MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

NAME SECTION / GROUP

JEROLET C. SAHAGUN C/1

GENERAL INSTRUCTIONS: For this second part of the exam, you only have 24 HOURS TO ANSWER ALL ESSAY QUESTIONS. Write your COMPLETE NAME and SECTION / GROUP on top of this page. Then, re-name this file to FINALS_ESSAY_[SURNAME, FIRST NAME]_[SEC-GRP]. Submit in PDF FORMAT in the Dropbox to be created in OVLE. No email submissions, please.

III. ESSAY QUESTION: 100 points Total Criteria: a) Completeness (does it answer/address all aspects of the question(s) 10 percent; b) Substance (Does it provide answers and explanations that bring in the more salient and critical content in relation to the concepts learned in class as applied to the issue or topic?) = 15 percent c) Quality of Analysis (Does it explore dimensions or aspects of the issue and are these dimensions clearly discussed/explained?) = 15 percent d) Reflection/Insights (Does the answer include reflections and insights about the meaning and significance of the issue or topic to overall objectives of the class in terms of Leadership in Public Service?= 10 percent e) Propositions/recommendations (Were concrete areas for further study, questions that need to be asked, and suggestions for action included in the response?) 5 percent

Question No. 1 = Fifty (50) points

Three (3) major issues that need to be urgently addressed in the current Philippine rural development situation are the following A. silo syndrome, which is described as the institutional fragmentation in service delivery by According to Oxford Dictionary Online, Silo refers to a system, process, department, etc. that operates in isolation from others1. It also associates to the literal word silo that indicates the similarity between similar and separated grain silos. In an organization, it refers to their segregated unit that only interacts within its individual unit rather than within or across the organization or to other units. It becomes a syndrome when it consistently occurs and characterized in a set of associated symptoms. The people who are trying to avoid agencys problem and do not share common goals of the organization are the ones who commonly practice the syndrome. Communication is usually done vertically (top to bottom) and seldom horizontally. Bosses are practicing the authoritarian
1

Oxford Dictionaries.Silo. Retrieved on 19 October 2013 from http://www.oxforddictionaries.com/us/definition/american_english/silo?q=silo+

