Challenges That Confront Casual Minimum Wage Earners in Philippines - Essay Example

?Department of Psychology Scientific Merit Review (SMR) Qualitative Methods Version Scientific Merit Process Dissertation researchers will use this form to complete the process of scientific merit review (SMR). The goals of this process are to (a) facilitate the planning of a dissertation research project, (b) evaluate scientific merit, and (c) evaluate your proposed methodology. Scientific Merit The following criteria will be used to establish scientific merit. The purpose of the review will be to evaluate if the study: Advances the scientific knowledge base. Makes a contribution to research theory. Meets certain "Hallmarks" of good research methodology. Section 1: Learner and Topic Information 1.1 Learner Information Learner Name: Benjamen A. Fishman Specialization: General Psychology Learner Phone number: 81-080-3408-9208 Mentor Name: Joel Widzer, Psy. D. Mentor Email: joel.widzer@capella.edu Mentor Phone Number: 714 544 2855 Specialization: IO Psychology Specialization Chair: Rebecca Loehrer 1.2 Research Question What are the Challenges that Confront Casual Minimum Wage Earners in the Services Sector in Manila, Philippines? How Do Minimum Wages Affect Emotional Well-Being and Job Productivity? 1.3 Proposed Dissertation Title: "Understanding Challenges that Confront Casual Minimum Wage Earners in the Services Sector in Manila, Philippines and its Effect on Emotional Well-Being and Job Productivity." 1.4 Research Topic This qualitative study will address the unique challenges that confront casual minimum wage earners in Manila, Philippines, particularly those in the services field or sector, and to determine the impact of earning minimum wages on the workers’ emotional well-being and job productivity. The study would likewise specifically identify the emotional effect of earning minimum wages and how earning on that level contributes to the attainment of organizational goals through performance evaluations conducted on their overall productivity in the work setting. 1.5 Need for the Study This case study on the experiences and challenges that confront casual minimum wage earners in the services sector in Manila, Philippines and how minimum wages affect emotional well-being and job productivity would be relevant to the field of Industrial-Organizational Psychology. Describing challenges that affect casual minimum wage workers' job productivity and emotional well-being provide a greater and genuine understanding of minimum wage earners, which comprise 59 percent of the population or approximately 36.2 million (DOLE, 2011). The study sheds light on the combinations of factors or steps that companies should take to optimize employee productivity and prevent employees to quit while making it a more desirable place to work, as well as the ways by which families, communities, counseling practitioners and institutions might become more aware of their needs. The Philippines is a country that has one of the biggest available pools of qualified workers (aged 15-64) in the world in absolute terms at 36.2 million, increasing by an average of more than 2 percent in the last three years (DOLE, 2011). The country ranks as the 13th largest in the world behind countries like Vietnam, Japan, and Mexico. This proportion of employed working people in the Philippines constitutes 59 percent of the population, a relatively large percentage that belongs to the upper-third in the world ranking (DOLE, 2011). Most of these employed workers are reportedly in the Services field or sector (50 percent), followed by Agriculture (34 percent) and Industry (15 percent) with the lowest share (DOLE, 2011). There has been a considerable employment growth in each of the Services and Industry sector of about 4 percent since 2009 while employment in the Agricultural sector has been fluctuating (DOLE, 2011). A large portion of these employed workers are salary/wage workers (DOLE, 2011). This sizable percentage of casual minimum wage earners in the country makes understanding the challenges that they confront and its impact to their performance or productivity important. Employee productivity and/or human capital are considered one of the principal drivers of corporate success and competitive ability (Richardson, 2006). However, highly skilled and motivated teams can be difficult to form and retain in poorly developed labor markets. Factors which influence or place much pressure on organizations to harness employee motivation and productivity (French, Rayner, Rees & Rumbles, 2005, p. 157) include the turbulent business environment, intensity of competition created by globalization, demographic changes and technological development. In the Philippines, where analysis of labor force survey since early 1992 revealed a broad shift from self-employment to wage or salaried employment, particularly, casual wage employment, across a wide range of production sectors (Hasan & Jandoc, 2010), employee turnover and tackling the slow growth of wages and earnings is reportedly a major concern, especially for employees of the services sector. Recruiting more experienced employees to this sector has been known to be difficult because of the routinary work that is required, the fast-paced, process-driven, monotonous and high pressure environment that employees would have to contend with (Muller & Woods, 1994 in DiPrieto & Pizam, 2007). This qualitative study explores and describes these challenges to employee productivity among casual minimum wage earners in the services sector Manila, Philippines. It will look into the set of variables related to job satisfaction and motivation, in