Reaction Paper In Ob And Org Design, Change And Innovation.docx

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand Reaction Paper on the Topic Introduction to Organizational Behavior

Behavior can be defined as a response of an individual or group to an action, environment, person, or stimulus. In the theory of Behaviorism also known as Behavioral Psychology, individual behavior can be acquired through conditioning. One factor that is important in any organization is the consideration of the behavior of its people. Studying organizational behavior is significant because it provides an understanding of why people behave as they do in an organization. In addition, it helps us study the complex nature of human beings in organizations by identifying causes and effects of that behavior. As I listen to the report, there are a lot of reasons I deciphered why OB is considered important in any organization. First, studying organizational behavior helps us understand the organization and employees in a better way. Building harmonious relationship all the time is one of the important factors in keeping the progress of any organization with collaboration. When we understand our people’s behavior, it would be easier for us to develop friendly relationship and rapport on our employee thereby creating a harmonious working environment that encourage cooperation rather than discomfiting everyone. Another thing, OB helps us on how to motivate employees. Inorder to bring a good organizational performance, the managers should acknowledge how individual differs from each other and utilize motivational tools and techniques that would suit in accordance to the nature of his/her employee. If we have a clutch on every member’s motivation, rest assured that goals can be achieved properly. Thirdly, as we study OB, we learn to predict and control human behavior in any means. As we desire to achieve our target goals in our institution, we should also keep in track of the behavior of our employees to be able to realize how certain behavior would impact the structure of the organization. As managers, we should be aware of the positive and negative impacts if ever one of our employees manifests certain behavior. Lastly, learning about organizational behavior enables us to be effective in human resource utilization. For example, as a principal, having knowledge on behavior organization allows him or her to manage people effectively. You can encourage and motivate employees to aspire for the higher productivity and desirable results in school performance. Behavior can be managed from time to time, and that is the ground why we should keep on learning about organizational behavior as our foundation theory in the context of application into our respective workplace.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand Reaction Paper on the Topic Organizational Design, Change, and Innovation In the field of teaching, there is no proven strategy that fits all the needs of the learners. In medicine, there could be a lot of ways to cure patients with the same disease but taking into consideration the nature of his/her body and health. Same is true in any organization, there could be no design that could just fit all and meet the standards right away. The truth is, there is no perfectly good or bad organizational structure. Everything needs to match the strategy to be implemented as required in the context. Organizational design can be in the form of structural dimensions including organization procedures, policy, job description, authority, decision-making and the like. On the other hand, it may refer to the setting of the organization that affects structural dimensions such as the environment where it takes place, goals, culture, technology and others. For me, it is really important to give emphasis on the second dimension since the goal will justify the means as always. What is always important in organizational structure designing is to take into consideration the factors that would lead everything in shaping the desired outcome. Hence, we can always say that policy, procedures, decision-making and jobs description are all dependent on the desired goals. Environment and culture are at constant change variables. Therefore, in my opinion, we cannot stick into the rest of the time on the built organizational design. It should at all times undergo change and modification. Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change. Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers. This statement can be somehow true in the institutional setting. For the meantime, the Philippines’ shifting to k-12 curriculum clearly cited the need to embrace organizational processes and change. It is always a necessity for us to modify existing structures that have gone wrong over a period of time. Most importantly, if we are tending to modify structures which aren’t responsive anymore, it is always good to have innovation dwell in our organizational structures. Innovation is the process of creating and implementing a new idea. It is the process of taking useful ideas and converting them into useful products; services or processes or methods of operation. Innovation in school setting can be simply a new way fast tracking and consolidation of report through the use of technology instead of having it manually. Innovation can be in the form of video-recording

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

classes of teachers and submit it to principal as basis for observation to enhance flexibility of resources. In a nutshell, we need to understand that organizational design needs to be change or modify over time to make it more meaningful and responsive. But at some degree, innovation is necessary to make all things new at its reliability, viability and validity. Doing something new means doing something differently. Thus, innovation and organizational change go hand in hand.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Conflict Management

Conflict can be defined as a disagreement through which two or more parties perceive a threat to their interests, needs, or concerns. In every organization, conflict can be said to be a part of it and a natural circumstance. As how we usually viewed it, the term conflict doesn’t always connote a harm to an organization. Conflict sometimes serves important role in the growth and development of an organization. For me, there is always the best part of having a conflict in an organization. As we all know, we can’t be acquiescent to what is being embarked by our superiors without even questioning if it lapses beyond legality. Having disagreement is a sound scenario of an organization during the meeting (for example) to arrive at the very best decision in an organization. Every employee should ensure that their voice should be heard whenever necessity place. The very moment that we ignore perceived conflict will eventually lead to a disastrous relationship among employees. Some employees resort to be silent at meetings on the conflict that is known but rant and complain the most after the meeting which does nothing to solve an existing dilemma of the institution. Clearly, we can see that conflict sometimes arises because of theses three things: Work interdependence, Goal differences and perception differences. Sources of problems may arise from the division of work in an organization. To be specific, some employees complain about the burden of their work compared to others who do so little yet are more well-compensated. Other workers fight on how and what things could be done. It is therefore imperative to a manager or head to master the art of handling and managing conflict before an organization be totally ruined. And for me, perhaps the best approaches in treating conflict in an organization is through accommodating and problem solving. These two ways should go hand in hand to resolve conflict that put the organization at stake. Accommodating can mean giving importance on the issue and its nature. Problem solving is reaching to a solution after thoroughly decipher the root cause of the problem thereby providing a long-term solution to it. Ideally, it is vital for a manager also to focus not on either side of the conflicting principles but on the best interest for all.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Classification of Organization and Clientele Network

When you are considering the formation of a new organization, its type would greatly depend on its intent or objectives, members or employee and its employer’s job. Considering these things would also mean that forming a new organization would entail about what could be the benefit those who participate in its activities could be given or provided, that is commensurate on its intent. From the report, it is undeniable that the formal organization is the most desirable thing in keeping its own objects and the activities performed well to achieve what is due to its existence role. For me, one of the best characteristics of formal organization is the idea that it divides an organization’s operations based on specialties. Ideally, there’s an individual in charge of a particular function so that processes can be achieved accordingly. However, as per observation that this classification is observed in government’s various department such as the Department of Education, irrefutably we can observe conflict on responsibility, duties, policies and rules that are properly well defined but aren’t framed on the real setting. This can be an exact epitome that despite defined system, the implementation sometimes falls short. At some point, responsibility that is overlapping is displayed on this carefully designed system that eventually give birth to employee demotivation and dissatisfaction. Yet, if crafted system of activities and delegation is daintily created from a plan to implementation with exact adherence, this classification is beyond comparison as a type. However, informal organization placed its value in the real scenarios at some aspects. The idea behind this organizational structure is to reduce bureaucracy so as to empower employees to make decisions, become creative problem solvers, and take responsibility for their actions. Ideally, this structure ends up being more productive by speeding up the decision-making processes.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Communication Planning, Organizing, Leading and Controlling in an organization can only be done successfully through communication. Effective Communication is significant for managers in the organizations so as to perform the basic functions of management. It is important in an organization to constantly communicate to everyone involve to be able to arrive at the destination point where efforts are of full force since every individual is informed. As a teacher and as part of an institution of organized people, it’s a well-established fact that communication plays a crucial role in making the system and processes achievable. Communication helps managers to perform their jobs and responsibilities. it is also undeniable that this tool, communication boost performances of employee by simply motivating them through words that could merit encouragement for them. Conflict management as its naturality in an organization lies its resolve on the proper communication of perspective and attainment of interests. However, there are encounters in an organization venture where obstacle to communication is present. One of these is sometimes the expectation and perception of the team’s manager to its employee. Sometimes in a school setting, school leaders do not believe that employees can contribute anything useful to the operation of the institution. These managers separate "management" from "employees" with the idea that managers will tell employees what to do. As the saying goes “Two heads is better than one,” arguably, we cannot separate and assume directly into thinking that we have the best idea in consonance to our authority. Sometimes, suggestions from an individual could be the most brilliant plan or solution. With today’s technology, we are witness of the promising communication processes that would lead to better exchange of information. As future manager, we should be adaptive in the constancy of change in the system, hopeful that these things speeding us would not be likely to impede us bringing information. Communication should be seen as a continuous, systematic process by which interested parties within the company learn what they need (or, in some cases, want) to know. While not all information is appropriate for all people to know, in general open and free communications should be encouraged within and across all levels and divisions of an organization.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Characteristics of Organizational Development and Its Theories This report focusses on the on the characteristics of an organization’s processes that is grounded on some theories. It noted the idea that in the development of any organization, there are certain organizational activities that should penetrate in the system as to how people interact in achieving the best for the team. The first focus that I like and I reckon as one of the most important characteristics of an organizational development is the preference of manager to inculcate humanistic approach. I have a strong conviction that this approach in developing organization is indeed desirable. This approach values and acknowledge the potentials of employees in the development of the organization. In other words, managers whose orientation is engaged on this involve his/her subordinates in planning since he/she has a belief on the potential of every person to who can contribute a hand to success. In addition to the first theory, I am utterly convinced also on the point that development in an organization can be achievable through system orientation. This theory of organizational development accentuates that all parts of the organization, to include structure, technology, and people, must work together to make smooth and efficient work processes. The idea somehow helped me to come into realization that an oriented employee and united in understanding of the system will likely to succeed in their objectives’ journey. Likewise, it works from the perspective that the organization must do all it can to fully equip the employee for maximum performance for the organization - and for maximum fulfillment of the employee The report mentioned also the vital role of experiential learning in giving trainings and seminars to employees. Experiential learning refers to the training environment where in the kind of human problems they encounter at work are being simulated. The concept is really helpful to me considering that I am the direct frontline of the services offered by DepEd. The more relevant training I receive on the process of teaching and learning, the more I will likely to perform efficiently my job. In conclusion, good practices grounded from theories and development in the arena of organizational growth should be learnt and embraced by organization managers. This perhaps will serve him a guide on how to transform the organization through dealing with your employees that is transformed also by your own means of how the system works on them.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Management Theories Theory refers to a supposition or a system of ideas intended to explain something, especially on based on general principles independent of the thing to be explained. In research, theory provides concepts to name what we observe and to explain relationships between concepts. In the context of managing organization, theories relative to that allow us to explain what we see and to figure out how to bring about change. Management theories are considered set of general rules that guide the managers to manage an organization. It also assist employees to effectively relate to the business goals and implement effective means to achieve the same. One of my reactions to the topic is Frederick Taylor’s Theory of Scientific Management. Taylor emphasized in this theory the relevance of developing standard method for performing each job, training employees and performance enhancement through incentive. For me, the idea is beyond agreeable taking into consideration that scientific approach in developing standard is desirable since it uses evidence to explain how certain phenomena placed. The advantage of this theory on management is that it provides an objective, standardized approach to conducting experiments and, in doing so, improves their results. As such, when a school head resort to using approaches/theories in organizational development that is based on scientific management theory, the more looked-for objectives could be at hand of reach. I also reckon the idea Behavioral Management Theory of Elton Mayo as an indispensable concept on the work of developing organization. Mayo explained that better understanding of human behavior at work, such as motivation, conflict, expectations and group dynamics improved productivity. Behavior is defined as response to specific circumstances or situations in the workplace. With this, we can say that if a manager understands his/her employee behavior, much can be drawn from them to excel and be productive at the workplace. While many elements determine an individual's behavior in the workplace, employees are shaped by their culture and by the organization's culture. If the management master and develop a culture of the organization that is motivated to respond positively on the system, much more positive things could be anticipated. Theories are formulated to explain, predict, and understand phenomena. Understanding one that is part of our day to day endeavor would lead us to succeed. Management theories opened doorways for me to explore how to work with people from various walks of life in different ways.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand Reaction Paper on the Topic Issues in Consultant – Client Relations It is always a desire of every organization to observe smooth and harmonious relationship between the client and consultant. As such, any untoward issues that compromise this relationship should be directly manage appropriately if adverse effects are to be avoided. Clients are responsible in presenting the problem of the organization while consultant tries to fix the problem. Both roles are important in making visible developments to any organization. From the report, what I have seen as the most significant point of view as usual issues in consultant-client relation is the trust issues. It is believed that a good deal of interaction between the two is explicitly related to developing a relationship of mutual trust. For me, trust is one of the vital relationships to build since a consultant is an outside intervening factor. Apparently, one of the most prominent trust leaks is miscommunication. I agree with the idea that lack of communication may result to differentiated expectations and understanding of the details. As a result, trust becomes broken due to non-technical reasons. On the other way around, it is important to put into application the necessary things to make the relationship better. For me, it would be better to strengthen communication and develop transparency on both sides. Disagreeing doesn’t mean always as negative. Both parties should disagree when they need to in accordance to the highest purpose. This would lead not on chas but on arriving of the most suited intervention that both have acted on. We cannot deny the fact that “no man is an island.,” that we need every individual strength to live fruitfully. Yet on some point, client-consultant relations should embrace a the dimension of coaching and mentoring to allow life-long learners on getting things work.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Human Resources Management Human resources are used to describe both the people who work for a company or organization and the department responsible for managing resources related to employees. Human Resource Management is a term used to describe the management and development of employees in an organization. Specifically, the concept is focused on a number of major areas, including: Recruiting and staffing, Compensation and benefits, Training and learning, Labor and employee relations and Organization development. One of the related topics that took my attention is on the activity of the HR in recruiting and evaluating the recruit. Selection process is important because of the production and performance value get by making good hires. And the end result is for good hires to return the investment of the organization with so much productivity. But some of the hiring guidelines nowadays don’t adhere to protocol. Widespread of Padrino system threatens nowadays the objective of human resource management to keep good hires by sticking to standards. In addition, this act is rampant especially in the screening process specifically in teacher-applicants who are related to the hiring officer either by blood or by certain political affiliation are favored regardless of some academic criteria over other regular applicants. By this way, the person who favored a particular applicant can ensure that making decisions in the future will be much easier because of mutual interest. Worst part is this practice compromises the quality among teachers as well the entire education system and it gives this impression that these teachers because of their incompetence use their connection to land jobs. Productivity is said to be the next look in HRM levels to ensure that the organization is operating efficiently. For me, it is always ideal for an organization to look on productivity through investing on the members. Training is an essential aspect of employee development, both for their own education but also to ensure you continue to get the best from your workforce. This program also boosts employee satisfaction and improve employee retention. Employees appreciate being able to build new skills, improve their job performance and potentially evolve towards more challenging roles. Human resource is considered as the backbone of any organization. Management of the people and staff practices and policies enable to carry organization successfully. Human resource management is all about allowing staff to utilize their qualities in order to fulfil their contribution and role of the organization motive and aim. Good human resource management is very much crucial if organization want to entice and hold good staff as well as increase productivity.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic OD Intervention OD is a discipline that combines research and experience to understanding people, business systems, and their interactions. The term Intervention on the other hand refers to a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness. Thus, OD interventions are deliberate attempts to change an organization or subunit toward a different and more effective state. In this report, I have a reaction on the different factors to consider before even a change that an intervention intends be put into. As a teacher, interventions have been part of our lives since we are the end-server of the various programs crafted by DepEd for the students. For me, there are things to really consider before making intervention. First is the readiness for change of the organization. I believe that intervention success depends heavily on the organization being ready for planned change. Same with the country’s shift to k-12 program, the success of this endeavor depends greatly on the readiness of the schools in the implementation where in the needs for teachers, classrooms, books and other related necessities are to be considered. Second, I reckon that an intervention before implemented should see to it the capability of the organization to handle change. Managing planned change requires particular knowledge and skills including the ability to motivate change, to lead change, to develop political support, to manage transition, and to sustain momentum. If organization members do not have these capabilities, then a preliminary training intervention may be needed to prepare the members for the major change. I think that the usual focus of OD intervention should be on the goal setting, performance appraisal, Reward system, career planning and employee’s wellness. For goal setting, it should be good to have attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives. Performance appraisal should coordinate with reward system to serve two purposes- retain and continue desirable performances through incentives while seeing weaknesses as room to improve. OD interventions are carefully designed activities to help the organization take pace to its goals. As such, the placing of change should take some consideration on the readiness and capability of the organization to receive the desired change or intervention.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Understanding and Managing Individual Behavior While we see the success of an organization to effective management and collaboration among the team, individual behavior is one thing that an educational leader should dive into in deciphering. Organizational behavior (OB) is the academic study of the ways people act within groups. Its principles are applied primarily in attempts to make businesses operate more effectively. Organizational behavior can be individual, group or even the aspect of the organization made concrete by the organization’s culture, policies and practices. Personality plays a large role in the way a person interacts with groups and produces work. Understanding an individual personality, either through tests or through conversation, helps determine whether they are a good fit for an organization. One of the most important point of this report is how employee job satisfaction affects organization. As the report stated, a person with a high level of job satisfaction has a positive attitude toward his or her job while a person who is dissatisfied has a negative attitude. Job satisfaction is linked to productivity, absenteeism, turnover, customer satisfaction, OCB and workplace misbehavior. This is so timely to discuss because a lot of people are on the difficulty of attaining satisfaction on their jobs. As a result, they underperform on what is expected. Some employees leave their jobs for better opportunities, while others choose to stay and remain unhappy. Dissatisfied employees can negatively affect an organization because they typically lack motivation, perform poorly and possess negative attitudes. These symptoms have a way of spreading to other employees, infecting entire departments and the organization’s bottom line. The latter could be one of the sets of behavior that a leader should learn to manage. I agree with the report that one of the skills that a leader should possess is being emotionally intelligent. Having emotional intelligence means being able to notice and to manage emotional cues and information. For a leader to understand emotions, he/she must understand first how it works by being intelligent on his/hers. In order for him/her to understand behavior, a leader should exercise listening. Often, when an employee is difficult, we stop paying attention to what’s actually going on. We're irritated, it seems hopeless, and we’ve already decided what we think about the employee - so we just turn our attention to other things, out of a combination of avoidance and self-protection. But the best managers get very attentive when someone’s not doing well. They know their best shot at improving the situation lies in having the clearest possible understanding of the situation – including knowing the tough employee’s point of view.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Organizational Development According to Beckhard, Organization Development is an effort planned, organizationwide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge. Today's organizations operate in a rapidly changing environment. Consequently, one of the most important assets for an organization is the ability to manage change. As a leader, development in an organization can always be equate to change. Therefore, it is imperative for a leader to be embracive on change, to be adaptive to change. I am convinced with this idea that development in organization can be best seen in good leadership, openness of communication, participative management, role clarity, and conflict resolution, leader support and leader control. In addition, there are things to be done inorder for a planned effort of development be attained. First, I am quite persuaded that development should start by identifying problems that may interfere with its effectiveness and assess the underlying causes. In other words, it is inevitable to encounter conflict upon serving the intended development. Therefore, there is nothing more the best than being already prepared and anticipating. Second, development could be attain planning an action with response to the identified problems that may interfere. In doing the first step, we could be assured that the effort to increase effectiveness would surely flourish. Lastly, there is nothing more important than this that unifies all the steps over and over again to continue the desired improvement and that is evaluation. This step allows the cycle to be repeated as seen weaknesses of the implemented intervention are present over time. At the heart of good organizational development is the deep connection between the best organization processes and structures on the one hand, and the people working in the organization on the other. In short, the good choice of processes/intervention with the right choice of people to work on it creates the real development.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Group Behavior & Work Team In an organization setting, it is always ideal to be part of the team or group who will share individual talents/potentials towards attaining objectives. Generally, behaviors of group by time becomes the culture which is solidified by shared interests. Interaction of these individuals with one another promotes accomplishment. Groups in an organization can be divided mostly into twothat is formal and informal group. The former is formed to carry out specific tasks while the latter is formed by employees. The report emphasizes some points about having a group structure. It is indeed significant for the organization to build structure within the group because it helps in shaping behavior, predicting behavior and have the idea on guiding the performance of the whole group. For instance, shaping behavior can only be as easy as how the leader exemplifies it through day to day encounter. This is a reality in any organization as well as in school settings. The school head may ignite performance by motivating his/her teachers externally through behavior. Another important thing that an organization should never taken for granted in shaping behavior is the adoption of norms. Norms are considered standards set of behavior within a group that are shared by group members. That’s why for me, orientation before the start of school year is important to every member of an organization to be able to ensure that everyone understands the standard that should be adhered by everyone else. In addition, norms should encourage thinking about positive discipline and not as a thing feared because of its probable associated consequences. This topic pointed also about the importance of heterogeneous group. As research revealed, heterogeneous group are likely to perform effectively. This is true also in an organization’s employee status. It doesn’t always support the claim that if you got all the best, you are likely to have the best organization. Apparently, some of the groups whose members are of high class of statuses create diversity because of individual conceit. There’s nothing use of having the best but everyone obsessed that they are correct as always and that should be gratified. That is why in today’s trend in HR hiring, attitude becomes the primary consideration. A person who has an attitude of willingness to learn is more wanted than a man who is conceited. It would be always easier to build a strong group out of people with desirable attitude than building effective organization with best people but poor in attitude.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand Reaction Paper on the Topic Today’s Concept of Organizational Management Jay Klagge in his study Leadership development needs of today’s organizational managers accentuated that the need to develop leadership capacity among organizational managers has been on the increase since the early 1990s. Two of the major factors generating this need are the advent of the quality movement with its dependence on teams, and the widespread incidence of organizational flattening that has eliminated many middle management positions. Klagge added that Today’s organizational managers need leadership skills to develop high performing teams and to cover the wider spans of control left in the wake of downsizing. Considering the point of the author above, it is an urgent call to shift to an organizational management that is responsive in today’s needs. Change is constant as we all know. That is why it is necessary to adapt to the changes. Today’s concept of organizational management requires setting up a shared vision. It is vital for any organization to have common understanding not just on what the team is trying to achieve but why. Preferably, having everyone in the team understand the very purpose of the processes kept them deepen their attachment in the organization not only for his/her personal interest but of the recipient and clients. I also love the point that incentive nowadays becomes investment to effectivity in every organization. As the cost of living increases, then the incentive should somehow fill this in. Nothing changes human behavior like incentives. The shared vision you align your organization with has to reward people for continuously delivering on the shared vision. A common management error I have observed is that the new strategy or vision is declared by management and nobody tells the employees how they are supposed to do the job differently and if and how their incentives have changed. Time changes and the way on how we carry out things should change also. In today's world, the structure, content, and process of work have changed. The least you can do is to do more on team-based and collaborative, more dependent on social skills and more dependent on technological competence.

Republic of the Philippines SURIGAO DEL SUR STATE UNIVERSITY Cantilan Campus Cantilan, Surigaodel Sur

GRADUATE SCHOOL MASTER OF ARTS IN EDUCATION (MAED) ____________________________________________________________________________ Submitted by: Romnick C. Portillano Masterand

Reaction Paper on the Topic Organizational Development Techniques Organizational Development’s main purpose is to improve a company’s performance by promoting the individual progress of the employees. The process involves helping companies to increase their productivity or value via change in leadership, power, policies, job redesign or control. Organizational development will help companies of any size reach their strategic goals within a pre-established time frame (retrieved from: hrdevelopmentinfo.com). In giving progress to organization, a lot of ways can be used but there are techniques in this report that caught my interest to be of high significance. In the behavior focused approach, the best thing for me that would surely work (although everything is viable) is team building. Team building activities work to improve workplace projects that involve teamwork because it helps the teams understand each other better. After completing team building activities together, employees better understand each other's strengths, weaknesses, and interests. Second in line for me as the best technique is Career Planning & Development. If we really care for the career of our organization to reach more productive years, then I bet that we should care also on career development of the members in an organization. Encouraging organization members to achieve their full potential will have the opportunity to grow and live productively. On the other hand, on structured focused technique, one of the aspects I like is surveyfeedback approach. This is a process that gives you the idea and solution to existing issues present in the organization. The technique can be helpful in such a way that data can be used as resources for improving employee and customer experience and adjusting your actions to their needs. Top performing organization understand an important role that employee and customer feedback plays in business. They consistently listen to the voice of their clients. Techniques for organization development are indispensable part of achieving goals. Yet at some point, we need to consider its applicability, feasibility and acceptability.