Corporate Social Responsibility: A Strategic Imperative

 NICKA JANE C. SANCHEZ, MBA

Divine Word College of Laoag

Abstract

This paper provides a comprehensive overview of Corporate Social Responsibility (CSR) and its various categories, including environmental responsibility, philanthropy, ethics, and economic responsibility. A business’s measure of success goes beyond the bottom line. In today’s world, how a company gives back to its community, positively impacts the environment, and operates with ethical integrity is critical. This abstract also underscores that meaningful CSR requires genuine commitment and continuous adaptation to evolving societal expectations, positioning it as an indispensable component of sustainable and responsible business operations in today’s generation.

Keywords: Corporate Social Responsibility, Philanthropic, Environmental, Ethical, Economic

Introduction

            Corporate Social Responsibility, also known as CSR, is a concept that explores the ethical and social obligations businesses have towards society, going beyond mere legal compliance. It encourages firms to evaluate the impact on various stakeholders, including customers, employees, and most especially the communities, and to act in a way that contributes positively to social well-being. It involves businesses taking on responsibilities that exceed what is mandated by the law and regulations. This includes addressing economic, legal, ethical, and philanthropic concerns. It is not just about avoiding harm, but also about actively contributing to the greater good of society. CSR is beneficial in several ways, offering advantages such as enhancing a business's reputation, fostering customer loyalty, and, most specifically, creating a competitive advantage.

Categories of corporate social responsibility.

Environmental Responsibility

This means ensuring that organisations operate in an environmentally friendly manner whenever possible. This can also involve reducing pollution, recycling materials, replenishing natural resources, and aligning product lines with sustainable practices. Nowadays, pollution is everywhere, most especially here in the Philippines. Global pollution is increasing due to rapid economic growth, population growth, and inadequate environmental management. Organisations should have environmental responsibility because their small actions can have a significant impact. It is our collective responsibility to start taking action to save our planet. By doing so, we can make a difference, one step at a time.

One good example of a Company that I know that has environmental responsibility is the Nuevo Solar Energy Corporation. It is a corporation that is a responsible business entity, wherein they commit to embracing and promoting a positive impact on the community through their CSR. Nuevo Solar Energy Corporation (NSEC) owns a 68MWac solar plant in Currimao, Ilocos Norte, which commenced commercial operations in 2023. They support the journey towards a balanced, low-carbon energy mix by utilising clean and sustainable energy sources. Although the various renewable energy projects in the province have no direct impact on reducing electricity rates for households, host communities acknowledge that they continue to benefit from the company's corporate social responsibility projects.

One CSR that NSEC provides is its partnership with the Provincial Government of Ilocos Norte through the Provincial Nutrition Action Office. They provide a trust fund for training or supplementary feeding, which directly addresses a vital community need, especially for vulnerable groups such as undernourished children and pregnant and lactating moms, ensuring better nutrition outcomes. This kind of initiative can have a lasting positive impact on the community, demonstrating how renewable energy projects can contribute not only to environmental sustainability but also to social well-being.

Philanthropic Responsibility

Philanthropic responsibility refers to a corporation's aims, goals, and objectives for actively bettering society as a whole. One huge aspect of corporate philanthropy is donating money from company earnings to worthy causes within the local community, often in the form of a trust or foundation. These kinds of philanthropic efforts speak volumes to the public image as a business leader, which is crucial in today's world.

This also means aiming to make the world better and improve society through charitable activities. It also refers to businesses' aims to make the world better and improve society. This also means sharing with those who have less or have not. The Nuevo Solar Energy Corporation is indeed commendable because it also demonstrates a commitment to philanthropic responsibility. Nuevo Solar Energy Corporation provides scholarships to four students in the province of Ilocos Norte through the Provincial Education Office, which significantly amplifies the positive impact of their corporate social responsibility. Their initiative in providing scholarships has a direct investment in human capital, as scholarships directly support the education and future of individuals. This empowers them to pursue higher education and ultimately contribute more effectively to their communities. As we all know, scholarships are a significant help and can be particularly impactful in helping students from underprivileged backgrounds overcome financial barriers to education.

Ethical Responsibility

It is concerned with ensuring companies operate fairly and ensuring ethical practices within the organisation. This means that an organisation or business is doing the right thing, even if no one is watching. One example of this is that workers within that business are paid fairly and treated well. This is about a company doing what is morally right and fair, even if there isn't a specific law requiring them to. It simply means that a particular company is operating with integrity.

