Mindanao State University

College of Education
Graduate Studies
Marawi City
Academic Year 2022-2023

Reporter’s Name: Sittie Sahanee Angad Dirampa

Course: PEM307 ecology of educational administration
Professor: montia Jamilah d. sarip, PhD
Topic: Managerial Practices

Managerial Practices

Subtopics:
Personnel as Kapwa not a “hand”
Management by Culture
Management by Objective

Management Practices
Management practices are the working methods and innovations that managers use to
make the organization more efficient.

 Managers must train. Learning doesn’t stop with a degree. Make sure you keep
training your managers, new problems require new skills.

 Support your employees. Let your employees know you’re there for them when
they need it. I assure you they will remember it.

 Acknowledge the employee’s emotions. You must understand that workers have

feelings and how to deal with them, they are people, not machines.

 Leadership by example. Practice what you preach. Managers who act in ways

that the employees do not respect, like hypocrisy, will find its employees
unmotivated.

 Keep up with new technologies. You need to stay informed regarding the new
technologies available to your organization if you want to stay competitive.
Upgrade or die, simple as that.
Personnel as Kapwa not a “hand”

Kapwa
This term refers to the perceived state of “being part of”, “being in equal terms
with others,” as being members of the same organization, peer group, nation or race. It is
used to emphasize the premium Filipinos give to relationships.importance is given to
good relations than to individual assertion of rights and obligations.

This does not mean that Filipinos do not value individual rights and obligation. It
simply means that the definition of rights and obligations take into consideration the
external world of “others”----with “other people say” or “in relation to others.”

Filipinos give much significance to interpersonal relation. Older people generally

advise the young ones to be serious about it: “Kailangan marooning kang makipagkapwa
sa mga kasama.” (You must know how to get along with your companions).

To uphold the essence od equality in kapwa relation, several norms or rules of conduct
have to be observed.

a.Pakikisama
is used to refer to the desire or demand “to come along with someone”

b.Pakitutungo
means to adapt to situations for which one has no control. It can also mean “to be
civil”; to act humbly; to relate to others in the most appropriate way.”

c. pakikiramay
the term is derived from the word damay, meaning “to condole,” to express
symphathy,” to share somebody’s sorrows,” and “to show compassion,” “pity.”

Management by Culture
Management by Culture (MBC) is a people-oriented and culture-focused style of
managing organizational activities. This mean taking the people’s cultural values and
value orientations as important variables in communicating and motivating them to peak
performance.
It is suggested that management by culture be used as framework of techniques in
managing human resource development particulary in cross-cultural setting.
In the Philippines, it would be better to use traditional values as points of
departure in communicating management principles to the workers, in motivating them
and harnessing their potentials for teamwork and cooperation.

Contributory Factors to Filipino Culture

 a. The Malays
b. The Chinese
c. The Indian influence
d. The Hindu influence
e. The Spanish Heritage
f. The Americans

The Filipino Values

1. Utang-na-loob
It is a technique of reciprocity of dept of gratitude to others within the
family circle or primary group, sometimes unlimited in nature, emotional
rather than financial or rational. It is a sign of marginal economy where no
place is available for bargaining, formal agreement, written contracts,
specific rights, and responsibilities.
ana-loob” or “walang-hiya”
2. Pakikisama
This is closely related to utang-na-loob. It is the value of belongingness and
loyalty to the small in-group with sensivity to the feelings of others on the
principle of “give and take”.
3. Hiya
This controls to a large extent the behavior of the individual and most
likely, is generally dependent on what others will think, say and do.
Because of hiya, a Filipino cannot sa “NO” even it it is against his will to
do what is being requested.
4. Bahala na
A common expression among Filipinos in the rest on the fatalistic outlook
and strong dependence on the “spirits” who will take care of everything if
they are really meant for a person.
5. Amor-propio
It is the individuals highly emotional reaction to protect his honor and
dignity when they are threatened or questioned and to retaliate. Common
forms of amor-propio are “hele hele bago quire”, or “pakipot” which shows
at the outset a person initially refusing an offer even if he really wants very
much to accept it.

Management by Objective

Management by Objectives (MBO) is a strategic approach to enhance the performance of

an organization. It is a process where the goals of the organization are defined and
conveyed by the management to the members of the organization with the intention to
achieve each objective.
Steps in Management by Objectives Process
1. Define organization goals

Setting objectives is not only critical to the success of any company, but it also serves a
variety of purposes. It needs to include several different types of managers in setting
goals.

2. Define employee objectives

Once the employees are briefed about the general objectives, plan, and the strategies to
follow, the managers can start working with their subordinates on establishing their
personal objectives. This will be a one-on-one discussion where the subordinates will let
the managers know about their targets and which goals they can accomplish within a
specific time and with what resources.

3. Continuous monitoring performance and progress

Though the management by objectives approach is necessary for increasing the

effectiveness of managers, it is equally essential for monitoring the performance and
progress of each employee in the organization.

4. Performance evaluation

Within the MBO framework, the performance review is achieved by the participation of
the managers concerned.

5. Providing feedback

In the management by objectives approach, the most essential step is the

continuous feedback on the results and objectives, as it enables the employees to track
and make corrections to their actions.

6. Performance appraisal

Performance reviews are a routine review of the success of employees within MBO
organizations.

Benefits of Management by Objectives

 Management by objectives helps employees appreciate their on-the-job roles and

responsibilities.
 The Key Result Areas (KRAs) planned are specific to each employee, depending
on their interest, educational qualification, and specialization.
 The MBO approach usually results in better teamwork and communication.
 It provides the employees with a clear understanding of what is expected of them.
The supervisors set goals for every member of the team, and every employee is
provided with a list of unique tasks.
 Every employee is assigned unique goals. Hence, each employee feels
indispensable to the organization and eventually develops a sense of loyalty to the
organization.
 Managers help ensure that subordinates’ goals are related to the objectives of the
organization.

References:

Jocano, F. Landa (1990). Management by Culture. Quezon City: Punlad

Research House.

https://www.slideshare.net/kamleshn/valuesorganizationalculture?
next_slideshow=1987850

https://pdfcoffee.com/filipino-culture-and-values-4-pdf-free.html