Scalar Chain

1. If there is a problem or an issue occurred in your ward/unit, to whom do you report this
incident? What is the process involved?

“If there is any problem or issue in our unit, initially we will report the incident to our head nurse.
Our head nurse, who is in charge and is the one with authority, take action and investigate the said
incident thoroughly. He/she will collect data, review the situation and contact the persons involve in the
said issue. This way, there will be an open communication and a good understanding of the problem
which will make way for the unit to try to resolve the problem or issue. We basically follow the chain of
command for us to be able to isolate and try to solve the issue as a unit before we bring it to the higher
authority.” –Helen Montallana, RN, CMZ ICU Nurse

Esprit de corps

2. In your institution, how do you apply esprit de corps?

“In our institution, we try to influence one another to maintain one common vision. We involve
everybody in decision making and try to listen to different points of view to come up with one common
mindset. If we decide on something that would involve process, we ensure that the decision is made
aware to everybody including the rank and file. We empower other members to speak up should there
be insights and thoughts that may be of help to the organization. We acknowledge one's contribution to
the organization. In this way, we are able to apply the principle of esprit de corps.” – Jan Paolo
Barandino, RN, CMZ Nurse Supervisor

Remuneration

3. How does your company show appreciation to your employees to keep them motivated and
productive in their work?

“Giving recognition to deserving employees/units during anniversary and general assembly(quarterly);

Positive reinforcements; Providing a blame-free and happy workplace.” –JC Pelovello, RN, CMZ Assistant
Nursing Director.

Discipline

4. How does your organization instill discipline among employees?

“Our organization employs progressive discipline to correct behaviors that are not acceptable within the
company. Our company does not advocate humiliation of employees in order to correct problematic
behaviors as this may aggravate the situation or make the employee lose interest in their jobs. A verbal
warning is given for first offense and this is usually done by the unit supervisor. We investigate what
caused the employee to do the unwanted behavior and find solution to correct and prevent incidences
of such kind to occur again. During the investigation process, we allow the employees to respond to the
issue and find out if his reasons are justifiable. This conversation is done privately and with
confidentiality. For second offenses done by employees, we give them a written warning and ask them
to sign the document and we keep records and allow maximum of three days to address the issue. Like
in the first offense we talk to the employees involved and review to him or her company’s policies.
Depending on the gravity of the offence, sanctions may be done from verbal warning to suspension
without pay. For grave offenses, termination of contract may be done with a meeting with the involved
employee. Evaluation and presentation of evidences after careful investigation are done in a close door
meeting. A waiver will be given to the employee to formally inform him or her of the termination of
contract. “ –Felisisimo G. Saavedra, HR Officer

5. Equity

How does your company promote and practice equity?

“It is difficult to say that we practice equity at 100%. The privileges of the officials and the stockholders
are very different from an ordinary employee. The difference in salary and the the respect they get is
very different in comparison to us.

But aside from the salary and other benefits exclusive to them, the way they treat employees is like
family. Equal rights and respect are given to each employee and we make sure that even the those in
the lowest position will get the respect they deserve. In Our company, We treat each other like family
while still maintaining a high level of professionalism. Higher officials are not exempted from falling in
line during lunch break but like I said, there are still exemptions. “

– Rhodalyn J. Filoteo, Accounting Department

6. Subordination of Individual to General Interest

Can you give instances that you or any of your colleagues experienced Subordination of Individual to
General Interest?

“Minsan gutom na gutom ka na pero di mo maiwan iwan ang trabaho mo kasi may deadline na
hahabulin. Minsan kasi may mga bagay na nagyayari na di inaasahan, so no choice ako na mag-overtime
at sa sobrang pagod nakakalimutan na mag-file ng OT form. Pero sige lang basta makahabol lang sa
completion date. Naranasan rin naming ng mga tauhan ko na kahit malakas ang ulan, tuloy parin sa pag-
assemble ng bahay. Malaki kasi tiwala nI Boss kaya ayokong masira yun. Malaki rin ang utang na loob ko
sa kumpanya kasi kahit matanda na ako, pinagkatiwalaaan parin ako.Yung karpintero natin na si Lando
Trazona, Nahulog na yun sa scaffolding pero pumasok parin mahabol lang yung deadline. Marami
naman talaga ang nagsasakripisyo basta maabot lang natin yung target natin. Si Maam Maricar, hindi
nakaattend ng graduation ng dalaga nya kasi tinatapos niya yung payroll ng mga trabahante. Naalala ko
talaga na umiiyak si Maam habang nagdidispende ng sweldo. “

Danilo J. Macapili, Foreman,

 ASSIGNMENT IN MANAGEMENT PRICIPLES
AND DYNAMICS (BA 551)

SUBMITTED TO: PROF. ARACELI PISON

SUBMITTED BY: BRYAN MORTERA & MARK MORALES