PD.

304 – Philo
1. Ethics, also called moral philosophy, the discipline concerned with what is morally good and bad and
morally right and wrong. The term is also applied to any system or theory of moral values or principles.
Ethics is concerned with what is good for individuals and society and is also described
as moral philosophy. The term is derived from the Greek word ethos which can mean custom, habit,
character or disposition.
2. Logic (from the Greek "logos", which has a variety of meanings including word, thought, idea,
argument, account, reason or principle) is the study of reasoning, or the study of the principles and
criteria of valid inference and demonstration. It attempts to distinguish good reasoning from bad
reasoning. the science that investigates the principles governing correct or reliable inference. ... the
system or principles of reasoning applicable to any branch of knowledge or study. reason or sound
judgment, as in utterances or actions: There wasn't much logic in her move.
3. Axiology is the branch of practical philosophy which studies the nature of value. Axiologists study
value in general rather than moral values in particular and frequently emphasize the plurality and
heterogeneity of values while at the same time adopting different forms of realism about values.
Axiology, (from Greek axios, “worthy”; logos, “science”), also called Theory Of Value,
the philosophical study of goodness, or value, in the widest sense of these terms.
4. Metaphysics is a type of philosophy or study that uses broad concepts to help define reality and our
understanding of it. ... Metaphysics might include the study of the nature of the human mind, the
definition and meaning of existence, or the nature of space, time, and/or causality. Metaphysics is one
of the most ancient and important branches of philosophy, it is the study of the concepts that are
beyond the sensible experience, empirical justifications, and physics; it aims to study the fundamental
nature as a thing in itself, beyond what is tangible.
5. Epistemology is the study of knowledge. ... This is a matter of understanding what knowledge is, and
how to distinguish between cases in which someone knows something and cases in which someone does
not know something. Epistemology is the study of knowledge acquisition. It involves an awareness of
certain aspects of reality, and it seeks to discover what is known and how it is known. Considered as a
branch of philosophy, epistemology addresses cognitive sciences, cultural studies and the history of
science
6. Idealism is the metaphysical view that associates reality to ideas in the mind rather than to material
objects. It lays emphasis on the mental or spiritual components of experience, and renounces the notion
of material existence. In philosophy, idealism is a diverse group of metaphysical views which all assert
that "reality" is in some way indistinguishable or inseparable from human perception and/or
understanding, that it is in some sense mentally constituted, or that it is otherwise closely connected to
ideas.
7. Pragmatism is a philosophical movement that includes those who claim that an ideology or proposition
is true if it works satisfactorily, that the meaning of a proposition is to be found in the practical
consequences of accepting it, and that unpractical ideas are to be rejected. When applied to problems
in teaching philosophy, pragmatism improves philosophical teaching. ... According to pragmatism,
the truth or meaning of an idea or a proposition lies in its observable practical consequences rather than
anything metaphysical.
8. In philosophy, naturalism is the idea or belief that only natural laws and forces operate in the universe.
Adherents of naturalism assert that natural laws are the only rules that govern the structure and behavior
of the natural world, and that the changing universe is at every stage a product of these laws.
Naturalism in education stands for the doctrine of “follow nature” in education. It wants
all education to be in strict conformity with the nature of the child. It stands for complete freedom to be
given to the child in learning. He is to be left alone, absolutely free.
9. realism about a given object is the view that this object exists in reality independently of our conceptual
scheme. In philosophical terms, these objects are ontologically independent of someone's conceptual
scheme, perceptions, linguistic practices, beliefs, etc Realism, in philosophy, the viewpoint which
accords to things which are known or perceived an existence or nature which is independent of whether
anyone is thinking about or perceiving them.
10. existentialism is associated especially with Heidegger, Jaspers, Marcel, and Sartre, and is opposed
to philosophical. According to existentialism: (1) Existence is always particular and individual—
always my existence, your existence, his existence, her existence. (2) Existence is primarily the problem
of existence (i.e., of its mode of being); it is, therefore, also the investigation of the meaning of Being

WHAT IS THE ROLE OF PHILOSPHY IN EDUCATION?

The study of philosophy helps students to develop both their capacity and their inclination to do critical
thinking. Other disciplines also help in fulfilling this function, but philosophy contributes distinctively,
intensively, and extensively to a student's ability to think critically.
According to Socrates ….
According to Socrates, virtue is knowledge, because: (1) all living things aim for their perceived good; and
therefore (2) if anyone does not know what is good, he cannot do what is good -- because he will always aim for
a mistaken target; but (3) if someone knows what is good, he will do what is good, because he will .
Socrates identifies knowledge with virtue. If knowledge can be learned, so can virtue.
Thus, Socrates states virtue can be taught. He believes “the unexamined life is not worth living.” One must
seek knowledge and wisdom before private interests.
Existence precedes essence…
The proposition that existence precedes essence is a central claim of existentialism, which reverses the
traditional philosophical view that the essence of a thing is more fundamental and immutable than its existence
Sartre explains that the basic principle of existentialism is that existence precedes essence. ... Existence
precedes essence also means that every human being is solely responsible for their actions because we choose
who we are. Humans are born as “nothing” and then become who they are through their choices and actions.
Why is philosophy important in formulating educational goals and educational objectives ?

Philosophy assists in formulating policies, beliefs and arguments, objectives, goals vision and

mission. Philosophy points out to the society what they aspire to be achieved through education.

Along with the intellectual development of the students, it will also improve the standards of our society and
make us more rational. By learning philosophy, a teacher would be able to view and analyze from the
perspective of their students. ... Just as if it helps students, it helps them as well.

Philosophy in education helps to find answer for questions as what education is and what its purpose is, the
philosophy in education is the study of the purpose, process, nature and ideals of education. What makes subject
teacher different from another? It is merely a difference in their educational philosophy that differentiates them
in the eyes of their students.

