Navigating Organizational Politics: Performance Meritocracy vs. Tenure-Based Promotion in Career Advancement

 Ellysa A. Clemente

Analog Devices Inc.

Master’s in Business Administration

Abstract

Promotion decisions are significant milestones in an employee's career—they not only impact personal growth but also help shape the workplace culture and play a substantial role in the organisation's overall success. This paper explores the ongoing debate between promoting based on tenure versus performance, while also examining the often-overlooked influence of organisational politics. Tenure-based promotions provide a reassuring feeling by valuing employees' lasting commitment and the expertise they've developed through the years. In contrast, performance-based approaches emphasise measurable outcomes and personal accomplishments, often driving motivation and fueling new, creative thinking. Yet, neither system operates in a vacuum—both are influenced by internal politics, which can help or hinder fair decision-making. Political skills, such as networking and building strong workplace relationships, often become crucial for advancement, especially in politically sensitive environments. Leaders play a vital role in setting the tone in the workplace by ensuring that promotion processes are transparent, ethical, and grounded in both merit and experience. When organisations invest in clear policies, ethical political skill-building, mentorship opportunities, and regular feedback, they help curb negative political behaviours, boost morale, and create a more inclusive and motivating workplace. Taking a balanced approach enables companies to capitalise on the strengths of both systems while mitigating their weaknesses through effective leadership and strategic management of organizational dynamics.

Keywords: Organisation politics, employees, work, performance, tenure, promotion, career advancement, rewards   

    

Introduction

In every organisation, promotion decisions are crucial turning points that influence both individual career paths and the overall organisational effectiveness. Organisational politics refers to the actions and behaviours people use within a company to gain power, influence decisions, or advance personal or group interests. Aristotle wrote that politics stems from a diversity of interests, and those competing interests must be resolved in some way. "Rational" decision-making alone may not work when interests are fundamentally discrepant. Hence, political actions and persuasive strategies are initiated. Traditionally, numerous organisations have favoured tenure-based promotion, where the length of service largely determines advancement. However, this method is increasingly at odds with the growing emphasis on performance-based meritocracy, which prioritises promotions based on measurable achievements and individual contributions. The underlying dynamics of organisational politics further complicate the tension between these two paradigms—the actions and power plays employees undertake to influence decisions and secure resources, including promotions.

Organisational politics naturally emerge in an environment where opportunities, such as promotions, are limited and evaluation criteria are unclear, leading to a competitive atmosphere in which individuals form coalitions and employ strategic tactics to pursue their personal goals. Understanding how political behaviour interacts with promotion processes based on performance or tenure is critical, as it affects employee motivation, fairness perceptions, and organisational morale. This paper explores the delicate balance between performance-based and tenure-based promotion systems, with a particular focus on how political behaviour and power dynamics can either enhance or undermine the effectiveness of each approach in real-world organisational settings. By examining these factors closely, the study aims to help organisations develop fair and effective promotion practices—ones that minimise harmful office politics and genuinely recognize individuals for their genuine contributions and achievements.

Practical politics isn't about winning at all costs; it's about achieving results while maintaining strong, respectful relationships. Although often portrayed negatively, organisational politics are not inherently evil; they can be beneficial when managed effectively. Instead, it's essential to be aware of the potentially destructive aspects of organisational politics to minimise their adverse effect. Of course, individuals within organisations can waste time overly engaging in political behaviour. Research reported in HR Magazine found that managers waste 20% of their time managing politics. However, as John Kotter wrote in Power and Influence, "Without political awareness and skill, we face the inevitable prospect of becoming immersed in bureaucratic infighting, parochial politics and destructive power struggles, which greatly retard organisational initiative, innovation, morale, and performance" (Kotter, 1985). Is our organisation promoting the best — or just the longest-serving?

Performance Meritocracy: Principles, Benefits, and Challenges

In a meritocratic organisation, employees with equivalent tenure may receive differing treatment based on their visibility and level of interpersonal engagement with management. Individuals who are more sociable and visible to supervisors are often more likely to receive raises or promotions, not solely due to the duration of their service but based on measurable results and overall impact. Individual contributions and effectiveness within the organisation are given high priority in performance-based promotions. A meritocratic workplace fosters a culture in which talent and performance serve as the primary criteria for rewards and career advancement. This approach presents a significant opportunity to enhance employee motivation and promote organisational creativity. These include increased employee engagement, promoting healthy competition, fostering trust and morale, and encouraging ownership and accountability. Furthermore, it rewards creative problem-solving, nurtures a growth mindset, empowers high performers, and helps reduce fear of failure.

