UNIVERSITY RESEARCH AND Document No.

FM-URD-006
DEVELOPMENT CENTER Revision No. 00
Effectivity Date November 3, 2020
RESEARCH PROPOSAL PAPER
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EXPLORING THE RELEVANCE OF STRATEGIC PLANNING IN BUSINESS

PERFORMANCE AND SURVIVAL:
THE CASE OF SMALL BUSINESS IN A COMPONENT CITY

A Research Proposal Presented to the

Faculty of the School of Accountancy, Business and Hospitality
University of Saint Louis Tuguegarao

In Partial Fulfillment
of the requirements for the Degree
BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION

Aresta, Mia Monica M.

Asuncion, Angelyka Nina
Ballesteros, Ma. Clarissa C.
Bassig Diana Rose R.
Balubal, James Patrick M.

MARCH 2023

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INTRODUCTION

How do businesses survive? What preparations do they perform to be better on

performance? Mostly, businesses address their road to success through formulating strategic
plans. Strategic planning is a disciplined effort to produce fundamental decisions and actions
that shape and guide what an organization is, what it does, and why it does it, with a focus
on the future (Mori, Kazungu & Mchopa, 2014). Moreover, strategic planning is a process of
coordinating activities to achieve the organization’s long-term goals. It is concerned with
identifying foreseeable thrusts and weaknesses to avoid and strengths and opportunities to
pursue (Majama & Magang, 2017).

Strategic planning is a useful tool for plotting organization survival in the future so that
an organization’s current and future operations will be compatible with that which is required
in tomorrow’s world (Mori, Kazungu & Mchopa, 2014). Regardless of the size, it has become
an essential subject and an important practice for every business (Salloum C., Digout,
Salloum L., Mercier-Suissa, & Chahine, 2021). Strategic planning provides overall direction
for specific units such as financial focuses, projects, human resources and marketing
(Monye, & Ibegbulem, 2018).

As stated by Awino (2013), strategic planning influences the performance of SMEs as

well as its competitive advantage significantly and positively. It is evidenced that strategic
planning is beneficial for the survival and growth of all businesses, even SMEs. But, the
majority of small businesses are not aware of the strategic planning that is practiced inside
the business and they are not preparing enough for the actual planning and formulating of
strategies (Abodunde, 2018). It is essential to further study other small businesses in other
locations to see the relevance of strategic planning clearly.

According to Monye, 2018, 95% of confidence, that strategic planning increases the
performance and survival of business and that organizational performance is enhanced when
strategic planning is applied. The priority of further studies should stick to the function and
relevance of strategic planning.

Thus, there is a need to address further about small businesses utilizing

strategic planning (Warren, 2016 & Turner, 2017). Additionally, The function and relevance of
strategic planning needs to be studied continuously to point out different aspects of it that
affect business performance and survival positively (Monye, 2018). From this, the research
study seeks to determine the relationship between the relevance of strategic planning
towards business performance and survival of small businesses.

Research Objective and Questions

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This research aims to determine the association between the relevance of strategic
planning in business performance and the survival of small businesses in Tuguegarao
City.

Specifically, it aims to answer the following questions:

1. Is there a significant association between the strategic planning in business
performance and survival of small businesses in a component city?
2. What is the relevance of strategic planning in business performance and survival?
3. How does strategic planning affect the performance and survival of small
businesses in Tuguegarao City?
4. What benefits does a business gain from applying strategic planning?

Hypothesis
1. There is no significant relationship between strategic planning and business
performance and survival of small businesses.

