“Behavioral Management Theory as Observed in Select Businesses in

Sorsogon City”

A Qualitative Research

Presented to the Faculty of the Senior High School Department

of Sorsogon National High School – Accountancy

Business and Management Strand

Sorsogon City

In Partial Fulfilment of the

Requirements for the Applied Track Subject

Practical Research 1

by

Cy Robert L. Sale

Mark Rhojan S. Guab

Louise Joseph G. Peralta

MAY 2021
 Republic of the Philippines
Department of Education
Region V
City Division of Sorsogon
SORSOGON NATIONAL HIGH SCHOOL
SENIOR HIGH SCHOOL DEPARTMENT
Sorsogon City

RECOMMENDATION FOR FINAL ORAL EXAMINATION

The qualitative research that follows, which entitled “Behavioral

Management Theory as Observed in Select Businesses in Sorsogon City”,
is prepared and submitted by Cy Robert L. Sale, Louise Joseph G.
Peralta, Mark Rhojan S. Guab in partial fulfilment of the requirements
for the applied track subject, Practical Research 1, and is hereby
submitted to the Research Committee for consideration.

MR. FRANCOIS L. DETERA, MM

Research Adviser
July 28, 2021
Date

PRACTICAL RESEARCH COMMITTEE

The qualitative research that follows, which entitled “Behavioral

Management Theory as Observed in Select Businesses in Sorsogon City”,
is prepared and submitted by Cy Robert L. Sale, Louise Joseph G.
Peralta, Mark Rhojan S. Guab in partial fulfilment of the requirements
for the applied track subject, Practical Research 1, and is hereby
accepted for final oral examination

MR. JOHN NITE, LPT, LLB

Chairman

MRS. MAYREEN O. JANER, LPT, MAEd

Member Member
 TABLE OF CONTENTS

PAGE
PRELIMINARIES
Title Page …………………………………………………………….. i
Recommendation for Final Oral Examination ………………. ii
Table of Contents …………………………………………………… v
List of Figures ……………………………………………………….. viii

CHAPTER I – THE PROBLEM AND ITS SETTING

Introduction ………………………………………………………….. 1
Statement of the Problem ………………………………………….
5
Scope and Delimitation ……………………………………………. 6
Significance of the Study ………………………………………….. 8
N O T E S ……………………………………………………………… 9

CHAPTER II – REVIEW OF RELATED LITERATURE AND STUDIES

Related Literature …………………………………………………… 10
Related Studies ……………………………………………………… 20
Synthesis of the State-of-the-Art ………………………………… 23
Research Gaps ……………………………………………………….. 24
Definition of Terms ………………………………………………….. 25
Theoretical Framework …………………………………………….. 27
Conceptual Framework …………………………………………….. 31
N O T E S ……………………………………………………………… 34

CHAPTER III – RESEARCH DESIGN AND METHODOLOGY

Research Method …………………………………………………….. 36
Sampling Design...……….…………………………………………… 37
Key-Informants and Respondents ……………………………….. 38
Sources of Data ………………………………………………………. 38
Research Instrument ………………………………………………… 39
Research Procedure …………………………………………………. 40
Statistical Treatment ………………………………………………… 42

BIBILIOGRAPHY……………………………………………………………..

43

APPENDICES
Appendix “A” – Sample Letter of Approval of the School
Principal..............................................................................
.
 Appendix “B” – Sample Researcher Parent’s Permit/Waiver.. 50
Appendix “C” – Sample Data-Gathering Work Plan…………… 50
Appendix “D” – Sample Letter to Key-Informant………………. 50
Appendix “E” – Sample Letter to DTI Personnel………………. 50
Appendix “F” – Sample Interview Guide to Key-Informants
/Respondents………………………………………………………….
51
Appendix “G” – Sample Interview Guide to DTI Personnel…. 53
Appendix “H” – Personal Information Profile of Key-
Informants……………………………………………………………… 53
Appendix “I” – Photo Documentation of Data-Gathering ……
53

CURRICULUM VITAE OF THE RESEARCHERS

 1

CHAPTER 1

THE PROBLEM AND ITS SETTING

Introduction

The field of behavioral business ethics has come a long way since

its inception nearly five decades ago. Pioneered in part in response to a

number of high-profile corporate scandals, the early field of business

ethics was thought by many to be a fad that would recede along with the

salience of the scandals of the day. Yet, this could not have been further

from the truth. The need for behavioral business ethics research remains

ever-present, as evidenced by the sustained number of scandals and

unethical behavior within and by organizations. Moreover, research in

this area has burgeoned. In the 1980s, only 54 articles had been

published on this topic (Tenbrunsel & Smith-Crowe, 2008); today, a

similar search yields over 3,000 “hits.” In light of the area’s growth, we

suggest the need to take a look back at the seminal work that sparked

social scientific work in the field.1

Behavioral management theory was founded by Mary Parker

Follett, a social philosopher who thought the manager's job was to

harmonize and coordinate group efforts. His studies primarily focuses on

how managers should act and manage to motivate employees and

encourage them to perform at high levels and be committed to the

achievement of organizational goals. To put it simply, it focuses on the

 2

way a manager should personally manage to motivate employees to

achieve the organization goals and objectives, considering all the

important factors that greatly affect its subordinates and detailed

variables that will highly contribute to the efficiency in the workplace or

the firm itself. Applied ethics should be observed when applying

behavioral management theory, because ethics accounts to the

implementation of proper business policies and controversial subjects

including, discrimination, CSR, corporate governance, etc. Thus, it also

makes the business grow and even better, gain public approval.

American business culture is efficiency-oriented and money-

driven. “Time is money” means that no one has time to waste with

business opportunities that would not be thoroughly prepared and/or

could not demonstrate their return on investment. The culture of the

country is also based on the belief that it is hard work that drives

success, not status or age.2 Up to now we can observe that American

businesses tend to operate and maximize the limited time every day in

order to maintain a high production rate possible.

In the Philippines, people work effectively if they are with someone

close to them. Personal relationships play a large role in Filipino

business culture. Finding a third-party introduction is a helpful strategy

as Filipinos prefer to work with those that they know and trust. For this

reason among others, nepotism is common. It is also favored that face-

 3

to-face meetings are held when possible as they consider over-the-phone

business to be impersonal.3 by this behavior the manager tends to group

up the employees who are comfortable with each other rather than those

who barely talk to each other. 

Bicol in its pre-pandemic state, tops the regional growth among the

17 regions within the state. Bicol is well known for its spices, delicacies

and astonishing beaches which result in the increase of tourism and

sustainability of its economic growth.4 There are 6 provinces that

comprises Bicol region, but delimiting ourselves, primarily focusing only

in Sorsogon as our research base. In Sorsogon City, it has the largest

contribution growth in investments for the first quarter of 2008 and

increasing tourism arrivals that buoyed the Bicol Region economy,

despite the damage brought about by incessant rains and rice shortage.

Next to Sorsogon is Catanduanes and Albay. This is according to the

Quarterly Regional Economic Situationer (QRES) released by the

National Economic and Development Authority (NEDA) Regional Office in

Bicol (NRO 5).5Among the provinces, Sorsogon posted the highest growth

in investments from the previous year which gave motivation to the

workers or employees to increase performance rate. (Socio-Ecological and

Livelihood Assessment of Selected Coastal Areas in Sorsogon,

Philippines) published by Arthur B Estrella, Vladimir R. Foronda and Ma.

