COMPETITIVENESS IN OFFICE WORK OF EMPLOYEESWITH DISABILITY IN RELATION ON THE PRODUCTIVITYIN THE WORKPLACE

Growing number global emphasis on welfare of Person with disabilities and welfare to work policies are increasing, however studies on the competitiveness on Person with disabilities are lacking. This scantiness in research makes it difficult for managers to utilize the full work potential of PWD.The researcher analyzed the competitiveness in Office work of Employees with disability in relation on the productivity in the workplace.It specially, sought to answer the following question. 1) What Is the level of the competitiveness in office works of employees with disability in terms of: a, Ability b. Perseverance c. Loyalty d. Talent Skills 2) What is the status of productivity on work place in terms of a. Efficiency b. Complete the task c. Motivate reward 3) Is there significant effect of competitiveness in office work of employees with disability and to the productivity in workplace.It can be concluded that the Competitiveness in office work of employee withdisability in terms of ability, perseverance, as High, and loyalty, talent andskills as Very High based on the supervisors that every employee withdisability have their own different ability, perseverance, loyalty, talent and skillit depends on want kind of impairment they have.The Status of productivity on workplace in terms ofcomplete the task as High and also efficiency and motivate reward as VeryHigh. There is no significant effect brought by competitiveness in office work of employee with disability in relation to theproductivity on workplace.For the Recommendation the PWDs must attend seminars that MSWD and other Non-Government organizations have for them so they can adapt all the learnings needed to improve their ability. Development of Workplace Facilities and working environment to increase the work efficiency of Person with disabilities. Develop activities for the PWDs to keep them motivated and truly develop self-confidence to complete their task The Local Government must continue to give funds for the employee with disability so they can help their respective family.

Growing number global emphasis on welfare of Person with disabilities and welfare to work policies are increasing, however studies on the competitiveness on Person with disabilities are lacking. This scantiness in research makes it difficult for managers to utilize the full work potential of PWD.The researcher analyzed the competitiveness in Office work of Employees with disability in relation on the productivity in the workplace.It specially, sought to answer the following question. 1) What Is the level of the competitiveness in office works of employees with disability in terms of: a, Ability b. Perseverance c. Loyalty d. Talent Skills 2) What is the status of productivity on work place in terms of a. Efficiency b. Complete the task c. Motivate reward 3) Is there significant effect of competitiveness in office work of employees with disability and to the productivity in workplace.It can be concluded that the Competitiveness in office work of employee withdisability in terms of ability, perseverance, as "High", and loyalty, talent andskills as "Very High" based on the supervisors that every employee withdisability have their own different ability, perseverance, loyalty, talent and skillit depends on want kind of impairment they have.The Status of productivity on workplace in terms ofcomplete the task as "High" and also efficiency and motivate reward as "VeryHigh". There is no significant effect brought by competitiveness in office work of employee with disability in relation to theproductivity on workplace.For the Recommendation the PWD's must attend seminars that MSWD and other Non-Government organizations have for them so they can adapt all the learning's needed to improve their ability. Development of Workplace Facilities and working environment to increase the work efficiency of Person with disabilities. Develop activities for the PWD's to keep them motivated and truly develop self-confidence to complete their task The Local Government must continue to give funds for the employee with disability so they can help their respective family.

Methodology:-
The research design used in this study was descriptive survey in order to determine the Competitiveness in office works of employee with disability in relation to the productivity on workplace. According to Posinasseti (2014) A descriptive study is one in which information is collected without changing the environment (i.e., nothing is manipulated). It is used to obtain information concerning the current status of the phenomena to describe "what exists" with respect to variables or conditions in a situation. The methods involved range from the survey which describes the status quo, the correlation study which investigates the relationship between variables, to developmental studies which seek to determine changes overtime. Purposive sampling method was used. Statistical treatment was use to analyze and interpreted the data given by 20 respondents. Mean, Standard Deviation and T-test were used to determine the competitiveness in office work of employee with disability in relation to the productivity on workplace.

Results And Discussion:-
This chapter includes the analysis of the data collected as well as the interpretation of the result of the study. The major findings of the study follow the order in accordance with the statement of the problem. The table 1 shows the level of competitiveness in office works of employees with disabilities in terms of ability. It further indicates that the statement number (1) which states that "The ability helps the organization become efficient" has mean of 4.35 with the standard deviation of 0.73 and verbal interpretation of "Very High". The statement number (2) which states that "The PWDs have ability to work" has computed mean of 4.65 with the standard deviation of 0.48 and verbal interpretation of "Very High". Statement number (3) which states that "The ability affects the hiring of PWDs in the workplace" has computed mean of 4.15 with the standard deviation of 0.79 and verbal interpretation of "High". Statement number (4) which states that "The disability has their own ability" has computed mean of 4.55 with the standard deviation of 0.59 and verbal interpretation of "Very High".

