CHAPTER III – UNDERSTANDING MANAGEMENT

Learning Objectives:
After reading this chapter, you will be able to:
1. Comprehensively define what management is.
2. Discuss precisely the different concepts of management.
 Management as a discipline
 Management as an art
 Management as a group
 Management as a profession
3. Described accurately the manager and their different levels, their functions and skills.
4. Enumerate and demonstrate perfectly the qualities of a manager.
5. Recognize the modern challenges for managers.
6. Acquire the ability of developing mission and vision statements.
7. Appreciate the importance of creating vision and mission statements.
8. Developed knowledge and skill in behavioral management.
9. Know and apply the behavior management techniques.
10. Understand comprehensively employee behavior and motivation.
11. Recognized broadly the values formation in management.
Management
Management is a set of principle relating to the roles of planning, coordinating,
directing and regulating and the implementation of those principles in the efficient and
effective use of physical, financial, human and information capital to achieve
organizational objectives.
UNA, TUKUYIN NATIN KUNG SAAN NGA BA NAGSIMULA ANG SALITANG
MANAGEMENT, MANAGEMET COMES FROM THE ROOT WORD MANAGE
WHICH MEANS TO HANDLE OR CONTROL A SITUATION, IT CAN ALSO
MEAN TO DIRECT OR TO BE CHARGE OF. While management, eto yung
pamamahala, kung tutuusin wala naman po silang pinag kaiba. The Need of
management is needed in order to coordinate the activities of a business or an
institution and make sure all employees are working together toward the
accomplishment of the organizational goals. So napaka importante po ng management,
because of this nakakamit natin yung inaasam asam natin which is success. Some of you
ginagawa niyo na rin yan, kasi you are able to manage your time in learning and some
other activities. So nakaka pag aral kayo ng maayos and at the same time nag eenjoy pa
kayo sa daily living niyo wherein nai a’apply niyo yung management as a student.
Definitions of Management
Management thinkers have defined management in their own ways:
A set of activities directed at the efficient and effective utilization of resources in the
pursuit of one or more goals. Van Feet and Peterson
For them, management is the action of making practical and effective use of
resources to achieve goals.
 Working with human, financial and physical resources to achieve organizational
objectives by performing the planning, organizing, leading and controlling functions.
Megginson, Mosley and Pietri DITO NAMAN, THEY NEED PHYSICAL AND
FINANCIAL RESOURCE PARA MA ACHIEVE NILA YUNG
ORGANIZATIONAL OBJECTIVES OR GOAL SA PAMAMAGITAN NG
PAGPAPLANO, PAG OORGNISA, PANGUNGUNA AT PAGKONTROL NG
TUNGKULIN.
Management is a problem solving process of effectively achieving organizational
objectives through the efficient use of scarce resources in a changing environment.
Kreitner SIYEMPRE HINDI NAMAN SA LAHAT NG PAGKAKATAON NASA
TUGATOG NA KAAGAD TAYO NG TAGUMPAY, OF COURSE KAILANGAN
MUNA NATING PAG HIRAPAN ANG ISANG BAGAY BAGO NATIN ITO
MAKUHA
Management is an art of what knowing to do, when to do and see that it is done in the
best and cheapest way. F.W. Taylor MANAGING IS AN ART BECAUSE IT
REQUIRES CERTAIN SKILLS WHICH ARE PERSONAL POSSESSIONS OF
MANAGER. THEIR EXPERIENCES AND LEARNINGS PROVIDES THE
KNOWLEDGE AND ART THAT DEALS WITH THE APPLICATION OF
SKILLS. A MANAGER TO BE SUCCESSFUL IN HIS CHOSEN CAREER MUST
ACQUIRE THE KNOWLEDGE AND THE ART OF APPLYING IT.
Management is an art of getting things done through and with the people in formally
organized groups. It is an art of creating an environment in which people can perform and
can cooperate towards attainment of group goals. Harold Koontz

Other Views on the Definition and Scope of Management

“Managing is forecasting and preparing, arranging, directing, managing and
regulating” says Henri Fayol. Fredmund Malik describes management as “transforming
capital into value.”
OF COURSE, IN PUTTING UP SOMETHING YOU NEED A CAPITAL, SO BY
THAT YOU ARE INVESTING, AND SOON YOUR CAPITAL WILL GROW AT
LALAKI ANG VALUE. KUNG ANO YUNG IPINIHUNAN MO, BABALIK YAN NG
DOBLE O DI KAYA AY TRIPLE. It is described by Ghislain Deslandes as “a weak force,
under pressure to achieve results and endowed with the threefold power of constraint,
imitation and imagination, operating at subjective, interpersonal, institutional and
environmental level.”
Management as a Process
Management as a process began with the sole purpose of attaining an objective.
Further, it is specifically done in order to:
The purposes are:
1. Rise client’s satisfaction with the services the company provides.
2. Develop personnel experience, abilities and capacity, or
 3. Accomplish a particular goal/s.
Management as a mechanism often includes interrelated processes by which management
within an entity manages and controls the organization’s resources to achieve desired
outcomes. This requires not only managing and using financial resources alone, but also
human resources, as they are also important to an organization in order to achieve its stated
objectives.
Managers need to build a comfortable working atmosphere that promotes healthy
employee relations within the company. They will make sure that the human resources work
in harmony to achieve the goal of the organization. Having full oversight of an
organization’s affairs, managers need to follow due process to set goals and come up with
plans for achieving outcomes. Both phases of planning and execution include due processes
which the manager must strictly adhere to.
Management: The Never Ending Process
Task management is the practice of recording personnel’s day-to-day
accomplishments in an order in which they are done. It is a key to an organization’s course
and maximize its work efficiency. It relies on the philosophy that knowledge from higher
levels of management influences any activity that takes place in the company in a personal or
group workers organization, therefore it is essential to proper recording process and cannot
take place without controlling the activities.
Managing tasks will help the workers organize their daily work. The activity
management system helps the managers and their subordinates to evaluate or verify their
results. This promotes workplace accountability as job tasks are accurately monitored, and
subordinate-deserved notifications are given according to the employees daily-observed
progress. Tracking the work of the employee and the amount of time spent helps identify
where improvements are essential.
