A Qualitative Study on the Struggles of Overseas Filipino Workers under Poor Management in Asian Countries Carandang, Rzel “Shey” Christine Jyra D. Grade 11 Ezekiel (ABM) Submitted in Partial Fulfillment of the Requirements in Practical Research 1 at Life Academy International December 2019 ACKNOWLEDGMENT I would like to express gratitude to my Abba Father, who has been providing me with strength and endurance for the whole semester. My Practical Research 1 Teacher, Ms. Jennifer Dimzon, current Associate Chief for High School English of Life Academy International; she taught me how to make a research paper, and guided me in the process. My family, especially my parents, who were very patient and supportive while I was making this research paper. They showed me care and concern whenever I would skip meals and lack sleep. My friends, who were also very understanding and patient, especially when I would have to spend less time with them to continue my paper. Instead of discouraging me, they motivated me even more to finish the paper. My classmates and batchmates, who were there to empathise with me when writing this research paper. They helped me, and I helped them. We were able to form closer relationships with each other through this school requirement. My friend, who provided me the connections to the participants of this study. She was very supportive. She also went out of her way to help me contact the selected participants. Last but not the least, Life Academy International, who provides education to its students, including myself. The school provides an opportunity for the students to learn in advance what will they be doing when they step into a college or a university. ABSTRACT Overseas Filipino Workers are Filipinos who are employed in foreign countries in order to satisfy and provide for their own and their families’ needs. These workers face struggles as they work overseas and work under a foreign employer. This phenomenological study looked into the (1) struggles the Overseas Filipino Workers in Asian countries face or have as they work and (2) how they deal with the struggles they face as a Filipino working in a foreign country. This study used online interviews in order to gather data. It was conducted with five participants from United Arab Emirates, Taiwan, Malaysia and Singapore. The interviews were conducted using social media in order to connect with the participants who are working in the said countries. The participants were selected through convenience and snowball sampling. Convenience sampling is where the researcher chooses participants who may be related or acquainted to her. Snowball sampling is where the researcher selects participants through the help of referrals from friends or other acquaintances. The data collected from the interviews were sorted through the use of a sorting application. Results showed that the struggles the participants faced are (1) being away from the family, (2) being in a foreign country alone and dealing with loneliness, (3) adjusting to a foreign country’s culture, (4) discrimination, and (5) verbal abuse from their employers. The participants responded that they do or did not experience poor management from their employer/s. Based on the data collected, the participants deal with the said struggles in different ways. The participants mentioned that they deal with the struggles by (1) keeping their family in mind to motivate them, (2) having courage and faith in God, (3) learning from everyday challenges, (4) being patient and letting their employer/s be, and (5) adjusting to the situation or to the culture of the country they are working in. TABLE OF CONTENTS TITLE PAGE…………………………………………………………………………………...………i ACKNOWLEDGMENT…………………………………………………………………….……ii ABSTRACT…………………………………………………………………………….……….… …iii TABLE OF CONTENTS……………………………………………………………………….……iv CHAPTER I INTRODUCTION…………………………………………………………...1 Background of the Study………………………………………………………….1 Statement of the Problem…………………………………………………………2 Significance of the Study………………………………………………………….3 Scope, Delimitation, and Limitation………………………………………………4 CHAPTER II - REVIEW OF RELATED LITERATURE………………………………….5 Related Studies ………………………………………………………………….. 5 Conceptual Framework ………………………………………………………....12 Definition of Terms………………………………………………………………..13 CHAPTER III METHODOLOGY………………………………………………………..15 Research Design…………………………………………………………………15 Participants of the Study…………………………………………………………15 Research Locale………………………………………………………………….17 Data Gathering Instrument………………………………………………………17 Data Gathering Procedures……………………………………………………..18 Data Analysis Procedure………………………………………………………...18 CHAPTER IV - PRESENTATION AND ANALYSIS OF DATA………………………..21 CHAPTER V - SUMMARY, CONCLUSIONS, AND RECOMMENDATION………....31 BIBLIOGRAPHY APPENDICES APPENDIX A - Interview Schedule APPENDIX B - Letter of Information APPENDIX C - Evaluation forms Chapter 1 Introduction Background of the Study Many Filipinos decide to work overseas, may it be as a nurse, an office staff, or even as a domestic helper. This is because of the country’s unemployment rate. Filipinos see that working overseas would give them more ways to support their families because of the high salary. Filipinos believe that going abroad would make their families’ lives easier. They see working overseas as an opportunity to have a fresh start and a door to a better life (The Pinoy OFW, n.d.). Domestic helpers, commonly called “maid” or “yaya” are hired in order to do chores that cannot be done by a certain individual or family. Those who hire helpers are usually those individuals or families who belong to the high society class or Class AB income class (Pinoy Money talk, 2019). Domestic helpers usually report to only one family, and may be referred by an acquaintance or by a staffing agency. According to Jobhero (n.d.), most domestic helpers have multiple duties such as making sure everything in the house is clean and organized, cooking hjh dishes, washing and ironing clothes, taking care of children and the elderly, doing whatever their employer asks them to do, etc. Being a domestic helper is definitely one of the most demanding jobs there is. Overseas Filipino Workers, if not always, are often looked down on, especially in the country they work in. They are neglected, taken for granted, and unappreciated. Not much realize the hardships these overseas workers go through. They would have to keep pushing themselves to the best of their ability in exchange for minimum income, and yet they continue to work hard for themselves and even harder for their own family. They would have to sacrifice time away from their loved ones in order to fulfill the demands that come along with this job. As the society continues to turn