Implication of the Mandanas-Garcia Ruling

A Case Study
Barrot-Bausin, Mair Angelie, Redolozo, Karen Joy and Christine Tico

I. Background of the Case

The Mandanas-Garcia ruling is a result of two separate petitions filed by

Batangas Governor Hermilando Mandanas and former Bataan Governor

Enrique Garcia Jr. requesting the basis of the computation of the Internal

Revenue Allotment (IRA) of LGUs to include national taxes. The petitioners

appealed before the Supreme Court on the interpretation of Section 6 of Article

X of the 1987 Philippine Constitution where it states otherwise that “LGUs shall

have a just share, as determined by law, in the national taxes which shall be

automatically released to them.

II. Problems of the Case

While there are proven approaches to keep employees happy and loyal, Filipinos

are primarily family-oriented, typically working to support their families rather than for

personal fulfillment or career advancement. So, how can you keep a Filipino public

servant motivated and happy in his or her job so that he or she may give his or her best

effort?

The study aimed to understand the job motivation of Filipino employees in the

public sector and what motivating approaches can be implemented in the public

workforce.

III. Alternative Courses of Action

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 Public service motivation is neither the only nor the most essential criterion for

individuals choosing to enter or remain in the public sector. Recent studies emphasize

the preeminence of good, or at least market-competitive, levels of compensation and job

stability. The country's current economic state and long-term cultural difficulties that

affect the reputation and social status of public officials are also crucial factors. However,

public service motivation does matter, and among the intrinsic factors that play a role in

determining where individuals choose to work is highly relevant.

Here is the list of approaches that supports public service motivation:

1. Transformational or value-based leadership

Employee happiness and dedication are strongly linked to strong, effective

leadership. There is a lot more to transformative leadership than excellent change

management and strong communication. Leadership that is founded on values

necessitates the expression of those values as well as the dissemination of goals and

objectives that are in line with those values. Behaviors that transcend self-interest and

trustworthiness must be demonstrated by the leader themselves, who must lead by

example.

2. Person-organization fit

Organizational goals, values, and culture should all align with an employee's

personal values, according to the person-organization fit theory. If they don't, then staff

turnover will be higher than normal as a result. Every HR practice must be in line with

the notion that "public service matters" if it is to be taken seriously. Consequently, it is

critical to choose people who are not just task-qualified but also share the same values

as the company's stated objective. Public service principles need to be reflected in all

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 aspects of induction, training, development, and performance management, as well

Particularly for public service employees, performance evaluations need to take into

account not only the employee's specific job responsibilities, but also a demonstration of

key public service behaviors like customer awareness, teamwork, and accountability.

3. Effective goal setting and job design

Considering how many people are drawn to public service jobs by the desire to

help others, it's essential that employees maintain "the line of sight" between their own

principles and the work they're expected to do. While clearly more achievable in service

delivery jobs, it is important to show all employees how their contribution relates to the

larger objectives of the organization in order to keep their motivation levels high.

4. Creating a supportive work environment

Factors such as how informal connections, communication, conflict management,

and organizational collegiality are handled all contribute to an employee's public service

motivation and their effectiveness at work. This is a particularly broad term. In order to

effectively manage the work environment in the public sector, it is critical to match

employee incentives with their true motives.

IV. Recommendations

Employees must be rewarded with both intrinsic and external incentives to keep

them motivated. Filipino workers may be motivated by a desire to make money, but their

true motivation lies in the need to be a part of something greater than themselves, to

have a sense of purpose in their work that benefits society and the world.

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 It is important that public service managers create and support practices

appropriate to a public service context, both because it is consistent with good public

service management and because it may mitigate some of the negative impacts on

motivation and engagement of considerably reduced terms and conditions. Motivation

and productivity can be improved by a variety of factors, including a supportive work

environment, goals and job features that reflect individuals' public service commitment,

and real worth leadership.

In addition to maintaining high employee job satisfaction ratings, a well-thought-

out employee incentive program has a ripple effect that results in improved service

delivery, happier customers, and a higher bottom line for your organization.

V. Conclusion

Individual productivity in the public sector can therefore best be improved by

providing a favorable work environment, including fair wages, good interpersonal

relations, and a good physical setting, as well as by improving the nature of the work

itself, like providing increased individual responsibility and ample opportunities for growth

and achievement.

VI. References

Cabahug-Fugoso, G. L. (2019, October). A Philippine Setting: Work Motivation of

Employees and Motivational Strategy Evaluation In an Industrial Establishment. Abstract

Proceedings International Scholars Conference, 7(1), 1359-1372.

https://core.ac.uk/download/pdf/270228632.pdf

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Heathfield, S. (2021, March 1). 9 Ways to Inspire Motivation in the Workplace. The

Balance Careers. Retrieved June 11, 2022, from

https://www.thebalancecareers.com/does-your-workplace-inspire-motivation-1918742

Hernandez, B. (2015, December 14). What Motivates the Filipino Employee? - Avail.At

Blog. Avail.At Blog -. Retrieved June 11, 2022, from http://blog.avail.at/what-motivates-

the-filipino-employee/

Public Sector Motivation. (2013, June). STATE OF THE PUBLIC SERVICE SERIES.

https://www.ipa.ie/_fileUpload/Documents/PublicServiceMotivation.pdf

Tiglao-Torres, A. (n.d.). WORK MOTIVATION AND PRODUCTIVITY OF

GOVERNMENT WORKERS. Philippine Journal of Psychology.

https://www.pssc.org.ph/wp-content/pssc-archives/Works/Amaryllis%20Torres/Work

%20Motivation%20and%20Productivity%20of%20Government%20Workers.pdf

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