Master of Arts in Education - School Management Leave a comment or just say, "Thank You". it motivates me. :-)

2. PART 1
 Terminologies
 Guidelines for Management of
Feedback
 Critical Steps and Key Principles
 Comments and Key Questions
 Additional Feedback
 Handling Employee Complaints

3. PART 2
 Getting Feedback in Communication
 Guidelines in Giving Constructive
Criticism and Attack
 Group Meetings
 Feedback: The Art of Giving and
Receiving Help

4. PART 3
 Child Pornography in the Philippines:
Causes, Laws, Initiatives and Solutions

5.  MANAGEMENT
- the art of managing of a firm or group

6.  FEEDBACK
- If you get feedback on your work or
progress, someone tells how well or
badly you are doing, and how you can
improve.
- If you get good feedback you have
worked or performed well.

7.  APV
- This means Alternative Positive Values,
often suggested in areas where
employees could have been more
effective

8.  Communication
- It is the system and processes that are
used to communicate or broadcast
information

10.  Purpose:
- This is to provide insight into the
employee’s perception of corporate
values so that the feedback can be
appropriately focused.

11.  Give employees time to prepare
responses to the questions
 Ask supervisors to respond first

12.  Ask employees questions which provide
information
- Employee’s intended actions
- Supervisor’s impact on employee

13.  Ask value supervisor important questions
- A question should check supervisor’s
perception of what took place or what
he / she accomplished in the value
conflict.
- A question should give the supervisor an
opportunity to indicate what he/she
would do differently if he/she could
repeat

14. CRITICAL STEPS AND KEY
PRINCIPLES

15.  Purpose:
- This is to provide supervisors with
feedback on specific and important
aspects of value clarification training.

16.  Ask Key Question only if it has relevance
to the particular value conflict.
 If Key Question has already been
covered in the feedback, acknowledge
that it has been covered and move on.
 If Key Question has not been covered in
the feedback, ask a specific employee
to answer the Key Question.

17. ADDITIONAL FEEDBACK

18.  Purpose:
- This is to provide participants with an
opportunity to comment on values
about which they feel strongly or are
uncertain

19.  Indicate that comments are welcome
from both value supervisors and
employees.
 Keep comments directed toward the
values and behaviors.
 Avoid hypothetical questions

20. HANDLING EMPLOYEE
COMPLAINTS

21.  Critical Points:
- Establish open climate to discuss
complaints whether it involves conflict of
values
- Must be worthwhile on matters related to
corporate values.

22.  Critical Points
- When employee voices complaints:
A. Listen emphatically
B. Understand
C. Take action, if warranted
D. Respond frankly
- Get complete information

23.  Critical Steps
- Listen intently and with empathy to the
employee
- Get all the details of the complaint and
take note for the related values
- Respond by showing that you
understand the situation

24.  Critical Steps
- Openly state the values that need to be
clarified
- Decide on specific follow up
- Thank the employee for bringing the
complaint to your attention

26.  Principles of communication strategy:
• Take the initiative
• Be affirmative
• Initiate constructive frames of
references
• Recognize limitations of “problem”
contexts
• Inform

27.  Principles of communication strategy:
• Be truthful
• Get participation
• Involve leaders
• Read participants
• Clarify benefits, services and needs
• Balance satisfaction with desire for
improvement

28.  Principles of communication strategy:
• Avoid threatening
• Prevent rumors by providing facts
• Be friendly
• Show regard for subordinate’s interest
• Acknowledge values of other agencies/
departments
• Communicate continuously

29.  Principles of communication strategy:
• Repeat important messages
• Appraise sources of aid and opposition
• Use all available media
• Recognize people’s right to express
opinions
• Recognize useful function of controversy
• Appraise purpose of criticism

30.  Principles of communication strategy:
• Aim to prevent destructive criticism
• Keep informed about the nature of
criticism
• Counteract destructive criticism
• Analyze source and substance attack
• Appraise impact of destructive criticism
• Divert irresponsible criticism
• Recognize opposing views

31.  Start where people are
 Personalize messages
 Relate your messages to group norms
and loyalties
 Make messages credible
 Select effective cue words
 Make messages easy to understand
 Use words familiar to your people
 Avoid technical terms

33.  Things to point out:
• New Ideas

34.  Things to point out:
• Listening to a superior

35.  Things to point out:
• Dealing with the angry person

36.  Things to point out:
• Interpersonal Feedback

37.  Criteria for Useful Feedback:
• It is descriptive rather than evaluative
• It focuses on feelings or the effect of his
behavior
• It is specific rather than general
• It is directed towards a behavior which
the receiver can do about

38.  Criteria for Useful Feedback:
• It is solicited rather than imposed
• It is well-timed
• It is checked to ensure clear
communication
• Both giver and receiver have the
chance to check its accuracy with
others in a group

39.  Criteria for Useful Feedback:
• Feedback should not be used to dump
or unload on another
• Feedback does not ask Why?

