THE PHILIPPINE WOMEN’S UNIVERSITY 1

“Okay lang Magmura Ha!”: Analyzing the Effects of Directors’ Curse, Shout,

and Humiliation on Novice Talents

A Research Paper

Presented to

Mr. Leonardo O. Munalim

Language and Literature Professor

Philippine Women’s University-

Manila

In Partial Fulfillment of the

Requirements for Subject Offering

in

English Plus B (Advanced LRSW with Research)

Second Trimester, SY. 2016-2017

By

Kristin Erika D. Biglang-awa, ABCA Judy Ann T. Lozano,

ABCA Spencer G. Pitoc, BMME Gillian B. Sobejana, ABCA

Angel-Bert R. Suelo, ABCA

-------------------------------------Disclaimer: This paper follows the THESIS format, not the IMRaD one as these
students are expected to follow the thesis format in their actual thesis writing. This paper may not be
construed as the best manuscript; this is only an attempt to immerse them in the real world of academic writing.
Thus, students’ performance herewith, in no way, shall reflect Prof. Munalim’s competence, knowledge, and
rudiments of research writing.
 September 2016

-------------------------------------Disclaimer: This paper follows the THESIS format, not the IMRaD one as these
students are expected to follow the thesis format in their actual thesis writing. This paper may not be
construed as the best manuscript; this is only an attempt to immerse them in the real world of academic writing.
Thus, students’ performance herewith, in no way, shall reflect Prof. Munalim’s competence, knowledge, and
rudiments of research writing.
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Dedication

We dedicate this study to God who has given us the ability to contribute to

this and to our parents, friends, and relatives who have been supporting us.

ACKNOWLEDGEMENT

We would like to thank the Lord our God for he has been helping and

giving us unfaltering guidance and hope.

Also, to each of our parents who have understood our every late night

stays just to complete this paper.

To each one of us in the group who have helped relentlessly and have

made way to contribute, we would like to acknowledge.

Lastly, to our professor, Sir Lio Munalim, who have given us samples and

helped us complete our study. Thank you for answering our questions tirelessly.
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Table of Contents

Title Page i

Dedication ii

Acknowledgement ii

Table of Contents iii-iv

CHAPTER 1: THE PROBLEM AND ITS BACKGROUND

1.1 Introduction 1

1.2 Background of the Study 2

1.3 Research Locale 3

1.4 Statement of the Problem 3

1.5 Hypothesis 4

1.6 Significance 4

1.7 Scope and Limitation 5

1.8 Definition of Terms 5

CHAPTER 2: REVIEW OF RELATED LITERATURE 6

CHAPTER 3: METHODOLOGY 8

Research Method 8

Respondents of the Study 8

Data Gathering Procedure 8

Research Instrument 9
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Interpretation and Treatment of Data 9

CHAPTER 4: PRESENTATION, ANALYSIS AND INTERPRETATION 11

Chapter 5: SUMMARY OF FINDINGS, RECOMMENDATIONS, AND

CONCLUSIONS 18

References 20
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Chapter 1

THE PROBLEM AND ITS BACKGROUND

Introduction

As defined by Merriam-Webster Dictionary, a movie is a

form of entertainment and recording of moving images that tells a

story and that people watch on theatre or television. It is done by

a group of people with cameraman, main actors/actresses, novice

talents or extras, lights man, audio tech, makeup artists, script

writers, producers and props men, they are called Production

staff. There are one or two persons, who have a concrete plan,

and lead this large group of people in order to work together.

They are called directors.

In media field it has long been accepted that the directors

would be the ones they will follow. When giving instructions

and directions on what to do or how to execute a certain

scene, it has been common to command the talents in an

authoritative manner.

Every director has its own taste, dream and plans to

execute a specific scene, or event. According to de la Cruz (2004),

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“Directing is a process in which a director’s creative intelligence engages and

meshes with other creative intelligences at a variety of levels and intensities of

commitment. These other intelligences, called collaborators, help achieve the

director’s goal and purpose.”

These directors have the plan, they already have the

finished product in their minds and all they need to do is put it in

reality by the help of this large group of people called production

staff. The directors need to speak out what’s on their minds, the

actors should do it, the cameraman must record everything

actors do and everyone else need to support and do their part. A

little bit simple if we say it in words, but for others, it might be a

bit too hard to put it in action.

There are hindrances which makes some simple tasks so

hard to accomplish; people being too shy, having inferiority

complex, being afraid of the people they are working with, having

short term memory, lack of sleep, delivering lines inaccurately,

and etc.

These things make the directors shout at the top of their

lungs. For these reasons, directors result to building dark

emotions in their hearts, creating mean thoughts in their minds

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and slashing throats with their tongues and mean words.

Pressure may be one of many reasons why directors speak this

way. For those who work with this kind of director, there must be

some effects- whether positive or negative- to their actions,

thoughts, and performance: emotional, physical, and mental.

Background of the Study

This research tried to know the effects of cursing and

shouting of the directors over the novice talents. Every way

directors handle people under them creates effect, good or bad,

positive or negative. This yields to give recommendations on how

to handle actors/talents.

The researchers will have the Communication Arts students

of PWU as the subjects, as well as the other extras within reach,

ages 8 above.

Research Locale

The study was conducted in Philippine Women's University

which was founded on 1919 by idealist women.

