Filipino psychology - FIlipino Employees
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Filipino psychology - FIlipino Employees

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This report is about how do a Filipino Act as an employee, how do a Filipino act as a manager ultimately describing the filipino inspired workplace.

This report is about how do a Filipino Act as an employee, how do a Filipino act as a manager ultimately describing the filipino inspired workplace.

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  • JUST A GLIMPSE OF WHAT HAVE BEEN DISCUSSED
  • NAME                   : PEDROSURNAME                           : GILAGE                        : 25SEX                          : MaleSkin Color             : TANHeight                    : 5'3"Hobbies                                : Surfing the netFavorite Food    : PritongGalunggongAKA : the typical Filipino Guy 
  • There’s no doubt that Filipinos are some of the most skilled and respected workers all over the world. In fact, thousands of Pinoys leave the country every year to work abroad as professional, skilled, semi-skilled, and technical workers. Today, there are 12.5 million Filipinos working overseas in different countries. Not only that, the continuing expansion of BPO jobslocally is a testament to their attitude at work. The demand for Pinoy workers will continue to grow because they have great qualities that local and foreign employers love. LikeJobs Philippines reveals the five great qualities of the Filipino worker in today’s blog post.# 1: Pinoys are competent and passionateFilipinos are hardworking, and their creative abilities make them survive the toughest situations. Apart from that, they’re easy to train and motivate them as long as they get recognition from what they do. Because many Pinoys take their jobs seriously, they usually take criticism about their work personally. The Philippine education system has been successfultraining competent and well-trained individuals who can succeed in different industries. In fact, the talent-level in the country is so high that others are forced to go abroad just to find a job. Apart from that, it’s normal for many Filipinos to render overtime work without pay just to finish a task.# 2: Filipinos can easily adapt to different culturesThe Philippines has been exposed to so many cultures that it’s almost second nature for Filipinos to get along well with foreigners. Pinoys working in call center jobscan communicate with Western customers without issues. The fact that there are millions of overseas Filipino workers (OFWs) right now proves the ability ofPinoys to adapt to different cultures and surroundings.# 3: Top-notch business English skillsFilipinos’ ability to communicate in English is highly regarded globally. In fact, in a study by Global English Corporation last year, the Philippines ranked first in the Business English category. This is the reason many BPO jobshave dominated the Philippine economic landscape in recent years. Right now, there are 1.3 million Filipinos who work directly or indirectly in the business process outsourcing industry. Although there are some countries with more affordable labor costs, their workers aren’t as good as Filipinos when using English communication skills.Again, the country’s cultural connection with the United States explains Filipinos’ ability to communicate in English. Children become exposed to the language at an early age, and most schools and government institutions use English as its official language. It’s also not surprising for Filipino families, especially those belonging in the middle-class, to use English at home.4. People-oriented professionalsFilipinos dominate the customer service industry because they’re naturally hospitable. In short, they love to make people feel comfortable all the time. This is also the reason Pinoys excel in call center jobs. Not only that, Filipinos’ natural talent to please people makes them excellent singers, entertainers, hotel staff, drivers, nurses, caregiver, and salespersons.# 5: Creative and resourcefulAnother reason Filipinos are in-demand both here and abroad is because they easily learn new skills. Truth is, it’s normal for Filipino professionals to reinvent a technique and make it even better. The Pinoys’ ability to adapt and make the best out of opportunities make them the ideal choice in the continuous expansion of outsourcing businesses in the country. Most Filipinos with call center jobsdon’t mind working in the graveyard shift as long they have a decent job that gives them a steady paycheck.Filipinos are respected in every industry they work for because of their work ethic and attitude. Companies and industries have barely scratched the surface when it comes to unearthing the abilities of the Pinoy professional.
