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Ingrid Ann T.

Mosura BA Psychology IV

FILIPINO HIERARCHY OF NEEDS AND MANAGEMENT STYLES

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 Maslows 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

MASLOWS

VS

FILIPINO

HIERARCHY OF NEEDS
Self- realization Needs Pagkabayani

Esteem Needs Belonging and Social Needs

Social Mobility Social Acceptance

Safety and Security Needs

Reciprocity

Physiological Needs

Familism

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 groups 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 superiors 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 selfesteem 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!

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