Maybe some of the shoppers feel that the goods may see a ‘drop’ in the price offered as Hari Raya gets closer particularly in the final days of Ramadan while there are others who simply love the thrill of making last minute shopping.
When my friends were asked about this, various replies were received. Some said that they did not have time to shop earlier due to work commitments and time constraints. Others were waiting for the ‘bonus’ usually handed out by employers in the final weeks of Ramadan.
I was part of the stastics, a day on the sighting of moon, I bought my son’s songkok at the last minute at Hoppoh Shopping Centre. I had no choice as I was working and my son was schooling in the day.
Armani, our family tailor said the dresses of my clients are almost ready. There will be some who would take their dresses one day before Hari Raya,” said dressmaker Aping. According to Kuan many of her clients had came to her to make their dresses since June.
I went to KL a week prior to Hari Raya. Going around the stores, I found the baju Melayu (kurung)priced at between RM150–RM200. The cookies priced RM16 - RM20 par packet at Jalan Tunku Abdul Rahman.
As for ‘duit raya’, many have yet to change their money for new bank notes even as Ramadan moves into its last week as they were still ‘calculating’ the amount to be included in these ‘little green envelopes’. The RM1 and RM5 notes are still in demand. There are those who also prefer RM10 notes.
It was 7.10 am and I just managed to break loosed from the packed road from PJ to Mile 10. Early morning drivers tend to be less considerate compared to bedraggled homeward bound one. By Mile 15 the road was already clear but it was the time that you started felling the hectic day. Work was not due to finish until about six in the evening.
When I was posted to BSA it took me 3 hours to travel in an almost traffic-free road from Kuching. I started my Monday travel when most people were still in bed and back home on Friday when most people were already asleep.
I do not enjoy the long distant journey but I enjoy utilising the space thinking and dreaming both about future and the past. My dreaming energy knew no bound. But sometimes my dreamt was interrupted by text messages from my superior who new no culture and feelings.
Some times the reality of the messages hit me like a tonnes of bricks. I do not know the real intention but obviously texts were most of the time having sour taste and pricking intention. I categorised the text messages as cyber-bullying.
By definition, Cyber-bullying is when the Internet, cell phones or other devices are used to send text or images intended to hurt or embarrass another person. My peers and I used to receive text repeatedly carrying threats, disparaging remarks, negative quotes, hate remarks, irresponsible warnings and posting statements with the intention only the senders and the God knows. I used to comfort my self by accepting the pros and cons of digital technology.
Bullying can cause long-term emotional and behavioural problems. It can cause loneliness, depression, and anxiety lead to low self-esteem and increased susceptibility to illness.
There is already sign the effect of bullying among us. Losing of hairs and some decided to leave the organization. At minimum the effect of bullying can cause low productivity as the victims are depressed and experiencing low-esteem.
I have been 26 years in the organisation and for most part of the three decades, I had been a hack, a sportsman, a lawyer, an Along and a marketeer, to mention a few. But never been felt like a prostitute bullied by the bapa ayam.
Sometimes I find people above us make things difficult for us. They are your energy sucker. Work sucks, life sucks, friends suck, bosses sucks, customers sucks, digital technology sucks and everything seems to go berserk and bersuck!
Almost every one knows the word ‘bully’ but not many understood the real meaning of it. The recent punching and kicking of fellow schoolmates in one of the school in our state was quoted by local papers as ‘bullying in school’ when actually it was out right criminality.
Bullying does not necessarily physical in nature. It involves abusive, abrasive, threatening and self-serving individuals who continuously pound their employees, subordinates or mates into submission.
Many people are suffering from the destructive antics of bullies at work in many different ways.
Recently, we received this text form our boss (DL), which read: “….. Please leave the organisation if they can’t achieve an average threshold of 60% in your sales. We need to recruit right people to do the job……”
In the first place, his perception is wrong about recruiting the right people. There is no way the right people are willing to take up the job if they knew about him and his abusive language.
One may have the title of ‘Manager’ but he is not acting as if he is one. A manager who makes mean-spirited comments to his employees generates dissatisfaction and distrust and typically shows marginal managerial skills in other area as well.
Senior management must be well aware that he is a weak link and that he is managing like a missing link.
