sorry is lorry

sorry, no posting lately. set up my bisnes blog. plz have a visit & order !!!

http://icareonline.blogspot.com/

Harga runcit petrol turun hari ini

Harga runcit petrol, turun RM0.15 hari ini. Syukur, alhamdulillah.

What a 4-Year Old Can Teach You About Managing Your Boss

By J.T. O'Donnell, author of "CAREEREALISM: The Smart Approach to a Satisfying Career"

I had a revelation last week: My 4-year old daughter is gifted at managing up.

Does she work? No -- but as I see it, right now, I'm the boss and she's an employee in our family firm. And I've noticed that she's become quite adept at getting what she wants from upper management.

Please know, I'm no push-over. I stand my ground on the important issues like "No popsicles for breakfast" and "socks are not optional when it's two degrees outside." But on the fuzzier stuff, I must concede that she's mastered the art of persuasion.

So, it occurred to me that we could all learn from her expertise. Consider these three techniques as performed by my pint-sized employee:

1. Learn how to say "no" disarmingly
When my daughter doesn't want to do something, she stares deeply in my eyes and with an "I'm so sorry to disappoint you" smile and calmly says "No thank you." It throws me off every time.

First, the thank you is so polite, who can criticize that? Second, her body language and facial expressions are soft and non-confrontational. It's hard to respond negatively to someone who is displaying no anger or tension of their own.

Translation: Employees who learn to engage in conflict without confrontation are appreciated for their calm communications skills by management.

2. When you want something, be a sweet but squeaky wheel
Once my daughter has decided she wants something, here's what she does: first, she asks for your time and tells you it's serious. She sits right down and holds your attention with her eyes. Then, she explains in detail what she wants and why it is so important that she have it. She is energetic and passionate in her description.

If she doesn't get it, she asks why. And if she doesn't like the answer, she says no more and walks away.

But that's not the end of it.

Shortly thereafter, she returns, having thoughtfully pondered my denial and ready to further explain additional reasons for me to change my mind, as well as reasons why my own argument doesn't hold water. Additionally, if I say "no" yet again, she solemnly walks away, waits a while, and then comes back again and asks for the same thing in a slightly different way, hoping her willingness to compromise will pay off.

At this point, she watches me intently for signs that I am going to either A) cave in and let her win, or B) start to raise my voice and get angry. If it's the latter, she immediately calls it quits -- for the day.

She knows just how far to rock the boat and has no problem waiting for a better time to try again. She doesn't hold a grudge, she stays happy and upbeat, as if nothing has happened. In her mind, it's a minor setback, as opposed to a crushing loss.

This approach always makes me want to be able to say "yes" to her next request because I'm so impressed that she accepted the "no" without making a scene.

Translation: Employees who patiently promote their cause and can accept an unfavorable decision gracefully are respected and valued by management.

3. Use unexpected recognition as a way to score points
My daughter doesn't butter me up. She doesn't gush with compliments in an effort to get what she wants. But every so often, quite randomly, she will say or do something that makes me feel fabulous.

One day, when I was especially frustrated and feeling overwhelmed by all that I had to do, she looked at me with a compassionate face and simply said, "It must be tough to be a mommy."

Ironically, it's technically not even a compliment. She didn't have to lie and say she thought I was a great mommy. I wouldn't expect her to. I'm the rule enforcer -- who likes that? But, she acknowledged the difficulty of my role and that recognition felt wonderful. So much so, that I canceled an appointment and took her out for ice cream.

Translation: Employees who convey their respect and appreciation for the level of responsibility and efforts of management are seen as good team players.

These are just a few of the ways that my 4-year old manages her boss. Why not try them? With a little practice, you could be managing up with the finesse of a pre-schooler while reaping the rewards bestowed to wise employees.

JT O'Donnell is a nationally syndicated workplace columnist and author of the book "CAREEREALISM: The Smart Approach to a Satisfying Career."
Copyright 2008 J.T. O'Donnell. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.

source: http://msn.careerbuilder.com/Article/MSN-1696-Workplace-Issues-What-a-4-Year-Old-Can-Teach-You-About-Managing-Your-Boss/?sc_extcmp=JS_1696_advice&SiteId=cbmsn41696&catid=WI

Dressing for Success at Work

Company dress codes are a never-ending battle in the working world.