  • A. Evolve from Ethnic Behavior of knowing that in numbers there is power.As if they are hunting, and they think that they most likely to land a job this way
  • Filipinos are known for being hospitable, but it’s not only the positive trait that Filipinos possess. Having been colonized by various countries, the Philippine culture, in effect, is mixed with Asian and Western influences. Thus, the Philippine culture is diverse and can be reflected in the our traits.Hard-workingFilipinos over the years have proven time and time again that they are a people with an industrious attitude. Sadly, this is seen by others as Filipinos being only useful as domestic helpers, working abroad to help their families in the country. This is also present in the country’s workforce particularly the farmers. Even with little support, technological weaknesses and the country’s seasonal typhoons, the Filipino farmer still strives to earn their daily meal.Even though the government provides small support to the country’s workers, many people choose to engage in micro businesses—the so-called sari-sari stores and tiangge, the Filipino version of local markets and ukay-ukay, or second-hand stores.Some would also pursue engaging in transportation with jeepneys, tricycles and such to offer low-cost transportation to the ever mobile masses.Though these are some examples on how Filipinos get by with everyday living, these work opportunities offer only minimum pay but Filipinos still pursue them in hopes of giving their children a decent life and proper education so they could elevate themselves to a higher standard of living.Strong family tiesIn the country the people put family ties and relations as one of their top priorities. Filipinos would do all they could to provide and sustain their respective families. This is present in Filipino festivals where they invite the whole family and in Sundays where they would make time to use it to spend the whole day for their families.You will find that it is common in the country to include the extended members not just the normal nuclear family. It is not unusual that in a single household it would reach up to ten members of a family living under the same roof. They value each other’s company, and everyone strives to provide for the whole and not just for them.Even grandparents still have an active role in the family. It is now the norm in the society that both parents are out working, leaving the care of their children to the lolos and lolas, especially if the family cannot afford to hire a nanny. Grandparents therefore become responsible for instilling into their grandchildren the values and morals they taught to their own children, further increasing the importance of the elderly in our society.HonestyBeing a hard-working people, the Filipinos are also honest. In general, they would prefer to work hard for an honest day’s pay than to find an easier way like stealing or cheating.As in the case of overseas Filipino workers or OFWs, they are mostly domestic helpers and though given a job which requires a lot of trust from the employer as they are left alone with their belongings or children, it is rare that Filipinos would do anything to betray or lose the trust that is given to them. We see so many Filipinos working in the homes of other families precisely because they can be trusted.But even in our own country, Filipinos have displayed honesty in various forms, may it be from a taxi driver returning a dropped phone or wallet. Filipinos would choose to do the right thing, though sometimes this is not necessarily true.ReligiousThe Philippines is one the most religious countries in world, particularly in Catholicism and Islam. Families would encourage and strengthen the values of their children and would at least have one day a week for worship and at the same time strengthening family ties.Religion is the foundation of most of the country’s morals and values and sometimes, the church greatly affects the minds and opinions of the general populace, affecting its decisions. Sadly, this also applies to the government as they are troubled by whatever the Church’s stand is in every matter, as people see their opinion to be the “right” one. Thus, many of our politicians go with whatever the Church says, fearing that they would lose vote if they go against it.ResiliencyThe Philippines is a hotspot for disasters, natural and otherwise. Couple that with poverty, and one would think that Filipinos have the most reason for being a depressed people. However, we have demonstrated time and again that Filipinos can bounce back from a tragedy, emerging stronger and better than before. In the middle of a disaster, Filipinos can still manage to smile and be hopeful that the next morning brings new hope.We have shown the world that by working together as a nation, we have what it takes to recover from a bad situation. This is something that all of us should be proud of, no matter where in the world we are.With all of these good traits (and more!), one would really be proud to say, “I am a Filipino.”Filipinos have shown the world that by working together, we have what it takes to recover from a bad situation—and this is a trait that we should all be proud of.
  • In the hierarchy of values, the sensory values refer generally to what is pleasant and unpleasant, of technical and luxury values. Next to that are the vital values of what are noble and vulgar and these are what we called the values of civilization. The spiritual values of justice and injustice, of truth and falsehood and our appreciation of beauty and ugliness are the next to sensory and vital values. The highest are the values of what are holy and unholy. The spiritual and the holy values are values that refer to our being man and spirit. The above enumerated order or ranking of values are subjectively appreciated based on man’s concrete realization of the different kinds of values. Like hatred, it is a confusion of the heart for it wrongly changes the ranking of values. According to Scheles, what is good (positive) and evil (negative) cannot be found in the ranking of values but rather in their realization. An action is good if it chooses higher positive value rather than a lower or a negative value. In like manner, an action is evil if it prefers a lower or negative value instead of a higher or positive one. Logically, without action and man who act on it there is actually no moral good or evil will happen. Hence, moral values are actually personal values for they came from man himself. If what is good is actually a realization of higher values, what is spiritual and holy refer to our person. And if evil is the realization of lower values, the sensory and the vital values can be likened to animals. Therefore, good values enhance our being a person while evil degenerate our humanity. At the end, the moral act of doing good and evil is based on man and not on any moral authority. Through a model person, values derives an ‘ought to do’ and without a man to be emulated or modeled upon there will be no standards, norms, responsibility or obligations. In moral values, nothing can make a man good but the intuition of those exemplified by a model person whose love invites other to follow. Model persons are the way of value transformation of man in our society today.
  • Utangnaloob (indebtedness) Negative, because one overlooks moral principles when one is indebted to a person. One who is beholden to another person will do anything to please him, thinking that by doing so he is able to repay a debt. One condones what the other person does and will never censure him for wrongdoing. Positive, because it is a recognition of one's indebtedness. This trait portrays the spirit behind the Filipino saying, "He who does not know how to look to the past will never reach his destination."
