Code of Ethics for Cooperative Leaders and Employees
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This document outlines a code of ethics for cooperative leaders and employees. It states that the code establishes generally accepted moral practices within Philippine law and the laws of God. The code lists "DOs" and "DON'Ts" to maintain discipline in the cooperative organization and preserve trust. It covers ethical responsibilities to members, in credit management, policy formulation, developing systems and procedures, the community, and other cooperatives. It also describes sanctions for violations. Additionally, it provides a simple code of ethics for board of directors that includes guidelines for their conduct and responsibilities.
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This document discusses cooperative education and training. It provides details on required trainings for cooperative officers based on asset size and business operations. It also discusses guidelines for cooperative federations regarding collecting and utilizing cooperative education and training funds (CETF) remittances from member cooperatives. Federations provide both mandatory and specialized trainings to officers, staff, and members. They conduct needs assessments and tailor training programs accordingly using in-house and on-site methods based on government guidelines. Overall, the document outlines cooperative education and training policies and practices of federations in the Philippines.
3 Philosophy, concepts, principles and values.pptx
Cooperatives are formed based on the core values of self-help, self-responsibility, democracy, equality, equity and solidarity. They operate according to seven agreed-upon principles: voluntary and open membership; democratic member control; members' economic participation; autonomy and independence; education, training and information; cooperation among cooperatives; and concern for community. Cooperatives work to meet members' mutual social, economic and cultural needs in a participatory manner where members share the risks and benefits equally.
2 Overview History, laws and trends.pptx
This document provides an overview of the history and development of cooperatives in the Philippines from 1896 to 2009. It outlines key cooperative laws passed by the Philippine government to promote cooperatives in various economic sectors, as well as some cooperatives initiated by churches and the private sector. Some of the major cooperative laws and events mentioned include the country's first agricultural marketing cooperative organized by Jose Rizal in 1896, the passage of the Cooperative Code in 1990, and the establishment of the Cooperative Development Authority.
1 Expectation Setting & Objectives.pptx
This document outlines an agenda for a Training of Trainers (ToT) program for cooperative training providers. The ToT will help trainees understand cooperatives, learn how to train others on cooperative management concepts and principles, and demonstrate skills in preparing, delivering, and evaluating training courses. Trainees will be assigned to groups to discuss expectations, individual characteristics, and job commitment. The ToT will provide materials, equipment, and support through lecture presentations and a practicum. The first module will provide an overview of cooperatives in the Philippines, the role of education and training, and how cooperatives can promote development.
VUCA Prepraring to face the competition.pptx
The document discusses the concept of VUCA (volatility, uncertainty, complexity, and ambiguity) and how it describes the current business environment of constant unpredictable change. It then focuses on how agricultural cooperatives are facing challenges due to globalization and increased competition. Specifically, cooperatives struggle with limited access to finance, weak governance, and outdated information systems. The document advocates for computerizing cooperatives to improve information processing and decision making. It also discusses the important role of cooperatives in supporting small farmers and the work of FAO to help establish enabling environments for cooperatives.
4-Rev-HRM-and-Development.pptx
The document discusses several topics related to human resources including:
1. The size of HR departments can vary significantly depending on the size of the organization, ranging from just a few employees to divisions of hundreds of staff.
2. Future roles of HR practitioners include diagnostic, assessment, and development roles requiring skills like organizational diagnosis, research, and evaluation.
3. Common pitfalls in developing HR strategies include inside-out thinking, solutions without involvement, complexity without simplicity, and lack of focus. Adapting best practices requires considering internal context.
3-HRM-and-Development.pptx
This document discusses various aspects of human resource management systems including training and development, job design, recruitment and selection, performance management, and career development. It emphasizes the importance of integrating employee skills with job requirements through proper job analysis and design. It also stresses the need for induction and orientation of new employees, ongoing employee development, and career planning to retain valuable talent.
2-HRM-and-Development.pptx
The document discusses the future direction of human resource management (HRM) in strategic, operational, and administrative terms. It outlines the role of HRM in aligning with business strategy, addressing daily operational issues, and ensuring compliance. It also discusses eight functional areas of HRM: strategy and planning, compliance, talent management, performance management, safety and health, employee and labor relations, total rewards, and developing talent pools to address skills gaps in key functions. The overall goal is to have an effective HRM system that supports the organization's vision and mission.
