A STUDY OF CREATING CULTURE IN THE BANK OF THE PHILIPPINE ISLANDS

(BPI-GENSAN)

An Undergraduate Research

Presented to the Faculty of the Department of Management

College of Business Administration and Accountancy

Mindanao State University

General Santos City

In Partial Fulfillment of

The Requirements for the Degree

Bachelor of Science in Business Administration

Major in Management

IRIS JEAN M. PONCE

May 2019
 TABLE OF CONTENTS

Title

Title Page………………………………………………………………………………………

Acknowledgement……………………………………………………………………………i

Table of Contents……………………………………………………………………………..ii

List of Tables…………………………………………………………………………………..iii

Chapter

I. INTRODUCTION…………………………………………………………………………….

Background of the study……………………………………………………………….

Statement of the problem………………………………………………………………

Significance of the Study………………………………………………………………

Scope and Delimitation…………………………………………………………………

Conceptual Framework……………………………………………………………….

II. REVIEW OF RELATED LITERATURE…………………………………………………..

III. RESEARCH METHODOLOGY…………………………………………………………..

Research Methodology…………………………………………………………………

Sampling Procedure…………………………………………………………………...
 Respondents………………………………………………………………………………

Instrumentation……………………………………………………………………………

Data Gathering……………………………………………………………………………

Data Analysis……………………………………………………………………………..

Definition of Terms……………………………………………………………………….

IV. PRESENTATION OF FINDINGS AND ANALYSIS OF DATA…………………………..

V. SUMMARY FINDINGS, CONCLUSIONS AND RECOMMENDATION…………………

Summary…………………………………………………………………………………..

Conclusion…………………………………………………………………………………

Recommendation…………………………………………………………………………

References

Appendices
 ACKNOWLEDGEMENT

First and foremost I want to give thanks to the Lord Almighty for giving me the wisdom in

conducting this research. I thank my family for the unconditional support from the

beginning of this research until the end. I’m also grateful for my spiritual family for their

encouragements when it gets tough in continuing this. They were the ones who never

stopped lifting up my spirit and reminded me that all my hardwork in these will pay off in

the end. Also to Daisyreel, for she never gave up on pushing me to do my best in

everything. And I extend my utmost gratitude to my behalf for his understanding all

throughout this research, giving me advises on how to handle things and helping me in

all aspects I needed for the completion of this research.

 1

CHAPTER I

INTRODUCTION

This chapter presents the background of the study, statement of the

problem, significance of the study, and it’s scope and delimitation.

Background of the Study

There are various meanings associated with the word ‘culture' and explore ways of

understanding the relationship between culture and society. What do we understand by

the word ‘culture’ today? When does something become ‘cultural’? What do we

understand when someone talks of ‘cultural events’?

Within the academic disciplines, however, the word ‘culture’ may be used in more

specific ways than this. For example, in anthropology, ‘culture’ has the specific

connotation of ‘a way of life’, and refers to practices of specific groups of people. Let us

now try to figure out what we mean by culture in our everyday conversations. Culture: -

distinguishes human beings from animals - refers to music, dance, literature,

architecture and other creative activities - suggests tradition and heritage - denotes

civilization - indicates the commonly shared ideas and practices of a group of people -

suggests diversity We also think of a variety of activities as ‘cultural’. However, we are

also aware of other contexts where the word ‘culture’ is used. We see photographs in

newspapers and TV coverage of protests where claims are made in the name of

culture. We come across references to ‘culture wars’ between different groups of

people. Often communal conflicts are seen as conflicts generated by the difference

between various religious communities.

Raymond Williams, ‘Culture’, Keywords (Williams on Culture) Let us now turn to the

entry on ‘culture’ in Williams’ Keywords. The purpose of reading this text is not to arrive

at a new definition of the word ‘culture’ but to try and understand how the term has been

used in the past in different locations, and what kind of meanings get added to it today.

