Increasing The Productivity of Senior High School Faculty Through Reward System: Basis For Proposing Reward System For Jose Rizal University Mandaluyong City

INCREASING THE PRODUCTIVITY OF SENIOR HIGH SCHOOL FACULTY
THROUGH REWARD SYSTEM: BASIS FOR PROPOSING REWARD SYSTEM

FOR JOSE RIZAL UNIVERSITY MANDALUYONG CITY 1
NATIONAL COLLEGE OF BUSINESS AND ARTS

Commonwealth Ave. Cor Regalado St. Fairview, Quezon City* Tel Nos.: 427-0291 Zipcode 1118
INCREASING THE PRODUCTIVITY OF
SENIOR HIGH SCHOOL FACULTY THROUGH
REWARD SYSTEM: BASIS FOR
PROPOSING REWARD SYSTEM FOR
JOSE RIZAL UNIVERSITY
MANDALUYONG CITY
A Research Proposal Presented To The
Faculty of the Center for Graduate Studies
National College of Business and Arts
Fairview, Quezon City
In Partial Fulfilment of the Requirements for the Degree
MASTER IN BUSINESS ADMINISTRATION
By
JOHN PAUL D. LAGTAPON

TABLE OF CONTENTS
Title Page . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Table of Contents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Approval Sheet . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
The Problem and Its Background . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Conceptual Framework . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Statement of the Problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Significance of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Review of Related Literature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Synthesis of the Literature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Sample and Sampling Techniques . . . . . . . . . . . . . . . . . . . . . . . . . 20
References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Survey Questionnaires . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Various Reward System JRU-SHS Can Adopt . . . . . . . . . . . . . . . 27
Researcher Personal Information . . . . . . . . . . . . . . . . . . . . . . . . . . 28

NATIONAL COLLEGE OF BUSINESS AND ARTS

Commonwealth Ave. Cor Regalado St. Fairview, Quezon City* Tel Nos.: 427-0291 Zipcode 1118
APPROVAL SHEET
The Graduate Level Paper entitled INCREASING THE PRODUCTIVITY OF

SENIOR HIGH SCHOOL FACULTY THROUGH REWARD SYSTEM: BASIS
FOR PROPOSING REWARD SYSTEM FOR JOSE RIZAL UNIVERSITY
MANDALUYONG CITY, prepared and submitted by JOHN PAUL D. LAGTAPON
has been approved by the committee on Oral Examination with a grade of
___________________ on _____ day, month of ________ year _________.
DR. DOROTHY D. LAGRADA

Graduate Level Paper Adviser
Examiners:
DR. JOSE DELOS TRINO MATEO
Chairperson
DR. PATERNO D. GONZALO

Member
Accepted in partial fulfilment of the requirements for the degree of Master in Business
Administration.
DR. CIRILA L. EDEN

