Impact of Misaligned Jobs to the Job Performance as Perceived

by BSHRM Graduates

A Thesis Presented to the

Senior High School Department

St. Anne College Lucena Inc.,

Lucena City

In Partial Fulfillment

of the Requirements for the degree of Research in Daily Life

Researcher:

Jojo Abracia

Jhel Catan

Lheonile Clado

Jerilyn Oca

Jecielyn Ontolan

Kenneth Rubio
 CHAPTER I

THE PROBLEM AND ITS BACKGROUND

Introduction

The Bachelor of Science in Hotel and Restaurant Management (BSHRM) program is

geared towards equipping students with the necessary knowledge, skills and attitude to provide

quality service in the hospitality industry. The program contains subjects that will address the

needs of different sectors in the hospitality industry, such as culinary, front office, tourism, resort

and hotel operations. Its primary concentration is on the development of practical and management

skills which are achieved through the combination of theoretical classes, practicum exercises and

experiential learning.

Being a member of the employees who does not fit in their course is one of the less

problematic solutions. Perhaps this is also one of the reasons why our industry is growing slowly.

Like students who graduated BSHRM courses, now working as cashiers, government employees

and others. This is a result of government policy that is not planned properly so most of our

Filipinos go abroad to find a good job. Such cases of the turbulent organization, employees are

also shrinking, that's because their completed courses are not compatible with their work.

In learning, having a jobs after graduate is a beautiful sign to start a new chapter of a life.

But sometimes it can produce a struggle if a Job is misaligned in a Job Performances. The term

Job performance assesses whether a person performs a job well. Job performance, studied

academically as part of industrial and organizational psychology (the branch of psychology that

deals with the workplace), also forms a part of human resources management. Performance is an
important criterion for organizational outcomes and success. Performance can be actions as well

as their consequences. Behaviors originate from a performer and convert performance from a

concept to an act. Not just the instruments for results, behaviors are also outcomes in their own

right - the product of mental and physical effort applied to tasks - and can be judged apart from

results.

Hotel & Restaurant Management is not considered a profession. It does not have a specific

and peculiar set of theoretical knowledge that can only be understood by students taking the course.

It also does not entail great responsibility and accountability as most professions do. The output

of this research to improve the enhancement of BSHRM Graduates to find a job will be match by

their degree.

Background of the Study

The misalignment of jobs is most one of non-identify problems of our country

because they focus on education of the students but not in future jobs of it. The government is

looking towards the opportunity in the other countries but not in our own country, that’s why after

graduation they work abroad. And the expertise of the graduated Filipino will benefit other

countries rather in the Philippines. Because in the Philippines are limited job opportunities will be

available cause of unprepared escalation of Graduated students. Like a BSHRM Graduates will

choose go to others to find a job that need a big salary and comfortable being an employees. The

researchers will showcase what will be a strategy will come up to satisfied our BSHRM to work

in the Philippines with their job performances.This study it to understand and manipulate BSHRM

Graduates to find a job will be match for their degree. To decrease the level of the employees who

worked in field were they are not supposed to be there.

100% quality of work that’s why the salary is just not enough to increase. Some Filipinos trying

to find a job with convenient and enough salary even though the field of job is not relevant in their

degree.

Misaligned jobs is the cause for the modern day problem like low employee engagement,

retention, and even helping employees improve their skillsets. Sometimes goverment recieved

common problems because they accept employees who graduated in a different criteria or field

that’s reason enogh to create misaligned jobs.

Statement of the Problem

The concern of the study is to identify the impact of misaligned jobs of the job performances

of BSHRM Graduates. Specifically, it seeks to answer the following question:

1. What is the demographic profile:

1.1 Year Graduated

1.2 Work

1.3 Employment Status

1.4 Length of Service

2.What are the top three reasons in pursuing a job which is not compatible with their degree?
 3.What are the impacts of misaligned job to the job performance?

4. What will be the output if understand the impact of having a misaligned job?

Theoretical Framework of the Study

This study will be conducted to delve and comprehend information that can help both the

employees and company regarding the level and significance of performance and job satisfaction

to their work and working area. Job satisfaction and performance refer to the gratification that an

employee feels when he/she accomplished the job and appreciated by the superiors. This research

discusses the needs of employees that influence their job satisfaction and performance level in the

workplace.