It is clear from this that the term did not always mean all the things that we commonly

associate with ‘culture’. To quote Williams again, "as an independent noun, an abstract

process or the product of such a process, [the term] is not important before late 18th

century" (Williams, ‘Culture’) and is not common before the mid-19th century. Williams

identifies another area of usage for the word culture: it is the independent noun, whether

used generally or specifically, which indicates a particular way of life, whether of a

people, a period, a group, or humanity in general.

Corporate culture refers to the beliefs and behaviors that determine how a company's

employees and management interact and handle outside business transactions. Often,

corporate culture is implied, not expressly defined, and develops organically over time

from the cumulative traits of the people the company hires.

What is company culture and how does it impact the workplace? Company culture is the

personality of a company. It defines the environment in which employees work.

Company culture includes a variety of elements, including work environment, company

mission, value, ethics, expectations, and goals. For example, some companies have a

team-based culture with employee participation on all levels, while others have a more

traditional and formal management style. Other companies have a casual workplace

without many rules and regulations. Jobs aren't just a paycheck, and, given the amount

of time spent working, it's important for both the employee and the employer to make
sure there's a good fit. Corporate culture is rooted in an organization's goals, strategies,

structure, and approaches to labor, customers, investors, and the greater community. As

such, it is an essential component in any business's ultimate success or failure. Closely

related concepts, discussed elsewhere in this volume, are corporate ethics (which

formally state the company's values) and corporate image (which is the public

perception of the corporate culture). The concept is somewhat complex, abstract, and

difficult to grasp. A good way to define it is by indirection.

Statement of the Problem

This study aimed to understand the culture created in business firms specifically

in the Bank of The Philippine Islands in General Santos City.

1. The specific topic states how businesses create rules and regulations based on

the culture of the workers.

2. This specific topic shows the sensitivity of business owners to employees.

3. This specific topic demonstrates the correlation and harmonious relationship of

management and workers.

Significance of the Study

The findings and result of the present study would help both the employee

and the employers in understanding each one’s culture. The objective of this

study is for one to reflect on individual’s uniqueness; strengths and weaknesses.

The culture of the workplace controls the way employees behave amongst

themselves as well as with people outside the organization.

Scope and Delimitation of the Study
This study focused on the way how employees interact at their workplace. The

study includes how the different backgrounds of the employees affect their unity.

It aims to investigate a healthy relationship despite their differences in culture,

This study is delimited to selected employees in the Bank of the Philippine

Islands, General Santos City.

 CHAPTER II

In this chapter, discuss the research design, area of study, population, sample of the

population, sampling technique, instrument of data collection, validation of the

questionnaire, administration of the instrument and method of data analysis.

Review of Related Literature and Studies

This discussion of literature focuses on the following concepts:

1. Personality

2. Understanding & Cooperation

3. What influence culture?

4. Cross- cultural differences

5. Global Mind-set

Related Literature

According to Merriam- Webster dictionary , culture is the customary beliefs,

social forms, and material traits of a racial, religious, or social group; the set of shared

attitudes, values, goals, and practices that characterizes an institution or

organization.

“Sociology understands culture as the languages, customs, beliefs, rules, arts,

knowledge, and collective identities and memories developed by members of all social

groups that make their social environments meaningful. Sociologists study cultural

meaning by exploring individual and group communication; meaningfulness is

expressed in social narratives, ideologies, practices, tastes, values, and norms as well

as in collective representations and social classifications.” – American Sociological

Association

Sir Edward B. Tylor’s definition of culture (1871) “Culture… is that complex whole

which includes knowledge, beliefs, arts, morals, law, customs, and any other capabilities

and habits acquired by [a human] as a member of society

Culture is, “that complex whole which includes knowledge, belief, art, law,

morals, custom, and any other capabilities and habits acquired by man as a member of

society.” -Edward Tylor (1871, 1)

Herskovits (1948, 17) tells us that, “Culture is the man-made part of the

environment,”

Meade (1953, 22) says culture “is the total shared, learned behavior of a society

or a subgroup.” These dimensions are combined in Malinowski's (1931, 623)

formulation: “Culture is a well organized unity divided into two fundamental aspects—a

body of artifacts and a system of customs.”

