In a bid to protect Filipino farmers from what is seemingly a persistent problem on low farmgate prices of palay (unmilled rice), and to ensure a fair return on their production costs, President Ferdinand R. Marcos Jr. on October 25, 2025, has signed Executive Order No. 100, establishing a floor price, and introducing trigger mechanisms for its implementation.

Frankly, I had a mixed feelings- both positive and negative – when I learned about this, considering the fact that this issue on low buying price of palay has been going on for too long a time,dating back to many previous administrations.

As one among the frontline development workers affiliated with DA, I am fully aware that this has long been the clamor of our rice producers. Hence, I feel so sorry that nothing like this has ever been done in the past despite the fact that the low price of palay has been there and long been endured by our so called “food heroes.”

Now that such an Executive Order was issued, I can’t help but silently praise
PBBM’s deepest understanding and empathy when every sitting president before could have done the same, but refused to lift a finger to alleviate the unbearable difficulties facing our farmers – especially in getting a fair and just price for their fresh farm produce.

However, watching and reading the reactions of some farmers organizations, both in the broadcast and social media, I also feel sad that many have reacted negatively to this landmark action taken by our president.

As I observed this unfolding of events, I can categorically say that we, Filipinos, are severely divided and nothing can ever satisfy everyone. As If every action of our leaders is always marred with doubt and suspicion.

Instead of rallying behind and supporting the enforcement of such executive order, die hard critics and self-proclaimed defenders of Filipino farmers non-chalantly oppose and attack the chief executive for various nonlogical reasons.

Let’s take a look at the following comments which I have selectedly grabbed from the social media:

1.) Hanggang papel lang yan ang katotohanan konti nlang nagtatanim ng palay kulang na sa Food Security. Ang presyo hindi parepareho sa mga regions at kontrolado sa nag papautang o namimili.”

2.) Palabas nlang yang EO 100 na yan ng Gobyerno eh wala namang Pangil, bungi at walang ngipin.”

3.) Paliko liko parin ang contents ng Executive order na yan walang malinaw na presyo na nabangit o pagbaba man lang sa mga ginagamit na fertilizer o abono.”

4.) Yung mga private traders na bumibili ng hanggang 95% ng inaani ng mga magsasaka, hindi sila sakop ng mandato ng floor price, so may kakayanan parin silang bumili sa mas mababang presyo.”

These are just a few of many negative comments that cropped up online. I wonder how they arrived these sweeping statements or speculations, when in the first place, before the crafting of this order there has been a series of multisectoral consultations made.

No less than Senator Francis Pangilinan, the Chairman of the Senate’s Committee on Agriculture has stated that he had worked with Malacañang and the Department of Agriculture (DA) in drafting the executive order on farm initiatives. And that he had meet with the Union of Local Authorities of the Philippines (ULAP), seeking the issuance of two executive orders (EO) on the government purchases of wet and dry palay with a minimum floor price.

With the above statements of Senator Pangilinan, that working draft have been carefully studied and presented to selected governors and farmers groups along with (our DA) Secretary Kiko Laurel.

So that readers of this humble column may know, the issuance of such Executive Order is aimed at defending our local farmers and farmers’ organizations that raised concerns over the farmgate prices of palay which remain stubbornly low. They have persistently urged the government to implement a P5-per-kilo support price and to revert tariffs on imported rice.
The groups noted the import ban has so far failed to lift farmgate prices, which remain between P10 and P12 per kilo in most areas and have dropped to as low as P8 in others.

I remember, we, at the DA RFO 8, has long been reporting about these persistent low palay price. Since, we have a daily price monitoring team, our deployed personnel conducted their own validation. And indeed, we found out that in some areas, the price of palay per kilo has unpredictably dived or retrogressed to as low as P11.00 a kilo.

We have reported said price trend as requested by Central Office, and pretty sure, our reports formed part of the collective basis why, the agency rightfully acted on this cry for help by our farmers.

Affected farmers all over the land was truly in unison asking for decisive action from our government.

