WHAT MATTERS MOST
THE 13 CHALLENGES FOR THE PMAP 2013 LEADERSHIP
ATTY. JOSEPHUS B. JIMENEZ, FPM Former DOLE Undersecretary
1. PROTECTING THE PMAP BRAND
There are many other organizations using PMAP as acronym for their official corporate names. They include Philippine Models Association, Philippine Marketing Association of the Philippines and a dozen or so of other corporate entities composed of merchandizers, mechanics, manpower agencies and mobile groups.
It is time for PMAP to assert our intellectual property rights and insist that the Securities and Exchange Commission( SEC) draw the lines in enforcing the Private Corporation Code.
2. PURGING THE ROSTER OF PMAP MEMBERSHIP
With all due respect to both the living and the dead, there may be some deceased members(“ bless their souls”), missing or unaccounted for, who are still counted as members for purposes of determining the quorum and counting the votes for constitutional amendments.
There are corporate members who have become inactive since we have not seen them in years. The leadership should decide, once and for all, whether they are with us or away from us. The strength of our organization is not a game of numbers alone but lies firmly in the quality of our membership; and if you will, in the greatness of our leadership, as well.
3. IMPROVING THE QUALITY OF MEMBERSHIP ENGAGEMENT
The late Atty. Ben Burgos used to whisper to me that the officers of PMAP nowadays are too disengaged from the Membership. PMAP has become too big and too distant among us. We have lost that“ loving feeling”.
Many of our Officers are only seen in photos but have not really made their marks in the way they touch base with the members. They are seemingly unreachable in their ivory towers, that the members do not even know them. In General Membership Meetings( GMM), they sit together in one honourable Presidential table and do not even greet the members. We thought that during GMMs, the officers should stand in a reception line to greet all members and make their presence felt.
4. IMPROVING THE PERFORMANCE OF THE OFFICERS AND THE BOARD
All officers may be evaluated at the end of their term on the basis of clear and fair performance evaluation standards. Their platforms may be translated into clear deliverables, with specific outputs and timetables. Those who fail may not be allowed to run again; while top performers should be allowed to be re-elected.
5. INSTALLING SERVICE EXCELLENCE AMONG THE PMAP SECRETARIAT STAFF
Ours is a people ' s organization. The PMAP staff may be evaluated by the members. From the Executive Director down to the lowest clerk, and even the outsourced guard and utility personnel, may be accountable to the members.
The outstanding ones may be rewarded; the mediocre may be given opportunities to improve. The inept, the negligent and the recalcitrant may be gently asked to leave. They have no place in a professional organization.
6. AN HONEST-TO-GOODNESS CHARTER CHANGE AND CODIFICATION OF BY-LAWS
We have had a lot of constitutional amendments here and there but; with due respect, not really known
January I PEOPLE MANAGER 9