FINAL TERM EXAMINATION IN PRINCIPLES OF ADMINISTRATION

AND SUPERVISION

ESSAY. Answer comprehensively the questions below. Be guided by the attached

rubric.

1. If you are a transformational leader, how will you inspire your

workmates to be productive and to work as a team despite physical
distancing? (50 pts)
We all know that in this challenging times brought by the pandemic, the
workplace has already restrictions especially on the distance we can make
with our colleagues. Before, we can hug them, we can hold them, and we can
whisper to them, but now, we cannot do it anymore. We have to protect
ourselves from others because we have also family to protect.
If I am a transformational leader I will inspire my workmates to be
productive and to work as a team despite physical distancing by conveying a
clear vision of our goals. In fighting the everyday battle, I, as the leader must
be energetic enough, enthusiastic enough and passionate enough in dealing
things with them. I must be there to motivate the group telling them that we
can still be victorious in reaching our goals even if there is physical distancing
or shall I say even if Covid-19 is there. I will inspire them by helping them
succeed in their tasks and recognize their efforts for a job well done. I will
assist them on whatever difficulties they encounter. And, I wanted them to
explore new ways of doing things and learn new opportunities as a group.
I wanted to do all these things for my workmates because I also
wanted them to be advance in higher level of morale and motivation. I believe
that those ways mention above in inspiring them will lead into earning trust,
gaining respect and feeling of admiration.

2. As a school administrator, to what extent are you going to counsel

employees who are in conflict due to personal problems? Describe your
conflict management styles. (20 pts)
If I would be a school administrator, I would use the Collaborating
conflict management style in counselling employees who are in conflict due to
personal problems. As a leader, I wanted to find a solution that will meet the
needs of both employees/parties. I wanted to aim for a solution that satisfies
them and arrive in a win-win situation.
So, in order to do this, I have to hear the both sides. I don’t need to
judge who is right or wrong here, because my role is to help them solve the
conflict. I need to listen to them and give them pieces of advice. I also wanted
them to exchange their situations and I would ask them how would they react
 with the certain situation and how would they solve that particular situation.
Soliciting ideas from them would help me arrive to a solution.
As I value the relationship in a workplace, I must also make them
realize that their conflict can greatly affect their duties in the school. Their
movements, the space they move in, the communication channels and the
resources they utilize were become limited, which could have hindered them
in showing or doing their full potential as teachers. So, as an advocate of
peace, while they can still be reconciled, I must help them fixed their conflict
the soonest possible time.

3. How will you impose discipline to an employee due to misconduct? Cite

the steps. (10 pts.)
Since disciplining employees must undergo in a due process, then the
first thing that I would do to an employee who showed misconduct is to give
an oral warning and counselling. I would talk to her in private and I will not
embarrass her in front of our workmates. I would let her understand that
correcting her misconduct is not a personal attack but a consequence of
behavior.
If the same violation has been done, oral warning follows written
reprimand. This time, I will warn her the result of the repeated violations, that
if she continues to do the same, she will be facing consequences and
penalties. If her misconduct is already a habit, then it is the time that I will
report the said employee to the Human Resource Management Office
(HRMO). The HRMO has also the right to be informed on the misconduct of
the employee, giving them the proper documentation in disciplining the said
employee while she is still under my care. I will also request the HRMO to
give her a fair hearing so that when she is proven to be guilty, then she will
receive her consequence and penalty in accordance of the severity of the
offense.
However, while the misconduct can still be corrected and the employee
shows good improvement after correcting her, then there’s no need to report
her in the HRMO.

4. Discuss the important EEO Laws. (10 pts.)

Here are some of the important Equal Employment Opportunity Laws

in the Philippines:

a. 1987 Philippine Constitution

The Article II Section 14 of the 1987 Philippine Constitution
mandated that the state should recognize the role of women in nation
building and shall promote fundamental equality before the law of
women and men. Therefore, there must be no gender discrimination for
employment. What a man can do, can also be done by women. It’s not
on the gender, it’s on ability, skills and intellect of an individual.
b. Republic Act No. 8371, October 29, 1997
This is also known as “The Indigenous People’s Rights Act”. It
is an act to recognize, protect and promote the rights of indigenous
people especially in terms of employment. This act further explained
that regardless of ethnic tribe an applicant belongs, he/she must be
subject to the same terms and conditions.
c. Republic Act No. 7277 (the Magna Carta for Persons with disability)
This act provides that a qualified employee with disability shall
be subject to the same terms and conditions of employment as
qualified able-bodied person. An applicant having disability must not be
discriminated for a job vacancy he/she wanted to fill in.
d. Republic Act. No. 7877, Anti-sexual harassment act of 1995
It is an act declaring sexual harassment unlawful in the
employment, education or training environment and for other purposes.
So, this just means that an applicant can file a complaint against the
employer if he/she was being harassed as an exchange of a vacant
position he/she’s been applying for.
e. Republic Act No. 10911, July 21, 2016
This is also known as the Anti-Age Discrimination in
Employment Act. An act prohibiting discrimination against and
individual employment on account of age and providing penalties
thereof. This just means that employment doesn’t matter on age. As
long as the applicant is on legal age or even if he’s old enough but can
still do task for a job, then he/she must not be discriminated on his age
for a job position he/she’s been applying for.