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ASIAN INSTITUTE OF COMPUTER STUDIES
THE IMPACT OF VALUING EMPLOYEES ON THE GROWTH

OF BUSINESSES IN BATANGAS CITY
A Thesis
Presented to the
Faculty of Senior High School Department
Batangas City
In Partial Fulfillment
Of the Requirements for the Academic Track
ACCOUNTANCY, BUSINESS AND MANAGEMENT
By:
Fruelda, Lhyca F.
Galvez, Lorenz M.
Maalihan, Fritz Marielle E.
Ortiz, Ralph Joshua S.
Percera, Sarah Mae F.
2023
ACKNOWLEDGEMENT
The researchers would like to express their heartfelt gratitude to everyone
during the title proposals until the hardbound of this thesis, who contributed to the
success of one of the toughest academic endeavors they have ever experienced from
a year full of challenges. This study would not have been finished if these people
and institutions did not show their support and share their expertise. It is from them
that the researchers owe a lot of gratitude.
Ms. Angel Jyra D. Dejucos, Research Instructor and statistician for the
motivation, inspiration, guidance, and impetus that she instigated to meet the
success of this research.
Mr. John Larry Nario, School Principal, for prompting the undertaking of
this study through his approval.
Panel of Examiners: Ms. Lyka Mae P. Falculan, Ms. Jaye Anne B. Baluca,
and Mrs. Arlene Malla for giving their valuable suggestions that made the study a
better output and for sharing their precious time despite the demand of their hectic
schedule and academic works.
Ms. Astrid Kyst Babasa, one of the experts in the field of English, the
researchers' language critique for being there in utmost needs, for her unending
support and letting the researchers borrow spare of her time. And for her untiring
support and patience in checking the grammar of the research.

Above all, to Almighty God, who always answer prayers and keep on
enlightening and showering everyone with His blessings during the ups and downs
of the academic and non-academic challenges.
The researchers
DEDICATION
This humble piece of work is wholeheartedly dedicated to God Almighty for the
strength and enlightenment of our minds, to our beloved family
Mr. Rod F. Fruelda and Mrs. Margie F. Fruelda
Mr. Zaldy R. Galvez and Mrs. Lorna M. Galvez
Mr. Freddie A. Maalihan and Mrs. Mia Flor E. Maalihan
Mr. Renato S. Ortiz and Mrs. Elizabeth S. Ortiz
Mr. Federico F. Percera and Mrs. Gemma F. Percera
Whose love, encouragement, and support are priceless and who inspired us in
going through and in continuing our struggle in taking this journey of life, to all th
people who helped me and guided us as we mold our future.
Lhyca
Lorenz
Fritz
Ralph
Sarah
ABSTRACT
Title : The Impact of Valuing Employees on the Growth
of Businesses in Batangas City
Authors : Lhyca F. Fruelda
Lorenz M. Galvez
Fritz Marielle E. Maalihan
Ralph Joshua S. Ortiz
Sarah Mae F. Percera
Type of Document : Quantitative Research
Academic/Strand : Academic Track
Accountancy, Business and Manangement
Year : 2023
Adviser : Angel Jyra D. Dejucos, LPT
Summary
This study aimed to determine the impact of valuing employees the growth
of every business in Batangas City. The researchers create the informative flyer to
help the employers or business owners to treat their employees better by giving tips
and strategies.
The type of research used in this study was descriptive, with a questionnaire
as the instrument for gathering data from 45 respondents, who are employees in
Batangas, City. The statistical used were frequency, percentage, and weighted
means.
In terms of the profile of the respondents, findings revealed that most of the
respondents were females, and the majority of them are 28-37 years old.
There are incentives and rewards that are being given to the employees as a
token of appreciation, and the result revealed that 13th month pay is the most given
incentives in Batangas, City. Moreover, the result also revealed and proved that the
relationship of employer to its employees has a huge impact on the growth of a
business since treating employees well is a must. Through building a healthy
relationship with the employees, both parties can work efficiently and effectively
that will allow the business to gain more profit because of their productivity. The
results also revealed that employees are well aware that a good treatment of
employers allows them to be more driven at their work.
The informative flyer created by the researchers was made to educate
businesses on how to treat their employees right. The flyer must be viewed since
this well help the business to retain and attract skilled and efficient workers.
TABLE OF CONTENTS
Page
TITLE PAGE………………………………………………………….
APPROVAL SHEET………………………………………………….
EXECUTIVE SUMMARY…………………………………………...
ACKNOWLEDGEMENT……………………………………………
DEDICATION………………………………………………………...
TABLE OF CONTENTS……………………………………………..
LIST OF FIGURES…………………………………………………...
LIST OF TABLES…………………………………………………….
CHAPTER
I.THE PROBLEM
Introduction…………………………………………………….
Statement of the Problem………………………………………
Scope and Limitation of the Study…………………………….
Significance of the Study………………………………………
II.REVIEW OF THE LITERATURE
Conceptual Literature…………………………………………
Research Literature……………………………………………
Synthesis………………………………………………………
Hypothesis…………………………………………………….
Conceptual Framework……………………………………….
Definition of Terms……………………………………….
III.RESEARCH METHOD AND PROCEDURE
Research Design…………………………………………..
Subjects of the Study……………………………………...
Data Gathering Instrument………………………………..
Data Gathering Procedure………………………………...
Statistical Treatment of Data……………………………....
IV.PRESENTATION, ANALYSIS, AND INTERPRETATION OF
DATA
Profile of the Respondents………………………………..
The benefits, rewards, and incentives the employees get in
their workplace……………………………………………
Factors the Employees Consider in Staying in a Certain
Company…………………………………………………..
Employee appreciation affect the productivity of employees
in making sales…………………………………………….
Employer’s relationship to employee affects the growth of
the business………………………………………………..
V.SUMMARY, CONCLUSIONS, AND RECCOMENDATIONS
Summary of Findings……………………………………….
Conclusions………………………………………………….
Recommendations…………………………………………...
BIBLIOGRAPHY……………………………………………………….
APPENDECIES
CURRICULUM VITAE
LIST OF FIGURES
Figure Page
1 Research Paradigm on the Impact of Valuing Employees
in the growth of businesses in Batangas City……………

LIST OF TABLES
Table Page
1 Distribution of respondents in terms of Gender……………….
2 Distribution of respondents in terms of Age…………………..
3 The benefits, rewards, and incentives the employees get in
their workplace……………………………………………….
4 Factors the Employees Consider in Staying in a Certain
Company………………………………………………………
5 Employee appreciation affect the productivity of employees
in making sales……………………………………………….
6 Employer’s relationship to employee affects the growth of
the business…………………………………………………...
CHAPTER I
BACKGROUND OF THE STUDY
Introduction
Businesses are essential to society; they provide for the people’s needs,
including goods and services. These make people’s lives easier because they
produce functional products that meet their needs and wants. They do not have to
make things on their own using raw materials. Everyone who is part of the business
is the one who makes those products with the intention of serving and selling them
for a good price. Running a business is not as easy as people think. It is given that
they earn money through this, but there are a lot of hard work, sacrifices, and risks
to take. In order for a business to succeed, cooperation is needed, and most
especially the willingness to give everybody good services, not only as an employee
but also as the one who owns the business. Every business consists of the owner,
employees, and consumers. The owner is the one who owns the business, the
consumer is the one who buys the products and services, and the employee is the
person who helps run the business.
Every business needs an employee because without them, the owner cannot
run the company alone. Employees are considered one of the company’s assets.
Employees have a significant role in businesses; they are the ones who help the
business grow. Even though they are paid to do their job, they are important to every
business because they have the skills and abilities to manage their work
professionally. Employees have the responsibility to make customers satisfied with
their products and services. The employees must have characteristics that is good
for both their co-workers, and customers in order to have a peace at their work place.
The characteristics that they should have been professionalism, hardworking,
responsible, kind, approachable and productive. These personalities are most valued
by others than being rude and aggressive.
In every business, employees are important to help it grow, which is why it is also
very important to value and treat them equally and properly. Every business owner
must know that the secret to the success of their company is to have a good
relationship, not only with their customers but also with their employees. When it
comes to any business, having good morals should start with the person who
manages it. The person who manages it or person who is on higher position should
be role models in the workplace, so the employees will do the same and treat their
customers dearly. The person in a higher position must know how to treat their
employees correctly because the productivity of their workers depends on them. The
workers cannot work properly if all they can hear is their manager or owners yelling
at them. Workers or employees will love their work if the owner is good at them,
and as a result, they will have a peaceful workplace that provides good services to
the customers.
It is the owner’s or manager’s responsibility to value and appreciate the
employees. The employees can feel when their efforts are not valued, and it might
result to bad performance of the employees. When owners motivate them to do their
work, they will be more productive at their jobs. A motivated employee will give
their best to do their task in the workplace. As a result, the employees will give their
best, and the entire work flow becomes more efficient. The capacity of the
organizations to produce high-quality work also increases. The company may easily
boost quality and production with the aid of its driven employees. As a result,
businesses can hire new talent to greatly boost overall production while also
properly recognizing and rewarding their staff.
According to Markos and Sridevi (2010), the effectiveness and productivity
of employees are measured by their performance, which eventually affects the
organization’s total performance by contributing positively to the achievement of
organizational goals. The statement of the authors clearly said that the success of
business depends on the performance of the employees. It is because employees
play a huge role on businesses, that is why treating them nicely will help to improve
the moods of the employees for them to be able to function properly. As a result,
the employees can work passionately that will lead to the achievement of goals of
the company.
As time passes by, lots of businesses are being built. As a result, lots of
employees will be need by the business to help them operate and run the business
properly. Employees have a huge role on achieving the goals of the company, that
is why companies need to take care of their employees. The researchers conducted
this study to determine the impact of valuing employees the growth of every
business in Batangas City. The purpose of this study was to know how people on
higher position value their employees.
Statement of the Problem
This study aimed to determine the impact of valuing employees on the
growth of businesses in Batangas City.
Specifically, it sought to answer the following questions:
1. What is the demographic profile of the respondents in terms of:
1.1 Age
1.2 Gender
1.3 Job designation
2. What are the factors the employees consider in staying in a certain company?
3. What benefits, rewards and incentives do employees get in their workplace?
4. How does employees’ appreciation affect their productivity in making sales?
5. How does employer’s relationship to employee affect the growth of the business?
6. What informative materials may help the people who is in higher position to treat
their employees better?
Scope, Delimitation and Limitations of the Study
The focus of this study was to determine how the relationship of the people
in higher position to their employees affects the businesses’ ability to keep growing
and how proper treatment is needed since employees play an important role and they
are considered assets of every business.
However, this study only focused on the employees in Batangas, City and
other employees from other towns were not covered by this study. Any type of
businesses, no matter how big or small as long as there are employees who help for
the growth of their business are included in this study.
Significance of the Study
The researchers believed that this study could benefit the following: business
owners, people on higher position, employees, present researchers, and future
researchers.
To the business owners, this study will be beneficial to them because this
study provides information that is important in the growth of their businesses.
To the people on higher position, this study will help them on how they can
treat their employees better since it provides information on how employees should
be treated in their workplace.
To the employees, this study will be beneficial to them because this study
provides knowledge about how important employees are in businesses, as well as
their rights as employees.

