Alamin kung ano ang 'workplace culture'

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Transcript

00:00Another important

00:02na talakayan ito, lalo na po

00:03sa ating mga manggagawang Pilipino,

00:05yung usapan ng kultura ba sa ating

00:08workplace. Mahalaga po ang pagkakaroon

00:10ng isang maayos

00:12na komunikasyon sa ating pumangkasamaan

00:14sa trabaho. At ipapaliwanag po

00:16ito sa atin ng kasama po nating

00:18mga workplace culture experts.

00:20Sina Bernadette Cordero at

00:22Karen Rescicio para sa Gen Z

00:24Rise and Shine. And welcome

00:26po sa ating programa.

00:27Welcome Ms. Bernadette, Ms. Karen.

00:29Good morning. Salamat.

00:31Salamat sa pagising ng maaga.

00:33Kapag sinabi bang workplace culture,

00:35simulan natin dito, ano bang ibig sabihin

00:37ito? At ano yung magandang signs

00:39na okay yung isang

00:41workplace culture

00:42sa isang opisina o sa isang

00:45pinatatrabahoan?

00:46Joshua and Diana, so when we talk about

00:49workplace culture, let's first

00:51understand it as a whole.

00:53So that, mas ma-understand

00:55natin siya. And in that whole,

00:57meron siyang SEP.

00:58And in that set, meron siyang

01:00set of values, behavior,

01:02attitude, and of course

01:04also yung mga

01:05that will make the employees

01:08feel about the culture and also

01:10kung ano yung may isip nila about

01:11that culture.

01:13Minsan hindi mo siya

01:14makikita eh, but you can

01:15experience it. You can ask

01:17for questions, for example.

01:19You know when you can ask for help,

01:21for example. And you also know

01:23when you can probably fail

01:25but not be judged

01:27by that failure as well.

01:29And if you ask us

01:30on what is

01:32that strong sign

01:33of a great culture,

01:35I would say

01:36it is trust.

01:37And this really

01:38validates

01:39also yung sa

01:40work experience

01:42that we are doing

01:43with organizations.

01:45Trust is

01:47it's really

01:48a trust

01:48and all the other things.

01:50Pag walang trust,

01:51mahina ang foundation.

01:52And in

01:53you know,

01:54in a lot of setting,

01:56you wanna make sure

01:57that there is trust

01:58in organization

01:59and even

02:00in relationship.

02:01So in

02:02that trust,

02:04there are

02:04two things

02:05and I'll be a little bit

02:06technical about here.

02:07So there is

02:09competency-based trust

02:10and second

02:11is the

02:13interpersonal

02:14risk-taking.

02:15So

02:15competency-based trust

02:17is parang tayo here,

02:18we're a teammate,

02:19for example,

02:20and we expect

02:21each other

02:21that we will do

02:22our job

02:22and we know

02:23how to do

02:24our job

02:24because the company

02:25also hired us

02:26because they trust

02:27that we will

02:28do our job,

02:28right?

02:29And the second

02:30one is

02:30but when you talk

02:31about

02:31in organization,

02:33trust in organization,

02:34it's really more

02:35about the

02:35interpersonal

02:37risk-taking.

02:38and when

02:39I say

02:40about that,

02:41it means

02:41that when

02:41I go to

02:42a particular

02:43workplace

02:44or a particular

02:45organization

02:46or culture,

02:47I know

02:48that I won't

02:48be judged,

02:50that it is

02:50safe,

02:51right?

02:51That even

02:52if there

02:53will be

02:54no gossips

02:54about me,

02:55for example,

02:56that I am

02:56valued,

02:57that I am

02:58celebrated.

03:00Parang two

03:00things,

03:01yung usapin

03:02ng micromanaging,

03:03parang ganyan,

03:04kung pinagkakatiwala

03:05mo,

03:05parang tutok-totok

03:06ka sa akin

03:07mga minsan,

03:07ratio yan,

03:07ganyan,

03:08pag-in ko pumapasok.

