Saturday, May 31, 2008

1st Wagayway Festival marks Imus as RP flag capital








1st Wagayway Festival marks Imus as RP flag capital

By Erika Sauler
Philippine Daily Inquirer
First Posted 00:10:00 06/01/2008

IMUS, CAVITE -- AMID LOUD explosions of gunpowder and intermittent cries of “Fuego! (Fire!)” and “Sugod, mga kapatid! (Charge!),” about 400 people witnessed a reenactment of the historic Battle of Alapan in 1898 at its original site here on Wednesday.

The restaging of the battle—a major victory for Filipino revolutionary leader, Gen. Emilio Aguinaldo, that led to the first Philippine Republic—culminated the five-day celebration of the first Wagayway Festival to mark the town as the country’s flag capital.

Students, municipal employees and barangay officials performed in a play that started with the birth of the Philippine flag in Hong Kong, which Aguinaldo brought back on May 19, 1898, to the Philippines together with a supply of armaments to wage a new chapter of war against the Spanish colonial government. The play was directed by Francis Posadas, a native of Imus.

Filipino revolutionary forces defeated some 270 Spanish marines in the five-hour Battle of Alapan on May 28, 1898. For the first time, the Philippine flag was unfurled by Aguinaldo.
“This flag is the one we will unfurl and wave in our approaching and longed for freedom. And this will be the symbol of our country today and till the next generation. Long live our freedom! Long live the Republic of the Philippines!” the actor who performed Aguinaldo’s role in Wednesday’s celebration said in Filipino.

The play also depicted the defeat of the Filipinos by American troops. The US colonial government then passed the Sedition Act and Flag Law, which prohibited the display of the Philippine flag.

A “zarzuela” showing the Filipinos’ respect for their flag despite the US prohibition ended the drama.

Mayor Manny Maliksi led the launching of the festival. “But the core of the celebration is sincere love and respect for our flag. Let us love the flag which symbolizes our freedom. For whoever loves the flag, loves our country,” he said during the program for National Flag Day.

Environment Secretary Lito Atienza, who headed the subcommittee on Flag Day, Education Secretary Jesli Lapus and Cesar Enrique Aguinaldo Virata, a grandnephew of Aguinaldo, were among the program guests.

Saturday, May 24, 2008

April 2008 Accomplishment Report Summary




The NGOs-Pos Network Unit of Imus focused on implementation of mass-centered projects this April 2008. Among the projects implemented were supplemental feeding for undernourished children from various indigent families within the Municipality of Imus; livelihood seminar and trainings for unemployed Imuseños; medical , dental and optical missions benefiting less-privileged individuals from various barangays; and sports development for the youth of the Municipality.

The Officers and Staff of the Network Unit organized each project with passion and enthusiasm to bring-back the culture in public service which is centered on the masses which comprise the largest percentage of the population of Imus, Cavite. This is being re-empowered by Ms. Cristina H. Viegan, RSW, Head/Consultant of the network unit. She firmly believes that it will be a big factor in the strengthening of strategic approaches, particularly in the social areas within the Municipality, and the diversification of the participating NGOs and POs involved in the development process of various social services projects, in congruent to the vision of the network unit “envisioning a genuine partnership between the local government of Imus and the private sector to empower the Imus citizenry anchored on service excellence and efficiency.”



Therefore:

The programs implemented by the NGOs-POs Network Unit of Imus this month of April 2008 gained positive feedback from Imuseños especially those who benefited from these projects. The continuing struggle of the network unit in helping the local government empowering its people through various social services, especially the less-privileged needing government attention and support, is inspiring the thinkers and doers of the network unit to be more efficient and effective in delivering social services to the people.

For the past few months more private organizations even political figures within the local government of Imus and even from the provincial government of Cavite are inclined in helping the network unit in project implementation by providing the necessary material and financial assistance and other requirements of each project. This trend is most appreciated by the officers and staff of the network unit, an affirmation to their undying passion to serve the masses of Imus.

The network unit will continue to move for the people, finding new ways in realizing its vision always fronting its core values.

Sunday, May 11, 2008

"Team tayo!" Teambuilding Best Shots





"Team tayo!" A Teambuilding Seminar-Workshop for NGO's-PO's Network Unit



The NGO's-PO's Resources Network Unit of Imus, Cavite trooped to Star Cove Resort-Hotel in Balayan, Batangas on May 3-4, 2008 for this year’s Teambuilding Seminar-Workshop.

