BM3 M1 Lesson1

Module 1 –ORGANIZATIONAL BEHAVIOR
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I. PROGRAM OUTCOMES:
By the time of graduation, the students of the program shall be able to:
1. Articulate and discuss the latest developments in the specific field of practice.
2. Effectively communicate orally and in writing using both English and Filipino
3. Work effectively and independently in multi-disciplinary and multi-cultural teams.
4. Act in recognition of professional, social, and ethical responsibility.
5. Preserve and promote "Filipino historical and cultural heritage".
6. Perform the basic functions of management such as planning, organizing, staffing, directing and
controlling.
7. Apply the basic concepts that underlie each of the functional areas of business (marketing, finance,
human resource management, production and operations management, information technology, and
strategic management) and employ these concepts in various business situations.
8. Select the proper decision making tools to critically, analytically and creatively solve problems and
drive results.
9. Express oneself clearly and communicate effectively with stakeholders both in oral and written
forms.
10. Apply information and communication technology (ICT) skills as required by the business
environment.
11. Work effectively with other stakeholders and manage conflict in the workplace.
12. Plan and implement business related activities.
13. Demonstrate corporate citizenship and social responsibility.
14. Exercise high personal moral and ethical standards.
15. Analyse the business environment for strategic direction.
16. Prepare operational plans.
17. Innovate business ideas based on emerging industry.
18. Manage a strategic business unit for economic sustainability.
19. Conduct business research.
20. To participate in various types of employment, development activities, and public discourse
particularly in response to the needs of the communities one serves.
II. COURSE DESCRIPTION

The course introduces to students the factors affecting the behaviour of individuals and groups in
organization focusing on the specific factors that tend to explain behaviour of individuals, groups, and
organizations. Various theories and models of organizational behaviour work group behaviour,
motivation in life and work, and human relations among others and discussed and related to
organizational practices and phenomena.
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III. COURSE LEARNING OUTCOMES

At the end of the course, the students must have:
1. examine human behaviour in organizations from the point of view of many disciplines, to present an
integrated picture of human relationship at work;
2. interpret personality and competency influences on behaviour as sources of people problems and
issues in organizations;
3. apply the use of perception and judgment in influencing organizational behaviour;
4. recognize the role of motivation on performance;
5. distinguish between satisfaction and stress in the work place;
6. demonstrate familiarity with interpersonal processes and communication; and
7. develop ability for decision making and an understanding of the need for organization and job
redesign.
INTRODUCTION
Organizational behavior is the study and application of knowledge about how people, individual and
groups act in an organization. It is therefore important for us in the academe to know and interpret people
and organization relationship to understand the behavior of the whole person, the group, the whole
organization and its social system.
The Filipino is one of the most complex human being in this planet. It is not easy to analyze how the
Filipino develops his values and attitude towards his social sphere and those of his organization. Today we
are faced with globalization and the adjustment needed by the Filipino in the global arena and this must be
analyze in terms of his beginning and development.
This module is divided in to two lessons, namely:

Lesson 1 is Organizational behavior has four primary areas
Lesson 2 is The Stages of PINOY Development in Organization.
MODULE LEARNING OUTCOME

In this module, you should be able to:
• discuss organizational behaviours;
• identify and explain the determinants of PINOY attitudes and values; and
• explain how nationalism can be developed as a vehicle for change.
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Lesson 1:
Four Primary Areas of Organizational Behaviour
SPECIFIC LEARNING OUTCOMES

In this lesson, you are expected to:
• identify the four Primary areas of organizational behaviour;
• identify the development of organization behaviour;
• recognize how people behave in organization;
• discuss the concept of management view about behaviour in an organization; and
• discuss how the human body is compared to the organization.
PRE-ASSESSMENT
Instruction: Write True if the statement is correct and False if the statement is wrong on the space provided
before the number.
_______1. Organizational structure passes through a system of revision to cope with the changing
condition I the social and economic environment.
_______2. Organizational management is simply putting work together without considering the
people and organizational needs.
_______3. People and employees in the organization work just to satisfy their basic needs and
wants.
_______4. PINOY has to develop organizational behaviour that provided a happy working
environment.
_______5. Management has to understand human nature by viewing people as biological,
psychological, sociological, humanistic and spiritual entities.
_______6. Social relations in work groups are powerful instruments in achieving organizational
goals.
_______7. Cooperative undertaking of people in the organization is not necessary as there are
leaders who give command to be followed.
_______8. People interact with one another and they influence the behavioural quality of life within
he organizational system.
_______9. Man can live alone if he has food, clothing and shelter.
_______10. Organization operates good deal of independence with the direction of good
management as specialized system is put in place.
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LESSON MAP
ORGANIZATIONAL
BEHAVIOR
Organizational Understanding Management View

Development of The Growth of
Development Human Behavior in of Organizational
Organization Specialization
Process Organization Behavior
The map shown above describes the flow of Organizational Behavior
CORE CONTENTS
ENGAGE: Story analysis
5 Must- Have qualities of Every Filipino Business leader