According to Sender (2007) Organizational alignment is a concept often mentioned in

human resource development (HRD) models but rarely explained in detail. This theory of

alignment looks at the extent to which strategy, structure, and culture create an environment that

facilitates the achievement of organizational goals. The concept of alignment lends itself to the

creation of high-performance work systems by explaining how the interdependent elements of the

organization can achieve greater individual and collective efficiency and effectiveness. This

agreement helps people to remove barriers to cooperation and performance and thereby increases

the performance of individuals, processes, and the organization as a whole.

According to Sternberg (1996), a psychologist at Yale University has written extensively

on what he calls successful intelligence. He has studied people who have achieved their goals and

has identified several critical elements. Sternberg's Successful Intelligence Critical Elements; 1)
Successful people are aware of their strengths and talents. 2) Successful people choose careers that

align to these talents. 3) Successful people find environments that value these talents.

Conceptual Framework of the Study

This framework of this study is premised on the evaluation of the factors considered by

misalignment of job to the job performance of BSHRM Graduates.

Income

Process

Outcome

Schematic Diagram of the Conceptual Framework

Figure 1: Impact of Misaligned Jobs to the Job Performances as Perceived

by BSHRM Graduates

The input discusses the understanding about the impact misaligned jobs of BSHRM

Graduates. The researchers will get data using questionnaires that will be conduct to 15 peoples.

The output is to make a brochure contains what kind of jobs will be relevant to the degree of

BSHRM.
 The concept of learning is emphasized to remind everyone that the major task of BSHRM

Graduates it to find a Job who will appear by their Job Performances.

Significance of the Study

This study will focus on identifying the impacts of misaligned job to the job performance

of BSHRM Graduates. Specially, it will provide significance to the following:

To the BSHRM Graduates Employees This study will serve as an evidence of their

problems they encounter in their field of work. The recommendations of the researchers will help

them ease their problems at work.

To the Graduating BSHRM Students It will be use as a guidance to understand what

may could be happening if they will be in a misaligned job.

To the Company it is important for a company to have employees who have knowledge

of their type of work. That is why it helps them to see employees they can afford.

To the Future Researchers It will be an additional data for the related studies of their

current study.

Scope and Delimitation of the Study

This study will focus on determining the impact of misaligned job to the Job Performance

of 15 BSHRM Graduates coming from Lucena city, Tayabas city and Lucban.

A descriptive type of questionnaire will be distributed to the respondents (BSHRM

Graduates) and they will be given time to answer the questionnaire.

BSHRM- the Bachelor of Science in Hotel and Restaurant Management (BSHRM)

program is geared towards equipping students with the necessary knowledge, skills and attitude to

provide quality service in the hospitality industry.

Graduate- a person who has successfully completed a course of study or training,

especially a person who has been awarded an undergraduate academic degree.

Impact- that something has on a situation, process, or person is a sudden and powerful

effect that it has on them.

Job- a piece of work, especially task done as part of the routine of one’s occupation or for

an agreed price.

Misaligned- having an incorrect position or alignment.

Performance- the action or process of carrying out or accomplishing an action, task, or

function.

Student- a person who is studying at a school or college.

CHAPTER II

REVIEW OF RELATED LITERATURE AND RELATED STUDY

Related Literature
 This related literature and studies is taking all about the impact of misalignment of job

which how can affect to the job performance. This chapter consider as a supporting details of the

topic which regard to the impact of misaligned job to the job performance by BSHRM Graduates.

According to De Castro (2017), The Bachelor of Science in Hotel and Restaurant

Management is one of the in demand courses nowadays because of the increased number of

industries in tourism, accommodation, restaurant, etc. The Commission on Higher Education

Memorandum Order no. 30 series of 2006 stated that tourism is the largest industry that generated

USD 514 billion in receipts from 697 million tourists in 2003. In the study conducted by Celis,

Festijo and Cueto, it shows that there is a high demand for hospitality and tourism practitioners

which means that graduates can easily get a job because of the demand of the hospitality industry.

They also noted that majority of their graduates were working in the Philippines which implies the

job opportunities outside the country require ample work experience.

In recent years the issue of how employees are aligned with organizational needs has

become an important focus of HRM research (cf Boswell, in press; Boudreau & Ramstad,

2003;Gratton et al. 1999; Truss, 2001).