The concept of ethical responsibility encourages proactive behaviour, urging individuals to consider the potential impact of their actions on stakeholders and society as a whole. Organisations can promote ethical responsibility by establishing clear codes of conduct that outline expected behaviours and clearly define their moral standards. Providing regular training on ethics and creating an environment where employees feel safe to voice concerns can reinforce this commitment. Additionally, leadership should model ethical behaviour and recognise employees who demonstrate strong ethical responsibility, thereby cultivating a workplace culture centred around integrity and accountability.

Economic Responsibility

This means making financial decisions that contribute to the greater good of society while maintaining personal responsibility. It is also the practice of a firm rooted in its financial choices and a commitment to do good. In other words, economic responsibility means the company needs to be smart about how it makes and spends money so it can continue to make a profit and pay its workers. And have enough money left over to do all the environmental work, giving, and conduct ethical activities.

Economic responsibility requires a company to create and sustain jobs in the community and offer beneficial (and non-harmful) products or services. It's not solely about profit; businesses must also consider the broader impacts of their decisions. Economic responsibility encompasses ethical considerations in business decisions, ensuring that these decisions make positive contributions to society.

When a business acts with economic responsibility in mind, it makes financial decisions that prioritise the greater good over maximising profit. This means that corporate economic responsibility is intertwined with the other types above. For example, companies with social responsibility sign a contract with a supplier that uses sustainable materials, even if it comes with a higher cost to them. Another example of corporate economic responsibility is when a company commits to a transparent salary system that fairly compensates all employees and actively addresses historical pay disparities based on gender or race.

Conclusion

Corporate Social Responsibility is a commitment to managing the social, environmental, and economic effects of its operations, in line with public expectations. It is both a practical and ethical approach to business that seeks to balance profitability with societal contributions. It helps companies to build trust, maintain legitimacy, and create long-term value for their stakeholders. It also remains a crucial framework for integrating ethical considerations into modern business practices. Ultimately, CSR is not merely an option or a benevolent gesture; it is a fundamental obligation and strategic imperative. Corporations or companies exist because of the communities in which they operate; they owe their existence to the communities they serve. Thus, Corporate Social Responsibility serves as an essential mechanism through which businesses genuinely give back. As businesses continue to evolve, companies or organisations' commitment to ethical conduct and societal contribution through their CSR will lead them to foster, grow, and have a positive impact on society.

References

Benevity. (2025). The four main types of corporate social responsibility your business should consider (and why). Retrieved from https://benevity.com/resources/types-of-corporate-social-responsibility

Fiveable Inc. (2025). Key term- Ethical responsibility. Retrieved from https://library.fiveable.me/key-terms/ethics/ethical-responsibility

Kara A. (2024, June 21). Carroll’s CSR Pyramid: Principles and Examples. Retrieved from https://greenly.earth/en-gb/blog/company-guide/carolls-csr-pyramid-principles-and-examples

Leilanie A. (2023, March 30). 83.3-MW Currimao-2 solar project boosts PH renewable energy share. Retrieved from https://www.pna.gov.ph/articles/1198536

Pacific Oaks College. (2021, September 23). Breaking Down the 4 Types of Corporate Social Responsibility. Retrieved from https://www.pacificoaks.edu/voices/business/breaking-down-the-4-types-of-corporate-social-responsibility/

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Proposing an ethical solution to food waste practices that threaten Sustainability in Ilocos Norte’s Culinary Sector

                                                                       Oliver Gian F. Tagudin

Master's in Business Administration

Divine Word College of Laoag

Laoag City, Ilocos Norte

Philippines, 2025

Abstract

Food waste is a persistent yet underexamined issue within Ilocos Norte's restaurant sector, where operational inefficiencies and shifting cultural practices lead to significant edible losses. Despite traditional Ilocano values that promote thrift and respect for resources, modern dining norms often prioritize abundance and visual appeal, resulting in overproduction, excessive portions, and poor inventory systems. These practices contradict both local cultural ethics and sustainability goals, resulting in avoidable food waste that strains landfills, contributes to greenhouse gas emissions, and overlooks opportunities to redistribute food to food-insecure communities. This paper investigates the ethical perspectives surrounding food waste in Ilocos Norte's culinary sector, examining its causes and impacts through frameworks such as food justice, virtue ethics, and utilitarianism. The study also explores pathways to improve waste reduction, including staff training, policy reform, food donation partnerships, and cultural education programs that reconnect restaurants with Ilocano values. Ultimately, it argues that food waste is a moral, social, and environmental challenge that demands a holistic, culturally grounded response.

