Tuesday, July 23, 2013

Issues Concerning the Codes of Ethical and Professional Standards in Human Resource Management

a)     Professional Responsibility
Professional responsibility ranges from who you are within to who are you inside the institution. Professionals tend to adhere to the highest standards and are competitive in their field if they have the full responsibility of their job. They are hoisting respect, credibility and strategic importance not only for themselves but also for the welfare of the organization they are with. These professionals create a good working atmosphere for the people around them but some of them really create a heavy ambiance when they are around. Some professionals are really competent in terms of cognitive skills but they bend to fail in their affective side. The workforce that surrounds these heavy-aura-stricken professionals must be uber stressed because of these high standard bosses’ demands and wants. It is unhealthy for the whole institution if there is no proper handling of the man power.

b)     Professional Development
Humans, by nature, do not stop learning. They only stop when they are gone. Hence, as professionals who are undoubtedly educated, should upgrade themselves. They should consider formal academic opportunities to achieve and meet their highest probable competence level. Some professionals like teachers tend to be preoccupied of the big tasks they have in schools thus they forget to have professional growth and development. Also, some teachers are just happy to be teacher one for their whole life; they are growing tired. There was a case that a retiree retires as teacher one that in fact she has rendered service for forty years and more. There was no professional growth, only growth of grey hairs. These scenarios should be avoided. Teachers and other professionals should be eager to seek and face new challenges in the academe as well as on their daily life and not be tedious.

c)      Ethical Leadership
The workforce of an institution must be well-rounded especially those on high positions. They should be a good role model for their subordinates, thus teaching them to be the next good leader. Leaders such as the principals should be critical-minded and rational on all the decision makings. Some leaders with so much pride tend to be “all-knowing” or “know-it-all”. Though what this kind of leaders say are obviously wrong, they force it to be right. Those leaders who are like this may become the laughing stock or the source of conflicts in the organization.

d)     Fairness and Justice
Nowadays, there is an undeniable competition in the industry especially on job acquisitions. In education there is also a thing like that that happens. In employment hirings, there is a process that is ought to be followed. There are also guidelines and qualifications that should be adhered by the employers and employees. But, there are just some people who are desperate enough to be hired. They use the “palakasan” system or favouritism. If they are “malakas” or have close ties to the personnel of the institution or to the politicians, the applicants will ask recommendation or help from them. It is one of the best ways to be hired immediately. This reality is fairly unfair for the other jobseekers. This also showcases the injustices in the company or institution that also links to our culture. Moreover, there are many seminars and forums that should be attended by qualified teachers but some principals tend to send his/her favourite teacher.

e)     Use of Information
Open exchange of information should be the kind of communication within an institution. In education, the reports and memorandums from the national office must be handed down to the teachers of small schools in the barrios. In some cases like sending information about prospected seminars for teachers, some principals tend to hide the memo or the invitation. The principals might think that if his/her teachers will go there will be no classes and that might affect their school performance; or the principals might also think that the school will spend a lot of money for that reason only.

f)       Conflicts of Interests

People have different interests that made everyone unique from each other. Sometimes, these interests of different persons clash leading to conflicts. Avoiding conflicts is one of the major efforts of the people in the organization especially the ones who are in the high positions. Conflicts can endanger the institution’s integrity among its stakeholders. Thus, abiding to the published policies is important to stay profound on the doings inside the organization. Some of the members of the organization take pride on their interests and pursue it forgetting the bylaws of the system. This people are self-centered and are too much choleric on what they know is right for them.

