“Give a person a fish , he will live for one day.

But if
you teach him how to fish, he will live a lifetime”.
“If you teach a person the right outlook for a
successful and happy work life, even if you don’t
teach him how to fish, he will work hard to find a way
to catch fish”

“WORK IS AN INTEGRAL PART OUR LIVES”

KA-TRABAHO, KA-
OPISINA
PANGKABUHAYAN: PINOY WORK LIFE
I. FILIPINO WORK MOTIVATION:

What makes Filipino worker do their BEST?

 • Chairman of PLDT, owner of TV 5
• He said that for three generations of his
family, life meant coping with challenges,
relying on ones talent, hardwork, and
determination to succeed.

• What drives MVP to work hard?

MANUEL V PANGILINAN
“MVP”  he says that the spirit of enterprise and
the passionate determination to succeed
motivate him.
 • Founder of National Book Store
• born in a poor family
•When she started National Book Store
she did everything from manager to
helper
•Awarded “The Entrepreneur of the year
SOCORRO RAMOS 2005”
“Nanay Coring”
• For her hard work, frugality, passion,
and sacrifice.
 • Owner of Shoe Mart, or SM
• work in his fathers sari sari store more than
12 hours a day
• He devoted so much time in store that he
had no time to go out and play with friends
in neighbourhood.
• in 2010 forbes considered him the richest
person in the country
HENRY SY • despite being the wealthiest Filipino, he
“Retail King” still continue to work just hard.
 What makes Filipino worker do their BEST?

INTRINSIC FACTOR EXTRINSIC FACTOR

• Engage in activity for its own
sake
• Out of sheer enjoyment
• Pleasure without expecting
tangible pay off for their efforts
• Engage in activity as means
to an end
• To win
• To get high grades or
recognition
• To fulfil obligations
• To avoid punishment
What do local studies say to Filipino workers
motivation?
5 C”s
1. Calling
2. Career
3. Cause
4. Chore
5. Coast
WORK MOTIVATION OF YOUNG FILIPINO
WORKERS
• For single women workers, self fulfilment
•To gain experience
•To make use of their education and skills
•To support or help the family
•Young workers today still place much importance on
family as source of inspiration and motivation
II. FILIPINO LEADERSHIP

LEADERSHIP
Requires social influences
Leaders influence their followers or group
members to attain specific goal
 II. FILIPINO LEADERSHIP
TASK LEADERSHIP
 concerns accomplishing the goals of the
group, that is, getting the work of the
group done successfully.
 This involves giving suggestions, offering
opinions, planning, and providing
information to the group.
 The leader controls, shapes, directs and
organize the group in carrying out a
specific task.
SOCIAL LEADERSHIP
 Focuses on the emotional and
interpersonal aspects of the group
interaction.
 It is concerned about peoples feelings,
relieving tension, and encouraging group
cohesiveness.
 WHAT MAKES A GOOD OR
EFFECTIVE LEADER?
 Successful managers are high in either task or social
aspects
To be an effective leader entails not only overseeing
the performance on job but also involves taking care
of the well-being of workers.
 II. FILIPINO LEADERSHIP
IDEAL FILIPINO LEADER IDEAL BOSS
kind Respectful
Approachable Considerate
helpful Understanding of his or
Understanding her subordinates
Good people skills
LEADERS as GABAY
• Filipinos expect their leaders to behave like guides. As
guardians, leaders treat their employees as their wards.
Helping their subordinates is an integral and important
part of their jobs.
• As GABAY In the corporation, they need to behave as role
models to get the confidence of their subordinates.
• GABAY has the attributes paternalism, familism,
personalism,
PATERNALISM (maka-magulang na pagpapansin)
• leaders primary concern is the good of the group like a God
Father.
FAMILISM (makamag-anak na pananaw)
• managing the work group with a spirit of collective concern
and sentiment as though the organization is one big happy
family
PERSONALISM (makapansariling pagmamasid)
• the leader’s responsibilities extend beyond the work
environment. Subordinates expect their leader to spend time
them beyond the work environment.
III. MAKING DECISIONS WITH OUR WORK
GROUPS
IV. NATURE OF LABOR RELATIONS IN THE
PHILIPPINES
Labor relations, or industrial relations, is dynamic process of interaction
between workers represented by their union and employer to achieve their
respective goals.