To the present researchers, this study will help them to learn more
information about the impact of valuing employees on growth of businesses and
will also answer the questions in their minds because of curiosity
To the future researchers, this study will be beneficial to them because this
study can be used as a reference and will also serve as a guide when they are
conducting research that is related to this topic.

CHAPTER II
REVIEW OF LITERATURE
This chapter presented the conceptual and research literature for better
understanding of the study. It served as the background and provided insights that
help the researchers in conceptualizing the framework of the study.
Conceptual Literature
Employees have the rights to be treated right, to be valued, and to be
appreciated. Employees are considered as the assets of every business, thus reason
the owners and other people who is in higher position must take care of them
properly to maintain the productivity of the employees that results for business to
grow. This section presents some topics that are related to the study, namely;
managers’ capacities, employee’s needs, and employees’ attitude.
Managers’ capacities. Any organization’s success depends on its managers’
capacity to create an environment that inspires its workforce. According to Osabiya
(2015), keeping employees motivated and doing effectively at work is a problem
for managers nowadays. The management needs to be aware of how each employee
acts and what could personally inspire them. Managers can determine what
incentives to utilize to inspire their staff by recognizing what needs they have. Most
businesses want to gain from good employee’s conduct by fostering an environment
where everyone wins—the business and the employees. Osabiya emphasized that
good employee’s conduct is essential for managers nowadays, as it helps to create
an environment of employee motivation and engagement. They need to be aware of
how each employee acts and what could inspire them, so they can determine what
incentives to utilize to inspire them. Recognizing the needs of employees is a key to
successful business practices.
According to Tonya Wang (2015), the practice of developing manager
capacities was centered on assisting managers with routine tasks like filling out
review forms and conducting regular appraisals. This was because the traditional
perception of the role of managers was focused on transactional work. The demands
placed on managers today have changed. Managers must understand the firm's aims
and objectives as leaders in the organization in order to connect their strategies with
what the company needs from them. Managers are responsible for playing their parts
in achieving the overall goals of the organization. Additionally, managers are
expected to do these cyclical duties concurrently with achieving the strategic goals
of the firm.
It is stated that managers capacities are responsible for helping managers
with routine tasks like review forms and conducting regular appraisals, as the
traditional perception of their role was focused on transactional work. Managers
must understand the firm’s aims and objectives in order to connect their strategies
with what the company needs from them. So these strategies should be done and
applied simultaneously to meet the overall goals of the firm.

The study of Kim (2006) discussed that managers must confront and deal
with the complex and sophisticated subject of employee motivation if they are to
achieve organizational success. Managers must acknowledge the necessity of
employee motivation, its ideas, and variations in individual demands in order to
better comprehend it. Hence, managers must be aware of the various elements that
motivate employees as well as how these factors fluctuate in importance over time.
Also, managers should become familiar with the ideas, examples, and prior
iterations of motivating programs because doing so will help them recognize reward
schemes that would be a good fit for their workforce. Managers must comprehend
that employee motivation and its process are there to motivate their people. Thus,
employee input must be appreciated and incorporated throughout this process. This
awareness of the employee motivation process necessitates a systematic approach.
Kim believed that managers must be well-educated regarding the subject of
employee motivation in order to achieve organizational success. They must
understand the different factors that motivate employees and give importance to
each consideration over time. Managers should also be knowledgeable with the
ideas, examples, and prior iterations of motivating programs to recognize reward
schemes that would be a good fit for their workforce. Finally, they must comprehend
and apply that employee motivation and its process for the employees to be
motivated, appreciated, and incorporated to the success of the company.

Employee’s Needs. When workers feel appreciated and have an influence,
they are more driven, and fair compensation plays a role in this. Everyone wants to
feel appreciated, trusted, and empowered. The employees also want opportunities
for growth. More and more, employees want to be themselves at work. Employers
should regard their workers on a personal level and acknowledge their worth.
Money is necessary for survival, but thriving requires deeper connections, a strong
sense of community, and work that is motivated by a greater good. Employees
anticipate receiving this value from their employers. The employee’s intent to depart
is higher the more restrictions an employer places on those things.
According to a study by Balba (2019), published in the international journal
of research in engineering, science, and management in the Batangas Provincial
Division, receiving awards stimulates and drives people to keep raising the bar on
their performance in order to achieve excellence. Rewards and incentives at work
are advantageous to both employers and employees. When excellent performance
and productivity are recognized and rewarded, employee morale, job satisfaction,
and involvement in organizational activities all improve. Employers benefit from
greater productivity, revenue, and efficiency as a result. Balba emphasized that
rewards and incentives are important for both employers and employees. Rewards
and incentives can lead to increased productivity, revenue, and efficiency, resulting
in improved morale, job satisfaction, and involvement in organizational activities.

The study of Kimberlee Leonard (2019) said that employers who is
knowledgeable understands the need of offering competitive pay and benefits to
attract and retain quality workers. Wages, salaries, bonuses, and commission
arrangements are all forms of compensation. Companies should not overlook the
perks component of employee remuneration and benefits because it makes
employment contracts more enticing and provides the priorities that the majority of
employees require. Paying workers fairly demonstrates appreciation to them as both
employees and human being. People are more inclined to show up for work when
they feel valued. People are more inclined to show up to work and perform well,
and overall company morale rises. Employees are also more driven to produce better
results when they are aware of bonuses or commissions. Plans for commissions and
bonuses become the main focus of success.
It is stated by Leonard that being aware of how to attract effective employees
is crucial for the growth of a business. Knowing the techniques including giving
rewards and incentives will be a good strategy to have skilled and strong workforce.
Leonard stated that when the efforts of an employee is recognized and appreciated,
they will be more productive and driven to do their work. Having good incentives
is a key to attract efficient and affective employees.
Mardiana et.al, (2022) stated that efficiency and effectiveness go hand-in-
hand with employees’ performance. Although its effectiveness focuses on the
process of achieving goals related to human work or enhancing human labor, life
and culture regeneration, a mental attitude that glorifies work, and extending efforts
to enhance people’s lives, its efficiency stresses the outcomes of the work. To put it
another way, the process of boosting work productivity can be done through
motivation, education, work discipline, skills, technology, work ethic attitudes,
income levels, work environment and climate, management, achievement
opportunities and production facilities, as well as social security, work ethic, and
work loyalty, work-life balance, management, governance, and supervision.
It explained that efficiency and effectiveness are closely associated with
employees’ performance. In their study, they tackled the difference between the
efficiency and effectiveness but also discussed how does those differences go hand-
in-hand with the employee’s performance. It is given that when an individual applies
for a job, they should possess skills, abilities, knowledge and other requirements in
the job they are applying for. To be concise, the effectiveness is the process on
achieving goals and efficiency is the output or the outcome of the process on their
way of achieving their goals.
Employees Attitude. Employees that are motivated and disciplined are
crucial to the success of any firm. Their work ethic will decide the outcome and how
quickly the organization will reach its intended goals. The organizational
environment also has an impact on the functional behavior, propensities, and
motivations of employees. A mental attitude is a state of mind. According to Estacio
and Cabrera (2021), attitude is a person’s perspective on events that ultimately