Educational Implications of philosophy

Your educational philosophy is your beliefs about why, what and how you teach, whom you teach, and
about the nature of learning. ... Sources for your educational philosophy are your life experiences, your values,
the environment in which you live, interactions with others and awareness of philosophical approaches.
1. Your educational philosophy is your beliefs about why, what and how you teach, whom you teach, and
about the nature of learning. ... Sources for your educational philosophy are your life experiences, your
values, the environment in which you live, interactions with others and awareness
of philosophical approaches.
2. Your educational philosophy is your beliefs about why, what and how you teach, whom you teach, and
about the nature of learning. ... Sources for your educational philosophy are your life experiences, your
values, the environment in which you live, interactions with others and awareness
of philosophical approaches.
3. Give students a chance to work through the ambiguity of the words that they may use on a daily
bases, and why the ambiguity should be avoided when speaking about: truth, good, theory, love,
etc (second of the controversial uses, as some people want to keep the vagary in words like
“truth”). It would promote the use of precision in their language and ambiguity when decidedly
meaningful.
4. These explanations allow a better understanding of ourselves by revealing why humanity behaves the
way it does in forming a civilization

PD 308
Define the following :
1. Executive leadership - Executive leadership is the ability of those who manage or direct employees in
an organization to influence and guide these individuals. Those leading executive leadership processes
typically oversee such business activities as fulfilling organizational goals, strategic planning
development and overall decision making.
2. "Management is the coordination of all resources through the process of planning, organizing ,
directing and controlling in order to attain stated goals."
3. decision-making is the act of choosing between two or more courses of action. In the wider process of
problem-solving, decision-making involves choosing between possible solutions to a
problem. Decisions can be made through either an intuitive or reasoned process, or a combination of the
two. decision making means - the process of deciding about something important, especially in a group
of people or in an organization.
4. Motivation is the reason for people's actions, willingness and goals. Motivation is derived from the
word motive which is defined as a need that requires satisfaction. These needs could be wants or desires
that are acquired through influence of culture, society, lifestyle, etc. or generally innate.
Motivation is derived from the word - motive - which means needs, desires, wants or drives within the
individuals. Motivation is the process of stimulating people
5. Flexible Management - means responsiveness of managerial plans and actions to changes in the
environment.
 Being flexible will enable you to accommodate the needs of your diverse workforce more
readily. Flexibility is a good management decision. Managers need to adapt to day-to-day shifts in
workplace schedules – employee personal issues, an unexpected influx of work and more.

How does managers balance the ff :

1. Control vs. motivation

Managers ensure plan accomplishment by controlling and problem solving —monitoring results
against the plan by means of reports and meetings to identify deviations from the plan, and creating
actions to solve the perceived problems. For quality control and predictability, adherence to the plan
becomes the goal and individuals are rewarded for doing what is expected by the plan. But a leader
moves a vision forward by motivating and inspiring—keeping people moving in the
right direction, despite major obstacles to change, by appealing to basic but often
untapped human needs, values and emotions.  
2. Procedure vs. flexibility

There are clear benefits to both flexibility, and to process. Flexibility allows you to adjust as much as
need to the world around you. But process ensures quality control and standards, limits risk, makes
transitions between team members easier, and makes clarity of what is happening paramount.

Here’s one of the challenges: finding this balance is hard. It’s natural for focused groups to become
fundamentalists, since the two directions always tug at you and one side will always tug stronger. This is
doubly true in the tech consultancy world, where most players we know are either too flexible or too
process-driven for our tastes, as well as the tastes of our clients.
3. Responsibility vs authority
The key difference between Authority and Responsibility lies in the fact that authority means when a
person is designated to a post, he has the right to order others and make decisions of his
own. Responsibility means a person is obligated to do his duty forcefully or by his commitment.

Authority is the power to make decisions which guide the action of another. It is a relationship between
two individuals—one of them superior, and the other a subordinate. The superior frames and transmits
decisions, with the expectation that the subordinates will accept and comply with them. The subordinate
expects such decisions, and his behavior is determined by them.

Authority means the right to influence the behavior of others. The right may also be rooted in tradition,
or the charisma of a person.
4. Delegation vs. personal control
The mix of control, delegation, and theater employed by successful leaders depends on the timing and
circumstances. A blend of theater and control is required to make people feel comfortable when
fundamental operating systems change,
A good leader will use a combination of control, delegation, and theater, and additional skills to achieve
the business objectives. Depending on the state of affairs with the business, the leader may choose to
have total control until the climate stabilizes.
In this time of constant change more importantly, a leader needs to be real with themselves and their
employees. Change does not occur due to facts alone, but on the hearts and the passions of the team.
5. Logic vs. inspiration
Logic is the study of reasoning, or the study of the principles and criteria of valid inference and
demonstration. It attempts to distinguish good reasoning from bad reasoning while inspiration comes
from within is more so a driving force. And inspiration has everything to do with purpose. 

When we are inspired, we are driven by a passion and a purpose to accomplish something greater than
ourselves. We have a greater drive because we are creating that drive with our own thoughts, energy,
and feelings. And we create it conducive to our unique inference and tend to have the power of
reasoning reasonably because we are inspired to accomplish something good.

That’s why it’s so important to focus on purpose in life. And a purpose that accomplishes something
beyond ourselves. Something that benefits OTHERS. Because purpose and relationships are the most
powerful drivers of human behavior. And they are the most powerful drivers of health and well-being.
They are the facilitators of inspiration. They are what we should set our minds on in order to make
lasting change or accomplish our goals. 

Explain how each affects the effective and efficient management in the organization
1. Ability to see and use opportunities –for every organization to work smoothly and propel towards its
mission and vision, managers must develop the ability to collaborate with peers and integrate individual
talents, and increase this ability to communicate effectively in order to deliver high quality work at every
given opportunity for an effective and efficient management. Use every opportunity for the welfare of
everybody especially of the organization.
2. Adaptability – it is important to understand that there are lots of benefits we can gain by being flexible
and adaptable. Adaptability opens up your mind to new ideas, makes you question status quo, and gives
you the willingness to go against convention. Adaptable people aren’t scared of change, as they will first
 make necessary plans to handle it. Adaptability can’t afford to be missing if you want to do well as a
leader. Adaptable leaders earn the respect of their colleagues and motivate those they lead to embrace
change, making business operation as smooth as possible. Adaptive leadership is what every
organization need if they are to survive troubling times. Leaders are always confronted with challenges
that require them to be decisive in implementing change. Failure to arrive at a decision as fast as
possible can cause their organization to sink in fast. Adaptable people are resilient people. Dean Becker,
an expert in resiliency is the view that our success in life is built on our ability to adapt. He went on to
say, “An individual’s success isn’t dependent on their level of education, intelligence or experience. It is
their level of resilience that really matters. This is true in sports, medicine, business etc.” Adaptability
expands your capacity to handle change, no matter how serious it might be. Instead of throwing away
your energy trying to change your circumstance, you will change yourself right from within, thus
making you thrive in whatever situation you find yourself.
3. Analysis - How well an organization is managed under specific circumstances can make or break it.
Hence, effective and efficient management is the sole reason for any organization’s success. It is
imperative for an organization to strive for effective management and be analytical to every opportunity
and circumstances in order to effectively manage the organization’s specific needs and determining how
effective the management really is. In analysis of the organization it should include company results,
organization in the work environment, employee development and stakeholders satisfaction.
4. Dependability - Managers cannot micromanage every detail of an employee's day. This is why
dependability is a quality organization’s seek in employees. With dependability, an organization can
focus on more important tasks such as growth and development, because there is a high level of trust
with the team. But it's not only an organization who benefit from dependability in the workplace.
Trusted employees have more opportunities for growth and promotion. There are many examples of
dependability in the workplace. Being on time seems like it should go without saying. Yet, this is the
first clear example of dependability in the workplace. Dependable employees get to work on time,
respect deadlines, and make every effort to meet them. Management is more likely to give important
projects to dependable employees because management knows that the job will get done if the team
member has accepted the responsibility. Some employees even go above and beyond the call of duty. An
employer wants dependable employees because he knows they are willing to help both customers and
coworkers, in his absence. Helping coworkers with a task or process helps training efforts, keeps
operations moving with fewer mistakes, and builds team unity. Ultimately the dependable employee
realizes he is part of a bigger team and knows that when the team succeeds, he succeeds. This breeds
company pride and loyalty.

