Organizational

Development Practice in the

Philippines
By: Allan C. Cañete

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Table of Contents

1. Introduction
2. Historical Development of OD in the Philippines
3. Core Components of OD Practice in the Philippines
4. The Role of Filipino Culture in OD Practices
5. OD Practices Across Industries in the Philippines
6. The Impact of Technology on OD in the Philippines
7. Challenges in OD Practice in the Philippines
8. Future Directions for OD in the Philippines
9. Conclusion
10. References and Appendices

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Introduction
Organizational Development (OD) is a systematic approach to
improving an organization’s effectiveness and adaptability. It is
grounded in behavioral science principles and focuses on fostering
change through people, processes, and structures. In the Philippine
context, OD has evolved to reflect a mix of global management
theories and the unique values embedded in Filipino culture. This
ebook provides an in-depth exploration of OD practices in the
Philippines, offering both practical insights and theoretical
frameworks to guide practitioners at all levels.

Why This Ebook Matters

OD is not a one-size-fits-all discipline. For Filipino organizations,

understanding the interplay of culture, technology, and industry-
specific dynamics is critical to implementing effective OD
interventions. Whether you are new to OD or an experienced
practitioner, this resource will serve as a guide to navigate the
complexities of OD in the Philippines.

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Historical Development of OD in the Philippines
Early Beginnings

The roots of OD in the Philippines can be traced back to the 1960s

and 1970s when multinational corporations introduced modern
management theories to the country. Early practices focused on
improving productivity and employee engagement in industrial
settings.

Key Milestones

• 1970s: Emergence of training programs aimed at leadership

and management development.
• 1980s: Establishment of OD-focused professional
organizations such as the Philippine Society for Training and
Development (PSTD).
• 1990s: Growth of consulting firms specializing in OD.
• 2000s to Present: Integration of OD into strategic planning
and digital transformation initiatives.

Integration of Filipino Values

Filipino cultural values, such as bayanihan (community spirit) and

pakikisama (harmony), have deeply influenced how OD is practiced.
These values promote collaboration and respect, making OD
interventions more relatable and effective in local organizations.

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Core Components of OD Practice in the Philippines
Change Management

Effective change management is at the heart of OD. In the

Philippines, change management often involves addressing
resistance rooted in cultural and organizational norms. Tools such
as Kotter’s 8-Step Change Model and Lewin’s Change Theory are
commonly adapted to fit the local context.

Leadership Development

Leadership development programs in the Philippines emphasize

values-based leadership. Filipino leaders are encouraged to adopt
participative leadership styles, leveraging their team’s collective
strengths while fostering trust and accountability.

Team Dynamics and Collaboration

The concept of pakikisama plays a significant role in team

dynamics. OD initiatives often include workshops and team-
building activities that enhance communication, conflict resolution,
and collaborative decision-making.

Strategic Planning

Strategic planning in the Philippine context often integrates

elements of scenario planning and risk assessment to address the
volatile economic environment. OD practitioners guide
organizations in aligning their goals with both national and global
trends.

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The Role of Filipino Culture in OD Practices
Core Filipino Values in OD

Filipino culture is rich with values that align with OD principles:

• Pakikisama (Harmony): Encourages cooperation and conflict

avoidance.
• Hiya (Sense of Propriety): Promotes accountability and
ethical behavior.
• Utang na Loob (Debt of Gratitude): Builds loyalty and mutual
support.

Challenges and Opportunities

While these values foster a collaborative environment, they can

also present challenges. For example, the hierarchical nature of
Filipino organizations may hinder open communication. OD
practitioners must navigate these dynamics to balance respect for
authority with the need for innovation and feedback.

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OD Practices Across Industries in the Philippines
Corporate Sector

OD practices in the corporate sector vary significantly between

multinationals and small-to-medium enterprises (SMEs).
Multinationals often adopt global OD frameworks, while SMEs rely
on customized, cost-effective approaches.

Government and Public Sector

In the public sector, OD is crucial for governance reform and

improving service delivery. Initiatives often focus on capacity
building and streamlining bureaucratic processes.

