PINOY and His Organizational

Environment
Pinoy Wants and Needs from His Organization
The following are some most important that
PINOY wants from his organization:
 Personal Recognition of His Achievements
Recognition is a mechanism that drives Pinoy to do his best.
Pinoy is very sensible person that he wants phrases of
appreciation for the good things he does for the organization.
 Good Working Condition
Pinoy likes to work in a condition where he is safe from harm.
He is a mobile individual and not a robot that works permanently
in one place.
 Good Salary and Benefits
It is the determinants of his performance and aspiration to stay
with the company for the rest of his working life.
If these are not satisfied, then he scouts for a better employer
Pinoy Wants and Needs from His Organization
The following are some most important that
PINOY wants from his organization:
 Interpersonal Relations
Pinoy as a social being needs to work with people with the same
interest with him and for his personal needs for socialization.
The organization he works with must have the same level of his
intellectual capacity for the exchange of ideas. It also affects
organizational productivity.

 Promotion for his Performance

An educated PINOY would always look for opportunity in the
organizational ladder. He does his best in order to be recognized
and given the necessary promotion when the time comes.
What Organization EXPECTS from Pinoy?
Among these expectations are the following:

 Job Performance
Job performance is evaluated from time to time to find out how
Pinoy links himself to the expectation of the organization.
It serves also as an indicator of how Pinoy should advance in
the organizational ladder.

 LOYALTY
Loyalty is measured on individual capacity to protect the
organization’s interest not only to the public but also to its clients
Loyalty is measured on how Pinoy could be honest in the service
of organizational objectives.
What Organization EXPECTS from Pinoy?
Among these expectations are the following:
 Dedication
It is the level of how he does his job without much supervision
from his immediate superiors. It is a self-propelling interest
for service and job performance.

 Talents and Skills

He is hired as a whole person with other potentials that the
organization needs in its operation.

 The HIGHEST Level of Cooperation

The level of cooperation is determined on how individual solve
organization problems with utmost efficiency and the less of cost
in solving them.
Pinoy and the Work System
Pinoy works in an organized system of activities.
The work flow must be set of activities and operation in
the performance of assigned task usually in written job
description.
 Identification and Grouping of Work
The Pinoy as organizational player must be identified as his
capacity to deliver the required output as to his skills and talents
and must contribute to the winning effort of the organization.

 Delegation of Authority and Responsibility

After organization identified organizational activities, Pinoy must
be given specific duties and responsibilities. To avoid conflict
and misunderstanding, management must have written form
through job description after a careful job evaluation program.
Pinoy and the Work System

 Establish Work Relationship

Teamwork is the name of the game that will enable people to
work smoothly in making and solving simple and complex
problems. These patterns of relationship rest with the kind of
effective team managers who lead and develop Pinoy.

 Organizational Design
The design must be planned according to organizational needs
and those of the people assigned to do the job. It should not fit
a particular individual for purposes of accommodation.
The Nature of Organization
A marketing organization may expose Pinoy to different personal
contacts with clients or customers of varied nationalities and personal
identities.

The nature of organizational climate also refers to the following:

 Goals and Objectives
It refers to the things and activities that must be running towards
direction of the organization. It must be clarified by TOP
Management. There must be a smooth flow of work.

 The Internal Social System

This refers to the people Pinoy works with because of the
regional cultural orientation of Pinoy.
The Nature of Organization

 Organizational Structure
The organizational structural ladder is usually staffed with people
the management trust. Pinoy management in general would like
to put the next of kin to positions in the managerial hierarchy
even if they are not prepared to handle the job.

 Management Strategy
This refers to management system of planning and implementation
The plan although initiated by top management makes it more
self-propelling for Pinoy to implement because he is part of the
whole system.
Pinoy and His Managerial Practices
The following managerial practices will improve the
organizational climate:

 Clear Cut Policies and Procedures

It refers to Pinoy understanding of the goals and objectives of the
organization. Pinoy must not be left hanging on what to do
about a certain policy or procedure that must be implemented.
It is better if directives are written and specific instructions are
explained.

 Organizational Commitment
It refers to plans and programs for employee’s welfare and
development. It is management priority to provide employees’
with the necessary adjustments in pay or benefits when profit
and productivity increase.
Pinoy and His Managerial Practices
 Management Delegation of Responsibility and Accountability
Pinoy would react positively if given an elbow room to move
within the given responsibility. It is the feeling of management
trust and confidence on his capability and loyalty to his
assigned task.
 Development of Team work
Teams are working force that will deliver good results if they work
in harmony with one another. It develops camaraderie and better
organizational communication.
 Management Recognition of Pinoy Good Performance
Effective delivery of work programs and activities must be
recognized by management for Pinoy to be encouraged to be’
more effective and efficient in the performance of his assigned
task.
The Three Steps to Organizational Process
1. Planning for Change
The first step in the process of change is to identify the need for
change.
Strategic Change - a change has something to do with the
development of new management strategy due to changes in
marketing condition or the need to satisfy the changing demand
of customers and other stakeholders.
Process Oriented Change – may be due to the introduction of
new technology or the process of manufacturing goods or
services to satisfy various demands for improved product quality
or new and better products.
Employee Oriented Change - has something to do with changes
in people behavior and aspiration in the work environment due to
economic and social conditions.
The Three Steps to Organizational Process
The following steps must be taken after identifying the above
conditions:
a)Develop New Goals and Objectives. The managers must identify
as to what new outcomes they wish to accomplish.
b)Select the Agent of Change. Management must decide who will
initiate and oversee the change.
c)Diagnose the Problem. The problem area must be identified as
to where changes are needed in the organizational setup.
d)Select the Methodology. Consultations must be taken with those
that will be affected as people will react to any proposed change.
e)Develop a Plan. The plan of action is putting together the
ingredients for change. It must be analyzed in terms of better
performance and efficiency in the conduct of work.
f)Develop Strategy for Implementation. The management must
decide on the time table of implementation, where the change is
needed, and how the plan should be implemented
The Three Steps to Organizational Process
2. Assessing the Change Forces
Management must create an environment in which
change will be amicably accepted by people in the organization.
Managers need to analyze the forces that resist the planned
change.

3.Implementing the Change

When all forces have come up to a favorable condition,
the implementation stage comes into fold. The right timing and
communication strategies must be put in place through
announcement.
Organizational Change Process

Change Process come in three different phases:

1)Unfreezing
It is putting Pinoy into awareness that present behavior is
inappropriate, irrelevant, inadequate, and not suitable to the present condition
of work. Pinoy must realize that he has to change to keep in place with the
changing condition at work.
2)The Changing Process
It is a gradual system of assimilation into the new ideas and practices.
The learning process must be put in place so that Pinoy will gradually realize
that he has to discard old practices.
3)The Refreezing Stage
This is the trial stage on the job. Pinoy old practices is totally
discarded and new ideas are put in place. In this stage, Pinoy developed
reinforced skills, knowledge and attitude after his training and organizational
intervention.