The Individual Emancipation and the Labor Sector

The Chi-Square Breakdown

2009-04-18T01:39:00.000-07:00

The Chi² Breakdown

How much deviation can occur before one must conclude that something other than chance is at work, causing the observed to differ from the expected?

One of the most used method for measuring varying frequencies or proportions is the Chi-square test. It is utilized to determine a particular proposition or hypothesis whether the observed data would deviate from those that are expected. The Chi-square test is a type of univariate analysis, a type that evaluates the possible effect of the independent variable (i.e. age) to the dependent variable (outcome – perception of a certain situation). It is an analysis of measure of fit or typically tagged as goodness of fit between the gathered data.

The Chi-square analysis is used to test the null hypothesis, the hypothesis which states that there is no relationship between the independent variable to the dependent variable or there is no significant difference between the expected from the observed. After comparing the value of Chi-square to the assumed probability distribution, one would be enforced either to accept or reject the null hypothesis. Those values with low probability leads to the rejection of the null hypothesis and is assumed that there’s reason or cause other than chance that created a sizeable deviation between expected and observed results.

The Answer

First determine the degree of freedom (df) which is the number of categories in the problem minus one. Then determine a relative standard to serve as the basis for accepting or rejecting the hypothesis, compute for the Chi-square value. Then refer to the Chi-square distribution table.

If the value of the degree of freedom is greater than the Chi-square value, accept the null hypothesis – there’s no relationship.

The Death of Pluralism

2009-04-17T06:42:00.000-07:00

ANTO COMETA

Individual responsibility and accountability.
Independence and self-reliance.
Productivity.

UP SOLAIR: 2008, The Year That Was

2008-12-14T02:25:00.000-08:00

ANTO COMETA

AVP - UP SOLAIR: 2008, The Year That Was. Happy viewing :-)

Divergence and Convergence of Industrial Relations and Human Resource

2008-11-23T05:52:00.000-08:00

ANTO COMETA

The fields of Industrial Relations formerly known as the Institutional Labor Economics and the School of Personnel Management (originally known as Employment Management) which later on evolved into what is called at present as Human Resource are seen as two separate and distinct areas of studies and specialization. Tracing its origins and development the two areas are the responses in order to identify the causes of labor problems as well as to provide resolution to those problems which is very much inherent in the domain of labor and capital in the industry.

At the outset of the establishment as academic inquiries and practices in the commercial and business organizations, labor problems were seen as unitary and capitalist in nature wherein there is a general struggle between labor and capital over the control of production and distribution. However, another view was introduced which defied that particular perspective. It was pluralistic by character which recognizes that labor problems may not solely be the cause of labor-management conflict but may take different forms such as those that afflict both employers and workers. Moreover, it was seen not only as existing under a capitalist economy but also in socialist system. These labor problems provide the central position of investigation in the field of Industrial Relations. It defines the field as including those problems of human behavior involved in the reciprocal relations of the worker with four types of situation - the laborer’s work, fellow-worker, worker’s employer and the public. Industrial Relations was believed to lead increased efficiency in the organization through the means of improved production methods, motivation and cooperation between management and workers. These labor problems were recognized as field specific and were then labeled as personnel problems. As the labor problems were streamlined so as the schools of thoughts themselves. As Industrial Relations focuses in the study of key forms of behavior focusing on the employment relationship a new field of personnel management was being formed.

Industrial Relations was then viewed as the inquiry and Human Resource as a practice. Personnel management or Human Resource emerged as a fusion of Scientific Management and welfare work which then evolved with the emergence of human relations movement. Personnel management maintains the view that the root cause of labor problems and conflict between labor and management is not intrinsic in the defects of the capital market but in the organizational and administrative practices of the management. Hence, labor problems are management problems and improved industrial relations is a responsibility on the part of the management.

Both try to take forward the knowledge on the varying aspects of the employment relationship such as problems in the prevailing business practices as well as the working conditions faced by the workers. Furthermore, both try to seek reforms in the workplace and achieve efficient employee-employer relations or employment relationships.

Departure of Human Resource from the field of Industrial Relations

The major point of disagreement between Industrial Relations and Human Resource is on the discussion on the most effective way to resolve labor problems and appropriate role to be played by the labor unions and collective bargaining. Moreover, it is deemed as the former is more concerned with the organized and unionized relationship in the workplace while the latter is centered in the individual work relationship of labor and management. Human Resource believes that alternative forms of industrial democracy or joint representation other than having labor unions and collective bargaining could materially take forward both the interests of the workers and the management.

Another point of contention between the two areas is on the view on improving the work and work relations of both workers and employers. In order to achieve the goals of Industrial Relations which are improved efficiency, equity and human well-being in the workplace industrial democracy, social justice and societal and institutional transformation should be employed. On the other hand, Human resource posits that achievement of those could be attained by creating an organizational climate that promotes a mutuality of interests between management and labor and high levels of job satisfaction and productivity among the workers.

Convergence of IR and HR

The field of industrial Relations and Human Resource are of the same view and analysis that there is a need for employment reformation. They also maintain similar views on the essential elements of reform to achieve increased efficiency and those could be achieved through the means of improved production methods, motivation, supervision, and cooperation between management and workers, greater equity in pay, good working conditions among others. Both have recognized that in order to resolve the problems it is important to take into consideration the human factor in structuring and managing work.

The two schools of thought believed that the autocratic, master-servant type of employment relations between workers and the management should be replaced with the type that would foster decent and fair treatment to its workers such as appropriate representation rights and due process in the establishment. Moreover, the two fields believed that the basic institutions of capitalism, private property and free labor markets should be maintained as these elements are the underpinnings of work and employment in which both workers and employers are apparently part of.

In the current context of Industrial Relations and Human Resource both as fields of study and as practices in the organization, the convergence is as follows:

In the domain of the workplace, IR is the study of human relations while HR is the study of people management.
Both disciplines are concerned with organized and individual relationships within the organization. The basic process of IR is rule making while decision making is the course of action in HR.
Both are concerned with increased productivity and efficiency as well as empowerment of workers in the organization.
The inputs of both fields such as the environments in the economic, legal-political and socio-cultural sphere affect the structure and its processes.

_________

Note: The discussion with reference to the ideas, concepts and principles of both IR and HR were derived from the references below.

References:

Kaufman, Bruce. 1992, Industrial Relations in the United States
Human Resource Development: A field in Transition

Predicted Increase in World Unemployment Due to Global Financial Crisis

2008-10-23T04:56:00.000-07:00

ANTO COMETA

An article from the International Labour Organization concerning the increase in world unemployment because of the global financial crisis.

ILO says global financial crisis to increase unemployment by 20 million

GENEVA (ILO News) ─The global financial crisis could increase world unemployment by an estimated 20 million women and men, the Director-General of the International Labour Office (ILO) said today. “We need prompt and coordinated government actions to avert a social crisis that could be severe, long-lasting and global”, he added.

Based on revised global growth estimates by the International Monetary Fund (Note 1) (IMF), the UN and early reports suggesting rising job losses for most countries where data was available, ILO Director-General Juan Somavia said the ILO’s preliminary estimates indicated that the “number of unemployed could rise from 190 million in 2007 to 210 million in late 2009.”

Mr. Somavia added that “the number of working poor living on less than a dollar a day could rise by some 40 million – and those at 2 dollars a day by more than 100 million”.

Mr. Somavia also said that the current crisis would hit hardest such sectors as construction, automotive, tourism, finance, services and real estate. He also noted that the new projections “could prove to be underestimates if the effects of the current economic contraction and looming recession are not quickly confronted”.

“This is not simply a crisis on Wall Street, this is a crisis on all streets. We need an economic rescue plan for working families and the real economy, with rules and policies that deliver decent jobs. We must link better productivity to salaries and growth to employment”, Mr. Somavia said.

“Protecting and promoting sustainable enterprises and decent work opportunities must be at the heart of the Summit on the Financial Crisis recently announced by Presidents Bush and Sarkozy”, he added. “We must return to the basic function of finance, which is to promote the real economy. To lend so that entrepreneurs can invest, innovate, produce jobs and goods and services.”

Mr. Somavia said his concerns included restoring credit flows; maintaining and enhancing social protection, including pensions, unemployment benefits, child support and health care schemes; ensuring enterprise access to credit to avoid layoffs, wage cuts, bankruptcy and permit recovery, respect for workers’ rights and deepening social dialogue to deal with the impact on enterprises; ensuring ODA flows; rebuilding a regulatory regime for global finance; and moving quickly from recovery to sustainable development through investment and growth.

“We welcome the current calls for better financial regulation and a global surveillance system of checks and balances, but we must reach beyond the financial system”, the ILO Director-General said.

“Long before the current financial crisis, we were already in a crisis of massive global poverty and growing social inequality, rising informality and precarious work – a process of globalization that had brought many benefits but had become unbalanced, unfair, and unsustainable”, he said. “We need to get the balance right and concentrate on rescuing people and production. It’s about saving the real economy.”

“In order to keep open economies and open societies going, we must begin working together among relevant international organizations to develop a new multilateral framework for a fair and sustainable globalization. Trade talks are stalled; financial markets are on the brink, climate change continues; any reconstruction will have to find ways to integrate financial and economic, social and labour and environmental policies in a common sustainable development approach”, he said.

“This is the time to think and act in bold and innovative ways to confront the huge challenges before us, particularly for the United Nations”, Mr. Somavia said, referring to the forthcoming meeting next weekend of the United Nations Chief Executives Board (CEB) chaired by the Secretary-General Ban Ki-Moon.

Note 1 – The IMF’s World Economic Outlook issued on 8 October projected 3.2 per cent global growth for 2009, down from its original projection of 4.6 per cent for 2008. In 2006 and 2007 projections were 5.5 and 5.6 per cent respectively.

Know Your Basic Labor Rights

2008-10-23T02:22:00.000-07:00

ANTO COMETA

Basic rights given to all Filipino workers as outlined in Article 13 Section 3 of the 1987 Philippine Constitution.

The State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all.

It shall guarantee the rights of all workers to self-organizations, and peaceful concerted activities, including the right to strike in accordance with law.

They shall be entitled to security of tenure, humane conditions of work, and a living wage.

They shall also participate in policy and decision-making processes affecting their rights and benefits as may be provided by law.

The State shall promote the principle of shared responsibility between workers and employers and the preferential use of voluntary modes in settling disputes, including conciliation, and shall enforce their mutual compliance therewith to foster industrial peace.

The State shall regulate the relations between workers and employers, recognizing the right of labor to its just share in the fruits of production and the right of enterprises to reasonable returns on investments, and to expansion and growth.

Inappropriate Use of the Non-compete Clause

2008-10-23T01:57:00.000-07:00

ANTO COMETA

One of the major violations committed by a lot of companies in the country is the use (or misuse) of the non-compete clause in the job contracts given to newly hired employees. A non-compete clause is a proviso used by companies to primarily protect its business from competitors such as disclosure of valuable information central to the operations or essential details that define the merchandise or goods of the business. It is an agreement wherein the employee is not allowed to engage in a similar profession or trade in competition against the company for a certain period.

This particular condition could only be used or is applicable only to those occupying key positions in the organization. Those key positions are those who have or possess by virtue of their function the trade secret(s) of the business such as management level positions and those whose function(s) are deemed crucial to the product or service as dictated by the nature of the business. However, the abovementioned clause is very much exploited (if I may use the word in the context of over utilization) as a lot of organizations predominantly those who tend to impose such across all positions (primarily rank and file posts) in their organization. If the said clause is to be required or used as a “security bond” to those workers who do not fall under the category of having the business’ trade secret it is deemed as an infringement of the right of the worker. This in conflict with the stipulation set forth by the Philippine Labor Code Article 12b which asserts that every individual desiring to work either locally or abroad should be given protection by securing the best employment terms and conditions.

Preventing the worker to fully realize his or her value and potential by limiting the marketability of the individual is a blind alley not only for the firm but also has a distressing impact on the country. Limiting the worker to find a job after leaving the organization could lead to unemployment. It is more of a deterrent than what is said to protect the business from loosing its footing in the market. It increases the social costs as well as hampers the growth and development of the country’s economy.

Cut Me Some Labor Slack

2008-10-21T04:58:00.000-07:00

ANTO COMETA

Just after I was discharged from the hospital I finished my thirteen-page (nice number isn’t it?) policy paper for my Labor Law II class (IR 207.2 – Labor Standards, Justice and Equity). It dealt with some provisions from the Philippine Labor Code as well as the country’s Constitution that need to be modified and reinforced in order to address some issues that the labor sector specifically the women workforce is currently facing. To be quite honest about it, I’m not that pleased with the output. It was rushed since it was already due and I still have to review for my final exam for that same course. Luckily, I already finished all the requirements from my other class before I was hospitalized and that’s the remaining class that I have to deal with. Anyway, I already took my final exam and just right after I forwarded my test paper to my lawyer professor - Fiscal Gerardo Sadsad I just realized that it was the end of my semester. It was indeed tedious yet exultant semester for me.

My semester has ended, and I’m getting my diploma in Industrial Relations. One more semester to go and I’ll be doing my master’s thesis which until now still undecided on the topic that I’ll be covering. For now, I’ll have a couple of weeks off from doing SOLAIR stuff. Well, not totally. I still have a planning session to attend to with the student council.

I miss writing IR-related stuff, I guess after this entry I’ll post one.

I’m Back!

2008-10-21T04:49:00.000-07:00

ANTO COMETA

After being dead sick (literally), being confined in the hospital and spending more than fifty thousand for just three days, I’m back! That was the worst in my life so far, worse than the vehicular accident I experienced in Laguna years ago. I thought I was about to die (seriously), I was quite lucky that I had a first-rate doctor - a consultant of the hospital who took good care of me , although I have to say that his professional fee (including the hospital bill) was way above the stars. Nonetheless, he’s good. Actually, all the doctors I encountered were quite good, for some medical-work-related reason or the other (and it just reminded me of someone, a very special someone in the past).

Being confined in the hospital was not that bad, except of course for the bill. I have mulled over some life-related matter (which I would not discuss publicly) that should be addressed aptly and at the soonest possible time – ang nagagawa nga naman ng walang magawa ay kung hindi mag-isip.

There are a lot of things that I’m so grateful about and people other than my family I that I owe big time and should be given supreme appreciation, as in to the highest level (sounds like some remark of a certain female dj of a local fm station that I usually hear in the morning going to work). It just re-affirmed that indeed you guys are really for keeps no matter what.

Top 5 Things I Hate (and Love) About You

2008-09-29T22:33:00.000-07:00

ANTO COMETA

5. You’re not sweet and appreciative. Every time I give you something it is as if you would say “I could also buy that”, and you wouldn’t even say thank you, which made me think that you wouldn’t need those that I would be giving you. So, I don’t have to give you anything.

4. You always ask me if I really love you. It pisses me off because it is as if I don’t. What do you want me to do just to make you realize that I really do? But at least I wouldn’t have to think of any other answer bundled with a justification. I’ll just say yes and we’ll cuddle.

3. You’re skeptic and paranoid most of the time particularly with what I do when we are not together. If I’ll put in Rene Descartes’ philosophical context, you’re in search of the truth. Although I know that you’re just negative about everything. At any rate, I love Descartes, one of my favorite thinkers back in my undergraduate years - Cogito, ergo sum.

2. We always argue even with the littlest thing. I could just take no notice of it so not to make things worse but it stimulates me, I have to win over the argument, it reminds me when I was part of the debate society.

1. If you’re jealous, you’re attentive with what I have to say and most of the time you would just stare at me. In those cases your eyes and head are just fixed and focused at me and not performing the exorcist thing. Made me feel so secured – the only apple of your eyes.

Nice Words to Hear

2008-09-29T22:28:00.000-07:00

ANTO COMETA

Kahit habang buhay maghihintay ako sa ‘yo.
Asahan mong hindi magpapalit itong damdamin ko.

- Early 90’s Singing Group

Just a wishful thought which has no element of rationality. In your case just, pure words that has no sincerity. We don’t have reasons to believe each other. We have trust issues.

But you have more than I do.

Let’s talk after we have resolved those issues within ourselves. Maybe it would workout by then, maybe.