Battle No. 1: Employees misinterpret the dress code or they don't abide by it.
Battle No. 2: Companies have a code in place but don't enforce it.
Battle No. 3: Companies don't have a dress code but they still reprimand employees for wearing certain attire. Or,
Battle No. 4: There's constant objection from certain industries along the lines of, "Why do I have to look nice at work if I don't see anybody?"

For example, if you're a sales employee who meets with clients every day, it makes sense to dress professionally. But for the writer who sits in his cube all day and rarely sees the sun, let alone another person, does it really matter what he's wearing?

If he wants to be promoted, it does. In a new CareerBuilder.com survey, 41 percent of employers said that people who dress better or more professionally tend to be promoted more often than others in their organization.

Where do wardrobes really matter?

According to the survey, dressing professionally is more important in some industries than it is in others. Financial services is one industry that places the most emphasis on professional work attire. Fifty-five percent of workers in this sector say well-dressed employees are more likely to be promoted than others. An additional 51 percent of sales representatives say the same thing about the likelihood of promotions in their industry.

On the opposite end of the spectrum, only 33 percent of manufacturing employers and 37 percent of IT employers say that professional attire influences whether or not an employee gets promoted.

Employer restrictions

Especially in the warmer months of the year, employees take advantage of more relaxed dress codes. But, professionalism shouldn't decrease as temperatures rise. How you dress plays a critical role in how others perceive you at work. Dressing professionally in the office, despite the urge to wear a tank top and shorts, will help you project a motivated image to your boss and co-workers.

To many employers' dismay, traditional dress codes aren't always enough to keep employees from dressing inappropriately. In order to force employees to dress more professionally, some employers are banning certain items of clothing in order to limit the options workers have when it comes to their work wardrobes.

Sixty-four percent of employers surveyed have banned flip flops, while an additional 49 percent have forbidden mini-skirts. Thirty-eight percent banned sleeveless shirts and 28 percent have prohibited jeans. More than one-third (35 percent) of companies have gone as far as to send employees home for unsuitable work garb.

Here are four tips for dressing professionally on the job:

- Stock your closet -- Start with the versatile basics, such as a pair of black pants, a dark pant suit, some button-down collared shirts and a classic pair of dark shoes. Once you have the staples, you can continue to build your wardrobe to give you plenty of professional options.

- Keep it neat and clean -- Make sure your pants, shirts and other clothes are ironed, stain-free and in good condition. When your clothes look sloppy, so do you.

- Steer clear of bar attire -- Don't mistake the office for your local watering hole. Leave the slinky shirts, tight pants and cut off t-shirts at home.

- Look the part -- Have a client presentation or a meeting with the CEO? Dress for the part, making sure you choose appropriate articles of clothing for your role.

Rosemary Haefner is the vice president of human resources for CareerBuilder.com. She is an expert in recruitment trends and tactics, job seeker behavior, workplace issues, employee attitudes and HR initiatives.
Copyright 2008 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Thursday, July 03, 2008 - 1:02 PM

Learning To Success From Donald Trump

Donald John Trump (born June 14, 1946) is an American business magnate, television personality, and author. He is the Chairman and CEO of the Trump Organization, a US-based real-estate developer. Trump is also the founder of Trump Entertainment Resorts, which operates numerous casinos and hotels across the world. Trump's extravagant lifestyle and outspoken manner have made him a celebrity for years, a status which was only amplified by the success of his NBC reality show, The Apprentice (of which he serves as host and executive producer). He is the son of Fred Trump who was a wealthy real estate developer based in New York City.

source: http://en.wikipedia.org/wiki/Donald_Trump

Help! I'm Stuck in the Wrong Career

Are you a copywriter trapped in an accountant's body? Or are you a sales manager who longs to be a clinical therapist? Not everyone gets things right coming out of the gate. Our first job tends to be doing something we may or may not have real talent for, in an industry that doesn't really interest us.

From there, you get promoted or change companies, but usually stay with what you're familiar with. Before you know it, you're on a career path you never intended. If you think you're stuck, think again. It's not too late to try something else.

