CLIMATE

SURVEY
1 S T HALF
JANUARY – JUNE 2023
 Pama-agi
Kini nga survey gikinahanglan na tinuod ug dili bakak nga tubag.
Wala'y tama o mali nga tubag. Ang imong pagapilion nga tubag dapat
mureplika sa imong sitwasyon sa pagkakaron ug ikaw dili
pagahusgahan tungod niining survey.
Gina-awhag kamo nga tsekan (✓) ang mga posibleng tubag nga
mureplika sa tinuod na kahimtang sa kooperatiba og sa kompanya.

Sample Size : 1008 Total Population : 1388 Percentage: 73%

 1. Unsa na kadugayon ka
nanarbaho?
650
550
450
350
250
150
50
6 months - 12 1 year - 1 1/2 1 1/2 years and No Votes
months years up
Sa Kompanya 205 152 649 2
Sa Kooperatiba 194 153 656 5

About 64.73% were 1 1/2 and up employed both in the company and cooperative, 15.13% for 1 year and 1 1/2 years, 19.79% for 6 months to 12 months, and around
0.35% do not know the length of their service.
 2. Komportable ang kondisyon sa
akong ginatrabaho
950
850
750
650
550
450
350
250
150
50
Oo Dili No Votes
Series1 933 36 39

About 92.56% agreed that they have comfortable working conditions, 3.57% disagreed, and 3.87% were undecided.
Positibong Komento:
 I love my own work.
 Tama kag kondisyon at komportable.
 Kay dili ka pasagdan sa imong leader tudluan kag pag-ayo sa imong trabaho.
 Kay makatabang sa among panginahanglan.
 Kailangan maayos and kondisyon lagi.
 Dungag kaalaman, naay nakat-unan og binipisyo
 Komportable
 2. Komportable ang
kondisyon sa akong
Negatibong Komento: ginatrabaho

 Dili kay init kaayo kulang me ug fan.

 Kulang kaayo among fan sa area ga tulo2x among singhot labaw na ang mask pirmi mabasa
 Dili, kay inig pasko gamay ra ilang delata ginahatag.
 Kulang among fan init kaayo.
 Napakainit na assign man ako sa scan marine hindi mo maiwan na napakainit.
 Slide ang salog.
 Ok kaayo akong mga kauban pero naa jud nagpabiling tampalasan.
 Dili, Tungod sa kainit sa packing area.
 Init kaayo sa retort pouch.
 Dili kay lisod kaayo sa amoang kahimtang kung magreklamo mi dili mi paminawon dapat wala
naning survey ninyo kay dilikado ang butcheran.
 3. Patas ang pagdala sa mga
trabahante
1100
900
700
500
300
100
Sa Kooperatiba Sa Kompanya
Oo 987 983
Dili 20 21
No Votes 1 4

About 98% experienced fair treatment from the cooperative and company towards its workers, and the remaining 2% disagreed and undecided.
 Positibong Komento:
 Para maayo ang kumunikasyon sa kompanya.
Ok ang management, proper oriented.
Okay lang man.
Kay lihukon dayun nila pag naa kay concern sa imong trabaho or sa katrabaho
Kay makapalit og sud-an.
Oo naman dahil po sa maayos.
Maayo man sila tanan.
 3. Patas ang pagdala
sa mga trabahante
Negatibong Komento:
 Kay mas ginapaburan nila ang mga regular kaysa trabahante.
 Dili patas ang kooperatiba kay naay pinalabi
 Dili kay alternate among duty sa mga crew, key personnel lang
ang straight duty.
 Ok man pero naa pud gapadala sa pabor.
 May man ang kooperatiba pantay ilang tan-aw sa tao, ang taga
kompanya tan-aw nila kabaw mi kay paghuman sa among trabaho
ibalhin dayon mi.
 4. Ginadayeg ang maayong resulta sa pagpanarbaho ug
kung naay dili maayo sa pagpanarbaho aduna'y madawat
nga feedback gikan sa

1100
900
700
500
300
100
Line Coordinators Senior Supervisors
Oo 988 936
Dili 18 64
No Votes 2 8

95% were praised for good work, and if there is something wrong with the work, feedback is received from line coordinators and senior
supervisors, while the remaining 5% doesn’t feel it.
 Positibong Komento:
 Gina-assist ang lahat na trabahante
 Aron maging aware sa mali nga trabaho.
 Wala ko gabinuang sakong trabaho.
 Oo dahil maganda ang pagdala sa amin.
 Kailangan kung unsay mali, advise lang sa coordinator.
 Mas ok man nga isulti nato atong mga saloobin.
 4. Ginadayeg ang maayong resulta sa
pagpanarbaho ug kung naay dili
maayo sa pagpanarbaho aduna'y

