Motivation Towards Community and Extension Development: the Case of the High School Department of the College of Maasin
CHAPTER 1
THE PROBLEM AND ITS SCOPE
INTRODUCTION
Rationale
Values and conduct are the beliefs that guide an organization and the behavior of its members. The most important beliefs are those that set forth the ultimate purposes of the organization. They provide the organization with its raison d’ etre for outsiders and insiders alike, and justify the continuing investment in the organization’s enterprise. Often, however, the beliefs about purposes are hopelessly entangled with assumptions about the nature of the organization’s environment. The principal means of achieving its purposes, and the sorts of relationships and expectations that exist within the organization. For example, in policing, the strong belief among the Philippine National Police (PNP) members and personnel in their respective units and departments, that they stand as the front line of defense against community lawlessness reflecting what is often a rather narrow definition of order conditions of the organizational environment within which the police officer operate. These beliefs can easily become the prevalent values of the force.
William Taylor, a former commissioner of the City of London Police, in his study entitled “Taylor Review of Police Disciplinary Arrangements”, stated that, in the pursuit of excellence within police officers, police departments, police commission and the organization itself, with the aid of the national and local government, should establish a new set of procedures governing police disciplinary matters dealing with issues of misdemeanor and unsatisfactory performance of police officers including high-ranking officials in the organization. In his study he also found out that the current system of dealing with the police misconduct is overly bureaucratic and logistic with little or no encouragement from the organization’s heads and the government agency concerned. He further stated that misconduct procedures should be based on principles which would modernize the
THE PROBLEM AND ITS SCOPE
INTRODUCTION
Rationale
Values and conduct are the beliefs that guide an organization and the behavior of its members. The most important beliefs are those that set forth the ultimate purposes of the organization. They provide the organization with its raison d’ etre for outsiders and insiders alike, and justify the continuing investment in the organization’s enterprise. Often, however, the beliefs about purposes are hopelessly entangled with assumptions about the nature of the organization’s environment. The principal means of achieving its purposes, and the sorts of relationships and expectations that exist within the organization. For example, in policing, the strong belief among the Philippine National Police (PNP) members and personnel in their respective units and departments, that they stand as the front line of defense against community lawlessness reflecting what is often a rather narrow definition of order conditions of the organizational environment within which the police officer operate. These beliefs can easily become the prevalent values of the force.
William Taylor, a former commissioner of the City of London Police, in his study entitled “Taylor Review of Police Disciplinary Arrangements”, stated that, in the pursuit of excellence within police officers, police departments, police commission and the organization itself, with the aid of the national and local government, should establish a new set of procedures governing police disciplinary matters dealing with issues of misdemeanor and unsatisfactory performance of police officers including high-ranking officials in the organization. In his study he also found out that the current system of dealing with the police misconduct is overly bureaucratic and logistic with little or no encouragement from the organization’s heads and the government agency concerned. He further stated that misconduct procedures should be based on principles which would modernize the