More recently, externally focused definitions of culture have taken a semiotic

turn. According to Geertz (1973, 89), culture is “an historically transmitted pattern of

meanings embodied in symbols.” Culture, on such a view, is like a text—something that

needs to be interpreted through the investigation of symbols. For Geertz, interpretation

involves the production of “thick descriptions,” in which behavioral practices are

described in sufficient detail to trace inferential associations between observed events.

It's not sufficient to refer to an observed ritual as a “marriage;” one must recognize that
nuptial rites have very different sequelae across social groups, and these must be

described. Ideally, the anthropologist can present a culture from the point of view of its

members.

(Harris 2001). Cultural materialists believe that thick description thwarts

explanation, because the factors that determine social practices are largely unknown to

practitioners. For Harris, these factors principally involve material variables, such as the

ecological conditions in which a group lives and the technologies available to it. Cultural

variation and change can be best explained by these factors without describing richly

elaborated practices, narratives, or psychological states. Harris calls the materialistic

approach “etic” and contrasts it with the “emic” approaches, which try to capture a

culture from within. This differs from Tylor's external/internal distinction because even

external cultural items, such as artworks, may be part of emic analyses on Harris's

model, since they belong to the symbolic environment of culture rather than, say, the

ecological or technological environments—variables that can be repeated across

cultural contexts. Harris aims for generalizations whereas Geertz aims for (highly

particular) interpretations. The debate between semioticians and materialists can be

described as a debate about whether anthropology is best pursued as one of the

humanities or as a science.

D'Andrade (1995, 143) tells us that, since the 1950s, “Culture is often said to

consist in rules… These rules are said to be implicit because ordinary people can't tell

you what they are” (D'Andrade himself favors a more encompassing, processual

definition, which includes both external items and the cognitive processes that interact

with them). Richerson and Boyd (2005, 5) define culture as “information capable of
affecting individuals' behavior that they acquire from other members of their species

through teaching, imitation, and other forms of social transmission.” Sperber (1996, 33)

describes culture in terms of “widely distributed, lasting mental and public

representations inhabiting a given social group.”

According to Cambridge Dictionary, the definition of “culture” is “the way of life,

especially the general customs and beliefs, of a particular group of people at a particular

time”. On the other hand, accroding to Raymond Williams, it is more complicated.

However, ther is something that is certain: Culture is ordinary, which happens to be the

title of an article he wrote to define and explain what culture is.

In his article “Culture Is Ordinary”, Raymond Williams defines culture, based on

his knowledge, and experience –which would, as he defines, would be his culture. He

starts his article with simply giving a definition according to his understanding by telling

what is and is not culture, and continues with the reasons he doesn’t agree with some of

Marxist ideas of culture, and that of F. R. Leavis’. While giving reasons for his

disagreements, he gives solid examples from both people he knows and doesn’t know.

Culture is something that is alive, moving. It is not something that some people have

and some don’t. It is not only what is seen in public “common meanings” as Williams

say, or some kind of education, but also what an individual experiences when s/he

encounters them both. Therefore, it is a false approach to declare some people

“cultured” and others “not cultured”, because in the end, however uneducated one might

be, whatever s/he sees in life is his/her own culture.

 Hofstede defined culture as “the collective programming of the mind that

distinguishes the members of one group or category of people from others” (Hofstede,

2012) and his cultural dimensions became a paradigm for comparing cultures and

understanding cross-cultural differences. The applications of Hofstede’s research on

cultural dimensions, which have been externally validated and replicated numerous

times, have extended across different fields including cross-cultural psychology,

intercultural communication, international marketing, international management and

negotiation.

Dr. Hofstede’s books have appeared in 21 languages and he is among the most

widely cited social scientists in the world. Here are some of his most recent insights into

culture’s role in our lives.

1. Is there a relationship between culture and personality? What is more

predictive of human behavior: culture or personality?

