Teacher: Luzell R.

Pagasian

Educ’l Attainment: BSED - Math

Subject: Work Immersion

Topic: Chapter I – Pre-Immersion

Module Content:

Lesson 1: Understanding Work Immersion

Learning Competencies:

At the end of the chapter, you as the learner should be able to:

a. Understands work immersion by discussing expected behavior in a workplace; and

b. Appreciates the expected behavior in a workplace.

PRE-IMMERSION
(Chapter Discussion)

I. Class Activity

In your own point of view, discuss what is a work immersion.

II. Instruction on the Proper Use of this Module:

1. Follow closely the instructions in every activity.
2. Be honest in answering and checking your exercises.
3. Answer the pre-test before going over the materials. This is to find out what you already know.
4. Answer the exercises encountered at the end of every lessons.
5. Review the lesson that you think you failed to understand.
6. Seek assistance from your teachers if you need help.

III. Introduction:
Work immersion is one of the necessary subjects for graduating students. Wherein the senior high school students must
undergo practicum that relates to the students’ course. In this subject, you as the students are able to learn and experience
things about their courses since, they are exposed with the work-related environment to their field of specialization. Hence, it
will be a great help to enhance their competency level. They can also develop work ethics such as; good work habits,
attitudes, appreciation, and respect for work, applying all the theories and concept that they’ve learned in school, acquire new
skills and help to develop their communication skills and interpersonal skills through the help and guidance of industry
experts and workers. These will help every student to be prepare to meet the needs and standards of employment.

LESSON 1. UNDERSTANDING WORK-IMMERSION

1. WHAT DO WE MEAN BY WORK IMMERSION?

 The word “immersion” as it applies to the K to 12 curriculum is defined in the Department of Education (DepEd) Order
No. 40, series of 2015: “Work Immersion refers to the part of the Senior High School (SHS) Curriculum consisting of 80
hours of hands-on experience or work simulation which the Grades 11 and 12 students will undergo to expose them to
the actual workplace setting and to enrich the competencies provided by the school under the supervision of the School
Head and the designated personnel of the Partner.”
 Immersion is done outside the school campus in a “Workplace Immersion Venue,” defined as “the place where work
immersion of students is done. Examples of work immersion venues include offices, factories, shops and project sites.”
What could lead to confusion is that the word “immersion” actually has two meanings in K to 12. The first meaning
refers to a required SHS subject in the curriculum. The second meaning refers not to a subject but to a preferred mode of
delivery of Tech-Voc subjects.

2. EXPECTED BEHAVIOUR
 Every worker should possess good behaviour in their workplace to maintain the balance and harmonious work
environment.

a. Work Ethics
 By definition, Work ethic is a belief that work, hard work and diligence has a moral benefit and an inherent
ability, virtue or value to strengthen character. It is about prioritizing work and putting it in the center of life. Social
engrailment of this value is considered to enhance character through hard work that is respective to an individual’s field
of work.
 A strong work ethic is vital for achieving goals. A work ethic is a set of moral principles a person uses in their job.
People who possess a strong work ethic embody certain principles that guide their work behavior, leading them to
produce high-quality work consistently and the output feeds the individual to stay on track. A good work ethic fuels an
individual’s needs and goals, it is related to the initiative by a person for the objectives. It is considered as a source of
self-respect, satisfaction, and fulfillment. However, a negative work ethic is a behavior of a single individual or a group
that has led to a systematic lack of productivity, reliability, accountability and a growing sphere of
unprofessional/unhealthy relationships (e.g., power politics, lack of social skills, etc.)

b. Here are some factors of a good work ethics:

  Goal-oriented actions: it is not about making plans or the next logical steps; it's about getting things done so that the
work invested wouldn't be counter-productive.
 Dedicate on priority: focusing on qualitative activities that a person is capable and where they can make a difference or
a high impact based on objectives.
 Being available and reliable: spending time on the work and building oneself up for the task.
 Conscientiousness: a desire to do a task well, being vigilant and organized.
 Creating a rewarding routine/system: Engaging in tasks that provide strength and energy which can be transferred to
your ultimate goals, creating a habit and a habitat for success.
 Embracing positivism: shape a problem with the statement "good, (action) (problem)", e.g. "I'm tired and it is time for a
workout" leads to "Good. Workout tired".

3. CAPITALIST VIEW
Steven Malanga refers to "what was once understood as the work ethic—not just hard work but also a set of
accompanying virtues, whose crucial role in the development and sustaining of free markets too few now recall".
Max Weber notes that this is not a philosophy of mere greed, but a statement laden with moral language. It is in effect an
ethical response to the natural desire for hedonic reward, a statement of the value of delayed gratification to achieve self-
actualization. Franklin claims that Bible readings revealed to him the usefulness of virtue. Indeed, this reflects the then
Christian search for ethic for living and the struggle to make a living.
Experimental studies have shown that people with fair work ethic are able to tolerate tedious jobs with equitable
monetary rewards and benefits, they are highly critical, have a tendency for workaholics and a negative relation with leisure
activity concepts. They valued meritocracy and egalitarianism.