5 Must-Have Qualities of Every Filipino Business Leader
When you hear the words “Filipino businessman,” what comes to mind? “Hardworking,” “persistent,”
and “optimistic”—these are words strongly associated with the Filipino culture. More so, these are also the
usual words that paint the character of businessmen in the Philippine setting.
But, are these the only words to describe them? Thankfully, we have a very colourful and emotionally
engaged culture that is embedded in the work we do. Looking at how our country’s top businessmen have
built their empires from the ground up is sufficient evidence that the ingredients to becoming a Filipino
leader take more than just hard work, persistence, and optimism.
To be an embodiment of the values that every local enterprise should uphold, every Filipino business
leader must be an exemplar of five particular traits: empathy, humility, curiosity, passion, and servant
leadership. Be the change you want to see.
Trait 1: Pagmamalasakit (Empathy)
How this can be helpful: Filipinos are very social beings, and they always look after their fellow
countrymen, wherever they are in the world. Being a naturally empathetic nation allows us to have a sense of
service towards others. And, who else would be a better fit for an other-centric company than a leader who
practices pagmamalasakit?
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Empathy goes much deeper than sympathy. To be empathetic means to have the ability to identify
with individuals judiciously. It takes emotionally intelligent people to go past "I feel sorry for you" and reach a
point wherein they are able to say, "I understand what you are going through. How can we improve the
situation together?"
Indifference seems to be the easiest route to ward off difficulties, but that was not an option for the
late Mariano Que. Instead of turning his back on the aftermath of World War II, he seized the opportunity to
help Filipino communities rise above the ashes by providing easier and more affordable access to medicines.
Que invested his money to sell Sulfathiazole, an antimicrobial drug that was highly sought yet limited at that
time. Selling the drug at individual packs made it more affordable for poverty-stricken neighborhoods,
allowing Que to save hundreds of lives simply by putting empathy into action. Today, the pharmaceutical
employee is now known as the honorable founder of Mercury Drug Store.
What leaders can achieve: Studies have shown that mastering empathy is an essential leadership
trait that increases workplace satisfaction and employee engagement.
When employees know that they are understood, it lessens workplace stress, making way for a more
productive environment. Moreover, empathy fosters openness among groups, which encourages individuals
to speak up and get their ideas across. This allows leaders to gain a source of new perspectives that could
help them effectively build relationships and improve systems.
Trait 2: Pagpapakumbaba (Humility)
How this can be helpful: There is an old Filipino proverb that says, “He who does not know how to
look back at where he came from will never reach his destination.”
The road to success is not a forward-moving path. More often than not, it is a journey that requires
looking back and learning from the past. Thus, the only way to achieve such a feat is through humility.
Just as with empathy, humble leadership enables individuals to work without letting the past
discourage them and rather allow it to be a footprint for better decisions. More importantly, humility inspires
employees to work with a mission in mind. Instead of entering a wormhole of self-pity, a humble character is
reminded that a task is not solely for his own gain, but for something greater.
The life of Socorro Ramos, co-founder of the National Bookstore, is an illustration of how humility
enables a person to carry on despite hardships. Ramos had to witness a series of unfortunate events from
the break-out of World War II to the wrath of fire and consecutive typhoons—all of which resulted in her store
ending in wreckage. These would seem like obvious signs to look for greener pastures elsewhere. But
adversities did not stop Ramos from keeping her end goal in mind: to raise a nation of readers through lower-
priced books. Eventually, her humility and advocacy paid off with her business enjoying over 75 years of
success.
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What leaders can achieve: One great definition of humility is that it is “not thinking less of yourself; it
is thinking of yourself less.” Instead of placing your conveniences dead center in every project, you become
more mission-oriented. In turn, your team gains the same focus and a clearer picture of where all of you
ought to go.
Trait 3: Pagkamausisa (Curiosity)
How this can be helpful: Curiosity is made up of two parts: The first is admitting that there are many
things one does not know, and second is having an eager desire to learn more. Through these two,
individuals not only gain a deeper understanding of themselves, but they also get a chance to build
partnerships, solve problems, and most importantly, remove complacency.
It is every leader’s responsibility to cultivate continuous learning and knowledge-sharing among

teams. Organizations that reward the best ideas, processes, and results can encourage employees to speak
up, especially those who are traditionally more shy in Filipino context.
Promoting curiosity and idea meritocracy can also prompt them to question the status quo more often.
In effect, leaders who welcome individuals to be mausisa allow them to discover surprisingly innovative
answers to everyday questions.
What leaders can achieve: Sometimes branded as the most valuable leadership trait you can have,
being a curious leader enables you and your organization to stay competitive, as it continuously seeks out
new ways of doing things—from new processes to entire industries.
A perfect example of a brand born out of curiosity is Jollibee, the local-gone-global fast food brand
headed by Tony Tan Caktiong. A literal bee-con of hope for Filipinos from every socio-economic background,
the fast food giant started out as a little ice cream parlor in Cubao. If not for Caktiong’s curiosity, he would
never have discovered what truly appealed to consumers’ tastes. His desire to learn how he could further
grow his business led him to find out that Filipinos, despite living in a tropical country, were more allured by
burgers than ice creams. From there, Caktiong expanded his enterprise, giving both foreigners and overseas
Filipino workers (OFWs) a taste of home.
Trait 4: Pinoy Pride (Passion)
How this can be helpful: Filipinos are emotionally connected people. From international boxing
matches to political stances, there is nothing quite like how passionate Pinoys are.
And in the workplace, this passion is no less present. As managers of an emotionally charged group,
Filipino business leaders can maximize this passion by providing employees a way to find purpose in their
work.
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After all, not only is being passionate contagious, but it can ultimately promote an intangible rallying
quality behind a meaningful mission—leveraging the intensity Filipinos display when they truly believe in a
cause.
Take a look at billionaire tycoon Lucio Tan. Before acquiring a wide portfolio of successful
businesses, Tan had to work part-time from high school up until college. And even after that, he continued to
persevere despite losing his first business. His failed venture eventually led him to success in the tobacco
industry and later on, in banking, brewery, and real estate, apart from owning a 4-star airline.
Tan has definitely grown an empire. It is safe to say though that his real passion lies in philanthropy—
providing transport to allow OFWs to come home from an amnesty period in Kuwait, making donations for the
war-torn communities in Marawi, and advocating for education and healthcare, among others.
What leaders can achieve: Being a passionate leader is not necessarily limited to the stereotype of
a “loud, pizzazzy” person who is always making inspirational speeches or raising their voice in the
boardroom.
A study found out that passionate leaders are the ones who go deep: They display “depth of commitment and
quiet attention to detail” that is unmatched. By being this way, they inspire loyalty and caring
relationships among their employees.
Trait 5: Pakikisama (Servant Leadership)
How this can be helpful: As the famous saying goes, “No man is an island entire of itself; every man
is a piece of the continent.” This is true for any group, and it is especially applicable when it comes to
professional organizations and their leaders.
After all, the concept of pakikisama is a great way to remind everyone, especially leaders themselves,
of the bigger picture. Being a servant leader means you remember that you are part of a community. Not only
will this combat crab mentality, but it will ultimately promote a culture of pakikisama. Nobody is too good to do
all the work, and it is all for one as it is one for all—even at the top.
What leaders can achieve: The practice of servant leadership has been shown to increase a
leader’s influence in producing more thoughtful and balanced group decisions—ultimately promoting trust
and a culture of learning in the workplace. When it comes down to it, there's no better act of service than a
leader who empowers others through his own actions.
A perfect example would be Jaime Zobel de Ayala, a man who embodies an unwavering commitment
to achieving sustainable development, be it in water, power, real estate, finance, telecommunications,
education, or healthcare. Zobel de Ayala, who was recently honored by the United Nations for his positive
impact in the Philippine business community, heads one of the country’s most respectable conglomerates.
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Even with immense power, he displays a cunning sense of “stewardship,” acknowledging that his family’s
legacy is not without responsibility, especially towards the country.
The future is Filipino.

