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PROFESSIONAL AND PERSONAL QUALITIES OF AN EMPLOYEE IN HOTEL AND RESTAURANTS

S.Y 2019-2020

MEMBERS:

Cuerpo, Rholly K.

Tumaroy, Jermine B.

Flores, Michael Bryan P.

Montero, Andreas Christian

Quijano, Cheston Levi Y.


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TABLE OF CONTENTS
TITLE PAGE ............................................................................................................................................. i
APPROVAL SHEET ................................................................................................................................ ii
ACKNOWLEDGEMENT ....................................................................................................................... iv
ABSTRACT ...............................................................................................................................................v
TABLE OF CONTENTS ......................................................................................................................... vi
LIST OF TABLES ................................................................................................................................. viii
LIST OF FIGURES ............................................................................................................................... viii

Chapter I
Problem and a Review of Related Literature Page
INTRODUCTION ....................................................................................................1
Related Readings ............................................................................................. 6
Related Literature .............................................................................................8
Related Studies............................................................................................... 18
Synthesis and Justification .............................................................................25
Theoretical Framework .................................................................................. 30
Statement of the Problem ...............................................................................26
Significance of the Study ............................................................................... 24
Scope and Limitations ....................................................................................26
Definition of Terms ........................................................................................27
Chapter II
Method
Methodology .........................................................................................................28
Research Design ...................................................................................................29
Research Setting ...................................................................................................29
Data Gathering Procedures ...................................................................................31
Data Gathering Instruments ..................................................................................31
Statistical Treatment .............................................................................................35
Ethical Consideration ............................................................................................35
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III PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

Professional and Personal Qualities of an Employee in Hotel and Restaurant

IN TERMS OF PERFORMANCE …………………………………………..….

PROFESSIONALISM ...............................................................................................

PERSONALITY ......................................................................................................

PROBLEMS ENCOUNTERED ..............................................................................

IV FINDING, CONCLUSIONS AND RECOMMENDATIONS

FINDINGS ...............................................................................................................

CONCLUSIONS ......................................................................................................

RECOMMENDATIONS ...........................................................................................

REFERENCES ............................................................................................................

APPENDICES ............................................................................................................................

Appendix A Letters………………………………………..…….……..51

Appendix B Survey Questionnaires…………………….…...........……52

Appendix C Interview Schedules…………………………....…………54

Appendix D Informed Consent Form…………………………………..55

Appendix E Certificate of Confidentiality………………...…...………56

Appendix F Documentations……………………………..………….

Appendix G Certificate of Plagiarism Check……………..……………56

Appendix I Matrix of Related Literature…………………..…..………57

Appendix J Matrix of Related Studies……………………..…….…….59

Appendix K Matrix of Methodology ………………………..…………60

Appendix L Matrix of Findings, Conclusions

and Recommendations……………………………….
v
Appendix M Action Plan…………………………………………...

CURRICULUM VITAE……………………………………………………………………61

LIST OF TABLES

Table

Page

1 Respondents of the Study ......................................................................................... 31

LIST OF FIGURES

Figure

1 Theoretical-Conceptual Framework ......................................................................30


CHAPTER I

Introduction

People try to be the best at everything, in their family, school, and of course especially in their

work, being qualified enough will bring you to great heights, reaching your goals and especially

improving yourself. Our study talks about “Professional and Personal qualities of an employee in

Hotel and restaurant” where we can find out what are the advantages and disadvantages having a

great effect to one’s self.

Being able to know your true self can greatly change your life and enhance your capability to the

point that you yourself are enjoying the things that others find it hard to think that the job you’re

doing is easy, having a peace of mind can increase competency and less on jealousy, a jealous person

can never attain something in their lives if there is envy, and this will be the time that you can have

enemy in your workplace because instead of being a competent, you cling to the things that you

think that is easy to climb up to higher positions such as having rumors to your enemy that will

degrade them.

A chef, a manager and a maintenance employee are the essentials or the important staff in any

hotel and restaurant, even though they seem useless for other but on every small subject or work they

do, it creates impact on every establishment, especially chef, from being a sous chef, even when he

or she only make sauces for the dishes, without them it’s impossible to create great dishes and that

implies to all the staff and position on any establishments.

Managers from the root word manage, they are the people who observe and conduct orders in

order for the company to earn profit, it is their responsibility to have


2

great results from the staff for the profit of the business, they are the one who run the

business, big or small if the CEO or the owner is not around and also they’re the ones who is

responsible for bigger errors or problems that will occur in the near future.

And also there’s the maintenance personnel, they say customers are always right, and so

they want everything is organized, from food to the living space and that is where the

maintenance personnel will come in, they arrange the bed sheets, clean that is needed to be

cleaned and etc. In order to make all the valued customers satisfied with the services or all the

consumables items around the business.

Having the right qualities of an employee that most establishments, hotels, and restaurants

tend to value such as, having a strong work ethic, by having the ability to work hard and

employees who sets high goals for themselves. By being dependable, employees who does their

jobs consistently and finishing their assigned task or job on time. Having a positive attitude to

create a good environment. By having a positive attitude, it leads to a more productive day, and

creates a better environment for not only fellow employees, but also to guests and customers.

Being self-motivated, by having sheer enthusiasm and interest in ones work gives employees the

drive and the initiative to do their job. Having the communicational skills. By having good or

great communicational skills, it makes the job more easier as it is more easier for us to

understand our fellow employees and guests or customers. And being flexible. Being flexible or

good at adapting to changes as it proves necessary for any establishments or hotels and

restaurants.

Employees may not have the right qualities of an employee that most establishments, hotels, and

restaurants tends to value but keep in mind that this qualities can be earned or learned

through time and experiences and performance.


3

Having great performance. By doing what you’re told or doing the tasks and work offered

to you from the higher ups without any mishaps and mistakes while maintaining the right

attitude and accomplishing the task or work on time is what an examplatory employee should be

in any establishments, hotel, and restaurants. Employees or workers tend to not improve or not

have a great performance due to factors or reasons like health or not having the right

Representative execution is a significant structure square of an establishment and elements

which establish the framework for elite must be examined by the associations. Since each

association can't advance by a couple of person's exertion, it is joined exertion of the

considerable number of individuals from the association. Execution is a noteworthy

multidimensional idea expected to accomplish results and has a solid connect to key focuses of

an association. Directors at all the positions need to take an interest their endeavors and utilize

their capacities which some of the time are created leveled out or without it. Notwithstanding,

there are a few expectations from directors working for a business .Representative development

is one of the most significant elements of Human Resource Management. Worker development

intends to broaden the capacities of an individual representative and association all in all so;

henceforth worker improvement contains individual or representative and by and large

development of the representative as when workers of the association would build up the

association, association would be more thrive and the worker execution would increment .

Thusly, there is an immediate connection among Employee development and Employee

Performance. As when laborers would be increasingly urbanized, they would be more conten

with the activity, progressively gave with the activity and the presentation would be expanded.
4

At the point when representative exhibition would build, this will prompt the association

effectiveness.

The researcher are conducting this study in order for us or tends the researcher to know how

important it is to have the components or the essentials of professionalism and key qualities of

an employee for future jobs or work in their respective fields. This study also helps not just the

student but also to all the people who seeks improvement for themselves, to know what

professional and personal qualities as an employee we need to have to improves ourselves in

work.

Improving oneself is difficult especially the bad habits that we acquired for years that will

greatly affect our future desired professions. We always tend to only look for what id being

shown but only few will go beyond. When improving oneself, first we need to have the right

attitude, attitude is everything, even when someone is skilled enough or knowledgeable enough,

without the right attitude, we are useless to the company or in any business establishments.

In work, team work is at its best when all of the staff in the team has the right attitude

needed for a certain task. Having bad attitude is so rampant nowadays, instead of improving they

tend to drag others down in order for them to feel good and not to feel jealous in ones hard work.

Rating this type of situation or problem base on our observations, forty percent of the

Filipino workers are completely satisfied of what they have attained as of the moment while

forty percent is craving for just a one step higher from their position and twenty percent who are

actually climbing their way up to the top of the industries and aiming to be one of the elite

business men in the Philippines.


5

We as a student of Indiana Aerospace University taking up the Bachelor of Science in

Hotel and Restaurant Management are able to conduct this study by having surveys to our

designated place and conduct interviews to our respective respondents in order to attain a

successful and precise data and in order for us to achieve our goals in this study that is to

know the qualities of the chefs, managers and the maintenance personnel on any

establishment in their professionalism or their personal qualities.

And one thing that drives us to conduct this study is to know whether the crab mentality

is still rampant this days or our beloved workers or employees in the Philippines have

attained true skills and improvement.

The professionals in any business pave their way through a certain position in order for

them to create solid and good social status to stand in the top of them all. And we as a

student want to know more on what our status is and what to apply in order for us to fit any

job offered.

In personal aspects, sometimes we tend to forget what are the essentials or how to

distinguish what is the right attitude and manners on certain situations, most of us will get

mad or emotional when our pride gets hurt, and with our instincts we sometimes tend to

forget how to act properly and only do what our ego wants us to do.

On any establishments, attitude is important, it is the basic of the basic, having a good

attendance, a teachable heart and also a kind heart yet we forgot any of this and only focus

to our own ego and with this factors, the rate of a good employee or maintenance will

greatly be affected and decreased, in short, the competency of the employees will also

decrease.
6

The researchers to conduct this study because we are a Bachelor of Science in Hotel and

Restaurant Management student in Indiana Aerospace University and this is very relevant to our

course. Hence, the researchers are compelled to conduct the study on Professional and Personal

Qualities of an Employee in Hotel and Restaurants and to recommend the action plan

Related Readings

Republic Act No. 6713 February 20, 1989

AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL STANDARDS FOR PUBLIC


OFFICIALS AND EMPLOYEES, TO UPHOLD THE TIME-HONORED PRINCIPLE OF PUBLIC
OFFICE BEING A PUBLIC TRUST, GRANTING INCENTIVES AND REWARDS FOR
EXEMPLARY SERVICE, ENUMERATING PROHIBITED ACTS AND TRANSACTIONS AND
PROVIDING PENALTIES FOR VIOLATIONS THEREOF AND FOR OTHER PURPOSES

Be it enacted by the Senate and House of Representatives of the Philippines in Congress


assembled::

Section 1. Title. - This Act shall be known as the "Code of Conduct and Ethical Standards for Public
Officials and Employees."

