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School of Management andInformation Technology and School of Multidisciplinary Studies Professors’ Perceptions towards Compensation Offered byDe La Salle—College of Saint Benilde in Comparison and Contrast with Other Learning Institutionsand Its Effect on Their Performance
Adrian Mark AlarconCrisostomo Vincenzo
EspenillaWenna Katherine Sy
Edlin VenturaColeen Villacruz
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Introduction
Wenna Katherine Sy
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Background of the Study
Wenna Katherine Sy
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Background of the Study
Compensation – human resource function that deals with every type of reward that individuals receive in exchange for performing organizational tasks; the main reason why most individuals seek employment. (Dessler, 2008)
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Background of the Study
Compensation
Financial Non-financial
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Background of the Study
Drive
Motivation
Compensation
Reward
Functionsof Pay
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Base Pay
Cost-of-Living Adjustments
Employee Benefits
Incentives
Non-recurring rewards
Background of the StudyCore Components of Compensation
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Research Problem
Crisostomo Vincenzo Espenilla
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Research Problem
What are the perceptions of SMIT and SMS Professors towards compensation offered by De La Salle—College of Saint Benilde and its effect on their performance and how they differ with other learning institutions they are associated with?
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Objectives
Crisostomo Vincenzo Espenilla
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General Objective
Gather and present the perceptions of SMIT and SMS Professors towards their compensation and its effect on their performance and how they differ with other institutions they are affiliated with.
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Specific Objectives
(01) Determine the approximate average difference in professors’ hourly pay in DLS-CSB and that of other learning institutions.
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Specific Objectives
(02) Assess how good compensation affects professors’ performance inside the classroom.
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Specific Objectives
(03) Find the effect of good compensation on professors’ attitude towards their students.
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Specific Objectives
(04) Determine how professors’ attitude (motivation, drive, and enthusiasm) that is being demonstrated in De La Salle—College of Saint Benilde differs with how they work in other learning institutions they are connected with.
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Specific Objectives
(05) Know the difference between work demands in De La Salle—College of Saint Benilde and that of what is being required in other learning institutions they are associated as well.
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Significance of the Study
Crisostomo Vincenzo Espenilla
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Significance of the Study
To the Human Resource Department of De La Salle—College of Saint Benilde.
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Significance of the Study
To the Human Resource Management Program of the School of Management and Information Technology, De La Salle—College of Saint Benilde.
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Significance of the Study
Other Researchers
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Significance of the Study
Other Learning Institutions
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Review of Related Literature
Edlin Ventura
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Review of Related Literature
Motivation Leads to Greater Performance
Bruce, A. & Pepitone, JS. (1999) Motivating
Employees
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Review of Related Literature
Pay as Motivator
Pattern, T.H. (1979) Classics of Personnel Management. (1st
ed.)
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Review of Related Literature
Compensation Practice Promoting Competitive
Advantage
Martocchio, JJ. (2006)Strategic Compensation: A
Human Resource Management Approach. (4th ed.)
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Review of Related Literature
Compensation Structure Effects
Henderson, R.I. (1994)Compensation Management: Rewarding
Performance. (6th ed.)
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Review of Related Literature
Influencing Job Decisions
Heneman & Schwab (1982)Impacts of Pay on Employee Behaviors and
Attitudes: An Update.
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Review of Related Literature
Salary Effects on Job Satisfaction, Work
Relationships & Commitment
Thesis: De La Salle University—College of Saint Benilde. (1994)
The Significant Factors in the Restructured Compensation Program that Affect Job
Satisfaction as Perceived by SGS Employees.
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Review of Related Literature
Considerations are to be Made on Perceptions of Employees
Thesis: De La Salle University—College of Saint Benilde. (1994)
An Evaluation of the Compensation Scheme in Relation to Job
Performance Based on thePerceptions of Employees in the Civil
Registry Division of the National Statistics Office.
