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Dec 27, 2013

Goal achievement as an effective Motivational tool

Do you use goal setting to motivate your employees? 

To continue profitable operation every business organization has its own organizational goal/s that it wants to achieve and infuse inside the psyche of its employees. This is done as often as possible to inspire its employees.

The best method is by presenting data that would clearly present what the organization wants to achieve for a specific time period. For example a sales or manufacturing business would usually present goals (thru figures). That it needs to achieve for a specific time period, this will now therefore serve as the Motivational tool.

The question now is how we could make this a reality and not just a goal on paper that could easily be forgotten by employees.

Here are the following steps that you may want to follow:
1. Always remind your employees about it as often as possible.
2. Offer your wholehearted support material, moral and even spiritual. (Your constant reminder is useless without your support.)
3. Check on the progress as often as you remind them.
4. Since you never forget to remind and check; never forget also to update them on the progress of the goal.
5. Always have an open lines of communication.
6. Repeat steps One to five. - Marino J. Dasmarinas

Dec 20, 2013

Do you have a competent Organizational Culture?

Organizational culture is the standard, philosophy and shared ideal of an organization. Organizations that have competent culture are the ones that succeeds.

For an organizational culture to be pervasive; it needs to be implemented from the top management down to the lowest level employee of the organization. A good and competent Culture is very contagious especially when it is thoroughly observed. It therefore sends a clear message to every employee that they must also observed this kind of culture.

 A good and competent Culture also attracts the best and brightest work force for the reason that everyone would want to work for a company that has a good organizational culture. Who would not like to work for an organization that has a competent organizational culture?

For an organizational culture to be effective. It must be inculcated into the minds of the employees during their very first day of work. This is normally facilitated by orientation wherein the newly hired employee is informed about the culture and other policies of the organization. The workers are introduced to the many guidelines of their new organization. And if competently done it is expected that these employees will follow every rules and regulations of their new organization.

Do you have a competent Organizational Culture? - Marino J. Dasmarinas

Dec 13, 2013

Are you an egocentric Manager?

There are managers/supervisors who are very much particular about their standing in their organization. For example a hard working former rank and file employee is promoted to a middle level managerial position. 

Suddenly, there is a change on his job title and his peers thought that it was only the change on his job title that would be affected. They hoped that there would be no change on his part as far as his behavior towards them is concerned.

However they noticed that his change of job status has went-up to his head: from a very friendly peer he suddenly became detached from them. He chose to transfer to a roomy place in the office that isolated him from his former peers. He now suddenly wants them to address him as sir rather than his nick name just like when he was still one of them. In short, this man who was suddenly promoted became egocentric; the sudden change of job status went to his head instead of going to his heart.

There are some of us who behave like this newly promoted person, we become self-centered by the sudden change in our job status/title. We suddenly want respect which is not bad, but we must not overly concern ourselves with this sudden appendage in our job status for the reason that it will detach us from our peers and subordinates.

 And it will surely affect our image as a member of our organization. From a team player we unknowingly might become a dictator or an autocratic manager which is actually a very bad behavior for a manager to have.

It will not do us any good if we become egocentric because of our newly found status in our organization. We need not worry if we want respect because it will come once we know how to respect our peers and subordinates as they say: Respect begets respect. Our co-workers will respect us once we respect them immaterial of their position.

So this question comes-up: Does it pay to be overly egocentric about your new status in your organization?

No it doesn’t pay! We must always remain humble and a team player. Job position/title is simply a name that is given to us, we must not allow ourselves to become swell-headed because of it; we must always remain humble and simple no matter how high we go up in the organizational hierarchy. - Marino J. Dasmarinas

Dec 6, 2013

The importance of Job orientation and Role definition

Do you properly orient your newly hired employees or you immediately brief them with the job that they are going to handle in your organization?

Upon employment in an organization the first agenda for the newly hired employee is to familiarize him with the critical role that he is going to take part in the organization. This is usually facilitated by means of a clearly defined job description and thru job orientation.

It is important for an organization to orient the newly hired employee about the limits as well as the whole scope of his role. Yet, this is sometimes inadvertently forgotten by management. So when there’s an inadvertence the employee is suddenly given a job that he was not expecting to do for the reason that he was not properly oriented or told about it.

