Rendex

Report Topics and Reporter

2012-07-26T12:23:00.002+08:00

Topic	Description	Pages	Reporter
1	Simulation Languages	32-35	Española, Hermaine Loriz V.
2	Simulators and Integrated simulation Environmentss	36-40	Serot, Chucklord D.
3	Animations	41-43	Geonson, Ian Mark T.
4	Applications of Simulation	45-50	Rotarla, Marlita T.
5	Estimation of Simulation Time	50-55	Labiang, Reymark A.
6	The Simulation Decision	55-59	Sinahan, Hansel V.
7	Starting a Simulation the right way	63-67	Ferolino, Jimelyn T.
8	Managerial Phase	68-72	Destua, Michael John D.
9	Modeling Views	73-80	Abastar, Kimverlie G.
10	Concept Modeling with Simple Spreadsheet	80-85	Egoc, Cherrylyn G.
11	Statistical Methods and Input Data	86-91	Nillama, Rizalyn D.
12	Example Chi-Square Goodness-of-Fit	92-96	Entila, Napoleon Jr.
13	Anderson Darling Test	97-101	Castada, Gilda C.
14	Human Component Consideration	101-103	Amantil, Gilbert A.
15	Simulation Quality and Development	108-110	Bercero, Peter
16	Selection of a Lanaguage Tool	110-115	Torino, Venus Lee S.
17	Model Construction	115-118	Avenue, Kwin Maria Krista
18	Random and Pseudo-random Number Streams	119-123	Cabang, Elvene Anthony
19	Production Runs	124-129	Baylon, Reuben
20	Output Reporting	130-136	Hontiveros, Nero L.
21	Post Processing Output	137-140	Neri, Jay Mark A.
22	Case Study: DePorres Tours	143-147	Amado, Gerald
23	Modeling Views	148-154	Laging, Axl Ros E.
24	Model Construction	155-159	Escabarte, Jayson B.
25	Expeirmental Design	160-166	Divina, Frederick Jr. A.
26	Simple Model: Using Arena		Gallogo, Shiela Mae B.

http://www.4shared.com/office/XMmO_0N3/understanding.html?refurl=d1url

copy paste this link in your browser

Simulation in Spreadsheet - News Vendor Problem

2012-07-10T05:58:00.002+08:00

Due on Tuesday:
Simulating with Spreadsheets:
Newsvendor Problem – Setup

• Newsvendor sells newspapers on the street

§ Buys for c = $0.55 each, sells for r = $1.00 each

• Each morning, buys q copies

§ q is a fixed number, same every day

• Demand during a day: D = max (ëXù, 0)

§ X ~ normal (m = 135.7, s = 27.1), from historical data

§ ëXù rounds X to nearest integer

• If D £ q, satisfy all demand, and q – D ³ 0 left over, sell for scrap at s = $0.03 each

• If D > q, sells out (sells all q copies), no scrap

§ But missed out on D – q > 0 sales

• What should q be?

Newsvendor Problem – Formulation

• Choose q to maximize expected profit per day

§ q too small – sell out, miss $0.45 profit per paper

§ q too big – have left over, scrap at a loss of $0.52 per paper

• Classic operations-research problem

§ Many versions, variants, extensions, applications

§ Much research on exact solution in certain cases

§ But easy to simulate, even in a spreadsheet

• Profit in a day, as a function of q:

W(q) = r min (D, q) + s max (q – D, 0) – cq

§ W(q) is a random variable – profit varies from day to day

• Maximize E(W(q)) over nonnegative integers q

Newsvendor Problem – Simulation

• Set trial value of q, generate demand D, compute profit for that day

§ Then repeat this for many days independently, average to estimate E(W(q))

– Also get confidence interval, estimate of P(loss), histogram of W(q)

§ Try for a range of values of q

• Need to generate demand D = max (ëXù, 0)

§ So need to generate X ~ normal (m = 135.7, s = 27.1)

§ (Much) ahead – Sec. 12.2, generating random variates

§ In this case, generate X = F_m_,s(U)

U is a random number distributed uniformly on [0, 1] (Sec. 12.1)

F_m_,s is cumulative distribution function of normal (m, s) distribtuion

Newsvendor Problem – Excel

• File Newsvendor.xls

• Input parameters in cells B4 – B8 (blue)

• Trial values for q in row 2 (pink)

• Day number (1, 2, ..., 30) in column D

• Demands in column E for each day:

• For each q:

§ “Sold” column: number of papers sold that day

§ “Scrap” column: number of papers scrapped that day

§ “Profit” column: profit (+, –, 0) that day

§ Placement of “$” in formulas to facilitate copying

• At bottom of “Profit” columns (green):

§ Average profit over 30 days

§ Half-width of 95% confidence interval on E(W(q))

– Value 2.045 is upper 0.975 critical point of t distribution with 29 d.f.