Lawyer to Football Coach
Tim was an associate with a Chicago law firm. His parents were proud and his friends were impressed. But something was missing.

"I wanted to be a lawyer, because I thought it would prove I was a success," Tim admits. "But it just didn't feel natural. I couldn't stand the sedentary nature of the job and I wasn't using my talents as a motivator.

"I began thinking about what excited me... what I naturally gravitated toward," he recalls. "I realized it was football and mentoring young people."

Tim met with his high school football coach who just happened to be looking for an assistant. Tim asked for the job -- and got it.

"People thought I was crazy when I quit the firm," Tim says. "My father -- a plant worker -- was furious at first, because having a lawyer in the family had been his dream as well as mine."

But Tim loved his new life, has had great success and today is the head coach of a Division III college.

Stay at Home Mom to Aesthetician to Doctor
Karen was a 38-year-old stay-at-home mom who had recently gone through a divorce. She had a college degree in biology but hadn't worked in 12 years. She found a job at one of the many med spas opening in Southern California. She began as a receptionist and showed such an aptitude for dealing with customers that the spa's sales grew dramatically.

When the owner complimented her on this, Karen asked if he would help her get an aesthetician's license. He agreed, and within six months, Karen began performing procedures at the spa.

"I loved helping people improve their appearance," Karen recalls. "But after two years of extracting blackheads and performing Brazilian waxes, I needed more of a challenge."

So Karen applied (and was accepted) to medical school. "Money is tight," she admits. "But there are some wonderful government programs out there which I am taking advantage of."

She is set to graduate in June and will begin her residency in dermatology.

Is a Career Change Right For You?
If you're considering switching fields, take the following litmus test to help you decide:

# Are you changing careers for the right reasons? Many people switch careers because they're running away from a problem in their personal life. If that's the case, you're better off asking for a new assignment or getting a new job within your field. Be sure you understand what your desired career entails and that you're truly passionate about it before taking the plunge.


# Do you have the right stuff? You may have the will, but do you have the skill? Gauge your aptitude through volunteering or vocational testing.


# Can you afford to make the switch? Do you have a cushion to get you through the transition? If it involves further schooling, have you checked out the possibility of a grant, scholarship, student loan or educational assistance from your employer?


# Is there a demand for your chosen profession? It's easier to make the change if there's a shortage of workers in the field you wish to enter.


If you answer "yes" to all four questions, embarking on a new career may be the answer. Sure it will take planning, courage, faith and some sacrifice. But with the average worker estimated to put in over 11,000 workdays in his or her lifetime, wouldn't it be great to be doing something you love?

Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Copyright 2006 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Monday, September 24, 2007 - 3:50 PM

source: http://msn.careerbuilder.com/custom/msn/careeradvice/viewarticle.aspx?articleid=1458&SiteId=cbmsn41458&sc_extcmp=JS_1458_advice&catid=gc

Are You Burned Out?

Almost anyone who has held a job knows the twinge of dread on Sunday evenings as the countdown to the workweek nears its final hours. Friday afternoon becomes the light at the end of a dark, five-day tunnel.


For most people, this is a momentary feeling that comes along when work is particularly stressful or when it's been too long since a vacation. Unfortunately, that feeling doesn't disappear for many workers. If you can relate, then you might be burned out on your job.

"Most people will experience temporary periods of burnout or imbalance," says Jim Bouchard, author of "Dynamic Components of Personal Power." "Long periods of imbalance can be dangerous to your health, destructive to your relationships and can endanger your job."

How do you know when you've crossed from a rough patch into a burnout?

Burnout creeps up and you don't know until you're in the midst of it, says Dr. Todd Dewett, author of the book "Leadership Redefined."

"It does not happen overnight. It happens in tiny little chunks slowly. This is why it is difficult to read any given instance for what it is, let alone judge where you are in the process of becoming burned out."

If you're not sure whether you're just having a bad day or are experiencing something worse, here are some signs that you're burning out, according to Dewett:


* Your professional relationships don't matter anymore.
If the breakroom chats and hallway conversations with your colleagues went from fun diversions to nonexistent, your heart is obviously not in the job anymore.