4. ANTI-CAPITALIST VIEW
The industrial engineer Frederick Winslow Taylor (1856-1915) revised the notion of work ethic as a means
of management control that delude workers about the actual reality for accumulated advantage, which is a form of avarice.
Marxists, and some non-Marxist sociologists do not regard "work ethic" as a useful sociological concept. They argue that
having a "work ethic" in excess of management's control doesn't appear rational in any mature industry where the employee
can't rationally hope to become more than a manager whose fate still depends on the owner's decisions.

NOTE: Since work ethics deals with a code of conduct, or a set of principles that is acceptable in the work place, we need to
look at what some of those principles are. 

A list of work ethics for an employer or a company might be:

 To provide a safe work environment for its staff and employees,

 To treat employees with dignity and respect,
 To provide a fair wage for the services rendered,
 To handle all business transactions with integrity and honesty.

A list of work ethics for the employee might include:

 To show up on time.
 To tend to company business for the whole time while at work.
 To treat the company’s resources, equipment, and products with care,
 To give respect to the company. That means honesty and integrity.

LESSON 2. SAFETY IN THE WORK PLACE

Workplace safety is important. You know that implementing an effective safety program for your workplace is one of the
best decisions a company can make — both for its workers and for its bottom line.
Here’s the Top 10 Workplace Safety Tips Every Employee and Employers Should Know to create a workplace safety
environment based on shared responsibility:

1. SAFETY PROGRAMS CREATE PRODUCTIVE WORK ENVIRONMENTS

Properly managed safety programs show commitment to safety by the management in turn creating a great
safety culture where everyone ‘wants’ to be safe.

2. ABSENTEEISM DROPS WHEN EFFECTIVE SAFETY PROGRAMS ARE INTRODUCED

Workers want to work in a safe environment; absenteeism drops when effective safety programs are introduced.

3. WORK PREMISES ARE KEPT TO HIGHER STANDARDS

Work premises are kept to higher standards for safety, cleanliness, and housekeeping

4. A SAFE WORK ENVIRONMENT PRODUCES HAPPIER EMPLOYEES

A safe work environment produces happier employees; everyone wants to go home safe each day.

5. EMPLOYEE INSURANCE CLAIMS DECREASE IN SAFE WORK ENVIRONMENTS

Worker Compensation insurance claims decrease, in turn lowering WCB Rates. This is a benefit to any
company that has to pre-qualify to work; a lower rate gives you a better grade with your clients.

6. A COMPANY’S MOST VALUABLE ASSET IS PROTECTED — IT’S PEOPLE

 7. SAFETY PROGRAMS ENABLE A COMPANY TO WIN AND RETAIN BUSINESS CUSTOMERS

8. SAFETY PROGRAMS CREATE AN ENVIRONMENT WHERE SAFETY IMPROVEMENTS ARE

CONSIDERED, ENCOURAGED AND IMPLEMENTED
In turn, workers feel like they are part of the safety solution.

9. SAFE WORK ENVIRONMENTS ENHANCE THE BRAND VALUE AND GOODWILL FOR A COMPANY
Enables a company to win and retain business customers. Clients want to work with companies that are safe
(less downtime due to incidents).

10. SAFETY REDUCES BUSINESS COSTS AND DISRUPTION

Reducing business costs creates productive work environments.

LESSON 3. WORKPLACE RIGHTS AND RESPONSIBILITIES

1. LABOR CODE OF THE PHILIPPINES
The Labor Code of the Philippines governs employment practices and labor relations in the Philippines. It also identifies
the rules and standards regarding employment such as pre-employment policies, labor conditions, wage rate, work hours,
employee benefits, termination of employees, and so on. Under the regime of the President [Ferdinand Marcos], it was
promulgated in May 1. 1974 and took effect November 1, 1974, six months after its promulgation.