Significance of the Study

This research is of great significance in the field of business and is expected to provide
input for improving the performance of small entities through strategic planning. Strategic
planning is aligning a business' vision with its goals and objectives to address challenges that
a business might face. In addition, this will help specific groups and organizations, such as
small business owners, to explore the relevance of strategic planning in the sense that it will
create an organized document that details an entity's current performance and the direction it
will take. Moreover, this will benefit new entrepreneurs in the early stage of development
since it would give them knowledge and understanding of what goals and objectives will
contribute to the growth and success of their businesses. This research will also provide
academic researchers with a valuable benchmark for future studies. These would be
expected to serve as related literature for future researchers exploring the same topic in this
area by re-examining the relevance of strategic planning in small entities, particularly in a
component city, and or using the current study's findings for another comparative study.

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Work values

Liu and Lei (2012) defined the work values in three perspectives: the first one is the
tendency or orientation of attitudes which has something to do with the commitment between
learning and work, desirability or attractiveness of various work features, and gathering of
one’s attitude and opinion; second is the perspective of estimation which is an assessment of
the significance of a certain goal or behavior, the importance of what the individuals give to
the outcomes which take place in the context of work, the standards of truthful evaluation;
and lastly, the perspective of synthesis as relatively considered as the generality of work
values. In the academe, positive work values generate outcomes from the students that
sustain the work progress and mental development of the learners through quality teaching
in higher education which really matters for student learning outcomes (Hénard &
Roseveare, 2012).

Work values are the awareness, affective desires, individual needs or wants of people
which guide their behavior (Pandey & Sharma, 2012) towards work. It makes a set of goal
that an individual sought from an environment which plays a vital role in one's professional
growth and career development (Liu & Lei, 2011). It is the satisfactory outcomes that
individuals expect to achieve or should be attained through their engagement, involvement
and active participation in work activities (Brown, 2002; Frieze et al., 2006). It also drives the
motivation of people to pursue certain task and contribute to the achievement of vision and
mission of an organization. Values and changes in meaningful priorities are considered as
significant principle to impact attrition (Santhanalakshmi, Prabhakar & Kumar, 2014) in the
organization. It plays important character that would describe the lives of people to
recognize, understand and articulate the individual set of values towards a sound decision
making (Dean, 2012).

Work values might be considered a factor in determining the work performance of

teachers. Work values revealed to significantly predict career preferences in various
organizations and the similarity of work values with the work place has been shown to exist
(Bakar et. al, 2011). Dramatic changes are also taking place in the work environment as a
result of globalization, advancement of technology and borderless world (Tomlinson, 2007;
D’Silva & Hamid, 2014).

Teaching Performance

According to Vermeeran (2019), work performance could help public organization to

improve service delivery. Realizing its importance, public organizations pay attention to work
performance in relation to formulating policies and enhance service delivery. Campbell
(2014) on the other hand fittingly describes work performance as an individual-level variable,
or something a single person does. Hospitality educators have shown persistent interests in
improving their teaching performance geared to enhancing learning outcomes. Jeong et al.
(2004) indicate that understanding students’ perception of a course and instructor serves
dual purposes in higher education: first, it is a critical indicator of an academic unit’s
performance, as well as the performance of the teaching staff and course offerings; second,
it is a continuous feedback source for assessing learning outcomes, course design and
offerings, and teaching methods.

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Employee Performance fundamentally depend on many factors like performance

appraisals, employee motivation, employee satisfaction, compensation, training and
development, job security, organizational structure and other, but the area of study is
focused only on employee motivation as this factor highly influence the performance of
employees. Shadare, et.al., (2009) as cited by Manzoor (2011), employee motivation is one
of the policies of managers to increase effectual job management among employees in
organizations. A motivated employee is responsive of the definite goals and objectives
he/she must achieve, therefore he/she directs its efforts in that direction. Getting employees
to do their best work even in strenuous circumstances is one of the employees most stable
and greasy challenges and this can be made possible through motivating them (Manzoor,
2011). An internally satisfied, delighted and motivated worker or employee is actually a
productive employee in an organization which contributes in efficiency and effectiveness of
organization which leads to maximization of profits (Matthew, Grawhich & Barber, 2009).
Recognition and empowerment play an essential part in enhancing employee motivation
towards organizational tasks. By appreciating the employees for their work done and giving
them participation in decision making, internally satisfies them with their job, organization and
organizational environment, thus their enthusiasm and motivation towards accomplishment
of tasks increases (Manzoor, 2011).

