Module

1. Writer:
ARIEL D. DOMOYONG
Layout Artist:
KRISHEA MAE P. JARUDA
EPS I - Mathematics
KIM S. ARCEÑA, EdD
I. Write TRUE if the statement is correct and FALSE if it is incorrect. Write
your answers in your notebook.
1. Movement can boost the effectiveness of the organization.
2. Movement can also be a tool to reprimand employees for some violations
or negligence.
3. Employee movements pertain to alterations of personnel's employment
status.
4. Employee movements is a consequence of employee's performance
criticism, favoritism, and employer’s expectation.
5. A movement is a horizontal or lateral transference of an employee from
one company to another.
6. Movement by employees impinge on his salary, status, and responsibility.
7. Movement of employees is unnecessary and unessential in the organization
for the purpose of easing politics between employees.
8. Movement of employees assures pleasant relationship between employees,
boosts transparency in work and precludes syndicate of employees.
9. Employee movement can lead to new knowledge and skills by carrying out
different jobs.
10. Employee movement may lead to resignation if the employee is not
flattering on the location of transfer.
II. Answer the following questions in your notebook.
1. How can employee movement affects the performance of the employees?
2. What are the advantages and disadavantegs of employee movement?
EXERCISES
REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html
https://theinterviewguys.com/top-10-job-interview-questions/
https://www.patriotsoftware.com/blog/payroll/what-is-compensation/
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
types-of-compensation
https://theintactone.com/2019/03/01/hrm-u4-topic-2-factors-affecting-
employee-compensation/
Quarter 2 Week 12– A
The learner examine the functions and importance of
compensation, wages and performance evaluation,
appraisal, reward system, employee relations and
movement

2. Apart from adopting clear policies on employee appraisals and employee
relations managers also establish guidelines for employee movements. Employee
movements pertain to modifications in the status or nature of employment of
personnel. They may occur as a result of employee performance appraisals,
organizational restructuring, or certain operational requirements.
GENERALIZATION REASONS FOR EMPLOYEE MOVEMENTS
 To avoid favoritism, nepotism and monotony in the organization.
 To avoid gaining capacity of influencing and egocentrism.
 Makes an employee accountable to his seat, so as not to find mistakes
by his successor and too make conversant of different seats work.
 So as to avoid excess dependency on employee, otherwise may affect
the purpose of hierarchy and lose control over subordinate.
 To create transparency among the employees and their work.
 To maintain healthy relationship in between all the staff members to
retain harmonious environment to avoid unnecessary disputes.
ADVANTAGES OF EMPLOYEE MOVEMENTS
A movement provides a career path for an employee when a promotion is
not available. In a movement, the employee:
 Achieve new knowledge and skills by carrying out a different job.
 Conquers boredom and dissatisfaction with his current job.
 Obtain new challenge, an opportunity for the employee to expand his
accomplishments, contact, impact, and potentially influence different
aspects of the workplace and organization.
 Experience an adjustment of scene and work environment.
 Will learn concerning different components, activities, and jobs in the
organization and how work is accomplished in different departments or
job functions.
 Practices for a promotion or boarder organizational role, by expanding
his skill set and responsibilities, and gain broader knowledge about the
total organization.
 Achieves visibility with a new group of co workers and managers.
 Permits the employee to achieve all the above while retaining his
current salary, benefits package, and company perks.
DISADVANTAGES OF EMPLOYEE MOVEMENTS
Movements of employees will certainly do well to organization and also
keeps away conflicts and misunderstanding in between employees. Below are few
downsides of employee movements which are:
 Employees who are having affection with the organization and their
morale maybe bothered due to movement to some other location.
 Family members of who got the movement maybe psychologically
troubled because they must shift their family to new location for which
it may take time to get familiarized to new place.
 Certainly, employee movement will financially cost to him by way of
shifting of his households and furniture in transportation.
 Employee movement may lead to resignation for the basis that he may
not be agreeable to depart current location if that location his resident
place.
EXERCISES
THE NATURE OF EMPLOYEE MOVEMENTS
A movement is a horizontal or lateral
transfer of an employee from one job, section,
department, shift, plant or position to another at
similar or another place where his salary, status and
responsibility are unchanged.
PURPOSE OF EMPLOYEE MOVEMENTS
Movements are generally affected to build up a more a satisfactorily work
team and to achieve the desired organizational goals.
 To increase the effectiveness of the organization.
 To increase versatility and competence of key position.
 To deal with fluctuations in work requirements.
 To correct incompatibilities in employee relations.
 To correct erroneous placements.
 To relieve monotony.
 To adjust workforce.
 To punish employees.
Movements of employees is a necessity and indispensable in the
organization for the purpose of reducing politics between employees, to
guarantee pleasant relationship between employees, to boost transparency in
work, to prevent syndicate of employees for unethical purpose and to stop
nepotism in the organization.
Organizations having no movements for their employees may form their
own informal groups for their common interest and their own benefit.
Consequently, this may leads to confidentiality in the flow of work, ultimately, no
transparency in work. Less employee movements, in an organization may
definitely see organizational politics among employees, that will lead to decreased
coordination in between employees that will affect the overall organization
performance.
Answer the question in your notebook.
1. What is an employee movement? Why is it important for an organization to
have an employee movement? Explain your answer.