– Plot confidence intervals as “I-beams” on left edge

§ Estimate of P(W(q) < 0)

– Uses COUNTIF function

• Histograms of W(q) at bottom

Vertical red line at 0, separates profits, losses

Sample Output on Spreadsheet:

Simulation Assignment

2012-07-07T18:47:00.001+08:00

I will be posting the assignment on Monday, July 9, 2012. I forgot to bring my lapad na tupperware at home.
Thanks...

Managing Organization Process

2012-03-19T00:26:00.003+08:00

Organizing, like planning, must be a carefully worked out and applied process. This process involves determining what work is needed to accomplish the goal, assigning those tasks to individuals, and arranging those individuals in a decision-making framework (organizational structure). The end result of the organizing process is an organization — a whole consisting of unified parts acting in harmony to execute tasks to achieve goals, both effectively and efficiently.

A properly implemented organizing process should result in a work environment where all team members are aware of their responsibilities. If the organizing process is not conducted well, the results may yield confusion, frustration, loss of efficiency, and limited effectiveness.

In general, the organizational process consists of five steps (a flowchart of these steps is shown in Figure

Review plans and objectives.

Objectives are the specific activities that must be completed to achieve goals. Plans shape the activities needed to reach those goals. Managers must examine plans initially and continue to do so as plans change and new goals are developed.

As NDMC is doing its on-going transformation. The administration is doing also its part in reviewing the previous plan that the school had. Then identifying what went wrong and what went right. And from there formulate the new plans to improve them.

Determine the work activities necessary to accomplish objectives.

Although this task may seem overwhelming to some managers, it doesn't need to be. Managers simply list and analyze all the tasks that need to be accomplished in order to reach organizational goals.

After the administrators, finish formulating the plan. They will now disseminate these to the subordinates on what are the plans and how will it be done. This is done in NDMC through meeting, seminars and workshops. Like for example in every beginning of school year. NDMC has this pre-school briefing on what will be happening on the said school year to make the employees guided for the rest of the year.

Classify and group the necessary work activities into manageable units.

A manager can group activities based on four models of departmentalization: functional, geographical, product, and customer.

Right after everyone know what are the plans. These jobs and works are then delegated to the different concerned units for implementation. If the job is on infrastructure and facilities improvement that is delegated to the General Services group. If that is for the instruction, that is delegated to the instructions committee, then to the deans, then to the faculties.

Assign activities and delegate authority.

Managers assign the defined work activities to specific individuals. Also, they give each individual the authority (right) to carry out the assigned tasks.

Of course, right after the delegation. The group who had been assigned is expected to perform the tasked that have given to them. And afterwards, monitoring of the job is done.

Design a hierarchy of relationships.

A manager should determine the vertical (decision-making) and horizontal (coordinating) relationships of the organization as a whole. Next, using the organizational chart, a manager should diagram the relationships.

This comes in the physical aspect of the activity. The managers now should have a clear view on what is really happening. Just like teaching. You need visual aid to convey the idea and would serve as their guide. So organizational chart is very important in an organization.

CliffsNotes.com. The Organizational Process. 18 Mar 2012
<http://www.cliffsnotes.com/study_guide/topicArticleId-8944,articleId-8875.html>.

Organizational Transformation Processes

2012-03-19T00:20:00.004+08:00

Organizational transformation is about organizational change which the change goes to the depths of what an individual feels and will affect what people feel about the organization, what they do in the organization and maybe what they hold dear to life. Organizational transformation is more than just changing the way business is done. It is about changing the organizational culture in one or more ways.

Transforming the organization refers to any significant change made to an organization such as, restructuring an organization or reengineering an organization and/or there is a significant change in the way business is done. The question is, of course, what is significant relative to a given organization.

