Becoming a leader is a process that begins with individuals who are motivated to lead and committ... more Becoming a leader is a process that begins with individuals who are motivated to lead and committed to learn. Organizations assist them to learn from their environment, their work, and their superiors. The character of a leader is shaped early through experiences in the home, neighborhood, and school. There are many sources of influence—parents, teachers, sports coaches, church leaders, friends, and even enemies. In the workplace, related competencies are acquired through on-the-job learning, exposure to new situations, taking risks, making mistakes, solving difficult problems, self-assessment reflections, conversations with coaches and mentors, and emulating role models. Becoming a leader can flourish in organizations where continuous learning is integrated into everyday practices and part of the culture
The book is a compendium of literature on leadership and local research. The first section on the... more The book is a compendium of literature on leadership and local research. The first section on the ‘Science of Leadership’, presents researches on Filipino leadership that tackles integrity, change, diversity, innovation, execution, team effectiveness, worker engagement and motivation as well as leader development and wellness. The next section ‘Leadership in Context’ captures the science and stories of leadership in various sectors and organizations. Particular focus is given to women leaders, leadership in education, family businesses, and social enterprises as well as leading for sustainability and in times of crises. The third section, ‘Reflections on Leadership’, features personal stories of leaders and their reflections on their leadership practice
The long wait is over. Finally, an organization development (OD) book that is especially develope... more The long wait is over. Finally, an organization development (OD) book that is especially developed for Filipino OD pactitioners. As this book unpacks the rich concept of OD from a Filipino lens, it becomes a valuable and reliable reference for our OD practitioners. This gem of book is a collection of twelve chapters written by Filipino OD practitioners. Each chapter brims with relevant information and insights from a fresh perspectives and with a better appreaciation of OD: from its roots in the West and its growth, adaptation, and practice in the Philippines, via different OD interventions, competencies, education toward a solid future for Filipino OD practitioners. There are local examples, case studies and vignettes, as well as discussion questions to help readers and users understand better key points and concepts. Specially enlightening is the history of OD in the Philippines: how our context and culture have shaped it into what it is today. Recommended to all OD practitioners, aspiring, established, new or seasoned. - Milalin S. Javellana President Organization Development Practitioners Network (ODPN
This study aimed to find out three important characteristics of Filipino employees: motivational ... more This study aimed to find out three important characteristics of Filipino employees: motivational orientation, preferences in types of external rewards and attitudes and perceptions towards performance and rewards. Results reveal that Filipino employees are more intrinsically than extrinsically motivated. However, presented with tangible rewards options, cash is the top choice followed by travel, awards and celebrations, food. The study also shows difference in preference by gender, civil status and income level. In general, Filipino employees believe that rewards should be performance-based and is better measured and delivered on a team basis. They also believe that individual rewards should be given only when the organization performs well as a whole
This study describes how Human Resources (HR) is positioned through stories about the HR Head’s p... more This study describes how Human Resources (HR) is positioned through stories about the HR Head’s participation in top-level management planning and strategy execution activities using the lens of Positioning Theory. Data were gathered through interviews among the HR Heads, Organization Heads and other key members of the Management Team in two organizations recognized as having Strategic Human Resources Units. Results showed that HR was consistently positioned within HR as support service storyline by all of the respondents in an academic institution and within HR as business partner storyline by all of the respondents in the business organization. Thus, HR was accorded varying rights and duties such as adviser, resource person, facilitator, implementer, enabler, and change-initiator according to these storylines. Findings imply that being “strategic” does not follow a specific mould and may mean differently depending on the context of each organization. Analyzing the stories or narratives gave an in depth view of HRs contribution in top-level management activities that likewise explains some of its contribution to the organization’s value-creation process
Professionals in family businesses are reputed to experience unique opportunities and challenges.... more Professionals in family businesses are reputed to experience unique opportunities and challenges. This study compared work attitudes of professionals in family and non-family run businesses. Analysis of survey data collected from 206 participants revealed that professionals in family-run businesses were more empowered, satisfied with their jobs and careers and committed to their organizations compared to employees in non-family businesses even when age, job level, organizational tenure, and firm size are controlled. We suggest that family businesses may have cultures that resonate with values of Filipino workers. Philippine Journal of Psychology Vol.39(1) 2006
This book was especially written for leaders whose task is to ensure viability and success of our... more This book was especially written for leaders whose task is to ensure viability and success of our country\u27s organizations and for those who have taken on the challenge of teaching and developing such leaders. In this book, we present the inspiring journeys of Filipino companies that have experienced rebirth and reinvented themselves despite the odds. We hope that this book will spark new ideas, provoke readers into deeper reflection, or at the very least, affirm with greater conviction that Filipino companies can become globally competitive and sustainable. Our dream is that we can harness the knowledge and insights shared by these Filipino leaders and organizations in order that we can eventually transform our country, one organization at a time
This research examined the challenges, enablers and outcomes of organisation transformation in Ph... more This research examined the challenges, enablers and outcomes of organisation transformation in Philippine local governments. We combined a multi-case study research design and backward mapping approach in collecting and analysing narratives from 55 leaders in 9 Filipino local government units (LGUs) that have successfully undergone transformation. Results show that the transformations of the LGUs appear to have been catalysed by three interrelated elements: vision, LGU leadership and citizen engagement. The transformation in the local governments concentrated on multiple foci of reform including structure and systems improvement, culture change, human-resource development as well as policy and programme development. This holistic approach enabled the transformation of bureaucratic and unprofessional government service to transparent, professional and efficient public service that engendered pride, transparency and social equity. Implications of the proposed model for transforming LGUs and in developing LGU leaders for good governance are discussed.