Unknown to management this pieces of inadvertence creates dissatisfaction within the newly hired employee and it slowly shows on his job performance. Eventually his motivation to do his job well suffer until such time that he drifts away from his job.

To avoid role ambiguity and demotivation management must early on be cognizant of the importance of properly orienting their workforce about the roles that they are supposed to do in the organization. If there shall be some more workload to be assigned it will not do us harm if we will bother to orient them about it.

Let us be aware of the importance of clearly defining the roles of our workforce and let us not carelessly assign them workload without competently orienting them. - Marino J. Dasmarinas

Nov 29, 2013

How to Motivate yourself

Do you know how to motivate yourself? 

Motivation is a positive energy that fuels an individual or group of individuals to achieve their organizational and personal goals. Usually there’s a person who motivates and there are people who are being motivated. This is usually the scheme of things.

But can we motivate ourselves? Yes we can! For example we want to achieve something or we have a goal that takes time to achieve. There are times we lose heart because we don’t see enough progress with what we are doing.

In the process some of us completely abandon the goal or objective. But there are some who persist and believe that for so long as they continue with what they are doing sooner or later they shall see the realization of what they want.

For those who are losing heart already and is soon to give it all up. Don’t raise the white flag of surrender motivate yourself by doing the following:

1.) Pray and ask God to strengthen you!
2.) Think positive and believe in yourself!
3.) Post inspirational quotations that will inspire you to continue!
4.) Be inspired by Motivational stories.
 5.) Work hard and never ever give-up!

Saint Augustine once said: "Pray as though everything depended on God. Work as though everything depended on you."  - Marino J. Dasmarinas

Nov 22, 2013

Reinforce your worker’s Work Ethics through Mentoring

Work Ethics are values of employees based on the moral virtues of hardwork and thoroughness some of these values are obtained through the environment where the concerned worker grew-up. For example if the worker grew-up in a family with well disciplined work and family values. It is predictable also that when this person will be working in the future he will be able to carry those ethical work values to his workplace.

However, not every worker has a good work ethics. There are those who just work for money they only treat their jobs as part of their routine. Here lies the problem for managers: How could they inculcate Work Ethics to their subordinates?

One effective way of inculcating work ethics is thru Mentoring. A mentor is a character model who guides another employee by sharing valuables insights on work behavior and ethics.Mentors educate, counsel, tutor, support and encourage their subject mentoree. The mentor will teach him/her proper Work Ethics and values for this will eventually help him advance in the organizational hierarchy.

There are unlimited advantages when we Mentor our employees. Just to name a few: It fosters loyalty to the organization, it implants a strong impression of importance. It gives them an impression of a clear career pathing upwards the organizational hierarchy. It fuels their desire to work much harder for the organization. And it creates a lasting impression to the worker that the organization where he belongs is a caring and competent organization. - Marino J. Dasmarinas

Nov 18, 2013

Should a Chief Executive Officer (C.E.O) believe the informations coming from the grapevine?

A Chief Executive Officer (C.E.O) has been hearing information from the grapevine that their workers were formenting labor unrest. Since the information was not valid in terms of its line in the formal communication process. He just shrugged it off as nonsense not worthy of his time.

As months pass by he noticed that their workers were often clustered into groups and they were often silently talking and he said again to himself: Ah their talking nonsense again it’s not worth my time. Then, one morning when he was about to enter the company premises he noticed that their employees were outside and were carrying placards denouncing him and his company’s unfair labor policies.

Seeing this he immediately alighted from his car and talked to the employees. And calmly asked them to go back to their work but the workers did not relent they stayed and continued their denunciations of him and their company.

Grapevine is an informal communication structure that runs through every organization. It silently exists within the organization. One of many factors that incubate grapevine communication is unfair labor practice and many more anti labor policies of the organization. Such as unhealthy working conditions, low wage, non payment of their health and social security contributions and the like.

A very good CEO must stop, look and listen to the ramblings of the grapevine. He must be sensitive to these rumors coming from the grapevine. He should give ear to their grievances and learn to immerse himself with his people. By doing so he’ll get a first hand knowledge of everything that deserves his listening ear.