Teresa B. Lirag, aimed to assess the productive resource base, resource

use and livelihood patterns and provide management prescriptions in the

 4

transition of farms into organic agriculture. Relating that in behavioral

management theory as observed in Sorsogon, it gives us a little bit of

insight and overview upon what Sorsogon is doing and its number of

implementations to sustain its livelihood, social, ecology, protection, and

economic progression.6

To further understand the scope of our study in a more narrowed

topic the researchers have picked several businesses in Sorsogon City

that will undergo observation: City Mall, located in front of Sorsogon

Capitol Park, Sorsogon City, Gaisano Mall, located in Magsaysay St,

Sorsogon City, Goodluck, located in Quezon St, Sorsogon City. Savemore

(big and small), the small one is located in Talisay, Sorsogon City and the

big one is located in Rizal Avenue Cor, De Vera St, Sorsogon City, and

the last one will be LCC, which is located in Pan-Philippine Highway,

Sorsogon City. The businesses that were mentioned are the selected

locales by the researchers and, as stated, they will be under observation.

This research intends to know the most ethical way of managing

through the use of intensive data gathering upon what behavior is

needed to be distinguished as soon as possible. As for behavioral

management theory, we would like to get insights and recommendations

regarding which behavioral practices should be observed in select

businesses here in Sorsogon. Our team also got interested in the relation

of “business culture” to the “business posture” of one's management,

 5

because business culture is one of the biggest factors influencing the

behavior, practices, and the management style which greatly influences

the entirety of the organization. In terms of this study, businessmen or

future business owners can use this as a helping guide leading to a more

successful business venture. Also, this research tends to explore the grey

areas, the do’s and don’ts, possible hazards and consequences of ethical

and unethical behavior that occur to all established businesses around

the globe, and how you can solve them in terms of knowing the

psychological aspects and conducting behavioral study. 

Statement of the Problem

Behavioral approach to management focuses on the fact that human

behavior is learned, thus all behavior can be unlearned and new

behaviors learned in its place. Behaviorism is concerned primarily with

the observable and measurable aspects of human behavior. Therefore,

when behaviors become unacceptable, they can be unlearned. It evolves

mainly because the practicing managers, as we observed, that adopting

the ideas of the classical approach failed to achieve total efficiency and

workplace harmony. The behavioral approach to management

highlighted what the classical advocates overlooked the human aspect.

The classical theorists looked at the organization from a production

perspective; the behavioral advocates viewed it from the individual’s

viewpoint. The behavioral approach to management highlighted

individual behavior & group processes, and acknowledged the

 6

importance of behavioral processes at work. Generally, this study aims to

know how the study on behavior and ethics directly influences the

performance of one’s employee and how diverse each one of them is in

this modern time.

Specifically, this study sought answers to the following sub-

problems: 

1. What is the profile of the identified businesses in terms of:

A. Type of organization

B. Form of business organization

C. organizational structure

D. Products offered

E. Number of Manpower

2. What are the behavioral practices observed in the identified

businesses?

3. What are the perceptions, as observed? Satisfied or not?

4. What are the approved recommendations/improve implementation

to the identified businesses?

Scope and Delimitation

This study is a thorough observation upon behavioral management

theory how the managers, in select businesses in Sorsogon city, improve

its effectiveness upon the welfare of each employee by taking into

account their personal behaviors, source of motivation, endeavors and

 7

satisfactions. Part of it is the management, which is the main head of

every business. They are the one who’s in charge of the overall business

operation, which includes: decision-making, planning, organizing and

controlling. Thus, managers occupy the biggest roles in an organization

that is why we tend to not limit our research only to employee welfare.

Furthermore, we also want to expand our thoughts and knowledge

regarding the other factors that contribute highly to business

posture/style, like business culture, personal background, and

especially their root behavior. As we go further down the list, we would

also like to take on the 2 main branches of behavioral management

approach, which are: Behavioral science Approach, and Human relation

approach. As we progress, we also want to explore the grey areas, the

do’s and don’ts, possible hazards and high impact scandalous ethical

and unethical behavior that need to be distinguished as soon as possible.

Additionally, the researchers have picked several businesses found in

Sorsogon City: City Mall, Gaisano, Savemore (big and small), Goodluck,

LCC(big and small). Lastly, the customer service and satisfaction. The

use of feedback coming from the customers will give us some supporting

information, personal view point about the service; upon what it is like

being served by that particular business, whether their CS is good or

bad.
 8

However, this study only covers a percentage of the total number

of reviewed businesses in Sorsogon City. There are many merchandising

businesses in the city and the researchers are fully aware of it. However,

the data that will be gathered will be useful in many ways for the

managers of any businesses. We will not further take upon the

complexity of human behavior in particular situations, as it is constantly

changing over time. Also, the challenges that the managers encounter;

Dealing with the employee’s mistake they had done in relation to their

behavior; The distinction and diversity of each employee traits and

attributes; Moral steps in becoming a good employee; Individual’s ethical

decision frameworks; Identity base moral motivation. Basically, we tend

to limit ourselves in the employee viewpoint, due to the huge amount of

data it needs to make it possible and more on what the management can

do in terms of behavioral management theory to increase the company's

production rate while maintaining the relation of it to its subordinates. 

Significance of the Study

The importance of ethical behavior to an organization has never

been more apparent, and in recent years researchers have generated a

great deal of knowledge about the management of individual ethical

behavior in organizations and this study is just like it. Behavioral theory

is a must to any existing organization. It is not just about punishing

unwanted behavior or even rewarding desired behavior. Rather it is

 9

about having strategies in place to support your employees to behave in

ways that help them gain the most from their work, which will translate

to the increase in production rate in the business they are currently in.

The study will collect data from the select business in Sorsogon City on

how the management creates their strategy that mainly focuses on

behavior. The data collected will benefit the current and future managers

in any type of business specifically in merchandising businesses. By

understanding the behaviors of the employees, the managers can think

of different strategies to utilize the different skills of their employees.

Furthermore, it is a guiding principle to the employees for better

decision-making, work accountability, and their overall morality. This

research also gives benefits to future researchers / analysts in

conducting their own study.

Notes

1
https://www.emerald.com/insight/content/doi/10.1108/S2514-

175920190000003001/full/html

2
https://santandertrade.com/en/portal/establish-overseas/united-

states/business-practices

3
https://culturalatlas.sbs.com.au/filipino-culture/filipino-culture-

business-culture#filipino-culture-business-culture

4
https://en.wikipedia.org/wiki/Bicol_Region

5
https://sorsogonprovince.balinkbayan.gov.ph/start-a-business/
 10

6
https://core.ac.uk/download/pdf/296922081.pdf

CHAPTER II

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter contains the evaluated sources, such as books,

related studies, and so on, that supplied the researchers with sufficient

insights of the proposed subject matter. Similarly, they were assisted in

identifying the research gaps that this project would aim to fill; it helps

the researchers in constructing a solid framework, theoretical and in a

conceptual manner.

Related Literature

The following articles consist of related topics to further explain the

context of behavioral related theories/literatures; it is deemed by the

researchers to be relevant for this study.

Behavioral Management Theory

The behavioral management theory is often called the human

relations movement because it addresses the human dimension of work.

Behavioral theorists believed that a better understanding of human

behavior at work, such as motivation, conflict, expectations, and group

dynamics, improved productivity.

Elton Mayo's contributions came as part of the Hawthorne studies,

a series of experiments that rigorously applied classical management

 11

theory only to reveal its shortcomings. The Hawthorne experiments

consisted of two studies conducted at the Hawthorne Works of the

Western Electric Company in Chicago from 1924 to 1932. The first study

was conducted by a group of engineers seeking to determine the

relationship of lighting levels to worker productivity. Surprisingly

enough, they discovered that worker productivity increased as the

lighting levels decreased — that is, until the employees were unable to

see what they were doing, after which performance naturally declined.