* The quality of your work isn't what it used to be.
When you're disillusioned with your job, you're not going to perform to your best abilities. Maybe you don't notice the drop in quality or maybe you do notice but just don't care.

* You're no longer goal-oriented.
When your motivation is getting to the end of the day instead of getting that new job title, something's not right.


Recognizing that you're burned out is a good first step, but it won't mean much unless you take action to change the situation. Talk about it, both to yourself and to other people, Dewett suggests. When you share your newfound realization with the important people in your life, you make a strong commitment to doing something about it, he says.

Here are some other ways to beat burnout:

Spice up your routine. Figure out what new responsibility you are capable and willing to assume and ask that it be given to you. "You may have to apologize and/or show a rejuvenated effort at work in order to get what you are asking for," Dewett warns, "but do it because new variety and stimulation is vital to overcome burnout."

Rediscover your motivation. "Goals work. Be specific and set deadlines," Dewett recommends. Analyze each goal and figure out what skills you will gain, what new experiences you will have and whom you might meet. "Make the goals at least modestly challenging, and feel free to share them with others to increase your commitment," Dewett encourages.

Have a plan. Create a list of skills you need to obtain, people you need to network with, financial items to take care of, and overall steps you need to take to get into a job or business that you are passionate about.

Sometimes you need to remove yourself from the situation if you want to make any progress. If your boss has written you off entirely, if you don't have the resources to improve your skills or you were never a fit for the job, Dewett says there's no way to work from within the system. For example, if you're an accountant whose passion has always been photography and not numbers, you can't make yourself love your current job. So don't be afraid to make the jump to a better career.

Anthony Balderrama is a writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.
Copyright 2008 CareerBuilder.com. All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Wednesday, July 02, 2008 - 9:59 AM

source : http://msn.careerbuilder.com/custom/msn/careeradvice/ViewArticle.aspx?articleid=1541&catid=WI

How to Answer: 'Why should I hire you?'

"Why should I hire you?"

This is the classic question most of us hear during an interview. It's often preceded by the phrase, "I've already interviewed another person for this position who looks perfect." Then comes the killer question, "Why should I hire YOU?"

Sometimes the most innocent interview question can prove to be the key to the empire for some, while it can be the swan song for others. The next time an employer asks, "Why should I hire you?" see the question in a new light - as an opportunity to shine and pull ahead of your competitors.

Be careful to avoid clever retorts or comedic one-liners here. Your interview is serious business and a wrong answer will send you packing. This is the one question that interviewers like to ask because the answer can separate the contenders from the also-rans. Give a wrong answer and the large "game over" sign flashes above your head.

What hiring managers really want to know is, "What's special or different about you?" or "How are you different than all the other candidates who have applied for this position?" With this in mind, a good way to approach your answer here is to launch into your best "story" that answers this question: "Will you go the extra mile?"

Why is the employer asking why he or she should hire you? Because there are only five areas of interest he or she is concerned with:


1. Your skills
2. Your knowledge about the company
3. Your manageability
4. Your affordability
5. Whether you can go above and beyond your job description.


In this day of "lean and mean" operations philosophy, employers are looking for employees who can think bigger and perform duties beyond their jobs.

Realize that there will always be competing candidates with a higher skill level, more experience, more education and training or even a smoother interviewing style. The one equalizer though, is the ability to demonstrate how you have risen above and gone that extra mile to accomplish an important task, complete the job or realize an important goal.

Here, you recount that story of exactly how you worked 60-hour weeks, acquired new skills or did whatever it took to distinguish yourself and meet the challenge head on to successfully make the sale, save the project or rescue a client. If you can put a dollar value on the result, your story will only be that much more dramatic.

Knowing this ahead of time, it's wise to put in the time beforehand to work on your answer to this question. Pick your best example of how you went above and beyond in your job. Work on your story to perfect it. Set the scene, describe the challenge and describe your role and the successful conclusion. Use this as an example of how you use your particular set of skills in an extraordinary time to "give it your all" and produce a clear benefit to your employer.

Since no other candidate can duplicate your own personal story here, you'll make a memorable impression. Not only that, but quite possibly you'll pull yourself ahead of that "perfect" candidate who preceded you.


