ls11b e-magazine

the electronic magazine for managers

WHEN FILM AND

MANAGEMENT

COLLIDE

DISCOVER THE

ORANGE

UMBRELLA!

WHO’S THE

LIFE OF THE

PARTY?

MANAGEMENT x

BEING SPECIAL!

ARE YOU

MISINFORMED?

CHECK OUT

HOW YFC

MANAGES!

by Emmancipation Industries

EDITOR’S NOTE:

WHY THIS MAGAZINE?

W e were at first confused on what out-put to give. Some of our friends were doing websites, some selling dough-

nuts while some were proposing solutions to some cases.

However, we arrived at a point wherein we de-cided that, hey, why not do a topic that is actual-ly close to our hearts?

Hence, the idea of an online magazine about Ateneo’s organizations was born.

We selected some orgs across the differ-ent clusters to study. We interviewed a prominent member to tell us how they apply the principles of management in their respective organizations.

Why do this? The team wanted to prove that the universality of management real-ly exists and that it transcends different disciplines. We interviewed orgs from the Media and Creative Arts Cluster (COSA, LFC), Sector-Based Cluster (SPEED), Sci-ence and Technology Cluster (MISA), Faith Formation Cluster (YFC) and Busi-ness Cluster (AJMA).

We figured out that knowing how these organizations work is essential to the ap-plication of management in general, which is the essence of LS11 in the first place. We also learned the skills of talk-ing to people and being entirely profes-sional in doing so. And on a more person-al note, we wanted to know which org would fit us depending on the way they are and the way they are managed. Our objective at the end of the day is to have a holistic view of management and that it exists not only in business orgs, but in many disciplines as well. I am personally glad to say that we have achieved that.

Even further, we also formed further ca-maraderie not as a group anymore, but a team working hand in hand. For me, that is the biggest accomplishment in this project. The output itself, I hope speaks of the existence of the teamwork that has been slowly but surely formed through-out the semester.

Emmanuel Hilao

Editor-in-Chief/Layout Editor

CONTENTS 1 Loyola Film Circle

5 Collegiate Society of Advertising

7 Ateneo Special Education Socirty

9 Management Information Systems Association

13 Youth for Christ—Ateneo

15 Ateneo Junior Marketing Association

a feature on the Loyola Film Circle, an organization from the

T he Loyola Film Circle, or more popularly known as LFC, is Ateneo’s film organization (as the name suggests). It handles many

aspects of films such as filmmaking, film viewing, acting, etc. It’s an organization wherein all film-enthusiastic students can come together and share their passion.

One such student is Trish Ocampo, a sophomore Theater Arts student. As an active LFC member, Trish knows how the organization operates and she’s knowledgeable in all things LFC. This is why I saw her as the perfect person to interview on how the organization manages itself and its members.

Media and Creative Arts Cluster (MCA) 1 | e-MAG: Ateneo’s Management Mag

a feature on the Loyola Film Circle, an organization from the

FILM ENTHUSIASTS OF ALL SORTS

Being an organization in a prestigious Univer-sity, LFC has a very diverse pool of mem-bers. The most notable difference between these members may be their respective cours-es. Trish stated that LFC caters to students from courses such as, but aren’t limited to, “Communication, Management, and even the occasional Applied Mathematical Fi-nance”. Aside from the differences, the most binding similarity among the LFC members is their love for film, which is the reason why most of the members join in the first place. This is an advantage for the org because

all of its members have a common passion which develops a unified community. This also provides LFC with an opportunity to turn the diversity into an opportunity to create a culture within the organization. Since they all love film, they developed a strong culture wherein their shared passion overpowers their differ-ences.

PLAN, CAMERA, ACTION, EVALUATE!

LFC holds a planning and evaluation seminar during semestral breaks, where they plan the events for the next semester of classes.

Media and Creative Arts Cluster (MCA) e-MAG: Ateneo’s Management Mag | 2

This helps them prepare proper-ly for future activities, and at the same time evaluate the pre-vious sem’s events. When asked about their planning seminars, Trish said “Well we set a general schedule on when different as-pects of events or filming should be done, and when these sched-ules are followed then I think that's a sign of the job being done effectively and efficient-ly”. This means that LFC mem-bers set their “Directional Plans” during the planning seminars and their specific plans are dis-cussed by the respective com-mittees in charge of specific events. Trish was also asked about how LFC measures their performance in projects, and she responds “For events like "Under the Stars" the number of people that attend is a factor we consid-er. Another is the evaluation of these people that attend. As for the films, our performance can

be measured by the number of people who watched and their reaction to the film (and to the film's message, in the event that the film has a special message that it wants to send to view-ers)”. LFC’s mission is to “strive to advocate in the Ateneo artis-tic excellence and social dis-course through film”. Their goal is not to make a profit, but to share the beauty of films and their effectiveness in getting messages out in the world. They measure their productivity through the number of people who attend their events, while their organizational effective-ness is measured by getting the reaction of people to the films that they make. If they see that the message that they want to send gets through to their audi-ence, they consider the perfor-mance to be satisfactory.

