Utilizing mentoring program in addressing low level morale among the career consultants

Date of Publication

2018

Document Type

Master's Thesis

Degree Name

Master of Business Administration

College

Ramon V. Del Rosario College of Business

Department/Unit

Decision Sciences and Innovation

Thesis Adviser

Divina M. Edralin

Defense Panel Chair

Raymund B. Habaradas

Defense Panel Member

Karen Selina A. Aquino
Azenith H. Castillo
Maria Victoria P. Tibon
Brian C. Gozun

Abstract/Summary

This action research project which I prepared focuses on addressing the low level of employee morale among the Career Consultants of Institution X - Ortigas Branch, which was collaboratively agreed upon with all the Department Heads. Employee morale is defined as the overall mood of an individual, based on attitudes and satisfaction (Lamberton & Minor-Evans, 2007); and an expression of an individuals emotional health (Levinson, 2005, as cited in Osland, et. al 2007). Based on my observations the manifestation of the issue was apparent from the first to the second quarters of 2016 fiscal year, for the two main reasons: 1) the high turnover rate of the among the Career Consultants and 2) the low level of productivity based on the declining sales performance of the branch. I used the spiral action research cycle by Coghlan and Brannick (2014) in resolving the identified issue with the objective of increasing the overall sales productivity and decreasing the turnover rate of the Career Consultants. In addition, the human process interventions which I, together with my collaborators, implemented in this action research study were guided by Martin Seligmans Positive Psychology Framework PERMA Model and Jeffrey Hiatts Change Management Framework ADKAR to reinforce the success of our endeavor. During the two cycles of this action research, the intervention activities that were used focused on mentoring programs and employee development such as: (1) Third Party Consultation, (2) Coaching and Mentoring, (3) Team Building, (4) Action Planning and Goal Setting, and (5) Peer and Skill Shadowing. These interventions were indeed effective in attaining the objectives that were identified. The overall success of this action research project lies on the collaboration and teamwork that was established by all the participants during the whole cycle. With the success of both ADKAR and PERMA through the entire process of action research study, I recommend the fusion of these two models that can be revised as APDERKAMAR for other studies about employee motivation. In addition, the experience honed me to become a better person and a better leader in our organization.

Abstract Format

html

Language

English

Format

Electronic

Accession Number

CDTG007675

Shelf Location

Archives, The Learning Commons, 12F Henry Sy Sr. Hall

Physical Description

1 computer disc ; 4 3/4 in.

Keywords

Employee morale; Employee motivation; Personnel management

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