Organizational Analysis

Implementing change or transformations is one of the primary challenges that organizations need to face at times , as directed not only by its ultimate goal to succeed but also by the necessity to cope with an ever-changing environment . However , central to organizational
transformation is the necessity to survive under the industry or social ,economic , and political milieu in which the organization operates and functions , particularly posed by performance-based competition .Therefore , the primary reasons why organizations need to undergo change include changes in the conditions of the environment that greatly affects the performance of the organization and the gaps or discrepancies between the quality of performance exhibited by various organizations that raise the issue of competition and the need to survive amidst this particular struggle .With the issues of organizational transformation at hand , exploring the matter calls for a practical application of the concepts involved in organizational transformation , the process of transforming organizations , and transformational leadership . For this purpose , the organizational transformations involving our organization transformational processes under the theoretical framework of organizational transformation . The dynamics of the administrators as well as teachers, the necessity for our institution is to maintained the core competencies.

Our school encounter changes for so many times it is because of changing the administration in an organization and the effect of the "economic crises" that the school is facing. Therefore this principle was born.

Currently, I experienced the new principle and we are motivated to use this ,we call this as "use your initiative" everytime we are given a task. Its not bad to use our initiative as long as money is not so much involve, considering our salary is 50% difference behind compare to public teacher. But because of my devotion and commitment to serve the student through teaching. I stayed in school for long time and follow of what has been instructed.

Andres Soriano College is an organizational institution committed to develop and trained individuals equipped with knowledge, skills and values, delivering a well-balanced academic education designed to promote a culture of excellence for a progressive and productive transformation of society.

The successful existence of the educational institution lies in the basic transformation of operation and function of the organization that is necessary to cope with the competitive environment. The administration planned and implemented changes that are realistic, achievable and measurable to carry out improvements on services and maintain a core of competencies. The strong effort of the administrators and teachers performance in the organizational transformation contributed much on delivering the quality of education entrusted by institution.

Andres Soriano College has undergone lots of changes, and with this transformation a new image that catches popularity among private institution has been recognized not only in Bislig City but also to other educational institution in Mindanao. The organizational transformation implemented which carries out a successful outcome reveals as follows:

1. A well defined assignment of duties and functions of each officials and employee of Andres Soriano College.
2. Decentralized function of officials and administrators for a smooth and harmonious relationship to achieved institutional objectives.
3. Annual evaluation of administrators, teachers and personnel services performance to facilitate weaknesses and strength to improve and be pro-active to provide merit credit and venue of promotions.

Henceforth, transformation did not bring a total appreciations of the whole organization, some personnel consider it as unfair/ unjust implementation, but as a saying goes " you cannot please everybody", there's got to be changes, and this has to be implemented even if it affects ego of close-minded individuals, for as long as this is for the survival for the organizational institution.

The following are the core competencies of our school:

1. She aims to deliver a quality education, foster awareness, personal discipline and ability to make creative and sound judgment among its students.
2. The instructors/faculties are qualified to teach because we meet and passed the requirements set by the Commission on Higher Education (CHED). We have faculties having PhD’s, EdD’s, DM, MA’s, MIT’s degrees, and others having earned units in masteral courses.
3. The instructors/faculties will be sent seminars and trainings either national or local to become more effective and updated of the new trends, techniques and strategies in teaching.
4. Another edge of ASC is that she is the only school in the locality offering accountancy program. In October 2010 CPA board exam, one of our students passed.
5. ASC is the only school who offer the Master of Arts (MA) Major in Educational Management.

ANALYSIS AND IMPLICATIONS OF PORTER’S FIVE FORCES IN OUR SCHOOL

Force 1: The Degree of Rivalry

In the year 1980’s and 1990’s Andres Soriano College (ASC) was the most popular and had big population as compared to other three (3) neighboring private colleges which are also offering tertiary education. But in the year 2000, University of Southeastern Philippines (USEP) Bislig Branch was opened. USEP is the only public school in the locality which offers collegiate degree courses at very affordable price. This implies that there is a constant entry of new competitor in the market to meet the demand of the customers/students in terms of education.