3 | e-MAG: Ateneo’s Management Mag

FILM MANAGEMENT?

The Loyola Film Circle is indeed a fully functional organi-zation wherein their manage-ment methods are similar to those used in other organiza-tions but are of course different due to their unique pool of mem-bers and their specific set of events. Even though it’s not an org known for management, its members still display the quali-ties of competent manag-ers. This shows that the art of film is well within the reach of the dynamic art of management.

Article by: Ram Anonas

e-MAG: Ateneo’s Management Mag | 4

A n interview with Collegiate Socie-ty of the Ateneo (COSA) member Camille Buenaventura (3 BS MIS)

gave light on how bright and orange this organization is. She describes her organi-zation as something fun. Even because of its vibrant bright orange theme, she says that it gives off vibes that their org is full of happy and perky people.

She said that their organization members are made up of people with diverse skills. They have artists, photographers, writers, dancers and leaders. And because they’re a fun bunch, she said that they’re laid back, but they still do the work and get the job done. I guess its part of their or-ganizational culture to be happy, fun, laid back and such, but even though they’re like that, they are still able to do what they are supposed to do, and that is some-thing unique compared to other organiza-tions. One of their flagship projects done with a lot of fun is the UPS, or the Um-brella Party Series. It’s something to look forward to if you’re into the fun and laidback side of the organizations.

And if ever you’re part of COSA, you might want to try heading your own pro-ject. Camille said that first step is you have to apply for that position. Second, get an interview. And if they like you, third is you’ll get to head that project and have your own team under you. But don’t worry if you’re new to this, there are AVPs in COSA who will help you and manage the teams under a certain cluster

or project. They’re the people who talk to the project heads and make sure that eve-rything is going as planned. And if you have concerns, they’ll be there for you to voice out your concerns. Good work rela-tionships through out the chain of com-mand is important. It is what keeps the organization together. And they have this, they have support over the next lev-els and they would help them address to the top.

And we also asked her how do they keep themselves motivated in the org? Well, Camille replied with “We open project head and committee head slots every now and then. We also have Individual Con-sultations to ask how they are, and what they expect from the org. This way, we know their concerns and we get to reach out and be close to the members. “. And it is something which she calls “DAMOVES”. Motivation is important within an organization to keep things moving. And because their culture is be-ing fun and happy, they need to be moti-vated to keep things interesting.

Compared to other organizations within its cluster, COSA is the only one which deals with advertising. And that some-thing unique that they have within their organization is that their executive board is a crazy team, as said by Camille.

Article by: Morri Chong


SPEED and their work with Special Children

I n a way, each and every person is special. You can have an IQ of 200, be one of the greatest artists in the

world, or even stand at six foot five while running at an incredible pace just to slam the ball. But the kind of special this or-ganization works with would be the kids who speak out loud without second thought, likes singing and dancing to their favorite songs and playing all kinds of games to make connections with other people. They are kids who have Autism, down syndrome or mental retardation.

Ateneo SPEED or Ateneo Special Educa-tion Society focuses on caring and under-standing for persons with special needs. Through weekly activities and special school visits, the members of this said organization conduct various activities that can help with the students’ nurtur-ing. This organization’s mission is to serve as advocates for special children through membership formation and col-laboration with other sectors to serve as platforms for participation and involve-ment of people both in and out of the Ateneo.

Having to interview one officer of SPEED, we sought to find out some of the internal factors that make up this sector-based organization and its composition. Despite being established by Psychology students in 1994, this organization is not exclusive to psychology majors. Ateneo SPEED gen-erally consists of students from different courses because its mission and goals as an organization have nothing to do with any course at all. Anyone from anywhere who is willing can actually help. This di-versity in courses would bring different kinds of skills and talents which can add

various types of contributions and per-spectives to the organization. It can also help with the planning and production of the projects they push through with.

