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Archives
January 16-31, 2000
Dr.
Ponce talks on continuous professional and personal
development of BAR staff
Excerpts from the message o fDr. E. Ponce
delivered during the BAR Assessment of 1999 Accomplishments
and Strategic Planning held at ATI-ITCPH, Maraouy, Lipa
City, Batangas on 16-18 January 2000.
The Bureau of Agricultural Research (BAR)
is an organization that is compared to an orchestra.
Like any orchestra, it has a conductor, wihch provides
the direction, proper timing and synchronization of
different instruments, which lead to a sound musical
rendition. In doing this, BAR must look at the integrated
national and regional RDE agenda and programs as their
musical piece for proper program planning, program implementation,
monitoring and evaluation and fund allocation.
To ensure quality results, Dr. Ponce emphasized
the issue of staff behavior, quality performnace and
outputs. The continuous professional and personal development
of the staff is a major concern of BAR. The strength
of this organization depends on BAR's ability to effect
a vibrant staff development program through a continuing
education program, which includes conscious learning
at work. But the ability of BAR staff to take advantage
of the opportunities provided them and, therefore, become
assets of the organization depends on their attitudes.
The BAR staff is therefore reminded of the following
basic behavior to maintain the BUreau's organizational
culture:
- Ability to listen, take a cue, and follow instructions
from management including faithful compliance to BAR
policies.
- Eagerness to learn and to innovate
- Open attitude to criticism and suggestions. we frown
on unncessary defensiveness
- Transparency in their actions at work especially toward
fellow workers and management
- Loyalty and dedication to BAR
- Hard worker and exhibits initiative. Works without
being told.
- A team player; subordinates personal interest for the
sake of the division and/or BAR. In other words, the
person is not hungry for credit such as puting all his/her
name in all materials that do not call for such a label.
In case of doubt and question in their respective jobs,
the person refres matters to management.
Furthermore, he mentioned that BAR Managemnet and division
heads should spot the weakneses of individual staff, and
provide advice and guidance. Those staff members who continue
to exhibit serious attitudinal problems shall be warned
and appropriate actions must be taken. Regular staff should
be re-assigned to other units either at BAR or the regions
while those who are project-based should not qualify for
renewal.
Towards this end, BAR staff also expects appropriate
motivation and provision o fbenefits and equal treatment.
Organizational problems must be dealt with professionalism
and justifiable actions.
The Bureau has the potential to be a very effective
instrument of agriculture and fisheries development
if it made a difference in the life of the fram and
fishing community. The challenge lies on being part
of a team that is action driven, clientele-oriented,
exudes professionalism and remins loyal to the Bureau. 
January 16-31 2000 Articles: ::
Dr.
Ponce talks on continuous professional and personal
development of BAR staff
::
BAR
starts first national team leaders' meeting for CY 2000
::
BAR
to use the GIS to strengthen its policy influencing
capacity and technology monitoring
::
New loan policy to improve credit access of farmers/fisherfolk
::
ITD
conducts Microsoft project training
::: More January 2000 articles :::
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