5. Open - mindedness - Being open-minded means you have a willingness to listen to other ideas and
opinions and consider the possibility that you are wrong or may change your own perspective. This
can be an important quality in the workplace. Open-mindedness is critical to job success. It means that
you are willingness to learn new things and consider alternative approaches to problem-solving.
Showing you are open-minded instills confidence that you are teachable and coachable. Being open-
minded typically makes you more adaptable to a unique work environment and job. An organization
usually want to hire someone they can mold into the type of employee who fits well in their
organizational culture. Open-minded employees are usually better equipped to cope with jobs and co-
workers who are different than what they are used to. This is especially important in the early 21st
century, as workplaces become more diverse. Showing acceptance of different cultures, genders,
races, ethnicity and ages makes it easier for the managers to manage the organization effectively and
efficiently to the realization of its mission, vision, goals and objectives.

Explain the factors led to the development of theories in leadership.

1. Leader himself – trait theory - The trait theory of leadership focuses on identifying different personality
traits and characteristics that are linked to successful leadership across a variety of situations. According
to the researchers, the traits most commonly associated with great leadership include:

 Adaptability and flexibility: Effective leaders don't get stuck in a rut. They are able to think outside of
the box and adapt quickly to changing situations.
 Assertiveness: A great leader is able to be direct and assertive without coming off as overly pushy or
aggressive.
 Capacity to motivate people: A great leader knows how to inspire others and motivate them to do their
best.
 Courage and resolution: The best leaders are brave and committed to the goals of the group. They do
not hide from challenges.
 Creativity: Perhaps most importantly, great leaders not only possess their own creativity, but they are
also able to foster creativity among members of the group. 5
 Decisiveness: A great leader is capable of making a decision and is confident in his or her choices.
 Eagerness to accept responsibility: Strong leaders take on responsibility and don't pass the blame on to
others. They stand by their success and take ownership of their mistakes.
 Emotional stability: In addition to being dependable overall, strong leaders are able to control their
emotions and avoid overreactions.
  Intelligence and action-oriented judgment: Great leaders and smart and make choices that move the
group forward.
 Need for achievement: Strong leaders have a need to succeed and help the group achieve goals. They
genuinely care about the success of the group and are committed to helping the group reach these
milestones.
 People skills: Excellent interpersonal skills are essential for leading effectively. Great leaders know how
to interact well with other leaders as well as with team members.
 Perseverance: Strong leaders stick with it, even when things get difficult or the group faces significant
obstacles.
 Self-confidence: Many of the best leaders are extremely self-assured. Because they are confident in
themselves, followers often begin to share this self-belief.
 Task competence: A great leader is skilled and capable. Members of the group are able to look to the
leader for an example of how things should be done.
 Trustworthiness: Group members need to be able to depend upon and trust the person leading them.
 Understanding their followers and their needs: Effective leaders pay attention to group members and
genuinely care about helping them succeed. They want each person in the group to succeed and play a
role in moving the entire group forward.

A Word From Very well

While these traits are often linked to effective leadership, it is important to note that few leaders possess
all of these traits. Generally, a strong leader will have many of these qualities.

But aspects of the situation also play an important role in determining if people are able to lead well. In
many cases, it is the interaction between these traits and the situation that determines leadership quality.

The Situation – Situational Theory - The situational theory of leadership suggests that no
single leadership style is best. Instead, it depends on which type of leadership and strategies are best-
suited to the task. According to this theory, the most effective leaders are those that are able to adapt
their style to the situation and look at cues such as the type of task, the nature of the group, and other
factors that might contribute to getting the job done. A more "telling" style may be necessary at the
beginning of a project when followers lack the responsibility or knowledge to work on their own. As
subordinates become more experienced and knowledgeable, however, the leader may want to shift into a
more delegating approach.

Group Needs – Functional Theory – Theory developed by studying successful leaders and identifying
certain actions and behaviors. Afterwards, the results are analyzed for correlations that show what
exactly it is that the leader does in advance of the success. That mostly aimed at what the leader should
do and are used to describe functions and situations in which leaders are expected to take their
responsibility as a leader. Leadership is based on a sequence of behaviors by the group. This sequence of
behaviors is what accomplishes things and fulfils tasks. Each member of the group or organization can
behave a certain way, perform actions, so everyone should be able to take on a leading role. The theory
is composed of three overlapping circles. Each of the three circles represents a different area of
leadership functions. Task -The task or challenge at hand must be carried out by the group, and cannot
be completed by one person. Team -The team can only achieve outstanding results if all individuals
within that team are sufficiently developed. Individual - The individuals are waiting for a motivating and
challenging task to carry out.

Differentiate the following term used in managing. Cite specific differences and similarities.
1. Management - Management is the act of getting people together to accomplish desired goals and
objectives using available resources efficiently and effectively.
2. Supervision - Supervision is a process which provides an individual with the opportunity to clarify and
resolve issues and dilemmas presented by their clients and workplaces. It is widely used by human
services workers and teams. The supervision process has been found to reduce the risk of burn-out,
enhance work performance and increase job satisfaction.
3. Leadership - Leadership is the art of motivating a group of people to act toward achieving a common
goal.
All of the three terms pertain to provide a safe, supportive opportunity for individuals to engage in
critical reflection in order to raise issues, explore problems, and discover new ways of handling both the
situation and oneself for self -growth and of the organization. Supervision and leadership both under the
umbrella of management where planning, organizing, directing and controlling are under management and
supervision wherein directing and influencing others may fall under leadership but all contributory to
efficient and effective management, all for the success of every organization.

