Wat 2 wriTe... wat 2 wriTe?..

geez...

writing is hard.. in many cases, i have godzillion of ideas. but when it comes to being logged in d intie, shit happens. my mind freezes. my fingers grew numb.

my blog have been labeled as THE SERIOUS TYPE!! (thanks caza! a compliment, kan?) but it ain't me at all (kan kawan2...). btul, wa tatak tipu punya...

.......


i am enrolling for a 2 years part time study course @ MIM.. owh, please help me god! let me have this chance!

But another HAKS!....

I have been dreaming to learn aikido (yang nampak gayanya kena postpone dulu... huhuhu!)

wait! another HAKS!...

After my back pain subsides (my ortho said that my back strained a little bit too much (baca OVERWORKED!), me am going for PARAGLIDING! Hurrah!

...... I believe i can fly..... now everyone can fly! Even stuart little!


.....


It sucks when having a bad blog reader don't you think? even though blogs are set as public postings, it doesn't make it legal to make use of one's privacy in an unethical manner.

i pity those bloggers that have been mistreated by irresponsible blog readers. (that includes you, mr government!)

blogs are great! I learnt a lot bout many things through blogs... i have shared smiles, maddness, sadness and etc. with bloggers. i learnt bout other cultures and habits, gags and gigs... it's such a waste...

(i missed reading daphne's blog... sigh!)

.....

part from my findings about singaporeans, i am impressed in the way they get things done. and of course i am not talking about average singaporeans (what for? duh!).

1. they love doing things perfectly choreographed, and they want it to look good. no melepaskan-kentut-di-tangga attitude.

2. public perception and maketing at it's best!.

.....

A Happy Diwali Wish..

Wishing all my Indian friends/readers,


HAPPY DIWALI

Persetan Si Necro Idelgesis..

Apa rasa bila diri diperguna?

Apa rasa bila maruah diperkatik?

Apa rasa bila jadi mangsa si-Bastard yang berpolitik?


....

Apa mahumu berkata sekarang?

Will This Solve The Issue? Lets discuss..

Dealing with Incompetent Leaders

By Carole Nicolaides

As a mid-level employee, you’ve been working for the ACME Company, a manufacturing firm, for the past two years. Your job performance has been solid, and on occasion, even praiseworthy. However due to the current economic conditions – poor profit earnings, massive layoffs and company restructuring, you now find yourself working for a new boss. Ordinarily reporting to a new leader would not pose a real problem but this time it feels different -- management practices have changed. The team environment has been transformed from one of true collaboration, honest dialogue and a commitment to problem solving to one where backstabbing, finger pointing and plain fear are the norms. Congratulations – you are now under the control of an “incompetent” leader!

An “incompetent” leader by definition is someone whose action destroys camaraderie, instill gossip, encourage dishonesty, and prevent people from speaking freely. “Incompetent” leaders tend to use their own weapons to get noticed and promoted. They usually lack vision, interpersonal communication skills and confidence to resolve conflict.

You might think the term “incompetent” leaders should only be reserved for those in the company’s upper echelon such as the Chief Executive Officer of Chief Financial Offer.

After all, aren’t they the ones entrusted with setting the direction for the entire organization? While this may be true to a certain extent – CEOs do serve as the “compass” for the company, but many CEOs are not directly involved in the daily operations of their organizations. Those responsibilities fall on the shoulders of senior and middle managers. And, it is the “collective leadership” of those managers -- their style of execution, their effective ability to communicate, manage and motivate their teams that keep companies on course. If a leader lacks the competency to manage his or her team, then team morale diminishes, productivity and performance drops, and companies ultimately fail. What’s worst is the fact that today we live in a heavy Information Economy where bad news about a company spreads instantly thereby allowing competitors to profit from your company’s incompetent leadership.

In the quest to attain “better and cheaper staff,” one would think that organizations had all the advantages needed to rid their companies of every single under-performing employee – managers included. However, nothing could be farthest from the truth. Unfortunately in many cases, it is the good, high-performing, mid-level employees who first are shown the door, while ineffective managers – the ones who really need to take a hike – remain.

For whatever reason these foul apples may have been left behind; the fact that they are present causes a lot of problems either through their actions or sometimes through their inactions. The truth is that “incompetent leaders” have always existed and will continue to exist despite the best efforts from HR and other performance improvement initiatives to detect and remove them before bringing irreparable harm to an organization.