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Statement of the Problem

This study aimed to identify the effects cursing and

shouting of directors and how the novice talents handled it.

Specifically, this study attempted to answer the following

research queries

1. What is the profile of the respondents in terms of:

1.1 Age

1.2 Gender

1.3 Educational Attainment

2. What are the effects and attitude of the talents towards the

mean words of directors in terms of:

2.1 Professional

2.2 Emotional

2.3 Psychological
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Hypotheses

1. There is a significant effect of cursing production staff.

2. Talents understand and can cope up with the situation.

3. There is no significant difference between the time

consumed of the two student groups.

Significance of the Study

Novice Talents/ Extras. Most of them are just recruited from

a mall, streets, or any other public places. They are the beginner

actors and have potentials. Most of them barely know the

industry that they got in. Most of the time, they are being

shouted, and cursed even doing the smallest mistakes.

Communication Arts Students. They are the next in line.

Someday they will be actors, or part of a production staff. If they

have an idea on what may happen, maybe they can catch up or

they can think of a way not to experience the mean words and

madness of directors.
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Directors/Future Directors. They are the reason of this

study. The researchers want them to see the effects of reprimand

and cursing over the novice talents.

Scope and Limitations

This research is done to determine the effects of mean

words of the directors to the novice talents and other parts of

production staff. The researchers will conduct a survey with two

groups; 7 ladies and 7 gentlemen. The participants were between

ages 8 – 23.

Definition of Terms

Novice Talents – Starters on film industry.

Inferiority Complex – A belief that you are less worthy or

important than other people.

Production Staff – Group of people filming for television or

movie. This group consist of director, actor/actress, cameramen,

lights men, makeup artist, and audio men.

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Director – A person who manages an organized group of

people or a part of a production staff.

Collaborators – To work with another person or group in

order to achieve something.

Communication Arts Students – Students who study the art

behind communication through different kinds of media.

Reprimanded – A severe statement that criticizes or blame

to someone

Curse – Offensive words that people say when they are

angry.

Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

de la Cruz(2004) insist that production is group of people, lead by

the director, that dream together and putting their dreams to reality and

directing is the act of director in which director’s creative mind must be put

in reality by the actors, actresses, camera man, lights man, and other crew

of the production. Without the production, director’s ideas will be pure

ideas and will never be seen and be appreciated or be recognized by

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others. Director has the idea and he wants it to be in reality, or be filmed,

and it is very frustrating if your ideas can’t be done properly for some

reasons.

Some directors don’t mind if the lines are not exactly delivered as on

the script(de la Cruz, 2004), but the attitude affects the mood of the

director. de la Cruz(2004), as a director in a theatre, said that “I do not

tolerate laziness, bad taste, and lack of discipline.” Nobody wants a lazy

employee, and if you see one, especially if that lazy or with negative vibes

guy affects the deliberation of your idea, you can’t help yourself but to get

mad.

At this moment, madness starting to take over on directors’ hearts,

strong and dark ideas are building up in their minds, and their double edge,

sharp tongue starts to stab novice talents hearts and shoot with venomous,

cruel arrows.

Both words and sharp objects have in common. They can both kill

and end someone’s life. Their difference is sharp objects can give you rest,

for life. But the words can give you suffering, pain, grudge, and trauma on

your back and you’ll carry it like a big log for the rest of your life.
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Chapter 3

METHODOLOGY

Research Method

The data analysis of this research is quantitative in nature.

The Merriam-Webster Dictionary defines quantitative as relating

to how much there is of something: of or relating to the quantity

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or amount of something. In this study, it uses Likert scale to

gauge the students’ perception on the Requirement Processing.

Respondents of the Study

The study utilized 7 males and 7 females who have

experienced to be an extra or be facilitated by a director in a

production. 3 out of 8 males and 5 out of 8 females are currently

studying in PWU.

Data Gathering Procedure

The data of this research is gathered using a questionnaire.

Questions are suitable to the subject of the research. The

questionnaire is composed originally of 29 questions cut down to

three categories. The questionnaires were then distributed to 14

respondents that are experienced extra facilitated by a director

in a production. The researchers are aware that the effectiveness

of the questionnaire lies solely on the honesty and sincerity of

the respondent and because of that, we assured confidentiality

of their sheets since identities are not important. No incentives

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were given to respondents; they all answered the questionnaires

out of goodwill.

Research Instrument

The questionnaires have three- part questions, and are as

follows:

1. Professional – Their performance after they were being

cursed by the director.

2. Emotional – Their emotions after being yelled by the

director

3. Psychological – Their mindset or thinking after they

heard the mean words of the director

Likert Scale involves a four-point scale, that is:

Always, Sometimes, Rarely and Never.

Interpretation and Treatment of Data

The effects on the Professional, Emotional, and

Psychological performance towards the mean words of the

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directors. Service is tallied by means of a Likert Scale and scores are then analyzed as

follows:

Effects on Performance (Professional)

3.3-4.0 Always
2.5-3.2 Sometimes
1.7-2.4 Rarely
1-1.6 Never

Effects on Performance (Psychological)

3.41-4 Always
2.61-3.40 Sometimes
1.81-2.6 Rarely
1-1.8 Never

Effects on Performance (Emotional)

3.41-4 Always
2.61-3.40 Sometimes
1.81-2.6 Rarely
1-1.8 Never
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