So for continuation let us now move on to management of change and diversity in organizations.

According to James Baldwin not everything that is faced can be changed. But nothing can be changed
until it is faced. So hindi lahat ng nakikita mo ay kaya mong baguhin. Pero wala kang mababago
hangga’t hindi mo siya haharapin.

(Read definition)
Organizational change refers to the actions in which a company or business alters a major component
of its organization, such as its culture, the underlying technologies or infrastructure it uses to operate.
Change is necessary if organizations are to survive and thrive. It is the job of the leader to make sure
organizations change as needed to respond to threats, opportunities, or shifts in the environment.
Leading change in an organization can be one of the most significant challenge faced by organizational
leaders. Because your organization is made up of human beings who have a natural need to react and
adapt to change.
Organization diversity refers to equality of opportunity and employment without any bias because of
the traits like – gender, race, ethnic, sexual orientation. The more a organization is open to
perspectives from people of different backgrounds, the more creative and resilient it becomes.
Diversity not only improves performance but also creates positive friction that enhances deliberation
and upends conformity. Examples of organizational diversity include job function, management
status, seniority, department, and union affiliation.
So Ang Organizatioal change and organization diversity ay dalawang magkaugnay na gampanin ng
pamamahala dahil ang pagsisikap na magdala ng pagbabago sa mga organisasyon ay nakasalalay sa
uri at pag-uugali ng mga tao sa loob nito. Ang pagdadala ng mga pagbabago ng organisasyon upang
tumugon sa mga kakumpitensya sa hinaharap ay maaaring magbanta sa mga miyembro ng kumpanya
at, sa gayon, magdulot ng pagtutol. Ang pag-unawa at pamamahala sa pagkakaiba-iba sa lugar ng
trabaho, samakatuwid, ay maaaring kailanganin upang makatulong na pamahalaan ang pagbabago sa
mga organisasyon.

So we have different types of change:

An organization and its members must constantly improve in order to achieve growth. Changes can
be implemented to help an organization grow. Among the changes that typically occur or are
implemented in an organization are the following:
So yung una is changes in people (read)
So yung isa sa halimbawa ng ginagamit na organizational development techniques dito is yung team
building. Sa team building kasi dito mas napapatatag at napapatibay yung samahan ng isang team o
kompanya at mas napapalapit sila sa isa’t isa sa pamamamagitan ng paggawa ng activities ng sama
sama. Yung ilan pa sa halimbawa ng od techniques ay yung sensitivity training, intergroup
development, process consultation, and survey feedback.
Ito naman yung kurt lewins description of the process of change
So sa unang process is unfreezing, faced with a dilemma or issue, the individual or group becomes
aware of a need for change. So in this process, we need to determine what needs to change, ensure
that there is a strong leadership support, create the need for change, manage and understand the
doubts and concerns.
The next process is changing, the situation is diagnosed and new models of bahavior are explored
and tested. Sa process naman na ito kinakailangan natin mag communicate more often, dispel
rumors, empower action and involve people in the process.
And the last process is refreezing, application of new behaviour is evaluated, and if it proves to be
reinforcing, the behavior is adapted. In this process, we need to anchor the changes into the culture,
develop ways to sustain the change, provide support and training, and celebrate success.

So yung pangalawa naman is changes in structure.

Structural change refers to dramatic shift in the way a country, industry, or market operates, usually
brought on by major economic developments. Structural change is often sparked by technological
innovation, new economic developments, global shifts in the pools of capital and labor, changes in
resource availability, changes in supply and demand of resources, and changes in the political
landscape. For example, the advent of the smartphone was a huge change for both businesses and
consumers as products, such as flashlights and cameras, saw demand wane as their functionality was
readily available to everyone as part of a compact device whose primary use was something else. This
led to the development of applications for everything, including monitoring a bank or commercial
account, finding information, and making purchases.

And yung last naman is changes in technology.

Computerization is the most popular example of technological change. With the use of computer
networks, large amounts of data can be stored, retrieved, and utilized in many different ways — from
the simple keeping of employees’ records to controlling complex equipment. Both large and small
companies now use the Internet to transact business, hence the rise of e-commerce as standard
practice in many firms. It has also created a new group of workers called “virtual workers” who work
from their homes or elsewhere.

Change is considered by many organization members as a threat. It is common for people to fear
changing the status, even if doing so might bring beneficial effects. The possible reasons for this fear
of change are uncertainty, concern about personal loss, pessimism, the belief that it will have
negative effects on the organization, and change in their habitual practices, among others. The
following are required to manage resistance to change:
This diagram above demonstrates how leaders are liable to communicate downward and decide and
execute upward when change permeates the organization. So yung una is education, employees have
to be educated regarding the reasons for and the relevance of change.
The next one is Participation, allow organization members to participate in deci- sion-making related
to bringing change in their company.
Next is Facilitation and support, facilitate and provide new skills training and counselling for
employees to minimize their fear of change.
Next is Manipulation of information, withhold damaging information about change to make it
acceptable to organization members.
And the last one is Selection of people, select people who are open to change to help disseminate the
beneficial effects of change, resistance to change is lessened Coercion – the use of direct threats or
force to make people accept change; however, this method is perceived as a form of bullying, so it is
used only when extremely necessary.

FILIPINO AND FOREIGN CULTURES IN ORGANIZATIONS,

Filipino-owned organizations exhibit a different organizational culture as compared to their foreign
counterparts. Filipino and foreign culture in organizations exert big influence on how managers do
their functions and how their subordinates respond to rules/regulations and leadership styles.
Therefore, organizational culture is a critical factor in numerous organizational endeavors.

Culture can be defined as all the ways of life including arts, beliefs and institutions of a population
that are passed down from generation to generation. Culture has been called “the way of life for an
entire society.” Examples are codes of manners, dress, language, religion, rituals, art.
Organizational culture is the collection of values, expectations, and practices that guide and inform
the actions of all team members. Think of it as the collection of traits that make your company what it
is. A great culture exemplifies positive traits that lead to improved performance, while a dysfunctional
company culture brings out qualities that can hinder even the most successful organizations.
Organizational culture is generally understood as all of a company’s beliefs, values and attitudes, and
how these influence the behaviour of its employees.

SHARED VALUES AND BELIEFS OF FILIPINOS

Different people from around the world have their own set of values or beliefs that they Share and
consider significant as a group or a community. As Filipinos, we are no different from other groups
around the world. Our unique culture also influences our attitudes about work, as well as our habits.

So here are the 3 primary Filipino values:

Social acceptance means that other people signal that they. Wish to include you in their groups and
relationships. Social acceptance occurs on a continuum that ranges. From merely tolerating another
person’s presence to actively. It is the respect that an individual enjoys from others. For example, if
everyone you meets admires you for your talents, attractiveness, youth, charm, coolness, intelligence
or wealth.

Economic Security is the ability of individuals, households and communities to meet their basic and
essential needs sustainably; including food, shelter, clothing, health care, education information,
livelihoods, and social protection. Without basic economic security, people cannot plan for their
future or the future of their children. The lack of security will harm people’s quality of life and lessen
innovation and trust in institutions. Financial anxieties and feelings of economic insecurity have many
other negative outcomes, such as prolonging how long victims of domestic abuse will stay with an
abuser.

Social mobility refers to the shift in an individual’s social status from one status to another. The shift
can either be higher, lower, inter-generational, or intra-generational, and it cannot necessarily be
determined if the change is for good or bad. Greater social mobility has resulted from changes in the
occupational structure, typified by an increase in the relative number of white-collar and professional
occupations, with a decrease in the less-skilled and manual occupations. This has led to higher
standards of living.
Among the examples of Filipino beliefs and practices are the mañana habit, ningas cogon, and Filipino
time.
The mañana habit pertains to the belief that it is alright to postpone work or finish tasks to another
day. Instead of finishing the task at hand, one opts to rest or engage in leisurely activity. So I think
kadalasan sa mga estudyante ginagawa ito yung pinagpapa bukas na lang ng pinagpapa bukas yung
mga gawain hanggang sa mag deadline na sakalang gagawa. On the other hand, ningas cogon is a
Filipino practice that refers to the initial show of enthusiasm over a project during its beginning and
the waning of this interest. Similarly, the energy level of the worker lowers in the course of the
project, hence work slows down.

Knowing their beliefs and values and their cultural dimensions will make it easier for administrators to
manage subordinates and for subordinates to know the management style of their superiors; also,
employees belonging to one culture will have better relations with co-employees belonging to other
cultures because of this. Some examples cited by Kreitner and Kinicki (2013) are the following cultural
dimensions:

Gender egalitarianism is attitudes toward gender equality, and define gender egalitarianism as a
belief that men and women should attain a certain degree of equality within both public and private
realms of society, and that women's status should not depend on their reproductive behavior. For
example, if one is a manager in South Korea, he or she may not worry too much about gender
discrimination and role inequalities since female employees do not mind receiving a job assignment
that will make them subordinates of male employees. By looking at the cultural dimensions and their
scores, managers and employees would have an idea on how to act and handle situations.

Assertiveness is a healthy way of communicating. It’s the ability to speak up for ourselves in a way
that is honest and respectful. Every day, we’re in situations where being assertive can help us — like
asking someone on a date, approaching a teacher with a question, or doing well on a job or college
interview. Being assertive doesn’t come naturally to everyone. Some people communicate in a way
that is too passive. Other people have a style that is too aggressive. An assertive style is the happy
medium between these two.

Performance Orientation is the degree to which innovation, high standards, and excellent
performance are encouraged and rewarded. Countries with high performance orientation value
materialism and competitiveness, and they expect to invest in training to promote performance
improvements. Monitoring performance results facilitates the development of a constant learning
process for the entire organization. A performance-oriented culture not only sets up targets, but also
provide employees the necessary training or mentoring to achieve the performance standards set.

Humane Orientation is the degree to which fairness, altruism, generosity, and kindness are
encouraged and valued is a measure of a country’s humane orientation. In nations with high humane
orientation, individuals are responsible for promoting the well-being of others as opposed to the state
providing social and economic support. Highly humaned oriented behaviors include care, nurturance
and help to others, whereas low humane Orientation involves promoting self-interest and lack of
consideration.