Potential customers/students have a transparent market where they can choose which school they want to enroll in. They can compare tuition fees and services among the different schools. In spite of the high competition ASC was not greatly affected because the school was located at the heart of the city thus, it is very accessible. ASC also ranks 2 among schools having lowest tuition fee rates. Currently ASC charges only Two Hundred and 50/100 (P 200.50) per unit.

The core competencies that we have are the following:

1. She aims to deliver a quality education, foster awareness, personal discipline and ability to make creative and sound judgment among its students.
2. The instructors/faculties are qualified to teach because we meet and passed the requirements set by the Commission on Higher Education (CHED). We have faculties having PhD’s, EdD’s, DM, MA’s, MIT’s degrees, and others having earned units in masteral courses.
3. The instructors/faculties will be sent seminars and trainings either national or local to become more effective and updated of the new trends, techniques and strategies in teaching.

Force 2 : Threat of Substitutes

The threat that substitute product in our school maybe in terms of services. Why? Its because most of our building is made up of wood, only the computer laboratories and college library is concrete. Equipment and facilities in our school is not complete and high tech compared from other schools but the quality of education the institution can guaranteed. ASC products can compete globally especially in our locality in Bislig City.

There are some courses that was offered by other school that we don’t have such as criminology, Nursing Aid, Midwifery, Engineering, HRM and etc.

Force 3: Bargaining Power of Your customers

When considering the differentiation of outputs the products in our school like our students. The institution is trying to give them best equipped them with knowledge and skills to become more effective and productive individual. The student was very fortunate because as they exit the portal of their alma mater they have all the weapons to face whatever circumstances that they may encounter in life.

The school is giving the scholarship to the deserving students. The Linkage Industry of the School was GREPPOO located here in Davao City to make the faculty as well as our student be updated and will be trained very well because GREPPOO Industry giving us the service like conducting seminars and training workshop in terms of new technology deploying our third year OJT student to the different IT Industry here in Davao.

Switching Cost

ASC is advantage in terms of tuition fee rate because ASC belong to rank 2 among school having lowest tuition fee rate in the amount of P200.50 per unit compare to other school here in our locality.

ASC is the only school who offered Masteral Courses like Masters of Art in Education.

Presence of Substitute

ASC is advantage among schools in our locality because ASC is the only school that offers a course of Bachelor of Science in Accountancy (BSA).

ASC is trying not to increase their tuition fee for about two consecutive years in order for the students to be more attractive and convinced most to stay in ASC because aside from acquiring quality education they also always avail the very low and affordable tuition fees.

Force 4: The Supplier (School) Power

A school basically needs qualified and competitive personnel, good and updated facilities and equipment such as computer and science laboratories, library holdings, sports facilities and others. These requirements if met by the school it could of course attract students to enroll in that school.

In our locality, there are four (4) private schools and one (1) public school existed that offered tertiary courses, namely: Andres Soriano College (ASC), Saint Vincent de Paul Diocesan College (SVDPDC), De La Salle John Bosco College (DLS-JBC), Southern Technological Institute of the Philippines (STIP) and University of Southeastern Philippines (USEP) – Bislig Branch, respectively. Among the private schools present, DLS-JBC is ahead in terms of facilities and equipment as they are subsidized by De La Salle Standard guidelines and owned by De La Salle Brothers. Yet, ASC – though its facilities have only met the minimum requirements set by the Commission on Higher Education (CHED) - can compete with the DLS-JBC in terms of academic competition. Aside from that, ASC’s tuition fee ranked number 2 as to the least tuition fee among the competing private schools. Another edge of ASC is that she is the only school in the locality offering accountancy program. In October 2010 CPA board exam, one of our students passed.

On the other hand, due to fact the competing schools have offered same programs with ASC, we cannot deny the fact that enrolment is affected. Because USEP is now offering education courses, ASC’s education department have slowly declined. Long before that, the education department of ASC is the strongest department. Its population is great.