3. Writer:
ARIEL D. DOMOYONG
Layout Artist:
KRISHEA MAE P. JARUDA
EPS I - Mathematics
KIM S. ARCEÑA, EdD
Identify the concept being described. Write your answers in your
notebook.
1. It gives the employee an opportunity to swell his skills and network with a
new circle of employees and customers.
2. It refers to the dissolution of employment of personnel by the employer.
3. It implies to upward or vertical movement of employees in the organization
from lower-level jobs to higher level jobs.
4. Separation that pertains to the termination by the employer of the work of the
employee.
5. Movements made for the intent of preparing the employees for production
and replacement movements.
6. In case an employee does not sense comfortable on his job, he may be
moved to some other job.
7. A movement from one department to another.
8. This applies to ending the employment of a regular personnel who reaches a
retirement age.
9. Separation pertains to the intentional job resignation by the employee.
10. An employee with a long service may be transferred in some other
department to replace a person with a shorter service.
EXERCISE
REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html
https://theinterviewguys.com/top-10-job-interview-questions/
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
types-of-compensation
Quarter 2 Week 12– B
The learner examine the functions and importance of
compensation, wages and performance evaluation,
appraisal, reward system, employee relations and
movement

4. Employee movements give the employee a chance to expand his skills
and network with a new circle of employees and customers. A movement is also
an opportunity for an employee to expand his career path opportunities. A
movement provides experience in other areas of an employee’s current
department or in a new department within the business.
TYPES OF EMPLOYEE MOVEMENTS
Usually movement takes place between jobs paying approximately the
same salaries. A slight change in responsibilities, duties and pay increase may
also take place occasionally.
The following are the various types of movements in the workplace:
GENERALIZATION
EXERCISES
Employee movements in
companies, such as in the
form of promotion,
separation, and
retirement, requires clear
and fair policies in order
to maintain the trust and
loyalty of employees to
their organization.
PROMOTION
Promotion refers to upward or vertical
movement of employees in the organization from lower
level jobs to higher level jobs. It involves an increase in
the employee’s rank or status in his job position. In job
promotions there is usually a corresponding increase in
duties and responsibilities, higher pay and privileges.
But in other instances, promotion may only involve an increase in position and
rank, and no necessarily an increase in pay. In general, promotion motivates
employees to work better and increases their sense of loyalty to the company.
SEPARATION
Separation pertains to the termination of
employment of personnel by the employer. This may
occur due to justifiable reasons or through
authorized causes by the management. Separation
may be involuntary or voluntary.
Involuntary Separation is the termination by the employer of the work of
the employee. A company may be forced to retrench or lay-off some workers, or
close the establishment due to a prolonged downfall in the business conditions.
These are called economic grounds for termination, and they are legal.
Termination is also classified as involuntary when the employee is dismissed due
to committal of a grave act injurious to people and the company.
Voluntary Separation pertains to the voluntary job resignation by the
employee. Usually, the employee resign by citing personal reasons. An employee
who resigns is required to submit his formal resignation to the company at least
one month before the date of separation. This would allow the company for look
for the replacement so as not to disrupt the work schedules and affect the work
output in the group. A letter of resignation must be submitted to the head of the
group where the employee belong.
Managers are aware that termination of employees is governed by Labor
Code of the Philippines. When terminating employees, the company must
observe proper procedures to ensure due process. Proper procedures and
communication are especially important during involuntary separation when
employee is forced to resign due to valid grounds. Managers comply with
provisions of the law for termination, especially when dismissing a regular
employee.
RETIREMENT
This pertains to ending the
employment of a regular personnel who
reaches a retirement age. Under the Labor
Code, regular employees are entitled to
retirement benefits. Some private companies,
such as banks, have a compulsory retirement
age of 50 for its managers. If there is no
retirement plan or agreement concerning
retirement benefits, an employee who reaches
the age of 60 or more, but not beyond age of
65, may retire. The employee is entitled to a
retirement pay equivalent to at least one-half
month salary for every year of service, a
fraction of at least six months that is
considered as one whole year.
OTHER TYPES OF EMPLOYEE MOVEMENTS
 Production Movements – In order to stabilize the employment in the
company and avoidance of lay off, an employee may be moved from
one department to another department.
 Replacement Movements – An employee with a long service may be
moved in some other department to replace a person with a shorter
service.
 Versatility Movements – The versatility movements are made for the
purpose of preparing the employees for production and replacement
movements. An employee is trained on different jobs so as adjust
him on a different job where there is no work at his seat or job.
 Shift Movements – In case of manufacturing concerns, there are
normally three shifts. Usually these shifts are rotating. In case shift
assignments are not rotating, an employee may be moved from one
shift to another shift.
 Remedial Movements – In case an employee does not feel
comfortable on his job, he may be moved to some other job.
 Miscellaneous Movements – Movements may also classified as
temporary or permanent movements. If a movement is from one
department to another, it is known as departmental movement. If a
movement is made within department, such a movement is known a
sectional movement.
Answer the following questions in your notebook.
1. What are different types of employee movements? How are they differ from
each other?
2. What are the points to consider in those types of employee movements?