general, and in a casual minimum wage earner's decision to quit or continue working, in particular. Job satisfaction has been defined as the fit or measure between what employees intend to derive or gain from work and their actual experience (Beck, 2000). Accordingly, there are intrinsic and extrinsic sources of job satisfaction; single-stranded or more complex and multi-stranded orientations to job satisfactions; as well as internal and external factors of job satisfaction. There are also psychological and socially generated job expectations (Parker, 2007). Job motivation, on the other hand, has been defined as employees' willingness to perform and/or productivity at work (French, Rayner, Rees & Rumbles, 2005, p. 157). It refers to forces within an individual that account for the level, direction and persistence of effort expended at work (Pinder, 2007). Level refers to the amount of effort a person puts forth. Direction refers to what the person chooses when presented with a number of possible alternatives, and persistence refers to how long a person sticks with a given action (Pinder, 2007). Work motivation is believed to be dependent on an employee's socio economic status, age, gender and nature of the job (Pinder, 2007). The study considers the aforementioned as it seeks provide insights into combinations of factors or steps that companies should take to prevent employees to quit while making it a more desirable place to work. The study takes into account all of the aforementioned as it also seeks to describe how minimum wages affect casual employees' emotional well-being, their views, beliefs, attitudes and dispositions in coping with challenges not only in the workplace but also in their personal and family lives. The study, in particular, shall look into the casual minimum wage earners' self reflective and regulatory capability, which essentially refer to or are related to people's beliefs in their capability to exercise influence over their own functioning and events that affect their lives (Rogelberg, 2012). Beliefs about personal efficacy are believed to be the foundation of motivation and accomplishment (Rogelberg, 2012). The study, in turn, could shed light on the reasons behind the reported largest outflow in Asia of both permanent emigrants and migrant labor over the last three to four decades (Tan, 2006). The number of Filipinos working and living abroad has reportedly reached almost eight (8) percent of the population and the yearly outflow of workers bound for an increasingly varied destinations and occupations is about 14 percent of the labor force (Tan, 2006). Section 2: Methodology 2.0 Methodology The research question--What are the Challenges that Confront Casual Minimum Wage Earners in the Services Sector in Manila, Philippines? How Does Minimum Wages Affect Their Emotional Well-being and Job Productivity? - shall be studied within the context of case study methodology, using data collection procedures advanced by Stake (1995) and Yin (2009). It is a single case study methodology, which seeks to explore and describe experiences of minimum wage earners as a bounded case (Yin, 1983). It is different from collective or multiple case studies in which the one issue or concern is selected but the researcher selects multiple case studies to illustrate the issue. The single case study is also different from the intrinsic case study in which the focus is on the case itself because the case presents an unusual or unique situation. The study's propositions, which direct attention to those that should be examined, center on: (1) minimum wage earners in Manila, Philippines; (2) how their minimum wage impact their emotional well being and their social and family lives; and (3) how these, in turn, affect employee productivity and turnover. Respondents shall be at least ten (10) casual minimum wage earners in the services sector in Manila, ten (5) females and (5) males. Data shall primarily be gathered through one-on-one interviews. Other sources of information shall consist of direct and participant observations, documents, and audio-visual materials. Consent of the respondents shall be asked and confidentiality and privacy shall be ensured throughout the entire period of data collection. Section 3: Advancing the Scientific Knowledge Base 3.1 Advancing Scientific Knowledge The implications in learning about the experiences and challenges that confront casual minimum wage earners in the services sector in Manila, Philippines; how minimum wages impact emotional well being and employee productivity are noteworthy, in terms of helping advance scientific knowledge in improving and/or enhancing the potential and quality of lives of minimum wage earners, which comprise 59 percent of the country's population or approximately 36.2 million, while also aiding studies in improving how companies in the services sector in Manila, Philippines optimize employee productivity. There are qualitative and quantitative studies on the challenges that casual minimum wage earners face, focusing on the key variables of employee's emotional well-being, their social and family lives; the effects on companies/firms; turnover rates; and prescriptive measures to increase productivity and loyalty; and reduce turnover (Richardson, 2010). The more recent studies on job retention and satisfaction among casual minimum wage earners, however, are limited to the Philippine agribusiness sector. The current study builds on these findings in order to determine the best approach for enhancing employee productivity among casual minimum wage earners in the services sector in Manila, Philippines. The current study shall also build on recent findings to shed light on the ways by which families, communities, counseling practitioners and institutions might become more aware of how these workplace challenges affect the emotional well-being of casual minimum wage earners in the services sector in Manila, exploring the ways by which their potential and quality of life are optimized. This case study therefore asks: What are the Challenges that Confront Casual Minimum Wage Earners in the Services Sector in Manila, Philippines? How Do Minimum Wages Affect Emotional Well-being and Employee Productivity? 