportunities and threats.

Strategic Management- is the process of setting goals, procedures, and objectives in

order to make a company or organization more competitive

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 CHAPTER III

RESEARCH METHODOLOGY

RESEARCH DESIGN

The study shall employ a quantitative- correlational design approach through the aid

of a survey questionnaire and will utilize data mining and documentary analysis. This

study will adopt these methods to see the general picture under investigation and

because it is concerned with the effectiveness of strategic management in relation to

the employees productivity in the Municipality of Barili, Poblacion, Barili, Cebu.

ENVIRONMENT

This study will be conducted in the Municipality of Barili, situated at Poblacion,

Barili, Cebu. The municipality of Barili , is a 2nd class municipality in the province of

Cebu, Philippines. According to the 2020 census, it has a population of 80,715 people

within the 42 barangays.

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 Municipality of Barili Poblacion, Barili, Cebu.

RESPONDENTS

The respondents of the study will be the employees of the Municipality of Barili

which consist of 72 males and 92 females. A random sample of 60 respondents will be

selected from the total population of 164 employees from the Municipality of Barili. The

inclusion of the study is all about the effectiveness of strategic management to the

employees productivity. On the other hand, the researchers believe that strategies and

the way they manage their time and their work might be effective to their different roles

in their organization.

TABLE 1: Distribution of Respondents

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TABLE 1.1 : EXECUTIVE BRANCH

Offices Population Male Female

● Mayor’s office 17 10 7

● MSWDO 11 3 8

● RHU 21 1 20

● Treasury office 10 2 8

● Engineering 9 6 3

● Tourism 19 9 10

● Market treasury 12 6 6
office

● Budget office 3 0 3

● Accounting office 5 1 4

● MPDC office 2 2

● Waterworks 4 4

● Office of local 3 1 2
registrar

● Agriculture 7 4 3

● Assesors office 4 2 2
 TOTAL 127 51 76

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TABLE 1.2 : LEGISLATIVE BRANCH

Offices Population Male Female

Legislative

● Sb office 14 11 3

● 4p’s office 6 1 5

● Vice mayor’s 4 3 1
office

● Casual employee 6 4 2

● Permanent 7 2 5
employee

TOTAL 37 21 16

TABLE 1.3 : TOTAL POPULATION OF BOTH BRANCHES

 BRANCHES OF POPULATION SAMPLESIZE MALE FEMALE

GOVERNMENT

Legislative branch 37 30 15 15

Executive branch 127 30 15 15

TOTAL 164 60 30 30

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REASEARCH INSTRUMENT

The researchers will utilize a self- made questionnaires that will subject to pilot

testing. The self- made questionnaires will help the researchers to reduce the costs of

data collection in research instead of going long distances to meet with study subjects

or hiring face-to-face interviewers. The self- made questionnaires will also help the

respondents know their capabilities in their work and will give them idea on how will they

manage their respective duties.

DATA GATHERING PROCEDURE

 Before distributing the questionnaires, the respondents will ask permission from

the municipal Mayor/counselor to allow their employees to participate in order for the

researcher to collect the necessary information in order to obtain valid and reliable data

about their employees’ performance, position, and background and also to ensure that

they understand the purpose of the study. The researchers will also get consent from

the school to ask permission to conduct the study at the Municipality of Barili and gather

information to the employees of the municipality. During the conduct of the study,

researchers will explain the purpose and significance of the study to the respondents.

The researches will be cautious in terms of data gathering to assure the participant’s

anonymity and the utmost confidentiality.

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Once the data has been collected, the researchers will analyze the data in order

to answer the original research question.  The appropriate methods must be chosen in

order to come up with a valid answer. It is important that the knowledge is shared with

others so that they can then build upon the results .

ETHICAL CONSIDERATIONS

This study will undergo a review from the Practical Research 2 adviser of Santa

Ana Academy of Barili, Inc. for the approval to conduct the research. Through the help

of the class adviser, the researchers will give the informed consent to the employees to

participate in the study. However, the researchers will also provide and explain to the
respondents informing them about the study and will they participate through answering

the survey questionnaire. The informed consent will be made by the researchers to

address the participants and their rights, and they can also decline anytime if it’s against

their will. The respondents will be adequately inform on all relevant aspects of the

study, including its aims and survey procedures. It’s especially important when

considering issues related to confidentiality, data sharing and many other matters

because it encourage to associate degree atmosphere of trust, mutual respect and

answerableness among researchers.

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STATISTICAL TREATMENT OF DATA

The researchers will use Pearson r. (Pearson Correlation Coefficient) 24 to

compute the gathered data and to see the relationship between the effectiveness of

strategic management to employees productivity in the Municipality of Barili, Poblacion,

Barili, Cebu.

In analysis and interpretation of data, the following formulas were being used:
Percentage = F x 100
N
Where: P= Percentage
 F= Frequency
N= Total Respondents

For statistical purposes, answers on the academic performance were being

categorized as Advance (5), proficient (4), Approaching Proficient (3), Developing (2),

and Beginning (1).

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Weight Mean. This technique is used to measure the central tendency where some

values are given importance over others. It is used to gauge the average rate of the

responses to items in the questionnaire ( Ferguson, 1992: 482) using the formula.

WM = ∑fx

Where: x= Weight value

f= Frequency ( Number of Respondents)

N= Total of Respondents

The arbitrary scale used:

Scale Symbol Description Interpretation

3. 26 – 4.0 SA Strongly Agree Highly agree with the method

used

2.51 – 3.25 A Agree Moderately agree with the

 method

1.76 – 2.50 DA Disagree Slightly agree with the method

used

1.00 – 1.75 SDA Strongly Disagree Do not agree the method used

The same scale was being used in interpreting the complete means.

Pearson Correlation Coefficient. To identify the significant degree of

relationship between the effectiveness of strategic management and employees

productivity in the Municipality of Barili, Poblacion, Barili, Cebu, the data were subjected

to pearson r. test using the formula.

33

Where,

● r= Pearson correlation coefficient

● N=number of the pairs of the stock

● ∑xy=sum of products of the paired stocks

● ∑x=sum of the x scores

● ∑y=sum of the y scores

● ∑ x 2=sum of the squared x scores

● ∑ y 2= sum of the squared y scores

34