By: Abdullah Ramos Sirad
When it comes to sharing of experiences, I truly pay attention to the one I am sharing with and take inculcation of every details being disclosed. Most of the time, I used to listen than to compete in bragging of disclosing experiences unless I am asked to elaborate on my experiences to the topic we’re discussing. I am a sort of a secretive person in which I hate delving on too personal experiences especially when such experience involved sensitive issue to other people.
One time, I was with a friend named Ali Ramos Pacasum and we were sharing experiences about work. I was a bit intrigued when he asked me of the difference between “I” and “we”. I thought he was only kidding so I differentiated the two pronouns based on what I learned in my English subject way back in school. He guffawed loudly and he said he is serious of his enquiry. Come to think about it in the work place, he told me. I had worked with Filipinos, Pakistanis, Indians, Moroccan, Lebanese in which this “I” and “we” pronouns are very annoying, he added. I guess you are insinuating something deeper about it, I replied. He nodded his head and then starts expounding on his statement.
I been working for more than 10 years in KSA as safety officer, he said. I had worked with different nationalities in different companies and one of the common experiences I had encountered is the distinction between “I” and “We” in the work field. I had several misunderstanding with my colleagues because as a team we were working altogether but our output is being claimed by one person, he further said. There’s came a point that I used to confront our superior when one time, at our presence, he bragged to the Project Manager by saying “you know Sir, I did all of these and those…and because I … so and so…”. The way he swanked strikes my ears because I know that he was a bit implying of discrediting our concerted effort in which he seems to say that if without him, our department cannot come up to that level of achievement, he added.
Hearing his history, I told him it’s really a common behavior in all work settings. Employees of unstable status feared of being kicked out and as defense, they have to look for a mechanism that would at least help them to be recognized. Obviously, these “I centered” employees would rather tend to be selfish knowing that in this way they would earn trust from their superior than being realistic and yet with fear of losing a work at any time. For them, the more important are the day-to-day opportunities in the course of relationship between them and the superior. Thus it is very difficult for them to say “we” when reporting achievements to the superior. At the expense of others, they are trying to take the merit themselves for their personal recognition even if it means hurting or jeopardizing colleagues.
And how do they live from being “I” centered? Saying "I did them” when in reality it was "done by someone else” and saying "they did it when mistakes were committed." By claiming only what is beneficial and not accepting failure is actually compromising the truth and as consequence, it cause suffering in the work relationship. Such behavior may not intentionally to destruct their colleagues or they may only be thinking of keeping their work or position. But whatever it is that they are intending of, it is still “I centeredness” or selfishness that is ruling them.
Showing posts with label Manager's Point of View. Show all posts
Showing posts with label Manager's Point of View. Show all posts
Saturday, June 12, 2010
Friday, April 9, 2010
EXPERIENCES ARE LIFE’s CONSTANT TEST
By: Abdullah R. Sirad
I had read a quotable quote of Anthony Robbins from Patric Chan’s Your Ultimate Inspirational Guide book which says: “It's not the events of our lives that shape us, but our beliefs as to what those events mean”.
I then pondered deeply on the message of the quote and tried to evaluate myself against those events or experiences I had undergone. I realized that in some way, I was able to grasp the meaning of those events because I wasn’t able to be carried away by my previous dark experiences in life. We may believe that experience is our best teacher. But it won’t help us grow unless we come to realize and interpret the meaning of those events and take them as inspiration in struggling to reach our quest in life.
I remember when I was a freshman college student when at the middle of the second semester; my mother pulled me out in the University and told me that I cannot go back to school anymore due to feudal (Redo as we termed it) problem that our family had once involved. I felt as if that was a total havoc on my future the fact that I thought I would be like my childhood relatives who grown up with revenge motivation on their mind. It was after a year that my mother thought it’s already safe for me to go away from home and continue my study but I was a bit frustrated already. I know I couldn’t be qualified anymore to our University’s academic and extracurricular scholarship grants and that I’m a year behind to my batch. I was blaming it all to the feud tragedy that stricken our family.
With my mother and some friends’ counseling, I was able to realize that such tragedy was allowed by ALLAH (God) to touch our lives because He wants something for us. Through such tumultuous event that I was able to be strong enough to face the challenges of paddling my own canoe to combat with life’s constant tests. It may be hurtful to see some of my relatives defending our clan from the feud we were involved but on other hand, I thought it wouldn’t be fair if I will regret to my professional quest for after all it would benefit the entire family.
If I was convinced that such life smashing event brings us to dark side of life no matter how we tried considering that feud in our culture is timeless, I wouldn’t be as I am right now.I would have been in the far flung places in the mountains carrying rifle all the times. Thanks to God that he let me think that indeed, problem couldn’t be solved by another problem.
Same story was shared by my colleague – Aleem Abubakar Sharief. He wasn’t able to finish his secondary study due to financial constraints but when he grown and turned responsible as Fadre de Familia, he realized to at least finish his Arabic study and so he succeeded in it. He said he was thankful enough that his frustrations when he was a young man served as his inspiration because he truly understood that God wants him to be a preacher.
We see, our life on earth is full of challenges. God allows these challenges to interfere in our living because God wants to test our level of patients and commitment to overcome terrific problems. Right now, we are facing our individual struggles and in every step, it coupled with different challenges be it good or odd. OFWs cynical moment is another example of it.
There are times we received good news from our loved ones in the country like when they let us know that they are bouncing for happiness for the money we had sent or in contrast, we learned that the money we sent was spent irresponsibly thus we feel devastated. Now, if we failed to understand the reasons behind such event, we would probably take wrong decisions like we will keep our loved ones to be dependent or we might keep grudge against them for their irresponsibility.
In our office setting, especially when we are working with different nationalities with different kind of behaviors, we usually encounter event that we cannot ingest like when we were reproached of something we are not responsible of or when we are a victim of blame passing. This event usually makes some people to decide quitting and end their career pointless. But for some who take such event meaningful in their quest, it serves them to be strong and more committed to their work. These are those people who likely to succeed in their battle.
You see, it's never the environment; it's never the events of our lives, but the meaning we attach to the events -- how we interpret them -- that shapes who we are today and who we'll become tomorrow (as Anthony Robbins further quoted).
I have eventful happenings in my life. You have yours too. But it shouldn’t stop us in our journey to reach the point of our aimed destiny. Rest if we must but don’t quit because experiences are just life’s constant test.
I had read a quotable quote of Anthony Robbins from Patric Chan’s Your Ultimate Inspirational Guide book which says: “It's not the events of our lives that shape us, but our beliefs as to what those events mean”.
I then pondered deeply on the message of the quote and tried to evaluate myself against those events or experiences I had undergone. I realized that in some way, I was able to grasp the meaning of those events because I wasn’t able to be carried away by my previous dark experiences in life. We may believe that experience is our best teacher. But it won’t help us grow unless we come to realize and interpret the meaning of those events and take them as inspiration in struggling to reach our quest in life.
I remember when I was a freshman college student when at the middle of the second semester; my mother pulled me out in the University and told me that I cannot go back to school anymore due to feudal (Redo as we termed it) problem that our family had once involved. I felt as if that was a total havoc on my future the fact that I thought I would be like my childhood relatives who grown up with revenge motivation on their mind. It was after a year that my mother thought it’s already safe for me to go away from home and continue my study but I was a bit frustrated already. I know I couldn’t be qualified anymore to our University’s academic and extracurricular scholarship grants and that I’m a year behind to my batch. I was blaming it all to the feud tragedy that stricken our family.
With my mother and some friends’ counseling, I was able to realize that such tragedy was allowed by ALLAH (God) to touch our lives because He wants something for us. Through such tumultuous event that I was able to be strong enough to face the challenges of paddling my own canoe to combat with life’s constant tests. It may be hurtful to see some of my relatives defending our clan from the feud we were involved but on other hand, I thought it wouldn’t be fair if I will regret to my professional quest for after all it would benefit the entire family.