In this case, Mayo and Roethlisberger concluded that the increase

in productivity resulted from the supervisory arrangement rather than

the changes in lighting or other associated worker benefits. Because the

experimenters became the primary supervisors of the employees, the

intense interest they displayed for the workers was the basis for the

increased motivation and resulting productivity. Essentially, the

experimenters became a part of the study and influenced its outcome.

This is the origin of the term Hawthorne effect, which describes the

special attention researchers give to a study's subjects and the impact

that attention has on the study's findings7.

The mentioned article gives a more thorough definition about

behavioral management theory, thus giving the researchers a much

clearer understanding of how human relation, human psychology, team

 12

play, and work environment all narrows itself down to employee

performance.

Hierarchy of Needs

Abraham Maslow, a practicing psychologist, developed one of the

most widely recognized need theories, a theory of motivation based upon

a consideration of human needs. His theory of human needs had three

assumptions:

 Human needs are never completely satisfied.

 Human behavior is purposeful and is motivated by the need for

satisfaction.

 Needs can be classified according to a hierarchical structure of

importance, from the lowest to highest.

Maslow broke down the needs hierarchy into five specific areas:

 Physiological needs. Maslow grouped all physical needs necessary

for maintaining basic human well‐being, such as food and drink,

into this category. After the need is satisfied, however, it is no

longer a motivator.

 Safety needs. These needs include the need for basic security,

stability, protection, and freedom from fear. A normal state exists

for an individual to have all these needs generally satisfied.

Otherwise, they become primary motivators.

 13

 Belonging and love needs. After the physical and safety needs are

satisfied and are no longer motivators, the need for belonging and

love emerges as a primary motivator. The individual strives to

establish meaningful relationships with significant others.

 Esteem needs. An individual must develop self‐confidence and

wants to achieve status, reputation, fame, and glory.

 Self‐actualization needs. Assuming that all the previous needs in

the hierarchy are satisfied, an individual feels a need to find

himself.7

 Juxtaposing

The reviewed theory gives researchers an insight about different

stages of need that a person requires to fulfill along with its existence.

Most importantly, how each level of needs can motivate one’s employee.

Theory X and Theory Y

Douglas McGregor was heavily influenced by both the Hawthorne

studies and Maslow. He believed that two basic kinds of managers exist.

One type, the Theory X manager, has a negative view of employees and

assumes that they are lazy, untrustworthy, and incapable of assuming

responsibility. On the other hand, the Theory Y manager assumes that

 14

employees are not only trustworthy and capable of assuming

responsibility, but also have high levels of motivation.

An important aspect of McGregor's idea was his belief that managers who

hold either set of assumptions can create self‐fulfilling prophecies — that

through their behavior, these managers create situations where

subordinates act in ways that confirm the manager's original

expectations7. The mentioned theory gives researchers a deeper

perspective between Theory X and Theory Y specifically, on managers

with two different, and distinct approaches in handling its employees.

Business Ethics

Business ethics is the study of appropriate business policies and

practices regarding potentially controversial subjects including corporate

governance, insider trading, bribery, discrimination, corporate social

responsibility, and fiduciary responsibilities. The law often guides

business ethics, but at other times business ethics provide a basic

guideline that businesses can choose to follow to gain public approval.

This is to ensure that a certain basic level of trust exists between

consumers and various forms of market participants with businesses.

For example, a portfolio manager must give the same consideration to

the portfolios of family members and small individual investors. These

kinds of practices ensure the public receives fair treatment.

The concept of business ethics began in the 1960s as corporations

became more aware of a rising consumer-based society that showed

 15

concerns regarding the environment, social causes, and corporate

responsibility. The increased focus on so-called social issues was a

hallmark of the decade.

Since that time period, the concept of business ethics has evolved.

Business ethics goes beyond just a moral code of right and wrong; it

attempts to reconcile what companies must do legally versus maintaining

a competitive advantage over other businesses. Firms display business

ethics in several ways8.

The mentioned article gives a more narrowed definition about

Business Ethics thus, it gives a small background yet concise data about

its ethical implementation and its evolution.

Two-Factor Theory 

Frederic Herzberg found that from his research, in workplace there

actually two factors that influence motivation - Motivators and Hygiene.

Motivators include: Achievement, Recognition, Nature of the Work,

Responsibility, Advancement. Hygiene includes: Company Policy and

Recognition, Supervision of Technical work, Compensation,

Interpersonal Relations - Supervision, Working Conditions. While

motivators promote employee satisfaction, hygiene prevents

dissatisfaction. This work provided an additional framework for how

individual relationships and environmental factors contribute to

employee motivation.
 16

The reviewed literature provided the researchers a fundamental

and clear understanding of Two Factor theory or often known as the

“two need system,” the distinction between hygiene factors and

motivational factors in employee engagement.9

Industrial Psychology 

Munstberg's work gave rise to the modern understanding of

industrial psychology. His work dealt with many topics including hiring

workers who had personalities and mental abilities best suited to certain

types of vocations as the best way to increase motivation, performance,

and retention, methods of increasing work efficiency, and marketing and

advertising techniques. Mnsterberg focused upon selecting the person

with the correct skillset with the correct position to maximize their

productivity, and to select those that have "fit personalities and reject the

unfit ones." He used psychological tests that limit subjectivity that is

possible through more traditional techniques of introspection instead of

using measurements of one's personality, intelligence, and other inherent

personality traits to try to find the best possible job for every individual.

Mnsterberg also explored under what psychological conditions that an

employer can secure the most and highest quality output of work from

every employee by looking at the effects of changing the workspace

environment, what can possibly affect workers production, problems of

monotony in the factory and other vocations that involve tedious

repetitive tasks and how to avoid these situations, studied attention and
 17

fatigue in the workplace, and the Physical and social influences on the

working power.9

After reviewing the previous cited literature, the researchers were

able to comprehend better and clearer the specification of Munstberg’s

work: Industrial psychology, illuminating parts of the room that are

previously empty about other factors affecting employee performance.

Managerial Behavior and Decision making 

Organizations need managers who are able to contribute

significantly to the attainment of organizational goals. It is therefore

necessary for organizations to select, train, develop and promote people

who will be able to make such a contribution. The question “what makes

a manager effective” remains largely unanswered, despite numerous

studies of managerial behavior, management styles and managerial

effectiveness. Such studies have shown us what managers do and how

they do things, but the effectiveness of these actions is still elusive.

Important conclusions from these studies are firstly that situational

factors are generally considered important in determining effectiveness.

Secondly, effective managers have a broad repertoire of behaviors at their

disposal. Finally, effective managers use situational factors to determine

which behavior is appropriate in a particular setting. These conclusions,

however, do not give an insight into the covert processes behind effective

managerial behavior10. The literature that was mentioned gave the

 18

researchers a more thorough understanding of how behavioral

management can significantly influence the operation of a business.