defines how they will behave. Employees may have a positive or negative attitude
toward certain work duties, goods or services, coworkers, management, or the
business as a whole. Workdays are made more fun by the attitudes of the employees.
Activities are completed more skillfully and without complaint.
As mentioned in the study of Estacio and Cabrera, attitude is a person’s
perspective on events that ultimately defines how they will behave. Employees’
behavior and attitudes are the factors that the employer is considering because how
they behave and interact with their co-employees will reflect with their works and
how will they contribute to the success of a business. It is true that employees that
are motivated and disciplined are crucial to the success of any firm. If an employee
possesses a negative attitude and behavior, it will only result to conflicts and
problems which will affect the success of a firm. On the other hand, if an employee
has positive behavior, attitude and perspectives with their work, they will surely
produce good services, and products, and gain more loyal customers which will help
their business to prosper.
According to Gomathy (2022), an organization's productivity may gradually
rise as a result of an improvement in workplace attitude toward innovation and
creativity. Positively inclined employees are more likely to offer useful suggestions
and come up with ideas that will aid in the expansion of the organization. Employees
with a bad attitude, on the other hand, might just be concerned with creating enough
to get by while showing little interest in innovation and caring the least about the
advancement of the business. In addition to the high hiring expenses, businesses
with high staff turnover percentages often suffer from lower production while new
hires are getting up to speed. Employee satisfaction may reduce the likelihood that
workers would leave for better opportunities, assisting businesses in reducing the
productivity gap brought on by turnover. Negative attitudes among staff members
may lead them to eventually look for a better job opportunity or leave the
organization.
As stated by Gomathy, employees’ behavior is really essential because the
productivity of organization depends on the attitude of employees. Employees
behavior has an impact in the development of any organization for the reason that
an employee who has positive attitude can give more efficient and effective service
for the organization or its customers. An employee that has a positive attitude can
give positive impact in the company while an employee that has a negative attitude
will also have a negative impact on the organization. Additionally, the organization
and how does employers manage their employees also contributes to the behavior
and attitude of their employees. Lastly, an organization that is managed well will
motivate their employees to give suggestions and be give their ideas and opinions
that can contributes to the improvement of an organization. The performance of an
employee is also reflected by how an organization works and managed. If an
organization has a record of high staff turnovers, an organization will suffer as it

will lower the production rate because of the lack with human resource and the
possibility of difficulty in hiring good and top tier employee will decline.
Another study that cited the importance of employees’ behavior was
conducted by Dina Weheba et.al (2008) wherein looks into the connections between
customers' perceptions of service quality, employees’ positive and negative
behaviors, and overall customer satisfaction. The study showed a strong correlation
between all employee behaviors—positive or negative—and overall customer
satisfaction. By reviewing pertinent literature and polling opinions on the effect of
employees’ behaviors on customers’ perceptions of quality and overall contentment,
the study tracked the impact of behavior on customers’ perceptions and overall
satisfaction. Also, it was shown that regardless of the gender, nationality, reason for
the visit, frequency of visits, and length of stay of the client, employee behavior had
a significant impact on total customer satisfaction.
It showed that an employees’ behavior has a great impact with the level of
customers’ satisfaction. If an employee offers great customer service, it can give
customer satisfaction that can boost their sales and increase the number of their loyal
customers. In contrast, it can be interpreted in their study that if an employee shows
negative behavior or bad work performance, it can affect the customer satisfaction
and will get negative feedback from them that can affect the image of their business
and their sales. Furthermore, regardless of the traits of a customer either they are
male or female, local or foreign citizen, if they are satisfied with the employee’s
performance and behavior, they will likely to become loyal customers and become
an asset for a business.
Research Literature
A brief review of previous studies is contained at this section. This enabled
the current researchers to see the objectives and relevant findings of the study.
According to Burton (2012), most employers nowadays would like to have
motivated employees that are prepared to work, but they do not know what really
drives people. If employees were invested in the company’s future, businesses might
operate more effectively. For a person, particularly an employee, to succeed in the
job, there are certain requirements that must be fulfilled. Burton studied at many
theories of motivation, how they apply to the workplace, and how employers may
use the theories to guarantee that their staff members are content and motivated.
Every employee is in a different stage of life, so various management strategies are
needed. It has been demonstrated that an employee must be motivated from within.
The theories studied at will aid in describing how managers may encourage their
staff to be motivated and perform their best.
Burton also discussed that in today’s generation, companies would like to
have employees who works efficiently and effectively but they lacked strategies to
manage employees to stay long and work hard for them. Companies nowadays likes
to just hire employees but does not know how to make them stay by giving
incentives, appreciation, and rewards. Some of the theories has been seen in the
study of Burton about employee motivation and how important it is for an employee
to be motivated in their workplace. Thus, the study proved how important employee
motivation is for a company to have an efficient employee because it drives the
company to success.
Many ideas have been developed to try to explain motivation. Scientists have
been researching motivation for more than a century, and they have made great
strides toward understanding motivation as it relates to the workplace. Below are a
few theories that have been validated and approved by society. Maslow’s hierarchy
of needs, Herzberg’s two-factor theory, other motivational theories, such as intrinsic
and extrinsic motivation, and the PERMA model are a few of them.
Incentives are described by Milton (2013) as varied rewards given in
response to variations in the attainment of particular results. A stimulant to greater
action is another name for it. Incentives might be employed to encourage action or
more effort. Something that can be offered in addition to pay is considered an
incentive. Hence, rewards are sources of work incentive. These might be monetary
or non-monetary benefits. Employees are given motivation by incentives to increase
their production. Nobody naturally takes action without having a reason for doing
so. As a result, the prospect of a reward is a potent motivator for workers. Together
with financial incentives, there are other motivators include job happiness,
employment stability, career advancement, and pride in one’s achievements.

Milton stated the different rewards that makes the employees to work hard.
Through the rewards and incentives, workers will be encouraged and give their full
effort to their job that results to a possible lift of a company. It can be in form of
money or non-monetary benefit. Employees are motivated through incentives to
increase their production. It is a good way to motivate every worker because the
reward is important for every employee to function more effectively.
According to a study conducted by Gabčanová (2011), the foundation of a
competitive organization is comprised of happy, highly motivated, and devoted
personnel. Increased productivity, better-quality goods and services, and more
innovations are all expected to be indicators of growing customer satisfaction.
Employee satisfaction raises the employer’s appeal to potential candidates for
employment and improves its ability to compete in the market. The company’s
management frequently ignores the opinions of its own employees and undervalues
the link between employee satisfaction and the overall success of the business in the
market.
The study of Gabčanová identified the foundation that an organization builds
for employees with loyalty to work. It is said that increasing productivity is the good
quality of service and product, and making improvements contribute to customer
satisfaction. They usually just ignore the opinions of others regarding company
matters and they do not value it, they do not think that maybe the opinion of other
employee can make a business or company even better.

Desler’s (2008) study provided context for performance evaluation. Any
process that involves establishing work standards, determining the actual
performance of the personnel is called performance evaluation. Each organization
would need staff who can evaluate performance in relation to those criteria, provide
feedback to workers with the intention of inspiring them, to address performance
shortcomings or maintain above-average performance. Businesses would have
personnel who can demonstrate competence in the following skills, abilities, and
attitudes. These employees must possess these skills in the hospitality industry in
order to deliver satisfied customers. Each company would have to offer considering
the health and wellness of their workers as a factor that could affect the quality of
the services they provide.
Desler indicated that each company should have a performance evaluation of
workers. This is for them to inspire maintaining their performance at work to deliver
customer satisfaction. Through establishing work standard, this will help not just
the employee but also the employer and the company to provide good product and
service. This evaluation can show also that business has personnel with skills and
abilities. Lastly, this can also evaluate each workers health and well-being to deliver
each product and services and eliminate lower performances.
One of the fundamental components of modern human resource management
is encouraging employees to perform to the best of their abilities in their positions
in the majority of businesses today. According to Murhadi et.al (2013), it is assumed