If I was convinced that such life smashing event brings us to dark side of life no matter how we tried considering that feud in our culture is timeless, I wouldn’t be as I am right now.I would have been in the far flung places in the mountains carrying rifle all the times. Thanks to God that he let me think that indeed, problem couldn’t be solved by another problem.
Same story was shared by my colleague – Aleem Abubakar Sharief. He wasn’t able to finish his secondary study due to financial constraints but when he grown and turned responsible as Fadre de Familia, he realized to at least finish his Arabic study and so he succeeded in it. He said he was thankful enough that his frustrations when he was a young man served as his inspiration because he truly understood that God wants him to be a preacher.
We see, our life on earth is full of challenges. God allows these challenges to interfere in our living because God wants to test our level of patients and commitment to overcome terrific problems. Right now, we are facing our individual struggles and in every step, it coupled with different challenges be it good or odd. OFWs cynical moment is another example of it.
There are times we received good news from our loved ones in the country like when they let us know that they are bouncing for happiness for the money we had sent or in contrast, we learned that the money we sent was spent irresponsibly thus we feel devastated. Now, if we failed to understand the reasons behind such event, we would probably take wrong decisions like we will keep our loved ones to be dependent or we might keep grudge against them for their irresponsibility.In our office setting, especially when we are working with different nationalities with different kind of behaviors, we usually encounter event that we cannot ingest like when we were reproached of something we are not responsible of or when we are a victim of blame passing. This event usually makes some people to decide quitting and end their career pointless. But for some who take such event meaningful in their quest, it serves them to be strong and more committed to their work. These are those people who likely to succeed in their battle.
You see, it's never the environment; it's never the events of our lives, but the meaning we attach to the events -- how we interpret them -- that shapes who we are today and who we'll become tomorrow (as Anthony Robbins further quoted).
I have eventful happenings in my life. You have yours too. But it shouldn’t stop us in our journey to reach the point of our aimed destiny. Rest if we must but don’t quit because experiences are just life’s constant test.
Wednesday, March 3, 2010
S I P S I P
SOCIALLY INSECURE PERSON SEEKING INSTANT PROMOTION
By: Abdullah R. Sirad
When I was in grade school, I often used the word SIPSIP as my “hate” expression against my classmates who were getting too close to our teacher just to be given an extra attention and eventually a higher grades on their report card.
SIPSIP, at our age then, is perceived to be someone like a Leech that sips or suck blood once it gets to human’s skin. Thus we hate too much of being called SIPSIP. It was when I was in college that I knew what SIPSIP really stands for. My professor in social science explained to us that SIPSIP is actually an acronym for “socially insecure person seeking instant promotion” or popularity, privilege, power or protection depending on the situation that it fits.
I had then realized that a SIPSIP person is nothing different with a leech that keeps on sucking blood and then tries to leave unnoticed. Thus I stand still to my perception when I was a young boy that being a SIPSIP is being a Leech. According to Wikipedia, being a leech or leecher refers to the practice of benefiting, usually deliberately, from others' information or effort but not offering anything in return, or only token offerings in an attempt to avoid being called a leech.
I don’t mean to attack anyone or to brand someone as leech. I am only trying to express my perceptions on this behavior as it is a very observable practice in any field of organizations. Let me expound on it in a work setting. SIPSIP is now a normal practice especially among individual belonged to a certain company or organization wherein competition is at tough.
If you had worked and seated with a manager, you would observe how employees sarcastically tried to seek attention from him. Everyday, employee would come in his convenient time to boast what he has done in the whole day. He is very verbose of naming what he has accomplished when in fact he is only claiming other’s accomplishments. Eventually, he start attacking other employees, especially to those whom he thinks is a sore to his eyes. He would start to fall down and backbite the person whom they feel insecure with all odds and foul descriptions. After they convince the superior, there then that they ask for their real intention, which is to ask something at their own favor (e.g. promotion, popularity, privilege, power or protection).
Another observable approach among SIPSIP employee in seeking manager or superior’s attention is being a pet or third eye by their superior. Izhar Ahmed has this reaction to the latter. “People to protect their own interests and to get or preserve favors become pets of managers and supervisors. Catering to every wimp and cry, assuring they have no discomfort whatsoever. The other side, the hourable and self respecting sub ordinate limits his interaction to work related topics but ironically he is looked down upon and criticized for his self respecting behavior. This is what goes on in the office”. Ahmed is exactly correct of his reaction. These SIPSIP people watch every details of others’ action and make their own conclusion which is of course negative and reached such report to the manager or immediate boss. Boss, who doesn’t verify information’s received, immediately reacted and impose corresponding sanction to the subject person. Sounds very pity. People who hooked themselves to work were discredited of their effort just because of the false report against them.
Why do people use other people at their own benefits by providing false information?
It’s not wrong to listen to people below at our level. In fact, managers would help them grow emotionally because they (employees) would feel that they are welcome and that their ideas are valued. However, managers are not only superior in position but in the ability to evaluate justly all information that they are receiving as well. They can balance their reaction by appreciating the news received from someone reporting and by validating the truthfulness of the report in fairness to the one being reported. Managers should know that when their subordinates keeps boasting only for their accomplishments, gives flowering complimentary, or keeps on spoiling others identity; it means that these subordinates are blood sucker, a leech that is. These are those insecure people who fear that their wits are inadequate to be loved by their boss, thus they would do everything to please their boss even if it means hurting other people.
Because of lacking self confidence that they maybe out competed by their colleagues, they behave like a Leech so that they can win their immediate boss attention and trust. They keep on sticking with someone whom they think they can benefit at the expense of other people. Due to their fear that they maybe perceived worthless by their boss and eventually may loss their position or may not be given promotion that they chose to fabricate information against someone else in the organization.
Such practice is alarming if the concern boss continuously believes at them without cross-checking the veracity of the report. This would become an endemic problem for it will create partisan system among employees in the organization. It devaluate the image of the organization in general.
In a scenario like this, manager should live by the company values while maintaining professionalism in dealing every people and situation. He has to assure that he could not be fueled up by anyone to impose unfair actions against someone else. He has to remember at all the times that as manager; he knows more, well capable of, and could never be persuaded by mere complimentary or free riding. Likewise, “trying hard” employees should admit who they are. Using other people for their own advancement will not help them grow. Soon or later, truth will be disclosed and they would be put in a much bitter jeopardy. Being too intimate with the boss insinuate something else, a parasite look-alike shall I say. A Leech to be specific!
By: Abdullah R. Sirad
When I was in grade school, I often used the word SIPSIP as my “hate” expression against my classmates who were getting too close to our teacher just to be given an extra attention and eventually a higher grades on their report card.
SIPSIP, at our age then, is perceived to be someone like a Leech that sips or suck blood once it gets to human’s skin. Thus we hate too much of being called SIPSIP. It was when I was in college that I knew what SIPSIP really stands for. My professor in social science explained to us that SIPSIP is actually an acronym for “socially insecure person seeking instant promotion” or popularity, privilege, power or protection depending on the situation that it fits.
I had then realized that a SIPSIP person is nothing different with a leech that keeps on sucking blood and then tries to leave unnoticed. Thus I stand still to my perception when I was a young boy that being a SIPSIP is being a Leech. According to Wikipedia, being a leech or leecher refers to the practice of benefiting, usually deliberately, from others' information or effort but not offering anything in return, or only token offerings in an attempt to avoid being called a leech.
I don’t mean to attack anyone or to brand someone as leech. I am only trying to express my perceptions on this behavior as it is a very observable practice in any field of organizations. Let me expound on it in a work setting. SIPSIP is now a normal practice especially among individual belonged to a certain company or organization wherein competition is at tough.