3.2 Theoretical Implications The study intends to provide a description of challenges that casual minimum wage earners' in the services sector in Manila, Philippines experience and how minimum wages affect their emotional well-being, social and family lives, as well as their productivity at work. The study is expected to contribute to theories related to self reflective and regulatory capabilities, self-efficacy, job satisfaction and motivation, job productivity and job turnover. In particular, the study looks into key models and theories that attempt to explain how workplace experiences influence self reflective and regulatory capabilities of casual minimum wage earners in the services sector. The study looks into job satisfaction and motivation models and theories classified into content and process theories (Beck, 2000). Content theories of motivation are concerned with what is within the employees and their environments that energize them and sustain their behavior. They include: Herzberg's two-factor theory; Maslow's need hierarchy; and Alderfer's ERG theory (Beck, 2000). Process theories of motivation, on the other hand, try to provide an understanding of the cognitive processes that take place within the minds of employees in order to motivate them. They include: Equity theory; Vroom's Instrumentality-Expectancy (VIE) theory; behavior theory and goal-setting; Locke's theory of goal setting; and the job characteristics model (Beck, 2000). The study looks into models that attempt to explain employee turnover as well. Turnover refers to whether an employee stays or leaves and is defined in terms of voluntariness, avoidability, and functionality (Hausknecht, 2007). Like job satisfaction models, models for employee turnover also refer to general theories of motivation. But they also illuminate drivers behind one's contemplation and actual decision to leave an organization. They also attempt to explain drivers of job motivation within the context of keeping or leaving a job, unlike the broad explanations offered by general motivation theories. They shall be useful in choosing which job satisfaction and motivation theories and models are most applicable in understanding experiences of casual minimum wage earners in service industries in Manila, Philippines, ensuring optimizing their and the company's productivity, and reducing turnover. 3.3 Practical Implications The study shall aid in the formulation of appropriate interventions for increasing the casual minimum wage employees' ability to cope and deal with workplace challenges, which in turn could result to increasing their potential and quality of life, and improving their and the company's productivity. The study shall also aid in the development of successful education on casual minimum wage earners, and guide future research in the ways in which: emotional well-being is ensured among members of the society which comprise the majority; and productivity is improved amid the current and emerging work challenges. On a broader scale, this study could shed light on ways families, communities, counseling practitioners and institutions might become more aware or cognizant of minimum wage earners' essential needs and/or motivating factors. Section 4: Contributions of the Proposed Study to the Field 4.1 Contributions to the Field The study intends to contribute to the field of psychology by providing and aiding further research in clinical, cognitive, developmental, industrial-organizational, personality and social psychology. Section 5: Methodology Details 5.1 Purpose of the Study The purpose of the study is to explore key variables in the workplace challenges that casual minimum wage earners in the services sector in the Manila, Philippines experience or confront, which subsequently affect their emotional well-being, human potential, job productivity and loyalty, and quality of life. The study will concentrate on such specificities as what causal minimum wage earners experience; its impact on their emotional well-being; why employees quit or why they continue working with the company; what can be done to improve employment conditions in the local environment; and how the company's human resource team can tailor career development programs for the betterment of the company and the employees. 5.2 Research Methodology The research method(s) that shall be used for this case study shall follow procedures by Stake (1995) and Yin (1984). The study shall be conducted in 18 months and shall involve twenty (10) casual minimum wage earners in the services sector in Manila, Philippines, ten (5) females and ten (5). The participants shall be asked two (2) broad questions and ten (10) open-ended questions. Data analysis shall follow steps advanced by Stake (1995): (1) analyzing information on episodes or explanations; (2) naturalistic generalizations; and (3) presentation of findings. A detailed discussion is provided in Section 5.8. 5.3 Population and Sample The study's population and sample shall consist of casual minimum wage earners in the services sector in Manila, Philippines. 