1-HRM-and-Development.pptx
This document provides an overview of human resource management (HRM). It begins by outlining the key learning objectives which are to introduce HRM concepts, review management theories and compare HRM to personnel management. It then discusses how HRM deals with selecting, training, developing and reviewing employees. The document contrasts HRM with the historical approach of personnel management and emphasizes that HRM views employees as assets rather than costs. It concludes by noting how HRM aims to balance organizational and individual needs through flexibility, work-life balance policies and participation in decision making.
4-How-to-conduct-Meeting pptx
The document discusses various types of cooperative meetings and their procedures. It describes the general assembly meeting as the highest policy-making body composed of all members. The board of directors and committee meetings are also discussed. Order of business, roles of presiding officers, secretaries and members are outlined. Proper procedures are suggested for conducting effective meetings, including setting agendas, determining quorums, reading and approving minutes, presenting reports, and adjourning meetings.
2-Leadership-vs-Management Feb 23.pptx
The document discusses various leadership styles and theories as well as effective management. It provides definitions and examples of different types of leadership including transformational leadership, situational leadership, and phronetic leadership. It also outlines some key characteristics of effective managers such as setting targets, organizing work efficiently, and recognizing employee contributions. Additionally, it lists some golden rules for effective management like being consistent, communicating clearly, and encouraging team member ideas.
1 Governance & Management pptx
The document discusses guidelines for training requirements of cooperative officers in the Philippines. It outlines required training programs for officers of different types of cooperatives, including topics like fundamentals of cooperatives, governance and management, financial management, and risk management. It specifies that officers must complete training within the first half of their term. The training requirements aim to improve governance in cooperatives.
6 Performance Indicators in Ope Mgmt.pptx
The document discusses key concepts related to performance measurement and management, including outputs, outcomes, impacts, and the balanced scorecard approach. It defines outputs, outcomes, and impacts as different levels of change resulting from interventions, with outputs being direct products and outcomes being short-term effects. It then introduces the balanced scorecard as a strategic management tool that evaluates organizational performance from four perspectives: financial, customer, internal business processes, and learning and growth. Metrics are identified for each perspective to measure goals and continuous improvement.
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Code of Ethics for Cooperative Leaders and Employees
- 1. Code of Ethics for CoopERATIVE Leaders and Employees
- 2. Code of Ethics… it is a set of generally and morally accepted practices that is within the bounce of our Philippine Laws and the Laws of God; and it is a list of “DO’s” and “DON’Ts” needed to put discipline in the cooperative organization with the prime purpose of preserving and sustaining TRUST;
- 3. Code of Ethics… I. Conduct and Ethical Responsibility to Members II. Conduct and Ethical Responsibility in the Credit Management III. Conduct and Ethical Responsibility in Policy Formulation IV. Conduct and Ethical Responsibility in the Development of Systems and Procedures
- 4. Code of Ethics… V. Conduct and Ethical Responsibility to the Community VI. Conduct and Ethical Responsibility to Other Coops VII. Sanctions Applicable to this Code of Ethics
- 5. Simple Code of Ethics For BODs: 1. Never be late in attending BOD meetings; and likewise, Directors are not allowed to go home without completing the meeting. 2. Drinking is not allowed during BOD meetings. 3. BODs under the influence of liquor are not allowed to attend meetings. 4. No smoking during BOD meetings.
- 6. Simple… 5. BODs are not allowed to receive gifts from members in exchange of a favor. 6. Dress properly during BOD meeting and other occasion requiring the BODs presence. 7. Never sleep during BOD meetings. 8. Take a leave of absence if you are delinquent and or violated coop regulations. 9. Refrain from gambling, drinking and committing other vices as it may reflect to the status of the coop.
- 7. Simple… 10. Never engage in the same business as that of your cooperative. 11. Pay your loans on time. 12. Save and be the model in the CBU program of your coop. 13. Never criticize your coop in public, instead praise your coop 14. Observe the confidentiality agreement between you and your coop.
- 8. Reference: Lecture Presentation of Alexander Raquipo (SACDECO) 2011 Luzonwide TEAMshop Hotel Consuelo Hotel Lingayen, Pangasinan