40.  Mutual trust
 Perceiving the helping situation as a joint
exploration
 Careful listening
 Behavior from the helper which will make
it easier for the receiver of help to talk

41. SOURCE: Book - Child in the Philippines Pornography by: Arnie C.
Trinidad
Video – GMA Network, UNICEF TV

42.  OVERVIEW
• Child pornography was largely unheard
of prior to the late 1960s.
• Soon, children “as young as three or four
years old” were being drafted to pose
for these lewd materials where they were
portrayed “in every conceivable sexual
position and act” (Svedin and Back 1996:
11-12).

43.  OVERVIEW
• By the 1970’s, child pornography
experienced a boom, particularly in the
United States of America where an
estimated “300,000 to 600,000 children
under the age of 16” were fielded as
models.

44.  FACTORS THAT CAUSE SUCH:
• Our country has lax laws and justice
systems to allow themselves, O’Grady
(1994: 42), “unlimited sexual encounters
with children with little or no fear of
discovery or punishment.”
• Pedophiles chose developing nations
such as the Philippines, Thailand, and
Brazil where they had easy access to
children. O’Grady (1994: 43)

45.  PREVALENCE OF CHILD PORNOGRAPHY
• little is known about its actual
prevalence in the country.
• While some data are available, these
may not reflect the real number of
children being victimized by child
pornography.

46.  Table 1. Reported Cases of Victims of Child Pornography as
Compared to Victims. Survivors of Child Prostitution
Case / Year
2000 2001 2002 2003
Victims of
Pornography
9 4 7 13
Victims of
Prostitution
186 224 245 247
SOURCE: Department of Social Welfare and Development (DSWD) on the number of
cases of child pornography it handled from 2000-2003

48.  Foreign Pornographers
• In 1988, news of widespread pedophilia in the
small sleepy tourist town of Pagsanjan was
reported in the media.
• It was the American, Andrew Harvey, who
gave the pedophile a human face.
• The Philippine Daily Inquirer reports that some
590 Pagsanjan children aged seven to 17 were
on Harvey’s files where he described in detail
the sensitive body parts of boys and girls and
the sexual acts he performed with them(Kreutz
2002).

49.  Organized Pornographers
• The Philippines has not been immune to
these organized pornographic groups
with images of Filipino children
appearing in international pornographic
magazines, videos, and Internet
websites.

50.  Local Pornographers
• These Filipinos may not necessarily be
pedophiles, though.
• Some of these materials are, in fact,
produced by mainstream media outfits
as well.

52.  Prostitution
 Sex Tourism
 Poverty
 Peer Influence
 Cultural Factors

53.  Promotes and spreads out child
pornography
• Internet
• The World Wide Web
• Free Pornographic Websites
• Paid Pornographic Websites / cybersex
channels
• Email and E - groups
• IM’s

56.  The Philippines already had Presidential
Decree no. 603 or the Child and Youth
Welfare Code (as amended).
 International Law: The UN Convention on
the Rights of the Child (1989)
 ILO Convention 182 (1999)
 Article 201 of the Revised Penal Code
 The Child Abuse Law (RA 7610, 1991)

57.  Anti-Trafficking in Persons Act (RA 9208,
2003)
 The Law on Eliminating the Worst Forms
of Child Labor (RA 9231, 2003)
 Electronic Commerce Law (RA 8792,
2000)
 Executive Order 265 on Transnational
Crime

60.  Services for Child Pornography Victims
• Monitoring
• Legal Services
• Counseling and Protective Services
• Advocacy
• Inter-Agency Cooperation on Various
Levels

61. Reporting Party:
Child/Youth
Barangay Officials
Parents, guardians,
relatives
Concerned citizens
Teachers,
counselors
NGOs
GOs
POs
Church
Hotlines
Etc.
PNP / NBI
Child
Friendly
Hospitals
DSWD/
local
Social
Services
Prosecutor
/ Fiscal RTC