POINTERS FOR MIDTERM EXAM

1. Filipino Management Styles

2. Module 1 Notes
3. Module 2 Notes

The following is the reference for the Filipino Management Styles

Styles of Filipino Management

Introduction to Styles of Filipino Management

Filipino management style is often used to refer to the management approaches and practices adopted
by the contemporary Filipino manager. The Pinoy managerial style tempers the ways of Western
managers with “good and old” Filipino values and traditions. It might also be described as a dualistic
style that varies at different levels in the organizational hierarchy, more “borrowed” at the top rungs
and traditional at lower levels. The Filipino Business Management Style is deemed to be paternalistic
and strongly based on hierarchical cultures where decisions will emanate from the top and be filtered
down to middle management for implementation. It is no secret that the Filipino management style is
influenced by our own culture and intrinsic morals that are molded since birth, wherein jobs are taken
into a more personal route rather than complete formal and business related. The level of familiarity
and comfort is higher compared to other nations’ management environments per se. The Origins of
Filipino Management Styles Dr. F. Landa Jocano, a well-known Filipino anthropologist and author, spent
decades researching Filipino cultural values and practices and how they affect all parts of national life,
and his works will be heavily mentioned in this presentation. According to him (Jocano: 1997), the
Filipino management style stems from the dominating characteristics of Filipino culture. Familism,
personalism, and emotionalism are examples of these.

1. Familism - Familism governs Filipino behavior at home, in the community, and at work. The family is
regarded as the most significant social unit in society. In its broadest meaning, the family encompasses
kinship obtained by descent (blood consanguinity), as in parent-child relationships; marriage (affinity), as
in husband- wife relationships; and compadrazgo (ritual connections), as in godparents- godchildren
relations. The latter is formed when one acts as a sponsor for baptism, confirmation, or marriage rites.
As long as the company's goals do not contradict those of the employee's immediate family or group,
familism can foster loyalty.

2. Personalism - According to Dr. Jocano, personalism is a Filipino inclination to handle things personally
—or to be taken personally. It comes from their tendency to be relationists or their strong desire to be
part of a collectivity. As a result, this value contradicts the Western concept of objectivity. Filipinos'
desire for personalized care versus self-service exemplifies their personalism. It has been claimed that
some self-service restaurants hire servers to carry trays or water for clients. Filipinos would prefer a
non-self-service gas station over a self-service station.

3. Emotionalism - It is the tendency to over-rely on or openly express emotion. It identifies itself as an

aesthetic and critical theory of art that emphasizes the expressive aspects. This view holds that the vivid
conveyance of emotions, feelings, and ideas is the most significant aspect of a certain situation. Dr.
Jocano believes that Filipinos are very sensitive people. He claims that their upbringing is largely
responsible for this. They are just as easily moved to tears as they are to anger as adults. As a result, it is
a rule that one should try to avoid offending others.

Different Styles of Filipino Management

There lies the contrast in value orientation between the managers and the workers. Western-oriented
Pinoy managers tend to be bureaucratic (formal and sticking to specific rules), legalistic, and
confrontational. They have learned to decide and act according to procedures. On the other hand,
workers expect their superiors to be non-formal and behave according to customs, use standards
consistent with the workers’ values and favor non adversarial relations. Noting the adverse effect of
these contradictions on the workplace over time, Pinoy managers learned to be flexible in their
approaches. Today, most have kept management structures patterned after Anglo-American models
while they have slowly shifted to Pinoy oriented human resource management practices. Management
expert Ernesto Franco (1986) identifies five general styles of Pinoy management.

1. Management-by-kayod (working like a dog) or Realist Manager

A realist manager is wielded by an autocrat who wants quick action, has a gut feeling, priority-
oriented, strives for optimal performance, knows how to use people and resources, cuts
problems down to manageable size, practical, a fast decision-maker, impatient and shrewd.

