I.

CONCLUSION

Based on the results and assessment presented in the previous chapter it was gathered that the
Jollibee Morayta employees are managed well. The company provides the benefits of the basic
of an employee like SSS, PhilHealth, Pag-big funds, 13th-month pay, service incentives leave,
rest and meal period, overtime pay and holidays. But a lot of the employees are also
Contractualization. Termination of “endo”(end of contract), the labor force especially the
working-class people sees endo as a tool of the capitalist to manipulate and exploit the
vulnerability of laborers. The laborers, as an offshoot of prolonged unemployment and
uncompetitive nature, would rather accept a below-par employment contract without full benefits
enjoyed by a regular worker than have no paid employment. Although there are legal
implications of endo because a company cannot just practice labor contracting wittingly or
unwittingly without having in their company a roster of regular employees, it has nonetheless
contributed a lot to the total employment and national income by way of short-term employment
opportunities. While endo has deprived many laborers of the opportunity to enjoy the full benefit
of being a regular employee, the stringent measure normally applied to a regular applicant is
relaxed in favor of an endo worker, resulting in a bigger participation of the entire employment
sector. Jollibee is one of the companies who use contractualize to escape from the
responsibility of carrying the load and additional cost of hiring regular manpower, Jollibee would
rather overload their current roster of regular employees with work instead of hiring regular
employees. Ending the employ-on-contract practice was one of the many campaign promises of
Philippine President Rodrigo Duterte, who shortly after assuming power in 2016 warned that
any company that would not end short-term labor risked closure. Jollibee vows and is now
offering to regularize 3,000 of its contractual employees annually, an increase from the 1,000
workers it regularized this year.
Aside from this Jollibee is already a dominant market leader in the Philippines, there were
always be some components of the organization that need to be given ample attention. One of
the notable components is the pool of employees who are considered to be the heart of every
organization and a walking representation of the company where they work for. Sometimes
inappropriate behavior towards customers, actions, and response towards work is slow and
unhurried and, isolation- type behavior among new employees that the customer could
encounter, were just some of the typical attitude and behavior of the employees that could
ultimately affect not only their services to the customers but to the image of the organization,
which is true to the case of Jollibee-Morayta. Therefore, the organization must look for a definite
solution to improve such employees’ attitudes and behaviors and finally put an end to such
shortcomings in the branch, like the utilization of Regular Meetings and Appraisals are also
done to check employee performance and provide a moment of coaching for individuals.
conduct of Training and Seminars are done on a regular basis and also before deployment. This
is done to help an individual be prepared to face the real deal upon deployment commencing
through a participatory analysis and designing, with evaluation. With these, an organization may
expect each employee to be at their best all the time as they abide by the company standards
set by the management so as to uphold the positive image of the organization, like Jollibee
topping the race in the fast-food industry.