2. WHERE WOULD YOU PREFER TO WORK
IF YOU ARE NOT WORKING IN THE
GOVERNMENT TODAY?
3.
4. Factors Rank
Good salary and benefits
Opportunity for career growth
Doing something they truly enjoy
Provides employment security
Allows them to use their education
Develops their skills and talents
Presence of challenging tasks
Liking the people they work with
Good work conditions
1
2
3
4
5
6
7
8
9
** Hechanova, M.R., Franco, E.P., Alampay, L. (2008). ManagingYoung Workers in Leading Philippine Organizations in a ChangingWorld
10. “Understanding Employee
Motivation”, Lindner (1998)
The ranked order of motivating
factors were:
(a) interesting work,
(b) good wages,
(c) full appreciation of work
done,
(d) job security,
(e) good working conditions,
(a) promotions and growth in the
organization,
(b) feeling of being in on things,
(c) personal loyalty to
employees,
(d) tactful discipline, and
(e) sympathetic help with
personal problems.
11. EMPLOYER BRANDING
The process of promoting a company, or an
organization, as the employer of choice to a
desired target group, one which a company
needs and wants to recruit and retain.
A strong employer brand should connect an
organisation’s values, people strategy and HR
policies and be linked to the company brand.
12. Innovation and
Design
Value and
Price
Image and
Prestige
Quality and
Performance
PRODUCT BRAND
Agency Culture
and
Environment
Work-life
Balance
Product/
Service and
Agency Brand
Strength
Work
Environment
EMPLOYER BRAND
Ask your classmates where they would like to work (locally or abroad) and what are the reasons that they are preferring to work in that company. Write their comments on the board for later discussion.
Basically our decisions reflects Maslow’s Hierarchy of Needs. Most of us as we see in the answers of our classmates to the question posted, we are concerned with monetary gains. It could be deduced that we are still on the second level of this hierarchy which is safety and security. Of course, all of us when we look for a job we would prefer that we have a job that pays well and that is secure, meaning security in tenure and security in the form of meeting the needs of our family day in and day out.
SAY: When it comes to job differentiation between young professionals and seasoned workers, the young look for GOOD SALARY and BENEFITS first. But, also for growth.
Notes:
Study Profile:
378 respondents (60% Female)
Metro Manila, Luzon
Average of 25 years old
Working for an average of 3.7 years
Income average of Php15, 300/mo (17% for family expenses
Clerical positions (females), manual jobs (males)
We have a newly transferred personnel in our office and she is from Philippine Women’s Commission. According to her the benefits in her former employment is much better that in our Office but she preferred to transfer because there is no movement in terms of career growth at the PCW. The reason is that all positions are currently filled up and that before you can get promoted someone will have to retire first so that the plantilla can move.
What we look for in a company so that we prefer to work for has 3 main sections:
Attraction – First up is Attraction. Why are we attracted to a company there are 3 main reasons:
Nature of work – of course we would like to work where we can utilize whatever it is that we studied in college.
This means if we graduated with a course in Education we would want to work in top schools and universities in the country.
If we are graduates of accounting BDO or Metrobank are the top choices among many other courses. We pick the company where
we can readily assimilate with the stock knowledge that we already have.
b) Compensation – the monetary benefits is secondary. Is the company offering a higher salary than others? We would like to land a job that pays well and that we can earn from to sufficiently support our lifestyle and our family.
c) Job Security – The 3rd is job security. We look for a company that is stable and has been in existence for quite sometime already. We want a permanent job that could provide us security of tenure.
2. Retention – The company should work in retaining the workforce that they work hard on attracting. The companies should work on the following:
a) Stress level – The stress level in the workplace is one factor why employees work leave. Stress has been identified in study done by Watson Wyatt in 2007/2008 that as per Employee’s view stress is the main cause of resignation. Employers on the other hand identifies base pay as the top reason why their employees resigns.
b) Compensation – Employees expect a pay raise at a regular interval depending on their stay in a company. It was also identified as the second top reason why employees resign from the perspective of workers as per the Watson Wyatt study in 2007
c)Promotion opportunity- Of course promotion to a higher position is also one of the main reason why an employee will stay in a company.
Wyatt Watson Worldwide is a consulting firm on Human Resource. Participants to this survey is 500 .
The study also found that when employees are satisfied with stress levels and work/life balance, they are more inclined to stay (86 percent versus 64 percent) and more likely to recommend their employer to others (88 percent versus 55 percent).
A comparison of these results to Maslow's need-hierarchy theory provides some interesting insight into employee motivation. The number one ranked motivator, interesting work, is a self-actualizing factor. The number two ranked motivator, good wages, is a physiological factor. The number three ranked motivator, full appreciation of work done, is an esteem factor. The number four ranked motivator, job security, is a safety factor. Therefore, according to Maslow (1943), if managers wish to address the most important motivational factor of Centers' employees, interesting work, physiological, safety, social, and esteem factors must first be satisfied. If managers wished to address the second most important motivational factor of centers' employees, good pay, increased pay would suffice. Contrary to what Maslow's theory suggests, the range of motivational factors are mixed in this study. Maslow's conclusions that lower level motivational factors must be met before ascending to the next level were not confirmed by this study.