In so doing he avoids further trouble that may give impetus to labor unrest and other issues inimical to the well being of his organization. -Marino J. Dasmarinas

Nov 11, 2013

Organizational Goals and its Relevance to the Levels of Management

Does your organization have a goal?

An organization that  intensely advances the use of Organizational Goals in its organizational system has a lot of advantage over those who do not. Goals can influence increase of performance. It can also increase human resource’s motivation. It also gives positive direction to the organization.

There are three levels of management in an organization the highest is the Top Level Management. In a corporate set-up this is composed of the following top-level company officers. Board of Directors, Company Presidents, Vice-Presidents; Chief Executive Officers, Chief Operating Officers and the like. Any organizational position that has a policy making power is included in the top level management. These company officers are in-charge of achieving the strategic goals of the organization.

Strategic Organizational Goals are initially hatched at this Top Level Management it normally occurs during planning sessions that take days to complete. The life span of the goals depends upon the outcome of the planning sessions. Before goals at this level are implemented there are organizations that consult/inform first its stockholders.

After the goals at the Top Management level had been set; it goes now to the next lower level which is the Middle Level Management. Each functional area or strategic unit of the organization is given their assigned goals that would contribute to the realization of the strategic goals. These officers are composed of the various department managers. Their main responsibility is to see to it the organization's goal/s are successfully implemented and achieved.

The last organizational level that is involved in the achievement of goals is the First-Level Management these normally are the supervisors. Their task is to operationalize the strategic goals set by Top Level Management. Under them are the operational workers who do the leg work and make things happen for the organization. They are the foot soldiers so to speak.

Regardless of their level; all of these organizational goals must always have Specific, Measurable, Attainable and Realistic time table. - Marino J. Dasmarinas

Nov 3, 2013

The critical role of an Effective Manager/Leader in an Organization’s Behavior:

It is an accepted fact that Organizations Behavior is always contingent on how a Manager effectively practices his leadership and his management functions. For example, if a Manager/Leader is lackadaisical on his function as head of an organization we must also expect an easy-going Organization Behavior. An easy-going OB is an organization that doesn’t achieve its goals and an organization that is undisciplined.

Let us take for example ineffective and corrupt leaders of nations. What is the Organizations Behavior of a government bureaucracy if their leader is corrupt and ineffective? It follows that majority of those who are working for that government bureaucracy will also become corrupt and unproductive. If the leaders of these nations are not careful they may find themselves being overthrown by their people.

In a micro level for example, in a company setting if the manager is ineffective (Doesn’t know how to exercise his Leadership/Managerial functions) we should subsequently expect a chaotic company Organizations Behavior. So what must we do to address this problematic situation?

Of course the obvious action to do is to change our mindset and attitude towards our work. Otherwise if we will not change the organization will not think twice to separate us from the organization. For the simple reason that the very survival of the organization is at stake here.

Therefore the role of a manager is very critical in an organization. For the reason that in his hands lies the survival of his organization and his survival also in that organization. - Marino J. Dasmarinas

Oct 30, 2013

The importance of Spiritual Recollection for Organization

Do you sometimes feel that your job is already a drudgery? And you’re simply going through the motions of your work for the reason that you need to feed your family? Why not re-charge your flagging motivation by submitting your organization to a procedure that is still alien to many organizations. The method that I’m talking about is called Recollection: Spiritual Recollection.

Recollection is for every organization, for as long as there are organizations be it for profit or non-profit. It is a must for organizations to undergo this process of spiritual recollection. Much more if an organization is profit oriented for the simple reason that recollection will surely invigorate the spirit and motivation of an organization’s human resource.  

Organizations from time to time goes through the process of organizational seminars, talks  team buildings and so forth. The obvious reason behind is they want to upgrade the operational capability  and ability of their human resource. But organizations very seldom undergo Spiritual Recollections; I think this is a need yet un- explored by Organizations.