Dean, Center for Graduate Studies
National College of Business and Arts,
Fairview, Quezon City
CHAPTER I
THE PROBLEM AND ITS BACKGROUND
Introduction
Reward is an effective system for human resource and management to boost
motivation of the employees; this will increase their retention and will decrease turnover,
more importantly it will increase productivity. On the other hand, absence or a lack of
this system will give the opposite result and may decrease attractiveness of an institution
towards their employees because they are not well motivated. Happy employees results to
good production and high retention.
Background
The researcher as a class advisers and a subject teacher of Economics, Business
Ethics and Immersion for both grade eleven and grade twelve of ABM senior high school
division of Jose Rizal University S.Y. 2018 – 2019; have observed the following
problems on reward system in the institution which lead him to come up with this
research proposal.
Jose Rizal University in Mandaluyong City is currently celebrating its centennial
anniversary this year 2019 since it started from 1919 in Quiapo, Manila, while
commemorating its 100th years of existence in the field of education, enrolees of senior
high school have grown since 2016 on both grade eleven and grade twelve reaching a
population of four thousand (4,000) this school year 2018 – 2019 with one thousand six
hundred (1,600) senior high school graduates last April 2019. Due to the number of
students enrolled in all different strands whether Accounting and Business Management
(ABM), Humanities and Social Sciences (HUMSS), and Science, Technology and
Mathematics (STEM), this drives high demand of teaching staffs to cater all students.
Currently there are one hundred twenty (120) senior high school teachers both regular
and part time providing learning to all classes, with an average of thirty five students per
class.
The average class population may be enough for a teacher to present their
learning materials effectively but a section that reaches up to forty two (42) students can
exhaust the teacher. In ABM Strand alone there are five (5) sections that reached this
number of students. One of which is the section the researcher is handling as an
economics subject teacher - is the ABM - M11D which reaches the maximum number of
population per class. A vigorous effort must be executed in order to discipline and teach
the students, including the technique the teacher uses in accommodating class
participation and how he efficiently assesses the student’s performance is quite a
challenge. But, despite of the obstacles, teachers are able to perform well on their lesson
plans in their class, as an evidence all advisers and subject teachers have submitted the
requirements on time before the graduation and distribution of cards.
This is made possible because of the digital grading system Jose Rizal University
is using which provides ease for teachers in recording student’s performance. Also with
the continuous trainings, seminars and team building that will improve the knowledge
and confidence of the teachers. And with the consistent and efficient efforts of the strand
core officers who handles each strand - which never stops assisting their subject teachers
and class advisers.
But, one thing is lacking in the system and is not well emphasized that may help a
lot in building motivation to the teachers and will complete the factor in increasing
productivity - is the reward system.
Though a few reward systems such as best club adviser, and service awards for
five years up to twenty years of loyalty to the institution are provided, this is not enough
to create an inspirational camaraderie for teaching staffs of senior high school division.
Reward system as we all know can be beneficial for the increase in the
effectiveness and efficiency of productivity in an individual performance of task.
Although we knew that the inspirations of teachers comes from its experiences from his
class, recognition from their supervisors have also positive effects in their productivity.
And will somehow help increase employee retention and decrease turnover.
This research proposal will enlighten the supervisors and management with the
perception of the faculty members towards their reward system and will give them
recommendations that will help improve it. .

Conceptual Framework of the Study
This framework will guide the researcher and the readers on how the entire
research will go through. The framework used is IPO with feedback.
Input Process Output
•Demographic Profile of •Tools used •Summary of Findings

the respondents •Survey Questionaries
•Observation •Conclusion
•Reward System •Interview
Implemented to senior •Group discussion •Recommendation
high school faculty
•Statistical data and
•academic related analysis
awards
•administrative awards
FEEDBACK
Figure No. 1
Input is composed of the demographic profile of the respondents such as their age,
marital status, gender and educational status (stipulating in this proposal that all faculty
members are Filipinos in the time the survey is done) – This component will help the
researcher and the readers determine the personalities of the respondents. And also
includes the different reward system Jose Rizal University and the senior high school
division are using and how they implement such.

Process however is composed of the tools the researcher is going to use in order
to determine the results and findings needed to come up with the conclusion and
recommendations needed. Such tools are survey questionnaires, observation of the
survey, interview on key persons and respondents, group discussion with key persons,
respondents, discussions with MBA candidates and advisers, and statistical data and type
of analysis used.
Output is derived from the data analysis resulted from the tools used from the
process, this portion of the research proposal is necessary to provide readers conclusion
from the findings and recommendations on how Jose Rizal University senior high school
division will improve their reward system.
Feedback however is composed of the comments from the defence with the
panellist and comments or suggestions from the readers.
Statement of the Problem
This research proposal is dedicated to answer the problem attached with the title
Increasing the Productivity of Senior High School Faculty Through Reward System:
Basis for Proposing a Reward System for Jose Rizal University Mandaluyong City and
will help the readers to assess the present reward system and help in the recommendation
of improving its processes on such related matter.