  • 1. CORE VALUE/KAPWA (Shared Identity)2. PIVOTAL INTERPERSONAL VALUE/PAKIRAMDAM (Shared Inner Perception)3. LINKING SOCIO-PERSONAL VALUE/KAGANDAHANG LOOB (Shared Humanity)5.CONFRONTATIVE SURFACE VALUESBAHALA NA/FATALISTIC PASSIVENESSLAKAS NG LOOB/COURAGEOUSPAKIKIBAKA/CONCURRENT CLASHES6. SOCIETAL VALUESKARANGALAN/DIGNITYKATARUNGAN/JUSTICEKALAYAAN/FREEDOM
  • Cultural Issues When Hiring Someone in the Philippines  Staff.com is a global hiring platform, but many of the staff we have are from the Philippines.Why do we have so many people in the Philippines? Filipino people have a great combination of English skills and work attitude. Most Filipinos are dedicated, loyal and willing to do a great job.If it’s your first time working with someone in a different country, you might notice some cultural differences.Here are some tips on how to make it work successfully. Filipinos are non-confrontationalIt’s a personality trait of many Filipinos that they might not want to broach a difficult subject directly. For example if they have a hard time doing a job they may find it difficult to tell you about this. They will keep trying to do it without telling you about their issue. It’s important to create a feeling of trust in your company where they feel they can tell you anything.One of the things that I do internally is that I actually tell my staff that it is their job to disagree with me, at least sometimes. If they never disagree with me then they are not fully doing their job. This culture of open disagreement is hard to get started but will help immensely in making sure that all issues are openly discussed.On the flip side, their culture means that Filipinos are often very polite, conscientious, and cooperative which can make them a pleasure to work with.More positive than negative feedbackThis advice does apply to any culture. People love to receive positive feedback. If you are constantly providing negative feedback and never any positive this will cause morale problems in your organization. Try to give 3 times more positive than negative feedback. Preface any negative or corrective statement with something positive.Documented business systemsIt’s essential whenever you start with someone new that you give them exact instructions on what they should be doing. You cannot just say to them “optimize my website” or “promote my business”. This kind of approach is not likely to work unless you have hired a very experienced staff (and even then it’s still best to go into detail on what you expect, no matter how experienced that staff is).You will need to create systems and processes in your business with precise step-by-step instructions. Your staff can help you to further develop and improve these processes but it’s probably unrealistic to expect them to start creating these processes from scratch.Training and developmentIn any employment relationship it takes time for a new employee to learn about the business, how things work and also for them to improve their skills. Spend time on training and development. Specifically, make sure that your new team members are trained on the exact processes they need to follow. Encourage a culture of learning and constant improvement in your business.Filipino EnglishThere are some English phrases that have caught on in the Philippines that you probably would never encounter in the US or UK. One time they sent me an email with the phrase “more power” which, to me, sounds strange. You can correct these minor mistakes and encourage them to copy U.S. English especially if they are communicating with clients.Build up their confidenceOne of the Filipino traditions in the workplace is to call their superiors “Sir” or “Ma’am”. This is something that we discourage at Staff.com because we want everyone to treat each other as equals. A Filipino staff working for you might not feel completely confident at first, and may call you “Sir”. Chatting with them informally will break this barrier and help build up their confidence in being able to relate with you one-on-one.Get to know each other on an informal basisSo you’ve hired someone from the other side of the world. It’s important to realize that they are human beings as well, with real human needs. It will make a big difference to your long-term working relationship if you can get to know each other, even virtually. Meeting in person is ideal, but chatting with them regularly on Skype is a great alternative to forming bonds. Share a little about your personal life and make sure that your communication with them is not only about work but also about life. - See more at: http://www.staff.com/blog/cultural-issues-when-hiring-someone-in-the-philippines/#sthash.Kzt44YZ4.dpuf
  • Utangnaloob (indebtedness) Negative, because one overlooks moral principles when one is indebted to a person. One who is beholden to another person will do anything to please him, thinking that by doing so he is able to repay a debt. One condones what the other person does and will never censure him for wrongdoing. Positive, because it is a recognition of one's indebtedness. This trait portrays the spirit behind the Filipino saying, "He who does not know how to look to the past will never reach his destination."
  • Filipino professionals and skilled workers are considered by many as among the most hard working, efficient and loyal workers in the world.Over the years, Filipinos have journeyed to many parts of the world to work as professionals, skilled, semi-skilled and technical workers. Nine million Filipinos are spread around the world working in every imaginable jobs, thus sometimes earning the distinction as a global worker. In a nutshell, the demand for Filipino workers stem from some widely-recognized attributes, namely:Strong will to succeed . Generally able to rise up to the occasion when given responsibilities.English Language Facility . Better English communication skills compared to many other nationalities in same category.Family Oriented . Considers work as sacrifices he does to offer a better life to the family.Good Work Ethics . Possesses an inherent capacity for hard work, diligent and well-disciplined.Good team player . Is generally friendly and has a positive outlook in his relationship with other people and co-workersInnovative Worker . Many possess diverse skills and are easily trainable. Ha penchant for finding solutions to problems and challenges.People-Oriented. Can easily adjust to foreign culture and work environment. Has a sound temperament and can cope with the demands and pressure of his work.Warm and Caring. Excel and is recognized worldwide for professions and competencies that require people oriented service and care.    Things about Filipino workers that make them attractive to potential employers from all over the world The distinctive characteristics of Filipinos comprise the main reason why they are preferred by many foreign employers. Below are some of the general traits of Filipinos that are evident in their working habits:   Passionate - Filipinos generally put passion into their work. They love to tackle their jobs especially if they feel sufficiently recognized and compensated for their efforts.Competent - Filipinos are well-trained in their respective fields. A lot of Philippine citizens have even gained international acclaim in various fields. They are generally capable of meeting high standards and comply with strict regulations in the performance of their duties.Industrious - Philippine workers are used to overtime work. It is even a common practice to stay beyond work hours just to finish a task. And some do not do it just for the money but just for the desire to go home with a sense of fulfillment of having accomplished much for the day.Competitive - Filipinos are naturally competitive. This trait can be seen in their love for various competitions including sports, academic excellence and career advancement.Resourceful and creative - Being lacking in many aspects, Filipinos have mastered the art of resourcefulness and creativity. Time and again, they have proven that necessity is indeed the mother of invention. This typical Filipino character is evident in a lot of improvised devices, makeshift dwellings and do-it-yourself equipment that are prevalently used particularly in impoverished provinces.Innovative - Filipinos generally like to think that there is always a better way to do things. Thus, coupled with the two previously mentioned traits, they often spearhead and implement innovative ideas designed to improve work flow and processes.With these personal traits and professional characteristics commonly seen in Filipino workers, it is clear why many countries have embraced them into their workforce. By employing Filipinos, these countries can maximize their manpower investment and get quality labor force at competitive costs.