When meritocracy is implemented effectively, it can promote the potential to drive both excellence and fairness in the workplace. Efforts and achievements will be rewarded accordingly. Hence, enhancing motivation and enabling capable individuals to contribute innovative ideas without being restrained by bias or rigid hierarchies. However, meritocratic systems are not without limitations. If applied without proper oversight, they are unaware of inequality, subjective bias, and employee burnout. For meritocracy to function equitably, it must be supported by transparency, fairness, and inclusive practices that ensure equal opportunity for all employees.

Tenure-Based Promotion: Rationale, Advantages, and Limitations

In a seniority- or tenure-based advancement system, an employee's length of service, rather than their performance, determines their promotions and career advancement. This approach is grounded in principles of loyalty, experience accumulation, and fairness, assuming that longer-serving employees have greater institutional knowledge and deserve recognition for their commitment. Tenure promotes loyalty by rewarding long-term commitment with job security and opportunities for advancement. Employees are more likely to stay within an organisation when they feel that their long-term service is recognised by management and contributes to their career advancement.

It also contributes to organisational stability by reducing turnover and preserving institutional knowledge. When experienced employees remain with the organisation, it helps maintain the continuity in operations, organisation culture, and decision-making. Stability contributes to a more consistent work environment, supports mentorship, and fosters internal collaboration and unity over time.

Tenure-based advancement may result in certain drawbacks, such as a sense of stagnation, where employees become less motivated due to the security of their position and may exhibit resistance to change, as long-serving staff might prefer traditional practices over innovation. It can also hinder the recognition of high-performing newer employees, reduce efficiency by promoting based on time rather than merit, and potentially limit diversity in leadership if newer talent is overlooked.

Conclusion

This paper highlights the importance of navigating the tension between performance meritocracy and tenure-based promotion in understanding effective career advancement within organisations characterised by complex political dynamics. Organisational politics — both formal and informal — significantly influence promotion outcomes. While a performance meritocracy supports innovation, motivation, and organisational agility by rewarding talent and results, a tenure-based promotion system supports loyalty, stability, and the retention of institutional knowledge. However, both systems are vulnerable to political manoeuvring that can either facilitate or hinder fair career progression, depending on how politics is managed ethically and strategically.

The research highlights that political skills, such as networking, social judgment, and relationship building, are essential for career advancement, particularly in environments where organisational politics are prominent. At the same time, organisational leadership plays a pivotal role in shaping the political climate by fostering transparency, providing consistent feedback, and modelling ethical behaviour. Taking a balanced approach that values both people's contributions and their experience while managing workplace political behaviours can lead to happier employees, a greater sense of fairness, and a more effective organisation overall.

To build a workplace where career growth feels fair and fulfilling, organisations are encouraged to combine practical structure with a genuinely supportive culture. The organisation should adopt open and transparent promotion policies that consider both an employee's contributions and their experience. This can go a long way in reducing confusion, frustration, and the sense that decisions are unfair. At the same time, providing training on ethical political skills can help both staff and managers navigate workplace dynamics without resorting to favouritism. It's also essential to have leaders who lead by example, promoting fairness, openness, and merit-based recognition. Mentorship programs are crucial in helping employees grow, not only by enhancing their skills and performance but also by guiding them on how to navigate the social and political aspects of the workplace with confidence and respect.

Additionally, providing regular and honest feedback helps employees understand their progress, builds trust, and reduces the likelihood of unhealthy competition or misunderstandings about advancement opportunities. Altogether, these efforts can create a more encouraging and inclusive workplace where everyone feels supported, valued, and confident that they have a fair chance to grow and succeed. Together, these measures can foster a balanced, fair, and motivating work environment that supports sustainable career progression.

 

References

HiPeople. (n.d.). What is Organisational Politics? Definition, Types, Examples - HiPeople. https://www.hipeople.io/glossary/organizational-politics

SCIRP Open Access. (n.d.). https://www.scirp.org/pdf/ojbm_2023070615574316

Ijsdr. (n.d.). Follow the UGC CARE Journal norms for IJSDR Research Journal. IJSDR.org. https://www.ijsdr.org/papers/IJSDR1612004

Upaschen, & Bweir. (2020, August 5). 12.3 Organisational politics. Pressbooks. https://pressbooks.bccampus.ca/obweirexercisesandcases/chapter/12-3-organizational-politics/

