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Organizational Management

De La Salle University Mrs. Zelinna Pablo

An In-Depth Organizational Analysis of Allied Bank

Members:
Sanchez Kathlyn Kaye Tiu Marie Angeli Huang Jaymie Lim Kendrick Section: S13

Table of Contents Background .. p.3-6 History ... p.3-4 Mission and Vision p.5 Strategy in use ... p.5 Products and Services ... p.6 Data gathering methods ..... p.7 Assessment . p.8-16 Values p.8-9 Motivation .. p.10-11 Teams . p.12 Perception .. p.13-15 Recommendation .. p. 16-21 Teams p. 16-18 Motivation . p. 19-21 Appendix p. 22- 32 Transcriptions p.22-31 References .. p.32

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Background History Like any other banks in the Philippines, Allied Bank has an extensive highlight from its founding till today. Ranking 384th of among the 500 strongest banks in Asia, Allied Banking Corporation is currently one of the largest commercial banks in the Philippines according to a study that was conducted by The Asian Banker; a Finance Service Industry Research Company. One could hardly imagine that Allied Bank was formerly a bankrupt bank known as the General Bank and Trust Co. owned by the Philippine Government and was acquired by Lucio Tan, one of the tycoons in the Philippines at present, for only five hundred thousand pesos. The offer was said to be an unethical deal between two parties because the President during 1977 was Ferdinand Marcos, one of his close friends. Lucio Tan, having established a Cigarette Company (Fortune) during the 1960s and with the help of President Marcos, was able to bring the business to success. Maybe it was because of the success of the tobacco business that gave financial helped to the formerly bankrupt bank that made them progress from their situation at that time. General Bank and Trust Co. were renamed to Allied Bank to mark a new beginning as a commercial bank under Lucio Tans management. A year after they have acquired the bank, Allied Bank expanded its boundaries to the oversea market; they opened the Allied Capital Resources Ltd. in Hong Kong. Soon after, they established a Leasing and Finance Corporation to broaden their service and they were ranked number one among the banks in the Philippines during 1979. Aside from that, they were also the first Philippine bank unit that was formed in the Middle East. And due to its wide range of services and expansion overseas, they were authorized to operate as a universal bank in 1982. Allied bank then looked further into market; they established services that were for small or medium enterprises. After all the changes that they have undergone, they now established their philosophy which are ideals of: S-tability, E-xpertise, R-

esponsiveness, V-ision, I-ntegrity, C-ommitment and E-xcellence. After they have set-up their ideals, they further focused on overseas remittances by opening markets in the Middle East. Then during the 1990s, there was a technology boost because ATMs and Credit Cards were invented to enhance convenience. In the succeeding year, Allied bank acquired a savings bank named Allied Savings Bank. Allied Bank released the Automated Teller service in 1989 and the Allied Bank Visa Card in 1992 to add to its products and services for the general public. By 1998, Allied Bank restructured their hierarchy into different groups namely Institutional Banking, Retail Banking, Controllership, Operations and Corporal Services. An addition of new major products were introduce in 2000 namely the Top Saver, Allied Advantage Account (Triple A), and Top Provider. By 2001, it had a total of 273 branches nationwide and branches outside the Philippines like London, Xiamen, Bangkok, Sydney, Tokyo, etc. 3|Page

In the year 2004 and 2005, Allied bank introduced the Small Business Lending Program and the KAAKIBAT Micro financing Lending Program for small entrepreneurs and professionals and for the micro and small entrepreneurs respectfully. By 2007, they released what they call their most profit drivers called the Allied Bank MasterCard. And just last 2008, The Philippine National Bank merged with Allied Bank; once again, signifying the power that the bank had at present. A bank that started from 26 branches until 283 branches at present, Allied Banks management skills are worth observing.

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Mission and Vision Like any individual, Allied bank stands on its corporal philosophies which personify who they are and what they stand for. They abide on what they call SERVICE which stands for their Stability, their Expertise, their Responsiveness, their Vision, their Integrity, their Commitment, and their Excellence to the company and to their clients. Their vision is to create a continually appreciated universal bank, and to achieve this vision they must follow their mission which to be among the pillars in the banking world; and to create an everlasting bond to their clients, employees, and to the country. Their Mission to the clients is to continually preserve their trust and confidence to the bank by offering excellent services, wide variety of products and incentives to meet customers desires; to their employees is to make them realize their goals and to identify their roles in achieving the goal of the company while maintaining a sense of belongingness in it; to their company is to pursue consistency and profitability in their balance sheets and to commit themselves to the highest level of probity, prudence and professionalism in all of their task; Lastly, to the country is to focus all their resources in the wellbeing of the countrys economy and entrepreneurial world. Strategy in use Allied bank stand out from the other banks by treating their clients with respect. Compared to other banks where they sometimes mistreat their clients either because they believe they are better than their clients or due to personal characters, they emphasize the importance of their clients trust and confidence to the bank as stated in their mission. Because Allied bank emphasizes in their long lasting trust and bond to their clients, they bring additional new clients due to referrals made by their present clients with them. Another strategy of Allied bank is their numerous products and services to the general public like loans, deposits, ATM, MasterCards, Microfinance, Insurances, etc.

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Major Products and Services There are a lot of programs and services for clients to subscribe to and these are: ABC cash card is a card which offers security, convenience, ATM transactions, points for sale, remittance and so on. Bank assurance provides allied bank users a lifetime guarantee. The next one, Allied top saver, is a special saving account wherein you get bigger balances as long as you do not exceed withdrawal for twice a month. The third one is Remittance account which is used for remittance purposes. The fourth one is Market rate savings which deposit a peso deposit passbook that earns a bigger interest. Next feature includes current account also known as the demand deposit which provides regular current accounts to a non-interest deportment peso deposit that is recoded in a monthly report. Another on is Negotiable order of withdrawal. It is a kind of savings account which allows you to withdraw funds anytime. The last one is Allied advantage account a checking account which interest is equal of that regular savings account. Fund transfer and collection services have a lot of product and services which include allied bills payment facility institutions, receive payments, and other remittances from a wide range of individuals or companies. This facility has three main points, first is automatic debit arrangement customer is debited for payment due; second is over the counter customers pay the amount of due through tellers; third is ATM wherein customers pay through machine. The collection of foreign drafts checks paid by the customers. (Services for SSS, Pag-ibig fund and BIR, Allied debit arrangement) Domestic remittance is a service where clients abroad can send money in the Philippines for a low cost. Merchant banking services is an investment bank which includes loan syndication packaging. Another service is the Retail lending. It lends money to an individual or group through ages 18 to 60, 4 to 7 members per group to start their own business. An individual may get 20,000 and above while per member of a group may only get 5000 and above. In addition, the interest per month is 2 %. In investment management account, the customer allows the banks to invest certain amount of funds. Living trust are funds for future use. It has two branches and they are the accumulation trust and the life insurance trust. An example for accumulation trust is the retirement and educational funds. The other is handed out money for customers to decide. The testamentary trust is properties indicated on the will and the settlement of estates. Last but not the least; the guardianship is for those disabled and preteens who cannot manage their own properties.