If you had worked and seated with a manager, you would observe how employees sarcastically tried to seek attention from him. Everyday, employee would come in his convenient time to boast what he has done in the whole day. He is very verbose of naming what he has accomplished when in fact he is only claiming other’s accomplishments. Eventually, he start attacking other employees, especially to those whom he thinks is a sore to his eyes. He would start to fall down and backbite the person whom they feel insecure with all odds and foul descriptions. After they convince the superior, there then that they ask for their real intention, which is to ask something at their own favor (e.g. promotion, popularity, privilege, power or protection).
Another observable approach among SIPSIP employee in seeking manager or superior’s attention is being a pet or third eye by their superior. Izhar Ahmed has this reaction to the latter. “People to protect their own interests and to get or preserve favors become pets of managers and supervisors. Catering to every wimp and cry, assuring they have no discomfort whatsoever. The other side, the hourable and self respecting sub ordinate limits his interaction to work related topics but ironically he is looked down upon and criticized for his self respecting behavior. This is what goes on in the office”. Ahmed is exactly correct of his reaction. These SIPSIP people watch every details of others’ action and make their own conclusion which is of course negative and reached such report to the manager or immediate boss. Boss, who doesn’t verify information’s received, immediately reacted and impose corresponding sanction to the subject person. Sounds very pity. People who hooked themselves to work were discredited of their effort just because of the false report against them.
Why do people use other people at their own benefits by providing false information?
It’s not wrong to listen to people below at our level. In fact, managers would help them grow emotionally because they (employees) would feel that they are welcome and that their ideas are valued. However, managers are not only superior in position but in the ability to evaluate justly all information that they are receiving as well. They can balance their reaction by appreciating the news received from someone reporting and by validating the truthfulness of the report in fairness to the one being reported. Managers should know that when their subordinates keeps boasting only for their accomplishments, gives flowering complimentary, or keeps on spoiling others identity; it means that these subordinates are blood sucker, a leech that is. These are those insecure people who fear that their wits are inadequate to be loved by their boss, thus they would do everything to please their boss even if it means hurting other people.
Because of lacking self confidence that they maybe out competed by their colleagues, they behave like a Leech so that they can win their immediate boss attention and trust. They keep on sticking with someone whom they think they can benefit at the expense of other people. Due to their fear that they maybe perceived worthless by their boss and eventually may loss their position or may not be given promotion that they chose to fabricate information against someone else in the organization.
Such practice is alarming if the concern boss continuously believes at them without cross-checking the veracity of the report. This would become an endemic problem for it will create partisan system among employees in the organization. It devaluate the image of the organization in general.
In a scenario like this, manager should live by the company values while maintaining professionalism in dealing every people and situation. He has to assure that he could not be fueled up by anyone to impose unfair actions against someone else. He has to remember at all the times that as manager; he knows more, well capable of, and could never be persuaded by mere complimentary or free riding. Likewise, “trying hard” employees should admit who they are. Using other people for their own advancement will not help them grow. Soon or later, truth will be disclosed and they would be put in a much bitter jeopardy. Being too intimate with the boss insinuate something else, a parasite look-alike shall I say. A Leech to be specific!
Thursday, February 11, 2010
INCONGRUENT VALUES
By:bdullah R. SIrad
In management, we have the so called company values and personal values. A company values is embodied in the company’s core values which is vertical to the mission and vision of the company. It is a stable, evaluative belief that guides employees’ preferences in everything that he or she is doing in the workplace. Personal values on the other hand are the stable, evaluative beliefs that guide individual’s preferences.
In a multi-level company with diversified employees like where I belong at present, values is a constant problem. Although the company had clearly stated its values which supposed to be the basis for working relationship among employees, personal values still dominate especially to a company composed of densely diversified employees. This kind of situation resulted into “values incongruency” in which conflict and misunderstanding is the effect. In such, people in the company tend to be protective and sensitive. They do everything to protect their own preferences as how they believe to perform particular task just like how they were doing it in their own country. When these preferences are not given chance, employees tend to perform poorly and make ways to insist what they want to happen. Employees eventually used to group themselves according to their ethnicity or nationality and conspire against those people out from their own kind.
This kind of relationship brings incompatible decisions, lower satisfaction and commitment, and increased stress and turnover. Nasser Diampuan, as he experienced it within his almost 20 years of being an overseas worker, said collective decision making is not almost practiced. Decision making is usually being made abruptly without passing it through the immediate boss or supervisor most especially when the boss or supervisor does not belong to the ethnicity or group. Employees are only reporting to work for attendance so that they can maintain their earning. They lost their dedication that they don’t exert an effort to meet the work schedule on time.
I had been a manager for almost 5 years in Philippines before I worked abroad and there I learned that to establish a personal relationship; you have to spend time with colleagues or clients during break-time or meal-time. In this way, I learned that spending time to your colleagues is one way of knowing their personal values. This then lead to our compatibility and in long run could verticalized to the company’s values. Thus, a conducive working relationship.
These are some of the many differences I found about working relationship in a native land and in abroad. Based upon my perception, this is because of an international culture differences. There are things or act which is acceptable to other nationality but for others, it’s a form of stupidity. For example, among Arab managers, public confrontation is acceptable regardless of whoever is witnessing the confrontations but for Asian managers, it’s an act of unprofessionalism. For Filipinos (in particular), we are very concern about saving “face” or sensitivity. Thus, confrontations are being held privately.
One time, I posted a question in our company’s social network called OgerPedia – the Saudi Oger collaboration initiative for simple discussion about existence of conspiracy among employees in the company expecting that in such a way, participant would also express their experiences on conspiracy as result of values incongruency. Employees from the company’s various branches and sub-offices interacted. Here’s some of the comment given on the query:
Do you think the existence of mafia (conspirator) in every company or organization a threat or a trait?
Comment 1:
I'm 100% agreeable with you. It’s true that mafia exists in this company and it continues to exist because they are getting good benefit. They were protected by their fellows who belonged to VIP.
Comment 2:
mafia? .... you mean the Italian mafia?.... a crime syndicate?.... or just a local version of mafia?... like the yakuza of Japan or triad of china?
My reply:
I am not referring to any international mafia (syndicate). I used the term "mafia" to refer conspiracy among some group to some of the SOL Sites... It has been my observation that since we were composed of diversified nationality in the company, some used to group themselves according to their nationality and tried to conspire in putting down someone else... thus, the question.
Comment 3:
Isn’t awful to accuse someone or somebody without presenting solid evidences or proof that proves these speculations that mafia exists inside the SOL? In my own understanding the word MAFIA, is a group of wicked people who manipulate, operate illegally and do dreadful acts that fulfill the benefits of their own.
Does SOL do these things? In fairness to this company, doesn’t do this MAFIA thing.
SOL, actually helps thousands of employees to put food on the plates of their families left on their respective homeland and help them as well to cope up with their financial difficulties in some ways, isn’t it? Even though, there is negligence and inattention to some employees needs but still we cannot assume these as mafia performance. But in a way it is a charity works and a give and take scenario.
I do not intend to disrespect ones point of view and I do not defend the company as well. I am just looking at the bigger picture, that’s it!
Have a great day!
My reply:
With utmost respect, I am not refuting the fact that SOL in general had helped thousand of people in their financial needs.
For your information Mark, I am not accusing the SOL as a whole. In my recent reply to your comment, I refreshed the term mafia to conspiracy which I said "some" group of some SOL sites were doing. You are interpreting the term in an international context as you read it over internet thus you’re deviating the real essence of the query.
More so, speculation as you used it is just assumptions which need not to be justified with solid evidences and proofs. Lastly, which of any management book you can point out that says negligence and inattention to some employees needs is a charity and give and take scenario? It is an unjust or unfair treatment on the part of employees Mark and you must know that. Charity, as I understood it is giving more what the employees are expecting while give and take scenario means both parties are benefiting.
Thanks anyway for sharing your opinion.
Comment 4:
To mr. alonzo, you said it right, you are definitely right....