5. Writer:
ARIEL D. DOMOYONG
Layout Artist:
KRISHEA MAE P. JARUDA
EPS I - Mathematics
KIM S. ARCEÑA, EdD
I. Write TRUE if the statement is correct and FALSE if it is incorrect. Write your
answers in your notebook.
1. Organizations should propose competitive rewards systems to entice
knowledgeable and skilled people and to keep them motivated and satisfied
once they are employed in their firm.
2. Rewards are positive and negative outcomes that are earned because of an
employee’s performance.
3. Rewards stimulate personal growth and development and present rapid
employee turnover.
4. Workers should only take the reward and create less accomplishments.
5. Rewards should be knotted to pressure and fear not to passion and purpose.
II. Identify the following types of rewards (extrinsic or intrinsic). Write your
answers in your notebook.
1. Incentives
2. Appreciation
3. Recognition
4. Bonus
5. Salary
III. Answer the following questions in your notebook.
1. What are extrinsic and intrinsic rewards?
2. How do you think the rewards and incentives system affect the hiring process
of prospective employees? How about the longevity of the current employees?
EXERCISES
REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html
https://theinterviewguys.com/top-10-job-interview-questions/
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
types-of-compensation
https://www.patriotsoftware.com/blog/payroll/what-is-compensation/
Quarter 2 Week 12– C
The learner examine the functions and importance of
compensation, wages and performance evaluation,
appraisal, reward system, employee relations and
movement