a blindeye on the struggles and hardships these household employees have, this research aims to expose, share, and discover the battles these overseas workers experience or have experienced. Statement of the Problem All overseas Filipino workers hope to work for and belong in a harmonious workplace. Filipino workers, who work overseas, should be able to receive the rewards they deserve for the labor they do and the sacrifices they make. They should be granted the same working rights as regular office employees. They should not be looked down on by anyone. They should be treated with respect just like any other person in the society. They have the right to work under an employer with good character, management and leadership skills. However, the reality of life hinders them from acquiring what others can easily receive and/or get. One of the main factors is money. Overseas Filipino Workers are taking the job in order to be able to feed themselves and their family. These people much likely belong to the lower class of society (De la Cruz, 2017). They sacrifice time away from their family to work abroad. They are not able to experience the privileges and leisure other workers do. It also becomes even more disadvantageous to them whenever the employer they are working for are not treating them right, or even paying them sufficiently. These reasons cause them to struggle and experience hardships that regular workers experience less. In order to raise awareness about the hardships OFWs have, this paper aims to discover and expose such struggles while working under a household with poor management. It specifically aims to answer the following questions: 1. What hardships do overseas Filipino workers in Asia have? 2. How do overseas Filipino workers in Asia deal with such hardships? Significance of the Problem Discovering and studying the struggles overseas Filipino workers in Asia will improve the lives of these people and their families. It is important to learn about such struggles in order to raise awareness and realise the necessary actions needed. If the society continues to be ignorant of the issue, these workers will never have the opportunity to progress. In order to discover the struggles of overseas Filipino workers, it is important to learn about why did they decide to work overseas, and what are the root causes of the struggles they experience. This study will be beneficial to the following groups: Overseas Filipino Workers (OFW). This study will mainly be able to help the Filipinos working outside of the country. This study will improve and develop their working environment and their own lives by learning why do these workers experience hardships and how do they deal with these. Families of the Workers. Families of the workers will benefit from this study as the overseas provider of the family will be able to enjoy a better working environment; allowing the family to have fewer worries and anxiety for the member working outside of the country, and may result in better living conditions. Government. The government will benefit from this study as it provides information and knowledge about the struggles the OFWs come upon. This will allow the government to come up with ideas to help improve the lives of those workers. Society. Having been educated of the hardships the OFWs encounter, the society will be more aware and learn to respect one another including the overseas workers and other classified low-class jobs. This will benefit the society in becoming a better environment for each and every individual. Scope, Delimitation, and Limitation This study was conducted among Filipinos who are working abroad. The domestic helpers included in the study were either relatives of the researcher, or a friend of a friend. These workers were chosen for this study in order to learn about the struggles they are experiencing as a Filipino who is working in a foreign country. The research results may not be 100 percent accurate due to the lack of qualified participants who will join the study. The participants may or may not be experiencing hardships because of their employers. The participants also may or may not be working under poor management or in an unhealthy working environment. The interview was conducted through the use of social media due to the distance and other limitations of the study. Chapter 2 Review of Related Literature This chapter presents the review of literature related to overseas Filipino domestic helpers in Asia and the struggles being under an employer with poor management. This also includes conceptual framework of the study, and definition of terms. Situation of Overseas Filipino Workers in Asian Countries Overseas Filipino Workers (OFW) are Filipino workers who are living and working in a foreign country, usually in a temporary basis (Lexico, n.d.). Every year, thousands of Filipino workers are deployed around the world, holding on to a promise of a better life and future in order to provide for their families (Bbblog, 2017). The government called the Overseas Filipino Workers “mga bagong bayani” or the country’s new economic heroes. This was because OFW remittance is a vital source of revenue since mid- 1980s (Kyoto Review of Southeast Asia, n.d.). The number of Overseas Filipino Workers (OFWs) who worked abroad during the period April to September of 2015 was estimated at 2.4 million. 97.1 percent of those who worked abroad at the same period were Overseas Contract Workers or those with existing work contract (Philippine Statistics Authority, 2015). Domestic helpers are among the biggest labor exports in the Philippines. Domestic helpers are people who are usually tasked by their employers to do household chores such as cleaning, doing the laundry, preparing meals, etc. (Courses.com.ph, n.d.). Due to low wages, lack of opportunities in the country, and a relatively high demand for domestic helpers abroad, Filipinos, both male and female, take on this kind of job (Pinoy-OFW, 2019). These people are faced with struggles while taking on such a job. Many employers treat their helpers as slaves more than humans. For various reasons, they physically beat the domestic helpers, sexually harass them, humiliate them in front of others, and deprive them of food (Pinoy-OFW, 2019). Some cases of abuse and assault have been reported. According to Corpuz, & ABS-CBN News (2010), Maria (not her real name) was physically abused which lead her to a fractured leg. She was also raped by her male employer. She could not fight back when these situations occurred in her workplace. A Filipino domestic helper in Hong Kong was forced to clean an apartment window in the nineteenth floor from the outside (Inquirer, 2019). Meanwhile, a 54-year-old domestic