2. PRE-EMPLOYMENT
Minimum employable age
The minimum age for employment is 18 years old and below that age is not allowed. Persons of age 15 to 18 can be
employed given that they work in non-hazardous environments.
Overseas employment
As for overseas employment of Filipinos, foreign employers are not allowed to directly hire Philippine
nationals except through board and entities authorized by the Secretary of Labor. Travel agencies also cannot transact or help in
any transactions for the employment or placement of Filipino workers abroad. Once Filipinos have a job in a foreign country, they
are required to remit or send a portion of their income to their families, dependents, and/or beneficiaries in the Philippines.
Regulations and conditions on employment
Minimum wage rate
Minimum wage rates in the Philippines vary from region to region, with boards established for each region to monitor
economic activity and adjust minimum wages based on growth rates, unemployment rates, and other factors. The minimum
wage rate for Non-Agriculture employees, in Manila region, established under Wage Order No. NCR 15 is P404 per day, but in
May 9, 2011, a (cost of living allowance) of P22 per day was added to P404 wage, making the minimum wage P426. COLA was
also added to the previous P367 minimum wage for the following sectors: Agriculture, Private Hospitals (with bed capacity of 100
or less), and manufacturing establishments (with less than 10 workers), leaving the sectors with P389 as minimum wage. The 426
combined rate is locally referred to in the Philippines as "Manila Rate" due to this regional disparity.
Regular work hours and rest periods
Normal hours of work - The normal hours of work of any employee shall not exceed eight (8) hours a day.
Health personnel in cities and municipalities with a population of at least one million (1,000,000) or in hospitals and
clinics with a bed capacity of at least one hundred (100) shall hold regular office hours for eight (8) hours a day, for five (5) days a
week, exclusive of time for meals, except where the exigencies of the service require that such personnel work for six (6) days or
forty-eight (48) hours, in which case, they shall be entitled to an additional compensation of at least thirty percent (30%) of their
regular wage for work on the sixth day. For purposes of this Article, "health personnel" shall include resident physicians, nurses,
nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical technicians, psychologists, midwives,
attendants and all other hospital or clinic personnel.
Meal periods- Subject to such regulations as the Secretary of Labor may prescribe, it shall be the duty of every employer
to give his employees not less than sixty (60) minutes time-off for their regular meals.
Rest days
All employees have the right to have a 24 consecutive hours of rest day after every 6 days of work. Employers are
responsible for determining and scheduling the rest day of employees except only if the employee prefers a different day based on
religious grounds. However, the employer may require an employee to work during his/her rest day in cases of emergencies,
special circumstances at work in which employees are seriously needed, to prevent losses or damage to any goods or to the
employer, and other cases that have reasonable grounds.
Nightshift differential and overtime
Employees are also given additional wages for working in night shifts. The night shift starts from 10 o’clock in the
evening until 6 o’clock in the morning, and employees will receive 10% more of his/her regular wage rate. Overtime work for
employees (beyond 8 hours) are allowed and workers shall be paid with his/her regular wage plus an additional 25% of the regular
wage per hour worked or 30% during holidays or rest days.
Household helpers
Household helpers, or maids, are common in the Philippines. Household helpers deliver services at the employer’s home,
attending to the employer’s instructions and convenience. The minimum wage of household helpers is P800 per month for some
cities in Metro Manila, while a lower wage is paid to those outside of Metro Manila. However, most household helpers receive
more than the minimum wage; employers usually give wages ranging from P2, 500 and above per month. On top of that,
employers are required to provide food, sanitary lodging, and just treatment to the household helper.

3. POST- EMPLOYMENT
Termination by employer
The employer has the right to terminate an employee due to the following reasons: serious misconduct or disobedience to
the employer, neglect of duties or commission of a crime by the employee, and such gives the employer a just case to terminate
the services of the employee.
Retirement
 The retirement age for an employee depends on the employment contract. Upon retirement, the retired employee should
be given his/her benefits according to the agreement or contract between the employer and the employee. However, if there is no
existing retirement plan or agreement for the employee, he/she may retire at the age of 60, given that he/she has served the
employer for 5 years, and shall be given a retirement pay of at least half a month’s salary for every year of service (6 months of
work given is considered as 1 whole year for the retirement pay).

