Organization and

Management
Employee Relation,
Employee Movement, and
Reward System
Quarter 2, Module 3
Organization and Management
Senior High School
Locally-Developed Module
Quarter 2-Module 3: Employee Relationship, Employee Movement
and Reward System
First Edition, 2020

All rights reserved. No part of this module may be reproduced or transmitted

to any form or by any means, electronic or mechanical, including
photocopying, recording, or by any information storage and retrieval system
without written permission from the publisher and authors.

Published by the Schools Division Office (SDO) Dagupan City

OIC, Schools Division Superintendent: Aguedo C. Fernandez
OIC, Asst Schools Division Superintendent: Ma. Criselda G. Ocang

Development Team of the Module

Writer: Jenny Vei P. De Guzman
Editor: Pina T. Cochangco
Reviewer: Pina T. Cochangco
Renata G. Rovillos
Layout Artist: Cindy I C. Velasco
Management Team: Venus Maria SM. Estonilo
Maria Linda R. Ventenilla
Renata G. Rovillos
Cherry A. Cayabyab
Department of Education-SDO Dagupan City
Office Address: Burgos Street, Poblacion Oeste, Dagupan City
Telefax: (075) 515-6009
E-mail Address: [email protected]
 EMPLOYEE RELATION, EMPLOYEE MOVEMENT AND
REWARD SYSTEM

if every employee feel equal and important they are

more likely to work harder and be more productive, creating a
sound and efficient work environment with good management
and strong employer-employee relation.

In this lesson you will learn to:

Discuss the importance of employee relations

(ABM_AOM11-IIa-b-24)

Differentiate various employee movements (ABM_AOM11

-IIa-b-25), and

Adopt effective rewards system (ABM_AOM11-IIa-b-25)

In doing this module, the

following are some reminders:
1. Take the pretest before
answering the module.
2. Read the instructions carefully
before doing each task.
3. Answer all the exercises.
4. Take the posttest.
5. Use a separate sheet in
answering all the activities.

1
 A. MULTIPLE CHOICE:

Directions: Circle the letter of the best answer.

1. It allows the employees to experience different type of jobs and
motivates them to perform well at each stage of job.
A. Job succession
B. Job rotation
C. Job cycle
D. Job transfer

2. Employee relations representatives________.

A. typically work in the accounting department.
B. ensure that company policies are occasionally issued as
friendly reminders to some employees’.
C. work with employees and supervisors to resolve problems
and concern,
D. supervise all activities of every employee to ensure strict
compliance.

3. The terms “employee relations” refers to

A. disciplinary actions by the human resources management
B. personal relationship between employees
C. efforts by the company to manage employer-employee
relationship
D. annual reviews of employees.

4. Unfair treatment of employees in the workplace causes all the

following EXCEPT_______.
A. demoralization.
B. negative performance.
C. reduced stress.
D. reduced morale.
2
 5. Which of the following is not an effect of an abusive supervi-
sor?
A. more likely to stay with the company
B. low job satisfaction
C. more likely to quit
D. higher stress

6. According to surveys, at work, fair treatment reflects concrete

actions such as, “employees are treated with respect and
_______”.

A. terminated.
B. properly served.
C. not abused.
D. treated fairly.

7. The CSI, Inc. believes that the channel resources toward im-
proving one or more segments of society other than the
firm’s owners or stockholders. This is know as______.
A. Quality circles
B. Ethics
C. corporate social responsibility
D. procedural justice

8. As a manager, all of the following would most likely to encour-

age ethical behaviors among subordinates EXCEPT______.
A. rewarding honest work
B. serving as a role model.
C. taking credit for others’ work.
D. clarifying expectations.

3
9. Belen is a part of a team of 8 at work which runs itself with
little supervision to accomplish a specific task. This is an ex-
ample of_______.
A. self-managing work team.
B. sales team.
C. problem solving team.
D. suggestion team.

10. Its purpose is to create an immediate replacement of a high-

worth employee from within the organization.
A. Training and Development.
B. Succession Planning
C. Recruitment Planning
D. Developing Employees.

