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Table of Contents

Executive Summary
Fernando de Jesus Builders is a construction company that supplies and installs office
furniture, and provides general construction services to its clients
...

This paper is a comprehensive report on the company’s organizational behavior that mainly
focuses on its employees
...
The objective is to identify if there exist predicaments
within the firm to be able to come up with immediate solutions
...

Based on the results of the survey, majority of the employees are dissatisfied with their jobs
mainly due to the income they receive
...
Rewards and incentives, however, seemed to
be fair
...
There is lack of proper communication
among individuals in the firm
...
Despite these,
they remain in the company because of the lack of other job opportunities
...
Their jobs are generally grouporiented, which give them a chance to have informal discussions with each other to form a healthy
work environment
...
There have been complaints
of unacceptance among co-workers
...

It was determined that they still try to do their utmost effort to do their jobs in hope for
positive outcomes, although in doing so, some resort to doing unethical tasks and dishonest practices
...
This could, however, give the
company a bad reputation if these were disclosed
...

Specific actions can be done to resolve conflicts and lessen their burdens
...
For lack of
communication, supervisors can provide regular feedbacks for either appraisals or for improvements
...
And for the feelings of unacceptance from co-workers, teambuilding sessions can be done for the opportunity of the individuals to interact with each other
...
The firm’s objective is to satisfy the customer’s demands and requirements by
ensuring that each of the construction workers performs their jobs exceptionally well
...

What sets the firm apart is that it aspires to establish good relationships with all of its clients
...
This is
where Leadership and Strategy comes in
...
” Human capital is an
important asset to an organization as their knowledge and skills are necessary to implement its
strategy and to gain a competitive advantage
...

The strategic approach to organizational behavior aims to improve the performance of
organizations by understanding the behavior of the individuals; thus, would call for proper people
management
...

This paper aims to answer the following questions with regards to Fernando de Jesus
Builders:
1
...

How committed are the employees to the organization?
3
...

Are they fully aware of their specific roles? Is there role conflict and ambiguity?
5
...

Is work interfering with family? Is family interfering with work?
7
...

Are interpersonal deviance and organizational deviance common in the company?
9
...
These
problems, if not addressed properly and immediately, may cause complications to the organization
that could affect its growth and success
...
The intent is to be able to propose alternative organizational
interventions that can resolve aforementioned issues
...
The
study is concerned with 10 factors: Job Satisfaction, Organizational Commitment, Job characteristics,
Job Stress, Job Roles, Organizational Justice, Work Interference, Person-Organization Fit, Workplace
Behaviors, and Workplace Values
...
The questions were based off “Taking the Measure of Work
...

Methodology
The organizational diagnosis for Fernando de Jesus Builders mainly focuses on twenty rankand-file employees, composed of a foreman, four carpenters, five laborers, four masons, four painters,
an electrician and a welder
...
The
questionnaires were composed of questions from 10 different categories that are necessary for a
comprehensive study on the company
...
Responses were obtained on a 5point, 6-point, or 7-point Likert type scales
...
Furthermore, a secondhand interview was conducted with a former client of the firm
who had previously interacted with the construction workers that the group has surveyed
...

Definition of Terms
It is essential to define the following terms, as these will be found in the whole paper
...
Fields’ Taking the
Measure of Work
...

Mission
Our mission is to establish lasting relationships with our customers by exceeding their
expectations and gaining their trust through exceptional performance by every member of the
construction team
...

Milestones
The company was established by Fernando de Jesus last May 18, 2012
...
Some of the significant dates of major
changes and improvements in the company are listed below
...
There has also been a growth of 10-15 employees during March 2013
and a decrease in the number of employees by 10-15 last November 2013
...
Although there was a
growth in sales revenues in March 2013, there has been a decline later that year in November 2013
...
Improvements in office environment,
such acquisition of newer technology, space expansion, renovation and repainting occurred in during
January 2014
...

Financial Performance
The financial performance of the company is generally stable
...

