FILIPINO HIERARCHY OF NEEDS AND MANAGEMENT STYLES

Ingrid Ann T. Mosura BA Psychology IV

HUMAN RELATIONS

Integration of people into a work situation in a way that motivates them to work together productively, cooperatively, and with economic, psychological, and social satisfaction

THREE BASIC WANTS

Economic, Psychological, Social Create boundaries of employee

human relations Separate or different for every

individual Results through writing or speaking in

ways that are understandable, accurate and pleasant to another person

FILIPINO HIERARCHY OF NEEDS

Tomas Andres: Management Filipino Style

Derived from Abraham Maslow’s Hierarchy of Needs

Anchored on the concept of human relations

Stimulus- Organism- Response The variable is the organism: the Filipino

who has a different set of values

MASLOW’S VS FILIPINOHIERARCHY OF NEEDS

Physiological Needs

Safety and Security Needs

Belonging and Social Needs

Esteem Needs

Self- realization Needs

Familism

Reciprocity

Social Acceptance

Social Mobility

Pagkabayani

I. FAMILISM: THE NEED TO BELONG

Family or group serves as: A defense against potentially hostile world An insurance against hunger and old age An eternal source of food, clothing and

shelter An environment where a Filipino can be

oneself Walang masamang atin, Pagpupuno sa

kakulangan, pagtatakip ng kakulangan

I. FAMILISM: THE NEED TO BELONG

Implications Familism can increase worker productivity

(utang na loob) Familism can promote loyalty given that

company goals are not in conflict with his or her immediate family or group’s goals

Promotion is appreciated and authority is highly valued. Tradition, social position and family name are also important.

II. RECIPROCITY: THE NEED TO BE RECIPROCATED

Utang na loob Every service received, favor or treatment

accomplished, has something in return Related to dangal or dignity: A Filipino

respects others but they must also respect him in the same way

II. RECIPROCITY: THE NEED TO BE RECIPROCATED

Implications According to Dr. Angelina Ramirez, a

Filipino worker: Wants to be treated as an individual with

dignity Wants to carry an open communication

and get feedbacks from those he works with

Wants to be rated high because of the recognition and promotion benefits

Works best with co- workers who are socially supportive

Wants to be involved in challenging tasks which provide calculated risks but resistant to change when he is not yet ready for that new behavior required of him

II. RECIPROCITY: THE NEED TO BE RECIPROCATED

Hiligaynon translation of the Job Satisfaction Survey Original Facets: Pay, Promotion,

Supervision, Fringe Benefits, Contingent Rewards, Operating Procedures, Coworkers, Nature of Work, Communication)

New Facets: Pay, Enjoyment, Friendly and Helpful Co- workers, Sense of Dignity and Freedom, Contingent Rewards

II. RECIPROCITY: THE NEED TO BE RECIPROCATED

Implications: Fringe benefits are exchanged for output

improvement Consistency in the superior’s style of leadership is

expected Management by Objectives (MBO) is preferred:

employees evaluated using a set of determined objectives

Euphemistic or indirect positive criticism is accepted

Negative criticism should be done cautiously and indirectly (Parinig, Bato- bato sa langit…)

Friendships inside the organization is important

II. RECIPROCITY: THE NEED TO BE RECIPROCATED

Implications Negative traits sometimes spring from

positive traits (Ex. Nepotism and Favoritism)

Concept of property (Sakop or Kapitbahay system)

III. SOCIAL ACCEPTANCE

To be taken by his fellows for what he is or what they believe him to be and be treated in accordance with his status

Views co- workers as a psychological investment for future economic, religious and social, and political gains

Social support is gained through pakikisama or conformity to the group to make unanimous decisions

III. SOCIAL ACCEPTANCE

Competing for recognition may be punished by withdrawal of support

Matched Groups versus Diverse groups

IV. SOCIAL MOBILITY

Need to belong to a desired social class or status Climbing the social ladder Influenced by money Low- paid workers strive for an upward

socioeconomic mobility Promotion by seniority is better that

promotion by performance

V. PAGKABAYANI: BEING A HERO

The need to be esteemed and revered Highest need Uses the values of honor, dignity and

pride Lies on the value of hiya which means

self- esteem Encompasses almost

all the Filipino needs

OTHER IMPLICATIONS

Timescales and deadlines are flexible Verbal instructions should be

accompanied by written ones because Filipinos are often hesitant to ask for clarifications

Decisions are made by the top management

Managers guide their subordinates both in their business and personal lives

THANK YOU!