If some mafioso do exist in SOL, I think the company will not tolerate such in any way. and about the "grouping" according to their nationalities, I guess that is just normal to help or do some favors first for your own people before attending the needs of the others, but I think not to the extent of putting down someone.
Not like the mafioso who just cares about getting what they want and all the power and connections, in any manner whatsoever, legit or not..... "an offer they could not refuse".... he he he...
Comment 5:
In my view, when a group of people belonging to the same ethnicity feel isolated in a foreign land. Out of natural basic instinct, tend to “conspire” to protect their own rights, which they feel have a chance of being violated. The segregation is not proportionate to the number of people in a certain ethnicity.
If there exists a so called ‘mafia’, it’s a failure on the company’s part to create a safe working and living environment for its employees form different ethnicities.
Have I opened up a new dimension to this topic? Is it a valid observation of human behavior Abdullah?
My reply:
You had shot the ball at 3 points, Izhar.
Another Query:
Is there any other study about good employees vs. bad employees also?!
In order not to keep targeting the managers with direct or indirect darts, it will be wise to discuss the negative effect of bad employees on the efficiency/ quality/ image of any company.
In my opinion, this is worth thinking about as well, hmm?!
My reply:
The saying that goes “tell me who is your friend and I shall tell who you are” will likewise apply to describe a certain manager which may goes “tell me what kind of employees you have and I shall tell what type of manager you are”. In management principle, the behavior of the employees greatly impact to the way the manager handles them. It means that if employees perform poorly, managers are ineffective in carrying out their responsibilities and if they performs well it means managers knows their functions well. As to employees behavior and efficiency in production, managers have no reasons of retaining bad employees because aside the fact that they are degrading the company’s morale, they are a wastage on cost. The company is not only keeping a lid on cost to material expenditures but to the kind of manpower as well. Employees are supposed to be an ASSET in the company. Thus, managers should know how to discard employees who are seemingly a LIABILITY.
Colleague reply:
Adding to what Abdullah has posted. From a career perspective, it’s vital to have a good manager at the beginning of our career. If we observe ourselves, we have unintentionally picked up ways and techniques of our first supervisors. Coz when we first start out, the eagerness to learn things in the real world is so overpowering that by sheer accident we observe and apply the tired and tested techniques of our immediate supervisors and carry on and built upon the skills learnt.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
The question I had posted may not fully meet the answer or may be the participants were not honest enough of sharing what they actually experienced/observed; I am still satisfied for it has been responded.
Conspiracy, in any form and ways is a threat to company. Employees should understand that they were absorbed by the company because the company has trust on them to carry out its mission and vision through its core values.
This undesirable group values must be eliminated or at least be prevented for it would become threats in the long run. Although the group may not mean to threaten the company as a whole, it's still a damaging to motivation levels among employees to collectively work together.
Indeed, incongruent values often display anger, and frequent arguments between groups. This trait is a threat to company in general.
In management, we have the so called company values and personal values. A company values is embodied in the company’s core values which is vertical to the mission and vision of the company. It is a stable, evaluative belief that guides employees’ preferences in everything that he or she is doing in the workplace. Personal values on the other hand are the stable, evaluative beliefs that guide individual’s preferences.
In a multi-level company with diversified employees like where I belong at present, values is a constant problem. Although the company had clearly stated its values which supposed to be the basis for working relationship among employees, personal values still dominate especially to a company composed of densely diversified employees. This kind of situation resulted into “values incongruency” in which conflict and misunderstanding is the effect. In such, people in the company tend to be protective and sensitive. They do everything to protect their own preferences as how they believe to perform particular task just like how they were doing it in their own country. When these preferences are not given chance, employees tend to perform poorly and make ways to insist what they want to happen. Employees eventually used to group themselves according to their ethnicity or nationality and conspire against those people out from their own kind.
This kind of relationship brings incompatible decisions, lower satisfaction and commitment, and increased stress and turnover. Nasser Diampuan, as he experienced it within his almost 20 years of being an overseas worker, said collective decision making is not almost practiced. Decision making is usually being made abruptly without passing it through the immediate boss or supervisor most especially when the boss or supervisor does not belong to the ethnicity or group. Employees are only reporting to work for attendance so that they can maintain their earning. They lost their dedication that they don’t exert an effort to meet the work schedule on time.
I had been a manager for almost 5 years in Philippines before I worked abroad and there I learned that to establish a personal relationship; you have to spend time with colleagues or clients during break-time or meal-time. In this way, I learned that spending time to your colleagues is one way of knowing their personal values. This then lead to our compatibility and in long run could verticalized to the company’s values. Thus, a conducive working relationship.
These are some of the many differences I found about working relationship in a native land and in abroad. Based upon my perception, this is because of an international culture differences. There are things or act which is acceptable to other nationality but for others, it’s a form of stupidity. For example, among Arab managers, public confrontation is acceptable regardless of whoever is witnessing the confrontations but for Asian managers, it’s an act of unprofessionalism. For Filipinos (in particular), we are very concern about saving “face” or sensitivity. Thus, confrontations are being held privately.
One time, I posted a question in our company’s social network called OgerPedia – the Saudi Oger collaboration initiative for simple discussion about existence of conspiracy among employees in the company expecting that in such a way, participant would also express their experiences on conspiracy as result of values incongruency. Employees from the company’s various branches and sub-offices interacted. Here’s some of the comment given on the query:
Do you think the existence of mafia (conspirator) in every company or organization a threat or a trait?
Comment 1:
I'm 100% agreeable with you. It’s true that mafia exists in this company and it continues to exist because they are getting good benefit. They were protected by their fellows who belonged to VIP.
Comment 2:
mafia? .... you mean the Italian mafia?.... a crime syndicate?.... or just a local version of mafia?... like the yakuza of Japan or triad of china?
My reply:
I am not referring to any international mafia (syndicate). I used the term "mafia" to refer conspiracy among some group to some of the SOL Sites... It has been my observation that since we were composed of diversified nationality in the company, some used to group themselves according to their nationality and tried to conspire in putting down someone else... thus, the question.
Comment 3:
Isn’t awful to accuse someone or somebody without presenting solid evidences or proof that proves these speculations that mafia exists inside the SOL? In my own understanding the word MAFIA, is a group of wicked people who manipulate, operate illegally and do dreadful acts that fulfill the benefits of their own.
Does SOL do these things? In fairness to this company, doesn’t do this MAFIA thing.
SOL, actually helps thousands of employees to put food on the plates of their families left on their respective homeland and help them as well to cope up with their financial difficulties in some ways, isn’t it? Even though, there is negligence and inattention to some employees needs but still we cannot assume these as mafia performance. But in a way it is a charity works and a give and take scenario.
I do not intend to disrespect ones point of view and I do not defend the company as well. I am just looking at the bigger picture, that’s it!
Have a great day!
My reply:
With utmost respect, I am not refuting the fact that SOL in general had helped thousand of people in their financial needs.
For your information Mark, I am not accusing the SOL as a whole. In my recent reply to your comment, I refreshed the term mafia to conspiracy which I said "some" group of some SOL sites were doing. You are interpreting the term in an international context as you read it over internet thus you’re deviating the real essence of the query.
More so, speculation as you used it is just assumptions which need not to be justified with solid evidences and proofs. Lastly, which of any management book you can point out that says negligence and inattention to some employees needs is a charity and give and take scenario? It is an unjust or unfair treatment on the part of employees Mark and you must know that. Charity, as I understood it is giving more what the employees are expecting while give and take scenario means both parties are benefiting.
Thanks anyway for sharing your opinion.
Comment 4:
To mr. alonzo, you said it right, you are definitely right....
If some mafioso do exist in SOL, I think the company will not tolerate such in any way. and about the "grouping" according to their nationalities, I guess that is just normal to help or do some favors first for your own people before attending the needs of the others, but I think not to the extent of putting down someone.
Not like the mafioso who just cares about getting what they want and all the power and connections, in any manner whatsoever, legit or not..... "an offer they could not refuse".... he he he...