Organizational

Structure

Results and Discussion
Job Satisfaction
Workers generally have low job satisfaction
...
1 and 1
...
For rewards satisfaction, which can be seen in Figure 1
...
There seems to be an effortreward imbalance, in which the effort required is high, but the reward or benefit received is low
...
However, due to lack of job opportunities, employees
who resign are unable to look for greener pasture, and end up going back to the company to be
rehired
...
The previous efforts each one exerted to earn a higher
salary are now treated as a sunk-cost as they can no longer recover their recent salary before resigning
from their jobs
...
4, 85% have a hard time dealing with what is being
imposed by the company as they feel that the rules and procedures hinder them from doing a good
job
...
85% of the employees also feel they have to compensate
for the incompetence of their co-workers, resulting to low co-worker satisfaction, as evidenced by
Figure 1
...
6
...
7, 1
...
9
respectively
...
On a brighter note, it was found that workers were generally satisfied with the
type of job currently assigned to them
...

Organizational Commitment
Despite more workers having an above average agreement when it comes to being inspired by
the company and having similar values as the company, as a whole entity the companies have a more
or less neutral stand to both of these aspects
...
If the company’s values match those of the workers,
the workers may be more motivated and inspired to exceed their required job performance
...

The inspiration levels match closely to that of the values, which offer more bases to the fact
that these two are motivators for the workers to be inspired to work
...
5

4
...
1 Values of the Employee as same as the Company vs
...
The workers that
answered (5) where they slightly agree with regards to having pride for the company have a slightly
more incline to have a more grateful feeling of working for the company instead of others
...

Three factors are being correlated in Figure 2
...
First, whether the worker is willing to put in
more effort in performing his or her job, second, whether the worker is willing to accept any job, and
third, the degree of the concern of the worker for the company’s future
...
25

4
...
05

Table 2
...
The worker, however, is leaning towards neutral with regards to his opinions on accepting any
job that is presenting towards him or her
...

The final graph for this segment relates how the worker of the company talks about the
company to others versus how the worker actually perceives the company
...
3 Averages of how the employee talks about organization against his perception of it as the best to work in

The averages are equal, which is (5) where the worker talks up the organization and he or she
perceives the organization as the best organization out of all possible organizations to work for
...
These outward expressions also reflect
the actual perception of the worker to the company
...
There is therefore a lot of room
for the company to improve on the perceptions of the workers on the company in order to improve the
commitment of the workers on the company
...
This effort overall reflects how
committed the worker is to his or her job
...
According
to whether there is enough variety in their job or not, majority have said it’s a considerable amount,
which could mean satisfaction on the part of the employees such that there are many opportunities for
them to work in
...
Also, it is not
very motivating for some employees to be affixed to only one job for his entire contract; some find
that very dull
...
This shows that jobs get done in this company
...
2
...
3, 40% of them answered that they often do individual
works while 30% almost always do their job alone
...
Despite working alone, these employees are not secluded
...
4, 50% of the respondents agree that there is enough opportunity to meet new
people and gain friends
...
Although, there was one respondent who answered that
he had little opportunity to have informal chats with his co-workers
...
6 have
said that their jobs still often depends on working with others
...
This promotes camaraderie among co-workers and also promotes a healthy work environment as
they help one another achieve their common goal, which is to help the company flourish
...
As seen in Figure 3
...
In psychology, the more one is
praised for doing a good job, the more the person would continue doing well at that job
...
Such appraisals can be on the employees’ attitudes such
as dependability, reliability, competence, consistency, and integrity
...
This promotes initiative and ambition, as they would want to develop further so to have

increased satisfaction on themselves on how they work
...

When asked whether their jobs are repetitious or not, 55% of the respondents said their jobs
are considerably repetitive with 20% of them said that their jobs are very repetitive, as seen from
Figure 3
...
This could also say that these employees may not be fully satisfied with their current job
position and probably longs for a job promotion
...
This promotes innovation and creativity as employees may achieve their
goals in any way they can as long as these are feasible
...
9, it can be seen that 35% of
the respondents said that they have the right amount of this kind of freedom
...
10, 55% of them have enough opportunity to have different methods to do so
...

According to Figure 3
...
This says that there is little to nothing that hinders them from completing
their jobs
...
Also, it could simply mean that they are very productive and
motivated individuals
...