This text messages reflect the behaviour fall under the category of bullying and such antics are totally out of place in today’s work environment. In fact he is out of touch in any of today’s environments, whether at home, colleges or at work.
He needs more wake-up call than any body. This is never a business-like way of telling the employees. The word is very hurting, upsetting and distressing to anyone receiving the text.
Bullying does not necessarily physical in nature. It involves abusive, abrasive, threatening and self-serving individuals who continuously pound their employees, subordinates or mates into submission.
Many people are suffering from the destructive antics of bullies at work in many different ways.
Recently, we received this text form our boss (DL), which read: “….. Please leave the organisation if they can’t achieve an average threshold of 60% in your sales. We need to recruit right people to do the job……”
In the first place, his perception is wrong about recruiting the right people. There is no way the right people are willing to take up the job if they knew about him and his abusive language.
One may have the title of ‘Manager’ but he is not acting as if he is one. A manager who makes mean-spirited comments to his employees generates dissatisfaction and distrust and typically shows marginal managerial skills in other area as well.
Senior management must be well aware that he is a weak link and that he is managing like a missing link.
This text messages reflect the behaviour fall under the category of bullying and such antics are totally out of place in today’s work environment. In fact he is out of touch in any of today’s environments, whether at home, colleges or at work.
He needs more wake-up call than any body. This is never a business-like way of telling the employees. The word is very hurting, upsetting and distressing to anyone receiving the text.
“France’s World Cup fiasco was the fault of the system, poor environment and coach refusal to listen to players. They have been no dialogue between players and coach. The players were just asked to play and that was it. According to their Midfielder, Malouda, the players did not find ideal conditions when playing for France.
The players who were from good clubs need high level of environment to blossom. It is difficult to work in an environment when there are always negative stories and bad vibes. Constant criticism from boss, fans and media did not help”
Check yourself; are you in the same boat as the French players? Are there any negative stories or bad vibes? Can you blossom under your current organisation?
The players who were from good clubs need high level of environment to blossom. It is difficult to work in an environment when there are always negative stories and bad vibes. Constant criticism from boss, fans and media did not help”
Check yourself; are you in the same boat as the French players? Are there any negative stories or bad vibes? Can you blossom under your current organisation?
February 12, 2010 - PMS Appraisal time. This is the time when all the subordinates should 'apple-polished' the bosses who appraised them. Why not? Bias and error are not new issues in performance appraisal.
The words bias means the tendency to consider inaccurately one person or a group of people (one branch) more favourably than others. Since performance appraisal chart the future of individual staff, the appraiser or reviewer should not be in any discrimination or double standard in conducting the appraisal.
There are many categories or types of bias such as based on sex or gender, race, age and physical appearance. A small but consistent 'own race' bias in performance appraisal occurs especially in a multi-racial organisation.
Appraisers tend to rate subordinates of the same race higher than those of other races. This so cal racial-bias is pertinent in an organisation where one race is more dominant or majority than the other. Nepotism is another characteristics of racial bias.
Appraiser tend to think that employees of their own race are good and deserved high ratings. This is also call racial prejudice.
Performance appraisal must be conducted under formal situation which mean to put aside any relationship, prejudice, cronyism, cliqueism or misunderstandings with the person being appraised.
Look around in your organisation. Is there any 'birds of a feather, flock together?
code: 86
The words bias means the tendency to consider inaccurately one person or a group of people (one branch) more favourably than others. Since performance appraisal chart the future of individual staff, the appraiser or reviewer should not be in any discrimination or double standard in conducting the appraisal.
There are many categories or types of bias such as based on sex or gender, race, age and physical appearance. A small but consistent 'own race' bias in performance appraisal occurs especially in a multi-racial organisation.
Appraisers tend to rate subordinates of the same race higher than those of other races. This so cal racial-bias is pertinent in an organisation where one race is more dominant or majority than the other. Nepotism is another characteristics of racial bias.
Appraiser tend to think that employees of their own race are good and deserved high ratings. This is also call racial prejudice.
Performance appraisal must be conducted under formal situation which mean to put aside any relationship, prejudice, cronyism, cliqueism or misunderstandings with the person being appraised.
Look around in your organisation. Is there any 'birds of a feather, flock together?
code: 86