Unusually Familiar and Disturbing

2008-09-29T22:23:00.000-07:00

ANTO COMETA

Last Saturday was a deviation from my usual after-class routine. Lanie was not feeling well so she decided to go home instead of staying and doing what we had been doing for the past couple of months, our Havana Fun – singing at a KTV establishment along Visayas Avenue and drinking while injecting some labor, society-related and personal stuff (usually gossips) as part of the conversation while Jef is sleeping. I was banking on luck that Lanie would change her mind. I asked her for one last time if she could. Unfortunately, she said she really can’t so we decided not to have our Havana Fun that night and just have our dinner.

After we had our dinner at Grill Queen along Maginhawa St. in Teachers’ Village people decided to split and have their own individual fun particularly the council’s chairperson (Mcrhon joke lang). Jab was oddly happy that night – no wonder Mcrhon uttered nadiligan ka yata kagabi kaya masaya ka noh? Jab was asking where to get a ride going home since she’s not familiar with the general area, although it’s quite weird since she’s been residing near the area for several years. Mcrhon and Jab decided to take the Philcoa route.

A week before that was quite taxing for me. The symposium I organized together with Atty Bitonio (former Usec of DOLE and Chair of NLRC) which took months was finally carried out. I’m thankful to the rest of the council for helping me on that activity although I have my share of gripe before and after its implementation because of several concerns which were not properly addressed. Nonetheless, I’m grateful that it has already ended (for those who would want to grab copies of the materials used by the speakers visit the UP SOLAIR Student Council site – www.upsolairsc.wordpress.com). I was hoping that I could "de-stress” that night but to no avail.

We went to the bus station in Cubao to drop Lanie. After we dropped her off at the terminal we went to Treehouse to meet Eumel. We have to meet him since we already talked about it that afternoon and that he said that he’ll be joining us after his class but unfortunately things didn’t go as it was suppose to be. He was not informed when people decided not to have our Saturday session, I totally forgot about it, so to be well-mannered enough I decided to meet him even if it’s just the three of us. I had my favorite “detoxi-flying drink” of course, minimal amount such as a glass serves as detox (quite healthy), more than that makes me high (very happy). Middle of the conversation, Eumel popped in a topic about break up. Of all topics that one could think of he really did inject something that I don’t like to hear, well, I guess just for that night. Actually it’s not about the break up of that couple, but he has already shared one last week. The first one he shared was so depressing and the primary reason I don’t want to hear it was because I want to remove the stress that I have accumulated over the week and a post-celebration of the symposium and not to distress myself just by listening.

Those stories he shared were quite familiar, but the unusual thing was he was so affected about those break ups to the extent that if ever he’ll see the person who wronged the aggrieved party he’ll slap and torture that individual. A considerable level of sympathy (or empathy which ever is the case) is understandable but this one is beyond the mark. At that point I was quite alarmed and troubled, not with the break up stories but with Eumel. After finishing our “healthy and wholesome” drinks we parted ways. It was a night for me… a disturbed night.

Disappointment

2008-09-03T01:39:00.000-07:00

ANTO COMETA

It’s getting worse by the day.

You don’t have to yell. It wouldn’t help at all. I wouldn’t listen, because that’s not the way to convince me.

There are a lot of things I hate about you. You even justified those as who you are. Part of your being that you cannot live without. I cannot change those; you’ve been living with those your whole life, quite the unusual, far from my standards.

I subdued myself for this to work. I tried, I tried hard. You might have noticed that. I sacrificed, you did too. But what’s happening right now is very much troubling and we both know that.

I just try to entertain myself with things that are superficial so not to dwell on those aching feelings that I have.

I’m not trying to be righteous, nor try to persuade you that my points are far more superior to yours. There were, there are and would be sentiments and views that may be wrong, no doubt. I’m not even trying to defend my side. I’m just explaining my actions. I just want you to know where my frustrations are coming from, frustrations you consider petty.

Nothing more, nothing less.

Lifeless

2008-09-02T01:19:00.000-07:00

ANTO COMETA

Just a couple of bottles to remove the inhibitions and to start the release of the angst …

Didn’t you notice for sometime now that the things that we’ve been doing are things that do not stir the commitment we have given to each other? The way I look at it, the way I feel it, it’s becoming a motionless relationship, the type that nears stagnation which would eventually be inert. I just don’t feel you anymore.

Are we drawn to actions that are routinary, those that are performed because we have been accustomed to? Those things which are done because they are deemed as basic requirements for this relationship to go on, without those, this commitment of ours would not be different from the others that I have – with my family, with my friends. If those things were removed, I don’t think that this relationship would be even called as the way it is defined.

Perhaps the ways that we look at a lot of things are very different. Obviously, those are. I’m trying to understand, I try to compromise, settle with what you give, settle with what you do. But give me something to believe, something concrete to hold on to because I’m on the brink of loosing my grip.

Am I asking too much?

Romance Suck(er)s!

2008-08-27T20:56:00.000-07:00

ANTO COMETA

For a very good friend who inspired me because of what she wrote in her blog…

Would you rather not aim for something ideal or something that can make you smile every time you (would) remember episodes that are deviations from the normal routine of that someone?

Reality can be quite devastating particularly in most relationships which just end in the trash bin. Most people would rather not remember at all considering that recollections of that certain person even if it’s considered as delightful (not in the sexual connotation of the word) brings agonizing memories which would eventually set off bad vibes that could ruin the day.

For those who haven’t experienced such it is something to aim or look forward to if ever that someone would arrive. Hopefuls (or hope-fools which ever is the case) that more often than not create their own (fairy tale) scenes of passionate and romantic devotion to each other.

As for those who are just not so into those stuff since their lives revolve around themselves and how they would survive the dog-eat-dog world coupled with some tragic-paranoia-conspiracy theory views on people surrounding them, these dealings are just lavish and wasteful acts to perform.

Generally speaking, these alleged romantic actions are either done at the courtship phase or at the onset of the relationship, worse not at all – just pure engagement in lustful and sexual acts. Sometimes it also depends how the person perceives a certain action to label it as such. Romantic actions generates a certain feeling of euphoria even if it’s just for a very, very short period which is the primary reason why most people seek to come into contact with (ala meeting the ET ang dating).

Given that you are in a relationship or you would be (or wanted however fate doesn’t allow you to), would you not want to experience one or do something (for reciprocity’s sake) for that someone?

It could be something quite extraordinary or just something not far from the usual, but it boils down to making someone feel that their very special in your life even for just a moment.

Be Happy

2008-08-25T21:35:00.000-07:00

ANTO COMETA

Do you really mean those words or just mere utterance by virtue of habit? Quite the opposite with the actions you do to the words you say.

Not sharing my thoughts most of the time doesn’t mean that I’m holding back things for my own gain. I would rather be quite about those than to start an argument which can never be settled. Both of us are just too arrogant to admit our flaws, way too proud to admit defeat. You said it yourself.

I could never blame you as to what you’ve become, how you look at things and your view on the relationship. You told me that you have been regaining your self-worth. I’m happy that you do. I know that there’s far to be mad about than those which should be cherished.

Have you recovered from those painful, heartrending memories? Those memories that are nothing more than what they were. Don’t you think that you’re just happy with the thought of being devoted to someone, affection to one which you can consider yours alone?

Very frustrating – I don’t know what to think, I don’t want to speculate.

For whatever its worth, be happy. There’s no other way but to be.

Uncertainty 3

2008-08-20T20:46:00.000-07:00

ANTO COMETA

Why?

It’s been over five months.

You said that I have a choice, but you know that I already made one. If you meant was for me to change what I have decided on, that’s quite far from what I have in mind. Apparently, I’m not making another one, but to understand why I made it in the first place.

It wasn’t really an easy kind of thing to do to think that the web of complications surrounding the whole situation combined with a lot of apprehension from my end and as well as yours could only tell instability or vagueness from start to finish. It was indeed a wrong start. I couldn’t blame you if you have been stained by negativity and cynicism. But it doesn’t mean that you have the right reasons for such conclusions.

There were a lot of contradictions I’ve made, perhaps this one is another. The whole scheme of things is just something I don’t fully discern. I’m not also sure if you understand my predicament and the feelings I have right now and the things that I’ve been frequently thinking about.

It’s been a while that I have noticed that you were drifting away. Sudden changes on your behavior have been surfacing. I don’t want to think about it since I don’t want to pass judgment on those actions. But why do you go on? Why do I persist? Is it really the thing we’ve been telling each other or is just the yearning for forged romanticism?

Let me know if you have your answer.

Achieving and Sustaining Competitiveness in the Global Era: The Case of Company ABC (Part 1)

2008-05-26T19:23:00.000-07:00

ANTO COMETA

The rewards and costs of achieving and sustaining competitiveness in the global era are fundamental in the placement of interests both of the business and the workers. Advancements in technology alongside with the competitive nature of the market has led most if not all organizations to look for viable ways of augmenting its ability to perform in order to avoid extinction. Increasing the efficiency and productivity of the business which is generally reflected in the company’s capability to maintain its profitability and still sustain the needs of the business as well as its workers are the perceived elements for its survival. Altering the processes and structure of the organization are largely the utilized ways in response to the dilemma or challenges imposed by the situation. However, modifications in the existing structure and processes of the organization in order to adapt to the changing requirements of the competitive market have crucial consequences not only the workers but also to the business. Various issues and conflicts arise which most of time are unfavorable to both parties. Careful analysis of the rewards and costs may present possible ways and approaches on how to manage and deal with the conflicting interests of the business and the (different levels of) workers.

The circumstances presented in Company ABC - the current situation that’s being faced by the banking institution as well as its workers, could lead to potential problems wherein both could lose its footing in the product and labor markets. At the least, six (6) major interrelated and to some extent overlapping issues were identified. These put forward conflicting interests whereby each holds central stakes in the continued existence of the business or the organization; these are (1) general skills and competencies, (2) organizational overhaul, (3) business efficiency and profitability , (4) compensation and wage dispersion, (5) resource allocation, and (6) benefits distribution. Preventive measures or negotiated agreements should be explored and taken so not to come across these concerns or worsen the condition which could put the entire organization in the red.

Issues, Interests and Positions

1. General Skills and Competencies

The organization recognizes the need to keep pace with the changing demands and needs of the business and the market. In the last three years of the bank’s operations, older employees have contributed less than the younger employees. This didn’t mean that they exerted less effort but simply due to the acquisition of the skills needed in handling the new banking technology. In the interview conducted it showed that those who are at their 30s to 40s (regardless of gender) want more skills training and competency upgrading. As for those over their forties want the company to find ways of maximizing their experience, rather than simply introducing potentially job-shedding technological changes.

It is of equal importance and concern to the workers and the business to continually upgrade the skills and competencies required in order for the organization at the very least to maintain its survival in the market. There are two probable positions that could be taken in order to address the concern relating to the matter. In so far as the set of skills and competencies needed, developing training programs is one of the options that could be taken. Another, which could be deemed as a radical move, those deemed performing below the satisfactory level could be booted out of the organization.

2. Organizational Overhaul

This includes re-forming or re-organizing the structure, processes and design of the organization. The organizational structure, processes and design characterize the roles and functions carried out by each worker and are representative of the vertical and horizontal relationships within the organization. Moreover, these outline the appropriate channels and approaches for strategic information flow and decision making. The bank worries about losing its competitive edge if more efficient ways of organizing the work process are not introduced.

Modifying the organizational structure processes and design to achieve higher organizational productivity both operational and financial which is the aim of the business is of significant concern of the management. This is the most likely position to be taken by the company in order to effectively utilize and gain higher control over these concerns.

3. Business Efficiency and Profitability

The main thrust of the business is to deliver and achieve bottom-line returns which are chiefly dealt with higher asset utilization at prominently lower costs. This is the idea behind the business’s asset management and successful profit realization. This is of utmost concern of the business. Previously, the bank was perceived as financially stable having five solid years of increasing its profitability. Moreover, it was seen in the high productivity of the workers – with every peso spent on the individual worker it yields five pesos of net income. However, with the situation that could subvert the financial stability of the business diagnosing which works effectively and what’s hampering the efficiency and profitability could be the management’s action towards the resolution of this particular dilemma.

Increasing the bank’s efficiency to generate higher productivity while maintaining or lowering the overheads is the most likely position to be taken. This could be achieved by taking out those employing labor flexibilization measures. This is to maximize the current set of resources that the organization have while minimizing the cost of operations.

4. Compensation and Wage Dispersion

Wage is deemed as a central driving force (but not exclusive) in the delivery and performance of individuals within the organization. Determining the tolerable wage differentials in so far as seniority, position and rank levels in the organization is concerned as well as being compensated for the output and performance carried out is of importance to the company but exceedingly to the workforce.

The significant contributions to the business and organization such as increased profitability, output delivered and performance carried out is perceived to be directly related to the compensation to be given out. It could be seen on the survey conducted which had shown concerns on the part of those workers who are relatively new which raised the idea of pegging pay to skills and performance. Moreover, the demand made by the junior officers to increase the salary differentials between them and the rank and file as well as to the senior officers to be narrowed down.

Disparity in wage levels has an effect on the productivity or efficiency as well as motivation on the part of the workers. This also posits a relational conflict in both horizontal and vertical dimensions. The most probable position to be taken by the organization would be to provide performance and skill-based pay as well as to increase the base pay given to the junior officers.

5. Resource Allocation

The basic allocation of resources is the preference of which items to finance, what level of support it would receive and which items could be left unfunded. More often than not, businesses would invest on units or groups which generate higher productivity and profitability than those which were not. Moreover, those classified as high profit centers in contrast to those deemed as cost or low generating profit centers are mostly likely to be given high priority.

This concern is of equal interest on workers and management. The most probable position to be taken by the management would be in favor of the demands made by those individuals or group which yielded high levels of productivity and made significant contributions in terms of increasing the bank’s profitability. Failure to provide the pleas could result in the decreased morale and motivation of those workers which could eventually lead to their decreased productivity which also affects the business’ profitability. It could also be the case (which is more likely to occur) that these workers would leave the company and transfer to other organizations even to the competitors.

6. Benefits Distribution

Benefits more often than not are considered to be part of the entire wage or compensation arrangement given to the workers. Companies recognize the value of benefit packages in the organization as key factors in the individual’s consideration for an employment opportunity, employee morale and motivation as well as reduction in staff turn over. Thus, the benefits offered in the organization are quite essential to the overall employment picture.

It was identified that there were different needs in terms of benefits acquisition in the organization. These vary depending on the age group and (civil) status classification of the worker - workers who are married want child-minding facilities as oppose to those who are still single who prefers to have programs for fitness and wellness; those in their thirties to forties yearn for more skills training and competency upgrading in contrast to those over their forties and fifties who want the Bank to find ways of maximizing their experience and would consider an early retirement program plus assistance in setting up their own businesses should they retire, respectively. Moreover, the position of the union in general is simply to improve what is currently being enjoyed since the workers deserve to be rewarded for their hard work which brought the organization to where it is today.

This matter is of high concern to the workers. The needs may differ but they are not necessarily conflicting. It could be perceived that the needs cited if taken all together have varying levels of significance and appeal to the worker. If the organization decides to grant the need(s) one group over the other, it could likely cause tension and discord within the horizontal dimension. The most feasible action to be taken by the management considering the cost (as well as if it’s lucrative in the long term) is through the collective bargaining agreement scheme.

Achieving and Sustaining Competitiveness in the Global Era: The Case of Company ABC (Part 2)

2008-05-26T19:15:00.000-07:00

ANTO COMETA

Analyzing and Resolving the Issues

The major dilemma as outlined by the issues and probable concerns perceived to be encountered by the company is principally attached in the organization’s view of losing its competitive edge in the market. With the introduction of new technology, international standards in the management of risks using mathematical models, sophisticated regulatory and compliance requirements resulting from laws seeking to accommodate e-transactions among others pose a tight spot in the efficiency of the organization to adeptly address the concerns of the business and the workers.

Among the six identified issues and concerns, there are three that could be deemed crucial. These need extreme focus in order to facilitate the resolution of the problem and avoid adverse consequences that may arise from those. It doesn’t mean however, that the rest are of low significance. The remaining three from the identified critical issues and concerns are developmental consequences which are also central to the dilemma.