How to Make Performance Evaluation More Effective

Professors nowadays tend to be role models. Their profession are not only limited to be an instructor inside the university but also as a dignified intellectual person outside the campus. A good professor has effective ways of teaching, motivating and learning. In evaluating their performance, there are identified ways which are also used today in universities and colleges. The following are those ways and how can it be more effective.
Student evaluation. Students must not be biased and unsure upon evaluating their professors. They should be reminded that assessing the professors’ performances is vital in administrative and developmental processes of the school. Aside from making the students answer a performance assessment questionnaire, they can also be interviewed individually or as a group to have a thorough examination of the professors’ activities on class.
Colleague evaluation. Sometimes or most of the times biases and personal reasons affect the colleague evaluation. It is also important that upon conducting performance evaluations through co-workers, reminders of the integrity of the assessment are crucial. So, the colleagues must disregard their feelings and must focus only on the performance appraisal of a certain instructor. Furthermore, to elicit a profound view of the professors routine in teaching, the evaluator should also compare his evaluation to the other colleagues own evaluation results. This means that as co-workers they might have the same or similar teaching practices. So aside from reminding the respondents not to be biased, the evaluator should also take a look and examine the others’ evaluation results.
Self evaluation. The downfall of self evaluation is that man is not fully aware of his doings. What he thinks he is, is different from what others think of him. This is true through the assessment of a person’s Johari windows. But still, an evaluator can assess what a professor thinks of himself and his profession. Direct and exact answers can be also elicited whether what activities he is doing inside the classroom or what is his point of view in teaching, things like that. To make this kind of evaluation effective, the assessment officer must execute an interview before and after the semester. This technique can determine if there are differences on their performances before and after the whole teaching process.
Department administrator evaluation. Head officials of an organization have the crucial observation because they can do whatever they want to their members. Some heads don’t tend to be just in their justification on an employee’s performance especially when he or she doesn’t like an employee because of their first impression. To make the department administrator evaluation more effective, the administrator must also observe his colleagues performance appraisal on a certain employee. If it goes the same or similar, then his assessment must be right and just.

      I don’t think that one of my suggestions is of higher priority. If a university is observing all or several of the identified ways, then all must be in high priority. Performance evaluation is crucial in an institution. This is to assess whether the employees from the head down to the labourers are doing their right function. This also ensures the organization’s productivity, effectiveness and efficiency in their service.

I Choose Healthy Organizational Culture

I would prefer a “healthy” organizational culture wherein employees and employers strive to be more productive and more efficient for the welfare of their institution. Specifically, if I would be a principal of a school wherein diversity and pressure exist, I would be adopting two organizational cultures under the “healthy” bracket: those are the normative and the collaborative cultures.
Normative culture stresses on abiding the organizational procedures and the norms and rules defined. With this kind of culture, my school will be just and clear on its processes and other doings. All the actions made inside the school and things which are in the school’s obligation will be handled accordingly and legally. As their principal, I would love leading a school that is purely white than being black which was just coated twice with white.
Two heads are better than one. Collaborative work culture, also known as clan culture, promotes cooperation within an institution. Unity is the most vital element of this organizational culture. The head is more on guiding his/her subordinates and less on governing them. It is also based on worker-welfare. This means that the workers’ happiness is also given attention. Thus, rewarding the best performances is a must.  
As observed, Philippines is adopting the child-friendly program from western countries. This was initiated for the welfare of the children alone. Nowadays, in my own opinion and as I have observed from my classmates who are experiencing teaching in a government-funded school, teachers’ welfare is forgotten. Job enlargement is rampant and over time is not paid, how’s that? Some head teachers tend to forget their code of ethics and trainings on how to govern their colleagues. They practice bullying on their humble teachers who are extending their regular shifts to 24/7 just to complete a task. Hence, teachers are stressed and have less time for their own families.
      Equality among the work loads of my teachers is one of my concerns. I don’t want to see teacher A having burden on his/her workloads in hell and I don’t want to see teacher B having his/her nails finish in heaven just before going home from school. As their principal, I will make it all equal and just for my governed body. I will assign and designate equal tasks to all of my teachers. I will also take considerations appropriately depending on the situations they are on. Younger teachers will be subordinates of aged ones. They will help each other to accomplish a mutual goal. This will be one of my programs under the collaborative organizational culture.
      Diversity is not a problem. I have been to Mindanao State University and it’s known for its diversified student and employee population. Being there and having interactions with different kinds of people did not change me into other disposition. Thus, I will hold this as a prime example to bind my teachers together and have unity. Teamwork now is easier. Social gatherings like balls, recollections, trainings and fieldtrips will also take place to aid the blooming relationships of my teachers.
      Rewards for my teachers will be so amazing and I will make history. Annually, to culminate a school year I will plan and allocate budget for a soiree in which my teachers will receive honours and recognition for their hard work and performance in the school. This will be a night of fun and camaraderie. There’s no stress invited.
      All of my programs are for the welfare of the teachers so that they will be productive in their chosen profession. Moreover, the fruit of the plans are all reflected on the performance of the school. The children will receive more attention and care by these.

