Assessment of the organizational culture of Bangko Sentral ng Pilipinas: Basis for an OD intervention program
Date of Publication
Master of Science in Psychology
College of Liberal Arts
Laurene Chua Garcia
Defense Panel Chair
Romeo V. Suarez
Defense Panel Member
Maria Vida Caparas
Maria Carla M. Ong
Julio C. Teehankee
Trends in organizations and management principles indicate the increasing significance of the behavior of people in producing results, thus it facilitates in leading organizations to higher performance. Many if not all organizations are interested in directing their current cultures to its desired state. The collective behaviors of an organizations members depict how an organization performs. These collective behaviors of people as key to producing results are embedded in an organizations culture. Organizations expect its members to behave in ways to achieve its goals. Different from the private sector, the concept of re-directing current cultures for the public sector to what is perceived to be ideal, high performing, and effective is through streamlining work processes through reorganizations. Government institutions seek bureaucratic efficiency by streamlining its processes and architecture because structure and systems are the chief determinants of organization performance. Structural analysis is only one component (i.e., internal structures and systems) in diagnosing an organization as basis to recommend appropriate interventions. Movement towards a high performance culture requires that internal structures, systems, technology, skills and qualities as well as the organizations mission and philosophy be aligned with the values of the organization. The limited appreciation of the behavioral norms and expectations of members in the organization which make up the culture often left a crucial organization development concern to direct the organization towards its goals. Collectively, the influence brought by changes in causal factors such as the structure, systems, technology, ii and skills of people sums up the behaviors and norms of members in it that convey a sense of identity which make up an organizations culture. This study investigated the organizational culture profile of the Bangko Sentral ng Pilipinas. Specifically, the study identified the dominant type of culture prevailing in the organization (i.e. current culture what employees believe are expected of them) and the ideal culture in terms of the behaviors that should be expected of employees to maximize performance. The study also explored whether gap/s exists between the current culture and desired culture. It described the employees behavioral norms and expectations associated with the factors or levers for change which include structure, systems, technology, and skills that impact effectiveness. Results from the differences between the organizations current culture and ideal culture profiles, as well as the implications of the current culture on the organizations effectiveness based on perceived outcomes associated with such culture provide the basis for developing plans/interventions for strengthening the organizations long-term effectiveness.
Archives, The Learning Commons, 12F Henry Sy Sr. Hall
201 leaves ; 4 3/4 in.
Pili, D. (2013). Assessment of the organizational culture of Bangko Sentral ng Pilipinas: Basis for an OD intervention program. Retrieved from https://animorepository.dlsu.edu.ph/etd_masteral/4492