Government Policy As years go by government policy resides in only one bible the Phil. Const.

, and the other one influence the government policy is the Local Govt Code of the Phil. The government must actively seek to fortify the national security and bestow personal security on its citizens. The government must place education at the center of its national priorities and act in advanced reforms in this education system. The government policy must act to advanced reforms to improved stability and governability. Government policy on programs to deal with economic crisis and act to create economic conditions that will allow sustainable growth, as well as create and maintain jobs in the country. How organization develop Knowledge and practices are used to help organization achieve greater effectiveness including improved quality of work life and increased productivity. Practitioners such as managers, staff and others apply relevant knowledge and methods to organization change processes. This OD is an action science where knowledge is developed in the context of applying it and learning from the consequences. OD addresses on entire system such as team, department or total organization and deals with relationship between a system and its environment.

Theories of Human Behavior Its the behavior of an individual that depicts the personality and attitude of that individual in any place, it may be organization, social network or family... But talking about importance of Human behavior in an organization, it is very important to maintain a good and healthy behavior in an organization as its the ones behavior that depicts the relation of an employee with his coworkers, subordinates, seniors or Bosses. Behavior of an individual shows the dedication of the employee towards his work, organization. a good and healthy behavior can prove fruitful in terms of promotions, job recognition, Increments or appraisals. but at the same time bad behavior can be opposite. The main theories which seek to study the organization Are 1) classical theory 2) neo classical theory3) bureaucratic theory 4) systems theory 5) contingency theory. These theories are based on the generally accepted principles, set of assumptions and value judgment. Each theory is based on how organization can be made effective. They are predominantly descriptive and predictive in nature. As said do not works for money, make money work for you, Think how you can do it, Do not work for organizations, Make organization work for you and Think how you can make it. Decentralization of government and bureaucracy The Philippine bureaucracy today is confronted by a plethora of obstacles it has to surmount. Whether from external, global institutional pressures or the increased internal demands placed upon it by a redemocratizing Philippine society, the nature of policy making and implementation of government has to adapt and cope with all of these new issues. With new or stronger pressures comes increasing expectations from the citizenry, despite the limited human and financial resources of government that keep getting stretched to the limit. The increasing demands and expectations placed upon the Philippine bureaucracy by a redemocratizing society are further amplified by the strengthening of global institutional pressures emanating from organizations such as the World Trade Organization and the Asia Pacific Economic Cooperation. These forces converge to advocate a minimal and more effective government through downsizing, privatization, deregulation, decentralization, harnessing civil society and private sector capacities, empowering citizens, and adopting a customer orientation. These have led to significant changes in the very nature and role of the civil service, how it is managed, and the means by which administrative reform can be achieved. This study thus looks into the impact of globalization on the Philippine bureaucracy in a redemocratizing context.

The terms bureaucrat, bureaucratic, and bureaucracy are clearly invectives. Nobody calls himself a bureaucrat or his own methods of management bureaucratic. These words are always applied with an opprobrious connotation. They always imply a disparaging criticism of persons, institutions, or procedures. Nobody doubts that bureaucracy is thoroughly bad and that it should not exist in a perfect world. It is noteworthy that the progressives whom the critics of bureaucracy make responsible for its spread do not venture to defend the bureaucratic system. On the contrary, they join those whom they in other respects scorn as reactionaries in condemning it. For, they maintain, these bureaucratic methods are not at all essential for the utopia at which they themselves are aiming. Bureaucracy, they say, is rather the unsatisfactory way in which the capitalist system tries to come to an arrangement with the inexorable trend toward its own disappearance. The inevitable final triumph of socialism will abolish not only capitalism but bureaucratism also. What is Philippine Administrative System in different points-of-view The Phil. Govt. is a presidential form with Senate and a Congress and Departments that rely on elected officails, the politician of course for their budget allocations. Pork barrels have not been abolished, thus, PA in our country is subject to whatever is the prevailing political climate among the Senate, Congress and the Chief Executive Office. We talk about graft and corruption and poverty prevalent in our country but the root causes of and solutions go deeper than what is typically discussed by the media. Know your organizations mission, vision and goal Our Vision MSC - A premier college in the region, along the fields of instruction, research, extension and production. Our Mission Provide quality, responsive, and dynamic leadership in the areas of Education, Technology, Engineering, Environment, Agriculture, Fisheries, Culture, Arts and Sciences to empower God fearing individuals who are innovators and protectors for the sustainable development of the province and the country as a whole. Functions Instruction, Research, Production & Extension Career Development Career development is an organized approach used to match employee goals with the business needs of the agency in support of workforce development initiatives. In this process the purpose of career development is to a) Enhance each employee's current job performance b) Enable individuals to take advantage of future job opportunities c) Fulfill agencies' goals for a dynamic and effective workforce. For the better the following is responsible for it, a) the Managers are responsible for linking the organization's needs to employee career goals, and can assist employees in the career planning process b) Human Resources is responsible for designing career paths and employee development programs that help employees reach their goals c) Each employee is responsible for planning and managing his/her career. Study different Kinds of Leadership Most common Leadership Types Autocratic leadership. Bureaucratic leadership.