In Figure 3
...
This
supports on their ability to finish a job
...
The latter may be stressful for the employee especially if there is a deadline to meet and he
would rush things just to reach it
...

Job Stress
When asked different questions about the potential of job stress arising, most of the responses
showed rather high possibilities of job stress
...

All of the respondents of this survey come from rank and file employees
...
Possible job stress
may arise from the job design of the workers
...
Figure 4
...
Along with the
lack of authority to carry out tasks, 60% of the respondents also often don’t know the entire scope and
limitations of their specific jobs as seen in Figure 4
...
Also, 45% of these respondents also often do
not know if there are opportunities for them to advance in the company as seen in Figure 4
...


It has been said that adding variety in an employee’s job may increase the quality of the
employee’s work life
...
Job expansion could take place in the form of job enrichment,
which is vertical expansion, and job enlargement, which is horizontal expansion
...
Since
most of the respondents are rank-and-file employees, normally, adding variety by means of job
rotation can also be implemented
...
Another way to lessen job stress would
be to assign these employees in self-directed teams
...
Being in self-directed teams would allow
employees to strategize among themselves to complete the job
...
50% of the respondents of the survey answered that they
sometimes feel that they are unable to influence decisions that may directly affect them
...
45% of the
respondents said that they sometimes don’t get feedback at all, as seen in Figure 4
...
This implies that
the supervisors don’t regularly give employee feedback
...
Despite the size of the improvement, this
will still benefit the company ultimately
...
Knowing the areas they are good at and the areas they need to improve on will not only
boost their morale but will also motivate them to do better in their existing job
...

Peer evaluations would also be beneficial to the employees
...
6, 50% of the
respondents often do not know what their co-workers expect them to do
...
It is also important to keep a good
relationship with co-workers in order to work better together
...
Establishing good relationships with
co-workers is important
...
As seen in Figure 4
...
This can also be fixed with
the regular implementation of evaluations
...
This could be due to either personal or substantive conflicts, or
miscommunications
...

Fernando de Jesus Builders may opt to conduct team-building sessions, which have company-wide
activities to foster good employee relationships
...
Teams can also be generated as
an opportunity to interact
...
This can also be fixed with the regular implementation of peer evaluations to
assess one another
...
Assigning too many tasks to one person may
overwhelm the person and therefore affect his job outputs
...
Comparing this to the demandcontrol model, stress can be high when the demand for each employee is too much while they don’t

have much control over the situation
...
Overworking employees can result in poor health,
bad job outputs and less job enjoyment
...
45% of the respondents said that they often feel that the amount of work that is assigned to
them interferes with how well they perform their tasks
...
Since most of the jobs of the respondents are hands-on type of jobs, a way to
avoid overwhelming an employee with their job is to set certain time allotments appropriate for each
job
...
As seen in the Figure 4
...
Since most of the employees who
answered this survey have skill-based jobs, it is important that they are hired based on the skill set
they have
...
This way, information can be relayed more accurately and jobs can be done faster
...
12, 40% of the respondents complain that they don’t have access to the
information needed for their jobs
...

Since most of the employees in this construction company have jobs that are interrelated, it is
imperative that they are given the same information to avoid miscommunication
...
Since it is more
difficult to divide a certain job into two, the workers are required to finish their tasks even after their
normal shift is through
...
40% of the
respondents often feel like their jobs interfere with their family life
...
They should, however, be paid for overtime as stated by
the law
...

There is also a lack of downward communication from the supervisors to the employees
...
Feedback is an essential part of
effective learning to help the employees improve and should be a top priority action for supervisors
...
Their
supervisor/s can help them identify what their strengths are and build on these, correct existing work
problems, and develop new capabilities to benefit their growth
...
Employee evaluations can
be done regularly either verbally or in written form
...
These can be done by teams so that similar feedbacks can be addressed at one time to several
employees, although personal feedbacks are still highly encouraged
...


Job Roles
Job roles are defined by the job descriptions of each employee
...
As seen
in the table below, there are specific job descriptions and qualifications an employee must meet in
order to get the job
...