Nonprofit Organizations

Nonprofits leverage OD to enhance mission-driven work. Strategies

include volunteer engagement, resource optimization, and program
impact assessment.

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The Impact of Technology on OD in the Philippines
Digital Transformation

Technology has revolutionized OD in the Philippines. Tools like AI

and data analytics enable organizations to measure performance
and predict trends effectively.

Remote Work Dynamics

The COVID-19 pandemic accelerated the shift to remote and hybrid

work models. OD practitioners now focus on building virtual
collaboration skills and maintaining organizational culture in
remote settings.

Upskilling and Reskilling

To remain competitive, Filipino organizations prioritize upskilling

initiatives that prepare employees for Industry 4.0. OD practitioners
play a key role in designing and implementing these programs.

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Challenges in OD Practice in the Philippines
Resistance to Change

Cultural and organizational inertia often hinder OD initiatives.

Practitioners must use empathy and effective communication to
address these barriers.

Resource Constraints

SMEs face significant budget limitations, making it challenging to

implement comprehensive OD programs.

Talent Management

Brain drain and the retention of skilled employees are persistent

challenges. OD strategies must focus on creating a supportive work
environment to retain talent.

Sustaining OD Interventions

Ensuring the long-term impact of OD programs requires continuous

evaluation and adaptation.

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Future Directions for OD in the Philippines
Emerging Trends

The future of OD in the Philippines is shaped by:

• Greater focus on diversity, equity, and inclusion.

• Integration of mental health and well-being into OD strategies.

Opportunities for Global Influence

Filipino organizations have the potential to lead in OD innovation by

showcasing unique approaches rooted in cultural values.

Role of Education and Policy

Academic institutions and government policies play a vital role in

shaping the future of OD by promoting research and providing
resources.

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Conclusion
This ebook underscores the unique blend of challenges and
strengths in Philippine OD practices. By integrating cultural values,
leveraging technology, and addressing key challenges, Filipino
organizations can achieve greater effectiveness and sustainability in
their OD initiatives. If you want the 65-page version of this ebook,
please contact the author.

Allan C. Cañete contact information:

Email: [email protected]
Website: creativemoveswin.weebly.com

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About the author
Allan C. Cañete is a highly accomplished Human Resources and Organization
Development executive, experienced in corporate mainstream and consultancy roles.
Demonstrated leadership skills in guiding diverse teams to exceptional success as both an
internal and external HROD consultant, with a track record spanning 32+ years.
Areas of expertise encompass HR and OD interventions, including training, teambuilding,
performance management systems, strategic planning, balanced scorecard,
competencies profiling, job evaluation, process improvement, organizational
restructuring, and salary benchmarking.
Allan's strategic mindset, honed through exposure to corporate planning, allows him to
analyze critical organizational issues, identify deficiencies, and spot potential
opportunities beyond human capital management.
Academic credentials include a degree in AB Psychology, majoring in Industrial and
Clinical Psychology from Trinity University of Asia (formerly Trinity College of Quezon City)
in 1988. Allan holds certifications as a Certified HR Professional of IFPM Philippines and a
certified international trainer of Interaction Management and Techniques for Empowered
Workforce from Development Dimensions Inc.
Currently as the President of Creative Moves Business Outsourcing, he directs the overall
operations of Creative Moves as owner and implements training solutions to his numerous
clients. He also provides strategic guidance and leadership to his technical assistants and
associate consultants to ensure alignment of their activities with the company directions.
He regularly interfaces with his numerous clients and provides expert advise to them
during post-intervention phase when needed.
As an OD and Training Consultant of Creative Moves Business Outsourcing, Allan provides
training solutions to numerous clients. Helps clients clarify and identify their real HR-OD
needs in order to provide them the right HR solutions as well as OD interventions that are
strategically aligned with their respective company's directions. He helps companies
succeed in achieving their strategic goals and vision through our out-of-the-box HROD
interventions as well as innovative training methodologies.
He is one of the Board of Directors for PHILIPPINES HR GROUP, the largest social media-
based HR group with over 267,800 members. He is also an active member of Philippine
Chamber of Commerce and Industry, Mandaluyong Chapter.

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