The Teambuilding Seminar-Workshop was organized by Ms. Tina H. Viegan, RSW Head/Consultant of NGO's-PO's Network Unit of Imus, Cavite. Bro. Baltazar P. Ronato, O.Carm (a Carmelitye professed Brother) and Mr. Juriel T. Fabito (a Systems & Methods Officer of Banco de Oro Unibank) facilitated the seminar-workshop, while Ms. Tina H. Viegan, RSW supervised the whole event.

The Teambuilding Seminar-Workshop aims to develop and improve motivation, communication, support and trust within the team of community leaders/builders.

At the end of the 2-day seminar-workshop the participants would be able to : (1) develop a team-working relationship, (2) share positive experiences , (3) rediscover their talents and skills, (4) develop a genuine teamwork.


TEAM VS. GROUP

Bro. Bal Ronato, O.Carm explained well the difference between a “group” and a “team” . This will help the participants assess the present state of their network, “is it a team” or is it a group.”

"Teamwork is a make or break situation. Either you help make it or the lack of it will break you." – Kris A. Hiatt

1. Understandings. In a group, members think they are grouped together for administrative purposes only. Individuals sometimes cross purpose with others. In a team, members recognise their independence and understand both personal and team goals are best accomplished with mutual support. Time is not wasted struggling over "Turf" or attempting personal gain at the expense of others.

2. Ownership. In a group, members tend to focus on themselves because they are not sufficiently involved in planning the unit's objectives. They approach their job simply as a hired hand. "Castle Building" is common. In a team, members feel a sense of ownership for their jobs and unit, because they are committed to values-based common goals that they helped establish.

3. Creativity and Contribution. In a group, members are told what to do rather than being asked what the best approach would be. Suggestions and creativity are not encouraged. In a team, members contribute to the organisation's success by applying their unique talents, knowledge and creativity to team objectives.

4. Trust. In a group, members distrust the motives of colleagues because they do not understand the role of other members. Expressions of opinion or disagreement are considered divisive or non-supportive. In a team, members work in a climate of trust and are encouraged to openly express ideas, opinions, disagreements and feelings. Questions are welcomed.

5. Common Understandings. In a group, members are so cautious about what they say, that real understanding is not possible. Game playing may occur and communication traps be set to catch the unwary. In a team, members practice open and honest communication. They make an effort to understand each other's point of view.

6. Personal Development. In a group, members receive good training but are limited in applying it to the job by the manager or other group members. In a team, members are encouraged to continually develop skills and apply what they learn on the job. They perceive they have the support of the team.

7. Conflict Resolution. In a group, members find themselves in conflict situations they do not know how to resolve. Their supervisor/leader may put off intervention until serious damage is done, i.e. a crisis situation. In a team, members realise conflict is a normal aspect of human interaction but they view such situations as an opportunity for new ideas and creativity. They work to resolve conflict quickly and constructively.

8. Participative Decision Making. In a group, members may or may not participate in decisions affecting the team. Conformity often appears more important than positive results. Win/lose situations are common. In a team, members participate in decisions affecting the team but understand their leader must make a final ruling whenever the team cannot decide, or an emergency exists. Positive win/win results are the goal at all times.

9. Clear Leadership. In a group, members tend to work in an unstructured environment with undetermined standards of performance. Leaders do not walk the talk and tend to lead from behind a desk. In a team, members work in a structured environment, they know what boundaries exist and who has final authority. The leader sets agreed high standards of performance and he/she is respected via active, willing participation.

10. Commitment. In a group, members are uncommitted towards excellence and personal pride. Performance levels tend to be mediocre. Staff turnover is high because talented individuals quickly recognise that (a) personal expectations are not being fulfilled (b) they are not learning and growing from others and (c) they are not working with the best people.


TEAM ROLES

Mr. Juriel T. Fabito discussed “Team Roles” to help the participants identify their specific roles in their team .
Implementer:

Well-organized and predictable. Takes basic ideas and makes them work in practice. Can be slow.

Shaper:
Lots of energy and action, challenging others to move forwards. Can be insensitive.