  • Why Filipino go Overseas?INCOME!CAREER GROWTHMUCH BETTER GOVERNMENT
  • Underlying life in the Philippines are cultural values of social propriety, camaraderie, modesty, and gratitude. In their most noble form, these values bind Philippine society together. In the workplace, however, they can provide complex challenges, particularly for foreign employers.  An important part of Philippine culture is pakikisama, which in general means togetherness, camaraderie or what sociologists call the need for people in the Philippines to maintain smooth interpersonal relations. The prevalence of pakikisama is one of the reasons that the Philippines is seen as such a friendly country. People tend to smile and engage in fun, casual conversation.In the workplace, this can have a positive effect with friendly, helpful employees working together as a team. It can also create problems. According to sociologists, pakikisama requires yielding to group opinion – something akin to what is known as peer pressure in western society. If there is widespread wrongdoing in a workplace, innocent employees can be reluctant to report the problems because of its effect on pakikisama.Interestingly, a study conducted by the University of the Philippines found that dock workers at Manila harbor with fewer skills but a high level of pakikisama were more valued employees than those with greater skills and a lesser ability to get along with co-workers.Linked to the concept of pakikisama is the universal avoidance of shame, or hiya. But hiya is a more complex concept than simply shame. The anthropologist Frank Lynch defined it as “the uncomfortable feeling that accompanies awareness of being in a socially unacceptable position, or performing a socially unacceptable action.” Hiya is not generally associated with private shame. It is shame in the context of a person’s peers or social group.The implications of in the workplace can be profound. Employees might be reluctant to ask questions of their supervisor due to hiya. Employees who are disciplined or admonished in front of their co-workers – a common practice in some societies – might have an extreme reaction in the Philippines. It is not simply the act of being corrected that causes offense. It is being shamed in front of one’s peers that is a grave breach of custom.Like pakikisama, hiya does not operate on an established universal code of right and wrong. It is defined by the group. In corrupt government agencies, pakikisama dictates that small bribes and acts of corruption are acceptable so that underpaid government workers can make more to feed their families. To report a co-worker for such an act, and risk having them lose their job, is to violate pakikisama and to behave walanghiya(without shame). The same practice applies in corporate environments where corrupt or unethical practices might be taking place.One of the most common tools in business for dealing with issues of pakikisama and hiya are the use of euphemisms. Among westerners, many of whom come from societies that are very direct, getting a straight answer out of an employee in the Philippines can be perplexing. Traditionally, an employee in the Philippines would be unlikely to state a strong negative opinion to a supervisor.In his book Understanding Filipino Values, a Management Approach, Tomas D. Andres describes it this way: “Foreigners have frequently pointed out that equivocation, ‘white lies’, and euphemistic discourse to avoid unpleasant truths are characteristically Filipino, making an attempt to not embarrass or displease other persons. The Filipino anticipates and gives the expected answer, avoiding if possible a negative reply. Hence, a question by a person seeking a positive answer concerning for example the quantity of payment for services rendered will invariably be answered with ‘It’s up to you.’ ”Another common practice in the workplace to maintain pakikisama and avoid hiya is to use a go-between in order to discuss sensitive issues. In government agencies, this is manifested as “fixers” who can negotiate the sensitive problems of the applicant and the price being charged by the government employee without fear of anyone being shamed.In the workplace, a request for a salary increase, or the discussion of a problem, might be relayed to a supervisor through a go-between. This often seems odd to westerners who consider issues such as salary increases to be confidential. The inappropriate response is: “What business is it of yours whether or not he deserves a salary increase?” A more appropriate retort would be: “I will need to discuss that with him directly.”Probably the most complex cultural trait for foreign business people in the Philippines is utangnaloob. Defined by some as “debt of gratitude,” it has also been called “a debt of the inner self” or more cynically as a “circle of debt”. Westerns sometimes misunderstand utangnaloob as simply receiving a favor and then returning a favor, characterized by the phrase “I owe you one”.Utangnaloob is a much more complex concept than the simple exchange of favors. The amount of gratitude that must be expressed in returning a favor is not clearly quantified with utangnaloob. Favors must be repaid with interest and over a long period of time. This showing of gratitude can be very demanding and repayment of this debt is not optional.Utangnaloob can be seen in large and small ways across Philippine society. Philippine historians believe that many of the disadvantageous provisions of the country’s independence from the United States in 1946 were the result of utangnaloob. Philippine negotiators felt a debt of gratitude after the United States liberated the country from Japan and did not press on some key issues. On a smaller scale, parents who have sacrificed to put a child through university can expect a lifelong debt of gratitude.In the workplace, utangnaloob has broad implications. Family pressures to repay a debt of gratitude can drive employees to unethical behavior. Outsiders can seek repayment of favors from employees through acts detrimental to the company. Employers who give a salary increase based on merit might find they are receiving gifts from that employee who sees it as their obligation to repay what they perceive as an act of kindness.A westerner should enter into this complex, unending spiral of favors with caution. As the author Mary R. Hollnsteiner notes her in her book, Reciprocity in the lowland Philippines: “One cannot actually measure the repayment but can attempt to make it, nevertheless, either believing that it supersedes the original service in quality, or acknowledging that the reciprocal payment is partial and requires further payment.”