Charismatic leadership. Democratic leadership or participative leadership. Laissez-faire leadership. People-oriented leadership or relations-oriented leadership. Servant leadership. Task-oriented leadership. Transactional leadership. Transformational leadership. Autocratic Leadership Autocratic leadership is an extreme form of transactional leadership, where a leader exerts high levels of power over his or her employees or team members. People within the team are given few opportunities for making suggestions, even if these would be in the team's or organizations interest. Most people tend to resent being treated like this. Because of this, autocratic leadership usually leads to high levels of absenteeism and staff turnover. Also, the team's output does not benefit from the creativity and experience of all team members, so many of the benefits of teamwork are lost. For some routine and unskilled jobs, however, this style can remain effective where the advantages of control outweigh the disadvantages. Bureaucratic Leadership Bureaucratic leaders work by the book, ensuring that their staff follow procedures exactly. This is a very appropriate style for work involving serious safety risks (such as working with machinery, with toxic substances or at heights) or where large sums of money are involved (such as cash-handling). In other situations, the inflexibility and high levels of control exerted can demoralize staff, and can diminish the organizations ability to react to changing external circumstances. Charismatic Leadership A charismatic leadership style can appear similar to a transformational leadership style, in that the leader injects huge doses of enthusiasm into his or her team, and is very energetic in driving others forward. However, a charismatic leader can tend to believe more in him or herself than in their team. This can create a risk that a project, or even an entire organization, might collapse if the leader were to leave: In the eyes of their followers, success is tied up with the presence of the charismatic leader. As such, charismatic leadership carries great responsibility, and needs long-term commitment from the leader. Democratic Leadership or Participative Leadership Although a democratic leader will make the final decision, he or she invites other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving employees or team members in whats going on, but it also helps to develop peoples skills. Employees and team members feel in control of their own destiny, and so are motivated to work hard by more than just a financial reward. As participation takes time, this style can lead to things happening more slowly than an autocratic approach, but often the end result is better. It can be most suitable where team working is essential, and quality is more important than speed to market or productivity. Laissez-Faire Leadership This French phrase means leave it be and is used to describe a leader who leaves his or her colleagues to get on with their work. It can be effective if the leader monitors what is being achieved and communicates this back to his or her team regularly. Most often, laissez-faire leadership works for teams in which the individuals are very experienced and skilled self-starters. Unfortunately, it can also refer to situations where managers are not exerting sufficient control.

People-Oriented Leadership or Relations-Oriented Leadership This style of leadership is the opposite of task-oriented leadership: the leader is totally focused on organizing, supporting and developing the people in the leaders team. A participative style, it tends to lead to good teamwork and creative collaboration. However, taken to extremes, it can lead to failure to achieve the team's goals. In practice, most leaders use both task-oriented and people-oriented styles of leadership. Servant Leadership This term, coined by Robert Greenleaf in the 1970s, describes a leader who is often not formally recognized as such. When someone, at any level within an organization, leads simply by virtue of meeting the needs of his or her team, he or she is described as a servant leader. In many ways, servant leadership is a form of democratic leadership, as the whole team tends to be involved in decision-making. Supporters of the servant leadership model suggest it is an important way ahead in a world where values are increasingly important, in which servant leaders achieve power on the basis of their values and ideals. Others believe that in competitive leadership situations, people practicing servant leadership will often find themselves left behind by leaders using other leadership styles. Task-Oriented Leadership A highly task-oriented leader focuses only on getting the job done, and can be quite autocratic. He or she will actively define the work and the roles required, put structures in place, plan, organize and monitor. However, as task-oriented leaders spare little thought for the well-being of their teams, this approach can suffer many of the flaws of autocratic leadership, with difficulties in motivating and retaining staff. Task-oriented leaders can benefit from an understanding of the Blake-Mouton Managerial Grid, which can help them identify specific areas for development that will help them involve people more. Transactional Leadership This style of leadership starts with the premise that team members agree to obey their leader totally when they take a job on: the transaction is (usually) that the organization pays the team members, in return for their effort and compliance. As such, the leader has the right to punish team members if their work doesnt meet the pre-determined standard. Team members can do little to improve their job satisfaction under transactional leadership. The leader could give team members some control of their income/reward by using incentives that encourage even higher standards or greater productivity. Alternatively a transactional leader could practice management by exception, whereby, rather than rewarding better work, he or she would take corrective action if the required standards were not met. Transactional leadership is really just a way of managing rather a true leadership style, as the focus is on short-term tasks. It has serious limitations for knowledge-based or creative work, but remains a common style in many organizations. Transformational Leadership A person with this leadership style is a true leader who inspires his or her team with a shared vision of the future. Transformational leaders are highly visible, and spend a lot of time communicating. They dont necessarily lead from the front, as they tend to delegate responsibility amongst their teams. While their enthusiasm is often infectious, they can need to be supported by detail people. In many organizations, both transactional and transformational leadership are needed. The transactional leaders (or managers) ensure that routine work is done reliably, while the transformational leaders look after initiatives that add value. The transformational leadership style is the dominant leadership style taught in the "How to Lead: Discover the Leader Within You" leadership program, although we do recommend that other styles are brought as the situation demands.