Section 2. Declaration of Policies. - It is the policy of the State to promote a high standard of ethics in
public service. Public officials and employees shall at all times be accountable to the people and
shall discharge their duties with utmost responsibility, integrity, competence, and loyalty, act with
patriotism and justice, lead modest lives, and uphold public interest over personal interest.

Section 4. Norms of Conduct of Public Officials and Employees. - (A) Every public official and
employee shall observe the following as standards of personal conduct in the discharge and
execution of official duties:

(a) 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.

(b) Professionalism. - Public officials and employees shall perform and discharge
their duties with the highest degree of excellence, professionalism, intelligence and
skill. They shall enter public service with utmost devotion and dedication to duty.
They shall endeavor to discourage wrong perceptions of their roles as dispensers or
peddlers of undue patronage.

(c) Justness and sincerity. - Public officials and employees shall remain true to the
people at all times. They must act with justness and sincerity and shall not
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discriminate against anyone, especially the poor and the underprivileged. They shall
at all times respect the rights of others, and shall refrain from doing acts contrary to
law, good morals, good customs, public policy, public order, public safety and public
interest. They shall not dispense or extend undue favors on account of their office to
their relatives whether by consanguinity or affinity except with respect to
appointments of such relatives to positions considered strictly confidential or as
members of their personal staff whose terms are coterminous with theirs.

(d) Political neutrality. - Public officials and employees shall provide service to
everyone without unfair discrimination and regardless of party affiliation or
preference.

(e) Responsiveness to the public. - Public officials and employees shall extend
prompt, courteous, and adequate service to the public. Unless otherwise provided by
law or when required by the public interest, public officials and employees shall
provide information of their policies and procedures in clear and understandable
language, ensure openness of information, public consultations and hearings
whenever appropriate, encourage suggestions, simplify and systematize policy, rules
and procedures, avoid red tape and develop an understanding and appreciation of
the socio-economic conditions prevailing in the country, especially in the depressed
rural and urban areas.

(f) Nationalism and patriotism. - Public officials and employees shall at all times be
loyal to the Republic and to the Filipino people, promote the use of locally produced
goods, resources and technology and encourage appreciation and pride of country
and people. They shall endeavor to maintain and defend Philippine sovereignty
against foreign intrusion.

(g) Commitment to democracy. - Public officials and employees shall commit


themselves to the democratic way of life and values, maintain the principle of public
accountability, and manifest by deeds the supremacy of civilian authority over the
military. They shall at all times uphold the Constitution and put loyalty to country
above loyalty to persons or party.

(h) Simple living. - Public officials and employees and their families shall lead modest
lives appropriate to their positions and income. They shall not indulge in extravagant
or ostentatious display of wealth in any form.

(B) 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.
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Related Literature

Personality

Can Mock Interviewers' Personalities Influence Their Personality Ratings of Applicants?

Thomas Hilliard &Therese Macan

Pages 161-174 | Published online: 07 Aug 2010

This article discloses to us the distinction of singularity and self-taught factors on how the

questioners rate their up-and-comers. The undergrad understudy are their members at an

enormous Midwestern college in the United States who's distinction in individual is estimated

totally. The social ability and the acquiescence or pleasantness is the principle motivation behind

why the questioners will have a decent appraising to the up-and-comers, and with this variables

likewise will enable them to be increasingly profitable on account of that character. Starting at

now, every one of the questioners are discovering some new and imaginative approach to

uncover ones' actual self and aims for character is the most critical and significant worth that is

expected to each individuals applying for them.

People are always finding excellent people and is indeed has on them, only few has the

motivation and many are yearning but lacks some of it.


9

According to Wells, Alexander (2001) Commercial Aviation Safety.The Physiological and

psychological factors that influence and affect an individual’s performance are:

Motivation- Is locked in with, blending, planning, and supporting most human direct.

Emotion - can essentially influences how we respond to any game plan of conditions.

According from the theory of Saul McLeodd

“What is this thing we call personality? Consider the following definitions, what do they have in

common?

"Character is the dynamic association inside the person of those psychophysical

frameworks that decide his attributes conduct and thought" (Allport, 1961, p. 28).

“The characteristics or blend of characteristics that make a person unique”

(Weinberg & Gould, 1999).”

It is said that this definitions stresses the uniqueness of every person and to consistently

embrace to any sorts of revelation.

"The idiographic view expect that every individual has a novel mental structure and that

a few attributes are controlled by just a single individual" he stated, and there are times

that u can't analyze the individual the other individual. By not doing the strategy looking

at you can generally utilize the information assembling of every individual to know their

qualities.

Each one of us are unique, we think differently, how we act and what we can do too,

The perspective on the investigation can expound the similarity among people. These

elements will give you an indication or the qualities you had to know the mental
10

characteristics of everybody. With this strategies will in general know each report of

uniqueness to scrutinize their character, factor investigation and so on. That will enable

you to see increasingly about individuals inside your region. Individuals will in general

overlook the principle esteems as a result of their position, on the off chance that one is

given a place that isn't appropriate for him/her based from their character, they neglected

to vary in their situations along a continuum in a similar arrangement of attributes.

Condition of every individual reflects from his/her character and furthermore through how they

cooperate with nature (science, hereditary qualities, etc.)and how they handle it (the earth,

childhood) for the fundamental reason for character improvement.

Sigmund’s Freudpsychodynamic theory of personality assumes there is an interaction between

nature (innate instincts) and nurture (parental influences).

Sigmund Freud's Theory

Freud is a remarkable man who studies people in or order for us to understands each other

more deeply, especially in characteristics and Personality.

Personality involves several factors:

The impulses of every last one of us(for nourishment, sex and so forth.)

Unknown strategies, How you are raised will mirror your qualities as you grow up

(re: psychosexual stages, how your folks raised you)

Advancement of character depends structure the impulses of everybody how they transaction it

and the initial five years of life. Parents behaviour is the most urgent part for the ordinary and

variation from the norm of the kid's character. Character and emotional well-being issues in

adulthood can for the most part be followed back to the initial five years.
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Professionalism

This type of characteristic, professionalism, is really hard to attain, you need to have a lot

of patience and thinking in order for us to attain this type of title, on how should a professional

act. In one of the book stated in Developing Professionalism in Business School

Undergraduates

Timothy S. Clark,Tarek S. Amer &Pin T. Ng

Pages 35-41 | Published online: 13 Dec 2013

The creators they look to improve the basics or the significant qualities towards a beneficial and

great experts to rouse to pass on the habits and conduct to the college understudies. The

Professionalism Recognition Program was made to advance benevolent acts from great and

beneficial individuals, to rate them so as to know the things they expected to do, and to

compensate them for having the option to achieve the assignment as experts and furthermore

being adaptable and broadly open to acknowledge any thoughts for development. The creators

need to actualize these things to youthful ones to lead request and polished skill, nothing is

engaged with this program, it is made for the sole reason for letting everybody to realize the

guiding principle of being an expert on their fields. The exercises scholarly may help other

people with the goal that they can upgrade their mechanical senses, to have the option to direct

goo choices to make progress. Demonstrable skill among calling and administration: how

college instructors polished methodology shapes coordination by Niko Macheridis and

Alexander Paulsson Published on the web: 21 Sep 2017

The article discloses to us how college instructors direct polished methodology to the

understudy whom they're instructing. By making the significant factors, which consolidates

administration speculations and hypotheses about professionalization, the article will let us
12

know the significant of their jobs as experts that has two significant variables: to stand and agree

to choices, arrangements and rules or to pursue their own proficient senses, claim choice and

wants. With the accompanying procedure by conceptualizing from the present writing to two

distinct ways; one of professionalism and one of administration. The professionalization

procedure is liable to the significant actualities that worries the substantive inquiries that are/is

identified with the examination, and it generally occurs in every single approved discussion,

while the administration procedure discusses the methodology and frames and rises when the

standards and guidelines are executed. The two procedures meet when all the unified gatherings,

for example, worker's organizations, proficient affiliations and accreditation establishments go

about as the principle subject of the dialogs. (source: Developing Professionalism in Business

School Undergraduates by Timothy S. Clark,Tarek S. Amer &Pin T. Ng (Pages 35-41 |

Published online: 13 Dec 2013))

Theory by Julia Evetts

The ideas of polished skill, calling, and professionalization had an extraordinary effect to

society the is extensively basic to human science. As indicated by late British and American

scientists demand that demonstrable skill was distinguished as the basic belief that is essential to

the soundness and to the acculturated society. With these variables manufacture trust through

portrayed professional customer and expert administration communications, and the competency

is ensured through instruction, via preparing, and some of the time by permitting.

During the 1970s and '80s the Anglo-American investigation of the insane elucidation of

polished methodology became out fundamentally and was notable that time . In that time the

word polished skill turned into the philosophy of numerous businessman and professionalization

as a procedure of strength over an occupation or a market. Professionalization, was translated to


13

advance experts' personal responsibility with the pay of their occupation, status, and control, and

furthermore imposing business model as educated in this time as the viable way.

Professionalization was a procedure generally done and constrained by most experts to ensure

their very own advantage

The later elucidation of the word polished skill as to think about the difference in ones'

occupation and to control it, particularly in work organizations and as a result of that they plan

or made the title chief. As indicated by Julia Evetts "There is a significant contrast between the

talk of polished methodology as developed "from inside" (by the word related gathering itself)

and as built "from above" (by administrators in work associations)" thus. She said that in the

event that it is developed "from inside" the advantages of the gatherings will be the most

significant thing. All word related gathering utilizes this variables to build its word related

character, by the methods for promoting themselves to get the trust of the specialist and to have

a decent picture to the customers and clients. In other hand, of the components are made "from

above" (from administrators and expert/higher-ups) some of the time fills in as false

proclamation or specific and used to sort out word related changes and justifications.