The first critical issue relates to the financial or banking institution’s business efficiency and productivity. If the organization considered increasing the bank’s efficiency to generate higher productivity while maintaining or lowering the overheads by applying labor flexibility it could be the case that instead of achieving what is desired the converse could occur this could be considered as the worst alternative instead of being the best option. We do not shelve that there are several benefits that could be attained by applying labor flexibilization measures. The advantages by implementing such measures in the company are exceedingly significant to the operations of the business. On the firm’s end it would provide savings or profit - operational or overhead costs for not hiring additional manpower, and better resource allocation. On the part of its workers, it facilitates in the acquisition of several skills primarily related or needed for business operations. Together with the benefits that could be acquired by applying such measures, there are also negative implications that affect not only the business and but also its workers. In line with applying labor flexibility, modifying the organizational structure, processes and design follows. This is to justify or legitimize the utilization of such measures applied in the organization specifically to its workers.

However, applying labor flexibilization measures as well as changes in the organizational structure processes and design without careful analysis, strategic implementation and compatibility with the laws governing the rights of the workers could lead to further costs than rewards. If this happens, increased worker woes on employment matter leads to job discontentment. In the case of most workers in relation with the commonly used labor flexibilization measures applied in companies correlates more distressing views which are human capital exploitation and unfair labor practices. As stated in Article 247 of the Philippine Labor Code, unfair labor practices are not only violations of the civil rights of both labor and management but are also criminal offenses against the State which shall be subject to prosecution and punishment as herein provided.

There were several case studies conducted for financial institutions showed that cost reduction is just one way of profit maximization. Banks that tried to maximize profits by raising revenues while reducing costs is quite effective, but there are also those who provide higher quality services that raised costs yet also raised revenue more than the cost increases. It could be perceived that the results suggested that methods that exclude revenues when assessing performance may be misleading (Berger and Mester, 2001). Organizations should run the business in the interest of meeting not just their own needs but also other important stakeholders such as the workers since they are also contributors which have impact on the performance of the business. The best alternative is to look for other methods or have a consultation as to what would be the measures that could increase efficiency and productivity without encountering such concerns.

The second is compensation appended with the worker’s benefits. Benefits more often than not are considered to be part of the entire wage or compensation arrangement given to the workers. Companies recognize the value of benefit packages in the organization as key factors in the individual’s consideration for an employment opportunity, employee morale and motivation as well as reduction in staff turn over. Thus, the benefits offered in the organization are quite essential to the overall employment picture.

The best way to understand the needs and at the same time agree or eliminate those which could not be granted is through the collective bargaining agreement. The needs identified have varying levels of significance and appeal to the worker, however, it doesn’t mean that these various needs are conflicting since these needs is dependent on the category (age and marital status) of the worker. If the organization decides to grant the need(s) one group over the other, it could likely cause tension and discord within the horizontal dimension. The best option for the management is really to negotiate with the union in order to arrive at a mutual agreement.

As for those demands made by individuals or group which yielded high levels of productivity and made significant contributions in terms of increasing the bank’s profitability one of the usual and conventional way of adjusting or modifying the base pay in order to reflect or make it appear higher than what is given is achieved by combining benefits and other incentives either monetary or non-monetary. The objectives of determining pay may have one or more that may be in discord with each other (De Siva, 1992). These objectives can be classified into four distinctive categories. First is equity which includes the narrowing of inequalities, wage increase of the lowest paid employees, the concept of equal pay for equal work value among others. The second is efficiency which is reflected in efforts to connect or associate part of the employee’s wage to the productivity or profit, performance whether group or individual as well as acquisition of both skills and knowledge related to the execution of job functions. The third perceived objective is related to the stability in the macro-economic aspect. This has something to do with the levels of employment as well as other related factors that of could either contribute or impede the balance and sustainability of development of the economy of a country. Last identified objective is the effective allocation of labor in the labor market. This particular objective relates to the mobility of workers whether geographical or industry related since the motive of doing such is to the idea of acquiring a net gain and not only to meet the individual’s basic requirements.

A lot of organizations are now in search of sustaining their competitiveness in the market by means of increasing the pay given to the employee. The type (s) of pay are mostly related to performance measures, this is primarily done in order to sop up the costs of labor of the organization at the same time motivate and recompense the employee for the performance. The conventional way of companies in order to secure increased wages and reward their employees is through job appraisal and promotion. However, due to the limitations on resources as well as achieving higher positions in the organization not to mention that current developments in the organizational structure becoming less hierarchical due to market demands and types of flexibility employed in the company, incorporating pay increases based on performance is perceived to be more attractive and effective rather than rewarding the worker through promotions this could be deemed as the best alternative option. One of the methods or strategies that is gaining acceptance throughout different industries particularly in the services sector in order to increase the productivity and profitability of the company at the same time rewarding the worker is through performance-based pay. Moreover, the trend in paying the employees is not for the output produced or even for the labor input rendered but simply for the time spent on the job (Blinder, 1990).

There are several theories in human motivation which incorporates pay or pay system as a driving force in motivating their workers to achieve, increase levels or maintain satisfactory performance. The systems of pay given to the workers are now being integrated as part of the human resource management of organizations. This is primarily done in order to achieve the business strategies and objectives whether financial or employee-related since both directly affect the operations of the business. Pay is viewed as a matching element or a dependent variable to the employee’s performance and productivity, by increasing or providing additional pay based on increased productivity and performance is an indication that the company could its financial profitability and could achieve its business objectives.

Lastly, skills and competencies which encompass the general productivity of the organization in delivering the required output needed for the business. In order to address the issues concerning the skills and competencies of its workers, organizations should also provide trainings since these are quite beneficial to the company and its workers in achieving their goals both monetary and non-monetary, this could be perceived as the best alternative over a negotiated agreement. To reinforce the training programs, the company should employ Total Quality Management (TQM). TQM which consists of continuous improvement activities involving everyone in the organization, managers and workers alike in a totally integrated effort toward improving performance at every level ( Goetsch and Davis, 1997). It could be integrated as part of the organizational and professional development program. In a quality organization everyone is constantly learning. Management encourages employees to constantly elevate their level of technical skills and professional expertise. People gain an even greater mastery of their jobs and learn to broaden their capability (Scholtes as cited by Goetsch and Davis, 1997). The required set of skills and competencies are basic not only because these are elements essential to the execution of the assigned functions and tasks of the worker in order to achieve the desired output needed for the operations but also important for innovation and alignment of current and future goals and strategies of the organization.

References

Blinder, A. 1990, Paying for Productivity, The Brookings Institution, Washington

Berger, A. and Mester, L. 2001, Explaining the Dramatic Changes in Performance of U.S. Banks: Technological Change, Deregulation and Dynamic Changes in Competition (Working Paper), The Wharton School, University of Pennsylvania

De Silva, S. 1998, An Introduction to Performance and Skill-based Pay Systems, International Labor Office, Geneva

Goetsch, D. and Davis, S. 1997, Introduction to Total Quality – Quality Management for Production, Processing and Services, Second Edition, Prentice Hall, Ohio

The Philippine Labor Code, Department of Labor and Employment, http://www.dole.gov.ph

Not Another Ordinary Day...

2008-05-01T20:16:00.000-07:00

ANTO COMETA

A statement we drafted (together with the Chair and Vice-chair) disseminated to all constituents of the college and forwarded to a major newspaper in the observance of Labor Day. Mabuhay ang uring manggagawa!

NOT ANOTHER ORDINARY DAY…

The SOLAIR Student Council joins the rest of the nation in the observance of Labor Day.

The salient labor concerns such as sluggish implementation of wage increases, debilitating work standards and conditions, among others have remained unresolved up to this time. And this year may not be significant, as workers are still at the brink of rising unemployment rates, poorer working conditions, higher prices of commodities and increasing contractualization of work.

The recent shortcomings of our agricultural prices strained many of our laborers to clamor for the expedient implementation of a rational wage increase to sustain their decent livelihood. We believe that the increase on the daily wages is not only timely as it has been long overdue. The Student Council sees this issue as an institutional dysfunction of the appropriate government agencies supposed to deliver the mandate for the conduct of wage reviews, whether in a state of unprecedented national crisis or not.

We call for the immediate resolution of this issue and we urge these agencies to immediately act and present a feasible wage increase structure. We clamor for a more transparent and consultative wage review process to include participation of the different sectors of the society, especially the working population. By exercising this mandate, we provide assurance for both workers and employers.

The UP SOLAIR Student Council believes that the appropriated non-wage benefits for this year’s observance of Labor Day is an insult to the ordinary workers. These token “gifts” are clear manifestations of the State’s lopsided policy towards Labor. These represent the State’s total disregard of the interests and overall well-being of the working class.

We demand for the relevant government agencies to deliver their mandate! We demand for transparent and accountable wage review process to include different sectors of the society, especially the working class! We demand for the expedient implementation of wage increase!

We call on the Arroyo Administration to act on these NOW!!!

UP School of Labor and Industrial Relations
Student Council AY 2008-2009
May 01, 2008

A Call to Action to the UP SOLAIR Centennial Graduates

2008-04-27T22:44:00.000-07:00

ANTO COMETA

Below is the statement of the UP SOLAIR Student Council which I drafted together with the council's Vice-Chairperson, Jef Baraquio for the centennial graduating class of the college. It was quite ecstatic when both the academic excellence awardee of the graduate school and the Guest Speaker - Dean Froilan Bacungan quoted the statement we distributed during the commencement exercise last Sunday, April 28, 2008.

For the graduates of both DipIR and MIR, I hope that what we have learned in UP SOLAIR would be applied in our respective professions and organizations and not just another item in our list of credentials.

A CALL TO ACTION TO THE UP SOLAIR CENTENNIAL GRADUATES

Today marks a momentous event in your academic and professional careers as you will be conferred with your respective Diploma or Master’s Degree in Industrial Relations, from no less than the School of Labor and Industrial Relations of the premier state university in the country, The University of the Philippines. As Iskolar ng Bayan, this not only brings prestige, but likewise responsibility and obligation to give something back to the country, to the university, and to the society.

A UP-SOLAIR education is not just a hard-earned diploma or another item in our list of credentials. Above anything else, it is something that we should apply in the workplace to effectuate decent work, non-discrimination, equal opportunities, and distributive justice.

As workers, it will be our weapon to resist unfair labor practices. As managers, it will be our moral and ethical standard in implementing just and equitable labor policies.

As graduates of UP-SOLAIR, we should lead by example in our respective organizations by taking into our minds and hearts, and be advocates of what is fair, what is just, and what is right --- the very core principles UP SOLAIR is much known for.

Let’s uphold and act on what we believe to be just and humane, not only for the workers and the organization we belong to but for the society and the country! Let us be UP SOLAIR graduates!

MABUHAY KA ISKOLAR NG BAYAN! MABUHAY KA SOLAIRIAN!

UP School of Labor and Industrial Relations
Student Council 2008-2009
APRIL 27, 2008

Conflict (Mis)Management and (Un)Settlement Through Negotiated Agreements: The Case of Mr. J and Company Z

2008-03-23T20:55:00.000-07:00

ANTO COMETA

The Situation, Conflicts and Negotiated Agreements

Mr. J was a former employee of Company Z[1]. He worked as the Search Engine Marketing Manager for almost two years before he decided to leave the company. Aside from his regular work in the company he also had several consultancy work sidelines having the same line of business.

Mr. J could be somewhat tagged as an archetype of an employee who is difficult to handle. Aside from behavioral and attitude-related problems encountered by co-workers, he has constantly violated company procedures and policies such as habitual tardiness and frequent absenteeism. There has been an existence of a hostile working relationship both in the horizontal and vertical domains (relationship conflict) as well as conscious disregard of company rules and regulations which affected not only his own work function and performance but also to those people whose tasks are connected to his (interest conflict). Despite of the outlined predicaments, his expertise in the field of Search Engine Marketing was of considerable significance which made him fairly indispensable or to an extent an asset to the company. This particular situation presented conflicting interests on the company’s end. Initially, the company ignored the matter since it might cause an issue on Mr. J’s end which could lead to his resignation, consequently, have an effect on the operations of the business.

There were attempts of addressing the concerns associated with the employee. There had been discussions conducted in order to identify the factors and reasons of Mr. J’s actions. However, Mr. J’s motivation was plainly monetary in nature. This has presented an opportunity for the company to negotiate in order to finally resolve the problem. Mr. J asked for an increase of 10,000php. The company was willing to give in to the request provided that he would never be late nor be absent for one month. Both parties agreed to the deal since it was deemed as the best possible solution in resolving the matter.

After the period of agreement lapsed, Mr. J didn’t meet the provisions which both parties have agreed. The company decided to take the matter seriously. There has been another negotiation in which Mr. J proposed to change his type of employment from regular full time to regular part-time. The company agreed to the proposal presented by the employee but the job title was to be changed from Manager to Specialist in which Mr. J agreed. In addition, the work shift and schedule is no longer of utmost concern so long as he would inform his immediate superior regarding the days and time he would come to work.

The agreed settlement was neglected by the employee. This has dragged for almost two months. Finally, the company decided to end the employment of Mr. J due to the burden and problems encountered in the workplace and business operations. However, the intent of terminating the employment of Mr. J was not enacted promptly. Two weeks after, the People Services (Human Resource) unit received a resignation letter from Mr. J. Instead of revoking the resignation letter and serving a notice of termination, the company decided to accept the resignation of the employee

BATNA or WATNA?:
Assessment and Reinforcement to the Negotiated Agreements

There were a couple of flaws that were not at the outset foreseen when the negotiated agreements were made by the parties. The established settlements although viewed as effective ways to resolve the issues turned out to be ineffective. The alternatives offered could be seen as short-term in nature since there were no concomitant reinforcements provided in the implementation. Moreover, the measures that were taken have presented precedents wherein the probable outcome or consequences could be undesirable to the company.

The concerns and issues with Mr. J could have been dealt with accordingly if the company had administered counseling and applied progressive disciplinary actions since these are typical behavioral and attitude-related problems in any organization. These progressive disciplinary actions are quite fitting and helpful in doing mid-course corrections. Such corrective actions however, should be constructive in nature as well as reasonable in order for the employee to understand why such actions were carried out. Deliberate ignorance of Mr. J’s violations considering that he was employed as a manager and that there is a behavior expected in line with his position was wide off the mark since there were standards, rules and procedures set by the company to regulate appropriate conduct for all of its employees. Furthermore, it could be deemed as an illustration of workplace inequality as being partial in favor of Mr. J. The employee is a human resource just like the others and giving special considerations to select few puts across discrimination to the rest.

The first negotiated agreement could have been very substantive even successful if the company (or both parties) employed progress evaluation. The settlement could have been the best alternative to a negotiated agreement (BATNA) for both since the conditions laid out by the parties prior to coming to the said agreement were generally practical, advantageous and viable. On Mr. J’s end, it could be considered as an economically sound motivation – money as motivator [2] in order to execute the necessary (at the very least) work tasks both expected and needed since the reward is significantly attractive to accommodate his personal endeavors. As for the company, it could be seen as a responsive action to the needs of their workers. Moreover, on the business side, it could be the solution to the problem of performance and functional effectiveness of the operations since work attitude and behavior at some level could influence the outcome. Progress evaluation is the reinforcement to the agreement in view of the fact that work schedule and attendance is oftentimes challenging particularly in cases wherein it is habitually done. By monitoring and assessing the development of the agreement, concerns could be uncovered and raised in a timely manner rather than waiting for the situation to get worse. As appropriate or necessary, based on the evaluation conducted, renegotiate. The renegotiation should still be based on the provisions set forth in the agreement prior to implementation. This is deemed to be the most flexible and apt way of dealing with matters that are not moving in the right direction. This is to facilitate the realization and eventual maintenance of the employee’s work tardiness and absenteeism.

The subsequent negotiation was clearly the worst alternative to a negotiated agreement (WATNA). It was a drastic measure which put the company in a detrimental and unfavorable state. The company did not examine the full implications of the new agreement made which turned to the unsettlement of the main problem. Changing the employment from regular full-time to regular part-time could trim down the productivity and could hamper the operations of the business. Full attention to the operations is a minimum requirement in order to execute the work function properly. This could also affect the tasks and delivery of output of other workers whose responsibilities and accountabilities are connected to his. Furthermore, the modification of the job title to suit the status or type of employment does not add any value nor provide noteworthy additions in the resolution of the issue.