The research study will answer the following problems:
1. What are the demographic profile of the respondents included in this research in
terms of:
1.1 Age
1.2 Gender
1.3 Marital Status
1.4 Educational Attainment
1.5 Teaching Strand
2. How do the respondents assess the productivity of the senior high school faculty
in terms of:
2.1 Rewards and Recognition
2.2 Availability of services in teaching
2.3 Training and Development
2.4 Management Support
3. Are there significant differences on the assessment of the statement of the
problem from 2.1 up to 2.4?
Hypothesis
There are no significant differences between the statement of the problem from
2.1 up to 2.4
Significance of the Study
The research proposal aims to provide benefits to the following:
Jose Rizal University Management – Is composed of the administrative and
academic organizations. These various departments shall be enlightened with the current
status of the university reward system towards the faculty members, and will give them
recommendations on how they will improve the reward system process.
Senior High School Principal and Strand Core Officers – Is composed of the
strand core officers and the principal himself. They are also a target of this study because
they are the implementer of the reward system to the faculty members.
Faculty Members – Are composed of the teachers who are members of different
strands whether ABM, STEM and HUMSS with different ages and educational
background. They are the beneficiaries of the reward system together with the Strand
Core Officers.
Seasonal and Future Researchers – Are the readers and researchers who are not
directly targeted by this study but can use this research proposal as their reference on
improving their research and organizational endeavours.

Scope and Delimitation of the Study
The researcher focused the study to the rewards system that Jose Rizal University
- Senior High School Division is currently implementing and will possibly implement - to
result for the increase in the faculty productivity. Increased employee retention may be an
effect of improved reward system, however this point of view is only suggestive and may
not dig deeper in this research.
The scope of this study touches only the Senior High School Division of Jose
Rizal University and will not include respondents from other divisions such as
Elementary, Junior High School, College and Graduate Studies. JRU-SHS are composed
of the faculty members, strand core officers and the principal. However, Administrative
staffs supporting the business processes of the division may be a part of the interviews
and discussions but are not respondents. Service providers such as security guards,
janitors and as well as the students are not part of the survey.
Other scopes which are necessary to solve the statement of the problem such as
motivation, and significant relationship between reward system and productivity are also
emphasized in this study.

Definition of Terms and Acronyms Used
Strand – are courses under Senior High School whether it may be Accounting and
Business Management (ABM), Science Technology and Mathematics (STEM), and
Humanities and Social Sciences (HUMSS).
Strand Core Officers – Are supervisors who manage the subject teachers and class
advisers. Each of these individuals is assigned on different strands to focus on the
demands of their subject teachers and class advisers in compliance with the policy of JRU
and the Department of Education. More especially they are the one who assesses
beneficiaries of the rewards and executes rewards program.
Extrinsic Motivation – refers to individuals engaging in activities or tasks due to
factors which are external to them, such as seeking a reward or being influenced by
others.
Intrinsic Motivation – refers to individuals engaging in activities or tasks purely
for the sake of personal interest or enjoyment.

CHAPTER II
REVIEW OF RELATED LITERATURE AND STUDIES
Based on the study made by Kerr and Slocum of Academy of Management
Executives about “Managing Corporate Culture through Reward Systems 2005”, they
believe that “the reward system represents a particular powerful means for influencing an
organizational culture. Much of the substance of culture is concerned with controlling the
behaviours and attitudes of organizational members”. This also means that reward system
is a motivational driver to employees of the organization that will affect much their
productivity.
“Of course, large corporations with several different businesses may have
multiple reward systems. And while they may share some fundamental philosophies and
values, they may differ according to the particular business setting, competitive
situations, and product life cycle.” Jose Rizal University is an academic institution
consisting faculty members and administrative support, although this study focus on the
faculty members such as the subject teachers, class advisers, head teachers, strand core
officers, club advisers and the principal – multiple reward system may be observed.
“Two kinds of reward systems – Kerr and Slocum identified these distinct
systems as; the hierarchy-based system and the performance-based system. Eight firms in
their study are classified as hierarchy-based and six as performance based” It is very
important that we define what type of reward system are being implemented in the
observation of this research.
1. The Corporate Hierarchy / Subjective (As defined by Kerr and Slocum)
In the hierarchy, superiors defined and evaluated the performance
of subordinates. Performance was defined qualitatively as well as
quantitatively. Non quantifiable aspects of the subordinate’s role were
sometimes considered to be more important than quantifiable ones.
In this system, formal performance appraisal took place once a
year. Informal feedback, however, was quite frequent. A high level of
interaction existed between superiors and subordinates. Feedback occurred
on the job, in the dining room, during executive retreats, or at a country
club, and was oriented more toward employee development than toward
evaluation. Since performance definition and evaluation were subjective,
the quality of performance could be known only through superiors.
2. The Performance Based System / Objective (As defined by Kerr and
Slocum)
In contrast to the hierarchy, the performance based system
objectively defined and measured performance and explicitly linked
rewards to performance-which was almost completely defined
quantitatively. Qualitative aspects of the performance were generally