Keywords: Ilocos Norte • food waste • restaurant ethics • sustainability • food justice

Introduction

Food waste is a persistent yet overlooked issue in the culinary sector of Ilocos Norte. Restaurants, hotels, and catering businesses generate large volumes of surplus food, spoiled ingredients, and plate waste daily, contributing to environmental degradation and economic inefficiency (FAO, 2019; Gustavsson & Stage, 2021). While local food culture values thrift and respect for resources, modern dining practices often overlook these traditions, resulting in a mismatch between cultural values and industry behavior (Galang et al., 2020).

This paper will explore how food waste practices in Ilocos Norte's restaurant industry threaten sustainability. It will examine factors such as overproduction, poor inventory management, and consumer behavior, connecting these to broader social and environmental impacts (Mourad, 2020). In particular, the study highlights how food waste contradicts global and local sustainability efforts, adding pressure to landfills and increasing carbon emissions (United Nations Environment Programme, 2021). The purpose of this paper is to highlight the ethical responsibilities of culinary businesses to manage food waste effectively. Ilocos Norte, with its strong agricultural identity and tourism-driven food culture, is well-positioned to lead in sustainable practices (Castillo & Ancheta, 2022). However, without active awareness and ethical frameworks, food waste will continue to undermine local development goals and environmental health (Philippine Statistics Authority, 2023).

By analyzing current waste practices, legal frameworks, and potential solutions, the paper aims to guide restaurant operators, policymakers, and the community toward a more ethical, resource-efficient, and culturally respectful approach (Lemaire & Limbourg, 2019). Addressing food waste is not just an operational issue; it is a sustainability imperative with moral, social, and ecological dimensions that demand urgent attention (UNEP, 2021).

Ethical Perspectives on Food Waste in Ilocos Norte Restaurants

Food waste in Ilocos Norte’s culinary sector is not just operationally wasteful but ethically troubling, revealing a disconnect between traditional Ilocano values of thrift and respect for resources (pagpapahalaga sa pagkain) and modern business practices. Historically, Ilocano communities viewed food as precious, a belief rooted in agricultural hardship and community solidarity (Galang et al., 2020). However, restaurant trends toward large portions and visually striking menus now undermine these cultural values, promoting waste in the name of profit (Castillo & Ancheta, 2022).

Food justice provides a lens to challenge this contradiction, arguing that wasting edible food while others go hungry is morally indefensible and a breach of distributive justice (Lemaire & Limbourg, 2019). Virtue ethics further emphasizes the importance of habits such as prudence and moderation among restaurant operators and staff, promoting practices that respect food as a shared community resource (Papargyropoulou et al., 2019). Applying these moral perspectives can help businesses shift from a purely commercial mindset to one grounded in community values and fairness.

Similarly, utilitarian ethics supports strategies that maximize social benefit, such as surplus redistribution to those in need, while minimizing environmental harm (UNEP, 2021; Mourad, 2020). Altogether, these frameworks point to an urgent ethical reorientation in Ilocos Norte’s restaurant sector — one that balances profitability with stewardship and positions restaurants as cultural ambassadors who model respect, responsibility, and sustainability.

Factors and Consequences of Food Waste Generation

Interconnected operational and cultural factors drive food waste in Ilocos Norte's restaurant sector. Overproduction is common, driven by fears of disappointing customers and unreliable demand forecasts, leading to surplus dishes that cannot be reused (Gustavsson & Stage, 2021). Poor inventory controls, improper storage, and inadequate staff skills further worsen the problem, causing spoilage before food even reaches customers (Mourad, 2020). These inefficiencies clash with Ilocano values of thrift and respect for resources, instead promoting an unsustainable cycle of waste (Galang et al., 2020).