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Data Gathering Methods Interviewing requires an orderly way of preparation, especially if one is to interview one of the Top 10 banks of the Philippines. We choose Allied Bank as our target organization not only because we have connections, but also to study how the organization works in line to its continuous growth in and out of the country. We booked for a meeting with a branch of Allied Bank in Bayanan- Muntinlupa on October 26, 2011. The interview lasted for about 2 hours including the interview of the manager and the 3 employees. Specifically, the people we interviewed are Mr. Agustin L. Debuque Jr, Ms. Karina Carino, Ms. Richelle Mia, and Mr. Mark Anthony Bidayo with their positions in the bank as manager, senior assistant manager, sales and service head, and new accounts clerk/ alternate teller respectably. We chose these people because of their positions and their experiences in the bank as seen in their positions and answers to our survey. In the interview, each was given the set of questions to have a glimpse of what to expect from the interview. There were some differences between the questions of the manager and to the employees. Specifically, the interviews of the manager were questions involving to himself and to his co-workers like his personal motivation and his actions to motivate his employees. On the other hand, the questions of the employees were concentrated on their own work experiences and lives. Overall, both manager and employees were given questions on the same chapters in the book in Organizational Management in class. The four chapters we chose were Values, Attitudes and Job Satisfaction, Theories of Motivation, Groups and Teamwork, and Conflict and Stress. Before the interview started, a letter of permission to record, use, and report on the interview and other information of the bank as a requirement to the course was given and signed to the manager and the employees. The interview were conducted orally with a simply question and answer interaction of a group member to the interviewee. The whole interview was recorded in an I-phone 3G for later reference. Some questions started as basic questions like their name and position in the bank and the later questions consists of connected questions to the theories of each selected chapters in the book. Most questions require opinions of the interviewee o the specific theory like their motivation or the work place structure. After each interview, a token of appreciation were given to each of the interviewee. Other information of the bank were acquired from the bank website, which is http://www.alliedbank.com.ph, like the banks Mission and Vision, the banks Products and Services, and the banks history. All of which were requested to be used from the letter given to the manager.

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Assessment Values Certain values are present on the interview we conducted. The three employees interviewed assigned in different areas of work are Karina Carino as senior assistant manager, Richelle Mia as service and sales manager, and Mark Anthony Bidayo as an accountant. Based on the teams observations, the three falls at three different categories of work cohorts like the sales and service manager as Veterans, assistant manager as Baby Boomer, and the accountant as a GenXers. It is an evident conclusion because the first values loyalty to the company, the second values comfortable life while working and the last targets monetary value when working. Although the variations of attitudes and values differ among the employees, they still possess friendly relations with each other. Primarily because, the team has observed that the working environment is a welcoming place for social interactions to take place. The manager and the employees are as welcoming as the work place appearance. The teams assumptions, nevertheless, were correct based on the answers the three employees gave. One such is quoted by Karina, Yes. Very fatherly pa nga siya (laughs). They all said that the manager is very approachable and that they are given encouragements every time they accomplish something of worth. The reward system is not money oriented but of a humane approach, according to Karina, Yeah. Reward in terms of encouragement. pero hindi monetary. Consequently, the bank does not have any problems in the field of affiliation and social satisfaction. In terms of power distance, there is no power hostility among the employees towards their manager. They willingly give the power equally to fellow employees but never forgetting to give the highest power to the higher ups. According to them, the hierarchy of power is needed for order to sustain and for the daily activities to execute fluidly. As employees of the bank, they need to strictly follow rules even though their beliefs are at bay. Most employees prefer the quality of life. It is being able to enjoy life while not working so hard. Two out of three agreed that life should be enjoyed while working. Richelle Mia said Yung totoo, gusto ko lang magwork na parang nagbibihis ako. Pag nagwowork not so hard. Do not push yourself to the limit. Yung tama lang baka naman maburn out eh. The bank characterizes more on a collectivist approach. The employees seek other companions when deciding, working, and confiding into. All of their responses share towards a strong dependence for the bank and for the betterment of it too. They take risks a lot because its money they are betting into. Uncertainty avoidance is ranked high because risking something is always present in the bank and it is unavoidable. Mark states When it comes to filling out documents of course because banks money is the one focused. It has to be perfectly managed. 8|Page

For timely management, the short term achievements are what they aggressively focus on. Even though they mentioned the betterment of the bank for the future, they worry more on daily quotas and bank accounts to be submitted at the main branch for analysis since these quotas determine the productivity of a bank branch. Through accomplishing this quotas, they are able to compete with other bank branches and prove that they are branch is the best of them all. This, perhaps, is one of their high and specific goals that motivate to let them work harder. The employees show strong affinity within their job roles in the bank. The job satisfaction is not forced or mandatory because all of them are planning to stay in the bank for quite a long time. Karina is on her 19th year of service in the bank. The basis for their stay lies on fairly based salary amount, emotional attachment factors, and strong pursuit for more challenging goals. An example of goals as illustrated by Karina, it is a payroll of 1500 personnels na itratransfer sa bank. Another one by Richelle, is the recruitment of a hundred clients to make a bank account with Allied Bank and so on. They show active job involvement in their field of work. The involvement is apparent because monthly meetings are being implemented for decision making. Commitment to the bank is a remarkably prioritized by them since Allied Bank, according to the employees, is owned by Lucio Tan, one of the tycoons in the Philippines. Under those circumstances, the reputation of the bank is what makes it being proud of being part of. Honesty is the top value that everyone in the bank must internalize within themselves. Significantly, they are working with the money of their clients so if something went wrong, the blame is cast upon the people who are responsible for the money. Richelle rightly said, First and foremost, for employees especially when youre working in the bank and with respect to our Lasallian motto, we need honesty, integrity of a person. Since they believe that honesty will improve the bank, they feel that by being honest they will contribute in a big way to the bank. Henceforth, their beliefs are shown by pleasing the customers through honest accounting and straightforward feedbacks to clients. The teams overall observation in the bank was that it is a welcoming bank for clients and also for guests like us. The employees and the manager are friendly, their top value is consistent, and according to one of the employees, there are not any interpersonal conflicts among the employees. However, in the teams perspective, no conflicts seem like an abnormal case that must be adjusted. Conflict is detrimental if it is chaotic but not really disadvantageous for the bank if it is constructive. In addition, there is also minimal contradiction in the bank when it comes to decision making. It may not be helpful because valid decisions may lack strong foundation if everyone agrees with a decision that is not debated. Regardless, there are not any damaging problems in the bank.