Fast forward today, the perceived solution of such problem, which is the floor price, is still being questioned or doubted.

What is clear to me now is that we, Filipinos, are truly hard to please. In local Tagalog language, “sala sa init at sala sa lamig.” A Filipino idiom that means someone is never satisfied or pleased, regardless of the circumstances.

If you gonna ask me what is my personal stand or opinion on this, I would definitely answer you that such an EO is a kind of fresh air and a typical proof that the current administration is aptly listening to the cries of our farmers.

In case you don’t know it yet, the best-known example of a price floor is the minimum wage, which is based on the normative view that someone working full time ought to be able to afford a basic standard of living. Another good example of a price floor is the rent controls on apartments in major cities.

As we all know, the fixing of the floor price for minimum wage and apartment rentals could vary from one region to another after considering some parameters or criteria prevailing in the specific region or area. As such, the floor price for palay can never be the same or true to all accross regions.

That is the very reason why there is a steering committee that must oversee in every particular region. It definitely has a semblance to the existing regional wage boards that are pivotal in establishing and adjusting the minimum wage in different parts of the Philippines.

These bodies are composed of representatives from the government, employers, and workers’ organizations, tasked with conducting regular wage review hearings and consultations.

Therefore, it is outrightly unfair to prematurely judge the said EO as just for show or has no teeth at all. I have a gut feeling the steering committee will be institutionalize soon enough in preparation for the full-swing implementation of EO No. 100 or the floor price order.

I’m pretty sure this will gonna happen. Wanna bet?

Tino is coming in and Haiyan is on its 12th year , both scenarios are feared.

Their development in the same region is significant, as the warm waters of the Philippine Sea often fuel rapid intensification of storms. Additionally, both typhoons emerged in early November, a period notorious for producing some of the most violent cyclones in Philippine history.

Typhoon Haiyan is feared for its sheer destruction: over 6,000 lives lost, thousands injured, and billions in damages. Its storm surge obliterated coastal communities, and its winds flattened entire towns. Typhoon Tino, though not as powerful, was feared due to its timing and trajectory—raising concerns of flash floods and landslides in areas still recovering from past disasters.

The path of Typhoon Tino is analogous to the same trajectory of Haiyan or Yolanda. The fear stems not only from physical damage but also from the psychological toll. November storms often catch communities off guard, as the tail end of the year brings a false sense of calm. The memory of Haiyan’s devastation amplifies anxiety whenever a November storm forms.

Nakaka hinumdum kita han kakusog! ( We remember the fury Yolanda!)

November storms had been strong and historically destructive , I remember Rosing in 1995, it was one hell of a storm, as a student council officer we were giving relief goods from our fellow students because of the brute force it carried left its boarding houses on its knees.

Typhoon Tino and Typhoon Haiyan serve as stark reminders of nature’s fury, especially during November. Their similarities in origin, timing, and threat level highlight the need for vigilance, preparedness, and respect for the forces that shape our climate. As climate change continues to influence weather patterns.

Pagbantay ngan pag andam kita!

The traditional hiring process often prioritizes skills and experience. Resumes are meticulously scrutinized for specific qualifications, and interviews focus on technical expertise and past achievements. However, a growing number of entrepreneurs are challenging this approach, increasingly prioritizing attitude and cultural fit over specific skills. This shift reflects a deeper understanding of the dynamics of a successful team and the limitations of relying solely on technical proficiency.

The Limitations of Skills-Based Hiring:

While technical skills are undeniably important, relying solely on them can lead to several pitfalls:

– Skills Decay: The rapid pace of technological advancement means that even the most sought-after skills can become obsolete relatively quickly. Someone with exceptional skills today might be outpaced by technological changes tomorrow. Adaptable, growth-minded hires reduce this risk.

– Lack of Cultural Fit: A highly skilled individual might not be a good fit for a company’s culture. Personality clashes can disrupt team dynamics, hindering productivity. Prioritizing cultural fit ensures a more harmonious and collaborative work environment.