As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Author of "Job Search Secrets Unlocked," Turner has been interviewed on radio talk shows and offers free insider job search secrets at: http://www.jobchangesecrets.com/

By Joe Turner, author of "Job Search Secrets Unlocked"

Copyright 2008 Joe Turner All rights reserved. The information contained in this article may not be published, broadcast or otherwise distributed without prior written authority.
Story Filed Tuesday, June 24, 2008 - 5:33 PM

Are You Sabotaging Your Career?: 5 Ways to Make Sure You Aren't

Are You Sabotaging Your Career?: 5 Ways to Make Sure You Aren't

Though Alexandra Levit was a straight-A student, she freely admits her first job after college was a disaster.

"I had the attitude I had to be a VP by the age of 30, so at meetings I would talk and talk without deference to others," she says. "My first boss didn't like me, which made me visibly upset at work -- I'd burst into tears -- and I clashed with other colleagues."

But when Levit saw coworkers in the public relations agency with half her work ethic getting promoted ahead of her, she realized something was missing from her education foundation. She decided to take some personal development classes to improve her people skills.

"I thought it was all about the work you do, and wasn't concerned about the reputation I presented," said Levit, who credits a Dale Carnegie course her boss recommended with teaching her how to make a more positive impression and elicit more cooperation from others.

"It really did change my life," says Levit, author of "How'd You Score That Gig?" and "They Don't Teach Corporate in College," now a regular speaker at universities and corporations on workplace issues facing young employees. "This should be standard knowledge for every college senior."

Levit's early career mistakes -- overemphasizing technical proficiency at the expense of sales, strategic, people, and financial skills, and assuming she had already learned everything she needed to know to get ahead at work -- are just some of the many ways in which people unwittingly sabotage their career success. While she rebounded, others may not be so lucky.

Know Yourself

Self-awareness regarding your behavior and shortcomings is the most important challenge in any career development program -- without it, people keep their defenses and ignore helpful feedback, says Jason Seiden, president of Seiden & Associates, a coaching and management development firm, and author of "How to Self-Destruct: Making the Least of What's Left of Your Career," a tongue-in-cheek book on professional moves you shouldn't make.

Marginalizing yourself at work, boxing yourself into a job and shutting out opportunities to advance by making yourself indispensable, having an "entitlement complex," and using technology to your disadvantage -- like posting embarrassing photos of yourself or inappropriate comments about your employer or personal life online -- are all excellent ways to sabotage your career, notes Seiden, also an instructor at the Chicago School of Professional Psychology.

Accept Criticism

So is avoiding constructive criticism, which many workers disregard or misinterpret as insults or nastiness. When Seiden worked in his father-in-law's business some years ago, he came in eager to shake things up and told everyone what they were doing wrong. "I created a lot of friction. People were resisting me as I was pushing too hard and too fast. I got plenty of feedback but didn't interpret it right. We were talking past each other all the time."

Many people don't listen to criticism of their behavior from someone they have already typed as annoying, like a boss, but they believe remarks from someone they've already typed as worthwhile, such as a friend. Seiden says people behave this way because of the "fundamental attribution error," by which people explain behavior in terms of personality traits instead of the situation. "Because there is a tendency for humans to generalize about others from isolated observations, we are lousy judges of character," he says.

Keep Learning

The most destructive thing to do to your career is to think you're irreplaceable, says John McKee, a business coach in Los Angeles and author of "Career Wisdom."

"The ones who think they know all the answers become obsolete, as this usually means they're not keeping current with what they need to be successful in their industry."

Speak Up

Failure to self-promote is another career-killer, to which women are particularly susceptible, adds McKee, also author of "21 Ways Women in Management Shoot Themselves in the Foot."

"Women have a tendency to feel their work speaks for itself, while guys are likely to promote everything they do that's great. Thus, women are less likely to get promotions or raises, and if they get one, they accept it without a negotiation."

Get Out

Sometimes employees don't leave bad situations soon enough. The resulting stress takes a toll emotionally and physically, often infecting the person's ability to move on and perform well in interviews for new jobs, says Joni Carley, a business coach in Media, Pennsylvania, near Philadelphia, who cites an ad agency employee client who had trouble at work and was ultimately fired.