By paying attention to how our national culture is embedded into the fabric of Philippine companies,
leaders have higher chances of success by adopting these qualities that bring out the best side of our often
complex, sometimes contradicting traits.
In turn, they also ensure that company culture thrives while preserving and honouring national
culture—a custom that is important to Filipinos and their sense of being makabayan.
After all, at Globe Business, we are committed to helping build a Philippines where families’ dreams
come true, businesses flourish, and ultimately, the nation is admired for its collective good.
With a booming economy and promising future, Filipino leaders can be sure that Globe Business is
with them every step of the way as they innovate the Philippine business landscape for the better.
Activity 1: (Activity Title)

INSTRUCTIONS: Briefly answer the question below.
1. How these five qualities of Filipino business leader contribute to our economy?
2. How this five qualities enhance the Filipino business leaders.
EXPLORE: Organizational Behaviour
Organizational behaviour is an academic discipline concerned with describing, understanding,

predicting and controlling human behaviour in an organized environment. It evolved from the early classical
management theories into a complex school of thoughts. It continuously changes in response to the dynamic
workforce due to the changing business and social environment.
PINOY human behaviour can be develop by experience, and socialization with people around him. At
the early stage, a person develops behaviour in his home environment, playmates, schools, and the larger
society as he associates with them. As PINOY engages in social interaction, he ponders on different feelings,
thoughts and reflections and displays behaviour that he practices later in his daily life. A particular behaviour
is shaped by observation, imitation, positive reinforcement and finally generalization.
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We can be more effective in developing good behaviour if we can adequate understand human
nature by viewing ourselves as biological, psychological, sociological, humanistic and spiritual entities.
Organizational behaviour has four primary areas:

1. Individual Behaviour
Individuals and organization must have a balance life based on their own needs and desires.
People at work must be honest to themselves while they meet organizational or group demands.
Individuals who profit or who are satisfied with the organization are perfectly contented with their
present position in the organization. They extend performance for the continuation of their work since
their expectations are met.
People work to make a living and their efforts must go beyond by simply working. Individual in
an organization must fulfil certain needs and must contribute in attaining organizational goals while
they are attaining a feeling of accomplishment, and using their creative talents in the performance of
their assigned task. Individual in organization will develop self-direction and self-control when
organization managers recognize their potential in the work groups.
2. Group Behaviour
Human beings are social animals and they need human associations as much as they need
food, clothing and shelter. Group are formed beyond reason of needs and need for work. Social
relationships in work groups may be powerful in affecting organizational goals. An individual must
strike a happy balance between his personal needs, the need of other individuals in the group and the
need of the group as a whole.
An individual cannot work alone or cannot live alone without other people. He needs to
associate with other people in order for him to be happy. Groups exist for one another to fulfil a set of
personal reasons. In the stage of the life of an individual ha has experience playing with a group of
children, studying in groups, doing activities together and enjoying group games. These experiences
transcend in the work environment and it appears that it could be useful vehicle for meeting individual
needs. It is keeping relationship with other members that keep his personal motives.
3. Organizational Structure
Organizational structure is the visible representation of the set-up of the organization and its
underlying activities. It designates formal reporting relationship. It represents the levels in the
organizational hierarchy as it defines the span of control.
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Designing the organizational structure is ordinary considered as matter of choice among the
larger number of alternatives. After considering the major organizational design, we have to look back
to the purpose and objectives that suits the structural design.
Organizational structure identifies the grouping together of individuals according to the

functions, into departments or divisions, then into smaller units for easy supervision and control.
The organizational structure passes through a series of revision to cope with the changing
business and organizational conditions. It is not a stagnant system as it has to adapt to the changes.
The success and failure of organizational management greatly depend on the organizational design.
The structural design must be flexible enough to provide alternatives to the challenges of the
changing organizational landscape.
4. Organizational Processes
Organization process refers to the management system and leaderships styles being
implemented by the people handling the affairs of the organization. Organization is designed and
developed for people to work in harmony with the environment and with all other stakeholders. The
organization is based on management philosophy, values, vision and goals. This is turn drives the
organizational culture which is composed of formal and informal groups and the social environment.
Organizational management is not just putting work together. People need to be given specific
task to accomplish. Cooperative undertaking of all actors in the organizational setup is necessary to
keep, it in motion toward the desired goals and objectives. Organization must be planned so that the
structure fits not only the need of people but is also must conform to the organizational mission and
vision. It requires managerial effective administration and the processes of planning, organizing,
directing, and controlling.
THE DEVELOPMENT OF ORGANIZATION
Many people in the academe and the management sectors view organization as a group of people
working together for a common goal or purpose. In view of the foregoing concept. Organization is
mechanisms that enable people to contribute their efforts and talents towards the achievement of their
common goals and objectives, both personal and organizational. The evolution of life points out that people
cannot live alone in this planet. They have to organize in order to protect themselves, experience happiness
and achieve their personal needs and wants.
As we look back, problems and chaos passed in the life of man from the time of Cain and Abel. It
came to pass, when man began to multiply and children were born to them. Man began to labor and suffer
the pain of punishment for the sins he committed against the Lord.
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But God is great for He still trust man and provided him wisdom. Yet not all men were good and evil
still persisted. God saw that the wickedness of man on earth was great, and evil persisted to exist in man’s
heart until He found Noah who remained faithful to His teachings. God saved Noah and his children and all
the living species we now have in the face of the earth.
ORGANIZATIONAL DEVELOPMENT PROCESS
The search for more food and wealth at the early time was simple. Set up for hunting animals and
gathering food in the fields were organized. Man lived with what he could gather for food, clothing and
shelter. They lived in groups and chose leaders who are bestowed with wisdom and ability by the Lord.
As men lived in tribes and groups, evil still existed due to greed and power. Men had to organize
group to protect themselves and their loved ones. They made bow and arrow and spears to protect their
tribes and groups. Leader came into fold to organize not only to grow more food for their people, but also to
organize and train army for war against other tribes which later developed into Kingdom.
The leader had to be strong and his will power must transcend to all his people to attain leadership in
time of peace and war. Man had to develop specialized activities and expertise to meet the needs of the tribe
or the kingdom where he lived. Leaders and men of wisdom learned that more organized efforts could bring
in more vast lands, bountiful harvests and expanded territories. Organization was born in crude and simple
manner where leaders welded the super power of administration.
This is the birth of autocratic leadership where man had to use his super [power over his
subordinates. Leaders have to be strong in his decision and he must have the wisdom to lead his people.
Good leaders were born as well as the evil ones. Those hungry for power and wealth became greedy as they
were not satisfied with what they had and would like to amass more and more. Good leaders were loved by
his people and the bad ones were hated by those he governed.
Through this process, man developed theories about how people and organization work together to
achieve a genuine organizational system that would increase man’s production efforts. The refinement of
organized system and the development of organized behaviour created more goods and services beyond the
imagination of man. The science of learning behaviour in psychology and sociology and other behaviour
interventions came into fold to determine the total development of man through his collective effort in the
organization.
UNDERSTANDING BEHAVIOUR IN ORGANIZATION
With the development of more scientific analysis of human behaviour in the organization through the
study of psychology, sociology, and other science of human behaviour, different management scholars have
come up with various assumptions and theories which are still being studied today. We cannot perfectly say
that one theory is the best but all of these point to the conclusion that prevailing behaviour in organization
varies in situation, environment and conditions.
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Organizational behaviour applies generally to the interaction of people within all types of
organization. An organization is created when people join together in formal structure to achieve a common
goal or objective. The internal social system of the organization interests with the use of technology as the
modern man cannot live happily without the modern system of living.
People constitute the internal social system of the organization. They consist of individuals with
different behaviour. People have feelings. They live in different environment, and have different ways of
thinking. They are educated in different schools and the levels of education differ with one another. They are
reared in different environment that shaped their culture and values.
Organizational technology provides the physical and economic conditions prevailing in the work
environment. The advent of modern machines and computers provide man with easy access to information
where he performs his job efficiently. These modern gadgets make work faster and man does not have to
use his physical strength to make things happen. It is more of mental exercise and development of work
system. The benefit of technology is to help people to b more efficient, but on the other hand, organizational
cost is involved which might not be within the capacity of the organization o provide all these modern
machines.
The social system provides the external environment within which an organization operates. The
organization is not isolated, as it is a part of the larger social system that interacts with one another. All the
various organizations mutually influence one another in complex system and people behaviour and style
affect each social system.
It also provides competition in material and human resources, not only in the marketing of products
and services but also in the power to influence public and political opinions as well. A careful study of
organizational behaviour must be made along this line as the aspiration of people towards a happy
environment with the greater social system.
To sum up, organization behaviours is the study and application of knowledge about human
behaviour in organization and it relates to the other system elements such as structure, technology, and the
internal social system. Our focus is to improve the relationship of people with all the elements of the
organization and develop their attitudes and vanes as tools for the greater human benefits.
MANAGEMENT VIEW OF ORGANIZATIONAL BEHAVIOUR
All people in an organization are concerned with improving organizational behaviour. People interact
with one another and they influence the behavioural quality of life within the organizational system.
Management has a larger responsibility in making an effective system of human behaviour as the make
decisions that affect the people and their relationship with the various sectors in the organized environment.
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Management role is not limited to provide with employment and source of living but it extends to
integrate people to the social aimed the technical system in order to improve people in their organizational
relationship. In this manner, organization can better accomplish the human benefits for which it was formed.
Motivation is the driving force that develops team work in order to fulfil their human needs and at the same
time achieve organizational objectives.
Management view organization under the following ideas:

• Organizational behaviour focuses primarily.
• People and organizational relationship must be improves.
• Organizational environment must motivate people.
• Team work and coordination must be maintained to improve work efficiency.
• Organization seeks to fulfil people and organizational objectives.
• People and organization seek result effectively.
Organization and people are two important components of any management system and they could
not work apart from each other. People need organization, as organization needs people. Organization has
to integrate people with the technical, economic, and structural elements and the element in order to achieve
its common objective of productivity and growth.
All people have and wants and they seek to fulfil these through the organization. Their needs vary in
intensity as they are affected by their psychological, economic and social environment. On the other hand,
organization seeks to play for itself in terms of increasing effectiveness by reducing wasteful activities and
behavioural pollutants and improving at the same time the quality working relationship.
Human behaviour in an organization determines the quality of work, its progress and success. No
machines and computer aided technology can do the work by itself. No new product or services could come
into the market place without human resources that develop new ideas, create and deliver them. The entire
workforce in an organizational set up is the top concern of management as behaviour affects its entire
productivity.
ANALYSIS OF THE HUMAN BODY AND ORGANIZATIONAL SYSTEM
To greatly understand the elements of organization, it is best to look into the function of the human
system, as our personal body evolved a system of great semblance of relationship. GOD is the master of the
organizational system when HE created man. Man as an intellectual being is capable of adapting to
condition, the nature and the changing environment. Organizational structure is like the human components
that operate harmoniously with one another.
The brain is the central system of human control. The top management sets the wheels of
organizational direction. The digestive system supplies the body with the necessary nutrients from the intake
of food supplied by the working hands. Production department of the organization supplies the needed
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products that keep the organization in motion. The respiratory system supplies the blood and oxygen to all
the body parts to meet its standard for survival, as the heart performs the intricate functions of purification.
The finance and audits control the flow of fund so that money is spent properly and keeps the balance
of the organizational fiancés. Any abnormality creates imbalance. A heart surgery may be necessary. The
same also happens in the organization since changes need to be instituted when system imbalance occurs.
Diagnoses of any disorder would need changes in the composition of the system before it is too late.
Organization on the other hand functions in similar fashion. The workers are the producer of goods
and services. The more productive the workers become, the more profit the company earns. Besides, it
develops a healthy organization because employees enjoy more benefits. As it grows bigger, it becomes
complex but as long as organizational management maintains balance in the system of mutual benefits for its
workforce; it shall continue to sustain its growth and development. Workers and producers of goods must be
supplied with the necessary motivational perks, just like the human limbs which need massage one in a
while.
ORGANIZATIONAL INTERDEPENDENCE
The vital organs of the body operate with a good deal of independence in the direction of the brain. It
becomes concerned with the interest and needs of the human body as a whole. It devotes thoughts to
individual organ when the vital organ is in an abnormal condition. The brain or central intelligence calls on
other body parts to give remedy to the pain and disorder.
The same is true in the organization. A specialized system is put in place to keep organizational
balance through its decentralized functions of management. The body can operate in a decentralized fashion
effectively because it makes two types of decision. The brain operates in the conscious and subconscious
mind. The choice of organizational decision rest with top management and the operating departments take
care of the routine matters and repetitive functions. They are guided by operating policies and procedures.
THE GROWTH OF SPECIALIZATION
At the stage of human development, the human embryo grows and becomes capable of greater
scope and movement. As human being begins to move on its own away from the supervision of the
conscious mind, independence of movement in decision making becomes apparent. These changes brought
about increase differentiation and specialization. Each organ now assumes special functions. The body part
limits itself to a particular task and the central brain system concentrates on learning new things and
develops new knowledge and skills.
The organizational system operates in similar fashion. As it matures and develops into a greater
scope, specialized departments are created.
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ACTIVITY 2: Context analysis

INSTRUCTIONS: Base on the discussion above, answer the following:
1. Define the following term and concepts.

a. Organizational Behaviour
b. Individual Behaviour
c. Group behaviour
d. Organizational structure
e. Organizational Process
NOTES:
EXPLAIN: Delving Deeper

Activity 3: Context analysis
INSTRUCTIONS: Answer the following questions below.
1. Explain how people behave in organization.

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2. What is the management view about organization?

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3. Discuss how organization developed.