So what can you do to protect yourself and survive working for an “incompetent” leader? Here are some quick tips:

1. Do not make it a personal matter. This is a hard one, simply because working for an incompetent boss is such a personal matter. Remember, that most of these leaders do not have a problem directly with you, but they too are frustrated and are shouting loud their own insecurities -- most likely mirroring to you things that they should be doing.

2. Observe Your Boss. It might sound funny, but notice what is going on around your boss. In case you’ve known or worked with your boss before and you observe a sudden change, then your next step should be to take action right away. The problem could be as simple as someone asking him something way out of his league, or someone talking to him about you and your team. Whatever the reason might be you need to act and confront your boss as soon as possible. If you do this at the beginning, you might be able to stop a snowball effect -- not only for you but also for the entire team. Confrontation does not come easy for most people, yet if you seek a constructive conversation, have an open mind, avoid turning it into a personal attack, you might be able to ease tensions with your boss and also improve his position.

3. Accumulate Facts. Nothing is irrelevant if you work in an unhealthy environment. You need to make sure that you accumulate all the things that matter for your career -- the good as well as the bad stuff. Good things that you’ve done, bad things that have happened to you, and things that you could have done better. The key here is to have nothing against you, nothing that will give people permission to talk about you and question your character.

4. Know Your Value. You might feel beaten down, overworked, under appreciated and doubtless about your true value. Grow up! Things happen and your value does not diminish simply because one cannot see your true value. If you are a professional, do a good job, and the people that work with you will see a direct contribution to the team’s success. Then be sure that you have created your own evangelists – people who will tell others about your true value.

5. Expand Your Network. Now, more than ever, you need to think that working for a large company is not very different than working on your own. You need to learn to promote yourself. People need to know who you are, within your company and outside your company. Successful business owners never stop networking. There are so many things you can learn simply by networking. The key here is to find 2 or 3 networking initiatives that you feel comfortable doing and commit to them.

6. Seek For Comfort Outside Your Office. Many people often make this mistake. They work for an incompetent boss and they start complaining about her or him to a “good friend” who also works for the company. For whatever reason this might happen because you are seeking comfort or love. Sometimes you simply need a sounding board in order to release the pinned-up stress. Do it outside the office and avoid discussing your problems with others with whom you work.

Times have changed and even though it might seem hard to work for someone that you know is not suitable for his or her position, remember things and people appear to us to teach something. The sad reality is most “incompetent” leaders do not get fired; they just move on and reinvent themselves in new companies. The chance that you will either work with the same leaders or someone like them again before your career ends is great. However if you manage to stay calm and think about the lessons you’ve learned and how to counteract incompetent behavior, you will have all the wisdom needed in order to become a better leader yourself in future jobs.

An artikel from: careerknowhow.com

Will This Solution Do Work? Lets Discuss This Though Logic...

Dealing with the Negative Employee

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Do you have an employee who is frequently disgruntled with their job duties, with the organization, or with management? For example, does the employee go out of his or her way looking for something to complain about? Does the employee attempt to stir up discontent in his or her coworkers just for their own enjoyment? Does the employee take pleasure in being able to spot all the flaws in any new initiative the organization undertakes? Is the employee resistant to any proposed organizational change? Is the employee making you angry, frustrated, and helpless?

Let's face it! The negative employee is the type of employee that most managers would love to have call in sick, take an extended vacation, and then utilize all 12-weeks of their FMLA time. Unfortunately, for you as the manager, the negative employee comes to work everyday. Not only does the negative employee come to work everyday, he or she is usually never late to work, completes his or her job duties, and does not break any company policies. The negative employee does not provide you, the manager, with any easy to evaluate objective work performance deficits. Thus, you must deal with his or her negative behavior versus any easier to measure work performance deficits.

Have you ever wondered why the negative employee comes to work everyday if he or she is so unhappy with their job duties, the organization, or with management? Why doesn't the negative employee simply find another job where he or she will be happier?

There are two simple answers to these questions:

One, the main goal of a negative employee is to undermine and contaminate the workplace environment; thus, becoming toxic to the organization's ability to effectively function. In other words, why miss work when there is so much toxic work to do. In plain English, the negative employee's goal is to undermine either the organization or people within the organization for any number of reasons. (Note: It is more important to identify patterns versus causes of negative behaviors in the early stages of dealing with a negative employee.)

Two, the negatively employee is rewarded for their negativity inadvertently by their organization, e.g., pay increases, seniority, and good benefits etc...etc... So, why not come to work if you get paid to complete your goal of undermining others.