Polished methodology as a word related worth can be in peril or undermined by lacking of

proficiency and no have the option to stress by the administrative control of work

Polished skill with the trust, competency and caution as the fundamental arranging variables or

qualities for administration work in present day social orders.

Performance

From the article “Top Leadership Perspectives on Performance Management


14

by Leslie Allan AIMM MAITD” says that How significant is your administration group's help

of the exhibition the board framework in your association? Sibson Consulting's 2010

examination into the frames of mind of HR experts towards their evaluation frameworks

reveals some intriguing insight into the estimation of top level underwriting.

Sibson Consulting collaborated with WorldatWork, a relationship of HR individuals, in

mid-2010 to study HR staffs on execution the executives rehearses and the difficulties they

were looking in their associations. The study was led in various nations and with associations

running from only a couple of workers to enormous multinationals. From the 750 individuals

that reacted, we can draw an image of the present condition of execution the executives in

associations today.

In any case, what are the key messages from the report? One perhaps not astonishing finding

that shone through was the low certainty that HR experts had in the viability of their

exhibition the board forms. Albeit 91% of respondents detailed that their association had a

presentation the board framework set up, more than one quarter (28%) said that their directors

viewed the evaluation procedure as a regulatory weight as it were.

Alarmingly, not by any means half of those studied (47%) saw their exhibition the executives

framework as helping their association accomplish its key targets. What's more, short of what

33% (30%) revealed their representatives as confiding in the framework. Generally speaking,

not exactly 50% all things considered (43%) viewed their exhibition the board framework as

powerful.

HR experts detailed three key difficulties to making their frameworks progressively

advantageous to their association. They said that assessing chiefs did not have the boldness to
15

have troublesome execution discussions with representatives (63%). Furthermore, they

deplored that chiefs saw execution the executives as a HR procedure not basic to business

achievement (47%). Thirdly, they watched the poor objective setting abilities of supervisors

toward the beginning of every worker examination cycle (36%).

As a result, just a little more than 33% of HR experts imagined that directors complete careful

presentation appraisals. Another third of respondents transparently oppose this idea. Not in

any case half (46%) thought the framework beneficial considering the sum time used in

leading and revealing the assessments.

With such a terrible picture painted, what job is the official as of now playing in supporting

the presentation the board framework in their association? Fortunately almost 75% of all

review respondents (74%) felt the help of ranking directors for the framework. Soberingly,

that still leaves one out of four associations battling with showing trust in their examination

procedure at the top level.

With such far reaching support from top administration, for what reason are associations

battling with their presentation the executives forms? Maybe the appropriate response lies in

how the initiative group sees the significance of their exhibition the executives framework. As

indicated by the HR experts studied, in just a single third of associations do the official

unequivocally or generally consider the evaluation framework business-basic. As per the

respondents, a similar number of official groups consider the procedure a generally pencil

pushing exercise.

What's more, maybe it is this demeanor to the framework that averts top directors' supporting

words from being converted into genuine activity. Just 40% of study respondents announced
16

seeing their pioneers model the correct practices. As a for example, in just 65% of associations

did senior administration require finished worker assessments for all representatives.

How significant at that point is senior administration's help for the presentation the executives

framework in driving business results? The overview creators handled this inquiry by isolating

organizations into quartiles as indicated by investor esteem over a multi year time frame. The

overview creators discovered 87% of respondents working in the top quartile of organizations

feel their ranking directors freely bolster the presentation the board procedure. This appears

differently in relation to 66% of respondents working in the base quartile of organizations

feeling in like manner. The edge between the top and base entertainers isn't enormous, yet it is

huge.

Of more noteworthiness is the distinction in number that believed that their senior supervisory

crew did not bolster the procedure. Here, just 3% of respondents in the top quartile revealed

the absence of top administration support. Balance this reaction with the 14% working in the

base quartile organizations. The suggestions are clear. Top initiative help is a significant factor

in the accomplishment of any presentation the board framework. As this study appears, HR

experts all around appreciate that help. The following test for HR chiefs is to decipher verbal

help for the framework into demonstrated practices.

And also there some has poor performance, in this article it will tell us more accurately what

causes it from the article “Poor Performance Reward and Recognition by Chris

Herrmann” says that How significant is your administration group's help of the exhibition

the board framework in your association? Sibson Consulting's 2010 examination into the

frames of mind of HR experts towards their evaluation frameworks reveals some intriguing

insight into the estimation of top level underwriting.


17

Sibson Consulting collaborated with WorldatWork, a relationship of HR individuals, in

mid-2010 to study HR staffs on execution the executives rehearses and the difficulties they

were looking in their associations. The study was led in various nations and with

associations running from only a couple of workers to enormous multinationals. From the

750 individuals that reacted, we can draw an image of the present condition of execution the

executives in associations today.

In any case, what are the key messages from the report? One perhaps not astonishing finding

that shone through was the low certainty that HR experts had in the viability of their

exhibition the board forms. Albeit 91% of respondents detailed that their association had a

presentation the board framework set up, more than one quarter (28%) said that their

directors viewed the evaluation procedure as a regulatory weight as it were.

Alarmingly, not by any means half of those studied (47%) saw their exhibition the

executives framework as helping their association accomplish its key targets. What's more,

short of what 33% (30%) revealed their representatives as confiding in the framework.

Generally speaking, not exactly 50% all things considered (43%) viewed their exhibition the

board framework as powerful.

HR experts detailed three key difficulties to making their frameworks progressively

advantageous to their association. They said that assessing chiefs did not have the boldness

to have troublesome execution discussions with representatives (63%). Furthermore, they

deplored that chiefs saw execution the executives as a HR procedure not basic to business

achievement (47%). Thirdly, they watched the poor objective setting abilities of supervisors

toward the beginning of every worker examination cycle (36%).


18

As a result, just a little more than 33% of HR experts imagined that directors complete

careful presentation appraisals. Another third of respondents transparently oppose this idea.

Not in any case half (46%) thought the framework beneficial considering the sum time used

in leading and revealing the assessments.

With such a terrible picture painted, what job is the official as of now playing in supporting

the presentation the board framework in their association? Fortunately almost 75% of all

review respondents (74%) felt the help of ranking directors for the framework. Soberingly,

that still leaves one out of four associations battling with showing trust in their examination

procedure at the top level.

With such far reaching support from top administration, for what reason are associations

battling with their presentation the executives forms? Maybe the appropriate response lies in

how the initiative group sees the significance of their exhibition the executives framework.

As indicated by the HR experts studied, in just a single third of associations do the official

unequivocally or generally consider the evaluation framework business-basic. As per the

respondents, a similar number of official groups consider the procedure a generally pencil

pushing exercise.

What's more, maybe it is this demeanor to the framework that averts top directors'

supporting words from being converted into genuine activity. Just 40% of study respondents

announced seeing their pioneers model the correct practices. As a for example, in just 65%

of associations did senior administration require finished worker assessments for all

representatives.
19

How significant at that point is senior administration's help for the presentation the

executives framework in driving business results? The overview creators handled this

inquiry by isolating organizations into quartiles as indicated by investor esteem over a multi

year time frame. The overview creators discovered 87% of respondents working in the top

quartile of organizations feel their ranking directors freely bolster the presentation the board

procedure. This appears differently in relation to 66% of respondents working in the base

quartile of organizations feeling in like manner. The edge between the top and base

entertainers isn't enormous, yet it is huge.

Of more noteworthiness is the distinction in number that believed that their senior

supervisory crew did not bolster the procedure. Here, just 3% of respondents in the top

quartile revealed the absence of top administration support. Balance this reaction with the

14% working in the base quartile organizations. The suggestions are clear. Top initiative

help is a significant factor in the accomplishment of any presentation the board framework.

As this study appears, HR experts all around appreciate that help. The following test for HR

chiefs is to decipher verbal help for the framework into demonstrated practices.

Related Studies

Personality

Attitudes, Traits, and Actions: Dispositional Prediction of Behavior in Personality and Social

Psychology by IcekAjzen“

In the space of character cerebrum explore, the quality thought has stressed over the worry of

dispositional explanation. Countless personality attributes has been recognized and new quality

estimations continue joining the creating summary. In a practically identical way, the possibility

of attitude has been the point of convergence of thought in the explanations of human lead
20

offered by social clinicians. Different miens have been studied consistently and, as new social

issues grow, extra attitudinal regions are explored. The segment gives little affirmation to help

the guessed nearness of consistent, concealed attitudes inside the individual, which effect both

verbal verbalizations and exercises. It takes a gander at the association between at any rate two

exercises that were acknowledged to reflect the equivalent shrouded air. The aggregation of

responses transversely after some time, settings, targets, or exercises or over a blend of these

segments permits the enlistments of auras at various degrees of clearing articulation. "

Personality is within each one of us as a individual human being, despite of our environment

and same characteristics, we do have different personality, sometimes we are moody, sometimes

we are motivated and sometimes we feel lazy and all of this happens because of some

psychological cause or explanation from Allport, G. W.,1937). Personality: a psychological

interpretation. Oxford, England: Holt. This is a far reaching treatment of the subject, grasping

the meaning of character and a background marked by characterology; a thought of such central

ideas as heredity, development, oneself, the change of intentions ("utilitarian self-rule") and

development; the structure of character with unique reference to qualities, their explicitness and

consistency; strategies for examination, including psychography, rating, testing and exploratory

methodology; and the general issue of understanding character through judgment, derivation and

instinct. These subjects are examined verifiably, expositionally and basically. The main

proposition of the work is the uniqueness of the person. Supporting ideas are the consistency of

qualities and the utilitarian independence (contemporaneousness) of intentions. The creator

endeavors, in any case, "to regard the many-sidedness of the topic of this new science."

Thorough documentation aids this bearing.