Using the Right Style Situational Leadership While the Transformation Leadership approach is often highly effective, there is no one right way to lead or manage that suits all situations. To choose the most effective approach for you, you must consider: The skill levels and experience of the members of your team. The work involved (routine or new and creative). The organizational environment (stable or radically changing, conservative or adventurous). You own preferred or natural style. A good leader will find him or herself switching instinctively between styles according to the people and work they are dealing with. This is often referred to as situational leadership. For example, the manager of a small factory trains new machine operatives using a bureaucratic style to ensure operatives know the procedures that achieve the right standards of product quality and workplace safety. The same manager may adopt a more participative style of leadership when working on production line improvement with his or her team of supervisors
Merit and Fitness on government

The Civil Service Commission as the central personnel agency of the government and as the guardian of the merit and fitness principle in the government service. While the Commission has been relatively successful in ensuring that merit and fitness remains the cornerstone of government service. As such, the policy of the State to ensure that honesty, integrity and the merit and fitness principle be always the measure of entry into the public service. To date, the Philippine civil service is structured into two major categories, namely, the career service and the non-career service. The career service is that part of the civil service founded on merit and fitness. Its features are competitive examination, opportunity for advancement, and security of tenure. In terms of positions covered, the career service encompasses, among others, those positions, where appointments require prior qualification in an appropriate examination.
Study different policies, approaches, programs and system in Public Administration

Public Administration, the implementation of government policies. Today public administration is often regarded as including also some responsibility for determining the policies and programs of governments. Specifically, it is the planning, organizing, directing, coordinating, and controlling of government operations. Public administration is a feature of all nations, whatever their system of government. Within nations public administration is practiced at the central, intermediate, and local levels. Indeed, the relationships between different levels of government within a single nation constitute a growing problem of public administration. In most of the world the establishment of highly trained administrative, executive, or directive classes has made public administration a distinct profession. The body of public administrators is usually called the civil service. The approaches to the study of Public administration can be categorized from many angles such as normative approach and empirical approach. Normative approach concentrates on what public administration should be. Empirical approach sets its eyes on description and analysis of actual administrative Situations. Another classification of approaches is based upon the objects of study the individual scholar seeks to emphasize, such as; 1. 2. 3. 4. Philosophical approach Legal approach Historical approach Scientific approach

5. Case Method Approach 6. Institutional and Structural Approach 7. Behavioral Approach

Organizational Culture Organizational culture, is a general term of collective attitudes, beliefs, common experiences, procedures, and values that are prevalent in an organization. This philosophy also includes the beliefs and ideas of what the goals should be. The point here is to have individuals think about the collective larger good of the company, since the prospering of the company is going to come around to benefit the individuals who work for it, as well! Because of this, a general standard of behavior is expected, so every worker knows to some extent what is expected out of them before even the first day. This helps to create unity and increase general worker efficiency. Organizational culture helps to establish the expected guidelines, expectations, and rules that will help the company achieve their goals. Organizational culture tends to be the larger shared goals and vision for a company, but that doesn't make it the end all, be all. Within the larger organizational culture will be many smaller sub-cultures that are still dedicated to the larger picture, but have their own system of operating and working to be more efficient in their task, and their part of the larger picture. Planning Of the five management functions planning, organizing, staffing, leading and controlling planning is the most fundamental. All other functions stem from planning. However, planning doesn't always get the attention that it deserves; when it does, many managers discover that the planning process isn't as easy as they thought it would be or that even the best-laid plans can go awry. Before a manager can tackle any of the other functions, he or she must first devise a plan. A plan is a blueprint for goal achievement that specifies the necessary resource allocations, schedules, tasks, and other actions. A goal is a desired future state that the organization attempts to realize. Goals are important because an organization exists for a purpose, and goals define and state that purpose. Goals specify future ends; plans specify today's means. The word planning incorporates both ideas: It means determining the organization's goals and defining the means for achieving them. Planning allows managers the opportunity to adjust to the environment instead of merely reacting to it. Planning increases the possibility of survival in business by actively anticipating and managing the risks that may occur in the future. In short, planning is preparing for tomorrow, today. It's the activity that allows managers to determine what they want and how they will achieve it.