You could compare culture and personality to a jigsaw puzzle and its pieces. A jigsaw

puzzle is made of different pieces, just as all personalities within a culture are different.

But altogether they make up one particular puzzle and not another puzzle. If you want to

know something about people (for example, their behavior), consider their personality.

But if you want to know something about their society as a whole (for example, what is

tolerated in the neighborhood), that has more to do with culture. Societies are made out

of individuals and culture makes an imprint on the individuals who are born there. The

first 10 years of our lives are very important. That’s when you get your basic mental

programming and acquire characteristics which you could call culture.

2. What are some fundamental competencies necessary for cross-cultural

understanding and cooperation?

Cross-cultural communication requires two parties. The first thing you need is a shared

language. The other thing is an understanding of the shared rules of behavior, which

means that you must understand the rules of the game. For example, in Japan, when

people say yes it does not necessarily mean that they agree. But in the

Netherlands, yes means that they agree. The competency you would need is

the openness to learn these rules and not to be so much obsessed with your own ways

that you are not prepared to accept that somebody else has their own way. To do that,

you need self-awareness.

3. What advice would you have for people moving across cultures to best adapt

to a new culture?

Curiosity is very important. Try to find out different things about the other culture. Learn

about the other culture’s history, geography, literature and/or music.

4. Your research has been instrumental in exploring cultural influences on

behavior in organizations. What are some practical applications of the cultural

dimensions in the world?

It’s important to remember that cultural dimensions don't exist in real life. They are only

a way of understanding a very complex world. They are a framework for making sense
of differences. We can use them as long as they are practically meaningful. As such, the

dimensions help us understand that what happens in one particular culture does not

necessarily happen in another. For example, if a Dutch company wants to start

operating in China, they cannot expect to educate their Chinese employees to behave

like Dutchmen. That will not work. The only way they would succeed is if they

understand the Chinese way of thinking and their rules. You have to recognize the

differences and that there are different ways of thinking. It is not so difficult to

understand other cultures, but it is very difficult to understand your own culture.

Especially, the way other people see you.

5. From your research, is there one dimension that has been the most

controversial in defining cross-cultural differences?

One dimension which has been called controversial is the Masculinity/Femininity

dimension. It could be partly due to a misunderstanding of the terms, which, in fact,

come from the field of anthropology. Masculine and feminine are different from male and

female. Males can be feminine and females can be masculine. Within all cultures there

are behaviors and ways of thinking that are considered normal for boys or for girls. For

example, in masculine societies it’s considered normal for boys to fight but not for girls.

Or as another example, in masculine societies girls can cry, but boys shouldn't. On the

other hand, in feminine societies, both boys and girls can cry and fight. In masculine

societies there is a strict division of roles: men are supposed to be achieving and

women are supposed to be caring. In feminine societies, men are also supposed to care

and women are also supposed to achieve. Every cultural characteristic has its pluses
and minuses. One of the weak sides of feminine societies is jealousy. In masculine

societies when someone is very successful, they are admired. In feminine societies,

when someone is achieving a lot, people get envious.

6. As societies become more intercultural, do you think cultures will retain their

characteristic identities or move towards a more global mindset?

Fortunately, there are people all over the world nowadays who are continuing the

branch of research which I started and collecting data on values. Thus, we can get

samples from different countries every 5 years and see how they develop over time.

When we compare how people answered my questions in the 1970s and how people

answered the same questions in 2000, 30 years later, we see that there is no

convergence. But on certain dimensions they shift together, like a train. For example,

there is a worldwide decrease in Power Distance. The acceptance of inequality is

decreasing, which can sometimes be a problem. There is also an increase in

Individualism. However, again, all countries are shifting together: very individualistic

societies are becoming even more individualistic and more collectivistic societies are

becoming less collectivist. The same trend is observed for the Indulgence/Restraint

dimension. Indulgent societies have become more indulgent and restrained societies

have become less restrained. China is a good example of this. So, of course the young

people in older societies are being influenced by the spirit of the age. However, cultures

still retain their core identity, which is always relative to other countries. I think the

values will persevere, but what they signify may change over time. As an example,

consider the German saying Ordnung muss sein (There must be order). I don't think
that will change over time, but what might change is what they will consider

as Ordnung (order).

