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Taking Risks in Running Public and Private Organization

This document discusses the importance of risk-taking and risk management in running public and private organizations. It states that taking risks is necessary for innovation but also inherently complex. An appropriate risk management system is important to assess, evaluate and respond to risks. While risks should be acknowledged and managed properly, complete risk avoidance is impossible. Overall risk-taking is essential for organizations to achieve their goals but risks must be properly identified and mitigated through established risk management processes.

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Rey Ian Tariga
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55 views8 pages

Taking Risks in Running Public and Private Organization

This document discusses the importance of risk-taking and risk management in running public and private organizations. It states that taking risks is necessary for innovation but also inherently complex. An appropriate risk management system is important to assess, evaluate and respond to risks. While risks should be acknowledged and managed properly, complete risk avoidance is impossible. Overall risk-taking is essential for organizations to achieve their goals but risks must be properly identified and mitigated through established risk management processes.

Uploaded by

Rey Ian Tariga
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Taking Risks in Running Public and Private Organization

In delivering exemplary programs, operating public and private organizations unlock


countless opportunities and extend networks. Self-satisfaction is the provision of genuine
services that is the product of exceeding boundaries and moving beyond items conceived in
the heart. In running organizations as such, the courage that is born in the mind in taking
chances has been intertwined with values and reinforced with confidence.

Risk-taking is an intrinsic aspect of the application of innovation. An appropriate risk


management system is important for different sectors to implement advances in the services.
It provides risk assessment, risk evaluation, and the selection of the most suitable risk
responses. Risks are a very complex problem in different organizations that is very hard to
quantify. It is also sometimes quiet resistance to change every step of the way. Taking
chances in running organizations, though, unleashes the desire to make things bigger and
beyond imagination.

According to (Kinder, et al., 2012), every new initiative to be carried out in public
service is associated with change, which inevitably implies risks. All of the things we do and
offer for the public interest are often risk-related and often contribute to self-doubt and fear.
The developments and improvements that have been implemented by organizations for public
satisfaction of services are a manifestation of risk management who has acknowledged the
risk.

Believing the potential that you have in making a difference in taking a risk in
running an organization to reach a common goal will be a great help to overcome the risk
ahead. The faith that you will offer to yourself will be a stepping stone for being a risk
manager who knows the risk management process runs and whether it brings desirable and
expected effects. Risk is everywhere, it is inevitable, however, making inferences on the
things that may happen will be a great help in limiting the risks. The identification of risk is
very vital in the risk management process.

Tworek, 2017 states that in the risk identification process special attention should be
drawn to the following facts, the use of the method in risk identification depending on the
situation and needs, the consideration of risk identification with their advantages and
disadvantages, and lastly the specific methods in risk identification that brings effects. Taking
risk in running an organization has a great impact on the expected outcome whether it went
well or it went wrong, however, the application of basic methods in the risk management
process will pull you back for a greater lift in taking new chances and bravely taking new
risks.

Taking risks means taking new chances, innovations, new outcome, and a change.
Running organizations implies risks ahead. Taking methods in the elimination of risk has
been possible. In theories, however, the best risk management strategy for public risk is
avoidance, although in practical terms it is impossible. Risk is inevitable and quite resistant to
change. As a result no alternative but to cope up with risk exposure.

THE SIGNIFICANCE OF COMMUNICATION IN


EDUCATIONAL AND GOVERNMENT ORGANIZATIONS

Communication is the bloodline of an organization. It is the building blocks of an


effective organization. Through communication, organizations will able to function
efficiently and effectively and thus carrying the goals and objectives that the organization
wishes to deliver and accomplished. It seeks to bind all key players in an organization- from
understanding the underlying factors that affects the employees and the aspirations of the
organization that it wants to achieved.