ignored. Specific rewards or proportions of rewards were directly related
to specific performance criteria (for example, bonus based partly on return
on assets and so forth). In this way, managers exerted influence by
objectively weighting the various components of the subordinate’s job.
Another foreign related literature is made by Edward E. Lawler III of University
of Southern California – “The Design of Effective Reward System 1983” stated the
impact of reward system to the behaviour of a person, Lawler stated that “It is important
to consider what behavioural impact reward system can have in organizations. His
research so far on reward systems suggest that potentially it can influence five factors
which in turn influence organizational effectiveness:”
1. Attraction towards applicants and Employee Retention
Career choice and turnover clearly shows that the kind and level of
rewards an organization offers influences who is attracted to work for an
organization and who will continue to work for it. The objective should be to
design a reward system that is very effective at retaining the most valuable
employees.
2. Motivation and Performance
Reward system has been demonstrated to motivate individuals and
positively affects their productivity.

3. Performance-Outcome Expectancy
Individuals believe or expect that if they behave in a certain way, they will
get certain things.
4. Attractiveness towards current employees
Each outcome has attractiveness to a specific individual. Outcomes have
different attractiveness for different individuals. This is true because outcomes
values result from individuals need and perceptions, which differ because they
reflect other factors in an individual’s life. For example some individuals may
value opportunity for promotion or advancement because of their needs for
achievement and power, while others may not want to be promoted and leave
their current work group because of needs for affiliation with others.
5. Effort-Performance Expectancy
This expectancy represents the individual’s perception of how hard it will
be to achieve such behaviour (output), and the probability of his or her
successful achievement of that behaviour. Reward system will drive the
effort-performance expectancy output of each individual.
An additional foreign related literature made by Pinar Gungor of Okan University,
Istanbul Turkey titled “The Relationship between Reward Management System and
Employee Performance with the Mediating Role of Motivation: A Quantitative Study on
Global Banks” 2011 - “founded that Extrinsic Motivation is explained by the variable of
Financial Rewards and Intrinsic Motivation is explained by the variable of Non-Financial
Rewards, it is also founded that both Extrinsic and Intrinsic Motivation have an impact
on Employee Performance, and founded that Financial Rewards have positive effects on
Employee Performance, also in the study conclude that Intrinsic motivation is not
affected by the design of monetary compensation, but by promotion opportunities.”
Synthesis of Reviewed Literature and Studies
The study made by Kerr and Slocum will help the researcher define what type of
reward system is implemented in JRU-SHS can either be Hierarchy-based reward
system which is more subjective or qualitative, or the Performance-based reward system
which is more objective or quantitative. This will also help the researcher to define what
reward system are lacking in the JRU-SHS, and can also help in observations of the
relationship between these reward systems and employee productivity which is fit to the
institution.
On the other hand, the study of Lawler suggests that there are different
behavioural impacts that a reward system may influence an individual such as attraction
towards applicants and retention which states that reward system may increase or
decrease applications and retention, motivation and performance which express that
reward system inspire employees and may increase their productivity, Performance-
Outcome Expectancy which reveal that reward system as a utilitarianism approach in
which - for employees their end justifies their means, Attractiveness towards current
employees which states the level motivation it gives to the employees and, Effort-
Performance Expectancy which reveal the probability of an employee to reach his/her
goal. This study will help the researcher if the current reward system implemented by
JRU-SHS falls under these behavioural outcome categories and to see what JRU-SHS are
insufficient which may affect employee’s productivity.
A further study of Gungor will guide the researcher to observe if JRU-SHS
employees are driven from extrinsic motivation which observes that employees are
motivated from monetary reward, or intrinsic motivation which reveals that employees
seek motivation from self-enjoyment of their current employment and promotion. The
findings may help JRU-SHS on how they will increase a more intrinsic motivation
culture which may increase retention than driving motivation from tangible/monetary
awards. This study will also help enlighten the researcher in the relationship between
reward system and productivity.