According to Mascarenhans (2015), CMC, Its also likely that your compensation does not

align with your skills. Just 15% of HR Leaders see alignment of position descriptions and job titles

of employees in their organizations. Moreover, while 85% of HR Leaders say performance

management is a primary driver of strategic plans, they have not seen tangible evidence that their

plans are delivering measurable results. An Arcus survey of 1,855 senior HR executives indicates

that performance management (PM) is a key concern for 95% of respondents because of a

misalignment of job responsibilities and positions of employees. An important result of a robust

deliver ongoing visibility. An assessment and alignment of job responsibilities,salaries and actual

work being done in positions is required to recognize good performance and to monitor and report

the achievement of employee goals.

According to Colvin (2007), Cornell University. We introduce two concepts, action

alignment and interest alignment, that we propose to help explain the linkages between employee

behaviors and organizational strategy. We first examine the problem of action alignment,

developing employee ability to identify and engage in behaviors that most effectively lead to the

realization of the goals of organizational strategy. In particular, our discussion of action alignment

focuses on the issues of employee line of sight to organizational strategy and the development of

shared mindsets within the organization. We argue that aligned actions involving employee

behaviors that are discretionary and difficult to specify in advance are especially important because

they hold the potential for sustainable competitive advantage leading to organizational value

creation. Then we turn the problem of interest alignment, how to motivate employees to engage in

such discretionary/unspecificable aligned actions. We argue for moving beyond the common

emphasis on incentive compensative in achieving interest alignment and explore the role of

distributive issues in compensation and the role of intrinsic factors deriving from the inherent value

and meaningfulness of work for employees.

According to Karen Jacobs. Job performance relates to the act of doing a job. Job

performance is a means to reach a goal or set of goals within a job, role, or organization (Campbell,

1990), but not the actual consequences of the acts performed within a job. Campbell (1990) affirms

that job performance is not a single action but rather a “complex activity” (p. 704). Performance
in a job is strictly a behavior and a separate entity from the outcomes of a particular job which

relate to success and productivity.

According to Locke (1976) job satisfaction is a pleasurable or positive emotional state

resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher

is level of job satisfaction. It is assumed that positive attitude towards work and greater

organizational commitment increases job satisfaction which in return enhances performance of the

individual (Linz, 2002).As the performance of the employees increases, it will affect firm’s

performance and ultimately profitability of the firm.

According to Kazi Afaq Ahmed, Nimra Sharif and Nawaz Ahmad (2016), An incorrect

career choice directs all individual efforts and resources into a wrong direction, when not aligned

with the expectations; would not only be frustrating rather draining of the individual energy and

wastage of resources. The motivation behind this research study was to investigate the factors that

influence the career selection choice of the student and create a possible alignment between their

preferences and the institutions curriculum and offerings. Mismatch of the personality and lack of

interest in the subject is dangerous, and could end up into disastrous results in terms of student

dissatisfaction, demotivation, lack of productivity leading to increased dropouts and career failure.

The study results are indicative of the importance of students counseling sessions and other

interventions to provide them with updated knowledge, and information to create their interest in

the right choices and available options. The career choice of the students is also

According to Karen Jacobs (2000) . Job performance relates to the act of doing a job. Job

performance is a means to reach a goal or set of goals within a job, role, or organization (Campbell,

1990), but not the actual consequences of the acts performed within a job. Campbell (1990) affirms
that job performance is not a single action but rather a “complex activity”. Performance in a job is

strictly a behavior and a separate entity from the outcomes of a particular job which relate to

success and productivity.

According to Locke (1976) job satisfaction is a pleasurable or positive emotional state

resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher

is level of job satisfaction. It is assumed that positive attitude towards work and greater

organizational commitment increases job satisfaction which in return enhances performance of the

individual (Linz, 2002).As the performance of the employees increases, it will affect firm’s

performance and ultimately profitability of the firm.