There’s nothing wrong in change, but there are things you can do to help yourself adjust to change and get involved in positive ways, we can reduce the impact of change and resulting stress by focusing on the value to be gained. Moreover, it is important to realize that change is a key to surviving and growing in today’s economy, change is inevitable and we will be surfing on the wave of transition. Without change we would run the risk of becoming stale and unresponsive. The challenge we face is to learn to move through this transition as easily and creatively as possible.

NDMC is going through this transformation process as of now. As what I have mentioned on my previous blogs. The president is aspiring for making the college into a university. Many changes have happened. There are re-organization, improvement in instruction, upgrading of the facilities, purchase of new IT equipments, new salary schemes and many others. Of course, there are no changes that does not meet any hindrances. There are hindrances also like the “young once” are resistant to these new changes. But somehow everyone is expecting for a good result on these implemented transformation.

The Core Competence of the Corporation

2012-03-19T00:20:00.000+08:00

Core competencies are those capabilities that are critical to a business achieving competitive advantage. The starting point for analyzing core competencies is recognizing that competition between businesses is as much a race for competence mastery as it is for market position and market power. Senior management cannot focus on all activities of a business and the competencies required undertaking them. Therefore, the goal is for management to focus attention on competencies that really affect competitive advantage.

Identifying Core Competencies

Prahalad and Hamel suggest three factors to help identify core competencies in any business:

What does the Core Competence Achieve?

Ø Provides potential access to a wide variety of markets.

Ø Makes a significant contribution to the perceived customer benefits of the end product

Ø Difficult for competitors to imitate

A competence which is central to the business's operations but which is not exceptional in some way should not be considered as a core competence, as it will not differentiate the business from any other similar businesses. For example, a process which uses common computer components and is staffed by people with only basic training cannot be regarded as a core competence. Such a process is highly unlikely to generate a differentiated advantage over rival businesses. However it is possible to develop such a process into a core competence with suitable investment in equipment and training.

It follows from the concept of Core Competencies that resources that are standardised or easily available will not enable a business to achieve a competitive advantage over rivals.

NDMC’s core competency is stated as “Holistic education that caters not only the academic aspect but also spiritual, psychological, emotional and physical well being.” As NDMC adheres to the rules and regulations of the governing agencies – the CHED and DepEd that is why NDMC is giving the best quality education its students can have. As well as maintaining the very mission of the Oblates which is uplifting the spiritual well-being of an individual bringing the wholeness of the person.

The Five Competitive Forces that Shape Strategy

2012-03-19T00:19:00.000+08:00

Michael Porter’s five forces is a competitive analysis model, it helps you to understand at the nature of competition within your industry. Understanding the competitive forces, and their underlying causes, reveals the roots of an industry’s current profitability while providing a framework for anticipating and influencing competition (and profitability) over time.

Industry Rivalry

There are already many tertiary schools that are open in Midsayap area but there are only few who offer with elementary, high school, and tertiary level. The institution that most likely the competitor of NDMC is the SCC (Southern Christian College) which is also an institution runned by a religious group which is the UCCP. And the rest of the HEI’s are just offering few degree courses and most are vocational technology courses.

These rivals of course could not be looked-down upon. Because somehow they still are competitors and they are also doing their own strategies to cope up with the rest of the top competing schools in the area.

NDMC as it is known as a religious school which is operated by the Oblate priests and one of the pioneering schools in the area somehow gain an advantage for the parents of the students then feel secured of spending their sons and daughters education in a value-laden school.

The school also has complete facilities that are necessary for the education of the students. The school is equipped with good facilities that make the classroom more conducive to learning like for an instance in the elementary level. All classrooms in the elementary level are air conditioned including the kindergarten and the ECCE. And from time to time also investing on upgrades of information technology equipments as they are also offering courses on IT and computer related courses.

The Bargaining Power of Customers

This has been one of the major areas to be analyzed because somehow these affect the bargaining power of the school over the parents and vice versa. With regards to the status of NDMC with regards to bargaining power, it is somehow still manageable. As for the parents where after of quality education which are manifested by the accreditation and the upgrading of facilities as well as the gradual push on faculty development.

In elementary level even though there are many schools offering this level there are still good turnout of enrolment. The parents are assured that their children are secured inside the campus as well as they are confident with the dynamic teaching force of the elementary level.

On the secondary level, there is also a good turnout of enrolees. These might be because of the confidence of the parents on the way the students are handled in the secondary level. There is a balance between academic and extra-curricular activities. And these are shown in the different awards they got in the different competition in academics as well as on non-academic activities such as on sports and socio-cultural.

