Chapter 1

THE PROBLEM AND ITS BACKGROUND

Introduction

The Bachelor in Advertising and Public Relations (BAPR) is a course that offers

various opportunities for students. Opportunities different fields like media, public

relations, advertising and the likes. Among the department’s commitment to impart

proper training, is the on-the-job training program of the curriculum.

BAPR fourth year students are subjected to experience working for an agency,

production house or the likes. With BAPR’s diverse curriculum, students have a wide

array of choices in companies to work for.

Since 1965, the Department of Advertising and Public Relations has been a

major course in Polytechnic University of the Philippines. Both providing excellence and

knowledge to undergraduates that wants to achieve and excel in the field of advertising.

Like the other courses in the Polytechnic University of the Philippines, BAPR’s

curriculum includes the on-the-job training program that has provided real experience

for all the alumni of the. There are other Universities in the country that offers

Advertising in departments such as: Fine Arts, Marketing and Mass Communication.

Between now and last two years, a lot has changed in BAPR. In 2013, BAPR as a

course transferred to the College of Communication, a decision made by the PUP

faculty. With the College of Communication’s outstanding record of achievements, the

Department of Advertising and Public Relations gained more credit and opportunity to

rise and become a better department.

Furthermore, with all that has happened to BAPR and its commitment to

providing the best training, the different fields taught and imparted to students provide

confusion to some. And the wide variety of choices for a possible career is a struggle for

several students, especially in obtaining the desired company to work for. It is for this

reason that the researchers are interested in knowing, what field of advertising appeals

more to Bachelor in Advertising and Public Relations graduating students.

Background of the Study

On-the-Job training or OJT is still widely used today. It has been a part of the

almost every University’s curriculum in the country for years. It gives the students

experience and practical application they need in order to grow into the career part the

students want to take. It has been the earliest form of training used by Universities.

Because of it is taking place in the work place, it is realistic and the learnings are purely

directed to the trainee. The benefits of OJT is that is allows trainees to experience the

actual application of their studies while also providing extra help for the company.

While the main purpose of On-the-job training is to teach basic work skill, it also

allows students to experience the work culture and the employee expectations of the

company. It has been proven to be the most effective and inexpensive method of

training for college students.

The Bachelor in Advertising and Public Relations, an organized and established

course in PUP that produces well-equipped and industrious students has been

continuously offering the best possible training for students who are ready to take on the

challenge of the real work environment.

Since 1965, ADPR has set to produce graduates that have excelled in different

field of media, PR or Advertising. In these recent years, with the wide selection of career

possibilities, new technology and population growth, students are hesitant about being

able to get into the career path they want. And with the growing need for employment

and limited companies the offers OJT in the country, getting into the desired position

and field is very challenging.

Statement of the Problem

This research aimed to determine about the students in Bachelor in Advertising

and Public Relations of Polytechnic University of the Philippines Manila who don’t get

their target field on their on the job training.

1. The company they worked for as an intern

1.1The field of the company

2. Their target internship company

3. Their reasons on why they are not in their target company

Theoretical Framework

The theoretical framework of this study is founded on Kolb’s Experiential Learning Theory.

David Kolb includes this 'cycle of learning' as a central principle in his experiential learning

theory, typically expressed as four-stage cycle of learning, in which 'immediate or concrete

experiences' provide a basis for 'observations and reflections'. These observations and

reflections' are assimilated and distilled into 'abstract concepts' producing new implications for

action which can be 'actively tested' in turn creating new experiences.

Kolb explains that different people naturally prefer a certain single different learning style.

Various factors influence a person's preferred style: notably in his experiential learning theory

model (ELT) Kolb defined three stages of a person's development, and suggests that our

propensity to reconcile and successfully integrate the four different learning styles improves as

we mature through our development stages. The development stages that Kolb identified are:

Acquisition - birth to adolescence - development of basic abilities and 'cognitive structures'.

Specialization - schooling, early work and personal experiences of adulthood - the development

of a particular 'specialized learning style' shaped by 'social, educational, and organizational

socialization'. Integration (mid-career through to later life) is the expression of non-dominant

learning style in work and personal life.

Whatever influences the choice of style, the learning style preference itself is actually the

product of two pairs of variables, or two separate 'choices' that we make, which Kolb presented

as lines of axis, each with 'conflicting' modes at either end:

Concrete Experience - CE (feeling) -----V-----Abstract Conceptualization - AC (thinking)

Active Experimentation - AE (doing)-----V----- Reflective Observation - RO (watching)

A typical presentation of Kolb's two continuums is that the east-west axis is called the

Processing Continuum (how we approach a task), and the north-south axis is called the

Perception Continuum (our emotional response, or how we think or feel about it).

These learning styles are the combination of two lines of axis (continuums) each formed

between what Kolb calls 'dialectically related modes' of 'grasping experience' (doing or

watching), and 'transforming experience' (feeling or thinking): 

 

The word 'dialectically' is not widely understood, and yet carries an essential meaning, namely

'conflicting' (its ancient Greek root means 'debate' - and I thank P Stern for helping clarify this

precise meaning). Kolb meant by this that we cannot do both at the same time, and to an extent

our urge to want to do both creates conflict, which we resolve through choice when confronted

with a new learning situation. We internally decide whether we wish to do or watch, and at the

same time we decide whether to think or feel.

The result of these two decisions produces (and helps to form throughout our lives) the

preferred learning style, hence the two-by-two matrix below. We choose a way of 'grasping the

experience', which defines our approach to it, and we choose a way to 'transform the

experience' into something meaningful and usable, which defines our emotional response to the

experience. Our learning style is a product of these two choice decisions: how to approach a

task - ie., 'grasping experience' - preferring to (a) watch or (b) do , and our emotional response

to the experience - ie., 'transforming experience' - preferring to (a) think or (b) feel.

In other words we choose our approach to the task or experience ('grasping the experience') by

opting for 1(a) or 1(b): 1(a) - though watching others involved in the experience and reflecting on

what happens ('reflective observation' - 'watching') or 1(b) - through 'jumping straight in' and just

doing it ('active experimentation' - 'doing')

And at the same time we choose how to emotionally transform the experience into something

meaningful and useful by opting for 2(a) or 2(b): 2(a) - through gaining new information by

thinking, analyzing, or planning ('abstract conceptualization' - 'thinking') or 2(b) - through

experiencing the 'concrete, tangible, felt qualities of the world' ('concrete experience' - 'feeling')

The combination of these two choices produces a preferred learning style.

On-the-Job Training can help students to be more familiar with the realities of working and in

some cases, this may lead to a stable and fulfilling career. Students can also learn discipline,

organization, and people skills while they train out in the workforce. Since on-the-job

training is supervised by real employees in real-life work situations, anything can happen, and

students must learn "on their feet". Students will adjust to working, and they will gain invaluable

experience that they can take with them as they move forward with future careers and

education.

On-the-job training is significant because it takes skills training into the real world, and teaches

students to produce in a different, more adult, environment. Students may well pick up new

skills they can use for a variety of purposes. Many students may continue on with an employer

after on-the-job training ends, leading to a successful new stream of income.

Sometimes, a student may be ill-suited to the type of work they are slated to perform during on-

the-job training. In the case, the whole situation can provoke undue stress and anxiety in a teen

or young adult. Getting the right fit between the position and the student is crucial to making on-

the-job training a positive experience.

Conceptual Framework

The flow of the study is discussed through conceptual framework. The study used

the systems approach. The system of three frames is composed of input which go

through the process and emerged as output.

Figure 2

Input Process Output

Profile of ADPR students who are

experiencing problems in applying

for internship

1. Section2. Socio-

Academic Status

Survey Observation Questionnaire Statistical

Analysiso Frequency

and Percentage

Result

1. Conclusion2. Policy

Recommendation

The first box or the input shows the profile of the students who had a problem of

applying for internship. This consists of course-section and socio-academic status of the

ADPR (Advertising and Public Relations) 3rd year students.

The second box contains the process and operation performed in analyzing the

data gathered. The third box or the output contains the recommendation of the

researchers regarding the study. The arrow shows procedure of the study.

Hypothesis

Advertising Practicum programs have worked with firms to provide student

internships for many years. Administrators and faculty have promoted such programs by

asserting that internships improve a student’s ability by getting into the field they want.

Yet, some students pursuing an internship fail to get into their target field/position. So,

why do students who pursue the path of having internship opportunities with their dream

field become a challenge for them? Reasons may include student’s incompetence in the

field- including practical and academic experiences, and/or failure of students to meet

the standards of their target companies. We aim to examine the relationship between

the number of interns who got their targeted field and for those who does not.

Feedback

Scope and Limitation of the Study

This study is about the probability of BAPR students getting into their desired

field for their on-the-job training. It also involves the study on the effectiveness of using

this kind of technique in the curriculum. The following field of companies include:

advertising agencies, media or events. The research conducted considered the choices

of the students and its application to their experience and learnings.

The major constraint in conducting this research is that several companies don’t

accept interns and others have several school tie-ups for their internship programs.

Most of the students are hesitant to answer and are still unsure as to where they want to

spend their internship. Those who are sure of where they want to work as an intern are

included in the study. This research only considered students from the department of

Advertising and Public Relations, especially up and coming fourth year students.

Significance of the Study

The finding of this study will redound to the benefit of students, advertising or not,

considering that every student will have their practicum subject/course. Practicum or

OJT as most of the students will call it, plays a big role in every student’s life. It is a way

of changing the student’s outlook in life through exposure in the performance of actual

work relevant to their field of work that may serve as a stepping stone for their future

career. Choosing the right company is also important. Every student must choose a

company that will fit to their level of skills, intelligence or preference. Thus, this study is

aiming to focus on how a student chose a certain company and also how a company

chooses their batch of interns.

Definition of Terms

AD Agency – is a business dedicated to creating, planning, and handling

advertisements and promotions for clients.

Advertising industry – is an industry that deals with promotion and advertising.

Trainees/Practitioners- are people who practice their field of work in a certain industry.

Advertisements – refers to any materials used to promote and sell a product or

service.

BAPR- Bachelor in Advertising and Public Relations is a course in PUP that offers the

best curriculum in promotions and marketing.

PUP- Polytechnic University of the Philippines

COC- College of Communications

OJT - On-the-Job training for fourth year students offered in different courses.

Chapter II

Review and Related Literature and Studies

Foreign Literature

On-the-Job-Training takes place in a normal work setting. Although OJT can be

an excellent training device, some training activities view OJT as a quick and

easy way to solve a training problem. They look at the problem for a short

period of time and then tell the business unit, “Train them the best you can and

if you have any problems come see us.” However, the design, development,

and implementation of the OJT learning platform needs the same care and

attention as any other training or learning platform.

OJT is normally divided into two types: Structured (formal) and Unstructured

(informal) (DeSimone, Werner, 2012). Unstructured OJT programs are of course

often thrown together with no thought or planning, such as having a new

employee watching an experienced one. These types of programs lead to

increased error rates, lower productivity, and decreased training efficiency

(Jacobs, Jones, 1995).

Structured OJT programs have been planned and are led by trained coaches,

however they are employees who have other primary duties and normally only

instruct when they are assigned an employee who needs to be trained in their

primary area of expertise.

OJT's main advantage is that it facilitates transfer of learning as the learners

have immediate opportunities to practice and perform in the context in which

they will be working.

Its main limitations are the job site may have physical constraints and

distractions that could inhibit learning and using expensive equipment for

training can result in costly damage and disruption of production schedules. In

addition, the people selected to train others often have poor instructing skills.

For example, they will show the learner how to perform a task, but not let them

practice it.

Local Literature

APPRENTICESHIP; ON-THE-JOB TRAINING (OJT)

Art. 58. Definition of Terms. As used in this Title:

1. “Apprenticeship” means practical training on the job supplemented by related

theoretical instruction.

2. An “apprentice” is a worker who is covered by a written apprenticeship agreement

with an individual employer or any of the entities recognized under this Chapter.

3. An “apprenticeable occupation” means any trade, form of employment or occupation

which requires more than three (3) months of practical training on the job supplemented

by related theoretical instruction.

4. “Apprenticeship agreement” is an employment contract wherein the employer binds

himself to train the apprentice and the apprentice in turn accepts the terms of training.

Art. 59. Qualifications of apprentice. To qualify as an apprentice, a person shall:

1. Be at least fourteen (14) years of age [N.B. the Implementing Rules says 15 years

old, which is supported by R.A. 7610, as amended by R.A. 7658);

2. Possess vocational aptitude and capacity for appropriate tests; and

3. Possess the ability to comprehend and follow oral and written instructions.

Trade and industry associations may recommend to the Secretary of Labor appropriate

educational requirements for different occupations.

Art. 60. Employment of apprentices. Only employers in the highly technical industries

may employ apprentices and only in apprenticeable occupations approved by the

Secretary of Labor and Employment. (As amended by Section 1, Executive Order No.

111, December 24, 1986)

Art. 61. Contents of apprenticeship agreements. Apprenticeship agreements, including

the wage rates of apprentices, shall conform to the rules issued by the Secretary of

Labor and Employment. The period of apprenticeship shall not exceed six months.

Apprenticeship agreements providing for wage rates below the legal minimum wage,

which in no case shall start below 75 percent of the applicable minimum wage, may be

entered into only in accordance with apprenticeship programs duly approved by the

Secretary of Labor and Employment. The Department shall develop standard model

programs of apprenticeship. (As amended by Section 1, Executive Order No. 111,

December 24, 1986)

Art. 62. Signing of apprenticeship agreement. Every apprenticeship agreement shall be

signed by the employer or his agent, or by an authorized representative of any of the

recognized organizations, associations or groups and by the apprentice.

Foreign Literature

On-the-job training is training that takes place while employees are actually working. It

means that skills can be gained while trainees are carrying out their jobs. This benefits

both employees and the business. Employees learn in the real work environment and

gain experience dealing with the tasks and challenges that they will meet during a

normal working day. The business benefits by ensuring that the training is specific to the

job. It also does not have to meet the additional costs of providing off-the-job training or

losing working time.

There are several methods of providing on-the-job training. Four frequently used

methods are briefly described here:

Coaching – an experienced member of staff will help trainees learn skills and processes

through providing instructions or demonstrations (or both).

Mentoring – each trainee is allocated to an established member of staff who acts as a

guide and helper. A mentor usually offers more personal support than a coach, although

the terms ‘mentor’ and ‘coach’ are often used interchangeably.

Job rotation – this is where members of staff rotate roles or tasks so that they gain

experience of a full range of jobs.

‘Sitting next to Nellie’ – this describes the process of working alongside a colleague to

observe and learn the skills needed for a particular process. This can be a faster and

more useful way of learning a job role than studying a written manual. The colleague is

always on hand to answer any questions or deal with any unexpected problems.

Local Literature

Top 20 list of Advertising Agencies in the Philippines (4A and local)

In 2014, I had the opportunity to visit the Philippines and, although the food was terrible

and the country was very poor, I saw a lot of progress and believe the country will

become a more profitable market in the near future. With this in mind, I decided to put

together a Top 20 list of Advertising Agencies in the Philippines. This list will look at

both 4A advertising agencies in the Philippines and local advertising agencies in the

Philippines.

If you are looking for agencies in Manila check out this article: Top 17 list of Advertising

Agencies in Manila

Most of the descriptions are taking from LinkedIn profiles or from the agency’s website.

4A Advertising Agencies in the Philippines

BBDO Guerrero

Established in Manila in 1998, BBDO Guerrero is one of the most internationally

recognized creative agencies in the Asia Pacific. Ranked among the top 50 agencies in

the ‘Gunn Report’ it handles some of the most established and respected brands in the

country, like FedEx, Johnson and Johnson, P&G, Wrigley’s, Bayan Wireless,

Department of Tourism and Pepsi. In its 15 years in the industry, BBDO Guerrero has

created effective work for more clients than any other agency.

Ace Saatchi & Saatchi

Saatchi & Saatchi has grown from a start-up advertising agency in London in 1970 to a

global creative communications company headquartered in New York with 130 offices in

70 countries and over 6000 employees. Saatchi & Saatchi is part of the Publicis

Groupe, the world’s third largest communications group. They are a full service,

integrated communications network and  they are in the business of getting people to

fall in love with their clients’ products and services.

FCB – Foote, Cone & Belding

They are advertising and marketing solutionists, with one simple goal: to create

communications that change behavior. FCB Manila handles brands for major Philippine

and multinational corporations, such as SMART Communications, PLDT, the SM

Group, Asia Brewery, Inc., Dole Philippines, Mondelez, and Nivea. In 2011, DigitalFCB

was launched, to serve the growing need of clients for web and mobile solutions. FCB

Manila and DigitalFCB , along with Weber Shandwick Philippines and Stargate

Publications, are part of the MFCB Group.

FCB (Foote, Cone & Belding) is filled with a diverse and passionate group of thinkers,

creators, technologists and storytellers devoted to creating buzzworthy ideas that

change consumer behavior. The global, fully integrated marketing communications

agency celebrates local culture, flavor and expertise market-by-market. With over 140

years of communications expertise, FCB’s worldwide network spans 150 offices in 90

countries, with more than 8,000 people, and is part of the Interpublic Group of

Companies.

Dentsu

During its 110-year history, Dentsu Inc., the No. 1 agency brand in the world, has

continually advanced how and what a communications agency should be. From setting

up the first broadcast networks in Japan to becoming one of the largest sports

marketing companies in the world, from developing mobile marketing applications to

producing Oscar-winning entertainment, Dentsu has been a leading innovator in the

ways people, ideas, technology and business converge.

Dentsu Network, headquartered in New York and Tokyo with 82 offices in 29 countries,

leverages its global talents and capabilities to continually reinvent ways to make their

clients more successful. Their Dentsu-branded offices and best-in-class agencies –

including mcgarrybowen, 360i, Firstborn, Steak, &c and Media Palette – provide

marketing and communications solutions through collaboration, innovation, and

entrepreneurship.

Grey Group

In 1986, Campaigns Inc. started as a local agency that set out to create its imprint on

the growing advertising industry. Founded by a group of friends, Campaigns pursued an

ideal of a fun, healthy work atmosphere and a commitment to delivering superior

advertising.

In 1991, after only five years, Campaigns became one of the Top 10 agencies in the

Philippines. Then in 1992, they went multi-national when they joined the Interpublic

Group (IPG) as its third parallel agency, following McCann Erickson and Lowe Lintas.

Two years later, a new partnership was born with the Grey Group.

Thus, Campaigns & Grey came to be. With this partnership, they have been able to

access knowledge from other markets and apply them to local conditions.

Consequently, this has enabled their local and multinational clients to utilize a wealth of

global knowledge to build stronger, more competitive brands.

Cheil

Cheil Philippines offers solutions that can instantly send ripples through the market in

today’s fast-changing marketing environment and can be readily put to use on the

frontiers of marketing. They strive to propose a lifestyle and culture that add greater

value to consumers’ lives and society as a whole, while also pointing to the optimum

directions for clients to overcome their challenges.

DDB Philippines

As influential communicators, DDB is in a position to use creativity as a force for good.

As Bill Bernbach so eloquently put it, “All of us who professionally use the mass media

are the shapers of society. We can vulgarize that society. We can brutalize it. Or we can

help lift it onto a higher level.”

At DDB they are guided by playbooks, not rule books. Rigid methodologies minimize

creativity. Paint-by-numbers gets you the same painting every time. That is not to say

they do not have tried and true approaches to building and growing world class brands

– they do. Nine times out of ten, companies like theirs are chosen as partners based on

their ability to create effective marketing solutions, their commitment to their client’s

business and dynamic working chemistry.

JWT Manila

JWT Manila is the pioneering advertising agency in the Philippines. It was the first

multinational agency to establish local operations 65 years ago. It was followed with a

series of firsts, like the first to apply strategic planning, the first to introduce branded

entertainment, and even the first to claim a branded Guinness World Record.

In recent history, JWT Manila was the first and only advertising agency in the

Philippines to win the Gold Cannes Lions. JWT Manila provides pioneering business

and creative solutions for Unilever, J&J, Kraft, Shell, Nokia, HSBC, Ford, Mazda,

Nestle, Kimberly-Clark, Bayer, Greenfield Development Corporation and Canon.

Leo Burnett MANILA

“Creativity has the power to transform human behavior”

This is the core belief of what they call HumanKind. It’s not about advertising or brand

propositions or selling products. It’s about people and purpose. It’s an approach to

marketing that serves true human needs, not the other way around.

That’s why everything they do for brands is designed with a human purpose in mind. A

brand without purpose is one that will never be understood or embraced by people. A

brand with purpose can be a true agent of change and transform the way people think,

feel or act. A brand with a true HumanKind purpose can change the world. Their dream

is to be the best creator of ideas that truly move people – bar none.

Lowe Philippines

Lowe Philippines office began as C.A. Lintas in 1978 with 12 people and Php5million in

billings. In less than 10 years, under the leadership of Mr. Francis Trillana, the agency

grew to become the youngest among the top 10 advertising agencies in the country.

Today, Lowe Philippines still ranks as one of the top 10 agencies in the country and is

an acknowledged premiere consumer engagement agency under the stewardship of

Leigh Reyes who assumed the position of President and Chief Creative Officer in

January 2012.

Local Advertising Agencies in the Philippines

SVEN

SVEN is a full-service creative+digital group with offices in Singapore and the

Philippines. Their consumer-driven strategies integrated with digital innovations and

responsible communications management give them the edge in bringing your brand

sustainable creativity. Supported by their holistic management style, campaigns are

executed seamlessly from start to finish – all managed by one team that knows your

brand inside out. This is why their clients have become their partners – because at

SVEN, they collaborate, engage and engineer creativity together with you.

Since 2008, SVEN has managed over 800 projects for over 50 brands, across various

categories and industries, and they have successfully established long-standing

partnerships with key clients that have allowed them to grow alongside their brands.

Virus, Inc.

Established in late 2008, Virus, Inc. is the trusted digital advertising partner of global

powerhouses and dynamic local brands. Specializing in efficient and effective online

brand strategy, the company prides itself on the ability to give brands a purpose on the

internet. With its roster of multidisciplinary talent, Virus stands out as an agency with

creative flexibility when it comes to developing online strategies, tailor-fitting projects

and campaigns to suit companies’ needs and positions in a rapidly-shifting marketing

landscape.

Lozatech Digital Marketing Inc.

Lozatech Digital Marketing, Inc. was founded in July 2013 to address the booming

economies of Southeast Asia while providing quality service to Europe and North

America. With a current staff of 15 full-time employees, LDMI supports it clients from

two offices in one of the most modern cyberparks in Manila.

LDMI is currently involved with projects in Jakarta, Kuala Lumpur, Hong Kong,

Singapore, Los Angeles, Mexico, DF, and Sweden.

Vanilla Digital, Inc.

Vanilla is a social media agency helping brands to successfully listen, understand and

engage with their online communities. They are a new kind of agency – born in the

digital age, formed of marketers who know where social has come from; they

have established a proven path which delivers brand-building growth and target-driven

results to their clients.

they take inspiration from those participating in online communities and blend this with

their own creative approach that focuses on delivering true innovation and needle-

moving results to clients. Just like humans, they believe that each brand is unique in

their own right; no set of goals should be treated the same – they challenge themselves

to be true to their own entrepreneurial roots and stay agile to deal with the constantly

changing pace of social media.

Big Ideas Social Media, Inc.

They are a marketing service company based in Makati, Philippines. They specialize in

Social Media, Digital Marketing, Content Creation, App Development, Events and More.

They believe that all big ideas start small and their aim is to provide clients with the

highest, professional quality work without burning their wallets.

Alchemy Advertising, Inc.

They are a full-service integrated communications. they take pride in marrying

CREATIVITY with ECONOMY as they provide cost-effective and ingenious

communications, marketing, and advertising solutions for your business needs. they use

proven methods and new age approaches to produce compelling executions that

captivate audiences from all walks of life. They know how you value every penny you

invest into advertising, and so they pay extra effort to give your brand the mileage it

deserves.

Jump Digital Inc.

Jump Digital was inaugurated last June 2013 as a full-fledged end-to-end digital

marketing agency. It seeks to help individuals and organizations cope up with the ever

changing digital landscape in terms of reach and richness. It currently offers strategic

consulting services that cover creative concepts, search engine marketing services,

online media buying, viral marketing, content creation, social networking services, and

online reputation management

Mobext (4A Backed)

Mobext is the first pure-play mobile marketing agency in the Philippines, offering

specialized end-to-end mobile solutions to the country’s leading brands. Their services

are based on four pillars—Strategy, Media, Creatives, and Technology.