Professionalism
21

The Rise of Professionalism: A Sociological Analysis By Magali S. Larson, Magali Sarfatti

Larson

"In the Anglo-Saxon world close to the beginning of the nineteenth century, the apparent affable

reasons for living were, for all intents and purposes, only three: Divinity, and its progressing

branch school educating; the law, which filled, aside from the designing, most by far of the by

and large grandiose specialization that could be seen as "capable" before the mechanical turmoil;

and the calling of remedy. In England, the three ordinary reasons for living were logically

segregated into higher and cut down branches. The tyrannical social position of the landed high

society spared the occupations in government and the military to those with family affiliations.

In the reasons for living, relationship with popular specialists were more important than the

relationship with the Court, the Parliament, and the priest hierarchy of leadership; anyway they

in like manner limited the conveyability of the middle demands and fortify the amazing quality

of help."

Performance

From the article titled “Recognizing by Chris Herrmann” stated that The month to

month execution acknowledgment grants have come round again be that as it may, afresh,

Fiona White is certain she won't highlight. Fiona is a reliable organization specialist. She is

efficient and clears her work area of the day's worth of effort without making whine or

having five-minute frenzies like a portion of the others appear to do. She regularly enables

these individuals to out on the grounds that she has enough command over her very own

work to have the option to reschedule things. Be that as it may, she is anything but a

prominent worker for the organization. She'll never cause the huge deals, to arrange the uber
22

arrangements or spare the business thousands through the work that she does. She realizes

she is one of the better entertainers in her field however does any other individual?

As far back as the approach of 'time and movement' examines there has been a

comprehension of the distinction between buckling down and working shrewd. A few people

like to work in a condition of bedlam. It furnishes them with the test that maybe the activity

does not. They can fight confusion as opposed to walking around carrying out the

responsibility. Making significant accomplishments for them generally resembles running a

long distance race.

Brilliant laborers, then again, may have all the earmarks of being doing what might be

compared to cycling downhill with their feet on the handlebars since they have the activity

so very much organized. They realize that the two arrangements of results, from the hard and

the brilliant methodologies, have proportional worth and they would be despondent if their

perspiring associate was compensated with applause and they were definitely not.

The general population working at the coalface of the business frequently realize how to get

results that will pull in acknowledgment. That they don't do this forever is an impression of

their inspiration and their comprehension of the market an incentive for their exertion. This

can be seen most plainly where staff are paid the lowest pay permitted by law. On the off

chance that more exertion can accomplish more prominent salary through rewards,

additional time or an exhibition acknowledgment framework they would like to use this as

opposed to make themselves progressively productive.

These perspectives on execution may give a befuddling picture, yet all they truly do is

demonstrate that "an occupation all around done" must be found in setting. A layer of paint
23

never covered up poor workmanship and most occupations can be separated into the

significant phases of:

arranging and readiness, material sourcing and preparing, segment generation, quality

checking segments, item get together , capacity testing, quality checking item, bundling and

conveyance

Indeed, even a composed archive, a product program or an item configuration needs to

pursue these means, generally the entire thing will return and chomp your lower legs.

Great execution deserving of commendation will unavoidably be an emotional judgment,

notwithstanding, inquiring to ensure that the important advances have been pursued will

place things in context.

Fiona White's chief would require some entirely refined radar to find how well she was truly

functioning since, let's be honest, she may never get round to self-advancement.

Employee Performance Reviews – Dealing with Disagreements by Dick Grote

Stated also that “What do you do when a worker can't help contradicting something you've

composed on their presentation survey? How might you plan for this and manage it viably?

Begin by tuning in to make sense of the wellspring of the difference. Is it an issue of truth

(you composed that the worker got a consumer loyalty score of 79 however the representative

says that his score was really 83), or involves judgment (you composed that the representative's

client administration abilities were unsuitable; she feels that her aptitudes are marvelous)? In the

event that the difference includes an issue of truth, get the certainties and make any rectifications

vital. In the event that it's a matter of judgment, approach the representative for extra proof. At
24

that point decide if that proof is profound enough to make you alter your perspective, reconsider

your judgment, and revise the rating that you alloted on the representative's exhibition survey.

More often than not, you have a sensibly decent comprehension of the regions where

contradictions are probably going to spring up over the span of the presentation audit dialog.

Prior to starting the talk, re-read the survey you composed and attempt to detect the zones where

you and the individual may not agree. At that point ask yourself, "What am I going to state when

George can't help contradicting my evaluation that his exhibition on the Thompson venture

marginally met desires?" If you've set aside the effort to audit the examination you've composed

for potential problem areas, and thought about to how you'll react, you're considerably less prone

to be found napping.

During the representative execution audit talk, begin with your higher evaluations and

advance toward the lower ones. Be set up to give extra models other than the ones you've

included on the formal composed evaluation. Allude back to the casual discussions you have had

with the person through the span of the year.

Obviously, on the off chance that you haven't had continuous, casual execution audit exchanges

with the person throughout the evaluation time frame, at that point all things considered,

contradictions will surface during the survey. That is one more explanation behind planning

intermittent, "How's it going?" discourses with every individual in your group.

When a difference springs up, switch into undivided attention mode. "Undivided attention"

includes enabling the other individual to explain both the realities and sentiments about an issue

so there's nothing left under the surface. For instance, utilizing phrases as straightforward as,

"Reveal to me more ..." or, "What else would you be able to impart to me about that ...?" or,
25

"Truly ... ?" can urge individuals to speak increasingly about their observations. Essentially

gesturing without saying anything urges individuals to develop what they have said. It's not in

any manner impossible that the representative, enabled an adequate opportunity to ponder what

you have composed, will wind up saying, "Better believe it, I surmise I understand."

In managing worker execution audit differences, recall what your target in the dialog is — and

what it isn't. Your target in a presentation audit discourse isn't to pick up understanding. It is to

increase understanding. In the event that the representative concurs with you, that is incredible.

In any case, especially if your examination is an intense disapproved of appraisal of the reality

the Charlie's commitment toward accomplishing your specialization's targets was just

unremarkable, you'll most likely never get him to concur. That is OK. What you need is for him

to comprehend why you assessed his presentation the manner in which you did, regardless of

whether his closely-held conviction is extraordinary.

At long last, on the off chance that you have a few representative presentation surveys to

convey, don't begin with the person whose exhibition was the most noticeably awful and where

differences are the destined to emerge. Begin with the most straightforward — your best

entertainer — and push toward the more troublesome. Along these lines, you'll assemble your

aptitudes and become increasingly OK with the exhibition audit process. Keep in mind the

counsel that John Dillinger, the 1930's open foe #1, once gave: "Before you victimize your first

bank, knock off a few corner stores."

Significance of the Study


26

Our examination expects to answer every one of the issues experienced by the Chefs,

Managers and Maintenance Personnel by going for the foundation of the issue by methods for

meeting and reviewing the chefs, managers and maintenance personnel from the said place or

establishments, this will assist the general population with recognizing and see that it is so

significant to have a skillful personality and heart, and can apply it in both in their expert life

and individual life, and to know the impacts of not having this elements.

Synthesis and Justification

Based on initial study, Professional and Personal Qualities of an Employee in Hotel and

restaurants always starts from the bottom by studying your lessons hard which are related to

Hotel and Restaurant Management. Always value what you learn, after studying students should

undergo training for them to have an experience on what will it be like during an actual work as

an employee. Students should do their best in training because it is the key for them to be a

competent worker. What you learn in training should always be kept in mind because everything

you learn in training are all applied during your work. Always do what the trainer ask you to do

and ask as many questions as you want on something you don’t know on that particular part of

the aircraft. Be interested in learning more stuff in training because that’s one of the key, after

doing all studies and training, the next goal is to graduate and have your bachelor’s degree. An

Hotel and Restaurant employee undertakes the management of many establishments and

handling people that works on it. The job includes managing, cooking, social interactions and

more on values and performance. A Hotel and Restaurant Managers or supervisors or employee

are responsible of the state of an establishment or a company it could be a hotel or a restaurant.

Our group intends to study this because we want to know how important this is to

us (Hotel and Restaurant Management) can help educate more students that can learn more
27

about Hotels and Restaurant systems. We also want to learn on how to be a good worker, and

what to do to prevent human errors while working. Training should be treated as your work

because it helps yourself get motivated.

Scope of Limitation

This study is conducted primarily for the purpose of identifying the qualities of an employee

in a hotel and restaurant in performance, personal and professional.

This study is also limited on actual gathering of data and records from the sources that

belongs to this topic. As well as the questionnaire checklist provided by the researchers with the

time and effort exerted. The researchers would make a survey from the questionnaire’s checklist;

the results will be checked, analyzed and classified according to the research design.

In determining the Complex edge of problem solving, the researchers are only up to the

purpose of gathering the necessary data need for the elimination of possible causes. The conduct

of the study is limited on the availability of real data provided by the respondents in the

questionnaires and documents.

Statement of the Problem

The main purpose of the study is to asses the chefs and manager performance in terms of good attitude and

manners at this several establishments which are the Nonki Japanese Restaurant and J park Island Resort for

calendar year 2018-2019.

Specifically, it sought to answer the following sub-problems:

1. How attitude affects co-workers surrounds you.

1.1 Hotel and Restaurant Maintenance Personnel

1.2 Hotel and Restaurant Chefs

1.3 Hotel and Restaurant Managers


28

2. Analyze the attitudes of the said respondents that is commonly occurring in hotels and restaurants.

2.1 Hotel and Restaurant Maintenance Personnel

2.2 Hotel and Restaurant Chefs

2.3 Hotel and Restaurant Managers

3. Rank the problems encountered by the:

3.1 Hotel and Restaurant Chefs

3.2 Hotel and Restaurant Managers

3.3 Hotel and Restaurant Maintenance Personnel

Definition of Terms

Professionalism - the competence or skill expected of a professional.

"the key to quality and efficiency is professionalism"

Personality - alludes to singular contrasts in trademark examples of reasoning, feeling and

carrying on. The investigation of character centers around two wide regions: One is

understanding individual contrasts specifically character qualities, for example, friendliness or

crabbiness. The other is seeing how the different pieces of an individual meet up overall.