  • A Filipino farm manager working in the region of Otago in New Zealand was honored this month for having “contributed immensely” In ensuring high production, staff solidarity, and farm efficiency.
  • INTERCULTURAL MANAGEMENT - PHILIPPINESBeing a Manager in the PhilippinesThe business set up in the Philippines is hierarchical. Intercultural management needs to take into account the need to maintain a formal manner and pay strict attention to titles, positions, and hierarchical relationships. Expect to find many gatekeepers whose job is to protect the schedule of and limit access to the ultimate decision maker. In this relationship-driven culture, you will find it easier to make the proper contacts if a third party who already has a relationship with the decision maker makes the introduction.Filipinos avoid behaviors that would make either party lose face. This leads to an indirect communication style, so carefully watch facial expressions and body language. This is a country where a smile may mean many different things, not all of them positive.Role of a ManagerCross cultural management, when working in the Philippines, will be more successful when bearing in mind that each person has a very distinct role within the organization and management would not be expected to consult with lower-ranking individuals when decision-making.In the Philippines, as in other hierarchical societies, managers may take a somewhat paternalistic attitude to their employees. They may demonstrate a concern for employees that goes beyond the workplace and strictly professional concerns.Approach to ChangeThe Philippines’ intercultural adaptability and readiness for change is apparent but because tradition is valued, change is not readily embraced simply because it is new.Approach to Time and PrioritiesDeadlines and timescales are fluid in the Philippines. Patience will play an essential part in successful cross cultural management.While timescales and deadlines need to be set well in advance and reiterated carefully, it should be understood that these will be viewed as flexible. Successful cross cultural management may require some degree of patience.Global and intercultural expansion means that some managers may have a greater appreciation of the need to enforce timescales and as such, agreed deadlines are more likely to be met.Decision MakingAlthough many businesses retain hierarchical structures, decisions are often made after reaching a consensus of the stakeholders. Few individuals have full authority to make binding decisions concerning anything but mundane matters.Teamwork is becoming increasingly important in most organizations. The best ideas and solutions often come from having many people meet to discuss an issue.Filipino managers will praise employees, although not generally in public. Subordinates expect their efforts to be recognized and rewarded. Most Filipinos are suspicious if praise is excessive or undeserved.Boss or Team Player?This is a hierarchical culture where rank has its privileges. Decisions are reached at the top of the company, although a great deal of time is spent building consensus prior to reaching the decision. Managers are expected to provide their subordinates with detailed instructions that cover any eventuality. Since they do not want to lose face (or have shame), many Filipinos are hesitant to ask for clarification if they are uncertain about a task. Therefore, it is a good idea to use written instructions to supplement verbal communications whenever possible.Managers adopt a paternalistic role towards their subordinates and guide them in both their business and personal lives. Subordinates expect to be praised for a job well done, and public praise is extremely important as it heightens their self-respect. Criticism, however, must always be done in private and must be handled diplomatically, being careful not to make the subordinate lose face so some intercultural sensitivity will be necessary.Communication and Negotiation StylesWait to be told where to sit. This is a hierarchical culture and quite often seating conforms to the rank of the people involved. You may never actually meet with the decision maker or it may take several visits to do so. Decisions are made at the top of the company. Filipinos avoid confrontation if at all possible. It is difficult for them to say "no". Likewise, their "yes" may merely mean "perhaps". At each stage of the negotiation, try to get agreements in writing to avoid confusion or cross cultural misinterpretation. Decisions are often reached on the basis of feelings rather than facts, which is why it is imperative to develop a broad network of personal relationships. Do not remove your suit jacket unless the most important Filipino does.EXAMPLES!~!Hello!Let me email my team and ask their permission if they would like to provide us with their answers. Unfortunately, I only have mine to provide which was basically drawn from Mr. Q's and my father's observations.My dad has worked both abroad and locally in the Philippines for different engineering companies as a manager. His comments are slightly different from Mr. Q's. Dad took it to the next level so his comments are quite deep. He really got into it Corporate Culture and Practices: Management Styles in the Philippinesby Cali4Nia's DaddyMy comments to Mr. Q’s observations are detailed as follows :-Most of the old companies did employ a “paternalistic style of management. This style evolved out of the feudal system where a landlord took care of all the needs of the tenant farmers in his estate. Being a feudal set up the management style was essentially highly authoritarian and paternalistic because of the all encompassing role played by the landlord. This practice was carried over when the landlord and his descendants shifted from agriculture to industry. Having the capital to do so, the landlord set to establish companies bringing over the style of management he has been used to. With the “paternalistic” style , management became personal as the upper echelon officers were looked up to fulfill the role played by the traditional landlord. With the influx of modern management practices, this style of management is slowly fading away from the scene.