Burgess, J. (2023, July 27). The Leadership Dilemma: Promoting Tenure Over Talent - Sogolytics Blog. Sogolytics Blog. https://www.sogolytics.com/blog/leadership-promotion-tenure-vs-talent/?fbclid=IwY2xjawLnrmFleHRuA2FlbQIxMABicmlkETF1SzlYZGZLdjFUNnppZEl6AR46AeoJgqdhq7zonM3VV8779P1QsIddrTE3GS_NV2SOl0E3CF-u1b61fcbf5w_aem_Yia6SoHal0D4TqJAgyP97g

Banker, D. (2025, July 9). Tenure-based promotions are undermining your enterprise growth. Derek Banker. https://www.derekbanker.com/post/tenure-based-promotions-are-undermining-your-enterprise-growth

Mangipudi, M. R. (2025, March 2). Merit over Tenure: Performance-based talent management for direct recruitment and career advancement. ETHRWorld.com. https://hr.economictimes.indiatimes.com/news/hrtech/talent-acquisition-and-management/merit-over-tenure-performance-based-talent-management-for-direct-recruitment-and-career-advancement/118668318

Ding, Y., & Liu, Y. (2022). The influence of High-Performance work Systems on the innovation performance of knowledge workers. Sustainability, 14(22), 15014. https://doi.org/10.3390/su142215014

Beuren, I. M., Santos, V. D., & Theiss, V. (2021). Organisational resilience, job satisfaction, and business performance. International Journal of Productivity and Performance Management, 71(6), 2262–2279. https://doi.org/10.1108/ijppm-03-2021-0158

Georgescu, I., Bocean, C. G., Vărzaru, A. A., Rotea, C. C., Mangra, M. G., & Mangra, G. I. (2024). Enhancing organisational resilience: the transformative influence of strategic human resource management practices and organisational culture. Sustainability, 16(10), 4315. https://doi.org/10.3390/su16104315

 

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Unfair treatment at work: Understanding and Addressing discrimination in the workplace

 John Carlo B. Estabillo, MBA

Abstract

            This paper presents the different forms of discrimination that many employees face. It provides an overview of workplace discrimination, including its various forms, such as age discrimination, gender discrimination, and disability discrimination. This paper will underscore the urgent need for continued research, as despite laws preventing discrimination, it cannot be easily eliminated or eradicated. Unfair/unequal treatment can often lead to decreased morale, reduced productivity, or worse, can lead to significant mental health issues.

Keywords: Discrimination, Ableism, Gender discrimination, Disability Discrimination.

Introduction

Workplace discrimination is rampant nowadays. This becomes a serious issue because people can judge someone based on their gender, age, religion, and other personal characteristics, which can often lead to missed opportunities and unfair treatment in the workplace. From an ethical standpoint, workplace discrimination constitutes a serious violation of fundamental principles of fairness, justice, and respect for human dignity. As we all know, workplace discrimination can significantly impact someone's well-being, especially if they are treated unfairly or unequally based on characteristics that have no bearing on their job or performance. Let's accept the fact that no work is perfect, but some employees are more likely to choose to leave their job and be unemployed than to be with the organization or to be with a company that is destroying their mental health. Discrimination – whether it occurs once or over a prolonged period – can result in low morale, decreased productivity, tension among employees, and an unhealthy work environment. Sometimes, it's not the job itself that drains people, but the office politics and favoritism. Overall, it’s not just the workload- it’s the system.

Different Kinds of Discrimination in the Workplace

Ageism

It simply means treating employees differently based on their age. This occurs when an employee receives poor treatment and is denied career opportunities due to their age. It includes being denied a job, being fired, or being viewed as unfit for a promotion due to one’s age, and we often associate it with older people or vice versa (younger ones). Ageism represents an adverse bias against older workers, most notably during the hiring and interview process, when trying to land a job, and for younger workers, the division of labor or the workload as a whole.

Ageism: Discrimination against older workers

We can’t deny the fact that this has become a real problem in the Philippines' job market nowadays, especially with the presence of technology. As we all know, we are now living in a modern world where technology makes everything easier. It is now indicated in job qualifications that having basic computer skills is a must for someone to land a job, and this becomes a problem for older workers. Employers nowadays tend to prioritize younger employees over older employees, as these young individuals can learn how to perform the job more quickly, particularly if the company utilizes digital or technological means to serve customers. As they say, younger, much bolder, more ideas, and more active in engaging in activities.

Ageism: Discrimination against younger workers

Discrimination against younger workers often occurs when the employee is new to the organization. Their seniors are discriminating against them by assigning them more work that exceeds their job description. Younger ones are often given different kinds of assignments beyond the scope of their role, while the seniors take a break.

