A Policy Paper in

PA 17

(Special Topic)

COMPRESSED WORKWEEK SCHEDULE: AN ANALYSIS

Submitted to:

GLENNE B. LAGURA, DPA

Submitted by:

DARAY, CRISSA LEE

Student

DAVAO DEL NORTE STATE COLLEGE

Institute of Management, Governance and Continuing Studies (IMaGoCS)
Bachelor of Public Administration

APRIL 2018
 Introduction

“Customer satisfaction is worthless. Customer loyalty is priceless” a

line from famous American author and business trainer Jeffrey Gitomer 1 who

believes that satisfaction becomes a vital the role of individuals’ life. Across

the global institution, people are striving hard in order to achieve a certain

goal depending on what they are aiming to achieve, because of this, people

are really trying their best to have a work and employ their selves to survive

in daily activities and also for their family. Far ahead of this, the government

comes with a scheme to help regulate employee to do their job, the

compressed work week, in which an employee may do their work 4 days a

week instead of the normal working days. This scheme, compressed

workweek as an alternative schedule for the shortening of working days.

Employees accomplish the full number of required weekly hours by working

longer days. The most popular choices in a compressed workweek are five 9-

hour days the first week, and then a week of four 9-hours days. Other options

include three 12-hour days or four 10-hour days.

The length of normal working days becomes more productive and

conducive to work when a certain company implement the Compressed

Workweek as their key to sustain the needs of an employee as well as their

1 Jeffrey Gitomer (1998), Customer satisfaction is worthless. Customer loyalty is priceless. Retrieved
at https://www.thriftbooks.com/w/customer-satisfaction-is-worthless-customer-loyalty-is-priceless--
how-to-make-customers-love-you-keep-them-coming-back-and-tell-everyone-they-know_jeffrey-
gitomer/248364/#isbn=188516730X&idiq=3465707
health. Compressed workweek is not just referring to the working hours and

the work environment alone, it is also considering the employee to do some

of their other activities not just their job.

The legality of compressed workweek was base to the amended Article

83, 85 and 87 of the Labor Code for it is formed for other matters like an

employee needs to balance its work-life. The implementation of CWW is not

that a big deal for everyone, it is an option whether a company will implement

it, but then there are agencies that are not allowed to implement CWW such

as hospitals, clinics and other agency concerning health issues.

The implementation of CWW is a great idea for other, it may results to

liberation and globalization, and as well as helps to regulate and implement

other laws relating to labor matters and life programs such as R.A. 8972

known as Solo Parents Welfare Act of 2000. Compressed workweek may

sound interesting but then it may also results to breakdown for some

employee for they may work 10 or 12 hours a day, they might not enjoying

their job because of heavy paper works or whatever works they are doing, and

some of them might lose the motivation to continue working.

The implementation of the policy may lead to different factors that may

affect the satisfaction of the employee its job such as Working Environment,

Appreciation, promotion, safe and security, respect from co-workers and etc2.

2
20 Factors Affecting Job Satisfaction (Explained)
Retrieved from https://iedunote.com/factors-affecting-job-satisfaction on April 27, 2017
 Its lateral effect is much better and worse than other scheme regardless

of job satisfaction and satisfaction of the duty schedule. The implementation

of CWW may lead to question the satisfaction of an employee, with regards to

the evaluation and monitoring there are problems also in scheme. The figure

below mentioned some problems in implementing and to evaluate the

effectiveness of the Law.

PROBLEM TREE

In order to know further explore the problems in implementing of CWW,

a problem tree analysis is used. Problem Tree Analysis is defined by European

Commission (2014) as cited by Dillon (2010)3 as a methodological approach

or tool to map main problem along with its causes and effects and describe

the situation in the future.

EFFECTS
Absenteeism of the
Employee due to work JOB
schedule DISSATISFACTION

PROBLEM
Erroneous Adaptation of
Compressed Workweek in
the Office
CAUSES

DOLE and the Poor Monitoring

amended basis and Evaluation of
are not clear the Policy
about what is
the CWW
Figure 1. Compressed Workweek Problem Tree Analysis

3Dillon, Leonellha Barreto. (2010). Problem Tree Analysis. Retrieved from

https://www.sswm.info/content/problem-tree-analysis on April 25, 2017
OBJECTIVE TREE

According to Dillon (2010)4, Objective Tree Analysis is one participatory

tool of supporting project planners to identify clear and manageable goals.

She also emphasized that this type of analysis can be done after identifying

the negative aspects of an existing situation with their causes and effects in

a problem tree. The value of this type of assessment is greatest it is carried

out in a workshop with stakeholders, giving the opportunity to establish a

shared view of the situation.

