"DELICADEZA"

I’ve been thinking for quite some time to write about this article but deemed necessary.

            It’s about “DELICADEZA”. My attention was caught when one among my colleagues approached me and asked a query regarding the difference between “privilege” and “rights”. Then I asked him “Why?” This person is soft-spoken, silent type and simple. He never complain in his tasks and responsibilities. He report to duty early and goes home late. After a while, he simply retracted his query and told me “Never mind, it’s not a big deal, anyway”. After a week, he approached me again. He asked me “Why some of our colleagues are not doing their assigned tasks?” “Why some of our colleagues are nowhere to be found during accounting?” Then I asked him, “Why do you ask many questions, my dear?” Again, for the second time around, he replied “Never mind, it’s not a big deal, anyway”.

            Such questions remained questionable to me. I knew a lot it is my responsibility to know the details of the whereabouts of my personnel being their MESPO (Municipal Executive Senior Police Officer). I should be informed of what activities they’re engaged with. I should know the reasons why they’re not around. On my dismay, I can’t empower my job description for some reasons I can’t reveal. Everybody knows what’s going on. A mere fact as one of among Filipino culture is tainted with “favoritism”- It is not surprising to know such unfair and immoral practices- the truth, frustrating to those honest and dedicated personnel. How can we address these infirmities including needlessly exposing the hardworking personnel to personal vendettas/professional blackmail and false accusations?

            Yes, we are not exempted from pain and suffering, nor does it imbue us from the idea that life in the police station is a drama of unalloyed comfort and untroubled ease. Does it instills us with the inner equilibrium needed to face strains, burdens and stress that inevitably come? It is common struggle that there is a collapse of space of space between and among colleagues in uniform-how will we create an atmosphere that gives birth to high morale and productivity? How will we prevent wrong doing instead of encourage right doing? How will subordinate react of his superior who yell in front of all personnel- nor utter words that might offend others e.g. under-estimating scholastic/educational attainment and personal grudge? As for Daniel DeLoenzi, former Deputy Chief of Police of Newark, New Jersey averred that criticizing or disciplining someone in front of others can cause embarrassment, and the subordinate can come to resent the supervisor. Because law enforcement agencies are seen as paramilitary organizations with strict codes of conduct, individuals may build resentment but resist outwardly manifesting it through anger or other inappropriate behaviors toward superiors as that would be tantamount to insubordination. Instead, the resentment leads to poor work performance or mistreatment of one's subordinates-or worse, mistreatment of the service population. Public criticism promotes employee indifference and, in many cases, creates an adversarial relationship between managers and subordinate personnel. Further, blame-and-punishment management is an abuse of managerial authority and is a major cause of inadequate employee performance and the development of a code of silence in most police departments. Employees who are criticized and punished for nondeliberate mistakes may treat citizens in a similar fashion, try to avoid difficult situations and people, and band together to protect one another from what they consider to be arbitrary and unfair treatment.

            The great Confucious said: “If the ruler himself is upright, all will go well, even though he does not give orders. But if he himself is not upright, even though he gives orders, he will not be obeyed”. We begin to learn from our struggles when we discover that it is in the whole process of meeting and solving problems that life has its’ meanings. If the ruler understand the role to bring those talents together with other resources for the good of the organization rather than giving special treatment to a “few” personnel, or blaming others to exalt others, passing the buck vis-à-vis responsibilities, “fault-finding””, unsupportive, doesn’t care for others’ welfare, bias, undecisive….-when these happens, the rest became resentful, they lose their commitment, loyalty and enthusiasm to the organization. Why? Maybe they don’t feel valued- amidst accomplishments, amidst exert of efforts in line of duty. To some, they feel extreme pain to hold fast to their dreams. What is the implication of this? They became enraged personnel! The ruler should know what “DELICADEZA” means, the subtly skillful handling a situation/the trait of being meticulous about matters.