ASC’s power is depicted in the Operational Highlights and Academic and Co-Curricular Accomplishment extracted from the presentation of the Andres Soriano Colleges, Inc. 2010 Annual Report presented to its membership during the 58 Annual General Membership Assembly held on October 3, 2010.

TESDA, particularly Computer Hardware Servicing (CHS), Food and Beverage Services (FBS) and Commercial Cooking NC II passers excels in this part of the region.

Now ASC is an Accredited Assessment Center

Force 5: The Threat of New Entrants

Economies of Scale

The tertiary courses of ASC is about 41 years old in our locality. In the past 37 years of existence, ASC proved to provide quality education and produces quality products. Unfortunately, way back four (4) years ago, its enrollment was declining because of the shutting down of PICOP industry which was known as the “biggest industry in Asia”. It was a sad reality that most of the students’ parents were working in PICOP industry where their source of living originated. Consequently, many families moved to other places because they were jobless. Thus, the enrollment in ASC declined. Plus, it was also during those periods when USEP Bislig Branch was opened. This threat causes gradual declination in enrollment. Another factor that caused the downward of enrollment is the existence of the three (3) competitors, namely, De La Salle John Bosco College (DLS-JBC), Saint Vincent de Paul Diocesan College (SVDPDC) and Southern Technological Institute of the Philippines (STIP).

The administrators encounter difficulties on how to sustained and maintained the salaries and benefits of the employees that is why the administration plans to convert the high school and elementary department into cooperative excluding college department. Behind that hardship that the school is facing, the corporators of ASC is struggling still looking for better ways and by applying the some strategic planning and models used in organization such as Porter’s Five Forces, SWOT, and others.

Recommendation

As a result of this study, the following suggestions were recommended:

• The school and even the Heads of the different programs should use the Porter’s Five Forces to analyze carefully the different forces and to determine the strength and weak points of the organization.
• The critical forces should be wisely monitored and prioritized to work out.
• The school should implement the Five Year Development Plan base on the result of analysis of Porter’s Five Forces and for further understanding towards the organization SWOT analysis will do also.

Fear is a damn good motivator" Fear is a great motivator -- for a very short time. That's why a lot of yelling from the boss won't seem to "light a spark under employees" for a very long time. Its really happened in my part as an instructor coz of my fear to be insulted in front of the crowd its motivated me to developed as a good employee in our institution.

In our institution sometimes I encountered the what we call "Passive- Aggressive Organization" because of

Unclear scope of authority. It's not clear who makes decisions, leading to dropped balls and to second-guessing or interference from higher-ups. I experienced this one the time i become a permanent employee in our organization. According to the Collective Bargaining Agreement (CBA) of the school before an instructor become a permanent in her/his work, we have to undergo first the three years probationary as our employment status but then here comes the new hired instructor "no more according to CBA" after two years of his teaching he become permanent.

Inability to Execute. In our organization sometimes an employee cannot move freely or decide on whatever decision they may take even if it is aligned to the job description of a certain employee because it needs always an approval from the direct superior to the top management prior a certain plan or project be realized .To make the story short the "final say" is always coming from the top management who manage the organization.

Misleading goals. Incentives that are not aligned with overall objectives -- or not aligned with other goals across the organization -- can wreak havoc and give people an opportunity to make excuses instead of making things work.

Agreement without cooperation. People pay lip service to change but secretly "hope it will go away" and don't put energy and effort into making it happen.

Ineffective Decision Making- So many times that the school refused to send IT instructors to attend for a National Training for the reason that they can't afford to defray expenses or what we call "No Budget" If you push through then you have to "use your initiative" those are the phrases in which I usually heard.

For me sending IT Instructors for a Training especially national training is very important because of its rapid changes in terms of Technology . Thus, instructors in IT must be updated and should acquire new knowledge and learning from time to time to achieved quality education as the schools' mission.

Empowerment has been defined as a process whereby school participants develop the competence to take charge of their own growth and resolve their own problems. Empowered individuals believe they have the skills and knowledge to act on a situation and improve it. Empowered schools are organizations that create opportunities for competence to be developed and displayed.

