Major Teoh’s Blog

October 18, 2007

Change Management (1)

Filed under: Management — ASKSonnie @ 7:45 am

Article was first posted at: http://sesantos.com.ph/2007/04/17/change-management/
Change Management (2) is available here

Because of one or more determinants, a tipping point may be created that will result to a season of growth. This will propel business to expand or a blog to increase its bandwidth due to increased readership. Leaders and blog owners must be able to make concrete decisions to address the demand, thus, change management skills is critical.

Let me borrow an illustration used by Dr. David E. Sumrall, undershepherd of Cathedral Of Praise– Manila, when effecting change. It’s like navigating a tanker vis-a-vis a small boat. To change the course of a small boat is easy, but for a tanker, it takes proper calculations, space and timing before steering the ship.

Growth = Changes = More Growth or Plateau

(more…)

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September 29, 2007

CSR: Handicapped and Elderly Friendly Environment

Filed under: Management — ASKSonnie @ 5:09 pm

SM @ UN

Being sensitive to the needs of persons with disability, breast feeding mom’s and elderly, and building SM malls friendly to their condition has been one of the primary goals of SM Supermalls management. This effort has been recognized both here and abroad.

September 28, 2007

When we dare to dream.

Filed under: Guest Writers,Ma. Concepcion Ureta — Major (Rtd) Teoh @ 5:58 pm

When we dare to dream.

By Ma. Concepcion Ureta <mc_ureta@yahoo.com>

Some rambling thoughts while I eat my “bulad” (dried fish) with tomatoes  and a little  sawsawan.( fish sauce)I went on a trip to the barrio last month with a bunch of working students.  We went to visit the wake of an alumni who died of “bangungot.” (an illness causing death while sleeping)

I was in my office attire  and never thought I would have to walk to the “basakan” (farm road)  to get to his place.  At first I thought what the heck for it was okey since we were all having fun.  As we neared the place we were greeted by his parents and saw how poor they were.  His coffin was placed in a shaded  kubo(hut)  since their home was just too small to accomodate everyone who would come to visit.

What struck me most was the unfinished concrete structure.  His sister sadly told us that even before he was accepted as a working student  Elier would set aside an amount to buy hollow blocks from his salary as a  gasoline boy.  He dreamt that one day he would build a house for his family.

Elier was always the hard working student that everyone knew.  It was Bro Crispin who recommended him to the Grant in Aid program of the university.  He took notice of this boy whenever he would get gas for his car.  He would engage him in conversation and learned of his love for his family.   Elier was  offered a chance to weave his dream.  He applied and was accepted to be a  working student to pursue a college education. 

Elier  finished college in 2006 and since then has moved from one job to another in the hope he would get the chance he needed.  He was a skilled electrician and very good at what he does.  Everyone calls him “tatay”(father) because of his ways. He wanted to go abroad but he still needed a huge placement fee to be able to get the opportunity he needed most.  One day I chanced upon him at the university.  He was proudly telling me that he worked as a electrician for  a  building contractor.  I teased him..”o blow out on your first salary)..”  I didn’t realize that was going to be the last time I will ever see him alive. 

The unfinished structure was a reminder of Elier’s dream of a better life. He wanted his parents to live comfortably in a concrete house.  He wanted them to move out of their little hut they call home. He was like everyone else wishing that one day things will look brighter and that their future will change. 

To Elier Gervero wherever you are now look down upon us the living and teach us how to dream and never lose hope. 

September 9, 2007

Due Process Of Law In The Philippines

Filed under: Industrial Relations,Management — ASKSonnie @ 8:32 pm

Finally, my How To Lose Your Job series can be closed 🙂

On August 29, 2007, it was an honor to handle one of the break out sessions of the 1st HR Philippines National Convention and I handled the discussion on Employee Discipline. Using the same approached I employ with fellow HR practitioners, I would like to close this series by discussing Due Process of law from the point of view of management.

In the Philippines, Employee Discipline is one of the rights an investor or capitalist can use to ensure a profitable operations.

Success of industries is the foundation upon Which just wages may be paid. There can be no success without efficiency. There can not be efficiency without discipline…”

Batangas Transportation Co., et al vs. Bagong Pagkakaisa ng mga employees and Laborers of BTCo., GR No. L-1706 March 10, 1949

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September 3, 2007

Corporate Malaysia’s Diversity Challenge

Filed under: Guest Writers,Pete Pereira — Major (Rtd) Teoh @ 8:50 pm

ASPIRE CONSULTING SDN BHD

1 Jalan Merah U9/1
Kayangan HeigHTS
Section U9
40150 Shah Alam Tel/Fax 603 7845 5982
http://www.aspireconsulting.com.my
Corporate Malaysia’s Diversity Challenge

Some weeks ago, I read an interesting exchange of posts on malaysiaHRonline (MHRO) titled Language Preferences and if I am Malaysia’s Education Minister. The variety of responses that were posted on this particular thread is the source of inspiration for this article – and for that, I thank all the contributors: BM Tan, Thilaga, TG Lee, Datuk S Jaafar, Desmund Wong, MA Ismail, Doreen Yap and Mohd Nizar Ahmad.

The origin of the post and the whys and wherefores of the subject do not matter in the context of this article. Suffice to say that corporate Malaysia is sitting on a potential goldmine of diversity and grossly mismanaging its resources. Why a goldmine of diversity? Consider this: two of the fastest growing economies in the world apart from Vietnam, is China and India. Certainly the Sino-Indian economic axis is set to be the more sustainable in the long-term. Malaysia is one of the few countries in the world that has a unique and winning mix of ethnicity perfectly placed to take advantage of this growth. Rather than harness the strength of diversity that is readily available to us, any discussion pertaining to race, language or religion is quickly deemed ‘sensitive’ as the undertones of the thread mentioned above would illustrate. That is our bane at present.

Malaysia and the Global Economy

Let’s put the benefit of leveraging on diversity in context first. It is known that homogenous teams would generally encounter less problems in the phases of forming, storming and norming, for example. However, heterogeneous teams that consist of diverse personalities and talent take a significantly longer time to get to the stage of norming. What happens after that, however, is that the heterogeneous team outperforms a homogenous team by as much as 270%!

Christopher Selvarajah and Denny Meyer of Swinburne University in Australia produced an excellent piece of research titled ‘Profiling the Malaysian Manager: Exploring Dimensions that Relate to Leadership.’ This was published in the Journal of Management and Organization, November 2006. In their research, Messrs Selvarajah and Meyer found distinct differences in leadership behaviour across Malay, Chinese and Indian managers in Malaysia. The inference is that each ethnic group has a distinct preference in the way that they are lead as a result of their own cultural dynamics. It also means that a “Malaysian’ leadership style has yet to emerge – which, in the context of our diversity, is not necessarily a bad thing.

Inherent within this complex diversity of Malay, Chinese and Indian culture is a whole spectrum of ‘natural’ talent that more than adequately help us to address the challenges of competing in a global economy. By ‘natural’ talent, I mean cultural behaviour such as harmony, collectiveness, directness, the orientation of task vs relationship, etc – all of which are present in varying degrees across each ethnic group. Imagine examining each of these variables within the context of teams within an organization and determining, objectively, who has strengths in a particular area.

Then, match the strengths of individuals to the needs of global customers that the organization serves. You are likely to find then, that perhaps the recruitment policy needs to be realigned more strategically. Possibly, this might even open up the prospect of venturing into new markets as a result of a deliberate business policy of diversity.

On a larger scale in Malaysia, however, it appears as if the whole concept of competing in a global economy is going over our heads. Many organisations go into export markets on the assumption that cultural variables applicable to Malaysia are the same the world over. An anecdote to illustrate this:

A leading local organization that deals with the supply of halal products to emerging markets was given the opportunity to supply a large order of canned tuna to a middle eastern country. They labeled the product ‘halal’ on the assumption that the market they were exporting to would operate on the same imperatives as Malaysia. The entire shipment of 20 containers was rejected because in this particular country, tuna does not need to be labeled such. The labeling from Malaysia would have raised suspicion that there was something wrong that it needed to be labeled ‘halal’.

Getting Started with Diversity in Malaysia

The fact is, with the wealth of natural talent available in Malaysia across all ethnic groups, most organisations are short-changing themselves and their stakeholders by not pursuing a deliberate hiring strategy that emphasizes ethnic diversity, amongst others.

In some ethnically-diverse organisations that I have the continuing pleasure of working with, I sense a strong desire to explore the dynamics of ethnicity in an objective, team-based manner.
For example, one such organization that is predominantly Chinese initiated such a discussion of diversity across all their functional teams in their annual teambuilding event. One particularly significant point of discussion and agreement that they arrived at was that they need to make a collective effort to refrain from speaking in dialect in their work environment. This was in response to creating an inclusive environment within the organisation.

The key to getting started with diversity in the context of Malaysian organisations, is to explore the less contentious areas of diversity such as personality, brain dominance, values and such. In the process, communicate to employees the areas of diversity that are going to be explored, why they are being explored and the benefits of such an initiative before actually starting out. It will be a lot easier to get participation when people know what’s coming and what to expect.

In Conclusion

The MHRO thread elicited one particular comment along the lines of “….this is an HR forum….if you need to pour out your personal problems, do it elsewhere….”

Au contraire. Diversity in Malaysia is a particularly relevant issue for strategic HR intervention. We have a vast abundance of culturally diverse talent that is just waiting to be harnessed to take on the world. It remains a challenge as long as we condition ourselves to believe that it is ‘sensitive’.

As human beings, we all hold, within our depths, a need to belong and ‘connect’ with others. Exploring diversity will help us fulfill those needs while meeting the business demands of an increasingly global economy.

Pete Pereira
Director, Organisational and Team Development
Aspire Consulting Sdn Bhd
pete@aspireconsulting.com.my

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