Elements of the Ideal Activity Management Level
Monitoring this recorded information on a regular basis is essential to assure the
completion and accuracy of the record.
1. The activity (which are brief description of what you do)
2. Type of activity (whether it is meeting, an email, phone or others)
3. Name of the task
4. Title of project
5. Name or category of the project
6. The time length of the activity
7. Date of the task
Importance of Activity Management
1. It gives both the employer and the employees, information on the performance of the
personnel involved.
2. It helps to organize and emphasize the importance or relevance of the task at hand.
3. It also helps to avoid miscommunications and mistakes of task repetition in the
workplace.
Different Concepts of Management
Management as a Discipline
Management is also a discipline because it includes learning the procedures and
values required to perform official administrative duties, as well as demonstrating the
code of conduct that managers must obey when performing their duties. Management is
also being taught, as with other research or discipline courses, at numerous institutes and
universities around the world.
Individuals may secure jobs as managers after they have earned a diploma certificate
or higher degree. Managers have also opportunities to increase their expertise and
competence by obtaining a higher degree or management certification.
Management as an Art
Management is also known to be an art, because both share similar characteristics. Art
is a structured body of knowledge that requires imagination and expertise. An artist often
needs constant practice in order to become faultless or achieve a degree of perfection
which is considered acceptable.
Art is taught and put to use. The apprenticeship cycles come before application. There
are vast amounts of resources available to learn and develop knowledge about art in the
industry, which includes study materials, and books to help artist gain better
understanding and deliver quality production. The same holds true for management. By
learning, theoretical knowledge is gained. In other words, managers will learn about the
operation and concepts of management that are presented in the study material.
While studying art, one can learn and gain theoretical knowledge but it does not end
there. To yield results, the knowledge gained has to be implemented effectively. And as a
result, each artist is required to possess personal skills and imagination so he or she can
make good use of the knowledge gained. Even if two or more artist learn the same thing,
their ingenuity and talents will decide how well they end up using the acquired
knowledge.
The same is through of management. Learning the values and philosophies of
management is not enough. One requires the skills and imagination required to make use
of the information learned to produce positive results. As with art, two or more managers
can learn the same thing, but because of their skill and creativity the result generated
could be different.
In order to achieve perfection every artist needs constant practice. The artist will not
progress without regular training, either. The artist should focus on the practical after
studying their theoretical dimension in order to achieve perfection. A trained manager
will not go far without a managerial position being exercised on obtained. In theory,
certain established management principles need to be put into practice. The manager is
creatively oriented and can identify areas he or she needs to develop and work on
accordingly. Education is therefore an integral part of art and management. Management
is therefore an art, because both have the same characteristics.
Management as a Group
 In any way, the concept of management suggest that it is a group. In general,
administrative functions are not performed by one person alone. For most cases, as
companies expand. Many specific managerial roles are generated so that the organization
can meet its desired objectives.
Management as an operation carried out by a group of people saddled with their
responsibility of keeping the company going and achieving a specific goal. In other
words, a community compose of people with specific knowledge of the organization or
managerial roles will work together to manage a business.
Today, when we suggest that XYZ Company’s management is doing well. We are
implicitly referring to a specific group of people that makes up the management team.
They are the decision-makers and people’s first team to get the boot when things go
wrong. Let’s take an example of using police force. The chief is the manager. However,
do not forget that the community of managers is comprised of other team leaders, not just
one person.
In business, management involves the top-level managers who are the company’s
decision makers. Any decision they make is binding on other managers and employees at
lower levels. These include the president, chief executive, board of directors, general
managers and etc.
Management as a Science
Management is also a science, because everything used to classify a field as science is
involved. Science, for example, establishes the relation of cause and effect between
variables. It also takes into consideration, the values that bind the variables concerned.
Scientific concepts are thus formulated using the standards scientific methods that involve
testing. And the method involves testing and checking via series of tests.
One of the features which indicate the science and management are the same as the
universal acceptance of scientific principles. In other words, scientific laws are the same
in every case and in every part of the world. On the other hand, management has its
fundamental principles that are universally accepted and implemented in every situation
or enterprise. An example of the is the Unity of Command Principle.
Another attribute suggesting that science and management are the same is the
manager who obtains scientific principles. It has to move through other scientific research
and analysis before a theory is generally accepted. But the same method also includes the
principles of management. Scientific analysis and evaluation are carried out before
organizational principles are achieved, and this could also include specific observations
derived from a large number of managers or experiments.
The relationship between cause and effect is a further trait that distinguishes
management and science as one. The relation between cause and effect is vitally
important in scientific principles. Heating the metal, for example, can cause it to expand.
The cause is the heat applied while the effect is the one felt by the expansion. The same
happens in administration. For example, it has been proven that there will be
ineffectiveness in organizations where there is no compromise between authority and
accountability.
 Management as a Profession
Management is also an occupation has it has characteristics that allow it to be so. A
profession is called a career in which one acquires knowledge and undergoes training
series to fit perfectly into that role.
A career has a limited entry which is also true in management. Although anyone can
assume a managerial role in a corporation and there is no law prohibiting that, many
companies now prefer for such positions individuals with Master’s degree.
The Manager
A manager is a person in the organization who directs the activities of others. They
perform their work at different levels and they are called by different names:
1. The First Line Managers
They are usually called the supervisors or in a manufacturing they may called
foremen.
2. The Middle Level Mangers
These comprise all management levels between the organizations supervisory level
and top level. Such managers may be called functional managers, heads of plants, and
managers of projects.
3. The Top Managers
They are the ones responsible for making organizational decisions and setting policies
and strategies which affect all aspects of the organization. Such individuals may be named
vice-president, managing director, chief executive officer or board chairman etc.
Managerial Functions
1. Planning – this is necessary to set goals and to develop strategies for organizing
activities.
2. Organization – it assists in deciding the tasks to be performed, how to do them, how
to organize the tasks and where to make decisions.