Consumer behavior also plays a key role. Diners frequently order multiple dishes for sharing or opt for oversized servings as a status symbol, often resulting in significant plate waste (Galang et al., 2020). Buffet setups popular in tourism-heavy areas encourage excessive food selection with little incentive to limit waste (Papargyropoulou et al., 2019). Together, these habits reinforce the cultural shift away from mindful consumption, resulting in an increased overall volume of discarded food in restaurants.

The consequences of these practices are serious. Wasted food contributes to landfill methane emissions, exacerbating climate change (FAO, 2019), while straining Ilocos Norte's already limited waste management facilities (Philippine Statistics Authority, 2023). Socially, discarding edible food denies opportunities for redistribution to food-insecure communities, deepening local inequality and contradicting Ilocano traditions of sharing and prudence (Castillo & Ancheta, 2022; UNEP, 2021). Addressing these patterns is crucial for developing ethical, sustainable, and culturally sensitive solutions.

Pathways for Sustainable and Ethical Food Waste Reduction

Addressing food waste in Ilocos Norte's restaurants requires multi-layered solutions. Staff training should be prioritized to ensure that kitchen teams understand how to minimize preparation waste, optimize portioning, and systematically monitor inventory (Gustavsson & Stage, 2021). Consumer education campaigns can reshape diners' expectations about reasonable portion sizes and encourage leftovers to be taken home.

Restaurants can establish partnerships with food banks or community organizations to redistribute their surplus, thereby avoiding landfill disposal while supporting food-insecure groups (Papargyropoulou et al., 2019). Installing better waste tracking systems, such as digital inventory monitors and daily waste logs, can help managers identify which processes generate the most waste.

Finally, integrating Ilocano cultural values of thrift and respect for food into standard operating procedures can help reconnect modern culinary practices with community ethics. Policymakers may also consider strengthening legal incentives and penalties to motivate compliance with waste-reduction targets (UNEP, 2021). Together, these measures can create a restaurant culture that is sustainable, ethical, and authentically reflective of local values.

Conclusions

Food waste in Ilocos Norte's restaurant sector reveals a critical ethical contradiction between the region's deeply held values of thrift and the modern commercial imperatives of abundance and profit. This mismatch has contributed to harmful practices, including overproduction, oversized portions, and inadequate food storage, resulting in avoidable waste that undermines both social justice and environmental sustainability. It exposes a failure of stewardship in an industry that should otherwise celebrate Ilocano culture's respect for resources and collective resilience.

Addressing these challenges requires a comprehensive and strategic approach. Staff training, consumer education, and collaborations with food redistribution programs can directly reduce unnecessary disposal while helping communities in need. Strengthening policy enforcement, supported by technologies such as digital waste tracking, can also help restaurants meet their sustainability targets. In parallel, promoting cultural narratives of pagpapahalaga sa pagkain can reshape customer expectations, allowing food waste reduction to align more closely with Ilocos Norte’s heritage of mindful consumption.

Ultimately, sustainable and ethical food waste management is not just a technical or regulatory matter; it is a moral commitment that protects people, resources, and the environment. By integrating ethical frameworks with local cultural practices, Ilocos Norte’s restaurants can lead a shift toward more just, resilient, and future-ready hospitality models that uphold the dignity of food and those who produce it.

References:

Castillo, R., & Ancheta, J. (2022). Sustainable tourism practices in Ilocos Norte: Challenges and opportunities. Philippine Journal of Social Development, 20(1), 55–70.

FAO. (2019). The state of food and agriculture 2019: Moving forward on food loss and waste reduction. Food and Agriculture Organization of the United Nations.

Galang, A., Roxas, B., & Uy, M. (2020). Consumer Food Waste Behavior in the Philippines. Journal of Cleaner Production, 246, 118987. https://doi.org/10.1016/j.jclepro.2019.118987

Gustavsson, J., & Stage, J. (2021). Food Waste Reductions and Their Climate Benefits. Food Policy, 98, 101936. https://doi.org/10.1016/j.foodpol.2020.101936

Lemaire, A., & Limbourg, S. (2019). How can food loss and waste management achieve sustainable development goals? Journal of Cleaner Production, 234, 1221–1234. https://doi.org/10.1016/j.jclepro.2019.06.226

Mourad, M. (2020). Recycling, recovering, and preventing "food waste": Competing solutions for food systems sustainability in the United States and France. Local Environment, 25(7), 536–551. https://doi.org/10.1080/13549839.2020.1788658

Papargyropoulou, E., Lozano, R., Steinberger, J., Wright, N., & Ujang, Z. (2019). The food waste hierarchy as a framework for sustainable food waste management. Journal of Cleaner Production, 76, 106–115. https://doi.org/10.1016/j.jclepro.2014.04.020

Philippine Statistics Authority. (2023). Annual waste statistics 2023.