that a person who is motivated will generally be satisfied with their employment
and, as a result, be able to make their best efforts and contribution to the job that has
been assigned to them. But everyone is motivated in different ways, and typically,
not all employees in a firm or in a certain area are motivated in the same ways. Many
dependent variables, such as individual requirements, outside rewards, recognition,
self-actualization, and self-esteem, can influence employee motivation in different
ways. Numerous older studies and works of literature mentioned this.
In this study, the researcher reviewed the different motivational factors and
looked at the demographics of the employees, including age, gender, education
level, and length of employment, which may be related to their level of job
satisfaction and, consequently, lead to better performance at work. Descriptive
analysis using a quantitative approach was used through a survey that was
distributed to 120 employees in the chosen company. In order to determine the
relationship between motivational factors and job satisfaction, questionnaire that
consisted questions about factors including compensation, job security, teamwork,
relationships with clients and bosses, recognition, sense of given authority and
autonomy, promotion and fringe benefits, challenging activities, and fear of failure
were included
The relationship between employee motivation and job performance has
been studied for a long period. The focal point of the study of Murhadi et.al is
“motivation as a major catalyst to an employee’s work performance and job

satisfaction”, which may usually be affected by certain factors or variables. One
factor to be considered is how the management encourage their personnel to be
effective and efficient at their jobs. At first it can be concluded that it is indeed
possible to motivate employees to perform well for an organization and that is a
critical task for managers. It seems that there exists a self-reinforcing circular
relationship between the performance, satisfaction and motivation of an employee;
an employee achieves a high performance, therefore internal satisfaction arises and
the employee is motivated to perform well in the future. Nevertheless, it might not
be applicable to every individual as each employee might have different ways or
attributes to handle or cope up within the company.
According to a study conducted by Bentinio et.al (2022), the best method to
keep workers motivated to perform their duties to the best of their abilities is through
incentive programs. If they want to motivate their staff, the company should provide
something that can be obtained if an employee reaches a certain goal or completes
a task. Offering employees incentives can encourage them to put more effort into
their work and stay with the company longer. These perks might keep employees at
the company instead of luring them to competitors. Reward programs are
advantageous for business as well as the happiness and wellbeing of the staff. A
great method to make sure employees enjoy working for the company is to provide
them the option to win rewards or let off steam. Companies are constantly looking
for fresh approaches to keep staff members interested and motivated. After all, a
company’s most valuable asset is its workforce. It is understandable that many
businesses are looking for innovative and creative ways to recognize and reward
great work, given that almost half of businesses use incentive programs. Rewards
and incentives for exceptional performance benefit both the employer and the
employees.
The discussion of Bentinio et.al stated that maintaining highly skilled
individuals who are motivated, hence rewarded, by professional human resources
systems are a vital component in achieving superior employee performance and job
satisfaction. Organizations typically rely heavily on reward systems to retain and
encourage people and to achieve high levels of performance. Employees’ level of
motivation, behaviors, and attitudes toward their organization are factors that
influence their perception about the organization, as such, their actions are critical
to the society, management and overall organizational success. That is, employees’
actions and behavior have an effect on the organization’s reputation. When
employees are rewarded, they are happy. And when they work happily, they tend to
do their jobs better and have the tendency to stay longer. Rewards and recognition
might be a positive factor in boosting staff morale and confidence, thereby
contributing to achieving the organization’s goals and success.
A study conducted by Sumilan et.al (2019) about the relationship between
working environment and employee performances, stated that in order to ensure
employee productivity and prevent unneeded stress on the staff, which could impair
their work performances, a happy work atmosphere is essential. The working
environment was one of the elements that influenced job satisfaction. So, the
purpose of this study was to examine the connection between the working
environment and employee performance using the working environment’s five
aspects. In this study, a quantitative survey design was used, and questionnaires
were used to gather data. Administrators from several departments in a Kuching-
based local municipality served as the study's respondents. The association between
the variables was determined by utilizing person’s correlation analysis to analyze
the data.
Most people spend fifty percent of their lives within indoor environments,
which greatly influence their mental status, actions, abilities and performance.
Better physical environment of office will boost the employees and ultimately
improve their productivity. The study which was conducted by Sumilan et.al
focused about the important role working environment plays towards the
employees’ job performance. Working environment includes those processes,
systems, structures, tools or conditions in the workplace that may favorably or
unfavorably impact individual performance. The working environment also
includes policies, rules, culture, resources, working relationships, work location,
internal and external environmental factors, all of which influence the ways that
employee perform their job functions. To avoid unnecessary stress and unhealthy
relationships within the workplace, there should be a happy and healthy working
atmosphere.
The study of Sakanau and Charni (2021) about the customers’ perception of
employees’ attitude and behavior discussed that the satisfaction and loyalty of the
customer are crucial goals for any firm. Customer perception of value is influenced
by employee conduct and attitude toward providing services. Hence, in a private
institution in Saudi Arabia, this research was carried out to ascertain how employee
behavior and attitude affected customers’ perceptions of value. In this study, they
looked at how employee job happiness, altruistic values, extra-role performance,
and affective commitment affect how customers perceive. A test sample for this
study included 211 pupils. An organized questionnaire was used to collect the data.
The study’s findings demonstrated a direct correlation between customer
perceptions of value and employees’ attitudes and behaviors. The results of the
study showed that attitudes and behaviors of employees and customer perceptions
of value are directly correlated.
In this study it was stated that employees of any organization play a major
role in guaranteeing the satisfaction and loyalty of the customers. The study of
Sakanau and Charni focused on how employee’s behavior and attitude towards
service delivery influence the customer’s perceived value. The reputation of the
service provider, depends on the effectiveness of the employee’s performance and
the quality of the service provided to the customer. Customer evaluation of service
quality is greatly impacted by the service provider employee’s job satisfaction. This
then all comes down to fulfilling employees’ needs thereby motivating and
encouraging them to be effective and efficient workers which will also benefit not
only the employees themselves, but as well as the company, the organization and its
customers in the future as a whole.
Synthesis
The examined conceptual and research literature aids researchers in
deepening their comprehension of ideas relevant to their research in the involvement
of how valuing employees affects the employee’s productivity and the businesses’
growth.
The discussion about the managers capacities broadened the knowledge of
the researchers. The capacities of managers were discussed since it is very important
for managers or for people on higher position that they are capable of handling the
business and specially their employees. Osabiya discussed that it is the managers’
responsibility to make the workplace more inspiring, motivating, and knowing what
employees need, so the employees will be more productive and motivated to their
tasks. It was further elaborated by the study of Wang that managers must practice
their capabilities like conducting regular appraisal and not just do the traditional like
doing transactional works. They both discussed about the managers capacities and
things they must do with their employees in order to make them stay with their
businesses. Kim also discussed that employee motivation is very important in the
success of businesses. It was stated that managers must have knowledge or ideas
how they can motivate their employees because it is beneficial for the workforce.
The study of Kim, Osabiya, and Wang has similarities with the present study
because it tackles about how valuing employees in any way such us reward system,
incentives or anything that is beneficial motivates the employees to perform well in
their workplace that results for a company to achieve its goals. On the other hand,
the difference is the focus of their study. Kim focused on how motivation is
important to achieve the company’s goal. Osabiya and Wang focus in the capacities
of managers and things they must do with their employees in order to make them
stay with their businesses. While the previous study focused in knowing the impact
of valuing employees on how businesses grow in Batangas City.
Balba’s discussion about how rewarding employees drives them to perform
better and how incentives plays an important role in both of them because they
benefit on each other. Both employees and employers will achieve their goals.
Incentives and rewarding system will make the employees to stay in the business
and continues to get income and the business will continue to grow because of the
employees. Leonard also discussed about the needs of employees. However, the
discussion of Leonard stated that paying employees fairly means appreciation to
them not just as employees but also as a human being. Kimberlee also states that a
competitive paying attracts employees. Nova Merdianna et.al, tackled that there are
many ways to boost or enhance the employee’s productivity. Some of the examples
are the work ethics, income, the workplace environment and through motivation. It
was also stated that efficiency and effectiveness is related with employee’s
performance. It was clearly stated in the study of Balba, Merdianna et.al, and
Leonard that employees have their own needs that drives them to perform well that
is why their study is connected to the researchers’ study. On the other hand, the
study of Merdianna is different from the study of Balba and Leonard because they
talked about how rewarding and incentives benefits both the employees and
employers, and how it attracts quality workers while Merdianna, et.al study talked
about the relation of effectiveness and efficiency on the performance of employees.
The previous study has something in common with the study of Balba,
Leonard, and Merdianna because they all discussed the needs of employees and how
important it is for boosting the productivity of employees and the company or
business success. However, it has also difference and it was the focus of their
studies. The study of the three only tackled about the employees needs while the
previous study focused on determining how the treatment of the people in higher
position to their employees affects the growth of businesses in Batangas City.
Finally, the review about the employees’ attitudes also proved that the
behavior of an employee has an impact on the workplace and their performance.
The study of Estacio and Cabrera discussed the meaning of attitude, and as well as
how attitude makes the workdays more fun and how it affects their skills. It was
further elaborated by Gomathy because they both agreed that attitude really has an
impact on how they behave at their workplace. Gomathy also discussed that it has
both positive and negative effects depending on what attitude the employees are
showing towards each other and to their workplace. Gomathy also discussed what
positive inclined employees might contribute to the business as well as employees
with bad attitude. On the other hand, Weheba's study discussed how employee’s
behavior and customer satisfaction is connected because when the employees have
a good attitude then they can provide a good service that will satisfy the customer.
The study of Gomathy, Weheba, and Estacio and Cabrera have similarities because
their study tackled about the employees’ attitude or behavior. However, it differed
from the focused of their studies. Weheba talked about the correlation between
employee’s behavior to customer satisfaction; Gomathy tackled about the impact of
attitude to the workplace and in the business; while Estacio and Cabrera discussed
about how the behavior of employees affects their skills.
The study of Estacio and Cabrera, Gomathy, and Weheba was similar from
the current study because they all talked about the employees and its behavior. On
the other hand, the current study differed because it is mainly about the impact of
valuing employees in the growth of businesses while the study of Weheba, Estacio
and Cabrera, and Gomathy focused on the employees’ attitude.
Concerning the review of the research literature, several studies were chosen
by the researchers. As stated by Bentinio et. al, the best method to keep the workers
motivated to perform their duties to the best of their abilities is through incentive
programs. Their study discussed that if a company wants to maintain and obtain
employees and put more effort to their work, they should provide something like
offering incentives to their employees. They believed that in this way, they will
make their employees stay in their business or company and will avoid being an
employee of their competitors. The research conducted by Bentinio et. al concluded
that the employees should be given rewards and incentives for exceptional
performance that will benefit both employees and employers. However, the studies
mentioned is different from the present study because they focused only in giving
rewards and incentives. Many employees are expecting to have extra incentives or
rewards for the work that they accomplished. This study discovered the different
impacts of valuing employees rather than only giving them rewards and incentives.
Furthermore, the study of Milton, described incentives as varied rewards
given in response to variations in the attainment of particular results. They
emphasized that employees are given more motivation and become more productive
by giving them incentives. They have come to conclusion that the prospect of a
reward is a potent motivator for workers. They also added other motivator such as
job happiness, employment stability, career advancement, and pride in one’s
achievements which are similar to the present study because those are some of the
ways on how an employer should value their employees, however, the present study
is looking for the impacts on how an employer values their employees here in
Batangas City.
The study conducted by Bentinio et. al has similarities to the study conducted
by Milton as both of the study discussed the importance of giving rewards and
incentives to employees. They explained that giving rewards and incentives can
motivate and encourage employees to put extra effort to their jobs. Both studies
reasoned that nobody takes action without having a reason for doing so. Rewards
and incentives will serve as the trophy of the employees. Meanwhile, their studies
have differences. The study of Bentinio focused on incentives which can also serve
as a reward for the employees. Milton, on the other hand, enumerated the other
motivators for employees such as happiness, employment stability, career
advancement, and pride in one’s achievements.
The study of Burton, determined that most employers nowadays would like
to have motivated employees that are prepared to work, but they do not know what
really drives people. Burton emphasized that for an employee to succeed in their
job, there are certain requirements that must be fulfilled. Likewise, the present study
both stated that employees also need to feel motivated and that employees should
feel valued in their workplace. However, the present study and the study conducted
by Burton differ in some ways. The present study aimed to know the different
impacts of valuing employees on the growth of a business while the study of Burton
focused on the different motivational theories that an employer should apply in their
workplace. In addition, it focused on the different strategies that an employer may
use to motivate their employees.

