GERAM VS MARAH

Masalah takkan pernah berakhir...aq pelik lah dengan sesetengah orang ni. Kalo bab mengata orang atau mencari kesalahan orang, bukan ke main lagi. Tapi bila kena kat diri sendiri, pandai lak nak sorok. Buat-buat x nampak.

Hari ni memang aq angin giler, ditambah lak dengan tahap kesabaran aq yang memang dah menjadi semakin nipis..memang cari pasal lah kan.

Jangan diuji kesabaran sesorang sebab bila kesabaran tu dah hilang, dia akan menjadi manusia yang paling bahaya. Selalu tak dengar orang cakap macam tu? Kali ni aq nak bagitau, korang kena percaya kata-kata tu sebab ianya terjadi kat aq.

Hari ni aq dapat panggilan dari Pejabat Menteri yang Menteri nak buat mesyuarat pada 15 Januari. Jadi Bahagian aq kena aturkan mesyuarat tu. Menteri dah bagi tarikh, kenalah buat. Jadi aq terus maklumkan kepada SUB aq (Bos Besar). Mulanya bos besar ingat tu keje aq, aq pun betulkan balik bagitau, mesy yg dipengerusikan oleh Menteri, bukan aq yg uruskan. Tapi rakan sekerja aq.Ok lah. Bos faham jadi dia pun panggilah ofismate aq tu tuk discus.

After dorang discus aq ingat nak bantulah apa yang patut sbb ni first meeting kawan aq handle. Tapi bila aq tengok, dia rileks je, aq ingat xde masalah lah. Lagipun sblm ni meeting peringkat KSU aq boleh je buat sorang. Jadi aq ingat dia xde masalah. Lagipun, meeting dengan Menteri ni adalah lanjutan daripada meeting dgn KSU ari tu. Jadi maklumat mesy semua dah ada kat aq. jadi aku emelkanlah semua maklumat meeting dgn KSU ari tu kat dia.

Ingatkan ofismate aq ni boleh uruskan rupanya tak. First aq dah pelik bila aq dipanggil masuk sekali dlm discusion tu sbb masa aq uruskan meeting aq dulu, aq discus bertiga je. Tapi takpelah. Aq masuk je lah. Hanya sebagai pendengar..fikiran aku time tu. Rupanya tidak. Bila SUB nak clearkan lagi sekali meeting ni siapa yang handle sebenarnya, time tulah aq rasa nak marah. Tapi aq tahan lagi. SUB tanya nak jelaskan supaya dia boleh terus berbincang dgn PSU yang berkenaan, jadi aku pun bagitaulah ofismate aq. Dia pun angguk. Yang aq marahnya, tetiba je TSUB aq kuatkan suara maklumkan kat SUB yang kami sama-sama kena buat.Damn it!Sumpah aq terus pandang dia dgn muka tak puas hati! Nak tau sebab apa? Masa discus tentang persediaan mesy yg aku handle dulu tu, SUB nampak aq sorang je yg buat keje. Semuanya aq. Bila SUB tanya siapa yang uruskan mesy Menteri dgn KSU, selamba je TSUB aq cakap Aq buat sorang. Jadi SUB aq tak berkenan sbb benda ni berat. Bukan setakat meeting biasa, jadi dia suruh TSUB aq agihkan keje. Lagipun SUB aq tau ofismate aq tu takde task keje. Pastu bila diagihkan keje, dan secara mengejut dapat arahan dari KSU dia nak buat meeting, TSUB aq suruh aq buat sorang je. Langsung tak suruh ofismate aq tolong. Dan skrang bila ofismate aq dapat arahan kena buat meeting, dia mintak aq bantu. Kalo bantu dari segi logistik aq bleh terima lagi. tapi ni nak suruh aq sediakan dokumen mesy dan perutusan pengerusi!