Personality is the combination of characteristics or qualities that form an

individual's distinctive character. It is the type of person you are, shown by the way

you behave, feel, and think. It is the special combination of qualities in a person that

makes that person different from others (Cambridge Dictionary)

Personality, a characteristic way of thinking, feeling, and behaving. Personality

embraces moods, attitudes, and opinions and is most clearly expressed in interactions

with other people. It includes behavioural characteristics, both inherent and acquired,

that distinguish one person from another and that can be observed in people’s relations

to the environment and to the social group.

The term personality has been defined in many ways, but as a psychological

concept two main meanings have evolved. The first pertains to the consistent

differences that exist between people: in this sense, the study of personality focuses on

classifying and explaining relatively stable human psychological characteristics. The

second meaning emphasizes those qualities that make all people alike and that

distinguish psychological man from other species; it directs the personality theorist to

search for those regularities among all people that define the nature of man as well as

the factors that influence the course of lives. This duality may help explain the two

directions that personality studies have taken: on the one hand, the study of ever more

specific qualities in people, and, on the other, the search for the organized totality of

psychological functions that emphasizes the interplay between organic and

psychological events within people and those social and biological events that surround

them. The dual definition of personality is interwoven in most of the topics discussed

below. It should be emphasized, however, that no definition of personality has

found universal acceptance within the field.

The study of personality can be said to have its origins in the fundamental idea

that people are distinguished by their characteristic individual patterns of behaviour—

the distinctive ways in which they walk, talk, furnish their living quarters, or express their

urges. Whatever the behaviour, personologists—as those who systematically study

personality are called—examine how people differ in the ways they express themselves

and attempt to determine the causes of these differences. Although other fields

of psychology examine many of the same functions and processes, such as attention,

thinking, or motivation, the personologist places emphasis on how these different

processes fit together and become integrated so as to give each person a distinctive

identity, or personality. The systematic psychological study of personality has emerged

from a number of different sources, including psychiatric case studies that focused on

lives in distress, from philosophy, which explores the nature of man, and from

physiology, anthropology, and social psychology.

The systematic study of personality as a recognizable and

separate discipline within psychology may be said to have begun in the 1930s with the

publication in the United States of two textbooks, Psychology of Personality (1937) by

Ross Stagner and Personality: A Psychological Interpretation (1937) by Gordon W.

Allport, followed by Henry A. Murray’s Explorations in Personality (1938), which

contained a set of experimental and clinical studies, and by Gardner Murphy’s

integrative and comprehensive text, Personality: A Biosocial Approach to Origins and

Structure (1947). Yet personology can trace its ancestry to the ancient Greeks, who

proposed a kind of biochemical theory of personality.

Also during the 1930s, personality studies began to consider the broader

social context in which a person lived. The American anthropologist Margaret

Mead studied the patterns of cooperation and competition in 13 primitive societies and

was able to document wide variations in those behaviours in different societies. In her

book Sex and Temperament in Three Primitive Societies (1935), she showed that

masculinity is not necessarily expressed through aggressiveness and that femininity is

not necessarily expressed through passivity and acquiescence. These demonstrated

variations raised questions about the relative roles of biology, learning, and cultural

pressures in personality characteristics.

Traits such as sociability, impulsiveness, meticulousness, truthfulness, and deceit

are assumed to be more or less stable over time and across situations. Traits refer not

to single instances of a behaviour, such as lying, but to persistent although not

unvarying behaviour that, according to some personologists, implies a disposition to

respond in a particular, identifiable way. According to Allport’s 1937 textbook, traits

represent structures or habits within a person and are not the construction of observers;

they are the product of both genetic predispositions and experience. It can be generally

stated that traits are merely names for observed regularities in behaviour, but do not
explain them. Nevertheless, the study of how traits arise and are integrated within a

person forms a major area of personality studies.

