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Key Findings
Overall, the study shows that the Filipino employee is generally a satisfied
employee. Double-digit unemployment brought about by the restructuring among
companies and industries could have contributed to a better appreciation of
the jobs that they currently hold. Perceptions by Filipino respondents are more
favourable than the Asia Pacific norm in nearly all categories. For the Filipino
employee, our survey reveals that employees were most satisfied with their Work
Environment, Job Satisfaction and Communication. Significant favourable responses
were also observed for Teamwork, Performance Management, and Innovation. Among
the greatest concerns are Compensation and Benefits, Supervision and Leadership.
Commitment is driven by Job Satisfaction. Like their Asia-Pacific
counterparts, attitudes about their own job – whether they feel a sense
of accomplishment, can learn new things and feel they are applying what they
learned – had the highest impact on Filipino’s commitment of any
other area of the survey. It is this Pinoy interest to learn new things and
be exposed to new ideas that has partly enabled him to be deployed in the far
corners of the world.
Proper communication can engage employees. Just as communication
is high in the agenda of most Filipinos, this is also mirrored in our survey
results. In comparison, responses to questions on pay-related communication
were generally less favourable. Filipino respondents, however, rated their companies
very favourably, particularly in the communication of values and business goals.
Filipino employees least satisfied about compensation and benefits.
As is the case in most other Asian countries, employees in the Philippines are
most concerned about the level of their compensation and benefit programs. Moreover,
while Filipino workers say that they are confident of their company’s
long-term success, Filipino workers are generally unwilling to take a cut in
pay during difficult times.
Need for effective supervision and leadership. Leadership
and Supervision were found to have among the least favourable responses, only
slightly better than perceptions on compensation and benefits. Filipino employees
hoped that their leaders and supervisors provided better guidance on career
and professional development, as well as more coaching and motivation to help
improve individual performance.
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