Addressing the job dissatisfaction of project-based laborers of S C Estolano Construction Corporation

• Main Author: Estepa, Joan Carla E.
• Format: text
• Language: English
• Published: Animo Repository 2017
• Subjects: Job satisfaction; Organizational change; Personnel management; Management > Employee participation
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/5815
• Institution: De La Salle University

In this action research, I addressed the job dissatisfaction of Project-Based Laborers (PBLs) issue that our collaborative group, identified. Manifestations of this issue include low quality of work, issues from their co-workers and supervisors (negative attitudes), and absenteeism and tardiness. With this project, we aimed to find out and understand the reasons why PBLs are having such manifestations of Job Dissatisfaction; to control absenteeism and tardiness of PBLs, to improve the poor performance of PBLs to lessen punch list; and to avoid conflicts between PBLs and PICs. In addressing the issue, we first verified why do our PBLs were having manifestations of job dissatisfaction and measure the current level of job dissatisfaction of our PBLs by using Job Descriptive Index and one-on-one interview. The result showed that PBLs do not feel empowered at work due to the type of job and salary they get. Then we, the collaborative group decided to use Reward system framework to effectively come up with interventions that would address the issue. In this paper, I used the Lewins Change model to initiate the change in our Company. The interventions implemented to address the job dissatisfaction of PBLs are: (1) Discussing the purpose of the action research to the Company; and forming collaborative group; (2) conducting survey and interview to verify manifestation; (3) strict implementation of memorandums and policy; (4) rice subsidy allowance/incentive; (5) incentive upon completion of 104 units; (6) performance evaluation of PBLs for bonus; (6) awarding best installer and jointers for the year 2016 where PBLs performance, behavior and attitude at work were being evaluated before they can avail the reward/incentives that the Company will be imposing to improve their workmanship. These activities were successful in achieving the objectives to some PBLs, since based on their evaluation, they were able to change and improve themselves and were able to pass the criteria for the incentives. However, to some PBLs, these reward system approach did not have much impact/effect on them, since there was no changes on their workmanship. The experience taught me the value of patience, respect, and understanding everyone's perspective and job position. Lastly, I realized that organizational commitment is also important in ensuring that PBLs will become more productive and remain motivated. Through this action research, our collaborative group aligns itself to the Company's aim to improve the lives of its people and to offer opportunities and hope to change, improve and sustain living.