Negatibong Komento: madawat nga feedback gikan sa Line

coordinator og supervisor

 Wala giadayeg sa mga maayong resulta pero ang dili maayo dali
ra kaayo ang feedback wala ginalantaw ang kahago sa tao.
 Wala ginadayeg bisag mudako pag output ninyo highlights
gihapon ang mga mali.
 Kay mali mali ang dagan maong makasab-an.
 Kasab-an jud tas IR pa, pero pag maayo ginabuhat bisan thank
you wala jud.
Kung masayop ka sa imong kompanya makadawat jud og dili
maayo sa admin
 5. Bilang isa ka trabahante kabalo ko sa akong
responsibilidad ug kabalo ko sa unsa ang
maayong pagahimuon para ma-improve kini

1100

900

700

500

300

100
Oo Dili No Votes
Series1 994 8 6

Almost all of them know their responsibilities and how to improve them.
 Positibong Komento:
 Gina-assist ang lahat na trabahante
 Aron maging aware sa mali nga trabaho.
 Wala ko gabinuang sakong trabaho.
 Oo dahil maganda ang pagdala sa amin.
 Kailangan kung unsay mali, advise lang sa coordinator.
 Mas ok man nga isulti nato atong mga saloobin.
 5. Bilang isa ka trabahante
kabalo ko sa akong

Negatibong Komento: responsibilidad ug kabalo ko sa

unsa ang maayong pagahimuon
para ma-improve kini

 Teamwork unta dili kay sinaligay nalang

 Pero ang uban mali gihapon sa ilaha bisag maoy

gitudlo sa imoha
 6. Malipayon ug kontento ko sa
900
500
100
Kooperatiba Kompanyang gi- Pagdumala sa Line Supervisor sa
natrabahuan Coordinators Kompanya

Series1 1 NaN NaN NaN

Oo 993 986 996 NaN
Dili 15 21 12 NaN
No Votes 0 1 0 NaN

97% were happy and content about the management of the cooperative, company and line coordinators, while around 3% were unhappy and not contented.
Positibong Komento:
 Malipayon ko sa pagdala sa kompanya tungod kay ginatudluan ka sa maayong
pamatasan sa trabaho
 Enjoy kasama lahat na trabahante, tulungan kapwa empleyado
 Okay lang
 Kay tungod maayo ilang pagdumala sa ilang mga tao o trabahante

 Kay kontento ko sa kooperatiba

 Masaya ako at kontento sa trabaho
 Maayo ang benepisyo
 Pa issue me bag-o nga butas
 More pa na kakugi
 Maayo man sila tanan.
 6. Malipayon ug kontento ko
sa kooperatiba, kompanya
Negatibong Komento: gina trabahuan, pagdumala
sa line coordinator

 Wala nila ginadayeg o ginalantaw ang mga ginabuhat sa tao na

maayo ang gamay na mali grabi ang kasaba
 Maliban lang sa kauban nimo sa trabaho kay naay uban ng
pahambog murag siya ang teamleader sa linya segeg kasuko murag
naunsa
 Walay payslip ang 13th month pay, kinahanglan pud namo mabal-an
ngano ing-ato ra among nadawat kay sa uban nako natrabahuan naa
payslip ang 13th month
Dili tungod dili na tao ilang tan-aw sa amoa kabaw na.
 7. Gasalig ug kampante ko sa
kakayahan ug kalig-on sa
1100
900
700
500
300
100
Line Coordinators Supervisor sa Kooperatiba Kompanya
Kompanya
Oo 995 933 996 991
Dili 10 73 9 14
No Votes 3 2 3 3

97% were confident and complacent with the ability and strength of the line coordinators, supervisors, cooperatives, and company, while the
remaining 3% were not confident and complacent.
Positibong Komento:

 Kay naay kooperasyon ang bawat team

 Stay strong PBCC

 Kay maayo ilang pagdumala sa katawhan
 Abtik og teamwork mi sa trabaho
 7. Gasalig ug kampante ko
sa kakayahan ug kalig-on
Negatibong Komento: sa coordinators, supervisor
sa kompanya, kooperatiba

