ORGANIZATIONAL CULTURE TRAITS OF SELECTED DEPARTMENTS

IN LOCAL GOVERNEMENT UNIT OF

MASINLOC, ZAMBALES

A Thesis
Presented to
The Faculty of the College of Accountancy and Business Administration
President Ramon Magsaysay State University
Masinloc, Zambales

In Partial Fulfilment
Of the Requirement for the Degree
Bachelor of Science in Business Administration

By:

Maria Paula Fontillas

Spencer Caroc
ReymondMonsalud
Angelyn Egbalic

April 2019

i
 APPROVAL SHEET

Republic of the Philippines

College of Accountancy and Business Administration
President Ramon Magsaysay State University
Masinloc, Zambales

COLLEGE OF ACCOUNTANCY AND BUSINESS ADMINISTRATION

A research study presented to the faculty of the College of Accountancy and Business
Administration in partial fulfillment of the requirement for
theDegreeBachelor of Science in Business Administration:

ORGANIZATIONAL CULTURE TRAITS OFSELECTED DEPARTMENTS

IN LOCAL GOVERNEMENT
UNIT OF MASINLOC, ZAMBALES

has been prepared and submitted by Maria Paula Fontillas, Spencer

Caroc,ReymondMonsaludand Angelyn Egbalicwho are hereby recommended for
oral examination on April 2019

Mrs. Emelita Madrid

Adviser

Approved by the Committee of Oral Examiners:

EDNA MARIE D. PUNZALAN, Ph.D.

Chairman

NELSON M. NACANA, Ed.D, MYRA LIZA O. VIZCARRA, Ed. D.

Member Member

Accepted as requirement for the Degree of Bachelor of Science in Business

Administration

MYRA LIZA O. VIZCARRA, Ed. D.

Campus Director

Date Signed

i
 Acknowledgement

It is worth mentioning those people who contributed towards the accomplishment of

this undertaking. To wit:

To God the Father, for the strength that kept them standing and for the hope that kept

the authors believing that this study would be possible and interesting.

To the Committee of the Oral Examiners, Dr. Edna Marie D. Punzalan, Dr.

Nelson M. Nacana, and Mrs. Leila L. Ravana , who dealt with them in utmost

consideration in accepting this manuscript and giving them their suggestions for the

improvement of this study;

To the PRMSU instructors, especially Dr. Myra Liza O. Vizcarra, who taught

them the principles of conducting and criticism that served as the challenges to complete the

study, for sharing knowledge, skills, spending time and extending her hand for them.

To the Employees of Local Government Unit, who cooperated during their actual

study.

To the Respondents, who rendered their cooperation, patience, and efforts while data

gathering.

The Researchers

iii
 Dedication

This study is dedicated to our Almighty God for giving us strength, patience,

guidance, for the continuous blessing and undying love…..

We express this wholehearted gratitude for the people who has helping hands to be

part of this study and pledging the support, encouragement, and assistance to accomplish this

study.

This study is also dedicated to our Family, Friends, and especially to all the

instructors who helped and support us to become more inspired in doing this study.

iv
 Abstract

Organizational Culture refers to “the shared norms, beliefs and behavioral

expectations that drive behavior and communicate what is valued in organizations”.This

study aimed to determine the “Organizational culture of Selected Departments in Local

Government Unit of Masinloc, Zambales.” The researcher made use of descriptive research

design with the questionnaire as the main tool. The study was participated by 48 employees

from selected departments of LGU Masinloc, Zambales. Respondents were selected using

stratified sampling.

The main findings reveal that the respondents’ perception on organizational culture

traitsis interpreted as Strongly Agree. There is no significant difference in the perception on

Organizational Culture Traits as to Cooperativeness, Consistency, Innovativeness and

Effectiveness when grouped according to respondents’ profile variables. Based on the

summary of the investigations and conclusions arrived at, the researchers have offered the

following recommendations:The creation of a culture of openness and trust is essential so that

employees can speak freely about their opinions, feedback and suggestions. In an open

culture information and ideas will be more easily exchanged, and this can result in an

increased service quality.The local municipality should introduce organizational values to

which staff members can relate to ensure that the correct kind of commitment is achieved.

