RB CAGMAT REVIEW CENTER

REVIEW FOR LICENSURE EXAMINATION FOR AGRICULTURIST

PPT PRESENTATION
DR. JUDITH D. INTONG
CMU Professor V
COMMUNITY ORGANIZING

JUDITH D. INTONG
CMU Professor V
 What is a community?
 Is a social organization
that is territorially
localized and through
which its members
satisfy most of their
needs and deal with
most of their common
problem (Olsen as cited
by Panopio, et al. 1994)
 What is a community?
 An aggregation of
families and
individuals, settled in
a fairly compact and
continuous
geographical area,
with significant
elements of common
life, as shown by the
manners, customs,
traditions and mode
of speech.
What is community organizing?
► A process by which a
community identifies its
needs and objectives,
develop the confidence to
take action in respect to
them and in so doing,
extends and develops
cooperative and
collaborative attitudes
and practices in the
community (Ross as cited
by Bastiana & Murphy
1996)
What is community organizing?
► Process by which
people organize
themselves to ‘take charge’
of their situation and thus
develop a sense of being a
community together…for
the poor and powerless to
deal with the essential
forces that are destroying
their community and
consequently causing them
to be powerless (World
Vision International)
 What is community organizing
• ……. process of
building people’s
organizations by
mobilizing and
enhancing the
capabilities and
resources
• of the people for the
resolution of their
issues and concerns
towards effecting
change in their existing
and oppressive
exploitative conditions
(Bastiana & Murphy
1996)
 What is community organizing
• National Rural
Community
Organizing
Conference (1994)
has defined CO as:
•  Collective
•  Participatory
•  Transformative
•  Liberative
•  sustained and
•  systematic
 Goals of community Organizing
1. People empowerment

- CO aims at achieving effective power for the people.

- People learn to overcome powerlessness and

develop their capacity to maximize control over their
situation and start to place the future in their own
hands.
 People Empowerment
• IS THE PROCESS OF RELEASING THE POTENTIALS
OF PEOPLE THROUGH APPROPRIATE PROGRAMS,
SERVICES AND STRATEGIES, REMOVING BLOCKS
THAT DETER THEIR GROWTH AND DEVELOPMENT
AND ACCESSING THEM FOR THE ENHANCEMENT
OF THEIR HIGHEST CAPABILITIES THAT THEY
WOULD BE FREED FROM THE FETTERS OF
POVERTY, IGNORANCE, OPPRESSION, SOCIAL
INJUSTICE AND FEAR TO STAND UP FOR THEIR
RIGHTS AND PURSUITS FOR HAPPINESS AS A
MEMBER OF A FREE AND JUST SOCIETY

(Agrinela Nelmida Miclat/Philippine Rural Reconstruction

Movement , PRRM)
 2. Building relatively permanent
structures and people’s organizations
• CO aims to establish and sustain relatively permanent
organizational structures which best serve the needs
and aspirations of the people.

3. Improved quality of life

• CO seeks to create a conducive environment for the
development of human creativity and solidarity through
equitable distribution of power and resources.
Organizing Approaches
1. Issue-based approach
- organizing approach which
revolves around issues or
problems that:
- felt by a significant
number of people in the
community
- require people to
negotiate from a position of
strength usually outside the
community for issue resolution
- have a high probability
of being resolved if collectively
acted upon
2. Socio-economic-project based
approach
- organizing approach
which centers around the
introduction of socio-economic
projects such as health care,
IGP, enterprise development,
MPC formation, etc.
3. Church/Faith-based Approach
- organizing approach used
by organizers with the structures of
a church or within components of
church-based programs
PURPOSES OF COMMUNITY ORGANIZATIONS

1. To enable communities become more aware of their

situation, environment & collective abilities and
responsibility

2. To provide opportunity for participation thus develop

sense of ownership and collective responsibility

3. To strengthen community capacity to access internal and

external funds to support sustainable community projects
4. To enable a community to link and
form alliances for advocacy and
technology sharing

5. To build and sustain permanent

organizational structure for resource
management
 Framework of the CO Process
I. Awakening Stage (Reorientation/Entry
or Re-entry Phase)