In our institution, the administration empowered all the employees and students by following the rules and guidelines of the school. Since our school is private, it is the Board of Trustees who empowered the school as a whole. They do such acts and decisions which are lawful and proper which may be deemed necessary or expedient for the accomplishment of the purposes of the corporation or furthermore of any of the objectives set forth by the laws. But sometimes it is discouraging because of the communication gap between employee and the top management. There is no constant communication with the employees regarding the changes implemented in an organization. But because of the desire and devotion towards our work, sometimes we empowered ourselves to survive whatever hardships encountered because as the saying goes:

Its not bad to be empowered by the administrative personnel if the lawmaker is not a law breaker.

For most people, any change is uncomfortable especially if it is change for unusual condition like what happened in our Elementary Department, the school decided to convert it into Cooperative because of the declining of enrollment in Elementary due to the stop operation of the PICOP Industry in Bislig City where our school is located. So the teachers in elementary arrive at a solution to resign from their job.

With regards to my experience in my workplace I observed and experienced changes of how my employer handle the ups and down of the school.

The employer trying their best to make our school become a "competitive advantage". It is a big influence in my part to become a good employee because this is the only organization where i belong thus this is the workplace where i stayed most of my time.

The employer always looking for an effective strategy for the school to survive. I am working here for about 10 years. I observed that our employer is working hand in hand to meet the demand of the clientele especially the teachers and students.

Because the school envision to developed community of integrated persons as agents in the transformation of society into a progressive and productive member of the nation.

Key Differences

Leaders have followers; managers have employees.

Leaders empower and inspire their followers. Managers only maintain command and control, many times to excess, thereby uninspiring employees.

Leaders do not seek stability, they look for flexibility.

Leaders set the course, inspiring their followers to solve their own problems and make their own decisions. Leaders teach their followers to be leaders in their own right and to better themselves, their companies, and those around them. Managers make decisions, solve problems as they arise, and give orders.

Leaders are always looking for better and more efficient ways of doing things. A manager just accepts the organization's makeup and culture and does all that he or she can to cement the company's status quo.

As leaders we always need to be looking for ways to access the brain trust we employ—the know-how and everyday skills of our people. Unfortunately, even the best of managers don't do well with this type of task, but leaders do!

So, i think i belong to Leaders side...because as i read about the qualities of a leader i can say that it could relate and i can reflect back out from my experiences as a teacher. I usually do this to my students, especially this description...

" Leaders set the course, inspiring their followers to solve their own problems and make their own decisions. Leaders teach their followers to be leaders in their own right and to better themselves, their companies, and those around them"

Now i know na meron pala akong dugong leader... How about you???

Strategic planning is one of the major steps the institution can take to address the many challenges that she will face. Strategy is a tool for an institution to find its competitive advantage and place within the environment. Not only applied in school but even in our profession as a teacher it is very applicable.

Like the strategic planning model A B C D E :

Assment - "Where we are"

• The instructor should assess students by using SWOT model in order to identify the internal and external factors that might affect the learners. SWOT means Strength, Weaknesses, Opportunities and Threats.
  

Baseline - "Where we are"

• As the instructor is the second mother of the learners he/she be the bridge and the key to success. We will act as a supplier of quality education for the students to be equipped with knowledge, skills and values in a just and humane society.

Components - "Where we want to be"

• The school has vision, mission, specific objectives, and values/guiding principles in which management and teachers should be strictly observed and implemented for this is the mirror of how the school expresses the core values of the organization and it explains the basic needs of the learner for the school to fulfill and capture the essence of why the organization exists. To convey the students of the unique nature of the organization and the role it plays that differentiates it from others and this is what we call "core competencies of an organization"

Down to specific- "How we will do it"

• The action plan which identifies the specific steps that will be taken to achieve the initiative and strategic objectives. The criteria for good measures should be reliable, consistent, accurate, timely, confidential and secure.

Evaluate - "How are we doing"

• To evaluate the feedback and the performance of the organization by using the balanced scorecard framework to organize and report actionable components, and for managing the execution of your strategy. Improves how you communicate your strategy - critical to execution.

Strategic plans cannot succeed without people, time, money and other key resources.

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