PASSIVE
AGGRESSIVE ORGANIZATION
Thank you Lord
that my mind starts thinking again and creates some inputs in relation to this
org. analysis online journalJ.
Talking about organizational DNA profiles, this the overview of Organizational
Sterotypes;
So the question
is where do my organization belong that I currently work in?
When I first
hired at HCBC, I can say that this organization is the Resilient Organization
because it is flexible enough to adapt quickly to external market shifts, yet
steadfastly focused on and aligned to a coherent business strategy. Like for
example, HCBC has gone through developments, newly constructed three storey
building with the facilities. These are the two computer laboratories and one Internet
Laboratory, Physics and Science Laboratory and Speech Laboratory, two Audio
Visual Room and additional rooms for college, also included in the building is the
wide expanded area of the library. Our president is more on development side
and she really wants everything will be done into successful plan and
implementation. Our academe offers BSIT and BSHM/HRM courses so in order for
the BSHM/BSHRM and BSIT program to be recognized by CHED, we had our RQAT last year
January 2011. Before the RQAT
inspection, we had so much preparation especially on the BSHM/HRM and BSIT
department. Our president hire an IT consultant so for us to help and give some
recommendations in relation to the incoming RQAT. The academe purchased books as
additional and updated references for the BSHM/HRM and BSIT program that is required
by the CHED. In the BSIT program, computers should have licensed operating
system and licensed installed softwares, good specifications of computer that
means faster processing. I remember that we had gone through overtime in the school
preparing for the documents that would be needed for the RQAT. Almost
everybody, especially registrar, program head, full time faculty both in
BSHM/HRM and BSIT department had actively done their part, contributed and
participated much in the preparation of the incoming RQAT. Because we were an
employee in HCBC and also our administrators would want that these endeavors
should be properly done and organized, so to be implemented and make it to the
top requirements that is demanded by CHED. It’s because of that incoming RQAT
that I unexpectedly have to enroll in MIT class in UIC-Graduate School. Because
the IT consultant recommends the administration that in order for the faculty
to be qualified in BSIT program, one of the requirements from the CHED that the
faculty should be on-going masteral or much better a post graduate of any kind
of computer studies discipline. So for the CHED recognition, faculty should
also be qualified in terms of the credentials. So she suggested that I would
enroll in UIC (also managed and owned by RVM congregation), that is the sister
school of HCBC, so for me to avail the 25% discount and for me to avail the
zero- interest educational loan. Advantage on my part and also I can avail the
25% discount. Back to the RQAT topic, because of the computer facilities that
was equipped with the necessary requirements and also the newly purchased books.
Thank God, the BSIT program had first received
our CHED recognition last April. This is considered as a fruit of our labor. And
by the help of our IT consultant, we successfully passed the RQAT team. I think
it’s because of the responsibilities that were done successfully from us- the employees
and also the motivating and leadership factor that our president had shown to
us. So HCBC is a resilient organization in those days of aiming goal for the
RQAT, that is the recognition, innovation, changes and the responsibility that
the administration want from us. But how about the other side of the story, that
I can say that there were also facets that we are in passive-aggressive organization?
This is just one of the examples…
In an optimal
organization we can see efficient high-performing teams in action. A good team
performance depends on trust, cooperation, good communication, and employees’
high level of personal responsibility. And we are in that high level of
responsibility because last year, around March 2011, we had our college faculty
meeting. It’s my first time to be involved on that meeting because I am one of
the new ones who were hired on our school. We had plan and created our
development plan for the next school year. I really like their plans and
proposals that were also suggested by my co-teachers. But when the class school
year for 2011-2012 starts, almost all of the proposal were gone unchanged. The
plans and proposal in the faculty development plan were not successfully done
or implemented. So I can say that my organization also is a passive-aggressive
organization, because everyone agrees, but nothing changes. Some factors I can
say because of the administration that were not into full support for the
changes in the added equipments for our teaching, and etc. Did the
administration really forget the suggestions (from us) for the 1 year
development plan? Or those suggestions are only for the sake of the
documentation only? Tsk.tsk… Now I
understand that when it comes to money involvement or related expenses for the
added equipment that will support for our innovations in teaching, the
administration left unheard about our requests and suggestions. Too sadL. That’s why we are in
a passive aggressive organization state. Another also is I remember that the
administration approved our suggestion that if ever the faculty will be send to
a seminar or convention, the school should cater the 75% expenses and only 25%
for the faculty contribution, It’s agreeing on our part as a faculty and the
administration said yes. But sad to say, everyone agrees but nothing changes on
that suggestion on the administration. Still 50-50, 50% - from the faculty
contribution and 50% from the administration.
According to my research, passive-aggressive organizations are friendly places to work: People are congenial, conflict is rare, and consensus is easy to reach. But, at the end of the day, even the best proposals fail to gain traction, and a company can go nowhere so imperturbably that it's easy to pretend everything is fine. Such companies are not necessarily saddled with mulishly passive-aggressive employees. Rather, they are filled with mostly well-intentioned people who are the victims of flawed processes and policies. Commonly, a growing company's halfhearted or poorly thought-out attempts to decentralize give rise to multiple layers of managers, whose authority for making decisions becomes increasingly unclear.
And I will
relate that research to our organization, we pretend everything is fine but the
truth is not. Yes, conflict is rare but there were so many issues, negative
comments, not agreeable policies and procedures. But still, we should follow
the policies and procedures that were implemented by our President and Dean, because
as professionals and we have this high responsibility (as a teacher) that was
bestowed on us. But some of the policies are not agreeable on our part. Here it
comes, the policy no.1, the 3 lates- one day absent. My Gash…We were like
students?. The output for that are deductions on our salary. Also there were
fines for the late submission of test questions and grades- that will also be
deducted on our salary. The Dean said that for us teachers to be disciplined.
We have that discipline and dedication on our job, but there were some
unexpected circumstances that we cannot submit on time. How did they think for those
policies on us teachers? Through fines we can be disciplined? My co-teacher
said that we have only a small amount of salary and when we will be deducted
from that, surely our salary cannot compensate our “carabao – work” here. True
as it is. All this policies and procedures, which were implemented, even if
it’s not agreeable on our part, still we follow. But from the side of the
administration, our suggestions from the past contribute to a
passive-aggressive organization, that they agree but nothing changes.