Republic Act 9003. (2000). Ecological Solid Waste Management Act of 2000.

Stefan, V., van Herpen, E., Tudoran, A., & Lähteenmäki, L. (2020). Avoiding food waste by compensating for the expected consequences of actions. Food Quality and Preference, 79, 103788. https://doi.org/10.1016/j.foodqual.2019.103788

United Nations Environment Programme. (2021). Food waste index report 2021. UNEP. https://www.unep.org/resources/report/unep-food-waste-index-report-2021

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Ethical leadership and dilemmas of School Administrators

 JOSHUA M. RANGCAPAN, MBA

Abstract 

This paper explores the moral pillars that guide School Administrators in School-Based Management in the Philippines. It also presents ethical dilemmas faced by School Administrators in the public sector. It contemplates morality, considering the challenges schools encounter in cultivating justice and fairness in dealing with various stakeholders and resource management.

Keywords: Accountability, Leadership and Governance, Moral Responsibility, Ethical Leadership 

Introduction

Schools play a crucial role in shaping the future of the Philippines by providing quality education to millions of students. However, the Department of Education, like any organization, faces various moral challenges that affect the education system’s integrity, effectiveness, and fairness. With this, Republic Act No. 6713 establishes a code of conduct and ethical standards for public officials and employees to uphold the time-honoured principle of public office being a public trust,  granting incentives and rewards for exemplary service, enumerating prohibited acts and transactions, and providing penalties for violations thereof and for other purposes.

Ethical Dilemmas Faced by School Administrators

Republic Act No. 9155 (Governance of Basic Education Act of 2001) directed School Administrators to a decentralized school management system. This law provided them the autonomy to manage administrative and instructional supervision within their school of governance. School Administrators in the public sector are comprised of a School Head and one (or more) Administrative Officers.

School Administrators perform a pivotal function in the management of educational institutions. As an Administrative Officer, we often encounter ethical dilemmas – situations where we must choose between conflicting moral principles. These dilemmas can involve decision–making on issues related to fairness, accountability, discipline, and resource allocation.

According to Baron, J. V. & Bello, B. T. (2022), moral issues can be faced in decision-making, conflicting interests, and engagement in inappropriate behaviour. Mortari, L. & Tomba, B. (2019) identified three essential perspectives – psychological, political, and ethical. Republic Act No. 6713 also enumerated prohibited acts and transactions.

·         Financial and material interest. Suppose school administrators deliberately use government funds for their benefit, resulting in mismanaged projects or unimplemented procurement plans. In that case, this kind of act ends up as a serious ethical and moral issue. RA 6713 strictly mandates that public officials and employees shall not, directly or indirectly, have any financial or material interest in any transaction requiring the approval of their office. Schools are meant to be institutions of learning and character formation. When this kind of corruption is exposed, it damages the school’s reputation, eroding trust among students, parents, and the community. Corruption among School Administrators is an immoral act that harms the welfare of students, teachers, and society. Schools should be a place of character development, not centres of dishonesty and greed. Ethical Leadership, transparency, and strict reinforcement of anti-corruption laws are necessary to restore integrity in the education system. By eliminating corruption, schools can fulfil their true purpose: providing quality education and shaping responsible, morally upright citizens.

·         Solicitation or acceptance of gifts. While resources (financial and non-monetary) that were provided voluntarily by stakeholders, e.g., Private Corporations, Alumni, Balik-Bayans, Private Individuals, etc., for school improvement and raising funds do not pose a moral concern as long as it does not violate the provision of Section 7(d) of RA 6713, “Public officials and employees shall not solicit or accept, directly or indirectly, any gift, gratuity, favour, entertainment, loan or anything of monetary value from any person in the course of their official duties or in connection with any operation being regulated by, or any transaction which may be affected by the functions of their office.”