What are Filipino values that assist management leadership in organizations? Explain briefly.
In any organization, one of the most basic relationships is the connection between the leader and the team
members. A healthy bond can produce efficiency and productivity, whereas a rocky connection can be
detrimental to organizational success.
To be an embodiment of the values that everyone should uphold, every Filipino leader must be an exemplar of
particular traits: Employees want a leader who is “makatao” someone who is easy to talk to, listens with
understanding and compassion, and cares about the employees professional and personal welfare. If the leader is
“makatao”, employees are more likely to feel more affection and warmth toward this leader. The leader is then
able to bring people to work together as a team and get more positive for the organization.
Employees also prefer a leader who has the “kakayahang mamuno” or the competence to lead partnered with
mentoring skills. This is not just about having the technical know-how but also the capacity to share knowledge
and skills that will move employees toward personal and professional growth. On the other hand, employees also
do not want bosses who are perceived as “moody, critical, and demanding.” This type of leadership can be
destructive and ineffectual for the organization and the team. Subordinates have the tendency to merely follow
this type of leader because of his or her position, but will do so with anger and detest

ORGANIZATIONAL BEHAVIOR :PhD

Answer the ff as best as you can, Answer 10 questions including number 1,3,7,14,15.
1. Differentiate the ff terms as used in organizational behavior :
a. Intellectual ability – physical ability
Intellectual ability commonly refers to the ability measured by performance on an intelligence
test. It is a measure of intelligence, and involves understanding complex concepts and thinking
critically. Physical ability can identify individuals who are physically able to perform the
essentials function of a job without risking injury to others. It is the capability of performing
physical accomplishments, such as flexibility, coordination, basic motor skills.
b. Individual with internal locus of control – individual with external locus of control
People who develop an internal locus of control believe that they are responsible for their own
success. Those with an external locus of control believe that external forces, like luck,
determine their outcomes.

Someone with an internal locus of control is said to believe they have control over most

situations and outcomes of their life. In contrast, someone with an external locus of
control believes they have little influence over events and that most outcomes are determined by
fate.

c. Values – attitudes
The main difference between values and attitudes is that values are built upon one’s moral
attributes while attitudes are the standpoints one has regarding various issues. Both values and
attitudes are integral components of a person’s overall behavior. Values and attitudes are inter-
related to each other. Attitudes are influenced and built upon one’s values. Hence, attitudes are
the ultimate response one holds towards some subject matter according to their moral values.

d. Perception of behavior – reality of behavior

Perception is an influential phenomenon as people usually act upon their perceptions. Perception
eventually transforms into reality. The absence of a distinctly defined role of employees and an
amorphous perception of their roles and responsibilities in the organization may have a
downturn effect on the employees' morale and self-esteem. Role Perception of the employees
acts as one of the most critical components in the workplaces today. It also plays a key role in an
individual's performance. A misty perception of the role may also lead to underperformance by
and underutilization of the potential of the individual. Consequently, the organization may lose
not only some vital man-hours but also some of the most competent employees, in the long run.
It is, therefore, in the organization's interest to provide a clearly-defined role to every employee
as a step towards combating the ever-increasing competition in the global milieu.

Perception is the process by which individuals organize and interpret their sensory impressions
in order to give meaning to their environment. What one perceives can be substantially different
from what another person perceives, and both can be very different than the actual objective
reality. In fact, behavior is based on one’s perception of what reality is, not reality itself. There
are many factors that influence how something is perceived. Factors pertaining to the perceiver
can involve the person’s attitudes, motives, interests, experience and expectations. Contextual
factors can involve time, work setting and social setting. Finally, factors related to the actual
target can involve novelty, motion, sounds, size, background and proximity. But what does
perception have to do with employment?
Well, there are various ways that a person can perceive a situation in the work environment that can lead
to problems. For example, the following can occur among employees in the workplace on a daily basis:
  Fundamental attribution error: The tendency to underestimate the influence of external factors and
overestimate the influence of internal factors when making judgments about the behavior of others
 Self-serving bias: The tendency to attribute one’s own successes to internal factors and blame one’s
own failures on external factors
 Selective perception: The tendency to selectively interpret what is seen based on one’s interests,
background, experience and attitudes
 Projection: The tendency to attribute one’s own characteristics to other people
 Stereotyping: The tendency to judge someone on the basis of the perception of a group to which that
person belongs
 Halo effect: The tendency to draw a general impression about an individual based on a single
characteristic

Importance of Perception in OB
We need to understand what the role of perception in an organization is. It is very important in establishing
different role of perceptions like −

 Understanding the tasks to be performed.

 Understanding associated importance of tasks allotted.
 Understanding preferred behavior to complete respective tasks.
 Clarifying role perceptions.
For example, every member in a group has to be clear regarding the role allotted to them. Programmer writes
the code, tester checks it, etc.
Perception is an intellectual process of transforming sensory stimuli to meaningful information.
It is the process of interpreting something that we see or hear in our mind and use it later to
judge and give a verdict on a situation, person, group etc.

Reality of Behavior -One of the strangest paradoxes of Western philosophy, is that it's difficult (some
say impossible) to "prove" that reality exists. What you (or anyone) may call "reality," is really just the sum
total of your perceptions.

2. What are the sources of a person’s value system?

In particular there are 4 major institutions which provides the basic sources of values for persons &
organizations: family, school, State & religion. The basic process of value formation by these
institutions is that they prescribe what is good or bad for an individual. Every organization has a set of
values, whether or not they are written down. The values guide the perspective of the organization as
well as its actions. Writing down a set of commonly-held values can help an organization define its
culture and beliefs. When members of the organization subscribe to a common set of values, the
organization appears united when it deals with various issues. Values play a very important role in
determining how the organization confronts problems and issues.
3. Describe the relationship between job satisfaction and behavior.

Job satisfaction has been linked to many variables, including productivity, absenteeism, turnover, etc. It is
significant because a person’s attitude and beliefs may affect his or her behavior.

Importance of job satisfaction are;

 Lower Turnover.
 Higher Productivity.
 Increased Customer Satisfaction.
 Employee Absenteeism.
 Helps to Earn Higher Revenues.
 Satisfied Employees Tend to Handle Pressure.

In effect, we are saying if someone is happy with their job they will perform better, but to be satisfied, they have
to perform in their job to get that satisfaction.

Higher Job Satisfaction gives;

 Higher productivity.
 Less employee turnover.
 Reduce absenteeism.
 Reduces the level of unionization.
 Reduces the number of accidents.
 It helps to create a better working environment.
 Improving customer satisfaction.
 Faster and sustainable Growth.

High job satisfaction may lead to improving productivity, decreased turnover, and improve attendance, reduce
accidents, less job stress and less unionization.