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TOPIC SUMMARY
In this lesson, you have learned that …
• Organizational behaviour is an academic discipline concerned with describing, understanding,
predicting and controlling human behaviour in an organized environment.
• Organizational behaviour has four primary areas
▪ Individual behaviour
▪ Group behaviour
▪ Organization structure
▪ Organizational process
REFERENCES
• Retrieve from: https://www.globe.com.ph/business/enterprise/blog/must-have-qualities-filipino-

business-leader.html#gref: Retrieve on February 12, 2021.
• Pereda, Pedrito Real et. Al., PINOY Human Behaviour in Organization. Mindshappers Co. Inc.
2012.
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Lesson 2:
THE STAGES OF PINOY DEVELOPMENT IN ORGANIZATION
SPECIFIC LEARNING OUTCOMES
In this lesson, you are expected to:

• identify the factors that determine the development of PINOY character and values;
• categorize the negative and positive values of PINOY;
• identify the problems brought about by the development of Unionism;
• discuss the role of education in the making of PIONY values and character; and
• Explain the making of PINOY in the organization.
PRE-ASSESSMENT
Instruction: True or False. Write true of the statement is correct and false if the statement is wrong.
_______1. PINOY farmers who owned the lands had to pay the colonizers who became their masters.
_______2. The Filipino transition of values of rights and responsibility was not developed and understood
by the common tao.
_______3. Education of the Filipino was introduced to appreciate the American values of freedom and
democracy.
_______4. The Filipinos were liberated from the domination of the Japanese.
_______5. In the passing of the decades, the Filipino experiences the inability of the government to
protect the interest of the governed.
_______6. Motivation in productivity at work must equal the reward system and should be perceived by
the worker as fair and just.
_______7. Job opportunities in the local setting continue to go down the drain.
_______8. Another value within the system is palusot which is a very rampant practice in government
offices or even in some private companies.
_______9. The education of the Filipino is the making of educational patterns that did not consider
Filipino own heritage and value setting.
_______10. The ole Filipino concept of autocratic management is becoming less prevalent in the
workplace unlike the beginning of the management system in the Philippine setting.
19
LESSON MAP
Human
Culture in
Organization
Palakasan Palusot Mamaya

Bahala Na Pakikisama Unionism
System System Syndrome
The figure above describes the different human culture within an organization.
CORE CONTENTS
ENGAGE: Article Analysis
Bahala Na as an Expression of the Filipino's Courage, Hope,

Optimism, Self-efficacy and Search for the Sacred
The literature on bahala na has largely focused on its negative qualities such as its seeming
equivalence with dependence and fatalism. However, bahala na actually finds its roots in the spiritual core of
the value system of the Filipinos, hence should be an expression of something desirable and worthy. This
research aimed to refocus our attention and explore the positive side of bahala na in the context of five
strengths: hope, self-efficacy, optimism, courage, and search for the sacred. Two focus group discussions
were conducted in Metro Manila involving 11 and 13 participants respectively coming from a middle class
village and an urban poor community. Thematic analysis was used to examine the data. Results show that
while bahala na retains some of its more popular negative aspects, the predominant view suggests a rational
assessment of one’s resources and the situation which leads to a series of goal-attainment activities. It was
also discovered that socio-economic status is a factor in the way bahala na was used in the context of hope,
self-efficacy, and search for the sacred.
Activity 1: Analysis
INSTRUCTIONS: Briefly answer the question below.
1. In your own analysis how these BAHALA NA expressions contribute to the attainment of your goals?
2. Does this expression helpful to the digital generation?
20
EXPLORE: Stages of PINOY Organization
VALUE DIVERSITY
The Filipino is the making of four cultural influences that made him a complex individual. These
general influences have been rooted in our value system that affect our relationship in the organization and
the social system. Organization is the making of people and with it are values that they practice at home and
those of their social environment.
PINOY contact with law during Spanish time was not pleasant. Generally, the law was supposedly
crafted for eh welfare of all the governed. This was the reverse during Spanish time where the law was for
the benefit of those in power. The Spaniards made degrees and rules that favoured only the colonizers.
PINOY farmers who owned the lands had to pay the colonizers who become their masters. Their
families had to serve the masters. The Spaniard abused the rights of the poor. The Filipinos could not do
otherwise as power was in the hands of the few.
For more than 300 years, the Filipino was made to see, feel and hear that the law was for the good of
the Spaniards. The law was not for the INDIOS. It was for the ILUSTRADOS that controlled the resources of
the nation. The values of submissiveness and the development of culture, independent thinking and personal
creativity were never given a chance to flourish.
The reborn of a new bran of Filipino failed to progress as a new breed of colonizers came into the
Philippines shores. The hope for change did not get its root deep enough to change the values of the
uneducated Filipino. They became more complicated individuals as the shift was not much different from the
previous administration.
AMERICAN IMPERIALIST
Our experience in the administration of the government was not entirely different that of Spaniards.
The American motives of democracy and liberalization were more of economic exploitation. They came as
administrators in exploiting the rich natural resources of the country not for the general good of the Filipinos
but of the economic grandeur of the American people.
While education was their contribution to the awakening of a new system of governance was still
administrative in character. Official of government were appointed from the administrative machinery of the
American’s dominated pseudo democracy. The Filipino transition of values of rights and responsibility was
not developed and understood by the common tao.
21
THE JAPANESE REGIME

