Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

Employees’ Involvement in the Land Transportation

Regional Office No. V
Boncolmo, Eunice DC.
Master in Public Administration
Daniel B. Peña Memorial College Foundation, Inc.,
San Juan, Tabaco City

Abstract:- This study determined the involvement of the allowing government agencies to hire temporary personnel
employees of the Land Transportation Office Regional for projects requiring specific skills or for time-bound tasks.
Office No. V. It answered the following sub- problems: 1)
What are the areas in the Land Transportation Office Effective human resource management is vital for
Region V that employees are involved in?; 2) What is the government organizations at all levels. Investing in employee
level of involvement of the employees in the Land development through well-designed career paths and
Transportation Office Region V along service delivery, management programs can significantly impact the
professional development activities, managing employees and their clients. Identifying and addressing
organizational change; and work life balance?; 3) What employees' weaknesses and strengths ensures sustainable
are the problems commonly met in employees’ growth and development. A strategic focus on engagement
involvement along the areas explored?; and 4) What and commitment is essential for organizational development.
professional development plan may be proposed to
address the problems met in employees’ involvement? The Land Transportation Office (LTO), under the
This research study utilized the quantitative research- Department of Transportation (DOTr), aims to promote safe
survey methodology specifically the descriptive survey and efficient land transportation services in the Philippines.
method. It is descriptive for it identified the areas the The writer, a regular LTO employee, seeks to explore the
employees of the Land Transportation Regional Office engagement of LTO Region V employees in providing quality
No. V are involved and the level of involvement of the services. This study aims to contribute to developing a
employees in the said office along the areas mentioned professional development plan fostering teamwork and
above. This employed the survey design since it gathered enhancing the office's ability to achieve its vision.
the data using a questionnaire. The respondents of this
study were the one hundred seventy-one (171) employees  Theorethical Framework
of the Land Transportation Office Region V in the Bicol This study is grounded in four interconnected theories.
Region. The statistical measures used are frequency, These include Lawler's Employee Involvement Theory
percentage, weighted mean and ranking. (1986), Donato & Ramos's Service Delivery Theory (2023),
Villanueva's Theory of Management Organizational Change
I. INTRODUCTION (2016), and Adaron, Lacerna & Salapi's Theory of Work-Life
Balance (2021). These theories collectively inform the
The power of people in organizations is undeniable, as researcher's own theory, illustrated in Figure 2 as the
they are essential at all levels of operation. The success or Theoretical Paradigm of the Study.
failure of any organization hinges on its ability to leverage its
human resources to meet its goals and objectives. In the Lawler (1986) posits that when employees have control
public sector, increasing complexities and pressures from over their work, receive meaningful tasks, performance
changing socio-economic and political environments feedback, and organizational rewards, they are motivated to
necessitate transformation and innovation. Employees with work harder and smarter. This theory highlights the
competent technical, professional, and conceptual skills are importance of empowering employees in decision-making to
crucial for driving organizations toward their vision and enhance their job satisfaction and performance.
mission. The importance of high ethical standards, as outlined
in Section 12 of Republic Act No. 6713, emphasizes the need Donato & Ramos (2023) emphasize that involving
for responsibility, integrity, and public accountability among employees in the service delivery process at organizations
public officials and employees. like the Land Transportation Office (LTO) is crucial for
effective public service provision. This approach ensures that
The Civil Service Commission (CSC) supports these services are designed and implemented with a deep
values by promoting morale, efficiency, and courtesy in civil understanding of local needs, thereby enhancing service
service and overseeing human resource management, quality and community satisfaction.
including the hiring of Job Order (JO) and Contract of Service
(COS) workers. Joint Circular No. 1, series of 2017, issued
by the CSC, COA, and DBM, protects these workers while

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

Villanueva (2016) discusses the Theory of Management II. REVIEW ON THE RELATED
Organizational Change, which advocates for structured LITERATURES AND STUDIES
approaches to transitioning organizations, including the
introduction of new technologies and processes in institutions  Literatures
like the LTO. This theory aims to minimize resistance to The increasingly competitive business landscape
change, improve employee engagement, and enhance overall demands a heightened focus on managing change, now one
operational efficiency. of the most significant challenges organizations face (Obrey,
2024). Modern organizations must embrace organizational
Adaron, Lacerna & Salapi (2021) focus on the Theory transformation as a strategic necessity to maintain
of Work-Life Balance, underscoring the importance of competitiveness in an environment marked by constant
supporting employees in achieving a harmonious balance change and instability. Management scholars recognize that
between their professional responsibilities and personal lives. these substantial transformations can negatively impact
This theory is particularly relevant in high-pressure employee attitudes and job performance. The growing body
environments such as the LTO, where policies promoting of literature on the causes, consequences, and strategies for
flexible working hours and mental health support can organizational transformation reflects the significant
contribute to employee well-being and productivity. concerns and complexities associated with workplace
changes. Leaders are pivotal in driving organizational
The researcher's theory integrates these perspectives, performance; their vision, strategic thinking, enthusiasm,
emphasizing the critical role of employee engagement in skills, attitude, and behavior profoundly affect how
decision-making and innovation to enhance service delivery. employees perform to meet company objectives.
It underscores the need for efficient, effective, and responsive
public services that prioritize community well-being through Performance management in public sector organizations
employee participation. Additionally, the theory promotes is crucial for reducing inefficiencies among employees and
structured organizational changes to improve operations and within systems, thereby enhancing overall organizational
service delivery while supporting employees in achieving effectiveness. Effective performance management extends
work-life balance for enhanced productivity and service beyond technical elements such as the tools used for
quality. collecting, measuring, and analyzing performance data, and
the structure of regular performance evaluations. Merely
 Conceptual Framework measuring performance on a quarterly or monthly basis and
This study employed the system approach. The system using this data to inform managerial decisions may be
approach is composed of three (3) minor sub-systems. These insufficient. A more dynamic and innovative approach is
are inputs, process and output. The study was entitled, The required to genuinely improve employee and organizational
Employees Involvement in the Land Transportation Regional performance in the public sector. This can be achieved
Office No. V. Figure 3 illustrates the conceptual paradigm of through daily employee interactions with organizational
the study. The inputs of the study were the areas in the Land behavior (OB) and management tools (Asif & Rathore, 2021).
Transportation Office Region V that employees were Effective performance management can not only reduce
involved; the level of involvement of the employees in the resource waste and boost overall organizational efficiency but
Land Transportation Office Region V along service delivery, also improve public satisfaction with government services.
professional development activities, managing organizational
change and decision making; and the problems met in Land certificate service is an implementation practice of
employees’ involvement along the areas explored. The land office’s institutional function in the context of land
process sub-system includes the preparation of the registration and issuance of land certificates, in order to
instrument, validation of the research tool, administration of guarantee a legal certainty and provide a legal protection for
the questionnaire to the respondents and retrieval of the land owners (Sudin, 2024). Somehow in the implementation,
questionnaire. The research tool was prepared by the writer there are some insights or judgements from the people who
with the direction of the Thesis Adviser. Two (2) phases of used this service to process certificates regarding to service
validation were followed and these were the face validation performance at the land office. There are some insights such
and the content validation. A request to conduct the study was as: the requirements are difficult, the procedures are
asked from the Regional Director of the Land Transportation complicated, the completion time is uncertain, the terms take
Office. She provided a letter request to the Regional Director a long time, the costs are expensive and the assessment is not
and also to the external validators that were suggested during transparent. This is cannot be separated from the aspects of
the Proposal Defense. The researcher personally administered service management.
the research tool. After the retrieval, the responses collected
were entered in a Master Tally Sheet. Appropriate statistical Employees can contribute to a number of decisions like
measures were applied to the data. The data were analyzed setting work goals, choosing their own benefit packages,
statistically. The results were tabulated. The output was a solving productivity and quality problems. Employee
professional development plan. A feedback loop is included involvement will help build ownership and help employees
to close the system and presents the whole process of research identify with the whole change process. Sharman &
as a cycle. It represents that after the study there will still be Garg (2017) 10 supplemented by writing that employee
areas that can be treated as another direction for research and involvement create job satisfaction, contributes to personal
this can be illustrated by the areas for further studies. growth and at the same time improves the results of the

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

organization. Thus, the involvement of employees in decision productivity, and diminishes overall job performance.
making is considered as a tool for inducing motivation in the Furthermore, the study reveals that social media addiction is
workers leading to positive work attitude and high service prevalent among government employees in the Zamboanga
delivery. With increased autonomy in decision making, Peninsula Region, with 70% of respondents reporting
employees tend to be more efficient over time and contribute moderate to high levels of addiction. These findings have
to better responsibility and effectiveness in their work duties. important implications for public administration policies and
practices, highlighting the need for interventions to address
The Philippine civil service faces tougher challenges social media addiction and promote healthier work habits
given the changing direction towards globalization and the among government employees.
growing trend toward greater civil service and private sector
participation in the management of state affairs, and the Work performance was an essential aspect for both the
paradigm shift in the Government’s role from command and employees and the organization. However, there were limited
control to facilitation and flexibility. Corino (2014) observed studies on the work performance and work engagement of
that increasingly, stakeholders were realizing and accepting employees in the City Government of General Santos. For
that the Government cannot fulfill its mandate effectively if it this reason, the study of Cuyos (2022) determined the level of
operates in isolation. For nearly half a century, the Philippines work performance of the employees and its effect on work
was caught in endless cycle of administration reform engagement. Correlational methods of research were used.
exercises that hardly procedure tangible and lasting results. The study involved ninety-three (93) permanent employees.
Lack of acceptance of and commitment to the need for reform An adopted questionnaire was used. The findings revealed
by political authorities and various entities, as well as lack of that the work performance of employees is high in terms of
stakeholder appreciation over long and continuous processes contextual performance, this means that they worked and kept
of administrative reform were among the reasons behind the their job skills up to date. It is also high in terms of task
lack of success. performance that employees kept in their mind the results that
they had to achieve in their work while it was low in terms of
 Studies counterproductive work behavior that they complained about
The paper of Ullirch (2023) provided a systematization unimportant matters in work.
of the existing body of literature on both employee
participation goals and the intervention formats in the context The development of human resources is one of the most
of organizational change. Furthermore, degrees of employee significant programs in any type of organization for it will not
involvement that the intervention formats address were only contribute to the overall improvement of an individual
identified and related to the goals of employee participation. but the organization, as a whole. The work of De Leon et al.,
On this basis, determinants of employee involvement and (2022) 39 focused on determining the job satisfaction, work
participation in the context of digital transformation were engagement and work values of government employees in
unveiled. Based on a systematic literature review, the author’s selected municipalities in the province of Cavite, Philippines.
structured and related employee participation goals and A total of 322 participants were obtained using Slovin’s
formats. Through a workshop with expert practitioners, the formula and a simple random sampling technique was used.
authors transferred and enhanced these theoretical findings in Descriptive and inferential research designs were utilized for
the context of digital transformation. Experts rated the three data analysis. Findings revealed that the majority of the
most important goals and identified accompanying success participants were in the middle-aged bracket; there were more
factors, barriers and effects. The results show that it was not female employees than male ones. Majority of the
necessarily the degree of involvement but a context-specific participants were married, college graduates, permanent ones
selection of measures, the quality of their implementation as were dominant, and most of them had been in public service
well as the actual uptake of suggestions and activities for almost a decade.
developed by employees that contribute to employees
accepting and participating in goal- directed transformations. The purpose of the paper of Soorya (2022) was to
Moreover, employees must have sufficient information and examine the extent to which employee involvement
time for their participation in transformation processes. influences organizational effectiveness and to examine the
extent to which employee involvement influences
The study of Sulasula (2023) examined the effects of profitability, productivity, and market share. The correlational
social media addiction and work engagement on the daily study was conducted as a cross-sectional survey. Research
work performance of government employees in the questionnaires were administered and interviews were held
Zamboanga Peninsula Region of the Philippines. Drawing with managers in the organizations studied. A total of 388
upon the sampled government employees, data were collected managers were randomly drawn from a population of 13,339
through surveys and analyzed using statistical techniques. managers of all the banks in Nigeria. The independent
The study investigates the relationship between social media variable, employees’ involvement was measured by
addiction, work engagement and work performance. Results empowerment, team orientation, and capacity development.
indicate a significant negative correlation between social The dependent variable, & quote; organizational
media addiction and work performance among government effectiveness & quote; was measured by profitability,
employees in the region (r = -0.45, p < 0.001). The findings productivity, and market share. The measures all used a five-
suggest that excessive social media use negatively impacts point Likert scale (ranging from 1=strongly disagree to
employees' ability to focus on their work tasks, hinders 5=strongly agree) and Spearman & rank correlation statistical

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

tool was used to test the hypotheses. The descriptive statistics an intervention program that the Heads, Supervisors and
of the study variables indicate that employees’ involvement Human Resource Management Development Office may use
positively influences organizational effectiveness. as a keystone in addressing problems on work motivation
explored in the study such as issues on wanting to be liked by
The awareness of balancing the quality of life of others, finding themselves talking to those around them about
employee through HR program such as work life balance is non-work matters, inability to solve the problems that arise in
getting its popularity in the HR literature. The study of work and issues on being in charge. An intervention program
Adarona & Lacerna (2021) examined the relationship was the output of this study. The above work was
between work- life balance and job satisfaction of local interconnected with the present study since it discussed the
government employees in one of the local government units work engagement of local government employees. This study
in the Philippines. The results of the study indicate that the also presented findings on the level of engagement of
employees do not have sufficient knowledge on the concept government employees of national government agency based
of work-life balance. Most of the respondents neither agreed in Bicol Region which was the Land Transportation Office.
nor disagreed to most of the statements on work-life balance. There are also other similarities noted. Both studies were
Moreover, the employees experience satisfaction in their job. descriptive. The research design however differs. The
Furthermore, results show that there is a significant positive research design followed in this study was descriptive-survey
relationship between work-life balance and job satisfaction. while the above work is descriptive- correlational. Both used
This may indicate that if the employees feel that work does questionnaire as a tool in gathering the data. The research
not interfere with family concerns and the latter does not outputs of the two (2) studies vary. The output of this study
affect work, they will feel more satisfied with their job. The was a professional development plan while in the above work
study above which is on work life balance is very much is an intervention program.
consistent with this study since it is identified as one of the
areas in the determination of the involvement of employees The paper of Obiekwe et al., (2019) theoretically
of the Land Transportation Office Regional Office No. V. examined the concept of employee involvement as well as the
Both studies also utilized government employees as benefits and challenges associated with the implementations
respondents. However, the kind of government office where of employee involvement in organizations. The researcher
the employees are part of differs. This study focused on used literature review of all articles and published materials
employees of the Land Transportation Office Regional Office on the involvement of employees both in public and private
No. V while the respondents of the above study are the organizations. The paper noted that a well- planned and
employees of a local government unit. The research design implemented involvement program generates high level
also varies. This study follows the descriptive-survey design employee commitment, promotes teamwork, boosts morale,
while the previous work is descriptive-correlational. The and leads to strategic competitive advantage and other
work of Adarona & Lacerna determined the relationship positive organizational outcomes. However, employees’
between work-life balance and job satisfaction while in this involvement program were faced with many difficulties
study the level of involvement of employees along work life which include poor attitude of mangers towards employee
balance was determined using a set of indicators. involvement, lack of qualified manpower, high cost of
implementation, socio-cultural environment, among others.
The study of Khusanova et al., (2021) was an The paper concluded that employee involvement helps
investigation of the relationship among job meaningfulness, organizations to quickly resolve problems boost workers’
work engagement and performance including testing for a morale and enhance management- employee relationship. It
possible mediation effect of work engagement on the is recommended that organizations should put in place
relationship between job meaningfulness and performance. effective employee involvement programs in order to
The study examined task dependence as a boundary condition improve their competitive advantage, drive innovation, and
that facilitates employee engagement using two stage enhance their performance.
multiple source respondent data drawn from a sample of 183
Uzbek employees from public organization and their forty- Organizations should train and retrain their workforce to
seven supervisors to test the hypothesis. acquire the requisite skills, technical knowledge and
competencies which will prepare them to effectively
The study of Nitafan & Camay (2020) was descriptive- participate in employee involvement program. Employees at
correlational research. It primarily aimed to determine the all levels of organizational hierarchy should endeavor to
significant relationship between the work involvement, work invest in personal skill acquisition and development in order
motivation and job satisfaction of regular employees of the to acquire the necessary competencies and knowledge that
municipal local government of Matalam, Cotabato, will make them relevant and ready to be actively involved in
Philippines. The study found out that regular employees have various organizational activities. The researcher employed a
moderate level of work motivation with a high level of need documental literature review of materials on employees’
of affiliation and achievement while moderate level of need involvement. The above paper has a connection with the
of power. Moreover, the study determined that the regular present work since it tackled on the involvement of
employees have a high level of job satisfaction at work with employees in organizations. It is also related in terms of
high level of satisfaction on co-workers’ support and work research method since it is descriptive. However, there are
conditions while moderate level of satisfaction on benefits difference noted. The data gathering technique varies. This
and managerial support. Moreover, the study also proposed work utilized survey to gather the needed data while the

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

previous work used document analysis through literature A. Findings

review. Furthermore, this study explored the level of
involvement of government employees while the  The Salient Findings of the Study were:
involvements of employees were determined by the above
writer in both government and private. The variables that this  There were 164 or 95.91 % of the respondents that
present work covered are service delivery, professional identified service delivery as an area in the Land
development activities, managing organization change and Transportation Office Regional Office No. V that they
work life balance. These were not explored by Obiekwe et al. were involved in. This is followed by work-life balance
with 116 or 67.84 %, professional development activities
III. METHODOLOGY with 106 or 61.99 % and lastly, managing organizational
change with fifty-nine (59) or 34.50 %. The results show
This research study utilized the quantitative research- that service delivery was the area that mostly all
survey methodology specifically the descriptive survey employees were involved in.
method. It is descriptive for it identified the areas the
employees of the Land Transportation Regional Office No. V  This study determines the level of involvement of the
were involved and the level of involvement of the employees employees in the Land Transportation Office, Regional
in the said office along service delivery; professional Office No. V along service delivery, professional
development activities; managing organizational change; and development activities, managing organizational change
work life balance. Vizcarra (2003) 1 cited that descriptive and work-life balance.
study were useful in obtaining the prevailing status or
condition of the problem which were essential in  Service Delivery. The indicator on the level of
understanding the past and the future. It was a method which involvement of the employees in the Land Transportation
collects detailed and factual information to describe the Office Regional Office No. V along service delivery that
present phenomena. Sanchez (1998) 2 explained that obtained the highest weighted mean of 5.00 with an
descriptive research includes all studies that purport to adjectival description of always was performs assigned
present facts concerning the nature and status of anything tasks. This was followed by follows the Citizen Charter as
which an individual may wish to study. This employed the a commitment everyday with 4.92; accepts additional
survey design since it gathered the data using a questionnaire. tasks whenever necessary with 4.73; provides quality
The problems met in the involvement of employees along the service to the clients with 4.66 and reports to office on
areas explored were determined to come up with a time with 4.39. All these numerical ratings have an
professional development plan. adjectival description of very high. The level of
involvement of the employees in the Land Transportation
IV. FINDINGS, CONCLUSIONS AND Office Regional Office No. V along service delivery has
RECOMMENDATIONS an average weighted mean of 4.74 with a description of
very high.
This study determined the involvement of the  Professional Development Activities. The indicator on the
employees of the Land Transportation Office Regional Office level of involvement of employees of the Land
No. V. It answered the following sub- problems: 1) What are Transportation Office Regional Office No. V along
the areas in the Land Transportation Office Region V that professional development activities that has the highest
employees are involved in?; 2) What is the level of weighted mean of 4.84 is obtained in attends to training
involvement of the employees in the Land Transportation and seminars related to the job.This was followed by
Office RegionV5 along service delivery, professional participates in in-house team building activities with 4.63;
development activities, managing organizational change; and joins social activities with colleagues with 4.37; discusses
work life balance?; 3) What are the problems met in career path with professional with 4.31 and lastly, avails
employees’ involvement along the areas explored?; and 4) of post graduate studies and other learning opportunities
What professional development plan may be proposed to with 3.73. All the numerical ratings have an adjectival
address the problems met in employees’ involvement? This rating of very high. The level of involvement of
research study utilized the quantitative research-survey employees of the Land Transportation Office Regional
methodology specifically the descriptive survey method. It is Office No. V along professional development activities
descriptive for it identified the areas the employees of the has an average weighted mean of 4.38 with an adjectival
Land Transportation Regional Office No. V were involved description of very high.
and the level of involvement of the employees in the said  Managing Organizational Change. The indicator on the
office along the areas mentioned above. This employed the level of involvement of the employees along managing
survey design since it gathered the data using a questionnaire. organizational change with the highest weighted mean is
The respondents of this study were the one hundred seventy- obtained in creates a welcoming atmosphere during
one (171) employees of the Land Transportation Office organizational change with 4.73 which is followed by
Region V in the Bicol Region. The statistical measures used supports employees who are adjusting to new
are frequency, percentage, weighted mean and ranking. environment with 4.66. The indicator that comes after was
mentors’ new employees with 4.44 and provides
adjustments in the workplace whenever necessary with
4.36. Lastly, the indicator with the lowest weighted mean

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

of 4.26 was assists in new policies and reforms in the in the Land Transportation Office are development of
office. All the numerical ratings have an adjectival plans and institutionalization of the developed plans. The
description of very high. The level of involvement of regional Directors and all offices of the Land
employees of the Land Transportation Office Regional Transportation to address the unmotivated employees, the
Office No. V along managing organizational change has researcher proposed the conduct of monthly social activity
an average weighted mean of 4.49 with an adjectival which will commence on June, 2024. During the
description of very high. December monthly activity, employees who performed
 Work Life Balance. The indicator on the level of well in every category will be awarded with a cash gift.
involvement of the employees along work life balance The Human Resource Office will spearhead these
that obtained the highest weighted mean of 4.86 was activities. The invitation for professional development
performs job effectively within the work hours. It is activities may be posted in Bulletin Boards or other means
followed by spends quality time with family with 4.53 and like Group Chat for the employees to participate. A
attends to responsibilities in work and also in the family Selection Committee or simple the Travel and Seminar
with 4.45. The indicator pursues personal interest after Committee will be the one to screen possible attendees to
work has a weighted mean of 4.39 and accepts overtime the professional development activities. The Regional
assignments sparingly with 4.25. All the numerical ratings Director and all offices are responsible for these activities.
have an adjectival description of very high. The level of Documentation and Officer Order are the means of
involvement of employees of the Land Transportation verification. The activities suggested to prepare for
Office Regional Office No. V along work life balance has organizational changes in the Land Transportation Office
an average weighted mean of 4.50 with an adjectival are development of plans and institutionalization of the
description of very high. developed plans. Office were responsible for these
activities to be conducted on May and December 2024
 The problem in service delivery that obtained the highest with almost 100,000.00 budget for the two (2) activities.
frequency level of forty-nine (49) with a rank of first is Lastly, to address the voluminous work assignments in
unmotivated employees; which was followed by changing work life balance area. The writer proposed two (2)
demands of the clients with thirty-one (31) or second in activities. These are review of current work assignments
rank and weak teamwork with fifteen (15) or third in rank, on May 2023 by the Human Resource Officer do that it
In the area professional development activities, the will come up with the list of employees and corresponding
problem which obtained the highest frequency of seventy- duties and functions. The office may also prepare for
one (71) with a rank of first is selective process of reorganization and scheduled on August 2024. The
availment of professional development activities. It was amount is still to be determined since it will follow with
followed by lack of available training and seminars with the proposed positions and work assignments during the
fifty-seven (57) or second in rank and lastly, weak support discussion and presentation of new plantilla of the
of management to professional development activities employees.
with thirteen (13) or third in rank. In managing
organization change, the problem with the highest B. Conclusion
frequency of twenty-eight (28) with a rank of first is
changing management priorities. It is followed by lack of  Based from the findings, the following conclusions were
preparation for change with twenty-seven (27) or second drawn:
in rank and lastly, not comfortable with change having a
frequency of twenty (20) or third in rank. The problem in  Service delivery was the area that mostly the employees
work life balance with the highest frequency is of the Land Transportation Office Region V are involved
voluminous work assignments with sixty-nine (69) or first in.
in rank. This was followed by low salary with sixty-two  The employees of the Land Transportation Office Region
(62) and a rank of second and varied social and personal V always involved in service delivery, work life balance,
interests with thirty-four (34) or third in rank. managing organizational change and professional
 To address the unmotivated employees, the researcher development activities.
proposed the conduct of monthly social activity which  The top problem met in service delivery was unmotivated
will commence on June, 2024. During the December employees; in professional development activities, the
monthly activity, employees who performed well in every problem identified is selective process of availment of
category will be awarded with a cash gift. The Human professional development activities; in managing
Resource Office will spearhead these activities. The organizational change is lack of preparation for change;
invitation for professional development activities may be and in work life balance, the top most problem identified
posted in Bulletin Boards or other means like Group Chat is voluminous work assignments.
for the employees to participate. A Selection Committee  A professional development plan may address the
or simple the Travel and Seminar Committee will be the problems met in the involvement of employees in the
one to screen possible attendees to the professional Land Transportation Office Region V.
development activities. The Regional Director and all
offices are responsible for these activities. Documentation
and Officer Order are the means of verification. The
activities suggested to prepare for organizational changes

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Volume 9, Issue 7, July – 2024 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/IJISRT24JUL123

C. Recommendation [7]. Christabella P. Bushiri, (2014). The impact of working

environment on employees’ performance: The case of
 The researcher offers the following: Institute of Finance Management in Dar Es Salaam
Region. (Unpublished Dissertation, Master in Human
 The Land Transportation Office Region V may encourage Resource Management, Open University of Tanzania)
the employees of the office to attend professional [8]. Patrick Hyde, (2017). Strategies to improve employee
development activities so they can involve more in engagement in a U.S.Federal Government Agency.
capacity development initiatives. (Unpublished Dissertation, Doctor of Business
 The Land Transportation Office Region V may initiate Administration, Walden University, College of
more social and educational programs that employees can Management and Technology)
involve in so that it will sustain the level of involvement [9]. Maureen Malinah Oyaro, (2016). Influence of
of their staff. employee involvement in decision making on
 The Regional Director may be furnished with the list of organizational citizenship behavior: A case of
the problems met in the involvement of employee so that Nachakos County Government (Unpublished Thesis,
appropriate actions may be implemented to address the Masters in Business Administration, United States
problems. international University-Africa)
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