IMPROPER APPOINTMENTS AND

PROMOTIONS IN DPWH LANAO

DEL NORTE 1ST DEO

NORJEHAN C. MACABANDO
 introduction

PROMOTION

means the movement from low job positions to high ones’ with increase
in responsibilities, job status and increased salary. In other words
promotion is an upward movement hierarchically with payment increased.

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 intro
Promotion systems affect almost all aspects of organizational lives.
This is particularly evident from studies of human resource
management and internal labour markets (Baker and Holmstrom,
1995; Barron and Loewenstein, 1985).
Promoted employees become motivated, because of the increased
responsibility, status, and increased salary. The motivated employee
become strengthened and committed to the organization and the
result is more production (Rupia et al, 2012&Peebhai, 2006).
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 intro
However, promotion process sometimes is characterized by some
problems like corruption, tribalism, and political gain. The result of
this is employee dissatisfaction as some of them opted to leave the
organization.

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 II. THEORIES

A. ADAM’S EQUITY THEORY

It suggests that individuals compare themselves with others in an equivalent

position is treated in the same manner. According to Adam (1963) individuals are
motivated when they perceive that are treated equitably in comparison to others
within the organization.

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 II. THEORIES

B. OUCHI’S THEORY Z

The theory was rooted on the idea that employees who are involved in and
committed to an organization will be motivated to increase productivity. Theory Z
managers provide rewards, such as long term employment, promotion from within,
participatory management and other techniques to motivate employees.

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 II. THEORIES

C. Mc CLELLAND ACQUIRED THEORY

The idea in this theory is that, needs are acquired through life.
• Need for achievement. This emphasizes the desire for success, for mastering
tasks, and for attaining goals.
• Need for affiliation, which focuses on the desire for relationships and
associations with others
• Need for power which relates to the desire for responsibilities, for control of,
and authority over others.

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 III. METHODOLOGY

3.1 RESEARCH APPROACH

The research approach is qualitative approach. According to Mugenda and

Mugenda (1999) qualitative research is that research which does include designs,
techniques and measure which do not base on numerical data. Often data are in
the form of words rather than numbers.

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 III. METHODOLOGY

3.2 AREA STUDY

This study was conducted at DPWH Lanao del Norte 1st DEO

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 IV. ISSUES/CHALLENGES
Seven permanent items were opened in DPWH Lanao del Norte 1st DEO on July
2018. These items require no experience related to the job.

In January 2019 these items were appointed to the most qualified applicants’
base on the evaluation of the board of selection. Of the appointees, two came from
outside the office while the rest were currently employed in the office.

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 IV. ISSUES/CHALLENGES
• Some of the appointees did not take the written exam
• the chief of administrative section requires the applicants specifically their
prospect appointee to submit a certification of their work experiences even if
he/she has no past work experience.
• some of the appointed applicants that belong to the employees of the office
were known to be related to the district engineer and were also known to be an
irresponsible and incompetent worker.

• spoil system is being practiced in the office

• so is nepotism which is a type of corruption

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 V. CONCLUSION
In conclusion, promoting employees is important to both parts of employment
(employees and employer). This is because when promotion is done following
procedures it benefits both employee and employer. Promotion ensures the supply
and availability of skilled man power and utilizes their labour toward organization
development.

However, Some employees may feel frustrated, angry and resentful at a negative
assessment, particularly if they disagree about the elements of the critique and
witness their friends having the similar qualifications and experiences, benefiting
the fruits of promotion because of being promoted as the favor to them and
because of weakness of promotion policy.

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 V. CONCLUSION
This kind of negative bureaucratic behavior leads to continued poor performance
as well as create a disgruntled employee who may care even less about his future
performance levels it also leads to a poor development because improper
promotion embodies corruption.

Therefore, it is necessary for any organization to promote fair and just promotion
to avoid turnover and absenteeism or boost loyalty and commitment of employee
which result to a better performance of the office.

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 VI. RECOMMENDATION
A company/organization without promotion policy, clear and recognized will lead
to employees’ frustrations since employees are not given chance for
advancement. Promotion policy therefore should identify procedures to follow
when conducting promotion and what kind of personnel to be involved.

• DPWH LDN 1st DEO should open to all the vacancies not basing on political and
family connections
• Have a promotion policy which giving more weight to length of service, merit of
an employee and potential of employee in future
• promotion policy that allows employees to appeal whenever they think that
decision toward promotions were not fair, so that the manipulation in
promotion evaluation and corruption will be inhibited.

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Thanks!

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