If employees feel that their jobs are fun and interesting, they will be more willing to give extra effort to work

4. What are determinants of job satisfaction?

Job satisfaction is intangible and it is multi-variable. A number of factors influence job satisfaction of
employees. They can be classified into two categories. They are organizational and personal variables.
Organizational Determinants:

Employees spend most of the time in organizations. Therefore, a number of organizational factors determine job
satisfaction of the employees. Organizations can increase job satisfaction by organizing and managing the
organizational factors. Let us learn the organization determinants of job satisfaction.

1. Wages: Wage is the amount of reward worker expects from the job. It is an instrument of fulfilling the
needs. Everyone expects to get a commensurate reward. The wage should be fair, reasonable and equitable. A
feeling of fair and equitable reward produces job satisfaction.
2. Nature of Work: The nature of work has significant impact on the job satisfaction. Jobs involving
intelligence, skills, abilities, challenges and scope for greater freedom make the employee satisfied on the job. A
feeling of boredom, poor variety of tasks, frustration and failure leads to job dissatisfaction.
3. Working Conditions: Good workings conditions are needed to motivate the employees. They provide a
feeling of safety, comfort and motivation. Poor working conditions give a feeling that health is in danger.
4. Job Content: Job content refers to the factors such as recognition, responsibility, advancement,
achievement etc. Jobs involving variety of tasks and less repetitive result in greater job satisfaction. A job,
having poor content produces job dissatisfaction.
5. Organizational Level: Higher level jobs are viewed as prestigious, esteemed and opportunity for self-
control. Employees working at higher level jobs express greater job satisfaction than the lower level jobs.
6. Opportunities for Promotion: Promotion is an achievement in the life. Promotion gives more pay,
responsibility, authority, independence and status. Therefore, opportunities for promotion determine the degree
of satisfaction to the employees.
7. Work Group: Existence of groups in organizations is a common phenomenon. It is a natural desire of
human beings to interact with others. This characteristic results in formation of work groups at the work place.
Isolated workers dislike their jobs. The work group exerts a tremendous influence on the satisfaction of
employees. Satisfaction of an individual depends largely on the relationship with the group members, group
dynamics, group cohesiveness and his own need for affiliation.
8. Leadership Styles: Leadership style also determines the satisfaction level on the job. Democratic
leadership style enhances job satisfaction. Democratic leaders promote friendship, respect and warmth
relationships among the employees. On the other hand, employees working under authoritarian leaders express
low level of job satisfaction.

Personal Determinants:

Job satisfaction relates to the psychological factors. Therefore, a number of personal factors determine the job
satisfaction of the employees. They are mentioned below:

1. Personality: Individual psychological conditions determine the personality. Factors like perception,

attitudes and learning determine the psychological conditions. Therefore, these factors determine the satisfaction
of individuals.
2. Age: Age is a significant determinant of job satisfaction. Younger age employees possessing higher
energy levels are likely to feel more satisfied. As employees grow older, aspiration levels increase. If they are
unable to find their aspiration fulfilled, they feel dissatisfied.
3. Education: Education provides an opportunity for developing one’s personality. It enhances individual
wisdom and evaluation process. Highly educated employees possess persistence, rationality and thinking power.
Therefore, they can understand the situation and appraise it positively.
4. Gender Differences: The gender and race of the employees determine Job satisfaction. Women are
more likely to be satisfied than their counterpart even if they are employed in small jobs.

Certain other factors that determine job satisfaction are learning, skill autonomy, job characteristics, unbiased
attitude of management, social status etc. Managers should consider all these factors in assessing the satisfaction
of the employees and increasing their level of job satisfaction.

5. What actions can a managers take if it wanted to change a certain employees’ attitude ( for
example the introduction of new information system )
First, define the attitude of each employee, be specific when discussing attitudes, and define terms carefully. For
a manager to say that somebody has attitude, or that somebody is being negative or positive about something, is
vague and nonconstructive. Instead, a manager’s job is to observe and to try to pinpoint the possible causes and
effects of a person’s perspective on something. Incentivizing the behavior you want teachers to exhibit is crucial.
Such incentives could include release time, financial support to attend webinars on digital learning practices and
stipends to redesign and redevelop certain courses so they align with good practices in digital information
system. Proactive professional development strategies will give teachers the knowledge and skills they will need
to embrace innovative strategies that make the most sense for them. This work will require an school’s personnel
to be empowered., with the assistance of experts. In addition, such professional development efforts will be
enhanced when faculty engaging in such work can also be highlighted during webinars and meetings and given
opportunities to serve as mentors to their fellow teachers and it helps resistant teachers challenge their previous
notions about innovation and will hopefully help them understand evolving their approaches to teaching or new
information system is indeed worth our attention and effort given such work benefits their students.

6. What maybe some identified employees response to job dissatisfaction ?

Many employees feel dissatisfied with their jobs at one point or another. Dissatisfied employees can
negatively affect a company 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 company’s bottom line.
A. Being or Feeling Underpaid
B. Limited Career Growth and Advancement
C. Dissatisfied Employees Lack Interest
D. Having Poor Management
E. Not Being Heard

7. What can management do to increase employee loyalty for the organization?

Employee loyalty can be defined as employees who are devoted to the success of their organization and
believe that being an employee of this organization is in their best interest.  Not only do they plan to
remain with the organization, but they do not actively seek for alternative employment opportunities.
A. Listen to your Employees Non-management employees tend to have very little input in
overall business decisions of a company.  This lack of engagement can have a negative
impact on employee loyalty. Non-management employees view their job as “just a
paycheck” rather than working for a company where they feel they are valued.
B. Create Growth Opportunities Employees appreciate recognition and room for
personal career growth. Often times, employees must ask their employer for a
promotion or raise.
C. Increase Employee Engagement
D. Look For Feedback Real feedback from your employees is crucial to building a happy
work environment
E. Share Constructive Criticism Instead of putting employees down, create a workplace
where constructive criticism helps people improve. Frame practical advice in a positive
way, always with the best interest of your workers and organization in mind.
F. Celebrate Employee Milestones Celebrating work anniversaries shows that your
company values long-term team members. Foster loyalty with a meaningful recognition
program — a small bonus and ceremony in front of peers go a long way.
G. Pay Living Wages If employees are mired financial struggle, they’re not going to be
able to fulfill their commitment to work. Instead of trying to save money on payroll,
look for other opportunities to balance your company’s budget.
H. Appreciate Your Staff Your staff members are your biggest asset. Imagine if you treated
them that way? The more that your team feels appreciated, the more likely they are to
stay at your company. During your conversations with team members,
always recognize their contributions.

I. Encourage Work Friendships When employees have friends at work, they stay at their
jobs for longer periods of time. These cooperative relationships support mutual
accountability and support well-being on the job. Within certain boundaries, support
friendships in your organization.

