Reviewer HBO groups.

Understanding Group Behavior

Group behavior, emphasizing the definition of a group Group Decision Making
as individuals interacting with shared goals and
identity. It explores the formation of groups based on Group decision-making is defined as the process
common values, interests, and collaboration, where multiple individuals collaborate to reach a
highlighting the significance of group dynamics in shared choice or solution through discussion,
organizational settings. The report delves into group evaluation of options, and consensus building. The
behavior patterns, including activities, sentiments, and key steps involved are: 1) Identifying the problem or
interactions within groups, with a focus on communal opportunity, 2) Gathering information, 3) Generating
labor, protests, and patriotic actions. It stresses the alternatives, 4) Evaluating alternatives, 5) Making the
importance of group behavior in influencing team decision, 6) Implementing the decision, and 7)
performance, decision-making, creativity, and overall Monitoring and evaluating the outcome.
organizational effectiveness.
The advantages of group decision-making include
access to more information, diversity of views, greater
acceptability, expert opinions, increased degree of
Stages of Group Development involvement, and encouragement of people's
Stages of group development, which refers to the participation. The disadvantages include being time-
sequential phases that teams or groups typically go consuming, lack of onus, individual domination,
through as they form, mature, and dissolve. It compromise decisions, high costs, and potential for
introduces the concept and credits Bruce Tuckman for groupism.
introducing these stages in 1965. The stages include
forming, storming, norming, performing, and key challenges in group decision-making, such as
adjourning/mourning. The content explains each stage communication barriers, conflict and disagreement,
in detail, highlighting the behaviors, roles, and groupthink, dominance and power dynamics, time
interactions within the group. It emphasizes the constraints, lack of expertise or knowledge, group size
importance of understanding group dynamics for and dynamics, risk aversion or escalation of
effective collaboration, leadership development, and commitment, and implementation challenges.
organizational understanding. The document also
provides tips for utilizing Tuckman's stages and Finally, the importance of group decision-making is
examples of organizations successfully applying the emphasized, highlighting how it leads to better
model. problem-solving, more information, stronger
. commitment to decisions, fewer mistakes, and shared
risks. The conclusion underscores the crucial role of
group decision-making, especially in complex and
Group Properties high-stakes situations.
**Summary**
The document explores various properties of groups,
including roles, norms, status, size, and
cohesiveness. It begins by defining a group as a Understanding Work teams
collection of individuals who share goals, Concepts of groups and teams, highlighting their
communicate regularly, and are small enough for definitions, differences, and the importance of
each member to interact with all others. The content understanding these distinctions.
then delves into the different types of roles within a
group, such as task roles and social roles, and how The key points are:
they contribute to the group's functioning.
1. Definition of a Group:
The report also discusses the concept of norms - the - A group is a collection of individuals who
acceptable standards of behavior established by the coordinate their efforts.
group. It highlights different classes of norms,
including performance, appearance, social 2. Definition of a Team:
arrangement, and allocation of resources norms. The - A team is a group of people who share a common
document emphasizes the characteristics of norms purpose.
and how they help resolve differences and ensure
uniformity of action within the group. 3. Differences between Groups and Teams:
- Leadership: Teams have rotational leadership,
Regarding status, the content explains that it is a while groups have a designated leader.
socially defined position or rank given to groups or - Accountability: Teams are interdependent, while
group members, which can be either formally or groups are independent.
informally determined. The document then explores - Performance Goals: Teams set their own goals,
the impact of group size, noting that smaller groups while groups have goals set by others.
tend to have more frequent and personal - Purpose: Teams have a specific shared vision,
communication, better coordination, higher while groups have a vision set by the organization.
participation, and greater cohesion. - Boundaries: Teams work beyond boundaries,
while groups work within them.
Finally, the document delves into the concept of - Output: Teams create a single, collective work
cohesiveness, which refers to the degree to which project, while groups produce separate works.
group members enjoy collaborating and are motivated
to stay in the group. It highlights the relationship 4. Importance of Differentiating Groups and Teams:
between cohesiveness and productivity, and provides - Understanding the differences between groups
actions that can build cohesiveness, such as and teams can help improve working relationships
increasing time spent together, rewarding the group and dynamics.
as a whole, and stimulating competition with other - Identifying whether a situation calls for a group or a
team approach can lead to more effective Adjourning
collaboration and productivity.
3. Challenges in Turning Individuals into Team
5. Historical Context: Players:
- Teams have been an effective means for - Individual resistance to team membership
management to democratize organizations and - Influence of individualistic cultures
increase employee motivation, with a history dating - Introducing teams in an organization that has
back a long time. historically valued individual achievement