On the tertiary level, there had been also a good turn-out of enrolment. This is due to the new courses offered and good results in courses with board exams. The school is also intensifying its marketing strategy to further foster sustainability. Added also to this one is the offering of the graduate school programs which also highlights the move of the school in bringing quality education to its constituents.

The Bargaining Power of Suppliers

I consider the suppliers in the institution are the faculty. It is the faculty that make the school operate. For a school without teacher is like a concert without the band. The teachers are the unique entity in an academic institution. For it is them that directly interacts with the students. And it is them who brings that what we so called service that we dubbed as quality education.

In NDMC, they valued much their teachers, as the transition is on-going so as to the upgrades of its faculty as well as its instruction is also on-going. That is why they have this faculty development program as to uplift the capacities of the teachers to deliver well the best of quality education NDMC could offer to its clientele. The faculties are unique each one of them. They have their own fields of expertise.

These faculties are very important. It is very difficult and very cumbersome to change faculties from time to time. That is why it is very costly for an institution to change teacher from time to time. And also it is not a good image for an academic institution if there is that constant transition of teachers.

The Threat of New Entrants

Although there are already many tertiary schools in Midsayap area. Still NDMC holds its status as leading academic institution in the area. The elementary level still leads in terms of academic, socio-cultural, and sports activities. The proofs are the results of the different competition held every year. The other school that is competing with NDMC is the St. Mary’s Academy. Another Catholic school which is managed by the RVM sisters. The rest are public schools. In terms of enrolment, public schools of course gain much enrolment compared to private schools. The obvious reason, it is much cheaper in the government owned schools.

The secondary level, are also performing well compared with other competing schools in the area. The same with the elementary level. They also perform well in terms of academic and extra-curricular activities. They are also performing well in the NAT exam. That is why they are still one of the leading secondary schools in the area. The competitor in terms with services offered is St. Mary’s Academy. And in terms of enrolment still the public schools are the biggest threats.

The tertiary level is also performing well especially in the courses with board exams. The College of Nursing, College of Education, College of Business and Accountancy. The rest of the courses are also performing well.

The biggest threats are the entry and proliferation, growing like mushroom vocational and technical schools which offered short term courses. To which parents thinks are the easiest way to make their children got this small piece of paper which we called diploma. They are being misled by the notion and being advertised by TESDA that in less than time they are able to work. Of course this affects the enrolment of the school. Because instead of getting bachelors degrees which are offered by HEI’s the parents would really tend to go into these short term courses and graduate early and find a job. They just don’t know that, what are offered in those courses are blue collar jobs. There is only a slight chance of having a promotion and landing on a good paying job. As we can see, In terms of expenses, by sending their students to vocational and technical school they will have lesser expenses because of the lesser number of years that they will be sending their students to school. Practicality is the term. Parents tend to be practical they tend to send their students in a less expensive and short termed courses. They wanted that their students will immediately finish the course and work. They thought of any student who graduated in four-year course or two-year course will just have the same job opportunity which of course is not the real world scenario in terms of employment.

Threats of Substitute Products and Services

The substitute product and services that the academe presents are the vocational and technical schools that are considered as the competitors. And as presented in the threats of new entrants, the parents and the students also opt to get and enrol a course where they can graduate in just short period of time and can get jobs afterwards. Aside from that, what jobs abroad they can do also pose an additional threat. The marketability of the skilled workers abroad also contributed to this threat. That would then be the reason to transfer to a vocation course that made them transfer to another school. Even NDMC offer also vocational and technical courses, and because there are no big requirement and regulations in creating and building vocational and technical courses. The opening of this kind of school is not regulated. So it’s easy to open new schools of this kind.

And another thing, the move of the government in changing the educational system of the Philippines would also have great effect. The implementation of the K-12 educational system would also lead in developing substitute services to the academe.

How to motivate employees?

2012-03-19T00:17:00.004+08:00

Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, & Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993). Motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals.

Why do we need motivated employees? The answer is survival (Smith, 1994). Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly (Bowen & Radhakrishna, 1991). For example, research suggests that as employees' income increases, money becomes less of a motivator (Kovach, 1987). Also, as employees get older, interesting work becomes more of a motivator.