In general, information about human personality has come from three different

sources of study. The first is biological, conceived to have genetic as well as

environmental origins. The second is that of the social realm, including the impact of

social forces on the growing child that shape such personal responses as motives,

traits, behaviours, and attitudes. The third is the examination of clinical contacts with

people who have suffered adaptive and adjustive failures. Some authorities have

suggested that a greater degree of integration of all three sources of information and the

methods derived from them would accelerate the growth of valid information about

personality.(Philip S. Holzman)

Understanding is the ability to understand something; comprehension;

sympathetically aware of other people's feelings; tolerant and forgiving; having insight or

good judgment.

Cooperation is the process of working together to the same end; assistance,

especially by ready compliance with requests. In business, it is the voluntarily

arrangement in which two or more entities engage in a mutually beneficial exchange

instead of competing. Cooperation can happen where resources adequate for both

parties exist or are created by their interaction. (Business Dictionary)

 Ethics is moral principles that govern a person's behaviour or the conducting of

an activity; the branch of knowledge that deals with moral principles; a guiding

philosophy; system of moral values; a consciousness of moral importance

The basic concepts and fundamental principles of decent human conduct. It

includes study of universal values such as the essential equality of all men and women,

human or natural rights, obedience to the law of land, concern for health and safety and,

increasingly, also for the natural environment. (Business Dictionary)

Ethics (or Moral Philosophy) is concerned with questions of how people ought to

act, and the search for a definition of right conduct (identified as the one causing the

greatest good) and the good life (in the sense of a life worth living or a life that is

satisfying or happy). The word "ethics" is derived from the Greek "ethos" (meaning

"custom" or "habit"). Ethics differs from morals and morality in that ethics denotes

the theory of right action and the greater good, while morals indicate their practice.

Ethics is not limited to specific acts and defined moral codes, but encompasses

the whole of moral ideals and behaviors, a person's philosophy of

life (or Weltanschauung).

 CHAPTER III

Research Methodology

In this chapter, discuss the research design, sampling technique, instrument of

data collection, validation of the questionnaire, administration of the instrument and

method of data analysis.

Research Approach and Design

The researcher chose a survey research design because it best served to answer the

questions and the purposes of the study. The survey research is one in which a group of

people or items is studied by collecting and analyzing data from only a few people or

items considered to be representative of the entire group. In other words, only a part of

the population is studied, and findings from this are expected to be generalized to the

entire population (Nworgu 1991:68). Similary, McBurney (1994:170) defines the survey

assessing public opinion or individual characteristics by the use of questionnaire and

sampling methods.

Sampling Procedure

A stratified random sampling procedure was used for selecting the participants in this

study. This technique was employed to ensure a fairly equal representation of the

variables for the study. The stratification was based on the culture created in the Bank

of the Philippine Islands in General Santos City. Within each section, selection of staff

was by simple random sampling. This was achieved by writing out the names of the staff
in piece of paper which was folded and put in a basket. After thorough reshuffling, the

researcher selects an element, records it and puts it back in the basket until the required

number is obtained. That is, researcher applied sampling with replacement.

Respondents

Proportionate stratified random sampling technique was employed to select 30

respondents of the Bank of the Philippine Islands in General Santos City .

Instrumentation

The researcher designed an interview schedule as one of the data collection instrument

for this study. The employees in different branches of the Bank of the Philippine Islands

in General Santos City were interviewed. The interview questions (see Appendix B)

were aimed at eliciting relevant information concerning the culture created in the firm.

Questions relating to methodology and material for the study of culture created as well

as how culture affects their organization.

The questionnaire has five questions:

1. Question #1, is on the gender of the respondents;

2. Question #2, asks for the tribe the respondents belong to
3. Question #3, contains the relationship of respondents to their co-workers;
4. Question #4, is the behaviour of co-workers regarding on the clothes they wear

and the words they speak

5. finally, Question #5, is on the sensitivity of business owners to employees.