 Dili kabalo musabot

 Gadepende sa akong nasinati
 8. Aduna'y maayong pagtinagdanay
ug tinabangay sa teamwork sa

900

500

100
Kauban na trabahante Line Leaders
Series1 1 NaN
Oo 984 997
Dili 21 7
No Votes 3 4

About 98% believe that there is good cooperation and teamwork among its co-workers and line leaders, while 2% disagree.
Positibong Komento:

 Respeto at laging nakangiti

 Aron muhimong perfect ang trabaho everyday
 Kay magkasinabtanay man meng tanan
 8. Aduna'y maayong
pagtinagdanay ug
Negatibong Komento: tinabangay sa teamwork sa

 Usahay unfair sa akoa ug sa akong kaubanan kay dili pantay

ang pagdala sa amuang linya kay tungod kami batan-on kami ray
daog-daugon
Kay ang uban segeg kasuko nga wala man unta gi-unsa
mangialam sa trabaho sa uban segeg yawyaw wala sa lugar
Usahay dili, usahay oo
Naay uban nasobrahan sa kamaldita
Naa man trabahante nga gahig ulo isog pa sa among junior
 9. Komportable ko maghatag sa akong
opinyon o ideya na dili ko mabutang sa
alanganin o gunot.

1100

900

700

500

300

100
Oo Dili No Votes
Series1 991 15 2

98% were comfortable giving their opinion or idea so that they were not put in trouble, and about 2% weren’t.
 10. Sa panahon nga adunay mga disesyon
nga pagahimuon, ginapangayo ang ideya o
suhestiyon sa tao o grupong apektado niini

1100

900

700

500

300

100
Oo Dili No Votes
Series1 993 12 3
When there are discussions to be had, almost everyone believes that they have a chance to share their idea or suggestion with the worker or group
affected by it.
Positibong Komento:
 Aron makabalo pud sila sa ideya sa tao
 Aron makabalo pud sila kung unsa ang akong ideya sa trabaho
aron kini matrabaho nga maayo.
 Pero matabang lang gihapon ko kay trabahante man ko
 I-comment lang jud nako kung unsay akong mga ma-observe

Negatibong Komento:
 Usahay dili
 11. Pagdawat sa mga kabag-uhan sa
muabutay nga panahon o adlaw, lihog tsek
sa box na inyong napilian.
900

500

100
a. Andam ko nga mudawat sa b. Mudawat ko sa kabag-ohan c. Adunay pahgahimuon na d. Dili ko uyon sa kabag-uhan
tanang bag-ohon sa kompanya kong nakita nako nga kini para konsultasyon sa tanan bag-o i- kay kontento na ko
sa kaayuhan implementar ang mga kabag-
uhan sa pamaagi o sa
patakaran.

Oo 1000 998 994 937

Dili 5 6 7 48
No Votes 3 4 7 23

 Komento: Dili ko uyon sa kabag-uhan kung di maayo.

Almost everyone accepted changes in the future by the company, especially when they saw that they were for the better, and they believed that there would be consultation with everyone before
implementing changes in procedures and policies. As much as possible, they didn't accept the change because they were already satisfied.
 EMS (Environmental Management Systems)
1. Nagapatuman ba ug maayong pagsiparar sa
basura ang kompanya?

1100
900
700
500
300
100
Oo Dili No Votes
Series1 985 22 1

Almost everyone agrees that the company practices good waste disposal.
 2. Uyon ka ba sa programa sa kompanya sa
pagreserba ug tubig ug kuryente?

1100

900

700

500

300

100
Oo Dili No Votes
Series1 990 17 1

Almost everyone agrees with the company's water and electricity reservation program.
 OSH (Occupational Safety and Health)
1. Nakahibalo ka ba sa mga palisiya ug programa
sa OSH nga ginapatuman sa kompanya?

1100
900
700
500
300
100
Oo Dili No Votes
Series1 995 13 0

 Komento: Wala ko kahibalo unsay OSH

Almost everyone was aware of the OSH policies and programs implemented by the company, but 13 workers still didn’t know.
 2. Uyon ka ba sa pagpatuman sa kompanya may
kalabot sa OSH sa tanan nga trabahante, mga
kontraktor ug mga bisita?

1100
900
700
500
300
100
Oo Dili No Votes
Series1 988 15 5

Almost everyone agreed with the company's implementation of OSH for all workers, contractors, and visitors, and 15 workers disagree.
 3. Andam ka ba nga magtinabangay sa mga
patakaran ug programa sa OSH alang sa
kaayohan ug kahilwas sa tanan?