helper in Milan falls from the fourth floor of a building. She was reportedly cleaning the window when she lost her balance and fell. In Italy, Filipinos are tasked to clean the windows. When doing the task, the workers are reportedly not wearing the protective gear and equipment needed (Dass, 2019). In Saudi Arabia, 70% of the Filipino domestic workers suffer physical and psychological violence (AsianNews, 2012). According to an article by news.com.au (2018), there are many domestic helpers in Saudi Arabia who are tortured by their “masters”, referring to the employer. Thousands of women have been said to be lured to the country with the promise of a steady job, only to encounter employers from hell. The article also states that 35 percent of the domestic helpers working in Saudi Arabia are Filipinos and Indians. Senator Sonny Angara had reported that 80 percent of overseas workers, who are mostly women, suffer abuse (Ramos-Araneta, 2018). One of the recent OFW news that had caused a major outroar was when a Filipina domestic helper’s body was found in a freezer in an apartment in Kuwait, and was kept for one year. Reports have revealed that the helper was abused, tortured, and strangled to death (OFWgazette, 2018). A report by Garcia (2019) states that OFW who are working in Kuwait claims that they have not noticed any change after the agreement of Philippines and Kuwait to allow workers to keep their mobile phones and passports. The agreement also guaranteed food, housing, clothing, and health insurance. OFWs have stated that nothing has changed despite the agreement made. They still do not hold their phones and passports, and are not given day-offs. In Hong Kong, a year long investigation was conducted in 2016. The investigation brought fresh evidence that Filipino domestic helpers are victims of various forms of exploitation and are paying illegal fees to agencies in the city. According to the report, only 5 out 65 helpers who were interviewed were allowed a full-day’s rest (Carvalho, 2016). Carvalho, in another report in 2016, reported that the lack of mental-wellness services for the domestic helpers in Hong Kong are unhealthy and are causing the workers immense stress. This claim seems to be proven as there were five reported deaths in that year. Overseas Filipino Workers Fighting for their Rights Filipino workers have been fighting for their own rights in order to lessen and conquer the struggles they experience while working abroad. The workers have already raised their concerns on insufficient food, the need for suitable accommodation, and an end to illegal placement fees. Filipino domestic helpers in Hong Kong have pushed for an increase in minimum wage, making the minimum wage to Php 38,000 from the Php 29,000 current wage (Globalnation Inquirer, 2019). Advocates of the workers have also urged the Hong Kong government to raise awareness and set up mental health services and job safety guidelines for the domestic helpers working there (Carvalho, 2016). The Ministry of Labor and Social Development in Saudi Arabia has also increased the salaries Filipino workers receive, from Php 20,600 to Php 23,500 (Kwentong OFW, 2018). An overseas domestic helper made a blog about her experiences when she was working in Saudi Arabia. Her employer tasked her to clean a house that was too big for her to do alone. She wanted to leave and transfer to another household, but her boss asked her to pay back the salary she was given during the past months she worked in that household. She experienced verbal abuse from her employer. She chose to run away from her employer. She eventually found a kind and respectful employer, who believed and trusted her office skills (The Universal Flag admin, 2015). Point of Actions by the Philippine Government There have been a number of complaints about abuse of Filipino domestic workers abroad in the late 1980s. The administration of President Cory Aquino banned the deployment of workers abroad. This led to countries having to negotiate on a country-to country basis regarding the terms of employment in order to lift the ban. In 1995, a Filipina worker was convicted of murder and hanged in Singapore, despite of evidence of her innocence. This led the Philippine government to once again ban deployment of workers. The Philippines has been continuously participating in regional efforts to combat trafficking and to promote the rights of migrant workers (Sayres, n.d.). During the freezer murder incident of a Pinay domestic helper, President Rodrigo Duterte called to evacuate Filipino domestic helpers in Kuwait. The president provided planes for the evacuation (ABS-CBN News, 2018). The Philippine government had then banned the deployment of Filipino workers to Kuwait, as instructed by the President himself (ABS-CBN News, 2018). Senator Chirstopher Lawrence “Bong” Go has assured overseas Filipino workers (OFWs) protection against the human traffickers, as he recently met with the OFWs in Kuwait who were victimised by illegal recruiters (Ismael, 2019). Possible Reasons for Struggles of Overseas Filipino Workers One obvious reason for the struggles experienced by domestic workers abroad is physical abuse, assault, and psychological violence given to them by their employer, as stated above. Another possible reason is poor management. One of the main problems of management is contractualization. Contractualization has been a system long practiced by many employers to keep their profits up, or in the case of domestic helpers, the employer gets to save more money due to less salary provided for the helper. (eCompareMo.com, n.d.). Senator Joel Villanueva have refiled a bill that seeks to end labor contractualization (Placido, 2019). Laborers have also protested as President Rodrigo Duterte refused to accept the anti-endo bill proposed by Senator Villanueva (ABS-CBN News, 2019). According to another article by Ramos-Araneta (2018), many Filipino domestic helpers decide to become OFWs to provide for their families, while having to deal with maltreatment, physical and sexual abuse, and even death. The couple who had abused and murdered the helper was arrested and sentenced to death (The Pinoy OFW, 2018). Reporter Narayan of CNN News (2018) confirmed the news of the Lebanese-Syrian couple sentenced to death after their arrest. This was when an Interpol man haunt was conducted after the Kuwaiti authorities found the Filipina’s body. The body of the Filipina domestic helper arrived in her hometown, Iloilo on the 17th of February 2018 (Clavecillas and Adosto, 2018). Management According to Business Dictionary (n.d.), management is the activities associated with running a company, such as controlling, leading, monitoring, organizing, and