III

People-centered
Development
Management and
Empowerment
 Group 1

1
Dingdong Dantes Apostol

Heziel Karyl Plenoz

Heartly Abarintos

Dumars Dural

Cahrol Anonuevo

Phaulin Mutiangpili

Marife Manibo
People-centered Development Management and Empowerment 2
 People-centered Development Management
I. Nature of Development
a. Development
 is a quest for an improved quality of life for all. It is multi-dimensional. It
has political, economic, social, cultural, institutional, and environmental
dimensions.
 It is multi-disciplinary having been drawn from the disciplines of economics,
sociology, psychology, management, politics, environment, and sciences.
 It uses integrative approaches and strategies in attaining its goals and
objectives.

People-centered Development Management and Empowerment 3

 a. Development
 Is dynamic with respect to changes and
transformation of people’s attitudes, behavior, and
organizational structures
 It involves mobilization of people and resources.
 It is people- oriented and participatory in
development programs that bring about the
empowerment of people.

People-centered Development Management and Empowerment 4

 b. People-centered development
that people at the grass-roots level
define their needs.
can and should also plan, implement,
and evaluate their own development
process.

People-centered Development Management and Empowerment 5

 Five Core Concepts of Development
( UN Development Institute, 1997)
1. Man as the end of development
2. De-alienation of man in the sense that he feels at home with
the process of development , he as subject, not as object
3. Development of collective personality of man in which he
finds his richest expressions.
4. Participation as the true form of democracy
5. Self-reliance as the expression of man’s faith in his own
abilities

People-centered Development Management and Empowerment 6

Three Core Values of Development, Relating to Fundamental Human Needs
( Todaro, 1978)
 Life-sustenance

is the ability to provide basic

necessities, a means of overcoming the
helplessness and misery of the people in
need.
People-centered Development Management and Empowerment 8
 Self-esteem

is the person’s sense of self-worth and

self-respect especially the confidence of
not being used by others for their own
needs.
People-centered Development Management and Empowerment 9
 Freedom from servitude

is the ability to choose. It refers to the

fundamental sense of freedom or emancipation
from the alienating conditions of life. It is also
the freedom from the social servitude of man to
nature, ignorance, other men, misery, institutions,
and dogmatic beliefs.
People-centered Development Management and Empowerment 10
 Development Management
is a commitment to promote the
application of science and the art of
management to the process of nation-
building for dynamic development

People-centered Development Management and Empowerment 11

 1. It is an integrative and complex field of study that examines the
structure, processes and the behavioral patterns involved in managing
development interventions at the project, programs and policy levels.
2. There is a need to enrich social groups and network as supplements to
hierarchies and as source of social support, innovation and social
action.
3. It must respond by assuming a more proactive role of generating
techno-managerial capabilities necessary for a sustainable, self-
reliant, and people-centered development.
4. It focuses on capacity-building in the strengthening of community
organizations and in the enhancements of government and
government institutions.

People-centered Development Management and Empowerment 12

 Discovery Process of Citizen Participation
Kent Discovery Process (1972) uses the theory of
‘’informal networks’’ consisting of people who support
each other in predictable ways and have a shared
commitment to maintain and to enhance their quality of
life. Discovery of the formal and informal networks-
how they function, and the content of their interaction-
helps identify the strengths and weaknesses of the
community and leads to a definition of the issues that
disrupt or impinge upon the quality of community life.
People-centered Development Management and Empowerment 13
 Discovery Process of Citizen Participation
This assessment then gives direction to a social
action process for change which incorporates
citizen participation by using the network system.
The ‘’process begins with an ability to identify
and tie issues to specific networks, because social
action processes must always be grounded on the
concerns of individual citizens and their constantly
changing environments.’’
People-centered Development Management and Empowerment 14
 DESCRIBING
COMMUNITIES
or areas affected by
proposed changes using
key social variables and
EVALUATING indicators
RESULTS
and monitoring further GENERATING THEMES
developments for

Ec litica
and topics of broad

Po
on
changing or public interest and

om l
unanticipated situations concern
PEOPLE

ic /
o l o l/
al
Ec ysica
g ic
and their
ENVIRONMEN

Ph
T
Social/ Cultural
IMPLEMENTIN IDENTIFYING
G ACTION NETWORKS
strategies and/or or organized groups and
mitigation schedules to the specific issues they
DESIGNING carry
resolve public issues
STRATEGIES
and implementing tactics
through responsive planning

Figure 3.1 Diagram of Kent’s view of citizen participation and the Discovery Process
People-centered Development Management and Empowerment 15
 B. Community Empowerment
Empowerment
What does empower mean? Power means
control, authority, and dominion. The prefix "em"
means "to put on to" or "to cover with. To
empower, then is to pass an authority and
responsibility to somebody. (Wellins et al., 1991).

People-centered Development Management and Empowerment 16

 Empowerment
1. Empowerment, therefore, occurs when power goes to
the project implementors. It is the process in which
people take action to overcome the obstacles to
progress. This action involves getting more control over
their situation.
2. Empowerment is facilitated by a combination of
factors, including values, leadership actions, job
structure, training, and reward systems.

People-centered Development Management and Empowerment 17

 Community Empowerment and Program
Sustainability
 Community empowerment (CE) means giving community
people the freedom to think on their own and to reflect on the
improvement of their situation.
 CE is freeing individuals from instructions and controls and
allowing them to take decisions by themselves. It is clearly
linked to quality development management which explores the
individuals' best ability to manage the pressures of change.

People-centered Development Management and Empowerment 18

 Three Main Objectives of Empowerment
( Thompson, 1997)

1. To make organizations more responsive to external

pressure
2. To 'de-layer' organizations in order to make them
more effective
3. To create networks featuring teamwork,
collaboration, and horizontal communication
People-centered Development Management and Empowerment 19
 Three Basic Empowerment Options
( Thompson , 1997)

1. Community people can be encouraged to contribute ideas.

work in teams which share and manage the
2. Community people own work, within clearly defined policies
and limits.
3. There can be more extensive decentralization where
individuals a much freer to change certain parameters and
strategies. Evaluating outcomes is an important control
mechanism.
People-centered Development Management and Empowerment 20
 Building the Community We Want
through Commitment by Volunteerism

Everyone knows that volunteering is a

"good thing to do. But it also much more than
that. Volunteers are people who are willing to
action to build the kind of community they
want to live in. Volunteers exactly what our
society needs right now.
People-centered Development Management and Empowerment 21
 Seven Tips for Youth Volunteers

1. Choose a job that interests you.

• Pick a volunteer job that you enjoy or one whom you can do something
important for yourself
• Choose the kind of job that is right for you.

2. Be realistic about your time.

• Figure out how much time you have, and when you are available.
• It is a good idea to start with a small commitment.
People-centered Development Management and Empowerment 22
 Seven Tips for Youth Volunteers

3. Consider transportation
• Does volunteer job need transportation to get there? Do you plan to walk? Drive? Take a bus?
4. Explore your options.
• Find an organization that needs volunteers in the community project
• The more people you ask, the more options you're going have.
5. Call some organizations.
• Call up organizations that are interesting. Tell them that you want to join as volunteer
implementor.
• Introduce yourself and express your interest in learning about volunteer opportunities.
People-centered Development Management and Empowerment 23
 Seven Tips for Youth Volunteers

6.Check things out first.

• You are not obligated to work in an organization just because you called
up.
• You should see the place first before you make a commitment.

7. Make a decision.
• After you have visited an organization, decide whether you want to work
there. If you have decided, set up a date and time to start
People-centered Development Management and Empowerment 24
 What do You Want from Volunteering?
( Schwarz et al., 1997)

You are going to get something out of

volunteering-new friends, emotional
satisfaction, new skills or something also
important to you.