- developing awareness on the

realities obtaining in their environment,
arousing people’s interest and
developing commitment to do
something about common problems
and needs
A. Problem identification
B. Problem analysis
C. Prioritizing problems
 Framework of the CO Process
II. Empowerment Stage (capability)

- building client-beneficiaries’
capabilities and skill on how to go
about doing concrete action to combat
their difficulties
A. Participatory planning
B. Participatory implementation
C. Participatory M&E
 Framework of the CO Process
III. Restructuring Stage
(Consolidation/Institutionalization)
- setting up and/or strengthening of
people’s initiated structures that would
carry out planned action undertaken to
meet needs and/or problems
A. People set up structures/systems,
committees
B. People establish new
relationships/linkages
C. Can manage own project and can
stand alone
D. The community/organization helps
train leaders who can lead group
Roles & Responsibilities of Community Organizers

1. Organizers challenge people to act on behalf of their

common interests.
2. Organizers develop new relationships out of old ones –
sometimes by linking one person to another and sometimes
by linking whole networks of people together.
3. Organizers deepen understanding by creating
opportunities, reinterpret these circumstances develop
strategies and tactics that make creative use of resources
and opportunities
4. Organizers work through campaigns, which are highly
energized, intensely focused, concentrated streams of
activity with specific goals and deadlines.
5. Organizers build community by developing leadership,
identifying leaders and enhancing their skills, values and
commitments.
DETAILED STEPS IN COMMUNITY ORGANIZING
STEPS PURPOSE COMPONENT ACTIVITIES

1. ENTRY INTO THE 1. To introduce the COs to the local officials
COMMUNITY 2. To inform the local authorities on the project, its
objectives and the nature of the COs stay in the
community
2. INTEGRATION 1. To imbibe community life and get to know the
WITH THE PEOPLE culture, economy, leadership, history and lifestyle
of the people.
2. To establish rapport with the people and build
mutual trust and cooperation.
3. To allow the COs to be one with the people and
learn or understand the people’s problems.
1. Adapting a lifestyle in keeping with the
community.
2. Choosing an appropriate place or family to
stay with
Participation of COs in economic activities,
household work, group discussion, social
functions

3. SOCIAL 1. To systematically acquire information and
INVESTIGATION analyze the political and socio-political and socio-
cultural structure of the community.
2. To identify issues around which to organize the
people.
1. Gathering and reviewing secondary data
sources such as records and documents
2. Holding personal interviews
3. Conducting a survey
4. Observing people and their environment:
participative/ non-participative

4. PROBLEM To identify, analyze and rank the problems and 1. Identification of the scope and degree of the
IDENTIFICATION needs problem
AND ANALYSIS 2. Investigation of past efforts to solve the
problem
3. Analysis of the origin of the problem
4. Identification of the factors that maintain,
increase or eliminate the problem
5. Undertaking consequence analysis
6. Problem prioritization
5. PLANNING AND To translate goals and objectives into specific 1. Problem identification
STRATEGIZING activities to solve community problems 2. Identifying resources
3. Formulation of possible solutions
4. Setting plans of actions

6. CORE GROUP To form group of potential leaders to assist the 1. Identification of contacts and political
FORMATION COs in organizing and mobilizing the community leaders in the community
2. Conduct of training in leadership and
organizing with the core group members as
participants

7. ORGNIZATION To facilitate wider participation and collective 1. Setting up a formal organizational structure
DEVELOPMENT & action on issues and problems concerning the 2. Mobilization of community effort or action
MOBILIZATION community to solve community problems

8. EVALUATION To review the course of action that has been Holding of workshops, dialogues, etc.
AND REFLECTION undertaken to solve community problems.

9. TURNOVER AND To transfer the CO roles and responsibilities to The COs may shift to a supportive role in
PHASE-OUT the organization as soon as the latter is ready or monitoring, consultation and evaluaton
fully prepared to handle the responsibilities
 Methods for Influencing Human Behavior

1. Compulsion or coercion – is applied when power is

exerted by an authority forcing somebody to do
something.
2. Exchange is applied when goods and services are
exchanged between two individuals or groups.
3. Advice is given on which solution to choose for a
certain problem.
4. Dictation is openly influencing a farmer’s
knowledge level and attitudes.
5. Manipulation is influencing the farmers’
knowledge level and attitudes without the
farmer being aware.
6. Providing means is helping farmers gain
access to resources.
7. Providing service involves taking over of
certain tasks from the farmers.
8. Changing the farmers’ social and/or
economic structures.
 Leadership
• Leadership - The process of influencing
other people to act towards achieving a
desired goal.