LESSON 4. CONFIDENTIALITY IN THE WORKPLACE

1. Confidentiality
 Confidentiality is the protection of personal information.
 Confidentiality refers to not discussing internal goings-on with co-workers. In other instances, it refers to not sharing
trade secrets and other company information with competitors, the press or anyone outside of your company.
2. The types of information that is considered confidential can include:
 name, date of birth, age, sex and address
 current contact details of family, guardian etc
 bank details
 medical history or records
 personal care issues
 service records and file progress notes
 individual personal plans
 assessments or reports
 guardianship orders
 incoming or outgoing personal correspondence.
 Other information relating to ethnic or racial origin, political opinions, religious or philosophical beliefs, health or sexual
lifestyle should also be considered confidential.
3. Maintaining confidentiality include:
 Separate folders should be kept for both all employees form and employee medical information.
 All confidential documents should be stored in locked file cabinets or rooms accessible only to those who have a
business “need-to-know.”
 All confidential information should be protected via firewalls, encryption and passwords.
 Employees should clear their desks of any confidential information before going home at the end of the day.
 Employees should refrain from leaving confidential information visible on their computer monitors when they leave their
work stations.
 All confidential information, whether contained on written documents or electronically, should be marked as
“confidential.”
 All confidential information should be disposed of properly.
 Employees should refrain from discussing confidential information in public places.
 Employees should avoid using e-mail to transmit certain sensitive or controversial information.
 Limit the acquisition of confidential client data (e.g., social security numbers, bank accounts, or driver’s license
numbers) unless it is integral to the business transaction and restrict access on a “need-to-know’ basis.
 Before disposing of an old computer, use software programs to wipe out the data contained on the
computer or have the hard drive destroyed.
4. Confidential Workplace Three Categories
a. Employee Information
Many states have laws which govern the confidentiality and disposal of “personal identifying information”
 an employee’s Social Security number,
 home address or telephone number,
 e-mail address,
 Internet identification name or password,
 parent’s surname prior to marriage,
 driver’s license number,
 employee medical and disability information
b. Management Information
Confidential management information includes discussions about employee relations issues,
 disciplinary actions,
 impending layoffs/reductions-in-force,
 terminations,
 workplace investigations of employee
 misconduct.
c. Business Information
We oftentimes refer to confidential business information as “proprietary information” or “trade secrets.” This refers to
information that’s not generally known to the public and would not ordinarily be available to competitors by illegal or
improper means.
 Common examples of “trade secrets”
 business plans,
 financial data,
 budgets and forecasts,
 computer programs and data compilation,
 client/customer lists,
 ingredient formulas and recipes,
 membership or employee lists,
 supplier lists
5. Importance of Confidentiality in Workplace 
  Confidentiality is important for a lot of varied reasons. The data pertaining to recruitment, compensation, and
management of employees is naturally sensitive. In the wrong hands, this information could be misused to commit fraud,
discrimination, and other violations. Some of the important reasons for maintaining confidentiality are as:
a. Professionalism
 To maintain a general degree of professionalism, it is important that your personal details remain personal. Disclose your
personal details to only a few people and that too with discretion. Getting over-friendly with colleagues is a major cause
of office issues.
b. Safety
 Personal details like annual income, marital status, and remuneration, if revealed, can be misused to cause trouble to you
or your organization.
c. Security
 You may have access to sensitive information of the organization and some of your personal details, like date of birth,
could be your access code. In this case, maintaining confidentiality becomes important for the security of the information
that is at your disposal.

LESSON 5. EFFECTIVE CONFLICT RESOLUTION AND TEAMWORK SKILLS

1. TEAMWORK SKILLS: SIX STEPS TO EFFECTIVE CONFLICT RESOLUTION
 How can we get our teams to work together more effectively? Let’s face it, not everyone is going to get along with
everyone else. That would be too easy.
 Let’s start with a simple question – Is conflict good or bad? The reality is that conflict can be both good and bad. If the
conflict is about solving a challenge and two people disagree on the process, that is good conflict because, more than
likely, they will resolve the issue by using input from both parties. Now, if the conflict becomes personal, then it is bad
for everyone involved and even sometimes for those on the side-lines, as well.
 So, regardless of the type of conflict, effective resolution is a set of teamwork skills that every team needs to understand.
Here is a simple, six-step approach to reaching conflict resolution:
1. Get everyone to agree that a problem exists: A classic example; no one wants to talk about the elephant in the room.
Get it out in the open and get agreement that there is a problem.
2. Brainstorm potential solutions: This is critical and everyone involved with the problem needs to be involved.
Remember, it is a brainstorming session and not a problem-solving session.
3. Discuss all of the solutions and come to a mutual agreement: After the brainstorming session, let ideas settle for a
little while and then gather everyone together to discuss solutions and come to an agreement on the next process,
then set an agreement in place.
4. Expect cooperation from everyone and share these expectations: This stage is one that many dismiss – by getting
everyone to share his / her expectations they are, in effect, gaining mutual buy-in and creating mutual accountability.
5. Sign the agreement discussed in step four: The buy-in gets deeper when all parties sign the agreement.
6. Have a systematic follow through plan in place. If you are not tracking progress, how will you know if the plan you
put into place is indeed working? This allows you to provide appropriate feedback to everyone along the way.
 When you follow a plan, you increase the likelihood of resolving conflict in a win/win scenario that helps everyone.
 Think of it this way: would you begin to take a road trip to a new destination you have never been without a set of
directions or a GPS? Think of these six steps as your GPS towards conflict resolution.

IV. Evaluation

Name: _________________________________________ Grade&Block: _______________ Module #:____________

Subject: ________________________________________ Teacher: ____________________________________________

1. List down at least 10 good work ethics and at least 10 bad work ethics.
2. In 100 words, assuming that you are already an employee in a certain company, how will you approach and advise a co-
worker that is not following the rules and regulations of your company?
3. What is confidentiality for you and why is it important in a work place?
4. If you are the head of a department, how will you manage and handle a conflict between your subordinates?
5. How will you act in a professional way inside the company/business establishment during the Immersion period?