As discussed by Sakanau and Charni, the satisfaction and loyalty of the
customer are crucial goals for any firm. Customer perception of value is influenced
by employee conduct and attitude toward providing services. The study of Sakanau
and Charni is similar to the present study because both of the study tackled about
the behavior of an employee in a firm. Both studies discussed how the behavior of
an employee affects his work performance. In contrast, the study of Sakanau and
Charni focused on customer satisfaction. Their study is about how does the behavior
and attitude of an employee affects the satisfaction of their customers.
The study of Burton and the study of Sakanau and Charni are somewhat
related as the study of Burton is about how the behavior of an employee affects their
work performance which is related to customer satisfaction. If an employee is doing
his job properly and fulfilling his requirements and responsibility as an employee
then he can meet the satisfaction of their customers. On the other hand, the two
studies have differences. The study of Burton aimed to know the different strategies
to motivate the employees to put more effort in work while the study of Sakanau
and Charni focuses on the customer satisfaction which can only be obtain if an
employee performs well in their job.
The study of Desler’s was similar to the study of Sumilan et.al. because both
studies tackled about relationship between the company and employees. Desler’s
give employees feedback with the goal of motivating them to improve upon their
performance flaws or sustain above – average performance. Then, there was

Sumilan et.al discussed about the relationship between working environment and
employee performances. And that in order to ensure employee productivity and
prevent unneeded stress on the staff, this can affect how well they function at work.
They differ on objectives of the study. The objective of Desler’s is to determine the
actual performance of the personnel and each organizational would need staff who
can evaluate performance in relation to those criteria while Sumilan et.al study is to
explore the relationship between the working environment and employee
performance.
The study of Sumilan et .al and the present study has similarities because
they both discussed the impact of valuing the employees in businesses. However,
they differ in variables. Sumilan’s study includes job satisfaction while the present
study is employee needs, employee attitude and manager capacities. On the other
hand, the study of Desler was different from the present study because Desler’s
study tackled mainly about the employees’ attitude while the present study
discussed about how treating employees good impacted in the growth of the
business. However, Desler and the present study have similarities because of their
respondents. Employees were their respondents because they both aimed to
determine the effect of the behavior and treatment that affects the business to grow.
Gabcanova’s study and the current study is similar because it both tackled
about the employees. It determines how employees are being treated or valued. It
also includes their importance to a company or a business which the owners must
satisfy their employees in order to do a good job and help the business to grow. On
the other hand, the difference of Gabcanova’s study to the current study is that it
includes the growing satisfaction of customers which the current study only focused
about the impact of valuing employees.
To compare with Murhadi’s study to the current study, both mentioned about
the employees that are being valued or treated good. Both studies included the
performance of an employee to their job if they are being satisfied with what their
boss or the business owners show and give to them. It tells employees that are being
valued perform their tasks well, feel motivated and exert their efforts to do their job
that are assigned to them. While the difference of Murhadi’s study to the current
study is that it includes different variables of the employees’ different ways of
motivation which it does not include to the discussion of the current study.
Conceptual Framework
Valuing employees in every way the business owners can and even the
people in higher position is significant and a must in establishing a business. Mainly
because employees contribute a lot in the business including their time, effort, and
hard work. For these reasons, they deserve to be valued, appreciated and rewarded
even in the simplest ways. Appreciating the hard works of the employees can boost
their productivity that will lead to achieve the goals of the business and will affect
the growth of its success. Employees will stay in the business because they want a
job where their efforts are being valued because they will be motivated to function
properly.
The foregoing concepts were used as basis for developing the study’s
research paradigm as presented in Figure 1. As shown in the figure, the Input-
Process-Output (IPO) model was adopted in depicting the conceptual framework of
the study.
Indicated in the input box are the questions that need to be answered to reach
the objectives of this study. These questions were answered by the respondents to
determine the impact of valuing employees on the growth of businesses in Batangas,
City.
The process box contains the data gathering instrument, which is the
questionnaire that was used to gather data in order to answer the research questions.
The output box presents the output of the study, which is the informative
flyers to give strategies that will help the people in higher position treat their
employees better.
INPUT PROCESS OUTPUT
• Factors the
employees consider
in staying in a certain
company
• Benefits, rewards
and incentives the

➢ Conducting a Informative flyers
employees get in survey
➢ Questionnaires
their workplace
• Effects of
employees'
appreciation in their
productivity in
making sales
• Effects of
employees' Figure 1.1
relationship to
Research Paradigm in the Impact of Valuing Employees in the Growth of
employee to the
Businesses in Batangas City
growth of the
business
Definition of Terms
For a better understanding of the study, the following terms are defined
conceptually and operationally.
Business growth. It refers to a process to reach a certain grow, it needs new
ways to make money (Keenan, 2022). In this study, it refers to the progress of the
business over time.
Efficient. This term refers to the ability to do tasks without wasting time or
energy, especially in obtaining desired results (Banton, 2022). In this study, it refers
to accomplish the desired outcome with the least amount of time, effort, and
resources wasted.
Ethics. It refers to moral standards that direct how someone acts or how
something is done (Oxford Language). In this study, ethics refers to how the
employees behave in their workplace.
Informative flyer. This term refers to a printed piece of paper with
information on a specific occasion, company, commodity, or service. (Kaur, 2023).
In this study, it refers to the output of this study that consist of information that can
help employers and owners to treat their employees better.
Incentives. This term refers to something that inspires or has the potential to
inspire resolve or action (Merriam Webster Dictionary). In this study, this term
refers to the rewards that are being given to the employees that drives them to be
more productive and motivated.
Raw Materials. It refers to the supplies or inventory that a business requires
to produce its goods (Indeed Editorial Team, 2023). In this study, this term refers to
the supplies or inventory that a business requires to produce products.