Data Gathering

After the pilot testing and all necessary modifications, the questionnaires were
administered directly to the chosen sample for the study. 50 copies of the questionnaire

given out were successfully completed and returned. The possibility of retrieving back all

the questionnaire was as a result of the researchers colleagues who offered a helping

hand.

Data Analysis

The data collected from the field were analyzed. Statistically weighted mean was used in

answering the research questions. The response options in the instrument are weighted as

shown below:

Question Question
F/ M Tribe Question #3
#4 #5
20 B’laan

Female T’boli a) speak b) dress

10 Male Lumads
YES 9 14 15 25
NO 11 5 4 2
SOMETIMES 10 11 11 3

Definition of Terms

B’laan- are one of the indigenous peoples of Southern Mindanao in the Philippines.

Their name could have derived from "bla" meaning "opponent" and the suffix "an"

meaning "people". Other terms used to refer to this group are Blaan, Bira-an, Baraan,

Vilanes, and Bilanes.

T’boli- are one of the indigenous peoples of South Cotabato in Southern Mindanao.

The body of ethnographic and linguistic literature on Mindanao.

Lumads- Lumad is a term being used to denote a group of indigenous peoples of the
southern Philippines. It is a Cebuano term meaning “native” or “indigenous”.

Chapter IV

Presentation of Findings and Analysis of Data

This chapter discusses the data analysis and findings from 50 questionnaires completed

by respondents in the Bank of the Philippine Islands in General Santos City. The

purpose of this study was to identify factors contributing to the culture created in the

said firm.
Table 4.1 Gender of the Respondents

Percentage

Female 20 66.67%

Male 10 33.33%

Table 1 shows the gender of the respondents. It reveals that 66.67% are female and

33.33% are male employees working in the Bank of the Philippine Islands in General

Santos City.

Table 4.2 Tribe

TRIBE
16.67%
B’laan 5

T’boli 10 33.33%

Lumads 3 10%

Table 4.2 shows the tribe the respondents belong in the Bank of the Philippine Islands in

General Santos City. 16.67% belongs to the tribe of B’laans, 33.33% to the tribe of T’boli

and only 10% of 30 respondents belongs to the Lumads.

Table 4.3

QUESTION #3
 speak % dress %

13 43.33% 8 26.67%
yes

17 56.67% 22 73.33%
no

Table 4.3 illustrates the answer to the question “Have you ever been bullied by how you

speak? Dress?” This table shows that out of 30 respondents 13 or 43.33% of them were

bullied because of how they speak. And 8 out of 30 or 26.67% were bullied because of

how they dress themselves.

Table 4.4

QUESTION #4
YES NO SOMETIMES

17 3 10

%
56.67% 10% 33.33%

Table 4.4 illustrates that 17 or 56.67% out of 30 get along with their co-workers, only 3

or 10% are not and 10 or 33.33% get along with their co-workers sometimes.

Table 4.5

QUESTION #5
YES NO SOMETIMES

8 14 8
 %
26.67% 46.67% 26.67%

This table shows that most of the managers don’t give fair chances for everyone. 14 out

of 30 respondents answered “NO” to this survey. Both 26.67% are “sometime” and

“yes”.

CHAPTER V

Summary Findings, Conclusions and Recommendation

This chapter looks at the summary of findings, conclusions, recommendations and

suggestions for further research.

Summary
Business culture is related to behaviour, ethics, etiquette and more. A business culture

will encompass as organisation’s values, visions, working style, beliefs and habits. For a

more in-depth view on culture see “Psychology and Culture: Thinking, Feeling and

Behaving in a Global Context” written by Lisa Vaughn.

Organizational culture is the basic pattern of shared assumptions, values, and beliefs

that govern behavior within a particular organization. Assumptions are the shared

mental models or theories-in-use that people rely on to guide their perceptions and

behaviors. Beliefs represent the individual’s perceptions of reality. Values are more

stable, long- lasting beliefs about what is important. They help us define what is right or

wrong, or good or bad, in the world. Culture content refers to the relative ordering of

beliefs, values, and assumptions. It is a deeply embedded form of social control. It is

also the “social glue” that bonds people together and makes them feel part of the

organizational experience. Third, corporate culture helps employees make sense of the

workplace. Culture is a key component in business and has an impact on the strategic

direction of business. Culture influences management, decisions and all

business functions from accounting to production.