With reference to the employee’s competency and expertise in the abovementioned field that created an impression of having a considerable significance which made him an asset or fairly indispensable to the company could have been purged or remedied if the company at the inception of the situation provided training programs which could equip and increase the skills and aptitude of the other employees. In this particular case it could be applied as part of the contingent plan or succession strategy in the organization. This is to assist employees who are deserving - based on credentials, skills as well as behavior such as commitment to be eligible for planned changes in both function and role in the organization. Trainings are quite beneficial to the company and its workers. To reinforce the training programs, the company should employ (proper) Total Quality Management (TQM) which consists of continuous improvement activities involving everyone in the organization, managers and workers alike in a totally integrated effort toward improving performance at every level.[3] It could be integrated as part of the organizational and professional development program. In a quality organization everyone is constantly learning. Management encourages employees to constantly elevate their level of technical skills and professional expertise. People gain an even greater mastery of their jobs and learn to broaden their capability.[4]

[1] Company Z is a European owned and managed Web Services Company that develops PHP-based commercial grade software and performance-based internet marketing services.

[2] A hypothesis (or theory itself) which states that workers are motivated by the need for money. There were a lot of theories which incorporated money as a driving force in the employees work performance such as Maslow’s Hierarchy of Needs among others.

[3] Goetsch, D. and Davis, S. 1997, Introduction to Total Quality – Quality Management for Production, Processing and Services, Second Edition, Prentice Hall, Columbus, Ohio

[4] Scholtes, P. as cited by Goetsch and Davis - Introduction to Total Quality – Quality Management for Production, Processing and Services, Second Edition, Prentice Hall, Columbus, Ohio

The Objectives and Dynamics of Pay: Rationalizing the Value of Performance-based Pay System

2008-03-23T20:17:00.000-07:00

ANTO COMETA

There are a lot reasons why people work, but in the basic scheme of employment or labor the most evident reason is that people work to earn money to cover their expenses or personal needs. Money is a means to an end – various necessities ranging from the most basic which are essential for the subsistence of the individual such as food, shelter and clothing to the material wants and desires of the person. The relative access to these needs and facilities is a major determinant of how much pay the individual acquires or earns. This is fundamental to the individual since this directly relates to the person’s standard of living and is deemed as a determinant to the value of the performance or services provided or to be rendered.

The significance of pay not only relates to the individual who is working but also to other components that compromise the employment relationship. It is of equal importance and interest to the employer as well as to the government. Pay provides motivation or characterizes the quality of performance needed by the employer to cover the cost of the labor performed. As for the government, not only does it provide proceeds for national undertakings but it affects the stability of the both economic and societal facets of the country such as employment, inflation – purchasing power and other state developments in general.

The main component of employee compensation is the basic pay given to the worker. However, due to the demand and competitiveness characterized by both labor and product markets as well as other objectives and factors that directly affect the performance, productivity and profitability not only of the organization but also the worker new strategies are emerging toward increasing the pay levels given to the employee.

One of the usual and conventional ways of adjusting or modifying the base pay in order to reflect or make it appear higher than what is given is achieved by combining benefits and other incentives either monetary or non-monetary. The objectives of determining pay may have one or more that may be in discord with each other (De Siva, 1992). These objectives can be classified into four distinctive categories. First is equity which includes the narrowing of inequalities, wage increase of the lowest paid employees, the concept of equal pay for equal work value among others. The second is efficiency which is reflected in efforts to connect or associate part of the employee’s wage to the productivity or profit, performance whether group or individual as well as acquisition of both skills and knowledge related to the execution of job functions. The third perceived objective is related to the stability in the macro-economic aspect. This has something to do with the levels of employment as well as other related factors that of could either contribute or impede the balance and sustainability of development of the economy of a country. Last identified objective is the effective allocation of labor in the labor market. This particular objective relates to the mobility of workers whether geographical or industry related since the motive of doing such is to the idea of acquiring a net gain and not only to meet the individual’s basic requirements.

A lot of organizations are now in search of sustaining their competitiveness in the market by means of increasing the pay given to the employee. The type of pay is mostly related to performance measures, this is primarily done in order to sop up the costs of labor of the organization at the same time motivate and recompense the employee for the performance. The conventional way of companies in order to secure increased wages and reward their employees is through job appraisal and promotion. However, due to the limitations on resources as well as achieving higher positions in the organization not to mention that current developments in the organizational structure becoming less hierarchical due to market demands and types of flexibility employed in the company, incorporating pay increases based on performance is perceived to be more attractive and effective rather than rewarding the worker through promotions. One of the methods or strategies that is gaining acceptance throughout different industries particularly in the services sector in order to increase the productivity and profitability of the company at the same time rewarding the worker is through performance-based pay. Moreover, the trend in paying the employees is not for the output produced or even for the labor input rendered but simply for the time spent on the job (Blinder, 1990).

Its is noteworthy to take into consideration that in designing or structuring a performance pay system, the type of system should highly promote the kind of performance that the organization requires and not just to increase its revenue. Fundamental principles should be laid out and that the objectives and targets should be quite measurable or realizable. Furthermore, the achievement of the performance pay system should be supported by operative approaches and strategies so not to establish that the targets and objectives are impossible to attain. As necessary, employ consultation or increase the involvement in the decision making process or designing of the system. By employing such actions, it could generate efficient or effective ideas, approaches and strategies that could contribute or lead to the achievement of the goals. The organization should also have a feedback mechanism to review the processes, procedures, outcome among others of both pay system and the targets and objectives. It is a excellent avenue in determining and assessing the key factors of either success or failure. Lastly, organizations should also provide trainings since these are quite beneficial to the company and its workers in achieving their goals both monetary and non-monetary. To reinforce the training programs, the company should employ Total Quality Management which consists of continuous improvement activities involving everyone in the organization, managers and workers alike in a totally integrated effort toward improving performance at every level (Goetsch and Davis, 1997). It could be integrated as part of the organizational and professional development program. In a quality organization everyone is constantly learning. Management encourages employees to constantly elevate their level of technical skills and professional expertise. People gain an even greater mastery of their jobs and learn to broaden their capability (Scholtes as cited by Goetsch and Davis, 1997).

References:

Blinder, A. 1990, Paying for Productivity, The Brookings Institution, Washington

Goetsch, D. and Davis, S. 1997, Introduction to Total Quality – Quality Management for Production, Processing and Services, Second Edition, Prentice Hall, Ohio

De Silva, S. 1998, An Introduction to Performance and Skill-based Pay Systems, International Labor Office, Geneva

TINDIG SOLAIR – Maraming Salamat!

2008-03-10T13:05:00.000-07:00

ANTO COMETA

I would like to thank all those who supported TINDIG SOLAIR, the slate won all the council seats in the first UP SOLAIR Graduate Student Council Elections. In behalf of the UP SOLAIR Graduate Student Council for 2008 - 2009, maraming maraming salamat!

UP SOLAIR Graduate Student Council 2008 -2009

Chairperson - McRhon Banderlipe I, Vice-Chairperson - Jef Baraquio (Students' Rights and Welfare), Councilors - Jab Bandayrel (Extension Program), Anto Cometa (Education, Research and Popular Struggle), Anne Milla (Publicity), Mischa Millar (Finance) and Bammer Pilar (Secretariat and Logistics).

“Isang konsehong naglilingkod, nagbubuo, nakikilahok at tumutugon sa ika-100 taon”

Sustainable Progress in the Organization through Shared Responsibility and Social Partnership

2008-03-04T09:33:00.000-08:00

ANTO COMETA

It has been a major dilemma in all organizations on how to deal with internal issues and conflicts arising from different values, views and interests of individuals. These disagreements more often than not become impediments or deterrents in achieving organizational objectives both internal and external. The challenge for parties concerned as well as for the organization is how to resolve internal discord in order to address the needs and interests not only of the individual(s) but also of the organization. Effective management and leadership often depend on the capacity to envision, bring about, sustain and modify valuable agreements among parties (Sebenius 1995). If we were to achieve efficiency and the sustainability of the business, we should highly take into account shared responsibility and social partnership within the organization.

Most people look for solutions by simply analyzing the matter based on what they deem is feasible, usually in the confines of their ivory towers. This may hold true to a lot of circumstances particularly those strategies that need to be imposed in order to get things done the way they wanted it to be without resistance and opposition. However, if we really wanted to recognize and address the matter effectively, we should put into operation proper consultation and negotiation between parties since these issues are of significance whether of common interests or not since it relates to organizational efficiency. Consultation is an avenue whereby parties could discuss and understand matters concerning disputes, positions and interests. Integrating consultation with negotiation puts these matters into concrete plans of action(s) in order to arrive at an agreement or partnership that would settle dissension between parties as well as possible risks for the organization. Negotiation is best understood as the process of potentially opportunistic dealings intended to move ahead the full set of individual interests by jointly decided action (Sebenius, 1995).

Responsibility entails accountability of all those involved throughout a certain process or course of action. It requires parties to be liable in all the phases of the process since these individuals comprise part of the assembly or constituent that collectively concerns the organization and that its impact affects individual interests and welfare. In order to create a just and unfeigned organization-focused undertaking, proper representation and consultation which should eventually lead to negotiation should be taken into account.

Just and Humane Actions

2008-02-12T07:04:00.000-08:00

ANTO COMETA

I’ll just be brief about this personal entry.

"The preservation of Roman Catholic views is not pegged by discrimination in any form but through just and humane actions."

This is the last line of the memo I drafted prior to this entry. It just hit me when I realized that were people who deem themselves as righteous by invoking Roman Catholic views and principles in their actions and judgments whereas they themselves are the ones sullying the views and principles they deem revered by the same actions and judgments they carried out.

Although the abovementioned line was used in a different context in the memo, the meaning remains universal.

It is of highest gratitude to those people I got acquainted before who made me understand that people like them deserved what they got.

Memorandum: Worker’s Rights to Religious Affiliation

2008-02-12T05:33:00.000-08:00

ANTO COMETA

This is a memorandum I drafted under Atty. Benedicto Bitonio Jr.'s (Former NLRC Chair and DOLE Undersecretary) labor law class as a labor consultant concerning a case of a Physics teacher in a Roman Catholic High School. Aside from the qualification standards based on education and experience, the school requires every teacher to be a Roman Catholic as a condition for hiring and continuing employment. During the instructor's employment in the school he converted to Protestantism. The issues are (1) the validity of the school policy, (2) whether Jessie may be dismissed because of it, and (3) the options to consider in dealing with the situation.

Memorandum: Worker’s Rights to Religious Affiliation

This memorandum seeks to address the underlying issue set forth by the provisions of employment by the school concerning the religious affiliation of Mr. Jessie employed as a member of the faculty of the Science Department, Division of Physics.
_________________________

Statement of Facts

The school is considered as a private sectarian academic institution operating under the jurisdiction of the Roman Catholic Church which employs individuals outside the secular domain to run its operations.

Existence of policy or qualifying standards of the school for both hiring and continuance of employment necessitates members of the faculty, staff and administrative personnel to be affiliated with the Roman Catholic religion.

Mr. Jessie an instructor of Physics in the school once part of the Roman Catholic congregation converted to Protestantism on the course of his tenure.

Questions Presented

Whether the school policy concerning hiring and continuance of the employee’s tenure is valid, this entails violation on the part of Mr. Jessie who is an instructor of Physics in the school.

Whether Mr. Jessie be dismissed from the school as a result of his conversion to Protestantism, given the policy that employees and members of the school to be affiliated with the Roman Catholic religion as part of the hiring and continuance of employment.

Response to the Questions Presented

Being considered as a private sectarian academic institution employing individuals outside the secular domain operating in the Philippines, the school notwithstanding its jurisdiction under the Roman Catholic Church is bound by the rules and regulations governing labor and employment relations of the country. This entails that the school as a labor entity with reference to its employment procedures should be in accordance to the rules and regulations set by the State.

The Philippine Constitution recognizes the right to labor and the promotion of full employment and equality of employment opportunities for all.[1] This academic institution should follow the proper guidelines set by the country with reference to labor and employment. The Philippine Labor Code upholds the civil and labor rights of every employee to which religious institutions are not exempted from.[2]

As members of the Roman Catholic Church, the 1983 Code of Canon Law with reference to the Directory for the Application of Principles and Norms on Ecumenism, Section IV B Item 102[3] states that Christians regardless of its denomination may be encouraged to share in spiritual activities as well as its resources. Protestantism is one of the denominations of the Christian religion. Also taking into account, the school under the jurisdiction of the church is considered as a resource which is of value not only for the church but also for its employees and students for their holistic development as Christians and citizens of the State.

The policy of the school administration negates both views and doctrines of the State and the Roman Catholic Church in promoting and upholding the principles of human rights. In this regard, this memorandum recognizes the right to employment notwithstanding the religious affiliation of the individual. Thus, this invalidates the employment policy set by the school.

In the case Mr. Jessie who is an instructor of Physics of this school concerning the continuance of his employment, in accordance to the Philippine Labor Code, he could only be dismissed only if any of the following grounds are committed; (a) serious misconduct or willful disobedience by the employee of the lawful orders of his employer or representative in connection with his work, (b) gross and habitual neglect by the employee of his duties, (c) fraud or willful breach by the employee of the trust reposed in him by his employer or duly authorized representative, (d) commission of a crime or offense by the employee against the person of his employer or any immediate member of his family or his duly authorized representatives, and (e) other causes analogous to the foregoing.[4] It could be argued that the first identified provision of employer termination of the worker has been sufficed. However, it has been established that the policy set by the school is unfounded as both principles of the State as well as the Roman Catholic Church concerning human rights and religious affiliation of the individual in relation to Mr. Jessie’s employment in this academic institution is in contradiction.

This is to inform that the school policy for both hiring and continuance of employment which requires members of the faculty, staff and administrative personnel to be affiliated with the Roman Catholic religion is null and void. As for the case of Mr. Jessie an instructor of Physics, he would be retained as a member of the faculty unless he willfully resigns or there would be violation(s) that fall(s) under the abovementioned provisions of termination under the Philippine Labor Code that would arise in the course of his tenure in which the school will be compelled to end his employment. Nonetheless, proper conduct of dismissal of the employee would be observed.

This is to urge both the congregation and members of the school to practice ecumenism[5] and religious pluralism[6]. This is to promote understanding, cooperation and unity among different religions or denominations within the religion. Tolerance is a condition of harmonious co-existence between members of other denominations and different religions as members of our society. Let us treat all individuals as our equal as we wanted to be treated as equal as well. The preservation of Roman Catholic views is not pegged by discrimination in any form but through just and humane actions.

[1] Article 13 Section 3 of the 1987 Philippine Constitution

[2] Article 3 Preliminary Title of the Philippine Labor Code – Declaration of Basic Policy

[3] Pontificum Consilium Ad Christianorum Unitatem Fovendam (Directory for the Application of Principles and Norms on Ecumenism) IV B 102 – Sharing Spiritual Activities and Resources, Vatican Church

[4] Article 282 Book VI, Philippine Labor Code – Termination of Employer

[5] Defined as the movement toward unity or cooperation among the Christian churches - Britannica Concise Encyclopedia, http://concise.britannica.com/

[6] Also known as religious diversity which states that there exist significant differences of opinion among individuals who seem to be equally knowledgeable and sincere. individuals who apparently have access to the same information and are equally interested in the truth affirm incompatible perspectives on, for instance, significant social, political, and economic issues. Such diversity of opinion, though, is nowhere more evident than in the area of religious thought. On almost every religious issue, honest, knowledgeable people hold significantly diverse, often incompatible beliefs – Stanford Encyclopedia of Philosophy, http://plato.stanford.edu/entries/religious-pluralism/

UP SOLAIR Student Council Supports Rodolfo Lozada Jr.

2008-02-10T08:23:00.000-08:00

ANTO COMETA

It's Our Time

The UP School of Labor and Industrial Relations Student Council would like to support Rodolfo Lozada Jr. in his desire to reveal to the public the truth behind the controversial “NBN-ZTE” broadband project.

The surmounting death threats that he and his family has been receiving for the past few days, and the risks of exposing such anomalies to the public are indications that there are groups who will relentlessly thwart order and destabilize the investigation proceedings.

We believe that curtailment of this freedom not only decelerates the speedy resolution of the case, but it brings millions of working Filipinos clueless as to how their taxes were utilized to finance such projects. We may have varying opinions on the credibility of his statements, but the aim to uncover the truth is based on the principled right that every person deserves to be given a fair chance to speak of and be heard.