CHAPTER III
RESEARCH METHOD AND PROCEDURE
This chapter presents the research design, the subjects of the study, data
gathering instrument used, the data gathering procedure, and statistical treatment of
data.
Research Design
The study was conducted through the use of quantitative research design to
determine the impact of valuing employees in the growth of businesses in Batangas
City. This research was appropriate for this study because its main goal was to
gather data that were used to find answers to the questions raised.
As defined by Pritha Bhandari (2020), the process of gathering and
interpreting numerical data is known as quantitative research. It can be used to
identify trends and averages, formulate hypotheses, examine causality, and
extrapolate findings to larger populations.
Subjects of the Study
The respondents of the study were employees of businesses around Batangas
City. The respondents were chosen through a random sampling. They were the
respondents to this study because they are the ones who can give answers to the
questions raised regarding the impact of valuing employees on the growth of
businesses in Batangas City.
Data Gathering Instrument
The researchers made use of a questionnaire in gathering the needed data.
This served as the main tool to generate data on the impact of valuing employees
in the growth of businesses in Batangas, City.
Questionnaire. The questionnaire was the primary data gathering instrument
constructed by the researchers. The items in the questionnaire were derived from
reading related literature, studies, and observation of the existing conditions of
employees in Batangas City. It was designed to determine how employees are being
treated by their employees and owner at their workplace.
Construction. The researchers constructed a questionnaire which was the
primary gathering instrument. They reviewed books, journals, magazines, theses,
and dissertations, and some questionnaires to gain insights on concepts that could
be use as bases of items for the data gathering tool. Having gathered adequate
information, they made a draft of the questionnaire which was presented to the
adviser for correction and possible suggestions.
Validation. To determine the validity of the questionnaire, it was presented
to some practitioners for content validation. Their comments and suggestions were
taken into consideration in revising the draft to improve the content of the
questionnaire. The researchers made the final copy for reproduction.
Administration. The copies of the questionnaire were distributed personally
by the researchers to the different employees in Batangas City. The assistance of the
school administrator was sought to facilitate the administration of the data-gathering
instrument and the retrieval of the accomplished questionnaires.
Scoring of responses. The items in the questionnaire were scored based on
the Likert scale with four as the highest score and one as the lowest score. Equivalent
verbal descriptions were also provided
Option Scale Range Verbal Interpretation
4 3.50 - 4.00 Strongly Agree
3 2.50 - 3.49 Agree
2 1.50 - 2.49 Disagree
1 1.00 - 1.49 Strongly Disagree
Data Gathering Procedure
The researchers made a validation letter, requesting permission for their
students to look for employees around Batangas City to serve as respondents of the
study. After the letter was analyzed by the adviser, they went to the Branch
Administrator of Asian Institute of Computer Studies for the approval of the
questionnaire.
When the questionnaires were validated, they started the distribution of the
questionnaires. The researchers went to the different places to look for employees
who can participate in answering the questionnaire. They explained the purpose of
the study and discussed some important points in accomplishing the questionnaire.
Through the help of the teachers, the questionnaires were distributed to the
respondents. The accomplished questionnaires were retrieved on the same day. With
100 percent retrieval, the responses were tallied and tabulated for statistical
treatment of data. The assistance of the statistician was sought to ensure the
precision of statistical decisions, computation, and tabulation.
Statistical Treatment of Data
The four-point scale was used to interpret items in the questionnaire. These
responses were based on the respondent’s assessment on how valuing employees
affect the business growth in Batangas City.
In analyzing and interpreting the gathered data, the researchers used the
following statistical tools to produce quantitative and reliable results.
Frequency. This is used to evaluate and comprehend data set including age
and gender of the respondents.
Percentage. This is used to employ to determine the frequency counts and
frequency distribution of personal related variables of the respondents.

Weighted mean. This was used to determine the influence of certain
variables in assessing from the four-scale options. Of which 4 is the highest and 1
is the lowest value. Equivalent verbal descriptions were utilized to give
interpretation and meaning to the numerical data gathered.

CHAPTER IV
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter includes the presentation, analysis and interpretation of data
gathered from the questionnaire administered to the employees in Batangas City.
1. Profile of the Respondents
The 45 respondents from selected employees around Batangas City were
described in terms of gender and age. Tables 1 to 2 present the distribution of
respondents based on the aforementioned characteristics.
1.1 Gender. In general terms, sex refers to the biological differences between
the males and the females. As given in Table 1 shows that out of 45 respondents, 22
or 48.89 percent are males while 23 or 51.11 percent are females. Therefore, most
of the employees that participated in answering the survey are females.
Table 1
Distribution of respondents in terms of Gender
Gender Frequently Percentage
Male 22 48.89
Female 23 51.11
Composite Mean 45 100
1.2 Age. This refers to the length of time that a person or a thing has existed.
Table 1 presents the age of the respondents. As shown in the table, 9 or 20.00 percent
were 18-27 years old; 16 or 35.56 percent were 28-37 years old; 13 or 28.89 percent
were 38-47 years old; and 7 or 15.56 percent were Above 47 years old. It can be
seen in the table that most of the respondents were 28-37 years old while above 47
years old was the least.
Table 2
Distribution of the respondents in terms of Age
Age Frequency Percentage
18-27 years old 9 20.00
28-37 years old 16 35.56
38-47 years old 13 28.89
Above 47 years old 7 15.56
Composite Mean 45 100
2. The benefits, rewards, and incentives the employees get in their workplace.
Employee appreciation such as giving benefits, rewards, and incentives
drives the employees to work harder and be more efficient in their workplace.
Moreover, these rewards help the business to attract skilled employees that will help
the business to keep growing. Without these, the employees might leave in the
business that might result for a business to fail.
Table 3 shows benefits that employees’ gets in their workplace. The table
reveals that most of the respondents gets the 13 th month pay as a reward for their
hard work with a frequency of 11.00 or 24.44 percent. Followed by health insurance
with the frequency of 10.00 or 22.22 percent. Out of the 45 respondents, 9.00 or
20.00 percent answered that they got bonuses and raises as incentives in their
workplace. 4.00 or 8.89 percent received promotions while 3.00 or 6.67 percent
were given food as rewards. Followed by paid holidays, and recognition as
employee of the month with the frequency of 2.00 or 4.44 percent. Paid sick leave,
gift cards, and flexible work hours were answered by the respondents with the
frequency of 1.00 or 2.22 percent. Lastly, tuition reimbursement, retirement
benefits, referral programs, and training opportunities got 0.00 or 0.00 percent.
Table 3
Benefits, rewards, and incentives the employees get in their workplace
Benefits, rewards, and Frequency Percentage

incentives
Health Insurance 10 22.22
Paid sick leave 1 2.22
Free food 3 6.67
Double paid 1 2.22
Paid holidays 2 4.44

13th month pay 11 24.44
Promotion 4 8.89
Bonuses and raises 9 20.00
Gift cards 1 2.22
Tuition reimbursement 0 0.00
Retirement benefits 0 0.00
Referral program 0 0.00
Recognition as employee 2 4.44
of the month
Flexible work hours 1 2.22
Total 45 99.98
*Approximately 100% because there is a non - terminating or repeating decimals
3. Factors the Employees Consider in Staying in a Certain Company .
In terms of staying in a company or a business, employees have their own
reasons why they chose to keep staying. It is either the company runs the business
well, the employers treat their employees fair, and the employee receives
recognition. One thing is for sure, the employees will no longer stay in the business
if they do not receive what they deserve. It is evident from the table that the weighted
mean ranges from 3.04 to 3.56, obtaining a composite mean of 3.34.
It can be seen in the table that the two statements were strongly agreed
by respondents; company provides rewards and incentives with the weighted mean
of 3.56; and employees are being treated fairly with the weighted mean of 3.73.
Followed by employees trust the business and the business leaders with the
weighted mean of 3.49, verbally interpreted as agree. The respondents strongly
agreed because no employees will stay in a business if they are not being treated
fairly and not being appreciated by giving rewards and incentives. In addition, if the
employers run the business well, then the employees will trust the business because
they know it will last long that will allow them to stay and work longer in the
business.
Moreover, the least agreed statements by the respondents and verbally
interpreted as agree. These statements are: company offers professional
development opportunities with the weighted mean of 3.04; company has a healthy
workplace/environment with the weighted mean of 3.13; and employees has a good
relationship with their co-workers and bosses with the weighted mean of 3.20. It is
least agreed by the respondents because their company only focus on earning and
doing their jobs without thinking that employees cannot get professional skills.
Also, some of the employees does not have a good relationship with their bosses
and co-workers that results of having a poor environment.
To sum up, the respondents agree that there are factors that the employees
consider in staying in the company with the composite mean of 3.34, verbally
interpreted as agree. It is for the reason that, nowadays employees will not settle for
a business that they do not benefit because they know on themselves that they
deserve more than that since they are doing their best and they invest their time and
effort in it.
Table 4
Factors employees consider in staying in company
Items Weighted mean Verbal Interpretation
Company provides rewards and 3.56 Strongly Agree