Conclusion

The findings about culture can help leaders understand their own cultural biases and

preferences. Different cultures have different ideas about what they want from their

leaders, and these findings help our leaders adapt their style to be more effective in

different cultural settings. The findings can help global leaders communicate more
effectively across cultural and geographic boundaries. Information on culture and

leadership can be used to build culturally sensitive Web sites, design new employee

orientation programs, conduct programs in relocation training, and improve global team

effectiveness.

Recommendation

When the culture isn’t as strong, the alignment to company values isn’t quite so

clear. This means that more effort needs to be placed in controlling employees,

monitoring their behaviour and keeping them working as efficiently as possible.

The advantages of a good company culture are obvious. It means that less

monitoring is required by managers and team leaders, and that the work of the

employees is of a higher value to the company. Employees within a company with a

good culture are also more engaged, motivated to succeed and display more

loyalty, which can take the form of being less likely to leave the company and being

more likely to become an advocate of your company. Teamwork is encouraged.

Employees know where they stand within their teams and they trust everyone else

to do a good job. n any work environment, only 10% of what your employees learn

comes from the formal training content – the rest they pick up on the job and by

interacting with their colleagues. This all combines to create a good team working

environment and a community of engaged employees, where everyone

can contribute for the good of the whole, like. Clearly a good culture is something
to aspire to. Not only does it breed a good working environment, but it improves

engagement between employees, teams, departments and the organization as a

whole.
REFERENCES

Northouse, P. G. (2007). Leadership: Theory and Practice. 4th ed. Thousand Oaks, CA:

Sage Publications, 2007, p. 322-323.

Robert, K. (2016). An Everyone Culture: Becoming a Deliberately Developmental

Organization

Connors, R., Smith, T. (2012). Change the Culture, Change the Game: The

Breakthrough Strategy for Energizing Your Organization and Creating Accountability for

Results

Doyle, A. (2019, May 04). Understanding the Company Culture

Juneja, P. (2015). Factors affecting Organizational Culture

Jackall, R. (1988). Moral Mazes: The World of Corporate Managers

Quinn, R. (2015). The Positive Organization: Breaking Free from Conventional

Cultures, Constraints, and Beliefs

Friedman, R. (2014, Dec 02). The Best Place to Work: The Art and Science of Creating
an Extraordinary Workplace
 Appendix A

Letter to the Respondents

Mindanao State University

General Santos City

College of Business Administration and Accountancy

Department of Economics, Marketing and Management

Dear Respondents,

Good day!

I am Iris Jean M. Ponce, a fourth year student of Mindanao State University-

GSC conducting a research about “A Study of Creating Culture in the Bank of the

Philippine Islands in General Santos City” in partial fulfilment to my requirements to the

Degree of Bachelor of Science in Business Administration major in Management.

In connection to this, I am asking for your support by answering the questions

honestly. Please do not leave any question unanswered. Rest assured that your

answers will be treated confidential and will be used for academic purposes only.

Thank you so much for your cooperation.

Respectfully Yours,

Iris Jean M. Ponce

Researcher
 Appendix B

Questionnaire

Culture Created in the Bank of the Philippine Islands (BPI-Gensan)

Instructions: Please answer the following information as honest as you can. Please

encircle the letter of your answer and fill in the blanks for those items that needs

information.

1. Female or Male: _________________

2. Tribe: ______________
3. Have you ever been bullied by how you A. speak?
a) YES b) NO
B. Dress
a) YES b) NO

4. Do you get along well with your co-workers?

a) YES
b) NO
c) Sometimes

5. Does your manager gives fair chances to everyone?

a) Sometimes b) Yes c) Not at all