Job Positions

Job Descriptions

Job Qualifications

Foreman

Ensures that the workers at a
construction site are following
correct work procedures and
safety precautions

Being able to delegate
responsibilities, being able to
supervise, being able to work at
high standards, having a
practical skill in construction

Carpenter

Responsible for building,
installing and repairing all
woodworks

Must have experience in
making cabinets and furniture,
4 years experience

Labor

Perform task involving
physical labor at building and
demolition sites, erect
scaffolding, clean up debris,
assist other craft workers

Knowledge of proper use of
equipment, materials and
supplies, ability to lift heavy
equipment, ability to
understand, follow and transmit
instructions

Mason

Responsible for works
involving cement, aggregate
sand and stone works,
responsible for layouting and
restoring concrete works

Knowledge of proper use of
cement, sand and aggregate,
able to layout tiles

Painter

Perform task involving
painting work and finishing
works

Knowledge of painting

Electrician

Responsible for wiring of
electrical works

Knowledge of electrical
materials such as wires,
switches, lighting fixtures

Table 5
...
Role conflict is defined as “A situation in which different roles lead to conflicting
expectations
...
Since everyone assumes different types of roles, role conflict is unavoidable
...

In Figure 5
...
This may be a result of unclear work instructions or a mismanagement of schedules
...
Assigning multiple jobs to workers with a fixed time
allotment will lead to work overload and may also affect the quality of their job outputs
...
Jobs with an earlier due date
should be prioritized first as to avoid tardiness
...
This way, all the employees assigned to a
certain project can communicate with each other and finish the job in the most efficient way
...

It is also important to have a proper system for assigning tasks to employees
...
As seen in Figure
5
...
A way to resolve this is to implement certain procedures such as making use of job order
forms
...

It is also important not to overwork the employees because their jobs aren’t the only roles
they assume
...

Stressors may also arise from role ambiguity, which is defined as “A situation in which goals,
expectations and/or basic job requirements are unclear
...
1 already displays a list of basic job
descriptions and requirements
...
Also, a number of the respondents also complained that they are unsure of what
exactly is expected of them
...
3
...

Organizational Justice
As seen in Figure 6
...
There are no workers that answered not fair at all, which means that cumulatively
speaking in all of the mentioned aspects, the workers were regarded with a fair amount of rewards
...
The averages are seen below:
Responsibility

3
...
25

Experience

3
...
05

Work done Well

4
...
05

Overall Average

4
...
1 Cumulative averages of rankings per subject

Since the overall average is at 4
...
” This means
that the workers generally have a fair outlook regarding how rewards are given, given the categories
above
...
75, which means that with regards to experience,
the company can still improve its rewards system
...
4, which can mean that the workers who exceed the expectations with their job
output generally get sufficient rewards
...
2, most of the respondents have disagreed to all of the statements to
some degree
...
This data suggests that the worker’s personal lives
generally do not strongly affect their work lives
...
The area of improvement that needs to
be done is where there is a greater amount of “3’s” or where the workers neither agree nor disagree
...
This needs to be improved on because work and personal lives should
have a set distance from each other in order to improve overall job improvements
...
Majority of the employees felt that
they are fit to be in this organization because most of them answered that they have a good
relationship with their co-workers and conflict is not that high
...
Most of the employees feel that
their work needs a lot of effort and dedication, which is also why they may sometimes feel that their
salaries are not enough
...

For the question of whether the organization pays on the basis of individual performance,
most of the employees answered moderately true, followed by often true and definitely true
...

Knowing that there’s a friendly competition between co-workers could also boost the effort
they give in their work because they are aware that they need to be more creative, innovative and
efficient in doing their job
...
This is also a good way to add functional conflict to the company
...


One of the important and crucial characteristics that the company looks for in an employee is
his loyalty, especially companies that give importance to long-term relationships with their employees
because the organization offers long-term employment security, which the employees agree with
since most of them believe that based on the survey given to them
...
With the results of the survey,
majority of the employees feel that the organization encourages and rewards loyalty since most
answered moderately true
...