In the Bible: after the working so hard in advancing the teaching of Jesus. The disciples gathered around Him and told Him about their accomplishments. Jesus told them: "Come away by yourselves to a deserted place and rest a while." So they went off in the boat by themselves to a deserted place. (Mark 6:30-32).

Relating this event with an Organization’s Human Resource who works very hard for the organization to earn profit. I think they also deserve to rest for a while and re-charge their parched spirits who badly hungers for the word of God.

 If you would submit your HR to this procedure you will be amazed by the unquantifiable good that it will create on your HR and your entire Organization as a whole. - Marino J. Dasmarinas

Oct 22, 2013

The importance of Organizational Mission statement

Does your organization have a mission statement?

Mission statement is a very important component to an organization’s existence because it clearly defines the fundamental purpose of the organization. This purpose of existence will be the uniting factor for the organization towards the achievement of their organizational goals. For example,  The Mission Statement of a car manufacturing company is: To manufacture affordable and durable cars for the common people.   

Every organization must have a mission statement for its existence for the reason that this statement serves as its guiding light. Every organization must see to it that it creates its own unique Mission Statement that will serve as its organizational identity. 

Without Mission there’s no defining reason for the employees to rally behind except to earn their salaries. And this kind of situation is a threat to the fundamental existence of an organization.

However, if every organization would create a Mission statement it will ensure direction and relevant existence for the organization. It clearly defines also the identity of the organization and it creates an awareness upon the minds of its workforce that they should also help their organization achieve its mission. - Marino J. Dasmarinas 


Oct 18, 2013

Effective Planning: The vehicle for the achievement of our Goals

Effective organizational Planning is a very important component in the achievement of organizational goals. We cannot speak of successful goals without carefully assessing the plans on how to best achieve it.

A goal is a time bound future target that we all wish to accomplish, but how come that there are goals that are not achieved? The answer lies with effective planning. We will not be able to speak of successfully achieved goals without effectively planning for it.

A plan is the vehicle that will bring us to the realization of our goals. This is a management function that involves setting goals and effectively using every means available on how best to achieve them.

 For example, a sales manager whose goal is to increase his sales output by ten percent (10%) for the next quarter. He must see to it that there is a carefully laid-out plan that will effectively support the realization of his goal. Perhaps, he can educate his sales staff on how to discover untapped markets, he can also use motivational methods on his sales staff, close monitoring of their outputs and so forth.

An effective Manager is someone who always see to it that whenever there are Goals to be achieved. There are also complementary Plans that would effectively support the achievement of the organizations Goal.

Oct 14, 2013

Does your organization have a viable Vision?

We cannot understate the importance of Vision in our organization. In fact an organization without a viable Vision is like a headless chicken that runs around without any direction whatsoever. 

After spinning for a few minutes the headless chicken dies. This is the same with an organization without a viable Vision. It will exist for a period of time, it may even earn profit but at a definite point in its life it will fold-up simply because it has no viable Vision.

In the Bible it says: “Without prophecy the people become demoralized(Proverbs 29:18).”  In other words; a human resource that works for an organization that has no vision will eventually loss its trust on the organization. This loss of trust will eventually lead to their resignation. Eventually, they again will look for employment in an organization that will give them a viable Vision.

A viable vision creates a sense direction for an organization and its human resource. Therefore to achieve success, every organization must firmly hinge its plans for the future on its Vision. This same Vision also will convince its human resource to stay put and spend the rest of their working lives in the Visionary organization.

Do you have a viable Vision for your organization? - Marino J. Dasmarinas

Oct 8, 2013

How to effectively address Organizational Problems

Company executives are once in a while confronted with problems that will challenge their decision making abilities. What must they do to ensure that they will properly address/ solve the problem?

There’s no assurance that the action that will be made by them would solve whatever organizational problems that they have. But there are steps that they must follow to at least assure them that whatever decision that they will be making will not be made in haste. We all know that decisions made in haste in any field of endeavor are usually wasted decisions because of the haste factor. As they say: "Haste makes waste."

To avoid this tragedy the ff: actions must be undertaken.

1. Find out then pinpoint the problem.
2. Create measures or plan of actions that will help solve the problems.
3. Create a process of elimination among alternatives then pick the best alternative.
4. Apply the best alternative and carefully monitor its implementation until such time that the problem has been solved.

Marino J. Dasmarinas

Oct 7, 2013

I conduct Lectures/Talks/Seminars on Organizational and Human Behavior.

I conduct Lectures/Talks/Seminars on Organizational and Human Behavior.  For more details please get in touch at: mjdasma@yahoo.com or mjdasma@gmail.com.  
Tel no. 046-4303668

Oct 3, 2013

Does it pay to become a Socially Responsible Organization?

The law of Karma states that the effect of a one’s actions is looked upon as an influential factor in one’s destiny. Having said this, what if your organization stands alone by itself. Without any concern for its immediate surrounding environment, will it soon be doomed? Or will it continue to grow and prosper?

There is no substantive studies that say that those socially responsible organizations are more successful than those who are not. But if we play it by observation we will discover that those organization that gives back to their communities or donate to various charitable organization are the ones that are more financially successful than the others who don’t give.

Let us take for example some big corporations who endow sizeable amount to their favored charitable organizations.  Their endowment is linked to their success; the more that they are successful the more that they give back.

There are many more organizations that are socially responsible. They always see to it that a certain percentage of their profit goes back to charitable organizations or non governmental organizations.

For the reason that they believe that it really pays to become a socially responsible organization. Being socially responsible also help create a positive self image for an organization this eventually translates to more customers and profits.

Does it pay to be a Socially Responsible Organization? Yes of course! _ Marino J. Dasmarinas

Sep 27, 2013

What is the Culture of your Organization?

Organization culture is the soul of an organization it is unseen but you can easily perceive it. For example, how the employees behave (shared values), their esprit de corps, their organizational beliefs and ideas.  

Those in charge of implementing this culture are the top management and their main responsibility is to see to it that the culture that they want to implement is cascaded down to the lowest level member of the organization.

Let us take for example Apple Inc. if someone is asked of its organization’s culture what comes to mind is its continuous culture of innovation that is why it is always ahead of its competitors.

Positive culture in organization is implemented by means of effective communication using the method of trainings and workshops. Then application of the learned methods, there shall also be specific time frames to measure its effectiveness.

The main agenda of Organization Culture is to create a collective and positive identity inside as well as outside of the organization. This is the reason why when a certain organization is mentioned. We immediately have an idea about its positive image and competitive culture because it is the collective identity that it has successfully conveyed into our minds.

Looking at your own organization where you presently belong now. What is its present culture now? - Marino J. Dasmarinas

Sep 19, 2013

Commentary on Motivation (The Motivational Process and Maslow's Hierarchy of Needs)

Motivation is an integral part of human behavior in organization. Without motivation workers in organization would not be able to function properly. So what motivates them to work hard and to achieve their goals? Early motivational studies points to money as their prime motivational instrument, then their need to belong and their need for responsibility.

The motivational process contains three interacting and interdependent elements namely: Need, Drive and Incentive. A need is a psychological imbalance that needs to be satisfied; a drive pushes an individual towards achievement of a goal or task. An incentive is something that can lighten a need and decrease the intensity of a drive. For example, a worker needs to earn so that he can pay for the basic necessities of living, so the need to earn is the imbalance that must be satisfied. 

The psychological drive will push this  worker to achieve the goal of earning money for his basic necessities. Due to his hard work he will now receive money, this in now the incentive that will alleviate his needs and somewhat decrease the intensity of his drive to earn. This motivational process is a cycle that stops for a while and is reignited again the moment an individual or group of individuals finds a vacuum that needs to be satisfied.

Another Motivational tool is Abraham Maslow’s Hierarchy of Needs, this is a five step ladder hierarchy which says that a lower level need must be satisfied first before it proceeds to the next higher level. This is illustrated by a triangle, the lowest or the first level need that occupies the triangle is the Physiological needs or Basic needs. These are needs to sustain life such as: air, water, food, sleep etc… according to Maslow if such needs are not satisfied then one’s motivation will arise with the aim to satisfy them. Higher needs are not felt yet until he is fully satisfied with his basic needs.

Assuming that physiological needs has been satisfied we will now come to the second higher order need that occupies the triangle it is called Safety and Security needs, this is the need to be free from the threat of physical and emotional harm. These needs would be met by working or living in a safe place and by having job security.

The third need in the hierarchy is Social needs, this is the need of individuals to interact , as they say no “man is an island” we cannot exist by ourselves we need to interact because we are social beings. We need friends to whom we can trust our emotions, we need to be in a group wherein we will feel comfortable.

The fourth need is Esteem needs, this is the need to be respected by your peers, subordinates and Managers it is human nature for us to want respect and recognition. Esteem needs fulfills this wants.

The last and the highest need in the triangle is Self-Actualization needs, this addresses our need for purpose in life. The need to be honest and truthful in all of our dealings with our co workers. The need to have a job that fully satisfies an employee’s purpose in his organization.

Closely looking at Maslow’s Hierarchy of needs we will find out that these stepladder needs somewhat goes hand in hand with the progression of an employees life in an organization. A young and newly employed individual will first try to satisfy his Physiological needs or Basic needs then as he matures in the organization his needs goes up one at a time until such time that he reaches the Self-Actualization level.

Abraham Maslow’s hierarchy of needs tells us that if we want a well Motivated Human Resource we need to provide them with their basic needs such as reasonable salary scheme to help them defray for their physiological needs. There’s a need also to create a safe and secure working environment. Need to create an environment of community amongst workers to address their need to socialize. Need to respect the individual rights of workers regardless of their standing in the organization so that their Esteem needs are addressed. The last need is to ensure that workers will eventually reach their full potential in the organization so as to have the feeling of fulfilment. (Self-Actualization) - Marino J. Dasmarinas

Sep 4, 2013

Corruption in Philippine Government: A hopeless case?

Is a corruption free Philippine government possible? 

If we will conduct a survey why middle class Filipino families are migrating to other parts of the world. We will be surprised that one of the many reasons that they would cite is the shameless graft and corruption in the Philippine government bureaucracy.

Corruption scandals are dark shadows that have constantly tailed the Philippines since the Marcos regime up to the present government. Let us take for example the present  government. For almost a month now many elected government officials has been plagued by accusation of corruption labeled as the pork barrel scam.

The question that begs to be answered now is this: can we still slay the deeply ingrained culture of corruption in the Philippine bureaucracy? Yes we can still slay this evil in Philippine governance however it will be a pipe dream if we would say that we can exterminate this within the time span of five to ten years.

But all is not lost because there’s still hope and it rest on the shoulders of the present political leaders of this country. If only they will think of crafting a law that will make the evils of corruption and its corresponding punishments a permanent subject matter in our entire educational system. It will start during elementary up to the last year of college. So that strong value formation is inculcated against corruption in the minds of the future leaders this country.

Defeating this evil called corruption is not a hopeless case. This is actually a doable objective lets just give it a time frame perhaps twenty up to twenty five years. By then we will hopefully have a new crop of leaders with strong values formation against corruption. - Marino J. Dasmarinas

Aug 12, 2013

The true nature of Bureaucracy

Bureaucracy emphasizes the call for organization/s to operate in a rational manner that reasonably responds to an organization’s needs. It doesn’t rely on the selfish whims of managers and business owners. 

An honest to goodness organizational bureaucratic setup has no room for nepotism, influence peddling and the like. For example, if a person wants to move upward or be promoted in the organizational hierarchy. Under the bureaucratic setup this person must honestly work hard for that promotion. He/She must not employ anyone’s influence or help to be promoted.

According to Max Weber there are five (5) characteristics of an ideal Bureaucracy:
1.  Formal rules and procedures that would ensure organizational order and uniformity.

2. Specialization of Labor that ensures that workers know what is expected of them in their assigned jobs.

3. Impersonality, the hot stove rule applies here there’s no special treatment whatsoever; organizational rules regulations and disciplinary actions are impartially applied.

4. Career advancement is exclusively based on merit. Selection of personnel to be promoted are solely based a workers performance on the job and not based on their connections in  the organization's hierarchy.

5. Well defined hierarchy; every position is clearly defined so that it will establish responsibility and order since every worker in the organization will know where he belongs.

This is the true nature of a bureaucratic organization.

However, this is not always the case particularly in third world countries such as the Philippines.  The government Bureaucracy here in the Philippines is continuously being infected by corruption and incompetence because it violates with impunity every characteristics of an ideal bureaucracy. - Marino J. Dasmarinas

Jul 25, 2013

Commentary on Effective Leadership

Much has been said already about how Leaders influence the success and failure of an organization. Take for example a CEO who is remiss in his leadership duties and responsibilities. He is certainly not an effective leader, sooner or later the company that he leads will eventually be part of history.

To avoid this disastrous situation the board of directors will eventually decide to fire him. And hire a new CEO who is more than capable of leading the organization to the achievement of its Vision and Mission. The scenario is the same with a Supervisor or a Manager who does not take his leadership seriously. He may not be replaced but his upward career path will be derailed mainly because of his failure to properly exercise effective leadership.

There’s a saying that goes, “Behind a successful man is a woman”. This is the same with this quote about successful organization. “Behind a successful organization is a person who knows how to effectively exercise leadership.”

To be a successful leader we have to make people want to follow us, this is possible by means of leadership by example. A case in point is the Domino blocks, if we stack each domino one after the other, then we pull the first domino in front each dominos will follow the movement of the first domino no matter how long. That’s leadership by example. In like manner once a leader leads by example he is assured that his followers will follow him.

Another mode to make your subordinates follow you is by means of Charismatic Leadership. He is a leader who combines Referent Power and Expert Power plus Leadership by example. Charismatic Leadership is the use by a leader of his personal abilities and talents.

It is a must for leaders that they know how to exercise Transformational Leadership. The leader creates awareness about rewards, encourages his subordinates and sometimes rebukes them. So that they will be forced to look at the big picture and that is no other than the future of the organization and their welfare too.  It focuses on what the leader accomplishes through his subordinates rather than his personal characteristics. 

There are three original leadership styles: Democratic, Autocratic and Free-Reign. A Democratic leader is open to the ideas of his subordinates most especially during matters of decision making. He listens to their inputs but at the end of the day he still has the final say. An Autocratic leader is someone who tells his subordinates what he wants done. He will decide what he wants no matter the opposing views of those around him.  Often times this kind of leadership style is counter productive because it conveys negative impression upon the leader. It tells us that the leader is not open to the suggestion of his subordinates. But there are selective instances that this kind of leadership is also effective. The last leadership style is Free Reign; here the leader allows the subordinates to make the decisions themselves. They are given the freedom to decide with very little or no intervention from the manager of leader. 

We therefore have to conclude that for leaders to be effective. They must know when to appropriately use each leadership style depending on the need of the situation. _ Marino J. Dasmarinas

Jul 10, 2013

Positive work values, work attitudes and values formation

What are positive work values, work attitudes and values formation? Positive work and family values are internalized positive ideas, feelings and attitudes towards our work and family.

There are workers who always work hard to achieve their organizational objectives. They do this even without the prodding or close supervision of their superiors. If we get to know their family we would also find out that they also have a good and healthy family environment.

But this is not always the situation, oftentimes we would see workers who simply work because they need to earn their keep and it stops there. No extra effort to work beyond his/her assigned task.

There are even worst situations such as workers shortchanging their employer by doing actions detrimental to their organization. For example, they corrupt money, bring home office supplies, cheat on their time for work, not working properly when there’s no superior to watch over them. We can go on and on and the list is endless. This damaging behavior is commonplace in many organizations.

Workers value formation starts in their formative years, it consists of their environment.  That is the place where they grew-up and those people that surrounded them. If they have a healthy family background which means a family that communicates freely and helps each other. Chances are that they would be able to carry over this healthy attitude through their eventual work place.

Friends and education are also a determining factor in workers value formation. If they have upright friends and good education it's a cinch that this would influence them to make positive choices in life and work.

The last value formation that shapes us is the Church. We would enormously benefit from the church if we always go to Sunday Mass for Catholics or worship service for other religions. Just like our family the church shapes our value formation it teaches us how to live our lives worthy in the eyes of God and men. - Marino J. Dasmarinas