"If only she'd gotten her act together before she had too many wounds to lick," Carley notes. "She was always in state of discomfort, and those feelings just sabotaged her energy and her interest in life. She was bothered by all the cues but not acting on them, and it's self-sabotaging not to honor that."

by Sharon McDonnell, ClassesUSA.com
source: http://hotjobs.yahoo.com/career-articles-are_you_sabotaging_your_career-433

5 Lifestyle Activities That Can Get You Fired

by Larry Buhl, for Yahoo! HotJobs

Can having a bacon double cheeseburger and a cigarette put your job at risk? Maybe. It may sound surprising, but many off-the-job actions and lifestyles could put your job in jeopardy.

Fair Game?

Employment experts point out five key areas that a company may scrutinize:

• Smoking, drinking, and overeating. Due to the cost of health insurance, more and more employers view "unhealthy" habits as a threat to their bottom line.
• Risky behavior. Likewise, a company might see your bungee jumping hobby as a liability.
• Speech. Will your employer consider your blogging to be destructive griping?
• Romantic relationships. Dating someone at a competitor's company has landed employees in hot water. And some employers might take issue with unmarried coupling or even same-sex relationships.
• Political activity. Volunteering for Obama could be trouble if you have a pro-McCain boss, and vice versa.

Job- or industry-specific behaviors can lead to termination as well. A Ford worker who drives a Toyota is probably safe -- unless he or she is president of Ford. But a bank employee who bounces a personal check could get the boot.

Cause or Just Because

If these reasons for termination seem unfair, they must be illegal, right? Not necessarily. Just because most employers don't let valued employees loose for off-the-job activities and lifestyles, doesn't mean they can't.

"Most workers in the private sector don't understand that, unless they live in Montana and Arizona, their job is at-will," Paul Secunda, an assistant professor of law at the University of Mississippi, told Yahoo! HotJobs. "At-will means an employee can be fired for good cause or no cause at all," Secunda said.

Federal job protections include gender, race, religion, and national origin, as well as disability. "Some state laws forbid discrimination on other bases, including sexual orientation, or status as a smoker," said Rick Bales, a professor at Northern Kentucky University/Chase College of Law. Smokers in the tobacco-growing state of Kentucky, for example, are safe from termination, he said.

Don't Be Fooled

Although union members and public sector (government) workers generally have more protections, employees in the private sector -- the bulk of the U.S. workforce -- can be fired at any time, and usually without recourse.

"Unless you were fired because you are a member of a protected class under federal law, or under another state statute, it's likely not illegal," said Kimberly Malerba, an associate who litigates employment cases with Ruskin Moscou Faltischek, P.C., a law firm on Long Island, New York.

The good news is that most companies don't go out of their way to snoop into employees' lives, Malerba told Yahoo HotJobs. "A company is most concerned with (off-the-job) behaviors that directly conflict with business interests."

5 Tips to Consider

Legal experts have advice for protecting your job from unexpected dangers:

• Understand the concept of at-will employment. Don't assume that termination must be illegal just because you think it was unfair.
• Be fully aware of your company's policies and terms of employment. Read the employee handbook, and ask HR if you have any questions.
• Be familiar with the company's internal dispute mechanisms (if any) for filing grievances.
• Think before you act. Could your employer see your actions off the job as potentially destructive to the company?
• Don't disclose. "You don't have to disclose lifestyle choices or off-the-clock activities unless there is a clear link to your ability to perform the job," Secunda said.

"My general advice is, don't do anything on your own time that, if reported in the local paper, would reflect poorly on you or your employer," Bales told Yahoo! HotJobs.

source: http://hotjobs.yahoo.com/career-articles-5_lifestyle_activities_that_can_get_you_fired-427

The 6 Most Annoying Coworkers: Are You One?

by Doug White, Robert Half International

Nearly every workplace has them: the Naysayer, who dismisses team members' ideas; the Spotlight Stealer, who claims credit for a colleague's efforts; and other annoying coworkers who make collaboration difficult. Following are six professionals whose irritating behaviors and irksome attitudes prevent them from forming productive relationships at work -- and what you should to do avoid following in their footsteps:

1. The Naysayer. This office dweller delights in shooting down ideas. Even during "blue sky" brainstorming sessions, where all suggestions are to be contemplated with an open mind, the Naysayer immediately pooh-poohs any proposal that challenges the status quo.