• Local leader – is a farmer, homemaker or

youth who assumes some of the jobs of the
extension worker in the community in the
absence of the EW.
• Important elements of leadership:
– behavior of the leader
– behavior of the members
– environment of the situation

• 3 leadership functions
– Functions for achieving task (task-orientation)
– Functions for building and maintaining the
team ( relationship-oriented)
– Functions for developing individual members
 Types of leadership
A. Based on how one became a leader:
1. Formal or official leader is vested with authority by
being elected or chosen by the people
2. Informal leader may be a symbol of leadership,
uncommitted or committed, who readily renders
service to the community, one does not occupy any
position but is influential and respected
3. Natural leader is one who evolved naturally as the
influential person since he/she possesses certain
abilities and skills in human relationships or has
control over goods and services in the community.
• B. Based on the locus of decision-making:
1. Autocratic leader – where the decision
making lies with the appointed or chosen
leader
2. Democratic leader – where the decision
making is the function of the whole group
3. Laissez faire – where the decision making is
left to each member of the group
4. Flexible leader – where an authority figure or
influential person can shift from one
leadership style to another depending on
needs of the group or situation
• C. Based on orientation of the authority
figure:
a. Relationship-oriented leader is an authority
figure or infleuntial person who is more
concern with building and maintaining the
group itself rather than with achieving group
goals.
b. Task-oriented leader, regardless of what will
happen to the group, the leader is
concerned with attaining the mutually agreed
upon goals.
• BEST- FUNCTIONAL LEADER WHICH
LEADERSHIP STYLE VARIES WITH
ONES TRAINING AND VALUE
ORIENTATION; TRAINING AND VALUE
ORIENTATION OF MEMBERS AND THE
SITUATION THE GROUP IS
CONFRONTED WITH.
Roles of local leaders in extension education

1. Initiation function – help initiate and promote communal

undertakings to meet the needs of community.
2. Dissemination function – help multiply or expand extension efforts
to reach more people particularly in remote areas.
3. Interest articulation function – help in clarifying things; serve as
pressure groups by identifying relevant projects or solutions.
4. Linkage function – help forge agreements with influential persons
and other members of the community.
5. Overseer function – supervise the work to maximize human power
and other resources.
6. Social mobilization function – help organize local action groups to
implement and maintain community projects/activities; help
maintain unity of group and establsh more conducive ‘social
climate’.
 Qualifications of a good leader
• 1. People well-liked and respected
• 2. People who know local needs and
conditions
• 3. People who are successful in their field
activity
• 4. People who want to be of service in
improving conditions in their communities
 How are leaders selected?
• 1. Selected by local people such as
punong barangay, school officials, others
• 2. Elected by the local people or group
(afeter they understand the kind of leader
the group need)
• 3. Selected by the extension worker with
advice of the local people.
 The bases of power
Why leaders are able to influence people?

1. Reward power – people have the ability to give out

money, promotions, recognition or resources and they
use this to influence others.
2. Coercive power – people have the ability to punish
those who do not comply with their wishes have
coercive power. This could be based on a formal
position e.g. police officer.
3. Legitimate power – stems from internalized values
which recognize that particular people, because of their
position, have the legitimate right to influence others;
people who abuse power will be rejected in the long
run.
• 4. Referent power – based on the desire to be
identified and closely associated with a person
or group. Any person or group that people look
up to and follow has referent power.
• 5. Knowledge power- sometimes called expert
power; results from the perception that a person
knows more than oneself about certain things;
range of expert power is limited to particular
areas of knowledge.
• 6. People power – by organizing into groups a
once loosely-knit community can acquire new
strength and power.
• SOURCES OF POWER ARE
INTERRELATED AND FOUND IN
EVERYONE IN EVERY COMMUNITY, I
VARRYING DEGREES. EXCEPT FOR
LEGITIMATE POWER, ONE CAN
INCREASE POWER IN ANY OF THE
AREAS. LEADERS NEED TO
RECHARGE THEIR POWER BASES
PERIOD BY GAINING NEW
KNOWLEDGE AND SKILLS.
 NATURE OF CHANGE AGENTS