Performance - alludes to singular contrasts in trademark examples of reasoning, feeling and

carrying on. The investigation of character centers around two wide regions: One is

understanding individual contrasts specifically character qualities, for example, friendliness or

crabbiness. The other is seeing how the different pieces of an individual meet up overall.
CHAPTER II

METHOD

Methodology

In an assessment there are strategies or methods to pursue remembering the true objective to

gain the data you need to accomplish the goal you're looking for, these are the abstract and

quantitative procedure.

Abstract

"There are three chief sorts of research interviews: composed, semi-sorted out and unstructured.

Sorted out gatherings are, essentially, verbally oversaw surveys, in which a summary of destined

request are asked, with for all intents and purposes zero assortment and with no degree for

follow-up request to responses that warrant advance elaboration. Hence, they are commonly

energetic and easy to oversee and may be of explicit use if light of explicit request are required

or if there are most likely going to be instruction or numeracy issues with the respondents.

Regardless, by their astoundingly nature, they mull over limited part responses and are, thusly,

of little use if 'significance' is required

Qualitative method is where we direct meetings from our particular respondents, with this

we can obtain certified information

Quantitative- strategies underline target estimations and the statistical, scientific, or

numerical analysis of information gathered through surveys, polls, and studies, or by controlling

previous factual information using computational systems. Quantitative research


centers around social affair numerical information and summing it up crosswise over gatherings

of individuals or to clarify a specific wonder.


31

Quantitative is the place we give out surveys that they can without quite a bit of a stretch answer

yes or no, with this procedure you can know the right degree of data u required in order to

moreover analyze our assessment. With this method it can empower you to verify definite data

that will empower you to accomplish your target of your assessment.

Research Design

In this examination will lead or utilize the two strategies mentioned on past page, the

subjective technique and the quantitative strategy, in subjective will set a date for our meeting J

Park Island Resort at Datag,Maribago Lapu-lapu City to Six(6) Maintenance Personnel, Eight(8)

Chefs and Six(6) Managers where we will make inquiries with respect to form our investigation

which is the appraisal of the attributes of a skilled hotel and restaurants workman, where we will

address both about their own and expertise. Furthermore in the second strategy which is the

quantitative is the place we will give out surveys to those six(6)Maintenance Personnel, Eight(8)

Chefs and Six(6) Managers with regards to form our examination with a basic inquiries that is

liable by yes or no announcement.

Research Setting

The Researcher will conduct an interview on one of the hotels and restaurants here in Cebu

which are the J park Island Resort and Golden Caury Restaurant that has an establishment

residing in Datag, Maribago Lapu-lapu City


32

MAP. (Datag, Maribago Lapu-lapu City)


33

(Juan Luna Ave. Cebu City, Cebu)

Respondents of the Study

Six(6) Maintenance Personnels, eight(8) Chefs and six(6) Managers who are currently

working at J park Island Resort and Golden Caury Restaurant.

Participants Frequency Rate

A. Subjects

1. Maintenance Staffs 6 30%

2. Chefs 8 40%

B. Validators

1. Managers 6 30%

20 100%

Data Gathering Procedures


34

A letter-request seeking permission to conduct the study was sought from the in charge

person in J park Island Resort and Golden Caury. A trial run of the questionnaire was done in J

park Island Resort to determine items that were ambiguous or confusing to the respondents.

The data gathered will be collated through the assistance of the five members of he group

namely Rholly K. Cuerpo , Jermine B. Tumaroy, Michael Bryan P. Flores, Andreas Christian Montero and

Cheston Levi Y. Quijano.

It was tabulated per sub-problems and reflected in the succeeding tables. Finally, it was

analyzed using a statistical data, the implications of the results and its relevance to R.A. 6713

and the social, health and management theories.

Data Gathering Instruments

The exploration will consider utilized polls, records and reports from the J park Island

Resort and Golden Caury Restaurant.

By and large, independent surveys require unwavering quality testing and substance

approval. Pilot testing and approval are done before the information social event of the polls. In

this examination, the unwavering quality testing was made in a dry-run led in J park Island

Resort and Golden Caury Restaurant to discover the dependability of the independent surveys.

Therefore, the said surveys were refined and revised for conclusive shape. (If it's not too much

trouble see Appendix E from Statistician).

The Researcher will observe the wordings of the inquiries since they were exceptionally

basic and, subsequently, thought about, the accompanying; propriety of the substance, level of

advancement of dialect, sort and shape, arrangement and how information were acquired from

the respondents. Amid poll advancement, its method of organization was remembered,
35

regardless of whether it was self-managed or talk with based and its outline and in addition its

stream was arranged as needs be.

The records utilized originated from different wellsprings of information, as R.A. 6713

and from the references provided by the DSWS. All things considered, the premise of the polls

originated from the law itself and from the perceptions of the Researcher on the predicament of

the performance guardians in the City.

The initial segment of the information will be the respondents' Six(6) Maintenance

Personnel, Eight(8) Chefs and Six(6) Managers who are currently working in J park Island

Resort and Golden Caury Restaurant.

The second part managed the A) Performance of the Maintenance Personnel, Chefs and

Managers. It was evaluated utilizing the scale: 4 – Strongly Agree; 3 – Agree; 2-Disagree and

1-Strongly Disagree taken after by B) Professional. The respondents were requested to rate

themselves as genuinely and dispassionately utilizing the scale:4 – Strongly Agree; 3 – Agree;

2-Disagree and 1-Strongly Disagree taken after by C) Personal. The respondents were requested

to rate themselves as genuinely and equitably utilizing the scale: 4 – Strongly Agree; 3 – Agree;

2-Disagree and 1-Strongly Disagree. taken after by

The third piece of the poll managed the issues experienced by Six(6) Maintenance

Personnel, Eight(8) Chefs and Six(6) Managers. The respondents were requested to put a check

stamp the same number of as they regarded fitting on the explanations which they considered as

issues that should be given due consideration.

Another independent polls for the Instructors of Indiana Aerospace University (IAU)

respondents were utilized in the get-together of important information. A few things were
36

likewise altered to suit to the setting of the investigation and to the distinctive gatherings of

respondents. The initial segment focused on the respondents' (practitioners') profile regarding

position and length of administration.

The second part managed the degree of consistence to the Six(6) Maintenance Personnel,

Eight(8) Chefs and Six(6) Managers by neighborhood office. It was evaluated utilizing the scale:

4 – Strongly Agree; 3 – Agree; 2-Disagree and 1-Strongly Disagree

The third piece of the survey managed the issues experienced by the practitioners. The

respondents were requested to put a check stamp on the explanations which they considered as

issues that should be given due consideration.

The Statistical treatment of data used a four-point scale with numerical range, descriptive

equivalent in interpretation

Scale Range Descriptive Equivalent Interpretation

43.26-4.00 Strongly Agree Professional and Personal Qualities of an


Employee in Hotel and Restaurant

32.51-3.25 Agree Professional and Personal


Qualities of an Employee in Hotel
and Restaurant

21.76-2.50 Disagree Professional and Personal Qualities


of an Employee in Hotel and
Restaurant
37

11.0-1.75 Strongly Disagree Professional and Personal Qualities


of an Employee in Hotel and
Restaurant

This statistical treatment of data used a four-point scale with numerical range, descriptive

equivalent and interpretation in evaluating the extent of compliance of the assessment of the

characteristics of a competent aircraft mechanic graduated in Indiana Aerospace University

(IAU)

Scale Range Descriptive Equivalent Interpretation

43.26-4.00 Strongly Agree Professional and Personal Qualities of


an Employee in Hotel and Restaurant

32.51-3.25 Agree Professional and Personal Qualities of an


Employee in Hotel and Restaurant

21.76-2.50 Disagree Professional and Personal Qualities of an


Employee in Hotel and Restaurant

11.0-1.75 Strongly Disagree Professional and Personal Qualities of an


Employee in Hotel and Restaurant

Statistical Treatment
38

The analysis and interpretation of data were made using various statistical tools. These

are the formula on weighted mean and simple rate..

The formula on weighted mean was used in the computation of the data gathered from

the answers to the questionnaires posed such as:(Sub-problems).It was also used in the

computation of the data gathered from the answers to the questionnaires posed on the extent of

compliance to the solo parents program as implemented by local and national support agencies.

The formula on simple rate was used in the computation of the data gathered from the

answers to the questionnaires posed such as: problems encountered by the beneficiaries and by

the implementors. It was also used in the computation of the data gathered from the answers to

the questionnaires posed on the factors that can restrain the compliance and implementation of

Assessment of the characteristics of a competent aircraft mechanic.

Further , the researcher will also use the formula on ranking.

Ethical Consideration

In conducting a research study, there are ethical considerations that should be given

adequate attention especially if it involves human beings. These are the following:

A. Risk-Benefit Assessment.

This is intended to look at whether the advantages of taking an interest in an examination

consider are in accordance with the expenses, be they money related, physical, passionate or

social, that is, regardless of whether the hazard/advantage proportion is worthy. The appraisal of

the attributes of a skilled maintenance personnel, chefs and managers may encounter was

imparted to them with the goal that they could assess whether it was to their best enthusiasm to

partake.
39

Along this line, there were potential advantages and dangers of research to work and run in

a hotel and restaurant. These were characterized into real potential advantages and significant

potential dangers. The real potential advantages were: access to a conceivably useful mediation

that may some way or another be inaccessible to them; comfort in having the capacity to talk

about their circumstance or issue with an inviting and target individual; expanded learning about

themselves or their conditions either through open door for contemplation and self-reflection or

through direct association with scientists; escape from ordinary schedule; fervor of being a piece

of an examination; fulfillment that data they gave may help other people comparable issues or

conditions and direct material additions. Then again, the significant potential dangers were:

physical damage including unforeseen reactions; physical uneasiness; exhaustion or fatigue;

mental or enthusiastic trouble coming about because of self-divulgence; contemplation; dread of

the obscure; distress with outsiders; dread of possible repercussions; outrage or humiliation at

the kind of inquiries being asked; social dangers, for example, the danger of disgrace,

antagonistic impacts on close to home connections, loss of status; loss of protection, loss of time

and financial expenses.

The potential advantages, for example, occupation, work and business, instruction,

lodging/sanctuary and therapeutic help unquestionably helped them in enhancing their

expectations for everyday comforts.

