Topic: Chapter I – Pre-Immersion

PRE-IMMERSION
(Chapter Discussion)
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, 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 behavior 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.
 Ethics- is a collection of values and behaviors which people feel are moral. In other words,- “ethics” is the name we give to our
values or good behavior. Positive work ethic is the collection of all the values and actions that people feel are appropriate in the work
place.

 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".
Work Ethics Performance Standards

STANDARDS To be successful in a career you must possess both strong occupational skills and good work ethics.

The following are ten areas of work ethic traits and performance standards you will be presented and expected to exhibit in the workplace:

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1. ATTENDANCE

 Attend 90% or more of the required class time

 Notify instructor before planned absences or tardiness

 Be prepared for work by reading assignments and completing job

 Participate in activities by contributing to work discussion, completing assignments, and being involved in any activities

 Begin and end work as expected

 Use work time appropriately

2. CHARACTER

 Display a high level of effort and commitment to performing and completing work

 Be honest in all situations

 Demonstrate trustworthiness and responsible behavior

 Display loyalty, dependability, reliability, initiative, and self-discipline

 LOYALTY

 In return for salary and benefits, the firm expects loyalty.

 Employees must keep company “secrets”.

 The more the company succeeds the more you will succeed.

 If you can not feel faithfulness and allegiance to your company, you should seek a job elsewhere.

 HONESTY

Honesty is valuable

Employees account for 30% of all “shortages”

Being honest is more than just not taking--”things”

In an 8 hour day-- how much time should be spent on task?

Using the company telephone for personal calls, checking email, or texting is actually stealing from the company!

Never lie on your:

-Application, Time sheet and Expense statements

Never cheat a:

-Customer, Associate and Employer

 TRUSTWORTHINESS

 Higher trust = higher pay!

-Closing or opening the office

-Supervising others

-Handing cash
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  Complete a task- earn some trust

 Dependability and Reliability = trustworthiness.

 Employers quickly see who can handle responsibility.

 INITIATIVE

 When employees have initiative, they are willing to see that work gets done. People with initiative are:

-Motivated, Enthusiastic, Industrious, and Hard working

People with initiative see a job that needs to be done and do it! Beyond the-- “call of duty”.

 SELF- DISCIPLINE & SELF-RESPONSIBILITY

 Self-discipline is a part of accepting responsibility

 Self-discipline requires the handling of emotions

 The hard part is making the best choice among the alternatives

3. TEAMWORK

 Encourage and facilitate cooperation, pride, trust, and group identity

 Foster commitment and team spirit

 Facilitate cooperation

 Respects the rights of others

 Respects confidentiality

4. APPEARANCE

 Present a neat, clean appearance

Practice personal hygiene

 Wear clothing suitable to the job, task and environment

 Uses appropriate verbal and written etiquette

 Regardless of the job, there is no excuse for not being groomed correctly.

5. ATTITUDE

 Demonstrate a positive attitude

-Never underestimate the power of proper attitude.

-Attitude determines how successful we will be.

Display a willingness to cooperate and accept constructive criticism

 Set realistic expectations

6. PRODUCTIVITY

 Follows directions and procedures

 Observe established policies on safety

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 Notify proper authorities of circumstances or situations presenting potential safety hazards

 Maintain equipment and supplies

 Keeps work area neat and clean

 Conserves materials

 Do not use or knowingly permit others to use tools and equipment improperly

 Make up missed assignments in a timely manner

 Stay on task and utilize time constructively

7. ORGANIZATIONAL SKILLS

 Prioritize and manage time and stress effectively

 Demonstrate flexibility in adapting to changes

TIME MANAGEMENT TECHNIQUES

Ask for Help

 Many are scared to ask for help

 Fear being seen as intrusive or dumb

 Help comes in many forms

Techniques Set timetables

 Measure how you’re doing

 Pocket, wall, or desk calendar

 Mark activity due dates appropriately

Prior to the activity due date, fill in other days with activities that will help you accomplish the mini steps that it will take to complete the
big assignment.

8. COMMUNICATION

The worst assumption a sender of a message can make is that the message will be received as intended Language itself can be a barrier.

 Unclear wording, Slang, Jargon, Tone

Another barrier is body language

9. COOPERATION

 Convey a willingness to assist others

 Work to resolve conflicts and to identify solutions in which all parties benefit

 Demonstrate concern for treating people fairly and equitably

 Follow the chain of command in resolving conflicts

 Displays leadership skills

 Appropriately handles criticism, conflicts, and complaints

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 Demonstrates problem-solving capability

 Maintains appropriate relationships with supervisors and peers

10. RESPECT

 Treat instructors, staff and fellow students with respect, courtesy, and tact

 Do not engage in harassment of any kind

 Know the legal definitions of sexual harassment

 Deal appropriately with cultural/racial diversity

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

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 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.

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.
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 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
WORK IMMERSION 7
 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 – What is conflict?
 Conflict is a state of incompatibility of ideas between two or more parties or individuals. Natural disagreement resulting from
individuals or groups that differ in attitudes, beliefs, values or needs.

 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.

Conflict Resolution Techniques

1. Listen, then Speak out

Simply listen to all parties involved to completely understand the nature of conflict, then start troubleshooting solutions.

2. Gather the Group

WORK IMMERSION 8
 Arrange a meeting with all involved parties to discuss the issue. Having a group meeting may also expedite a resolution that will satisfy
everyone.

3. Be Impartial

Don’t take sides! If you are partial towards one person, try to access the situation from all sides to come up with a fair and reasonable
solution.

4. Do not postpone Conflict Resolution

Address the conflict immediately. Otherwise, the situation could escalate and could affect employee performance.

5. Promote Teamwork

Remind you staff of successful projects that required teamwork to compete. This is one of the most effective conflict resolution
techniques and will really make the employees think about the importance of working in a team.

6. Broadcast Praise

The power of encouragement and motivation can be multiplied when it is spread to recognize those who are modeling the teamwork and
cooperation that is desired within any conflict.

CONFLICT PREVENTION

1. Being Open

If we have issues, we need to express and deal with them immediately and not not allow it to accumulate and dwell upon.

2. Maintain Clear communication

Articulate thoughts clearly, question and clarify views.

3. Encouraging different points of view and evaluating each fairly without any personal bias

The clear disadvantage is that it can lead us to make assumption about them and take action based on those biases.

4. Not looking for blame

Encourage ownership of the problem and solution.

5. Demonstrating respect for team members rather than resorting to blame game

For any team to be successful it is critical that the team members respect each other.

6. Keeping them issues within the team

Talk issues within the team, talking outside results in conflict escalation

Importance of Conflict Management

1. Facilitates employees to concentrate on their work.

2. Strengthens bonds among employees

3. Helps finding a middle way- an alternative to any problem and successful implementation of any idea.

4. Motivates employees to strive had to live up to the expectations and contribute to the organization in the best possible way.

5. Prevention is better than cure.

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