planning. According to Cynthia Zarate, author of Organization and Management for Senior High School book (2016), management is the process of planning, organizing, leading, and controlling the activities of an organization effectively and efficiently in order to achieve the organization’s goals. Management provides the means to maintain a firm’s competitive advantage. It lays out the foundations of successful operations. Business management is important as it helps in achieving group goals, results to optimum utilization of resources, reduces cost, establishes sound organization and equilibrium, and is essential for the prosperity of those involved in the organization, and the society as well (Management Study Guide, n.d.). For an organization to have effective management, managers must be still to not create fear for the employees. The managers also ensure that the working and business environment is healthy for both the workers and the organization itself. The managers lessens the negative impact on employees brought by the changes in the company. The managers are also responsible for communicating information to the employees (Webster, 2017). Effective management reflects in an organization when employee resistance and cost are minimized while the effectiveness of the employees are still maximized. Goals must be identified in order for an organization to be effective with or without change (Career Arc Staff Writer, 2019). According to a blog made by Cook (2018), bad management is bad for business. Bad management has a negative impact on the employees’ engagement and motivation. When employees are not motivated to work, the organization will start to fail. It is said that 70 percent of an employee’s motivation is influenced by the manager (Beck and Harter, 2015). According to Lyubomirsky of University of California (2005), when employees are motivated, they are 87 percent likely to not quit their job. 75 percent of employees or 3 out of 4 employees have expressed that their boss is the worst and most stressful part of their job. Bad management leads to low employee management (Fermin, 2017). Bad management will lead to the organization losing its competent and highly-skilled employees. Bad managers also reflect low productivity. Employees will be less motivated and less productive, which results to becoming less effective in the organization. According to a research conducted by Pencavel (2014), when a work week extends beyond 50 hours, the productivity of employees will decrease. “Employees that are lacking in motivation are less likely to be focused on their work. They will also be less likely to take on any challenging parts of the role or to go above and beyond what you expect from them” (Towers, 2017, par 3). To improve employee productivity, Lipman (2013), states that managers should design economic incentives for the employees. Managers should also provide feedback and encourage employees from time to time. Creating a healthy working environment for the employees by respecting them may be another way to motivate and increase productivity. Conceptual Framework of the Study Figure 1. Conceptual Framework Figure 1 represents the conceptual framework for this qualitative research. The topmost box represents the Overseas Filipino Workers who are the main subject of this research. These workers go abroad, to an Asian country as this is the boundary of the research, to work for an employer or employers, as shown in the second topmost box. The second box branches out into two showing that the worker may work for a household with good management or a household with bad management. The employee who works under an employer with good management will have a healthy working environment result to a healthy worker with less struggles to deal with at work. On the other hand, as shown in the boxes on the right side, bad management leads to a bad working environment for the worker, and this results the employee to become unhealthy; dealing with much more stress and encountering more hardships. Definition of Terms The following terms are widely used in this research and are defined operationally. Asian countries - countries in all regions of the continent of Asia: Southwest Asia (Middle East), South Asia, East Asia, Southeast Asia, and Central Asia. Household - refers to the house and those who live in it as a whole. Overseas Filipino Workers - Filipino workers outside the country who does work to provide for themselves and for their family. Poor management - management that result to negative effects on the employees or the people involved in the organization (household); usually causes harm to the employees. Struggles - refers to the negative encounters of people as a result of unfortunate events; may also pertain to hardship or problem Chapter 3 Methodology This chapter presents the research design, participants of the study, research locale, data gathering instrument, data gathering procedure, and data analysis procedure of the research conducted for overseas Filipino workers under poor management, and are working in Asian countries. Research Design This study made use of qualitative methods. The method used interprets data that does not use frequency, or statistical data. The method was used in order to interpret the gathered data through the interview of the participants of the study, who are overseas Filipino workers who have worked or are currently working in Asian countries. The qualitative method used the phenomenological research method. “According to Christensen, Johnson, and Turner (2010) the primary objective of a phenomenological study is to explicate the meaning, structure, and essence of the lived experiences of a person, or a group of people, around a specific phenomenon. Moustakas is considered the founder of phenomenological research. Moustakas (1994) posited that research should focus on the wholeness of experience and a search for essences of experiences” (Simon and Goes, 2011). The phenomenological research method is used to learn why and how overseas Filipino workers experience poor management under their employers in Asian countries. Participants of the Study The study will include Fiipino workers who work overseas in Asian countries. They are the people who may or may not be experiencing maltreatment from their employers. They also may or may not have a healthy working environment. The participants were chosen through convenience and snowball methods. Convenience sampling is a non-probability sampling wherein the researcher gathers participants who s/he may be acquainted to. Snowball method is when the acquaintance or friend of the researcher refers him/her to someone who is qualified to participate in the study. Table 1. Profile of the Participants Participant Age Gender Country working in Job title A 38 F Dubai, United Arab Emirates Office employee B 27 F Taiwan Factory worker C 35 F Malaysia Domestic helper D 46 F Dubai, United Arab Emirates Domestic helper E (Pilot) 50 M Singapore Office employee The table represents the profiles of the participants of the study. All of the participants are female. Participant A is 44 years old, while Participant F is 46 years old. Both participants are working in Dubai, United Arab Emirates as an office employee and as a caretaker, respectively. Participant B is 28 years old, and is working in Taiwan as a factory worker. Participant C, D, and E are working as domestic helpers. Participant C is 35 years old and is working in Malaysia, participant D is 34 years old, working in Saudi Arabia, and participant E is also 34 years old working in Singapore. Research Locale This research is centered on the overseas Filipino workers in Asian countries, including all regions of Asia. Since the participants were located in different countries, the data were gathered through Facebook Messenger or Skype. The locale was chosen due to the many news articles regarding employees in Asian countries being abused. The countries of Asia were chosen to be the research locale because the researcher have relatives and acquaintances working in some parts of Asia. Data Gathering Instrument The researcher created a set of interview questions for an interview schedule in order to answer the two main questions stated in the statement of the problem of the research paper. The researcher also used social media (Facebook Messenger and Skype) to gather data by interviewing the participants. The researcher also asked four teachers to evaluate the interview questions, including her research adviser. The evaluators gave feedback on the set of questions to be used for the schedule. They told the researcher that the questions were nicely done, and are suggesting to translate the questions in Filipino. The researcher carefully translated the questions to Filipino. The translated version was also approved by the evaluators. They also reminded the researcher to conduct the interview with sensitivity and caution, most especially when the employee is actually experiencing maltreatment from his/her employer. Data Gathering Procedures The interview schedule will be conducted online. The researcher will be using Facebook Messenger or Skype, whichever the participants of the study prefer. The researcher will look for participants who are qualified to participate in the study; those who work in Asian countries and are/were working as a domestic helper. The researcher will be informing authorities about the interview and research being conducted. The research will be informing the participants and will be asking for their permission to conduct the interview. Once the participant approves and agrees, the researcher will set an appointment when will the interview be conducted. On the day of the set appointment, the researcher will conduct the interview using the interview questions the researcher had made beforehand. The questions must be leading to the main questions of the study. The researcher must make sure to handle the interview with sensitivity to the topic. The researcher must also not allow any awkward air during the interview. After interviewing the participant, the researcher will then sort the data gathered for analysis. Data Analysis Procedure Table 2. Guide for Data Organization and Collection Research Question What hardships do overseas Filipino workers in Asia have? How do overseas Data Needed Methodology The hardships they experience as a person who works overseas. Evaluation The hardships they encounter or have with their employer/s. Analysis of data Methods on how they deal or address the hardships they Evaluation Instrument Evaluation sheets Pilot interview Actual interview Interview schedule Evaluation sheets Pilot interview Interview Data Analysis The participants may or may not experience hardships as an OFW. The common or similar hardships the participants mentioned. The common or similar ways on how the participants Filipino experience. workers in Asia Advise they would like to give to those who are also interested in working abroad. deal with such hardships? Actual interview Analysis of data schedule deal or dealt with their struggles. The common advice they gave when one is interested in working overseas. The instrument used for the study is interview schedule. The researcher expects to gather answers to the interview schedule questions she made. The questions were evaluated by the researcher’s evaluators and research adviser. The evaluated questions are there to help answer the main questions asked in the statement of the problem of the study. The answers to the interview questions will be compiled and analysed to achieve the research goals to raise awareness and learn about the hardships, and how do overseas Filipino workers in Asian countries deal with such hardships. The research also aims to learn how and why do they go through poor management under their employer, as the study is using the phenomenological method. Chapter 4 Presentation and Analysis of Data This chapter presents the research findings and analysis of the struggles of overseas Filipino workers under poor management in Asia. This study aimed to capture the lived experiences of Overseas Filipino Workers (OFW) who struggle with being under poor management because of their employers in Asian countries. This study used a qualitative design. The researcher conducted interviews to selected participants to discover the struggles OFWs who are under poor management have. The research aimed to answer the following research questions: 1. What hardships do overseas Filipino workers in Asia have? 2. How do overseas Filipino workers in Asia deal with such hardships? The results gathered from the data gathering procedures implemented by the researcher earned data that is presented and discussed in the succeeding parts of this chapter. Research Question 1: What hardships do overseas Filipino workers in Asia have? From the responses of the participants, the following themes related to the struggles OFWs in Asia were reasons for working abroad, things they had to consider, difficulties they experience aside from work factors and their employers. Reason for working abroad The participants were asked for the reason why they decided to work abroad and become an OFW. Two out of the five participants answered that there were not enough jobs available in the country (Philippines). The other three participants said that they decided to work abroad because they wanted to help their family have a better life and satisfy their needs. The following are the answers of participants A, B, C, D, and E, respectively. “Not enough jobs available in the Philippines” “To help my family satisfy the needs we have.” “I decided to be an OFW so that I can help my family have a better life.” “Because there is not enough job opportunities in the country.” “Financial reasons.” From the answers of the participants to the question “Why did you decide to become an Overseas Filipino Worker?”, it can be concluded that many Filipinos choose to work abroad because they find that the Philippines lack job opportunities. They also choose to work overseas to help their families, to satisfy their needs and to have a better life. Things the workers had to consider The participants were next asked what factors did they consider when they were deciding to work in the country that they were working in. The answers of the participants varied. “Being far from home, my family. Being homesick and living alone in another country. Facing another segment of life in another country alone.” - Participant A “Far from family, living alone in another country.” - Participant D Participant A and D are siblings. Participant A started working in Dubai, United Arab Emirates four years before participant D. Participant D may have been influenced by her sibling. “I need to have courage and strong mind so that I would be prepared for whatever I will face while working in Taiwan.” - Participant B, OFW working in Taiwan “The attitude/ personality of my employer. I thought about what if they abuse me and not provide at least food for me. I had these thoughts because of what I have heard from other OFWs.” - Participant C, OFW working in Malaysia “Work stability, communication barrier, ease in moving around and open to foreign workers.” - Participant E, OFW working in Singapore Based on the response of the interview workers to the question “What factors did you consider to decide to work in that country?”, it can be concluded that there are many things that OFWs considered before working in the country they are working in. Some said they considered and thought about being and living alone in that country, while some considered how much courage do they need to work overseas. Some also thought of “what-ifs” about their employer because they worried about getting mistreated or abused. Some also thought about the work stability and how would they be handling the communication barriers in the country they decided to work in. The difficulties they experience aside from work factors The participants were also asked about the difficulties of being an OFW excluding the struggles they have on the job. Some said adjusting was difficult in the beginning, while many said being away from their family and being alone in a foreign country was their struggle. Someone also mentioned unemployment during recession period. 4. What are the difficulties you experience as an OFW? (external struggles, without employer) “It’s hard at the start, but you will slowly adjust as long as you have faith in yourself and in God.” - Participant A “Adjusting to another country and trying to socialize and get along with other Filipinos and other co-workers. I still find being away from my family harder.” - Participant B “Feeling lonely and being away from my family.” - Participant C “It was hard at the start. If you have a dream, you will push through and not give up to achieve these dreams.” - Participant D “Away from family, unemployment during the recession period in Singapore.” Participant E From the responses collected from the participants, it can be concluded that many Overseas Filipino Workers find being away from their family and being alone in a foreign country really difficult. Some also state that adjusting to the culture of the country they are working in was difficult in the beginning, but was bearable after they get used to the change. One also said that he had a difficult time during the recession period of the country. The OFWs and their Employers The participants were asked the question, “Do you experience poor treatment from your employer?”. All five participants simply responded “No”. These responses were affected by the limitation stated in Chapter 1. The researcher had limited connections to OFWs who may be working under an employer with poor management. The next question asked was “What are the difficulties you experience with your employer?” The participants responded the following. “Just like the usual. We have miscommunication and misunderstanding.” Participant A “Unfair treatment when working, not only to me, but also to my other fellow workers. There is discrimination in the workplace.” - Participant B “It is hard when your employer curses you, most especially when you are just starting. They look down on you because they think you are dumb.” - Participant C “It is normal to have verbal disagreements everyday. No one is perfect, even inside of our own household.” - Participant D “Normal office politics and work pressure, especially if you have deliverables.” Participant E From the responses shown above, it can be concluded that the participants experience different kinds of difficulties with their employers. Some mentioned having miscommunication and misunderstandings with their employers. Some also mentioned discrimination in the workplace and their employers cursing at them, which can be considered as verbal abuse. One of the participants also mentioned that he experiences the usual work pressure in his workplace. All participants answered that they do not experience poor treatment from their employers, but in the next question, some of them mentioned experiencing discrimination and verbal abuse from their employers. The participants may have not wanted to admit or they may have not known that they receive poor treatment from their employer. Research Question 2: How do overseas Filipino workers in Asia deal with such hardships? OFW Organizations To help find answers for research question 2, the interviewees were asked if they belong to an OFW organization in the country they are working in. All five participants answered that they did not belong to any OFW organization. From these responses, it can be concluded that many Overseas Filipino Workers are not part of an OFW organization. It can be hypothesized that they were not aware or know of any OFW organization in the country they work in. It can also be hypothesized that there are no OFW organizations in some foreign countries. Dealing with the Difficulties The participants were also asked how do they deal with their difficulties being away from their homeland and their family. Three out of the five participants said that one really needs courage in dealing with such difficulties. Two responded practical and specific ways on how they deal with being away from their homeland. “You need lots of courage and faith in God.” - Participant A “I deal with these with courage and trust in myself. This is because I know that this is part of my growth.” “I talk to them using Facebook from time to time, whenever I am available.” “No matter what job or position you have, you need to have courage, self-confidence and faith in God.” “Internet, it is now easier to communicate with family. Based on the answers given by the participants, it can be concluded that being an OFW is really difficult because they experience homesickness and loneliness. These may be reasons why the participants mentioned that they deal with their struggles by having a lot of courage and faith in God. Some of them also mentioned that they try to communicate with their family using social media. The participants were also asked how they deal with the difficulties they encounter working under their employer. Some participants mentioned learning from everyday challenges. The other participants had different ways of dealing with said struggles. “Learn from everyday challenges.” - Participant A “I pray for them. I pray that they would be kinder to us, Filipinos working in their country. I pray also that they would have fair treatment to everyone when working.” Participant B, OFW in Taiwan who mentioned she experiences discrimination. “Just let them be. That is just how they are usually, especially when you are just starting. After awhile, they will stop cursing at you because you already are familiar with their language.” - Participant C, OFW in Malaysia who mentioned getting cursed at by employers “It is a challenge, but learn from these difficulties and face them everyday.” Participant D “Adjust to the situation and do your best.” - Participant E It can be concluded that the OFWs have different ways of dealing with the struggles they encounter working under their employer. Some said to learn from everyday experiences and facing the challenges they encounter and will encounter. One also mentioned that she prays for her employers when dealing with the discrimination in their workplace. One also mentioned that she just lets her employers be when they are cursing and saying bad things to her. Her reason was that they usually act that way in the beginning because they were still adjusting and new to her. She also mentioned that the employers will bad mouthing the employee after they realize that you stayed long enough to be familiar with their language. One participant responds to his employers by adjusting to the situation, and doing his best. The OFW’s Motivation The overseas workers were then asked, “Why do you continue to work on this job? What motivates or keeps you going?” Some participants mentioned their families as part of their motivation. They have also mentioned about being financially stable. They also mentioned other things that motivated them, and how they motivate themselves. “I treated Dubai as my second home. I know that I am safe here. Just because I treat Dubai as my second home, doesn’t mean that I do not love my home country. I needed a stable job.” - Participant A “I continue working for my family. It has always been for my family, right from the start. They are the reason why I work hard.” - Participant B “So far so good. My employers are kind to me. I have been working under them for 8 years already.” - Participant C “First is family, second is being financially stable and having a stable job to the point that you won’t have to leave the country.” - Participant D “Financial reason and for retirement.” - Participant E In conclusion, there are different ways on how the OFWs are motivated, and they have different factors motivating them to continue to be an OFW. Most mentioned that their family motivates them. Some said financial stability motivates them. One mentioned that she continues to be an OFW because she finds her employers kind. One also responded that he continue to work in another country for retirement. The OFW’s Advice to those Interested to Work Abroad Lastly, the participants were asked. “What reminders, guidelines, or advice will you give to those Filipinos who are interested in working as an OFW in your country?” Most participants advised to have courage and learn how to stand up in own feet. Some were also reminders on how there is no guarantee that one will be successful when one becomes an OFW. Another advise to be diligent before accepting any contract from employers. “Not everyone who goes to another country to work automatically become successful. You also have to be careful. You have to learn the culture, rules and policies of the country you will be working in.” - Participant A “You need to face challenges with all your might and courage. Rely on God and keep your family in mind when working in another country.” - Participant B “You need lots of courage. Your employer will depend on how lucky you are. There are some employers who are kind, and there are some who are not.” - Participant C “Before you decide to be an OFW, you have to learn to stand on your own feet. Consider that there is no assurance that you will be successful when you become one.” Participant D “Do due diligence before accepting any contract from employer.” - Participant E In conclusion, the participants would advise others who would want to become an OFW to really have courage, face challenges, keep family in mind, learn the culture of the country they will be working in, and learning to stand up in own feet. Some also mentioned to be diligent and wise when accepting a contract from an employer. These reminders and advice also show how the OFWs deal with the difficulties they encounter being one. Chapter 5 Summary, Conclusions, and Recommendation This chapter presents the summary of results, conclusions, and recommendations of the study on the overseas Filipino workers under poor management in Asian countries. Summary Based on the responses of the participants, the study concludes the struggles or difficulties that the Overseas Filipino Workers (OFW) face are (1) being away from their family, (2) being in a foreign country alone (loneliness), (3) adjusting to another country’s culture, (4) discrimination, and (5) verbal abuse or employers cursing at their employees. These struggles show the state of the working environment of OFWs. Also based on the answers given by the participants during the interview, the OFWs deal with their struggles by (1) keeping their family in mind to motivate them, (2) having courage and faith in God, (3) learning from everyday challenges, (4) being patient and letting their employer/s be, and (5) adjusting to the situation