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 departments 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 BAPRs 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, BAPRs
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 Communications 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 Universitys 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 dont get
their target field on their on the job training.
1. The company they worked for as an intern
1.1 The 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 Kolbs 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 onthe-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 onthe-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

Profile of ADPR
students who are
experiencing
problems in
applying for
internship
1. Section
2. SocioAcademic

Process

Output

Survey
Observation
Questionnaire
Statistical
Analysis
o Frequency
and
Percentage

Feedba
ck

Result

1. Conclusio
n
2. Policy
Recomme
ndation

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 students 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 students 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.

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 dont
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 students life. It is a way
of changing the students 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 agencys 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, Wrigleys, 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 worlds 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, FCBs 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
todays 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 clients
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, KimberlyClark, 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. Its not about advertising or brand
propositions or selling products. Its about people and purpose. Its an approach to
marketing that serves true human needs, not the other way around.
Thats 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 needlemoving 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 countrys leading brands. Their services
are based on four pillarsStrategy, 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 todays 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 consumers in-store experience.
WAV Atmospheric Branding is a think-tank of passionate, out-of-the-box and resultsoriented 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 Im 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 III
RESEARCH 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.