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Session 1&2: Teams
Observations
1. Weepay is a work team. The team generates positive synergy through coordinated efforts.
E.g. each member under the Revenue assurance division make sure that cashiers they monitor on selected retail
stores swipe most cards at Weepay. These effort help increase the sales of Weepay.
2. Weepay has effective teams under the merchant acquisition division.
a. Each member agrees to the specifics of work (E.g. Sales agent’s job is to sell Weepay products/services.)
b. The team offers freedom and autonomy to each member so they could work independently. (E.g. Mr.
Jun, the Commercial manager of Weepay, said “It doesn’t matter whether a member comes late or
checks out early, for as long as they accomplished their jobs, they can do it so.)

Session 3: Communications
Observations:
1. Managers use computer-aided communications such as e-mail and instant messaging.
2. The organization works with an open communication where ordinary employees are able to track and
understand the organization’s performance by providing them with illustrations of company growth; both
financial and operational performance (E.g. On their financial standpoint the top management shows to its
employees the remarkable figure of Php 178M that was gained from terminal swipes of Weepay. They point up
to the members how Weepay continue to grow geographically).
3. Only two directions of communication were present in the structure.
a. Downward – Commercial manager talks to sales coordinator, account manager and team leaders. Sales
coordinator talks to his subordinates, team leaders talk to their team members.
b. Lateral – employees at the same level can usually communicate to each other.
*No Upward direction of communication. No employee (E.g. rank-and-file) can directly talk or report to a
manager at a higher position (E.g. COO). The organization is following certain protocols customary for
communicating within the org structure.
Recommendations:
1. Since Weepay management is not that large, the organization should partially allow upward communication,
regardless of difference in ranks. By this, there will be harmony and climate of openness to each employee.
2. The organization should practice a “politically correct” communication as part of their professionalism. Like for
instance, a manager should eliminate words that might offend employees.
Case: Mr. Jun told us that oftentimes when an agent achieves its sales quota for the week, somebody will say:
“Ayos, may pam-babae ka na naman..”
Leadership
Observations: The commercial manager as the leader in the organization.
1. Applying the Blake & Mouton’s Grid, Mr. Jun, the commercial manager of Weepay is graded at the scale of 9.1
(Country-club management)
a. Manifestation: He gives favor for some of his co-workers. For example, somebody will borrow his car to
buy something, when they’re still at the hours of work.
2. He possesses laissez faire leadership style. He often told his subordinates “bahala ka na sa trabaho mo” He
believes the capabilities of each of his subordinates since he’s working with them for over 3 years at Weepay. He
later said, “From that, there sprouted a bond between us.”
3. Mr. Jun has some characteristics of an effective leader. He can change his leadership style from a laissez faire to
autocratic style to fit in the situation. For example, when things are running smoothly while one of the agents
will ask, “Sir, bakit ang laki naman ng sales target ko ngayon?” He will reply, “Ikaw naman, kayang kaya mo
yan.” But if things are not running smoothly, he will reply “bakit ka nagrereklamo? Di ba trabaho mo ‘yan?”
4. He is a type of supportive leader since his subordinates are skilled and tasks are structured. However, there are
times that people got bored and stressed from their repetitive jobs; he comes to support them by reminding of
what they are capable of.
5. He is a transactional leader because the way he rewards his employees are contingently based upon their
performance. (E.g. for every job well done, he treats the employee something that is valuable and personal.)
Recommendations:
a. Mr. Jun should not always show his laissez-faire style or side. Because there may come a time that his
subordinates will abuse it that will eventually result to manipulation of various decisions in the
management.

Ethics
Observations:
1. We presume that the COO of Weepay possesses the core values of the organization because it’s been reflected
to managers down to its subordinates.
Case: Mr. Jun told us that most employees practice the value of professionalism and reliability by:
A. Dressing accordingly
B. Following work protocols
C. Sharing information

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A Talk about Organizational Behavior with Commercial Manager of Weepay Payment Processing Corporation

  • 1. Session 1&2: Teams Observations 1. Weepay is a work team. The team generates positive synergy through coordinated efforts. E.g. each member under the Revenue assurance division make sure that cashiers they monitor on selected retail stores swipe most cards at Weepay. These effort help increase the sales of Weepay. 2. Weepay has effective teams under the merchant acquisition division. a. Each member agrees to the specifics of work (E.g. Sales agent’s job is to sell Weepay products/services.) b. The team offers freedom and autonomy to each member so they could work independently. (E.g. Mr. Jun, the Commercial manager of Weepay, said “It doesn’t matter whether a member comes late or checks out early, for as long as they accomplished their jobs, they can do it so.) Session 3: Communications Observations: 1. Managers use computer-aided communications such as e-mail and instant messaging. 2. The organization works with an open communication where ordinary employees are able to track and understand the organization’s performance by providing them with illustrations of company growth; both financial and operational performance (E.g. On their financial standpoint the top management shows to its employees the remarkable figure of Php 178M that was gained from terminal swipes of Weepay. They point up to the members how Weepay continue to grow geographically). 3. Only two directions of communication were present in the structure. a. Downward – Commercial manager talks to sales coordinator, account manager and team leaders. Sales coordinator talks to his subordinates, team leaders talk to their team members. b. Lateral – employees at the same level can usually communicate to each other. *No Upward direction of communication. No employee (E.g. rank-and-file) can directly talk or report to a manager at a higher position (E.g. COO). The organization is following certain protocols customary for communicating within the org structure. Recommendations: 1. Since Weepay management is not that large, the organization should partially allow upward communication, regardless of difference in ranks. By this, there will be harmony and climate of openness to each employee. 2. The organization should practice a “politically correct” communication as part of their professionalism. Like for instance, a manager should eliminate words that might offend employees. Case: Mr. Jun told us that oftentimes when an agent achieves its sales quota for the week, somebody will say: “Ayos, may pam-babae ka na naman..”
  • 2. Leadership Observations: The commercial manager as the leader in the organization. 1. Applying the Blake & Mouton’s Grid, Mr. Jun, the commercial manager of Weepay is graded at the scale of 9.1 (Country-club management) a. Manifestation: He gives favor for some of his co-workers. For example, somebody will borrow his car to buy something, when they’re still at the hours of work. 2. He possesses laissez faire leadership style. He often told his subordinates “bahala ka na sa trabaho mo” He believes the capabilities of each of his subordinates since he’s working with them for over 3 years at Weepay. He later said, “From that, there sprouted a bond between us.” 3. Mr. Jun has some characteristics of an effective leader. He can change his leadership style from a laissez faire to autocratic style to fit in the situation. For example, when things are running smoothly while one of the agents will ask, “Sir, bakit ang laki naman ng sales target ko ngayon?” He will reply, “Ikaw naman, kayang kaya mo yan.” But if things are not running smoothly, he will reply “bakit ka nagrereklamo? Di ba trabaho mo ‘yan?” 4. He is a type of supportive leader since his subordinates are skilled and tasks are structured. However, there are times that people got bored and stressed from their repetitive jobs; he comes to support them by reminding of what they are capable of. 5. He is a transactional leader because the way he rewards his employees are contingently based upon their performance. (E.g. for every job well done, he treats the employee something that is valuable and personal.) Recommendations: a. Mr. Jun should not always show his laissez-faire style or side. Because there may come a time that his subordinates will abuse it that will eventually result to manipulation of various decisions in the management. Ethics Observations: 1. We presume that the COO of Weepay possesses the core values of the organization because it’s been reflected to managers down to its subordinates. Case: Mr. Jun told us that most employees practice the value of professionalism and reliability by: A. Dressing accordingly B. Following work protocols C. Sharing information