 Hellooo, benda tu dulu aq buat sorang2 ok..ni bukan bantu namanya..ni dah kira amik alih terus. Habis tu dia tu nak buat apa? Ko tak yakin dgn dia jadi ko nak suruh aq buat? Sorrylah, kalo ko marah dan paksa dia buat, dia tak buat baru aq tolong. Ni tak, ko tengok dia slow, buat tak endah, ko nak suruh aku buat? kirim salam lah..aku bukan Zara yang dulu yea..Sebab nak bantu oranglah, aku dianaiyai..orang tak faham dgn niat kita. Dulu aq nak bantu ringankan keje orang, semua pegawai kat situ tabur fitnah kata aq nak bolot semua keje, nak bodek bos. nak tunjuk bagus. Skrang sorilah. Aq dah x termakan dgn simpati ni..

Disebabkan sikap aq yang buat tak layan dgn dia, lastly, TSUB aq pohon tuk batalkan meeting tersebut..haha...lantak koranglah..pergilah jawab dgn Menteri..korang yang mintak tarikh dengan Menteri nak buat meeting, bila Menteri dah bagi, korang nak kanselkan...tanggunglah akibatnya...


*Semua orang ada minat masing-masing. Aq minat sangat dengan bidang penulisan. Kalo boleh, setiap masa aku nak berkarya. Tapi agak-agaklah. Kita keje makan gaji. Ni keje yang diamanahkan, jadi buat jelah. Kalo tak nak, berhenti je lah keje. Takde sapa pun paksa kita untuk bekerja...Semua org bekerja untuk duit. Tapi jangan sampai duit tu haram sudahlah. jadi lebih baik buat keje lebih dari buat keje kurang sbb kita tak boleh nak nilai haram atau halalkah gaji yg diterima itu...

PRODUK KECANTIKAN [BAHAGIAN 1]

PRODUK KECANTIKAN..

Tajuk yang sangat sinonim dengan WANITA kan...


Aq ni bukanlah taksub atau minat sangat dengan kecantikan ni. Tapi macam biasalah, disebabkan aq ada sorg member masa study kat U dulu sangat obses dengan kecantikan jadi tempaisnya pun kenalah kat aq.

Jadi aku nak berkongsilah serba sedikit rententan pemakaian produk-produk kecantikan ni dalam hidup aq...

Sejak zaman aq masuk sek men, satu-satunya produk yg aq pakai adalah Nivea Visage Facial Wash. Aq pun tak tahu kenapa produk ni jadi pilihan aq. Walaupun produk ni tidak berkesan lansung kat aq, malah jerawat, naik silih berganti aq tetap cekal memakainya.

PRODUK 1 : NIVEA VISAGE FACIAL WASH

Selepas cuci muka aq akan pakai krim yang sangat famous era tu iaitu

KRIM FAIR N LOVELY

Aq pakai kombinasi dua produk ni dari form 1 sampai form 3. Pastu, masa form 4 aq masuk asrama n aq terpengaruh dengan kata2 kawan aq supaya trylah produk lain sbb produk tu terang-terangan x berkesan kat aq. Yelah..jerawat dan parut hitam jelas kat muka aq. Muka aq time tu memang teruk.

Jadi akup un trylah produk kedua iaitu Safi Balqis.

PRODUK 2 : SET SAFI BALQIS.

Time aq pakai tu juz Safi Balqis je. Skrang dah upgrade jadi Safi Balqis Perfect 10. Yang tetap sama adalah warna temanya iaitu BIRU.

Aq juz pakai 4 item je iaitu Pencuci Muka, Toner, Krim Siang dan Krim Malam.

Aq pakai selama setahun dengan hanya satu set pembelian sahaja. Aq berenti sbb produk tu dah nak exp. Dalam keberatan aq pun buanglah. Membazirkan. Tapi nak wat camne. Aq pakai ikut mood sbb krimnya sangat cair. Aq jadi malas nak pakai. Macam tulah jadinya.

Alih2 aq terpaksa kembali semula ke produk asal aq iaitu Nivea Visage Facial Wash + Krim Fair N Lovely sampailah aq masuk U. Senang. Habis cerita.

Aq tabah memakainya selama bertahun-tahun tanpa ada sebarang perubahan kat muka aq. Aq pun tak tahu kenapa aq setia dengan produk tu...maybe sebab aq malas nak memikir kot..hehe..

Bila dah masuk U, time semangat baru, aku pun tukarlah produk kecantikan yang lain. Tapi pencuci aq tetap pakai Nivea Visage Facial Wash.

Ni produk yang aq pakai selama dua tahun aq belajar kat U. Last year aq dah mula berubah..hehe..