The aspiration for independence was snort lived as another economic opportunity came in the
Philippines shores. There came a more stringent system of obedience and power domination. They were the
Japanese. We have to follow and obey. Filipino opportunists became “makapili”- a new value of
protectionism and self-centeredness.
While Japanese have values of discipline and adherence to honor, Japanese regime did not last long.
Again the Filipino left with mixed values and cultural differences.
THE PERIOD OF LIBERATION AND INDEPENDENCE
The Filipinos were liberated from the domination of the Japanese. It was a war that brought havoc to
vast destruction not only in the life of gallant Filipinos and dignity as a people but also in our infrastructure. It
was the time when the Americans sense of responsibility to rebuild this nation got lost as they gradually gave
us independence without first putting in place a more sensible system of governance.
In the passing of the decades, the Filipino experiences the inability of the government to protect the
interest of the governed. The government even in the present generation is conceived by the poor as
protector of the elite, the moneyed and the influential. While the government was supposed to be conceived
as that of giving and soring the wealth of the nation, it was conceived as more of getting rather than giving.
. A very glaring example was our concept of a police officer who was supposed to protect the ordinary
Filipino, yet he was more conceived as to be there to collect tongs or protection money. In transaction with
any government office, grease money or gifts make business flow like water in Pagsanjan falls.
The advents of these different experiences influence our present value system and culture as a
Filipino. We cannot find our own identity. Our system of education is the influence of many researchers from
different dimension. The 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
Our economic condition at present is in the subsistence level. Employees in government and the
private sectors seek for more salaries, wages and benefit. They need to augment their economic and living
condition to sustain the basic and social needs. The rising cost of living associated with increase in gasoline
price and the dictate of global economy bring havoc in the eroding value of the peso.
The common workers feel that the reward they get for working more than eight hours a day is not
enough to support his family. They seek opportunities abroad working away from their families. This situation
again brings new values for more money that at time contributed to eroding the moral values of children or
siblings left behind.
22
Their contribution to the dollar reserved of the country is another factor that sustains the level of
economic growth of the nations. They feel that their heroic act in economic contribution is not given due
protection by the government. Those left behind I government managing their contributions amass at the
expense of the labouring class in foreign countries with varied culture.
In the local setting, rallies and demonstration could be seen in the streets asking for more economic
benefits for the common workers. Drivers and operators are seeking for fare increase, as gasoline prices
continue to rise almost weekly. Government and the private sectors are tied up to solve the problem yet for
the obvious reasons they only know that they could not do anything, hence; the common workers again
perceive that the government is for “asking and not for giving”.
Motivation in productivity at work must equal the reward system and should be perceive by the
workers s fair and just. It must sustain his basic and a little of his social needs for him to be happy at work
and his relation with his family. How can work father feel happy when his wife nags at him the amount in his
pay envelope could not even buy the basic foods and education of the children?
Moral values and commitment to increase productivity is the link to better performance in the job.
Effectiveness and performance is the greater elements kin the economic development of the country Iin
general. All these hinge in well-motivated employee at work. Love for work with equal reward is the ingredient
to the development of moral values at work.
THE EROSION IN WORK VALUES AND ETHICS
Most Filipino workers in the local setting are not happy at work. Many are seeking better opportunities
abroad and take pride being an OFW. Being away from their loved ones is a sacrifice, not to mention the
climatic and cultural orientation of those countries every OFW has to live with.
Those who enjoyed the benefits of earning the green bucks continue working abroad to support the
education of their children and the little enjoyment in social benefits. Their motivation at work is the financial
reward, as they have to comply with work ethics in the foreign country. This, they have to comply or else they
could not be given another contract.
Job opportunities in the local setting continue to go down the drain. Hiring for regular positions in
industry in difficult to find as most companies resort to contractual employment. Performance is limited to the
five month duration of employment. Pride of work becomes obsolete. Workers mostly view quality output as
not synonymous with personal pride and success.
THE CULTURAL OF “BAHALA NA”
This word came from our concept the BATHALA or God will provide everything we need. It is a
religious belief that was handed to us for so many decades. It started even before the coming of the
23
Spaniards when we kept our destiny in the hands of the gods. Again the Spaniards came into our shores with
religion in their hands. They continuously professed that everything could be put in the hands of the Lord as
He would provide everything we need to live. The attitude that was handed down to us is “I do not care” as
everything will be according to HIS WILL.
BAHALA Na could be a two-note power block. On the negative note, it connotes submission to the
will of the supreme Lord. This could be the strands that block the progress of his career at work as he leaves
things alone. These negative attitudes and values made him unprepared to accept positions of higher
category as he does not prepare himself to accept responsibility.
On the positive note, BAHALA Na attitude could be the strongest weapon of those with courage to try
new things as he puts himself prepared for any position that comes his way. He trusts that the Lord almighty
will always be there for him as he uses the wisdom He has given him. He looks for opportunities, tries new
things and puts everything with the greatest faith in God. He tries new ventures and discovers new things
that will improve his life and those of his loved ones. BAHALA NA, God is with me.
PAKIKISAMA AT THE WORK PLACE AND SOCIAL SETTING
Pakikisama is another value and culture that we Filipinos bring into the work arena. While, again there
is nothing wrong with pakikisama as it connotes cooperation and conformity with established traditions, it is
often abuse in the promotions and the employment of workers.
In terms of promotion at work, you need to put in grease money or padulas or gifts so that you will get
what is supposed to be due to you. In this type of society and organizational set up, those with the necessary
skills and qualifications tend to find new opportunities elsewhere outside the country as they cannot stomach
the system. This in effect hampers the development of our economy as it contributes to our brain drain. Good
workers who leave for foreign countries prove that their worth is rewarded. This develops in them new
behaviour at work.
PALAKASAN SYSTEM
Palakasan is a practice in the business and industry that at times hampers the progress of
organization. A business organization, to move forward, must conform to the whims and caprices of those in
power. Mostly they are government offices or those with connections in the government.
The appointment in the government position is usually based on political connections rather than
skills and qualification o the applicant. At times they are employed under Republic Act 1530, a system that
the employee reports on the 15th and 30th of the month to collect salaries and wages without doing any
service for eh good of the government organization.
24
PALAKASAN is an illegal instrument of the corrupt in their greed for money. Our materialistic world
does not anymore conform to the values of honesty and integrity at work. Our officials are remiss in providing
models for our sense of dignity and self-esteem. Our hope is the making of new generation of officials with
greater commitment to honesty and service to our people.
PALUSOT SYSTEM
Another value within the system is “palusot” which is a very rampant practice in government offices or
even in some private companies. Goods and other imported materials pass through the Bureau of Customs
through the system of PALUSOT in order not to pay taxes which go to the social and educational benefits of
the Filipino. It is counter-productive even to PINOY farmers as imported rice; vegetables and even meat
products make LUSOT in the hands of corrupt officials.
THE ‘MAMAYA NA’ SYNDROME
One culture and value that is crafted and emboldened in our system and our relations with the
organization is the MAMAYA NA habit. We often hear workers trying to postpone what they can do today for
tomorrow. Mamaya na lang o kaya ay bukas na lang. We are people who could not be rushed for things to
happen. We always try to find reasons to evade work.
This negative attitude in our value system contributes to our low productivity and economic growth.
Again, this could be attributed to the Spanish influence of “siyesta” or rest after half-day work or sleeping in
between or after lunch time. It is the practice of indolent Filipinos.
To be productive and fast enough I sustaining the need for economic prosperity, we need to move
fast. The economic booming the Asian region has left the Philippines I the last end where we used to be in
the forefront in the last four decades. While our value system could not be the sole culprit, it contributes
immensely in eroding our commitment and value for work.
THE DEVELOPMENT OF EXTENDED FAMILY CENTEREDNESS
Due to the unpleasant experience of our countrymen in the implementation of the laws, that are
supposed to be for the benefit of all the governed, Filipinos develop a system of extended family. This
extended Family system is where they could go for help and assistance in time of need.
The extended family is composed of relatives by birth like brothers and sisters, cousins, and those
acquired and assimilated due to marriage, and other religious and social linkages. The extended family is
bounded by common interest and aspiration the system developed a common shield for protection, as he
perceived that the government could do nothing to protect his personal and social interest.
25
It is governed by social law of hiya, a Filipino value of shame for things done not in conformity with
the norms and values of the group. The members of the family have to follow the informal set of rules of
utang na loob a reciprocal system of given and take.
Society in the Philippines setting is known only as the sphere of his social membership, not the bigger
social system of the country. There are two communities, the government of the nation and the extended
family. He may be bound to violate the laws of the land, as long as he could not be caught, but careful not to
go against the rules of hiya and the conduct of the extended family.
These two moral standards or norms of conduct result in a divergent acceptance of what is right and
wrong and high ambiguity in behaviour. The action of the Filipino workers in organization and society is more
ambiguous. He lacks decisiveness and directions and actions.
DEVELOPMENT OF UNIONISM
It may be noted that unions or employees associations are not bad at all. It is conceived as another
factor that contributes to out low progress in the industrial organization.