5.4 Sampling Procedures Purposive sampling shall be used in selecting samples for this case study. Purposive sampling targets a particular group of people and is usually chosen when the desired population for the study is difficult to locate and recruit for a study. Recruitment through contact and screening to consenting to participate in the study shall be made. This entails inviting trans-cultural adolescents and making them understand the purpose of the study and their roles. It is important that they would give their consent to participating in the study and for trust and credibility be developed (Creswell, 2008). Factors related to considering the appropriateness of a site need to be considered as well (Creswell, 2008). 5.5 Data Collection Procedures Data collection procedures shall be divided into three (3) stages in over 18 months: the pre-data collection; the data collection; and post-data collection procedures. For pre-data collection, the following steps advanced by Stake (1995) and Yin (1984) shall be made: preparing a data gathering plan and checklist for case study proposal; preparing and executing sampling procedures; and pilot testing to refine interview questions and procedures. Preparing a data gathering plan consists of: 1. Identifying: the "case" or unit of analysis; the type of case study and case study design; 2. Preparing a list of research questions that proceed from being specific to normative and which have accompanying list of probable evidences (Yin, 1984, p. 72); 3. Identifying data sources, which shall consist of direct and participant observations, personal interviews; documents, and audio-visual materials (Stake, 1995; Yin, 1984); each method reinforcing the other; 4. Determining the place for conducting interviews and making a field visit (Yin, 1984, p. 85); 5. Preparing solutions for handling problems in data collection; 6. Ensuring adequate recording procedures; 7. Employing interviewers; and 8. Getting a professional transcription service and computer software to organize and maintain data. This also consists of allocating time for data collection, analysis, and presentation; identifying expenses for each of the specified activity; and intended reporting. Meanwhile, preparation of a checklist for reviewing a proposal to do a case study (Stake, 1995, p. 54) shall discuss ways by which communication has been employed; content conveyed; method used and the degree of extent of practicality of conducting the study (Stake, 1995, p. 54). For data collection, the following steps shall be taken: confirming with respondents of the specified and agreed on data, time and location of the interview; preparing interview materials; going over interview questions and their accompanying probable evidences; and conducting the open-ended interview (Yin, 1984, p. 83). During interviews, steps shall be taken to enable respondents to essentially be informants of the study (Yin, 1984, p. 83). Respondents shall be asked two (2) broad, general questions on their experiences as casual minimum wage earner: How would you describe the challenges that you experience (as a casual minimum wage earners in the services sector in Manila, Philippines)? How would you describe its effect to being productive at work? Describe the thoughts and emotions that come to mind. Participants shall also be asked the ten (10) open-ended or guiding interview questions. Other forms of data shall also be collected from the participants during and after the interviews, such as observations, journals, art, poetry, music, and other forms of art. For data analysis, the following steps advanced by Stake (1995) shall be taken: (1) analyzing information on episodes or explanations; (2) naturalistic generalizations; and (3) presentation of findings. A detailed discussion is provided in Section 5.8. 5.6 Guiding Interview Questions Guiding interview questions for this study shall center on concepts that enable minimum wage earners to describe experiences that form part of the case under study. These shall include such concepts as minimum wage; minimum cost of living; job satisfaction; job motivation and job turnover. Participants shall be asked to describe the thoughts and emotions that come to mind with each question. The approach on interviewing shall consider the amount of time needed for participants to be comfortable in conveying their thoughts and views. Audio recording shall be made. Patience shall be exercised; and biases and expectations shall be kept in close check. The 10 open-ended questions are: 1 What kind of work do you do? 2 What does your company do? Your company's goals? 3 How do you contribute to your company's goals? 4 What do you think of the current wage that you receive? Does it cover your and your family's basic needs? 5 What do you think of the amount of work that you make? Is the wage you are receiving fair enough for the amount of work that you provide? 6 How does one get an increase in wage in the company? Has there been any increase in your wage or pay after having spent at least a year in the company? 7 Have you thought about leaving your company? Why? Why not? 8 Have you thought about leading a group or managing your people in your company? Why? Why not? 9 What are the attributes of a good employee? 10 What are the attributes of a good employer? 