Presentation, Analysis And Interpretation Of Data:-
Lastly, statement number (5) which states The PWDs are not qualified in the workplace" has computed mean of 2.30 with30 the standard deviation of 1.35 and verbal interpretation of "Low". The average mean of 4.00 with a standard deviation of 0.50 reveals that the level of competitiveness in office works of employees with disabilities in terms of ability was interpreted as "High". It is supported by the study of Lavasani (2015) Work ability among employees with disabilities did not seem to be influenced merely by individual health status. Attitudinal and dispositional factors appeared to have a significant impact on their levels of work ability. The potential positive impact of education and employment status on employees' levels of work ability   Table 2 shows the level of competitiveness in office works of employees with disabilities in terms of perseverance. It further indicates that the statement number (1) which states that "The PWD are persevere regarding in their work" has mean of 4.45 with the standard deviation of 0.74 and verbal interpretation of "Very High". The statement number (2) which states that "The PWD are strongly competitive" has computed mean of 4.25 with the standard deviation of 0.62 and verbal interpretation of "Very High". Statement number (3) which states that "Thedisability is getting more motivated" has computed mean of 4.00 with the standard deviation of 0.89 and verbal interpretation of High". Statement number (4) which states that "Not all PWD are persevere in their job" has computed mean of 3.15 with the standard deviation of 1.06 and verbal interpretation of "Fairly High". Lastly, statement number (5) which states that "Perseverance comes from weakness and failures" has computed mean of 4.10 with the standard deviation of 0.94 and verbal interpretation of "High".
The average mean of 3.99 with a standard deviation of 0.45 reveals that the level of competitiveness in office works of employees with disabilities in terms of perseverance was interpreted as "High". It is supported by the study of Baumgärtner (2013) Employees with disabilities that are employed in the first labor market can be expected to show higher levels of job-related self-efficacy than their colleagues without disabilities, given the oftentimes considerable difficulties to find employment and the related need for perseverance and high levels of self-confidence.   (1) which states that "The PWD are more focus in their task" has mean of 4.55 with the standard deviation of 0.59 and verbal interpretation of "Very High". The statement number (2) which states that "Employers stated that PWDs are more loyal" has computed mean of 4.15 with the standard deviation of 0.65 and verbal interpretation of "High". Statement number (3) which states that "The PWD give all their effort in every task" has computed mean of 4.50 with the standard deviation of 0.59and verbal interpretation of "Very High". Statement number (4) which states that "PWDs are also devoted in their work" has computed mean of 4.45 with the standard deviation of 0.67 and verbal interpretation of "Very High". Lastly, statement number (5) which states that "PWDs can able to work for many year" has computed mean of 4.40 with the standard deviation of 0.86 and verbal33 interpretation of "Very High". The average mean of 4.41 with a standard deviation of 0.46 reveals that the level of competitiveness in office works of employees with disabilities in terms of loyalty was interpreted as "Very High".
It is supported by the study of Marlies (2015) The factors that determine employee loyalty in a local Manufacturing Company. Employee loyalty has always been an issue for organizations because of its connection with behaviors like attendance, turnover and organizational citizenship. Loyal workers devote themselves to the organization's achievements and they enthusiastically participate in the organizational sustenance and growth .  Table 4 shows the level of competitiveness in office works of employees with disabilities in terms of talent. It further indicates that the statement number (1) which states that "The disability improves their talent through workshop" has mean of 3.90 with the standard deviation of 0.89 and verbal interpretation of "High". The statement number (2) which states that "Talent make them productive" has computed mean of 4.40 with the standard deviation of 0.58 and verbal interpretation of "Very High". Statement number (3) which states that "PWDs have special talent" has computed mean of 4.50 with the standard deviation of 0.74 and verbal interpretation of "Very High". Statement number (4) which states that "PWDs can able to work under pressure" has computed mean of 4.25 with the standard deviation of 0.77 and verbal interpretation of "Very High". Lastly, statement number (5) which states that "PWDs can able to work diligently" has computed mean of 4.40 with the standard deviation of 0.58 and verbal interpretation of "Very High". The average mean of 4.29 with a standard deviation of 0.49 reveals that the level of competitiveness in office works of employees with disabilities in terms of talent was interpreted as "Very High". It is supported by the study of Crawford (2014) A young students discovers and nurtures her artistic talent. She has a learning disability in reading that causes her to perceived words differently. It recognizes by the two exceptional teachers who help meet her needs while nurturing her strength. Table 5 shows the level of competitiveness in office works ofemployees with disabilities in terms of skills.It further indicates that the statement number (1) which states that "The PWDs can be regular employee" has mean of 4.35 with the standard deviation of 0.73 and verbal interpretation of "Very High". The statement number (2) Table 6 shows the status of productivity in a work place in terms of efficiency. It further indicates that the statement number (1) which states that "Canwork on time" has mean of 4.50 with the standard deviation of 0.50 and verbal interpretation of "Very High". The statement number (2) which states that "Can do without wasting materials has computed mean of 4.35 with the standard deviation of 0.65 and verbal interpretation of "Very High". Statement number (3) which states that "The task given by the employer increases the productivity of employees save both time and money" has computed mean of 4.40 with the standard deviation of 0.58 and verbal interpretation of "Very High". Statement number (4) which states that "Can easily adapt the environment" has computed mean of 4.25 with the standard deviation of 0.70 and verbal interpretation of "Very High".