Unionism is a two-note factor. When union is organized as catalyst to the development of better
values at work and serves as a cooperative organization to pursue the mission and vision of the organization,
it becomes a positive aspect. It is organized as a conduit to develop better working relationship among
members of the union while protecting the legal rights of the members in the work place.
It serves as a social mechanism to ease the boredom of work The union could make the work place
as a happy environment for its members. It could be a vehicle for sharing work ethics and values and
contribute to the culture of sharing and giving. Union objectives should be attuned to the goals and objectives
of the organization.
On the other hand, there is the negative connotation about union organizations. It is organized to
solely protect the interest of members who are not given equal protection by the government of their legal
rights. They organize themselves like any extended family to collectively air their rights and complaints.
It may be also due to the inability of the Department of Labor and employment to supervise effective
compliance of industrial organization in the implementation of labor laws and regulation. This scenario again
creates the notion that the government is a protectionist of the moneyed and the influential.
On the other hand, capitalist and stockholders are stingily in sharing their gain from the operation.
They amass wealth and power and expand their operations leaving behind the progress f those people who
made them rich. This unequal distribution of the gains of labor and capital investment makes the union at
loggerheads with organizational management.
26
The induction of members of the leftist believes that the labouring class must get more for the profits
of the organization, as they are the greater contributory factor in making the gains of industries. This is
another factor that fuels the greater aspiration for more profit sharing.
As a result of this misunderstanding between labor and management, most companies close their
shops and go to either China or Vietnam. These countries have sets of social and communist ideology from
which the unions have patterned its beliefs. In these countries, unionism is taboo or inexistent. They are
more productive and efficient that their economy has progresses greatly, leaving behind the Philippines who
have the greater supply of skilled and educated labor plus the factor of managerial expertise.
We have millions of educated population who could help propel economic development. The problem
is the development of values and behaviour that should be used for better organization. Development of
positive character, culture and values at work and social organization is the great call of the time for those in
the education and the industrial sector.
It is quite difficult for us to understand this relationship but prudent management of organization will
tell us that labour and management are partners in making profitable and happy organization. One cannot
exist without the other.
EDUCATION DIVERSITY
The education of the Filipino is the making of educational patterns that did not consider Filipino’s own
heritage and value setting. Most of these were pattern after American education system. They are the prime
movers in awakening our rights as human beings. The problem is that freedom is perceived as doing things
as one wants to without regards for the rights of others.
There is nothing wrong in knowing our rights. As a matter of fact it is the foundation of a better citizen
of this country. On the other hand, It carries with it the big burden of responsibility for others and our country.
Our right carries with it an equal amount of responsibility.
As pointed out above, our educational system did not see the heritage and value system of the past.
This should be the foundation of our curriculum in the making of better Filipinos. We take courses geared
towards white collar job rather than those that are needed for the development of our agricultural economy
and the growing demand in the industrial sector.
There is no relationship between the courses offered in schools and those that are required for
employment. A glaring example is that, there are graduates of the nursing courses that could not be
accommodated in hospitals due to oversupply; thereby they land menial jobs as outsourcing agents.
The demand for nurses as overseas workers declined and we found that such course is not any more
profitable for the aspiring Filipino wanting to earn the green bucks, We spent a lot of money in training them,
27
yet their opportunity for better employment and service for the courses they got into went to waste. Again this
is the freedom of choice.
An analysis for the needs and requirement for education should be studied carefully so that the
educated Filipino gets what is good for his economic well-being. Labour requirements and educational output
must match so that the money spent in education could be put to better use.
THE PATHWAYS TO THE DEVELOPMENT OF BETTER PINOY
The Filipino as pointed out earlier is a complex social being is not bad at all. We are a persevering
breed of people as we take things in stride without much rancour or complain as our faith in God is strong
and solid as a rock. We know how to bear hard times and enjoy the bountiful harvest of our efforts. We are
sociable, hospitable and caring people.
KNOW OUR SELF AS A PINOY
Today is the time for use to redirect and discover our own identify and aspiration as a people working
in an organized system. We have our own identity, different from the Western influence as we are the
product of many cultures. We are Asian with complex behaviour. We are distinct due to our past experience
with Spaniards, the Americans , the Chinese, Japanese and even the culture of our forefathers.
We are endowed with the Spirit of BAYANIHAN, a culture of mutual assistance without qualms for
monetary reward. This spirit could help fuel our aspiration for economic progress if cultivated in the work
place and even in social setting. We have open hands to give to victims of calamities and the poor. This
value is still in us, as sit is deeply rooted in our nature as a true PINOY. We need to come up with a happy
balance between our negative and positive values and that this spirit should not be abused by the less
fortunate. We need to re-cultivate, re-direct and re-orient these value systems in schools, in government
offices and in the work place.
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. These cooperatives will help propel the economic
development in the countryside if given the boost and support of the government.
The billions of pesos in poverty alleviation program could be used as seed money to start small
business cooperatives and develop BAYANIHAN spirit. Giving help is cash will only make the PINOY ask for
more. Let us not give PINOY fish, but let us help them catch fish through the BAYANIHAN spirit in our quest
for cooperative efforts.
28
EDUCATION AS VEHICLE
We are rich in manpower resources as we are one of those with higher educational attainment in the
third level of education. While this is true, we need to redirect that educational output into productive
endeavour that would help the country towards the destined progress aspired by all PINOY. We need to
study and conduct a thorough analysis of course offerings that would be in demand in the next five years or
in ten years. We need to design curriculum offerings geared towards these manpower needs.
It is only of paramount importance that we develop knowledge and skills. We need to develop values
and dedication to work hard enough to attain productivity in the work arena. We need to develop work ethics
and values of the Japanese, as they are worthy of emulations. We need to indoctrinate work values in
organization, develop organizational behaviour conducive to happy environment.
THE NEW MANAGEMENT PERSPECTIVE
The old Filipino concept of autocratic management is becoming less prevalent in the work place
unlike the beginning of the management system in the Philippine setting. This is due to the educational
advancement of Filipino Managers in terms of training and development interventions in the industry.
Filipino Mangers are now beginning to be aware that workers are not merely tools of production. They
are partners in the development of effective organization.
The following human aspect of people in organization must take the front for them to motivate.
a. People at work crave for importance.
They need attention and love
b. Employees need respect for their rights
c. They need recognition for their contribution and accomplishments.
While we are all aware of the above human needs at work in industry and government, managers in
all sectors should give consideration and activate their human resources machinery to keep the pace of
motivated workforce in organization. The effectiveness of managerial strategy could be measured in terms to
employee productivity at work.
It may be noted that the industrial sector and even those in government are manned by people who
come from the provinces. These workforce are free from the bondage of the soil as opportunity for economic
and social progress seems too slow for them. Poverty has driven them to seek opportunity in the cities and
industrial centres. As a result of this internal migration to the center of population, some workers develop
cultural shocks. These should be given due attention for them to be socially assimilated in the organization.
29
NATIONALISM AS A NEW CHALLENGE OF THE TIME
Nationalism is the challenge of the time. It has eroded immensely as a result of the western influence
of economic exploitation. Our state of loyalty and concern for the state has been relegated to the background
due to our materialistic syndrome and quest for more money. Greed has forgotten the value of national
interest and organizational productivity.
While industries and company progress with leaps and bounds, the national economy remains in the
sad state of economic stagnation. We are tied up in loans from international financial organizations like the
International Monetary Fund and the World Bank. Our national gross product has to shelve almost thirty four
percent of hard earned taxes that come from the working class and the poor Filipinos.
Progress is a two long process. The economic progress of the industry must be transformed also o
the economic development of the nation. This axiomatic, that industries are getting more profit sin their
operations, yet the very state that protects their interest remains to be poor. The question at hands is, are
they paying the correct taxes in their operation and giving their labouring class the fruits of their contribution
in making this company richer every day.
Nationalism is the state of mind and concern for the welfare of the state and the people. The pursuits
of the Filipino aspiration for national identity and nationalistic ideology have been relegated, due to the
influence of colonial mentality. The call of the time is the development of strong foundation and conviction
that the Filipino development program is for the enjoyment not only of the rich but also the lowly workers in
the organization.
Our managers in industry and government must pursue a more human system of concerns for the
development of the countryside and the advancement of national interest. The rich and the powerful must
realized that they can only enjoy living in this beautiful planet if they live in harmony with the peace loving
Filipinos.
Nationalism is a social dimension for the welfare and the good of all people in our country. We cannot
depend on others for our love of country and people. It is only in the hands of our leaders that this nation
could move forwarded in the organizational ladder. We need committed leaders in the government and
industry to lead the example of honesty and dedication for the advancement of national interest nd
development.
Activity 2: Analysis on the context above.