Completer/Finisher:
Reliably sees things through to the end, ironing out the wrinkles and ensuring everything works well. Can worry too much and not trust others.

Plant:
Solves difficult problems with original and creative ideas. Can be poor communicator and may ignore the details.

Monitor/Evaluator:
Sees the big picture. Thinks carefully and accurately about things. May lack energy or ability to inspire others.

Specialist:
Has expert knowledge/skills in key areas and will solve many problems here. Can be disinterested in all other areas.

Coordinator:
Respected leader who helps everyone focus on their task. Can be seen as excessively controlling.

Team worker:
Cares for individuals and the team. Good listener and works to resolve social problems. Can have problems making difficult decisions.

Resource/investigator:
Explores new ideas and possibilities with energy and with others. Good networker. Can be too optimistic and lose energy after the initial flush.


TEAM ACCOUNTABILITY

Mr. Juriel T. Fabito discussed “TEAM ACCOUNTABILITY” highlighting its importance in a team.

Why is Accountability So Important? Holding people accountable for their results has very positive effects: greater accuracy of work, better response to role obligations, more vigilant problem solving, better decision making, more cooperation with co-workers, and higher team satisfaction.

A culture of Team Accountability:

1. Earn the trust of your team-mates. This means doing what you say and saying what you mean all the time.
2. Publicly own up to your own mistakes and accept the natural consequences for them.
3. When mistakes or problems occur, focus on the future. To correct the problem and prevent it from happening again, steer the discussion to what needs to be done next and away from what was done.
4. Remember that intent is not the same as performance. Help people follow through on their commitments by regularly checking in on progress. This needn't take on a "Big Brother" air. Simply make old business or ongoing projects a regular agenda item and ask people to share their current status, successes, and need for help.
5. Be explicit about accountability and expectations. Talk openly (and preferably face-to-face) about responsibilities, performance standards, deadlines, potential consequences or implications of their actions, etc.
6. Be supportive. Help people talk about their progress on their commitments, and offer help when they are stuck or unsure.

DECISION MAKING


Bro. Bal Ronato discussed the different methods for decision making which help the participants identify the method applicable to very situation.

Method 1. Decision made by authority without group discussionProcess: The designated leader makes all decisions without consulting group members

Method 2. Decision by expertProcess: Select the expert from group, let the expert consider the issues, and let the expert make decisions


Method 3. Decision by averaging individuals' opinions Process: Separately ask each team member his/her opinion and average the results.


Method 4. Decision made by authority after group discussionProcess: The team creates ideas and has discussions, but the designated leader makes the final decision. The designated leader calls a meeting, presents the issue, listens to discussion from the team, and announces her/his decision.


Method 6. Decision by majority voteProcess: This is the most commonly used method in the United States (not synonymous with best method). Discuss the decision until 51% or more of the team members make the decision


Method 7. Decision by consensusProcess: Collective decision arrived at through an effective and fair communication process (all team members spoke and listened, and all were valued).


PERFORMANCE ASSESSMENT


Mr. Juriel T. Fabito discussed the importance of performance assessment in measuring the effectivess and efficiency of the Team's projects.


1. Do your team members create a project initiation document together?

2. Do your team members understand how to manage the trade offs between cost, schedule and deliverable performance of their projects?


3. Are all team members involved in defining how their project deliverables will be created?


4. Do team members understand how to use conflict to improve team performance?


6. Are your team members able to understand each other’s positive intentions even if they perceive someone’s behavior as negative?


7. Do your team members know their unique strengths and the unique strengths of their team members?



After the sessions, the participants enjoyed the cool water of the beach and have more time for team bonding and camaraderie.


The Acedera Family treated the whole new TEAM with a “Team Lunch on their last day in the venue. A cake was also offered to the birthday celebrants for April and May.


To end the 2-day event, a Holy Mass was celebrated at the venue officiated by the Parish Priest of Balayan, Batangas.


The Participants thanked the family of Mrs. Acedera for the venue, the food and the goodness they showed them. In response, Mrs. Stella Acedera, CEO of A-Star Foundation, Inc. wished that the new TEAM will render genuine services to the people of Imus . She also thanked the whole new TEAM for coming over to their place and spent two days with enthusiasm to learn and enjoy the Teambuilding Seminar-Workshop. As a token of appreciation, each participant received a bottle of famous Balayan Fish Bagoong.