PRODUK 3 : NIVEA VISAGE FACIAL WASH + SCRUB RANIA + NIVEA VISAGE WHITENING DAY CREAM

Lagi setahun pengajian aq nak tamat, aq akhirnya terpengaruh dengan hasutan member rapat aq...Dia telah mengubah wajah ku..hehe...

Nak tau macam mana..kita jumpa di next entry....

PRODUK KURUSKAN BADAN : PERFECT 80

BAHAGIAN 1


Sejak abadi lagi kaum Wanita sering dikaitkan dengan kecantikkan...termasuklah aq..
Mulanya aq tak berminat dengan benda ni semua. Asalnya aku ni aktif sukan. Aku suka bola sepak. Aku aktif bermain bola sepak masa sekolah rendah. Setiap petang aku wajib akan main bola sepak kat laman jiran aq (walau pun bukan padang bola juz court badminton..pun kira bolehla.)

Tapi minat aku tu terpaksa dihentikan bila aq dah masuk sek men. Kata cikgu dan jiran sekeliling, "Bola Sepak hanya tuk lelaki".Bosan kan hidup?.. Tapi x lama sebab aku dah mula tersuka kat sukan badminton..time tu tgh hot kisah Anak-Anak Sidek okeh..jadi sukan yg paling popular time tu adalah BADMINTON..jadi aq pun minatlah kat sukan tu..Jadi time hari Kokurikulum, aku excited lah pergi sekolah, semata-mata nak main games tu..

Tapi tak lama..starting form two...sesuatu telah berlaku dalam hidup aq..aq mula berubah..aku x berminat dah nak bersukan..keje aku hari-hari hanya tuk makan pastu tido..bosan, makan balik. Tu je lah hidup aq...akhirnya, badan aku yang normal tu telah bertukar menjadi OBESITI...obesiti terlampau...tapi aku peduli apa..lantaklah..aq x berminat nak jaga penampilan. Sampailah aku masuk U pun aku tetap macam tu..dah obesiti, pastu x juga penampilan diri, x jaga muka..So aku termasuklah dalam kalangan Wanita HODOH...selalu gaklah aku kena perli dan ejek dgn rakan2. Bagi aku lantak koranglah, asal x memudaratkan diri aku, aku tak kisahlah..

Tapi sejak aku masuk keje, aku selalu ditegur supaya jaga penampilan diri sebab seorang pegawai kena ada penampilan diri yang baik untuk menyakinkan oorang lain..Bos aq siap nak hantar aku gi kelas grooming, nasib baik aku dapat elak.Pelbagai alasan aq bagi, akhirnya dapat gak aku lepaskan diri.

Tapi sejak aku pindah ke Bahagian baru ni, aku selalu kena ikut bos pergi Meeting and Conference kat luar. Selalu gak lah aku kena tinggal kat belakang sebab jalan slow (Jalan slow bukan nak cover jalan, tapi sebenarnya badan aku dah berat aku dah x boleh jalan laju!)...Gila lah..sampai satu tahap tu aku dah tersesat sebab kena tinggal n ada sekali tu bos aku terpaksa tunggu aku dalam kereta sbb aku jalan lambat! Malu sesangat..Jadi nak dipendekkan cerita, aku mulalah google tip2 tuk kuruskan badan. (Actually aku ni malas nak bersenam..minat aku terhadap sukan dah berakhir..)

Memandangkan keazaman untuk kurus telah ada dalam diri aku, jadi aku pun belilah satu produk Slimming ni. Kebetulan ramai yang kata buah prun bagus tuk kesihatan, dan kebetulan anak kawan ayah aku pernah mencuba produk tersebut, dan ianya berkesan, jadi aku pun belilah.

Inilah produknya...PERFECT 80 (Perisa Buah Prun)

Harga sekotak adalah RM178 untuk 18 botol (9 botol siang, 9 botol malam). Kena minum satu botol selepas makan sarapan pagi (sekitar jam 10.00 pagi) dan satu botol lagi selepas dinner (time supper).

Uncle tu kata kena minum lima kotak tuk dapatkan hasilnya. Jadi aku pun belilah lima kotak, Terpaksalah aku spend RM890. So far produk ni bagus, tapi x sesuai kot dengan aku sebab corak pemakanan aku x seimbang.