11. Is a management approach where employees are shifted

between two or more assignments or jobs at regular inter-
vals of time in order to expose them to several aspects of
organization.
A. Job Promotion
B. Job Rotation
C. Promotion
D. Demotion

12. Is the advancement of an employee’s rank, salary, duties

and/or designation within an organization.
A. Job rotation
B. Job transfer
C. Demotion.
D. Promotion.

4
13. The status given to an employee based on the rank or length
of service is called_______.
A. longevity
B. seniority
C. priority
D. superiority
14. Personality traits and personal abilities such as personal
habits and friendliness are considered ______ skills.
A. flexible
B. personal
C. minor
D. soft
15. _______is the number of employees who leave an organiza-
tion and are replaced over time.
A. Substitution
B. Rotation
C. head count
D. Turnover
16. Breaking rules might lead to an employee being fired or
______.
A. Downsized
B. Terminated
C. Laid off
D. Praised
17. What is an employees recognition program?
A. A way to reward employee for going above and be-
yond their job expectations
B. A contest to see how well employees know each oth-
er
C. A guessing game to see who knows the most about
their manager.
D. A way to reward employees for meeting their job ex-
pectations.

5
18. How does an employee recognition program encourage em-
ployees?
A. lt rewards them for being dedicated to the success of
the business.
B. It helps employees to recognize the core mission of
the company.
C. It helps employees to recognize the general goals of
their managers
D. It prevents employees from getting discouraged by a
general lack of reward.

19. All of the following are benefits of an employee recognition

program, EXCEPT
A. motivates employees
B. increase loyalty
C. lower turnover
D. increases market share

20 . Life insurance, sick leave, and holiday pay are examples

of___.
A. benefits
B. employees contribution
C. pension plans
D. profit sharing

6
 A. MULTIPLE CHOICE. Circle the letter of the best answer.
1. Evaluation of an employee’s work to get compensation and pro-
motion.
A. performance appraisal
B. talent managers
C. proficiencies
D. leadership development
2. List of tasks, responsibilities, and qualifications of a job.
A. incentives
B. job description
C. to recruit
D. head count
3. Attracting, finding, and selecting new employees.
A. head count
B. job description
C. to recruit
D. incentives
4. A ________ results from reduction in number of employees due
to business condition, and is no fault of the employee.
A. termination
B. retirement
C. transfer
D. layoff
5. Specific, short-term statements detailing how to achieve an or-
ganizations’ goal is known as
A. vision.
B. mission statement.
C. objectives.
D. operational planning.
7
EMPLOYEE RELATIONS

Strong employee relations are required for high productivity

and human satisfaction. Employee relations generally deal with
avoiding and resolving issues concerning individuals which might
arise out of or influence the work scenario. Strong employee
relation depends upon healthy and safe work environment,
involvement and commitment of all employees, incentives for
employee motivation, and effective communication system in the
organization.

(https:app.goo.gl/wz8xyPRV814s1am99)

8
Improving Employee Relations
Employee relations must be strengthened in an organization. To do
so, the following points must be taken care of:
 Employee has expectation of fair and just treatment by
management. Employee favoritism should be avoided.
 Do not make the employees’ job monotonous. Keep it
interesting.
 Maintain a continuous interaction with the employees.
Keep employees well-informed and also, they will feel as a
member of the organizational family in this manner.

(https:images.app.goo.gl/bHTWbkJaqSqvCCUd6)

 Employees must be rewarded and appreciated for job well

done. This will boost them and they will work together as a
team.

 Encourage employee feedback. This feedback will make the

employers aware of the concerns of employees, and their views
about “you” as an employer.
9
 Give employees competitive salary. They should be fairly
paid for their talents, skills and competencies.

 Be friendly but not over-friendly with the employees. Build a

good rapport with the employees. The employees should feel
comfortable with the manager/supervisor rather than feel
scared.

Effective Employer Relations and Social Support

Social support is the sum total of perceived assistance or
benefits that may result from effective social employee
relationships. The quantity and quality of an employees’
relationship with others determine social support (esteem support,
or financial support). Without social support, effective employee
relations are not possible and without effective social employee
relationships, social support, likewise, is not possible.