Finally, this investigation was viewed as valuable to them in as much as the proposals made

were planned to enhance the "Professional and Personal Qualities of an Employee in Hotel and

Restaurant".

B. Content, Comprehension and Documentation of Informed Consent.


40

These viewpoints were considered in the investigation since these will give the Staffs in the said

hotel and restaurant satisfactory data about the examination ponder, understand the data, and

have the capacity to agree or to decay cooperation deliberately. A completely educated assent

included conveying snippets of data to maintenance personnel, Chefs and managers. In

situations where they have to comprehend the qualification among research and treatment, the

objectives of the examination think about were expressed in basic as opposed to specialized

terms. The utilization to which the information will be put was completely depicted. Staffs in the

said hotel and restaurant were not told what sort of information were gathered, but rather were

just given a portrayal of the information accumulation systems to be utilized in any imaginative

treatment, to be recounted the normal time responsibility at each purpose of contact and the

quantity of contacts inside a given time period and data on who was supporting or subsidizing

the investigation.

The Maintenance Personnel, Chefs, and Managers were educated of any predictable dangers

(physical, mental, social or monetary) or distresses and endeavors to be gone out on a limb. The

likelihood of unforeseeable dangers was likewise talked about suitably. In instances of damage

or harm, treatment was made accessible to them.

At the point when dangers were more than insignificant, they were urged to look for

exhortation before consenting, particular advantages were depicted. They were likewise told

about elective systems that may be worthwhile to them, similar to stipends or repayments, and

these courses of action were examined to them. Further, they were guaranteed that their security

would constantly be ensured. In the event that secrecy can be ensured, this was similarly

expressed. Their support however was entirely willful and disappointment not to volunteer did

not result in any punishment or loss of advantages, ideal to pull back and withhold data. Besides,
41

Staffs in the said hotel and restaurant were informed that, in the wake of consenting they have

the privilege to pull back from the investigation or to withhold a particular snippet of data and

were told whom they could contact in case of further inquiries, remarks or objections.

C. Authorization to Access Private Information

These perspectives were considered in the examination since these will give the plane

mechanics attractive information about the examination contemplate, comprehend the

information, and have the ability to concur or to rot collaboration intentionally. A totally

instructed consent included passing on scraps of information to carrier repairman. In

circumstances where they need to grasp the capability among research and treatment, the

destinations of the examination consider were communicated in essential rather than

particular terms.

The usage to which the data will be put was totally portrayed. Staffs in the said hotel and

restaurant were not told what kind of data were assembled, but instead were simply given a

depiction of the data amassing frameworks to be used in any creative treatment, to be related the

typical time duty at each reason for contact and the amount of contacts inside a given day and

age and information on who was supporting or financing the examination.

Chefs, Maintenance Personnel and Managers were instructed of any anticipated threats (physical,

mental, social or money related) or upsets and attempts to be put it all on the line. The

probability of unforeseeable risks was in like manner discussed reasonably. In occurrences of

harm or mischief, treatment was made open to them. Exactly when perils were more than

immaterial, they were encouraged to search for urging before consenting, specific points of

interest were portrayed. They were in like manner told about elective frameworks that might be

beneficial to them, like stipends or reimbursements, and these game-plans were analyzed to
42

them. Further, they were ensured that their security would continually be guaranteed. If mystery

can be guaranteed, this was comparably communicated. Their help be that as it may was

completely unyielding and dissatisfaction not to volunteer did not result in any discipline or loss

of points of interest, perfect to pull back and withhold information. In addition, plane mechanics

were educated that, in the wake of consenting they have the benefit to pull once more from the

examination or to withhold a specific bit of information and were told whom they could contact

in the event of further request, comments or complaints.

D. Confidentiality Procedures

In this examination, flying machine mechanics were informed that information gathered will

be kept in strict certainty. The privilege to security will be ensured through different privacy

methods that will be executed. One of this is the Promise of Confidentiality. This is really a vow

that any data that they give won't be freely revealed in a way that recognizes them, and won't be

open to other people. This implies the data won't be imparted to outsiders or with individuals

known to them except if they give unequivocal authorization to do as such.

To guarantee that no rupture of secrecy will happen, the specialist picked to think about the

accompanying advances: get recognizing data from systems and work productivity just when

fundamental; appoint an (ID) number to every chefs, maintenance staff and managers and join

the ID number instead of different identifiers to the real information; keep up distinguishing data

in a bolted document; confine access to recognizing data to just a couple of individuals on a

need-to-know premise; enter no distinguishing data onto PC records and obliterate

distinguishing data as fastas viable. In the event that data for an individual is accounted for, the

individual's character will be masked, for example, using imaginary name.


43

There are circumstances in which classification can make pressures between the analyst and

the law or different specialists particularly if chefs, maintenance staff and managers are

associated with criminal or risky action. To maintain a strategic distance from the likelihood of

constrained, automatic divulgence of delicate research data, a Certificate of Confidentiality

might be considered.

This Certificate of Confidentiality will ensure against constrained exposure of information

in an extensive variety of circumstances. It will enable the specialist to decline to unveil

recognizing data on think about members in any polite, criminal and regulatory level. It will

likewise help the analyst accomplish his exploration targets without danger of automatic

exposure and can be useful in enlisting members.

E. Debriefing, Communications and Referrals

It is now and again helpful to offer questioning sessions after information gathering is

finished to allow chefs, maintenance staff and managers to make inquiries or air protests.

Questioning is particularly vital when the information gathering has been upsetting or when

moral rules must be "bowed".

It is vital that specialists ought to dependably be benevolent and amiable, should express

inquiries thoughtfully and ought to be delicate to social and etymological decent variety. They

can frequently demonstrate their regard to chefs, maintenance staff and managers and

proactively limit passionate dangers via painstakingly taking care of the idea of the

communications they have with them. The scientist can likewise utilize more formal systems to

convey regard and worry to their prosperity.


44

This investigation was about Republic Act No. 6713 also called An act establishing a code

of conduct and ethical standards for public officials and employees ,authorizing the appropriaton

of reserves therefor, and for different purposes

This is being given significance by the legislature to advance the family as the

establishment of the country, reinforce its solidarity and guarantee its aggregate improvement.

To offer significance to this recently authorized law, the administration plans to build up an

exhaustive program of administrations for solo guardians and their youngsters to be done by

concerned government offices.

F. Incentives or Compensation

This investigation did not include any money related installment to flying machine

mechanics since it was not tedious and repetitive to them to achieve. Further, there was no real

hazard included.

All things considered, there was no legitimate sum and technique for remuneration, money

related motivating force or repayment of study-related costs given to the flying machine

mechanics.

G. Conflict of Interest

This investigation had no irreconcilable circumstance between budgetary, familial or

restrictive contemplations with the Researcher and the airplane mechanics. A difficulty will just

outcome if the analyst will be faced with irreconcilable situation circumstances, similar to when

the normal conduct of the Researcher clashes with the performance guardians' normal conduct.

In this manner, it was unequivocally a direct result of contention and predicament that these

moral contemplations were being investigated. If a board made by the Indiana Aerospace

University will think about this investigation, it will be distributed with the goal that concerned
45

segments of society, in particular; the academe, future scientists and most particularly the

performance guardians can profit. In particular, the Researcher might be considered as the

optional creator.

H. Protection of Human Rights

Specialists, who frequently have a solid pledge to their exploration, may not be objective in

their hazard/advantage appraisals or in their endeavors to ensure members' rights. As a result of

the plausibility of a one-sided self-assessment, the moral measurements of an examination ought

to ordinarily be subjected to outer survey.

Most establishments where investigate is directed have formal boards for exploring

proposed inquire about plans. These councils for looking into are now and then called human

subjects panels, moral warning sheets, or research morals advisory groups. Subjective

investigates in different nations have communicated a few worries that standard moral audit

strategies are not delicate to unique issues and conditions looked in subjective research. There is

worry that controls were "made for quantitative work, and can really hinder or interfere with

work that isn't theory driven 'hard science'". In this way, subjective specialists may need to take

additional care to clarify their strategies, reasons, and ways to deal with survey board individuals

new to subjective research.

I. Recruitment

Enlistment to essential care-based examinations may happen inside the conference or in

devoted research centers. For viable and calculated reasons, a few people are enlisted to look

into thinks about amid the counsel. Notwithstanding, this may block them from examining

support with others and they may not feel engaged to decline investment. Enlistment inside the

training, in this way, raises moral issues that warrant assist investigation.
46

It is essential that potential research members have room schedule-wise to think about the

ramifications of investment. It is additionally critical that those in charge of the execution of

research morals endorsements and administration systems are mindful so as to abstain from

forcing rigid principles that keep the members from acting as indicated by their own particular

wishes.

Morals advisory groups exist to shield members as well as to guarantee the nature of the

examination (low quality research is untrustworthy in itself) and give people in general trust in

the moral procedure of research. Rules may offer some security to members from inadequately

regulated learner analysts or specialists who are so centered around the potential advantages of

the exploration that they have dismissed the premiums of members. In the meantime, morals

panels ought to encourage and not thwart look into. The ability and judgment of individual

research morals councils might be key when analysts propose any deviation from national

direction.

J. Collaborative Study Terms of Reference

This is an audit of terms of communitarian contemplate particularly if there should arise an

occurrence of multi-nation/multi-institutional examinations including protected innovation

rights, production rights, data and obligation sharing, straightforwardness and limit building.

1) Intellectual Property

There are four territories secured by Intellectual Property: Patents, Copyrights, Trademarks

and Trade Secrets. Of the four territories, licenses are the most widely recognized. In spite of the

fact that they are hard to acquire, they hold the most grounded security. Licenses are stipends

from the administration giving restrictive rights to ``make, utilize, and offer an item for a long

time.'' Copyrights are the most well-known type of assurance. The purpose behind this is
47

copyrights are anything but difficult to get. When one wraps up a piece, the piece has been

copyrighted. Trademark implies that any individual who encroaches upon the trademark of

another fakes a decent or an administration.