CHAPTER III
METHODOLOGY
In this chapter, it explains and discusses the method to be used in gathering the
data needed in to come up with conclusions and recommendations regarding the problem.
This includes the population, sample size, description of the respondents, instruments to
be used, the data gathering procedure and statistical treatment of data for the analysis.
Research Design
In this study, the researcher used the descriptive design. The study aims to
describe and analyze the effectiveness of rewards system towards Jose Rizal University
Senior High School faculty members specifically on their productivity and other factors
as well as retention considerations and motivational drives. It also aims to determine the
type of reward system currently used and what positive and negative effects on the
employees.
Research Locale
The study was conducted in Jose Rizal University in Mandaluyong City - Senior
High School Department at the Building B and C where the Senior High faculty room,
classrooms and Senior Division Office are located.

Sample and Sampling Techniques
The researcher’s respondents are one hundred (100) faculty members of Senior
High School Division of Jose Rizal University Mandaluyong City of different strands
randomly chosen on ABM, STEM and HUMSS of both men and women aged from 21 to
70 years old with the considerations of what subjects and educational background they
have attained. Respondents are all beneficiaries of the reward system, thus the researcher
included the strand core officers to take the survey. The researcher made sure that the
respondent is a JRU-SHS faculty member by asking the respondent before providing the
form.
Research Instrument
The researcher used the pen and paper check list answer sheet, a traditional way
of doing survey in gathering data needed for the study. The survey questionnaire was
divided into three parts.
The first part focuses on finding the demographics of the respondents such as
their age, gender, marital status, teaching strand, educational attainment and their course
taken in college/experienced attained in line with subject taught. This part also includes
the name of the respondent.
The second part includes check list questions that challenges the respondent’s
level of awareness on reward system currently implemented by JRU-SHS and its effect
on their performances and some questions in general to reward system which helps the
researcher in looking for results.
The third part of the survey is for the recommendation part on how JRU-SHS will
improve their reward system; this part, just like the first and second parts, is a check list -
for the convenience and ease in answering of the respondents.
The researcher applied Likert Scale for the survey forms for the ease of
respondent’s in answering the questions and for the researcher to establish a clear
difference on frequency of answers. Shown in the Figure No. 2 is the specification of the
Likert Scale used.
Scale Descriptive Equivalent
4 Strongly Agree
3 Agree
2 Disagree
1 Strongly Disagree
Figure No. 2
Data Gathering Procedures
The researcher distributed the survey questionnaire forms to the faculty members
of SHS in the faculty room and the faculty library where the respondents are usually
staying. While the researcher let the respondent answer the forms, the researcher
talks/interviews the respondents with regards to their views on JRU-SHS reward system.
The time of distribution is done anytime of the day from 7:30am – 6:30pm when classes
are usually held, timing is when the respondent’s break time the researcher approach him.
The survey forms are distributed to the respondents and are collected properly by
the researcher in Jose Rizal University campus.
Statistical Techniques and Data
Frequency and Percentage Distribution is used to determine the percentage
usually for data on demographic profile
Chi Square test will determine the relationship between statement of the problem
2.1 up to 2.4 in which (0) is the frequencies observed, (E) is the frequencies expected and
( is the sum of all data gathered.

REFERENCES:
 Kerr and Slocum of Academy of Management Executives about “Managing
Corporate Culture through Reward Systems 2005”
 Edward E. Lawler III of University of Southern California – “The Design of
Effective Reward System 1983”
 Pinar Gungor of Okan University, Istanbul Turkey titled “The Relationship
between Reward Management System and Employee Performance with the
Mediating Role of Motivation: A Quantitative Study on Global Banks” 2011
 Merriam and Webster Dictionary terms and definitions.
 Six Sigma Daily Input Process Output model.
 Analyzing Likert Data Harry N. Boone, Jr. Associate Professor, Deborah A. Boone
Associate Professor - West Virginia University Morgantown, West Virginia
 Essentials of research design and methodology. Marczyk, G., DeMatteo, D., &
Festinger, D. (2005). Essentials of behavioral science series. Essentials of research
design and methodology. Hoboken, NJ, US: John Wiley & Sons Inc.
Survey Questionnaires
Dear Respondent,
Thank you for rendering me a portion of your time in taking this survey. I am currently
taking my research methodology as a course requirement in Masters in Business
Administration in National College of Business and Arts – Fairview Campus with the
title Increasing The Productivity Of Senior High School Faculty Through Reward
System: Basis For Proposing Reward System For Jose Rizal University
Mandaluyong City.
In view with this, may I humbly ask to please provide the information and answer all the
questions below. The information you will provide will be treated with confidentiality
and will be used for gathering data in improving the reward system of JRU-SHS.
Thank you once again.
Best regards,
John Paul D. Lagtapon
Part 1: Profile of the Respondents