Note: If the negative employee's behavior has not been addressed in the past, it is quite possible that the negative employee has, for many years, received positive work performance evaluations with pay increases. After all, in terms of objective work performance measures, the negative employee has good attendance, is on time to work, does his or her job duties, and follows all company policies.

If you believe that you are a manager of a negative employee, the following steps will help you to successfully deal with his or her negativity.

1.) Observe and quantify the negative employee's behavior: Before you approach the negative employee, you need both observational data, i.e., examples of negative behavior, and an accurate quantifiable account of the number of negative behaviors observed. For example, "I have observed you telling four employees last week that they should resist using the new accounting methods."

This first step does require a degree of preparation because without observing and quantifying instances of negative behaviors, the negative employee will simply discount your observations. For example, the negative employee might tell you he or she was simply joking, or that you misunderstood their true intentions.

Note: One instance of negative behavior is not enough evidence to label an employee as negative. Secondly, do not tell the employee he or she has a bad or negative attitude. Instead, describe the negative behavior and its negative impact on the organization and coworkers.

2.) Get organizational support: It is a good idea to run your data of negative behavior observations past another manager or your HR department, in order to get validation that the behaviors you have observed do indeed undermine the organization's goals or creates a toxic environment for other employees. It is also a good idea to work with another manager, who can act as a witness to your behavior, during any closed-door meeting you have with the negative employee. Remember, you are dealing with an employee who is already acting out their discontent; therefore, you need to have organizational support and a witness, to your interactions, when dealing with the negative employee.

3.) Forget the confession of wrongdoing: It is not necessary for the negative employee to admit to or apologize for his or her negative behavior. It is only your aim to bring to the negative employee's attention that you are aware of their toxic behavior.

4.) Affirm the organization's core beliefs: Inform the negative employee of the organization's mission, values, and goals. Succinctly tell the negative employee the mission of the organization, the values the organization espouses, and the goals the organization is attempting to achieve. Next, clearly articulate to the negative employee how his or her behavior undermines the organization's core beliefs, and how a change is necessary for both their individual success and the organization's success.

5.) Offer to help the negative employee: Ask the negative employee what would help him or her turn their negative behavior into positive behavior. In this step, you may get an explanation of what is motivating his or her negative behavior. The explanation may assist you in understanding what type of help to offer the negative employee to become more positive.

Consider a referral to an employee assistance counselor if the negative employee brings up personal, family, or mental health problems. If the employee is stubborn and refuses assistance, do not force professional assistance upon the negative employee (see step 7).

If the employee brings up work related issues, e.g., lack of advancement, stress, or job insecurity; consider providing the negative employee with supportive listening, coaching, and mentoring.

6.) Inform the negative employee that future work performance reviews will include both objective and subjective measures: One subjective measure may include an assessment of how the employee is either increasing or decreasing his or her negative behaviors, by asking colleagues and other managers for feedback. Don't forget to utilize a positive tone when discussing future work performance reviews; for instance, predict what a future passing work performance review will look like for the employee.

7.) Do not make the negative employee more negative: The goal is not to make a negative employee more negative, which is easy to do since the employee is already negative. Thus, you need to be very careful not to throw gas on a fire!

Remember these three rules:

Rule 1: You cannot change a negative employee with negativity. Hence, you must reframe from acting negative yourself. Keep your cool and be positive when talking with the negative employee.

Rule 2: Keep your overall expectations low. Do not expect an apology and do not expect the negative employee to admit to their negative behavior.

Rule 3: Employees want to be believed-in by their manager, even when they are being disciplined. Therefore, end your talk with a positive "you can do it" statement.

Happy Working,


An article from: Employer-Employee.com

Me = Dokter Zain?

Watching Grey's Anatomy last night on NTV7 made me feel what is it like to fail. Batinku menangis (RITE!.. lol)

Failing is never a fun thing to experience. Never will.

But being in the position of being a person who tried their best to help others, and failed, made me sad, angry, disappointed, tormented, (refer to thesaurus.com for other synonyms)...

...

But, being a failure means another learning lesson for a greater success, kan?

...

How bout being a failure because of others? Total nonsense, kan?

...

I have high expectation and standard... Maybe that's why I am not suitable to be a doctor.

Yay!.. Its Marie!...

** Mom, can I marry her? plzzzz....

The Best Damn Thing (avril... again!)