8. What are the implications of the ff theories to motivation practices of an organizations’ management?
A. theory X B. Theory Y
9. What are the advantages /disadvantages of flexitime schedules for the:
Flextime refers to employee work schedules outside traditional 9 to 5 business hours. Flextime
schedules let employees start and stop work at varying times but still maintain a set number of hours
during the workweek. An employer could make flextime mandatory, or an employee could request a
flexible schedule for personal reasons. Depending on the organization's needs, flextime schedules
have both advantages and disadvantages.
 Employees no longer have to fight traffic, get the suit out of the dry cleaners, or engage in office politics.
Flex time is being offered by companies because of the positive impact flexibility has in retaining key
employees.

[Link] employee - Most employees like flextime, especially when it is indeed flexible. Flex time can put
individuals in control of their work lives and personal lives. Today, even very small companies often have a
global presence and a market that never sleeps. Arrange schedules to suit the needs of your company, and
accommodate employees whenever possible with flex time. Flexible hours have become reality in the
workplace. The trend will continue and, in the future, you may find quality prospects and quality employees
actually expect flex time – not as an added benefit but as smart business.

Flex time attracts more qualified employees. Flex time is a great benefit to offer valued employees, or
to attract the best individual to fill that critical role in your business. Be sure to mention the flex time
arrangement you have in mind before you start looking for a new teammate.

Flex time can boost company productivity. Some of us are morning people, some afternoon people,
and some night owls. Boost your productivity be allowing your employees to schedule their work during
their individual “most productive” times of the day.

An employee who doesn’t have to battle a two-hour traffic jam because he works from home is more
productive – and a whole lot less frustrated. Tele-commuting makes it easy to get to work. It’s in the
next room!

Schedule employee hours to fit the peak demand times of your business. If the phone starts ringing
at 6:00 in the morning, somebody – a human – should answer the phone.

Now that flex time has undergone various analyses by in-house and opinion polling organizations, the
downside of flex time has become clearer. Hard data indicate that flex time isn’t for every employee or
every employer. What works for one business could be a catastrophe for another.

Setting flex schedules is time consuming. You may find that HR is always running tight because your
HR personnel are busy accommodating flex schedules that can change quickly – and often.

It can complicate daily operations. If there’s an important meeting scheduled, employees may have to
report to work during down times – and that can be a morale crusher.

Continuity may suffer. Two employees share the same job. One starts a project; the second completes
the project. However, there may be inconsistencies and delays as both job sharers coordinate their
efforts.

You may lose that sense of “family.” Most of us like interacting with co-workers. We make friends at
work, and more than one marriage started in the workplace. When employees are coming and going, that
sense of unity and togetherness may disappear, right along with your bookkeeper who’s gone
Wednesday afternoons during high school soccer season.

[Link] organization as a whole - Flextime schedules are advantageous because they allow employers to
increase coverage beyond traditional work hours. Flextime schedules allow employers to extend service hours
because the organization now has the ability to meet staffing needs. Employers also save in overtime costs
with flextime scheduling. Rather than paying overtime for an employee to work beyond his schedule to meet
staffing needs, a flextime employee receives a regular wage.

A possible disadvantage to flextime scheduling is the lack of supervision of employees who work
nontraditional hours. Most members of management work traditional 9 to 5, 40-hour workweek schedules. As
a result, flextime employees often work under limited supervision. Lack of employee supervision could lead
to noncompliance with company policies such as tardiness or misuse of electronic communications. Lack of
supervision may also create a problem if a customer issue arises and a member of management is not available
to resolve the problem.

Utility Costs
Scheduling employees during nontraditional hours increases utility costs for an employer. For example, if an
organization operates 24 hours per day rather than operating from 8 a.m. to 10 p.m., the employer must
maintain electricity and natural gas heat for an additional 10 hours per day. Profits earned during this time
may not be enough to cover the increase in operating expenses.

Time Management
Flextime schedules have benefits and drawbacks from a time management standpoint. On one hand, flextime
could create difficulty scheduling trainings and meetings. Flextime could also interfere with interoffice
communications. On the other hand, flextime schedules could compel employers to implement a sophisticated
time recording system to maintain employee scheduling, monitor punctuality and supervise schedule
adherence.

10. How can managers enrich jobs for the workforce ?

Increasing motivation by asking employees to do more sounds counter-intuitive. But job enrichment
and enlargement can actually lead to greater job satisfaction and increased productivity, as long as the
change is handled skillfully by the employee's manager. Job enrichment places more emphasis on
adding opportunities for planning, strategy and control over the job. Enrichment includes self-
monitoring and group mechanisms, focusing on improving work processes to challenge workers and
make the tasks more meaningful and fulfilling. Small-business managers can enrich jobs by
implementing work groups to tackle what would typically be individual tasks. Provide training on
certain essential functions to increase your employees' knowledge of the job and give them alternative
perspectives on how to approach the work. Consider additional enrichment policies such as employee
suggestion programs, job rotation and peer mentoring.
11. What can the informal communication network inside the organization do for the workplace ?
Informal communication is casual communication between coworkers in the workplace. It is unofficial
in nature and is based in the informal, social relationships that are formed in a workplace outside of the
normal hierarchy of business structure. That is why informal business communication can take place
between the managers and the teammates or the an hourly worker. This type of communication is
important in the workplace as it can help with employee morale and can encourage the feeling of
belonging for the employees as well as a client or customer and there build a positive workplace.
12. Describe what and how management leadership can do for the organization with the participation
of the rank and file employees.
Management is distinguished as the level of supervision between the rank-and-file employees and
organizational leaders. Residing between effective leadership and efficient employees, effective
managers are critical to organizational success. Different paths to becoming a manager exist—either
through the ranks or through outside accomplishments. Managers must have certain knowledge, skills
and abilities (KSAs) to be able to achieve organizational goals and engage employees. Lacking these
KSAs, managers will need basic or advanced training, depending on their place within an organization.
The training of managers should be an ongoing process, even as managers become proficient at basic
levels of business acumen. All managers should be concerned with management development—in terms
of both their own and their subordinates' advancement.
Examples of major areas in which managers should be competent are:

 Recognizing and accepting people's individual behavioral differences.

 Verbal and nonverbal communication.
 Conflict management.

Often, managers come out of the rank-and-file, having distinguished themselves in individual
contributor roles in the organization. Occasionally, a manager demonstrates more than just managerial
competency and becomes an organizational leader. Management development is concerned with
enabling managers from any level to become more effective managers and to advance within
organizations.

