Please give your impression on how to make Filipino Culture work in terms of:

1.  Team Building

The practice of forming a team is reasonably common. It might be in school or at

work. We Filipinos think that building a team is an efficient way to bring individuals

together and getting them to function as a whole. In the early stages, Individuals bring

up their personality or values from where they grew up or where they came from, thus

there will be a diversity of personalities, cultures, values, and so on. They interact

with each other based on these values. Conflicts frequently emerge as a result of

these divergent value orientations. Then there's the concept of team building, which

encourages the group to collaborate. In this case, the team leader's performance is

judged by his ability to interact with his team members. The team leader can improve

relationships with other members by using these principles in a constructive way.

Overall, team building helps companies achieve goals and foster healthy competition.

Kapwa is an acknowledgement of a common identity, a shared inner self, with others.

This linguistic oneness of the self and the other in Filipino is unique, and it is not

found in other modern languages. Why? Because such inclusion entails a moral

imperative to respect one another as equals. If we can accomplish this, even if it

starts with our own family or circle of friends, we will be well on our way to practicing

peace. “Do unto others what you wants others do unto you” Simply expressed, the

Golden Rule advises individuals to treat others the way they want to be treated, if you

want to be treated one way, you should treat others the same way. Theoretically,

everyone would be treated favorably if everyone followed this rule. To uphold the

quality of treatment in kapwa relation, several norms of conduct have to be observed.

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The more dominant associated with interpersonal relations are: pakikisama,

pakikitungo, and pakikiramay. Pakikisama is a word that means "to go along with."

In terms of ethics, it implies always being concerned, supporting, and/or helpful.

Pakikisama is a social figure. It is mostly used in social situations to define

relationships. Pakikisama isn't always a bad character. Peer groups can sometimes

inspire us to do positive things. Like for example, the majority of our

friends/coworkers want to attend a business seminar, but just a handful of us prefer to

play sport games. We don't want to be the killjoy, so we accompany the bigger group

to the session. In this circumstance, Pakikisama was beneficial to us. If we surround

ourselves with excellent and moral companions, Pakikisama can be useful.

Pakikitungo means to act humbly, to treat people with respect, and to conduct

oneself in a decent manner toward others. Personal referents are common in

pakikitungo. It specifies how a person should act toward others in particular

situations. And pakikiramay comes from the word damay, which means to condole,

offer sympathy, share someone's grief, and show compassion. Filipino, culturally, are

compassionate people. They are easily moved by crises others unfortunately find

themselves in. Pakikiramay is a norm governing behavior in time of crisis. It is

expected that during crisis, one has to go out of his way to condole, sympathize, or

share the sorrows. Pakikiramay is voluntary. Anyone who seems unconcerned during

a crisis is often ignored. People comment about how heartless he or she is.

There are many aspects to being a leader, but none are more important than

embracing and acting on leadership responsibilities. We hold a great appreciation for

a leader who can “marunong makisama” (know how to get along), “madaling lapitan”

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(easy to approach), “walang tinatago” (not hiding anything), and “may malasakit” (with

concern).

2. Communicating

The three modes of communication include: pangsangguni, paghihikayat and

pagkakasundo.

Pagsangguni or Consultation. Filipinos expect to be consulted at all times. This is one

strategy to prevent conflicts caused by violations of behavior's relational, emotional, and

moral imperatives. Consultation is expected of good behavior. To be democratic, it

implies allowing others to participate in the decision-making or decision-making

process. Management must consult with employees or their representatives on the

development of systems, policies, practices, and matters of mutual interest during the

consultation process. It entails a real exchange of ideas and information in order to find

acceptable solutions to challenges. Make sure your communications and consultations

are organized and consistent. You should examine the policy on a regular basis and be

open to make changes if necessary.

Paghihikayat or Persuasion. Expectation is a part of paghihikayat. It means to

persuade or to convince. This helps to understand why Filipinos don't always go directly

to the point. They are almost always confusing when it comes to communicating.