Let me hear you say hey hey hey
Alright, now let me hear you say hey hey ho

I hate it when a guy doesn't get the door
Even though I told him yesterday and the day before
I hate it when a guy doesn't get the tab
And I have to pull my money out and that looks bad

Where are the hopes, where are the dreams
My Cinderella story scene
When do you think they'll finally see

That you're not not not gonna get any better
You won't won't won't you won't get rid of me never
Like it or not even though she's a lot like me
We're not the same

And yeah yeah yeah I'm a lot to handle
You don't know trouble but I'm a hell of a scandal
Me I'm a scene I'm a drama queen
I'm the best damn thing that your eyes have ever seen

Alright Alright yeah

I hate it when a guy doesn't understand
Why a certain time of month I don't want to hold his hand
I hate it when they go out and we stay in
And they come home smelling like their ex-girlfriend

But I found my hopes I found my dreams
My Cinderella story scene
Now everybody's gonna see

That you're not not not gonna get any better
You won't won't won't you won't get rid of me never
Like it or not even though she's a lot like me
We're not the same

And yeah yeah yeah I'm a lot to handle
You don't know trouble but I'm a hell of a scandal
Me I'm a scene I'm a drama queen
I'm the best damn thing that your eyes have ever seen

Give me an A, always give me what I want
Give me a V, be very very good to me
R, are you gonna treat me right
I, I can put up a fight
Give me an L, let me hear you scream loud

One two three four

Where are the hopes, where are the dreams
My Cinderella story scene
When do you think they'll finally see

That you're not not not gonna get any better
You won't won't won't you won't get rid of me never
Like it or not even though she's a lot like me
We're not the same

And yeah yeah yeah I'm a lot to handle
You don't know trouble but I'm a hell of a scandal
Me I'm a scene I'm a drama queen
I'm the best damn thing that your eyes have ever seen

Let me hear you say hey hey hey
Alright, now let me hear you say hey hey ho

I'm the best damn thing that your eyes have ever seen

Why In The World ...?

It's a perfectly imbalanced world we are living.

"The heads of America's 500 biggest companies received an aggregate 54% pay raise last year. As a group, their total compensation amounted to $5.1 billion, versus $3.3 billion in fiscal 2003. "

-Forbes-

The U.S has been creating more billionaires per capita then any other countries in the world. I am not suprised when a columnist in an article in TheStar wrote about her chat wif a frustrated cabbie in LA.

Why bother rescueing your top 500 billionaires? In the end, hundred thousands people will still be jobless if failed. The billionaires will still have their exit plans: cash out!.

"In 1970, CEO salary and bonus packages were typically about $700,000 - 25 times the average production worker salary; by 2000, CEO salaries had jumped to almost $2.2 million on average, 90 times the average salary of a worker, according to a 2004 study on CEO pay by Kevin J. Murphy and Jan Zabojnik. Toss in stock options and other benefits, and the salary of a CEO is nearly 500 times the average worker salary, the study says."

-payscale.com-

Che Det made a logical accusation! American politician sucks. Damn the US Government for being a bully. You should be shameful.

"The US now owes the world US 14 trillion. There is no way it can ever settle this debt. If other countries fail to repay or service their debts, the US would demand that they be made bankrupt. Now the US is literally bankrupt..."

-Che Det-

Kenapa mau jadi gedebe lagi? You are a complete failure, big bully.

In Malaysia? A frustrated businessman I chatted this morning said even the government is doing bullshits. UMNO is betraying the DEB and the race that they should be defending/championing. Afterall, the lamest trick will be: berselindung belakang perundangan.

Now, so-called-ketua semua parti tengah bertelagah nak merebut jawatan. Semua nak jadi champion.

UMNO and Barisan Nasional should be shameful, too.

Americas financial haywire is lesson when the rich is getting richer. And they became greedier each second. Just imagine getting richer thousands of dollars in every second?

Politics is just a career that could achieve ones greed. It's not "berkhidmat untuk rakyat" anymore.

Innovation forecasting,,

John Naisbitt's 11 mindsets of forecasting

1. While many things change, most things remain constant.
2. The future is embedded in the present.
3. Focus on the score of the game.
4. Understanding how powerfull it is not to be right.
5. See the future as a picture puzzle.
6. Don’t get so far ahead of the parade that people don’t know you’re in it.
7. Resistance to change falls if benefits are real.
8. Things that we expect to happen always happen more slowly.
9. You don’t get results by solving problems but by exploiting opportunities.
10. Don’t add unless you subtract.
11. Don’t forget the ecology of technology.

Number 6 has been kinda cliche. Funny enough, my horoscope last Friday told me to lower my expectation in others. Ahaks!..

Salam Eid

Selamat Hari Raya Aidilfitri to all!