-Deeply ingrained in Filipino culture is the practice of “galang” or respect. This is the result of the definition of rights and obligations which are inherent in the structural positions of individuals in the kinship system, Respect is often expressed in courteous language and action. -Harsh or blunt speech is a sign of disrespect and is therefore frowned upon. Too harsh or too blunt a speech would subject a Filipino to “hiya” or shame or embarrassment. This would strike at his “amorpropio” or feeling of self esteem which could be considerably lessened in the eyes of his peers. When this happens, a violent reaction may result from the injured party . It is because of this unpredictable reaction when a Filipino’s self esteem is trampled upon, no matter how trivial it may be , that courteous language is resorted to. -Criticism maybe resorted to using polite language or in a round about manner. Being brutally frank, as maybe done in the West, may trigger a negative reaction. An extension of this “galang” practice is that as Mr. Q observed, there is plenty of protocol in a Filipino company. -Being too familiar with a person in authority is a sign of disrespect – such as calling them or addressing them by their nicknames. Always a certain distance is put between a superior and the subordinate and the protocol of addressing superiors as “sir” or “Ma’m” is the expression of this “galang” system. -The American practice of insisting on being addressed by their nicknames even among new acquaintances just does not sit well and goes against this cultural trait of Filipinos. Even the English people are not comfortable with this practice. To them, a long acquaintanceship is a necessary pre-condition to entitle one to call another by his or her nickname.-In any Asian culture, saving face is very important. In the Philippines, there are 3 basic aims that motivate and control Filipino behavior and the most important of these 3 is social acceptance. -The others are economic security and social mobility. When one loses face, his social acceptability diminishes considerably, thus saving face is very important. Hence having a graceful exit from an embarrassing situation is highly desirable. Out of this trait grew the “go-between” or “lakad” practice where a third party is tasked in the solicitation of favors. In case of a rejection, the solicitor’s face is saved because the rejection is not made straight to his face. -The furtherance of smooth interpersonal relationships is another important fact of Filipino behavior. Coupled with the Filipino concept of “amorpropio” which is akin to self esteem and the concept of “hiya”, these value notions are often noted in the manner by which a Filipino avoids straight forward interpersonal verbal encounters. An average Filipino therefore would prefer not to disagree especially with superiors, than take the risk of being offended. To a Filipino, saying “ yes” could mean a number of things, such as :· He does not know· He is annoyed· He wants to impress· He wants to end the conversation· He half understood what is being said· He is not sure of himself· He thinks he knows better than the one speaking to himSome structural and bureaucratic characteristics of Filipino corporations· There is a high degree of inequality between the salaries of management and rank and file employees. In developing economies like the Philippines, there is a relative shortage of top echelon managers and a surplus of formally trained and educated employees. Such an imbalanced supply and demand situation will result in high salaries for top level executives and low wages for rank and file workers. Secondly, business enterprises in the Philippines are largely owned by families or controlled by small groups of individuals who are often related to each other. In these establishments, executive positions are parceled out to members of the family or controlling group who invariably receive inflated wages and all sorts of emoluments. The excess of their actual incomes over the true market value of their services are, in effect, profits in disguise and an important contributory factor to the highly skewed distribution of wages in local establishments.Third, in Philippine society where social acceptability is of prime importance, certain individuals are willing to accept appointments to positions that carry high status and prestige even if the wages are pitifully low.This practice is acceptable in our society. If employees are willing to accept high status and prestige as part of their incomes, then their monetary wages will be low.· The administrative hierarchy of local firms have typically more levels in terms of status or rank categories, There is a fine distinction between “Senior Asst. Vice –President” and just plain “Asst. Vice-President”, between senior and junior clerks. This again is as a result of the premium placed on status by the average Filipino employee, a trait which in turn reflects the high status orientation in Philippine society.· Another distinctive characteristic of local companies is the typically large supervisory and management components of the total workforce. This translates into a lower span of control (less employees per supervisor). A lower span of control is a reflection of the highly personalistic and authority based control systems that are typical in Philippine organizations as opposed to the predominantly administrative and mechanized systems found in industrialized societies.· There is a high degree of centralization of decision making and control.This is a direct reflection of certain aspects of Filipino social structure and processes. Filipinos are socialized primarily for participation in groups that have basically small, simple, and personalistic.. It is only in members of one’s small group that one finds a satisfactory level of trust and support. The Philippin social system has not generally prepared the superior to share authority with other people than those belonging to his small group of relatives and friends, nor subordinates for exercising such delegated authority.Even within this small trusted group, authority tends to be highly structural with one individual making most of the decisions. Thus, the high level of authoritarianism in local companies.· Research and development activities among local companies tend to be minimal considering the present stage of scientific and technological development which is characterized by the use of techniques and processes that have been developed in the industrialized countries.· One typically finds in Philippine companies a good deal of search activities. The reason is that in developing countries like ours, there is typically a dearth of reliable published business, economic, and social data making it necessary for organizations to produce their own data requirements, Because of the absence of credit bureaus, financial and marketing firms are constrained to search out credit information on prospective clients on their own.