Comment 5:
In my view, when a group of people belonging to the same ethnicity feel isolated in a foreign land. Out of natural basic instinct, tend to “conspire” to protect their own rights, which they feel have a chance of being violated. The segregation is not proportionate to the number of people in a certain ethnicity.
If there exists a so called ‘mafia’, it’s a failure on the company’s part to create a safe working and living environment for its employees form different ethnicities.
Have I opened up a new dimension to this topic? Is it a valid observation of human behavior Abdullah?
My reply:
You had shot the ball at 3 points, Izhar.
Another Query:
Is there any other study about good employees vs. bad employees also?!
In order not to keep targeting the managers with direct or indirect darts, it will be wise to discuss the negative effect of bad employees on the efficiency/ quality/ image of any company.
In my opinion, this is worth thinking about as well, hmm?!
My reply:
The saying that goes “tell me who is your friend and I shall tell who you are” will likewise apply to describe a certain manager which may goes “tell me what kind of employees you have and I shall tell what type of manager you are”. In management principle, the behavior of the employees greatly impact to the way the manager handles them. It means that if employees perform poorly, managers are ineffective in carrying out their responsibilities and if they performs well it means managers knows their functions well. As to employees behavior and efficiency in production, managers have no reasons of retaining bad employees because aside the fact that they are degrading the company’s morale, they are a wastage on cost. The company is not only keeping a lid on cost to material expenditures but to the kind of manpower as well. Employees are supposed to be an ASSET in the company. Thus, managers should know how to discard employees who are seemingly a LIABILITY.
Colleague reply:
Adding to what Abdullah has posted. From a career perspective, it’s vital to have a good manager at the beginning of our career. If we observe ourselves, we have unintentionally picked up ways and techniques of our first supervisors. Coz when we first start out, the eagerness to learn things in the real world is so overpowering that by sheer accident we observe and apply the tired and tested techniques of our immediate supervisors and carry on and built upon the skills learnt.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
The question I had posted may not fully meet the answer or may be the participants were not honest enough of sharing what they actually experienced/observed; I am still satisfied for it has been responded.
Conspiracy, in any form and ways is a threat to company. Employees should understand that they were absorbed by the company because the company has trust on them to carry out its mission and vision through its core values.
This undesirable group values must be eliminated or at least be prevented for it would become threats in the long run. Although the group may not mean to threaten the company as a whole, it's still a damaging to motivation levels among employees to collectively work together.
Indeed, incongruent values often display anger, and frequent arguments between groups. This trait is a threat to company in general.
Thursday, November 19, 2009
BOXING IS IMMORAL
By: Abdullah R. Sirad
However, I do believe that not all kind of sports bring the same benefits as most people expect. While it is true that sports develop mental and physical condition, we must consider as well the spiritual implication of sports that we are engaging with or watching for. Any sport that intentionally causes physical and mental havoc like boxing is not worthy to be practice or watch for. ...It is immoral.
I am not against sport...
A week before the scheduled “Fire Power” match between Manny “Pacman” Paquiao and Miguel Cotto at MGM Las Vegas Nevada, our neighbors knocked our door late at night solicit
ing some amount as contribution for the Pay-Per-View over TFC for that much awaited fight. It was actually a moment among Filipinos not only here in abroad but the entire Philippines as well to cheer with Pacman who was considered Hero in the field of Boxing. Out of camaraderie that I took some amount in my pocket as my share just not to disappoint my friends and housemates who are an avid fan of Pacman. It’s not that I don’t like to watch Boxing as most people did but I just can’t dare to see the fighters bathing in their own blood by intensely cracking each other’s face.
How people afford to cheer boxers who are intentionally hurting one another for prize and fame?
People might not agree with me of considering boxing as barbaric kind of sport. It’s a violent and ruthless sport as I see it and must be forbidden. For me, I don’t even consider it as sport but a gambling of a kind. Boxers fight not because of the spirit of sport but because of the prize that waits. Because of the stunning millions of US Dollars that they can earn out of the fight makes them dared to intensely crack their opponent face, head and body. Worse of all, Supporters and fans used to lay bets hoping that they will earn as well. I had watched and read over TV and news papers about it. Some of my friends are doing it as well.
They said event like this, especially when famous boxers are on match, reduces street crimes and incidents because people choose to stay at home or in some theatres to spend an hours watching it, that this event unites people amidst various disparity and animosity.
If breaking one another’s face and head brings peace, then statisticians must be wrong of saying that “peace and violence is mutually exclusive”. It would then mean that people must go over the boxing arena and fight everyday to maintain peace as once quoted by the current Champion in the field of boxing in one of his interviews. Alas, this is purely stupid statement as I believe. Do these people ever think of its moral implications?
Both Catholic and Islam agreed in the same breath that boxing is merciless, immoral and must be forbidden. Try to realize the intent of the boxers. At its very essence, boxers aim to severely hit an opponent on his face or body with great destruction to knock him down and take the belt (and the monetary reward as well) and proudly shout to the world that he is the great man ever!. Prior to the fight, both the fighters and supporters are exchanging word of destruction trying to refute one another’s reputation. Catholic Church believes that when someone is intentionally hurting and inflicting harm to someone else, it is immoral. In Islam, The Prophet (Peace be Upon Him) said that “If somebody fights (or beat animal) then he should avoid the face”. Boxing therefore, in the light of this proverb, is forbidden.
ing some amount as contribution for the Pay-Per-View over TFC for that much awaited fight. It was actually a moment among Filipinos not only here in abroad but the entire Philippines as well to cheer with Pacman who was considered Hero in the field of Boxing. Out of camaraderie that I took some amount in my pocket as my share just not to disappoint my friends and housemates who are an avid fan of Pacman. It’s not that I don’t like to watch Boxing as most people did but I just can’t dare to see the fighters bathing in their own blood by intensely cracking each other’s face.How people afford to cheer boxers who are intentionally hurting one another for prize and fame?
People might not agree with me of considering boxing as barbaric kind of sport. It’s a violent and ruthless sport as I see it and must be forbidden. For me, I don’t even consider it as sport but a gambling of a kind. Boxers fight not because of the spirit of sport but because of the prize that waits. Because of the stunning millions of US Dollars that they can earn out of the fight makes them dared to intensely crack their opponent face, head and body. Worse of all, Supporters and fans used to lay bets hoping that they will earn as well. I had watched and read over TV and news papers about it. Some of my friends are doing it as well.
They said event like this, especially when famous boxers are on match, reduces street crimes and incidents because people choose to stay at home or in some theatres to spend an hours watching it, that this event unites people amidst various disparity and animosity.
If breaking one another’s face and head brings peace, then statisticians must be wrong of saying that “peace and violence is mutually exclusive”. It would then mean that people must go over the boxing arena and fight everyday to maintain peace as once quoted by the current Champion in the field of boxing in one of his interviews. Alas, this is purely stupid statement as I believe. Do these people ever think of its moral implications?
Both Catholic and Islam agreed in the same breath that boxing is merciless, immoral and must be forbidden. Try to realize the intent of the boxers. At its very essence, boxers aim to severely hit an opponent on his face or body with great destruction to knock him down and take the belt (and the monetary reward as well) and proudly shout to the world that he is the great man ever!. Prior to the fight, both the fighters and supporters are exchanging word of destruction trying to refute one another’s reputation. Catholic Church believes that when someone is intentionally hurting and inflicting harm to someone else, it is immoral. In Islam, The Prophet (Peace be Upon Him) said that “If somebody fights (or beat animal) then he should avoid the face”. Boxing therefore, in the light of this proverb, is forbidden.
Alongside with this, there are many famous boxers who ended up pity and inept in their life due to severe injury like brain damage and paralysis. Michael Watson, Gerald McClennan, and Mohammad Ali who were bowed to their superb in boxing are now being pitied for the paralysis and brain damage that they got from boxing. The same fate was also experienced among Filipino boxers like Pretty Boy Lucas and Z Gorres who was recently rushed out to hospital for severe brain damage after fight with Mendez of Columbia. They are only some of those many boxers who suffered physical and mental injury.