1100
900
700
500
300
100
Oo Dili No Votes
Series1 997 8 3

 Komento: Kay wala ko kahibalo unsay OSH.

Almost everyone is willing to cooperate with OSH policies and programs for the benefit and safety of all. And the rest won't cooperate.
 4. Komportable ka ba sa imong
tagsa-tagsa nga trabaho?
1100

900

700

500

300

100
Oo Dili Undecided
Series1 969 37 2

96% were comfortable in their respective jobs, and 4% weren't.

 4.A Kung dili, ngano?
Dili kaigo ang panginahanglon sa adlaw adlaw
 Dili ko komportable kay sige balhin balhin
 Salto ang uban manarbaho
 Init kaayo ang receiving area sa suyop sa init
 Bisag asa ra lang me ginabutang, dili na masunod among Job Description
Walay overtime
 4.B Naa ba kay sugyot o rekomendasyon
para mapaayo ang lugar sa imong trabaho?
Kung naa, unsa man?
 Karagdagang bentilasyon para sa aming area
 Ibalik and bugas kada bulan
 Dili kay walay ginapanghatag na delata
 Ang kaguot sa sulod, ug slide sa area
 Unta masolusyonan ang area kay perti jud kainit, salamat
 Init ang area
 Hinaot na mabalik na ang bugas na ginahatag kada bulan
 Among hangyo na maayos ang among oras kay gagmay among oras naay 7 hours

 Okay ang trabaho, kaso ang oras dili tama

 Dapat naka-on ang mga exhaust fan kay perting inita sa sulod
 Gina deduct sa amoa ang hagoromo pouch ipa pugos og pautang
 Continuation...
 Dapat kompleto among PPE kag wala me steel boots para sa among kaayuhan
 Tubig nga mainom sa sulod ibalik unta ug kabugnaw
 Tagaan ug Buffer ang RETORT ENGINEERING pag full blast para ma plastar ang lihokon para okay kaayo.

 Dapat naay espasyo na safe ang mga trabahante og koportable sa trabaho, dili unta ibutang sama bodega na
walay sakto na hangin ug uban pa.
 Kailangan bag uhon ang butas taman kay danlog na walay spike.
 Receiving , Perte kainit ilabina kung Day Shift unta masolusyonan. Thank you!
 Unta kung unsa ang balaod dili usab usabon kay maalangan ang amon isip as trabahante.
 Team Work dapat para hapsay ang trabaho.
 No alternate, kay mao na ang dakong rekomendasyon sa mga trabahante sa philbest.
 Wala na basta okay kaayo:)
 Butangi ug bangko ang sulod para pwede makapahuway kong kapuyon.
 Continuation...
 Mohangyo ko na unta butangan og exhaust fan ang among area sa case-up kay asta jud pagkainita
 More deep cleaning sa production kay hugaw kaayo
 Naa dapat ang mga sin sa terminal irepair para walay tulo
 Unta maayos ang mga salog kay danlog kaayo, dapat ang mga daan na botas dili na ipagamit kay magcause
og disgrasya
 Wala na okay kaayo ang lugar.
 Kinahangalan mag kasinabot.
 Wala na, okay na among tagsa tagsa nga trabaho.
 Okay na, wala nakoy rekomendasyon kay maayo ilang mga lugar sa trabaho.
 Wala na, okay na hapsay na ug unsay naa sa among tagsa tagsa nga trabaho.
 Continuation...
 Unta ilang tan-awon ang area sa receiving igang kaayo mao nakahatag sakit sa trabahante.

 Padakuan ang terminal or butangan og ceiling fan nga dako kay init kaayo ilabina og dayshift.
 Maayos na trabaho at maayos na pagdala ng mga tao.
 Wala na kay para nako okay naman tanan
 Wala gihapon mi mahimo ug naa mi isulti sa taga kompanya
 Wala kay kung naa pud dili ka paminawon sa taga taas.
 Unta mapangitaan ug sulosyon ang kainit sa receiving, makaya ang trabaho, pero ang kainit dili
makaya
SUMMARY:
POSITIVE NEGATIVE