As an employee, you need to be motivated and motivation comes in many forms. As they say, money is one of them. But to some, this is not important. As what Kovach had said. When employees’ income increases, it becomes less motivator.

7 Tips for Motivating Employees (http://www.inc.com/guides/2010/04/tips-for-motivating-employees.html)

1. Set a Good Example.

2. Focus on Employee Happiness Rather Than Employee Motivation.

3. Make Sure Employees Share in the Company's Success.

4. Create a Culture of Autonomy and Agency.

5. Encourage Worker to Voice Complaints.

6. Take on Fun Volunteer Assignments.

7. Get in Touch With Your Inner Start-up.

This shows that not only money can be a motivator of an employee. The employers will also look into their personal welfare. Getting their selves connected with their employee establishing feeling of belongingness.

NDMC motivates their employees through incentives and giving them awards. Just like giving awards for their invaluable years in service. Recognizing them in programs with the stakeholders.

The Passive-Aggressive Organization

2012-03-19T00:16:00.005+08:00

According to research described in “How Bad Apples Spoil the Barrel (1)”, the worst team member’s performance is the best predictor of how any team performs. It doesn’t matter how great the best member of a team performs or how efficient the leader of a group. Teams perform at or near the level of their weakest member.

If full group engagement or team cooperation is expected, then the person with more difficulty cooperating with others will slow group performance. Teams overwhelmingly perform as their members behave. Even one bad apple can not only spoil, but destroy the barrel.

Passive-aggressive coworkers are the most frustrating and obnoxious people in any workplace

The worst case of passive-aggressive behavior involves destructive attitudes such as negativity, sullenness, resentment, procrastination, “forgetting” to do something, chronic lateness, and intentional inefficiency.

When it involves promising to do tasks others rely on — purposefully not getting them done and offering lame excuses later then portray their behavior as non intentional – it’s exasperating for the manager. Time, energy, effort, opportunity, and sometime money is lost.

In cases where some work is actually done, it may be delivered too late to be useful (e.g., “You needed this for the meeting at nine? I thought you said for the meeting at noon!”), may be performed in a way that makes it useless (e.g., “You wanted the stats for ‘06? I thought you said the stats for ‘96!”), or it may be sabotaged in any number of other ways.

This creates a paranoid team or workgroup environment — workers need to be always on the look-out for “backstabbing behavior,” so they can defend themselves and preserve the quality of their own work.

NDMC as I see it as a passive-aggressive organization. Passive in terms of financial matters. As what I had stated that we are still on the process of ongoing transformation. The president asked the help of the new VP for Finance. As the VP for Finance is doing its job to elevate the financial status, of course, there are programs and sometimes budget that is not approved. This comes in now another problem. As a certain budgetary need is not approve. The effect of this to the requesting party of course, they tend to be passive next time they have an activity that needs budgetary requirement they just postponed the activity.

Aggressive because of the strong drive of the president for university status of the college. He is somehow implementing new policies and guidelines in terms of upgrading instructions as well as the facilities to cope up with the requirements of the approving body.

Organized and empowered

2012-02-09T14:50:00.001+08:00

The session on the topic organizing for empowerment started with the definition on what is power?

The sharer provided the definition of Weber that says “Power is the ability to recognize one’s will even against resistance of others”. And also the definition of J. Mondros on empowerment that states “Empowerment refers to a psychological state-a sense of competence, control, and entitlement that allows one to pursue concrete activities aimed at becoming powerful”.

When that question about power was asked, the first thing that comes up into my mind was money. Why money? As been observed in our community and as to our country, the one having the abundance of money is the one who is into the position. And that position signifies authority over the majority. So therefore, that position symbolizes power and having the power tells everyone that you have the money. Politically speaking that is the equation of power. And this songs comes into my mind:

And in any organization, the one who is on the top is the powerful. Agree? Some might agree, but some will not but that will depend now on the circumstances they had experienced in their own organization. As what I had experienced in my organization. Luckily, we are given freedom to do what we had to do in imparting our knowledge into our students. I might say that is empowerment to me. In fact as an educator you should have all the powers you need so that you can deliver all the goods to the students, as long as you see to it that what you are doing is still bounded or in accordance to norms of your institution and as well as to the norms set by the counterpart agency of the government like the CHED for instance.