Filipinos want to be heard, but they also want to feel that they are an important part of

the evaluation process. It gives the individual a sense of belonging to whatever is being

done. Persuasive communication may have a big influence, and anybody can improve

their skills with practice. There are some reasons why Paghihikayat or persuasive

communication is important. First, the Charisma. When you can effortlessly persuade

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others and sell your vision, you are regarded as a unique individual. Many powerful

speakers are brands in and of themselves because their words are their most powerful

selling weapon. Second, the art of positive manipulation. Positive manipulation is an art

that may be beneficial when performed with the proper intentions. This talent may be

used to persuade clients to buy things or to motivate employees. And lastly, being

relatable. You instantly become approachable when you speak as though you

understand others and their needs. This will attract others to you, whether it's for

personal reasons or for business reasons.

Pagkakasundo or Consensus. The Filipino culture is consensual rather than

confrontational. Internally, the value system emphasizes respect, honor, and dignity of

people with whom one interacts, hence avoiding confrontation is preferred if at all

possible. Consensus communication is based on mutual consideration and respect on

the part of the members of a group. It involves consultation. Consensus is arrived at

after the discussion of a problem and after careful consideration of possible solution to

the problem. Once a final decision is taken, and all the parties agree to stand by it,

consensus is said to have been reached.

3. Motivating

Hiya is one of the most often used norms, and it is frequently misinterpreted as a value.

Hiya has social referents. It establishes how one should behave oneself in public and in

relation to others. Hiya is frequently associated with feelings of shame, humiliation,

timidity, and shyness. Hiya has a number of negative characteristics, including

politeness, shyness, and low self-esteem. The most crucial thing to understand is that

hiya is a social standard that governs how people behave in public. That is why it places

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such a high value on the mukha, or face, which must be protected in public. Delicadeza

and Amor Propio are next to hiya. These are Spanish terms used by Filipinos to

describe damdamin in the context of highly individualized feelings of self-esteem. These

phrases are sometimes translated as self-love or self-control by certain analysts. These

convey not simply feelings, but also moral judgments. Amor Propio and Delicadeza

are egotistical. They're linked to weirdness and excessive sensitivity. The Filipino idea

of "balat sibuyas," or onion-skinned, embodies both. The onion-skinned metaphor

perfectly captures the Filipino concept of mukha, or face. The face must be protected at

all times; in severe situations, it must be saved. So those are the norms that can help

you achieve personal dignity and self-esteem. Other from that, the Filipino term for

confidence is the tiwala, sigla and kaya. The tiwala is a belief that elicits culturally

defined sentiments of katapatang loob, katibayang loob and kalakasang loob.  The

sigla encourages exceptional performance, overcoming the boredom of ordinary work,

and striving for greatness. People who are masigla are achievers and generate the

feelings of kagaanang damdamin, katiwasayang paiisip and kalawakang pananaw. And

the kaya it's a skill, a way of doing things, the capacity to act, the ability to accomplish

anything quickly and effectively. Kaya awareness elicits the following motivational

factors from individuals:

kahusayan, kasikapan, and kasinupan.

4. Leading

Gabay or guide. Filipino social order is still based on kinship, with the family serving as

the foundation. Gabay's leadership qualities maka magulang-na-pagpapansin,

makasariling-pagmamasid and makamag-anak-na-pananaw.

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Maka magulang-na-pagpapansin or Paternalism. The foundation of a paternalistic

leadership style/culture is that "Dad knows best." Paternalistic cultures are marked by

transparent management, restricted decision-making, and a considerable lack of

employee growth, because loyalty and obedience are valued more than performance.

Makasariling-pagmamasid or Personalism, according to Agoncillo & Guerrero, 1987;

Enriquez, 1994, Personalism is the high value placed on sensitivity and regard for

others, respect and concern, understanding, helping out, and consideration for others’

limitations, often creates discord with American tendencies toward openness and

frankness. And lastly, the makamag-anak-na-pananaw or Familism. Familism may help

youth cope with economic stress by providing opportunities for social support inside the

family, incentive for sustained academic performance to enhance the family's financial

situation, and a framework for dealing with a family-based stressor.

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