I am not refuting the fact that sports definitely bring more advantages to both mental and physical condition. Engaging one’s self to sport is a way of keeping away from bad temptations like going through drug addiction, fornication and gambling. It’s a natural sort of exercise that unwinds our mind, body and soul from stress and complexity.
However, I do believe that not all kind of sports bring the same benefits as most people expect. While it is true that sports develop mental and physical condition, we must consider as well the spiritual implication of sports that we are engaging with or watching for. Any sport that intentionally causes physical and mental havoc like boxing is not worthy to be practice or watch for. ...It is immoral.
Sunday, November 1, 2009
SHOUT OUT LOUD
By: Abdullah R. Sirad
How can you expect a manager to impact effectiveness in the organization if he himself doesn’t know when, where and how to start solving a problem?
It’s very ironic. I had observed some managers who are too proud of themselves as manager and yet they only know about their position but never their functions. When they caught in a problem, they call people in odd names, shout at them and pass blame to someone else. When their subordinates tried to defend their selves, they are told to keep their mouth shut or otherwise they will be kicked out in the organization. Some managers are too selfish that they use their power to reject favor asked by their subordinates. They failed to realize that they were designated to their position because they are expected to be independently responsible for managing people in the organization in a harmonious ways. They are supposed to First Understand subordinates, then to be understood.
I learned from my management class that the best problem-solving technique is to prevent the problem from occurring in the first place. And this is possible by not getting upset in whatever situation you would have. But this is opposite to what is commonly observed in some organization. Problems relating to personnel matters are inevitable. For instance, subordinate asks for equipment because it is required in his job or he applied for a service request because he is entitled to such as per contract statement. On the other hand, the manager perceived that this request could not be granted at this time because the organization is keeping a lid on cost. However, the responsible manager failed to address the situation because he blazed up in anger instead of explaining the reasons of not granting the request at date. He starts telling that he is the manager and thus he can dishonor any request at his will. He seems to let people understand that he is the manager who have all the powers to cancel or reject favors. See, you would perhaps think that these managers are imposing the other-way-type of management. “Management by shouting” is the best way to call it. The louder you shout the power you are. It’s a stupid kind of relationship but this really happened in real situation. In fact, it becomes an expression of all people in the organization. Even janitors and clerks absorbed from site acted like a big boss for they can shout louder as managers did. Managers, who are supposed to maintain proper decorum, are involving their selves in the problem than taking a part in providing solution to the problem. They become emotionally charged and become rude the whole day.
What compelled them to behave like that? When I was a student, my management professor taught us about temperament and its importance. I learned from him that terrorism in a certain organization does not imply smartness but dullness of one’s responsibility. Shouting is an option for those managers who do not know their functions.
I know it’s normal to flare up in a difficult situation especially when it deals decision between the organization and employees interest. But arguing with employees just because you want to let them know that you have all the powers and not listening to what they truly need is just like putting one self or the organization itself in danger. Manager failed to realize that the organization exist because of its employees. If employees continuously feel rejection from their manager, they will become disinterested in performing their respective job. This will curtail achievement or will result into rapid labor relinquishment, losing qualified employees.
Being a manager is just like being a father in a certain family. Successful fathers understand their children in all aspect of their life. They establish harmonious relationship with their children, especially among boys, by being friend with them. Successful fathers don’t spank or shout at their children whenever they make mistakes or every time they ask for something. They don’t scold at them in front of other people because they value their children’s sensitivities. In other word, fathers understand their children’s physiological and behavioral needs. Likewise, fathers always make sure that their children understand their rules. Whenever their rule is violated, they give punishment but in such a way that it doesn’t causes embarrassment. That is by doing it privately and by explaining afterward why such castigation had been imposed. Much with these, encouragement as to career development and values inclination is a constant motivation among fathers to their children. This is what I learned in my management class as paternalistic management. Although there are other types of management style, paternalistic management is one of the best management styles especially when you are managing or supervising people of different ethnicities.
Managers should not feel being effective when they can shout louder to people below at their level. They must remember that every time they flared during a malady situation, it insinuate that there’s something wrong in their management. Employees will never bring problem in the organization if they were understood of their sensations and sentiments. They will never complain if they were used to understand with the organization’s rules and regulations. Likewise, if a manager knows his functions and responsibilities, he will not tend to shout or become rude the whole day. Indeed, employees’ ineffectiveness reflects managers’ ineffectiveness as well in carrying out his responsibilities. They must realize that the way they deal with problem is a reflection of their real personality.
How can you expect a manager to impact effectiveness in the organization if he himself doesn’t know when, where and how to start solving a problem?
It’s very ironic. I had observed some managers who are too proud of themselves as manager and yet they only know about their position but never their functions. When they caught in a problem, they call people in odd names, shout at them and pass blame to someone else. When their subordinates tried to defend their selves, they are told to keep their mouth shut or otherwise they will be kicked out in the organization. Some managers are too selfish that they use their power to reject favor asked by their subordinates. They failed to realize that they were designated to their position because they are expected to be independently responsible for managing people in the organization in a harmonious ways. They are supposed to First Understand subordinates, then to be understood.
I learned from my management class that the best problem-solving technique is to prevent the problem from occurring in the first place. And this is possible by not getting upset in whatever situation you would have. But this is opposite to what is commonly observed in some organization. Problems relating to personnel matters are inevitable. For instance, subordinate asks for equipment because it is required in his job or he applied for a service request because he is entitled to such as per contract statement. On the other hand, the manager perceived that this request could not be granted at this time because the organization is keeping a lid on cost. However, the responsible manager failed to address the situation because he blazed up in anger instead of explaining the reasons of not granting the request at date. He starts telling that he is the manager and thus he can dishonor any request at his will. He seems to let people understand that he is the manager who have all the powers to cancel or reject favors. See, you would perhaps think that these managers are imposing the other-way-type of management. “Management by shouting” is the best way to call it. The louder you shout the power you are. It’s a stupid kind of relationship but this really happened in real situation. In fact, it becomes an expression of all people in the organization. Even janitors and clerks absorbed from site acted like a big boss for they can shout louder as managers did. Managers, who are supposed to maintain proper decorum, are involving their selves in the problem than taking a part in providing solution to the problem. They become emotionally charged and become rude the whole day.
What compelled them to behave like that? When I was a student, my management professor taught us about temperament and its importance. I learned from him that terrorism in a certain organization does not imply smartness but dullness of one’s responsibility. Shouting is an option for those managers who do not know their functions.
I know it’s normal to flare up in a difficult situation especially when it deals decision between the organization and employees interest. But arguing with employees just because you want to let them know that you have all the powers and not listening to what they truly need is just like putting one self or the organization itself in danger. Manager failed to realize that the organization exist because of its employees. If employees continuously feel rejection from their manager, they will become disinterested in performing their respective job. This will curtail achievement or will result into rapid labor relinquishment, losing qualified employees.
Being a manager is just like being a father in a certain family. Successful fathers understand their children in all aspect of their life. They establish harmonious relationship with their children, especially among boys, by being friend with them. Successful fathers don’t spank or shout at their children whenever they make mistakes or every time they ask for something. They don’t scold at them in front of other people because they value their children’s sensitivities. In other word, fathers understand their children’s physiological and behavioral needs. Likewise, fathers always make sure that their children understand their rules. Whenever their rule is violated, they give punishment but in such a way that it doesn’t causes embarrassment. That is by doing it privately and by explaining afterward why such castigation had been imposed. Much with these, encouragement as to career development and values inclination is a constant motivation among fathers to their children. This is what I learned in my management class as paternalistic management. Although there are other types of management style, paternalistic management is one of the best management styles especially when you are managing or supervising people of different ethnicities.