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Motivation The employees of the bank have the potentials to achieve the objectives of the organization because those that were recruited to work were rated as competent in their general cognitive abilities. Based on the result of the test that was conducted by the bank, they were already properly trained to manage their emotion and respond right to their client. Hence, the team rightfully excludes the possibility of the employees not being able to perform a certain task that is assigned by the bank, now what is left for the team to analyze are the different work motivation theories. First off, On Maslows Hierarchy that theorized that people has 5 stages of needs that they want to achieve; a person will go from physiological, safety, belongingness, esteem to actualization step by step but if a level is not satisfied, he would not be able to go up the hierarchy. This hierarchy is the basis of a lot of studies because this is the first theory that is made in this field of study. Even if this was the case, it has proven to have errors. The team was able to support this finding when the team observed that the employees were willing to work in the bank despite knowing that their lives are in danger because robbery might occur anytime. Anyhow, they still chose to pursue their career. This is a direct violation of the theory because the employees skipped the safety needs and proceeded to a higher level in the hierarchy (e.g. esteem needs: master tasks that leads to the feeling of achievement). This suggests that Maslows theory needs more flexibility because peoples needs are not predictable in the sense that everyone experiences the same needs in the same order. Second, Under Vrooms Expectancy Theory which infers that peoples motivation is determined by the outcomes that they will be getting. The team discovered that the employees of the bank were satisfied of what they were getting because their performance was rated and was properly explained to them. They accept the reward that the bank gave them was more of an act of appreciation rather than an expected outcome. They said that if they are not really satisfied of what they get, there are still benefits that they acquire from the bank that will make them satisfied. For them, it is the passion for their work that is important so they do not really count on how the company would repay them for what they have done. Third, Equity theory states that a person compares his/her total workload and reward to another persons workload and reward; if the ratio is more or less the same then the person will conclude that they are treated fairly thus staying satisfied in their job. But if they calculated that there is inequality, their behavior will be directed towards correcting the dissonance. The team did not have any significant findings because the employees that the team interviewed were of different hierarchy in the bank (e.g. there is only one assistant manager in the bank so he does not have anyone to compare to or a tellers salary cannot be at par with the assistant managers) and the team had discovered that they judge equality 10 | P a g e

more similar to Vrooms Expectancy Theory wherein they compare the inputs that they gave to work with the outputs that they got after Lastly, Reinforcement Theory states that behavior is a product of its consequences thus it can be modified and repeated. The teams observation supports this theory because the team discovered that the bank rewards whether it may be an increase in pay or just verbal encouragements do reinforce their present commendable behavior. For instance, under positive reinforcements, they have reached their target for the year so they got incentives and recognition, and then this motivates them to perform better. On the other hand, negative reinforcement was observed when an employee was able to avoid the consequences that he should have experienced. For example, if a teller had realized he/she wrote a wrong written document and now learns from the lesson so next time he/she will try to be careful. Then in realization, undesired behavior are also diminished because there are corresponding consequences like paying for the money when something went wrong because it accounts for their responsibility.

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Teams Considering all Allied Branches across the region, or probably even the whole Philippines, Allied Bank branch Muntinlupa manager, Augustine Debuqui, concluded that their branch is a working team. The different roles on the bank enabled them to work interdependently, however, without the knowledge of the other, there will not be any work done effectively at all. Tellers, accountants, and department managers all have their specific tasks to perform like handling cash deposits and withdrawals, loan and deposit placement, deposit opening, transaction recorder. With this role diversity carried out, the employees can maximize their specialization areas, social facilitation can be strengthened. The goal of the bank which is also the target of the employees is to make the income for stockholders. He said that it is the goal of every organization making profit, regardless; their bank has a clear-cut objective that separates them from others. It is that they are a charitable bank for the clients. Competition is the fuel that gives fire to their goals as a branch and also as an employee of the bank. Since they compare loans and deposits from other banks, they strive to be number one among them. Monetary awards are given to branches that accomplish this, non-monetary awards, on the contrary, is having a sense of fulfillment that they have achieved the goal of the organization. The bank follows a hierarchy of power in assigning roles to employees. Moreover, it is a formal workgroup consisting of a head, namely the branch manager, and then trims down from lower roles up to the bottom. Problems do occur in the bank sometimes, according to Sir Augustine. People are hard to handle because they are unpredictable, hence, to solve this problems like absences, he must motivate them to work harder. Examples of ways the manager motivate employees are as follows: treating the employees out, not forgetting their birthdays or memorable events in their lives, and giving pasalubongs after having a vacation. The size of their organization is relatively small, two tellers, 1 accountant, 1 handling the information systems, 2 sub managers, and the overall manager. Teams within the bank are not supported because it is not possible. Compliance with the dress norms is seen on their uniform. The manager makes sure that the employees are complying with the rules and policies of the bank. In addition, they do not seem to rebel against the strict policies in the bank. Based on our observation, they do not seem to have problems in conformity and compliance. The manager encourages the employees to work effectively in their respective fields as to maximize their specialize areas of work. There are not any role conflicts and role ambiguity since the manager updates them of progress and possible promotions that may take place. However, a possible group think may conquer them because no one wants to introduce possible improvements of the bank. Their ideas are centralized only on the higher roles so it may limit the number of ideas of improvement.

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Perception (Leadership) The team noticed that employees that are of the same profession held similar values. Employees of the bank consider honesty and integrity as the most significant values when they are at work. Low and middle management are the ones who are in charge of the financial flow and statements so they give importance to honesty; even those that are normal employees like tellers who are responsible to interact with the clients are also required to have integrity because they should treat every client without bias, with respect and with value. The team like to praise the manager in terms of the distance which he imposes between him and the employees; despite the fact that managers and employees have unequal power, they were still able to maintain an environment that supports free flow of communication that includes exchange of ideas, suggestions and opinions regarding work. They hold monthly meetings that address the needs of each individual whether it is about work or personal matters; this also enables them to build good relationship and enhances their cohesiveness. In addition to that, the manager was always available when his subordinates needed help. In conclusion, the employees were satisfied on the distance that they have between each other; they said that hierarchy in an organization is important in order for them to function effectively as an organization so that they would be able to achieve their common goal. In terms of the employees attitude, the team learned that the employees were satisfied of their job because they said that they were properly trained before they were officially employed. In addition, their general cognitive abilities gives them confidence that they would be able to accomplish the goals that were set for them to achieve. They were also given proper guidance and resources that they need in order to accomplish their task. Another thing to point out, they were also given specific and challenging goals for them to achieve; they are also updated on their performance time to time. The employees also identified themselves with their job because they were very enthusiastic when they explained their job function to the team; they also saw the importance of accomplishing their job to the progress of the organization. They were also confident that they would be able to carry out their specific functions even if they are faced with uncertainty. Lastly, the team observed that the employees of the bank identified themselves a lot to the organization. Employees had low turnover rates; they were committed to the organization, the assistant manager of the bank had already been part of the organization for almost 20 years; they also made sure that they are on the right track bringing out the organizations vision. Aside from that, they were also proud of their organization being one of the known commercial banks in the Philippines. Due to their long stay in the organization, the team thinks that they have already developed emotional dependence to it that is why even if there are some dissonances within them, they are still happy and committed to work for the organization. 13 | P a g e

The team commends Mr. Augustin Debuqui, the bank manager, in terms of his leadership in the bank. He was able to recruit bank employees efficiently by conducting intelligence quotient tests, skills evaluation, and academic record checks. The way he recruit bank employees closed out the chance of perceptual judgments in interviews; that are inaccurate but are often used by a lot of organizations. Aside from assessing their general cognitive abilities, he also made sure that the employees that he recruits will have good emotional intelligence because according to him, the ability of an employee to handle their emotions as so to give their clients a good impression is important because a bank is under the category of service organization. He further expound that interpersonal skills is important for the organization because this is the key factor that will determine if the client will entrust themselves to the bank and refer the bank to people that they know. And when new clients are brought in, income also goes in, achieving the goal of the organization. Once interviewees are employed, the manager presents to the employees a criterion on how he rates their performances; this ensures the employees that there would be no bias that the manager will favor an employee over another. This kind of evaluation will clear out the possibilities of a manager forming a judgmental general impression about an employees quality of work. He does update them every four months of their current performance so that they will know on what aspect they will improve on. This is also a way to keep track if they are moving towards the vision of the organization. In order to induce the performance of an employee, there are rewards that are given to them. Those rewards depend on the situation, some may involve monetary value like an increase in their monthly salary; some may be promoted to a higher position or it can also be in a form of oral praise from the manager. Different kinds of rewards would be able to answer different motivators of employees; monetary rewards might look appealing to those who is motivated extrinsically while those who are praised might be appealing to those who is motivated intrinsically. On the other hand, there are also punishments for a corresponding error. Those punishments include payment for the mistake that they have done; suspension for days or in worst case scenarios, they may be dismissed from the bank. An error would be identified when statistics are presented to the manager for evaluation. The team was amazed by the manager because he was performing in accordance to the management theories not until the team discovered a loop hole when it comes to problem solving. The team learned that the manager relied on information that is readily presented to him trusting that the data that was given to him was accurate without investigating the papers again; this practice should be avoided if possible because this is a kind of heuristic, a judgmental shortcut in decision making. The team was satisfied on their decision making process because they undergo processes that were similar to the rational 14 | P a g e

decision making process. They were able to make creative alternatives to solve the problem, weigh them, and pick out the best solution among all. Despite of this, the team discovered some of the organizational constraints that they also experienced. This was seen when they were suggesting alternative solutions to the problem; they tend to favor solutions that proved to be successful in their previous experience, and do not consider solutions in the past that proved to be wrong. Those two fell under representative heuristic that is defined as people tend to assess the possibility of an occurrence by matching it with a pre-existing category; and historical precedence that is understood as previous experience of an organization will affect the decision that they will make in the future. When the team asked why they would not consider solutions that were proved to be wrong because it might be a great solution to the problem at present, the manager told the team that they cannot risk the decision that they make because it involves money; once a wrong decision has been made, the organization will lose a lot of money. That is the reason why organizations like banks tend to avoid risks.

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Recommendation In assessing Allied Bank branch Muntinlupa, we conclude that there are two priority areas needed for improvement. These are teams and motivation. The bank, which has a team based orientation as a whole, excels on role clarity. They have superordinate and specific goals that make their role clear to the employees. Unlike ambiguous role goals, they will not have any hard time grasping the purpose of their hard work. Despite these strengths, there are also definite problems being encountered by the bank without their notice and consent. In the case of the managers way of motivating his employees, he does not promise any monetary rewards but of a non-monetary. Although this may be true, the likeliness of the employees to be satisfied with his ways does not in any way improve their performance and compel them to do better. Hence, the following paragraphs will discuss the problems along with its recommendation.

Teams On the outer visage of the bank, it seems that there are no problems occurring on teams because everything seems orderly, people converse with each other, and employees know their place in the bank. In spite of the positive responses of employees with respect to helping each other, they do not see the impending flaws in terms of group think, social loafing, free riding, and shirking. The following paragraphs discuss the analysis of these with respect to the bank.

Group think has been a subtle parasite among teams or groups alike. If this is present on a team, there are probably limited choices of ideas and possible plan for decision making. Either the leader gives a course of action for the mass or the mass will depend greatly on the leader since they think very alike. Opposition is not a common activity on group think so a decision, which may be flawed, will never be questioned or entertained making the said decision lacking of strong credibility. Given this points, Allied Bank employees show how easily group think can infiltrate their organization. Their lack of resistance to higher ups when it comes to decision making unknowingly permit them that what they are doing is obedience. In organizational management studies, group think is detrimental to a working team. A concrete example is what Karina implied. Her answer is implying that her role is not around the scope of the managers power so she should not own his responsibility instead she should help by fulfilling only within her assigned role. Obedience and contributing are two different set of points, otherwise, employees may misinterpret and obscure the distinction between the two like the example above.

Solutions to counter group think can remove the dilemma the Allied Bank is experiencing. In a team, it is good to have a devils advocate when deciding. A devils advocate is a person who insinuates 16 | P a g e

unlikely opinions and out-of-the-box notions capable of breaking the habit of common brainstorming. Group think occurs when members think alike that disagreements rarely happen so by adding a devils advocate the company can avoid one way thinking. The parallel thinking may divert to something more creative and perhaps, the introduced idea may be the perfect solution for the problem. Another solution is to recruit outsiders having skill for management. These professionals will be handed the throne to decide for the company preventing group think in the team. Trusted and professional outsiders must only be hired because they will be the one deciding the plan for the organization that can lead either to success or instant bankruptcy. The last solution the Allied Bank could advocate is to circulate the stage to everyone. Since not all voices are heard in a meeting, passing the moment of speaking to everyone is an effective way to hear the opinions of employees. In either case, the presence of group think will dissipate provided that these alternative solutions are followed.

Having a social loafer in a group is quite troublesome especially when an employee is working hard and the other is not exerting an ample amount matched with the other. In our observation, an employee said that she likes to work just like changing her clothes. She also said that too much hard work may cause burnout and unnecessary stress. Taking this as an example, we could see that not all employees exert maximum effort for the bank, thus, the work distribution is not proportional. While another employee we interviewed said that she has to work hard for her and her family. In this case, she contributes a lot of effort for the bank. Social loafers in the bank may be unavoidable for several reasons. Firstly, the values of a person formulate habits and beliefs. Similar to the first employee, she believes that too much work may cause burnout; hence, she should relax while working while the other finds hard work essential in work. These two differences in beliefs are present in the bank. Second, the size of the group also intimidates employees in to what extent they should contribute. Large size of group lengthens the possibility of social loafers. The employees tend to rely on the people around resulting to complacency towards the tasks since the more the merrier. Third and last, is that the employees are unconscious that they are social loafing because it does go unnoticed when not taught thoroughly.

There are several solutions to counter social loafers and they are as follows. The easiest is to decrease group size. Large groups are prone to social loafers. When trimmed to at least three or four, then the possibility of having one will decrease. Second is to conduct effective communication among the members. By doing this, it will help explain to the members the task at hand. Moreover, every member will have something worthwhile to contribute. Third is to restrict freedom of employees by implementing rules and policies. The bank does not need to establish this because the employees mind the policies first hand. 17 | P a g e

An employee said that there is no need to contribute foreign ideas in crucial decision planning because there are many professionals who are participating. This leads to another team problem called free riding. Mentioned from the previous sentence, free riding is also a setback to team effectiveness. The bank does not tolerate any free riders among the employees that is why they keep repeating it. They can sit back and listen to what the professionals say without thinking if the decision really is effective for the bank. They seemed intimidated by the position of other persons keeping them from taking in action.

There are two preventive tactics for free riding and these are daily diagnosis and updates regarding the performance of employees. Daily diagnosis helps the employees keep track of their performance alerting them on how they work in the bank; and gives light to employees who slack of at work that they may feel embarrassed regarding the progress they show. Performance rating is also an effective way for employees to contribute more because seeing a concrete performance grade can boost their morale.