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Definition of Terms
Coleen Villacruz
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Definition of Terms
Appraisal System. A method in which employees are given raises after observing work efficiency in performing duties based on pre-determined performing standards
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Definition of Terms
Attitude. Refers to the motivation, drive, and enthusiasm that is being demonstrated by an employee towards work, and interpersonal relationship with subject or clients (referring to students in this study), supervisors and colleagues.
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Definition of Terms
Compensation. Financial and non-financial rewards granted to an employee after rendering service which may be composed of base pay, allowances, benefits and incentives.
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Definition of Terms
De La Salle—College of Saint Benilde (DLS-CSB) The base company of the research. It is a tertiary learning institution which is one of the 17 district schools composing the De La Salle Philippines.
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Definition of Terms
Educational Pay Differential. Usually for professional occupations such as teachers, educational pay differentials provide progressively higher salary rates based upon the employee’s completion of specified academic requirements (e.g. MS, MBA, PhD, etc.).
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Definition of Terms
Hourly Pay. The rate of pay, in terms of pesos, per hour of work done. In relation to the research, an hourly pay for college educators is usually expressed as pay per subject unit.
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Definition of Terms
Human Resource Department. The office assigned to encompass personnel responsibilities including workforce planning, job design and job analysis, selection and staffing, employee training, performance appraisal, compensation, and employee involvement.
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Definition of Terms
Job Evaluation. Determination of the relative importance or ranking of jobs in an organization, for wage setting purposes, by systematically rating them on the basis of selected factors, such as skill, responsibility, experience, etc.
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Definition of Terms
Job Satisfaction. Employee’s thinking, feeling and
action towards work.
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Definition of Terms
Motivation. Processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
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Definition of Terms
Other Learning Institutions. Refers to institutions (center, institute, school, college, or university) offering tertiary education other than De La Salle—College of Saint Benilde.
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Definition of Terms
Performance. Refers to efficiency of an employee based on pre-determined performing standards.
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Definition of Terms
Professors. Refers (in this study) to part-time instructors and professors of De La Salle—College of Saint Benilde who are at the same time a part-time educator in other learning institution/s.
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Definition of Terms
SMIT – School of Management and Information Technology. A division of De La Salle—College of Saint Benilde that mainly deals with Business and Information Systems & Technology Education.
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Definition of Terms
SMS – School of Multidisciplinary Studies. A division of De La Salle—College of Saint Benilde that offers Basic General Education Courses.
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Methodology
Adrian Mark Alarcon
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Methodology
Research Design
Method of Data
CollectionParticipants
Scope and Limitations
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Research Design
Adrian Mark Alarcon
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Research Design
Description
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Research Design
Qualitative
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Method of Data Collection
Adrian Mark Alarcon
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Method of Data Collection
In-Depth Interview
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Participants
Adrian Mark Alarcon
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Participants
At least 20 respondents
Faculty members of SMIT& SMSTeaching in other learning institutions
Paid on an hourly basis
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Scope and Limitations
Adrian Mark Alarcon
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Scope and Limitations
Researchers Refer Only to a Group of
Respondents
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Scope and Limitations
Variability of a Participant’s
Response
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Scope and Limitations
Generalizability
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Appendix: Interview Questions1. Why did you consider being part time professor rather than full-time?2. How many learning institutions are you currently teaching in? Name them. 3. How much is your hourly pay in DLS-CSB? If confidential, what is the range?4. How much is your hourly pay in other institutions? If confidential, what is the range?5. If 3 & 4 were not answered: Which learning institution pays the most per hour?6. Which learning institution provides more benefits?7. What incentives does the learning institutions offer that made you take the job?8. Does compensation affect your choice in choosing a learning institution to teach in?9. Students from what institution you work in do you think are the easier to handle? 10. Do you treat students from different learning institutions the same way? Why?11. Which of them do you most feel comfortable with?12. Which of them do you feel more eager to teach?13. Do you believe that the higher the compensation, the harder the job is?14. Do you feel more motivated when you are teaching where compensation is higher?15. If there was an incident that only allowed you to go to only one of your current learning institution to teach a class, which among them would be you priority?
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