5.7 Other Data Collection Procedures To provide casual minimum wage earners alternative ways by which they could express or talk about images or events that may be difficult to convey during interviews, the study shall encourage participants to submit journal entries, passages from literature, quotes, descriptive essences, objects or images. They will be told of these as soon as they are invited to join the study and will be collected on the scheduled dates of the interviews and after it. 5.8 Proposed Data Analyses Data analysis shall follow procedures advanced by Stake (1995), consisting of (1) analyzing information on episodes or explanations related to experiences in parenting of American expatriates while living in Japan through direct interpretation of the individual instance and categorical aggregation of instances (Stake, 1995, p. 74); (2) naturalistic generalizations; and (3) presentation of findings. The former shall consist of searching for meaning or patterns through reflecting and triangulating first impressions and simple meanings and undertaking audit trail or documentation that shall include memos about insights at different points in the process and analytic decisions made through the process. The latter shall consist of conclusions on personal, sensory experiences, account or story, emphasizing time, place and person/s involved (Stake, 1995, p. 87). Data presentation of findings, on the other hand, shall consist of explicit and well-cited description of methods and a thorough, detailed report of findings. Participant validation shall be undertaken. 5.9 Role of the Researcher Some of the pre-understandings, preconceptions and biases about this case study research on casual minimum wage earners in the services sector in Manila, Philippines include personal interactions with minimum wage Filipino workers abroad, while being a counselor in an international school in Hong Kong and Japan. 6.0 Credibility, Dependability and Transferability The core concepts of validity, reliability, and generalizability or transferability are essential markers of sound quantitative and qualitative research. This case study shall employ some specific techniques to enhance credibility, dependability, and transferability of the qualitative research. These include strategies for study design, data collection, analysis, and reporting. On study design, the study shall ensure that it is explicit and compelling, including justification for the use of the qualitative approach in general, as well as the choice of a specific method (i.e. focus group, in-depth interview, or observation). On sampling strategy and size, the study shall ensure that the process is systematic, conceptually sound, and thoroughly documented. It shall therefore include enough participants to provide sufficient representation of relevant characteristics, and disconfirming viewpoints. The study shall use theoretical saturation considered as the most commonly used criterion for determining adequate sample size is theoretical saturation (Curry, Nembhard & Bradley, 2009). On data collection, the study shall ensure that interviewers with substantial training and experience in qualitative data collection shall be employed; audiotape or videotape of the interviews, focus group discussions, or observations to ensure accuracy of the data and ready accessibility to other researchers shall also be used; a professional transcription service with independent verification of transcription accuracy and a computer software to organize and maintain data shall likewise be considered. This is to ensure that all data are intact, included in a standard master data set, sorted and stored accordingly. This also minimizes opportunities by which modifications can be made, thus, ensuring objectivity throughout the entire process. On data analysis, a multi-disciplinary analytical team shall be employed to enable diverse views and approached, particularly on disconfirming and deviant cases and the possible explanations on why the data vary (Curry, Nembhard & Bradley, 2009). A systematic, detailed documentation of analytic decisions or audit trail shall also be maintained because of the integrative and fluid nature of qualitative analysis. Documentation shall include memos about insights at different points in the process and analytic decisions made through the process. This is also to enable recording of sufficient detail so that another researcher could analyze the same data in the same way and come to essentially similar conclusions (Curry, Nembhard & Bradley, 2009). On presentation of findings, an explicit and well-cited description of methods and a thorough, detailed report of findings shall be provided. Because a central benefit of qualitative research is to discover novel insights, particular caution shall be exercised to avoid telling a story that is relatively obvious (Curry, Nembhard & Bradley, 2009). Findings shall also be discussed in the context of what is already known and specific and novel contributions made shall be described. To further enhance rigor, triangulation and participant validation shall also be employed. Triangulation is a process by which a single phenomenon is examined with multiple observers, theories, methods, or data sources to determine the degree of convergence across components (Curry, Nembhard & Bradley, 2009). This process offers the benefits of cross-validation of findings, a more holistic understanding and a way to minimize common method bias, when you have the same source providing information on all variables of interest (Curry, Nembhard & Bradley, 2009). Participant validation strategies involve presenting findings to the study participants for confirmation as to whether the findings represent a reasonable account of their experience. These techniques do not necessarily confer rigor. Guidelines shall thus be used with judgment and integrity and with the primary aim of conducing scientifically sound research. 7.0 References Arnolds, C. A. & Boshoff, C. (2002). 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