First week aku minum ok tau. Sebab dapat mengurangkan selera makan aku. Lagipun aku ikut jadual. Dalam seminggu tu aku turun dalam tiga kilogram. Tapi disebabkan aku ni jarang makan sarapan pagi, pastu aku pulak selalu terlupa nak minum waktu malam. Jadi ia tak berkesan sangat kat aq. Berat aku seimbang dan kadang kala turun. Kira oklah sebab tak naik berat badan. Tapi aku tahan dalam tiga bulan je. Aku banyak skip minum. Rasanya lak x sedap, apa lagi aku pun stoplah. (Hangat2 tahi ayam kan aku ni?)

Bila dah stop ni, mulalah berat badan aku naik gila. Ada sekali tu aku timbang 80KG..Gilalah...Tapi aku still x wat apa2 pun..aku biarkan..

Beberapa bulan selepas tu, tibalah bulan Ramadhan..nak dijadikan cerita, masa bulan ramadhan ni aku berbuka dan solat terawih kat ofis. Bila aku balik umah, aku terus tido. Lagipun aku jarang sangat bersahur. Aku lebih sayangkan masa tido aku dari bersahur. Bodoh kan. Ramdan sekali je setahun, tido tu tiap-tiap ari kot..haha...tapi itulah aku..sebulan berpuasa ni aku dapat result yg bagus..berat aku turun ke 73KG..

Bila dah turun ni, aku jadi bersemangat balik nak kuruskan badan. Aku timbang berat dah turun tapi saiz badan aku tetap je besar. sama je saiznya. (Aku ukur saiz perut dan punggung sebab kat situlah banyak lemak.)

Jadi aku pun google lah lagi cara nak bakar lemak plak. Sebab walaupun berat dah turun tapi saiz badan tetap sama, aku rasa x best lah..kalo boleh aku nak keciklah. biar seimbang dengan ketinggian aku..Biasalahkan perempuan...

Jadi bermulalah misi aku tuk membuang lemak-lemak di badan dan seterusnya menguruskan badan yang obes ini...

MISI AKU YANG SETERUSNYA ADALAH LONDON WEIGT MANAGEMENT..

Setersunya aku akan ceritakan pengalaman aku dengan pusat pelansingan badan ini..Jumpa di next entry yea...

CATATAN DIARI : SERBA SALAH

Assalamualaikum...

Apa reaksi korang bila berjumpa semula dengan bos lama? Korang tegur tak? Biasanya kita akan tegur kan?

Mulanya aku pun ingat nak tegur jugak. Selama aku bekerja di Bahagian A tu, dialah satu-satunya TSUB aku. KPSU aku sentiasa bertukar silih ganti. Dan aku jugalah satu-satunya PSU di situ yang bertahan dengan satu jawatan lebih dari dua tahun. Bahagian tu memang terkenal dengan Pusingan Kerja. kadang tu tak sampai tiga bulan pegawai tu kat jawatan tu dah kena tukar jawatan lain...Jadi oleh kerana aku PSU kepada TSUB aku ni yang paling lama, jadi kami agak rapat. Aku selalu jugaklah berborak dan bergurau senda dengan dia. Dia pun kelakar jugak orangnya.

Walaupun tempat kerja aku dan bekas TSUB aku ni tak sama, kekadang tu kami akan terserempak. Bila terserempak, kami hanya berbalas senyum. Kami jadi janggal utk berborak. Aku pun tak tahu kenapa. xbos aku pun nampak takut nak berborak dengan aku. Cara dia bercakap dengan aku pun seolah-olah mcm dia x pernah kenal aku.

Aku ingatkan hanya dia je yang macam tu, rupanya tak...boleh dikatakan semua pegawai-pegawai kat Bahagian A tu mcm takut nak bertegur sapa dengan aku...ntahlah...apa yang mampu aku lakukan, aku hanya boleh berdoa supaya culture pegawai-pegawai di situ berubah. itu je....

Thanks....