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS management style. Usually these bosses are not trusting to their subordinates, not helpful and do not believe in empowering their subordinates. The employees within the organization with symptoms of silo syndrome mimic the inefficiency segregation attitude of the boss. Some of the implication include the employees in the organization are not confident to think innovatively since the boss perceived to have low trust to them. Furthermore, employees are not comfortable communicating with each other outside from its silo and perceive open horizontal communication as exhausting, ineffective and useless. The organization structure is designed in such a way that fostering trust, proactive and innovative problem solving are impossible. Jobs are perceived boring, non- challenging and non-rewarding. The management and subordinates relationship are highly confrontational, narrow, focuses on past issues and does not pursue mutually beneficial interest of the organization. The organization as a whole has lack innovative strategy to diagnose its own problem and pursue job efficiency, empowerment and competence of its employees. It practices a narrowed culture of repeatedly exercising the quick fix strategy that merely addressing the symptoms of the problem. The underlying problem remains in place that repeatedly manifest again and again like lack of efficient communication. Since the units of organization interact with its own silos not across the organization, it leads to duplication of cost, energy and efforts within the organization. Just imagine the complexity of silo syndrome in the Department of Agriculture with its several attached bureaus and agencies all over the country. Further complexity if silo syndrome persists with other rural oriented agencies such as DENR and DAR in pursuing rural development. In the case of public institutions, Silo syndrome occurs daily in the performance of duty and even during the delivery of public service, under the observation of clients of public stakeholders. Generally, Silo syndrome in an organization is very disastrous since it creates an environment that participating, collaborating, sharing and harmonious relationships are impossible. The bosses of each unit of the organization are erecting a wall for silo, believing that they are only trying to protect their interest which in reality never the welfare of the organization. In the long run the erected wall becomes a zone for their power playing and abuses of agencys resources such as budget and human resources. There are several leadership principles that have been discussed in the Leadership Course that can be applied to proactively solve the bureaucratic problem on Silo Syndrome. However, the most effective principle in the issue is the application of Adaptive Leadership. It defines by Heifetz as the mobilization of resources and people of an organization to make progress on the difficult problems its faces. Silo syndrome is a difficult problem that cannot be solved by technical, tested and proven common management solution. There is a crucial need to orchestrate the process of getting factions with competing definitions of the problem from learning one another within the organization. The most effective old time favorite saying Give man a fish and you feed in a single meal but teach him how to fish and you feed him for a lifetime. Through adaptive leadership, the employees within the organization can explore their situations and learn how to innovatively solve the issue of silo syndrome as an epidemic problem. The approach will help employees to figure out the
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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS problem through vision sharing at all levels of the organization. The organization will learn how to learn and engage in planned change for its development. By letting the employees discover their faults they will create an environment for workable convergence strategies to innovatively solve their problems in adaptive manner. In the process of working together they will gain trust from one another and wisdom in pursuing the beneficial welfare of the organization. They will improve relationship and value effective multi-directional open communication. Open and multidirectional communication will avoid wasting of greatest resources such as talents and capabilities, money and energy of the organization. The boss with adaptive leadership style will provide direction and promote initiative among its constituents based on objectives not on subjective assumptions. The adaptive leader will set direction in the practice of value formation like being happy for the success and competencies of other within the organization; be able to control the subordinate and yet give them freedom and autonomy to be effective in their work; be able to internalize the principles of leadership for the total quality and continuous improvement of service at all levels of all employees. They will avoid thinking that life operates in short cut system like quick fix and short time action since they will have a chance to brainstorm and mobilize other available resources. In the practice of adaptive leadership, the convergence efforts starts within the organization by eliminating practice of silo syndrome so that the rural development workers from DA-DAR-DENR and DILG will learn to efficiently communicate with each other and harmoniously work together which would eliminate the duplication of efforts and waste of resources. Self empowering of convergence initiative will motivate the key player to commit themselves in pursuing sustainable convergence agenda. Through adaptive leadership the individuals and organizations are guided based on good values formation in the pursuit of overarching goal of the national convergence initiative which is the sustainable rural development in the country. Convergence initiative was created in order to address the issues encountered by the rural oriented agencies like overlapping of functions, duplication of efforts most especially in pursuing development in agribusiness and agroforestry sectors through the harmonization of mechanisms for the effective implementation of AFMA( Agriculture and Fisheries Modernization Act), CARL (Comprehensive Agrarian Reform Law) and environmental laws. The main goal of NCI is to address the issues on food security, increased food supply, employment needs, poverty alleviation and sustainable agriculture (Bureau ofAgricultural Research) several class sessions were B. Unclear Roles The need for a convergence initiative to achieve inclusive and sustainable Unclear roles can be operationally define as not defined part to be played in a certain activity, which relative to the current rural development situation, it is applicable to the situation of NCI agencies. Unclear roles of the three rural oriented agencies namely the DA, DAR and DENR in the implementation of national convergence initiatives. This is in view of the problem on the overlapping of mandates and functions of the three mentioned agencies in adopting and implementation of projects for rural development through convergence of the resources of the