3. Staffing – this is important for employing different types of people and performing
different activities such as training, growth, evaluation, compensation, welfare etc.
4. Directing – this requires that subordinates be given instructions and motivated to
achieve their goals.
5. Controlling – this is monitoring practices to ensure that the workers perform the tasks
as scheduled, and to correct any major deviations.
Managerial Skills
Managing position requires proper skills to perform various jobs. He cannot be an
efficient manager if he lacks the knowledge and skills to do the job because it will be the
foundations for his workers to be corrected and driven.
Three Essential Skills or Competencies of the Manager, Robert L. Katz
1. Technical
 2. Human and
3. Conceptual
Technical Skills
Managers must be able to work with the resources, equipment, strategies, procedures
or the technical skills. First line executives as well as many middle managers have been
active in the activities of the organizations technical aspect. Even when a manger moves
higher in hierarchy, the need for technical skills is less, but still technical skill helps in
making decisions.
Human Skills
Managers must have the ability to work well with other people both individually and
in a group. Managers need these skills at all levels but top managers need them the most. The
manager has interpersonal skills because he gets the best out of the people that work with
him. We are able to communicate, empower, lead and inspire confidence and enthusiasm.
Conceptual Skills
Managers need to be able to integrate and organized the different activities. Managers
must be able to integrate and organize the different activities. Managers must be able to think
of abstract ideas and to contextualize them. We need to be able to see the organization as a
whole and the relationships between its different sub-units, and to see how the organization
fits into its wider context. Conceptual competencies are important in decision making. Since
all managers have to make decisions, these skills are necessary for all managers but they
become more important as they from the hierarchy of the organization.
Qualities of a Manager
Since the manager makes decisions for each type of activity and his decisions affect an
organizations work, he should have the following attributes to do his job properly:
1. Educational competence
A manager has to have adequate and outstanding preparation. Besides other educational
qualifications they are required to have management education and training. Education not
only widens the intellectual scope of executives but also helps to understand and interpret
things properly. Business environment awareness is also essential to tackle the various
problems that the company can encounter.
2. Intellectual quality
Managers should have a higher level of intelligence relative to others, because they have
more roles in the organization than the other men. Intelligence can assist a manager in
evaluating the organization’s present and future organizational possibilities. He must be able
to predict the things in advance and take the necessary decision in due course.
3. Leadership ability
A manager has to be able to direct and motivate people working within the business. He
shall subordinate himself to leadership. The subordinate’s skill’s, abilities and potentials
should be retained and properly used to achieve organizational goals. If a manager has the
leadership qualities then for the good of the organization, he will inspire workers to improve
their performance and function to their full capacity.
4. Training
A manager must develop organizational competencies. As described in the preceding
issue, these skills consist of technical skills, human skills and logical abilities. These
competencies must be gained by schooling, training, practice and etc. such skills are
important for all executive levels.
5. Technical knowledge and skills
A manager should have technical knowledge of the organization’s job and other task. He
will be better placed to assess and direct if he has knowledge of those things himself.
6. Mental maturity
To deal with different circumstances a manager should have mental maturity he is
supposed to be polite, good listener and quick respond to situations. He has to take several
uncomfortable decisions that could have an adverse effect on the job if not taken properly.
When dealing with subordinates he will remain calm. All of these attributes come with
maturity of mind.
7. Positive attitude
Positive attitude is to manager’s asset. A manager has to deal with a lot of people from
both inside and outside the company. He should be sensitive and optimistic to different
suggestions and make rational choices. He should not pre-judge issues and should not take
sides. He will try and develop good relationships with different people dealing with him. He
would consider their issues and attempt to reach out a helping hand.
8. Self confidence
Every manager should have faith himself. He has to take a lot of decisions every day; he
should thoroughly evaluate things before making decisions. If he makes decisions, then he
should stick to them and try to put them into practice. A manager lacking confidence in
himself will always be uncertain about his decisions. This kind of mentality creates more
problems than just solving them.
9. Foresight
A manager has to make a decision not just for the present but also for the future. The
technology, marketing, consumer behavior, financial set-up and etc. are rapidly changing.
The economic policy shifts with repercussion in the future. A manager should foresee what
will happen in the future and plan the organization for the circumstances to face. The level of
foresight will help you make the right choices and face the challenges to come in the right
perspective. If the problem aren’t properly evaluated, then the organization can face adverse
situations.
Role of Manager in an Organization
The role of manager is very critical within an organization. An organization’s success
will depend on the manager’s ability in using the resources to achieve organizational
objectives. He is an integral leader in the organization’s role of achieving goals and targets.
Technology and working methods are rapidly changing and therefore the manager should be
professional enough to deal with the changes.
The word management positions apply to different managerial activity categories. In
his research, Henry Mintzberg discovered that the prevalent view was that managers were
critical thinkers who evaluated information carefully and systematically before making
decisions. Mintzberg found that a large number of diverse, unpatterned, and short-duration
tasks were engaged in by managers. Reflective was given little time because managers faced
constant interruptions. He offered a categorization scheme to describe what managers are
doing on the job, based on actual managers.
Different highly interrelated roles of the Managers
1. Interpersonal Roles
A manager has to perform the following duties:
a. Receives visitors from outside, or preside over employees’ social function.
b. Sign an organizations manager some legal documents
c. Function as a chief when he is needed to carry out subordinate effectivity
d. Not only to inspire the workforce but also to recruit, fire e and discipline employees.
e. Pay outside organizations for the collection of information relating to companies.

2. Informational Roles
All managers are required to perform informational roles:
a. To collect information outside the one’s own organizations and institutions.
b. Perform the disseminators positions as they deliver information to the organization’s
subordinates.
c. Acts as a spokesman when he represents outsiders to the organizations.

3. Decisional Roles
According to Mintzberg, a manager performs four decisional roles.
a. He initiates and supervises new projects to improve the performance of the
organization.
b. As a conflict controller, administrators take corrective actions to fix previously
unknown issues.
c. Acts as resource allocation when allocating and controlling human, physical and
monetary resource allocations.
d. When debating and bargaining with other parties, he works as a negotiator.
