1. Ingrid Ann T. Mosura
BA Psychology IV
FILIPINO HIERARCHY OF NEEDS AND
MANAGEMENT STYLES
2. HUMAN RELATIONS
Integration of people into a work situation in
a way that motivates them to work together
productively, cooperatively, and with
economic, psychological, and social
satisfaction
3. THREE BASIC WANTS
Economic, Psychological, Social
Create boundaries of employee
human relations
Separate or different for every individual
Results through writing or speaking in ways
that are understandable, accurate and
pleasant to another person
4. FILIPINO HIERARCHY OF NEEDS
Tomas Andres: Management Filipino Style
Derived from Abraham Maslow’s Hierarchy of
Needs
Anchored on the concept of human relations
Stimulus- Organism- Response
Thevariable is the organism: the Filipino who
has a different set of values
5. MASLOW’S VS FILIPINO
HIERARCHY OF NEEDS
Self- realization Needs Pagkabayani
Esteem Needs Social Mobility
Belonging and Social Needs Social Acceptance
Safety and Security Needs Reciprocity
Physiological Needs Familism
6. I. FAMILISM: THE NEED TO BELONG
Family or group serves as:
A defense against potentially hostile world
An insurance against hunger and old age
An eternal source of food, clothing and shelter
An environment where a Filipino can be oneself
Walang masamang atin, Pagpupuno sa
kakulangan, pagtatakip ng kakulangan
7. I. FAMILISM: THE NEED TO BELONG
Implications
Familism can increase worker productivity (utang
na loob)
Familism can promote loyalty given that
company goals are not in conflict with his or her
immediate family or group’s goals
Promotion is appreciated and authority is highly
valued. Tradition, social position and family
name are also important.
8. II. RECIPROCITY: THE NEED TO BE
RECIPROCATED
Utang na loob
Every service received, favor or treatment
accomplished, has something in return
Related to dangal or dignity: A Filipino respects
others but they must also respect him in the
same way
9. II. RECIPROCITY: THE NEED TO BE
RECIPROCATED
Implications
According to Dr. Angelina Ramirez, a Filipino
worker:
Wants to be treated as an individual with
dignity
Wants to carry an open communication and
get feedbacks from those he works with
Wants to be rated high because of the
recognition and promotion benefits
10. Works best with co- workers who are socially
supportive
Wants to be involved in challenging tasks
which provide calculated risks but resistant to
change when he is not yet ready for that new
behavior required of him
11. II. RECIPROCITY: THE NEED TO BE
RECIPROCATED
Hiligaynon translation of the Job Satisfaction
Survey
OriginalFacets: Pay, Promotion, Supervision,
Fringe Benefits, Contingent Rewards, Operating
Procedures, Coworkers, Nature of Work,
Communication)
New Facets: Pay, Enjoyment, Friendly and
Helpful Co- workers, Sense of Dignity and
Freedom, Contingent Rewards
12. II. RECIPROCITY: THE NEED TO BE
RECIPROCATED
Implications:
Fringe benefits are exchanged for output
improvement
Consistency in the superior’s style of leadership is
expected
Management by Objectives (MBO) is preferred:
employees evaluated using a set of determined
objectives
Euphemistic or indirect positive criticism is accepted
Negative criticism should be done cautiously and
indirectly (Parinig, Bato- bato sa langit…)
Friendships inside the organization is important
13. II. RECIPROCITY: THE NEED TO BE
RECIPROCATED
Implications
Negative traits sometimes spring from positive
traits (Ex. Nepotism and Favoritism)
Concept of property (Sakop or Kapitbahay
system)
14. III. SOCIAL ACCEPTANCE
To be taken by his fellows for what he is or
what they believe him to be and be treated in
accordance with his status
Views co- workers as a psychological
investment for future economic, religious and
social, and political gains
Social support is gained through pakikisama
or conformity to the group to make
unanimous decisions
15. III. SOCIAL ACCEPTANCE
Competing for recognition may be punished
by withdrawal of support
Matched Groups versus Diverse groups
16. IV. SOCIAL MOBILITY
Need to belong to a desired social class or
status
Climbing the social ladder
Influenced by money
Low- paid workers strive for an upward
socioeconomic mobility
Promotion by seniority is better that
promotion by performance
17. V. PAGKABAYANI: BEING A HERO
The need to be esteemed and revered
Highest need
Uses the values of honor, dignity and pride
Lies on the value of hiya which means self-
esteem
Encompasses almost
all the Filipino needs
18. OTHER IMPLICATIONS
Timescales and deadlines are flexible
Verbal instructions should be accompanied
by written ones because Filipinos are often
hesitant to ask for clarifications
Decisions are made by the top management
Managers guide their subordinates both in
their business and personal lives