Constant – Change

2012-01-23T13:23:00.000+08:00

“The only constant in this world is change.” The irony on the words: constant and change. Do we need to change? Is there really need to change? But change is inevitable. It might be in you, with others, individually, in a group, or in an organization as a whole. When change happens, like a domino effect everyone is affected. The effect might be obvious to others but to some, it might not be that obvious because they are just too passive to notice it.

Changes happen almost every time. You’ve seen it in TV, in newspapers, in FB, in the Internet. Most especially in our own organization. As what the presenters have conveyed on their topic. There are different models that could be used when it comes to change in organization. Presented was the

"Kurt Lewin's Three Step Model"

Step 1: Unfreezing

This first stage is about preparing ourselves, or others, before the change.

Step 2: Changing

This second stage occurs as we make the changes that are needed.People are 'unfrozen' and moving towards a new way of being.

Step 3: Refreezing

This stage is about establishing stability once the changes have been made. The changes are accepted and become the new norm.

and

"John P. Kotter’s Eight Steps to Successful Change."

Increasing Urgency
Form a Powerful Coalition
Create a Vision for Change
Communicating the Vision for Buy-in
Empowering People and Removing Barriers
Create Short-Term Wins
Build on Change
Anchor the Changes in Corporate Culture

The presenter weren't able to finish step 8 because the presenter was absent. The change that Kotter presented was the guide for organizations who undergoes organizational problems. And in doing these changes of course there are hindrances that top level management will encounter. That is why management needs to convey these changes to its constituents to be accepted and embraced.

My Analysis

In the Information Technology field these changes are very noticeable. From time to time, new gadgets are introduced, new technologies, new algorithms, new subjects, and etc. As what Moore’s law stated: “The density of single chip will double every 18 months.” That’s a sure change.

In an organization, the question: When is the time to change? – Organizational change happened when there is a need to. And what are these needs? There is a need to come up with a new product and services. There is a problem that needs to be addressed. And the most importantly, if the organization particularly involves in business which primarily aims for profit and they did not meet up on what is expected. That’s the time they need to do something to address this which means they need to change. And of course, in an organization these changes do not happen overtime. There are hindrances that organization encounters that is why changes and transformation happens bit by bit until all they wanted to change are all taken up and addressed. This becomes a measure for success. That is why according to David Chaudron, PhD of www.organizedchange.com

The success of any organizational change effort can be summed into an equation:

Success = Measurement X Method X Control X Focused Persistence X Consensus

Like any equation with multiplication, a high value of one variable can compensate

for lower levels on other variables. Also like any equation with multiplication, if one

variable equals 0, the result is zero.

Notre Dame of Midsayap College, also undergoes transition. As what I had mentioned in my blog: “To lead or to manage?” Our president had this vision to make our college into a university. There are many changes have been implemented. Reorganization, transition on faculty and instructions as well as on the facilities. Many are reluctant to these but they cannot do anything. They have to submit to these changes for the mere fact that if this vision of our president will come true everybody will benefit from this changes.

And on my part, as an instructor in the institution, we need to adopt on these implemented changes as to do my part in achieving on the perceived vision of our president which is changing our college into a university. As to what they say "We change for the better and not for the worst."

To lead or to manage?

2012-01-19T10:26:00.000+08:00

New Year! As perceived by majority - new activities, new beginnings, new this and new that… but the question is… Is there really NEW in YOU?

Well, as they say “start the new year right to end it right.” But it seems, it did not happen on our first class for year 2012 in Organizational Analysis. We started the class late and we ended the class late also. Even though that’s what happened there is still a very nice things occurred to reciprocate the phenomena. It was lightened-up by the presentation of Dustin on the topic “Leaders vs Managers”.

Presented were the Bee and the Lion then we were asked, who is the leader? And who is the manager? My answer? Hehehehe, it was mixed-up. Leaders are the Lions and Managers are the Bees as conceived on Dustin’s presentation. We’ve been encountering these terms almost every time. But somehow we’ve just let it pass without even knowing which is which? And who is who? Dustin’s presentation on the topic somehow enlightened me on who is the leader and who is the manager. It came up into my mind that even how small or how big the creature is; it has its role to contribute.