 Efficient and Timely Service: The  Request 13th month pay slip for
officers and staff of the cooperative workers
provide efficient and timely services
to the canning workers. They are
prompt in addressing any concerns or
issues raised by the workers,
ensuring that their needs are met in a
timely manner.
 Supportive and Helpful Attitude:
1. Services of Officers and Staff The cooperative officers and staff
display a supportive and helpful
attitude towards the canning workers.
They are approachable and readily
available to assist the workers with
any queries or difficulties they may
have, fostering a positive working
environment.
SUMMARY:
POSITIVE NEGATIVE
 Fair Treatment and Equality:  Lack of Clarity
Cooperative policies often prioritize
fair treatment and equality among
 Policies are unclear,
workers. They promote a democratic leading to confusion and
workplace where each worker's voice misinterpretation.
is valued, leading to a more inclusive 
and respectful work environment.
 Work-Life Balance:
2. Coop Policies Cooperative policies can prioritize
work-life balance for canning
workers. By valuing the well-being
of employees, cooperatives may offer
flexible working hours, family-
friendly policies, and a focus on
employee health and happiness.
SUMMARY:
POSITIVE NEGATIVE
 Supportive and Collaborative  Working Condition:
Atmosphere: The working conditions in the
Philbest canning corporation has a Philbest are often uncomfortable
work environment that promotes
teamwork, open communication, and and unsafe. The temperature is
mutual support can foster a sense of excessively hot, and the lack of
3. Work contentment/happiness belonging and camaraderie among proper ventilation makes worker
canning workers. The workers feel difficult to breathe.
supported by their colleagues and
supervisors, it can enhance their
work contentment and overall
happiness.
SUMMARY:
4. Commitment and dedication drive
POSITIVE
 Pride in the Product:
Hurempco workers who take pride in the
quality of the products they produce tend to
be more committed and dedicated. They
understand that their work directly
contributes to the overall success of the
company, and they strive to maintain high
standards.
 Clear Communication:
Open and transparent communication
channels are essential for fostering
commitment and dedication. When workers
are informed about the company's goals,
expectations, and progress, they can align
their efforts accordingly. Additionally,
soliciting their feedback and involving them
in decision-making processes can further
enhance their commitment.
NEGATIVE
 Reduced Job Satisfaction:
Workers reassigned to different tasks
due to the slowdown made them feel
undervalued. It seemed like their
skills and experience were not being
fully utilized. The monotonous nature
of the alternate duties added to the
overall dissatisfaction to the workers.
It became tedious and demotivating.
 Reduced Productivity:
The sudden change in duties
disrupted worker’s workflow and
efficiency. It took time to adjust to
the new tasks, resulting in a decrease
in productivity.
SUMMARY:
 Initiative and Proactivity:
4. Commitment and dedication drive
POSITIVE NEGATIVE
Positive commitment and
dedication drive Hurempco
workers to take initiative and be
proactive in their work. They don't
wait for instructions; instead, they
actively seek ways to improve
efficiency, streamline processes,
and contribute innovative ideas.
They go above and beyond their
basic responsibilities to contribute
to the overall success of the
canning operation.
SUMMARY:
POSITIVE NEGATIVE
 Clear and Concise Instructions:
"The work instructions provided by
the client were incredibly clear and
concise. It made it easy for us to
understand what needed to be done
and ensured that we could carry out
our tasks efficiently.“
 Responsive Communication:  Authoritarian leadership style: Some
5. Work Instruction from client "We admire the client's supervisors and leaders may adopt an
responsiveness and willingness to authoritarian leadership style, where they
address any queries or concerns exercise excessive control, micromanage, and
show little trust in their employees.
related to the work instructions. Their
prompt and helpful communication
enhances our productivity and
minimizes errors."
SUMMARY:
POSITIVE NEGATIVE
 Environmental Management System:
The company's commitment to environmental
sustainability is impressive. The EMS ensures
workers follow best practices and minimize
negative impact on the environment.
 Occupational Safety:
“ Safety is a top priority in Philbest Canning
Corporation. The safety training and protocols are
thorough, and workers feel confident in their
ability to perform their job without unnecessary
risks. The safety equipment provided is top-
6. Environmental Management System, notch. Workers appreciate that the company
invests in their well-being by giving them the
Occupational Safety and Mental Health tools they need to stay safe on the job.
 Mental Health:
The company's and cooperative’s focus on mental
health is refreshing. They provide resources like
counseling and stress management programs,
which show that they genuinely care about our
well-being. The open-door policy and supportive
work environment make a significant difference in
worker’s mental well-being. Workers feel
comfortable discussing any concerns or challenges
they may face.
Recommendation and Action Taken:
NEGATIVE
 Request 13th month pay slip for
workers
SERVICES OF OFFICERS AND STAFF
RECOMMENDATION
 Generate pay slip for 13th month
pay:
Operation coordinators will
request individual print-out of
13th month payslip for workers to
accounting department on or
before releasing of 13th month
pay.
Recommendation and Action Taken:
NEGATIVE RECOMMENDATION