Managers should not feel being effective when they can shout louder to people below at their level. They must remember that every time they flared during a malady situation, it insinuate that there’s something wrong in their management. Employees will never bring problem in the organization if they were understood of their sensations and sentiments. They will never complain if they were used to understand with the organization’s rules and regulations. Likewise, if a manager knows his functions and responsibilities, he will not tend to shout or become rude the whole day. Indeed, employees’ ineffectiveness reflects managers’ ineffectiveness as well in carrying out his responsibilities. They must realize that the way they deal with problem is a reflection of their real personality.
Thursday, September 3, 2009
That Elusive Respect
By: Abdullah R. Sirad
Sometime in 2006, one of the housemates in the very popular reality show Pinoy Big Brother of Philippines biggest Network ABS-CBN confronted with her housemate and uttered a very remarkable statement at the climax of their argumentation when she said “Beatrice… Respect is not being imposed, it is being earned”! The other lady was claiming she was not being respected the way she likes to be respected thus she was responded with the latter statement.
Respect is a very elusive word. Everyone wants to be treated dominantly over anyone else. Some even dictates the way they would like to be respected. When they feel they were not treated accordingly, they tend to outburst as if they were a victim. Influential people, like those that are in positions, usually impose respect to those people below at their level. They live largely in hypocrisy wherein ordinary people were not almost given fair treatments and or due rights.
In a multi-business organization in which a large number of diversified employees are seen, misunderstanding caused by gap among managers and rank-and-file employees is very observable. Usually, people in middle management (managers) are too strict that they tend to disrespect justifications from their subordinates and sometimes their behavior leads to premature assumptions. This premature and erroneous assumption hinders management and employee morale for the reasons that intimidation is gradually created. Gap exists between them and as consequence; subordinates perform poorly for they perceive that their efforts are futile by not considering their justifications.
Respect is a much exploited term but why it is very elusive to actualize it? Nasser Diampuan, document controller in a multi-level company, when asked of his perception about the term respect he remarked “show me first respectful manner and my respect will follow”. Very clear. His perception about respect falls under the golden rule which says “Do not do unto others what you don’t want do unto you”. Most people are too vacuous that they don’t feel the pains of other people. They don’t care if others are getting hurt for as long as they get what they like. This behavior causes conflict, if not violence, because people are not being heard to their due rights. Those people in position did not try to absorb others feelings and even forbid their social rights. Being inconsiderate to others is a form of alienation and a sense of deprivation and ultimately outrage is the seed of it in the organization. Perhaps this is because disrespect breeds disrespect in response. On the other hand, accommodating and absorbing subordinates or ordinary employees in the organization are essential for social harmony and stability.
I remembered an informal conversation with my Pakistani colleague named Nawaz Ilyaz who shared to me his perception about respect toward colleague coming from other religion, a Christian so to speak. He saw his colleague’s tears falls down repeatedly when he greeted him a “Merry Christmas”. Nawaz said that was a tear of joy for it was his colleague’s first time to receive greetings from a Muslim friend in his long stay in Saudi. Nawaz said respect is to accept someone of whoever he is. That was a very reflecting experience. With that simple gesture, his friend realized he was considered as a member of the family. In return, his friend used to strengthen his respect to Islamic practices.
This insinuates that respect has to be accorded to anyone regardless of your disagreement. It is essential for anyone (especially managers) to separate the person from the behavior or religious affiliation for that matter. Someone has to consider that people in the organization come from different backgrounds, upbringings and environments that have shaped and molded them. People are all continually changing and evolving. When anyone (manager) respect people’s culture, tradition and beliefs or even a simple idea they will become the most loyal employees, co-workers or friend you will ever have. This is true empowerment.
Speak with positive expectation believing the best. Stating your feelings with positive expectation pulls people to the level of performance you desire. For example, say something like, "Abdul, you've always done a great job of giving your all in every account. As of late, however, you seem to not quite be yourself. Is there anything I can do to help? I want to see you succeed and be your personal best. Know I am fully committed to you as you are to this company." Affirming a person and your expectations of their success will endear people to you and cause them to want to live up to your wishes because they feel that their shortcomings are being respected.
Don't take what others say for truth. Instead, go to the source and have an open conversation. Get things out in the open and speak face-to-face respectfully.
Maintain a sense of humor and unconditional acceptance. Don’t always see only one side of the coin. Try to consider the other sides. In such a way, you are not being selfish for you are being open for possibilities. You don't have to always resolve your disagreements and conflicts to thrive. Otherwise, it will diminish the success that you are expecting. Sometimes, you have to accept people as they are, realizing they may never change.
Indeed, mutual respect begets mutual peace.
Sometime in 2006, one of the housemates in the very popular reality show Pinoy Big Brother of Philippines biggest Network ABS-CBN confronted with her housemate and uttered a very remarkable statement at the climax of their argumentation when she said “Beatrice… Respect is not being imposed, it is being earned”! The other lady was claiming she was not being respected the way she likes to be respected thus she was responded with the latter statement.
Respect is a very elusive word. Everyone wants to be treated dominantly over anyone else. Some even dictates the way they would like to be respected. When they feel they were not treated accordingly, they tend to outburst as if they were a victim. Influential people, like those that are in positions, usually impose respect to those people below at their level. They live largely in hypocrisy wherein ordinary people were not almost given fair treatments and or due rights.
In a multi-business organization in which a large number of diversified employees are seen, misunderstanding caused by gap among managers and rank-and-file employees is very observable. Usually, people in middle management (managers) are too strict that they tend to disrespect justifications from their subordinates and sometimes their behavior leads to premature assumptions. This premature and erroneous assumption hinders management and employee morale for the reasons that intimidation is gradually created. Gap exists between them and as consequence; subordinates perform poorly for they perceive that their efforts are futile by not considering their justifications.
Respect is a much exploited term but why it is very elusive to actualize it? Nasser Diampuan, document controller in a multi-level company, when asked of his perception about the term respect he remarked “show me first respectful manner and my respect will follow”. Very clear. His perception about respect falls under the golden rule which says “Do not do unto others what you don’t want do unto you”. Most people are too vacuous that they don’t feel the pains of other people. They don’t care if others are getting hurt for as long as they get what they like. This behavior causes conflict, if not violence, because people are not being heard to their due rights. Those people in position did not try to absorb others feelings and even forbid their social rights. Being inconsiderate to others is a form of alienation and a sense of deprivation and ultimately outrage is the seed of it in the organization. Perhaps this is because disrespect breeds disrespect in response. On the other hand, accommodating and absorbing subordinates or ordinary employees in the organization are essential for social harmony and stability.
I remembered an informal conversation with my Pakistani colleague named Nawaz Ilyaz who shared to me his perception about respect toward colleague coming from other religion, a Christian so to speak. He saw his colleague’s tears falls down repeatedly when he greeted him a “Merry Christmas”. Nawaz said that was a tear of joy for it was his colleague’s first time to receive greetings from a Muslim friend in his long stay in Saudi. Nawaz said respect is to accept someone of whoever he is. That was a very reflecting experience. With that simple gesture, his friend realized he was considered as a member of the family. In return, his friend used to strengthen his respect to Islamic practices.
This insinuates that respect has to be accorded to anyone regardless of your disagreement. It is essential for anyone (especially managers) to separate the person from the behavior or religious affiliation for that matter. Someone has to consider that people in the organization come from different backgrounds, upbringings and environments that have shaped and molded them. People are all continually changing and evolving. When anyone (manager) respect people’s culture, tradition and beliefs or even a simple idea they will become the most loyal employees, co-workers or friend you will ever have. This is true empowerment.
Speak with positive expectation believing the best. Stating your feelings with positive expectation pulls people to the level of performance you desire. For example, say something like, "Abdul, you've always done a great job of giving your all in every account. As of late, however, you seem to not quite be yourself. Is there anything I can do to help? I want to see you succeed and be your personal best. Know I am fully committed to you as you are to this company." Affirming a person and your expectations of their success will endear people to you and cause them to want to live up to your wishes because they feel that their shortcomings are being respected.