The root causes of erroneous adaptation of compressed workweek

should comply the Implementing Rules and Regulations of its basis. In

addition, to adopt and lessen the arriving corruption the goals and strategies

are presented on the next page:

Dillon, Leonellha Barreto. (2010). Objective Tree Analysis. Retrieved

4
from
https://www.sswm.info/content/problem-tree-analysis on April 25, 2018
OBJECTIVES High rate of Employees have the
employment motivation to work
hard

Accurate Implementation
of Compressed Workweek
AIM

in the Office
ACTIVITIES

DOLE should spend Programs and seminars

time to regulate and to educate employees
examine the policy and public officer

Figure 1. Compressed Workweek Objective Tree Analysis

STAKEHOLDERS WHEEL

Stakeholders Wheel gives a quick picture of who is at the diagram and

who is missing. The stakeholders are identified according to their roles in

relation to the effectiveness of Compressed Workweek. According Lacroix et

al. (2016) 5 defined this type of analysis as centered on a bridging organization

that ensures that the process continues to move forward, and a steering

committee that guides and changes activities according to stakeholders’

interests and concerns.

Figure 3. Stakeholders Wheel of Compressed Workweek

5Lacroix, E. et al. (2016). Explore, Synthesize, and Repeat: Unraveling Complex Water
Management Issues through the Stakeholder Engagement Wheel. Retrieved from
www.mdpi.com/2073-4441/8/4/118/pdf-vor on April 25, 2018
STAKEHOLDER ANALYSIS

The stakeholders of the bill are being assessed through the

stakeholders’ analysis. According to Schmeer (n.d.)6 stakeholder analysis is a

process used to determine whose interest should be taken into account when

implementing a bill or program. Presented in the analysis is the role of the

stakeholders in the implementation of the bill and highlighting the impact

they could bring. This also present the necessary actions to be taken to

improve the bill or develop alternatives to counter the emerging problems.

Table 1. Stakeholders Analysis of Compressed Workweek

Target: To assess and/or improve Compressed Workweek

Stakeholders: Attitude Influence Needed Actions

1. Employees High Very High The contribution of

employees has something
to do with the bill for it is
the main target in the
success of the
implementation of the
said Scheme. The
participation of the said
target has the influence
in the emerging bill. They
should know the rules
and regulations of the bill
to lessen the problem
that may occur in an
office/ organization.

2. Management High Very High Management is the one

who introduces and

6 Schmeer, K. (n.d). Stakeholder Analysis Guidelines. Retrieved from www.

Who.int.workforcealliance on November 25, 2017
 operate the bill besides
the Board of directors,
they should well-oriented
with the factors affecting
the adaptation of the bill.

3. Board of High Very High Board of directors should

Directors have the level in adapting
the CWW for they are the
one who evaluate the
outcomes after adapting
the bill.

4. Labor Sector High High Labor sector are the ones

that monitors the bill and
it is one of the important
stakeholders in the
implementing the bill.

5. Community Low High Community basically

affected by the bill that
was implemented by the
government and by that,
the community will also
benefit from this in terms
or transportation and
other matters.

6. Government Low High Government is also one

of the stakeholders for
they are part of the said
implementation, they will
monitor and suffice the
lack of the bill and they
should be well-oriented
about this.
SWOT ANALYSIS
It is necessary to define all the external factors of the policy (threats

and opportunities) which have direct influence to the strengths and

weaknesses of the policy. Through this, appropriate actions can be created in

order to maximize the strengths and opportunities and minimize the possible

impact of weaknesses and threats. According to Morrison (2016)7 SWOT

Analysis is a planning tool used to understand the Strengths, Weaknesses,

Opportunities and Threats involved in a project or in a business. It also

involves specifying the objective of the project and identifying the internal and

external factors that are supportive or unfavorable to achieve that objective.

The analysis below could be the basis in coming up with the policy

recommendation.

Table 2. SWOT Analysis of Compressed workweek Schedule

SWOT ANALYSIS

STRENGHTS WEAKNESS
1. Implementation of CWW in 1. The scheme is not through to

line with its provision will be all agencies such as hospitals

consider as one of good policy and clinics and other health

that implemented due to the concern agencies that is needed

results of having less working to operate 24/7.

7 Morrison, M. (2016). SWOT analysis (TOWS matrix) Made Simple. Retrieved from
https://rapidbi.com/swotanalysis/ on November 25, 2017.
 days and can may help the 2. The CWW is not clearly stated

people around. as to what the factors are

2. Programs that implemented affecting the implementation that

will lead to better future of the in a wrong way of adaption it may

economy and can change the lead to corruption.

society’s way of thinking.

OPPORTUNITY THREATS
1. The implementation may help 1. Job Dissatisfaction will be the

employee to have his/her factor of decreasing the employment

work-life balance, it also give rate of the country and as well as it

the benefits to the people will affect the growth of the

economy.