Values which should be instituted should include elements of: customer focus, commitment,

responsibility, integrity, service delivery, transparency and responsiveness.The local

municipality should implement a mechanism which would allow them to be more responsive

to citizens.

v
 TABLE OF CONTENTS

Page

TITLE PAGE

APPROVAL SHEET ii

ACKNOWLEDGEMENT iii

DEDICATION iv

ABSTRACT v

TABLE OF CONTENTS vi

LIST OF TABLES ix

LIST OF FIGURES x

CHAPTER

1 INTRODUCTION

Background of the Study 1

Statement of the Problem 3

Scope and Limitations of the Study 4

Significance of the Study 4

2 FRAMEWORK OF THE STUDY

Related Literature 5

Related Studies 10

Theoretical Framework 12

Conceptual Framework 17

Null Hypotheses 18

ix
 Definition of Terms 18

3 METHODOLOGY

Research Design 19

Locale of the Study 21

The Respondents and Sampling Technique Used 21

TheInstrument 22

Data Collection 22

Data Analysis 22

Interpretation of Data 23

4 RESULTS AND DISCUSSION

Profile of the Respondents 24

Organizational culture traits in terms of 26

Cooperativeness

Organizational culture traits in terms of

Consistency 27

Organizational culture traits in terms of

Innovativeness 29

Organizational culture traits in terms of

Effectiveness 30

Organizational culture traits 31

Analysis of Variance on the Difference in the Perception

Towards the Organizational Culture Traits as to Cooperativeness
When Grouped According to the Respondents’ Profile Variable 32

Analysis of Variance on the Difference in the Perception

Towards the Organizational Culture Traits as to Consistency
When Grouped According to the Respondents’ Profile Variable 34

Analysis of Variance on the Difference in the Perception

Towards the Organizational Culture Traits as to Innovativeness

ix
 When Grouped According to the Respondents’ Profile Variable 35

Analysis of Variance on the Difference in the Perception

Towards the Organizational Culture Traits as to Effectiveness
When Grouped According to the Respondents’ Profile Variable 36

5 SUMMARY, CONCLUSIONS ANDRECOMMENDATIONS

Summary of Findings 38

Conclusions 43

Recommendations 44

BIBLIOGRAPHY xlv

APPENDICES xlix

CURRICULUM VITAE lviii

ix
 LIST OF TABLES

Tables Title Page

1 Likert Scale Used to interpret perceptions of the

organizational culture traits……………………………… 23

2 Frequency and Percentage Distribution of the

Respondents’ Profile…………………………………24

3 Organizational Culture traits in terms of

Cooperativeness………………………….………….26

4 Organizational Culture traits in terms of

Consistency…………………………………………27

5 Organizational Culture traits in terms of

Innovativeness……………………………………29

6 Organizational Culture traits in terms of

Effectiveness……………………………...….........30

7 Summary of Perceptions on Organizational

Culture Traits...........................................................31

8 Difference in Perception on Organizational

Culture Traits as to Cooperativeness ……………………… 32

9 Difference in Perception on Organizational

Culture Traits as to Consistency………………………...…... 34

10 Difference in Perception on Organizational

Culture Traits as to Innovativeness………………………......35

11 Difference in Perception on Organization

ix
 Culture Traits as to Effectiveness……………………………………………..36

LIST OF FIGURES

Figures Title Page

1 The Competing Values Framework

(Parker & Bradley 2000:128 13

2 Organizational Culture Model by Harrison (1993) 15

3 The Paradigm of the study showing the relationship

of the variables 17

4 Map showing the exact location of the study 21

ix
ix