· Organizations in the Philippines, as in many other societies in the process of modernization, tend to be highly formalized in terms of their activities and institutional arrangements. As a general rule, persons of authority are addressed by their formal titles or by some form of respect.· The title of American executives reflect an emphasis given to tasks or functions performed while the titles given to Filipino managers stress rank and status and give very little indication of the nature of the job performed. For example, such titles as “Investment Officer” and “Trust Officer” are commonplace among American banks while titles such as “Assistant to the President” and “Technical Assistant” are preferred by local institutions.These clearly indicate that American organizations generally stress functional division of labor as the basis for assigning titles while Philippine organizations place greater emphasis on status, social acceptability being a prime consideration of Filipino behavior. The Philippine government bureaucracy is especially notorious in this respect.· Philippine organizations as a rule rely on the threat of punishment as a mode of control. This stress on the stick rather than the carrot as a means of encouraging behavior consistent with organizational objectives is characyeristic of social systems with high authority orientation.Emerging trends· There is now a shift in values among organizational participants – from personalistic , small group oriented values and motivations to others that are usually identified with modern industrialization. Society is a dynamic structure and constantly undergoes change.· Many reflective local business leaders have at various times sounded out the call for more professional management. Change in this direction is inevitable if companies are to survive.Through all these change processes, the imitation of Western models of organization will continue just as imitation of Japanese model and other models will continue as we go on with our trade relationship with countries other than the U.S . But these models will be subject to refinements to suit local conditions. C Cali,- Managment in the Philippines is very personal. People here take everything personally. You have to be careful of what you say and how you say it, especially criticism. If you are used to the Western style of management, the work environment in the Philippines can be a tremendous challenge.- You cannot be direct. You must encourage (sweet talk) everyone into doing something, or make the request indirectly. This holds true for both managing upwards and downwards. - Very few Philippine companies want to be pioneers within their industries. Despite their claims to the contrary, Philippine companies do not want to take the risk of being the first to implement new solutions or technologies (such as the Internet). For the most part, they all want to be a very close "second". The best exception I can think of is the Ayala group of companies. They definitely know how to run businesses and have great vision.- Failure is not viewed in a positive light. This is perhaps why, based on my observations, Philippine companies do not take as many risks with new concepts and ideas. In the States, for the most part, there is no long-term stigma associated with failure. - People do not question authority. Do as you're told. Collect a paycheck for your work. Be happy. A constructive debate between manager and subordinate about the work at hand is a rarity. - There is plenty of protocol. People are always aware of titles, and usually address managers as "Sir Bob" or "Ma'am Jenny". If you don't use the "sir" or the "ma'am" and address them as Bob and Jenny, people might think you are rude. Management members are referred to by their initials. Jaime AgostoZobel de Ayala is JAZA. Andres Soriano is AS3. I guess in the States, Bill Gates would be known as WG3, and Ted Turner would be TT. It's much more formal in the Philippines. In a previous US employer, everyone referred to the company president (a Fortune 100 company) by his nickname. He insisted on it. - Saving face is very important. Rather than admit to a shortcoming, the Filipino may say "yes" just to save face. If you give instructions and ask for feedback, don't expect much. Even if they don't understand what you want, don't expect any clarifying questions. As a manager, sometimes you really have to dig to see if people understand the task at hand and its importance. This can wreak havoc with your time committments.- The corporate cultures are very heirarchical. There is no such thing as management by walking around. You must approach your manager with issues. Very rarely will your manager approach you to solicit feedback. He would lose face if he had approached you. I remember another instance in the US company I worked for where a senior vice president would occasionally take customer service calls along side rank and file to get a feel for the market. That would never happen in the Philippines.- The disparity between income levels is astounding. Remember that old saying "you get what you pay for"? Remember this next time you wonder why customer service is so bad in the stores.- The work environment becomes a second family. People may refer to elder members of the work group as Tito/Tita or Mang/Cuya/Ate. People at work may be more open to helping you with personal problems, including those affecting the family.- Filipino work day is much more relaxed. People aren't into their work as much as Americans. In the States, work is work, and weekends are sacred. In the Philippines, you don't find the extremes in time value. Another example: Try to get some things done over lunch time. It's almost impossible. At some places no one is around, or people may take naps at the office (during the lunch break), despite the incessant ringing of telephones.These are just a few of my observations during my time there. Hope this helps. Email me if you need further info