Name: (Optional)
Put Check mark on the corresponding blanks:

Gender: MALE FEMALE
Age: 21 – 30 31 – 40 41 – 50 50 – 60 60 – 70
Marital Status: Educational Attainment: Teaching
Strand:
___ Single ____ Undergrad ____ ABM
___ Married ____ College Grad ____ HUMSS
___ Widower ____ Masters ____ STEM
____ PhD
Part 2: QUESTIONS REGARDING REWARDS SYSTEM

(Put check mark on the corresponding box)
STRONGLY AGREE DISAGREE STRONGLY

QUESTIONS AGREE DISAGREE
4 3 2 1
I am aware that there are
reward systems being
implemented by JRU-SHS to
its faculty members. (other
than the assessment on the end
of every semester)
I have received any award
from JRU-SHS.
FREQUENCY OF THE AWARDING

I am aware that the rewards to
faculty are awarded every
month.
quarter.
semester.
KIND OF AWARD I EXPECT
If ever I receive any award
from JRU-SHS I want it in
monetary form.
If ever I receive any award
from JRU-SHS I want it in
simple experience form such
as awarding of certificates and
no money involved
JRU-SHS PROBLEMS I OBSERVED IN THIS SYSTEM
I am aware that only a few
selected faculty members are
involved on awarding
I am aware that all faculty
members are involved in
awarding including me
EFFECTS OF JRU-SHS REWARD SYSTEM TO ME
Through the reward system of
JRU-SHS I have increased my
motivation towards work.

Through the reward system of
JRU-SHS I have increased my
decision to stay at this
institution.
RECOMMENDATIONS TO JRU-SHS REGARDING THEIR AWARDING
SYSTEM
I would want JRU to improve
its reward system to faculty
members
I would want JRU to make its
reward system more frequent
I would want JRU to create
more specific rewards for
faculty members
I would want JRU to involve
all its faculty members on
reward system
Signature of Respondent
VARIOUS REWARDS SYSTEM JRU-SHS CAN ADOPT
Reward system can be tangible or intangible. Tangible reward system for

management can consider rewarding certificates, medals, trophies and money depending
on the available budget the organization have. On the other hand, Intangible reward can
be in a form of recognition through announcements, ceremonial recognitions, experiences
like free tours, free seminar, and free meal date on a restaurant, or can be through a
promotion, a simple tap by a supervisor or management to their subordinates can be a
way of reward to motivate faculty members.
The frequency of giving rewards can be once every semester and another once a
year after school year is done. This is due to the busy schedule of the faculty members
during the school term. Simple reward system however can be very frequent for
supervisors such as tapping and recognizing the faculty member can be done every day.
Ceremonial Rewards
Is a ceremony attended by all faculty members, supervisor, principal and

management for the recognition of various criteria of reward. This can be done once
every school year. And will be held at the school theatre.
Promotion
The university can provide levels of tenure such as teacher 1, teacher 2 depending
on the system the university would wish to implement. This will provide classes in the
faculty members and promotion can however motivate them and increase their
productivity.
Recognitions through Experiences
Supervisors and the principal can take out a faculty member to a restaurant to eat
together and have informal conversations can be a rewarding experience for them, group
get together other than the team building can also be rewarding for teachers.
Researcher Personal Information
JOHN PAUL D. LAGTAPON

Affiliations: Educational Attainment:
SENIOR HIGH SCHOOL FACULTY Master in Business Administration

