The Stages of Pinoy Development in Organization (Reviewer)

Value Diversity
 The Filipino is the making of four cultural influences that made him a complex entity.
 These general influences have been rooted to our value system that affect our relationship
in the organization and social system.
Spanish Time
 Generally, not pleasant because the law was supposedly crafted for the welfare of all the
governed.
 The power was in the hand of the few.For more than 300 years, the Filipinos were made
to see, feel and hear that the law was not for them.
American Imperialism
 The American motives of liberation and democracy were more of economic exploitation.
 The system of governance was still administrative in character.
 The transition of values and responsibility were not developed and understood by the
common people.
Japanese Regime
 More stringent system of obedience and power domination.
 The value of money and power was a new value complex that was developed in us.
The Period of Liberation and Independence
 The government was conceived by the poor as protector of elite.
 Continuous flow of new ideas, morals, and the development of new intellectuals made as
more complex in values and cultural orientation.

The Reward for Human Effort is not Enough to Satisfy Human Needs
 Filipino employees in the government and private sector seek for more salaries, wages
and benefits.
 As the cost of living rises, their reward for working doesn’t satisfy all their needs.
 Common workers seek better opportunities in other countries.
o Brain Drain - emigration of knowledgeable, well-educated and skilled
professionals from their own country to a more developed country.
 The lack of reward system doesn’t motivate workers to increase their productivity and
efficiency at work.
o Reward Systems - refer to programs made by a company to reward performance
and motivate employees on individual or group levels.
  “Love for work with equal reward is the ingredient to the development of moral values at
work.”

The Erosion in Work Values and Ethics

 Their only motivation at work is the financial reward.
 Job opportunities in the local setting decreases that is why a lot of workers resort to
contractual employment.
 The quality of their output is not a part of their personal pride and success.
The Culture of Bahala Na
 A phrasing in Filipino language that is either said as an expression that can be translated
to mean "whatever happens, happens," "things will turn out fine," or as "I'll take care of
things."
Pakikisama at the Work Place and Social Setting
 Interpersonal relationship where people are friendly with each other and is a typical
personality trait of the Filipino people. It has become the norm of friendship and
camaraderie regardless of status.
Palakasan System
 The appointment in the government positions which usually based on political
connections rather than the skills and qualification of the applicant.
Palusot System
 It is a rampant practice specially in government offices that can be translated to
mean “love to take shortcuts”.
The Mamaya Na Syndrome
 ”Mañana habit” is just another term for procrastination. This negative attitude in our
value system contributes to our low productivity and economic growth.

Development of Extended Family Centeredness

 Unionism – the policies and practices of labor unions, particularly those concerned with
protecting and furthering the rights of workers.
Positive Aspect
 A channel to develop better working relationship among members of the union.

Negative Aspect
  It is organized to solely protect the interest of members who are not given equal
protection by the government of their legal rights.

Educational Diversity
 Filipino’s educational system were patterned after American educational system.
 Our educational system didn’t see the heritage and value system of the past.
 No relationship between the courses offered in schools and those that are required for
employment.

The Pathways to the Development of Better Pinoy

 We have our own identity.
 We are endowed with the spirit of BAYANIHAN.
o BAYANIHAN - a culture of mutual assistance without expecting for a monetary
reward.
 We need to organize more COOPERATIVES as a form of group efforts of mutual
assistance and as economic vehicle for the small and medium entrepreneurs.
 Filipinos need to work hand in hand in helping others. We can’t rely to other countries to
help us as a nation

Education as a Vehicle
 Redirect educational output into productive endeavor that would help the country towards
the destined progress aspired by all Filipinos.
 Design curriculum offerings geared towards these manpower needs.
 Develop values and dedication to work hard enough to attain productivity in the
workplace.
 Filipinos need to work hand in hand in helping others. We can’t rely to other countries to
help us as a nation.

New Management Perspective

 Post Filipino Government
o Autocratic Management: (Prayle, Timawa, Alipin).
o Advancement of Filipino Managers (in terms of training & development
interventions).
 Definition
o Workers ARE NOT production tools.
o Workers are PARTNERS in development of an effective organization.
 Making Them Feel Important
 o People at work crave for importance. They need attention and love.
o Employees need respect for their rights.
o They need recognition for their contribution and accomplishments.
o Workers need security at work & must get equal rewards for their labor.
 Managers Should Do
o Be considerate and be active (aware) at all times.
o Must also be productive.
o Adjustments guidance.

Nationalism as a New Challenge of Time

 Definition
o Identification with one’s own nation.
o Support for political independence of a particular nation.
 Affecting the Nationalism
o Western Influence / Colonial Mentality
o Materialistic Syndrome
o Quest for more money
o Greed
 The New Challenge
o Development of Strong Foundation
o Conviction of Filipinos in Equal Treatment in the field work
o Managers vs Workers
o State of harmony