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Filipino and Fo

This document discusses Filipino and foreign cultures in organizations. It begins by stating that all groups have shared values and beliefs that influence their attitudes. It then lists three primary Filipino values: social acceptance, economic security, and social mobility. The document explains how these values can positively or negatively impact organizational management. It also discusses how understanding foreign cultural dimensions like gender egalitarianism and assertiveness can help manage a diverse workforce. Overall, the document explores how cultural values and beliefs shape interactions in organizational settings.

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98 views9 pages

Filipino and Fo

This document discusses Filipino and foreign cultures in organizations. It begins by stating that all groups have shared values and beliefs that influence their attitudes. It then lists three primary Filipino values: social acceptance, economic security, and social mobility. The document explains how these values can positively or negatively impact organizational management. It also discusses how understanding foreign cultural dimensions like gender egalitarianism and assertiveness can help manage a diverse workforce. Overall, the document explores how cultural values and beliefs shape interactions in organizational settings.

Uploaded by

Do Not
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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FILIPINO AND FOREIGN

CULTURES IN
ORGANIZATIONS
SHARED VALUES AND BELIEFS OF
FILIPINOS

• DIFFERENT PEOPLE FROM AROUND THE WORLD HAVE THEIR OWN SET OF
VALUES OR BELIEFS THAT THEY SHARE AND CONSIDER SIGNIFICANT AS A
GROUP OR COMMUNITY.

• AS FILIPINOS ,WE ARE NO DIFFERENT FROM OTHER GROUPS AROUND THE


WORLD.

• OUR UNIQUE CULTURE ALSO INFLUENCE OUR ATTITUDES ABOUT WORK,AS


WELL AS OUR HABITS.
THREE PRIMARY FILIPINO VALUES
• SOCIAL ACCEPTANCE - THIS VALUE FOCUSES ON THE DESIRE OF FILIPINOS TO BE
ACCEPTED AND TREATED WELL BY OTHERS-HIS OR HER FAMILY,RELATIVES,FRIENDS,AND
OTHER MEMBERS OF COMMUNITIES/ORGANIZATIONS WHERE HE OR SHE BELONGS-IN
ACCORDANCE WITH HIS/HER STATUS,FOR WHAT HE OR SHE IS,AND FOR WHAT HE OR
SHE HAS ACCOMPLISHED.

• ECONOMIC SECURITY- THIS VALUE EMPHASIZE THAT ONE MUST HAVE FINANCIAL
STABILITY AND THAT HE OR SHE MUST BE ABLE TO STAND ON HIS OR HER OWN TWO
FEET,WITHOUT INCURRING DEBT IN ORDER TO MEET HIS OR HER BASIC MATERIALS
NEEDS.
• SOCIAL MOBILITY - THIS VALUE IS CONCERNED WITH HIS OR HER DESIRE TO
MOVE UP THE SOCIAL LADDER,TO ANOTHER HIGHER ECONOMIC LEVEL ,TO
HIGHER JOB POSITION,TO A POSITION OF RESPECT IN HIS OR HER FAMILY OR
IN THE COMMUNITY WHERE HE OR SHE LIVES OR IN ORGANIZATION WHERE HE
OR SHE BELONGS.

• AMONG THE EXAMPLES OF FILIPINO BELIEFS AND PRACTICES ARE THE MAÑANA
HABIT,NINGAS COGON,AND FILIPINO TIME.
INFLUENCES OF FILIPINOS SHARED VALUES AND
BELIEFS ON ORGANIZATIONAL MANAGEMENT

• THE FILIPINO VALUES OF SOCIAL ACCEPTANCE,ECONOMIC SECURITY,AND


SOCIAL MOBILITY MAY HAVE BOTH POSITIVE AND NEGATIVE IMPLICATIONS TO
ORGANIZATIONAL MANAGEMENT.

• MANAGERS OF ORGANIZATIONS WILL FIND IT EASY TO MANAGE THEIR FIRM


WHEN THEIR FILIPINO WORKERS ARE GUIDED BY THE PRIMARY VALUES
EARLIER MENTIONED.
• MANAGERS OF ORGANIZATIONS MAY HAVE A PROBLEM MANAGING SOME
OBSESSIVE AND SELFISH FILIPINO WORKERS SINCE THESE WORKERS MAY
ALSO BE UNMINDFUL OF FOLLOWING THE COMPAMY'S RULES ON ETHICAL
BEHAVIOUR,ON RESPECT FOR THE RIGHTS OF OTHERS,AND ON MAINTAINING
GOOD INTERPERSONAL RELATIONS TO AVOID CONFLICTS.
INFLUENCE OF FOREIGN CULTURE ON ORGANIZATIONAL
MANAGEMENT

• KNOWING THEIR BELIEFS AND VALUES AND THEIR CULTURAL DIMENSIONS


WILL MAKE IT EASIER FOR ADMINISTRATORS TO MANAGE SUBORDINATES
AND FOR SUBORDINATES TO KNOW THE MANAGEMENT STE OF THEIR
SUPERIORS; ALSO EMPLOYEES BELONGING TO ONE CULTURE WILL HAVE
BETTER RELATIONS WITH CO-EMPLOYEES BELONGING TO OTHER CULTURES
BECAUSE OF THIS.
SOME EXAMPLES CITED BY KREITNER AND KINICKI
(2013) ARE THE FOLLOWING CULTURAL DIMENSION:

• GENDER EGALITARIANISM- REFET TO THE AMOUNT OF EFFORT WHICH MUST


BE PUT INTO MINIMIZING GENDER DISCRIMINATION AND ROLE INEQUALITIES.
IT IS HIGHEST IN HUNGARY , POLAND ,SLOVENIA,DENMARK,AND SWEDEN,AND
LOWEST IN SOUTH KOREA,EGYPT,MOROCCO,INDIA ,AND CHINA.

• ASSERTIVENESS-REFERS TO HOW CONFRONTATIONAL AND DOMINANT


INDIVIDUALS SHOULD BE IN SOCIAL RELATIONSHIPS. IT IS HIGHEST IN
SINGAPORE,HONGKONG,NEW ZEALAND,TAIWAN, US,AND LOWEST IN
RUSSIA,ARGENTINA, GREECE, VENEZUELA AND ITALY.
• PERFORMANCE ORIENTATION- REFERS TO HOW MUCH INDIVIDUALS SHOULD BE
REWARDED FOR IMPROVEMENT AND EXCELLENCE. IT IS HIGHEST IN
SINGAPORE,HONGKONG, NEW ZEALAND, TAIWAN, US,AND LOWEST IN RUSSIA,
ARGENTINA, GREECE, VENEZUELA AND ITALY.

• HUMANCE ORIENTATION- REFERS TO HOW MUCH SOCIETY SHOULD ENCOURAGE


AND REWARD PEOPLE FOR BEING KIND,FAIR,FRIENDLY AND GENEROUS. IT IS
HIGHEST IN THE PHILIPPINES,IRELAND, MALAYSIA,EGYPTAND INDONESIAAND
LOWEST IN GERMANY,SPAIN, FRANCE,SINGAPOREAND BRAZIL.

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