Principles, Performance in Management

Process theories explain how workers select behavioral actions to meet their needs and determine their choices. The following theories each offer advice and insight on how people actually make choices to

work hard or not work hard based on their individual preferences, the available rewards, and the possible work outcomes. PERFORMANCE MANAGEMENT is an essential tool that is relevant at all levels in an organziation. It provides a means to improve organizational performance by linking and aligning individual, team and organizational objectives and results. It also provides a means to recognize and reward good performance and to manage Under-performance. Performance management is the use of interrelated strategies and activities to improve the performance of individuals, teams and organizations. Its purpose is to enhance the achievement of agency organizational goals and outcomes for the government. Effective performance management requires a framework that integrates organizational, business and individual planning and performance.
Transparency and Accountability in Government

The rule of law and democracy are essential foundations for independent and accountable government auditing and serve as the pillars. Accountability and transparency are two important elements of good governance. Transparency is also a necessary precondition for the exercise of accountability since without access to clear, accurate and up-to-date information, it is impossible to judge whether the standard promised has been met. Transparency is a powerful force that, when consistently applied, can help fight corruption, improve governance and promote accountability. Accountability and transparency are not easily separated: they both encompass many of the same actions, for instance, public reporting. The democratic local governance initiatives currently under way in many countries hold much promise for developing effective systems of public accountability that will ensure that government servants are responsible to elected officials, and that the latter are in turn responsible to the public that elected them in the first place. In the process these systems of accountability should increase the pressure for more transparent local governance, in which corruption will be easier to bring to light and thus to curtail. But just as it took many decades for such efforts to make much headway in the industrial countries, so too quick results cannot be expected elsewhere.
eminent domain, taxation and regional policies

In general, eminent domain is defined as the power of the nation or a sovereign state to take, or to authorize the taking of, private property for a public use without the owners consent, conditioned upon payment of just compensation. it is acknowledged as an inherent political right, founded on a common necessity and interest of appropriating the property of individual members of the community to the great necessities of the whole community.

Problems with the Philippine tax system appear to have more to do with collections than with the rates. Low collection rates also reinforced the regressive structure of the tax system. To figure out the priorities of a local government unit, examine its budget. Budget and Policy Priorities the most important economic policy instrument for governments. Furthermore, it reflects a governments socioeconomic policy priorities by translating policies and commitments into expenditure and revenue. As the main government instrument for the distribution of income, it directly or indirectly affects the life of all citizens. Taxation is very important to maintain the society we live in. People are always criticizing the government for this but it is very important. Have you noticed that all third wold countries are third

world countries because they don't collect enough taxes from their citizens? And anything they do collect is usually stolen by corrupt politicians. Here in the US, the government doesn't just stay with everyone's money, we get that inverted back into the community. This money helps build schools, transportation, welfare, street maintenance, and better class of living. The powers and functions of the NEDA reside in the NEDA Board. It is the country's premier social and economic development planning and policy coordinating body. The importance of regional development policy for national development cannot be overemphasized. On one hand, it is especially important in countries where regional disparities are fairly marked that these imbalances cannot just be overlooked both from the point of view of attaining equity as well as maintaining social cohesion. On the other, the development of regions considering their growth potentials would help promote sustainable growth of the national economy through a more rational population distribution, increased employment opportunities and enhanced productivity. Regional development policy took significant and rapid transformations over the last five decades. Regional development concepts and strategies saw various evolutions and the relevance of these have been challenged in recent years by the new economic geography that has emerged in view of globalization. The most recent regional development processes have been referred to as the restructuring of the national-regional space in terms of unbundling of national territory, the rescaling of territorial relations and the reworking of urban-rural relationships (UNCRD, 2001)3. Moreover, most nations are veering towards a more democratic and decentralized approach to plan and implement their various development activities. Given these advances, the emergence of new regional dynamics calls on countries to fine-tune current regional development policies and practices and also to develop new ones that are not only more in sync with the present and future global context but also with the governance systems being adopted that are becoming more and more decentralized and grassroots oriented. RA 6713 Known as Code of Conduct and Ethical Standards for Public Officials and Employees, approved on February 20, 1989, and which took effect on March 25, 1989 that covers all officials and employees in the government, elective and appointive, permanent or temporary, whether in the career or non-career service, including military and police personnel, whether or not they receive compensation, regardless of amount. And states that It is the policy of the State to promote a high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, act with patriotism and justice, lead modest lives, and uphold public interest over personal interest