I have decided to ....
take things easy
worry less
do not work at home unless absolutely necessary
leave work on time
not be affected by what others say
consider other job opportunities
smile more
frown less
go for more holidays
shop more
sleep more
be a much happier person
October 5, 2007
October 4, 2007
Free Burma!
Today marks the International Bloggers' Day for Burma on the 4th of October
What can I do?
1. Join the list of participants on the webby
2. Take part in this action.
3. Spread the word.
4. Spread the graphics.
Free Burma!
Wiki entry on Burma's current state
Take part in this action for a Free Burma!
1. Publish a posting (Bulletin Board, Forum, Blog, Social Network, Static Website…) on the 4th of October with the header: “Free Burma!”
2. Tag it if you can with “Free Burma”
3. Choose a grafic from our Grafics page and
4. Link to www.free-burma.org there your readers will find some informations about the campaign and Burma and a participant list which you can join. Even if you're a webmaster of a bulletin board or social network you will find a special Group List to join.
5. Add our Petition Widget to your blog/website.
6. Feel free to write any additional text you want.
If you have no website or blog we need you even more: Please help us to spread the word across the internet, tell your neighbours, friends or kids and first of all: Sign our list of participants!
Spread the word
Spread the word
Please help to spread the word about the Free Burma! action.
Comment on blogs to promote our campaign, write website owners and forum admins to inform them, post on forums and guestbooks, tell your whole neighborhood about us.
- Digg!
- Slashdot
Spread the Graphics
Please use one of the these graphics for your blog/forum/website post or pick one from our Flickr group.
October 3, 2007
Discover the hidden meaning in your name
Discover the hidden meaning in your name
Chun Siong
Your natural charisma and charm makes you an influential figure able to inspire confidence in others. Material abundance and emotional contentment are seemingly drawn to you and satisfy your dreams of success. However being humanitarian you find that applying your talents and creative prowess to a worthwhile purpose is far more satisfying than material gain. Your courage, adaptability and determination overcome any obstacles.
********************
Real or not?
WHY EMPLOYEES LEAVE ORGANISATIONS ? by Azim Premji, CEO- Wipro
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their immediate boss. Immediate boss is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
"Jack Welch of GE once said. A company's value lies "between the ears of
its employees".
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you're losing good people, look to their immediate boss. Immediate boss is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
"Jack Welch of GE once said. A company's value lies "between the ears of
its employees".
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