• Change agent is usually a professional

who influence or facilitate innovation-
decisions in a direction deemed desirable.
Sometimes they are called community
organizers (CO) or field facilitators.
 Primary functions of change agents:

• 1. Teacher
• 2. Community organizer includes value
formation and community commitment;
• 3. Planner
• 4. Farm Management Adviser
• 5. Linker
• 6. Facilitator/Catalyst
• 7. Researcher
 Meetings
 Arethe oldest and the most important group
method of extension teaching.
Checklist for meetings:
 notify those who are to attend the date and venue of meeting
 Book venue
 Contact any guest speakers and discuss their talks with them;
ask if they require any special arrangement
 Discuss with secretary items to be included in the agenda
 Allocate time to each item on the agenda depending on their
importance.
 Circulate the agenda
 Check the venue and organize equipment needed, decide on
appropriate seating arrangements
 Copy important papers for the members to examine
 During the meeting. Be acquainted with parliamentary
procedure
 Seating arrangements during meetings
☻ - horse shoe arrangement
allows good contact between
the leader and individual
participants, as well as among
participants. Suited for small
group discussions.
☻
- circle arrangement is
excellent for whole group
discussions, but does not allow
participants to see any display material
easily. Suited for small group
discussions without display materials.
-row arrangement
makes it easy for all
present to see the
leader but make it
☻ difficult for them to
interact. It is suited for large
audience.
-u-shape arrangement
☻ is suitable for group
discussion which involves some
information sharing and the use of
visuals. It allows free interaction between
group members. Leader has close
contact with each person. Late comer
can join the group with minimal
distraction.
 Demonstrations
Method demonstration- is a short-
time demonstration given by an
extension worker for the
purpose of teaching skills to a
group or to show a better way
to carry out a practice. It is
concerned with proving the
worth of a practice by teaching
‘how-to-do’ something.
Before beginning the
demo, explain what you
are about to demo, and
the purpose of the demo.
Tell the farmers what to
look for during the demo.
Points to consider when conducting
demonstration:
1. Before starting a demo, be sure to see
that all needed equipment, tools and
other materials are available.
2. Arrange the group and give the demo so
that everybody can see everything that
takes place.
3. Demonstrate each step slowly.
4. Explain each step carefully.
5. Ask certain person to demonstrate
various phases of the job.
6. Encourage farmers to ask questions
regarding the demo.
7. Have farmers take notes or make
sketches for future reference.
8. Have the farmers examine the finished
job.
 Demonstrations

Result demonstration is a Limitations of result

method of teaching demonstration:
which establishes proof
that an improved 1. May be hard to fund a
practice is applicable responsible cooperator.
locally. It is done under 2. May arouse jealousy among
families because of constant
the direction of the visit of extension workers to
extension worker with the cooperator.
the farmer carrying out 3. May be affected by many
the demonstration. The uncontrollable factors like
person who agrees to weather.
try the new practice 4. May lessen effectiveness of
introduced by the extension worker if
extension worker in the demonstration is not
successful.
village is called a 5. It is not adaptable to many
cooperator. kinds of subject matter.
 ASSERTIVENESS

►IS THE ABILITY TO EXPRESS Delivering an assertive

YOUR LIKES AND DISLIKES
FREELY, WITHOUT BEING
AGGRESSIVE AND WITHOUT
INTRUDING ON OTHER’S
RIGHTS. TO FEEL FREE TO
GIVE IN TO OTHER PEOPLE
WITHOUT BEING SUBMISSIVE.
message:
 Use a firm tone of voice
 Makes eye contact
appropriately with steady
gaze
 Uses alert body posture
 Chooses appropriate
words

Formula for an assertive message:

a. Specify the problem behavior
b. State how it makes you feel
c. Describe the effect it has on you