6. In a competitive business climate, more business owners are looking at
improvements in quality while reducing costs. Meanwhile, a strong economy has
resulted in a tight job market. So while small businesses need to get more from
their employees, their employees are looking for more out of them. Employee
reward and recognition programs are one method of motivating employees to
change work habits and key behaviors to benefit a small business.
REWARDS SYSTEM
Organizations offer competitive rewards systems to attract
knowledgeable and skilled people and to keep them motivated and satisfied once
they are employed in their firm. Further, rewards promote personal growth and
development and present fast employee turnover.
Rewards are positive outcomes that are earned as a result of an
employee’s performance. These rewards are aligned with organizational goals.
When an employee helps an organization in the achievement of one of its goals,
a reward often follows. There are two general types of rewards that motivate
people which are extrinsic and intrinsic.
Extrinsic rewards are tangible rewards usually financial in nature, such
as raise in salary, bonus for reaching some quota or paid time off. Extrinsic
rewards played a leading role in earlier times, when work was commonly more
routine and bureaucratic, and when complying with rules and procedures was
dominant. This work offered workers hardly any intrinsic rewards, so that the
extrinsic rewards were frequently the single motivational tools offered by
organization.
Intrinsic reward is an intangible award of recognition, a sense of
achievement or a conscious satisfaction. These are psychological rewards that
employees get from doing meaningful work and performing it well. These rewards
include things such as personal achievement, professional growth, sense of
pleasure and accomplishment.
Intrinsic rewards are ones that come from within the employee. An
employee who is motivated intrinsically is working for his own satisfaction and
may value challenging work he perceives to be meaningful to the company. By
having regular communication with an employee, a manager can learn about the
employee’s motivation and might learn creative ways to reward him.
GENERALIZATION REWARDS SYSTEMS PRINCIPLES
Reward system refers to all monetary; non-monetary and psychological
payments that an organizations provides for its employees in exchange for the
work they perform.
Here are some principles in establishing an effective reward system:
1. Rewards should support behaviors directly aligned with accomplishing
strategic goals. The term performance is being used to designate
behaviors that really contribute to the bottom-line. An employee can
be working as hard as anyone else, but if his behaviors are not tied
directly to achieving strategic goals, then the employee might be
engaged only in busy-work.
2. Rewards should be tied to passion and purpose, not to pressure and
fear. Fear is powerful motivator, but only for a short time and then it
dissipates. If, instead, management motivates by reminding workers
of their passion for the mission, the motivation will be much more
sustainable.
3. Workers should be able to clearly associate the reward to their
accomplishments. One of the purpose of a reward is to reinforce the
positive behaviors that earned the rewards in the first place. If
employees understand what behaviors they are being rewarded for,
they are more likely to repeat those behaviors.
4. Rewards should occur shortly after the behaviors they are intended to
reinforce. The closer the occurrence of the reward to the occurrence
of the desired behavior in the workplace, the easier it is for the
employees to realize why he is being rewarded. The easier it is for
him to understand what behaviors are being appreciated.
EXERCISES
EXERCISES
Go online to learn more about the Labor Code of the Philippines. Visit
the Web site
https://www.dole.gov.ph/php_assets/uploads/2017/11/LaborCodeofth
ePhilippines20171.pdf (last accessed 22 August 2020)
Answer the following questions in your notebook.
1. How to established an effective reward system in an organization?
2. How reward affects employees performance and employers company
progress?
Answer the question in your notebook.
1. If you are a manager, how would you distinguish the preferences of
rewards of employees?

7. Writer:
ARIEL D. DOMOYONG
Layout Artist:
KRISHEA MAE P. JARUDA
EPS I - Mathematics
KIM S. ARCEÑA, EdD
Quarter 2 Week 12– D
The learner examine the functions and importance of
compensation, wages and performance evaluation,
appraisal, reward system, employee relations and
movement
Fill in the blank with correct answer. Write your answers in your notebook.
1. _________ are positive outcomes that are earned because of an employee’s
performance.
2. _________ is an intangible award of recognition, sense of achievement, or a
conscious satisfaction.
3. _________ are tangible rewards usually financial in nature, such as a raise in
salary, a bonus for reaching some quota or paid time off.
4. _________ refers to all monetary; non-monetary and psychological payments
that an organization provides for its employees in exchange for the work they
perform.
5. A good system must be conscious and reward two types of employee activity
specifically __________.
6. __________ is the simplest to tackle because of the immediate link between
initial goals set for employees and final outcomes that result.
7. When business owners assume of reward system, they normally place
_______ at the top of the list.
8. Rewarding particular _______ that made a distinction to a company is more
difficult than rewarding performance.
9. ________ connotes acknowledging someone facing their peers for
accomplishments achieved, actions taken, or attitudes demonstrated through
their behavior.
10. _________ converges on conveying gratefulness to someone for his actions.
EXERCISES
REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html
https://theinterviewguys.com/top-10-job-interview-questions/
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
types-of-compensation

