Republic of the Philippines

CAPIZ STATE UNIVERSITY

Fuentes Drive, Roxas City, Capiz, Philippines
Tel No. (036) 621-3514/(036) 651-5348 Fax No. (036) 620-0682
Website: www.capsu.edu.ph Email address: admin@capsu.edu.ph

COLLEGE OF MANAGEMENT
MASTERS IN PUBLIC ADMINISTRATION
PA 214 – HUMAN BEHAVIOR IN ORGANIZATION

JENI-ROSE A. LAURE
Reporter

INDIVIDUAL BEHAVIOR IN ORGANIZATION

What is Individual Behavior?

Individual Behavior is a combination of responses to external and internal stimuli.

Factors Influencing Individual Behavior

1. Personal Factors
2. Psychological Factors
3. Organizational Factors
4. Environmental Factors

PERSONAL PSYCHOLOGICAL ORGANIZATIONAL ENVIRONMENTAL

FACTORS FACTORS FACTORS FACTORS
1. Organizational
1. Age 1. Perception 1. Economic factors
culture & climate
2. Technological
2. Gender 2. Values 2. Tenure
change
3. Emotional
3. Attitudes 3. Reward system
Intelligence
4. Marital Status 4. Psychological needs 4. Leadership style

5. Education 5. Personality

6. Religion 6. Motivation

7. Abilities

Organizational Climate
Organizational Climate can be defined as employees’ shared perceptions or experiences of the policies,
practices and procedures of their workplace and the behaviors that get rewarded, supported and
expected there.

Organizational Climate consists of a set of characteristics that describe an organization, distinguish it from
other organizations are relatively enduring over time and influence the behavior of people in it. -
According to Forehand and Gilmer
 Republic of the Philippines
CAPIZ STATE UNIVERSITY
Fuentes Drive, Roxas City, Capiz, Philippines
Tel No. (036) 621-3514/(036) 651-5348 Fax No. (036) 620-0682
Website: www.capsu.edu.ph Email address: admin@capsu.edu.ph

Organizational climate can be defined as a set of attributes specific to a particular organization that may
be induced from the way that organization deals with its members and its environment. - According to
Campbell

How to Develop a Sound Organizational Climate

1. Effective communication system. There should be a two-way communication in the organization in
the organization so that what is going on and react to it.
2. Concern for people. The management should be interested in the human resource development. It
should work for welfare of employees and the involvement in their working conditions.
3. Participation in decision making. The management should involve the employees in the decision
making process, particularly those decisions which are related to goal setting and affect them.
4. Change in policies, procedures and rules. The organizational climate can also be changed by making
changes in the policies, procedures and rules. It is a time consuming process but the changes will also
be long lasting if the workers see the changes in policies, procedures and rules as favourable to them.
5. Technological changes. Generally, the workers and employees resist innovative changes. But where
technological changes improve the working conditions of the employees, the change will be easily
accepted.

Characteristics of Achievers
Achievers in an organization possess certain characteristics that set them apart as high-
performing individuals. These characteristics contribute to their success and the overall success of the
organization. Here are some key characteristics of achievers in an organization:
1. Goal oriented
2. Accountability
3. Self-motivated
4. Continuous learning
5. Leadership skills
6. Team player
7. Positive attitude
8. Strong work ethic

The Human Side of Enterprise

"The Human Side of Enterprise" is a book written by Douglas McGregor in 1960. In this book,
McGregor introduced two contrasting theories of human motivation and management styles known as
Theory X and Theory Y. These theories highlight the importance of understanding the human aspect of
organizations.
THEORY X - Theory X assumes that employees are naturally unmotivated and dislike working, and
this encourages an authoritarian style of management.

THEORY Y - Theory Y shows a participative style of management that is decentralized. It assumes

that employees are happy to work, self-motivated, creative and enjoy working with greater responsibility.
 Republic of the Philippines
CAPIZ STATE UNIVERSITY
Fuentes Drive, Roxas City, Capiz, Philippines
Tel No. (036) 621-3514/(036) 651-5348 Fax No. (036) 620-0682
Website: www.capsu.edu.ph Email address: admin@capsu.edu.ph

The Individual “PINOY” in the Organization

“PINOY” in an Organized System

Pinoy is generally clannish and family-oriented. He would prepare to work with people whom he
is familiar with and within his regional orientation. He could easily associate with peers and friends as he
is sociable and hospitable. The Pinoy behavior in organization is unpredictable. The science of
management and psychology cannot fully solve the problem of people diversity, yet we need to
understand PINOY differences so that human relationship at work can be improved. We can improve work
relationship if organizational management is prepared to think of individual PINOY in the human terms of
their value system and culture.