6. Conclusion: 4. Strategies for Turning Individuals into Team

- Despite the differences, teams and groups are Players:
similar concepts, and it is important to consider the - Reworking the reward system to encourage
implications of one's actions and decisions, as they cooperative efforts while continuing to recognize
can have macro effects on the group or team. individual contributions
- Collaboration, participation, and discussion are key - Fostering an organizational culture that values
to navigating the dynamics of teams and groups. teamwork and collaboration
- Providing training and support to help individuals
develop the necessary skills for effective teamwork
Types of Teams
Different types of teams that can exist within 5. Importance of Transitioning Individuals to Effective
organizations, including: Team Players:
- Leveraging the synergistic effects of teamwork to
1. Functional Teams: achieve greater performance and productivity
- Comprised of members from the same department - Fostering a sense of shared responsibility and
- Share different responsibilities than other members collective ownership of outcomes
- Have leaders or supervisors who designate - Promoting organizational agility and adaptability in
responsibilities the face of complex challenges

2. Cross-Functional Teams:
- Similar to functional teams, but with members from
various departments Transitions in Conflict Thought
- Useful for tasks and projects requiring different
expertise and viewpoints 1. Traditional View of Organizational Conflict:
- Conflict is seen as negative, dysfunctional, and
3. Self-Managed Teams: destructive.
- Employees within the same organization - Main causes identified are poor communication,
collaborate to accomplish a common goal disagreement, and lack of trust.
- Share both leadership and responsibilities - Strategies to mitigate conflict include resolution,
avoidance, suppression, and reliance on hierarchy
4. Troubleshooting Teams: and authority.
- Find solutions for issues that arise within the - Limitations: Oversimplifies conflict, ignores its
organization potential benefits, and misses opportunities for
- Aim to improve processes growth.
- Require strong communication skills to discover
solutions for complex obstacles 2. Human Relations View of Organizational Conflict:
- Conflict is recognized as natural and inevitable in
5. Project Teams: any group.
- Work on specific projects for their employers - Conflict can lead to improvements in group
- Members come from several departments and performance and is considered a desirable state.
perform tasks based on their abilities - Accepts conflict as a crucial aspect of
- Have project leaders who assign responsibilities organizations and believes it can be advantageous.
and monitor work - Suggests methods for handling conflict, such as
active listening, effective communication,
6. Task-Force Teams: collaboration, and compromise.
- Comprise the most efficient employees within an
organization 3. Interactionist View of Organizational Conflict:
- Employees work exclusively on their tasks within - Conflict is seen as a positive force that encourages
the team innovation and change within a group.
- Goal is to complete projects quickly and efficiently - Differentiates between functional and dysfunctional
conflict, with functional conflict contributing positively
- The choice of team type depends on the to group performance.
organization's goals, the nature of the work, and the - Emphasizes the necessity of conflict for effective
required skills and expertise. group performance and encourages leaders to
embrace it as a means of fostering creativity and
innovation.
Turning Individuals into Team Players

1. Definition of a Team:
- According to Stephen P. Robbins, "A team is a The Conflict Process
group of people whose individual efforts result in a
performance that is greater than the sum of those 1. Organizational Conflict:
individual inputs." - Organizational conflict arises due to
misunderstandings, disagreements, and perceived or
2. Tuckman's Stages of Group Development: actual opposition in needs, interests, and values
- Forming, Storming, Norming, Performing, and among people working together.
 - Diverse groups working together can lead to and understanding each other's perspectives.
clashes in perspectives, working styles, opinions, - Bargaining: A give-and-take process to find
beliefs, goals, and values. common ground and reach a mutually beneficial
agreement.
2. The Conflict Process: - Closing the Deal: Finalizing the agreement, either
- Stage 1 - Potential Opposition or Incompatibility: verbally or through a written contract.
Factors like communication, structure, and personal
variables can lead to potential conflict. 5. Challenges in Negotiation:
- Stage 2 - Cognition and Personalization: Conflict - Conflict of interests, communication barriers,
issues are defined, and emotions play a major role in power imbalances, emotional dynamics, and time
shaping perceptions. pressure.
- Stage 3 - Intentions: Parties decide on conflict-
handling intentions, such as competing, collaborating, 6. Negotiation Skills:
avoiding, accommodating, or compromising. - Communication skills, active listening, problem-
- Stage 4 - Behavior: Conflict becomes visible solving abilities, emotional intelligence, flexibility and
through the statements, actions, and reactions of the adaptability, preparation, and assertiveness.
parties involved.
- Stage 5 - Outcomes: Conflict can result in either
functional (constructive) or dysfunctional (hindering)
outcomes for the group. Training and Development

1. Definition of Training and Development:

3. Conflict Resolution Techniques: - Training refers to the process of providing
- Problem-solving, superordinate goals, expansion instruction to upskill employees for their current jobs.
of resources, avoidance, smoothing, compromise, - Development focuses on the broader scope of an
authoritative command, communication, bringing in individual's growth and advancement.
outsiders, and restructuring the organization.
2. Trends in Training and Development for 2024:
4. Functional vs. Dysfunctional Conflict: - Immersive learning experiences using Virtual
- Functional conflict can lead to positive results and Reality (VR) and Augmented Reality (AR)
enrich the group, while dysfunctional conflict can - AI-powered learning environments for personalized
cause discontent and ultimately lead to the dissolution content and assessment
of the group. - Microlearning to deliver information in smaller,
more digestible chunks
- Internal upskilling and reskilling to address skill
gaps
Negotiation - Increased adoption of VR training
- Growing use of training software and authoring
1. Introduction and Definition: tools
- Negotiation is a fundamental aspect of human - Gamification of learning to boost engagement and
interaction, particularly within organizations. accommodate different learning styles
- It is the process by which individuals or groups - Focus on training the next generation of leaders
attempt to reach a mutually agreeable solution by - Emphasis on continuous learning
discussing their needs and proposals.
3. Purpose of Training and Development in HRM:
2. Importance of Negotiation: - Increasing company productivity
- Negotiation is vital for fostering collaboration, - Improving product or service quality
resolving conflicts constructively, and leading to better - Reducing employee turnover
decision-making. - Decreasing costs and errors
- It helps secure better deals with clients and
vendors, create win-win situations between 4. Role of HR in Training and Development:
departments, and lead to fairer compensation - Assessing training needs and resources
packages for employees. - Motivating trainers and trainees
- Designing effective training programs and
3. Types of Negotiation: materials
- Distributive (Positional or Competitive) Negotiation: - Delivering training programs
A win-lose approach where parties try to maximize - Evaluating the process and outcomes
their own gains.
- Integrative (Interest-based or Collaborative) 5. Types of Training:
Negotiation: A win-win approach where parties seek - Orientation training
mutually beneficial solutions. - Off-the-job training
- Competitive Negotiation: An assertive and - Promotional training
aggressive approach that prioritizes one's own - Refresher training
interests. - Cross-functional training
- Compromising Negotiation: A give-and-take
approach that focuses on finding an acceptable 6. Difference between Training/Development and
middle ground. Learning/Development:
- Power-based Negotiation: Reliance on power, - Training is organization-focused, while learning
influence, and advantage to shape the negotiation and development are employee-centric.
process and outcomes. - Training focuses on job-specific skills and
knowledge, while learning and development address
4. Stages of the Negotiation Process: overall personal and professional growth.
- Preparation: Defining goals, expectations, and
contingency plans. 7. Importance of Training and Development:
- Exchanging Information: Presenting initial positions - Reducing production costs
 - Increasing productivity
- Preparing future managers
- Adapting to a fast-changing environment
- Boosting employee morale
- Reducing accidents
- Facilitating career growth
- Increasing earnings
- Enhancing employee safety and morale

Selection Process

1. Definition of the Selection Process:

- The selection process refers to the multiple steps
involved in choosing the right candidates to fill a
current or future job opening.
- HRM plays a role in creating a funnel and guiding
managers in the selection process.

2. Steps in the Selection Process:

- Step 1: Criteria Development - Determining the
desired characteristics and how they will be assessed.
- Step 2: Application and Resume Review -
Screening applications and resumes, often using
automated software.
- Step 3: Interviewing - Selecting candidates to be
interviewed.
- Step 4: Test Administration - Administering various
tests, including drug tests, personality assessments,
and social media checks.
- Step 5: Selection - Reviewing all the gathered
information to make the final hiring decision.
- Step 6: Making the Offer - Developing and
communicating the job offer to the selected candidate.

3. Common Methods Used in the Selection Process:

- Resume/CV Screening - Assessing if candidates
meet the job criteria.
- Personal Interviews - Evaluating candidates'

Performance Evaluation

1. Definition of Performance Evaluation:

- Performance evaluation is a formal and productive
procedure to measure an employee's work and results
based on their job responsibilities.
- It is used to gauge the value an employee adds to
the organization in terms of increased revenue and
overall return on investment (ROI).

2. Benefits of Employee Performance Evaluation:

- Improved communication between employees and
managers
- Building a clear career path for employees
- Checking levels of employee engagement
- Providing feedback for the employee's own
development
- Enabling better resource planning

3. Purpose of Performance Evaluation:

- Provides periodic feedback to employees on their
strengths and areas for improvement
- Helps establish common ground between
employees and employers on performance
expectations
- Aims to improve overall organizational functioning
and customer satisfaction
- Enables managers to conduct frequent training
and skill development based on identified needs
- Helps determine growth opportunities and
motivation levels for employees PPPA
- Allows employees to understand their standing
EVALUATING PROG, POLICIES, RESULT &
compared to others in the organization
 SUCCESS I IN PEOPLE DEV POLICIES objectives, selecting key performance indicators
**Summary:** (KPIs), and conducting baseline assessments to
The document titled "Evaluating Programs, Policies, measure policy impact.
Results, and Success in People Development - Outlines the use of quantitative analysis, cost-
Policies" discusses the importance of evaluating benefit analysis, and qualitative assessment methods
programs, policies, and results in people to evaluate policy results.
development. It emphasizes the need to assess the - Highlights the need for distributional analysis, long-
effectiveness of these policies and programs to term perspective, feedback mechanisms, and
ensure they meet their intended objectives. The continuous monitoring and evaluation.
document explores various aspects of evaluation,
including evaluating programs, policies, results, and
success in people development. It also highlights the 4. **Evaluating Success in EDP**:
ethical considerations involved in evaluating programs - Defines the process of evaluating the success of
that impact people's lives. The document provides economic development policies as assessing the
examples of program evaluation in companies like effectiveness and impact of government interventions,
Google and emphasizes the importance of program programs, or initiatives.
evaluation in people's development policies. - Identifies key challenges in evaluating success,
Additionally, it discusses evaluating policies, key such as time lag, data availability and quality,
metrics, data collection methods, analysis techniques, counterfactual analysis, regional disparities, political
case studies, best practices, challenges in evaluating interference, and changing goals and priorities.
policies, and the importance of evaluating results in - Presents a set of key indicators that can be used
people development policies. The content stresses to assess the effectiveness of economic development
the significance of continuous improvement, policies, including innovation, regional development,
accountability, and transparency in evaluating policies environmental sustainability, economic growth, job
and highlights the challenges involved in evaluating creation, investment attraction, infrastructure
policies, such as data accuracy and reliability, limited development, and poverty reduction.
resources and expertise, and overcoming bias and
subjectivity.

Evaluating Programs, Policies, Results and

Success in Foreign Relations Policies

1. **Introduction to Foreign Policy Analysis**:

Evaluating Programs, Policies, Results and - Foreign Policy Analysis focuses on understanding
Success in Economic Development Policies the decision-making processes, effects, and outcomes
of foreign policy either through comparative or case-
specific studies. It addresses complex interactions
1. **Evaluating Programs in Economic Development among various actors within and outside the state
Policies (EDP)**: influencing these decisions.
- Defines economic development as the sustained,
inclusive growth of an economy involving 2. **Approaches to Foreign Policy Analysis**:
improvements in income, employment, infrastructure, - **Rational Actor Model**: Views foreign policy
and living standards. decisions as rational and calculated actions aimed at
- Highlights the importance of economic maximizing state benefits.
development, which is critical for driving economic - **Bureaucratic Politics Model**: Considers
growth and the development of the society/nation as a decisions as outcomes of competition among various
whole. state entities.
- Outlines the steps for evaluating programs in EDP, - **Organizational Process Model**: Looks at
including: decisions as products of organizational processes and
- Identifying goals and objectives bureaucratic structures.
- Using logic models and theories of change to - **Inter-Branch Politics Model**: Involves analysis
clarify causal links and assumptions based on efforts and cohesiveness among different
- Designing appropriate evaluation plans and government branches.
methods - **Political Process Model**: Focuses on bargaining
- Analyzing results and indicators to determine and power dynamics among various actors within the
program progress and performance political landscape.

2. **Evaluating Policies in EDP**: 3. **Philippine Foreign Policy**:

- Provides a 10-step framework for evaluating - The Constitution mandates an independent foreign
economic development policies, including: policy prioritizing national sovereignty, territorial
- Defining clear policy objectives integrity, and self-determination. Recent shifts include
- Collecting and analyzing relevant data before and a focus on strengthening alliances, particularly with
after policy implementation the United States, and promoting maritime security.
- Conducting cost-benefit analysis
- Evaluating the policy's impact on key economic 4. **National Security Policy (NSP)**:
indicators - Envisions a secure, peaceful, and prosperous
- Assessing distributional effects and long-term maritime nation, emphasizing defense, maritime, air,
sustainability land, and space security. It includes strengthening
- Comparing outcomes with alternative approaches military alliances and enhancing border security
- Soliciting stakeholder feedback through various initiatives.
- Adjusting policies based on evaluation findings
- Communicating the results transparently 5. **Challenges and Issues in Border Security**:
- The Philippines faces issues like drug smuggling,
3. **Evaluating Results in EDP**: human trafficking, and illegal fishing, prompting
- Emphasizes the importance of defining clear requests for increased Offshore Patrol Vessels
(OPVs) procurement. Efforts to counter these indicators, applying analytical methods, considering
challenges include strengthening international ethical and practical issues, and effectively reporting
cooperation and enhancing border control technology. and disseminating findings to inform future decision-
making and policy refinement.
6. **Conclusion**:
- Emphasizes the need for a comprehensive 5. **Critical Ingredients for Success**:
approach to national security, integrating firm stances - Success in education reform hinges on the
on sovereignty with strategic policies and international alignment of various stakeholders, well-designed
support to protect the country’s interests. policies, and effective implementation. Continuous
assessment and adaptation, quality civil service, and
7. **Economic Security and Agriculture**: political alignment around education reform are crucial
- Discusses the impact of foreign relations policies for achieving desired outcomes.
on economic security, focusing on agriculture as a key
sector. It covers trade policies from the pre-Marcos 6. **Methods for Evaluating Success**:
era to modern-day liberalization laws and analyzes - Methods include analyzing assessment results,
the impact of foreign policy on the agricultural collecting feedback from learners and teachers,
economy. conducting research studies, and observing
classroom instruction to gauge the effectiveness of
8. **Trade Policies and Economic Impact**: educational reforms.
- Examines the shift from protectionism to free trade,
highlighting the effects on the Philippine economy, 7. **Challenges in Evaluating Success**:
including trade liberalization's impact and the need for - Evaluators may face challenges such as time lag
participatory planning and investment in research to between implementation and outcomes, unforeseen
support the agriculture sector. consequences, data reliability, and resource
constraints.
9. **Protection of Rights and Welfare of Filipinos
Overseas**: 8. **Best Practices for Evaluation**:
- Outlines the legal framework and government - Best practices include establishing clear
initiatives aimed at protecting overseas Filipino objectives, using multiple evaluation methods,
workers (OFWs), including the key provisions of the continual monitoring and adjustment, and involving
Republic Act No. 10022 and the role of the Overseas stakeholders throughout the evaluation process.
Workers Welfare Administration (OWWA).
9. **Conclusion**:
10. **Challenges Facing Overseas Filipinos**: - The document underscores the importance of
- Highlights challenges such as exploitation, abuse, evaluating educational reform policies to drive
and discrimination faced by OFWs and issues in meaningful change and promote equitable access to
implementing laws designed to protect them. It also quality education. Stakeholder engagement and
mentions efforts to address these challenges, effective communication of results are vital for
including combating human trafficking and providing evidence-based decision-making and fostering a
education programs for OFWs. culture of continuous improvement in education.

Educational Reform Policies Evaluating Programs, Policies, Results and

Success in Monetary and Fiscal Policies
**Key Points:**
**Key Points:**
1. **Educational Reform Defined**:
- Educational reform is characterized as systematic 1. **Fiscal Policy Overview**:
and intentional changes made to the educational - Fiscal policy involves government decisions on
system to address challenges, enhance learning spending and taxation aimed at achieving economic
outcomes, and ensure equitable education for all objectives like economic sector promotion. Programs
students. The reforms target legislation, standards, under fiscal policy target economic growth,
methodologies, and overall policies. unemployment, inflation, income distribution, and
fiscal sustainability.
2. **Program Evaluation**:
- The evaluation of educational reform programs is 2. **Evaluating Fiscal Policy Programs**:
essential for determining their effectiveness. Key - Indicators used for evaluation include economic
aspects of this evaluation include setting clear stability, government budget (revenue and
program goals and objectives, assessing how well the expenditures), automatic stabilizers, and inflation.
program was implemented (implementation fidelity),
analyzing both quantitative and qualitative data, and 3. **Monetary Policy Overview**:
examining the long-term impact on students. - Monetary policy, enforced by the central bank,
focuses on interest rate regulation and money supply.
3. **Educational Policies**: It includes two kinds of policies: contractionary (to
- Educational reform policies are deliberate actions reduce inflation by increasing interest rates and
aimed at improving the quality, accessibility, and lowering money supply) and expansionary (to
equity of education systems. In the Philippines, stimulate economic activity by lowering interest rates).
priorities include updating the K to 12 curriculum with
a focus on foundational skills, improving the learning 4. **Evaluating Monetary Policy Programs**:
environment, upskilling teachers, and engaging - Key indicators for evaluation include money
stakeholders for support and collaboration. stance, inflation rate, exchange rate, and interest rate.

4. **Evaluating Educational Reform Policies**: 5. **Philippine Case Study**:

- Evaluation involves clarifying the purpose and - The presentation delves into the Philippine context,
scope, selecting appropriate data sources and highlighting the importance of fiscal balance for
economic stability, and the use of M3 (total liquidity)
by the Central Bank of the Philippines (CBP) as its
intermediate target, primarily due to the ultimate goal
of controlling inflation.

6. **Evaluating Fiscal Policy in Two Steps**:

- It involves assessing if the policy is sustainable
(ensuring public sector solvency and maintaining
public investment) and if it goes beyond minimum
conditions to meet broader economic growth
objectives.

7. **Evaluating Fiscal Policy Measures**:

- Measures include analyzing economic multipliers
and impact, considering time frame and lag effects,
targeting and distributional effects, and evaluating
implications for economic growth, budget deficit,
inflation, stability, international competitiveness, and
wealth distribution.

8. **Evaluating Monetary Policies**:

- Focuses on price stability, establishing a credible
nominal anchor for monetary policy, and emphasizing
the need for monetary policy to be forward-looking
and preemptive. It also includes tips for evaluating the
effectiveness of monetary policies, such as utilizing
economic models, simulations, and analyzing
historical data.

9. **Conclusion**:
- The document concludes with an emphasis on the
importance of evaluating monetary and fiscal policies
to ensure they effectively meet their goals and
contribute to overall economic health. The evaluation
process is crucial for making informed adjustments to
policies for better economic outcomes.