ULASAN BUKU - TIME MANAGEMENT

THE STARBUCKS EXPERIENCE

5 PRINCIPLES FOR TURNING ORDINARY INTO EXTRAORDINARY

By Joseph A. Michelli

The Starbucks Experience discusses the unique blend of “home-brewed” ingenuity and people-driven philosophies that are behind Starbucks’ success. Author Dr Joseph Michelli gained access to Starbucks personnel and resources and discovered that the company’s success is driven by those who work there – the “partners” – and the special experience they create for each and every customer.

Dr Michelli makes use of real-life insider stories, eye-opening anecdotes, and step-by-step strategies to condense Starbucks’ working philosophies into five key principles in order to enable readers to learn from the best – and be the best.

(1) PRINCIPLES 1: MAKE IT YOUR OWN

Senior management must find ways to get its partners to fully engage their passions and talents while ensuring that individual partners’ differences are blended into a good uniform customer experience.

It can be tough to find a balance between these two leadership responsibilities, but Starbucks has managed to do so through its principle of Make It Your Own. It has created a structure known as the “Five ways of being”, which is encapsulated in a pamphlet known as the Green Apron Book:

1.    Be welcoming

At Starbucks, “being welcoming” is an essential way to get the customer’s visit off to a positive start, and is also the foundation for producing a warm and comfortable environment. It lets partners forge bonds with customers.

“Being welcoming”, at its essence, is defined as “offering everyone a sense of belonging”. Partners should do all they can to create a place where people feel that they are a priority and where their day can be brightened, at least for a moment.

Welcoming people by name and remembering them from visit to visit is a small thing, but it counts very much. People fear just being another member of the herd; they want to have their uniqueness recognized.

2.    Be genuine

At Starbucks, being genuine means to “connect, discover, and respond”. Focusing on these three elements in each customer interaction forms a quality relationship:

Connect: Legendary service comes from a desire and effort to exceed what the customer expects. Customers have repeatedly shared experiences of Starbucks partners making a connection well beyond some formulaic greeting. Individual staff uniqueness gives them a special way to connect with others.

Discover:  Business success requires the discovery of each person’s needs and individual situation. Discovery is essential to developing a unique and genuine bond. The special qualities and needs of each customer must be determined.

Respond:  A lot of businesses do manage to achieve the first two elements, but they don’t always act on what they learn. Starbucks employees not only listen to their customers, but also take action immediately based on what they hear and learn from these experiences for future customer interactions.

3.   Be considerate

Starbucks partners look beyond their needs and consider the needs of others such as customers, potential customers, critics, co-workers, other shareholders, and even the environment. In sum, the entire universe of people and things Starbucks affects.

At the corporate level, “being considerate” means exploring the long-term well-being of partners and those individuals whose lives the partner’s touch – while being mindful of the earth’s ability to sustain the demands placed on it.

Thoughtfulness should become a part of a company’s culture. Leaders should place a priority on consideration and encourage their staff to put their own twist on the concept.

4.   Be knowledgeable

Starbucks partners are always encouraged to love what they do and share it with others. Partners are encouraged to enhance their expertise in coffee and customer service. Value is always added to partners’ efforts when they gain work-related knowledge. In addition, as they become more informed, their value to the business, self-confidence, and the impact they have on others all increase.

Starbucks upper management also offers formal training opportunities to develop their knowledge of coffee that can lead to personal insights for customers, and also give out incentives for partners to undertake such training.

5.   Be involved

This means nothing less than active participation in the store, in the company, and in the community – a “yes, I will” attitude where breakthrough products and service are created. There must be a move away from a “bare minimum is OK” mentality.

Partners look around the store for clues on how to make the customer experiences and the business better and to improve the manner in which customer needs are served.

The management makes it a point to listen and respond to the ideas and suggestions of partners – as a result, partners frequently take responsibility for suggesting and championing new product ideas based on the inputs from their customers.

Lastly, there is community involvement, which can take many forms – from creating a community meeting place to staff volunteering in community-related activities, all of which are encouraged and supported by Starbucks leadership.

(2) PRINCIPLES 2: EVERYTHING MATTERS

All business is detail. When details are overlooked or missed, even the most patient customers can be frustrated and costly errors can occur. A small detail can sometimes make the difference between success and failure. Something as simple as a little 7-cent valve did more than its share towards making Starbucks a publicly traded company. Important details live in both that which is seen and that which is unseen by the customer. There is absolutely no way to hide poor quality in anything. Hide it though some may try, it always becomes evident in the end.