8. Managers recognize the importance of both extrinsic and intrinsic
rewards given to employee who perform well. Extrinsic rewards are monetary or
material rewards. They are important to employee due to their economic value.
However, intrinsic rewards which are nonmonetary are also important. An
example is employee recognition program. Intrinsic rewards instill a sense of
pride, belongingness, and loyalty among high performing employees who are
recognized by the entire company for the value of their outstanding work.
GENERALIZATION
THE BEST WAY TO REWARD EMPLOYEES
Every company requires a reward system for employees that deal with
these four areas namely compensation, benefits, recognition, and appreciation.
The problem with reward systems in many business nowadays is dual. The first
one is that they are missing one or more of these elements which are usually
recognition and/or appreciation. Secondly, the elements attended are not
appropriately supported with the company’s other corporate strategies.
A good system must be conscious
and reward two types of employee activity
specifically performance and behavior.
Performance is the simplest to tackle
because of the direct connection between
initial goals set for employees and final
outcomes that result. For instance,
management could implement an incentive
plan or recognize top sales people for
accomplishing periodic goals.
Rewarding particular behaviors that made a distinction to a company is
more difficult than rewarding performance. In order to overcome this obstacle,
management must the reason for rewarding and the behavior being given reward.
For instance, a company may compensate employees for coming in as early as
possible and staying late, or for coming up with new ideas on how to complete
their work more efficiently and effectively. In other words, management is
compensating someone for innovation or for the amount of time they’re sitting at
a desk. There’s obviously a big difference between the two.
The first step is to discover the behaviors that are significant to the
company. Those activities might include enhancing customer relationships, fine-
tuning critical processes or helping employees expand their managerial skills.
When business owners think of reward system, they normally place
compensation at the top of the list. There is nothing wrong with that, because no
one is willing or able to work for free. Except that the right strategy must also
comprise an incentive compensation plan that is directly linked to the goals of the
company for that period. Management may desire to incorporate some type of
long-term rewards for key individuals in the organization. Traditionally, this has
often integrated various form of equity ownership.
Benefits are another type of reward system, and employees are certainly
going to detect the types of benefits provided to them. Companies that do not
equal or go beyond the benefit levels of their competitors will have trouble
attracting and retaining top employees.
However, no company can reduce the value of recognition and
appreciation as essential components of a winning reward system. These two
elements seldom obtain the attention they ought to have from business owners.
This is amazing because they are the low-cost/high-return ingredients for any
organization. Employees like to distinguish whether they are doing good, bad or
average, so it is vital to tell them.
Recognition means acknowledging
someone facing their peers for particular
accomplishments achieved, actions taken or
attitudes demonstrated through their
behavior.
Appreciation, meanwhile, focuses on
conveying gratefulness to someone for his
actions. Showing appreciation to employees
by acknowledging exceptional performance
and the kind of behavior management want to
promote is best done through straightforward
expressions and statements.
For instance, a combine recognition and appreciation in a form of public
statement of thanks in front of employee’s co-workers or team, mentioning
detailed examples of what they have done that has optimistically impacted the
organization.
Some Implications for Rewarding Managers with Financial Incentives
Employee motivation is important. Financial incentives such as bonuses
and stock options often improve individual performance. But too much emphasis
on financial rewards may lead to some possible unethical behavior in the
workplace. For instance, a manager (or worker) highly obsessed with material
rewards may be tempted to hide any flaws that he has observed or realized in
the operational system for fear that errors will be a point against his
performance. Another possibility is that a worker or employee may cut corners
by eliminating some steps within an operational system. Cutting costs may
result in omission of some important procedures just to save time, effort, and
resources. These have detrimental effects to the company, especially if the
quality of the product or service being offered suffers. It may also foster envy
and discontent among those who receive less amount of financial incentives
The point is that managers should develop and emphasize intrinsic
rewards. They should encourage members of the organization to connect with
their inner self for a greater awareness of what is going on in the workplace.
Managers must also ensure an atmosphere of fun within the company. It helps
if company slogans are posted to remind to take time to enjoy their work and
individual uniqueness that benefit the organization.

9. ANSWER KEY
QUARTER 2
WEEK 12– A
Exercise
Test I
1. True
2. True
3. True
4. False
5. False
6. False
7. False
8. True
9. True
10.True
Test II
Answers may vary.
WEEK 12 – B
Exercise
1. Employee Movement
2. Separation
3. Promotion
4. Involuntary Separation
5. Versatility Movement
6. Remedial movement
7. Departmental Movement
8. Retirement
9. Voluntary Separation
10. Replacement Movements
ANSWER KEY
QUARTER 2
WEEK 12– C
Exercises
Test I
1. True
2. False
3. True
4. False
5. False
Test II
1. Extrinsic Reward
2. Intrinsic Reward
3. Intrinsic Reward
4. Extrinsic Reward
5. Extrinsic Reward
Test III
Answers may vary.
WEEK 12 – D
Exercise
1. Rewards
2. Intrinsic Rewards
3. Extrinsic Rewards
4. Reward System
5. Performance And Behavior
6. Performance
7. Compensation
8. Behaviors
9. Recognition
10. Appreciation