 PHILOSOPHY AND FILIPINO VALUES

A brief introduction to the philosophy of human values is necessary

for an understanding of Filipino values and values education. A Filipino

experiences family closeness and solidarity (pagpapahalaga sa pamilya),

politeness (use of po or ho), hospitality (tuloy po kayo), gratitude (utang

na loob) from "within", that is, subjectively and emotionally, unlike a

non-Filipino observer, social scientist, or psychologist who studies

Filipino values objectively from "without" or "from a distance". Such

Filipino values as social acceptance, (pakikisama, amor propio, economic

security, pagmamay-ari), and trust in God (paniniwala sa Diyos,bathala

or Maykapal) find their philosophical basis in man's dynamic openness

toward nature and the world (e.g., the value of hanap-buhay ng

magsasaka), one's fellow man (the values of paggalang, hiya, katarungan,

pag-ibig), and God (the values of pananampalataya, panalangin,

kabanalan).

This dynamic openness of man is an openness to the possibilities of

the future. That is why values are something to be realized. Take the

value of peace. The Philippine situation is now characterized by

 19

insurgency; conflict between the NPA, the MNLF and the AFP; vigilante

groups; hostility and division--in short, an absence of national peace and

order. Human values are not merely private. All values have a social

aspect. The government official who demands porsiyento, the fireman or

policeman who extorts tong or lagay for a service which is his duty, all

contribute to the worsening graft and corruption. We are all responsible

for one another (tayong lahat ay may pananagutan sa isa't-isa).

Values are both subjective and objective. They involve a subject or

person who values (e.g., a young girl) and an object or value to be

realized (e.g.,pagkamahinhin). Justice is objective because it is a value

that should be realized by all. It also becomes subjective if justice

becomes a value for me. There is an objective difference between value

and disvalue, pleasure and pain, life and death, poverty and affluence,

heroism and cowardice, truth and error, right and wrong, holiness and

sinfulness. The difference is not only in the mind or a matter of personal

taste or preference. Even if I close my eyes to the ugly poverty around

me, the poor will not disappear.

Values are not objective in the sense that they are found in some

static heaven: they are relational and embodied in person-value-types

(ideal moral persons). For example, to a tipong-mukhang kuarta [an

avaricious look] profit is more important than service; to a tipong-politiko

[political type], pera [money], propaganda,politika [politics] are more

 20

valuable than honesty; tipong siyentipiko [scientist type] or tipong-artista

[actor type] personify agham [science] and sining [art];tipong madasalin

[pious type] may exemplify kabanalan (piety). Cory Aquino embodied all

that we wanted our President to be--credible, honest, just, with a strong

faith in God and in our people. The ideal type or Filipino model during

the "parliament of the streets" was the tipong-maka-Diyos (religions),

makatao(people-oriented), makabayan (nationalistic) 11.

The examined literature helps researchers in understanding Filipino

philosophy, holistically, its values.

Related Studies

The succeeding studies are identified by the researchers wherein

behavioral management and ethics basically, are being observed in a

kind of major way. Furthermore, it can guide the researchers in

conducting the study, which literally is fairly significant.

In a recent study, a group of researchers conducted a study about

the management status of Walmart in the US. Furthermore, they stated

how the business is not doing well considering the feedback from the

employees it was handling. They stated that the dynamic business

environment has created a number of challenges for today’s

organizations. The shifts in the multicultural approach and socio-

economic structure have resulted in the changes in needs of the

 21

employees and in the factors that motivate them to perform well in the

workplace. The company is also encountering some issues in the context

of Walmart organizational behavior. Additionally, the employees working

at Walmart have reported the discrimination issue which affects them

and their work performance. The strategy of cost cutting through offering

lower wages and the adoption of authoritarian culture are the major

organizational issues faced by the companies. However, the employee

dissatisfaction has been further increased due to the incidents of

discrimination in the organization which has also created a negative

impact on the reputation of Walmart. Gender discrimination can be

defined as the actions makes specific denial of privileges, opportunities,

or rewards to a group or a person due to their gender. Every organization

practices its unique style of leadership along with developing their

specific culture. Over a passage of time, Walmart has developed an

authoritarian culture where the leader has the ultimate decision making

ability and there is centralization of power. Authoritarian culture puts

more emphasis on discipline and obedience among the employees. In

simple words, this type of culture implies that a leader is capable of

understanding what is good for the company and will always cater the

interest of the organization (Becton, Carr, Mossholder and Walker, 2017).

The store level management in Walmart is being pressurized due to the

authoritarian culture for the purpose of increasing the productivity of the

lower level managers, workers and the stockers. Various problems have
 22

emerged as a result of the hyper centralized management created at

Walmart. The workers are not able to share their viewpoints due to the

workplace conditions. As per the readings obtained to develop this study

on Walmart organizational behavior, there is one way communication

system followed at the organization which only focuses on providing the

instructions to the subordinates. Also, the authoritarian culture at

Walmart has left it with no scope for innovation which is creating a

negative impact on the future growth of the company (Caraway, 2016) 12.

The study helps researchers about how authoritarian culture

inspected in Walmart affects the security and welfare of its employees.

A related study was conducted by Espejo, Abigael C. It is entitled

“The Filipino Family and its Influence on Business Ethics”. Ethical

practices in the organization are highly influenced by the behavior of

both customers and employees. What is often overlooked, however, is

how the owners of family-owned businesses influence the ethical nature

of the entire organization. Defining business ethics requires an

understanding of the interaction of the two separate concepts that make

them up: business (organizational entities that share a common goal:

maximizing the shareholder’s value) and ethics (moral principles of

defining what is right or wrong behavior). It refers to the application of

the analysis on making business decisions according to moral

principles. Business ethics in the Philippines is highly embedded on the

 23

country’s geography, demographics, culture and history. The country

generally follows Catholic-based ethical practices, as influenced by the

300-year Spanish invasion strategy. This influence steams not only

through the business ethical standards, but through the formulation of

laws and policy guidelines as well. Based on the Catholic doctrine, the

most common judgement basis of business ethics lies on the concepts of

what is makasalanan (sinful) and what is mabuting gawa (virtuous

action).  However, the country’s geographical spread, language

differences, and diversified traditions and practices, contribute on the

complex perspective on business ethics, which may include the

following: 

-what is tama (right, correct) and what is mali (wrong)

-what is pwede (allowed) and what is bawal (prohibited) 

-what is mabuti (good) and what is masama (evil) 

-what is makatarungan (deserved) from what is not13

This study opens up its doors to the researchers in understanding

how certain family customs influence the ethical nature of the entire

organization.

Synthesis of the State-of-the-Art

The cited related literature helped the researchers in fully

understanding the theme of the study and how it really applies in most

businesses. Understanding first the uses of behavior management as

 24

well as ethics will give a much wider idea on how those things are of use.

Furthermore, the cited related literature also helped the researchers in

formulating the theoretical and conceptual frameworks of this study.

As for the related study, the researchers found a study on the

behavior management and ethical ways in Walmart. Though the

researchers expected the results to be more on how behavior

management and ethical ways in Walmart effectively helps the business

as well as the employees working. Because of this, it gave the researchers

the idea that not all businesses are fully aware of the current status of

the employees as long as the business is operational. Additionally, the

researchers also found a study which talks about the ethical practices of

the businesses in the Philippines. It briefly stated the historical

background of the origin of ethical behaviors, whereas the country

followed Catholic practices that were influenced by Spaniards.  It also

explained that, depending on the geographical location, demography,

culture, and history, different forms of ethical practices are observed. 

Research Gaps

Though there are many articles that for all intents and purposes

talk about behavioral management and ethics, the researchers find it

difficult for all intents and purposes to look for studies that really relate

to the said topic specifically in Sorsogon. However, the researchers found

 25

one study which talks about business ethics and geography in the

Philippines.