Trademarks are the simplest to encroach upon. This is because of the way that people

trademark everything. On other hand, exchange insider facts are the most dangerous of the four

regions. In the event that one can keep an exchange mystery, he or she will have selective rights

to that item until the end of time. Be that as it may, try to keep a competitive advantage.

IP is most esteemed in business and it is just business that appears to esteem IP at all any

longer. With associations like Creative Commons, a network of trend-setters and designers, who

have made copyright utilize adaptable by making authorized online articulations of utilization,

IP is moving towards being old much of the time.

2) Publication Rights

The distribution of an article in a companion inspected diary is a basic building hinder in

the advancement of a rational and regarded system of learning. It is an immediate impression of

the nature of work of the creator and the establishments that help them. Companion inspected

articles support and exemplify the logical strategy. It is in this way essential to heaps of expected

moral conduct. There are morals themes to consider when distributing: an) Authorship of the

paper: This ought to be restricted to the individuals who have made a critical commitment to the

origination, plan, execution, or understanding of the detailed examination, b) Originality and

literary theft: The writers ought to guarantee that they have composed completely unique works,

and if the writers have utilized the work and additionally expressions of others, this has been

properly refered to or cited, c) Data access and maintenance: Authors might be requested to

furnish the crude information regarding a paper for publication audit, and ought to be set up to
48

give free to such information. Numerous, repetitive or simultaneous distribution: A creator

ought not all in all distribute compositions depicting basically a similar research in excess of one

diary or essential production, d) Acknowledgment of sources: Proper affirmation, e) Data get to

also, maintenance: Authors might be requested to furnish the crude information regarding a

paper for article audit, and ought to be set up to give of crafted by others should dependably be

given, f) Disclosure and irreconcilable situations: All entries must incorporate diligence of all

connections that could be seen as exhibiting a potential irreconcilable situation, g) Fundamental

blunders in distributed works: When a creator finds a noteworthy mistake or error in his/her own

particular distributed work, it is the creator's commitment to speedily advise the diary editorial

manager or distributer and coordinate with the supervisor to withdraw or revise the paper, h)

Reporting gauges: Authors of reports of unique research should exhibit an exact record of the

work executed and additionally a target talk of its noteworthiness, I) Hazards and human or

creature subjects: Statements of consistence are required if the work includes synthetic

concoctions, methods or hardware that have any surprising perils intrinsic in their utilization, or

on the off chance that it includes the utilization of creature or human subjects, and j) Use of

patient pictures or case subtle elements: Studies on patients or volunteers require morals

advisory group endorsement and educated assent, which ought to be archived in the paper.

3) Information and Responsibility Sharing

Data morals manage moral inquiries especially: in the Internet (digital morals; data morals

in a smaller sense), in software engineering (PC morals), in the organic and medicinal sciences

(bio data, morals), in the broad communications (media morals), in the library and data science

field (library morals) and in the business field (business data morals).
49

Data morals as a distinct hypothesis investigate the power structures affecting enlightening

dispositions and customs in various societies and ages.

Data morals as an emancipatory hypothesis create reactions of good demeanors and customs

in the data field at an individual and aggregate level. It incorporates regularizing perspectives.

Data morals investigates and assesses the improvement of good qualities in the data field,

the production of new power structures in the data field, data fantasies, shrouded logical

inconsistencies and purposes in data speculations and practices, the advancement of moral

clashes in the data field.

4) Transparency

Straightforwardness in inquire about techniques and results is presently broadly observed

as a goal if the exploration endeavor is to be genuinely effective. The rules cover eight norms of

straightforwardness in the examination procedure, with three levels of straightforwardness for

every standard, so diaries can receive benchmarks with a level of stringency most suitable for

their own particular missions.

The eight straightforwardness principles tended to by the TOP rules incorporate (1)

reference gauges for referring to articles and information, in this way perceiving unique

commitments; (2) information straightforwardness, expressing the level of accessibility of

information; (3) expository techniques, expressing the measurable strategies and programming

utilized; (4) investigate materials, expressing the level of sharing; (5) announcing research

outline and examination about the exploration procedure and culmination of detailing of the

system; (6) preregistration of concentrates to make look into more discoverable regardless of

whether it isn't at last distributed; (7) preregistration of investigation intends to confirm whether
50

the exploration is speculation trying or theory creating, and (8) replication, which tends to

whether or at what level the diary requires free replications of an examination before production.

5) Capacity Building

Research morals board of trustees' audit and screen look into examines including human

members to guarantee that they fit in with globally and privately acknowledged moral rules.

Their fundamental obligation is to secure potential members in the examination, especially the

most helpless, yet they additionally consider potential dangers and advantages for the network in

which the exploration will be done.


51

REFERENCES
52

(source: https://www.simplypsychology.org/personality-theories.html )

(source: https://www.simplypsychology.org/Sigmund-Freud.html)

(source:

http://www.businessperform.com/articles/performance-management/leader

ship-performance-management.html?fbclid=IwAR0aLChX2PBeJb2rEjhef-RbF50

dJR0ag9Ycu3-OJh7Y3CPDjmKadVOxGs4)

(source:

https://www.sciencedirect.com/science/article/pii/S0065260108604116)

(source: https://psycnet.apa.org/record/1938-01964-000)

(source:

https://books.google.com.ph/books?hl=en&lr=&id=N4Ik8Xsrjx0C&oi=fnd&pg=P

R9&dq=The+Rise+of+Professionalism:+A+Sociological+AnalysisByMagali+S.+L

arson,+MagaliSarfattiLarson%E2%80%9C&ots=RvjhMdVspn&sig=_YYIb4mawVSsu7a

WAAaMKRfOtMs&redir_esc=y#v=onepage&q&f=false)

(source:
http://www.businessperform.com/articles/performance-management/recogniz
ing.html?fbclid=IwAR2_4ct79c2URbHfKXbxWY2goIAgdpsiyOZzLsKMDSrCOCXsO4RBi
tPHTxw)
(source:
http://www.businessperform.com/articles/performance-management/employee
_disagreements.html?fbclid=IwAR1-jbihFZTKItf0ZC7dCJPXJRxGqkyr-FBoPln186
gaF8lArJLzuV-PByo)
53

APPENDICES
54

APPENDIX A
August 17, 2018
DR.EUGENE E. TORING
VP-Operations and Research Director

Indiana Aerospace University

Dear Dr. Toring

Greetings!

We are 3rd year taking up BS-HRM and presently pursuing our thesis entitled

“Professional and personal qualities of an employee in Hotel and Restaurants”. In this

connection, may we request your permission to give survey questionnaires and to conduct

interview to Chefs, Maintenance Personnel and Managers of Happy Beach of Maribago

and Golde Courie

Rest assured that all data gathered are considered confidential and will not be used

for any other purpose.

We are hoping for your favorable response in this request.

Respectfully yours,
Rholly K. Cuerpo Jermine B. Tumaroy Andreas Christian Montero

Michael Bryan P. Flores Cheston Levi Y. Quijano


55

Approved by:
DR. EUGENE E. TORING
VP-Operation and Research Director
APPENDIX B

QUESTIONAIRES

TITLE

Questions for Chefs

Part I

Respondent’s profile

Directions: Fill in the blanks

Age: _________

Gender: _________

PART II

Directions: Please indicate your answer by checking each statement below the correspondents to you
perception. Your honest response is sought for with objectivity and confidentiality

Please use the following scale:

4- strongly agree

3- agree

2- disagree

1- strongly disagree

PERFORMANCE

Aspects 4 3 2 1
1. Chefs should have teamwork and always share the responsibility
2. Must be knowledgeable
3. Must be prepared of things that might/may happen during working
hours
4. Capable of identifying problems
5. Leadership and good-decision making
56

PROFESSIONAL

Aspects 4 3 2 1
1. Never bring bad habits on duty
2. Never bring bad vices on duty
3. Mechanics should have technical skills
4. Mechanics should have trustworthiness and ethics

PERSONAL

Aspects 4 3 2 1
1. A Mechanic should come to work well-rested and energized
2. Should not be lazy
3. An Employee should be able to fit in always
4. An Employee should be emotionally and mentally stable
5. An Employee should be extraverted and open

Part III

Problems Encountered

Directions: check as many as applicable to the situation.

1. Some Employee lacks knowledge.


2. Some Employee are not doing their job properly.
3. Some Mechanics are not always attentive.
4. Always making mistakes.
5. Having more breaks than working hours.
6. Can’t cope up with the instructions.
7. Always making the problem worst.
8. Being not productive worst.
9. The supervisor is not doing his/her job properly that causes the lack of knowledge of an Employee
10. Workers are not having enough breaks to become more productive.
57
58

APPENDIX C
September 20, 2019

PROFESSIONAL AND PERSONAL QUALITIES OF AN EMPLOYEE IN HOTEL AND RESTAURANTS

An Employee

1. Base on your own understanding as an Employee in your field of expertise, do you think you are
effective and efficient? Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

2. As an employee basis on your professional growth, are you already fulfilled with your present
position or are you aspiring for more, Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

3. Does Performance, professional factors affects you as a person? Discuss.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

4.What are the top 5 problems you have encountered?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

5. What are your recommendations to these problems?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
59

QUESTIONAIRES

TITLE

Questions for Maintenance Personnel

Part I

Respondent’s profile

Directions: Fill in the blanks

Age: _________

Gender: _________

PART II

Directions: Please indicate your answer by checking each statement below the correspondents to you
perception. Your honest response is sought for with objectivity and confidentiality

Please use the following scale:

4- strongly agree

3- agree

2- disagree

1- strongly disagree

PERFORMANCE

Aspects 4 3 2 1
6. Employees must set milestone to have a better
60

performance
7. Employees must stay focus and avoid distractions
8. Employees must not leave things unfinished
9. Employees must communicate to have better
performance
10. Employees must take a break when they need one to
affect future work/responsibilities

PROFESSIONAL

Aspects 4 3 2 1
5. Employees should always be respectful
6. Employees should be punctual and always arrive on time
7. Always keep your working area clean and tidy
8. Employees should maintain a professional image and
follow the company’s dress code
9. Employees should always be organized