incentives.
Company offers professional 3.04 Agree

development opportunities.
Company has a healthy 3.13 Agree

workplace/environment.
Company gives respect and trust 3.29 Agree

to their employees.
Employees love what they do at 3.31 Agree

their work.
Employees have mentors who 3.29 Agree

encourages them.
Employees are being treated 3.73 Strongly Agree

fairly.
Employees has a good 3.20 Agree

relationship with their co-
workers and bosses
Employees performance is being 3.40 Agree

recognized and appreciated.
Employees trust the business and 3.49 Agree

the business leaders.
Composite mean 3.34 Agree

It can be seen in the table that the two statements were strongly agreed by
respondents; company provides rewards and incentives with the weighted mean of
3.56; and employees are being treated fairly with the weighted mean of 3.73.
Followed by employees trust the business and the business leaders with the
weighted mean of 3.49, verbally interpreted as agree. The respondents strongly
agreed because no employees will stay in a business if they are not being treated
fairly and not being appreciated by giving rewards and incentives. In addition, if the
employers run the business well, then the employees will trust the business because
they know it will last long that will allow them to stay and work longer in the
business.
Moreover, the least agreed statements by the respondents and verbally
interpreted as agree. These statements are: company offers professional
development opportunities with the weighted mean of 3.04; company has a healthy
workplace/environment with the weighted mean of 3.13; and employees has a good
relationship with their co-workers and bosses with the weighted mean of 3.20. It is
least agreed by the respondents because their company only focus on earning and
doing their jobs without thinking that employees cannot get professional skills.
Also, some of the employees does not have a good relationship with their bosses
and co-workers that results of having a poor environment.
To sum up, the respondents agree that there are factors that the employees
consider in staying in the company with the composite mean of 3.34, verbally
interpreted as agree. It is for the reason that, nowadays employees will not settle for
a business that they do not benefit because they know on themselves that they
deserve more than that since they are doing their best and they invest their time and
effort in it.
4. Employee appreciation affect the productivity of employees in making
sales.
When employees are motivated, they are more driven to work harder. As a
result of that, the employees can make more sales that will help the business to be
more profitable and grow continuously. But in order for that to happen, the
business or the employers must motivate and appreciate their employees for them
to be more productive. It is evident from the table that the weighted mean ranges
from 3.62 to 3.93, obtaining a composite mean of 3.78.
It can be seen in the table that the respondents strongly agreed that employee
appreciation will lessen the laziness of employees with the weighted mean of 3.91;
there will be harmony and tranquility in the workplace as a result of healthy
interactions between the employees and employers with the weighted mean of 3.93;
and companies are more likely to find effective, dependable staff with the weighted
mean of 3.93, verbally interpreted as strongly agree. It is for the reason that
employees are aware of how employee appreciation can affect the employees’
performance since they have experience about it. Without the employers’
appreciation, employees will not be motivated to their jobs that makes the
employees to be unmotivated to do their work or act on their workplace.

Moreover, the least agreed by the employees are employees will not hesitate
to stay in the business with the weighted mean of 3.69; the chance of the business
going bankrupt is low because the employees are efficient with the weighted mean
of 3.64; and the business will achieve its goals and objectives with the weighted
mean of 3.62. These statements are the least strongly agreed by the employees
because they know that the success of business does not only depend on the
productivity of the employees because the interest of the buyers or customers is still
the major factor.
To sum up, the respondents strongly agreed that when employees are being
appreciated by the company, they are more willing to give extra efforts in order to
make sales and for business to gain and earn profit with the composite mean of 3.78,
verbally interpreted as strongly agree. The respondents knows that employee
appreciation has really a good impact for both the business and the employees since
a productive employee can contribute greatly to business growth and success.

Table 5
Employee appreciation affect in making sales
Statements Weighted Verbal

Mean Interpretation
1. Profits increased because employees are 3.71 Strongly
more motivated Agree
2. Employees can provide better service to 3.78 Strongly
customers Agree
3. Employee appreciation will lessen the 3.91 Strongly
laziness of employees Agree
4. Many good opportunities will come due to 3.80 Strongly
the good performance of the employees Agree
5. The chance of the business going bankrupt 3.64 Strongly
is low because the employees are efficient Agree
6. Employee appreciation will result in 3.82 Strongly
immediate growth of the business Agree
7. There will be harmony and tranquility in 3.93 Strongly
the workplace because of healthy Agree
interactions between the employees and
employers.
8. Companies are more likely to find 3.93 Strongly
effective, dependable staff Agree
9. Employees will not hesitate to stay in the 3.69 Strongly
business Agree
10. The business will achieve its goals and 3.62 Strongly
objectives. Agree
Composite mean 3.78 Strongly
Agree
5. Employer’s relationship to employee affect the growth of the business
In life, every relationship that a person has a positive and negative impact on
how a person behave. Just like in business, an employee that has a good relationship
with their employees boost their productivity to contribute more on the business.
Table 6
Employer’s relationship to employee affect the growth of the business
Statements Weighted Verbal

Mean Interpretation
1. Employees and employers’ healthy relationship helps in 3.78 Strongly Agree

making long-term profits and generating sustainable growth.
2. Employees and employers’ good relationship will lead to the 3.91 Strongly Agree
ultimate success of organization
3. Employees encouragement helps the employee to do their work 3.89 Strongly Agree
more confidently
4. Employees and employers will work effectively and efficiently 3.76 Strongly Agree
5. Employees will have a good relationship with the customer 3.82 Strongly Agree
6. Employees will trust and stay in the business 3.91 Strongly Agree
7. Healthy relationship between the employee and employers 3.91 Strongly Agree
allows both to trust each other regarding decision making.
8. Healthy relationship results to a healthy environment 4.00 Strongly Agree
9. A healthy relationship between the employees and employers 3.67 Strongly Agree
will result to increase the market share
10. A good relationship between the employees and employers has 4.00 Strongly Agree
a positive impact on the company’s growth and revenue
Composite Mean 3.86 Strongly Agree
It is evident in the table that the respondents strongly agree that healthy
relationship results to a healthy environment with the weighted mean of 4.00; a good
relationship between the employees and employers have a positive impact on the
company’s growth and revenue with the weighted mean of 4.00; and healthy
relationship between the employee and employers allows the both of them to trust
each other regarding decision making with the weighted mean of 3.91, verbally
interpreted as strongly agree. It is for the reason that aside from employee
appreciation, a healthy relationship between employees and employers will allow
both of them to work comfortably and confidently in their workplace. The bond that
they will have can be the foundation of their business that will make it stronger and
will be the reason of their success.
On the other hand, the least answered by the employees were employees and
employers’ healthy relationship helps in making long-term profits and generating
sustainable growth with the weighted mean of 3.78; employees and employers will
work effectively and efficiently with the weighted mean of 3.76; and a healthy
relationship between the employees and employers will result to increase the market
share with the weighted mean of 3.67. Although these are the least three statements,
the employees strongly agreed that the relationship between employers and
employees has an impact on the ability of the company to gain and earn money, as
well as the ability of the company to keep growing.
To sum up, the respondents strongly agreed that the relationship between the
employees and employers can affect the growth of the business because if both
parties do not have a good relationship with each other then it will be hard for them
to communicate and understand their wants and needs. The company or business
will continue to keep growing if they will build a relationship with each other. It is
verbally interpreted as strongly agree with the composite mean of 3.86.

CHAPTER V
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
This chapter presents the summary of findings, conclusions, and
recommendations of the study.
Summary of Findings
This study aimed to determine how the businesses in Batangas City value
their employees.
Specifically, it seeks to answer the following questions:
1. What is the demographic profile of the respondents in terms of:
1.1 Age
1.2 Gender
2. What are the factors the employees consider in staying in a certain company?
3. What benefits, rewards and incentives do employees get in their workplace?
4. How does employees’ appreciation affect their productivity in making sales?
5. How does employer’s relationship to employee affect the growth of the business?
6. What informative materials may help the people who is in higher position to treat
their employees better?
The type of research used in this study was descriptive, with a questionnaire
as the instrument for gathering data from 45 employees here in Batangas City . The
statistical tool used were percentage and weighted mean. From the data gathered,
the following findings were reveals.