It is important to note that it is rare for people to conduct a study

about behaviors and ethics in the Philippines, specifically to the

identified locale which is Sorsogon City, due to some unavailability of

tools and equipment in conducting so. That is why our team is having

trouble correlating / juxtaposing information; preventing us from

creating a coherent content.  As for us, we will continue to conduct the

proposed study in order to gain additional knowledge and understand

why conducting a research on behavior and business ethics can help any

types of businesses specifically in Sorsogon. 

Definition of Terms

The following important terminologies used in this study are

further explained by the researchers. This is for the purpose of letting the

readers easily understand the things being talked about in the study.

 Behavioral Management. A method of behavioral modification

which focuses on maintaining order. It is less severe than

structured behavior modification and is focused on shaping and

maintaining positive behaviors while discouraging negative

behaviors14. This is basically how the managers treat their

employees in order to have a healthier work environment.

 26

 Ethics and Business Ethics. Ethics, as defined in the Merriam

Webster Dictionary, is a set of moral principles15. Business ethics

on the other hand, is the study of appropriate business policies

and practices regarding potentially controversial subjects including

corporate governance, insider trading, bribery, discrimination,

corporate social responsibility, and fiduciary responsibilities. 16

Ethics generally means doing the right thing. Business ethics, on

the other hand 

 Managerial Behavior. Implementation of motivation, ability and

opportunity in status-quo daily organizational operations 17. This is

how the managers implement regulations to influence the

effectiveness of their employees.

 Decision Making. It is a process often used by the managers in

making decisions for the sake of the business.

 Operation of a Business. It is the function of the business which

includes the workers, managers, and the machines working

together to keep the business alive.

 Values. Are core beliefs and practices from which people operate.18

 Philosophy. Is an activity people undertake when they seek to

understand fundamental truths about themselves, the world in

which they live, and their relationships to the world and to each

other.19
 27

 Customs. Is defined as a cultural idea that describes a regular,

patterned behavior that is considered characteristic of life in a

social system.20

 Hierarchy of Needs. A theory proposed by American psychologist

Abraham Maslow that categorizes human desires by the force and

necessity of the desire. It is most frequently arranged as a pyramid,

with the most important needs at the bottom.21

 Managerial Posture / Style. Is a way in which a manager works to

fulfill their goals. Management style includes the way that a

manager plans, organizes, makes decisions, delegates, and

manages their staff.22

 Organization. Such as a company, an institution, or an association

– comprising one or more people and having a particular purpose.23

 Juxtaposing. To combine two elements to come up with another

element.

Theoretical Framework

The study focuses on how the manager and the employees improve

the business in line with their behavior. Additionally, it also focuses on

the business ethics that are being implemented by the manager taking

into account the culture and beliefs of their employees in order to have a

healthy work environment.

 28

The study will take its point on behavioral management theory of

Mary Parker Follett. Follett thought that workers of all levels should

integrate to reach the organization's goals. If conflict arises, there should

be a conscious effort to pull instead of push, and to work together as a

team. Because each member is doing their part, overall, they'll be more

likely to be content with the result. Furthermore, group power should be

valued over personal power. Organizations do not exist for one person's

benefit, but rather the entire company of workers. If this selfless mindset

prevails, then all workers will feel like they're on the same team, rather

than in competition with each other.24

There are two theories supporting the main theory that was

discussed. Maslow’s Hierarchy of Needs7 is a theory that focuses on the

basic, to a more complex needs of the employees. It states that there are

three categories of needs of every employee, namely; basic needs,

psychological needs, and self-fulfillment needs. (1)The basic needs

include physiological needs like food, water, and shelter. It also includes

the safety needs where security and safety is to be given. (2)Next are the

psychological needs, where belongingness and love needs as well as

esteem needs are included. Under belongingness and love needs, it

includes the intimate relationships and friendships of the employees. On

the other hand, esteem needs include prestige and feeling of

accomplishment. (3)And the third category is the self-fulfillment needs

 29

where it is the peak of all the categories. This category includes achieving

one’s full potential and including creative activities.

Theory X and Theory Y7 are the other supporting theories. This is

focused more on the manager rather than the employees. To give more

an in-depth look at the two theories, Theory X style, has a negative view

of employees (pessimist) and assumes that they are unmotivated,

untrustworthy, and incapable of assuming responsibility. As a result,

they think that team members need to be prompted, rewarded or

punished constantly to make sure that they complete their tasks. On the

other hand, the Theory Y manager assumes that employees are not only

trustworthy and capable of assuming responsibility, but also have high

levels of motivation.

Two Factor Theory in basic term, is based upon the deceptively,

simple idea that motivation can be dichotomized into hygiene factors and

motivation factors and is often referred to as a ‘two need system’. To

further elaborate, these two separate ‘needs’ are the need to avoid

unpleasantness and discomfort and, at the other end of the motivational

scale, the need for personal development. A shortage of the factors that

positively encourage employees (the motivating factors) will cause

employees to focus on other, non-job related ‘hygiene’ factors.

 30

The schematic illustration of the theoretical framework of the study is

shown in Fig. 1

Behavioral X & Y Theory

Management Theory Participative
Human relation leadership style
Human pschology Authoritarian style
Team play
Work Environment

Maslow Hierchy of Needs Two factor Theory

basic needs Motivator (satisfaction)
phsychological needs Hygiene ( prevents
sel-fulifilment needs dissatifaction)
safety needs
esteem needs Development of
Employee
Engagement
 31

Paradigm of the Theoretical Framework of the Study Fig. 1

Conceptual Framework

Every business operation is dependent on the way the manager

handles its employees. If the manager doesn’t take into account their

comfort, the business that they are handling will most likely fail with the

reason that the employees find it difficult to work in an environment

where they feel discriminated against. Furthermore, every business is

always affected by a number of factors, both internal and external. These

internal factors are factors that are within reach of the firm or able to

manage and be controlled in no time. On the other hand, external factors

are the phenomenon that cannot directly be controlled by the firm.

As the process evolves, we’ve determined some underlying factors

which directly affect the overall business production specifically the

engagement of one’s employee.   The internal factors, however, will be

categorized in two; positive and negative. The positive internal factors are

those that can benefit the employees as well as the business itself. These

factors include; good human resource management, frequent recognition

of employees, participative leadership style, good work environment. On

 32

the other hand, negative internal factors include a toxic work

environment, poor human resource management, and a delusional

manager. These are the factors that affect the employees in a negative

way, thus also affecting their performance. Furthermore, there are

external factors that affect the business and its operation from the

outside. It includes; economic issues whereas it limits the operation of

the business in terms of manpower, technological deficiency,

seasonal/climatic factors, change in employment regulation, and

economic discrimination this passes down directly to the department of

labor and employment, reducing the efficiency in production. 

The researchers also believed some certain variables within the

business profile of a particular organizational institution are vital to the

success and are critical to the failure of its operations. Business profile

may be characterized by the following indicating variables, to wit: (a)

Type of organization, (b) form of business organization, (c) Organizational

structure, (d) Products offered, and (e) Amount of Manpower.

Employee engagement is all about valuing your employees. While the

factors mentioned are a good start, there is still much more to look into

when it comes to perfecting one’s company’s employee engagement. We

have found out that an engaged employee is productive, active and

disciplined. It is very important to invest in engagement as an integral

part of the workplace.

 33

The schematic illustration of the theoretical framework of the

study is shown in Fig. 2.