Another example is in the hiring process, where employers do not hire younger professionals because they assume that these young individuals only work to gain experience and are likely to move to another job quickly. And that employers will sometimes discriminate against younger professionals, thinking that they don't have the same experience as the older professionals and that they haven't put in the same number of years in service, so they assume that they lack knowledge and experience for that specific role.

Gender Discrimination

Workplace gender discrimination comes in many different forms. Still, generally it means that an employee or a job applicant is treated differently or less favorably because of their sex, gender identity, or sexual orientation. Even though the words "sex" and "gender" have different meanings, laws against discrimination at work often use them interchangeably.

It is an unfair treatment based on gender that can often lead to unequal opportunities. An example of this is being denied a promotion or a salary raise due to gender, or paying employees of different genders different salaries for the same work.

Disability Discrimination

This refers to discrimination against employee because of their disability. Ableism is the term that describes discrimination against people with disabilities that can negatively impact their mental well-being. Ableism is the discrimination of and social prejudice against people with disabilities based on the belief that typical abilities are superior. At its heart, ableism is rooted in the assumption that disabled people require 'fixing' and defines people by their disability. Like racism and sexism, ableism classifies entire groups of people as ‘less than,’ and includes harmful stereotypes, misconceptions, and generalizations of people with disabilities.

One example of disability discrimination happens in the hiring process. It occurs when an employer refuses to hire a job applicant with a disability because they assume the applicant is not capable of performing the work. Despite legal protection here in the Philippines, people with disabilities face a low unemployment rate and limited opportunities, and discrimination during the hiring process denies them the possibility to utilize their skills.

Relevant laws that prohibit discrimination

Republic Act 9710 or the Magna Carta of Women

-          This is a comprehensive women's human rights law that aims to eliminate discrimination by recognizing, protecting, fulfilling, and promoting the rights of Filipino women, particularly those from marginalized sectors of society. This law covers the rights of women, including special leave benefits, healthcare access, protection for vulnerable groups, and the promotion of systemic reforms for women's empowerment. This law strengthens women's rights by addressing systemic inequalities and promoting gender-responsive policies that ensure equality, dignity, and empowerment.

Republic Act No. 10524: An Act Expanding the Positions Reserved for Persons with Disability, Amending the Magna Carta for Persons with Disability

-          This law expands employment opportunities for persons with disabilities (PWDs). It amends the Magna Carta for Persons with Disability (Republic Act No. 7277) by mandating that at least 1% of all positions in government agencies and private corporations with over 100 employees be reserved for PWDs. While the act primarily focuses on employment for PWDs, it indirectly benefits children with disabilities by promoting a more inclusive society and ensuring that their future employment prospects are safeguarded.

Conclusion

According to Frederick Kaufman, discrimination occurs when disadvantages are unjustly imposed due to group membership, and differentiation between groups is morally objectionable. Moreover, if discrimination is wrong because it disadvantages people for features they cannot change, this suggests that the feature is distasteful. It gives the impression that if they could change it, they should, but since they cannot, it is wrong to disadvantage them for, as it were, being stuck with something they can't do anything about. To conclude, organizations must treat individuals with dignity, respect, and fairness in all aspects. Everyone deserves respect at work. Work should be a safe space where discrimination is not present, so that together we can create a more inclusive society. Everyone is going through something we know nothing about. It costs nothing to be kind, so we should incorporate it into our everyday lives.

References  

Philosophy Now. (2025).The Ethics of Discrimination. Retrieved from https://philosophynow.org/issues/135/The_Ethics_of_Discrimination

Equal Rights Advocates. (2022). Know your rights at work. Retrieved from https://www.equalrights.org/issue/economic-workplace-equality/discrimination-at-work/

Ashley Eisenmenger. (2019, December 12). Ableism 101-Access living. Retrieved from https://www.accessliving.org/newsroom/blog/ableism-101/

Magna Carta of Women (Republic Act 9710), Implementing Rules and Regulations. Retrieved from https://pcw.gov.ph/faq-republic-act-9710-the-magna-carta-of-women/

Republic Act No. 10524: An Act Expanding the Positions Reserved for Persons with Disability, Amending the Magna Carta for Persons with Disability. (2013, April). Republic of the Philippines. Retrieved from https://situationofchildren.org/latest-evidence/all-reports/publication/republic-act-no-10524-act-expanding-positions-reserved

 

 

 

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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.

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