PASSERTIVENESS

 the process of expressing feelings, asking for legitimate changes, and giving and receiving honest
feedback.
 Assertiveness ito ung ini express nila yung feelings and emotions in the way na may respeto
parin sa ibang tao .kahit na iniexpress nila yung nararmdman nila alam nila paano rumespeto at
 Madalas sila yung taong may confidence sa sarili nila at marunong din sila umintindi ng
nararamdaman ng iba .
 At kahit na may pinaniniwaalan sila or perpectives itong taong may assertiveness style sa
pakikipagcommunication alam niya parin paano humnahon at maging positibo
 maha
 For example, imagine you made a mistake, and your manager called you out about it in front of
everyone in a meeting.
 An assertiveness response might look this
 Ggawin mo aantayin mo matapos ang meeting and politely mo sasabihin sa manager mo na hndi
mo nagustuhan yung ganung spotlight na tinawag ka niya sa harap ng maraming tao . imbis na
sagutin no riin or sabihin mor in ung concerns mo ang ginawa is inantay mong matapos ung
meeting at kinausap mo ng maayus ung manager mo kahit na ganun ung pagkasabi niya sayo
ikaw as meron assertiveness style in a communication lam mo paano kumalma at dalin nag isang
problema . respeto narin dun sa mga taong nasa meeting mhaalagq na may ganito kang
communication syle sa trabaaho para alam mo paano ka kumalma , alamm o paano rumespeto it
can improve communication, increase confidence, reduce stress, facilitate problem-
solving, and contribute to professional growth.

5 STAGES IN ASSERTIVE BEHAVIOR

 Steps would defend on the significance of the problem and the relationship between the people
involve
 Scenario . karl the supervisor of small office staff had a problem kasi yung secretary niya had
become increasingly careless about the morning arrival time. Hindi siya nakkarating ng maaga at
palagi siyang late .hnidi siya nag atubili na kausapin si Maureen about dun sa problem nayun kasi
kung hndi siya magbabago the rest of the staff would be unhappy
 So yun nga kinausap ni karl c Maureen, karl said that you have been arrived late almost everyday
for the past two weeks . this is unacepetable in an office the prides itself on prompt customer
service beginning at 8 am .
 Irecognignize that there maybe legitimate reasons for tardiness on occasion
 But I want you to go to work on the time most days in the future
 If you don’t iwill nsert a letter in your person file and also note your bahvior on you 6 months
appraisal
 STAGES 1 DESCRIBE THE BEHAVIOR- Dito idedescribe mo ung bheavior ni Maureen which is
careless siya sa oras ta palagi siyang late sa trabaho . example when you do this careless about
the arrival time the rest of staff would be unhappy so base isya sa examples
STAGE 2 EXPRESS YOUR FEELINGS .-tatanungin mo siya bakit palagi sya nalalate sa trabaho,
ipaliwanag mo ang laaht ng gusto momg sabihin dun sa employee mo but in a manner EX . I feel
bad in your careless
 Stage 3 EMPHATIZE – dito after mo malaman ung rason niya ilalagay mo ang sarili mo sa
sitwasyon niya at maiintidihan mo na ah kaya pala nalalate siya kasi may personal problems din
siya at nawalan siya motivation na pumasok sa tamang oras . EX I UNDERSTAND WHY ARE YOU
LATE
STAGE 4 OFFER PROBLEM SOLVING – lulutasin niyo pareho ang problema, bibigyan mo ng isa
pang pagkakataon ung employee mo ex, I want you to consider changing either
STAGE 5 indicate consequences -dito kapag hndi talaaga nagbao ung employee mo dito
magbibigay ka ng consequence it either ipapatawag mo siya sa pinaka head niyo at isumbong
nag anito ung performcen niya sa work , pwede mor in siya I suspend, pwede rin siayang paalisin
sa traabho . ito ung mga consequences na matatnggap kpaag hndi siya nagbago sa papging late
comers niya sa work

Interpersonal orientation
 Each person tends to exhibit one of four interpersonal orientation a dominant way of relating to
people that philosophy tends to remain with the person for a lifetime.
 Interpersonal orientations dominates but it is not any position ever taken
 Interpersonal orientations stem from a combination of two view points
1. First how do people view themselves -ito ung kung paano niiya tinitignan ung sarili niya like
example mabait akongf tao, masipag, etc.
2. Second how do they view people in general -dito paano mo tinitignna nag isang tao in
general .

The combination of either a positive response(ok) or negative response (not okay) to each questions
results in four possible interpersonal; orientation

I’m not OK—You’re OK.

• I’m not OK—You’re not OK.

I’m OK—You’re not OK.

• I’m OK—You’re OK – the desirable perspective and the one that involves the greatest likelihood of
health interactions is IM OK – YOURE OKAY kasi it shows a healthy interactions of self and respect for
others. Pero yung tatlo n aim no t okay youre okay parang pinapakita dito na kahit na hndi ka nman
talaga okay ung perceptions nila sayo okay ka pero sa kaloob looban mo hndi naman talaaga

Yung isa naman im not oka- youre not okay it shows negative its most likely to lead to constructive
communications productive, conflicted and mutually satisfying confrontration this three orienttaions are
less psychologically mature and less effect.