Store environment, product quality, training, the development of a playful culture (a playful and positive work environment produces vital and engaged staff members), and a social conscience all matter a great deal.

The “Starbucks sensation” is driven not just by the quality of its products, but by the entire atmosphere surrounding the purchase of its coffee, the openness of its store space, interesting menu boards, the shape of its counter, and other things besides.

The art of retailing coffee – and indeed many other things as well – goes way beyond product. The details of the total experience matter, from napkins to coffee bags, store-fronts to window seats.

Lastly, not only does everything matter; everyone matters as well.

(3) PRINCIPLES 3: SURPRISE AND DELIGHT

            At Starbucks, it is critical to deliver consistent product and service to delight customers. But on top of consistent quality, Starbucks partners look for ways to surprise and engage consumers in a process of discovery. In an example of the importance of surprise, Starbucks gave out free cups of “Calm” tea on April 15 in anticipation that their customers would be frazzled by the tax deadline.

            In that vein, delight is the caramelized popcorn – the basic product customers get – while surprise is the prize they get! Customers want the predictable and the consistent, while hoping for an occasional positive twist or added value thrown in. Customer delight comes from surprise as well as predictability.

(4) PRINCIPLES 4: EMBRACE RESISTANCE

Embracing resistance involves a complex set of skills that can enable businesses and individuals to create business and relationship opportunities when confronted with irritation, skepticism, and/or wariness. This principle requires leaders to distinguish between customers who want their concerns to be resolved and those individuals who just can’t seem to stop complaining or seem to find it impossible to be satisfied. Embracing resistance is more than simply placating these groups; it focuses on learning from those individuals who don’t always make it easy to listen.

To work with resistance effectively, you must distinguish between those people who really do want their concerns resolved and those who simply want to complain.

For some concerns, listening is all that is required. It offers space for commentary and constructive discussion.

For other types of resistance, direct action is required; management should know when listening is simply not enough.

(5) PRINCIPLES 5: LEAVE YOUR MARK

            This is particularly significant in the world of business, where managers’ actions have profound effects on individuals and societies. Some leaders are content with hitting the firm’s product goals and cut corners on everything from employee benefits to capital expenses. Others believe that an important part of their business success is linked to the powerful and positive impact they have on their communities.

Successful leaders realize that a key component of their success is leaving a powerful and positive mark in the communities in which their businesses operate.

People want to do business with and work for companies that are socially conscientious. In addition to their corporate philanthropy and grant-giving, Starbucks encourages its employees to be involved in their communities; matching cash contributions in support of their partners’ efforts. Furthermore, Starbucks leadership makes business decisions in accord with their social values.

In conclusion, The Starbuck Experience, Dr Michelli uses that episode to illustrate the system Starbucks has in place to handle public relations issues. In the end, Starbucks was able to use the incident to its advantage by bringing attention to its philanthropic donations. And each one of us should apply on every each of the principles in order to become better worker.

ULASAN BUKU - 5 MINDS FOR THE FUTURE

The author of this book, Howard Gardner, as a researcher in psychology, has been exploring human minds for several decades. It is all about how to make full use of our minds to achieve organization’s objectives or life’s objectives.  According to this book, five minds for the future are disciplined mind, synthesizing mind, creating mind, respectful mind and ethical mind.

Sometimes, we encounter an analogous process at work. Individual seem like to bring their old habits or belief to new job. It could be better if we able to come out with new ideas based on the old experiences before as the mode of behavior is slightly or maybe much different in new place. There are four essential steps in achieving disciplined mind. First, we need to identify the important topics or concepts within the discipline. Spend a significant amount of time on this topic, studying all the related examples and mode of analysis. Next, approach the topic in a number of ways for better understanding. Finally, set up “performances of understanding” by giving opportunities to perform understandings under a variety of conditions.

The synthesizing mind means the ability to select all the relevant information from the couple of materials, arranging the information and present it in ways that make sense to self or to others. Synthesizing mind is important whether in work place or study as it prove our professionalism. The synthesis is the first step in turning the company around because it gets involved in strategy development of a company. At a minimum, synthesis contains a goal, a starting point, selection of strategy, method and approach, drafts and feedback.