Jose Rizal University (Candidate)
Shaw Blvd. National College of Business and Arts
Mandaluyong City Commonwealth Avenue,
November 2018 – Current Quezon City
June 2017 – Current
PROPRIETOR
En La Azotea Events Rental BACHELOR OF SCIENCE IN BUSINESS
706 Zabarte Rd Ext. ADMINISTRATION MAJOR IN
Camarin, MANAGEMENT
Caloocan City University of the East
November 2018 – Current Claro M. Recto Ave.
Manila City
VICE PRESIDENT FOR OPERATIONS June 2009 – March 2013
Crime Hunters Security Agency
Almar Subdivision PRIMARY AND SECONDARY
Camarin, EDUCATION
Caloocan City Sacred Heart Academy of Novaliches
January 2015 – October 2018 Zabarte Road,
Quezon City
ADMINISTRATIVE OFFICE ASSISTANT June 1998 – March 2009
Grace S. Reyes Designs Inc.
432 Mayon St. Personal Information:
Quezon City
July 2014 – December 2015 Contact Number: 0949-5062933
925-2456
OPERATIONS ASSISTANT
Olga Security Agency Address: Block 21 Lot 6, Phase 4, Palmera
Unit 407 First United Building
Springs, Camarin Caloocan City
Escolta
Manila City
April 2013 – June 2014 Height: 5 ft and 8 inches
Weight: 60kg
Complexion: Fair
Nationality: Filipino

Increasing The Productivity of Senior High School Faculty Through Reward System: Basis For Proposing Reward System For Jose Rizal University Mandaluyong City

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Increasing The Productivity of Senior High School Faculty Through Reward System: Basis For Proposing Reward System For Jose Rizal University Mandaluyong City

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INCREASING THE PRODUCTIVITY OF SENIOR HIGH SCHOOL FACULTY

THROUGH REWARD SYSTEM: BASIS FOR PROPOSING REWARD SYSTEM

NATIONAL COLLEGE OF BUSINESS AND ARTS

INCREASING THE PRODUCTIVITY OF

SENIOR HIGH SCHOOL FACULTY THROUGH

REWARD SYSTEM: BASIS FOR

PROPOSING REWARD SYSTEM FOR

JOSE RIZAL UNIVERSITY

A Research Proposal Presented To The

Faculty of the Center for Graduate Studies

National College of Business and Arts

Fairview, Quezon City

In Partial Fulfilment of the Requirements for the Degree

MASTER IN BUSINESS ADMINISTRATION

JOHN PAUL D. LAGTAPON

The Problem and Its Background . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Statement of the Problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Significance of the Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Review of Related Literature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Synthesis of the Literature . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Sample and Sampling Techniques . . . . . . . . . . . . . . . . . . . . . . . . . 20

Various Reward System JRU-SHS Can Adopt . . . . . . . . . . . . . . . 27

Researcher Personal Information . . . . . . . . . . . . . . . . . . . . . . . . . . 28

NATIONAL COLLEGE OF BUSINESS AND ARTS

The Graduate Level Paper entitled INCREASING THE PRODUCTIVITY OF

DR. DOROTHY D. LAGRADA

DR. PATERNO D. GONZALO

DR. CIRILA L. EDEN

THE PROBLEM AND ITS BACKGROUND

Reward is an effective system for human resource and management to boost

good production and high retention.

The researcher as a class advisers and a subject teacher of Economics, Business

Jose Rizal University in Mandaluyong City is currently celebrating its centennial

number of students. One of which is the section the researcher is handling as an

participation and how he efficiently assesses the student’s performance is quite a

requirements on time before the graduation and distribution of cards.

and class advisers.

productivity - is the reward system.

effectiveness and efficiency of productivity in an individual performance of task.

recommendations that will help improve it. .

Conceptual Framework of the Study

research will go through. The framework used is IPO with feedback.

Input Process Output

•Demographic Profile of •Tools used •Summary of Findings

division are using and how they implement such.

recommendations needed. Such tools are survey questionnaires, observation of the

division will improve their reward system.

panellist and comments or suggestions from the readers.

Statement of the Problem

of improving its processes on such related matter.

The research study will answer the following problems:

1.3 Marital Status

1.4 Educational Attainment

1.5 Teaching Strand

2.1 Rewards and Recognition

2.2 Availability of services in teaching

2.3 Training and Development

2.4 Management Support

3. Are there significant differences on the assessment of the statement of the

problem from 2.1 up to 2.4?

Significance of the Study

The research proposal aims to provide benefits to the following: