2. Introduction Wenna Katherine Sy

3. Background of the Study Wenna Katherine Sy

4. Background of the Study Compensation – human resource function that deals with every type of reward that individuals receive in exchange for performing organizational tasks; the main reason why most individuals seek employment. (Dessler, 2008)

5. Background of the Study

6. Drive Motivation Compensation Reward

7. Base Pay Cost-of-Living Adjustments Employee Benefits Incentives Non-recurring rewards Background of the Study Core Components of Compensation

8. Research Problem Crisostomo Vincenzo Espenilla

9. Research Problem What are the perceptions of SMIT and SMS Professors towards compensation offered by De La Salle—College of Saint Benilde and its effect on their performance and how they differ with other learning institutions they are associated with?

10. Objectives Crisostomo Vincenzo Espenilla

11. General Objective Gather and present the perceptions of SMIT and SMS Professors towards their compensation and its effect on their performance and how they differ with other institutions they are affiliated with.

12. Specific Objectives (01) Determine the approximate average difference in professors’ hourly pay in DLS-CSB and that of other learning institutions.

13. Specific Objectives (02)Assess how good compensation affects professors’ performance inside the classroom.

14. Specific Objectives (03) Find the effect of good compensation on professors’ attitude towards their students.

15. Specific Objectives (04) Determine how professors’ attitude (motivation, drive, and enthusiasm) that is being demonstrated in De La Salle— College of Saint Benilde differs with how they work in other learning institutions they are connected with.

16. Specific Objectives (05) Know the difference between work demands in De La Salle—College of Saint Benilde and that of what is being required in other learning institutions they are associated as well.

17. Significance of the Study Crisostomo Vincenzo Espenilla

18. Significance of the Study To the Human Resource Department of De La Salle—College of Saint Benilde.

19. Significance of the Study To the Human Resource Management Program of the School of Management and Information Technology, De La Salle—College of Saint Benilde.

20. Significance of the Study Other Researchers

21. Significance of the Study Other Learning Institutions

22. Review of Related Literature Edlin Ventura

23. Review of Related Literature Motivation Leads to Greater Performance Bruce, A. & Pepitone, JS. (1999) Motivating Employees

24. Review of Related Literature Pay as Motivator Pattern, T.H. (1979) Classics of Personnel Management. (1 st ed.)

25. Review of Related Literature Compensation Practice Promoting Competitive Advantage Martocchio, JJ. (2006) Strategic Compensation: A Human Resource Management Approach. (4 th ed.)

26. Review of Related Literature Compensation Structure Effects Henderson, R.I. (1994) Compensation Management: Rewarding Performance. (6 th ed.)

27. Review of Related Literature Influencing Job Decisions Heneman & Schwab (1982) Impacts of Pay on Employee Behaviors and Attitudes: An Update.

28. Review of Related Literature Salary Effects on Job Satisfaction, Work Relationships & Commitment Thesis: De La Salle University—College of Saint Benilde. (1994) The Significant Factors in the Restructured Compensation Program that Affect Job Satisfaction as Perceived by SGS Employees.

29. Review of Related Literature Considerations are to be Made on Perceptions of Employees Thesis: De La Salle University—College of Saint Benilde. (1994) An Evaluation of the Compensation Scheme in Relation to Job Performance Based on the Perceptions of Employees in the Civil Registry Division of the National Statistics Office.

30. Definition of Terms Coleen Villacruz

31. Definition of Terms Appraisal System. A method in which employees are given raises after observing work efficiency in performing duties based on pre-determined performing standards

32. Definition of Terms Attitude. Refers to the motivation, drive, and enthusiasm that is being demonstrated by an employee towards work, and interpersonal relationship with subject or clients (referring to students in this study), supervisors and colleagues.

33. Definition of Terms Compensation. Financial and non-financial rewards granted to an employee after rendering service which may be composed of base pay, allowances, benefits and incentives.

34. Definition of Terms De La Salle—College of Saint Benilde (DLS-CSB) The base company of the research. It is a tertiary learning institution which is one of the 17 district schools composing the De La Salle Philippines.

35. Definition of Terms Educational Pay Differential. Usually for professional occupations such as teachers, educational pay differentials provide progressively higher salary rates based upon the employee’s completion of specified academic requirements (e.g. MS, MBA, PhD, etc.).

36. Definition of Terms Hourly Pay. The rate of pay, in terms of pesos, per hour of work done. In relation to the research, an hourly pay for college educators is usually expressed as pay per subject unit.

37. Definition of Terms Human Resource Department. The office assigned to encompass personnel responsibilities including workforce planning, job design and job analysis, selection and staffing, employee training, performance appraisal, compensation, and employee involvement.

38. Definition of Terms Job Evaluation. Determination of the relative importance or ranking of jobs in an organization, for wage setting purposes, by systematically rating them on the basis of selected factors, such as skill, responsibility, experience, etc.

39. Definition of Terms Job Satisfaction. Employee’s thinking, feeling and action towards work.

40. Definition of Terms Motivation. Processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

41. Definition of Terms Other Learning Institutions. Refers to institutions (center, institute, school, college, or university) offering tertiary education other than De La Salle—College of Saint Benilde.

42. Definition of Terms Performance. Refers to efficiency of an employee based on pre-determined performing standards.

43. Definition of Terms Professors. Refers (in this study) to part- time instructors and professors of De La Salle—College of Saint Benilde who are at the same time a part-time educator in other learning institution/s.

44. Definition of Terms SMIT – School of Management and Information Technology. A division of De La Salle—College of Saint Benilde that mainly deals with Business and Information Systems & Technology Education.

45. Definition of Terms SMS – School of Multidisciplinary Studies. A division of De La Salle—College of Saint Benilde that offers Basic General Education Courses.

46. Methodology Adrian Mark Alarcon

47. Methodology

48. Research Design Adrian Mark Alarcon

49. Research Design Description

50. Research Design Qualitative

51. Method of Data Collection Adrian Mark Alarcon

52. Method of Data Collection In-Depth Interview

53. Participants Adrian Mark Alarcon

54. Participants At least 20 respondents Faculty members of SMIT& SMS Teaching in other learning institutions Paid on an hourly basis

55. Scope and Limitations Adrian Mark Alarcon

56. Scope and Limitations Researchers Refer Only to a Group of Respondents

57. Scope and Limitations Variability of a Participant’s Response

58. Scope and Limitations Generalizability

59. Appendix: Interview Questions 1. Why did you consider being part time professor rather than full-time? 2. How many learning institutions are you currently teaching in? Name them. 3. How much is your hourly pay in DLS-CSB? If confidential, what is the range? 4. How much is your hourly pay in other institutions? If confidential, what is the range? 5. If 3 & 4 were not answered: Which learning institution pays the most per hour? 6. Which learning institution provides more benefits? 7. What incentives does the learning institutions offer that made you take the job? 8. Does compensation affect your choice in choosing a learning institution to teach in? 9. Students from what institution you work in do you think are the easier to handle? 10. Do you treat students from different learning institutions the same way? Why? 11. Which of them do you most feel comfortable with? 12. Which of them do you feel more eager to teach? 13. Do you believe that the higher the compensation, the harder the job is? 14. Do you feel more motivated when you are teaching where compensation is higher? 15. If there was an incident that only allowed you to go to only one of your current learning institution to teach a class, which among them would be you priority?