According to one of their Assistant Vice Presidents – Gerard Marcilla, their organ-ization follows a culture of volunteerism, where they let their members decide which project to join or what part they want to play. But the roles of the people who lead the projects are a different mat-ter; the officers of the organization hold a meeting and they decide who they want to become project heads; probably some-one who is good in interacting with peo-ple and good in leading different kinds of people (considering their organizational diversity). These newly picked project heads are individually consulted by the officers before their projects and are then assessed after, through evaluations by both, the officers and the participants in the said events.

Along with decisions like the previous one mentioned, all of the organization’s major projects need an organized way of planning in order for these projects to succeed. They (SPEED officers) usually dedicate at least two days for major events, especially in what they call the PlanSem where they plan for the whole year. Some examples of SPEED’s flagship projects are Sparkle, No SPEED Limit and Splendour. Sparkle is a Christmas carni-val for their kids which is held inside the Ateneo campus, No SPEED Limit is a fun-run which raises money for a beneficiary and their organization as well. Splen-dour, (which I personally think is really nice) is a special Prom Night for their kids. (Article by: Kris Umali)



technology”. Of course, there are other factors that comprise the image of an or-ganization. Given my previous example, MISA, there are actually quite a number of people who think MISA is a tightly-bonded organization of people who love to party. This label usually attracts non-MIS students to join the organization. Frequently, this “other side” of MISA’s image is seen by the people who are out-side the organization, but are in closer proximity as compared to others. This other image of MISA is seen by people who have some ideas about the organiza-tion.

Diversity, on the other hand is what is lacking in MISA. Mainly because it is a home organization, most of the members would generally be from the course itself. A lack in course diversity would mean a lack in different talents, luckily, the peo-ple from MISA (speaking from a mem-ber’s point of view) also have a knack for different talents which adds color to the organization itself. One upside, though, of being composed mostly of MIS stu-dents would be the opportunity to be close to one another. You cannot argue that having similarities with other people is what brings about opportunities to get to know them. The lack of diversity both serves as a good and bad factor in the for-mation of the organization as a whole.

According Selga, the AVP for Internal Communications, MISA promotes a pro-fessional, yet family type of organization-al culture. As an organization it is im-portant to stay close to each other with a sense of professionalism in terms of events and projects. With MISA being a home organization for a course, it is also important that the people across different year levels are familiar with each other in order to work efficiently and effectively. This, according to Selga, would be the objective of a home organization, a place where people from different courses

A n interview with Ephraim Selga (4 BS MIS) gave me light on the or-ganization he is a part of, Man-

agement Information Systems Associa-tion or better known as MISA. He said that probably the first impression stu-dents have on MISA is that it’s full of nerds, geeks, and whatever stereotype you can attach to the phrase “information

are familiar with each other in order to work efficiently and effectively. This, according to Selga, would be the objective of a home organization, a place where people from different lev-els of a course would be able to work with each other in a breeze.

According to Selga, there was an in-stance where the organization had to make a major change in the organiza-tional structure. “Two years ago, all of the departments were changed, some removed, renamed, even combined. These changes included the change in departmental goals, and the people who worked in each department had to adapt as well.” Selga then ex-plained that it was addressed by gath-ering and informing all of the in-volved members about the upcoming change. “By giving them a sense of meaning in the decision, they under-stood the need to adapt and became more open to it.” Decisions in the or-ganization are made by the BETA. The BETA members meet weekly to dis-cuss different issues concerning the organization. Decisions that are made are usually done by voting, especially in terms of picking people who are eligible for project heads. These indi-viduals are screened well and weighed against their competition.

In terms of planning, MISA has this set of officers named BETA which stands for Board of Executives and the Associates. Before the start of the academic year, BETA holds a planning seminar (PlanSem) out of town where-in they set goals and strategies for the upcoming year. The revisions, includ-ing adapting to external factors would of course be done during the time of implementation. The projects are usu-ally evaluated by the participants (members) after each event which are assessed later on based on the project team’s objectives. Usually, all of the events are evaluated by the officers as well during the PlevSem, which is the


MISA, according to Selga, is different from other organizations in two main aspects. The first would be infor-mation management which is their core competency. “With the knowledge and capabilities of infor-mation management, the organization seeks to serve both the Ateneo com-munity and the Philippine society.” By training and honing the skills of its MIS majors in information manage-ment, the organization helps in form-ing holistic professionals which serves a good purpose for social re-sponsibility. The second aspect that Selga mentions would be the organi-zation serving its purpose as a home organization. Through the preserva-tion of a family culture, MISA is able to effectively empower its organiza-tion members.

