Undergraduate Thesis
Bachelor of Science in Office Administration

University of Rizal System, Rodriguez, Rizal
2014

This study aimed to determine the Conflicts Encountered by Department of Interior and Local Government Rank and File Employees. The respondents of the study were fifty six (56) Rank and File employees in Department of Interior and Local Government (DILG-NAPOLCOM). It was conducted during the first semester of School Year 2014-2015.

The descriptive method of research was employed in this study using questionnaire checklist as the main instrument, interview Focus Group Discussion (FGD). For accurate interpretation of analyzed data, the following statistical treatments were used. Problem 1 Frequency, Rank Distribution and Percentage were used to determine the profile of the respondents in terms of Age, Educational Attainment, Position, and Length of service and Division/units Problem 2 Mean was used in order to determine the Conflicts encountered by Department of Interior and Local Government (DILG-NAPOLCOM) Rank and File employees. Problem 3 ANOVA was utilized to determine if there was a significance difference between the profile of the respondents and the Conflicts Encountered by Department of Interior and Local Government (DILG-NAPOLCOM) Rank and File Employees in terms of Employee Relation, Competition and Communication.

From the gathered data, the following findings were drawn: On the profile of the respondents in terms of age, majority of the respondents belonged to age bracket 41 and above with a frequency of 29 or 51.79 percent. In terms of educational attainment, majority of the respondents were College Graduates with a frequency of 52 or 92.86 percent. In terms of length of service, majority of the respondents had been in the service for 6 to 10 years with a frequency of 16 of 28.57 percent. In terms of positions, out of ten positions, majority were Administrative Officers with a frequency of 23 or 41.07 percent. In terms of divisions/units, out of eleven divisions most of the respondents belonged to Financial and Management Service with a frequency of 12 or 21.43 percent.

With regards to the extent of conflicts encountered by DILG Rank and File employees in terms of employee relation, the grand mean was 2.152 verbally Interpreted as Disagree. The following factors had their corresponding weighted means arranged from highest to lowest. Poor cooperation among employees, 2.45: Talking unrelated work during office hours and Gossiping about co-worker's personal concerns, 2.25, Not good in dealing/communicating with the clients 1.96, and Giving threats to co-workers due to misunderstanding, 1.85. In terms of competition had the grand mean of 2.034 verbally interpreted as Disagree. The following factors had their corresponding weighted means arranged from highest to lowest. Competition in terms of performance, 2.25; Competition in terms of incentives, 2.15; Favoritism to someone in giving simple task, 1.87, and Politicking or Palakasan system in promotions, 1.85. In terms of communication the grand mean was 2.1 verbally interpreted as Disagree. The following factors had their corresponding weighted means arranged from highest to lowest. Gossiping/debating non-sense business inside during office hours, 2.5; Absence of regular meeting between employees and supervisor, 2.35; Poor orientation on latest office policies and regulations, 2.1; Poor communication and coordination towards employees, 1.95; and Bullying to co-workers who failed to accomplish the task given, 1.85.

Since the p-values for age, 2.75; educational attainment, 2.45; position, 3.456; and length of service, 2.56 which were greater than 0.05 level of significance, the null hypothesis was failed to reject except for the division. Hence, there was no significant difference between the Age, Educational Attainment, Position and Length of Service, except Division.

With the enumerated findings, the following conclusions were drawn:

Most of the respondents were degree holders and have good positions in their work. Conflicts among employees are inevitable, but they are manageable in the Department of Interior and Local Government. Conflicts are viewed similarly in terms of employees' age, educational attainment, length of service and position but not in terms of divisions.

With the cited conclusions and enumerated findings of the study the following recommendations are hereby presented: Department of Interior and Local Government should continue promoting conducive working environment in order to achieve optimum results in their work. Employees should never fall in valuing the importance of employee relation and communication most specially the ethical and moral conduct in the company. BSOA Graduates should be aware of what are the conflicts inside the workplace so that they know how to manage them once they get engage with them in the future. Future Researchers could conduct the same study using other possible variables in order to deepen the present study and may include Focus Group Discussion (FGD) for veracity in the findings.