And so our vigilance will rise up against these staggering pitfalls of the investigation process. We join the rest of the nation in its search for truth and justice.

For it’s about time that our voices be heard.

UP School of Labor and Industrial Relations Student Council
University of the Philippines - Diliman
February 08, 2008

A-ding and Bato… A-darna: A Short Entry Not Related to Labor and Industrial Relations in Any Way

2008-01-28T13:37:00.000-08:00

ANTO COMETA

Jef and I just finished drinking at Kyusinero, an establishment a couple of meters away from Tree House along Matalino Street in Diliman area. It was around 2:30 in the morning when we decided to call it a night (or day - since it’s already morning). We didn’t have any plans of going there but since our favorite drinking spots within the village – Tree House and Taberna Ocho (along Maginhawa Street) were already closed, we were forced to drink there. Actually, we didn’t have any plans of drinking at all since we were already exhausted after doing the paper to be passed to one of our subjects in graduate school that week. However, due to the irresistible craving for alcohol (as always) we were hauled to that place. The place was ok, in fact it was better than we initially thought – food was cheaper compared to Tree House and they close at 4:00 in the morning. It was really a good deal. We stayed there for almost two hours talking crap and disclosing my problems regarding my personal life.

Jef decided to take the route to Kalayaan Avenue on our way home (good ol’ neighbors) when he noticed a new establishment at the right side of the road just across BPI Kalayaan. I looked at it and said – “Yeah, kabubukas lang n’yan two weeks ago, Adarna”. He suddenly exclaimed “A-darna” as if shouting like a local female super hero. I said “teka, dapat ganito, A-ding ang bato… A-darna”. Both of us laughed hard. We made fun of the establishment’s name and even connecting it with an Ilocano (or northern language) word. Obviously, it was a corny remark, but the two of us laughed as if it was really funny. On second thought, it was quite hilarious (on our standards) since we laughed.

Advancing Non-discrimination and Equality in the Workplace: The Case of Company Z

2008-01-27T09:44:00.000-08:00

ANTO COMETA

Efforts to advance and uphold non-discrimination and equality in employment and occupation have been a major struggle for workers in order to achieve impartiality in aspects whereby personal as well professional qualifications are put into reservation. The abovementioned dilemma that companies are faced with is not something uncommon as this has been an enduring characteristic of labor markets across countries (Tomei, 2003). Managing diversity in the workplace through company policies and programs leads (at the very least) to tolerance and acceptance of differences amongst individuals within the organization.

Company Z is a European owned and managed Web Services Company operating in the Philippines. They develop PHP-based commercial grade software and performance-based internet marketing services for clients outside of the country. As far as creation and implementation of policies and programs are concerned with reference to non-discrimination and equality, none have been disseminated nor put in black and white. By practice (based on assumption) in the organization, acceptance of workers were based on the competency and merit of the individual and not based on the person’s physical attributes, political views and socio-cultural origin and affiliation.

It could be viewed that articulation of non-discrimination and equality is unnecessary as the organization has been liberal in accepting various individuals having different personal characteristics such as sexual category and sexual orientation. In hind sight this is fairly equitable. However, by means of actuality, non-articulation in any form does not mean approval of such matter. It could be a case of just being apathetic since it would not affect the operations of the business or restrained in view of the fact that discriminative actions could lead to violation of several labor and employment policies and laws which could bring about several negative implications to the company.

Non-articulation does not eliminate bigotry in any way within the organization. Thus, protection against discrimination in the workplace should be enforced (or reinforced) to safeguard individuals from probable adverse consequences that may arise from it. Companies fail to notice the benefits that they could get by implementing and promoting non-discrimination and equality in the organization. Administrating and harboring diversity at work leads to effective workforce management which in turn results to effective and efficient business operations. It does not only foster a good working environment for the welfare of its workers but also provides a stable groundwork for the business to thrive since workers are the chief elements of running the business. Workers play a major role for both the successes and failures of the business. Investing on equality of treatment and opportunity through equal remuneration (compensation and benefits) as well as general undertakings and conduct within the organization would provide an excellent avenue for growth and development for both the individual and the organization.

Analyzing the Framework and Provisions of an Employment Relationship

2007-12-16T00:18:00.001-08:00

ANTO COMETA

The correlation that exists between the employee and employer constitutes the institutional view of an employment relationship. This general view is to some extent problematic as the provisions of employment are not categorically defined. Examining the structure together with the provisions of the individual’s employment provides a better understanding as to what determines an employment relationship. This would aid to address the issues concerning protection, compliance and violations of labor standards as well as to facilitate and promote the appropriate working conditions for both workers and employers.[1]

The employment relationship is outlined within the limitations imposed by both labor and product markets. It is in the exchange between the value of labor and performance of the individual or the worker. Moreover, it is formed within the permanent system of negotiations in view of the fact that a formal contract of employment cannot be expected to characterize the relationship between the specifics of value and performance and that control on cost necessitates repeated emphasis and realization. It is deemed as the exchange between time, qualification and wages which takes place between the employer and employee during the labor process.[2]

In order to establish the existence of the abovementioned relationship it should suffice the elements of selection and engagement of the employee in the organization, payment of wages, the power of dismissal and the employer’s power to control the employee’s conduct. The most essential factor is the employer’s power to manage and control the conduct of the individual, this is not only deemed as the consequence of tasks to be delivered but it provides the means and methods to furnish work undertakings.[3] The subject of identifying the existence of an employment relationship is mainly to establish an appropriate mechanism in order to provide effective measures of protection and prevention of maltreatment and exploitation of workers within the context that constitutes such relationship.

[1] ILO Recommendation 198: Employment Relationship Recommendation, 2006

[2] Huiskamp R. et al, 1995, “Regulating the employment relationship: an analytical framework”, Comparative Industrial and Employment Relations, pp. 17-36

[3] Sy vs. Court of Appeals, G.R. No. 142293, February 27, 2003

Dissecting the Rudiments of Work and the Individual: Do You Live to Work or Work to Live?

2007-12-15T09:49:00.000-08:00

ANTO COMETA

Work and the individual have been regarded as the essential components of society and its institutions. The formation, growth and development of the state together with the rest of its machinery are derived from the collective functioning of individuals for the sole purpose of survival. Without the individual working, continued existence would not be possible. Dissecting the essentials of work and the values obtained and given by the individual provides a basic understanding on the worth of both work and individual to one another. But does an individual exist to provide and execute work or does the individual toils to survive?

Work has been defined in the general sense of the concept as the individual’s effort or activity performed for the purpose of providing goods or services which are of value to others. It is the creation of material commodities as well as services in which the individual may directly consume or vend to others. This provides remuneration which may be in any form whichever considered being part of the undertaking of paid or unpaid labor. Conversely, it could also be the cause of one’s disappointment and dissatisfaction. Whether the value could be seen to have minimal worth or of vast significance, how the individual perceive that particular value and how it affects his or her well being is of substance and of utmost importance.

The view of an individual functioning and existing to perform occupational activities could be deemed as somewhat fatal to one’s being. This particular discernment of an individual existing merely to provide and execute occupational tasks and functions is of less meaning or no meaning at all when carefully examined. The premise does not have any bearing on the individual’s existence as it does not provide any rationale in the individual’s life.

Work could not be estranged from the individual as work provides several indispensable values ranging from subsistence to its socio-psychological importance. These values are deemed necessary as they are needed in order for the individual to continue and provide worth to one’s self whatever that is. At the most, with respect to one’s existence, the individual whether compelled or not works to live and not the opposite.

Restricting Work Equality through Gender Partiality

2007-12-15T09:16:00.000-08:00

ANTO COMETA

Society has never been forbearing in terms of gender particularly in employment and equality of work opportunities. Institutions have prearranged standards and established tasks and functions wherein the abovementioned facets of work have been classified and segregated on the account of the individual’s sexual category. There have been numerous efforts of pushing gender sensitivity in employment opportunity and occupation. The creation and ratification of both local and international labor laws and policies seek to provide equal opportunity and shun discriminatory undertakings in both pre and full employment. However, it fell short of substance as they were never really effusively exercised.

Several provisions on both the Philippine Constitution and the Philippine Labor Code outlined the recognition, full protection and support of anti-discrimination in work and employment opportunities.[1] Furthermore, the International Labor Organization has set sight on the promotion of equality of opportunity and treatment by declaring and pursuing a national policy aimed at eliminating all forms of discrimination In respect of employment and occupation.[2] These necessitate that the state would make certain that the fundamental equality between individuals regardless of differences (physical, socio-economic and political relations) are observed and performed in the field of employment and occupation.

In spite of these, laws and policies concerning work opportunity and protection do not fully regulate employers in the selection of its workers and execution of work processes and functions assigned to the individual. To a certain extent it could be seen as if society and its institutions have accepted that preference in gender is not a barrier in the execution of occupational functions. The study conducted by Hector Morada and Lani Santos on sex discrimination in job advertisements in the Philippines reveal that within the period of 1975 to 1995 there has been decreasing figures in pre-employment sex discrimination . However, it did not signify that sex discrimination has declined or has been eliminated. A number of occupations exhibited persistence in eliminating discriminatory advertisements to avoid gender partiality while others display reversals in sex preferred by employers. [3]

We should not discard the fact that the individual is the principal component of any associations that could be instituted within the state. Establishment of these institutions would not be viable without optimizing the potential derived from each individual regardless of gender. With the current protection to labor and support in full employment and equality of employment opportunities, it still remains to be seen how far it would proceed and progress. Unless society and its institutions fully recognize that gender is not a factor that could encumber the functionality and performance in work, the essentials of the so called work equality could be deemed as distant from the ideal.

[1] Article 2 Section 14, Article 3 Section 1, Article 13 Section 3 of the 1987 Philippine Constitution, and Article 3 of the Philippine Labor Code

[2] International Labor Organization (ILO), Convention No. 111 – Convention Concerning Discrimination in Respect of Employment and Occupation

[3] Morada H. and Santos L., 2000, Sex Discrimination in Job Ads, Philippine Journal of Labor and Industrial Relations, pp. 89-99

Uncertainty 2

2007-10-25T15:16:00.000-07:00

ANTO COMETA

Choices are those we make for circumstances that need to (or need not) be decided. Whether we choose to come to a decision or not, it will still have an effect on the current situation that the individual is in. But why is it quite hard to make a choice? I always know the answer, and that’s the reason I wrote this entry.

I never thought I would have another entry that would turn out to be similar to what I wrote before for my sister. I could still remember that night (or should I say morning) when she begged and had given me two sticks of cigarettes (which I asked) in exchange for a one-page paper for her class. I usually don’t write schmaltzy articles, I would rather read those that were written by others than to compose one.

As I finished writing this, I just realized that I smoked ten; five times more than I had when I wrote the first.

The Choice of Uncertainty

You sail again the waters of uncertainties. But this time, it’s more perilous and far more complicated. Coupled with anxieties that you cannot fully explain but you strongly feel.

Several times you have fallen, endured the torment, already cognizant of what should be done the next time you stumble upon the same situation and yet you still haven’t set the course of your life accordingly. The problem is you refuse to learn. How can you set the path when you’re confronted with denial? It’s like a splinter in one’s mind that drives an individual mad. Now, you are strained to make a choice before it turns into complete lunacy. The choice to be made would be the choice that would conclude everything.

But a choice is not an end but a means in achieving an end, an end which in itself uncertain. Why make a choice when you don’t know what to expect after making a choice? A more convoluted question would be, why make a choice when you are unsure what choice to make. There’s only one answer I have in mind, and that is - by not making a choice you have already decided the outcome. Making a choice is the most that an individual could do and the least that could be expected. Everything begins and ends with a choice.

Making a choice is the initial phase in removing the uncertainties that you have. What lies ahead is not something to be terrified of but something to look forward to and be prepared to deal with. I’ve said before that it doesn’t really matter how long the travel would be or the obstacles to be encountered throughout the voyage. What’s more important is that you’re still on the course and nearing towards the destination.

At this point, if I make a choice, would it put an end to the uncertainties that I have in mind? How could a choice make things fall in its proper place, its proper perspective, on the right track? The choices one makes are the choices that will set one’s path (whatever that is). Apparently, uncertainty is not the dilemma but making the choice itself.

Romanticizing Dunlop’s View of an Industrial Relations System: Fortifying the Standards of Living (Part 1)

2007-10-24T00:42:00.000-07:00

ANTO COMETA

Stability and contentment are two of the major concerns that an individual would want to have particularly for those consumed by society’s repression and inequalities. Elevating an individual’s condition in terms of his status in both socio-economic and personal is a daunting task since numerous factors both internal and external necessitates high consideration prior to executing the decisions (to be) made.

Costing the operational costs to run your life seems to be the most pragmatic approach or method to do yet it appears to lack essence as you (want to) move forward or as you unify institutional views with your personal needs. Perversions of current notions, beliefs and ideologies consummated into actions are at the most that you could perform to satisfy the yearning yet not totally disregarding the normative principles set by society.

A lot of people are under the impression that defiance of institutional standards could lead to progressive modification of the existing paradigm. However, the basis seems to fall short of facts as society has proven its influence, power and control despite the shifting trends. Does defiance modify the paradigm, or does one have to demolish in order to create a new one?

The concepts of stability and contentment are by-products derived from the common ideologies and beliefs shared by individuals involved in a certain system. These ideas are the key elements that integrate the system as functional unit of society. Changing the paradigm necessitates a major shift in the existing ideological equilibrium. Consequently, this will create a new set of rules within the entire system that will characterize and delineate the position(s), function(s) and relationship(s) of the actors within the system.

There are risks that should be calculated and highly considered prior to deciding as to what should be done to rectify or uplift one’s existence. Those risks are the things that are responsible for the stagnation or alteration of one’s being. Whatever the (preferred) outcome, it’s the individual’s choice to make.

Republic Act. No. 9481: Restructuring of the Philippine Industrial Relations Landscape

2007-10-14T00:11:00.000-07:00

ANTO COMETA

Strengthening the worker’s right to self-organization has been one of the major dilemmas that the Philippine Industrial Relations System is confronted with. The lapsing of the labor bill which is a consolidation of Senate Bill No. 2466 and House Bill No. 1351 into Republic Act. No. 9481 poses several implications that could change the structure of the Philippine Industrial Relations scene. Major apprehensions on both end of the business and labor sector has surfaced due to the enactment of the aforementioned labor law.

The labor movement is confronted with a lot of problems branching out from the effects of economic restructuring, market-driven policies, technological change, degree of government intervention among others. The perceived deterioration of the country’s labor movement is mainly due to the structural causes intensified by the unrelenting trends in the labor market which tend to limit the base of union organizing.[1] The new labor law which lapsed last 25^th of May 2007 enacted as Republic Act. No. 9481 will further advance the labor movement’s membership as well as extend its representation in the legislation of national policies concerning worker’s welfare and rights.

Malacanang has allowed the bill to lapse into law due to the surefire circumstance that it could perturb the current labor relations as well as the industrial peace that the country is currently experiencing.[2] The evident reason was that endorsement of the labor bill could instigate none support from the business sector, and if vetoed, reprisal from the workers league. Together with the amendments that include requirements for registration for union legitimacy, cessation of union registration, chartering and establishment of regional chapters, intermingling of rank-and-file union and supervisors’ union operating within the same firm in the same federation or national union, representation issue in organized establishments and petitions in unorganized establishments, the new labor law could aid in addressing the challenges that the Philippine labor movement is facing.

With the lapsing into law of Republic Act. No. 9481, the employers bloc were somehow taken aback since there were provisions in the new labor law that regulates (or limits) their capacity to control the emergence and expansion of labor unions as well as the underlying implications that goes with it. Concerns such as how will the expanded rights of workers to self-organization impact on investors’ confidence and industrial peace and stability?, how should businesses respond to this new law?, what are the implications and how could this be mitigated?, what are the next steps towards implementing the new law?, and how will the implementing rules be formulated?,[3] reveal the augmentation of the labor sectors’ influence over labor and economic policies which deemed as a probable risk and to a certain extent burden to the capitalist paradigm. On the labor sectors’ end, although it may be perceived as advantageous in one way or another, reservations on increased inter union conflict has emerged. The amendments outlined could lead to increased discord on ideologies and approaches since membership and representation became more lenient. No doubt that the current conflict between unions has been one of the factors aside from those influenced or brought about by the external and internal features of the system has weakened the entire organization.

It is held that the new labor law may possibly impinge the rule enforcement on union finances, substandard collective bargaining acts, and illegal exaction of fees from employers, among others. Moreover, the provision that managerial and supervisory employees may join, assist or form separate collective bargaining units as well as legitimate labor organizations of their own could instigate an imbalance in the establishment since managers and supervisors are the frontline representatives of the management and are the significant to running it effectively. The new law permits the rank and file employees and supervisors unions operating within the same establishment to join the same federation or national union. By allowing the supervisors and rank-and-file unions to share common cause could affect business operations and the effectiveness of its management.[4] These are the most pressing concerns that need to be anticipated as it may cause instability not only to the firm they are connected to but also to the system itself.

Whatever the concerns and issues related to industrial relations which have always been at the forefront of the country’s political, social and financial economy whether blatantly ignored or addressed have greatly shaped the current country’s industrial relations landscape over time. Moreover, the apprehensions of parties involved could not prevent the system from adapting or transforming itself as they themselves were responsible for its stagnancy or modification.

The changing landscape in the Philippine Industrial Relations is inexorable as it needs to facilitate and address the concerns, issues and shifting structure of the relationships between the actors in the country’s industrial relations system. Moreover, with the current political and economic set up of the country, it is undeniable that the labor sector in the Philippines has been greatly affected by economic policies and restructuring brought about by trade liberalization and globalization. The view on structural adjustment for instance is by and large perceived by the third world countries (such as the Philippines) as an instrument of suppression and exploitation by the industrialized countries.[5] With the structural changes in the Philippine Industrial Relations with reference to the country’ political economy and labor market that has happened in the country over the past decades, the new labor law together with the outlined amendments fervently asserts the worker’s safeguard over the implications that may arise from these.

From a theoretical point of view, reconciliation of divergent views is very much feasible if we were to apply the framework of ideology of tripartism. The Dunlopian model of an industrial realations system which implies unity, interdependence, and an internal balance which is likely to be restored if the system is displaced [6], implies a hope of structural modification provided that the actors are agreeable and the dispute settlement mechanism and strategies are acceptable by the parties. The enactment of the new labor law could be deemed as a significant step in order to establish a new or modified paradigm towards the generation of a more flexible labor market, collective bargaining and policy construction that is affable for the actors or parties concerned in the industrial relations systems of the country.

[1] Bitonio Jr, B. Unions on the Brink: Issues, Challenges and Choices Facing the Labor Movement in the 21^st Century,

[2] Bengco, R. “On Brion’s advice, Arroyo lets labor bill lapse into law”, http://www.malaya.com.ph, posted May 29, 2007

[3] Employers Confederation of the Philippines, Republic Act 9481: Boon or Bane for Employers, http://www.ecop.org.ph, June 06, 2007

[4] Sun Star, “Arroyo allows pro-union bill to lapse into law”, http://www.sunstar.com.ph, posted June 06, 2007

[5] Macaraya, B. and Ofreneo, R. Structural Adjustments and Industrial Relations: The Philippine Experience,

[6] Dunlop, J. 1958, An Industrial Relations System - Industrial Relations System, Harvard Business School, Boston

Impact of Globalization on Trade Unions in the Philippines: Rationalizing Labor Exploitation through the New International Division of Labor

2007-10-13T22:42:00.000-07:00

ANTO COMETA

In the Context of the Modern World System

Modernization had such extensive and varied effects on the both world economic markets and its societies. The core section of the paradigm of the modern world system and the division of labor incorporates high standard of technology which results in finished products distributed in both domestic and foreign markets. Due to the nature and how its market operates, most of its workers belong to the formal sector, thus providing an elevated standard of living in contrast to those in the exterior sections – semi peripheral and peripheral segments.

The geographic expansion of the capitalist world economy (particularly industrialized or developed countries) not only altered political systems but also changed the labor conditions wherever it has penetrated. The functioning of the world economy has brought mounting disparities between economies as well as with the abovementioned sections.[1] It has brought distorted growth and development in which social inequalities between the sections of the world economy have increased rather than imparting prosperity for all.

In the Context of Globalization

The new trend called globalization has now replaced the old paradigm of modernizing the world system. Globalization has outlined the economic process which was an outcome from the changes in technology, investment and production and distribution. It is in the framework of globalizing the economies of countries in order to utilize and maximize the resources and economic potential of a specific nation. Foreign investments and its leveraging of resources as well as relocation of its business operations across borders particularly to third world countries has greatly affected the Philippine industrial relations as well as the country’s economic structure.

The new paradigm of the international division of labor states that less developed (or underdeveloped) countries are made to specialize on labor-intensive, low-technology export commodities while those considered to be more developed focuses on capital intensive, high technology products of the multinational companies as well as transnational corporations.[2] In the Philippines, the most evident effects or trends with reference to globalization both on firm and industry levels are, trends toward labor flexibilization, trends toward the informalization of labor, trend toward an HRD strategy. These in turn have an effect on the workers as well as trade unions at it poses threat on job security which could increase the country’s unemployment and underemployment conditions, restriction on legislation matters, base reduction for union organizing and difficulty in collective bargaining.[3] Such effects create greater instability in the Philippine Industrial Relations System as it already is. The outcome illustrates the weakening power and influence of the labor sector which could result in the ineffectiveness of the country to deal with such crisis.

Globalization to a certain extent pushes workers in the formal sector to the other end. The future of unionism cannot be isolated from the future of the workers in general. The determination of that future will be a product of many procedures associated with an integrating world. These include economic restructuring, market-driven policies, technological change, the degree of government intervention in labor markets and industrial relations, flexibility in the way work is organized and growing diversity of work, and the increasing dichotomy in terms of employment and income opportunities between workers from both formal and informal sectors. [4]

Economic growth brought about by globalization is advantageous as it could facilitate in the development of the country. However it should also be taken into account the negative consequences that could be incurred by having such since effects of these could bounce back and have an effect on the state of the country’s economy. It is without a doubt that economic needs of a country could not be disregarded and consequently, compromises are inevitable. It is imperative to emphasize that is not just austerely optimizing the conditions of the market but to reconcile the interest of the workers with the welfare and economic needs of the society as whole.[5] Trade unions play a major role in the representation and formulation of certain socio-economic policies concerning not only those in the formal labor sector but also for those classified as informal. It must be taken in great consideration in order to adjust suitably to the changing trend in the world economy and landscape in the Philippine Industrial Relations System.

Globalization has taken its socio-economic toll in the exploitation of the labor sector, primarily those located in third world countries such as the Philippines. The old model of the international division of labor has been replaced by a more exploitative paradigm having direct effect on those that belongs in the working class and its trade unions. Addressing the economic needs by adapting to the changing conditions brought about by globalization is essential for the country’s survival. However, interests of workers in the formal labor sector should also be taken into consideration to fully capitalize on the changing trend in the economy.

[1] Wallerstein, I. 1974 The Modern World System: Capitalist Agriculture and the Origins of the European World Economy in the Sixteenth Century, New York: Academic Press

[2] Ofreneo, R. 2000, WTO and Globalization: Trade Union Issues and Challenges in the Asia Pacific, p.4

[3] Ofreneo, R. 2000, WTO and Globalization: Trade Union Issues and Challenges in the Asia Pacific, pp. 11-13

[4] Bitonio Jr, B. Unions on the Brink: Issues, Challenges and Choices Facing the Labor Movement in the 21^st Century,

[5] Weiss, M. Globalization: Challenges and Opportunities for Philippine Industrial Relations in the Next Millennium, J.W. Goethe University, Frankfurt (Germany)

Ending Campus Violence

2007-09-17T01:42:00.000-07:00

ANTO COMETA

Official statement released by the Student Council of the UP School of Labor and Industrial Relations with reference to a recent incident concerning an undergraduate student who died due to a fraternity related occurrence.

LET US PUT AN END TO CAMPUS VIOLENCE

The UP SOLAIR studentry sympathizes with the bereaved family and friends of Chris Mendez, an NCPAG senior who died last week due to a fraternity hazing incident. We also extend our prayers for the speedy delivery of justice to Chris and to the many others who have become victims of these fraternity-related incidents.

This issue awakens us to the fact that putting an end to campus brutality may remain an elusive goal for the members of the UP community. Fateful incidents such as these tarnish the much-celebrated academic and social reputation of our University. Many forms of physical abuse occurring everywhere in our campus counter the premises of academic freedom which we have selflessly fought for and sustained throughout the years.

We in UP SOLAIR condemn all forms of campus violence. We recognize this issue as an organizational malady that needs to be acted upon. While student councils, student organizations, fraternities and sororities continue to provide a staunch support in promoting the University's academic and social thrusts, we are, at the same time, endowed with the responsibility of ensuring the rights and welfare of the students.

We therefore urge the administration to address the need for institutional reforms to break the traditional inhumane practices employed by some organizations and to safeguard the students' rights to a safe and student-friendly campus.

Every member of the UP community is asked to remain vigilant. Collective effort should be observed in order to systematically eradicate violent incidents in our campus. It is about time that we set our self-gaining interests aside and promote solidarity and respect for one another.

For in the end, we will never be judged by our individual contributions but by our conscience.

Let us help make campus violence a history. . . NOW!!!!!

UP SOLAIR Student Council
University of the Philippines - Diliman
September 4, 2007

The Drinking Bender after the Midterm Exam

2007-09-07T04:01:00.000-07:00

ANTO COMETA

Results from the midterm exam in IR 201 were already out. I didn’t know that until Cathe text messaged stating that Dr. Bach Macaraya was already distributing the midterm papers in class. At the time she informed me, I was on my way to UP SOLAIR. I was with my drunk dad whom I asked to drive me to school. We were stuck in heavy traffic at Philcoa. After receiving that text from Cathe I was a bit uneasy and wanted the car to fly in order to get to UP SOLAIR in an instant. I received a text message again but this time it was from Jef. He asked if I would like to go out after class with Pau, Bam and Gracey to celebrate Pau’s recent break up with her boyfriend.

When I arrived at the school I immediately went to the classroom. Obviously I was late and it was so evident because there was a group reporting in front and the class for some reason was so quiet although the topic of the report was very mind stimulating – “Strategic Choice of Multi National Companies”. When I entered the class everyone looked at me as if they saw an extra terrestrial life form entering earth. I immediately sat down and looked at Cathe who was seated across - smirking. I was seated beside one of the reporters, Mani. It’s a pseudonym I invented since I don’t want to disclose his real identity because he’s an established person in his field. After a couple of minutes I received a text message, it was from Cathe. She was asking me how it feels to be seated with Mani – the person we were so irritated with since day 1 of that particular class. I smiled and replied “feels like heaven”.

After 40 minutes, the uneasiness got worse not because I was seated beside Mani (actually he was so nice to me and even offered chocolates, which I didn’t refuse, well, at first I did but he was insistent so I did get some) but mainly because the people beside me were looking at their papers. I snapped. So I asked Mani if we could have a 10-minute break before they start their next topic. In order to get the attention and relay the request to their group mate who was currently reporting, he interrupted the lecture and said, “break daw” the reporter replied “huh, ano, break? break na tayo? It got the attention of our professor and told the class to have a fifteen-minute break. Before I proceeded to have the break, I approached Dr. Macaraya and asked for my paper. I was quite nervous to see the grade that he gave. When he handed over the paper, the foremost thing I noticed were remarks in red. I thought those were terrible comments, but when I looked closely, the remarks stated “ok” and some very critical points that he thought I should have covered and discussed in my paper. When I flipped the last page, it was a relief for me, I got 1.75.

I took my break with two of my “council of elders” (Bossing Jess and Cathe – peace mga friends!) together with Elo. We went to the hut beside the pond inside the school and smoked. We were discussing some things which were mostly not related to industrial relations. We lost track of the time - since we were laughing our hearts out because of some jokes and stuff that Cathe and Elo did while Mani and his group mates were reporting. When we went back to the classroom, the reporter in front was already discussing the conclusion. It was very embarrassing - it was really evident that we didn’t want to pay attention to their report.

After the class, we went to Tree House (a restaurant along Matalino St. which is within our village). We ordered the good stuff – red wine, although the brand of the wine is cheap, nonetheless it’s still the good stuff. All of us were there except Pau. Pau went home after their class but according to Jef she was already on her way to join us. Around 10pm, after we had dinner and a couple of (or several) bottles of wine which made almost everyone tipsy except for Gracie (she never really drinks alcohol, she prefers the Chuckie chocolate drink over alcohol) who just had a glass of wine because we forced her, Pau arrived. She immediately ordered a bottle of beer and briefly discussed their break up, no details though. After an hour then came the “MU” (the label is so childlike – well I don’t know how to label their ongoing relationship). We talked to the guy to make him feel comfortable. Well to start with, the situation is already uncomfortable since he was introduced to the friends of the girl she’s courting, not to mention that all of us had this look as if we wanted to tie him up at the chair he’s currently sitting with a shotgun pointed at his head (or was it just me and Bam - biro lang 'to) and make him confess if his motive is just to fornicate with our friend. Nonetheless we made him feel comfy since we love our friend (hehe - seriously, but not the intimate type).

It was already midnight when Pau and the MU decided to go ahead. We stayed there for several minutes to discuss our personal assessments about the guy. Me, Bossing Jess and Bam had the same view about the guy – he’s just for that thing. Well, as if we can do something about it (if ever yun nga) but Cathe was quite worried after hearing our assessment, so she text messaged Pau to be careful (hmmm…) and be sound on her decisions. The exchange of views and the worrying didn’t stop even after the restaurant closed so we went to a nearby canteen selling baka soup – Tangkoy’s, that’s along Kalayaan Avenue near Tree House. By the way, their baka soup was one of the best that I tasted. Even though I’m so tipsy or scatterbrained I could still discern Cathe’s anxiety. The discussion continued while eating (or sipping) baka soup. When I looked at Cathe I noticed that her MP3 headphones were soaked in the soup. So I stood up and removed the headphones from the soup. Cathe just stared at me. After finishing our soups we decided to go home since all of us are quite exhausted and to an extent drunk (and the discussions were going nowhere).

I really don't know what happened to the rest after I entered Jef's car, all I know was that it was another ecstatic day for me, thanks to the wine... and friends of course.

Writers and Article Contributors - The Philippine Industrial Relations

2007-08-17T16:46:00.000-07:00

ANTO COMETA

The Deterioration of the Labor Movement and Expansion of Cooperatives and Its Impact on Philippine Industrial Relations

2007-08-10T00:44:00.000-07:00

ANTO COMETA

Economic restructuring and policies, even technological change, brought about by trade liberalization and globalization has greatly impinged the current Philippine Industrial Relations Systems. The decline in both numbers and membership of unions in contrast to the mounting presence of cooperatives and its members has brought several implications in the representation of the formal labor sector- creation of national policies concerning the formal workforce and effectiveness of collective bargaining in the country.

The apparent decline in the Philippine labor movement could be attributed to the structural causes as well as institutional barriers which tend to regulate union organizing and expansion. [1] Foreign investments and its leveraging of resources and transfer of operations across borders particularly to third world countries has instigated not only an economic move but also social as well as political. It has affected the existing national set up of industrial relations system of the country which is executed through the reduction of regular workers and increase in contractual or casual employees, and the prevention of unionism.

Cooperatives has somehow benefited from the effects of trade liberalization and globalization. Companies lean towards the acceptance of cooperatives as compared to unions, which can be perceived in the approach used by numerous companies across industries – the “union avoidance approach”. Companies’ either directly undermine union organizing efforts or restructure the company and relocate the unionized business into a non-unionized setting.[2] Cooperatives are deemed by companies as somehow less problematic and muddled and to a certain extent advantageous as they have become providers of contractual or casual workers for the company they are affiliated or connected to. This has paved the way to the increase in cooperatives over trade unions.

As a major consequence of this growing trend, the underpinning in which the entire industrial relations system is situated has also been compromised - and that is the relationship between the tripartite actors. The core of the Philippine Labor Code which governs the actors is centered within the aspect of regular employment purposely for labor standards and protection.[3] The deteriorating number of non-regular employees due to labor flexibility or flexible labor arrangements brought about by globalization implies minimal influence of the labor sector in public policy and governance. Without ample and proper representation from the workers, its influence over national policies and collective bargaining in terms of employment relationship is at stake. The effectiveness of the national industrial relations system, its control over the employers and protection of the workers is inadequate if not desecrated.

If we are to efficiently address issues concerning the labor sector and its impact on the industrial relations system, major actors in the tripartite system should be properly represented. Programs and policies to be developed and implemented in order to achieve a well-balanced and affable industrial relations in the country should be done with proper consultation from the key actors which runs the national tripartite mechanism.

[1] Bitonio Jr, B. Unions on the Brink: Issues, Challenges and Choices Facing the Labor Movement in the 21^st Century, 128

[2] Ofreneo, R. Globalization and Unionism: The SMU Challenge, 7

[3] Macaraya, B. The Labor Code and the Unprotected Workers, 230

Addressing the Principle of Minimum Wage Fixing: An Initial Approach to an Efficient Labor Costing

2007-07-17T15:14:00.000-07:00

ANTO COMETA

Several theories and models on wages have been developed in order to address the dilemma in the structure of labor costing. Fixing wages covers a wide range of factors affecting both the supply and demand of the labor market as well as economic and political conditions and policies of a country.

One of the components that need to be attended to is the principle of minimum wage fixing. Minimum wage is a good and reliable reference of the standard of living of the workers particularly in developing or third world countries such as the Philippines. In this particular case, the dependent variable which is the minimum wage determines the outcome or the output of the independent variable which is the living standard of the workers. This could assist in the initial approach on how to properly put forward an efficient labor costing policy and structure across economic sectors and industries.

According to the Labor Code of the Philippines, the determinant of the minimum wage in the country constitutes a near satisfactory level that could sustain the living conditions in terms of the basic necessities of the worker. “The regional minimum wages … shall be as nearly adequate as is economically feasible to maintain the minimum standards of living necessary for the health, efficiency and general well-being of the employees within the framework of the national economic and social development program.”[1]

As avowed in the labor code, the minimum cost of labor ensures sufficient remuneration for the worker in order to suffice the cost of living or the standard living necessities of the individual (and their families). However, in this regard, the minimum wage does not entail improvement in the economic situation of the individual. This is just a mere “pay the rent” principle whereby an individual works in order to live by the day.

Minimum labor costing should intend to address poverty and guarantee the sustainability of the necessities of the workers and their families. A study conducted by Catherine Saget of the International Labour Organization (ILO) with reference to the minimum wage and its impact on the nation’s poverty suggests there is evidence to support that minimum labor costing can take an essential part in the reduction of poverty of a country. [2] In relation to the evidence, at least three premises should be sufficed - (1) most workers should be entitled to get at the least the minimum wage, (2) compliance of employers with the minimum wage regulation and there should be (3) no price increase in commodities following the augmentation in minimum wage. Accordingly, if the three conditions were met, the principle of minimum wage to surmount poverty and meet the requirements of satisfying the necessities of the workers and their families is feasible.

One of the major hindrances aside from the economic condition affecting the country and its labor market is the revenue acquisition of the employers. Employers are quite concerned in the maximization of their profits. Most if not all adheres to the principle of sticky wages. By not promptly responding to the changes in wage levels in the labor market, revenue exceeds the cost of hiring the worker. This is also applicable in hiring additional workforce in their business.

The principle in minimum wage fixing will remain abstract if it would not be applied and stringently implemented. The most viable way of addressing both social and economic issues and eventually arriving to a resolution is through social dialogue in different forms and levels between the tripartite partners.[3] In the paper published by the ILO authored by Tayo Fashoyin, discourse and consultation between the workers (with their organizations or trade unions), employers and the government as well as other relevant stakeholders is a useful measure of developing agreements on policy issues.

Coming to agreements and formulating policies based on the consensus of concerned parties plays a fundamental function in shaping the labor market and relevant institutions as well as the economy of the country. An efficient minimum wage fixing could pave the way not only to an efficient structuring of labor costing but also to the development of the country and its economy.

[1] Art 124 of the Philippine Labor Code, www.dole.gove.ph/laborcode/

[2] Catherine Saget, Minimum Wage – Does it Cut Poverty?, http://www.ilo.org/public/

[3] Tayo Fashoyin, Social Dialogue and Labour Market Performance in the Philippines, http://www.ilo.org/public/

Earrings With Feelings

2007-07-11T11:19:00.000-07:00

ANTO COMETA

I’m promoting my friend’s business, let's support Filipino domestic entrepreneurship.

earrings with feelings.

abubot.

palamuti.

kerengkeng.

sabit-sabit.

borloloy.

palawit.

They are selling funky earrings made mostly out of wooden and glass beads. If you want an alternative pair of earrings for your fashion accessory that is very unique and affordable, you may place your order(s) by contacting them through the following numbers:

Jasmine - 0917-8978562

Riza - 0917-8502849

Ros - 0919-2394114

Email: earringswithfeelings@gmail.com

Blog: http://earringswithfeelings.blogspot.com

The (Over)View of Pluralism

2007-07-10T13:59:00.000-07:00

ANTO COMETA

“If pluralism is a valid view, and respect between systems of values which are not necessarily hostile to each other is possible, then toleration and liberal consequences follow, as they do not either from monism (only one set of values is true, all the others are false) or from relativism (my values are mine, yours are yours, and if we clash, too bad, neither of us can claim to be right).”

– Isaiah Berlin

Pluralism holds the view that diversity amongst individuals and groups is a significant factor that is quite essential and beneficial to society. It is defined in the context of liberal democracies wherein the concentration of power should not be exclusively held by a single or group of elites but should be dispersed among the various ideological and economic pressure groups of the society.[1]

The players of pluralism referred to as the pressure or interest groups interact with each other in such a way that they may be able to compromise, compete, have a concession and negotiate with each other. The primary objective is for the group’s principle to develop into the dominant interest and to eventually become the majority. However, given the system in which they operate, pressure groups tend to be controlled and confined within the premise of the system itself.

Pressure or interest groups represent the positions of the bloc or people they belong to. These groups act based on the beliefs and common goals that they share with the rest of the faction. The significance of pressure groups is situated in the ideology and manner of influencing the public or liable parties. They seek to convey their causes, advocacies and programs by influencing people or society in general. These groups are entirely different from political parties - Political parties seek to convey their concerns by being elected in public office whereas pressure groups put across their concerns by influencing the public or the different sectors of society through awareness and persuasion.

Antagonism towards other pressure groups could generate instability and disorder within the system. It could be extremely despotic, which could present threat to the current libertarian state of the society or nation. In order to re-establish pluralism, the dominant group should be removed from the system or be replaced by a less domineering group having the same ideology.

[1] Pluralism, http://concise.britannica.com/ebc/article-9060460/pluralism

The Story of Milk and Coffee

2007-07-10T04:59:00.000-07:00

ANTO COMETA

Last Saturday, after our 1-4 pm class under Dr. Bach Macaraya, me and my friends in graduate school – Bossing Jess, Atty. Cathe and Jef decided to go out for a wholesome afternoon engagement - discuss IR concepts or anything under the sun while drinking milk (seriously) and coffee. However, it turned out to be an alcoholic drinking spree of a juvenile slave driven employee and three established professionals. What happened to the milk and coffee?

Initially, we were supposed to go to a coffee shop because Jess was quite sleepy even after the class (although the class was not that boring - thanks to one of our classmates who for the nth time never failed to piss everyone in class by his thoughtless remarks and questions), Cathe craves for milk and Jeff, even though he already left early, text messaged that he will join us as soon as he’s done with the activity that he’s currently engaged in.

Downstairs we met up with our groupmates Erika and Elo to discuss who will be the members of our next reporting session (we have decided to distribute the members into two groups for the remaining two concepts that we have to cover for the course). Even after we have settled the matter, we were still indecisive as to where we were going. Elo suggested a nifty place where we could drink coffee and milk with the ambiance and all. Without any qualms, we decided to go the place that Elo suggested. We asked Elo and Erika if they wanted to join us. Erika declined because she’ll be traveling a couple of hours going home (she lives in Laguna), she can’t afford to stay late, while Elo still has a class until 7:00 pm. Elo said he will just follow as soon as his class ends and if we are still there.

Anyway, we went to the establishment Elo suggested. When we arrived at the place, we asked one of the personnel if they are serving milk and coffee. The personnel seemed stunned by my question; he said “sir ano po kape at gatas” with a baffled look in his eyes. I replied “oo kuya, gatas at kape, bakit wala ba dito noon?” He just smiled and said “wala po”. I replied again and said “seryoso, talagang walang kape at gatas dito?” The personnel didn’t answer back anymore and just turned around and went to the counter. I couldn’t say anything other than “sira ulong Elo yun ah” and then we laughed. We have no choice but either go to a coffee shop or just settle there and drink whatever they have. The three of us agreed that we just stay there.

Jef finally arrived after several minutes, Jess and I decided to drink beer instead, while the two ordered chamomile tea. Actually, I’m not so sure at that time if I really wanted to drink alcohol since it’s been 3 days (not consecutive though) that I have been drinking. Nonetheless, I still ordered beer, I can’t resist the temptation. After an hour and a half of academic discussion, two refills of chamomile tea and six bottles of san mig light. Cathe and Jef decided to drink booze as well. It was already almost 8:00 pm when Elo arrived. It has been four hours since we step foot on the place. After an hour, another two rounds of beer (that’s almost 9:00 pm if I’m not mistaken), senseless jokes and hard laughs because we were already under the influence of alcohol (note: we are not yet drunk), Jess called my attention and said that he has to leave because he still has to fetch his daughter in school. Elo seconded, that he also needs to go because he has another affair to attend to. So it would be me, Cathe and Jef who will be left after the two departs. The three of us decided to continue our alcohol binge at a nearest bar where we could have a bit of live music to listen to – 70s Bistro. It was me who suggested the place since I know that the band Color It Red will be playing.

Cathe and I had a round of beer while Jeff ordered iced tea. At that point, I’m getting a feel that it will be me who will be left drinking alcohol before the night ends. Before the band started, we had a series of good laughs and foolish stories shared. I just realized that our beers where already consumed. Jef asked if we wanted to have another round, without any hesitations I said yes. On the contrary, Cathe refused to have another beer and ordered coffee instead. Jef also ordered coffee. And I was right… it was victory for me. I realized that I’m becoming some sort of a juvenile drunkard, tagging along with professionals, so much for the initial plan of coffee and milk. Well, the two had their coffee, I didn’t. Anyway, we went home almost 1:00 am (Thursday). Before we parted, Cathe asked me If we could go back to 70s bistro to watch again Cookie Chua since she enjoyed the gig, and also to catch a glimpse of Julianne’s performance… I said yes. This time...no doubt, would be a story of booze and artists (and industrial relations I guess) and not an account of what happened to the milk and coffee group date.

This is a nonsense narrative…

Synopsis of John Dunlop’s Industrial Relations Systems

2007-07-09T04:59:00.000-07:00

ANTO COMETA

John Dunlop’s analysis and study of the concepts, structure, function, practices, outcome and the institution that are constitutive of the employment relationship have paved the way in the establishment of the main framework of an industrial relations system.

According to Dunlop, the system is composed of three main actors and their organizations, the context or setting in which they interact, the common ideology held by the actors and the body of rules that govern the system. These are the fundamental components that shape or outline the industrial relations system in which they belong to.

The actors - hierarchy of managers, the hierarchy of workers and the specialized government agencies are the central personas in an industrial system. The interaction and relationship within the three creates the set of rules of the workplace or the principles of the system. Establishment (and development) of the set of rules is the focus of an industrial relations system. The body of rules in the system administers the actors in the place of work. The function of experts and professionals are very crucial in order to establish and govern the body of rules in the system. This are organized and consists of (a) procedure and authority for making rules (b) substantive rules - related to market or budgetary constraints and related to distribution of power in larger society such as compensation, duties and discipline as well as the rules of discipline and (c) administration of rules governing work place and the work community which involves policies of management hierarchy, laws of worker hierarchy, regulations / decisions/ orders by government agencies, collective bargaining agreements and the customs and traditions of work place and work community.

The entire industrial relations system becomes (or mandated to be) stable because of the common ideology or beliefs shared by the three actors of the industrial relations system. It should be fitting and consistent to allow a mutual set of ideas that identifies an acceptable role for each actor. This also characterizes and delineates both the position and function of each in the entire system or their relationship with the rest of the actors. These set of ideas or beliefs are the factors that integrate the system as a unit. Displacement of the existing ideological equilibrium takes place when a belief has a significant modification. Accordingly, this will create a new position or set of rules within the entire system.

The system operates within or prescribed by technology, product markets as well as the locus and distribution or power in society. These are the contexts or environments in which the main actors interact. The technological characteristics of the place of work may influence the type of management of a particular work community as well as the organization of its workers. Moreover, this may also dictate the required labor force of the organization, the requirement for supervision and possible regulation of the government or government agencies. Product markets for the most part affect management group, however, this is dependent on the type of system in which it operates. The distribution of power is not within the confine of the industrial relations system. This operates outside of the system yet influences the key actors of the system itself. These are types of power orientation or authority that has direct influence over the key actors.

The industrial relations system necessitates unison, interdependency and equilibrium of the components. Even if the balance in the system is displaced, it would be re-established on condition that no major alteration would occur in the actors, contexts and shared ideology.

Multi Tasking - A Disambiguation for a Slave Driven Job Function

2007-07-05T15:28:00.000-07:00

ANTO COMETA

There’s a clear distinction between performing different tasks in order to be familiar with certain functions needed to execute appropriately a particular designation and requiring or dealing with various responsibilities to be able to swathe a nugget of activities essential for the business operation. If we will take the latter as the principle of multi tasking, it is a clear manifestation of employee mismanagement or human capital exploitation.

In third world countries such as the Philippines, the concept of multi tasking is a widely imposed attribute carried out in work places across all industries. Fraudulence in job acquisition has been one of the major sources of grievances and dissatisfaction by majority of workers who were given clear job functions prior to the commencement of the assigned task(s) and then transcended to deviations of the normative occupational description during the course of the worker’s employment in the company.

Multi tasking has been widely exercised and expected to be part of the job. In most cases, companies require the worker to perform several tasks which are oftentimes beyond the scope of the designation given. Even if the title or the role of the employee limits or sets the scope of the functions to a specific area of accountability, it has a propensity of being extended or curled in order to give way to lengthened work assignment.

Companies have a notion that multi tasking is not a bad business concept as it facilitates management of its resources, predominantly for those that do not have sufficient means to acquire or increase the manpower. This cuts or saves operational cost since it necessitates several different tasks to be performed by an individual. However, there is an important factor that has been overlooked which is directly connected to the systems of operations of a business, and that is the capitalization or investment in employee productivity. Productivity is measured or defined by the output generated by the individual in terms of the goods produced or services rendered. In labor terms, it is usually determined or quantified as the output created by the worker in a certain period of time.

Labor productivity is more often than not misrepresented as an exclusive central component of business operations. Employee productivity does not only shape the mechanism of the business but also affects the entire industry. It is not limited to the execution of tasks in the organization. It also concerns the development of the individual in terms of work and contribution in the industry and society. Multi tasking oftentimes hinder both the productivity and the development of the worker as efficiency, delivery and quality are compromised. Consequently, the worker and organization suffer from the cost of employing such aspect.

Rebuilding the Culture of Industrialism in the Philippines

2007-07-02T11:06:00.000-07:00

ANTO COMETA

In the early 1980s, the economic condition of the country started to experience a stumbling block that has greatly affected the major sources of the nation’s revenue. This period marked the major decline in Philippine exports in the global market and has also affected the credit rating and borrowing of the country in international financial institutions. The fell of the industrial sector (as well as the agricultural sector) in the country could be attributed to the economic crises that the country has experienced. But was it mainly on these crises that the industrial sector had befallen to its current state? How could we revive an industry that has been in its lowest depth (as far as the country’s condition is concerned) for decades?

Before the 1970s, the country has been exporting primarily raw or semi processed goods such as mineral products. Years after, the country has been exporting manufactured commodities chiefly electronic components and garments.[1] This has boosted the Philippine economy which made the country more affluent compared to the neighboring countries in the region. However, the growth in Philippine industries stagnated – there were no increase in both production and employment. The manufacturing output of the county was cut down because of both political and economic crises in 1983.[2] By the middle of the period, the current administration then developed economic restructuring programs in order to propel the wobbly industry. The economic plan was then effective which made the industry working at full capacity again. However, the programs implemented not were not sustained or fell short of efficacy on a long term period.

The fall of the industry has evidently affected the labor sector. This increased drastically the rate of unemployment which led to the brutal fact of people going abroad to earn sufficient money for their families. The per capita income of the country was intolerable (actually until now). The 1993 GNP of the country was estimated at $830 having an annual GDP per capita growth of .065% between 1986 and 1993.[3] This has increased the percentage of the country’s population below the poverty line.

After a decade, the impact of globalization has significantly aggravated the current condition of the industrial sector in the country. The move towards globalization is not a dreadful economic step. However, the number and share of foreign equities in the business sector compared to local is increasing, thus affecting the domestic businesses in general. Currently, the largest sector in terms of the country’s economic revenue generating component is the services sector. Business Process Outsourcing (BPO) companies constitute the largest part of the services market. Ample number of the labor force in the Philippines is employed in these businesses, majority of which are operated by foreign entities.

There are still industrial businesses that are operating in the country. Although for the most part, these are oligopolistic businesses which are run by a handful of family business tycoons way back the start of industrialization in the country. They have survived by cutting down the cost of their operations - downsizing their manpower and usage of available technology for their businesses.

The attitude and practice of domestic entrepreneurship as well as investing in industrial businesses has been considerably decreasing if not nominal due to the economic impediments and lack of efficient programs, support and policies governing the domestic market. If we were to trace the setback, it started from the crises that the country have faced and has been intensified due to short lived and unsupported domestic economic strategies. If we were to revive the industrial sector, the government should pay much attention to the domestic market concerns. The government should invest more on reviving local industries such as setting limit if not a decrease in the entry of imports and expand the domestic industrial market output and exports. This should be backed up by both fiscal and monetary policies in order to protect and gain confidence that the industrial businesses could still be profitable.

[1] Economy of the Philippines, http://countrystudies.us/philippines/

[2] The Industry, http://countrystudies.us/philippines/

[3] The Philippines, http://www.unsystem.org/SCN/archives/rwns94update

The Benefits and Costs of Economy and Economic Growth

2007-06-17T03:26:00.000-07:00

ANTO COMETA

The Philippines’ economy over the last 10 years could be referred to as a cyclical unsustainable nation. To be more precise, the economic crises that the country has experienced have ranged for more than a decade, but the last 10 years could be considered as a milestone in the country’s devastating condition.

What are the goods and bads of an economy? In Bertell Ollman’s article - Market Economy: Advantages and Disadvantages[1] he discussed the seven main characteristics of a market economy in which both benefits and costs go together. The first characteristic is that people could buy the goods and services they want (or need) only if they have the money to buy for such. Second, Money is a necessity of life – actually this is a fact that no one could contest. Third, In order to acquire money (to suffice the first characteristic) people are forced to do and sell anything. Fourth, the objective of production and investment is to maximize its profit and not to satisfy the social needs. Fifth, the control over those who produce the wealth of the society is no longer carried out but through money and the conditions of a certain task that an individual accepts in order to earn. Sixth, allocation of limited goods is based on money and not through coupons or the basis of who worked harder and longer as well as who needs more than the other. Lastly, In view of the fact that no individual is held back in doing or trying to become wealthy, people gets the notion that each individual gets what they economically deserve.

Economy or the growth in the economy should lead its people to an elevated or at the least a decent living. Growth is already positive in theory or by definition and ideally it should be, but there are several implications when growth is combined with something that concerns the welfare of people and various institutions, such as a country’s economy.

When we say there’s growth in the economy what are the benefits that the people or the country gets? The primary advantage of the growth in economy in terms of the real GDP Per Capita is that the living standards of people improve. In the aspect of labor and employment, this only means that there’s an increase in the employment or reduction in unemployment. In an ideal economy, labor should be at full employment. According to Milton Friedman,[2] full employment means the lowest level of unemployment that can be sustained given the structure of the economy.

On the business side, it provides a higher business confidence which gives a positive effect on both local and global stock markets as well as to small and medium enterprises. And as for the government, this only means one thing (or maybe the other which is quite rampant in the country) – greater fiscal dividend. Since economic growth boosts revenue coming from taxes, the government could spend more money to finance (more) projects.

Growth in the economy however, does have several negative impacts or inevitable consequences particularly for third world countries having a market economy such as ours. One of the disadvantages as an economy grows is the risk of inflation. If the demand for the goods and services increase rapidly (thus affecting the cost to go down rapidly as well) in contrast to the long run productive potential, this could put pressure on the interest rates to rise which results to the loss in the competitiveness of domestic businesses in international markets.

Another, which is directly related and is much applicable in the country’s condition, is that as the economy grows, growth in social-economic inequalities also increases. Unequal distribution of the benefits from the economic growth in terms of profit allocation widens the gap between the people who has the more purchasing power to acquire goods and services as compared to those who have less. The tendency of rich people to become wealthier and the poor increasingly befalls to intolerable poverty. This could also mean increase in gaps between regions in the country which are unreached (or left) by economic reforms and projects as compared to those that are.

At the labor sector end – the risk or increase in workers exploitation. The most feasible movement of businesses to increase its profit is to increase its production and decrease its work force. This could be done either by labor downscale or cut back in employee benefits. Wealth accumulation is a prevalent behavior among the elite (primarily business owners) in order to maintain their stature. Wealth accumulation is a negative behavior and one of its manifestations is the unwillingness to allocate profit to capital. There are several ways to allocate or convert profit into capital. One is to improve the means of production by increasing technology, resources, and manpower. Another is to increase the labor wages to improve employee morale and therefore an increase in production.

The attributes outlined above suggest that in a market economy such as ours, the society’s or the economy’s survival is based on how we could maximize the capacity and resources to generate the means to suffice the necessities (at the least) of individuals (or the nation) and minimize the effects that go along with those.

[1] Bertell Ollman, Market Economy: Advantages and Disadvantages, Oct 1999, http://www.nyu.edu/projects/ollman

[2] Milton Friedman, Natural Rate of Unemployment, http://www.huppi.com

A Brief Assessment of the Status of Philippine Economy – Is It Growing or Groaning?

2007-06-16T23:20:00.000-07:00

ANTO COMETA

Based on the figures released by the National Statistical Coordination Board (NSCB), from the year 2005 to 2006 the country’s GDP Per Capita has increased from 14,186 to 14,653 (in constant 1985 prices),[1] having a growth rate of 5.4% for the fiscal year 2006.[2] Early this year (2007) the incumbent Philippine President, Gloria Macapagal-Arroyo in her public statement announced that the first quarter of the current fiscal year (2007) had a 6.9% growth rate which outstripped last year’s performance. Moreover, Q1 of 2007 had the highest growth rate experienced over the past ten years. Does this entail that the Philippine economy is growing?

In any country or economic society, increase in the growth of the economy could be deemed as something positive. However, we have to carefully examine the country’s sources of economic growth and to which degree it affects the country’s economy in general in order to classify if indeed a certain country’s economy is growing.

How can we say that a certain economy is growing? According to the general definition of economic growth – “it is the increase in value of the goods and services produced by an economy. It is conventionally measured as the percent rate of increase in real gross domestic product or GDP. Growth is usually calculated in real terms, i.e. inflation-adjusted terms, in order to net out the effect of inflation on the price of the goods and services produced. In economic, "economic growth" or "economic growth theory" typically refers to growth of potential output, i.e., production at "full employment," which is caused by growth in aggregate demand or observed output.”[3]

If we look closely at the essentials that directly influence the growth of the Philippine economy we would see that there’s a disparity between the figures and the real situation of the country. Let’s focus on the labor sector of the country. According to the survey conducted by the Labor Force Survey (LFS), as of October 2006 the rate of Labor Force Participation is 64.0%, this figure is lower than 2005 which was 64.8%. However, the Employment rate has increased from 92.6% (As of Oct 2005) – 92.7% (As of Oct 2006).[4] What does this imply? In an article written by Dave Llorito, a noted journalist and researcher focusing on globalization, international trade, business, politics, and public policy affecting urban life, environment, and agriculture stressed that the drop in Labor Force Participation rate from 2005 was an indication that a considerable number of Filipinos opted not to be part of the labor force either because they don’t expect to find a job or they are under (or over) qualified for a specific work. He also stated that the decrease in the underemployment rate was the result of people who got better jobs for the year 2006 were the people who are already part of the labor force.[5]

The growth of the labor and employment sector is a good indicator of the current economic condition a country. The current state of the Philippines reveals that there are a lot of local companies - particularly small and medium industries closing down, downsizing or being bought out by either a larger company or a foreign entity. Increase in foreign investments specifically business process outsourcing (BPO) in the country only suffices the short term and micro level provision of the country’s economic stability. This may appear beneficial in the country’s economy. However, we have to understand the scheme behind outsourcing. The prime mechanism behind every outsourced company is cheap labor. Outsourcing companies do place a high priority in the cost of operations of its business. In order to stay in the industry they must be at the forefront of the movement in the global sourcing market. The current outsourcing industry trend does not promise any stability for the Philippine market since there are a lot of Asian countries particularly China (which opened its door recently to the global market) that is more competitive in terms of labor cost effectiveness.

There are a lot aspects or factors that need to be taken into account in order to adequately say that a certain economy of a country is growing. If I were to base the real GDP Per Capita as the main indicator of the average standard of living of Filipinos as a result of the country’s economic condition, it would be far fetch to assert that the country’s economy is growing even if we base it on the premise that over a decade, the current fiscal year’s growth has been the highest. I guess it would be safe to assume that the country’s economic growth is far beyond mounting.

[1] National Statistical Coordination Board (NSCB), GDP Figures - National Accounts of the Philippines, 1996-2006, http://www.nscb.gov.ph

[2] National Economic Development Authority, Growth Rate Figure - Gross National Product at Constant 1985 Prices (annual Percent Change), 2006, http://www.neda.gov.ph

[3] Definition of Economic Growth, Wikipedia the Free Encyclopedia, http://www.wikipedia.com

[4] National Statistical Coordination Board (NSCB), Statistics - Labor and Employment, Oct 2005 – Oct 2006, http://www.nscb.gov.ph

[5] Dave Llorito, Philippines Without Borders - Alternative views on the Philippine economy, politics, governance, culture, media, and globalization, Is the Philippine economy hallowing out?, Dec 24, 2006, www.davidllorito.blogspot.com

Uncertainty

2007-06-16T23:13:00.000-07:00

ANTO COMETA

The title of the entry may sound profound or reflective, however, it’s not. Well, perhaps at some point it is since I was the one who wrote the content, but the rationale behind is more of a favor (or trade) rather than an insightful topic.

My sister has been pestering me for days about writing a one-page paper for her class, that’s the last requirement that she has to pass in order to complete the subject. I always tell her that I’m quite busy with a lot of work related matter, besides that’s her school requirement not mine. I’m done with those things years ago. Every night when I come home, she would always ask me if I have done the paper that she was requesting, I said no. It was a Thursday night or should I say Friday morning when I was on the dining table about to finish some work related stuff when she for the nth time approached me and asked if I was done with what I’m doing, that was about 1:00 in the morning.

At that point, she was not asking anymore, she was begging me to do it. I didn’t know that the deadline of the paper that she was asking me to write was that day, which was approximately 9 hours from the time I finished the stuff that I was doing. She just gave me a general idea on what I should write; a ship sailing in the sea while the sun is setting as a representation of her life or something like that.

Before I agreed to it, I told her that there should be something in return. Of course I have to be compensated at the least for the work that I would be doing. It’s apparent in business and economics even in alchemy, the law of equivalent trade.

At first she was quite hesitant of accepting the deal; I could foretell that she was thinking that the barter might be too costly. At any rate, she couldn’t say no since it’s only a few hours away before the deadline. After several minutes of stalling she agreed to the deal and asked me as to what would be the trade, my answer… two sticks of cigs.

Uncertainty

A lonely vessel traveling the vastness of the sea while the sun sets. It’s tiring and at some point a bit distressing to think that you are in the midst of nowhere, where the probability of getting lost is quite high and God knows where you might be unearthed.

My life has been in great turmoil since I realized that reality has been pounding me, and those which I deem as happy moments seized to exist and are just make-believe visions of my childhood.

I have encountered a lot (as in a whole lot) of difficulties such as family related problems, school troubles and personal dilemmas. Even until now, I am still encountering those but this time I have learned how to handle those problems. These difficulties that I have experienced equipped me with skills and awareness in which I strongly assert could only be gained by undergoing such. All through the years of experiencing these hardships, I guess it’s adequate to analogize that my life is like a ship or a vessel traveling the enormity of the sea of my existence, which is most of the time very unpredictable, you’ll never know what you might encounter.

I almost gave up on every fall that I suffered, I could not even keep track as to how many those falls were, all I know is that every failure and disappointment that I had, made me more human and much more tougher. It’s a realization that at the end of the day, every fall you endured makes you more dedicated to do things the right way.

The journey would definitely stop, it might be uncertain while at the course of the travel but when you’re nearing towards the end, catching sight of your destination, you would realize that it doesn’t matter how long you have traveled or the hardships that you have endured throughout the voyage. What counts is that you’re still on the course and nearing towards the destination. Actually, I can’t really say that once I have reached a certain goal, my journey has ended, just like any other vessel particularly those commercial ones, their journey doesn’t stop once they’ve reached their travel destination, after their stop, they would sail again and once more travel the waters of uncertainty toward their next destination.

Pornography As Your Bread and Butter

2007-06-16T23:10:00.000-07:00

ANTO COMETA

Just a disclaimer, the title of the post doesn't allude to or suggest that I'm into the profession of engaging or at the least directly generating a sexually oriented material that is not considered acceptable to the viewer, or any material which can cause sexual excitement. I just want an eye catchy header for this particular web blog entry and not to depict that the content of the post could provoke feelings of lust for those who would be reading this or even generate a controversial socio-political issue that could make critics raise their eyebrows.

It has been a while that I got on board to this web services company which by far is the best company that I had (currently, still employed and has no plans of resigning for at least three years or so). Anyway, let’s have a back track; several months ago I was employed as a brand manager at the same time a TV program producer for a certain television network. My work back there was quite tedious (since they made me work for at least twelve hours a day for six days a week for three business units, and according to the person whom I directly report to that the TV program that I was managing should not be my priority and that I should not allot a day for the program since it was not earning a single cent) not to mention that the people I worked for were very dim-witted and at the same time snooty. After a month of working, I just realized that I was not meant for the job that they gave me (to give justice to the company I worked for).

Prior to resigning, I got several calls and e-mails from the companies where I applied for certain managerial job posts. But a certain e-mail caught my attention. It was an e-mail from an HR staff whereby the content stated that I would be interviewed by their expat CEO. Well, I was not surprised that I would be interviewed by the head of a company, but what astounded me was that when I replied to her e-mail, she e-mailed back in less than five minutes (that was quite fast). On the day of the interview with the CEO, I was late for more than an hour (the reason was that I don’t know the street in Makati where their building is), that was quite embarrassing but I did apologize for being late. We talked for almost two hours, and towards the end, he discussed the tasks of the post their company was offering if ever I would be employed. It was not that clear to me until the time I got on board and did certain things online which most people would deem hedonistic.

After weeks of training and eventually engaging in some online adult related stuff (off page SEO initiatives), I just realized that I'm not that perverted and that browsing more than 3,000 adult sites (a general term used for websites that contain adult content such as pornographic images among others) in a span of a week was not that really enjoyable. Moreover, I just realized that there are a lot of sick fetishes (which in my standards are very repulsive) that certain people are fond of.

My family except my mom knows that I’m working for a company which caters to adult related sites. I don’t want to disclose to her that I’m currently working for a company that provides pecuniary services to adult related sites. I guess this is due to the fact that my mom is a Christian (partly, I am too) and that if she would know that I’m engaged into something related to that, she would definitely ask me to immediately pass my resignation letter to my superior.

Personally, I really don’t like pornography (although I have to say that at some point I got hooked browsing some interracial adult sites and have watched free video clips) but I guess if your profession requires that you have to do several things for that, which is contradictory to your personal moral standards, I would say that you have to detach yourself from such self-indulging activities and just focus and tell yourself over and over (reckon as if it’s a mantra) that it’s just part of your work.