Such incentives are rewards, higher compensation, or simply acknowledgements
...
This is advantageous as it promotes unity as they work hand-in-hand with
their co-workers
...

The company also gives the employees bonuses when it has a good year
...
Having bonuses can
push them further to achieving, or better yet, exceeding such
...
Based on the employees’ responses, most of them believe that
their company is observing this and, therefore, becomes a motivation for them to strive harder
...

For this company, fairness is an important consideration in organizational activities and which
mistakes are made it is best to be honest and take your lumps
...
It
can be said that the awareness of employees with these traits adds up to the company’s reliability and
performance
...
Our behaviors are part of us,
some of us are used to adjusting to people’s behavior like how we adjust during group works or
during events in school and organizations while some of us have difficulty in adjusting especially
when our personalities are too different
...
Luckily, some
of the employees of Fernando de Jesus Builders became good friends, which makes the atmosphere
lighter By this time-teasing, chit-chatting and hanging out happens more often and making mean
jokes, being irritated with co-workers and the like arise from these happenings
...

For the relationship that the employees have with their co-workers, it shows that they have a
high deviant behaviors’ average which means that most of them tried or made fun or did something

negative against their workers though not physically, negativity still reflects on what kind of
relationship they have as co-workers
...
It can be seen
in the Figure 9
...
The questions that were related to how they
make the most out of their time working and not wasting time
...
Some would also grab the opportunity to take underserved breaks during
office hours while some do personal activities
...

Workplace Values
There were mixed results, as seen in Figure 10
...
This is seen especially with overlooking wrongness and performing
unethical practices as a necessity, where 5-10% of the employees strongly agreed with the statements
...
2
...
3
...
If this type of mindset continues, it could
largely affect how potential customers perceive the business
...
The percentages generally
decrease when the rankings or the importance of the person being lied to increases
...

Despite these larger possibilities of being truthful with people of higher rankings and
customers, the company should make it a necessity for the workers to be truthful to each other
...

A large percent of the workers of the company generally have a biased perception when it
comes to actions that need to be done in order to either support or protect the company
...
These action choices may be closely linked to job satisfaction,
wherein the people willing to go as far as falsifying a document are only willing because of the extra
pay
...
It would have been fostered through
time because no employee should be willing to do these types of actions if they are properly trained
with their job roles and they are satisfied with them
...
This section describes one of the effects of not relieving this stress
...
Since the

workers are the company’s backbone, further nourishing of this concept could result in the workers
finding shortcuts in their jobs, which will most likely result in an overall poorer quality product
...
If not yet done, the mindset for doing
practices like these is already present and set
...
Positive attitudes toward these practices, just as they have been developed, can also be
removed
...
In short, if these attitudes took some time to form, it may take some time to make
these positive attitudes negative
...

The company can therefore issue punishments for workers who showcase wrong actions of
dishonesty
...
The company can also therefore apply the balance theory and the congruity
theory
...


Summary, Conclusions and Recommendations
The determination of complications within Fernando de Jesus Builders Company was done
through the distribution of questionnaires to the company’s rank-and-file workers
...

Another concern that was recognized was the lack of downward communication between to these
workers
...
Having said that, some opportunities, although it may provide extra income
may be unethical
...
The
company can compensate for the dissatisfaction of income by granting them basic labor benefits, such
as insurances, housing benefits, retirement benefits, SSS, and etc
...
For lack of
participation in decision-making, the Delphi method can be used to gather their opinions with ease
and can cater to majority of the workers
...


References:
Miller, C
...
"Stress and Well-Being
...
Organizational
Behavior
...
Hitt
...
N
...
: John Wiley & Sons Pte, 2012
...
Print
...
, and Barry Render
...
" Operations Management
...
Upper Saddle River, NJ: Prentice Hall, 2001
...
Print
...
"A Quarter-Century Review of Human Resource Management in the U
...
: The
Growth in Importance of the International Perspective
...
1, Special Issue:
Diffusion of HRM to Europe and the Role of US MNCs (2005): 11-35
...
Web
...

"Handbook on Workers' Statutory Monetary Benefits
...
N
...
, n
...
Web
...




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