Lastly, statement number (5) which states that "Can able to achieve the goals of the company" has computed mean of 4.35 with the standard deviation of 0.73 and verbal interpretation of "Very High". The average mean of 4.37 with a standard deviation of 0.47 reveals that the level of competitiveness in office works of employees with disabilities in terms of efficiency were interpreted as "Very High". do without wasting materials has computed mean of 4.35 with the standard deviation of 0.65 and verbal interpretation of "Very High.  Table 7 shows the status of productivity in a work place in terms of complete task. It further indicates that the statement number (1) which states that "Able to complete the task on time" has mean of 4.45 with the standard deviation of 0.59 and verbal interpretation of "Very High". The statement number (2) which states that "Can complete the task from error" has computed mean of 4.30 with the standard deviation of 0.64 and verbal interpretation of "Very High". Statement number (3) which states that "The employee performs their task well" has computed mean of 4.35 with the standard deviation of 0.65 and verbal interpretation of "Very High". Statement number (4) which states that "The employees can handle multiple task" has computed mean of 3.95 with the standard deviation of 0.86 and verbal interpretation of "High". Lastly, statement number (5) which states that "Can easily accept the changes" has computed mean of 4.15 with the standard deviation of 0.65 and verbal interpretation of "Very High". The average mean of 4.24 with a standard deviation of 0.50 reveals that the level of competitiveness in office works of employees with disabilities in terms of complete the task was interpreted as "Very High". It is supported by the study of Agnesia (2013) Employees motivation increases when they have high computer competency, are familiar with the online learning environment, are given feedback by the teacher, and perceive the topic being discussed as valuable. The table shows the status of productivity in a work place in terms of motivate reward. It further indicates that the statement number (1) which states that "Motivate by the salary to work harder" has mean of 4.25 with the standard deviation of 0.8.and verbal interpretation of "Very High". The statement number (2) which states that "Recognition and promotion programs are provided for performance" has computed mean of 4.25 with the standard deviation of 0.70 and verbal interpretation of "Very High". Statement number (3) which states that "Personnel has the opportunity to develop their skills" has computed mean of 4.40 with the standard deviation of 0.58 and verbal interpretation of "Very High". Statement number (4) which states that "Employee work efficient" has computed mean of 4.50 with the standard deviation of 0.59 and verbal interpretation of "Very High". Lastly, statement number (5) which states that"Finish the work on time" has computed mean of 4.60 with the standard deviation of 0.58 and verbal interpretation of "Very High" The average mean of 4.40 with a standard deviation of 0.49 reveals that the level of competitiveness in office works of employees with disabilities in terms of motivate reward was interpreted as "Very High". It is supported by the study of Rahim (2012) A truly motivational rewardsystem must be designed with a few parameters in mind. It must motivate employees to perform through valued and truly sufficient rewards. Result of the computation using Pearson r shows that all the indicators of competitiveness in office work as to ability (r=0.606, p=0.001), perseverance (r=0.675, p= 0.000), loyalty (r=0.614, p=0.001), talent (r=0.754, p=0.000), and skills (r=0.724, p=0.000) as having strong relationship with productivity in workplace in terms of efficiency. Similar results prove the same between competitiveness in office work, ability (r=0.691, p=0.000), perseverance (r=0.730, p=0.000), loyalty (r=0.761, p=0.000), talent (r=0.837, p=0.000), and skills (r=0.810, p=0.000) and completing the task. Motivating reward were also found strongly related with competitiveness in office work as to ability (r=0.771, p=0.000), perseverance (r=0.822, p=0.000), loyalty (r=0.819, p=0.000), talent (0.894, p=0.000), and skills (r=0.869, p=0.000).
Further, the relationship was found highly significant as revealed by the probability values in all the indicators which are all lower than 0.05 level.

Conclusions And Recommendations:-
On the basis on the foregoing findings and the hypotheses posted in this research, the conclusion were drawn It can be concluded that the Competitiveness in office work of employee with disability in terms of ability, perseverance, as "High", and loyalty, talent and skills as "Very High" based on the supervisors that every employee with disability have their own different ability, perseverance, loyalty, talent and skill ,it depends on want kind of impairment they have. The Status of productivity on workplace in terms of complete the task as "High" and also efficiency and motivate reward as "Very High". There is no significant effect brought by competitiveness in office work of employee with disability in relation to the productivity on workplace.