ON LEADERSHIP - WHAT KIND ARE YOU?

What is Leadership?

Leadership is about encouraging others to maximize their efforts in order to achieve the goals.

Being a Leader and Being a Manager – What is the Difference?

A Manager is not always a leader yet a Leader has the potential to become a good Manager. Being a Leader and Being a Manager is a totally different thing. What makes the difference is the way they execute things. A manager just plans and organize while a leader has that innate ability to motivate and inspire people to work together at their best in order to arrive at a common goal.  

A manager becomes more effective when he is a good leader. Or is it more correct to say that a leader should also possess a managerial qualities in order to become a good one that executes, inspires and motivates.

Indeed, in a professional setting , a successful manager should have both a combination of the qualities of a manager and a leader. Both of them works with people. The only difference is that a manager sees people as the means to achieve something while a leader sees people as the reason or the cause from which a vision is carried on.

According to my research there are 6 leadership and management styles, but there is a need to bear in mind that these styles should be adapted depending on the demands of the situation, the requirements of the people involved and the challenges facing the organization.

1. The DIRECTIVE (Coercive ) style fosters immediate compliance from the employees:

·         It closely controls employees.

·         “Do it the way I tell you”

·         Motivates by threat and discipline

·         This one becomes effective when there is a crisis and when deviations are risky.

·         It is not effective when employees are not that knowledgeable or underdeveloped. There is no much learnings from this style.

·         Also not effective when employees are highly skilled. They would end up frustrated and not agreeable with micromanaging.

(From Wikipedia: In business management, micromanagement is a management style whereby a manager closely observes or controls the work of subordinates or employees.)

2. AUTHORITATIVE – provides long – term direction and vision for employees.

·         Firm but fair manager

·         Gives employees clear direction

·         Provides persuasion and feedback to motivate

·         It is effective to use when there are clear directions and standards needed and of course, when the leader is credible.

·         When employees need thorough guidance on what to do, then this approach is not effective.

·         It is not effective too, when the leader is not credible.

3. AFFILIATIVE – loves to create harmony among employees and between manager and employees.

·         People first, Task second

·         Emphasizes good personal relationships among employees and always try to avoid conflicts.

·         Keeps people happy to motivate

·         Becomes effective when used in combination with other styles but if performance is not satisfactory, it is not effective.

4. PARTICIPATIVE – builds commitment and consensus among employees.

·         Gets inputs from everyone and motivates by rewarding a team effort.

·         It is effective when all works as a team and there is a good working environment.

·         It is not effective when there is a lack in competency among team members.

5. PACESETTING – gets the task done to a high standard of excellence.

·         A do it myself as in performs task personally and expects others to follow

·         Setting high standards and expectation of self-direction is the way of motivation.

·         It is only effective when one is managing a group of experts and when there is little guidance required.

6. COACHING – long term professional development of employees is the primary objective.

·         It helps and encourages employees to develop their strengths and improve their performance.

·         It concentrates on developing the employees’ abilities and strengths.

LEAVES WITH PAY

Taking leaves from work is one of the benefits of employees and is also one of the important part of ones career. When one take time off from work,  it makes them more productive. That should be the main purpose of leaves. But mostly, employees take leave of absence because of illness, to attend to emergency errands like paying up the bills and worst, some use it for applying to a job in another company.

So what are leaves by the way? Leaves are days when employees may still be paid despite their absence from work.  There are two kinds of leaves – that allowed by law and that one called as “ Best Practices” wherein the employer may add (not subtract) to these leaves out of the goodness of their heart or under a negotiated Collective Bargaining Agreement (CBA).

Mandated by law:
1. Service Incentive Leave (Article 95 of labor code) - Every employee (subject to the exceptions below) who has rendered at least one year of service is entitled to yearly service incentive leave of five days with pay.

“At least one year of service” Meaning

The term “at least one-year service” means service for not less than 12 months, whether continuous or broken.

The 12-month period shall be reckoned from the date the employee started working, including authorized absences and paid regular holidays.

However, where the operation of the establishment as a matter of practice or policy, or that provided in the employment contract, is less than 12 months, such period shall be considered as one year.

(with exemptions : For many companies, the 5 days SIL is already covered in 15 days Vacation leave)
2. Maternity Leave (RA 1161, as amended by RA 8282) Art. 133 - Under Article 133(a) of the Labor Code, “Every employer shall grant to any pregnant woman employees who has rendered an aggregate service of at least six months for the last twelve months, maternity leave of at least two weeks prior to the expected date of delivery and another four weeks after normal delivery or abortion, with full pay based on her regular or average weekly wages.”

From the above provision, a qualified pregnant woman employee shall be entitled maternity leave of at least two weeks prior to expected date of delivery and another four weeks after normal delivery or abortion. That’s a total of six weeks maternity leave.

3. Paternity leave (RA 8187) - Paternity leave refers to the benefits granted to a married male employee in the private and public sectors allowing him to take a leave for 7 days, with full pay, for the first 4 deliveries of his legitimate spouse with whom he is cohabiting.
4. Parental leave (for solo parents) RA 8972 (Republic Act no.8972) Section 8. Parental Leave. - In addition to leave privileges under existing laws, parental leave of not more than seven (7) working days every year shall be granted to any solo parent employee who has rendered service of at least one (1) year.

For more information on the solo parent act, check out this website:http://www.lawphil.net/statutes/repacts/ra2000/ra_8972_2000.html

5. Leave for victims of violence against women and heir children (RA 9262) SEC. 43. Entitled to Leave. – Victims under this Act shall be entitled to take a paid leave of absence up to ten (10) days in addition to other paid leaves under the Labor Code and Civil Service Rules and Regulations, extendible when the necessity arises as specified in the protection order.

Any employer who shall prejudice the right of the person under this section shall be penalized in accordance with the provisions of the Labor Code and Civil Service Rules and Regulations. Likewise, an employer who shall prejudice any person for assisting a co-employee who is a victim under this Act shall likewise be liable for discrimination.

6. Magna Carta of Women (Republic Act No. 9710) – is a comprehensive women’s human rights law that seeks to eliminate discrimination against women by recognizing , protecting , fulfilling and promoting the rights of Filipino women, especially those in marginalized sector.

In this Republic Act 9710, women are given  a Leave Benefits of two (2) months with full pay based on grossly monthly compensation, for women employees who undergo surgery caused by gynecological disorders, provided that they have rendered continous aggregate employment service of at least six (6) months for the last twelve ( 12 ) months.

For HR people, it is important to note that HR records/database are checked and consolidated to eliminate double compensation. Like for example, in granting of sickness benefit, employee must have used up the company leave benefits with pay before he/she can avail this from SSS.

Best practices
1. 15 days Vacation, 15 Days Sick leave, 3 days emergency leave
2. Modified Service Incentive leave that allows more flexible use of leave credits
3. Birthday leave
4. Bereavement Leave - practices vary from one company to another. The one i know gives one day with pay.

In other companies , Bereavement Leave is being administered wherein the number of days is dependent on the location.

Ex. 5 days if within Metro Manila or within ___ km radius from the workplace
7 days if outside metro Manila or outside ___ km radius from the workplace

There are some that the number of days is dependent on the employees' relationship with the deceased.

Ex. if immediate family - 3 days
if extended family - 1 day

5. Leave Commutation and accrual: The practices of companies vary as well. I guess the main determinant is a business need. The company should also balance the real need of employees to take respite from work, otherwise the purpose of offering leave benefits will be defeated.

6. Compensatory Time Off (CTO). In some companies, they grant this. Only for our regular employees who are not entitled to overtime pay (those holding technical/senior administrative positions; those with supervisory tasks; and those performing managerial functions). CTO can only be taken for extra work rendered for the purpose of completing special tasks and/or assignments given or sanctioned by the respective supervisors of eligible staff. The extra work should be performed during the following time periods:

a. On all hours exceeding 12 hours of work (including meal breaks) rendered on regular weekdays.

b. On all hours worked on Saturdays, Sundays and/or legal holidays (excluding meal breaks).

CTO must be taken within 15 days after which it is earned. CTO not taken within the aforementioned period will be forfeited. However, in cases where CTO cannot be taken within this period due to urgent work requirements, special approval is required from the immediate supervisor of the concerned staff. Such special cases must be decided upon within the same 15-day period.

Sources: http://pinoyworkers.weebly.com/leaves.html

ON EMPLOYEE DISCIPLINE – AN EMPLOYEE COMMITTED A MAJOR OFFENSE

ON EMPLOYEE DISCIPLINE – AN EMPLOYEE COMMITTED A MAJOR OFFENSE

Case: A trusted and talented architect of a company had a violation of dishonesty. The violation is punishable with dismissal as per Employee handbook, under Employee Discipline. The said employee is already regular and had been with the company for 10 years. His position cannot be filled-in right away since there is a rarity of Architects in the country. Besides there is an ongoing projects that need to be finished on a specified deadline. Would you imposed or would you consider giving him a second chance?

Giving second chances to employees who have committed a major offense, if improperly handled, may lead to demoralization of the others who have doing good all throughout their employment. Hence, HR people must have to careful on cases like these.

It is such a sensitive issue and must consider many things legal and documented before going the revert of what was already written in the Employee Handbook. Yes, the dilemma is : this Employee has to be dismissed because of dishonesty but it will  be hard to replace him and an ongoing projects have to be finished soon otherwise it may lead to company losses because of lack of qualified manpower.

Some factors that maybe used for reconsideration are following:

1.      The case does not have a strong documentary evidence to substantiate testimonial evidences;

2.    The offense committed did not lead to substantial losses or damage to life or property . DOLE use this sometimes although subjective in nature.

3.    Check the 201 file records of said employee. If it is not so bad, then maybe worth to add as a point in reconsideration case.

Please note that in giving reconsideration as part of Employee Discipline, the whole part of the Committee has to joint force in arriving to a sound decision. Make sure to gather all evidences which places the employee to that Personnel Decision. Also, giving reconsideration doesn't mean not giving the concerned empoyee any punishment. It may just lead to a lighter punishment such as suspension with stern warning of having the second and last chance.

JOB ANALYSIS AND PERFORMANCE APPRAISAL

1. You have been hired as an I/O Consultant by a young, growing software development company, Gotham Software, Inc.  The company started five years ago and has now grown to 50 employees.  The CEO (chief executive officer) has shared with you that the company has outdated job descriptions that are inaccurate and would like to develop realistic job descriptions.  You advise the CEO that your recommendation is to begin with a job analysis for  each position.  The CEO responds, “I’ve never heard of a job analysis.  What is it and what is the job analysis used for?”  Write your reply.

Job Analysis is a way of understanding the task of each employee in order to

identify the KSAOs ( Knowledge, Skills, Abilities and Other Characteristics )

or the major job requirements in order to perform the job. It is always

necessary for an organization to identify the required KSAO for a certain job

in order to have an effective employee. An effective employee is one who

can perform the job well because he has the right skills and knowledge to go

through it. Another use of Job Analysis is to determine the KSAO of

employees that needs to be developed in order become more effective in

their jobs.

Through job analysis, a job description is formed to be the basis in the

selection of the right candidate. One can be able to determine whether the

KSAO that a new employee can bring to the company is already enough to

effectively handle the new job. This is where the training part intervenes.

Selection and Training fit together. While it is clear that a new employee

already possessed the KSAO, training could help in further enhancing it. 

2. Congratulations!  Your job analysis was so successful for Gotham
Software that you have been retained for another project.  Currently,the company has no formal performance appraisal/evaluation systembut would like to implement one.  The CEO wonders if a performanceappraisal system is worth the effort.  As an I/O Psychologist, you replythat there are numerous advantages and uses for an effectiveperformance appraisal system.  The CEO states, “I’d like you to putthat in writing for me.”  You share with the CEO that you will provide a
written executive summary detailing the uses and benefits of a
performance appraisal system.  Write your response.

Performance Appraisal is also one of the most important activities in an

organization. Its uses are summarized below:

1.   For Personnel Decisions – it is used as the basis in every personnel

decision like promotion, demotion, transfer, increase in salary or

whatever employee decisions that an employer wants to make. In

effect, all personnel decisions are being done on the basis of the data

produced through an appraisal system in the organization.

2.   For Developmental Purposes – In every performance rating period or

Appraisal period, both strengths and weaknesses of an employee being 

appraised are discussed with them, individually, in order to let them

To know on which areas they are doing well and in which areas they

need to improve more. In effect, when employees do better in their

jobs the organization will benefit more. Hence, performance appraisal

makes the employees perform better.

3.   For Documentation – Performance Appraisal Data when used as the

basis in every Personnel Movement or Decisions makes it safer for the

company not to be sued.