or to the culture of the country they are working in. Conclusions Some, not all, Overseas Filipino Workers experience poor management from their employers. Some do not even know when they are being mistreated by the bosses. All of the participants of the interview answered that they do not experience poor management from their employer/s. According to the responses, some of said struggles are discrimination and verbal abuse or when their employers bad mouths and curses at them. Other than being away from their families, the OFWs would have to deal with their employer’s poor management. It can also be inferred that many OFWs do not realize that they are working under poor management. The workers usually have different ways to deal with the struggles they experience. According to the responses, there is always one factor in common, family. From the answers given by the workers, it is shown that they value their family the most. Their families serve as their motivation to continue working as an OFW, even in times of challenges and difficulties. Whether under poor management or not, it can be concluded that OFWs are selfless and courageous. They really are the new heroes of not only the country, but also their families. They sacrifice being in their comfort zone to work abroad to earn a living and provide a better life for their families. They continue striving even during times of hardships and struggles. Recommendations Based on the data gathered, the following are recommended. 1. Overseas Filipino Workers (OFW) It is recommended that the OFWs are to educate themselves in order to know whenever they experience poor management. The OFWs are to continue to work hard and strive for their family. They are also to know when they need to tolerate or stand up for their own rights. It is also recommended for the OFWs to always stay safe in the countries they are working in. They are also encouraged to socialize in groups with other OFWs, for them to have a family or support group abroad. 2. Families of the Workers It is recommended that the families of the workers that they are to be aware of their member’s safety and situation while working in a foreign country. It is recommended that they continue to always contact the member working abroad in order to give support and encouragement to their family. Worries are not avoidable, but families should pray for their family more than worrying. It is also recommended to help their family by appreciating the hard work and effort made by the OFW in their family. Another way could be giving a hand by budgeting the finance earned through hard work in a foreign country. 3. Government It is recommended that the government continues to guide and give support to the country’s overseas workers. They should also improve policies and guidelines for the OFWs to ensure their safety and well-being while working in another country. The government should also make it a goal to lessen the number of mistreated workers by improving policies with strict implementation. The Philippine Overseas Employment Administration should have OFW organizations in the foreign countries the workers work in. This is to give the OFWs a family even while being away from their own country. It is recommended that they inform the overseas workers about such organizations. 4. Society It is recommended to the society of the country to appreciate and give moral support to the OFWs they are related to or even acquainted to. It is recommended that they are not to be looked down on, but encouraged and appreciated for their hard work and the sacrifices they made. The society is to help in improving and growing as a country for the sake of both those in the Philippines and those who are abroad. It is recommended that the society congratulates and welcomes the workers with a better country and society when they visit or come home. 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Appendix A Interview Schedule Main Questions 1. What hardships do overseas Filipino workers in Asia have? 2. How do overseas Filipino workers in Asia deal with such hardships? Interview Questions 1. Why did you decide to become an Overseas Filipino Worker? 2. What factors did you consider to decide to work in that country? 3. Do you belong to an OFW organization in the country you work in? If yes, what do you do in this organization? 4. What are the difficulties you experience as an OFW? (external struggles, without employer) 5. How do you deal with the difficulties? 6. Do you experience poor treatment from your employer? 7. What are the difficulties you experience with your employer? 8. How do you deal with the difficulties? 9. Why do you continue to work on this job? What motivates or keeps you going? 10. What reminders, guidelines, or advice will you give to those Filipinos who are interested in working as an OFW in your country? Filipino translation: 1. Bakit ka nag-decide na maging isang Overseas Filipino Worker o OFW? 2. Ano ang mga bagay na iyong ikinonsidera bago magtrabaho diyan? 3. Nabibilang ka ba sa isang organisasyong pang-OFW sa bansang pinagtatatrabahuhan mo? Kung oo, ano ang ginagawa niyo sa organisasyong ito? 4. Ano ang mga paghihirap na iyong nararanasan bilang isang OFW? (halimbawa: homesick, namimiss yung pamilya) 5. Paano mo hinaharap ang mga paghihirap na ito? 6. Nakararanas ka ba ng pagmamaltrato sa iyong amo? 7. Ano-ano ang mga paghihirap na iyong nararanasan sa iyong amo o employer? 8. Paano mo hinaharap ang mga paghihirap na ito? 9. Bakit pinagpapatuloy mo pa rin ang trabahong ito? Ano ang iyong motibasyon o inspirasyon para magpatuloy? 10. Anong mga paalaala, alituntunin, o advice ang iyong ibibigay sa mga Pilipinong interesado ring magtrabaho bilang isang OFW sa bansang iyong pinagtatrabahuhan? Appendix B: Letter of Information November 5, 2019 Mrs. Theresa Chua Vice Principal for Senior High School - Local Program Dear Mrs. Theresa: Greetings! I am Rzel “Shey” Christine Jyra Carandang from Grade 11 Ezekiel (ABM) of Life Academy International. I am currently writing a qualitative research entitled, “A Qualitative Study on the Struggles of Overseas Filipino Workers under Poor Management in Asian Countries”. This study is done in line with my course requirement for Practical Research 1. I am informing you that I will be interviewing overseas Filipino workers in order to gather data for this study. I will be conducting this interview after class hours, through messenger or skype. My mom and our maid will be there to guide me during the interview. Thank you very much. God bless you! Sincerely, Rzel Christine Jyra D. Carandang Grade 11 Ezekiel - ABM Noted by: Ms. Jennifer Dimzon Teacher Practical Research 1 November 5, 2019 Appendix C: Evaluation Forms
