Beruflich Dokumente
Kultur Dokumente
S.Y 2019-2020
MEMBERS:
Cuerpo, Rholly K.
Tumaroy, Jermine B.
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
iv
III PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
PROFESSIONALISM ...............................................................................................
PERSONALITY ......................................................................................................
FINDINGS ...............................................................................................................
CONCLUSIONS ......................................................................................................
RECOMMENDATIONS ...........................................................................................
REFERENCES ............................................................................................................
APPENDICES ............................................................................................................................
Appendix A Letters………………………………………..…….……..51
Appendix F Documentations……………………………..………….
and Recommendations……………………………….
v
Appendix M Action Plan…………………………………………...
CURRICULUM VITAE……………………………………………………………………61
LIST OF TABLES
Table
Page
LIST OF FIGURES
Figure
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
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
Managers from the root word manage, they are the people who observe and conduct orders in
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
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
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
which establish the framework for elite must be examined by the associations. Since each
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;
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 .
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
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
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
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
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
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.
(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.
8
Related Literature
Personality
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
People are always finding excellent people and is indeed has on them, only few has the
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.
“What is this thing we call personality? Consider the following definitions, what do they have in
common?
frameworks that decide his attributes conduct and thought" (Allport, 1961, p. 28).
It is said that this definitions stresses the uniqueness of every person and to consistently
"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
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,
Freud is a remarkable man who studies people in or order for us to understands each other
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
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.
11
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
Undergraduates
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
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
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,
about as the principle subject of the dialogs. (source: Developing Professionalism in Business
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
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
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.
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
Performance
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.
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
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.
advantageous to their association. They said that assessing chiefs did not have the boldness to
15
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
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
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
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
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
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
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
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
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
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
advantageous to their association. They said that assessing chiefs did not have the boldness
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
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
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
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
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
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
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
endeavors, in any case, "to regard the many-sidedness of the topic of this new science."
Professionalism
21
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
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
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
arranging and readiness, material sourcing and preparing, segment generation, quality
checking segments, item get together , capacity testing, quality checking item, bundling and
conveyance
pursue these means, generally the entire thing will return and chomp your lower legs.
notwithstanding, inquiring to ensure that the important advances have been pursued will
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.
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
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
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
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
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.
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
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
Scope of Limitation
This study is conducted primarily for the purpose of identifying the qualities of an employee
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
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
2. Analyze the attitudes of the said respondents that is commonly occurring in hotels and restaurants.
Definition of Terms
carrying on. The investigation of character centers around two wide regions: One is
crabbiness. The other is seeing how the different pieces of an individual meet up overall.
carrying on. The investigation of character centers around two wide regions: One is
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,
Qualitative method is where we direct meetings from our particular respondents, with this
numerical analysis of information gathered through surveys, polls, and studies, or by controlling
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
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
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
Six(6) Maintenance Personnels, eight(8) Chefs and six(6) Managers who are currently
A. Subjects
2. Chefs 8 40%
B. Validators
1. Managers 6 30%
20 100%
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
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
The exploration will consider utilized polls, records and reports from the J park Island
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
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
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 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
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;
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
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
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:
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
The Statistical treatment of data used a four-point scale with numerical range, descriptive
equivalent in interpretation
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
(IAU)
Statistical Treatment
38
The analysis and interpretation of data were made using various statistical tools. These
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
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.
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:
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
The potential advantages, for example, occupation, work and business, instruction,
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".
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
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
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.
These perspectives were considered in the examination since these will give the plane
information, and have the ability to concur or to rot collaboration intentionally. A totally
circumstances where they need to grasp the capability among research and treatment, the
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
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
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
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
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
distinguishing data as fastas viable. In the event that data for an individual is accounted for, the
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
might be considered.
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
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
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
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
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
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
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.
Specialists, who frequently have a solid pledge to their exploration, may not be objective in
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
I. Recruitment
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
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.
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
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,
2) Publication Rights
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
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
ought not all in all distribute compositions depicting basically a similar research in excess of one
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
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.
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
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
4) Transparency
as a goal if the exploration endeavor is to be genuinely effective. The rules cover eight norms of
every standard, so diaries can receive benchmarks with a level of stringency most suitable for
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
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
REFERENCES
52
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dJR0ag9Ycu3-OJh7Y3CPDjmKadVOxGs4)
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https://www.sciencedirect.com/science/article/pii/S0065260108604116)
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https://books.google.com.ph/books?hl=en&lr=&id=N4Ik8Xsrjx0C&oi=fnd&pg=P
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53
APPENDICES
54
APPENDIX A
August 17, 2018
DR.EUGENE E. TORING
VP-Operations and Research Director
Greetings!
We are 3rd year taking up BS-HRM and presently pursuing our thesis entitled
connection, may we request your permission to give survey questionnaires and to conduct
Rest assured that all data gathered are considered confidential and will not be used
Respectfully yours,
Rholly K. Cuerpo Jermine B. Tumaroy Andreas Christian Montero
Approved by:
DR. EUGENE E. TORING
VP-Operation and Research Director
APPENDIX B
QUESTIONAIRES
TITLE
Part I
Respondent’s profile
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
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
APPENDIX C
September 20, 2019
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.
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
59
QUESTIONAIRES
TITLE
Part I
Respondent’s profile
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
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
APPENDIX C
September 20, 2019
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.
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
63
QUESTIONAIRES
TITLE
Part I
Respondent’s profile
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
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
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
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.
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
67
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
APPENDIX D
September 3, 2019
Section Manager
SM Cebu
Dear Sir/Madam:
Greetings !
We are 3rd year taking up BS-HRM and presently pursuing our thesis entitled
connection, may we request your permission to give survey questionnaires and to conduct
Rest assured that all data gathered are considered confidential and will not be used
Respectfully yours,
Approved by:
APPENDIX E
CERTIFICATE OF CONFIDENTIALITY
Any information acquired from him/her is highly protected against forced disclosure
study participants in any administrative, civil, criminal, or legislative proceeding ate 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
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
success
Timothy S.
professionals
Julia Evetts
skilled worker
72
effects
73
APPENDIX G
consistency of one's
personality.
Larson
Chris Herrmann
-rewarding an
performance can
increase
productivity in a
company.
PHASE RESEARCH RESPONDENTS OF DATA DATA GATHERING STATISTICAL
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
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
Personal Information
Nationality:Filipino
Education
Character Reference
Cuerpo, Yoshiko
495-8100
Curriculum Vitae
Jermine B. Tumaroy
Personal Information
Nationality:Filipino
Education
Talamban, Cebu
Character Reference
Nemesia B. Tumaroy
09294797145
Curriculum Vitae
Personal Information
Nationality:Filipino
80
Education
Alang-alang City
Alang-alang City
Character Reference
Lucrecia A Montero
420 9413
Curriculum Vitae
81
Personal Information
Nationality:Filipino
Education
Character Reference
82
Curriculum Vitae
Personal Information
Nationality:Filipino
Education
Mandaue City
83
Cebu City
Character Reference
Quijano, Ramonito C.
09451432979