(https:images.app.goo.gl./QQxneoY3RuTW1VVA7)

10
Some barriers to good employee relations:
 Anti-social personality; refusal to share more about oneself to co
-employees; being loner.
 Lack of trust in others
 Selfish attitude; too many self-serving motives
 Lack of self-esteem
 Not a team player
 Being conceited
 Cultural/subcultural differences
 Lack of cooperation
 Communication problem; refusal to listen to what others seek to
communicate
 Lack of concern of others welfare

(https:images.app.goo.gl/TNs9qcubvTSqUboa8)

11
Here are some ways to overcome barriers to good employee
relations:
 Develop a healthy personality to overcome negative attitudes
and behavior
 Find time to socialize with coworkers
 Overcome tendencies of being too dependent on electronic
gadgets
 Develop good communication skills and be open to others’
opinions
 Minimize cultural/sub cultural tension.

(https:images.app.goo.gl/Tszknxtehre8BLNQ7)

12
 Three Types of Employees

Engaged  Employees who work with

passion and feel a deep con-
nection with the company
 They drive innovation and
move the organization forward

Not Engaged  Employees who are essential-

ly “checked out”
 They put time, but not energy
or passion into their work

Actively Disengaged  Employees who are not only

unhappy at work, but also act
out their unhappiness
 They undermine what their
engaged coworkers accom-
plish

(https:images.app.goo.gl/xNBE7NpkBJTDdQa6)

13
EMPLOYEE MOVEMENT
JOB ROTATION is a management approach where employees
are shifted between two or more assignments or job at regular
intervals of time in order to expose them to several aspects of an
organization. Job rotation reduces monotony of the jobs and gives
them wider experience and helps them gain more insights.
This process serves the purpose of both the management and the
employees. It helps management in discovering the talents of the
employees and determining what he or she is best at. On the other
hand, it gives individual a chance to explore his or her own
interests and gain experience in different fields or operations

(https:images.app.goo.gl/hdGhf8T4BCKrb9qu8)

Job Rotation Objectives

 Reducing Monotony of the Job: Allows employees to
experience different type of jobs and motivates them to
perform well at each stage of job rotation.
 Succession Planning: To create an immediate replacement
of a high-worth employee from within the organization.

14
 Creating Right Employee-Job Fit: Fitting the right person
in the right job is one of the main objectives of job rotation.
 Exposing Workers to all Verticals of the Company: Gives
the employee the chance to be aware how the company
operates and how tasks are performed.
 Testing Employee Skills and Competencies: Employees
are moved from different work assignments and determining
their proficiency and aptitude.
 Developing a Wider Range of Work Experience: Prepare
employees in advance to have wider range of work experience
and develop different skills and competencies.

(https:images.app.goo.gl/7oGKArNCYc9DZAfw5)

Benefits of Job Rotation

 Helps Managers Explore the Hidden Talent
 Helps Individuals Explore Their Interest
 Identifies Knowledge, Skills and Attitudes
 Motivates Employees to Deal with new Challenges
 Increases Satisfaction and Decreases Attrition Rates
 Helps Align Competencies with Requirements

15
PROMOTION is the advancement of an employee’s in rank,
salary, duties and/or designation within an organization. Promotion
is often a result of good employee performance and/or loyalty
(usually via seniority). The opposite of a promotion is a demotion.

(https://images.app.goo.gl/RovdbY419qrUyUp6)

Incentives of Being Promoted

 Increase Salary
 Higher Designation
 Increase Employees Engagement
 Increase Employees’ Morale
 Improves Self Confidence

16
REWARD SYSTEM
Organization offer competitive rewards system to attract
knowledgeable and skilled people and keep them motivated and
satisfied once they are employed in the firm. Rewards also promote
personal growth and development and present fast employee
turnover.

Rewards can be in Monetary Reward or in Non-Monetary Reward.

(https://images.goo.gl/S6LpSTD7XAqFQwUl9)

Monetary Rewards pertains to money, finance, or currencyS

 Pay/Salary –financial remuneration given in exchange for work

performance that will help the organization attain its goals:
examples: weekly, monthly, or hourly pay, piecework
compensation, etc.

 Benefits –indirect forms of compensation given to employees/

workers for the purpose of improving the quality of the work and
personal lives, health care benefits, educational benefits, and
other examples of these.

17
 Incentives –rewards that are based upon-for-performance
philosophy; it establishes a baseline performance level that
employees or group of employees must reach in order to be
given such reward or payment; examples: bonuses, merit pay,
sales incentives, etc.

(https://images.goo.gl/3asAxeLPq4x8XxDV8)

 Executive Pay – a compensation package for executives of

organizations which consists of five components: basic salary,
bonuses, stock plans, benefits and prerequisites.

 Stock Options –are plans that employees that right to buy a

specific number of shares of the organization’s stock at
guaranteed price during a selected period of time

18
Nonmonetary Rewards –rewards which do not pertain to money,
finance, or currency: refer to intrinsic rewards that are self-granted
and which have a positive psychological effect on the employee
who receives them

 Award –nonmonetary reward that may be given to individual

(https://images.app.goo.gl/Hq82MFvRwmiS3jD6)
employees or groups/teams for meritorious service or
outstanding performance; trophies, medals, or certificates of
recognition may be given instead of cash or extrinsic rewards.
 Praise –a form of nonmonetary, intrinsic reward given by
supervisors to their
subordinates when they
express oral or verbal
appreciation for excellent job
performance
In closing, it is not enough if
employees are paid handsomely
or they are recognized. The
ideal reward system would
incentivize the employees to (https://images.goo.gl/6WNvZPc42n2xJds89)
perform to their potentials by
matching their intrinsic needs with the external rewards.

19
Activity 1
“I am a FILIPINO”

Research some Filipino subcultural practices that may affect

or influence employee relations. List down and explain your
answer.

Filipino Subculture Explanation

20
Activity 2
“GOOD JOB MYSELF”

Recall a past event in your life when you were praised by your
parents, teachers, or friends for accomplishing something. Did
their praise or positive remark have any effect on your
psychological well-being? Explain your answer.

Why and how Psychological Effects on

they recognized your well being
your actions?

PARENT/S

SIBLING/S

21
 Why and how Psychological Effects on
they recognized your well being
your actions?

TEACHER/S

FRIEND/S

22
We’re almost done! Here’s a
recap of what we have learned
today. Review them once again,
and get ready for the Post Test
on the next page! You’re doing
great! Keep it up!

 Employee relations generally deal

with avoiding and resolving issues
concerning individuals which might
arise out of or influence the work
scenario.

 Social support is the sum total of

perceived assistance or benefits that
may result from effective social
employee relationships. The quantity
and quality of an employees’
relationship with others determine
social support (esteem support, or
financial support).
Three type of employees are
 Engage employees– who work with passion and feel
deep connection with their company
 Not Engage employees– they put time, but not energy
or passion into their work
 Actively Disengaged– not happy at work, they
undermine what their engaged co-employees accomplish
23
 JOB ROTATION is a management approach where
employees are shifted between two or more assignments or
job at regular intervals of time in order to expose them to
several aspects of an organization. Job rotation reduces
monotony of the jobs and gives them wider experience and
helps them gain more insights.

 PROMOTION is the advancement of an employee’s in

rank, salary, duties and/or designation within an
organization. Promotion is often a result of good employee
performance and/or loyalty (usually via seniority).

 REWARD SYSTEM- Organization offer competitive

rewards system to attract knowledgeable and skilled people
and keep them motivated and satisfied once they are
employed in the firm. Rewards also promote personal
growth and development and present fast employee
turnover. Rewards can be in Monetary Reward or in Non-
Monetary Reward.

 Monetary Rewards—pertains to money, finance, or

currency.

 Nonmonetary Rewards –rewards which do not pertain to

money, finance, or currency: refer to intrinsic rewards that
are self-granted and which have a positive psychological
effect on the employee who receives them

24
MULTIPLE CHOICE
DIRECTIONS: Encircle the letter of your best answer.

1. Jenny is a manager who is doing an activity that involves

establishing and maintaining the positive employee-employer
relationships that continue to satisfy productivity, this is define
as_________.
A. Public Policy
B. Public Relations
C. Employee Relation
D. Employment Justice

2. Refers to the sum total of perceived assistance or benefits that

may result from effective social employee relationships.
A. Social Support
B. Employment Support
C. Social Responsibility
D. Employment Ethics

3. Together, pay and benefits are called_________.

A. Wages
B. Profit Sharing
C. Salary
D. Compensation

4. A / an __________ gives an employee a higher level of job with

authority, responsibility and pay.
A. Transfer
B. Raise
C. Evaluation
D. Promotion

25
5. ______ is the number of employees who leave an organization
and are replaced over time.
A. head count C. substitution
B. rotation D. turnover

6. Employee recognition program is ______________.

A. a contest to see how well employees know each other.
B. a guessing game to see who knows the most about their
manager
C. a way to reward employees for going above and beyond
their job expectations
D. a way to reward employees for meeting their job
expectations

7. Which of the following is NOT an example of an incentive?

A. Salary
B. A trip
C. Tickets to sporting events
D. An award

8. Which is an example of a monetary award?

A. Employee stock options
B. Flexible work hours
C. A trophy of plaque
D. Additional training

9. Flexible work hours, additional opportunities, or the ability for

employee to take off to go to school are example of_____.
A. non-monetary programs
B. Monetary rewards
C. Employee recognition
D. verbal praise

26
10. The principle ‘the more I sell, the more I earn’ does it
corresponds to:
A. Sales versus target bonus
B. Bonus versus production
C. Ranking system
D. Commissioning system

11. How can incentive pay plan be a source of demotivation to your

teams?
A. by setting up a scheme that is not adapted to the
performance criteria
B. when management differentiates bonuses between
employees
C. when the incentive compensation system relies on
subjective criteria to evaluate the quality of work produce
D. none of the above
12. All of the below includes variable pay programs, EXCEPT_____.
A. Recognition for good work
B. Bonuses
C. Dividend
D. Incentives
13. All of the below are barriers to good employee relations
EXCEPT_____.
A. Cultural /subcultural differences
B. Lack of trust in others
C. Being conceited
D. Being considerate
14. What are the things you may NOT do to overcome barriers to
good employee relations?
A. develop healthy personality to overcome negative
attitudes
B. Find time to socialized with co-workers
C. overcome tendencies of being too dependent on
electronic gadgets
D. practice too many self-serving motives

27
15. Type of employees who work with passion and feel a deep
connection with their company.
A. Actively disengaged
B. Not engaged
C. Semi-engaged
D. Engaged

16. The following are example of job rotation objectives EXCEPT__.

A. Succession planning
B. Creating right employee-job fit
C. Exposing workers to all vertical of the company
D. Testing employee incompetence

17. To improve employee relations, employees must be rewarded

and appreciated for a job well done or for achieving/over-meeting
their targets.
A. TRUE
B. FALSE

18. The ideal reward system would incentivize the employees to

perform their potentials by matching their intrinsic needs with the
external rewards.
A. TRUE
B. FALSE

19. Annual salary budget must be large enough to reward and

reinforce exceptional performance is one of the important points
administering incentive plan.
A. TRUE
B. FALSE

20. Exposing employees to different tasks and function decreases

their job satisfaction level and create boredom of doing different
task.
A. TRUE
B. FALSE
28
It’s time to check your answers!
Remember, honesty is important so
that you can effectively assess your
learning. Don’t feel pressured, I know
you did your best! Let’s now have a
look at these answers for the Pre-Test
and Review.

20. A
19. D
18. A
17. A
16. B
15. C
14. D
13. B
12. D
11. B
10. B
9. A
8. C
7. C C 5.
6. D D 4.
5. A C 3.
4. C B 2.
3. B A 1.
2. C
1. B REVIEW
MULTIPLE CHOICE

PRETEST
29
 Now, let’s look at these
answers for Practice Time!

ACTIVITY 1
“I AM FILIPINO”
Note: Answers may vary and would depend on ones percep-
tions, insights, and experiences.

ACTIVITY 2

“GOOD JOB MYSELF”

.Note: Answers may vary and would depend on ones percep-

tions, insights, and experiences.

30
31
POSTTEST (MUTIPLE
CHOICE)
1. C
2. A
3. D
4. D
5. D
6. C
7. A
8. C
9. A
10. D
11. A
12. A
13. D
14. D
15. D
16. D
17. A
18. A
19. B
20. B
Posttest!
these answers for the
And finally, let’s look at
Biore, C.(2019). Introduction to Business Management Made
Easy. Academicians, Students and Educators Alliance, Inc.
(ASEAN).

Cabrera, H.M, et.al.(2016).Oranization and Management.

Quezon City.Vibal Group Inc.

32