  • ?Angmgabagoditonanlilibre!? This is the usual joke to new employees in Filipino organizations.More often than not, the newbie will do so by either buying ?merienda? or treating everyone to lunch.Perhaps this is some sort of an initiation, or the newbies? forced demonstration of ?pakikisama.?Either way, this may help ease one?s entry into the team and gives the person a look into the organization?s culture.Organizational cultureOrganizational culture represents the way of life of an organization.It is a common worldview under which all members operate. It is unique and governs the way members of an organization do certain things.According to Organizational Psychology, this is exhibited in four ways: a) symbols and artifacts, b) rites and rituals, c) stories and legends and d) language and communication.Symbols and artifacts are things that give us a preview of the nature of the organization.For some organizations, this could be the office uniform, or a lack thereof.Rites and rituals pertain to the processes members go through as part of their introduction to the firm.A typical example of this facet is the organization?s employee orientation where new hires are welcomed and introduced to the company rules and the like.There are also narratives about the organization that often delve on its history of pains and victories, which have been passed on from employee to employee and are described as stories and legends.Lastly, culture manifests in language and communication, characterized by the actual words used in day-to-day conversations and the manner in which they are exchanged.With these in mind, a qualitative research was conducted by a group of graduate students from the Ateneo de Manila University under the guidance of Ateneo CORD to examine the Filipino culture in the workplace.Data was gathered from Filipinos who have worked abroad and foreign nationals or expatriates working in the country. The interviews were framed to look at the typical day in the office, with questions like ?What is the first thing that people do in the morning?? among others. The results of the study revealed major themes depicting the Filipino culture in the workplace.Blurring the linesAccording to the respondents, Filipinos manifest an overlap of personal and work lives and view work as an opportunity for socialization.Filipinos tend to blur the lines between personal and work endeavors. Typically during meal times, employees would converse about topics that go well beyond the workplace, mostly about their personal relationships.More so, celebrating events such as birthdays and weddings is prevalent, with some even ending up as bridesmaids or godparents to their colleagues? children.A co-worker?s promotion or professional success also merits some merrymaking.In such instances, the person is expected to share his or her success with officemates through good food and great entertainment.These situations demonstrate that socialization and relationship building remain at the core of the Filipino culture, even within the context of work organizations.?Walangpersonalan, trabaholang?Also in the study, respondents revealed that Filipinos have a non-confrontational way of dealing with conflict.Seen as a mechanism to preserve harmonious relationships in the workplace, dodging the bullet is commonplace, unbeknownst to them that they are doing more damage than good. However, if push comes to shove, they resort to taking sides, enlisting the support of colleagues, and tapping into their personal alliances in the work place.As with feedback or criticism, Filipinos have been found to take things personally.Oftentimes, they view it as a deliberate personal attack, regardless of whether or not this was the intent.The tendency to prefer conflict avoidance manifests in going through the motions of keeping workplace tension at bay, without discussing the issue openly.This proves to be critical to group effectiveness because unresolved issues bring forth tension and dissonance that affect team performance.The role of the boss then becomes critical, with the burden of crossing that avoidance line to execute an intervention. This may involve parties actually confronting each other, bringing their issues to the table and creating a viable solution.These findings further support previous researches that emphasize Filipinos? value on social relationships. The results demonstrate how this characteristic manifests in the behavior and attitudes of Filipinos in the workplace.Given this, employees may be more conscious about these automatic tendencies and evaluate their impact on the team or organization?s capacity to achieve goals and maintain effective work relationships.With these results, organization leaders can better understand their employees and manage team-level or organization-level interventions.
  •  Filipino Management StylePhilippines:Management style tends towards the paternalistic as is often found in strongly hierarchical cultures. However, managers need to be aware of certain strong Filipino characteristics, which underpin personal relationships within the country.Firstly, people are extremely careful to ensure that others do not suffer embarrassment or any sense of shame (hiya) as a result of their own actions or their inability to meet the expectations of others. It is considered to be very bad behaviour to criticise another in public, as this is the greatest insult that can be given. To be openly criticised in public results in a loss of self-esteem and personal dignity. Any attack on an individual's self-esteem may have to be revenged.Therefore, managers are keen to treat subordinates with respect whilst, at the same time, maintaining the dignity of the position of boss. Instructions will be given clearly and precisely and subordinates will be expected to follow those instructions with little or no discussion.Secondly, relationship bonds run deep in Filipino culture and the manager expects loyalty. In return for this loyalty the boss will look after the interests of those subordinates. It is very much a reciprocal arrangement.Filipino behavior at work : human relations & organizational behavior in the Philippine setting Tomas-Andres CONCLUSION:

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  • 1. Role of a BIO DATAanager NAME : PEDRO SURNAME : GIL AGE : 25 SEX : Male Skin Color : kinda brown Height : 5'3" Hobbies : Basketball Favorite Food : Pritong Galunggong AKA : The Typical Filipino Guy
  • 2. Filipino Qualifications • Pinoys are competent and passionate. • Filipinos can easily adapt to different cultures • Top-Notch Business English Skills • People-Oriented Professionals • Creative and Resourceful
  • 3. Sama Sama Mentality
  • 4. Average Filipino Worker Earned 12k -14k per month
  • 5. Why hire a Filipino Strong will to succeed English Language Facility Family Oriented Good Work Ethics Innovative worker People Oriented Warm and Caring
  • 6. Overseas Filipino Workers
  • 7. Filipino Management Style PATERNALISTIC APPROACH
  • 8. Filipino Inspired “WORKPLACE”