Understanding PINOY in the Organization

Pinoy should understand that organizational behavior is related to the interaction of various
people in the organized system. Organizations are created to serve its mission and vision. It shall gear
towards the goal for which they aim to achieve.
Organization is made up of PEOPLE that should work together in harmony with the set of goals
and objectives. Organizations have FORMAL STRUCTURE that follows a system of work flow and carries
with it a system of accountability and responsibility. It has TECHNOLOGY that is put in place to make work
simpler and easier for people in carrying their task at work.

The Focus on PINOY Development

The focus of any FILIPINO organization is the development of better behavior in an organization
as it is the foundation of better management system. Along this line Management must provide the
following mechanism:
• The higher management in the organizational structure should provide the mechanism to improve
PINOY behavior. It is the management role to integrate the Filipino culture and values in the
workings of the organization. Management must integrate the skills and knowledge in the use of
technology in order to improve organization and people relationship.
• The PINOY employees must be motivated to work in harmony with establish norms and values of
the organization. Organizational behavior emanates from the workings of people and how they
behave to certain situations. People in organization are the important key element that describes
the whole organizational system. They work in an organized system. The failure of Juan is the
failure of the entire organization.
• The working environment must be conductive to the working PINOY. PINOY are not lazy they are
only made that way because they were not given the chance to prove his capability. Their
creativity can produce outputs more that their inputs.
• Management has to develop teamwork and better coordination at work. Team effort is the result
of better coordination in the work area.
• Management must satisfy the basic human and social needs of every “PINOY” in the organization.
PINOY works because he has to eat and provide his family with basic comfort in life. It is not only
his physiological needs that need to be satisfied but also his psychological needs.
• The organization and the working “PINOY” must work hand in hand in the realization of their
common objectives to maintain harmony. One cannot exist without the other
 Republic of the Philippines
CAPIZ STATE UNIVERSITY
Fuentes Drive, Roxas City, Capiz, Philippines
Tel No. (036) 621-3514/(036) 651-5348 Fax No. (036) 620-0682
Website: www.capsu.edu.ph Email address: admin@capsu.edu.ph

Who is “PINOY”?
Pinoy is no different from other people in the world of any organization.

PINOY in terms of Theory X PINOY in terms of Theory Y

“PINOY” in the Organization

Pinoy has individual differences and aspirations. When a person join an organization we treat him
as a whole individual. We cannot separate the individual from his personal character and values in the
pursuits of organizational objectives. We do not employ individual for his talents and skills alone to do the
job for which the organization aims to achieve.
Management objectives in the organized system should be the development of the total person.
The development strategy must be able to assimilate the individual personality to that of the
organization.

“PINOY” in the Formal Social System

As organization is with formal structure, the people therein move within the scope of their
duties and functions. People are grouped according to their talents and skills.
 Republic of the Philippines
CAPIZ STATE UNIVERSITY
Fuentes Drive, Roxas City, Capiz, Philippines
Tel No. (036) 621-3514/(036) 651-5348 Fax No. (036) 620-0682
Website: www.capsu.edu.ph Email address: admin@capsu.edu.ph

“PINOY” in the Informal Social System

While PINOY moves into the formal social system, he cannot be detached in the informal
social stratum. He has to associate himself with other members of the formal structure. These informal
groups are bounded by common interest and behavior.

Managerial Approach to “PINOY” Individual Behavior

• Communicate strategies to all key elements. Meaningful strategies should cascade down the line
to managers who are in the position to take action on plans and programs. Instructions must be
clear to all concerned. It should be direct and easy to understand.
• Develop and communicate planning premises. Pinoy will be better react to plans and programs if
he participates in the planning process.
• Ensure that action plans reflect major objectives and strategies. The profit motive must be taken
into considerations in making action plans. Managers and the working PINOY must contribute
efficiently and effectively towards decisions that will maximize Profitability and work productivity.
• Review Strategies regularly. Strategies must be reviewed periodically to ascertain that it is still
effective. PINOY must look at the prevailing business condition. It requires analysis and evaluation
of the internal and external Business environment to its strength, weaknesses, opportunities, and
threat.
• Develop contingency and alternative strategies and programs. When the prevailing business
environment changes considerably, contingency plans should be developed in order avoid
necessary lost in profit. PINOY must look for any positive or negative development in the business
environment and prepare alternative approaches. Contingency plan requires coordinated efforts
of all concerned in its preparation.