Module 2:

1. Understanding Filipino Values

2. Filipino Management Styles
3. Core Values of a Professional Nurse

NCM 119j
1. Understanding Filipino Values
Filipino culture is rightfully referred to as a cultural potpourri of sorts. It brings to the table
something new and something old in terms of tradition, married by the Philippines’ rich
history covering periods of colonization and subsequent independence sought by the
country’s brave heroes and martyrs.
VALUES
▪ are the truth upon which we base our objectives and moral standards. A collection of guiding principles; what one deems
to be correct and desirable in life, especially regarding personal conduct. It is acted upon repeatedly to as to become a
pattern of life.
MORAL VALUES
▪ are universal truths which man holds to be good and important; they are the ethical principle that struggles to attain and
implement in his daily life.
What are notable Filipino values that you think may
have impact in leadership and management?
HIYA
▪ feeling of shame, embarrassment or shyness; face saving of inferiority; inadequacy or timidity. When
used positively it fosters minimum conflict; open mindedness, sensitivity and delicacy with others. It is
distorted when used to cover failures and mistakes, deceive and manipulate others.
PAKIKISAMA
UTANG NA LOOB
What are notable Filipino values that you think may have
impact in leadership and management?
RESPECT FOR AUTHORITY
▪ esteem and admiration for those who hold position, power or influence. Ex. Parents, Teachers, Leaders, regard for traditions, and accepted ways of doing

things. When used positively will foster good manners, regard and generation of noble ideas and figures compliance to rules and high standards. It is being

distorted when used to foster over dependence an authority figure or lack of self discipline, undermine initiative, self confidence, intimidate or provide

excessive fear.

STRONG FAMILY TIES▪ close nit solidarity of the extended family support, obedience, and respect for elders, spirit of sacrifice and

generosity. Loyalty and love, affection and unity. It is being distorted when being used to reinforce a weak

sense of responsibility, justify graft and corruption and a destructive patronage system, and spoil children and

weakness patriotism.
REASONS WHY FILIPINOS DO NOT WORK AS THEY
USED TO?

• Diversity of values
• Inability of reward to satisfy needs
• Disappearing work ethics
MOST PROMINENT TRAITS IN FILIPINO CULTURE

Bahala na or the I don’t care attitude

▪ Where anything is left to God and don’t care about the consequences of their actions.
Lagay system or the Oil System
▪ An individual will not be caught doing wrong things by if he gives (bribes) something in cash or in kind
to the apprehending authority
• Pakikisama system
▪ Going within the pressure of the majority or of the friends even if it goes against the organizations.
• Palakasan System
▪ “It is not what you know but who you know”
MOST PROMINENT TRAITS IN FILIPINO CULTURE
Lusot System
▪ Ex. Trying to get away/get by without following procedures/protocol, trying to get the job even it one is
not qualified.
• Areglo
▪ An arrangement is made to the benefit to those doing the agreement.
• Decreased loyalty of employees to the company and to the country
▪ Ask yourself what you want if life: all foreign goods, which are classy and expensive. Loyalty to the
country is a strange word to most Filipinos, explain this phenomenon.
FOUR BASIC ATTITUDE MUST BE UNDERSTOOD AND
APPRECIATE:
• Attitude towards law
• Attitudes towards government
• Attitudes towards society
• Attitudes towards oneself
WHAT SOCIAL PRESSURES THAT MAY AFFECT EMPLOYEES
WORKING CONDITION?
• Hiya (Shame)
• Utang na loob
• Awa (Mercy)
• Pressure of in laws
• Bayanihan
• Balikatan
• Batarisan
• Pakikisama
2. Filipino Management Styles
Dr. Felipe Landa Jocano- (Anthropologist)“The Filipino Management Style
derives from the dominant features of the Filipino Culture.” He paints a picture of
Pinoy leaders as those who value kinship and relationship not just in the home
but in the corporate setting as well. This is seen in the way leaders seek ways to
train and “[look] after their protegees”, and in how they recommend to their
company people with whom they share close relationships with.
UP Prof. Zenaida Macaspac described Filipino leadership style as one of a hybrid
or dualistic nature. It emphasizes on one hand, influences from the West and the
Filipinos’ rich culture and tradition on the other.
STYLES OF FILIPINO MANAGEMENT
AS PRACTICED IN THE PHILIPPINES
Familism- the needs of the family as a group is more important
than the needs of any individual family member.

Personalism- it is the emphasis Filipinos give to interpersonal

relation or face to face encounters.

Emotionalism- the tendency to display emotion freely or to rely

on, or place to much value on emotion.
Five Types of Filipino Managers (by Ernesto A.
Franco)
1. Manager by Kayod (Realist)
2. Manager by Lusot (The Opportunist)
3. Manager by Libro (The Idealist)
4. Manager by Oido
5. Manager by Ugnayan
1. Manager by Kayod (Realist)

Kayod is a Filipino term that means to sweat it

out or to give oneself to hard work. He cuts
down problems into manageable size; a fast
decision maker, impatient and shrewd. He
dedicated highly. He knows how to use people
and his manners are rather formal and that of an
introvert, He is a serious worker and will not
give in to bribing or any anomalous deals, does
firsts things firsts.
2. Manager by Lusot (The Opportunist)

Lusot means capitalizing on a loophole. He always be on

the lookout for loopholes of anything and will use them
to avoid too much work or as an excuse for failure. He is
also given to make shortcuts and to do unconventional or
even illegal ways to attain objectives, Generally an
extrovert, he deals with people informally and like to
resort to shaky deals to achieve easy settlement.
3. Manager by Libro (The Idealist)

This manager literally goes by the book. He is

thinker, cautious, planning oriented, strive for
professional performance, stubborn, seeks quality
results and has high ideals. He usually has adequate
formal training in management.
Opts for high quality candidates with suitable
degrees and training.
4. Manager by Oido
Oido comes from Spanish word
“oir” or “to listen”. The Manager
learns his managerial skills by oido
or by ear. He has a vast field of
practical experiences to compensate
for his lack of formal management
education. He is the opposite of
“libro” manager.
5. Manager by Ugnayan

A hybrid of all types of managers. Tie integrates various

styles of management depending on the need and
conditions of his organization. He is participatory and
coordinative.
Gets partly experienced applicants, tries them out and
screens them meticulously.
3. Core Values of a Professional Nurse (ICN)
Nurses are valued and respected for their contributions to improving the health of individuals, families, communities and
populations locally, nationally and globally. They coordinate services with those of other health care professionals and related
groups.
Nurses demonstrate values of the profession such as:
justice,
advocacy,
empathy,
responsiveness,
caring, compassion,
trustworthiness and
integrity.