DISC
RIM
INAT
VIS

ION
M
IO

ISS
N

IO
N

EMPLOYEE ENGAGEMENT
RECOGNITION
EMPLOYEE

Career Development
Opportunities

/ EMPLOYMENT GOALS
 34

Paradigm of the Conceptual Framework of the Study Fig. 2

NOTES
7
https://www.cliffsnotes.com/study-guides/principles-of-

management/the-evolution-of-management-thought/behavioral-

management-theory
8
https://www.investopedia.com/terms/b/business-ethics.asp 

9
https://thebusinessprofessor.com/management-leadership-

organizational-behavior/what-is-behavioral-science-theory-of-

management

10
https://link.springer.com/chapter/10.1007/978-94-015-9827-

9_11
11
https://www.scribd.com/document/408836546/Philosophy-

and-Filipino-Values
12
https://www.totalassignmenthelp.com/free-sample/walmart-

organizational-behaviour-and-leadership
 35

13
https://www.cfainstitute.org/-/media/regional/arx/post-

pdf/2017/10/13/the-filipino-family-and-its-influence-on-business-

ethics.ashx#:~:text=Business%20ethics%20in%20the

%20Philippines,300-year%20Spanish%20invasion%20strategy.
14
https://www.alleydog.com/glossary/definition.php?

term=Behavioral+Management#:~:text=Behavioral%20management%20is

%20a%20method,behaviors%20while%20discouraging%20negative

%20behaviors.
15
https://www.merriam-webster.com/dictionary/ethic
16
https://www.investopedia.com/terms/b/business-

ethics.asp#:~:text=Business%20ethics%20is%20the%20study,social

%20responsibility%2C%20and%20fiduciary%20responsibilities.
17
https://www.igi-global.com/dictionary/managerial-

behavior/55895
18
http://psychology.iresearchnet.com › cultural-values
19
https://philosophy.fsu.edu/undergraduate-study/why-

philosophy/What-is-Philosophy 
20
https://www.thoughtco.com › Sociology › Key Concepts
21
https://www.simplypsychology.org › maslow
22
https://www.lawinsider.com › Dictionary
23
https://www.valamis.com › hub › management-styles
24
https://www.business.com/articles/management-theory-of-

mary-parker-follett/
 36

CHAPTER III

RESEARCH DESIGN AND METHODOLOGY

This chapter gives an outline of research methods that will be

followed in the study. It provides information on the participants, that is,

the criteria for inclusion in the study, who the participants were and how

they were sampled. The researchers tend to describe the research design

that was chosen for the purpose of this study and the reasons for this

choice. The instrument that will be used for data collection is also

described and the procedures that will be followed to carry out this study

are included. Lastly, the researchers will also discuss the methods used

to analyze the data.

Research Method
 37

The study is primarily focused on how a manager should respond

with regards to employee performance, by the help of behavioral

management theory. In order to gather the most accurate data, the

researchers will be implementing the qualitative phenomenological

method. The data will be based merely on the management style that is

being implemented to define a set of rules upon handling its subordinate

most importantly its employees. This also tends to pinpoint the main

contributing factors, government initiatives which would likely attempt to

increase the business operation. To gather these types of data, the

researchers will be interviewing the key informants or respondents of this

study. Additionally, certain statistical tools will be used in organizing the

data that will be gathered.

Sampling Design

To gather the required data that the researchers will need, they will

be utilizing the multi-stage purposive sampling. The key-informants and

respondents will be designated into platforms.

Stage 1

In conducting such research, the proponents will be asking to

coordinate with the Department of Labor and Employment (DOLE),

Department of Trade and Industry (DTI) - Sorsogon Provincial Public

Employment Service Office personnel and other governments officials

within the specified locale that is highly into employee initiatives.

 38

Stage 2

This time, the researchers will categorize such businesses as

exclusive only to the central part of Sorsogon city. Then, they will employ

the following criteria to delimit the number, to wit: (1) Merchandising

business, (2) Moderately big business size, containing at least 10 - 15

employees, (3) observed active HR manager/owner.

Stage 3

Finally, the narrowed list of required businesses as determined by

the second stage, the researchers then will use the funnel method and

the process of elimination, further delimiting it to only four business

entities. Although the number of the selected business is quite small to

represent the whole industry, it serves as an underlayment or base line

for conducting this research, and considered as a significant part of the

entire industry.

Key-Informants and Respondents

To fully present the study, the key-informants and respondents

were determined in the sampling design. The primary key-informants of

this study are going to be the DOLE and DTI. On the flip side, human

resource managers (HRM) or the owner itself serves as our secondary

informants. As for the respondents, one of the valuable assets of every

business, the employees.

 39

The key-informant is essential for providing the primary evaluation

and key assessments to fulfill the technical gaps for the construction of

the base. As for the respondents, their responses will be considered as

an immediate predecessor for supporting the primary data’s and also

vital for this study as they will be supplying the necessary information

that the researchers will be needing.

Source of Data

The data that will be gathered from the key-informants and

respondents will be answering the four problems within this research, to

wit; (1) Profile of the business in terms of:  a. Type of organization, b.

Form of business organization, c. Organizational structure, d. Products

offered, e. Number of Manpower, (2) Behavioral practices observed in the

identified business, (3) The perceptions as observed being satisfactory or

not, and (4) the approved recommendations/improvements of the

implementation to the identified businesses. 

Regarding the first problem, pertaining to the profile of the

business, the data will be collected by the researchers from the human

resource management. They will be the main source of information

regarding the profile of the business, thus making them the perfect

informant. To add, DTI and DOLE will help upon the search of the

contributing information of the selected businesses. As for the behavioral

practices of the second problem, including the

 40

recommendations/improvements of the fourth problem, the data needed

will be supplied by the business managers themselves - if somehow the

culture of the selected organization does not contain a separate

department for labor management. Lastly, the third problem of the

research which pertains to the perceptions being satisfactory or not, the

employees will be interviewed by the researchers to gather the needed

data.

Research Instrument

To gather the most accurate data possible, the researchers will be

constructing an interview and a survey plan. As for the key informants,

they will be given different interview questions compared to the

respondents; it contains questions that are more qualitative in nature.

DTI and DOLE Sorsogon Provincial Office personnel are the primary key

informants. On the second hand, human resource management and the

business managers serve as the secondary key informants.

Contrastingly, the employees will be receiving survey forms which will

only contain simple yes or no questions as for their response, the

researchers will only be needing the satisfactory rate of the employees

about their experience within their current workplace.

Research Procedure

The following steps will be followed by the researchers in conducting this

study:
 41

1. After successfully defending the proposal, the researchers then will

formally ask for further permission of conducting the study from

the principal of Sorsogon National High School.

2. The researchers will also plan ahead upon the arrangement of the

data gathering schedule by conducting a meeting with their

research adviser. A parent's consent will be executed as part of the

meeting. 

3. After securely getting the approval, the researchers will formulate a

plan of action to administer the flow of the data gathering. The

plan will consist of; (a) seek for the head of the business to ask for

approval in conducting an interview, (b) after getting the approval,

the company or business will set a date wherein the researchers

can interview the head managers, (c) lastly, the researcher will

hand-out the survey forms for the employees to answer.

4. Afterwards, the proponents will send an interview request letter

from the DTI and DOLE Sorsogon Provincial Office for the

necessary information and key assessment.

5. After the cooperation with the primary key informants, the selected

business as already stated in procedure number 2, we will kindly

attempt to request a permission letter from the assistant owner or

any representatives of the business. If they refuse to, we will kindly

replace them by referring back to the list of potential businesses

 42

we have gathered based on the criterion we have set and the

business recommendation of DTI and DOLE. 

6. Likewise, the respondents will also be given sufficient survey

questions to source out relevant data after securing the list of

businesses.

