Demographic diversity and work performance among employees of madison shopping plaza, incorporated calendar year 2015 Christine Joy G. Dela Cruz, Shiela Mea B. Moran, Noel A.Ynopia

Thesis BSBA-HRDM University of Rizal System, Binangonan 2017

includes bibliographical references

This study aimed to determine the effect of Demographic diversity and work performance of the employees of Madison shopping plaza incorporated with respect to the specific variables (Age, Sex, Civil status, Educational Attainment, Length of Service, Position in the company, Status of employment and Department assignment). The researchers used descriptive method to describe the perception of each individual through Declarative knowledge, Procedural knowledge and motivation. The data were gathered through self-made questionnaires from 27 respondents of Madison Shopping Plaza Incorporated. It was tallied, analyzed and interpreted using the frequency, percentage and rank distribution, weighted arithmetic mean and One-way ANOVA. Based on the presentation the researchers summarized the following in terms of the respondents' profile Eight or 29.6 percent of them are in the age of 24-26 Years old, seven or 25.9 percent of the belong to the age bracket of 27-29 Years old, five or 18.5 percent of them are in the age of 30 Years old, 4 or 14.8 percent are below 20 Years of age and three or 11.1 percent are in the age of 21-23 Years old. Nineteen or 70.37 of them are female and eight or 29.63 percent are male. Thirteen or 48.1 percent single, twelve or 44.4 percent of them are married and two or 7.41 percent are widowed. Fifteen or 55.5 percent are college graduate and twelve or 44.4 percent reached college level. Ten or 37.0 percent are cashiers, eight or 29.6 percent are sales clerk, four or 14.8 percent are supervisor, three or 11.1 percent are checker and two or 7.4 percent are forwarder. Twenty or 74.1 percent are regular employees and seven or 25.9 percent are contractual. Eleven or 40.7 percent belongs to counter department, four or 14.8 percent are from checking department, two or 7.4 percent from men's wear department, two or 7.4 percent from Receiving dispatching unit (RDU), one or 3.7 percent from ladies accessories, one or 3.7 percent from ladies wear, one or 3.7 percent from ladies shoes, one or 3.7 percent from men's shoes and one or 3.7 percent from LTBG department. There was no significant difference on the respondents' profile and their perception in terms of age, sex, civil status, length of service, position, status of employment and department assignment. However, there is a significant difference on the respondents' profile and their perception in terms of educational attainment. Most of the employees were assigned to a task that is not related to their educational attainment, and one of the factors for promotional opportunities is educational background.