NU6 Paper by JCB, Pakikipagkapwa

Pakikipagkapwa Tao as a New Paradigm

By

JCB

R090209

            One of the more contentious relationships in Philippine modern society is between labor and management. With both parties naturally at odds with each other, their views are naturally divergent. Their interactions have always been confrontational and sometimes violent. This has got to stop. And the answer lies in the development of an indigenous new concept or paradigm which will help solve the long time conflict between labor and management.

            

          The first step in developing an indigenous new concept or paradigm lies in the admission that foreign concepts do not squarely address the problems of Philippine Industrial relations. The ideas of John Dunlop, Harry Katz and Thomas Kochan, though viable, shouldn't be the only intellectual crutches of local industrial relations practitioners; there are after all local notions and frameworks.

           

          The second step lies in surveying Filipino culture and psychology. There must be a useful and worthwhile idea that can be found in the vast reservoir of indigenous mores and folkways. And fortunately, there is one: pakikipagkapwa tao.

         

            Pakikipagwa roughly means fellowship with others. It is deeper and more meaningful than empathy. Observing pakikipagkapwa tao means that people treat each other with utmost respect. Everyone treats each other with dignity. No one is debased. A person's basic humanity is upheld and cherished.

        

            Having defined pakikipagkapwa tao, the next step should focus on how to integrate this local concept in the everyday course of business. And the further step lies in determining how negotiating parties can observe it during collective bargaining agreements.

         

           The objectives above are hard, but not impossible to accomplish. All it takes is for the stakeholders, both labor and management, to earnestly commit to the notion of pakikipagkapwa tao. And if both labor and management can practice it every day, then there is no reason why it can't be observed during CBA negotiations.

        

          One way to foster pakikipagkapwa tao is to allow freewheeling interaction between labor and management every day. For instance, both parties should eat together during breaks, unlike the normal practice that managers are seated separately from the rank and file. Also, both labor and management should participate in the same CSR activities. And these activities should even allow labor to take the lead and management to be followers. This will allow both parties to actually feel each other's every day roles.

        

        Admittedly, the concept of pakikipagkapwa tao as applied to work and industrial relations is in a way novel. The whole idea is still subject to refinement and modification. But, the potential is there. And if further developed, then the Filipino can be proud that it can finally contribute to management practice.

       

         But, the more fascinating possibility is that pakikipagkapwa tao has the potential of improving human relations as a whole. The idea, if adopted universally, can help humans to be more humane. And if that happens, the world will be a better place to live in. 4