PERSONAL

Aspects 4 3 2 1
6. Employees should be honest and trustworthy
7. Employees should have the work ethic needed and work
to the best of their ability
8. Employees should be flexible in work and adapt to any
situation
9. Employees should have the ability to work with others
effectively in any circumstances
10. Employees should do what needs to be done and react
accordingly

Part III
Problems Encountered
Directions: check as many as applicable to the situation.
1. Some Employee lacks knowledge.
2. Some Employee are not doing their job properly.
3. Some Mechanics are not always attentive.
4. Always making mistakes.
61

5. Having more breaks than working hours.


6. Can’t cope up with the instructions.
7. Always making the problem worst.
8. Being not productive worst.
9. The supervisor is not doing his/her job properly that causes the lack of knowledge of
an Employee
10. Workers are not having enough breaks to become more productive.
62

APPENDIX C
September 20, 2019

PROFESSIONAL AND PERSONAL QUALITIES OF AN EMPLOYEE IN HOTEL AND RESTAURANTS

An Employee

2. Base on your own understanding as an Employee in your field of expertise, do you think you are
effective and efficient? Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

2. As an employee basis on your professional growth, are you already fulfilled with your present
position or are you aspiring for more, Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

3. Does Performance, professional factors affects you as a person? Discuss.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

4.What are the top 5 problems you have encountered?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

5. What are your recommendations to these problems?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
63

QUESTIONAIRES

TITLE

Questions for Managers

Part I

Respondent’s profile

Directions: Fill in the blanks

Age: _________

Gender: _________
64

PART II

Directions: Please indicate your answer by checking each statement below the correspondents to you
perception. Your honest response is sought for with objectivity and confidentiality

Please use the following scale:

4- strongly agree

3- agree

2- disagree

1- strongly disagree

PERFORMANCE

Aspects 4 3 2 1
11. Employees must set milestone to have a better
performance
12. Employees must stay focus and avoid distractions
13. Employees must not leave things unfinished
14. Employees must communicate to have better
performance
15. Employees must take a break when they need one to
affect future work/responsibilities

PROFESSIONAL

Aspects 4 3 2 1
10. Employees should always be respectful
11. Employees should be punctual and always arrive on time
12. Always keep your working area clean and tidy
13. Employees should maintain a professional image and
follow the company’s dress code
14. Employees should always be organized

PERSONAL

Aspects 4 3 2 1
11. Employees should be honest and trustworthy
12. Employees should have the work ethic needed and work
to the best of their ability
13. Employees should be flexible in work and adapt to any
situation
65

14. Employees should have the ability to work with others


effectively in any circumstances
15. Employees should do what needs to be done and react
accordingly

Part III
Problems Encountered
Directions: check as many as applicable to the situation.
1. Some Employee lacks knowledge.
2. Some Employee are not doing their job properly.
3. Some Mechanics are not always attentive.
4. Always making mistakes.
5. Having more breaks than working hours.
6. Can’t cope up with the instructions.
7. Always making the problem worst.
8. Being not productive worst.
9. The supervisor is not doing his/her job properly that causes the lack of knowledge of
an Employee
10. Workers are not having enough breaks to become more productive.
66

APPENDIX C
September 20, 2019

PROFESSIONAL AND PERSONAL QUALITIES OF AN EMPLOYEE IN HOTEL AND RESTAURANTS

An Employee

3. Base on your own understanding as an Employee in your field of expertise, do you think you are
effective and efficient? Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

2. As an employee basis on your professional growth, are you already fulfilled with your present
position or are you aspiring for more, Explain.

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

3. Does Performance, professional factors affects you as a person? Discuss.

__________________________________________________________________________________
__________________________________________________________________________________
67

__________________________________________________________________________________
__________________________________________________________________________________

4.What are the top 5 problems you have encountered?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

5. What are your recommendations to these problems?

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

APPENDIX D
September 3, 2019

MR. TONY L. ABERION

Section Manager

Golden Courie Restaurant

SM Cebu

Juan Luna Ave. Cebu City, Cebu


68

Dear Sir/Madam:

Greetings !

We are 3rd year taking up BS-HRM and presently pursuing our thesis entitled

“Professional and personal qualities of an employee in Hotel and Restaurants”. In this

connection, may we request your permission to give survey questionnaires and to conduct

interview to Chefs, Maintenance Personnel and Managers of Golden Courie.

Rest assured that all data gathered are considered confidential and will not be used

for any other purpose.

We are hoping for your favorable response in this request.

Respectfully yours,

Rholly K. Cuerpo Jermine B. Tumaroy Andreas Christian Montero

Michael Bryan P. Flores Cheston Levi Y. Quijano

Approved by:

DR. EUGENE E. TORING

VP-Operation and Research Director

APPENDIX E

CERTIFICATE OF CONFIDENTIALITY

This certificate is issued to __________________________________________to

Further protect his/her privacy.


69

Any information acquired from him/her is highly protected against forced disclosure

or research data in a wide range of situations that includes identifying information on

study participants in any administrative, civil, criminal, or legislative proceeding ate the

national or local level.

This certificate of confidentiality does not prevent him/her or a member of their

establishment from voluntarily releasing information. However, withholding the

information entails an active protection to one’s privacy. Note that if other persons learn

about his/her participation and obtain his/her consent to receive such research

information, this certification is considered void.

Equally important, he/she should understand that the researcher is not prevented from

taking steps that involve reporting to authorities to avoid any repercussions among other

participants.

APPENDIX F

MATRIX OF RELATED LITERATURE


70

AUTHOR PERFORMANCE PERSONALITY PROFESSIONAL

Thomas -all about how

Hilliard &Therese self-tought person can be

Macan and our social ability

Alexander Wells -that motivation is also

part of competency and

success

-all about the


Weinberg & Gould,
characteristics of a
1999
human

Timothy S.

Clark,Tarek S. -The importance of the

Amer &Pin T. Ng quality of the work as

professionals

Julia Evetts

-all about polishing skills


71

and our self value as a

skilled worker
72

Leslie Allan AIMM -states what

MAITD perfomance can greatly

affect you as a person

and to the company

-talks about poor


Chris Herrmann
perfomance and it's

effects
73

APPENDIX G

MATRIX OF RELATED STUDIES

AUTHOR PERFORMANCE PERSONALITY PROFESSIONAL


74

IcekAjzen -talks about

consistency of one's

personality.

-states about the


Allport, G. W.,1937
self-rule.

Magali S. Larson, -the capability of a

Magali Sarfatti worker.

Larson

Chris Herrmann
-rewarding an

employee with great

performance can

increase

productivity in a

company.
PHASE RESEARCH RESPONDENTS OF DATA DATA GATHERING STATISTICAL

SETTINGS THE GATHERING INSTRUMENTS TREATMENT

STUDY/MATERIALS PROCEDURES

MATRIX OF METHODOLOGY
Professional and Golden Courie in Chefs,Maintenance Survey & Interview Survey Questionnaires Weighted Mean

personal qualities of Juan Luna Ave. Personnel and Managers & Interview Schedule

APPENDIX H
an Employee in SM Cebu, Cebu

Hotel and City and

Restaurant
Happy Beach

Rank the problems Golden Courie in Chefs,Maintenance Survey & Interview Survey Questionnaires Ranking Formula

encountered Juan Luna Ave. Personnel and Managers & Interview Schedule
SM Cebu, Cebu

City and

75
Happy Beach

76
77

APPENDIX I

Curriculum Vitae

Rholly Kasai Cuerpo

Personal Information

 Date of Birth: March 26, 1999

 Place of Birth: Saipan, USA

 Nationality:Filipino

 Civil Status: Single

Education

 Bachelor of Science in Hotel and Restaurant Management 2017-present

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City 2011-2015

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City 2005-2011


78

Character Reference

Cuerpo, Yoshiko

Buyong Maribago Lapu-lapu City

495-8100

Curriculum Vitae

Jermine B. Tumaroy

Personal Information

 Date of Birth: June 26, 1993

 Place of Birth: Cebu City, Cebu

 Nationality:Filipino

 Civil Status: Single

Education

 Bachelor of Science in Hotel and Restaurant Management 2017-present

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City


79

 Bachelor of Science in Information Communication and Technology 2010-2014

University of San Carlos Talamban Campus

Talamban, Cebu

 San Lorenzo Ruiz School 2007-2010

P. del Rosario, Lapu-lapu City

 Southwestern University 2001-2005

Urgello St., Cebu City

Character Reference

Nemesia B. Tumaroy

09294797145

Curriculum Vitae

Andreas Christian Montero

Personal Information

 Date of Birth: September 8, 1997

 Place of Birth: Cebu City

 Nationality:Filipino
80

 Civil Status: Single

Education

 Bachelor of Science in Aircraft Maintenance and Technology 2017-present

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City

 Royal Oaks International Highschool 2009-2014

Alang-alang City

 Royal Oaks International Elementary School 2003-2009

Alang-alang City

Character Reference

Lucrecia A Montero

Villa Sebastiana Jagobiao Manduae City

420 9413

Curriculum Vitae
81

Michael Bryan P. Flores

Personal Information

 Date of Birth: August 2, 1998

 Place of Birth: Cebu City

 Nationality:Filipino

 Civil Status: Single

Education

 Bachelor of Science in Aviation Maintenance and Technology 2018-present

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City

 Colegio de la Inmaculada Concepcion 2010-2015

 Tipolo Mandaue City 2004-2010

Dagohoy, Inabanga Bohol

Character Reference
82

Curriculum Vitae

Cheston Levi Y. Quijano

Personal Information

 Date of Birth: November 26, 1997

 Place of Birth: Cebu City

 Nationality:Filipino

 Civil Status: Single

Education

 Bachelor of Science in Aviation Maintenance and Technology 2018-present

Indiana Aerospace University

Kagudoy Rd, Basak Lapu-lapu City

 St. Joseph’s Academy 2009-2014

Mandaue City
83

 Cebu Eastern College 2003-2009

Cebu City

Character Reference

Quijano, Ramonito C.

Rajah Town Homes Basak Dungguan Mandaue City, Cebu

09451432979

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