NATIONAL THREAT AND SECURITY

LEADERSHIP

Leader - A person who is able to influence others to achieve common goals.

Leadership - is about the art of motivating, influencing and directing people so that they work together
to achieve the goals of a team or broader organization.

Leadership - is the ability, meaning a leader has a capacity to do something through talent and skill. Talent
is a natural ability and skill is proficiency gained through training and experience.

Leadership - is adaptive, meaning that the leader makes adjustments. A leader who fails to adjust to the
territory will lose their way. Only fools willingly follow someone who is lost.

Leadership - acts on a setting, meaning a leader adjusts the state of the surroundings and people. A leader
carefully observes those states and discerns significance looking for how to adapt the setting most
effectively.

Leadership - empowers, meaning a leader inspires confidence and self-esteem. Some leaders inspire by
bold talk; others by soft talk; and others by their example. There are many ways to empower rather than
a single way.

Leadership - acts on people’s feelings, meaning a leader finds ways to link to people’s instinct or intuition.
Leaders help everyone feel empowered, which in many organizations with bad histories is a leap of faith.

Leadership - creates contribution, which means every member gives something. Sometimes that may be
sharing an idea. And sometimes that may be holding ideas in reserve and allowing someone else to arrive
at the same idea and share it.

Leadership - is about solving the problems, which means closing the gap between things as desired and
things as perceived

Leadership - fosters creativity, meaning imaginative use of limited resources. A leader that enables people
to use their imagination is a step closer to solving problems faster, better and cheaper.

TYPES OF LEADERSHIP

Autocratic Leadership: In this style of leadership, team members have little opportunity to make
suggestions and the leader is the sole holder of authority in an organization or group.

Bureaucratic Leadership: This leadership style is characterized with highly formalized set of processes,
procedures, and structures.

Democratic Leadership: Although organizational hierarchy may still exist and the final decisions are
usually made by the top leaders, sub-leaders and members of the group or organizations are given a
chance to be part of the decision-making process.

Laissez-Faire Leadership: In this style of leadership, a leader gives organizational members a wide range
of freedom when it comes to managing projects, solving problems, and resolving disagreements.
Transactional Leadership: As applied to an organization or company, transactional leadership ensures
individuals to perform their roles correctly and effectively, which in return the group performance
produces positive outcomes.

Task-Oriented Leadership: The emphasis of task-oriented leadership is merely on getting the job done
and to achieve goals. Task-oriented leaders clearly define the job and the roles required from the
members.

People-Oriented/Relations-Oriented Leadership: If task-oriented leadership focuses on achieving the

goals, people-oriented leadership is totally focused on organizing, supporting, and developing the
members.

Servant Leadership: Servant leadership characterizes a leader often lead by example. Servant leaders
demonstrate integrity and lead with generosity. Servant leadership is suggested if the goal is to create a
positive organizational culture that may lead to high morale among the members of the group.

Transformational Leadership: Transformational leadership is considered to be one of the best leadership

styles to use in any kind of organization.

Charismatic Leadership: Charismatic leadership highly regarded leader’s personality. Charismatic leaders
inspire others through their commitment, conviction and a positive example.

JOHN MAXWELL ‘S 7 FACTORS THAT LEADER SHOULD HAVE:

Character: Who They Are - “True leadership always begins with the inner person.” Great character will
create potential for a great organization. But it all begins with the leader’s heart.

Relationships: Who They Know - “Build the right kinds of relationships with the right people, and you can
become the real leader in an organization.”

Knowledge: What They Know - “Whenever I was new to an organization, I always spent a lot of time doing
homework before I tried to take the lead.”

Intuition: What They Feel - “Leaders seek to recognize and influence intangibles such as energy, morale,
timing, and momentum.”

Experience: Where They Have Been - “The greater challenges you’ve faced as a leader in the past, the
more likely followers are to give you a chance in the present.”
 GENDER AND DEVELOPMENT

Gender and Development - as the development perspective and process that is participatory and
empowering, equitable, sustainable, free from violence, respectful of human rights, supportive of self-
determination and actualization of human potentials.

How Gender and Development started

Gender and Development was developed in the 1980’s as an alternative to the Women in Development
(WID) approach.

Unlike WID, the GAD approach is not concerned specifically with women, but with the way in which a
society assigns roles, responsibilities, and expectations to both men and women.

GAD applies gender analysis to uncover the ways in which men and women work together, presenting
results in neutral terms of economics and competence.

GAD - focus primarily on two major frameworks, Gender Roles and Social Relations Analysis.

Cisgender - it is a person relating whose sense of personal identity and gender corresponds with their
birth sex.

MAGNA CARTA OF WOMEN (R.A. 9710) - An act providing women's human rights law that seeks to
eliminate discrimination against women by recognizing, protecting, fulfilling and promoting the rights of
Filipino women especially those in the marginalized sector.

R.A. 9262 - An act anti-violence against women and their children also known as Act of 2004.

GENDER IDENTITY - Appearance of one's gender, usually expressed through behavior, clothing and body
characteristics.

Magna Carta of Women - also guarantees the civil, political and economic rights of women in the
marginalized sectors, particularly their right to.

SAFE SPACE ACT (R.A.11313) – place or an environment where a person is respected, secured, could show
and communicate their true self where there is genuine care, support system, sensitivity, equality, no
judgment and no discrimination of one's gender, age, race, social standing, and experiences.

Gender-Based Sexual Harassment - Verbal, nonverbal, graphic, or physical aggression, intimidation, or

hostile conduct based on sex, sex-stereotyping, sexual orientation, or gender identity.

Cyberstalking - is a form by stalking that is committed through an electronic medium in which online
communication takes place. To constitute an offense, the conduct must be manifested through the
(repeated) use of electronic communications in stalking.
 PERSONAL VALUES AND AWARENESS

LIFE VALUES INVENTORY - An Assessment of Values that guides behavior and decision making.

Values - are beliefs that influence people’s behavior and decision-making. For example, if people believe
that telling the truth is very important, they will try to be truthful when they deal with other people.

YOUTH FOR SUSTAINABLE DEVELOPMENT

VOLUNTEERISM

VOLUNTEER - the word volunteer comes from the Latin word “valo” or “velle” meaning “hope,
determination, or willingness”.

Volunteerism - is an act of willingly and freely contributing one’s time and/or talents for worthwhile
purposes be it cultural, educational, environmental, social, moral or political without regard for any
tangible gain or monetary compensation.