– Ignoring Potential: Focusing solely on existing skills overlooks the potential for growth and development. Someone with a strong work ethic, a positive attitude, and a willingness to learn can quickly acquire new skills, often surpassing individuals with more extensive but less adaptable skill sets.

– High Turnover: Employees who are a poor cultural fit or lack intrinsic motivation are more likely to experience burnout and leave the company. This leads to high turnover costs, disrupting team dynamics and hindering productivity. Prioritizing attitude reduces this risk.

– Missed Opportunities for Innovation: Teams composed solely of individuals with similar skill sets and perspectives can become stagnant and less innovative. Diversity in thought and approach, fostered by hiring for attitude, can lead to more creative problem-solving and breakthroughs.

The Rise of Attitude-Based Hiring:

Entrepreneurs are increasingly recognizing the importance of attitude and cultural fit in building a high-performing team. This shift is driven by several factors:

– Emphasis on Adaptability: In today’s dynamic business environment, adaptability is paramount. Entrepreneurs are looking for individuals who can quickly learn new skills, embrace change, and navigate uncertainty. A positive attitude and a growth mindset are key indicators of this adaptability.

– Focus on Teamwork and Collaboration: Successful businesses rely on strong teamwork and collaboration. Individuals with a positive attitude and a willingness to cooperate are more likely to contribute to a productive and harmonious team environment.

– Importance of Intrinsic Motivation: Entrepreneurs are seeking individuals who are intrinsically motivated, driven by a passion for their work and a desire to contribute to the company’s success. This intrinsic motivation often outweighs the value of specific skills.

– Recognition of Soft Skills: Soft skills, such as communication, problem-solving, teamwork, and adaptability, are increasingly recognized as crucial for success in any role. These skills are often more difficult to assess through traditional methods, leading to a greater emphasis on attitude and personality.

– Building a Strong Company Culture: Entrepreneurs understand that a strong company culture is essential for attracting and retaining top talent. Hiring individuals with the right attitude ensures that new employees align with the company’s values and contribute to a positive work environment.

How to Assess Attitude in the Hiring Process:

Assessing attitude effectively requires a shift in the hiring process:

– Behavioral Interviewing: Asking candidates to describe past situations where they demonstrated specific attributes, such as resilience, teamwork, or problem-solving skills, provides valuable insights into their attitude and work style.

– Cultural Fit Assessments: Using assessments to gauge candidates’ alignment with the company’s values and culture can help identify individuals who are likely to thrive in the work environment.

– References and Background Checks: Checking references and conducting thorough background checks can help verify candidates’ claims and gain a more comprehensive understanding of their work history and personality.

– Trial Periods or Internships: Offering trial periods or internships allows entrepreneurs to observe candidates’ work ethic, attitude, and cultural fit firsthand before making a hiring decision.

– Team Interviews: Involving the team in the interview process allows potential colleagues to assess the candidate’s personality and compatibility.

The Long-Term Benefits:

While the initial investment in assessing attitude might seem more time-consuming, the long-term benefits are significant:

– Reduced Turnover: Employees with a positive attitude and strong cultural fit are more likely to stay with the company, reducing turnover costs and improving team stability.

– Increased Productivity and Innovation: A team with a positive and collaborative culture is more likely to be productive and innovative.

– Stronger Company Culture: Hiring for attitude contributes to a strong and positive company culture, attracting and retaining top talent.

– Greater Employee Satisfaction: Employees who feel valued and appreciated are more likely to be satisfied with their work, leading to improved morale and productivity.

In conclusion, the shift towards prioritizing attitude over skills in the hiring process reflects a deeper understanding of what truly drives success in a dynamic business environment. While technical skills remain important, adaptability, teamwork, and a positive mindset are increasingly recognized as essential ingredients for building a thriving and successful team. Entrepreneurs who embrace this attitude-based approach are not only building stronger teams but also fostering a more fulfilling and impactful work culture.
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If you have any questions or would like to share your thoughts on the column, feel free to send an email to jca.bblueprint@gmail.com. Looking forward to connecting with you!