Another recurring drawback is the presence of shirking which is a very common habit among workers employed in an organization. First and foremost, employees work for their own benefit, without this they will not be working at all. However, smirking is defined as working for the group but not for the groups benefit but for oneself. The definition itself is the very problem of any organization especially for newly hired employees bearing no attachment to the organization. In the bank, an employee we interviewed is rather shirking without noticing it. Mark is a newly employed worker from Mang Inasal. Previously, he was a manager of Mang Inasal but he transferred to Allied Bank for personal reasons. He said Maybe monetary value because we work to earn for an income. It intensifies how money is the reason for his stay in the bank, so when money will be unfairly distributed, he may file for a turnover.

Correct management can help minimize shirking. A possible way is by nurturing the emotional attachment to the bank and also fellow employees. Friendship ties are very hard to break and by establishing one, it can lengthen the duration of stay of an employee. Aside from that, the manager can also envision the good of the organization and share ideals that may influence employees. Letting the employees be exposed to positive ideals and goals can influence them to do the same and perhaps pass on to the others as well.

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Motivation The team chose to tackle motivation above all other aspects that was assessed because the team saw the importance of an employees motivation towards the success of an organization. When the team read about Starbucks, they were able to be one of the worlds famous coffee shop because they were able to use creative ways to get their employees motivated (e.g. awarding them stock options, educational and fitness supports, dental and medical benefits); the team realized that Allied bank can do more than what they are doing to motivate their employees at present so that they would be motivated in order to pursue greater success. The motivation of an employee towards his/her work is important because this will determine his/her productivity, creativity and initiative in his/her stay in the company provided that he/she is supplied with work-friendly environment, proper information and proper training, and adequate general cognitive and emotional abilities within him/her. The team read about the 20-60-20% rule that theorizes that in an organization, there are 20% classified as great performers, 60% under average performers, and qthe last 20% as weak performers. Even if there are only 20% of the total employees are weak performers, they would be able to influence other employees to join their classification because they are working as a team. Based on the Drive theory under teams, there is a tendency for a dominant response to be amplified. For instance, if a good performer is placed in an environment full of weak workers, then the good performer will turn to a weak one. Based on the scenario above, it is really necessary to identify the reasons why an employee is not motivated to perform well towards the fulfillment of the organizations goal. In our society today, competition is found everywhere so it is important for every organization not only to formulate a strategy on how to be an effective organization but also to formulate an attractive strategy on how to motivate people. To be able to have a competitive edge against companies in the same industry, it is smart for an organization to focus its effort on what the competitor does not have. This is a technique on how to strategize but this is also applicable in motivating employees. Getting More Personally Involved The manager told the team that he treats employees out for lunch or for a snack if they were able to achieve success after adjourning a task. This is a good practice that highlights the success of the employees so that they will be reinforced to work even better at the future; but the manager could improve on this by getting more personally involved. This can be done by personally thanking employees for doing a great job by writing a note or talking to them one by one to show his appreciation. Why is it so? It is because a persons name is the most important word to him because he identifies himself greatly with it so this action will likely be more appreciated. This might require a lot of effort but this will likely be reciprocated rather than to celebrate as a whole. 19 | P a g e

Getting more personally involved also means adding a particular motivator that is attractive to an employee. For instance, in the case of Starbucks, its management allowed flexible working hours in response to those who are having a tight schedule and are unable to work at a given time. Offering a motivator that address an employees particular need is especially attractive because not all organizations are able to be as heedful as they are so the tendency that they will stay and be their best in the organization is guaranteed. The team suggests that the manager can apply the same strategy in terms of motivating his employees. The team realized that the banks motivator leans more on monetary rewards, however, this kind of reward is not really attractive for them because they only see this as an appreciation of their work, not really as a motivator for them to work harder. This kind of reward system is also done by other banks so it is less attractive to the employees. Getting more personally involved can also mean that a manager should know the employees strengths and weaknesses so as to assign them into a position that they are suitable. The group suggests that the manager can also asses them if they are better performing at learning goals which are concerned about acquiring new knowledge and mastery of a certain situation or performance goals that demonstrates competence in performing a task by acquiring good judgment from others. This is important because if a person is placed in a position where their goals are different from what is required from their job, they will most likely be an unmotivated and weak performer in the organization. Consistency It is important for the manager to be consistent on how, why, when he rewards his employees because if he changes his standards constantly, the employees will either feel that there is no equality among them or they were not properly informed on how they were rated therefore contributing to ambiguity. The team suggests that if the manager treats them for lunch if they have reached a certain quota, he should always do so because if he does not, the employees might think that they are not appreciated, they might think that manager is not satisfied of their work or they might draw conclusions that will make them less motivated. Consistency is also the key factor in the reinforcement theory that states a particular behavior can be repeated or modified because of its consequences; that is why if the manager wants his employees to be able to reach their quota in the future, he has to be consistent of his rewarding action after. Encourage Effective Communication Even if the employees the team interviewed showed satisfaction when it comes to the approachability of the manager; there was dissonance when an employee that said those that are in higher positions know best that is why they are our superior so we should not suggest other ideas. This will not only create an environment that is favorable for group think, but this kind of thinking will also hinder the employee from being motivated because their opinions are not known by the manager. Those suggestions might be regarding rewards that they desire after work, job 20 | P a g e

designs, desire for goal clarifications that are contributes to overall job motivation. The team suggests that the manager should not wait for the employees to approach him if there is an ongoing problem but he has to frequently ask his employees if there is anything that they want him to know. In that case, employees would be more open to share their ideas because the manager is the one who is initiating the conversation. Keep up the morale of the organization The manager himself should show enthusiasm and interest in leading the organization towards its goals so that they would be motivated to do work. Morale is very important because this is a mental and emotional condition on which an employee believes that he is able to accomplish his tasks. This does not only pertain to the present state but this extends to his future well-being. Being able to keep up the morale of an organization requires them to know the specific goal that they should accomplish; to know that they would be able to achieve the goal despite of its challenge; to know that they are committed to accomplish the task at hand; and to know how their superiors feel about their performance. The team only saw morale when they talked about the accomplishment of quotas. The team suggests that they can further boost their morale by conducting surveys so that they will know what points does the organization needs to improve on; adding spice to their everyday lives; avoiding unnecessary lay-offs because this will certainly wretch the morale of the organization.

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Appendix Transcription Manager Mr. Augustine Debuqui Student: Personal interview and evaluation, companys examination ahh.. Manager: Naturally, there is the IQ, Intelligence Quotient, and yung skills evaluation. Student: How are we sure that there is no bias? Manager: Syempre there is no bias especially. They have to pass. To pass the companys examination. If they do not pass, then good-by to them. Hahha Even if you are the son of the president of the Philippines. You are not taken in. Student: What specific characteristics to you look on the individual? Manager: Since we are in the service organizationService organization. Um Our normal criterion is we see in terms of personality diba? Courteous and patient with pliant because normally there are difficult clients which we have to attend to and if you are not patient with them. Then, mabubuysit sila sayo. They will ah loss there temper also. Student: How do you judge when an individual is qualified for the position or not? Manager: Oh, how do you judge? They have to pass all the examination. Hahaha, back to, back to the basic ka diba. Examinations and evaluations. Evaluations consist of personality din diba? Personality assessment.. Student: Does the bank have complete criteria in evaluating job performance? Manager: Oh yes we have. For every position we have, What important performance upgrade sa review every quarter. Every quarter, every three months yan, we perform appraisal. Manager: Performance appraisal review. Manager: What are some subject criteria of evaluation? Sino ba, sa akin ba ito o sa. Angeli: Sa employees niyo po. Manager: Ahhh. Kung employees yan, meron silang specific jobs e. Manager: Ikaw ba si Marie? Next. Kathlyn: Next set of questions. Manager: Ano naman yan? 22 | P a g e

Kathlyn: This is about teams. Manager: Teams? Kathlyn: Teams, yes, because I think this branch is considered as a team. Manager: Yes. Kathlyn: So umm... Does your organization handle work in a way it is team oriented or individual? Manager: Well this is a working team. It has a specific responsibility to perform like tellers they have to be the one handling all the cash deposits and the withdrawals. There are also other officers, who really are responsible for other work skills like the loans, like the uh placements of the deposits and there are also employees that handles opening of deposits. Iba naman yan.YUng, Doon naman sa accounting, recording naman yan for the whole transactions for the day. So there is one who is actually in the front line, there is the one taking in clients, there is also the recording, and there are sales. Kathlyn: They have different task overall, but what are, what is their main, what is this organization's main goal? I mean what are (...) Manager: Lahat ng organization, as long as these are organized for profit. The main objective is to make the income for the stockholders. Diba? You establish to make income for the stockholders. Ah, we are different from other organizations like (...) organization. We are charitable institutions. We are establish for (...). Basically, yun ang aming onbjective. All our work is to be should make income to the stockholders. Or else, we don't have any reason we should be built. Kathlyn: What problems do you encounter within the teams you handle or within this team? Manager: Well, sometimes may mga ano rin dyan. They not much a kasi these are people e. People a, so we have problems also with people. Sometimes they are absent also. Sometimes they don't feel like working. So, we have to motivate them because of the time. People pa e. Kathlyn: What are the things, what are the ways you want to motivate people. The ways you want to motivate these employees? Manager: Motivate, you treat them out, don't forget their birthdates, memorable events in their lives you should attend like baptismal of their children or birthday's of their children if you're invited. Small things like when they're from time to time when you are on vacation, when you come back you buy something for them. Pasalubong, parang si Marie, papasalubong para sa akin. Kathlyn: Since your organization has a lot of branches scattered across the country, does this branch compete with other branches? 23 | P a g e

Manager: Ah yes, we compete with one another. In terms of deposits, in terms of loans Kathlyn: So you're comparing with other branches. Manager: We compare our productions with other branches also. We want to be number 1 always. Kathlyn: If you're number one, what will happen? Will this bank be popular? Manager: Hindi naman. It feels good and a because you attain that kind of status, and then when you're number one, actually, you get a bigger amount of bonuses and rewards from the sales. Kathlyn: If may I ask, what are the bonuses? Manager: Those are money in terms. This are bonuses,(..) or (...) these are only monetary considerations. Ah, don't ask me how much. Baka sabihin ko sa inyo isang milyon. HIndi ka na maniwala. Katelyn: But is there a non-monetary reward? Manager: Non-monetary rewards, in the sense na you have fulfilled a the objective of the organization. Kathlyn: The diversity of the organization also may help or bring the weakness in it. Basing on this, is your staff compose of various races, age and gender? Manager: Makikita mo sa kanila, iba-iba naman sila. You can see, they are over different ages also. Tellers, ahh younger. Isa dyan yung lalaki young years. Sa accounting medyo a little a older, and then the officers (...) man, ano na yan mga middle age na yan. Kathlyn: But they're all filipinos? Does the diversity affect the way things work here? Manager: No. Kathlyn: Ok, As a manager's work, a manager's work is hard perhaps you may have lives and cascading stress attacks. However, as a part of this branch and the staff you handle, what are the approaches you do for the branch to work effectively? Manager: Naturally you have to have vision. Yun yung kailangan sa isang leader. You have to have vision, and then you should have the integrity. They should know that you are really reliable and you want to be, you want to reach that goal of your organization because that is vision. What is your vision for your organization, and which that will be the one that will guide you in any matter. Kasi yan na yung path mo e, you want to be like this. So you don't want to go astray on that a vision. All your efforts will be yeild on to that objective of the organization, and you should always tell them that this is what we want to achieve. So that they themselves would work for it. Kathlyn: To be specific, what is this vision? 24 | P a g e

Manager: Marami kaming vision. We want to be number one in the area; we want to increase deposit this month. If we are now say for instance a 500 million, we want to reach another 500 million so want to be a billion... branch like that. -------------------------------------------------------------------------------------------------------------------------------------Manager: Bali suspension if they do not come up with the desired result or the error, they have to pay for the errors or mistakes, punishment yan, or they are suspended for several days. Oh and then, If that is grave offence, then they are dismissed from the bank. Kendrick: What do you do when an employee achieves a certain goal laid by you or the branch itself? Manager: We have our reward system e. Either we give then promotions or merit increase which are expressed in monetary terms. Bigyan namin sila ng additional 300 a month that would amount to about 3600 a year or 500 depending on the situations. 1000 a month depende sa situation. Kendrick: In connection to Maslow's Hierarchy of needs, do you meet their Physiological, Safety, Belongingness, and Esteem needs? Manager: I think so, I think so naman. Mukahang happy naman sila dito sa akin. Unlike in other branches. What I treat them as a, I treat them well diba? Libre dito sila ng, kalimitan dito may pagkain ako dito sa kanila. I treat them food, I treat them to lunch, I treat them to mirienda, I treat them out. Kendrick: What makes Allied bank stand out from the rest of the other competitors? Manager: What makes Allied bank different from other competitors? Well, sabi ng mga cliente, they are treated, here in our office, well. That is why they stick to our bank most of the time. Sa mga ibang bank, napakaimpersonal daw ang treatment sa kanila. It is like any other organization or a restaurant. When you go to a restaurant and you are not treated well, naturally you will not come back to that restaurant. Right? But if you are well received in your first visit to that restaurant, naturally you still would want to go to that restaurant and patronize them and probably even tell your friends to go to that place also. Yun yung referrals. () Kendrick: Are there any different services that Allied Bank or the company gives to the customers or the people? Manager: Marami naman kaming mga service. Ano pa, we have our credit cards, we have our housing loans, we have our financing, we have our import export business transactions which we offer to our clients, we have our commercial loans, we have our deposits, mga ganon withdrawals, we have our trust placements money market placements. So plenty of services to offer to our anyone 25 | P a g e

Transcription Assistant Manager Mrs. Karina Carino 1. Do you love your work? Of course 2. What is your work all about? I am the sales service officer of the bank which includes like operations and marketing so Im helping sir jun with the marketing and im also in charge of the branch operations 3. What are the values you need to uphold as an employee? Of course, you should be committed to the bank and you should be honest. Kasi honesty number one yan. Dapat kailangan ng isang employee ng banko. 4. Do you suggest possible improvements or ideas to someone who is in higher authority? As far as sir jun is concerned, wala naman kasi both of us are helping each other. Like Im helping him through marketing and he also oversee the operation as a whole 5. Is the higher authority accessible when he is needed? Or do you still go for an appointment? Of course very much. All the time. Except for weekends 6. Do you believe this hierarchy of power is needed in order to establish order? Of course, in every organization dapat meron subordinates and superiors 7. Do you identify yourself with the company? Why or why not? Yes. Of course. Well Ive been here for more than 17 years. Im planning to have a retirement soon sana. 8. Do you share strong feelings to the organization? Yes. Kasi naman all of us coordinate with each other. Like through our area managers..area heads Meetings, we see to it regarding the quotas. We make sure that all is well, kasi .. pera dapat wlang nangaingailan. 9. Do you consult others when making decisions? Or do you just do it by yourself? No, all of us kahit mga staff normally have meetings monthly meeting. And brinobrought up naming all of our concerns tapos sila din may concerns regarding the operations, sa banko even personal nabroubrought up rin sa meeting. So lahat ng decisions naming nila sir jun and mga officers dito kasama lagi. 10. Do you prefer to work hard and to have a good life after or do you prefer to work within your capabilities and to live a normal life? Why is it so? As a person I want to work hard now and enjoy my future with my family. Sympre because I can retire early malakas pa ako d pa ako ugod ugod. Pde pa ako matravel pde pa magenjoy unlike pag pabaunging bunging ka lang. later on. Wala 11. Are you ambitious to achieve your goals? Of course I have all my ambitions not only for me but also for my family. I have 2 kids gusto ko makapagtapos sila ng pagaaral. And then eventually kasi my husband is at America 12. What is your motivation when you work? Is it the reward that you will receive after or is it the service that you bring to people that is valued? Anu ba motivation ko.. For a good career tapos parang the passion to work. Kasi d naman kami magtatagal kung hindi ko gusto ung work 13. Do you value time? Yes. Of course 26 | P a g e

14. Do you take risk or avoid them? Why or why not? Avoid them. Kasi in every day you live there is a risk. Magmaneho ka lng jan or tumawid ka theres a risk. So you have to avoid them. In case of the bank, ang risk mo dun na involve is yung to safeguard ung deposits ng mga accounts naming. Ang number one jan is lagi kang aware. 15. Should you strictly follow rules that were implemented? Or do you still find your way out if you find something that is against your belief? No. We have bank policies here so dapat sundin xa. As much as possible, but there are also exemptions like you have to adjust to your clients need but not all the time kasi dapat nakaconfide ka parin sa strict policies ng banko. Im not bothered about it. 16. Do you believe the decisions that are made should benefit the organization in the long run? Or decisions can be made for the advantage of the present because decision can be changed after? Of course 17. Do you think that education was a factor that was considered when you were hired in your position? Yes. Number one. Especially dito sa banko. Before we are hiring ng mga ibang courses unlike now meron nang mandated ang bsp na it should be business course. 18. Is education enough to deal with the everyday requirements of your job? Or do you need to have good interpersonal skills to be able to do your work? No. education that you got from school parang anu lang un eh. On your day to day activity doon maeenhance ung skills mo towards you job. Its experience mostly 19. Do you think its important to be able to manage your emotions while working? why or why not? Yes. Kasi like what if xmpre. Minsan may problem aka tapos dala dala mo at work. Mablablanko ka. So dapat isasantabi mo lang siya 20. So are you encountering interpersonal conflicts within the bank? No Student: Do you often stay up late at night to accomplish the task thats needed to be done? Employee: For my office? for my work? Student: Yes. Employee: No, I dont bring my work at home yeah its my family kasi according to (.) youre not an efficient worker if you work after the banking ahh.. After the working hours beyond that hindi kana efficient hindi kana effective (). Student: Do you have lot of friends here. Employee: Yeah. Student: Despite knowing that the job that you are in right now may subject to change are you still willing to build a good relationship Employee: With? Student: With your coworkers? Employee: Of course. Kailangan mo yan. Student: Do you think that you are competent as an individual at work even if you are not sociable enough? Employee: No, Ofcourse. Pero Im not so sure effective ba o hindi? Student: Do you have training before you enter this job? 27 | P a g e

Employee: uhh.. I At first I worked as a teller uhh.. of course may training but dahil meron silang tinatagong procedures on how to process deposits, payments pero hanggang sa makarating ka dito as an officer(..) Student: Did your manager explain to you how is your performance rated? Employee: Yes. Every time. We have quarterly updates. [rating] Student: Did your manager demonstrate correct work procedures? Employee: What do you mean correct work procedures? E kasi hindi naman a manager ang manager a nagtuturo on how you do it yung kung staff ka you should be told on how to process, how to do it pero as an officer you have to know why you are doing it? so its not the() kasi sa staff nila hindi delicate kung ikaw lahat ang gagawa wala ka ng matatapos so normally ang branch manager tsaka decision maker. Student: Does your manager listen to the employees problem? Employee: Yes. Very fatherly panga siya laughs. Student: Are you sure that you will get that what you are expecting based on your performance? Employee: Underpaid ganun laughs. [expectation] Student: This is for study. Employee: Hindi, marami naman kaming benefits when it comes to ano sa banko enjoy naman ako. Student: Do you compare the amount of effort you exert to the amount of reward you receive in terms of salary to the other coworkers? Employee: Ay hindi, I never compare. Student: How do you know that what you got was fairly base? Employee: Umm.. Basta happy nako laughs.[doubts] Student: So youre not thinking about it anymore ok. Student: uh.. Does your manager reward you every time you have done something great? Employee: Yeah. Reward in terms of encouragement. Pero di monetary laughs. [doubts] Student: Were you motivated to perform better for the()? Employee: Yes. Of course. Student: one page nalang. Employee: Are you satisfied with your supervisor? Student: Yes. Student: Does he update you with how the company is going? Employee: Yes. We talk about it often kasi we have a contact to market yung mga deposits Student: Does your manager show support when you leave() Employee: Yes. Ofcourse 100%. Student: Do you see your job as something that is done in a skip. Student: Do you have high moral with your coworkers? Employee: Yes. Student: Does your manager give you specific or challenging goals? Employee: Yes. Student: What are these challenges? Employee: These are those like kailangan mas() company lang um syempre kung panu ku patratrabahuuin kasi um yung sa pagmamarket na kung pano mo isosolicit ang isang cliente na nasa ibang bank so panu yun gagawin so minsan meron kami nun ginagawang ganun like meron akong ibang trabaho ngayon its a payroll of 1500 personnels na itratransfer so Im working it out yun ang challenge ko ngayon well, nakakuha naman ako nag positive result from the management so yun hopefully. 28 | P a g e

Student: Do you have experiences when you havent accomplished this goals? Employee: oo. In everything halimbawa sa sampu their are minsan mga half of that will say no sabihin we have that na. We have our own banks. Satisfied na kami pero you will still try balikan mo sya ng balikan kung talagang wala look for somebody new. Student: Are you proud of your companys achievements . Employee: Of course. Student: Do you think that your company is one of the leading banks? Employee: Of course. Kasi when we started we were at the bottom. We only started as allied bank in 1978 so that was the time when we started paakyat na kami ng paakyat other banks naman kasi they are growing because they are merging kasi kami solo lang kami but were going to merge with pnb because it is also acquired by Lucio tan Student: hmm..laughs Employee: Sorry Student: Thank you miss! Sales and Service Manager Mrs. Richelle Mia 1. What are the values that you need to uphold as an employee? [Contemporary work cohorts] First and foremost, for employees especially when youre working in the bank and with respect to our Lasallian motto, we need honesty, integrity of a person. Dapat meron ka nun, kasi lalo na pag sa banko. Within your subconscious na kasi maxado siyang prone sa pera. Everyday expose ka sa pera. Pera ng mga cliente. Iwan iwan lng jan. Kaya kung wla kang honest and integrity as a person mabilis kang magfafall. Kunan mo yan, kupitan mo pa yan. D dapat un. Dapat ang moral value is 2. Do you suggest possible improvements or ideas to someone who is in higher authority?[power distance] Yes, syempre si sir Jun kasi ako assistant lng. So xmpre andun xa sa bank, it should not be ikaw lng. There should be higher ups para at least you do something which conforms sa kung anu ung dapat with the policies of the bank. Kasi mamaya .. sa sarili mo, lagot ka mali ka naman pala. Atska xempre the employees are there to support the branch. Para sa branch yan. 3. Is the higher authority accessible when he is needed? Or do you still go for an appointment?[power distance] Yes, kahit na mga bosses namin. Anjan naman sila. Very supportive sila. 4. Do you believe that this hierarchy of power is needed in order to establish order?[power distance] Yes 5. Do you share strong feelings to the organization or do you have emotional dependence to it?[power distance] Basta anu naman eh. Its more on, parang lahat ng ginagawa namin. Dapat lahat yan para sa bank. Parang for the betterment of the bank or the branch. So whatever emotions you have, first and foremost it should be for the better of the bank. 6. Do you prefer to work hard and to have a good life after or do you prefer to work within your capabilities and to live a normal life? Why is it so?[quality vs quantity of life] 29 | P a g e

7.

8.

9.

10.

11.

12.

13.

14. 15.

Yung totoo, gusto ko lang magwork na parang nagbibihis ako. Pag nagwowork not naman so hard. Dont push yourself to the limit. Yung tama lang baka naman maburn out ka eh. Kasi sa banko, if you will try to work in the bank, stressful sa bank Are you ambitious to achieve your goals? [individualist vs collectivist] Not so kasi anu eh, day to day lang naman. Kasi maxado ka naman piling kung maxadong ambitious. Kasi may naremember ako, may nakasabay ako, iniinterview siya. As in inaano xa ng mga bosses kasi maxado xang ambisyosa. So di siya nakapasa. Ayoko ng ganun. Tama na ung ganito, ung one day at a time and work hard. Kasi kung para sayo naman, para sayo. What is your motivation when you work? Is it the reward that you will receive after or is it the service that you bring to people that is valued?[motivation] Im very happy if the people are happy with my service. Do you take risks or avoid them? Why or why not?[uncertainty avoidance] When youre working naman, napakaraming risks. Example may magwiwithdraw, ssbhin niya, nanay ko po yan mahina na gnyan. Anu ba yan? Papayagan mo yan o hindi? Eh hindi mo maintindihan, pirma bay an ng nanay niya or finorge lang. Sometimes you have to assure as an officer. Ang ako, katwiran ko kasi, kung kaya ko naman bayaran pa. dedecisionan ko yan. I will also have to consult the higher ups, like Sir Jun. pero kung kaya naman within ng power and authority ko, why not? Kasi you have to do the decision as an officer, although it must be in the policy and procedures of the bank. Should you strictly follow rules that were implemented? Or do you still find your way out if you find something that is against your belief?[] Actually, when youre working by theory, you have to stick with the policies. Pag something happened, tapos puputok. Lagot ka. Wala kang trabaho, ganun kabilis ang banko. Do you think that education was a factor that was considered when you were hired in your position?[general cognitive abilities] Yes very much. Sobra to the max. Everytime na mahihire ko. Kasi this is my third time, ang akin resume laging tinitignan yan. Mas maganda mag masteral pag nagwowork ka na. although mas nakakapagod siya, kasi may trabaho ka na tapos nagiisip ka pa. pero magnda, kasi it is applicable and naapply mo ung naaral mo against doon sa ginagawa mo. So nakikita mo, anu ba ung practice and anu ba ung reality. Is education already enough to deal with the everyday requirements of your job? Or do you need to have good interpersonal skills to be able to do your work?[emotional intelligence] Not really Do you think that you are competent as an individual at work even if you are not sociable enough?[maslows] Yung pagiging competent, I think hindi naman Ako ba dapat mag anu nun? Siguro ung mga boss ko na ung magdedecide kung I am competent or not. With the things that we receive naman, I think lumalabas dun ang pagkacompetent mo. Kasi binibigyan kami ng mga bonuses eh. Did your manager explained to you how is your performance rated?[vrooms] Yes. Dapat Does your manager listen to the employees problems?[vrooms]

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16.

17.

18. 19. 20. 21. 22. 23. 24. 25.

26.

Yes. Mabait yan si sir Jun Are you sure that you will get what you are expecting based on your performance at present?[] Actually hindi, pero at least Im happy. Ung parang ineexpect mo na ano, pero hindi eh. Ung totoo un. Pero ever since 1994, Im working in a bank. 20 years na, putol putol un. Do you compare the amount of effort that you exert to the reward that you receive in terms of salary?[equity] Kasi pag sa trabaho, kapag un ang cinonsider ko, parang d ka na magtratrabaho. Gnun talaga eh, its really like that. D nmn kau sabay sabay na in. IBa iba ang level. Pero its okay, kasi kung un ang iisipin mo, maxadong monetary ang iniisip mo sa work, hindi tatakbo ng maganda ang buhay natin. How do you know that what you got was fairly based?[] From my previous company Do you compare your salary with other employees?[] Nagtatanungan lang kami, pero walang halong inggit. Ganun kasi talaga eh. Does your manager reward you every time you have done something great?[reinforcement] Mabait si Sird xa harsh. Okay lang. Its for me to connect . Does he update you with how the company is going?[behavior|Job satisfaction] Okay naman ang branch naming. Number 3 kami sa aming region. Db naman. Does your company provide space for self-improvement?[job satisfaction] Oo. Ung mga batang yan. May mga schedule sila para mapromote sila. Officer training. Do you have the freedom that you desire at work?[job involvement] Yes Does your manager give you specific or challenging goals?[] Yes Are you easily discouraged when you are unable to achieve your goals?[] Nakakadiscourage lang kapag halimbawa may target kami tapos hindi namin nameet. Yun ung Nakakalungkot. Do you think that your company is one of the leading banks in the Philippines?[org commitment] Allied Bank is owned by Lucio Tan. He is one of the typhoons in the Philippines. Im proud of this company.

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References: Allied Bank and PNB merge to form 4th largest bank(2009) in Allied Bank Philippines Retrieved November 18, 2011 on www.alliedbank.com.ph/insidesection.php?level=2&secid=413&secpid=5 Lucio Tans Success Story(2011) in Millionaire Acts Retrieved November 18, 2011 on www.millionaireacts.com/919/lucio-tan-success-story.html Top Banks in the Philippines (2011)in Mukamo Blog and Forum Retrieved November 18, 2011 on http://www.mukamo.com/top-banks-in-the-philippines-2011/ Sweetheart Deal (2011) in The Free Dictionary Retrieved November 18, 2011 on http://financial-dictionary.thefreedictionary.com/Sweetheart+Deal List of Presidents of the Philippines (2011) in Wikipedia Retrieved November 18, 2011 on http://en.wikipedia.org/wiki/List_of_Presidents_of_the_Philippines

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