Something special about MISA is that even though it is an IT/IM related org Most of the projects focus on member empowerment such as preparing the freshmen to step up for the coming years, giving academic support to the members, providing leadership oppor-tunities, and last but not the least, throwing huge and wild parties that every member are bound to enjoy. This also lets members from non IT/IM courses to be able to take part and join the MISA FAMILY.

Article by: Morri Chong

their evaluation seminar during the middle of the year. One example of these projects was the IMC or Infor-mation Management Confer-ence. This event is considered a flag-ship project that encompasses MISA’s three core principles: excellence, pro-fessionalism and servant leadership. It is an annual event where teams of students from universities across the country come together to compete for the best IT/IM solution. Aside from the learning experiences from the talks, the students are also given a sense of community under one shared goal.


W e might all have the same im-pression when we hear about the organization YFC. We see it

as an organization for religious people who wants to deepen their relationship with God. But that is not all that happens in YFC. YFC isn't just an organization where you improve your spiritual life, it is also a place to hone your leadership and managerial skills.

I had an interview with the current Sen-ior Sister or Co-President, Ms. Irene Grace Lim. We talked about the identity of YFC and what happens within the or-ganization. She introduced some facts to me which I wasn't able to learn from be-ing a member of their organization for a year. She also told me about the work process behind the projects of YFC and how the officers operate.

We discussed about how YFC chooses the people who will lead the operations of the organization and how do they carry out

with their tasks. She told me that those who are applying for a position must go through a discernment process which eventually becomes an election where the decision of the executive committee is from the consensus of the group. Unlike managers in corporations, they don't need to see the qualifications of appli-cants to let them have the job. They be-lieve in the leadership abilities of those who are applying and let them have a chance to become the managing hands of the organization.

The way they handle the projects in YFC is just about the same as how managers in corporations do. They function as man-agers so that they would be able to ac-complish everything that they set out to do. Just like what we learned in LS11, they follow the 4 functions of management, Planning, Organizing, Leading, and Con-trolling. And even though some of them are just new to the game of managing an organization, they are already showing just how able they are to become effective managers.

I also asked Ms. Irene how they ensure the effectiveness of those who are han-dling the operations of YFC. She told me


with their tasks. She told me that those who are applying for a position must go through a discernment process which eventually becomes an election where the decision of the executive committee is from the consensus of the group. Unlike managers in corporations, they don't need to see the qualifications of appli-cants to let them have the job. They be-lieve in the leadership abilities of those who are applying and let them have a chance to become the managing hands of the organization.

The way they handle the projects in YFC is just about the same as how managers in corporations do. They function as man-agers so that they would be able to ac-complish everything that they set out to do. Just like what we learned in LS11, they follow the 4 functions of management, Planning, Organizing, Leading, and Con-trolling. And even though some of them are just new to the game of managing an organization, they are already showing just how able they are to become effective managers.

I also asked Ms. Irene how they ensure the effectiveness of those who are han-dling the operations of YFC. She told me

about their method of evaluating the events after it happened. The attendees are given sheets of paper to evaluate how successful the event was. This is one ex-ample of how managers can get feedback from people about the projects and events that they organized. It is also important that you meet with fellow managers to know if you are still on the right track when it comes to accomplishing your set goals. And this is what the YFC executive committee does.

Motivation is also one key factor that managers practice. It helps in ensuring that every member of the organization is both happy and effective in his work. YFC practices a family culture within the or-ganization. This makes the members feel like they belong with the group which makes communication between event or-ganizers easier and more enjoyable. This is not what we usually see in corporations especially since they are divided into de-partments and the population is one thing to consider. But for an organization with young and sociable members, these turns out as a good strategy to motivate members.

The last thing I asked Ms. Irene is con-cerned with the identity of YFC. Identity is a key factor to consider if you are choosing an organization to join, espe-cially in Ateneo where there are a lot of organizations which can hone your skills in different areas. It all comes down to how unique the organizations hone your skills. YFC is an organization which be-lieves that you can achieve anything through God. They will teach you how to further hone your skills while giving you motivation and inspiration that God will always be there to guide you.

YFC is an organization which separates itself from other organization through its unique approach to professionalism. In first glance it may look as an organiza-tion which solely concentrates on the teachings of the Catholic faith, but after a while you may see what it truly is; an or-ganization that develops your God-given skills.