7. After acquiring the important data, the researchers will then

analyze and interpret all the information obtained, and generate

prescriptions, the research findings, and conclusions for the final

research presentation.

Statistical Treatment

The data that will be gathered by the researchers will be analyzed

to determine the frequency of the responses. Additionally, the analysis of

the data gathered will be further guided by the following:

Frequency Count - will be used to determine the common

responses of the key-informants of the selected businesses, it will also be

used to compare the responses of the respondents of the said

businesses.

Percentage - will be used to compare proportion of one quantity

against another, this also further simplifies the frequency count.

 43

Adjectival Rating – used to categorize the level of effect of the

factors identified in the rate of production of the selected businesses.

Bibliography

Authors of every Note:

1. Kish-Gephart, J.J., Treviño, L.K., Chen, A. and Tilton, J.

(2019), "Behavioral Business Ethics: The Journey from

Foundations to Future", Business Ethics (Business and

Society 360, Vol. 3), Emerald Publishing Limited, Bingley, pp.

3-34.

2. Business practices in the United States -Santandertrade.com.

(2021). Santandertrade.com.
 44

https://santandertrade.com/en/portal/establish-

overseas/united-states/business-practices

3. ‌Filipino Culture - Business Culture. (2017).

https://culturalatlas.sbs.com.au/filipino-culture/filipino-

culture-business-culture#filipino-culture-business-culture

4. ‌Wikipedia Contributors. (2021, June 18). Bicol Region.

https://en.wikipedia.org/wiki/Bicol_Region

5. ‌(Start a Business | Sorsogon Province BaLinkBayan, 2021)

6. Estrella, A.B. (2020). Socio-Ecological and Livelihood

Assessment of Selected Coastal Areas in Sorsogon,

Philippines

https://core.ac.uk/download/pdf/296922081.pdf

7. (Behavioral Management Theory, 2015). CliffNotes.

https://www.cliffsnotes.com/study-guides/principles-of-

management/the-evolution-of-management-

thought/behavioral-management-theory

8. Twin, A., & Drury, A. (2021). Business Ethics: Fair Business

Policies Within Controversial Subjects. Investopedia.

https://www.investopedia.com/terms/b/business-

ethics.asp
 45

9. Gordon, J. (2021). Behavioral Science Theory of Management

- Explained. The Business Professor, LLC.

https://thebusinessprofessor.com/management-leadership-

organizational-behavior/what-is-behavioral-science-theory-

of-management 

10. Vinkenburg, C. J., Koopman, P. L., & Jansen, P. G. W.

(2001). Managerial Behavior and Decision Making; Personal

and Situational Factors. Decision Making: Social and

Creative Dimensions.

https://link.springer.com/chapter/10.1007/978-94-015-

9827-9_11

11. DE Leon, R. (2019). Philosophy and Filipino Values.

Scribd.

https://www.scribd.com/document/408836546/Philosophy

-and-Filipino-Values 

12. Charan, P. (2012). Walmart Organizational Behavior

and Leadership. TotalAssignmenthelp.

https://www.totalassignmenthelp.com/free-

sample/walmart-organizational-behaviour-and-leadership

13. Abigael, C. (2017) The Filipino Family and its Influence

on Business Ethics Espejo

 46

https://www.cfainstitute.org/-/media/regional/arx/post-

pdf/2017/10/13/the-filipino-family-and-its-influence-on-

business-ethics.ashx#:~:text=Business%20ethics%20in

%20the%20Philippines,300-year%20Spanish%20invasion

%20strategy.

14. (Behavioral Management definition, 2021)

https://www.alleydog.com/glossary/definition.php?

term=Behavioral+Management#:~:text=Behavioral

%20management%20is%20a%20method,behaviors%20while

%20discouraging%20negative%20behaviors.

15. (Ethic, 2014)

https://www.merriam-webster.com/dictionary/ethic

16. Twin, A., & Drury, A. (2021). Business Ethics: Fair

Business Policies Within Controversial Subjects. Investopedia.

https://www.investopedia.com/terms/b/business-

ethics.asp

17. Potocan, V., Ünğan, M. C., & Nedelko, Z. (2017).

Handbook of Research on Managerial Solutions in Non-Profit

Organizations. What is Manegarial Behavior 

https://www.igi-global.com/dictionary/managerial-

behavior/55895  
 47

18. American Psychological Association. (2003). Cultural

Values. Iresearchnet

http://psychology.iresearchnet.com/counseling-

psychology/multicultural-counseling/cultural-values/

19. Watson, D. (2021). Ethics - Philosophy. Fsu.edu.

https://philosophy.fsu.edu/undergraduate-study/why-

philosophy/What-is-Philosophy

20. Longley, R. (2021) The Importance Customs in Society.

ThoughtCo.

https://www.igi-global.com/dictionary/managerial-

behavior/55895

21. Mcleod, S. (2007). Maslow’s Hierarchy of Needs.

Simply Psychology; Simply Psychology.

https://www.simplypsychology.org/maslow.html

22. (More Definitions of Managerial Position, 2021)

https://www.lawinsider.com › Dictionary

23. Valamis, (2021) Management Styles. Valamis.

https://www.valamis.com › hub › management-styles

24. Sammi Caramela. (2018). The Management Theory of

Mary Parker Follett. Business.com; business.com.

https://www.business.com/articles/management-theory-of-

mary-parker-follett/
 48

Appendices
B 49

Sorsogon National High School

Accountancy and Business Management Field
Magsaysay St, Sorsogon City, 4700 Sorsogon, Philippines
Tel No: 0920 592 5418
FB PAGE: @Primyir -SNHS

June, 2021

Sir,

       A good day to you. We researchers, from the Accountancy

Business Management program, would like to request for your approval
for the continuation of our research, entitled, “Behavioral Management
Theory as Observed in Select Businesses in Sorsogon City”. The study
aims to provide more insights about how important Behavioral
management theory is to employee engagement based on their distinct
behaviors, to increase company’s performance. The study has already
been approved by the panels in our defense proposal, thus we would like
to ask you for the final confirmation in continuing the study.

Sincerely,
Cy Robert L. Sale
Mark Rhojan S. Guab
Louise Joseph G. Peralta

Sorsogon National High School

 50

Accountancy and Business Management Field

Magsaysay St, Sorsogon City, 4700 Sorsogon, Philippines
Tel No: 0920 592 5418
FB PAGE: @Primyir -SNHS

July, 2021

Department of Trade and Industry

2nd Floor Clemente Building,
Sorsogon City, 4700 Sorsogon.,

Good day!
In partial fulfillment of our requirement in Practical Research 1 (Research Writing), we, the
ABM – Accountancy and Business Management students of Sorsogon National High School, are
conducting a research entitled, “Behavioral Management Theory as Observed in Select
Businesses in Sorsogon City”. We would like to ask for your permission if we could have you,
Department of Trade, and Industry – DTI, Incorporated as our key-informant for the said
requirement.
The research study aims to provide more insights about how important Behavioral management
theory to employee engagement base on their distinct behaviors, to increase company’s
performance. Your cooperation will be significant in providing the primary data’s regarding proper
business management as a whole and managerial recommendations and guides. Most
importantly, the researchers believe that your company will provide us necessary data and
information that will be remarkably useful for our proposed study.
In connection with this, we are seeking that we may be allowed to conduct a survey as well as an
interview on your Internal Auditing Department. The researchers would like to ensure you that
any information gathered will be kept confidential and will be used for academic purposes only.
We believe that you are with us in our enthusiasm to finish this requirement in compliance for us
to develop our research capability. For further concerns, you could contact me at
louiseperalta244@gmail.com or +6309511255455.
Your approval will be greatly appreciated. Thank you very much.