03:09Kasi isa naman,

03:10ayan na,

03:10kapag pinag-uusapan ka

03:11na sa likod mo,

03:13toxic yan.

03:14pero pag nakatalikod na,

03:15wala ka,

03:15ikaw yung topic.

03:16Yan na,

03:17toxic yan.

03:18So interpersonal

03:20relation,

03:21trust,

03:22risk-taking,

03:23as you know,

03:23it's very important.

03:24Kasi,

03:25you know,

03:25even if meron kang

03:26competency-based trust,

03:28if wala kang

03:29interpersonal risk-taking,

03:31medyo,

03:32it's hard for me

03:33to go with you

03:36in a healthy conflict.

03:37Kasi,

03:37I will be posturing eh,

03:39always have to politic.

03:41Okay.

03:42So,

03:43those are,

03:44so that is a very important

03:45na ingredient

03:46in a culture,

03:48trust.

03:49may mga iba pa bang metrics

03:50para dito sa workplace culture

03:52aside from trust,

03:53Ma'am Bernadette?

03:54Well,

03:55when we diagnose,

03:57when we usually do

03:58workplace culture,

03:59when we help organizations,

04:00we diagnose them eh.

04:02So,

04:03the five factors

04:04are yun,

04:04yung sinasabi ni Karin,

04:05yun yung pinaka-importante.

04:07It's the trust,

04:08the presence of trust.

04:10So,

04:10when there's lack,

04:11yun yung sinasabi ni Karin

04:12na maging problem.

04:14yung psychological safety

04:15ang tawag natin niya

04:16in the workplace.

04:18Am I safe

04:19to be in this organization?

04:20Hindi ba ako

04:21pagchichismisan?

04:22So,

04:23that's the core.

04:24That's the most important one.

04:26And then,

04:26there's the

04:27walking into conflict.

04:29Are you able to,

04:30because there's

04:31psychological safety,

04:32can I

04:32disagree to your

04:34perspective?

04:35Yan,

04:37conflict.

04:37And then,

04:38there's also

04:38commitment.

04:39Commitment to the job,

04:41commitment to the company,

04:42commitment to your role.

04:43And then,

04:44the accountability.

04:45Are you willing

04:45to take accountability

04:46on the responsibility

04:48that's asked of you

04:49to do,

04:49no matter how big

04:50or small that is?

04:51Project ba yan?

04:52Major role ba yan?

04:53And of course,

04:55is the attention

04:55to results.

04:57Because at the end

04:58of the day,

04:59a workplace

04:59needs to have

05:00certain results.

05:01It's a business.

05:02So,

05:02therefore,

05:03there is always

05:04that focus

05:04on the littlest

05:06part of your role.

05:08Task man yan.

05:09Meaning,

05:10kailan mo siyang gawin

05:11on a daily basis.

05:12You know that

05:12this task

05:13is leading

05:14to a result

05:15that the company

05:16needs to have.

05:16And various

05:18naman ang results

05:18per organization.

05:20Alright.

05:20May follow-up lang

05:21doon sa judging part.

05:22Kasi,

05:22is it really possible

05:24na matanggal yung

05:25culture na yun?

05:26Ayun nga,

05:27yung pagkichismis,

05:28na pag-uusapan ka.

05:33It's either inside the office,

05:35yes,

05:35pero siguro

05:35magiging

05:36mas stricto

05:37yung management

05:38about that.

05:39Pero,

05:39siyempre,

05:40lumabas na yung mga

05:40empleyado,

05:41sila-sila na

05:41yung magkakasama,

05:42eto na nga.

05:43Ito na nga.

05:44Kasi,

05:44ano,

05:44si kanyan.

05:46I would say,

05:48it's,

05:50I cannot say,

05:51I cannot say

05:52a hundred percent

05:53that matatanggal.

05:54Iba kasi pag sinabi mong

05:55tanggal.

05:56There's a part

05:57of our humanity

05:58that is affected

06:00by outside the office.

06:02Yes.

06:02But,

06:03at the end of the day,

06:04when we work

06:05with our,

06:06with organizations,

06:08part of the

06:09culture work

06:10that we do

06:11is we

06:12create that

06:14ways of working,

06:15which is based on

06:16different activities.

06:17Yan.

06:17Marami yung ginagawa.

06:19Pero part of that

06:20is ways of working.

06:21They go through a process

06:22wherein,

06:24they themselves

06:25are the ones

06:26who's going to say,

06:27okay,

06:27for us to feel

06:28this is a safe place,

06:30psychological safe workplace,

06:31and we have to,

06:32this,

06:32we want to have

06:33this kind of culture

06:34in our workplace.

06:35We identify.

06:36Yung sinasabi kanina ni Karen,

06:37importante ang

06:38shared values,

06:39shared beliefs.

06:41Babalik tayo doon

06:42sa culture.

06:43Culture siya.

06:44Like,

06:44we have Filipino culture.

06:46Now,

06:46we go into the

06:47workplace and say,

06:48what is that

06:49workplace culture

06:49that we want to have?

06:51So,

06:52I think,

06:52magpa-follow through

06:53naman siguro yun.

06:54If they see na beneficial

06:55yung ganong culture,

06:57siguro mawala na rin

06:58sila nang gano'n,

06:59huwag na nga nating

06:59pag-usapan.

06:59Pag-usapan yun yung magagandang

07:01bagay or treat

07:02about that person.

07:03Pero,

07:04mas juicy kasi yung

07:06mas juicy kasi.

07:07Mas maangang e.

07:09Para eto,

07:10may ba tayo,

07:11yung tungkol naman

07:11sa stress level.

07:13Kasi sabi doon

07:13sa isang study,

07:15ay very high engagement

07:16daw ang mga

07:16Filipino workforce,

07:17pero,

07:18mataas din daw

07:19yung stress level nila.

07:20Papaano ba ito

07:21pumapasok sa usapin

07:22ng workplace culture?

07:23Okay,

07:24when you say kasi

07:26engagement,

07:27the way it was defined

07:29in that research

07:29is the involvement,

07:32the enthusiasm

07:33of the person

07:33in the workplace,

07:34in their work

07:35that they do.

07:37So,

07:37there's some sense

07:37of ownership there.

07:39And so,

07:39part of that,

07:41kaya,

07:41what is naman,

07:42let's go to definition

07:43lang ng stress.

07:44Stress is pressure.

07:45Yes.

07:46Right?

07:46So,

07:47when you are

07:48very much involved,

07:50you put your emotion

07:50to it.

07:51Di ba?

07:52So,

07:52therefore,

07:54when there's pressure

07:55placed into a certain

07:56situation in your work,

07:58kasi,

07:58for example,

07:59dami ng trabaho,

08:01dami ng tasks

08:01na gagawin in a day,

08:03nakapagod,

08:05mapapagod ka,

08:06may physical pagod,

08:07may mental pagod,

08:08kasi ang dami mong

08:08iniisip,

08:09nag-analytical thinking ka,

08:10so many things

08:11that you can do.

08:12And that is adding

08:13to that stress.

08:14That is what

08:15piles up as stress,

08:17di ba?

08:17So,

08:19yung

08:21high engagement,

08:22nagkakaroon ng

08:23stress level talaga

08:25if you put them

08:27together.

08:27That's why

08:28part of what we do

08:29is,

08:30yung in the culture

08:31work then

08:32that we do

08:32is to see,

08:34should we be

08:35looking at something

08:36as a stress?

08:37Di ba?

08:38So,

08:38ganyan.

08:39So,

08:39managing your

08:40stress

08:41sa workplace.

08:42Okay.

08:43Ito may isa rin akong

08:44question,

08:44kasi nabanggit kanina

08:45yung tukos sa

08:46conflict.

08:46Naisip ko naman,

08:47kunwari,

08:47meron kang

08:48rekomendasyon

08:49o gustong

08:49baguhin

08:50sa inyong

08:51organisasyon.

08:52Siyempre,

08:52paparating ito

08:52sa boss mo.

08:54Paano ba yun

08:54mapapalakas yung

08:55mechanism

08:56ng isang

08:56workplace?

08:57It's part of

08:57culture,

08:58parang yung

08:59papwede kang

08:59magsabi sa

09:00boss mo

09:01ng mga

09:02nararamdaman

09:02mo rin

09:03sa opisina.

09:04Paano ba

09:04ganitong

09:05magandang

09:05strategy?

09:06For the

09:06betterment.

09:07For the

09:07betterment

09:08of the

09:08organization.

09:10It's

09:10going to be

09:12in that

09:12context of

09:13psychological

09:13safety and

09:14lack of

09:15trust.

09:15The more

09:16a leader

09:19makes

09:21their

09:21team members

09:24safe to

09:25say things

09:25and then

09:26papasok din

09:27talaga dyan.

09:28That's part of

09:28the ways of

09:29working.

09:30Is that

09:31a culture,

09:31part of the

09:32culture to

09:32allow the

09:33person to

09:34speak up and

09:35share their

09:35ideas,

09:36share their

09:37concerns.

09:37Paano po

09:38pag gustong

09:38taasan ng

09:39kanyang sweldo?

09:40Na,

09:40na-isip ko

09:41natin yan.

09:43Pag

09:43negotiation.

09:44Is it

09:45also part

09:46of that

09:46culture

09:46yung

09:47pwede

09:47mong

09:47air?

09:48I think

09:48I deserve

09:49a race.

09:50Pwede

09:50ba?

09:51It's scary.

09:52Actually,

09:53what we

09:53have also

09:54found out

09:55in the

09:56work that

09:57we do,

09:58we

09:59realize

09:59na

10:00minsan

10:00kapag

10:01ang

10:01kultura

10:01talaga

10:02may

10:02mga

10:03people

10:04that

10:04involve,

10:04there

10:04are

10:05so

10:05many

10:05things

10:05that

10:05you

10:06wanted

10:06to

10:06of

10:07course

10:07talk

10:07about

10:08it

10:08as

10:08a

10:08team

10:08as

10:09well.

10:09But

10:10one

10:10of

10:10the

10:11impractical

10:12things,

10:12when the

10:12culture

10:13is

10:13strong

10:14and

10:14there's

10:14this

10:14strong

10:16level

10:17of

10:18engagement

10:18also

10:19in the

10:19culture,

10:20we

10:20have

10:20found

10:21out

10:21that

10:23these

10:24can

10:24lower

10:25the

10:25chance

10:25of

10:26for

10:26example,

10:27the

10:29resignation.

10:30So

10:31if there

10:31is that

10:31high level

10:33of

10:34engagement

10:34in a

10:35culture

10:35and

10:36also

10:36that

10:36strong

10:37culture

10:38in a

10:38sense,

10:39the chance

10:40of

10:41resignation

10:42in a

10:42company

10:43or

10:43in a

10:43team.

10:44So

10:44alam

10:44muna

10:45pag

10:45marami

10:45nagre-resign,

10:47toxic

10:47ang

10:47culture.

10:49Marami

10:49nung

10:49culture

10:50siya.

10:50Marami

10:51marami

10:51salamat

10:51po

10:52sa

10:52pagbibigay

10:53nyo

10:53sa

10:53amin

10:53na

10:53lean

10:53out

10:54tungkol

10:54dito

10:54Ms.

10:55Bernadette

10:55at Ms.

10:56Karen.

10:56Thank you

10:56so much.

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