Interpersonal facilitation refers to the process of using positive social influence to improve the-
performance of others. It involves creating a supportive and collaborative environment in which people
feel motivated and empowered to work together towards a common goal.
 Interpersonal facilitation can take many forms,tulad ng pagbibigay ng feedback at at recognition
dun s ana accomplish ng isang employee .like certificates or makikita ng boss mo ung effort na
nagawa mo sa trabaho, pagpopromote sa knya etc.
 Some exaples of interepersoanal facilitation
 1. Active listening , 2. Conflict resolution 3. Team building 4. Coaching and monitoring
 In overall interpersonal facilitations is important skills set for individual who want o work
 effectiveky with others in variety of settings , by promoting positive interactions and effective
communications also it help to build strong relationship and achieve goals
 managers ay kailngan rin nila madevelop yung interpersonal skills often engage in one more of
the following behaviors
1. building emotional intelligence
 dapat alam mo at kaya mong unawain at kaya mo imanage yung emosyon ganun din ang
ibang tao. Dito papasok na kaya mo intindihin yung emoloess at dpat may self wareness
ka, may emphaty ka sa mga emoloyees syempre di naman maiwasan misnan sa trabaho
na may nagawang mali ung employess mo pero dapat alam mo paani kontrolin ung
gemosyon mo dpat kalmado lang at m kasi kapag lagi kang galit sa mga empleyado mo.
Panget yung connections mo niyo sa isat isa.. Syemore makakaapekto din yun
performance ng empleyado mo sa trabaho.
 Building on emotional intelligence can help manager to develop the interpersinal
facilitation skills necessary to leading wirk effective with others. Bby understanding and
managing their own emotions as well as the emotions of othersmanager can build trust
and rapport, promotion, collaboration and achieve common goals
2. Learning about co workers lives can b e sensitive issue in the workplace and manager
shoukd be mindful of privacy concerns respects, boundarie
However. Building a positive relationship with collegues important for effective
framework ang collaboration
3. Dapat alam mo rin as maanger ng company ung likes and dislike, values interes
preferences can be useful stretegy for building, postive, relationship and creating more
supportive work environment.
Halimbawa ask open ended questions that encourage employees sahre their likes, and
dislikes, values interest and nakakatulong to para makilala mo sila better and to build
stronger relationship.
More of the following behaviors:

4. Monitoring other people’s degree of job involvement, mood level, commitment, and
satisfaction
Overall monitoring employees, job involvement, model-level, commitment and
satisfactions can help you get to identify potential issue and areas for improvement by
staying aware of these factors you can offer supoort and guidance to help team,
members aucced and thrive in their roles
5. Developing and applying their facilitative skills in a variety of social

Strokes can be positive (nicknamed “warm fuzzies”) or negative (“cold pricklies”).

Stroking is any act of recognition for another ito ung positive and negative or mixed
recognition mo saisang bagay kapag nakagawa ng mabuti or iakakganda dun sa trabaho
mo you can receive positive feedback kapag di naman magnda you can receive negative
feedback. And then mixed stroke combination negative and positive feedbacks

There are tyPes if strokes

First is positive strokes- ito ung words, actions gestures that convey recognition at kpag
nakareceive ka ng ganitong feedback you can feel motivated and happy so sino pa
naman hndi matutuwa kapag ganito ung natatanggap natin lalo na sa trabaho na nakita
nila ung exert effrot na ginawa natin sa trabaho.

Example.
1. compliment for example .sinabihan mo yung ka trabaho mo after her presentation na
ang galing niya magpresent, pinaliwanang ng maayus at meron kang natutuhan dun sa
presentation niya
2. acknowledgement - someone efforts and contribution can boost their confidence and
motivation
ex. sianabihan ka mo yung ka teammate mo na naapreciate mo yung hardwok na na
enixert niya para mag successful ung group project niyo.

Negative strokes -kabaliktaran naman siya ng positive strokes those words actions or
gestures than convey critism disaaproval or rejections to someone else
Kapag nkaatanggap ka ng gnaitong feedback parang nakaksma na ng loob nakakawala
din siya ng self condifence at motivation dun sa trabaho
For example : Your work is not up to our standards. You need to improve your
performance."
Negative strokes can be demotivating for employees and can lead to decreased job
satisfaction and performance. It's important for managers and colleagues to provide
constructive feedback in a supportive manner to help individuals improve and grow in
their roles.
Mixed strokes -wors actions gestures that convey both positive and negatibe message to
someone lse
Ex. Your presentation was good but you need to work om you r public speakings skills ,
"Your report was very detailed and well-researched, but it was a bit too long. Can you
work on condensing the information to make it more concise?"
-
Conditional -
In the context of psychology and social interactions, "conditional strokes" refer to
comments or feedback that are conditional on certain behaviors or actions so dito
nakadepende sa kilos or galaw mo . ginagawa rin isyang motivation tool to encourage
employees to achieve specific goals or behavior
For examples
"If you complete your project on time and within budget, you'll be given more autonomy
in your role."
"If you attend the leadership training program, you'll be considered for a management
position in the future

Conditional strokes can be an effective way to motivate employees by providing a clear

incentive to achieve specific goals or behaviors. It's important to ensure that the
conditions are achievable and realistic and to provide support and resources to help
individuals meet the conditions and achieve their goals. It's also important to provide
feedback and recognition when the conditions are met to reinforce the desired
behaviors.

Unconditional strokes are presented without any connection to behavior. Although they
may make a person feel good (e.g., “You’re a fine employee”), unconditional strokes can
be used to build positive relationships and promote a supportive and motivating work
environment. Here are some examples of unconditional strokes in the workplace:
Your always have a positive attitude and bring a smile to everyone's face."
Unconditional strokes can be an effective way to boost morale, promote positive self-
esteem, and create a culture of support and encouragement in the workplace. It's
important to provide these strokes regularly and sincerely to build strong relationships
and foster a positive work environment.