QUESTION: WRITE ABOUT THE DIFFERENT COMMUNICATION STYLES OF THREE (3) LOCAL OR NATIONAL

PUBLIC SERVANTS.

METHODOLOGY USED:

1. The tool used as part of the exercise during the class last Sunday dated May 5, 2019 on
COMMUNICATION STYLES: A SELF-ASSESSMENT EXERCISE.
2. The tools (assessment part) were sent through fb messenger of target two (2) respondents
and an actual administration of the tool for the third respondent.
3. The Scoring Sheet for the Communication Styles Assessment is the basis of determining
which of the Four Communication Styles the respondents have been categorized.
4. Their Basic Profile were extracted through their shared Curriculum Vitae (respondent 1) ,
exchanges of Messages, Audio Interview for further reflections (respondent 2) and Face to
Face Interview (respondent 3).
5. Based on the Main Characteristics of Communication Styles, an structured questions relating
to the content and process were narrated.

FINDINGS:
1. The three (3) respondents are:
(1) A Regional Government official, Member of the Parliament of the Bangsamoro Transition
Authority-BARMM; ( Regional-Legislative)
(2) An academician, Associate Professor of the MSU Tawi Tawi and an Executive Director of the
Tawi Tawi Alliance of Civil Society Organizations; (Academe-CSO)
(3) A Provincial Department Head of the Human Resources and Management Department,
Provincial Government of Maguindanao. (Provincial LGU)

Table 1. The Four Communication Styles

STYLE 1. WHAT STYLE 2. HOW STYLE 3. WHO STYLE 4. WHY

ACTION (A) PROCESS (PR) PEOPLE (PE) IDEA (I)

Results Strategies Communication Concepts

Objectives Organization Relationships Theories
Achieving Facts Teamwork Innovation
Doing

Table 2. Summary of the three (3) Respondents’ Scoring Sheet for the Communication Style Assessment
Respondents Style 1 Style 2 Style 3 Style 4 Total
#1 9 12 13 6 40
#2 8 12 13 7 40
#3 13 8 13 6 40

2. As per results of the assessment score sheets, it revealed that Respondents #1 and #2 have
common communication styles which is focused on Who, People, as the core influencer of their
communication styles. The “People” defines the manner the respondents communicate and
consider the relationships as the underlay of enabling a dynamic teamwork.
On the other hand, Respondent #3 scoreboard revealed her communication style as a
combination of an Action Oriented and People focused. She felt more responsible in ensuring that
the whole Provincial Government bureaucracies contributes to the achievement of the goals and
objectives of its government. As HRMO department head, she focused on the continuing
development of the people in the bureaucracies, established a more dynamic interrelationship
among various agencies within the provincial government; enrich the right attitude towards work;
and adheres to organizational standards and values. It is aimed to effect an action towards
accomplishment of targets and ensure every human assets contribute to the achievement of the
goals and objectives set forth by the legislative and executive branches of the Provincial
Government.

Reflecting on the scoreboards, I confirmed to them what appeared to be the results of their
assessment, and further elicit their opinions and experiences in reference to the main
characteristics of their styles in terms of content and process and hereunder are their narratives,
as said:

a. Respondent #1 acclaimed; “Ägree, the key is understanding and valuing people, regardless of
their status, position, etc. We have to understand and read even the gestures of those
people”. “As a leader, you need to cultivate the strengths of your people, value them so they
can fully utilize those strengths for the good of the organization”.
b. Respondent #2, “Yes. I am. I listen to people, get their ideas. Share mine. We agree.” Further,
she acclaimed, “Yes, I agree to the characteristics of a people centered communicator
because I am like this. I am subjective, warm, spontaneous, empathetic, perceptive,
emotional and sensitive. I treat every person differently as I respect individual’s differences,
thus I am subjective. I always place myself in one’s situation whenever I hear a person talk
about his/her situation. I am emotional that I always empathize with the person I am talking
to at that moment. I am sensitive to all the people I met and become perceptive of how they
feel based on the emotions they convey whenever they talk. I always motivate people I talk
to and encourage everyone to be confident and develop themselves as I believe that no one
was born to this world equipped with all skills. I inculcate values- honesty, integrity,
punctuality, loyalty, humility, respect, word of honor, industriousness and cooperation. To
value friendship and relationships established and not to break a person’s trust.”
c. Respondent # 3. I value the very existence of the employees within the organizations. As a
bureaucrat myself and had rose from the ranks, the communication styles of the head of
office or leader affects the productivity and satisfaction of employees. That is how significant
communication is and crucial in empowering your people in achieving organizational goals.
Foremost, in any developmental initiatives, the people should be at the core element.
Building up on their competencies through a continuing professional education and related
human resource development programs are on the highest priority. As the saying goes, no
matter how much technology innovation and sophisticated machines are, it can never match
human brains. That is why as a manager and head of the human resource development office,
I always push for strategic actions and policies towards allocating capital investments for the
employees and elected officials of the Provincial Government. I believe that when you
achieved competencies and continuously build on your people, relationships among and
within different departments are improved, behavior is changed, productivity increased and
the individual achievement for professional growth is achieved; thus public service becomes
exemplary. As a result, your employees becomes more objective in performing and achieving
 their targets and contribute to the over-all accomplishment of the provincial government.
Thus, a good teamwork reflects the shared values, relationships, motivation and
competencies among people in the organization.”

Table 3. BRIEF PROFILE OF THE THREE (3) RESPONDENTS

Respondent # 1
NAME ENGR. BAINTAN ADIL AMPATUAN, CSEE, MP
AGE/SEX/TRIBE/RELIGION 50 yrs old/Female/Maguindanaon/Islam
EDUCATIONAL National Integration and Study Grant Program (NISGP) 1986-1991
BACKGROUND Bachelor of Science in Civil Engineering, Notre Dame University,
1991
Master in Professional Studies- Development Management major
in Public Affairs Management, USM Kabacan- 1994
ELIGIBILITIES Career Service Executive Eligibility (CSEE) third level eligibility-
2004
RA 1080 – Civil Engineer, 1991
Career Service Professional- 1991
WORK EXPERIENCES Member, Parliament, Bangsamoro Transition Authority, BARMM
Executive Director (RPDO), 2012- 2019
OIC- District Engineer (DPWH-ARMM), 2018-2019
Project Manager (HDAP-PMO)-2017-2019
Planning Officer V/Chief, MICAD (RPDO), 2007-2012
Planning Officer IV/ Acting Chief, MICAD (RPDO), 2006-2007
Technical Support Specialist, ACT for Peace. (2005-2006)
Deputy Executive Director- ARMM Social Fund Project. (April-
September 2005)
Institutional Development Specialist & Deputy Executive Director
counterpart, ARMM Social Fund Project (May 19, 2004- March
2005)
Acting Chief, RPDO (MICAD) (April 2003-March 2005
Officer in Charge, RPDO (January 2003-March 2005)
Acting Chief- RPDO, Social Development Division (1997)
TRAININGS 7th PICE International Technical Conference, Brunei Darussalam,
(22-23 August 2018).
Belt and Road Summit, Hong Kong. (September 7, 2017)
Regional Consultative Workshop on EL NINO in Asia Pacific,
Bangkok Thailand, (Jun 7-9 2016).
Knowledge Exchange on Community Driven Development (CDD) in
South Korea, (May 5-31 2016).
World Halal Conference (WHC) in Malaysia, (March 29- April 3,
2016).
Making System Work A Global on Education Systems, Sydney
Australia, (February 29- March 2016).
4th Urban Renewal Conference in Singapore, (August 18-22,
2015).
 Seafood Expo Global/Seafood Processing Global in Brussels,
Belgium (April 21-23, 2015).
Mindanao Young Leaders Invitation Program in Japan (October
20-29 2013).
Study tour to Malaysia for the Preparation of ARMM
Administrative Code and its Implementing Rules and Regulation
(IRR), in Malaysia (March 9-12,2010).
Seminar on Governance for ARMM Officials, Japan (January 19-
27, 2004).
Training on Public Administration and Regional Dev’t, Japan
(January 12-26 2007).
International Visitors Leadership Program (IVLP) USA, (November
8-29 2007).