Respectfully,

Louise Joseph G. Peralta Cy Robert L. Sale

Mark Rhojan S. Guab

Sir. Francois L. Detera

Adviser, Research 1

Noted by:

Sir. Francois L. Detera Mr. Michael Malazarte Uy

Adviser, Research 1 School Principal
C 51

DATE: ________________________

INTERVIEWEE INFORMATION

Name:                   
_______________________________________________

Position or Department: 
_______________________________________________

PURPOSE OF THE QUESTIONAIRE

 General observation on behavioral practices

 Employee Satisfaction/Intensity Rate
 To gather sufficient data and information that will be significantly useful to
our research

INTERVIEW QUESTIONS
D 52

Sorsogon National High School

Accountancy and Business Management Field
Magsaysay St, Sorsogon City, 4700 Sorsogon, Philippines
Tel No: 0920 592 5418
FB PAGE: @Primyir -SNHS

July, 2021

Department of Labor and Employment

Sorsogon Field Office, DOLE Building,
City Hall Complex, Cabid-an,
Sorsogon City, 4700 Sorsogon.,

Good day!
In partial fulfillment of our requirement in Practical Research 1 (Research Writing), we, the
ABM – Accountancy and Business Management students of Sorsogon National High School, are
conducting a research entitled, “Behavioral Management Theory as Observed in Select
Businesses in Sorsogon City”. We would like to ask for your permission if we could have you,
Department of Labor and Employment – DOLE, Incorporated as our key-informant for the said
requirement.
The research study aims to provide more insights about how important Behavioral management
theory to employee engagement base on their distinct behaviors, to increase company’s
performance. Your cooperation will be significant in providing the primary data’s regarding proper
business management as a whole and managerial recommendations and guides. Most
importantly, the researchers believe that your company will provide us necessary data and
information that will be remarkably useful for our proposed study.
In connection with this, we are seeking that we may be allowed to conduct a survey as well as an
interview on your Internal Auditing Department. The researchers would like to ensure you that
any information gathered will be kept confidential and will be used for academic purposes only.
We believe that you are with us in our enthusiasm to finish this requirement in compliance for us
to develop our research capability. For further concerns, you could contact me at
louiseperalta244@gmail.com or +6309511255455.
Your approval will be greatly appreciated. Thank you very much.
Respectfully,

Louise Joseph G. Peralta Cy Robert L. Sale

Mark Rhojan S. Guab

Sir. Francois L. Detera

Adviser, Research 1
 E 53

Noted by:

Sir. Francois L. Detera Mr. Michael Malazarte Uy

Adviser, Research 1 School Principal

DATE: ________________________

INTERVIEWEE INFORMATION

Name:                   
_______________________________________________

Position or Department: 
_______________________________________________

PURPOSE OF THE QUESTIONAIRE

 General observation on behavioral practices

 Employee Satisfaction/Intensity Rate
 To gather sufficient data and information that will be significantly useful to
our research

INTERVIEW QUESTIONS
F 54

Sorsogon National High School

Accountancy and Business Management Field
Magsaysay St, Sorsogon City, 4700 Sorsogon, Philippines
Tel No: 0920 592 5418
FB PAGE: @Primyir -SNHS

June 24, 2021

To whom it may concern,

A good day to you sir/ma’am. We researchers, from Sorsogon National High School,
would like to request for your approval of conducting an interview with regards to our research
title, entitled, “Behavioral Management Theory as Observed in Select Businesses in
Sorsogon City”. Our research is focused on Behavioral practices observed to increase
employee engagement to further increase its competitive output. Your company is well-known in
the merchandising industry that is why we chose it. Most importantly, the researchers believe that
your company will provide us necessary data and information that will be remarkably useful for
our proposed study.

In connection with this, we are seeking that we may be allowed to conduct a survey as well as an
interview on your Internal Auditing Department. The researchers would like to ensure you that
any information gathered will be kept confidential and will be used for academic purposes only.
We believe that you are with us in our enthusiasm to finish this requirement in compliance for us
to develop our research capability. For further concerns, you could contact me at
louiseperalta244@gmail.com or +6309511255455.
Your approval will be greatly appreciated. Thank you very much.
Respectfully,

Louise Joseph G. Peralta Cy Robert L. Sale

Mark Rhojan S. Guab

Sir. Francois L. Detera

Adviser, Research 1

Noted by:

Sir. Francois L. Detera Mr. Michael Malazarte Uy

Adviser, Research 1 School Principal
 G 55

DATE: ________________________

INTERVIEWEE INFORMATION

Name:                  _______________________________________________

Position or Department: 
_______________________________________________

Profile of the Business:

A. Type of organization _______________________________________

B. Form of business organization _________________________________

Hierarchical org. Function org. Divisional org. Matrix org. Team-based

Structure structure structure structure org. structure
Network org.
structure
C. organizational structure

D. Products offered _____________________________________________

_________________________________________________________________

E. Number of Manpower ________________________________________

PURPOSE OF THE QUESTIONAIRE

 General observation on behavioral practices observed within the business.

 To gather sufficient data and information that will be significantly useful to
our research.

INTERVIEW QUESTIONS
 56

The researchers will be doing a semi-structured interview. Semi-structured

interview is chosen for this will not limit exploration of related topics that could be
necessary to the study. This interview is in a formal manner to further enhance
the extraction of data and information from the respondents.

1. Base on your current observation upon your behavior, do you consider

yourself as a pro-active/good manager? __________________________
_______________________________________________________

a) What does it take for a manager to become a pro-active manager?

_____________________________________________________
___________________________________________________

2. Regarding to your behavior, what practices or culture are administered

throughout the entire business? ________________________________
_______________________________________________________

a) Does the said culture increase the performance of the business?

_____________________________________________________
___________________________________________________
b) Does your culture promote employee engagement?
_____________________________________________________
___________________________________________________
c) Should you recommend this type of business culture to other
merchandising business?
_____________________________________________________
___________________________________________________

3. Currently, base on the behavior of employees in different sectors, what

behavior related problem as observed, that the management are primarily
concerned of? _______________________________________________
_________________________________________________________
a) What type of tools utilized/methods in assessing the said behavior?
_____________________________________________________
___________________________________________________
b) In contrast, what behavior does the company admires?
_____________________________________________________
___________________________________________________
4. Presently, what initiatives or company agenda that supports employee
engagement for further competitive output in Sorsogon’s highly
competitive market?
____________________________________________________
_________________________________________________________
a) Do you find employee engagement a significant part of every
merchandising business? Explain.
_____________________________________________________
_____________________________________________________
SURVEY: 57

_____________________________________________________
______________________________________________

DATE: ________________________

INTERVIEWEE INFORMATION

Name:                   
_______________________________________________

Position or Department: 
_______________________________________________

PURPOSE OF THE QUESTIONAIRE

 General observation on behavioral practices

 Employee Satisfaction/Intensity Rate
 To gather sufficient data and information that will be significantly useful to
our research

INTERVIEW QUESTIONS

The researchers provide some dichotomous questions. Dichotomous questions

are questions with only two possible responses.

Directions: draw a check mark in the circle that shows the intensity of your
satisfactory.

Are you satisfied with the ff:

1. Current workplace
Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied
2. Implemented business rules and regulations
Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied
3. Co-workers
Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied
4. Leadership of manager/s
 58

Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied

5. Salary/Wage
Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied