Company Profile

What is presently known as the pioneering and trusted local mobile phone brand
in the Philippines has a humble beginning which can be traced in 2007. Back
then, Mr. David Lim played the part of a modern-day David when he dared to
battle established international giants in the mobile phone industry with his
introduction of the first Filipino mobile phone brand – MyPhone.

Company History

Solid Group Inc., incorporated as United Paracale Mining Co. on October 9, 1933
and renamed to its current name in June 1996, is the company behind the
MyPhone brand.

In 2005, the father of Solid Group's CEO, David Lim owned a mobile phone
manufacturer which makes phones branded as "Amoy Solid". His father tasked
his younger brother Jason to help sell the product due to being good in working
with electronic gadgets in the Lim family. According to David, the Amoy Solid
won't make much sales in the Philippines and remarked that “Just from the way it
(the brand) sounds, nobody wanted it”. He however took note of the phones' dual
sim feature and suggested to rename the brand. Amoy Solid is rebranded as My|
Phone.

Solid Group applied for the registration of the MyPhone brand with the
Intellectual Property Office (IPO) on June 25, 2007. The brand was first
introduced to the market by Solid Group in September 2007. MyPhone became
the first mobile phone brand in the country to have a dual active SIM feature. The
MyPhone brand grew into one of the primary part of Solid Group, accounting
about half of the company's revenue as of 2011.

Company Products and Services

Offering an affordable mobile phone alternative among the Filipinos, MyPhone

consistently grew both in sales and reach. From a market underdog, the
company has continuously and consistently risen to become a definitive
contender in the Philippine mobile phone landscape within its first five years in
the business.
Products
MyPhone Android Phones
-----------------------
Quad-Core Phones
Iceberg Mini
Vortex
Iceberg
A919i Duo
Cyclone

Dual-Core Phones
A919 3D Phone
A848i Duo
A878 Duo
A898 Duo
A888 Duo
A919 Duo

Single-Core Phones
A888i
A818 Duo
A818 Slim Duo
A828 Duo
A618TV
A848 Duo
A858 Duo
A868 Duo
MyPhone Basic Phones
--------------------
Ignite
B88 Duo
B88+ Duo
B88TV Duo
B18TV Duo
T28 Duo
T29 Duo
TW30 Duo
B16TV Duo
T28TV Duo
QTW88TV Duo
TW30TV Duo

MyPhone Android Tablet

---------------------
MyPad 1
MyPad 2
MyPad 3

Employee Motivation of the Company

Every company has their so-called "tricks" for keeping employees pleased and
driven. The key is creating a place where you can keep your workers
comfortable, inspired and determined to help your business meet its goals. It is
then when you can say you have created and produced the type of success
that's hard to dispute.
A Comfortable Salary— Pays all of their employees pretty well, even for those
working at the retail level. This helps keep employees focused on their work,
instead of worrying about when their next paycheck will arrive.
Benefits— All employees receive benefit packages. This also helps workers
remain focused on the task at hand.
Encouragement—inspires employees to be unique and think differently. This
helps employees feel more comfortable in their own skin, therefore increasing
their comfort and production levels at the office.
Work Environment—Collaboration and innovation is key. Employees have the
freedom to work alone or with others, without feeling nitpicked by upper
management.
Core Values—Majority of Apple employees believe they are contributing to a
higher purpose, meaning that they are doing “something beyond themselves” or
“helping make a difference” in the world.
Development Programs—Employees are encouraged to improve their abilities
and succeed. Therefore, they provides multiple educational and developmental
programs for all of their workers.

Teamwork of the Company

There are specific strategies that help individuals get the most out of teamwork,
all contributing to the success of the team.

Articulate and share goals.

Rather than assuming team members know the desired result, make sure
specific goals are clearly articulated. Using an annual strategic plan, monthly and
project plans, you can ensure energies and efforts are working in the right
direction.

Embrace change.
The nature of teamwork is that your job will constantly change. You will probably
be a member of many teams, encompassing many different personalities and
working styles. You need the flexibility to adapt to different situations.
Communicate well.

Be aware of the 55-38-7 equation. Fifty-five percent of what others gain from
your presentation comes from non-verbal communication such as eye contact,
hand gestures and body language. Thirty-eight percent comes from the sound or
tone of your voice. Just 7 percent of the message received is based on the
content of what you're saying. Keep communications organized and documented.
Use software such as Outlook, Lotus Notes or GroupWise to their maximum.

Get more out of meetings.

Team meetings are a vital element in any organization. Improve the productivity
of meetings by developing your meeting skills such as proper planning and
communicating objectives well in advance.

Commit to learning.

You will be a better team member if you have skills relevant to your job role. This
means you have to be continually learning, whether it's through continuing
education, training programs or reading. By learning how to communicate or
manage more effectively, you can work more effectively in teams.

Learn to be a leader and a follower.

As you move from team to team, your role will change. Depending on the
dynamics of the individuals in a team, you could be a leader in one team and a
follower in another. No one individual is always the boss in a team environment.
Leaders who can't follow, and followers who are unable to lead, will have limited
value in teams.

Trust your teammates.

You can't do it better on your own! While individuals have different strengths and
styles, you must trust other team members to fulfill their functions adequately.
This trust will build strong relationships and strong teams.
Look for win:win opportunities.

Forget the old ideas of winning and losing. Just because one group wins, doesn't
mean the other group has to lose. Use the creativity of the group to develop
situations where you can win because someone else wins.

Recognition and Reward of the Company

Years of Service Award

In recognition of an employee's continued contributions to an organization over a
number of years, a 'Years of Service' award can be given at specific intervals, or
milestones.
Annual Bonuses
An annual bonus is financial compensation given to employees in addition to
their base pay. Annual bonuses are given once per year, usually at the end of the
fourth business quarter. Annual bonuses can be given for a multitude of reasons,
but are usually based on performance, either the performance of the
organization, the individual, or both.
Quarterly Bonuses
Quarterly bonuses are similar to annual bonuses, but are metered out on a more
frequent basis (per business quarter). Quarterly bonuses are most commonly
given as part of a heavily performance-based compensation model. Sales
organizations are common adopters of the quarterly bonus structure.
Spot Bonuses
Many organizations choose to thank workers 'on the spot' for achievements that
merit particular notice. These bonuses are generally given in recognition of an
employee exhibiting exceptional productivity.

Peer-to-Peer Recognition
In a peer-to-peer recognition system, managers as well as other co-workers are
all empowered to recognize and reward the contributions of their colleagues.
Some of the most common forms of peer recognition are:

Verbal Praise
Verbal praise is perhaps the oldest, and longest-standing form of peer-to-peer
recognition in the workplace. Verbal praise is given by colleagues, generally in an
ad-hoc fashion, in recognition of a staff member's valuable contribution.

Microbonuses
Microbonuses provide several unique benefits. Like spot bonuses, staff
recognition in the form of microbonuses can be given in the very moment that a
valuable contribution is made by an employee. Employee recognition given in the
moment has the greatest potential for impact, because the action is rewarded
almost immediately, when it is top-of-mind.

Feedback and Performance Appraisal of the Company

Performance appraisal is one of the most complex and controversial human

resource techniques. Participatory performance appraisal is an essential and
proven attribute of an effective performance appraisal system. This article
summarizes the conceptual foundation for participation including its intrinsic
motivational value, the expansion of available information, and the opportunity to
interject employee voice. The moderating role of goal setting and feedback in
enhancing participation effectiveness is outlined. The article concludes with
factors that attenuate the effectiveness of participation including lack of training,
absence of rater accountability strategies, and organizational and supervisory
resistance to honest subordinate feedback.
GROUP 4
CAMACHO, JUDY ANN
DIMATULAC, MARY JANE
GARCIA, CATHERINE JOY
LIBRORA, SHARMAINE
MANDIGMA, RENIE
NAVARRO, KRISTINE
BSBA 3101