In my school, I will give justice to my stakeholders. I will treat them right and appropriately. My school will abide on the laws while having fun in teaching and learning. Thus, I choose normative and collaborative work culture.  

Workplace Racial Discrimination: Solution

Rationale
            All of the people in this world are equal on rights. Physical attributes may vary through ethnic groups but all must be treated the same. Some people tend to overlook equality on people in this world. Those people are prejudice of other people or other culture. Racism is a form of prejudice based on perceived physical differences and usually refers to unfavourable or hostile attitudes toward people perceived to belong to another race.
            In a school context, specifically on working together as an organization, some school heads or teachers are prejudice to their co-workers because of their race. For instance, principals and some teachers do not trust other teachers because they are from an indigenous tribe. Knowing that these teachers came from a tribe, superiors and workmates may doubt their expertise and tend to not give them high responsibilities. In this case, there is no gradual unity in the organization and the manpower is compromised. Moreover, employee relationships are unnatural and it is unhealthy for the institution.

Goals/Objectives                                                                                      
1. Eradicate Racism
            Racism should be eliminated to meet the full potential of the school employees. Prejudices can ruin an organization. Thus, eradicating it is the main way to promote peace and equality.
2. Promote Equality
            Equality among people leads to discernment of everyone’s worth as a human. Having equality in an organization reflects a healthy environment to work in. hence, productivity will follow.

3. Stimulate Unity
            Unity leads to a productive workplace. When the workplace is good and accommodating, there will be more effectiveness and efficiency in the organization’s obligations. Thus, results to meeting the desired goal.

Strategies
1. Seminars
            Seminars can help in reinforcing unity and understanding to the employees. I this way they are reminded to the humane in their ways. This stimulates their affective domain to another level. 
2. Recollection
            Recollections should be held once a year in order to recall morals to the teachers. These will remind them that all humans are created equal and were made through the image and likeness of the Lord.
3. Group Work
            Teachers will be designated by their heads to work in groups. This may decrease job enlargement as they tend to cooperate and work as one. Unity and camaraderie is also enhanced simultaneously.

Responsible persons
1. Principal
            As the head, he/she should spearhead this program as part of the professional growth of his/her teachers.
2. Guidance Counsellor
            The guidance counsellor will help in planning the program for the teachers.
3. Teachers
            The teachers will also be helping and undergoing the program.

Budget

            The budget will be taken from the registration fees of the teachers. The registration fee will cover the seminar and recollection events. It is also inclusive certificates of participation which is signed by the school heads.

Workplace Racial Discrimination: Solution

Rationale
            All of the people in this world are equal on rights. Physical attributes may vary through ethnic groups but all must be treated the same. Some people tend to overlook equality on people in this world. Those people are prejudice of other people or other culture. Racism is a form of prejudice based on perceived physical differences and usually refers to unfavourable or hostile attitudes toward people perceived to belong to another race.
            In a school context, specifically on working together as an organization, some school heads or teachers are prejudice to their co-workers because of their race. For instance, principals and some teachers do not trust other teachers because they are from an indigenous tribe. Knowing that these teachers came from a tribe, superiors and workmates may doubt their expertise and tend to not give them high responsibilities. In this case, there is no gradual unity in the organization and the manpower is compromised. Moreover, employee relationships are unnatural and it is unhealthy for the institution.

Goals/Objectives                                                                                      
1. Eradicate Racism
            Racism should be eliminated to meet the full potential of the school employees. Prejudices can ruin an organization. Thus, eradicating it is the main way to promote peace and equality.
2. Promote Equality
            Equality among people leads to discernment of everyone’s worth as a human. Having equality in an organization reflects a healthy environment to work in. hence, productivity will follow.

3. Stimulate Unity
            Unity leads to a productive workplace. When the workplace is good and accommodating, there will be more effectiveness and efficiency in the organization’s obligations. Thus, results to meeting the desired goal.