The Filipino term “kayod” means to sweat it out or to give oneself to hard work. This type of
manager knows how to cut down problems into a manageable size, is a fast decision maker as
he/she can be impatient but shrewd, and is a serious and dedicated worker. They tend to have
strong work ethics and would refuse any form of bribery. Generally, managers of this type tend
to be introverts. Businesses Involved:

● Manufacturing companies

● Mall stores

● Construction Business

● Financial Planner/Advisor (Consulting)

● Import/Export Business

● Accounting/Bookkeeping

2. Management-by-libro (book) or Idealist Manager

An idealist manager is a thinker and technocrat; is meticulous, cautious, stubborn, planning-

oriented, and systematic; strives for professional performance; thinks first before deciding;
seeks quality results, and has high ideals. The word “libro” means book, and managers of this
type are literally “by the book”. They are systematic and analytical and make decisions from a
step- by-step process written in the company’s policy. This manager is cautious, plans ahead of
time, seeks and strives for professional and perfect performance, and always tries to make sure
to get quality results. They are idealistic in nature and can get irritated when they see a
 subordinate lapse in following the rules. This manager usually has adequate formal training in
management. Businesses Involved:

● Beverage manufacturing

● Sugar Industry

● Education and Training

● Food Business

● Tutorial Services

● English Online Tutor Jobs

3. Management-by-lusot (shortcuts, bribery, rule breaking) or Opportunist Manager

An opportunist manager is willy-nilly, has no conscience, loves to get by, likes to resort to shaky
deals to achieve easy settlements, avoids headaches, and believes in non-money-no-work
philosophy. The term “lusot” in Filipino means loophole, and in this context, means capitalizing
on or taking advantage of a loophole. A Manager by Lusot will always try to look for loopholes
any chance he gets, and will be willing to use them to gain an advantage, avoid working, or as an
excuse for failure. This manager would try to avoid unnecessary headaches, would be willing to
take shortcuts, and would sometimes be willing to resort to unconventional or illegal ways to
settle a deal or to reach an objective. Generally, managers of this type are extroverts.
Businesses Involved:

● Ukay-ukay Business

● Imported Products Business

● Business Loans

● Casino

● Pa-Utang

4. Management-by-oido

A manager-by-oido works according to feedback or by ear, where practical experiences make up for
the lack of formal management education. The term “oido” directly translates to hearing, thus this
type of manager tends to “learn by the ear” and is the opposite of the “libro” manager. They make
use of people’s technical knowledge and formal education by application of practical experiences
and skills. This manager does things hands-on and requires results based on their standards by
practical experience. They make decisions with their gut feeling, while also validating this with the
available professional knowledge around them. This manager is very appreciative of what idea or
capability you can offer as a compliment to what they lack.

Businesses Involved:
 ● Online selling business

● Fast Food chains

● Call Center Company

5. Ugnayan (movement to interrelate)-management or Reconciler Manager

A reconciler manager is a cross of idealist and realist manager, believes in contingency

management, solid, shares his knowledge, and has excellent behavioral skills. As the name
suggests, a manager by “ugnayan” is a manager by relationship or connection and they are usually a
mix of all the other manager types. This manager can integrate different beliefs and philosophies,
approach the whole team participatively when dealing with work issues, emphasizes collaboration
in their strategies, and has high regard for diplomacy and maintaining good intrapersonal
relationships. They reconcile various management styles depending on the situation as a natural
coordinator. This manager is a born leader with excellent behavioral and communication skills.

Businesses Involved:

● Restaurants

● Digital Marketing Services

● App & Software Development

● Sales Business

● Rural Bank

Reference:

Filipino Leadership Styles - What are the Four Distinctive Filipino Leadership Styles. (2019, September
18). Philippine News. Retrieved August 30, 2022 from

https://philnews.ph/2019/09/18/filipino-leadership-styles-what-are-the-four-distinctivefilipino-
leadership-styles/

Filipino management style. (2018, February 17). Slideshare. Retrieved August 30, 2022

from https://www.slideshare.net/GoldaMeirMadarieta/filipino-management-style

Organizational Management Styles in the Philippines. (2020, June). Researchgate. Retrieved August 31,
2022 from

https://www.researchgate.net/publication/342466661_ORGANIZATIONAL_MANAGEM

ENT_STYLE_IN_THE_PHILIPPINES

Pinoy Leadership Style: Filipinos in the Workplace and School. (2021, November 8). MentalHealthPH.
Retrieved August 31, 2022 from https://mentalhealthph.org/11-10/

Pinoy management styles: How to be a “lodi” leader. (2022, May 25). P&A Grant

Thornton. Retrieved August 31, 2022 from

https://www.grantthornton.com.ph/insights/articles-and-updates1/from-where-we- sit/pinoy-
management-styles-how-to-be-a-lodi-leader/