According to Sharif and Ahmad (2016), An incorrect career choice directs all individual

efforts and resources into a wrong direction, when not aligned with the expectations; would not

only be frustrating rather draining of the individual energy and wastage of resources. The

motivation behind this research study was to investigate the factors that influence the career

selection choice of the student and create a possible alignment between their preferences and the

institutions curriculum and offerings. Mismatch of the personality and lack of interest in the subject

is dangerous, and could end up into disastrous results in terms of student dissatisfaction,

demotivation, lack of productivity leading to increased dropouts and career failure. The study

results are indicative of the importance of students counseling sessions and other interventions to

provide them with updated knowledge, and information to create their interest in the right choices

and available options. The career choice of the students is also organizational effectiveness: task

performance and contextual performance. Task performance refers to behaviors that are directly

involved in producing goods or service, or activities that provide indirect support for the
organization’s core technical processes (Borman and Motowidlo, 1997; Werner, 2000). These

behaviors directly relate to the formal organization reward system. On the other hand, contextual

performance is defined as individual efforts that are not directly related to their main task functions.

However, these behaviors are important because they shape the organizational, social, and

psychological contexts serving as the critical catalyst for task activities and processes (Werner,

2000). Therefore, this study will to investigate secondary data in order to construct a conceptual

framework for implementation of structural equation model that affects to employees’

performance.

Review of Related Studies

In the study of Fronda and Villanueva (2015) , they found notable findings that most of

their HRM graduates work abroad. This indicates that their institution produces globally

competitive human resource. Other researchers have found many hospitality graduates who either

left the industry with no intent to return or never entered it. Hence, it is important for the institution

that offers courses or programs related to hospitality industry to determine the gaps for appropriate

actions. Schoffstall found out in his study that it takes years to achieve manager or supervisor

position.

According to. Fronda (2015), the study determined Employability of La Consolacion

University (LCUP) Bachelor of Science in Hotel and Restaurant Management Graduates for

Academic Year 2011 to 2013. The study used the survey research method. For the purpose of the

study only those presently employed were included in the survey. The instrument
of the study was designed by the researchers based on the variables of the conceptual framework

with other data such as name, address, contact number, course, and year graduated. Employment

potential of the graduates was described by their job movement and the relevance of their positions

to their field of study, Hotel and Restaurant Management. The study revealed HRM graduates are

employable both locally and abroad. They enter international employment after acquiring

experience in the country. Some even got lucky abroad as soon as completing their college degree;

Academic achievers in college are mobile in their employment. They gain more knowledge and

skills by moving jobs in different hospitality industry companies, the graduates have quite a good

perception of the HRM course. They were confident that they have learned the relevant hospitality

industry knowledge and skills and were able to find jobs that are related to their course and The

HRM curriculum is in place, but it needs enhancement. Firstly in terms of including in the

practicum program a variety of hospitality industry companies that the on the job trainees may

access to gain more skills and knowledge. Secondly in terms of more opportunities for in- or off-

campus skills development programs related to the major subjects.Received October 30, 2015;

Accepted November 03, 2015; Published December 08, 2015;This study aimed to determine the

employability of the graduates of Bachelors of Science in Hotel and Restaurant Management of

one State College in the Philippines. Descriptive quantitative design was used in this study. This

study found that majority of graduates are successfully employed locally and internationally, but

only few are working internationally because of extreme qualification and ample requirements.

Majority acquired their first job in less than three months. Ironically, the graduates still had a

struggle or difficulty in finding a job because of few job vacancies or lack of position or item. Most

of them are working in the hotels and fast food stores. Most of them also have their jobs relevant

to their field of expertise and are regular employees. Majority of them receive a gross monthly
salary of 竄ｱ5,000 to less than 竄ｱ10,000 which may not be really and practically enough,

especially for those who have family dependents and other special responsibilities. The place

whether local or international, position, and type of company are factors to the type of salary the

employee will receive. Those who work internationally receive more than those who work locally

or in the Philippines. All of the skills (i.e. entrepreneurship skills, knowledge and technical skills,

management and critical thinking skills, oral and written communication skills, human relation

skills, problem-solving skills, and information technology skills) are believed to have been useful,

helpful and relevant to their current employment.

According to J.Y. studied BSHRM At Philippine Women,s University In Davao

(Graduated 2000) Overall, I had fun during my college years. I majored in Food and Beverage

Production and my school was not very well equipped at that time and there were a lot of

limitations with the resources/materials available in this city then. However, I took it as a

challenge. It made me more resourceful and more imaginative. It made me do a lot of research on

which local raw materials I can use for my recipes/concoctions and how using these local

substitutes would differ from using the ones on the original recipe. Besides a lot of hard work, I

would say we need to be good in every single subject we studied in school especially Math and

English. Cooking and operating food establishments require a lot of mathematics, from reading

basic measurement to conversion, computing daily sales to forecasting, recipe costing/cost control

and inventory management, and a whole lot more. English also is very important because mostly,

we are interpreting a lot of recipes in English. A lot common sense also is very essential.

Interpersonal skills would be very beneficial in operating a food establishment, so we are trained

for that in school to make us ready for the outside world. I'm not currently employed. I just resigned

from being a Customer Service / Technical support representative in a Philippine based call center
serving for AT&T Uverse customers. I represented AT&T for 9 months, but have been doing same

line of job for the past 6 years representing Linksys by Cisco, Sprint and Nextweb Media.

Everything I learned in the professional industry is very practical. You can use it professionally or

as a homemaker. My reason for shifting into the Call Center Industry is due to practical reasons.

Though, I have learned to love doing Customer Service and Technical Support for 6 years now,

my passion for Food will never go away. I still manage to do a lot of cooking for my family and

my teammates, and luckily, a lot of them loves my cooking, and some would even ask order some

of my recipes for their parties at home. So basically, it basically is double fun for me. I have always

been a working student since during my High School Days. I worked for my father's business. We

were into Distribution of Consumer Products in big part of our region. After graduation, I stayed

with my father's company for another year doing a lot of Admin tasks. Then decided to pursue a

career in the the Food & Beverage Industry. I would recommend this course to anybody who has

the heart for it. If you were just to manage a hotel or a restaurant, that is easy to learn. A lot of

people are good with Math, can speak English, very articulate with geography or history, the

Sciences or what have you. However, cooking and baking takes a lot of love and passion. Anyone

can learn to cook but cooking good food takes a whole lot more. So if you have it, go for it!

According to R.P. studied BSHRM At De La Salle Lipa (Graduated 2009) I really like

baking in particular. Since my late older brother has chosen this program before, I've decided to

continue his dreams. The lecture parts are the most boring. I like more hands-on activities, like

cooking and baking because it's fun doing it and you learn a lot. You should have the desire and

enthusiasm to take the program, hence you really like what you've taken so far. Be hardworking

in everything you do in the program. It'll be worth it. I am Seaman in a cruise ship (musician)now.

I particularly when I worked in a restaurant for ten months. I have used my knowledge and skills
from college there. The preparations for the food, attitude towards guests, and proper etiquette

among the company. But I would definitely recommend this because it opens more and more doors

for other opportunities, plus the career you are aiming at. The salary is worth working for. If you

are planning to work in the hotel industry in the future, then this is the one for you. You'll definitely

learn everything worthwhile.

According to Datoon studied BSHRM At OAS community College (Graduated 2008) I

took BSRHM. This course was fun! This study is more on cooking, mixing drinks, business and

accounting. I loved it because it focused on my interest in cooking and business at the same time.

Some people tend to take this course because they only know that HRM is a course that consisted

of making food and drinks but It also focuses on business planning, marketing and accounting. It's

not that easy one because you'll be studying the different fields of businesses. I am Call Center

agent now .

According to Pansuelo Jimenez studies BSHRM At University of Rizal Sytem-Pililia

(Graduated 2010) It was a good opportunity for me to study BSHRM because I actually enjoyed

every knowledge that I got. HRM is the study of proper managing of hotel and restaurant. I'm a

cashier manager at KEPHCO.

According to Tan Yao studied BSHRM At San Sebastian College (Graduated 2007) It is

interesting in term of activities and experiences. Skills needed are communication skills,

interpersonal skill, math skills, language, and logical skills. I have no work for today. But I learned

for the math skills and general knowledge, yes. It was a great help since you will encounter them

frequently. But I already took a job before graduations since the hotel absorbed me when I'm still

having my On The Job Training. For employment, it depends on the student if he/she really like
the course, you can only get an opportunity from work if you like what you're are doing. For salary

level, yes. There are many stages of position in it. Also in terms of Professional Growth.

According to R.M. studied BSHRM At Asian Summit College ( Graduated 2012) The

course developed much of my culinary skills, personality development, communicating skills,

technical skills, bar tending skills. This is a great course if you are into hospitality management.