 Insufficient individual worker’s  Submission of budget proposal

budget for free PPE to the management:
Operation coordinators will
COOPERATIVE POLICIES
prepare budget proposal for
increasing individual’s budget
for free PPE to the management.
Recommendation and Action Taken:
NEGATIVE
 Working Condition (the lack of
proper ventilation):
The working conditions in the
Philbest are often uncomfortable and
unsafe. The temperature is
excessively hot, and the lack of
proper ventilation makes worker
difficult to breathe.
WORK CONTENTMENT/HAPPINESS
RECOMMENDATION
 Engaging in Dialogue:
Workers can collectively approach the cooperative
management or the appropriate department to express their
concerns regarding the lack of proper ventilation. Open
and constructive dialogue can help raise awareness and
find solutions.
 Conducting Risk Assessments:
The cooperative can conduct regular risk assessments to
identify hazards associated with poor ventilation and
prioritize actions to mitigate risks and improve the
working environment.
 Seeking Expert Advice:
The cooperative can seek advice from occupational health
and safety professionals, industrial hygienists, or
ventilation specialists to evaluate the existing ventilation
system and recommend appropriate improvements.
 Implementing Corrective Measures:
Once the issues are identified, the cooperative should take
prompt action to address the lack of proper ventilation.
This may involve installing or improving ventilation
systems, providing personal protective equipment (PPE),
or implementing other necessary measures to ensure a safe
and healthy working environment.
Recommendation and Action Taken:
NEGATIVE
 Reduced Job Satisfaction: Workers
reassigned to different tasks due to the
slowdown made them feel undervalued.
It seemed like their skills and
experience were not being fully
utilized. The monotonous nature of the
alternate duties added to the overall
COMMITMENT AND DEDICATION dissatisfaction to the workers. It
DRIVE became tedious and demotivating.
 Reduced Productivity: The sudden
change in duties disrupted worker’s
workflow and efficiency. It took time to
adjust to the new tasks, resulting in a
decrease in productivity.
RECOMMENDATION
 Employee Feedback and Communication:
Encourage workers to express their
concerns and provide feedback regarding
the alternate duties assigned. Create an open
and transparent communication channel
where they can share their thoughts and
suggestions.
 Evaluate Workload and Task Distribution:
Assess the workload and task distribution
among workers to ensure fairness and
avoid excessive burden on individuals. If
necessary, consider redistributing tasks or
adjusting work schedules to alleviate any
undue stress or dissatisfaction.
Recommendation and Action Taken:
NEGATIVE
 Authoritarian leadership style: Some
supervisors and leaders may adopt an
authoritarian leadership style, where they
exercise excessive control, micromanage, and
WORK INSTRUCTION FROM CLIENT
show little trust in their employees.
 “ May man ang kooperatiba pantay
ilang tan-aw sa tao, ang taga kompanya
tan-aw nila kabaw mi kay paghuman sa
among trabaho ibalhin dayon mi.”
RECOMMENDATION
 Open Dialogue:
Foster a culture of open communication
within the cooperative. Encourage members
to share their concerns and experiences
regarding the authoritarian leadership style.
This can be done through regular meetings,
surveys, or suggestion boxes.
Recommendation and Action Taken:
NEGATIVE
 Authoritarian leadership style: Some
supervisors and leaders may adopt an
authoritarian leadership style, where they
exercise excessive control, micromanage, and
show little trust in their employees.
 “ May man ang kooperatiba pantay
ilang tan-aw sa tao, ang taga kompanya
WORK INSTRUCTION FROM CLIENT tan-aw nila kabaw mi kay paghuman sa
among trabaho ibalhin dayon mi.”
RECOMMENDATION
 Education and Training:
Organize workshops or training sessions on
effective leadership styles, emphasizing the
benefits of democratic and participative
approaches. Provide resources and guidance
to supervisors on how to cultivate a more
inclusive and empowering work
environment.
 Performance Evaluation:
Evaluate supervisors based on their ability
to create a positive and inclusive work
environment. Include criteria such as
communication skills, teamwork promotion,
and employee satisfaction in the
performance evaluation process.