IMBIBING DIVERSITY AND INCLUSION TO THE VALUES OF THE WORKER:

A PRAGMATIC APPROACH TO LABOR CHANGE

A reaction paper to Ronahlee Asuncion’s “Exposing grapevine in the workplace”
and Virginia Teodosio’s dissertation on Tripartism and Monopoly Representation
By
Joseph Wilbert E. Gatchalian
IR201-D

In this era of modernization (with great faith and faithful vision), the Filipino
labor is on the verge of becoming a towering industrial edifice. Every worker sets
their eyes on a horizon to conquer: its take-off stage to a successful labor
evolution from that of Marx’s time to a paradigm of happiness – a paradigm void
of alienation, oppression and non-recognition. With towering hope and aspiration,
workers in this era wants what their forbearers has wanted since man started
working for his fellow man; happiness with his work and actual providence for his
family.
Given this scenario, a question remains: what can labor actually do to
meet this, given the resources and paradigm he is in?
After hearing both studies done by the speakers, it came to me the
realization that in addressing this question, two views are in order: (aa) the Micro
(individual workplace) and (bb) the Macro (national) perspective. Having these
views, I have realized the need of inculcating Diversity and Inclusiveness in the
lives, value even, of the obrero.

The “Grapevine phenomenon” (Micro perspective)

Professor Asuncion’s study made me realize that grapevine transcends all
culture boundaries. Grapevine not only happens in the Philippines, but
throughout the world. In fact, grapevine plays a great role in culture-building in a
workplace, as she had put it: “It is as pervasive as it is common”. In countless
accounts, we have participated to, or at least has heard about what’s going on in
the lives of our co-workers (be it professional and personal). Studies say that
knowledge kicks-off social flux, and this is very true in an organizational setting.
Promotions, pay-raise, resignations and the likes spread like wildfire even before
the management announces it. Such knowledge make the worker react to his
environment and are adapted by the rest of the workforce, thus creating culture.
Grapevine event may as well be said as clique-based; with groups sharing
knowledge about the other groups (or department-to-department for that matter).
Likewise, grapevine transcends technological advances, with the “techie
culture” clearly visible throughout the years. With powerful technological tools like
email and SMS, communications are literally “at the power of our fingertips”.
These advances had sped the grapevine process tenfold, with it not being limited
to the boundaries of the workplace.
I believe that with all of these (and as supported by Prof. Asuncion’s
research data), it is easy to imply that within an organizational culture; there is a
structured, diverse set of actors. And that grapevine actually bridges these
diversities, transcending all cliques and unifying the organization, one way or
another.
With the exposition of grapevine in the workplace, I would say what’s
important is the utilization of grapevine, underpinned with moral values, to the
achievement of the goals of both the organization and the labor force. As
reflected in professor Asuncion’s study, the Filipino value of “pakikisama” is
highlighted in the occurrence of grapevine. In the same note, the organization
should try various strategic ways in mobilizing workforce to unity. Given that
workforce is diverse, culture is shared amongst all groups. Diversity should be
recognized, and respected, by all organizational players; from top management-
down the line. Grapevine more often than not reflects the sentiments of labor,
and this can me utilized by the organization in strategically planning operations,
to meet its goals and ultimately, the labor.

“Tripartism and Monopoly Representation” (Macro perspective)

Professor Teodosio’s study speaks of the relationship of the State, the
private sector and labor in the establishment of the work-environment. Per her
study, there is a rampant need of the representation of labor in the triadic
paradigm, and this can be acquired via Monopoly Representation. Through
representation can labor have true “equal footing” with the State and Private
owners, providing a stable ground for decision-making and labor legislation.
I believe the key in the realization of this is labor education. Monopoly
representation should be thoroughly cascaded within the labor class. Also, moral
value of “being involved” should also be imbibed to the hearts and minds of the
working class. One of the negative aspects of the Filipino culture is passivity.
People tend to be very passive of many things, so long as they are not harmed.
This can be mitigated by education, and reinforcing the value of camaraderie.
Have workers want to participate through education.

CONCLUSION:

There are two key areas that are highlighted with both studies: Diversity and
Inclusion. We Filipinos are blessed to have these two values inculcated in our
culture. We as Filipinos practice these values in our everyday lives, one way or
another. With grapevine, there is value of pakikisama. The same is a tool for
Monopoly representation.
Our role, being students of the field is to have a profound understanding of these
paradigms, and from us, the education of the labor masses for the development
of labor stance in the triadic paradigm, our own individual organizations, the
Philippine economy, and ultimately, the betterment of the lives of our workers.