In any type of organization either schools or public offices, there exist issues and
concerns that directly affects the employees’ outputs and the organization’s target. However,
with the strategy and appropriate management style, things will be in place. But more
important than this strategies is an effective communication either downward or upward form
of communication. What matters most is that all sides will be heard and issues and concerns
will be addressed. Hence, we call this organizational communication.

In each of these interactions, we are occasionally satisfied but sometimes frustrated by


incompetence, insensitivity, lack of coordination, and red tape, all of which result from
ineffective organizational communication. A deeper understanding of communication permits
us to better comprehend the factors that contribute to a successful organization.

An effective and efficient communication should be in place and developed in order


to create a conducive working environment between the workers and managers.
Communication shall become a linkage in mutual understanding so that goals of the
organization will be achieved and realized.

One must remember that communication promotes motivation by informing and


clarifying to the employees the task to be done, the manner they are performing and how to
improve their performance.

Communication is a source of information to the organizational members for decision-


making process as it helps identifying and assessing alternative course of actions. It also
plays a crucial role in altering individual’s attitudes, i.e., a well-informed individual will
have better attitude than a less-informed individual. Organizational magazines, journals,
meetings and various other forms of oral and written communication help in molding
employee’s attitudes.

Communication also helps in socializing. One cannot survive without communication. It


assists in controlling process. It helps controlling organizational member’s behavior in
various ways. There are various levels of hierarchy and certain principles and guidelines that
employees must follow in an organization. They must comply with organizational policies,
perform their job role efficiently and communicate any work problem and grievance to their
superiors. Thus, communication helps in controlling function of management.
Effective and efficient organizational communication means a productive and successful
organization. An effective manager and leader must know how to break barriers between and
among the employees and to the organization. One must be sensitive towards the actions and
behaviors of others and an immediate and appropriate solutions to these observations must
also at hand. And it should be remembered that it is the prime responsibility of managers to
develop an effective communication system in an organization. Because there is a great
relationship between effective communication to job performance and satisfaction. So if we
wanted to achieve the goals of the organization as equate by outstanding job performance,
there should be at least a clear and transparent organizational communication.

ETHICAL STANDARDS AMONG GOVERNMENT OFFICERS


AND EMPLOYEES

Under a democracy such as the Philippines, the people’s fundamental faith in the integrity of
political institutions is what holds the system together even under the most difficult times.-
Civil Service Commission of the Philippines.

At present, this fundamental faith is being tested. However, what could be learned
from present experiences is that people’s trust seems to lie on the integrity and accountability
of the government and all its workers. Our quest for effective governance tends to depend on
the ethical behavior of government officials and employees, since people put their trusts on
the shoulders of different public officers. In return, they are expected to exude accountability
in their dealings.

LEGAL FRAMEWORK

The 1987 Philippine Constitution provides the basis of ethical and accountable
behavior in the public sector. Section 1 of Article XI states that:
Public office is a public trust. Public officers and employees must at all times be
accountable to the people, serve them with utmost responsibility, integrity, loyalty, and
efficiency, act with patriotism and justice, and lead modest lives.

The said provision of the Constitution requires all government workers to exhibit and
live values while in the service. It is further mandated that they (Public officers and
employees) shall maintain honesty and integrity in the public service and take positive and
effective measures against graft and corruption.

Hence in 1989, the Philippine Legislature passed Republic Act 6713 entitled Code of
Conduct and Ethical Standards of Public Officials and Employees. The Act mandates that
do’s and don’ts in exercising their duties as government workers. These ethical norms that
each public officer should possess is encapsulated in the eight norms of conduct to be
observed by all government officers and employees. These norms are:

 Commitment to public interest


 Professionalism
 Justness and sincerity
 Political neutrality
 Responsiveness to the public
 Nationalism and patriotism
 Commitment to democracy
 Simple living

Ethical Problems in the Government Service

Though there is a strict order for the implementation of RA 6713, there are still erring
public officers and employees due to personal interests and reasons. This unethical behaviors
and not following the ethical norms as stated in RA 6713 greatly affects the image of public
service, thus creating a perception that government cannot be trusted thereby affecting the
holistic development of the country.