The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.

2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.

The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.

3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of cliched business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."

The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."

4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.

The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.

5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.

The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.

6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.

The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.

It's fairly easy to spot the qualities that make the above individuals irritating -- at least when the behaviors are displayed by others. It can be a challenge to recognize when you exhibit them yourself. You may not realize, for instance, that you always pepper your communications with industry- or company-specific jargon, even when speaking with new employees or outside contacts. Though you may not be a full-fledged Interrupter or Stick in the Mud, take care to avoid heading down their paths.

The best advice: Remember common courtesy and act toward others as you want them to act toward you.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices throughout North America, South America, Europe and the Asia-Pacific region. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

source: http://hotjobs.yahoo.com/career-articles-the_6_most_annoying_coworkers_are_you_one-431

majlis daerah ketereh: asimilasi konsep 5s

posting berkaitan konsep 5s
http://anjunghijau.blogspot.com/2007/07/5s-seiri-seiton-seiso-seiketsu-shitsuke.html

setiap banting (digantung di sepanjang jalan sekitar pejabat majlis daerah ketereh, kota bharu), menjelas setiap konsep 5s

"ohayo guzeimasu"

"mdk mengamalkan 5s"

Rencana: Bos lelaki atau wanita lebih hebat

JIKA diberi pilihan, anda mahu bekerja dengan majikan wanita atau lelaki? Ada yang berpendapat majikan lelaki lebih bagus dan cool berbanding wanita yang selalu mengikut emosi serta cerewet! Benarkah?

Mungkin sebagai wanita, mereka lebih selesa bekerja dengan majikan wanita kerana lebih memahami tetapi ada juga pekerja wanita berasa majikan wanita ada kala lebih memihak kepada pekerja lelaki dan bersikap pilih kasih. Atau mungkin, bos lelaki banyak pula kerenahnya lebih-lebih lagi jika pekerjanya wanita. Ada yang mengatakan majikan lelaki lebih tegas dan tidak 'beri muka' malah lebih teruk lagi, ada pula kes salah laku seperti gangguan seksual. Isu menarik bertajuk Bos Lelaki vs Bos Wanita, dibincangkan dalam rancangan Keluarga Di 9 (KD9) bersama Farah Adeeba Mohd Ashraf.

Dua ahli panel, Mohamed Syairoz Mohd Odman, 31, dan Norizad Mohamad Zain, 40, berdebat menegakkan pendirian masing-masing, menjadikan set KD9 panas seketika.

Mohamed yang pernah bekerja dengan dua majikan wanita dan tiga majikan lelaki, berpendirian lelaki adalah majikan terbaik. Menerusi pengalaman, dia berpendapat majikan lelaki lebih fleksibel dan terbuka menerima cadangan orang bawahan berbanding wanita. Majikan lelaki juga lebih memberi sokongan kepada pekerja untuk lebih maju.

Pendapat Mohamed disangkal Norizad. Menurut perunding pemasaran ini, dia lebih selesa bekerja dengan majikan wanita kerana mereka lebih memahami dan teliti. Sebagai wanita siapa lagi yang lebih memahami selain wanita sendiri. Justeru, dia pernah bekerja untuk suatu tempoh agak lama bersama majikan wanita. Pendapat Norizad yang majikan wanita lebih bersikap mendengar dan tempat mengadu, ada benarnya.

Hakikatnya, wanita mempunyai dua tanggungjawab - di pejabat dan di rumah. Sebagai majikan di pejabat, memerlukan mereka membuat keputusan tepat dan cekap manakala di rumah menjadi isteri serta ibu. Malah, setiap kali anak sakit, ibu yang mengambil cuti, setiap kali kad laporan pelajar keluar, ibu juga yang ke sekolah. Di rumah, wanita juga yang terpaksa memasak, mengemas dan mengurus hal rumah tangga lain. Ada juga suami yang kurang memahami, mendesak isteri pulang awal atau suami menggunakan alasan kesibukan isteri untuk melakukan aktiviti tambahan kerana kesepian. Dengan kata lain, majikan wanita beremosi dan tertekan disebabkan lelaki atau suami!

