SMN Digest April 2022
- Resonate Creatives
- 2 days ago
- 4 min read
Immanuel Christian Cabello, Maria Carmelle Pedrosa, and Maria Mikhaela Ponce
The world has been undergoing multiple disruptions since the advent of the Fourth Industrial Revolution (4IR) — a testament to this are the multiple disruptions brought about by the COVID-19 pandemic worldwide. In this regard, the long-standing jobs, skills, and roles of managers are revisited and evaluated against the emerging needs brought about by the changing environment. This paper intends to juxtapose the traditional definitions of managers vis-a-vis the critical jobs, roles, and skills that are required of managers in the context of the world today. Based on the inductive approach using available literature, the researchers attempt to answer the key changes in the organizational environment, the transformation of the traditional roles of managers, and the essential jobs and skills they are now called to fulfill in light of the changes today.
The findings show prevalent themes and characteristics. First, the changes created by the 4IR brought about a new breed of employed called knowledge workers — highly-skilled workers who apply theoretical and practical knowledge to develop products and services. Managing and leading these types of workers in a dynamic environment require managers to be forward-thinking and agile planners while being empathic, supportive, and inclusive leaders — in essence, a revitalization of their traditional roles. Second, to complement these roles, managers are required to have strong interpersonal and communication skills to be able to collaborate and lead their people well. All things considered, managers of today are called to lead up, lead across, and lead below. With regards to the four traditional functions and skills, there is a need to improve the depth rather than the breadth of managers’ responsibilities. Going beyond cascading directives and monitoring performance versus targets, managers of today are reimagined and instilled a more creative, empathic, and inclusive role in leading the companies of tomorrow, today.
Lota Kristine San Juan-Nable and Nogin C. Bunda
The companies’ performance on its environmental, social, and governance (ESG) issues has garnered increasing attention in the past decade globally. In the Philippines, ESG reporting has not yet been mandated by law. However, in 2019 a Securities and Exchange Commission Memorandum was released requiring the publicly listed companies to comply with the SEC guidelines or explain their non-compliance. This will be mandated three years after its release. This paper serves as a starting point to see the effect of ESG ratings on the financial performance of companies. It can provide a preview of how local companies perceive the importance of ESG ratings and the effect during the pre-mandatory period. As seen in other countries, ESG investment strategies help manage investment risks, derive reputational benefits, improve financial returns, provide a good image for investors and they see it as a fiduciary duty. This paper is an empirical-causal study that focuses on the voluntary and compliance periods prior to mandatory sustainability disclosure next year. It will only include publicly listed companies from Refinitiv Eikon. Results show that ESG ratings have no significant effect on the firms’ financial performance during the voluntary and compliance periods. However, when control variables were added, it was seen that the model was significant and there was a positive effect on the intercept. In terms of the voluntary and compliance periods, results show that there is a significant difference, however, there is still no effect of ESG ratings on ROA and stock returns.
Joshua O. Tadoy
The objective of the study is to investigate the effects of work-home/home-work interactions on employee engagement as mediated by psychological conditions. It used a cross-sectional survey design and followed the descriptive and quasi-experiment research methods. The research surveyed a total of 400 respondents in Metro Manila who are working from home from the Information Technology/Business Processing industry. The data were gathered using an online survey questionnaire and interviews. Tests such as Descriptive Statistics, Simple and Multiple Linear Regression, Pearson R Correlation, and Path Analyses were used to determine the respondent’s perception and investigate the effects of the variables.
The result of the study showed that the Negative Work-Home and Home-Work Interactions have a moderate negative effect on Employee Engagement, while, Positive Work-Home and Home-Work Interactions have a strong positive effect on Employee Engagement. Psychological Availability and Psychological Meaningfulness have a strong positive effect on Employee Engagement. Psychological Availability has a strong mediating effect between Negative Work-Home and Home-Work Interactions and Employee Engagement which resulted in a weak negative effect of Negative Work-Home and Home-Work Interactions on Employee Engagement. While in terms of Positive Work-Home and Home-Work Interactions, the mediating effect of Psychological Availability is strong which resulted in a weak positive effect of Positive Work-Home and Home-Work Interactions on Employee Engagement. Psychological Meaningfulness has a strong mediating effect between Negative Work-Home and Home-Work Interactions and Employee Engagement which resulted in a weak negative effect of Negative Work-Home and Home-Work Interactions on Employee Engagement. Psychological Meaningfulness has a strong mediating effect between Positive Work-Home and Home-Work Interactions and Employee Engagement which resulted in a weak positive effect of Positive Work- Home and Home-Work Interactions on Employee Engagement.
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