An ethical issue arises if School Administrators accept gifts, cash or in-kind, solely for their benefit, which compromises the integrity of the organization. Bribery in schools can take many forms, such as accepting gifts in exchange for admissions, grades, promotions, or contracts. This unethical practice is a betrayal of public trust and has serious moral, legal, and social implications. When bribery influences decisions in school management, e.g., hiring unqualified teachers, admitting students who do not meet academic standards, and awarding contracts to incompetent suppliers – education quality suffers. Students may graduate without the necessary skills and knowledge, leading to long-term negative consequences for society. Sub-standard supplies or materials, e.g., learners’ chairs and desks, ICT equipment, etc., provided by incompetent suppliers may directly or indirectly affect the overall productivity of the school operations.

·         Disclosure and/or misuse of confidential information. In the field of education, the most important foundation is trust in building a safe and nurturing environment. School Administrators as Leaders are expected to uphold the highest standards of ethics and professionalism. The protection of confidentiality of information entrusted to them is one of their key responsibilities. Any misuse of such information is not only unprofessional but it is immoral. Confidential information in schools may include medical and student records, disciplinary reports, personal matters involving learners and/or teachers, and sensitive communications. This data is shared with administrators under the assumption that it will be handled with utmost due diligence and integrity. When administrators breach this trust – whether through carelessness, gossip, or intentional misuse, a moral dilemma arises.

Such immoral acts can have serious consequences, such as emotional harm to students, creating conflict among the staff, damage to the reputation of the organization, and even lead to legal action under RA 10173. The Data Privacy Act of 2012 protects the rights of individuals over their personal information. There will be administrative and legal penalties for School Administrators who misuse or disclose confidential data. The commission of this act is a grave ethical and moral offence, for it destroys trust, violates professional standards, and results in significant harm to individuals and to the organization as well. As educators and leaders, administrators must serve as models of confidentiality and integrity, ensuring that the school remains a place of respect, justice, and safety for all.

The Pivotal Role of Normative Morality in Ethical Leadership

Normative morality is a code of conduct that would be accepted by all rational people under certain idealized conditions. According to the Stanford Encyclopedia of Philosophy (n.d.), normatively refers to a code of conduct that, given specified conditions, would be endorsed by all rational people. In the context of School Administration, normative morality plays a foundational role in shaping decisions, policies, and leadership practices. It ensures that school administrators act not only by rules but also in line with ethical standards that promote fairness, justice, and the well-being of all stakeholders – learners, teachers, parents, and the community.

·         Republic Act No. 6713. An act establishing a code of conduct and ethical standards for public officials and employees, to uphold the time-honoured principle of public office being a public trust,  granting incentives and rewards for exemplary service, enumerating prohibited acts and transactions and providing penalties for violations thereof, and for other purposes. School administrators regularly face decisions that impact people’s lives – from learners’ discipline to budget allocation.

·         The Department of Education’s Core Values. A morally upright school administrator integrates these values into every aspect of school governance. This includes ensuring inclusive education, respect for teachers’ rights, promoting environmental awareness, and nurturing students’ sense of patriotism & community responsibility. Normative morality closely aligns with DepEd core values: (1) Maka-Diyos – God-fearing; (2) Maka-Tao – Respect for others; (3) Makakalikasan – Respect for the environment; and (4) Makabansa – Love for the nation.

Relevant Laws and Memorandums/Orders in School Administration

·         Republic Act No. 3019. An act establishing anti-graft and corruption practices.

·         Republic Act No. 10173. An act protecting individual personal information in information and communications systems in the government and the private sector, creating for this purpose a national privacy commission, and for other purposes.

·         DepEd Order No. 83, s. 2012. Implementing Guidelines on the Revised School-Based Management (SBM) Framework, Assessment Process and Tool (APAT).

·         DepEd Order No. 77, s. 2022. Creation of Anti-Corruption Committees in the Central, Regional, and Schools Division Offices of the Department of Education.

·         DepEd Memorandum No. 061, s. 2024. Reiteration of fair and transparent bidding process and warning against corrupt practices.

Conclusion

Ethical leadership is at the core of effective School-based Administration. Leaders must have integrity, fairness, and a strong sense of moral responsibility. In schools, ethical leaders are not just managers – they are role models who shape values, inspire trust, and ensure that all decisions are aligned with the core purpose of education: to develop learners who are academically competent and morally upright. By leading with integrity and moral purpose, School Administrators can transform schools into pillars of both education and ethical-centered institutions.