RESEARCH TOOL

The fishbone analysis is also called a cause and effect diagram which

visualizes the categorized potential causes of a problem in order to identify

the root causes (Ishikawa, 2015)8. Below is a representation of the causes of

the ineffectively implementation of compressed workweek schedule. It is

evident that the bill is ineffective since cases of job dissatisfaction and

decrease of employment rate has been reported.

8Ishikawa, K. (2015). Fishbone Analysis. Retrieved from whatis.techtarget.com on

November 25, 2017.
Figure 4. Fishbone Analysis of Compressed Workweek Schedule

POLICY ALTERNATIVES

The paper presented illuminates what is the compressed workweek all

about and discuss the criticisms and assumptions regarding the effectiveness

of the implementation of the bill in the office. There were facts gathered in

order to verify details needed for the best understanding. Furthermore,

information was obtained to formulate questions and have a wide observation

in the content and effectiveness of the bill. Since the bill already implemented

in other offices, the discussion presented more on the practices of the offices

and the stakeholders to rejuvenate the policy.

 The come up of the following options were based from the personal

assessments and thorough discussions gained from the varied reliable

sources. Moreover, the option may vary if facts are changed and elaborated,

thus all the generated opinions are purely coming from the researchers.

1. Implement Bill

In order to stop the increasing rate of job employment it should be

given an action to lessen the problem but it takes more time and

manpower to accomplish, so it is needed that in implementing the

compressed workweek, the management and labor sector must well-

oriented.

2. Amend the Bill before proceeding

In implementing the compressed workweek, the offices must aware

of the advantages and disadvantages of the policy in order to utilize

the problems that may come during the adaption of the policy and

also to reduce conflict from the employees.

3. Formulate office rules and regulations and strengthen it instead

of force implement of the compressed workweek

Employees that are suffering job dissatisfaction has issues about

the environment he/she working on, in order to surpass the idea

having this kind of problem. Offices should strengthen their office

rules and regulation to minimize the depraved situation.

4. Obstruct the implementation of the Compressed workweek

 Scholarly works and deep research should be realize before coming

up with a policy. Implementing policy without research about how

the community will accept it for it may cause some trouble in

implementing the come up policy.

For now, compressed workweek were adapted by some of the agencies

that was knowledgeable enough to handle such job cases. Employees need to

utilize their work-life balance in order to gain experiences about their

individual life. The management, the one taking care about the employees

and supervising the policy should well-oriented on the outcomes of the

implemented policy in the office.

In order to lessen the job dissatisfaction, the management and the labor

sector should monitor and evaluate the outcomes of the policy, they should

monitor working condition and other factors affecting job satisfaction in order

to retain the peace and harmony among the employees inside the office.

CRITERIA EVALUATION

Based on the analysis presented and as a product of discussion, criteria

for evaluation is formulated. Criteria evaluation served as basis in coming up

with the recommendations. Below is the list of criteria:

 Provisions of the said policy with its Implementing Rules and

Regulations (IRR)

 Participation of the stakeholders

 Social acceptability and effect of the policy to its stakeholders

 Accountability and transparency reporting systems,

authorizations and procedures

 Right-based approach since the policy is on the labor institution

RECOMMENDATION
Talking about the aforementioned analysis of compressed workweek,

the following are recommended:

1. The Offices should have programs which will change the everyday set

up of the employees’ working area and working conditions that involve

their personal motivation to work:

 Positive working environment

 Personnel development

 Employees relationship

 Activities which will help them be more motivated enough

 Office Initiative

2. The offices should have intervention program that will make policy to

continue:

 Activities

 Counseling and molding the employees through motivating

rather than rebuking them

3. Employees have the right to intervene about what is going on inside the

office regarding their satisfaction and observation of the implemented

policy.

4. Establish a reporting system that will help the management to

recognize the problem inside the office and to easily recognize the

employees which lack of motivation and inspiration to continue their

work.
 CONCLUSION

As of now the bill still on the process to be a law, in other offices they

are obscure about adapting such, the policy is under control by the labor

sector in which it is mainly the target for obtaining the objectives they are

aiming for. Although the policy was good there are some factors that will affect

the behavior of an employee in changing the schedule, it might decrease their

level of performance and motivation to perform level.

Labor sector has strong influence to implement the said bill objectively,

but then it is also the factor if it is implement directly. As of today’s generation

millennia’s slowly finding job that will fit to their interest that may also help

the economy to grow but then because of erroneous adaptation of the bill in

the office and it can affect the interest of individual.

Furthermore, the scheme become the policy to ensure the best results

and to distinguish that the labor sector and employees must oriented about

this.