THE FILIPINO VALUES AND THE PHILIPPINE TEMPERAMENT UNDERSTANDING FILIPINO BEHAVIOR Filipinos Filipinos are great at using facial expression and body language t o tip off others on what is really going on their minds.
1. 2. 3. 4. 5. 6.
Nervous
twitching of the nose
A frown Gestures of the hand Shrugging the shoulders Looking the other way Crossing the arms
A Pinoy YES means: 1. He does not know. 2. He is annoyed. 3. He wants to impress. 4. He wants to end the t he conversation. 5. He half understood the instruction instruction or what is being said. 6. He is not sure of himself. 7. He knows better than the o ne speaking to him. 8. He doesn¶t know what to do; it¶s a shame to admit a weakness. So ³yes´ na lang. Subukan Ko (I¶ll Try) ³I can¶t produce the goods on the date you gave but I don¶t want to upset you by saying no.´ Sometimes referred as Pabalat-Bunga. -
FOUR CONCEPTS IN UNDERSTANDING FILIPINO BEHAVIOR Amor Propio or Self Esteem illustrates the need of the Filipino to be treated as a person, not as an object. used to indicate acceptance of any fate rather than to be criticized. with this Pinoy characteristic, it is quite difficult to ad mit mit mistakes mistakes that one o ne may have committed. y
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Hiya or Shame close to a feeling of inferiority, shyness and e mbarrassment or alienation. experienced in the presence of superior status when one is a failure of lower stat us. Utang na Loob or Debt of Gratitute refers to a feeling of obligation or of indebtedness which develops when one has done a favour for another. those debts are not settled settled by money. mone y. unlike the loans of money where interest is fixed, these transactions do not involve the concept of interest.
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Pakikisama or Getting Along Together the Filipinos¶ desire for smooth interpersonal relations. ³The best way to avoid conflict is to make someone feel good.´
THE ART OF NEGOTIATION Negotiation is an art that firms must be knowledgeable about if they want to stay afloat in today¶s highly competitive environment. is the most reasonable strategy to keep industrial peace. helps facilitate reconciliation of differences and interest. will result in the restoration of good working relationship, which in turn can spur economic growth and foster peaceful social change and development. is a tool that facilitates an agreement. is viewed as a useful tool in the problem solving process. is not as a one-time transaction but as an ongoing relationship with the public, both suppliers and consumers The Use of Power in Negotiations Useful Summary Checklist to Stay Clear of the Common Mistakes in a Negotiation 1. Know yourself and have a very high level of self -awareness. 2. Define your value system. 3. Determine your preferred negotiating style. 4. Ensure a disciplined preparation by firming up your own interests, the interests of the other party, the environment, and the context in which the negotiation is being done. 5. Overconfidence leads to lack o f preparation. 6. Beware of the winner¶s curse. 7. Perish the thought that the size of the pie under negotiation is fixed. 8. Recognize that there are different attitudes towards risk and even towards time. 9. Separate the people issue from the problem issue. 10. Never assume that what we want is how others want it, and what we see is how others see it. To be forewarned is to be forearmed. y
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INDIVIDUAL AND GROUP PERSONALITY According to Ernesto A. Franco in his book, ³Pinoy Management´, the Filipino treats responsibility in terms of signals or instructions from the boss or leader. The Filipino¶s authoritarian-centered orientation is a throwback of the tribal psychological roots traced to the early traditions. Gang Mentality ± the leader is strengthened by the support of his group, seeks assistance from them when needed and is ready to help when his informal group desires.
TRANSFORMATION VALUES OF THE FILIPINO A person¶s values are not acquired through genetics because one has to personally cultivate it and live it. The transformation of one¶s values also involves moral matur ity. It involves the new way o f thinking to perceive the real world and its complexities. Core Values 1. Truth, Love and Faith to be ready to deny what is false and to accept what is true is needed for intellectual conversion. 2. Integrity the wholeness of a man¶s nature. 3. Hard work the basis for everything worthwhile you will achieve in life. 4. Social justice requires that we share our talents and materiel possessions with those who are unfortunate and poor. Filipino work ethics work ethics must reflect a Filipino belief in the intrinsic value of work. Kinds of work which may pay poorly 1.Garbage handlers 5. Farmers 2. Janitors 6. Teachers 3. Clerks 7. Members of the police force 4. Factory workers 8. Soldiers Kinds of work which pays quite well 1. Medical and Engineering profession 2. Showbiz and entertainment 3. Media and public relations 4. High end company management in the private sector -
Workers
are effective when they do not confuse activity for results and deliver precisely what has been called for. Workers are efficient when their outputs, produced with the least amount of inputs, are of the highest possible quality at any po int in time. A responsible worker, whether a janitor or a company president, a clerk or an executive assistant, understands and practices professionalism.
SOME PRACTICAL MANAGERIAL STRATEGIES 1. Kailangan may no. 2 (there is a need for no. 2) 2. Tsismis Machine (Grapevine Machine) 3. Kailangan may Hatchet Man (there is a need for Hatchet Man) 4. Be an Expert on Timing 5. Lumayo sa Madalas Matalo (Avoid Losers)
Filipino middle management subcultures according to Gonzales A reasonably strong work ethic, including an adherence to the value of doing the work well and going the extra mile to get it done. A belief that, in order to get ahead, it is necessary to be credible to the top, usually by having a good work reputation. A belief in the value of inclusion. A belief in the need to defer to authority, particularly to one¶s direct superior. A belief that the company is part of one¶s family as well as a be lief that a member must know and maintain rightful places in the social hierarchy of the organization. A belief in the value of maintaining good interpersonal relations with everyone in the organization. Gonzales also characterized the Filipino Top Management subcultures through the statements below: A belief in the value of staying ³on top of the situation,´ or of maintaining control. A belief in the need for a strong and stable organization populated by loyal conformists who believe totally in the co mpany and who will work their hearts out for it. A generally more conservative orientation that value and perpetuates the things which have worked in the past. A belief that rank has its privileges. -
THE CYBERKIDS Cyberkids ± uses computer technology to perform their jobs on a faster pace. Transition People - who were born before the computer were in wide spread.
DIFFERENCES BETWEEN FOREIGNERS AND FILIPINOS AT WORK How Filipino see Westerners? They see the vision as belonging to leader who shoves the goals down which limits autonomy. The Filipino leader first talks to everyone then they develop a vision. How Westerners see Filipinos? ³trying to please anyone´ How Filipino see Westerners? Insensitive to feeling to the feelings of peop le. ³pushy´ style How Westerners see Filipinos? Confusing, not getting to the po int, I don¶t have time for this. Filipino boss is less forgiving to foreigners. -