From the data gathered, the following findings were reveals.
1. Characteristic of the Students
1.1 Gender. Out of the 45 respondents, 22 or 48.89 percent were males and
23 or 51.11 percent were females.
1.2 Age. Out of the 45 respondents, 9 or 20.00 percent were 18-27 years old;
16 or 35.56 percent were 28-37 years old; 13 or 28.89 percent were 38-47 years old;
and 7 or 15.56 percent were Above 47 years old.
2. The benefits, rewards, and incentives the employees get in their workplace.
Giving employees bonuses, awards, and incentives makes the employees
more productive 13th month pay was the most answered by the respondents with the
frequency of with a frequency of 11.00 or 24.44 percent.
3. Factors the Employees Consider in Staying in a Certain Company
There are factors employees consider when they are staying in a business, as
shown by the composite mean of 3.34. The top three factors were employees trust
the business and the business leaders; company provides rewards and incentives;
and employees are being treated fairly. Their weighted mean ranges from 3.49 to
3.91.
4. Employee appreciation affect the productivity of employees in making sales.
The relationship of the employers to its employees can affect the productivity
of an employee which might result to making low sales. The top three statements
are that employee appreciation will lessen the laziness of employees; there will be
harmony and tranquility in the workplace as a result of healthy interactions between
the employees and employers; and companies are more likely to find effective,
dependable. The weighted mean ranges from 3.91 to 3.93.
5. Employer’s relationship to employee affects the growth of the business.
The status of the employees and employers in their workplace always have
an impact on the growth of the business. All of the statements were answered
strongly agree by the respondents. The top three are: employees and employers’
good relationship will lead to the ultimate success of organization; healthy
relationship results to a healthy environment; and a good relationship between the
employees and employers has a positive impact on the company’s growth and
revenue. The weighted mean ranges from 3.91 to 4.00.
6. Flyer
The informative flyer, the output of the study, composed of all the
information that will help the employers or business owners to treat their employees
better. Through the output, employers will be able to treat their employees right and
give the things that their employees deserve.

Conclusion
Based on the findings, the conclusion are drawn:
1. Out of the 45 respondents, there are more females than males, and the
majority of them are 28-37 years old.
2. Encouraging workers to work harder, be more productive, and find
appropriate applicants, employers can avoid failure by providing bonuses,
prizes, and incentives.
3. Employees stick with a company if it runs efficiently, compensates its staff
honestly, and rewards them. The majority of respondents indicated that in
order to consider sticking with a company, they would like to be treated fairly
as employees.
4. Employee appreciation is a key step to the business success. Increasing
employee motivation results in greater productivity, earnings, and business
expansion.
5. Productivity in the workplace can benefit from positive relationships. The
company or corporation will continue to grow if they can connect with one
another.
6. The informative flyers intended to provide employers a better awareness of
the need of treating their own employees with respect. This output provides
tips on how to respect and value employees properly for employers

Recommendations
In the light of the findings and conclusion of the study, the following
recommendations are hereby endorsed.
1. Employers and business owners may build a good and healthy relationship with
their employees that will result of having a healthy workplace.
2. Incentives and rewards may be given to the employees as a token of appreciation.
3. Employees can find a place where their efforts and hard works are valued.
4. Building relationship can be implemented as a strategy to help the business grow
and succeed.
5. This study can be viewed as source, as well as to understand the importance of
valuing employees for the growth of the business.

BIIBLIOGRAPHY
A. THESES AND DISSERTATIONS
Estacio and Cabrera. “Job Attitude as a Factor on Employees Performance”
2018
Sakanau and Charni. “Perception on employees Attitude and Behaviour”
2021
Desler. “The Importance of Employee evaluation” 2008
Dina Weheba et.al. Connections between customers' perceptions of service
quality, employees’ positive and negative behaviors, and overall customer
satisfaction” 2008
B. ELECTRONIC RESOURCES
Incentives as employee’s motivation. Retrieved from
https://www.researchgate.net/publication/338690469_Effects_of_Incentives_o
n_Employees_Productivity
Kimberly Leonard (2019) Incentives to attract employees. Retrieved from
https://smallbusiness.chron.com/importance-employee-performance-business-
organizations-1967.html
https://www.researchgate.net/publication/337411390
Bhandari (2022) What is quantitative research? Retrieved from
https://www.scribbr.com/author/pritha/page/7/#:~:text=Published%20on%2
0June%2012%2C%202020,generalize%20results%20to%20wider%20populati
ons
The impact of valuing employees. Retrieved from
https://recognizeapp.com/cms/articles/how-employee-motivation-impacts-
organizational-performance
APPENDECIES
CURRICULUM VITAE
Personal Information
Name: Lhyca F. Fruelda
Nickname: Lhyca
Gender: Female
Birthday: May 27, 2004
Age: 19
Civil Status: Single
E-mail.com: [email protected]
Birth Place: Batangas City
Home Address: Ilang-Ilang St. Batangas, City
Religion: Roman Catholic
Parents: Rod F. Fruelda
Margie F. Fruelda
School Address: P. Burgos cor. Alegre St., Barangay 11, Batangas City
EDUCATIONAL ATTAINMENT
Elementary School: Herrera Oriental Mindoro
Junior High School: Batangas National High School
Senior High School: Asian Institute of Computer Studies - Batangas
Track/Strand: Academic/Accountancy, Business, and
Management Stran
Name: Lorenz M. Galvez
Nickname: Renz
Gender: Male
Birthday: October 25, 2004
Age: 18
Home Address: P. Herrera Street Batangas City
Parents: Lorna M. Galvez
Zaldy R. Galvez
Elementary School: Batangas City East Elementary School
Management Strand
Name: Fritz Marielle E. Maalihan
Nickname: Fritz
Gender: Female
Birthday: September 28, 2005
Age: 17
Home Address: Wawa, Batangas City
Parents: Mia Flor E. Maalihan
Freddie A. Maalihan
Elementary School: Wawa Elementary School
Track/Strand: Academic/Accountancy, Business, and Management

Name: Ralph Joshua S. Ortiz
Nickname: Ralph
Gender: Male
Birthday: July 9, 2005
Age: 17
Birth Place: Manghinao, Bauan Batangas
Home Address: Sta. Rita Karsada, Batangas City
Parents: Elizabeth Ortiz
Renato Ortiz
Elementary School: Sta. Rita Elementary School
Junior High School: Sta. Rita National High School
Managemen
Name: Sarah Mae F. Percera
Nickname: Sarah
Gender: Female
Birthday: October 18, 2004
Age: 18
Birth Place: Malitam, Batangas City
Home Address: #044 Camia St., Malitam, Batangas City
Parents: Gemma F. Percera
Federico F. Percera
Elementary School: Malitam Elementary School
Management Strand

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ASIAN INSTITUTE OF COMPUTER STUDIES

THE IMPACT OF VALUING EMPLOYEES ON THE GROWTH

The researchers would like to express their heartfelt gratitude to everyone

that the researchers owe a lot of gratitude.

success of this research.

this study through his approval.

schedule and academic works.

support and patience in checking the grammar of the research.

of the academic and non-academic challenges.

strength and enlightenment of our minds, to our beloved family

Mr. Rod F. Fruelda and Mrs. Margie F. Fruelda

Mr. Zaldy R. Galvez and Mrs. Lorna M. Galvez

Mr. Freddie A. Maalihan and Mrs. Mia Flor E. Maalihan

Mr. Renato S. Ortiz and Mrs. Elizabeth S. Ortiz

Mr. Federico F. Percera and Mrs. Gemma F. Percera

people who helped me and guided us as we mold our future.

Title : The Impact of Valuing Employees on the Growth

of Businesses in Batangas City

Authors : Lhyca F. Fruelda

Fritz Marielle E. Maalihan

Ralph Joshua S. Ortiz

Sarah Mae F. Percera

Type of Document : Quantitative Research

Academic/Strand : Academic Track

Accountancy, Business and Manangement

Adviser : Angel Jyra D. Dejucos, LPT

relationship of employer to its employees has a huge impact on the growth of a

business since treating employees well is a must. Through building a healthy

employers allows them to be more driven at their work.

The informative flyer created by the researchers was made to educate

Statement of the Problem………………………………………

Scope and Limitation of the Study…………………………….

Significance of the Study………………………………………

II.REVIEW OF THE LITERATURE

III.RESEARCH METHOD AND PROCEDURE

Subjects of the Study……………………………………...

Data Gathering Instrument………………………………..

Data Gathering Procedure………………………………...

Statistical Treatment of Data……………………………....

IV.PRESENTATION, ANALYSIS, AND INTERPRETATION OF

Profile of the Respondents………………………………..

The benefits, rewards, and incentives the employees get in

Factors the Employees Consider in Staying in a Certain

Employee appreciation affect the productivity of employees

Employer’s relationship to employee affects the growth of

V.SUMMARY, CONCLUSIONS, AND RECCOMENDATIONS

1 Research Paradigm on the Impact of Valuing Employees

in the growth of businesses in Batangas City……………

1 Distribution of respondents in terms of Gender……………….

2 Distribution of respondents in terms of Age…………………..

3 The benefits, rewards, and incentives the employees get in

4 Factors the Employees Consider in Staying in a Certain

5 Employee appreciation affect the productivity of employees

6 Employer’s relationship to employee affects the growth of

BACKGROUND OF THE STUDY

to take. In order for a business to succeed, cooperation is needed, and most

person who helps run the business.

professionally. Employees have the responsibility to make customers satisfied with

The characteristics that they should have been professionalism, hardworking,