13. Summarize the sources and resolutions for conflict management inside the organization.
To manage conflict effectively you must be a skilled communicator. That includes creating an open
communication environment in your unit by encouraging employees to talk about work issues. Listening
to employee concerns will foster an open environment. Make sure you really understand what
employees are saying by asking questions and focusing on their perception of the problem.
Whether you have two employees who are fighting for the desk next to the window or one employee who wants
the heat on and another who doesn't, your immediate response to conflict situations is essential. Here are some
tips you can use when faced with employees who can't resolve their own conflicts.

 Acknowledge that a difficult situation exists. Honesty and clear communication play an important role
in the resolution process. Acquaint yourself with what's happening and be open about the problem.
 Let individuals express their feelings. Some feelings of anger and/or hurt usually accompany conflict
situations. Before any kind of problem-solving can take place, these emotions should be expressed and
acknowledged.
 Define the problem. What is the stated problem? What is the negative impact on the work or
relationships? Are differing personality styles part of the problem? Meet with employees separately at
first and question them about the situation.
 Determine underlying need. The goal of conflict resolution is not to decide which person is right or
wrong; the goal is to reach a solution that everyone can live with. Looking first for needs, rather than
 solutions, is a powerful tool for generating win/win options. To discover needs, you must try to find out
why people want the solutions they initially proposed. Once you understand the advantages their
solutions have for them, you have discovered their needs.
 Find common areas of agreement, no matter how small:
o Agree on the problem
o Agree on the procedure to follow
o Agree on worst fears
o Agree on some small change to give an experience of success
 Find solutions to satisfy needs:
o Problem-solve by generating multiple alternatives
o Determine which actions will be taken
o Make sure involved parties buy into actions. (Total silence may be a sign of passive resistance.)
Be sure you get real agreement from everyone.
 Determine follow-up you will take to monitor actions. You may want to schedule a follow-up
meeting in about two weeks to determine how the parties are doing.
 Determine what you'll do if the conflict goes unresolved. If the conflict is causing a disruption in the
department and it remains unresolved, you may need to explore other avenues.

14. Under what conditions might conflict be beneficial to group inside the organization?
Conflict is often something that we try to avoid. It is often viewed as hostile, frustrating, negative,
uncomfortable, and “win or lose” in its outcomes. So what does it mean when conflict is classified as
being “positive”?

Positive conflict does not mean that the conflict was good, but rather that the occurrence of that conflict
led to something beneficial. Positive conflict is constructive in nature. It produces new ideas, solves
continuous problems, provides an opportunity for people and teams to expand their skills, and fosters
creativity. When opposing ideas are explored, a breakthrough of thinking can occur. Without conflict,
you have “groupthink,” which discourages innovation.

Promote an integrative approach to managing team conflicts. Attempt to pursue a common goal, rather
than individual goals

Foster a culture in which differences of opinion are encouraged, placing emphasis on the common goals
among your team, employees, and departments. Encourage your team to be inclusive of others and speak
up when they disagree or have a different opinion. As a leader, you must be willing to reward and thank
those who are willing to take a stand and support their position. Positive conflict and a culture that
supports it go hand-in-hand.

Training! Provide your employees with opportunities to grow and enhance their problem solving,
conflict resolution, non-defensive communication, interpersonal communication skills, and
even diversity and inclusion training. The benefit is your employees’ comfortability in situations where
conflict arises and working with people who have different styles

15. How do you assess the effectiveness of intergroup inside the organization. Explain.
Within organizational theory, the term intergroup relations refers to individual interactions involving
members from different groups, as well as the collective behavior of groups in interaction with other
groups at either the intra‐ or inter‐organizational level. Many see the absence of conflict between groups
as indicative of effective intergroup relations. Others consider its management a suitable effectiveness
criterion.  Intergroup relations can be improved by creating conditions for positive contact and reducing
prejudice, stereotyping, and discrimination. Thereby assessment on the effectiveness of intergroup can
help the organization propel to the right direction by making necessary adjustment and intervention for
any conflict by considering its positive effects to every member and to the organization as a whole.

PD 306 ( EDUCATIONAL PLANNING )

1,What are the indicators of a good planning? What is not good planning?

A good planning will have the E-SMART criteria were originally proposed as a management tool for project and
program managers to set goals and objectives ECONOMIC, SPECIFIC, MEASURABLE, ACHIEVABLE,
RELEVANT and REALISTIC and TIME BOUND while a bad planning is either no planning at all. Because I
believed that when there is planning, we can either fail on some part but can make some necessary adjustments
and intervention in order to move forward as planned but if there are no plans or roadmaps to follow, tendency is
that any projects for implementation will surely fail or no implementation at all.

2,Explain the following:

A, Preplanning - Pre-planning provides you with the time needed to make practical, detailed decisions that
reflect your standards, lifestyle, taste and budget. And we assure you and your family that the choices you make
will be carried out as planned. When you finalize your plan, we can advise you of the total cost. The goal of
the Pre-Planning phase is to determine how people, time, money, technology, and resources will support the
priorities for the upcoming school year.
B, Planning - In particular, planning helps to critically assess the goal to see if it's realistic. It facilitates decision
making and allows setting a time frame by predicting when the company can achieve its goal. It also defines
how to measure performance against the set goals and whose responsibility it will be.

Planning is one of the important attributes of educational management. To achieve the aims and objectives
of education, effective planning with organizing, staffing, directing and controlling are required. Plan is a
commitment to a particular course of actions believed necessary to achieve the desired results.
A, Plan formulation - provide a framework and help establish planning objectives for the investigation. It is in
this phase that resources and gaps where identified for presentation (Initial alternative Plan, Alternatives Plan
and Recommended Plan )

B, Plan elaboration - An Elaboration is a phase of the delivery engagement where we create our initial
project plan by reviewing the business requirements and elaborating on what the requirements are to fulfill those
requirements. For DepEd, Plan Elaboration includes two steps : 1. Programming – the task of dividing up the
plan into broad action areas each of which aims to accomplishing specific objectives. 2. Project Identification – a
project is any unit of expenditure which is administered or accounted for as an identifiable group of activities.

C,Plan implementation - Implementation is the process that turns strategies and plans into actions in order to
accomplish strategic objectives and goals. Whereas the strategic plan addresses the what and why of
activities, implementation addresses the who, where, when, and how. An implementation plan is developed that
highlights strategies, activities, professional resources, and opportunities for professional development. A key
consideration in the implementation process is defining indicators of progress.

D,Evaluation - Evaluation is a process that critically examines a program. It involves collecting and analyzing
information about a program's activities, characteristics, and outcomes. Its purpose is to make judgments about a
program, to improve its effectiveness, and/or to inform programming decisions. Part of evaluation is the
feedback mechanism where thru it, we can make interventions and adjustments.