Research Paradigm

Independent Variable Dependent Variable

Profile of the respondents in

terms of:
A. Age
B. Gender Work values of Full Time
C. Program affiliation College Instructors in terms
D. Highest educational of Filipino Work Values
attainment Scale
E. Length of service
F. Employment Status

Teaching performance

Figure 2. Paradigm of the Study

The paradigm shows the independent variables such as the profile of the
respondents in terms of their age, gender, program affiliation, highest educational attainment,
length of service and employment status which may affect the dependent variable which is
the work values of full time college instructors in terms of Filipino Work Values Scale.

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Moreover, it also shows how teaching performance may be associated with the work value of
the respondents.

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METHODS

Research Design
The descriptive-quantitative research design will be used for the study.

Locale of the Study

The study will be conducted in University of Saint Louis

Respondents of the Study

All full time faculty in the college department.

Data Gathering Instrument (Including Data Measures)

This study will utilize the Filipino Work Values Scale – Employee Edition (FWVS – EE).
The Filipino Work Values Scale (FWVS) is a standardized instrument designed to determine a
person’s work values. The scale consists of 80 items, distributed into 10 subscales. It will take
approximately 15 to 20 minutes to accomplish. The 10 subscales are the: Environmental,
Familial, Intellectual – Achievement, Interpersonal, Management, Material, Occupation,
Organization, Religious and Variety. This tool will use the Likert Scale Rating (1 – Very
Unimportant, 2 – Unimportant, 3 – Neutral, 4 – Important and 5 – Very Important). This test
will consists of a test booklet where the general and specific directions will be indicated, and a
separate answer sheet to indicate the respondents’ answers. This test can be self –
administered.

Data Gathering Procedure

Permission to conduct the study will be sought. The questionnaire about the work
values will be requested from the Guidance office. The efficiency rates of the faculty will be
requested from the Academic Deans.

Data Analysis
For the data analysis, descriptive statistics such as frequency, percentage and mean
will be utilized to measure the profile and work values of the faculty. In testing the hypothesis,
T-test, ANIOVA and Pearson-R will be used.

References

Bakar, A. R., Mohamed, S., & Zakaria, N. S. (2011). Work values of Malaysian school
counselors: It's implication on school counseling. Journal of Social Sciences, 7(3),
456.
Brown, D. (2002). The role of work and cultural values in occupational choice, satisfaction,
and success: A theoretical statement. Journal of counseling & development, 80(1),
48-56.
Cervera, Vicentita M. Ed. D. Filipino Work Value Scale (FWVS) Quezon City, (1987)
Dean, K. W. (2008). Values-based leadership: How our personal values impact the
workplace. The Journal of Values-based leadership, 1(1), 9.

