Professional Documents
Culture Documents
Most will agree with the statement that Organization Development implies
Not everyone agrees with this statement, and the researcher does not.
how problems are solved, how decisions are made, and how people are treated
may not have changed at all. This more fundamental aspect of change in the
organization and how social power and organizational politics are affecting it was
organization to be effective and efficient; they are norms, values, and rewards.
The fourth concept is power, and herein lies the center stage of my study. And
nature of power, from both the personal and organizational perspective, and be
ng Muntinlupa, who has power, how power is exercised, and where the leverages
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for change are likely to be, specifically on how to attain organization development
The initial concern of the study was power itself – individual need for
power and the consequences of this need on management, sources of power for
considers management, which was define as the exercise of power, and then,
who addresses the implications of what power and politics can do in affecting
a) Gender
b) Civil Status
c) Age
a) Status of appointment
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b) Length of service
2). How did the respondents assess the administrators/deans and the use of their
a) Reward power
b) Coercive power
c) Legitimate power
d) Referent power
e) Expert power
3). Which of the administrators/deans social powers has the greatest capacity to
a) Reward power
b) Coercive power
c) Legitimate power
d) Referent power
e) Expert power
a) Palakasan System
b) Padrino System
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c) Political Affiliation
6) How did the respondents assess the effect of the administrators/deans in their
This study focuses its attention on the kind of social power and the
included as respondents the faculty who in one way are the major component of
how social power and politics affects them personally and professionally.
For the present Administrators, for this study will be very useful and can be a
source of information to evaluate their existing systems and practices and come
up with another that is more responsive and effective. Lastly for future
in organization development.
namely: rewards, coercive, legitimate, referent, and expert power can affect the
that will be significant in the study of organization development plus the fact that
all these indicators can be moderated by the person- related variables of the
respondents such as gender and age and the professional-related factors such
Hypothesis
in organization development.
seeks knowledge for better understanding of the nature of the subject of the
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The research design describes what the study has done to answer the
research questions.
The study used the descriptive correlation survey. This is a study that
shows the difference between two or more variables, that is, how a variable
varies with another. Since the present research is a status study, the correlation
Muntinlupa City. The respondents of the study were the faculty members of the
was purposive sampling, a method that involved all the members of the
population. Since there are only 0ne hundred and twenty faculty members of our
institution that were served with the survey questionnaires, and only one hundred
this study.
questionnaire gathers data faster than other methods which when answered
retrieved. The content of the questionnaires was focus on how social power and
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organizational politics that could affect the organization development of
After presenting the analysis and interpreting the data gathered through the use
administrators do not use the reward power bestowed on them. Especially with a
administrators uses coercive power in the organization especially when they are
forced to participate actively in any civic affairs sponsored by the city hall and at
of 3.35, thus they all agree the referent power is being used in our organization
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On expert power, the respondents are neutral on how the
standards.
majority of the members of the faculty are admitted because they know
that loadings of subjects per semester depend of how close you are to the
administrators/deans.
totally agree.
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In the light of the findings arrived, the following conclusions were
ng Lungsod ng Muntinlupa that gives an outline, which are not mutually exclusive
and distinct from each other. Complicated and high falluting department
three components; authority, abilities and skills, and rewards, the last two are
development can be used in changing them and the facility and difficulty by
which they can be changed. Duties, responsibilities, roles and functions are
achieve its goals. In the business setting these consist of funds, facilities,
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equipment, markets, products, services. In schools, the curriculum is a good
example.
how jobs are better done. Developing and refining new ways, means, procedure
people. Due to their very nature of complexity and intricacy, this dimension is
most elusive and challenging to deal with. It takes more time, effort and
competence to know and understand people and more so to develop them in the
image for which they can be useful to the organization. The latter has its own
role, which can be accomplished by people who share with it the same values,
interests and aspirations. By the same token, people would want the organization
to share with them its joys, worries and commitments. Because of the symbiotic
organizational development.
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3. Enable the individual human worker or manager to be productive in work and
commitment.
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