The Mobext brand was launched in 2007 as the mobile advertising network of Havas

Digital (now Havas Media), and was brought to the Philippines in early 2012. Currently,

Mobext has 23 offices in key cities around the globe, making it the largest mobile

marketing agency network in the world

DigiMarketing, Inc

Digi Marketing Inc. is a digital marketing company based in the Philippines. They are

focused on delivering the best user-experience and cost effective approaches possible

in today’s volatile world wide web industry. Digi Marketing Inc. aims to ensure your

marketing needs are delivered efficiently and on time. Digi Marketing Inc. was founded

in 2011 and they are a full service Digital marketing Agency. They have a highly skilled

and experienced team that will work on your project with creative, technical, and

commercial expertise.

WAV Atmospheric Branding

WAV Atmospheric Branding is the revolutionary provider of creative in-store

entertainment, advertising, marketing, and inventive media solutions to large

corporations and small enterprises in the Philippines and Singapore. Since 2003, WAV

Atmospheric Branding has had a vast pool of radio broadcasting and creative

production experience by going into the industry with a pressing goal to transform and

revolutionize the consumer’s in-store experience.

WAV Atmospheric Branding is a think-tank of passionate, “out-of-the-box” and results-

oriented people — socially responsible, creative, dynamic, trustworthy, and innovative.

Always forward-thinking, the WAV team takes calculated risks to go beyond client

expectations.

Final Thought on Advertising Agencies in the Philippines

This is just a small list of advertising agencies in the Philippines and I’m sure there are

many, many more. I would love to hear about any advertising agencies in the

Philippines that you have worked with and what experiences you had working with

them. Please leave a comment and let me know.

If this list was not what you were looking for than maybe you should check out  the top

advertising agencies around Asia, List of Social Media Marketing Companies in

China, Top 13 Advertising Agencies in Shanghai, or Top 10 list of Advertising Agencies

in Beijing.

References:

http://businesscasestudies.co.uk

http://humanresources.about.com

http://chairmanmigo.com/top-20-list-advertising-agencies-in-the-philippines

CHAPTER IIIRESEARCH METHODOLOGY

This chapter discussed the designs and procedures undertaken during the

conduct of the study. It presented the research method used, instrument used, and

validation of instrument, data gathering procedures and statistical treatment of data.

RESEARCH METHOD USED

Descriptive research is a method used in the process of finding adequate and

precise interpretation of the facts presented. The researches employed this research

method to emphasize the problems revolving around the situation rather than simply

identifying them. To define the descriptive type of research, Creswell (1994) stated that

the descriptive method of research is the gathering of information about the present

existing condition. The aim of descriptive research is to verify formulated hypotheses

that refer to the present situation in order to elucidate it. Moreover, this method uses a

flexible approach, thus, when important new issues and questions arise during the

duration of the study, further investigation can be conducted.

The descriptive research is one in which information is collected without

changing the environment Sometimes these are referred to as “ correlational ” or “

observational ” studies. The Office of Human Research Protections (OHRP) defines a

descriptive research as “Any research that is not truly experimental.” Moreover, it is also

conducted to demonstrate associations or relationships between things in the world

around.

A case study on the other hand, is an in-depth study of a particular research

problem rather than a sweeping statistical survey. It is often used to narrow down a very

broad field of research into one or a few easily research examples. The case study

research design is also useful for testing whether a specific theory and model actually

applies to phenomena in the real world. It is a useful design when not much is known

about a phenomenon. Since this study regarding the relationship between the economic

growth and the inflation rate is a time series research, this type of study is the best suit.

INSTRUMENT USED

To gather data that will be subject to different processes to yield meaningful

information that may support or reject the presented hypotheses. Through surfing in the

internet and through a process of an interview, the researchers were able to get

secondary data to be subject for cross-validation.

VALIDATION OF THE INSTRUMENT

The secondary data garnered by the researchers are considered reliable given

the fact that the sources of these records have already been processed to alleviate

fallacies and to accomplish authenticity.

DATA GATHERING PROCEDURE

The researchers endeavored to look for sufficient data from various studies of

different websites. The researchers gathered the required data from May up to July of

2015 and this duration gave them enough time to gather sufficient data.

STATISTICAL TREATMENT OF DATA

After the data are collected, the researches face the task of converting numbers

into assertions; they must find a way to choose among the hypotheses the one closest

to the truth. Statistical tests are the preferred way to do this.