Important Roles of a Manager
As a Leader
a. Defining various people’s activities and goals within the organization.
b. Helps at the work-group to create the right type of atmosphere and homogeneity.
c. The group actions and performance led by him are influenced.
 As Coordinator
a. Bring together various resources, both physical and human, for the achievement of
organizational objectives.
b. Mobilizes different resources, brings intelligent understanding and goodwill among
the employers to complete work at the organization.
c. With the aid of effective communication, better plan events and programs will
happen.
As a Delegator of Authority
a. Assign duties to the subordinates that he trusted, and delegate the authority necessary.
If they do any work independently the subordinate’s may gain confidence and be
prepared for higher responsibilities.
b. Encourage employees to take up appropriate work according to their skills and
knowledge and train for the next line of executives.
c. Create proper communication system so that subordinates are able to get regular
guidance and response for the activities taken up by them.
As a Decision Maker
After addressing various aspect of the problem, taking decisions for different
activities, evaluating them, designing possible alternatives and choosing the correct one.
Take note:
A decision which is made at the right time will yield good results. In its decisions a
manager must create consistency, firmness and conviction. A manager who constantly
changes his decisions will leave his subordinates in doubt. The subordinates will be directed
by a decision-making capacity and the ability to take correct decisions at the appropriate
time.
As a Human Relation Practitioner
a. Address workplace issues with staff
b. Tries to get the best out of the workers, and efforts are made to boost the
organizations efficiency.
c. Encourage employees to engage in decision making process.
As a Spokesman of the Organization
a. Acts as the organization’s spokesman.
b. He works with outsiders and provides them with the required information that they
need.
c. Maintaining good relationships with all stakeholders including shareholders,
employees, customers, vendors, government and etc.
d. Helps to create a strong organization’s reputation not only among clients but also
among outsider.
A manager should have an understanding of the principles of public understanding and
the advantages of keeping the public informed while performing the role of a spokesman.
Modern Challenges for Managers
At different times every company has to cope with the external environment that
prevails. This world poses a series of external obstacles which are hard to control. These
factors will impact significantly on how well a manager performs.
Organizations needs to respond to environmental changes with speed and efficiency
to ensure survival.
Below are some of the key challenges which have an impact on the job of managing:
1. Challenges on Information Technology
Information technology is undergoing transition. Computers, the internet, intranets,
telecommunications and an endless number of software applications are available to get
things done better.
a. Managers are expected to use technology to carry out their work and produce desired
results. The IT selection must be made by having the end user in mind and the work to
be done.
b. Managers need to know how to communicate with IT experts to evaluate the most
appropriate solutions for the job to be done, and then consider the best way to
implement them.
c. Managers need to determine the best way to network the infrastructure of an entity,
and also decide which network information will be accessible to whom and what
kinds of protection are needed to protect the network.
Efficient managers ensure workers are aligned when the technology is chosen and
introduced. Information technology will only be applied effectively if the workers are
equipped to use it properly.
Using this technology has enhanced employee performance at work. Managers trained in
IT will have a bright future. Some may begin to work for more than one organization without
having to leave their home office. Managers must remain aware of the opportunities and
challenges that the unabated technology transition poses to the organizations.
a. Challenges on Globalization
The digital revolution took the whole world back together. Use of satellites to
communicate information has rapidly improved things. The main component of industry,
culture and economic globalization is the opportunity and freedom to communicate with
practically anyone, anywhere and everywhere.
A manager must formulate his plans by keeping the world economy in perspective. He
has to get the company ready to face the new competition. As consumer choices broaden,
managers need to find ways to beat foreign competition for price and quality. The movement
towards globalization is unlikely to change in the future; the best thing is to face it. New
executives should be prepared professionally to meet future global competition.
Developing Mission and Vision Statements
 Creating the vision and mission statements of an organization are the first two steps in
the process of planning action. Developing a statement of vision and mission is crucial for
community initiatives to be successful. Such statements clarify the goals of your community
in a concise way, help the organization concentrate on what is really important and provide a
framework for further advancement of other elements of your strategic plan.
Roles Played by Mission and Vision
Mission and Vision statements play three critical roles:
1. Communicate the organization’s intent to stakeholders
2. Inform the development of strategy and
3. Establish the tangible priorities and goals by which to measure the success of the
strategy of the company.
What is a Vision Statement?
Their vision is their dream. It’s what your company considers to be the ideal
conditions for your community; that is, how things would look if you absolutely, beautifully
addressed the issue that is important to you. It could be a world without war, or a society
where all men, regardless of gender or racial background, are treated as equals.
Whatever the dream of your company is, one or more vision statements, which are
short phrases or sentences that express the aspirations of your society for the future, may well
communicate it. In creating a manifesto or statement of purpose, your organization clarifies
the values and guiding principles, first for yourself and then for the greater community.
Characteristics of Vision statement should be:
a. Understood and shared by members of the organization.
b. Broad enough to include a diverse variety of local perspectives.
c. Inspiring and uplifting to everyone involved in group’s effort.
d. Easy to communicate – they are general short enough.
What is a Mission Statement?
The next step in the action planning process is in practical terms to the dream of the
ground organization. It is here that a mission statement comes in to grow. The mission
statement of an organization explains what the organization will do, and why it will do that.
Mission statements are similar to claims about vision, in that they also look at the big
picture. They are more practical however, and they are certainly more “action-oriented” than
statements of dream. The statement of vision of an organization will inspire people to dream;
your statement of purpose should motivate them to take action.
General Guidelines in Creating Mission Statements
a. Concise – while not as brief as statements of vision, mission statements in one
sentence also usually get their point across.
b. Outcome-oriented – statements on task describe the basic results to which the
organization is operating.
 c. Inclusive – although declarations of mission make statements about the key goals of
your community, it is very important that they do so very broadly. Good mission
statements are not restrictive in the community’s policies or industries that may get
involved in the project.