References

Baron, J. V. & Bello, B. T. (2022). Ethical Dilemmas of School Administrators: The Case of Buayan District, Division of General Santos City. Global Scientific Journal. 10(4). Retrieved from https://www.globalscientificjournal.com/researchpaper/

Department of Education. (2012). DepEd Order No. 83, s. 2012. Implementing Guidelines on the Revised School-Based Management (SBM) Framework, Assessment Process and Tool (APAT). Retrieved from https://www.deped.gov.ph

Department of Education. (2022). DepEd Order No. 77, s. 2022. Creation of Anti-Corruption Committees in the Central, Regional, and Schools Division Offices of the Department of Education. Retrieved from https://www.deped.gov.ph

Department of Education. (2024). DepEd Memorandum No. 061, s. 2024. Reiteration of fair and transparent bidding process and warning against corrupt practices. Retrieved from https://www.deped.gov.ph

Mortari, L. & Tomba, B. (2019). The Moral Dilemma of Italian Principals. New Trends and Issues Proceedings on Humanities and Social Sciences. 6(7):12-18. https://doi.org/ 10.18844/prosoc.v6i7.4505

Republic Act No. 6713. (1989). Code of Conduct and Ethical Standards for Public Officials and Employees. Retrieved from https://elibrary.judiciary.gov.ph

Republic Act No. 9155. (2001). Governance of Basic Education Act of 2001. Retrieved from https://elibrary.judiciary.gov.ph

Republic Act No. 10173. (2012). Data Privacy Act of 2012. Retrieved from https://privacy.gov.ph/data-privacy-act

Stanford Encyclopedia of Philosophy. (n.d.). The Definition of Morality. Retrieved from https://plato.stanford.edu/entries/morality-definition/

 

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Recruitment and Selection Issues in the Public Sector: A personal experience

 Diocell R. Togas

Department of Education-Schools Division of Ilocos Sur

ABSTRACT: This research sought to review and discuss to better understand the current discussion on recruitment and selection-related issues within the public sector. By addressing this topic, possible solutions and recommendations will be given as it may help in solving those issues. The purpose of this research is to further explore recruitment for a better selection of public servants. The significance of this paper is that government entities can benefit from the overall application of new recruitment methods suggested through previous research. Finally, this paper adds to the continuing discussion on recruitment as an important topic among researchers and those within public sector organizations, especially those within the human resource management field.

Keywords: Ethics, Public Sector, Recruitment and Selection Issues, unethical.

Introduction

According to Bratton and Gold (2007), recruitment is the process of generating a pool of capable people to apply to an organization for employment, while Selection is the process by which managers and others use specific instruments to choose from a pool of applicants the person(s) most likely to succeed in the job(s), given management and organizational goals and legal requirements. Recruitment and selection therefore primarily aim at attracting the maximum number of highly talented applicants to enable selection of the best candidates that will help the organization achieve competitiveness. According to Gommans and Musumbu (2014) in research on the role of ethical practice in recruitment in improving the performance of an institution, initiation to ethical or unethical conduct within an organization starts at the recruitment and selection stage and sets the stage for ethical or unethical conduct which finally affects an organization’s performance as witnessed by the police service. It is important to not only follow ethical practices during hiring but to also hire employees who are ethical and value-driven.

Who wants to work for the government? An article written by Lewis and Frank (2002), pointed out that in an era when everyone wants to be a millionaire, governments struggle to attract and retain highly qualified employees, making it more important than ever to understand what attracts people to public service. Job security may still be the strongest attraction of government jobs, but high income and an opportunity to be useful in society also attract. In addition, past recruitment strategies used in government were impediments towards attracting and retaining the "best and the brightest" (Lavigna & Hays, 2004). Some of these issues involved slow bureaucratic recruitment processes, non-competitive wages and narrow job descriptions (Lavigna & Hays, 2004). With an ever-changing society, the need for diversity, inclusivity and the hiring of the most talented people, the public sector needs to step and think of many ways that can benefit from reviewing and transforming its recruitment strategies to better service delivery and customer service practices.

     This article tries to put forward some issues of recruitment and selection in the public sector.      Many other authors have written about the current concern but lack of clarity on the issues that are encountered by many public government employees.  This article is written based more on personal experience than a literature review.