Don't take what others say for truth. Instead, go to the source and have an open conversation. Get things out in the open and speak face-to-face respectfully.
Maintain a sense of humor and unconditional acceptance. Don’t always see only one side of the coin. Try to consider the other sides. In such a way, you are not being selfish for you are being open for possibilities. You don't have to always resolve your disagreements and conflicts to thrive. Otherwise, it will diminish the success that you are expecting. Sometimes, you have to accept people as they are, realizing they may never change.
Indeed, mutual respect begets mutual peace.
Saturday, August 29, 2009
Cheating Overtime
CHEATING OVERTIME
By: Abdullah R. Sirad
We are living in this world of material deception where everyone seeks living in a simplest and easiest ways and means. Men, being too materialistic, intentionally distort truth to take advantage of what he desired. Cheating is a common ways and means exploited by most men to advance their living.
Wikipedia define Cheating' as an act of lying, deception, fraud, trickery, imposture, or imposition. Cheating characteristically is employed to create an unfair advantage, usually in one's own interest, and often at the expense of others. In Islam, cheating is a heinous sin, a source of shame to the one guilty of committing them, both in this world and the next.
Based on the given definitions, it is obvious that cheating is wrong. It implies that it is an intentional act of taking advantage of something. Why men are so selfish that they still do it while knowing that this does not accord to both man and divine law?
I am not an excuse to this. I, myself, had cheated in different ways and means. Everyone cheated in different ways and means. Perhaps, it is because men are fallible in nature thus committing mistakes are inevitable. However, should we tend to regard our distorted deeds as common mistake caused mainly by our being human when we are doing it intentionally to take advantage of something? We are rational enough to distinguish between what is right and what is wrong. People are just too ambitious, they want to take instantly what they want in life.
Cheating is present in different field of works such as cheating in the election, in which candidate uses different tricks to manipulate votes just to be elected in a certain position. Cheating during exams among students to earn higher grades or remarks, cheating spouses, cheating time at work places, etc. to mention a few.
Let me elaborate further about cheating in the work place. It has been said that an employee should do the job for what he is paid for without any deception or cheating. In fact, every company oriented its manpower on its rules and regulations to let them know of the Do’s and Don’ts of the company and even imparted to them a “Code of Ethics” to morally guide and incline manpower to values worthy of emulation. In spite of these, many employees, especially those in the sub-offices, are taking undue advantage in the company. “Under-timing” and “over valuation of spent overtime” are some classic example of it. For example, employees are suppose to report at 6:00 AM but had reported at 7:00AM. Some are declaring false number of hours spent at overtime like equating lunch hour as overtime when he does not actually work or when someone declared he had worked until 7:00PM but the reality is he is somewhere else outside the office. Some also delayed their work so they can have reasons to spend overtime even if the work can be done in just one working day. This is very rampant in a segmented departments. It is very ironic but it happens in reality.
What compelled employees to cheat when they are rational enough to know that anything they can get out of cheating is a heinous sin?
I do not know why sinful deeds make people happier and satisfied. Everyone has reasons of his own doing but I have some ideas why people do such thing. Maybe some cheat because it is the easier way to take something rather than to exert much effort. Some cheats to acquire things they otherwise would not be able to have in order to advance their economic gain. This is (maybe) the reason why employees cheated reporting hour (at work place) or over valued overtime so that they can earn much amount in their pay slip. Some people cheat simply because they cannot resist the temptation to take what they want. In other word, cheating or stealing was been on their nerves. In addition, others cheat because they are earning minimal salary and because they want to please their family or to attain high income in order to satisfy the economic needs of their family thus they were tempted to do it. Worst of all, cheating happens because managers allowed cheating to exist in the company. Managers are so lax that they don’t spend some time to do ocular inspection or scrutinize work activities performed by their people.
Whatever reasons, everyone should remember that cheating is stealing. Everyone should consider that life is not about money. Earning minimal salary but earned through honesty, sincerity, straightforwardness and fairness is like earning vast blessings from Almighty GOD. We may not see its profits in this material world but we will definitely reap its essence in the hereafter.
(This case in point I had experienced in my almost two years of service in a multi level company in Saudi with large number of diversified colleagues.)
By: Abdullah R. Sirad
We are living in this world of material deception where everyone seeks living in a simplest and easiest ways and means. Men, being too materialistic, intentionally distort truth to take advantage of what he desired. Cheating is a common ways and means exploited by most men to advance their living.
Wikipedia define Cheating' as an act of lying, deception, fraud, trickery, imposture, or imposition. Cheating characteristically is employed to create an unfair advantage, usually in one's own interest, and often at the expense of others. In Islam, cheating is a heinous sin, a source of shame to the one guilty of committing them, both in this world and the next.
Based on the given definitions, it is obvious that cheating is wrong. It implies that it is an intentional act of taking advantage of something. Why men are so selfish that they still do it while knowing that this does not accord to both man and divine law?
I am not an excuse to this. I, myself, had cheated in different ways and means. Everyone cheated in different ways and means. Perhaps, it is because men are fallible in nature thus committing mistakes are inevitable. However, should we tend to regard our distorted deeds as common mistake caused mainly by our being human when we are doing it intentionally to take advantage of something? We are rational enough to distinguish between what is right and what is wrong. People are just too ambitious, they want to take instantly what they want in life.
Cheating is present in different field of works such as cheating in the election, in which candidate uses different tricks to manipulate votes just to be elected in a certain position. Cheating during exams among students to earn higher grades or remarks, cheating spouses, cheating time at work places, etc. to mention a few.
Let me elaborate further about cheating in the work place. It has been said that an employee should do the job for what he is paid for without any deception or cheating. In fact, every company oriented its manpower on its rules and regulations to let them know of the Do’s and Don’ts of the company and even imparted to them a “Code of Ethics” to morally guide and incline manpower to values worthy of emulation. In spite of these, many employees, especially those in the sub-offices, are taking undue advantage in the company. “Under-timing” and “over valuation of spent overtime” are some classic example of it. For example, employees are suppose to report at 6:00 AM but had reported at 7:00AM. Some are declaring false number of hours spent at overtime like equating lunch hour as overtime when he does not actually work or when someone declared he had worked until 7:00PM but the reality is he is somewhere else outside the office. Some also delayed their work so they can have reasons to spend overtime even if the work can be done in just one working day. This is very rampant in a segmented departments. It is very ironic but it happens in reality.
What compelled employees to cheat when they are rational enough to know that anything they can get out of cheating is a heinous sin?
I do not know why sinful deeds make people happier and satisfied. Everyone has reasons of his own doing but I have some ideas why people do such thing. Maybe some cheat because it is the easier way to take something rather than to exert much effort. Some cheats to acquire things they otherwise would not be able to have in order to advance their economic gain. This is (maybe) the reason why employees cheated reporting hour (at work place) or over valued overtime so that they can earn much amount in their pay slip. Some people cheat simply because they cannot resist the temptation to take what they want. In other word, cheating or stealing was been on their nerves. In addition, others cheat because they are earning minimal salary and because they want to please their family or to attain high income in order to satisfy the economic needs of their family thus they were tempted to do it. Worst of all, cheating happens because managers allowed cheating to exist in the company. Managers are so lax that they don’t spend some time to do ocular inspection or scrutinize work activities performed by their people.
Whatever reasons, everyone should remember that cheating is stealing. Everyone should consider that life is not about money. Earning minimal salary but earned through honesty, sincerity, straightforwardness and fairness is like earning vast blessings from Almighty GOD. We may not see its profits in this material world but we will definitely reap its essence in the hereafter.
(This case in point I had experienced in my almost two years of service in a multi level company in Saudi with large number of diversified colleagues.)
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