My current job is Fitness instructor. I learned that the culinary skills that I learned are very useful

in my daily life, and the personality development and communicating skills really help me now in

my current job.

According to Parilla studied BSHRM At De Ocampo Momorial College (Graduated 1994)

My education is great. Really enjoyed it.To learn more creative recipes beverages, table settings

and how you arrange all the stuff to more sophisticated even in a simple way. Yes! It was

interesting. Specially if you will learn how to mix a soda to become a cocktail drink. I'm working

in a call center in japan account now. My recommendations is if they really love to cook. Learn

how to mix cocktail drinks, tables setting or they have a plan to work in a hotel or crew ships, so I

recommended this kind of course like Hotel and Restaurant Management and culinary, it will help

them how to deal with it in a different kind of aspects specially how to manage your time, and deal

with different kinds of people.

According to Avic who studied BSHRM At La Consollacion College (Graduated 2005)

It's all about hotel, restaurant and management because it serve our fellowmen. My current job is

Payroll Officer. No actually, I decided to change career cause I wanted to experience office

base rather than service. After 4 months I was able to find a job that suit to my education.
 CHAPTER III

RESEARCH METHODOLOGY

This chapter present the methods and procedures that will be used by the researcher in this

study. It provides ideas how the researcher arrived at the result of the study.
Research Design

A descriptive qualitative type of research will be utilized where in interview questionnaire

will be used as a tool for gathering the data on factors associated with the performance of BSHRM

Department at St.Anne College Lucena Inc. Through this method, the researchers can easily

discuss the impact of misaligned jobs of the BSHRM Graduates.

Research Locale

This study this will be at Lucena City, Tayabas City and Lucban. The research locale is

purposively selected because the researcher observed that in BSHRM Graduates there are workers

with having a misaligned job.

Respondents of the Study

The 15 selected BSHRM Graduates will be the respondents of the study. The researchers

will intentionally choose those BSHRM Graduates who are deemed to be competent enough to

provide the essential data needed in the study.

Research Instrumentation

The researchers will use an interview questionnaire among the selected BSHRM

Graduates. The interview questionnaires will consist of 15 question to the selected BSHRM

Graduates.

Data Gathering Procedures

adviser for checking and approval. Before conducting an interview, the researcher must also need

an approval from St. Anne College Lucena Inc. IBED Principal to conduct the study. The

interviews will be informal and open-ended, and carried out in a conversational style. Answers in

the interview will be transcribed verbatimly. Afterwards, the researchers will interpret all the

gathered data from the interviews.

Impact of Misaligned Jobs to the Job Performance as Perceived

by BSHRM Graduates

Name (optional):_____________________________

Answer the following below;

______________________________________________________________________________

______________________________________________________________________________

2.What are current job did you have?

______________________________________________________________________________

______________________________________________________________________________

3.How many months are you work in there?

______________________________________________________________________________

______________________________________________________________________________

4.What is your status in the field of your working?

______________________________________________________________________________

______________________________________________________________________________

5.What will be the beneficiaries will get in your current work?

______________________________________________________________________________

______________________________________________________________________________
6.Why did you choose BSHRM as your degree?

______________________________________________________________________________

______________________________________________________________________________

7.What made you decide or accepting the job even though it is not related to your college degree?

______________________________________________________________________________

______________________________________________________________________________

8.Why is it hard to find a job that are related to the course that you took?

______________________________________________________________________________

______________________________________________________________________________

9.Why do you need to stay in that kind of work?

______________________________________________________________________________

______________________________________________________________________________

10.How does your current job affect your performance?

______________________________________________________________________________

______________________________________________________________________________

11.What will be the impact when you are working in the field is not relevant?
______________________________________________________________________________

______________________________________________________________________________

12.Have you regretted the BSHRM course you took?

______________________________________________________________________________

______________________________________________________________________________

13.Do you still have a plan to change your job? And why?

______________________________________________________________________________

______________________________________________________________________________

14.Do you think if you have a chance to work in your expertise, it will affect your performance

before?

______________________________________________________________________________

______________________________________________________________________________

15.Is it good to you that you are not getting a related job easily?

______________________________________________________________________________

______________________________________________________________________________