DR. GLORIA D. LACSON FOUNDATION COLLEGES, INC.

National Highway. Castellano, San Leonardo, Nueva Ecija

GRADUATE SCHOOL

Basic Components of
School Organization
(Relationships)

Human Motivation

Prepare by:

Carl Ken Benitez

 Table of Contents
I. Title Page……………………………………………………………………………1
II. Table of Contents………………………………………………………………...…2
III. Introduction………………………………………………………………………...3
IV. Topic Discussion……………………………………………………………………4
V. Conclusion………………………………………………………………………….5
VI. Recommendation………………………………………………………………...…6
VII. References…………………………………………………………………………..7
 Introduction
Relationship within the people of management constructs and serves as the foundation
of the organization. An organized management formed by strong bond and connection by
the people within it, helps motivate one another into achieving the organization's goals and
so, setting aside differences and working professionally is vital as it creates a working
environment that will help nourish and promote growth towards the success of the
organization. Management must value its people and people must value the management,
both must continuously work collaboratively to inspire and motivate with trust and
compassion for each other because both play an important and equal role in achieving
organization’s goals.
 Topic of Discussion
“Relationship between School Administrators’ Organizational Power Sources and Teachers’
Organizational Citizenship Behaviors”

The key to sustainable organizational efficiency and effectiveness is PROPER

MANAGEMENT, which depends on administrators’ skills to influence their followers and
guide them within the framework of organizational goals. Administrators’ power types in
organizations are basic determining factors of organizational life. They are closely related to
the way administrators perceive human relationships because power means influencing and
stimulating another person or people, thus making them do what administrators want.

In human relationships and organizations, power is an indirectly measurable term

which could solely be understood with its effects. By simplest definition, POWER is the ability
to guide others to the needed behaviors. The nature and quality of a formal organization
requires a control system. In this framework, it is necessary for such an organization to make
use of power. Leaders resort to certain sources of power for leading and coordinating
behaviors of his organization’s members, where the type of power used is important.

Power in organizational life is a CRITICAL ASPECT of relationships between

administrators and their followers (Ward, 1998). Research has shown that administrators’
power preferences influenced employees’ organizational behaviors. According to Etzioni
(1961), the result of Power By Force is indifference or alienation, the result of Profit-based
Power is economizing and that of Value-based Power is commitment.

ORGANIZATIONAL CITIZENSHIP BEHAVIORS mean employees’ voluntary behaviors

other than official job requirements, so employees’ organizational citizenship behaviors are
closely related to administrators’ behaviors. The term organizational citizenship was first
used by Bateman and Organ (1983) in the literature. According to Bateman and Organ,
organizational citizenship behaviors include behaviors such as helping others to solve job-
related problems, accepting orders without any objections, carrying out unexpectedly
assigned tasks without complaints, helping to keep the working environment clean and well-
arranged, speaking about work, organization and administrators positively to non-
organizational individuals and institutions, creating a work climate where conflicts and
distracting factors are not included or minimized and protecting organizational sources.

According to the obtained data, the primary school teachers included in the study
highly displayed organizational citizenship behaviors, which are voluntary behaviors
intentionally displayed by employees. Most of the private educational institutions are one of
the most troubled educational institutions as they do not offer job security to their employees.
For, the teachers working at public schools have job securities and their job descriptions,
responsibilities, rights and what do when treated unfairly are all secured by legal texts.

It is good to see teachers display high level of organizational citizenship behaviors

because certain studies suggest that organizational citizenship behaviors exert important
effect on performance. Employees’ organizational citizenship behaviors enhance
cooperation, aid and support among themselves within an organization. Therefore,
employees’ high levels of organizational citizenship behaviors contribute to performance,
thus success of an organization.
 Conclusion
Within the scope of the management, the human work is the power source thus it
covers a large aspect, from selecting the best people who must be a part of the management
to selecting the best people who must be the head of the management, decision-making and
human-relations, it all centers to human work. It is relevant for the management to look for
a method that is strict yet enthusiastic because a working environment that appreciates and
value people relates to how they are motivated to work and give their best to help the
organization achieve its goals.
 Recommendation
It is undoubtedly true that managing people is harder than any other job in the
management. Within these group of people sets several differences relating to personalities,
opinions, views, and beliefs. All these set of characteristics by someone within the
management affects every decision that should be made and somehow be subject to
understanding to work professionally and harmoniously because the reality is much harder
to visualize than what a manager can imagine. In reality, people deal a lot of issues on a
daily basis and somehow at some point it affects their performance. Being head of the
management means being the Leader and being a leader must be empathic. A leader without
empathic emotions tend to receive hate from his people and that’s the point where human-
relation will affect the performance and will affect the management in a large scope.

A person who has the position of authority, giving orders and commands is easy but
building trust is not. A head must build trust and strong bond and connection to his people.
This will be the driving force and fuel for the subordinates to come to work and perform at
their best not because they are paid to do so but because it is an environment that they are
well appreciated.
 References
https://files.eric.ed.gov/fulltext/EJ1000899.pdf

https://www.linkedin.com/pulse/why-managing-people-hardest-job-world-marc-van-
den-berg