Strategies
1. Seminars
            Seminars can help in reinforcing unity and understanding to the employees. I this way they are reminded to the humane in their ways. This stimulates their affective domain to another level. 
2. Recollection
            Recollections should be held once a year in order to recall morals to the teachers. These will remind them that all humans are created equal and were made through the image and likeness of the Lord.
3. Group Work
            Teachers will be designated by their heads to work in groups. This may decrease job enlargement as they tend to cooperate and work as one. Unity and camaraderie is also enhanced simultaneously.

Responsible persons
1. Principal
            As the head, he/she should spearhead this program as part of the professional growth of his/her teachers.
2. Guidance Counsellor
            The guidance counsellor will help in planning the program for the teachers.
3. Teachers
            The teachers will also be helping and undergoing the program.

Budget

            The budget will be taken from the registration fees of the teachers. The registration fee will cover the seminar and recollection events. It is also inclusive certificates of participation which is signed by the school heads.

Trip to Green Valley, Banate, Nalus, Kiamba, Sarangani Province

It was my first visit in Green Valley, a far off place in the mountainous part of Kiamba where Tbolis live; and it was also my first mountain climb and motocross-like “habal” ride ever. The terrain was worst than I thought. Some of my classmates had fallen from their rides. We ventured up and down on very rough and muddy roads along the virgin forest. It was drizzling at first then rain poured that added challenge to the trail. When we were about to reach the destination, our exhaustion was quenched by the waving hands and smiling faces of the Tboli children peeping from inside their small houses. Finally, when we arrived at Green Valley, some children were having the Summer Class for Over Age through Alternative Delivery Mode (ADM). I was taken aback at how small and informal their classrooms are. That one where the summer class was held hangs in a cliff and the others are teachers’ tiny houses made into makeshift classrooms. The dedication and commitment of the teachers of Green Valley Primary School are priceless. It’s no joke to climb/ride to and fro the rocky and muddy mountains for almost four hours; sleep like it is always camping time; have no formal classrooms; expect unpredictable climate; educate tabulae rasae who only have their lingua franca; and adjust to their culture.

Some children go to Green Valley dawn of Sundays and arrive there at late afternoon just to attend their classes by Monday. They pass mountains and rivers just to have education. Away from their houses they temporarily reside on Aunt’s/Uncle’s houses nearby or within the school premises. Other children take a long walk before attending school. While walking, they tend to eat their “baon” and when they reach their classrooms, they tend to request food to replace what was eaten during the walk. (no edits, just love)

What makes an expenditure IIUEEU?

An expenditure will be IIUEEU if it is Illegal, Irregular, Unnecessary, Extravagant, Excessive and Unconscionable. Illegal expenditures are against the provisions of the Administrative Code or even the GAAs. It is Irregular if it is done without adhering to the rules, regulations, procedural guidelines, policies, principles or practices that have gained recognition in law. An expenditure is Unnecessary if it is not aligned to the need of the institution. Excessive expenditures are those expenses that are unreasonable, overpriced and bought in immoderate quantity. It is extravagant if the expenditure is acquired without restraint even if it is immoderate, luxurious and beyond the bounds of propriety. Lastly, an expenditure is Unconscionable if the expenses made are not right, just and reasonable. It’s like corruption, not guided or restrained by the conscience.

The Essence of Budget Cycle in DepEd

The budget cycle is the sequence of events on how budget for DepEd is made. It has four phases which are the budget preparation, budget legislation/authorization, budget execution and budget accountability. Budget preparation occurs on the months of December to April. It is the issuance of the budget call and the submission of National Expenditure Program (NEP) to the House of Representatives. Budget legislation is the budget hearing of the General Appropriations Bill (GAB) in the senate and congress on the months of June onwards. Once the GAB is approved by the president, it will become the General Appropriations Act (GAA). Budget execution happens the whole budget year after the Department of Budget and Management (DBM) releases the funds. Budget accountability happens always in the sense that funds/money is being used every day. In the process of budget accountability, DBM conducts a review of the agencies they’ve given funds.
                Without this formal process, the budget may be lost on its track and it may not go to the right hands. Moreover, if the process is being altered, it is not a cycle anymore. DBM can’t release money if the President didn’t sign the GAB. It will not be a GAA if it hasn’t underwent hearings as GAB.

                Teachers can benefit from the budget cycle if they receive the school’s MOOE and most importantly if they get their monthly salaries.