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Del Mundo, G. V., & Refozar, R. F. G. (2013). The accounting teachers of Batangas: Their
profiles competencies and problems. International Scientific Research Journal (1),
131-166.
Frieze, I. H., Olson, J. E., Murrell, A. J., & Selvan, M. S. (2006). Work values and their effect
on work behavior and work outcomes in female and male managers. Sex Roles,
54(1), 83-93.
Hénard, F., & Roseveare, D. (2012). Fostering quality teaching in higher education: Policies
and practices. An IMHE Guide for Higher Education Institutions, 1(1), 7-11.
Liu, Y., & Lei, Y. (2012). The connotation of work values: A preliminary review. Asian Social
Science, 8(1), 47.
Liu, E., & Johnson, S. M. (2006). New teachers' experiences of hiring: Late, rushed, and
information-poor. Educational Administration Quarterly, 42(3), 324-360.
Maghanoy, L. G. Working Conditions and Performance of Tertiary Teachers at UM Panabo
College..
Manzoor, Q. (2011). Impact of employees motivation and organizational effectiveness.
European Journal of Business and Management, 3 (3), 36-45.
Matthew, J., Grawhich, & Barber, L. K., (2009). Are you focusing both employees and
organizational outcomes. Organizational Health Initiative at Saint Louis University, 1-
5.
Narciso, R. C. (2017). Work stress and performance of UM Tagum college (Master’s thesiss).
Retrieved from http://www.ijoart.org/docs/WORK-STRESS-ANDPERFORMANCE-
OF-UM-TAGUM-COLEGE-FACULTY.pdf
Pandey, A. & Sharma, A. K., (2012). Industrial Psychology, Global Academic Publishers and
Distributors, New Delhi, India.
Teacher Education Council - Department of Education (2009). Experiential Learning Courses
Handbook. Manila, Philippines: Teacher Education Council - Department of Education
Tomlinson, M. (2007). Graduate employability and student attitudes and orientations to the
labour market. Journal of education and work, 20(4), 285-304.
Santhanalakshmi, K., Prabhakar, K., & Kumar, N. S. (2014). Analytical study of values of
business process outsourcing employees to address issue of attrition and suggestion
of work life balance intervention. Asian social science, 10(15), 63.
Somblingo, R. A. (2014). Extended Practicum in Teacher Education Institutions in
Zamboanga City: Status, Problems and Pre-service Teachers‟ Competencies. WMSU
Research Journal, 29(2).
Vecaldo, R. T. (2017). Epistemological Beliefs, Academic Performance and Teaching
Competence of Pre-Service Teachers. Asia Pacific Journal of Multidisciplinary
Research,5(2), 114-124.
Vecaldo, R.; Andres, A.; Carag, C. Caranguian, C. (2017). Pedagogical Competence and
Academic Performance of Pre-service Elementary Teachers in Tuguegarao City,
Cagayan. Asia Pacific Journal of Multidisciplinary Research. Volume 5 No.2. Lyceum
of the Philippines University.

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Appendix A
Research Instrument

Dear Respondents,

Greetings of peace and abundance!

The undersigned is currently proposing a dissertation entitled “Work Values and

Teaching Performance of Full Time College Instructors”. In order to achieve the objectives
set in this study, you are identified to be a qualified respondent and I am humbly
requesting that you accomplish this questionnaire. Rest assured that all information
shared will only be for the purpose of this academic activity.

Thank you and looking forward for your positive response.

Respectfully yours,

Miss Camille Sera, MBA

Researcher

PART I. PROFILE OF THE RESPONDENTS

1. Age:_____ 2. Sex: Male ___ Female ___ 3. Program Affiliation: _____________
4. Highest Educational Attainment: ______________ 5. Length of Service: _________
6. Employment Status: Permanent: ____ Probationary:____

PART II. WORK VALUES OF FULL TIME COLLEGE INSTRUCTORS IN TERMS OF

FILIPINO WORK VALUES SCALE
The following are the 10 subscales of work values, which are the: Environmental, Familial,
Intellectual – Achievement, Interpersonal, Management, Material, Occupation, Organization,
Religious and Variety.

Please rate the following items using the following legend:

5 – Very Important
4 – Important
3 – Neutral
2 – Unimportant
1 – Very Unimportant

Environmental Dimension 5 4 3 2 1
1. A place of work which is not far from where I live
2. A place of work which is accessible to public transportation
3. A place of work which is not polluted
4. A place of work with complete and updated modern facilities
5. A spacious working place.
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6. A work with a relaxed atmosphere

7. A place of work with good ventilation
8. A work which is located in a nice, clean environment
9. A place of work which is quiet
Familial Dimension 5 4 3 2 1
1. A work which does not take me away from my family.
2. A work which gives me enough time to attend to the needs of my
3. family
4. Work assignments which do not pull me away from my family much
of the time.
5. A work which my family approves of.
6. A work which spares my time to be with my family.

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