Thinking outside the box is the crucial component of a creating mind. The aspiring creator needs a generous supply of intelligence, skill and discipline. They are not satisfied with the current work, current standards, current questions, and current answer. Normally a creator will have achieved skill in synthesis before they venture into new arena. They want something special and going beyond the existing knowledge and syntheses to pose new questions, offer new solutions, fashions works for better result. Creativity is not as simple as an achievement of an individual his/herself or a small group. It is the occasional emergent from the interaction of three elements, the individual his/herself, cultural domain in which an individual is working and the social field.

We were being taught to respect people since we are small and this is where the respectful mind taking place. Mix well among individual and among group, understand and working effectively with those who are different, colleagues, employee or supervisors. Concept of respect teach us to accept the differences, live with them rather than ignoring differences, being inflamed by them or seeking to annihilate through love or hate. The responsibility of encouraging or promoting respect among different group and displaying that respect publicly should be distributed across the society. A truly respectful people seem to enjoy the benefits of the good relationship with all human beings. They are also alert for changes in behaviours that will turn reinstate a feeling of respect toward that other individual.

Everybody would like to live in a world characterized by “good work”. Work may be good in the sense of being excellent in quality, being responsible and feeling good where it is engaging and meaningful, and provide sustenance even under circumstances. Ethical mind make sense in both workplace and home.  People will easily get influenced by peers or colleagues especially those are more knowledgeable, prestigious, and powerful. This is what we identify as horizontal support for good work. In the other hand, vertical support for good work can be found at home. Children observe their parents on making decisions about how to maintain a home. If their parents are also working, children definitely will know how their parents work and the working behaviors. There are four steps which we recognize as four Ms are important toward the achievement of good work. Firstly, mission where we need to specify what we are trying to achieve in our activities or life. Second, models by having exposure at least through test or media and seek advice from people that well in work. Third, conduct a mirror test on individual basis to make sure everything is running on the right track. Finally, mirror test on professional responsibility. We are responsible not only for we do but what we do not do.

As conclusion, five minds as discussing above are important toward better human being and crucial for the future. If we have hired an individual who proves deficient in one or more of these kinds of minds, take action now by make it clear that he/she needs to improve him/herself. Separate the person from the organization if nothing changes on him/her after the first reminder.

ULASAN BUKU - THE 8TH HABIT

THE 8^th HABIT

FROM EFFECTIVENESS TO GREATNESS

By Stephen R. Covey

            The 8^th Habit shows you how to tap the limitless value – creation promise of the Knowledge Worker Age. It shows you how to solve the major contradictions inherent in organizational life-most of which are a carry over from the Industrial Age.

            This book is divided into two parts. The first focuses on “Finding Your Voice” and the second on “Inspiring Others to Find Their Voice”.

FINDING YOUR VOICE

            The essence of this habit is that you will find your voice when you say you are 100% involved with what you are doing in your life, so that your body, mind, heart and spirit are all engaged in whatever is important to you. To find your voice, you need to examine your natural talent, what you absolutely love to do and what really interests you.

            Finding your voice is divided into two sub-topics. There are Discover Your Voice and Express Your Voice.

(i) Discover Your Voice

            Each individual is born with the potential to be great because of the three most important gifts:

1)    The freedom to choose – You have the power to direct your own life based on your own values.

2)    The natural laws or principles – These are universal, timeless, inarguable principles that transcend culture and geography. These principles include kindness, fairness and honesty.

3)    The four intelligences. These are mental intelligences, physical intelligences, emotional intelligences and spiritual intelligences.

(ii) Express Your Voice

            All great achieves have expanded their four innate human intelligences and capacities into:

1)    Vision – Seeing with your mind what is possible in yourself, in people, project, causes, endeavors and enterprises.

2)    Discipline – Commitment

3)    Passion – it is the fire or the drive that sustains the discipline to achieve the vision.

4)    Conscience – is the still, small voice within. It is quite. It is peaceful.