Example: “promoting care and caring at the end of life through coalitions and advocacy”
Roles of the Mission Statement
Leaders should emphasize the current statement of mission to employees which
clarifies the organization’s objective and key, measurable goals.
A mission statement is meant for the organization’s staff and members. Strategic
plans can involve changing the organizations mission and statement to present a new
direction. It will help workers and the public opt into the change by emphasizing the
advantages of the transition and reducing the gaps.
Role of the Vision Statement
Like statement of mission, statement of vision helps to define the intent of the
organization. Statements of vision provide guidance for organizational action and help
inspire. Strategic plans may include a promotional campaign that may include the statement
of vision to encourage stakeholders to partner with the organization as well.
A vision statement is a vision of the future with hope and a positive outlook. It
describes the company’s inspirational, long-term plan for what they will be able to do, who
they will help, and how the company will then be perceived. For now, it’s often out of reach,
but not so far out of reach as to be unattainable. The vision statements gives everyone
description of what they’re working on.
Purposes of Strategic Planning
Strategic planning likely to have successes and failures. Leaders should celebrate the
little successes in achieving objectives that ate part of the statement of mission and vision.
The mission statement will help to measure whether the strategic plan is aligned with the
Agency’s overall objectives. The vision statement helps inspire workers. Workers who feel
invested in organizational change are more likely to stay motivated and have higher levels of
productivity.
Importance of Creating a Vision and Mission Statements
1. These statements can help your organization focus on what’s really important.
Although your organization knows what you’re trying to do to improve your
community, it’s easy to lose sight of this when dealing with day-to-day organizational
difficulties. Your vision and mission statements remind the members of what is
important.
2. Vision and Mission statements offer a snapshot of what the group is and what it aims
to do to other people and organizations. If statement of vision and purpose is readily
accessible, people know about the organization without having to dig hard for the
details. Instead, those with common interest should take the time to learn more. The
flexibility is very useful when hiring other individuals and organizations to support
the initiative.
 3. Statements of vision and mission concentrate the members of their shared goal. Not
only can the statements themselves act as a daily reminder of the organizations value,
the method of creating them encourages people to see the organization as “theirs”.
Creating these statements builds trust as participants can more fully believe in
something if they have a hand in creating it.
Advantages of having a Clear Vision Statement
a. Bring people into work together
b. To offer hope for a better future
c. Empowering members of the group to achieve their goals through constructive and
successful action
d. Turn your broad sight vision into more practical, action-oriented language
e. Describe your priorities clearly and concisely to the stakeholders
f. Improving the image of your organization as being skilled and knowledgeable
How to create Vision and Mission Statements?
The organization now has the tools to create the specific messages, providing a clear
understanding of the vision and mission messages. Unless your community has already
formed statements of vision and mission, consider them in the light of the criteria.
If you feel that your current statements could be changed, you can easily change them
using the following method.
1. Learn what is Important to People in your Organization and the Community
As the first step in the development of your action plan is to establish your vision and
mission statements, it is especially important that these first steps are well-in community
principles and values. Being aware of the important issues within your community is vital to
the creation of a large, successful and lasting group of action. And one of the first step that
you will take when creating your organization’s vision and purpose is to identify the
problems that matter most to people in your group.
Different ways in gathering this Information
a. Conducting public forums with members of the community
It is to collect suggestions, feelings, and views on the way they want the culture to be
changed. The discussions and complaints are registered during public forums. The transcripts
of what’s said will provide the basis for the preparation subsequently.
b. Holding focus group discussion with the people
This would be done for those involved in solving the problems, including civic members,
those most impacted by the problems, corporations, religious leaders, teachers, etc.
discussions in focus groups are similar to public hearings but are smaller and more personal.
They are usually made up of small groups of people of similar backgrounds, so that they can
feel confident communicating freely about what concerns them.
Obtaining interviews with people in leadership and service positions
 This involves individuals as local officials, school leaders, workers at hospitals and
social service providers on what issues or needs they expect to occur in the neighborhood.
Many individuals will also have both facts and memories to back up their viewpoints.
2. Decide What to Ask
No matter if you are talking to one person or a crowd, your purpose is the same – to learn
what matters in your community.
List of Questions you might use to Focus your Discussion with Community Members
These questions may be used for individual interviews, focus groups, public forums, or in
any other way you choose to gather information.
a. What is your vision/dream for our community?
b. Why do you want to see change?
c. What kind of group or organization will we be creating?
d. What do you see as the big issues or problems in the society or organization?
e. How do you see the main strengths and assets of the group or organization?
f. How do you think this company or project will be striving for?
g. Why will they fix these issue?
h. How would you like to see success?
While collecting feedback from the group, the facilitator should encourage everyone to
express their most idealistic, optimistic and constructive ideas. Encourage others to be
interested, and note that you are attempting to articulate a vision of better society or
organization.
3. Decide on the general focus of your organization
After the organization’s leaders have learned what the group has to say, it’s time to
determine the organization or initiative’s overall emphasis.
a. What subject matters most to your organization and to your community?
b. Where is your company going to operate?
c. Does your organization only start in one school, in one neighborhood, or in your
town?
d. Should the emphasis of your initiative be wider at local, regional, or even
international level?
Those are questions with no simple answers. Your organization will need to understand
group lessons learned, and determine the best course for your organization receives grant
money or big funding from a given entity, the grant maker can determine what your group’s
overall objective should be.
Develop your Vision and Mission
Developing clear vision and mission statements are two of the most critical activities
that your organization can tackle, as such statements influence almost everything else you do.
 When you and the team understand more clearly what the community is trying to do
and why, you are in a prime position to create proposals that will catch the ideas. When you
look at possible claims, try to keep them broad and enduring.
Wide-ranging vision and mission statements allow for a sense of continuity with the
past, values and specific aims of a community. In addition, statements of vision and mission
built up to last should drive efforts today and tomorrow.
Writing Mission Statements
The method of writing the statement of purpose for your organization is close to
creating your statement of vision. The same method of brainstorming will help you build the
possibilities for your mission statement for your work as opposed to vision statements.