Mohamed berpendapat majikan yang baik perlu bersikap profesional dan tidak membawa masalah di rumah ke pejabat. Jangan menjadikan pekerja sebagai mangsa atau 'punching back' meluahkan kemarahan. Jika majikan wanita yang masih bujang, ramai di antara mereka lebih sukar difahami dan ada kala memaksa pekerja mengikut rentak mereka. Kadangkala harapan mereka tinggi menggunung dan segala-galanya mesti sempurna menyebabkan anak buah berasa tertekan dan tidak dapat meningkatkan prestasi kerja mereka.

Sebaliknya ada juga yang berpandangan majikan lelaki lebih mengamalkan sikap asal siap manakala majikan wanita lebih teliti. Sebab itu, wanita dilabelkan cerewet, tegas dan kadangkala agak mengongkong. Malah, kita perlu mengakui dunia ini memang didominasi lelaki sebab itu untuk maju wanita terpaksa menjadi lelaki iaitu mereka perlu lebih agresif dan ada kalanya tidak berhati perut. Mungkin pekerja lebih menghormati majikan sebegini.

Ada juga yang berpendapat sekiranya majikan lelaki garang dan mendesak, ia sifat semula jadi lelaki tetapi sekiranya wanita bersikap sama, ia dianggap majikan kejam dan tidak seiring dengan sifat kewanitaan. Mungkin juga, lelaki berasa keegoaan mereka tercabar dan tidak selesa sekiranya menerima arahan daripada wanita.

Apa pun, tidak semua majikan wanita atau lelaki kurang disenangi. Majikan seharusnya bijak menangani sikap pekerja mereka. Setiap orang ada kerenah masing-masing dan sebagai majikan yang baik dan efisien, mereka perlu bersikap adil dan saksama selain menghormati di antara satu sama lain.

Majikan juga perlu ada garis sempadan dengan pekerja. Jangan terlalu tegas dan tidak juga terlalu mesra kerana mudah disalah erti terutama jika berbeza jantina, hatta boleh menjurus kepada perkara negatif dan pandangan serong orang keliling.

(sumber: http://www.bharian.com.my/Current_News/BH/Sunday/Dimensi/20080420122938/Article/index_html)

fakta mental

- Kekacauan mental, neurologikal dan tingkah laku adalah masalah yang biasa kepada mana-mana negara dan menyebabkan penderitaan. Penderitaan mereka diburukkan lagi apabila dipinggirkan oleh masyarakat, tidak berupaya menjalani hidup yang berkualiti dan berisiko meningkatkan jumlah kematian.

- Masalah mental yang tidak ditangani dengan baik membebankan dari segi ekonomi dan kos sosial.

- Pada 2002, 154 juta orang di seluruh dunia menderita kemurungan, 25 juta skizofernia, 91 juta terjejas kerana penggunaan alkohol dan 15 juta mengalami masalah ketagihan ubat.

- Laporan terbaru WHO menunjukkan 50 juta orang menderita epilepsi dan 24 juta orang alzheimer.

- Sekitar 877,000 orang mati dengan membunuh diri setiap tahun.

- Seorang daripada empat pesakit yang datang ke hospital mengalami sama ada masalah mental, neurologikal atau kekacauan tingkah laku.

- Kesihatan mental menjejaskan dan terjejas dengan masalah kronik seperti barah, kardiovaskular selain diabetes dan HIV/Aids.

- Ada rawatan yang berkesan untuk menangani masalah mental, tetapi selalunya kos menjadi faktor penghalang.

- Selain kos, peluang mendapatkan rawatan berkesan gagal diperoleh kerana penyakit ini selalu dilihat ‘tidak serius’ selain salah faham mengenainya. Pembuat polisi, syarikat insurans, selain majikan sesetengah hospital swasta mengamalkan diskriminasi kepada pesakit ini.

- Kebanyakan negara berpendapatan rendah dan sederhana hanya memperuntukkan satu peratus daripada jumlah peruntukan kesihatan untuk penyakit mental.

(sumber: http://www.bharian.com.my/Current_News/BH/Sunday/Diagnosis/20071230115026/Article)