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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS agencies to maximize the impact on countryside development. However, the fact that NCI (National Convergence Initiative) was created to harmonize and unify policy direction and create the rational and integrated approach for the three NCI agencies in pursuing sustainable development, unclear roles in some areas like in the protection and efficient utilization of natural ecosystem and creation of productive rural employment opportunities are some of the lingering issues. The issue on unclear roles affect the cost effectiveness of governance, agriculture, land reform and environmental sectors. There is a lacking unifying link in the issue that can be answered by applicable leadership. The agencies have poorly defined roles and responsibilities since the DA agency itself is composed of several organizations with conflicting mandates. Furthermore, there gaps that still need to be addressed within the agency like giving support to the fishery sector that have been neglected for the past decades. The DENR are in the same situation being plagued with problems on ecosystem conservation and preservation while the DAR has issue on the fair and efficient distribution of lands. Somewhere along the line they have overlapping issues that stagnated their actions in the middle of nowhere most especially in taking responsibility for rural development through ecosystem based approach. Indeed observation merits that the root of the problem is intrinsic within the individual agency that happened in the day to day performance of duty of the rural development workers. The most applicable leadership style for the situation is the application of the concept of situational leadership theory. In the problem on unclear roles, a leader should possess the capacity to choose the leadership style as demand by the situation. In the case of NCI agencies, there is a need for the leaders to determine a situation where they can have avenue to adopt or adjust their style of leadership that will motivate the agencies to have efficient external collaboration, group cooperation and cohesiveness. This leadership style will also entail role distinctions among the respective agencies. Within the individual organization, there is a need to improve the teamwork between the management and subordinates. This can be done by improving the relationship between the concerned parties which will also involve the development of team oriented culture within the organization. Under the concept of Behavioral Theory, in the Managerial Grid by Blake and Moulten (1962), team management has highest concern for people /high relationship orientation and high concern for production/task orientation. Practice team work within the organization will be helpful in the convergence initiative of the three rural oriented agencies namely the DA-DAR and DENR. The NCI agencies even with separately different mandates if treated as one entity with single mission and vision of sustainable rural development, they will learn to act as a team progressing towards the attainment of developmental goals. The national convergence activities will become an avenue for these agencies to harmoniously work together as a team. Unclear roles of these agencies will not become an issue anymore. They will learn to help and assist each other in the performance of duties as rural development workers. With this, the convergence agencies will be able to achieve its mission and vision on sustainable rural development. The negative implication or risk in practicing situational leadership is the tendency of the subordinates to be robotic or dependent to the instruction of the perceived leader. Relationship is
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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS well maintained with the advent of group cooperation and cohesiveness. Too much unity will promote risk of possibly combining of the three agencies into one organization that will create further complexity in the furthering goals for rural development because the three agencies have diverse mandates on rural development. This will be stressful to the appointed leader of the supposed bureaucracy. including clearly defined roles, at the very least C. Inadequate /weak leadership. In addition to the inability of the agency leadership to clarify and define their roles in the convergence initiative, the devolution of extension to LG Inadequate leadership can be operationally defined as the kind of leadership which is not enough to lead and influence the subordinates or others to achieve an intended purpose for the mutual benefits of all. While weak leadership refers to lack of strength, energy and capabilities to influence the subordinates or others to achieve an intended purpose for the mutual benefits of all. By the operational definition, it is observed that inadequate and weak leadership are the same. It has no influence over the others. The concept of leadership as an influence relationship was taken from concept of leadership by J. Rost. Weak leadership has always something to do with the characteristics of practicing leader. Weak leader lack knowledge and competence so that he has no ability to understand the situation in order for him to appropriately respond, prepare and act. He find fault and blame his subordinates if things dont go right. Weak leader has no courage to act boldly on things. He prefers to keep things as is even it proves to be ineffective and not cost efficient anymore. Weak leader is egoistic. His concept on things is about himself. He doesnt know how to identify the strengths and limitations of his subordinates. He sabotages the success of others and discourages others to work hard because he is threatened by the development of other people. Weak leader does pursue continuous learning or improvement of his skills because he believes that he already knows everything and he has answer to it. A weak leader has no sense of commitment thats why during decision making he is hesitant to decide on something. He is not a team player and any convergence work is impossible to succeed. As much as possible he tries to avoid conflicting opinions because he is either afraid that he cannot stand his position or afraid to have disagreement with other parties. This is in view of the fact that he lacks necessary professional competence to lead and influence others. He is the type who will always agree to the decision of the majority even he believes it is not the right thing to do like practice of corruption. He is overly sensitive and doesnt know how give constructive feedback to the erring employees or subordinates because he is afraid they will get back on him. He lacks self confident and self assured manners.

There is a critical risk in the bureaucracy with the practice of weak leadership. In will entails great cost and waste of resources of the agency because weak leadership will create hurt, dissatisfaction,

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS dissonant, and disgruntled employees who have no motivation to effeciently fulfil their duties and responsibilities. In the question of who practices weak leadership, my answer to this is the former President Estrada. All of the mentioned characteristics and actions are manifested in his administration. The mentioned description about a weak leader is the total opposite to what President Aquino is manifesting nowadays because PNoy is a strong leader with strength and brightness of leadership that can cast influence over the people and his political subordinates. In weak leadership, executive coaching is necessary in order to build confidence in the weak leader decision making and act with power and allure in order to gain trust of his subordinates and influence others to work together to achieve the mission of the organization. Aside from this, weak leader should learn on how to practice primal leadership. The concept will entail the development of four dimensions of emotional intelligence such as self-awareness, self-management, social awareness and relationship management.

Question No. 2 = Fifty (50) Points

Given your particular experience or knowledge about your agency and the recent controversy about the pork barrel, discuss the reform or change requirements from the different relevant perspectives of

2.1 Leadership viz. Management

President

Leadership Inspire shared vision on the noble purpose and efficient use of pork barrel system Challenge the process of how pork barrel is administered and used through the introduction of innovative and efficient strategies that would eliminate corrupt actions. Set up of transparency mechanism like Pork Barrel Status Online, accessible to the public with open and interactive suggestions system. Accept and support reforms and innovation for the pork barrel system like being excluded in the administration/implementation of pork barrel fund while identifying the
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Management Set direction and approve reform laws on the proper utilization of pork barrel for the welfare of Filipino People Establish a system that recognizes and rewards constituents that efficiently utilize their pork barrel fund. Set up a nondiscretionary system over pork barrel that consist of mechanism with transparency and accountability among those who are involved in the utilization of pork barrel system Recommend reforms in the pork barrel system like Change of authority in the identification of beneficiaries of pork barrel. NGA will have the direct and balanced authority over the pork barrel

Congressperson

MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

appropriate agency like NGA to handle the fund itemized project based. Apply adaptive leadership approach in mobilizing the pork barrel resources and the key people involved to ensure that the fund provided are necessary for long term development goals of the country and responsive to the needs of the constituents. Approve pork barrel budget allocation of the NGAs identified project based on the shared development vision of the Filipino people. Propose innovative project for its respective constituents but should pass the check and balance criteria with the presence of other sectors in view of societys shared vision and long term goals. Identify innovative projects that pursue long term goals of the respective agencies inline with the noble purpose of pork barrel system which include inclusive growth and development; Provide out of the box approaches and strategies that include values formation in pursuing sustainable growth in the country utilization based on its proposed developmental project for its stakeholder. Provide strict guidelines on utilization and specific criteria for the availment pork barrel fund; create consistent and fair recognition system for the excellent performing NGAs that utilize the pork barrel budget. Establish system of check and balance for the utilization of pork barrel like Monitoring and Evaluation Mechanism from the time it was approved until the projects are implemented and sustained.

NGA Chief Executive

Propose plan on the utilization of budget and appropriately administer the pork barrel money to create developmental results, deliver efficient public services to constituents Identify projects and its recipients in transparent manner, under the rule of law like adherence to proper bidding procedure s when awarding project contracts Implement, monitor and evaluate the projects under the pork barrel fund to achieve its mission and vision in view of sustainable criteria. All Information are made available for public information even including the prices of items bids and awarded and among others. Comprehensive and up to date database of projects and recipients that is readily available for the public.

LGU LCE

Plan, create and recommend highly challenging projects for the betterment of local constituents through productive rural employment opportunities, ecosystem protection and agribusiness development.

Manage the proper and efficient implementation of pork barrel fund as agreed with NGA Provide and established consistent and reward system for constituents and

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

barangay leaders who finish and deliver the development project

Institutionalized an effective, morally acceptable and transparent utilization and administration of all funds being provided. Juan/Juana (Constituents) Work hard to help the government achieve the collaborative and shared vision on societys development in the utilization of pork barrel fund. Pursue continuous learning of new skills and updated knowledge aside from chosen field of expertise to become more productive and engaging the development efforts of the government Pursue good and harmonious and collaborative relationship with others even who have different perspectives to monitor that the government is efficiently implementing the pork barrel funded developmental projects all over the country. Pursue continuous professional and personal growth through principlecentered knowledge to become responsive to the role expected from proactive Filipino citizens

Follow and comply to the rules and regulations set by the government. Conduct duties and responsibilities in the society and deliver output as expected from a law abiding citizen. Remain knowledgeable in the chosen field of expertise and become productive for the society. Active engagement and collaboration with different sectors to ensure that programs and projects under Pork Barrel are received by the beneficiaries Efficiently manage and use the resources made available by the government for public utilization

2. 2 Ethical Dilemma (ALIR) Accountability In his discretionary decision to whom to provide pork barrel fund, he is accountable to the will and general interest of all Filipino citizens. Legality Discretionary power on pork barrel allocation is debatable as either according to the rule of law or unconstitutional. But if it is exercised against the general interest of the public, its constitutionality is not valid. PDAF/Pork barrel should be abolished. Integrity Decrease of integrity due to the discretionary power over the pork barrel fund. Restoration of faith and confidence to the administration if he shows respect to the rule of aw and expression of the will of the Filipino nation in regards to pork barrel issue. Responsiveness Adequacy of the institutionalization of pork barrel ceiling-200 million for senators and 70 million for congressmen to respond for the need for efficient management of pork barrel allocation to socio-economic programs with more transparency and accountability.

President

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

Lack of legal framework to ensure the President will not abuse and conspire with bureaucracy and congressmen to remain in power. Create a legal mechanism to avoid abuse or practice of absolute discretionary power in the PDAF system or reform it if it cannot be abolished.

In the absence of pork barrel, pursue plan to allocate development budget per district in the Philippine National Budget. Designate chief executives in NGAs with proven competence, professionalism and solid credible leadership practices.

Congressperson

In the decision to what organization they will allocate the pork barrel fund, he is accountable to the President, the will and general interest of all Filipino citizens. Being accountable to people, if proven that he acts against the interest of nation in the allocation of his pork barrel, he should be prosecuted, put behind bars and all assets taken from the people should taken back. To his approval of allowing the disbursement of pork barrel fund to bogus or legitimate organization, he is accountable to the

Question on respect and adherence to the principle of legality when in 1990 pork barrel was approved for the congressman to identify projects in the communities. Pork barrel utilization by congressman by considering it as own private fund is against the fundamental constitutional principle since it does not genuinely promote the general interest of people. Possess legal authority in providing cooperation and assistance in revealing the truth in pork barrel scam.

Lack of integrity in the efficient utilization of Pork Barrel Fund. Majority of congressmen have history of financial scandal even before the pork barrel scam issue. Restore integrity by accepting reforms in the pork barrel systems. Stick to the role as policy makers not project implementers.

Explore alternative to PDAF/Pork Barrel to address socio-economic development in the society. A new fund system that has transparency, accounted, legal and responsive for the growth and development of Filipino people and does not depend on the absolute discretionary power of the executive branch. Monitor and evaluate created policies if they are responsive to the needs of respective district. Implement stringent and standardized criteria in the evaluation of implemented project

NGA Chief Executive

Tarnished reputation for allowing senators and congressmen dictates them where to allocate pork barrel fund without validating

Utilize the sustainable evaluation standard in the the monitoring and assessment of projects implemented in

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

political authorities especially the Presidents and legislature, as well as to the welfare of all Filipino citizens Possess the resources such as institutions, structures and manpower to handle pork barrel fund without the direct intervention from legislators. Promote the rule of law and create mechanism within the agency to avoid abuse of power. the recipients and lack of monitoring and evaluation of the implemented projects. Restore integrity by instituting verification mechanism for all project awardees. All projects should be subjected to competitive bidding and procurement in line with the rules and regulation of RA9184; following the transparency of having bids and awards notices posted online in the PhilGEPS. Promote corporate spirit, professionalism, loyalty and integrity among its employees. Cooperate with NGA in the implementation of projects. Create an institutionalized Transparency Mechanism (accessible online) manned only by people with meritorious record of governance Make all transactions/ Information available to the public. the chosen areas. Close coordination with the key stakeholders, direct beneficiaries and constituents for the up front and realistic results of project responsiveness assessment. Answer questions such as, Does the project helps the community uplift themselves from previous condition? What other intervention needed to sustain?

LGU LCE

To their manner and type of programs implemented in the utilization of allotted pork barrel fund, they are accountable to other political authorities including the President, Legislatures and welfare of its local constituents

Adherence tp legal and transparent process in the implementation of projects. Reinforce transparency and efficient fund utilization through the policy formulation and implementation

Direct Identification and implementation of the identified projects in the place of jurisdiction. Check and balance done by the local constituents in coordination with national authority.

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MPM-RD2 | ETHICS AND LEADERSHIP IN PUBLIC SERVICE FINAL EXAMS

Juan/Juana (Constituents)

To whatever action and type of engagement he/she does in response to pork barrel issues, he/she is accountable to self, family, kapwa and to the country.

Conduct day to day living according to the rule of law. Avoid practice of unethical behaviour such as bribery and theft for financial gain out in government transaction.

Vote only those politicians with political credibility and proven track of record in the social development activities. Never vote for those who have been involved in pork barrel scam. Pursue personal and professional development so as not to be deceived by crook politicians.

Be aware, engage, understand and monitor the activities of political authorities and NGAs in the utilization of fund if those are responsive to the needs of the communities. Instill practices that what is not good to kapwa is not good to self and family.

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