INSPIRE OTHERS TO FIND THEIR VOICE

            When you have found your voice, you can begin inspiring others to do the same – this is really about leadership. Great leaders have always inspired people to be self aware, to find themselves and to find their voice – that is the essence of greatness. Leadership greatness is about 4 roles of leadership into 2 sub-topics. There are focus (Modeling and Pathfinding) and execution (Aligning and Empowering).

(i) Focus – Modeling and Pathfinding

            Modeling is the spirit and center of any leadership effort. Modeling has four important aspects. There are:

(A) The voice of influence - Be a trim tab

            A trim tab is a “rudder on the rudder” of a ship. It is what makes it easier to turn the rudder, and, in turn, easier and quicker to turn the ship.

            To be a trim-tab leader, you must take the initiative to extend your circle of influence no matter how small it may be. You must, however, be sensitive and wise while you take initiative. Practice perfect timing. Do not step on other peoples toes and not portray negativity.

(B) The Voice of Trustworthiness

            Trustworthiness is an important factor in any relationship-personal and professional. It is the glue that holds together a family and an organization. Trustworthiness comes from character and competence.

There are three aspect of character that builds trustworthiness:

1)    Intergrity: You incorporate principles and natural laws when dealing with people. You are honest and you keep promise made to yourself and to others.

2)    Maturity: You can deal with difficult issues with compassion.

3)    Abundance mentality: You see life as full opportunities. You don’t compare yourself with others and you are sincerely happy for other people’s success.

The three aspect of competence are:

1)    Technical competence: the skill and knowledge required to finish a task.

2)    Conceptual knowledge: the ability to see the big picture.

3)    Interdependency: the awareness that everything in life is interconnected.

(C) The Voice and the Speed of Trust

            Seeking to expand the circle of influence and inspiring others to find their voice means that you have to build strong relationships. The higher the trust one earns, the easier it would be for you to communicate with people.

(D) Blending Voice-Searching for 3^rd Alternative

            The most important skill in life is communication and this can be broken down into four categories-reading, writing, speaking and listening. Of the four, listening represents 40 to 50 percent of communication time. Unfortunately, only a miniscule percentage of people have been trained formally on how to listen.

Below are 5 levels of listening:

1. Ignoring
2. Pretending to listen
3. Selective listening
4. Attentive listening
5. Emphatic listening

Two steps to searching for a third alternative:

1. You must be willing to search for a solution that is infinitely better than what all parties have proposed.
2. You must agree to one simple ground rule-no one can make his or her point until they have restated the other person’s to his or her satisfaction.

Pathfinding is the toughest undertaking of all since you have to deal with many issues, personalities, agendas, levels of trust and egos. To fully comprehend and execute the pathfinding role, you must know and wrestle with 4 realities. You need to clarify these four realities before you can focus on where the organization is heading.

The four realities:

1. Market realities
2. Core competencies
3. Stakeholder wants and needs
4. Values

(ii) Execution – Aligning and Empowering

(A) The voice and the discipline of execution – aligning goals and systems for results

            Discipline is needed at this phase. You need to be able to align your structures, systems, processes and culture to be able to realize your vision. Aligning requires constant vigilance. It requires constant adjustments due to changes realities. Systems must be change to keep up with the times but must also be base on unchanging universal principle. One alignment tool that you can use is the Balance Score Card feedback system. This system can inform you if your strategy is still in-line with your mission, or you are still on track in meeting your goals.

(B) The empowering voice – releasing passion and talent

            Empowerment is the result of personal and organizational trustworthiness. It allows people to take control, manage and organize their live and careers. When people are empowered, the leader ceased to be the boss. He becomes a servant to the organization. It shows that the leader is not afraid of losing control. Rather, the leader is giving his people the power to take control of the things that directly affect them.

            As a review you must to remember what part each role plays and their importance:

1. Modeling: inspired trust without expecting it.
2. Pathfinding: creates order without demanding it.
3. Aligning: produces institutionalized moral authority.
4. Empowering: unleashes human potential without external motivation.

Modeling and pathfinding give you focus. Aligning and empowerment, on the other hand, make things happen.

            In conclusion, The 8^th Habits gives you the key to understand and unleash both you own potential of the other people around you.  You must find your voice and inspire others to find theirs. Start by creating your own personal significance. After you have done so, inspire others to do so as well.

Review by :Zara Nur Arissa