 Goals of the union (Higher wages, better working conditions, and power at
the work place)
 Employer’s Goal (higher profit, market expansion, and sole control of
business operation)
Union and employer have objectives in common like having workers with high
organizational commitment, loyalty, and high motivation.
 3 MAJOR ACTORS IN THE PHILIPPINE INDUSTRIAL
SYSTEM

1. Employer and employer’s organization

2. Workers and their unions or labor organization
3. Government in its role as regulator
 SOCIAL ENVIROMENT THAT INFLUENCES
PHILIPPINE LABOR RELATION

 PAKIKISAMA
UTANG NA LOOB
 FAITH IN GOD
 BAHALA NA
V. FILIPINO FAMILY BUSINESS
Family- owned business offer professionals challenging and unique
opportunities. For one leadership in the organization may be limited to family
members. Nonfamily members may be perceived as untrustworthy, hence
managerial positions are usually reserved for family members.
One of the main reasons professionals join family firms is they get exposed to
wide range of decision making situations.
Results of the study has shown that professionals in family business feel more
empowered, they have reported greater job and career satisfaction and greater
commitment to their organizations compared to those in nonfamily-run business
Probably one of the reasons family business succeed in the country is because
it is deeply rootedin bonds of basic social group “family”
VI. OVERSEAS FILIPINO WORKERS
• Filipinos are said to be
everywhere
• In 2007 there are 8 million
Filipinos a working abroad
• Total remittance of overseas
Filipino workers estimated at
about 11.44 billion dollars
• “New economic heroes”
WHO ARE THE OVERSEAS FILIPINO WORKERS?

Overseas Filipino Worker (OFW) is a term often used to refer

to Filipino migrant, people with Filipino citizenship who reside in
another country for a limited period of employment
Based on the results of the 2019 Survey on Overseas Filipinos, the
number of Overseas Filipino Workers (OFWs) who worked abroad at
any time during the period April to September 2019 was estimated at
2.2 million. Overseas Contract Workers (OCWs) or those with existing
work contract comprised 96.8 percent of the total OFWs during the
said period. The rest who worked overseas without contract
accounted for 3.2 percent
OVERSEAS FILIPINO WORKERS

The proportion of female OFWs (56.0%) was higher than male OFWs
(44.0%). The largest proportion of OFWs belonged to age group 30 to
34 years comprising 22.6 percent of all OFWs, followed by those aged
25 to 29 years with 20.7 percent. Moreover, female OFWs were
younger compared to male OFWs. About seven percent of female
OFWs were in the age group 15 to 24 years and 46.9 percent were in
the age group 25 to 34 years, while the percentages of male OFWs in
the said age groups were 5.4 percent and 38.6 percent, respectively.
There were more male OFWs (38.1%) than female OFWs (27.0%) in
the age group 40 and over
Two in every five (39.6%) OFWs belonged to elementary occupations.
About 18 percent worked as service and sales workers. OFWs who
worked as plant and machine operators and assemblers comprised
12.2 percent; technicians and associate professionals, 8.7 percent;
professionals, 8.5 percent; and craft and related trade workers, 8.1
percent (Table 2).
The largest proportion of OFWs was from CALABARZON at 20.7
percent out of the total OFWs. Those coming from Central Luzon,
National Capital Region and Western Visayas comprised 13.3 percent,
9.7 percent, and 9.0 percent, respectively. On the other hand, the
smallest proportion of OFWs came from MIMAROPA Region at 1.5
percent (Table 3).
 Saudi Arabia continued to be the most preferred
destination of OFWs. One out of five (22.4%) OFWs
worked in the country during the period April to
September 2019. The other popular destinations were
United Arab Emirates (13.2%), Hongkong (7.5%) and
Taiwan (6.7%)
 MOTIVATION FOR WORKING ABROAD
Higher income and salary
High unemployment rate in the Philippines
Unstable economic condition
Pressure from the family and peer influencE
Enhance career and professional marketability globally
Discrimination experienced when applying jobs local
Opportunity to travel and experience abroad
It’s their personal dream since childhood
 It’s the trend now
MOTIVATION FOR WORKING ABROAD

There are many other reasons why many Filipinos want or need
to work abroad. Some of these reasons are personal, others are
financial, and there are also reasons that are only temporal.
Although working abroad is very rewarding, there are also a
number of disadvantages in working in the foreign lands, such
as the loneliness of being away from your family, discrimination
from overseas employers, and the high cost of living abroad.
COPING WITH LIFE OVERSEAS

 PROXIMITY
 DAMAYAN
 BAYANIHAN
 RELIGIOUSITY