Of the three branches of the government (executive, legislative, and judicial) be it


national or local, the following are the observed ethical problems based form previous
readings of the decided cases on journals and internet. Said ethical problems are:

 Not properly filed Sworn Statement of Assets, Liabilities and Net Worth (SALN);
 Graft and corruption;
 Simple and Gross Dishonesty;
 Malversation of public fund;
 Conduct of unbecoming a good public officer;
 Simple and gross neglect of duty;
 Dereliction of duty;
 Simple and gross misconduct;
 Insubordination (simple and gross).

As government officials and employees, it should be remembered that public office is


a public trust. It requires transparency and integrity while holding this public office. It is also
expected from us to be of the highest degree of morality at all times.

However, it is frustrating that most of our government officials and employees take
their positions not as entrusted by the people but a privilege. Since it is a privilege, they are
bounded to behave and worked not in consonance to the standards set by law. Because of this
line of thinking, the essence of honest and clean public service is on the brink of extinction as
this was change by radical and shady personalities.

Ethical problems both from our public officers and employees affects good
governance. People will suffer and the services due to them is at stake. Hence, there is a need
for transformation in the government and to the people also. It should be remembered that it
is us who put them in the position and so, in our hands also lies the solutions and answers.
Further, the agency tasked to oversee any unethical behaviors and violations of the set
standards should be keen and strict enough to implement it. Values transformations and
leadership trainings and capability buildings should be formulated to address such issues.
Because what matters most is we are bringing back the glory of good and transparent
governance for the future. We are tasked to leave a legacy to our children of a clean and
corrupt-free government manage by true and qualified leaders- in thoughts, deeds, and
actions.
The Problems and Issues on Employer-Employee
Relations

Employee Relations is not just a term, nor does it only mean relationships between
employers and employees. It refers to an organization’s efforts to create and maintain a
positive relationship with its employees. Companies that invest in employee engagement and
retention plans are more likely to keep employees loyal and productive at work. According to
The Impact of Employee Engagement on Performance, a study by Harvard Business Review
(HBR), 71% of respondents agree that employee engagement is very important to the overall
success of the organization. (Talenx.io)

In an organization, conflicts is inevitable but the solution to this conflicts is also


countless. There are instances that misunderstandings will arise in an organization making
work outputs affected and delivery of services hampered. Through these conflicts, issues and
problems, the whole of the organization will be in danger that it will causes loss- loss of time,
financial resources and many more. That if not resolved, there is also a possibility that
employees especially those who are asset of the organization will step out.

It is then necessary that human resources department manage the employee relations
and focus on it. The Human Resource Office will then be responsible for being a listening ear
to employees, a mediator between employees and managers to advise on policy creation such
as compensation, benefits, work-life balance, working hours, and among others.

There is a need to prioritize the prevention and resolution of conflicts between


employees and management. There should be impartiality in judgment, while remaining to be
emphatic when enforcing policies just to ensure a conducive workplace for all employees.

In order to prevent issues and problems, employees should also viewed as


stakeholders and contributors. Because more than trading their time and energy for
compensations, they dedicate their best efforts in order to achieve the goals of the
organization.
The top management should take into consideration on how to resolve conflicts and
issues and problems the soonest possible time. Management should respect each employees
regardless of their status as they are the backbones of the organization. There should be an
open communication between the employees and the management in order to establish a
harmony in the workplace thereby achieving employees’ full capacity and productivity. They
should be feel valued and be treated just and fairly as they are working for the fullness of the
goal of the organization. Having done these steps and concepts, there is a possibility that
issues and problems won’t arise in the organization. It will create cooperation instead of
division. Thereby enabling themselves both the management and employees to march
together in attaining the set goals and objectives which they are bounded to realized.

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