INSTRUCTIONS: Read each concept closely. Spaces are provided for note-taking and reflection.
1. Define the following terms and concepts:
a. BAHALANA
b. PALAKASAN
c. UNIONISM
30
NOTES:
EXPLAIN: Deeper understanding the context on Explore

Activity 3: Analysis of their comprehension
INSTRUCTIONS: Answer the following questions below.
1. Give the factors that determine the development of PINOY attitudes and Values
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
2. Give the positive and negative values of PINOY
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
______________________________________________________________________________________
TOPIC SUMMARY
In this lesson, you have learned that …
• The Filipino is one of the most complex human being in this planet.
• The Filipino is the making of four cultural influences that made him a complex individual
• Our economic condition at present is in the subsistence level.
• The education of the Filipino is the making of educational patterns that did not consider Filipino’s
own heritage and value setting
• The Culture of “Bahala na”
• Pakikisama at the work place and social setting
• Palakasan system
• Palusot system
• The mamaya na syndrome
31
REFERENCES
• Pereda, Pedrito Real et. Al., PINOY Human Behaviour in Organization ., Mindshappers Co. Inc. 2012.
• Manuel, Ma Ligayahttps:, Retrieve from://ejournals.ph/article.php?id=3962: Retrieve on February 20,
2021.

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Module 1 –ORGANIZATIONAL BEHAVIOR

II. COURSE DESCRIPTION

III. COURSE LEARNING OUTCOMES

This module is divided in to two lessons, namely:

MODULE LEARNING OUTCOME

SPECIFIC LEARNING OUTCOMES

Organizational Understanding Management View

The map shown above describes the flow of Organizational Behavior

ENGAGE: Story analysis

5 Must- Have qualities of Every Filipino Business leader

Trait 1: Pagmamalasakit (Empathy)

Trait 2: Pagpapakumbaba (Humility)

Trait 3: Pagkamausisa (Curiosity)

It is every leader’s responsibility to cultivate continuous learning and knowledge-sharing among

Trait 4: Pinoy Pride (Passion)

Trait 5: Pakikisama (Servant Leadership)

The future is Filipino.

Activity 1: (Activity Title)

EXPLORE: Organizational Behaviour

Organizational behaviour is an academic discipline concerned with describing, understanding,

Organizational behaviour has four primary areas:

Organizational structure identifies the grouping together of individuals according to the

THE DEVELOPMENT OF ORGANIZATION

ORGANIZATIONAL DEVELOPMENT PROCESS

UNDERSTANDING BEHAVIOUR IN ORGANIZATION

MANAGEMENT VIEW OF ORGANIZATIONAL BEHAVIOUR

Management view organization under the following ideas:

ANALYSIS OF THE HUMAN BODY AND ORGANIZATIONAL SYSTEM

THE GROWTH OF SPECIALIZATION

ACTIVITY 2: Context analysis

1. Define the following term and concepts.

EXPLAIN: Delving Deeper

1. Explain how people behave in organization.

2. What is the management view about organization?

3. Discuss how organization developed.

• Retrieve from: https://www.globe.com.ph/business/enterprise/blog/must-have-qualities-filipino-

SPECIFIC LEARNING OUTCOMES

In this lesson, you are expected to:

Palakasan Palusot Mamaya

ENGAGE: Article Analysis

Bahala Na as an Expression of the Filipino's Courage, Hope,

EXPLORE: Stages of PINOY Organization

THE JAPANESE REGIME

THE PERIOD OF LIBERATION AND INDEPENDENCE

THE EROSION IN WORK VALUES AND ETHICS

THE CULTURAL OF “BAHALA NA”

PAKIKISAMA AT THE WORK PLACE AND SOCIAL SETTING

THE ‘MAMAYA NA’ SYNDROME

THE DEVELOPMENT OF EXTENDED FAMILY CENTEREDNESS

THE PATHWAYS TO THE DEVELOPMENT OF BETTER PINOY

KNOW OUR SELF AS A PINOY

THE NEW MANAGEMENT PERSPECTIVE

NATIONALISM AS A NEW CHALLENGE OF THE TIME

Activity 2: Analysis on the context above.

EXPLAIN: Deeper understanding the context on Explore

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