Women managers' and their subordinates' perceptions on their work relationship and work performance in a predominantly male organization.

• Main Authors: Balaoeg, Ma. Andrea E., Garcia, Katrina Maria R., Marquez, Joy Therese G.
• Format: text
• Language: English
• Published: Animo Repository 2001
• Subjects: Managers > Women; Leadership in women; Behavior and Ethology
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/10331
• Institution: De La Salle University

The objective of this study is to describe the perception of mid-level women managers, and that of their subordinates, of their work relationship and work performance in the predominantly male organization, DILG-NCR. This study uses the descriptive research design and a multi-method approach: the questionnaire survey, the interview survey and the key informant interview. In this study, six women managers, forty-six subordinates and two-key informants are from two key informants are the respondents. The six women managers and their subordinates are from two sections at the Regional Office and from four field offices (Manila, Quezon City, Pasay, Caloocan) working with the Local Government Units in these cities. The key informants are the Regional Director and the Chief of Personnel. The study reports the perceptions of the women managers, and that of their subordinates, of the variables communication, work ethic and team spirit with regard to their work relationship. With regard to women managers' work performance, the variables are the management functions: planning, organizing, leading and controlling. With regard to subordinates' work performance, the variables are quality of work, dependability and cost consciousness. The study shows that the women managers and their subordinates agree in their overall perception that their work relationship, the subordinates' work performance, and the woman manager's work performance in her management functions are at the level of superior and competent. These perceptions however are colored by pakikisama and their long association. While their being in a predominantly male organization has indeed affected their work relationship and work performance, there are other factors: the government's budget constraints, the women managers' ages and their almost exclusive use of oral communication in dealing with subordinates, the prevailing attitude among government employees toward their work as manifested in the performance evaluation system, and the nature of