In evaluation, SMART can also be used as in planning.

Is the Evaluation SMART? 1. Specific: Who? (target population and persons doing and benefited from the
activity) and What? (action/activity) 2. Measurable: How much change it caused? [Link]: It is
realistically accomplished given current resources and constraints .4. Realistic: Addressed the scope of the health
program and proposes reasonable programmatic steps [Link]-phased: Provided a timeline indicating when the
objective will be met

3, It is mentioned by educational planners that there are basic issues to consider for futuristic planning.
These are the ff, how they affect educational plans?

A, The Political Environment - Since education, as an institution, is an integral part of the society in which it
exists, it undoubtedly 'internalizes ' or reflects, as well as influences (consciously and unconsciously, willingly or
unwillingly) the political system that dominates that society. Thus the educational philosophy is a literal or
intelligent interpretation of the political philosophy, the educational policy an expression of the interests of the
ruling class, the nature of educational administration reflects the nature of the administration of the State,
and the educational outputs cope with, rather than are dysfunctional to, the political system. The real
limitations to planning in a democratic society lie not so much in lack of statistical information,
appropriate techniques , or administration, as in the obstacles presented by political interest.

B,Shifts of Educational Concepts - Massive financial human resources are devoted to improve education
worldwide. Some improvements for example providing free basic education to larger proportion of the
population such as from K to 12. Which implemented immediately after the formulation of the plan even the
department is not that yet ready for its full implementation. Teachers on the grassroot tried their best to look for
references and learning materials they can use because of unavailability and insufficiency of resources and
materials from the department. Then here comes the gradual shift from face to face to other mode of learning
modality such as blended, modular print and online learning modalities due to health crisis brought about by the
covid-19 pandemic where no one is really ready. With the aide of webinars and other assistance given to the
field- teachers, learners, parents, stakeholders and knowledge bearers ,the field is given a little information on
the conduct and process in the parameter of the new normal in education. But cant be sure of how quality
education really achieved.

C,Demographic Dimensions of the Country - Education is for people and its development is ultimately aimed at
maximizing the capacity for achieving full welfare of the population. It is vital for planners and decision-makers
to know the structure and distribution of the population at a given date, as well as how it has changed in recent
years. In other words, educational planning cannot be divorced from considerations about dynamics of
population (i.e., its growth and change), as it deals with a ‘target population' which is constantly changing in
number, age and sex composition and geographic distribution.

The data were used to measure the distribution of expenditures and budget allocation. No meaningful planning is
possible without references to the current and future demographic profile of the country. If that profile is known
with only some degree of accuracy, it is essential to be sufficiently flexible in the determination of educational
targets to allow adjustments to be made should more accurate data later become available.

D,Financial /economic trends of the country – Financial/ economic trends directly affects education insofar as it

is essential to educational system. An increase in financial condition improves educational capital, increasing
the productivity of these workers and the economy's output.

4,How do you perceive the following stakeholders can participate in educational planning ?

Student -leaders, teachers, school administrators and stakeholders or the community are the key factors as they
share responsibility in the implementation of all school programs, projects and activities being formulated and
downloaded to the field by the decision-makers (the Phil. Educational System.) . They collaborate and work
together in order to ensure that quality basic education be achieved. They even made sure that learning
environment is also conducive for learning and that school is safe and free from hazards so that learners may
enjoy and be able to improve the level of learning outcomes as expected and wanted by the decision – makers.
a. Students
b. Teachers
c. School administrators
d. Community
e. Decision-makers (the Phil. Educational System)

PD 318 ( FINANCIAL MANAGEMENT )

1. Discuss briefly the following steps in Financial Planning and relate it to school operations.
A financial needs analysis, almost like a visit to the doctor, will identify: Your symptoms (what you
already have in assets); Your diagnosis (what you need to achieve); and Your treatment (what you can
afford and where to use your financial resources to the best advantage).
 a. Identification of need –In school, the Identification phase is the mapping of the resource gap
through resource gap report by the coordinator , who coordinates and collaborates with the
other school personnel for proper identification of intervention thru project proposals, or
sometimes referred to as a concept paper. The project proposal is a document that describes
what needs to be done, why is the project worth doing and the overall strategies that enable
the project to be accomplished.
b. Preparation of projected financial performance – The Preparation and distribution of funds in the
Work and Financial Plan ( WFP ) will be based on the downloaded funds from the Department
thru the school Maintenance and Other Operating Expenses (MOOE) subject for approval. It is
here where all the school funds will be projected and allocated for the fiscal year but if there are
projects need to be implemented where its not included during the quarter, the WFP can be
revised anytime still subject for approval by the Schools Division Office(SDO)
c. Matching of fund sources and uses – All Programs, Activities, Projects (PAPs) will be funded
based on the WFP. For PAPs not allowed for funding in the local funds (MOOE) , other sources
such as canteen proceeds, donations, and Special Educational Funds (SEF) coming from the
Local Government Unit (LGU) maybe used for the implementation of such PAPs indicated in
the School Improvement Plan(SIP) and Annual Implementation Plan (AIP).
d. Leveraging ( Obtaining funds thru borrowing) In school operation, since we largely depend on
MOOE downloaded in the school and since we are in the Elementary level, Leveraging is
seldom happened. It can such a way be done thru personal funding for emergency cases such as
repair of water facilities and repair of equipment needed in the production of modules for
reimbursement subject for usual accounting and liquidation.
e. Fund scheduling – Projects and Programs for implementation will depend on the Annual
Implementation Plan and on the allocated funds monthly on the Work and Financial Plan. Any
Activities and Projects not included in the WFP can also be implemented but with the use of
other funds but MOOE.
f. Cost control – this is done because there are only projects and activities stated in the Annual
Implementation Plan that are allowed for funding in the MOOE based on the approved Work
and Financial Plan for the year. Cost Control is always implemented because the downloaded
funds were divided into twelve (12) months and that is the only amount the school need to spend
and cant go beyond what is allocated and approved.

2. One of the bad practices in financial management is the incidence of UNACCOUNTED CASH
ADVANCES. How do you propose to management this account in your school?

In an instance that there are CASH ADVANCES UNLIQUIDATED, the school will suffer. It will either
NOT to receive the monthly allocated MOOE funds or will the Division Office Direct the Payment to
the suppliers of the school funds and needs. At this point, to avoid such things to happen, we should
liquidate our CASH ADVANCES on time by preparing ahead of time the Purchase Request and
Purchase Orders so that when the funds will be downloaded to the school, we can immediately procure
supplies for the school, pay school bills such as water, electricity, internet and utility so that we have an
ample time to liquidate and will not go beyond the deadline for the submission of the school
liquidations.