Guide questions in creating Mission Statement
1. Could this explain what your company is going to do, and why is it going to?
2. Is it concise (one sentence)?
3. Was it outcome oriented?
4. Is it reflective of the organization’s priorities and people who might get involved?
After the organization’s leaders have formed vision and mission statements, the next step
will be to know what other group members think of them before you actually use the
statements. You may talk to the same community leaders or the members of the focus group
you initially talked to.
Finally, it is important to note that while the production of the statements is a big step
worth celebrating for your organization, there is more work to be done. You will then
determine whether to use such claims. Otherwise, all the hard work you do will lead to
nothing.
EXERCISE:
Instructions:
1. Think of the organization that you are in now.
2. Assume that you are the manager or head of the organization and that you need to
have the Vision and Mission statement for that organization to be recognized and or
accredited.
3. In a separate paper, compose a Vision and Mission Statement considering the ideas
presented in the preceding topics.
Ways Organization May Choose to Spread its Vision and Mission Statements
1. Attach it to your letterhead or to your stationary
2. Use them on Site
3. Giving away with them T-shirts or bookmarks or other little gifts
4. Use these while giving interviews
5. Show it on your reports cover
Behavioral Management
 Behavioral management is a behavioral intervention approach that is oriented towards
keeping order. This is a class of therapeutic strategies for altering behavior by modifying one
or more aspects of the environment and person. Behavioral management derived from Albert
Bandura’s theory of social learning, which affirms that observable behavior emerges from an
interaction between the person and the environment.
Behavior mngt is similar to behavior modification and less extensive than
behavior therapy. Unlike behavior modification, which focuses on changing behavior,
behavior management focuses on maintaining positive habits and behaviors and
reducing negative one. So hindi po siya ganon kalala, hindi siya gaya ni behavior
modification na you will totally change your behavior, kapag ka ganon na, theres
something wrong with you especially on your behavior. Dito kay behavioral
management, dapat good vibes lang ang i’entertain natin or be optimistic always and
never allow negativities and bad vibes to ruin your peace of mind.
The factors that are modified are those that are thought to contribute most
significantly to the development or continuation of habits that are troublesome in the
atmosphere for the person him/herself or for other people. Environmental improvements are
also being made to improve healthy habits deemed beneficial or adaptive.
Past experiences precede behavior in time, and can result in actions or decrease the
likelihood of behavior occurring. Behavioral events that accompany behavior in time (i.e.
consequent events) that also increase or decrease the probability that will continue once
occurs, or that it will occur again in the future.
Behavior Management Techniques
1. Antecedent Strategies – which are used in an attempt to discourage or provoke a
behavior before a behavior occurs. So this is proactive or preventive strategy, this
is done to reduce the occurrence of problem behavior. So bago pa man may
mangyaring hindi maganda, na a’addressan na kaagad nila ito bago pa lumaki o
lumala.
2. Consequent Strategies – which are used when a behavior happens in an attempt to
discourage a behavior from continuing and repeating, or to reinforce a behavior. This
is the opposite of antecedent strategies, why? Because this consequent strategies
are techniques that can be use after the behavior/problems occurs to decrease the
reinforcement and provide alternative behavior which is acceptable and morally
upright.
Understand Employee Behavior and Motivation
Behavior Management Theory
The theory of behavioral management was developed in response to the need to
account for the actions and motivation of the employees. The changed moved management
from an emphasis of production (classical leadership theory) to a style of leadership based on
the human need of the workers for work-related fulfillment and good working conditions. It
is based on the premise that managers can better consider the human dimension for workers
and view workers as valuable tools for achieving objectives. Management who takes a special
interest in workers makes them feel part of a specific group. It is the theory that relies in
the notion that managers will be better understand the human aspect to workers and
treat employees as important assets to achieve goals. Management taking a special
interest in workers makes them feel like part of a special group. Iba parin kasi kapag
you feel welcome and belong to a one group. You feel at peace and everything is purely
fine. Kumbaga, kahit anong dagok at problema pa iyang dumating sa inyo you are sure
enough na malalagpasan niyo ito because of the solidarity. Now, behavioral
management theory is important because it addresses human interactions at work. It is
commonly called the human relations movement. As a result, the more understanding
you have of human actions, such as conflict, expectations and motivations, the more
your workers or employees will improve and become more productivite. As a boss you
have the responsibility t o keep your four corners of room free from chaos. If may isang
nagkamali, please do hear the both side of the story, be a mediator and make an action
accordingly.
A Shift in Theories
Long before theorist started writing about employee happiness and good working
conditions, management found classical leadership to be the most important to the success of
an organization, with its primary interest in high productivity and performance. Later concern
for job satisfaction and fair working conditions established the basis for the theory of
behavioral management.
To establish a relation, theorist such as Elton Mayo and others analyzed efficiency of
workers under various conditions. Mayo’s work with Hawthorne offers a clear example of
this. A group of telephone line workers were divided in the Hawthorne experiment, and
observed working in a private room. Different privileges were granted to the community
members during their working days, such as the right to live their workstations,
improvements in pay levels and even company-sponsored lunch. What they found was that
the management group had generated more than the other workers. The reason for the
increased output was that the community believed that their well-being was concern to
management.
It launched the campaign for management of human relations. When all management
were to invest time, show concern in the personal well-being of employees and reward them
for a job well done, staff would be inspired to work harder. This would potentially be a
constructive action towards jobs.
Management by Example
The concept of leading others by dictation or order may seem like a fairly daunting
task to many managers. Most managers don’t want to feel they’re babysitting or bossing their
staff members around, but they also find it best to show their workers how they want to
behave and how they’d prefer their daily tasks to be done. That all comes down to the often-
challenging task of leading by example.
Lead by example not only holds managers to strict expectations, but also requires
many interpersonal communication skills. Those who lead by example must be capable of
establishing good human relationships with those they need. This can be a challenge for any
boss, particularly those who are not exactly born leaders of natural origin.