... Aurora A. Alipao, Renee Fajardo-Valdez, and Mendiola Teng-Calleja Managing Computer Resistanc... more ... Aurora A. Alipao, Renee Fajardo-Valdez, and Mendiola Teng-Calleja Managing Computer Resistance 191 Ma. Regina E. Estuar, Ma. Regina M. Hechanova, Elizabeth Patricia M. Grozman, and John Benedict C. Que Index 209 About the Editors and Contributors 216 Page 9. ...
Leadership & Organization Development Journal, 2021
PurposeThe purpose of the paper is to identify traits and behaviors of organization leaders that ... more PurposeThe purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic.Design/methodology/approachThis is an exploratory qualitative study that utilized online surveys. Data from 155 participants were subjected to content analysis.FindingsSeveral interrelated traits and behaviors of effective crisis leadership were identified. These were clustered into three superordinate themes – attending to the person, taking charge and showing the way forward and sustaining the spirit.Research limitations/implicationsFindings from this paper can be furthered by conducting quantitative studies to validate themes and/or test a conceptual model of effective crisis leadership. Gathering data from other populations at different points in time during the COVID-19 pandemic may also be useful.Practical implicationsA review of leadership development programs and organization norms and values is recommended in order to...
The present study surveyed 954 employees and their supervisors to determine the relationship of e... more The present study surveyed 954 employees and their supervisors to determine the relationship of empowerment with job satisfaction and performance in five different service sectors: hotels, food service, banking, call centers, and airlines. Psychological empowerment was positively correlated with both job satisfaction and performance. Although intrinsic motivation was associated with higher levels of empowerment and job satisfaction, contrary to hypothesis, intrinsic motivation did not moderate the relationship between empowerment and job satisfaction and performance. Men reported greater empowerment than women even when job level and performance were controlled for. Cross-industry analyses indicated differences in empowerment across different types of service sectors with employees in call centers reporting less empowerment compared to employees in hotel, airlines, food establishments, and banks.
Page 1. Ei*!Fr° LEADING PHILIPPINE ORGANIZATIONS IM A CHANGING WORLD RESEARCH AND BEST PRACTICES ... more Page 1. Ei*!Fr° LEADING PHILIPPINE ORGANIZATIONS IM A CHANGING WORLD RESEARCH AND BEST PRACTICES EDITED BY Ma. Regina M. H^chanova Edna P. Franco Page 2. Page 3. LEADING PHILIPPINE ORGANIZATIONS IN A CHANGING WORLD Page 4. Page 5 ...
This book was especially written for leaders whose task is to ensure viability and success of our... more This book was especially written for leaders whose task is to ensure viability and success of our country's organizations and for those who have taken on the challenge of teaching and developing such leaders. In this book, we present the inspiring journeys of Filipino companies that have experienced rebirth and reinvented themselves despite the odds. We hope that this book will spark new ideas, provoke readers into deeper reflection, or at the very least, affirm with greater conviction that Filipino companies can become globally competitive and sustainable. Our dream is that we can harness the knowledge and insights shared by these Filipino leaders and organizations in order that we can eventually transform our country, one organization at a time.
Background and Purpose: Organizations should implement new findings from the field of human resou... more Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer's PEQ was used for the assessment of the psychological empowerment, Spector's JSS for job satisfaction, and Allen's and Meyer's OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of ps...
Becoming a leader is a process that begins with individuals who are motivated to lead and committ... more Becoming a leader is a process that begins with individuals who are motivated to lead and committed to learn. Organizations assist them to learn from their environment, their work, and their superiors. The character of a leader is shaped early through experiences in the home, neighborhood, and school. There are many sources of influence—parents, teachers, sports coaches, church leaders, friends, and even enemies. In the workplace, related competencies are acquired through on-the-job learning, exposure to new situations, taking risks, making mistakes, solving difficult problems, self-assessment reflections, conversations with coaches and mentors, and emulating role models. Becoming a leader can flourish in organizations where continuous learning is integrated into everyday practices and part of the culture
The book is a compendium of literature on leadership and local research. The first section on the... more The book is a compendium of literature on leadership and local research. The first section on the ‘Science of Leadership’, presents researches on Filipino leadership that tackles integrity, change, diversity, innovation, execution, team effectiveness, worker engagement and motivation as well as leader development and wellness. The next section ‘Leadership in Context’ captures the science and stories of leadership in various sectors and organizations. Particular focus is given to women leaders, leadership in education, family businesses, and social enterprises as well as leading for sustainability and in times of crises. The third section, ‘Reflections on Leadership’, features personal stories of leaders and their reflections on their leadership practice
The long wait is over. Finally, an organization development (OD) book that is especially develope... more The long wait is over. Finally, an organization development (OD) book that is especially developed for Filipino OD pactitioners. As this book unpacks the rich concept of OD from a Filipino lens, it becomes a valuable and reliable reference for our OD practitioners. This gem of book is a collection of twelve chapters written by Filipino OD practitioners. Each chapter brims with relevant information and insights from a fresh perspectives and with a better appreaciation of OD: from its roots in the West and its growth, adaptation, and practice in the Philippines, via different OD interventions, competencies, education toward a solid future for Filipino OD practitioners. There are local examples, case studies and vignettes, as well as discussion questions to help readers and users understand better key points and concepts. Specially enlightening is the history of OD in the Philippines: how our context and culture have shaped it into what it is today. Recommended to all OD practitioners, aspiring, established, new or seasoned. - Milalin S. Javellana President Organization Development Practitioners Network (ODPN
This study aimed to find out three important characteristics of Filipino employees: motivational ... more This study aimed to find out three important characteristics of Filipino employees: motivational orientation, preferences in types of external rewards and attitudes and perceptions towards performance and rewards. Results reveal that Filipino employees are more intrinsically than extrinsically motivated. However, presented with tangible rewards options, cash is the top choice followed by travel, awards and celebrations, food. The study also shows difference in preference by gender, civil status and income level. In general, Filipino employees believe that rewards should be performance-based and is better measured and delivered on a team basis. They also believe that individual rewards should be given only when the organization performs well as a whole
This study describes how Human Resources (HR) is positioned through stories about the HR Head’s p... more This study describes how Human Resources (HR) is positioned through stories about the HR Head’s participation in top-level management planning and strategy execution activities using the lens of Positioning Theory. Data were gathered through interviews among the HR Heads, Organization Heads and other key members of the Management Team in two organizations recognized as having Strategic Human Resources Units. Results showed that HR was consistently positioned within HR as support service storyline by all of the respondents in an academic institution and within HR as business partner storyline by all of the respondents in the business organization. Thus, HR was accorded varying rights and duties such as adviser, resource person, facilitator, implementer, enabler, and change-initiator according to these storylines. Findings imply that being “strategic” does not follow a specific mould and may mean differently depending on the context of each organization. Analyzing the stories or narratives gave an in depth view of HRs contribution in top-level management activities that likewise explains some of its contribution to the organization’s value-creation process
Professionals in family businesses are reputed to experience unique opportunities and challenges.... more Professionals in family businesses are reputed to experience unique opportunities and challenges. This study compared work attitudes of professionals in family and non-family run businesses. Analysis of survey data collected from 206 participants revealed that professionals in family-run businesses were more empowered, satisfied with their jobs and careers and committed to their organizations compared to employees in non-family businesses even when age, job level, organizational tenure, and firm size are controlled. We suggest that family businesses may have cultures that resonate with values of Filipino workers. Philippine Journal of Psychology Vol.39(1) 2006
This book was especially written for leaders whose task is to ensure viability and success of our... more This book was especially written for leaders whose task is to ensure viability and success of our country\u27s organizations and for those who have taken on the challenge of teaching and developing such leaders. In this book, we present the inspiring journeys of Filipino companies that have experienced rebirth and reinvented themselves despite the odds. We hope that this book will spark new ideas, provoke readers into deeper reflection, or at the very least, affirm with greater conviction that Filipino companies can become globally competitive and sustainable. Our dream is that we can harness the knowledge and insights shared by these Filipino leaders and organizations in order that we can eventually transform our country, one organization at a time
This research examined the challenges, enablers and outcomes of organisation transformation in Ph... more This research examined the challenges, enablers and outcomes of organisation transformation in Philippine local governments. We combined a multi-case study research design and backward mapping approach in collecting and analysing narratives from 55 leaders in 9 Filipino local government units (LGUs) that have successfully undergone transformation. Results show that the transformations of the LGUs appear to have been catalysed by three interrelated elements: vision, LGU leadership and citizen engagement. The transformation in the local governments concentrated on multiple foci of reform including structure and systems improvement, culture change, human-resource development as well as policy and programme development. This holistic approach enabled the transformation of bureaucratic and unprofessional government service to transparent, professional and efficient public service that engendered pride, transparency and social equity. Implications of the proposed model for transforming LGUs and in developing LGU leaders for good governance are discussed.
... Aurora A. Alipao, Renee Fajardo-Valdez, and Mendiola Teng-Calleja Managing Computer Resistanc... more ... Aurora A. Alipao, Renee Fajardo-Valdez, and Mendiola Teng-Calleja Managing Computer Resistance 191 Ma. Regina E. Estuar, Ma. Regina M. Hechanova, Elizabeth Patricia M. Grozman, and John Benedict C. Que Index 209 About the Editors and Contributors 216 Page 9. ...
Leadership & Organization Development Journal, 2021
PurposeThe purpose of the paper is to identify traits and behaviors of organization leaders that ... more PurposeThe purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic.Design/methodology/approachThis is an exploratory qualitative study that utilized online surveys. Data from 155 participants were subjected to content analysis.FindingsSeveral interrelated traits and behaviors of effective crisis leadership were identified. These were clustered into three superordinate themes – attending to the person, taking charge and showing the way forward and sustaining the spirit.Research limitations/implicationsFindings from this paper can be furthered by conducting quantitative studies to validate themes and/or test a conceptual model of effective crisis leadership. Gathering data from other populations at different points in time during the COVID-19 pandemic may also be useful.Practical implicationsA review of leadership development programs and organization norms and values is recommended in order to...
The present study surveyed 954 employees and their supervisors to determine the relationship of e... more The present study surveyed 954 employees and their supervisors to determine the relationship of empowerment with job satisfaction and performance in five different service sectors: hotels, food service, banking, call centers, and airlines. Psychological empowerment was positively correlated with both job satisfaction and performance. Although intrinsic motivation was associated with higher levels of empowerment and job satisfaction, contrary to hypothesis, intrinsic motivation did not moderate the relationship between empowerment and job satisfaction and performance. Men reported greater empowerment than women even when job level and performance were controlled for. Cross-industry analyses indicated differences in empowerment across different types of service sectors with employees in call centers reporting less empowerment compared to employees in hotel, airlines, food establishments, and banks.
Page 1. Ei*!Fr° LEADING PHILIPPINE ORGANIZATIONS IM A CHANGING WORLD RESEARCH AND BEST PRACTICES ... more Page 1. Ei*!Fr° LEADING PHILIPPINE ORGANIZATIONS IM A CHANGING WORLD RESEARCH AND BEST PRACTICES EDITED BY Ma. Regina M. H^chanova Edna P. Franco Page 2. Page 3. LEADING PHILIPPINE ORGANIZATIONS IN A CHANGING WORLD Page 4. Page 5 ...
This book was especially written for leaders whose task is to ensure viability and success of our... more This book was especially written for leaders whose task is to ensure viability and success of our country's organizations and for those who have taken on the challenge of teaching and developing such leaders. In this book, we present the inspiring journeys of Filipino companies that have experienced rebirth and reinvented themselves despite the odds. We hope that this book will spark new ideas, provoke readers into deeper reflection, or at the very least, affirm with greater conviction that Filipino companies can become globally competitive and sustainable. Our dream is that we can harness the knowledge and insights shared by these Filipino leaders and organizations in order that we can eventually transform our country, one organization at a time.
Background and Purpose: Organizations should implement new findings from the field of human resou... more Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer's PEQ was used for the assessment of the psychological empowerment, Spector's JSS for job satisfaction, and Allen's and Meyer's OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of ps...
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Papers by Bopeep Franco