AWARDS AND CSC ARMM 2014 – Regional Outstanding Lady Executive (ROLEx)
RECOGNITIONS Awardee
Recognition of Excellent by RPDO
Recognition and Appreciation of Outstanding Leadership and
Exemplary contribution (DRRM) Awarded by OCD ARMM 2012
Certificate of Recognition given by World Bank Country 2009

Respondent # 2
NAME PROFESSOR ARLENE NAPOLES SEVILLA-AMING
AGE/TRIBE/RELIGION/SEX
53 years old/Visayan/ Islam/Female
EDUCATIONAL Doctor of Education- Completed Academic Requirements
BACKGROUND Master of Arts in Education
Master in Public Administration completed Academic Requirements
AB English Language
ELIGIBILITIES Cum Laude/PBET 80.42/CSC Professional 89.9
WORK EXPERIENCES Associate Professor II- MSU Tawi-Tawi
GAD Focal Person
Scholarship Coordinator, Tawi-TAwi Regional Agricultural College
AWARDS AND DSWD-ARMM for Community Monitoring
RECOGNITIONS DENR-ARMM for Vital Role in Clean and Healthy Environment
Bongao LGU for ESWMP Promotion
ORGANIZATIONAL Executive Director, Tawi Tawi Alliance of CSOs
AFFILIATIONS Board of Director, Tawi Tawi Provincial Women Council
Board of Director, People’s CART
Board of Director, Change Politics Movement
Founding Member, Women Action for PEACE-Asia
Member, CSO SEED Advocacy Team
Member, Mining Monitoring Team
Member, Bantay KITA
Respondent # 3
NAME MONINA K MACARONGON, MPA
AGE/TRIBE/RELIGION/SEX 53 years old/Iranon/ Islam/Female
EDUCATIONAL Master in Public Administration, MSU-Maguindanao
BACKGROUND BS in Customs Administration
ELIGIBILITIES Civil Service Professional Eligibility 82.67
WORK EXPERIENCES Provincial Human Resource Management Officer, Maguindanao
Province, 2015 to date
Designate-Prov’l. Local Economic Promotion Officer, 2016 to date,
Designate-Manager, One-Stop Resource Center, Public
Employment Service Office, 2013 to date
Chief Project and Dev’t. Division, PPDO-Maguindanao, 2010-2015
Acting Provincial Budget Officer , concurrent, Technical
Management Center Head, Shariff Kabunsuan Province, 2008
Asst. Department Head, TMC, Shariff Kabunsuan Province, 2008
Senior Investment Specialists, RBOI-ARMM 1995 to 2008
Investment Specialists II, RBOI-ARMM, 1993-1995
Investment Specialist I, RBOI-ARMM, 1992-1993
Development Management Officer, RBOI-ARMM, 1991
AWARDS AND Service Award, Mindanao Institute of Technology
RECOGNITIONS Project- based Recognitions, unenumerated
ORGANIZATIONAL President, Iranun Chamber of Commerce and Industry, Inc.
AFFILIATIONS Founding Member, IPI Political Party
PLEBEIANS
Member, Moro Women Advocacy for Good Governance

TRAININGS 30 human resource development trainings and seminars (5 years

back reckoning)

ANALYSIS:

Based on the results of the scoreboards, the narratives of their responses and review of their
individual profiles, I can say that the communication styles of my three respondents value people
as very important and considered it at the core in the organization. Objectively, an IDEAs, be it in
its conception stage, whether back up by behavioral or scientific theories or in its advance state
of innovation or WHETHER the organization adheres to sophistication of its PROCESSES by
defining Strategies, setting up the best organizational structures as a mechanisms and responding
to real-time statistical data or facts figures; or WHETHER an ACTION had been defined by results
matrix, objectives setup, or action-agenda measured by statistical performance indicators; the
three communication styles will always be superseded by the PEOPLE-focused communication
styles because the very nature of realizing the three earlier defined will be for PEOPLE to act on it
and accomplish . The people as the most important asset an organization can possess. And as a
leader, your people will influence the communication style to enable an idea to evolve, a process
to adopt and an action to engaged with towards a greater purpose of meaning and satisfaction.
The experiences and personal achievements of my respondents reinforce their communication
style and the nature of their work assignment also contribute to the kind of leadership and
communication styles that best suit the requirement in achieving their organizational goals.