People-centered Development Management and Empowerment 25

 Eight of the things people frequently say
they hope to get from volunteering.

1. A chance to "make a difference .

• Most volunteers are motivated by a desire to "do something meaningful.“
• What will make you feel that you're making a difference?

2. A chance to use a skill or talent.

• Some people like to use their professional skills when they volunteer.
• Others see volunteering as a chance to use the skills they have developed in college and
so on.
• Would you like to use certain skills or learn new skills as a volunteer? Which one?)
People-centered Development Management and Empowerment 26
 Eight of the things people frequently say
they hope to get from volunteering.

3. A chance to gain professional experience or contacts

• For a student like you, volunteering is a good way to get firsthand, working knowledge of a
field. This will help you decide what you really want to do..
• Would you like to get professional experience or make contacts through community service?
What jobs are you interested in?

4. A way to express one's religious faith

• In a recent survey of volunteers, more that 70% said they got involved to "meet religious
beliefs or commitments.“
• What kind of volunteer jobs would be spiritually fulfilling for you?
People-centered Development Management and Empowerment 27
 Eight of the things people frequently say
they hope to get from volunteering.

5. A chance to meet people

• Almost all community works will put you in contact with other people. It is up for you to
decide whom you want to meet- neighbors or other people who share a special interest
• Is meeting people in your community work important to you? Who do you want to work
with?

6. A chance to develop personal growth and self-esteem

• A deeper sense of self-worth is a common benefit of community service.
• If you're hoping volunteering will be an opportunity for personal growth, what changes are
you looking for?
People-centered Development Management and Empowerment 28
 Eight of the things people frequently say
they hope to get from volunteering.

7. A more balanced life

• Many people find that community service is a way to make their life more balanced.
• What do you wish you had time for? How would you do it as a volunteer?

8. A chance to give something back"

• Many people like to support resources that they use themselves.
• If a desire to give something back" is motivating you to volunteer, what group or
community resource would you like to help?
People-centered Development Management and Empowerment 29
Making it Work
 Ten things that will help make your volunteer
experience good one.

1.Make it a commitment.
• Treat your volunteer work like a regular job.
• Get there on time. Show the people you're working with that they can count on you.

2 Get a job description.

• It's a good idea to nak your supervisor for a written job description so you can be clear about your job
duties

3 Ask for feedback.

• Expect feedback on your work.
• Ask "How am I doing? if feedbacks are not given.
People-centered Development Management and Empowerment 31
 Ten things that will help make your volunteer
experience good one.

4.Be aware of your own boundaries.

• How involved do you want to get?
• Don't be guilty about deciding what you want to do and what you don't want to do.
• Talk about boundaries, issues, and guidelines with your supervisor.

5. Create a support system.

• It's good to have someone to talk to, whether it's other volunteers or friends who will
listen to your feeling. Share your enthusiasm your questions, and your ups and downs.
People-centered Development Management and Empowerment 32
 Ten things that will help make your volunteer
experience good one.

6. Expect an adjustment.
• Working with a non-profit group may be frustrating if you come from a business group.

7. Be realistic
• Of course, you want your work to have an impact. If your expectations are unrealistic, they can got in your
way.

8. Pace yourself.
• Trying to do too much can be self-defeating. Slow down. Be aware of your energy level and take your time,
• Even as a volunteer, work in a manageable level. Stop back when your family needs you or work crises
arise.
People-centered Development Management and Empowerment 33
 Ten things that will help make your volunteer
experience good one.

9. If it doesn't work out...

• "Don't be a martyr. If despite your best intentions, you end up with a
volunteer job that isn't suited for you, then let your supervisor know that you
won't be coming back and explain it.

10. Recognize when it's time to move on.

• Review what you are doing check if it's still working for you.
• Moving on to a now volunteer job is not desertion. It's a celebration of your
healthy
People-centered respect
Development Managementfor the quality of your own life.
and Empowerment 34
Thank You!!!