Effective Strategies of Managing by Example
Avoid Criticizing
Complaining or judging others can not only discourage team members from receiving
the inspiration they need, but it can also show this team member that criticisms and
complaining is appropriate on the job. Those who lead by example must do their utmost to
eliminate negativity from their lives and their approach to leadership altogether. Negativity
can only generate more negativity, so it is imperative that it be eliminated early. The more
optimistic a person will be, the more optimistic their work environment can be each and
every day. Iwasang pumuna. Haan nga amin ket madillaw mu, marites! There are
things na hindi dapat pinupuna lalo na kung hindi ito makakabuti sa sitwasyon o sa
trabaho, instead let him of her realize and reflect in its own. Criticism won’t change
behavior. Instead it creates anger and defensiveness on the part of the person being
criticized.
Give Honest Praise
It is necessary to truly improve positive behavior, so that others can continue to
behave positively. Criticisms is just half the fight when it comes to promoting positivity when
leading by example. Dedicated managers who want to lead by example know when to laud
and how necessary it is to offer truthful praise. Giving false or coerced compliments to
workers only for the sake of spreading attention does not cut it off. People can sense and hear
honesty so if leaders want it to really work, praise needs to be sincere and truthful.
Individuals usually want to do the right thing, and positive motivation keeps them on
track to do good things rather than threats or punishments.
According to Proverbs Chapter 24 Verse 26, it says here that “An Honest
Answer is a sign of true friendship” so whatever it takes, sabihin mo kung ano yung
katotohanan, but always do it in a nice way.
Develop Real Relationship
It’s so important for managers to take the time to develop genuine relationships with
their workers so they can gain that respect. It involves getting to know them and becoming
interested in other people and what they have to say and focusing on maintaining and
developing the relationship so the two parties have a sense of confidence. When managers do
not take the time to build meaningful relationships with their workers then the idea of
example management will never work. So get workers so imitate their bosses, they need to
admire them and take care of them.
Good listening skills and good communication skills are important to establishing the
basic trust between all parties. When a core partnership exists, workers are much more likely
to look at their boss as someone to respect, and would be much more inclined to imitate the
actions of their boss.
Not only does this involve listening to the words that the workers need to use, but it
also means picking up on their thoughts and paying attention to what they are trying to
communicate. And please remove that sarcastic attitude, yung tsaka lang kayo
nakikitungo ng maayos kapag nakaharap yung tao, tapos kapag nakatalikod na bina
back stab niyo. So wag ganon! Instead develop a real and genuine relationship to all,
para iwas stress.
Get in on the Action
It’s much easier for an employee to follow the lead of a superior who sits in their
office all day and doesn’t know how everyday operations work. Getting involved and being
very interested in how the company works will only benefit managers who are trying to
appeal to their workers and who are trying to set a precedent on how their workers want to
work.
To any manager, so to speak, getting their hands dirty is one of the best ways to start
cultivating a better relationship with their employees and really start managing by example.
Once team members see their supervisors do the job and get into the action, they are much
more likely to look for direction at these supervisors and emulate their behavior. Kasi yang
mga bagong salta pa lamang sa trabaho are very eager to learn, so sila yung
pinakamadaling turuan.
Humility is the Key
Taking leadership approach needs great sense of modesty. Not only does this mean
trying to relate to workers and to foster a sense of harmony between team members with a
positive attitude.
Managers ought to treat others the way they would like to be treated, never take
anything for granted and give the benefit of the doubt to individuals. Even if a member of a
team, does not perform to the expectations of the manager, this does not mean they have not
tried. Most people don’t go into preparing their workday to do a terrible job. Having insight
and modesty will also help managers see the broader picture and see where their workers
come from as they lead others by their own example. Humility or humbleness,
pagpapakumbaba. Being humble at work is important because it can help you become a
better teammate with your co-workers. When you’re humble at work, it can be easier to
build genuine relationship with your colleagues and improving workplace morale.

Engagement and Empowerment

If you want engagement and empowerment, consider the following behaviors:
a. Act like an owner – make choices that are based on the highest company and
priorities nice. Managers and team members who think and act like an owners
are fully accountable for commitments, responsibilities and relationships. They
are also responsible in achieving results, regardless of the obstacles and
challenges that may get in their way.
b. Be constructive in asking what you can do to improve or make a situation easier. So
kapag may hindi alam, o kapag may tatanungin, pag iisipan ng mabuti kung ano
yong itatanong ng sa ganon hindi na makadagdag pa sa hustle or sitwasyon,
syempre kapag hindi clear yung thought mo, siya pa yung uunawain ng
pagtatanungan mo tsaka pwede niyo pang pagtalunan yan. Kasi maaring hindi
 maganda yung pagkakatanggap niya sa sinabi mo kasi magkakaiba tayo ng level
of understanding at magkakaiba ng pananaw sa buhay.
c. Be responsible by recognizing that there is still an aspect of the project or a
consequence that will have a positive effect. Kapag kasi consequence alam na natin
na negative ang effect nito, it can be problems and etc. so through this, wag
nating I consider kaagad na negative kapag consequence, instea let us look on its
brighter side para maging positive consequence ito. Gawa tayo ng paraan para
ma transpose itong negative consequence na ito into positive one.
d. Seek items that much the ultimate purpose. So if you make a mistake, then you will
own it and learn from it.
People are influenced by our actions. Our life as a leader would
be easier if we could say all the right things and know that those words would
significantly influence our team. While would that be easier, it is also unrealistic.
Although our words matter, what we do matters far more.
If we want our influence to be positive and productive, we must be clear on what we
want from others, and then make sure our actions (as well as our words) support that.
When we do this, we are already leading by example in an international and productive
way.
Values Formation in Management
Formation of values is the influence of our personal experiences and the particular
society in which we are entwined. In the childhood values are placed by our families and
reinforced by community and life experiences. For example, my parents placed on me the
importance of kindness, and reinforced it during early childhood.
The value system is first considered for understanding every society. The value
system implies the culture’s purposes and goals, which their wisest people have identified
and treated as absolute and primary. In the context of its value system, therefore, the values
and knowledge of every society happen to be preserved.
A value system is a collection of coherent ethical principles and procedures used for
ethical or moral honesty purposes. A well-defined set of values is code of morale. Mainly
there are 4 sources of values formation. There are 4 major institutions which provide
the basic sources of values, the FAMILY, SCHOOL, STATE AND RELIGION. These
institutions teach the individuals what is good or bad for them. So napaka basic po nito,
kasi bata palang tayo pinamulat na satin ito. Pero sadyang merong mga taong hindi nila
taglay ito, sorry to say but this is true. Minsan mga propesyunal pang naturingan. So
dapat habang bata pa, let us inculcate good values or code of morale to our siblings or
to our children. Para kapag lumabas ng bahay, hindi nakakahiyang iharap sila sa
maraming tao kasi alam na natin from the very start kung ano o sino sila.
POINTS THAT HIGHLIGHT THE ROLE OF VALUES IN MANAGEMENT
1. Development of Employees
Managers should use the value system to grow their workers in all-round way. Values
help with vision. Those help in the creation of employee or worker’s awareness and moral
growth. Values play an important role in development of employees, as a result your
employees are more likely to make the right decisions – the decisions that help them
achieve the mission and vision of the company or institution.
2. Motivation
Values will work inside you to awaken your secret talents. With bravery and confidence,
you have it in you to go ahead and realize your full potential. Inspiring one’s self and
inspiring others in organizations to campaign. For ethical and right values. Values offer the
best encouragement to remain motivated all the time, irrespective of how de-motivating and
overwhelming things are. Values are things that motivates us, reflecting our sense of
“right” and “wrong” and our preferences concerning appropriate courses of actions or
outcomes. Understanding someone’s values (including your own) and what drives them
to be a powerful tool to help motivate them. Diba mas na chachallenge tayong mas
pagbutihin pa lalo ang trabaho natin if someone is doubting and not believing in us?
that values became our motivation in our work.
3. Underlie Managerial Behavior
The study of values is central to the interpretation of management and organizational
behavior, which underlies managerial behavior’s value orientations. Or what we call
managerial values, this are abstract ideals that acts as guiding principle for managing.
4. Determine Behavior
Values are fundamental, and define actions within the organization to a large extent.
Therefore, through employee behavior, the manager will introduce improvement in the way
desired.
5. Helps in Bringing Change
Organizations bind through principles. Values are enabled cultural improvement when re-
evaluated and matched with the goals of the organizational structure. This practice has
already transformed several individuals and organizations.
6. Determine Attitudes
Values from the foundation for understanding behaviors, motivations and beliefs.
7. Promote Leadership
Managers are people who exercise their leadership by values. They can be effective
leaders by practicing the spiritual values in their managing jobs.
8. Being Creativity
Managers will remain innovative by examination of many ethical principles in
unpredictable and ever-changing times. Some traditional ideals tend to improve the cognitive
capacity resulting in a different way of understanding those challenges and circumstances.
9. Managing in Borderless
Management is no longer limited to a national entity, but is completely without
boundaries. Specific international governments do not oversee the management activities and
decisions. For many “lawless territories” administrators have a greater responsibility than
ever before. Consequently, value-based management has become a key requirement. Owing
to the need for social and ethical standards, administrators must follow not just rules.
10. Involve in Managerial Goals
Values are universal since they include task, goal, and adjective selection. The role of
planning, coordinating and managing people’s action should also be consistent with the
principles of the managers.
11. Guide to Life, Profession, and Character
Moral, ethical and professional values determine the character of employees and managers.
They guide their profession and life. They should guide the real character of our lives as we
serve our nations. Value can become the basis for the behavior of its members.
Some examples of this are Dependability and responsibility, honesty and integrity,
adaptability, self-motivated, strong self-confidence and many more.
12. Personality Development
Managers tend to be involved in cultivating their staff and fellow leaders’ personalities.
Personality is the total amount of a number of factors. However, the selection of moral and
fundamental values is an essential consideration as values include the right way of thinking,
the right motivation and the passion for improvement.
13. Work Ethic
Knowledge, effort, behaviors, attitude, manners of work, interpersonal vision, a
commitment to change and the standard of work generated are important elements of every
worker’s mentality today. Ethical and eternal importance places in major role in doing good
work. Values may establish a perception that work has its won intrinsic worth.
The Importance of Workplace Values
The ideals in the workplace are the guiding principles that are most important to you
about the way you work. You use these deeply held values to distinguishes between right and
wrong ways of working and they help you make crucial career choices and decisions.
Some examples of workplace values include:
a. Being accountable
b. Making a difference
c. Focusing on detail
d. Delivering quality
e. Being completely honest
f. Keeping promises
g. Being reliable
h. Being positive
i. Meeting deadlines
j. Helping others
k. Being a great team member
 l. Respecting company policy and rules, and respecting others
m. Showing tolerance
The ideals of the workplace of your company set the tone for the atmosphere of your
organization and they define what your organization cares about as a whole. It is critical that
the beliefs of your people match with those. When this happens, people understand each
other, for the right reasons, everybody does the right things and this shared intention and
understanding allows people to develop a better working relationship. Alignment of
principles supports the organization’s main mission as a whole. If beliefs are out of
alignment, individuals are working for different ends, with different motives and different
results. It can help relationships with jobs, productivity, job satisfaction and creative ability.
The most important thing to do when interviewing someone is to consider the ideals
of his or her workplace. You should teach people to fill the holes in knowledge, after all, and
you can help people gain experience. But getting people to change their beliefs is very hard;
and once they do, they’ll be “problem workers”.

Answer the Following:

1. Define correctly what management is:
a. As a process
b. As a discipline
c. As an art
d. As a group
e. As a science
f. As a profession
2. Describe the different managerial levels below.
a. The first line managers
b. The middle level managers
c. The top managers
3. Enumerate and discuss the different managerial functions and skills.
4. Name three (3) essentials skills or competencies of the manager.
5. What is a vision statement?
6. What is a mission statement?
7. Define briefly what behavioral management is and its importance in an organization.
8. What is values formation and its essentials in management.