Recruitment and Selection Issues

            Recruitment and selection issues in the Philippine government are complex and complicated. It is hard to be hired and enter the public sector. There are various reasons why some are hesitant to enter and work for the government. Some reasons may be due to low salaries for entry-level, a lot of requirements, inconsistent recruitment and selection process, delays, politicization, nepotism and patronage, lengthy and bureaucratic processes, transparency and accountability.

Nepotism and patronage     

            Nepotism and patronage a practices in which positions are awarded based on connections rather than merit. Positions are given to relatives, normally in the form of employment opportunities, which is a pervasive problem in public sector employment around the world (OECD, 2014). It is extremely toxic in the public sector because people generally anticipate that public employees deserve their jobs, irrespective of whether they are hired through merit-based criteria or not (Fisman and Golden, 2017).  Favouring family members in the workplace has been a significant problem in the Philippines, particularly in government agencies where nepotism is prevalent. This goes against the Civil Service Commission's (CSC) rule that disapproves of political appointees of family members in GOCCs who are within a third degree of consanguinity or affinity in the national, provincial, city, and municipal civil service (Civil Service Commission, 2018).

            Nepotism allows more unqualified individuals than qualified ones. Selection policy which has been written in Civil Service Commission regulation are not being followed because decisions are left to individuals who are in the position. Those practices may influence people’s career choices and can have negative outcomes that deter talented people from entering the public sector. It is unfair for someone who is striving for career growth, education and training when the selection board selects someone they know. It appears that an application is useless when one does not have any connections or family members who are holding positions.

            The "padrino system," the Philippine equivalent of the patronage system, undermines merit and provides nepotism throughout the nation. In addition to undermining public trust, these long-standing practices give new hires a sense of insecurity as they enter the workforce and fear being shut out by incumbents. (Agaton, 2024).

Lengthy application process because of bureaucracy

            Silzer (2010) says that selection is a process of finding and hiring the best and most qualified candidate for a job opening in a timely and cost-effective manner. Devi and Comi (2018) define selection as a process of putting the right person on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. That is the main purpose of selection, recruitment, and promotion of employees (Tucker (2010). Selection and promotion should be based on merit, fitness, and equality.

Based on personal experience, the hiring process is very slow, taking several months or even years to fill up a vacant position and this is common in the Philippines, particularly in the government sector. Long waiting times between job interviews and poor communication can make candidates lose their patience and opt for another offer. As a result, applicants are forced to search for other job opportunities while waiting.

            The environmental dynamics such as globalization, economic competition, social and political upheavals, technological change, the threat of terrorism, and a quickly changing labour market, force the government to respond effectively and one of the answers lies in the recruitment and retention abilities (Lavigna & Hays, 2004). Selecting competent applicants can make public sector employees effective and competent in performing their jobs which will have an impact on the progress and success of the organizations.

Low Salaries

            It cannot be denied that government positions often offer lower salaries compared to the private sector, making it challenging to attract top talent. This problem has been a major concern for decades, affecting not only the morale and productivity of government workers but also the overall efficiency of public services. They offer low salary but the workload is excessive. Such a situation leads high rate of turn-over and this is common to teachers and nurses. They choose to leave the country because better opportunities and salary are given outside the Philippines. Talented and skilled individuals are often lured away by companies offering high salaries and better benefits.

            The reasons behind the low salaries in the government is the limited budget allocated for personnel services. Additionally, the government’ s salary scale is often based on outdated standards, failing to keep pace with inflation and the increasing cost of living.

Lack of transparency

            Some positions are not publicly advertised and criteria for selection are not also clearly defined which may open the door to favoritism. This is a room where power is abused  accountability is ignored which is the main concern of corporate governance.  

            Transparency prevents corruption by reducing opportunities of secretive transactions. This is essential because it allows the access to information about activities policies and decisions. It promotes accountability by providing a clear record of government actions and decisions.

 

CONCLUSIONS

HR professionals and selection boards have a role in ensuring that they hire the right candidates. It is also their responsibility to promote ethical, and legal recruitment and selection processes to ensure applicants are hired on their merit. There is no form of discrimination or favouritism during the hiring process. It is a major challenge for them not to allow political interference or pressure where powerful individuals influence recruitment and selection decisions because nepotism and favouritism can lead to labour turnover.

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