This is what had transpired in Dustin's presentation:

Leaders	Managers

they are like artists – they tolerate chaos, keep answers in suspense and prevent premature closure	Seek order Control Rapid resolution to problems
Attitude Towards Goals
Take personal and active outlook Set company direction	Take impersonal, passive outlook Goals arise out of necessities
Conceptions of Work
Develop fresh approaches to problems, Innovators Increase options Seek risk when opportunities appear promising	Negotiate and Coerce, Neutral Limit choices
Relations to Others
Attracted to ideas, relate to others directly Focus on substance of events and decision Subordinates describe them with emotionally rich adjectives	prefer working with people with minimal emotional involvement Focus on process Communicates by sending ambiguous signals
Sense of Self
Comes from struggles to profoundly alter human and economic relationships Feel separate from the organization Influence	Comes from perpetuating and Strengthening existing institutions Feel part of the organization Rules and orderliness

Dustin ended the presentation with the question “What does the company need?” And from there discussions started. and the common answer was both. Questions and answers from the class where thrown. Even me, also asked the question on decision-making. To which some think irrelevant to the topic. Hehehe but that’s okay.

My Analysis

In my organization – Notre Dame of Midsayap College (NDMC), an educational institution, administered by the Oblates of Mary Immaculate. The president which is an oblate priest oversees all the operations and activities of the institution. For me, I categorized our president as Manager and as well as a leader. Why I say it such? Simply because like all other educational institution both public and private follows on certain rules and policies. And the governing official of the institution implements these rules and policies. Our president also implements whatever Commission on Higher Education (CHED) for the tertiary level and Department of Education (DepEd) for the secondary level up to the primary wanted to implement because this has something to do with government rules and policies and if the president will not adopt these, it will be a big problem for the institution. I also considered our president as a leader because he has this vision that our school could become a university someday that is why he was implementing the different recommendations of the Philippine Accrediting Association of Schools, Colleges and Universities (PAASCU).

For me, as an Academic Instructor, as I’m bounded with the implementing rules and regulations of the school I considered myself as a manager and a leader as well. A manager, for we do classroom management, does and follows what was stated in our syllabus and as stated above bounded by these rules and regulations and even follow the traditional “coerce” methodologies in teaching. A leader, for I also envisioned that what I’m imparting to my students could be of their great tool to succeed in their respective chosen endeavors and careers.

Commencement of OA

2011-12-10T16:48:00.008+08:00

December 3, 2011

First Meeting on our subject – Organizational Analysis. As expected, and as printed on our pink card. Randy is our facilitator, as he doesn’t want to be called “Sir” because according to him it is a sacrilege sin to be called that way. We started late due to the prolonged discussion on the other subject, I think it was IT Seminar. And as usual when we started our subject proper, everyone was asked who is “VIRGIN”. Naaaah!!! It’s not what you thinkin’. Hehehe. Virgin means new from the class that never met Randy or never been in Randy’s class from previous semesters. Got it?

The class project for the whole semester was presented. It was a write-up on Porter’s Five Forces. And we will be using our own company as our basis on discussing Porter’s five forces. And it is due on March 17. I hope I heard it right. Hehehehe. And also the creation of blogs for posting of the journals and insights on what has gone through the rest of semester of the organizational analysis class. The challenge for the project was, got to have it with a minimum of 50 pages! Whew! Gotta Start it now… or never...

The discussion continued with the presentation of the rest of the ten topics, Randy discussed the first one. It was all about in Strategic Planning Model by Matt Evans. Everyone was asked, “What is strategic planning?” – Silence was in the air. Then it was simplified to “What is a plan?” – Again a momentary of silence. A typical classroom scenario, “Hangad-hangad ug duko-duko aron ingnon naghuna-huna.” Randy continued with differentiating manager from teacher. ABCDE model was presented. ABCDE stands for A-ssessment, B-aseline, C-omponents, D-own to specifics, and E-valuate. SWOT (Strength Weaknesses Opportunities Threats) assessment model was also presented. The question “Why established a baseline?” was asked for Baseline. VMGO, Initiatives, Measures, and Targets were also presented for Major Components of the Strategic Plan / Down to Action. On Down to specifics some were just skipped up and sanity check was presented. And for Evaluate, Balanced scorecard was introduced.

We ended up with the announcement of Mark on creation of an e-group for Organizational Analysis. And for posting of the next groups that who will be discussing the rest of the remaining nine topics. May God continue to shower His blessing of wisdom and strength to endure the rest of the subjects this semester and the rest of time.

Welcome!

2011-12-08T15:24:00.004+08:00

Welcome to my Blogsite

Thanks for dropping by. I'll be posting some more after I got much free time. hehehehe.