Article by: Jonathan Libao


THE LIFE OF THE PARTY

W hen people think of the Ateneo Junior Marketing Association (AJMA), the

word “party” first comes into mind. That is what Max Start, the Vice Presi-dent for Events, thinks of even before he joined AJMA. It is primarily be-cause the most marketed event of AJMA, called Shindig, is also the big-gest party in the entire Ateneo. What many do not know is that AJMA is more than just marketing and parties, it also has a lot to offer for being the premier business organization on campus.

boasting a talent pool of 1,500 mem-bers, the population of the organiza-tion has got to be the largest yet. Through this kind of diversity, mem-bers are able to view different per-spectives from people from different courses. AJMA, being not an exclusive home organization, has a diverse tal-ent pool that works very well to its advantage. The SOM members are trained well in speech and marketing, the Communications majors are good in hosting while the Information De-sign majors do well in making promo-tional materials. With its focus on events, AJMA is able to exhaust its members’ talents in organizing its fifteen events yearly.

This year focused more, however, on imbibing a “family vibe” to its culture. The president, John Palma, believes that putting the members first is of a higher regard than the events them-selves. This is the major change that actually occurred this year, since the previous years are more focused on events and departments. Now, the fo-cus is on member development and empowerment.

The number one flagship pro-ject of AJMA is Shindig, a party held at the start of the new year at NBC Tent. It has over two thousand partici-pants in its last edition, topping the previous years’ records. Because of its size, the promotions are also heavy, so heavy that the last Shindig even had a billboard in Katipunan. However, it is often overlooked that AJMA’s other flagship project is also just as im-portant. The Ateneo Intercollegiate Marketing Seminar, or AIMS, gathers the top students from top universities in a three-day all-expense paid semi-nar to hone their marketing skills. AJMA gets the best speakers in the industry and the participants battle it out in a culminating marketing com-petition.

THE LIFE OF THE PARTY

Of course, these projects will never be a success without the project and committee heads working hand in hand to make the project reach frui-tion. At the end of every school year, the organization recruits its “Force” members who will lead the projects for the upcoming school year. The Ex-ecutive Board and the Associate Vice Presidents will then deliberate to put which member to a project they deem fit. This is done during the org’s Plan-ning Seminar (PlanSem).

During the preparation and planning for the events, the Vice President for Events serves as the authority figure in making sure that the Force mem-bers do their job efficiently and effec-tively. Her presence alone actually motivates them, and with the collabo-rative effort among the departments, the different committees such as lo-gistics, programs and promotions get to do their job under supervision from those who have gone through their experiences before.

Considering its success attributed to the size of their events, not only does AJMA measure its success through the prescribed Success Indicators that is submitted to the Office of Student Activities (OSA), but also through the other intangible factors. These in-clude how happy the members were, the increased participation and “pride” of being an AJMAn and how the community sees the organization as a success in itself.

AJMA is very different not only within the Business Cluster, but also within the entire Council of Organizations of the Ateneo (COA) because its practice of marketing involves a lot of money, and therefore large risks as well. Holding a party worth a million pesos is something no other organization has done before. Unfortunately, this might have given the org an “elitist” vibe, and this is what the current members are planning to disprove. In reality, members of AJMA are very well-grounded and with the family vibe that is being instilled to its mem-bers, AJMA aims not only to be known for being a large organization, but al-so a welcoming one.

Article by: Emmanuel Hilao


Across many disciplines, we have found out that management really can apply whether you’re a film enthusiast, a science nerd, a marketing asso-ciate or a religious person. There may be different organizations with different impressions, cul-tures and ways of handling themselves but at the end of the day, it all boils down to how these orgs practice management to begin with.

It is very fulfilling to see that these practices not only apply to large corporations, but to organiza-tions in school that we are a part of. We might be unaware of it, but the principles of management they employ have helped us keep ourselves busy when we do projects, and unknowingly, practice these principles ourselves.

Therefore, we conclude that management is in-deed universal, and its applications are just as es-sential as the concepts we read in the book.

TEAM EMMANCIPATION INDUSTRIES

ANONAS | CHONG | HILAO | LIBAO | UMALI

LS 11 B, 1st Semester 2012-2013

October 11, 2012

ls11b e-magazine

Documents

ateneos film organization

loyola film circle

film enthusiasts

principles of management

management x

ateneos management mag

filmenthusiastic students

holistic view of management