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Dec 27, 2013

Goal achievement as an effective Motivational tool

Do you use goal setting to motivate your employees? 

To continue profitable operation every business organization has its own organizational goal/s that it wants to achieve and infuse inside the psyche of its employees. This is done as often as possible to inspire its employees.

The best method is by presenting data that would clearly present what the organization wants to achieve for a specific time period. For example a sales or manufacturing business would usually present goals (thru figures). That it needs to achieve for a specific time period, this will now therefore serve as the Motivational tool.

The question now is how we could make this a reality and not just a goal on paper that could easily be forgotten by employees.

Here are the following steps that you may want to follow:
1. Always remind your employees about it as often as possible.
2. Offer your wholehearted support material, moral and even spiritual. (Your constant reminder is useless without your support.)
3. Check on the progress as often as you remind them.
4. Since you never forget to remind and check; never forget also to update them on the progress of the goal.
5. Always have an open lines of communication.
6. Repeat steps One to five. - Marino J. Dasmarinas

Dec 20, 2013

Do you have a competent Organizational Culture?

Organizational culture is the standard, philosophy and shared ideal of an organization. Organizations that have competent culture are the ones that succeeds.

For an organizational culture to be pervasive; it needs to be implemented from the top management down to the lowest level employee of the organization. A good and competent Culture is very contagious especially when it is thoroughly observed. It therefore sends a clear message to every employee that they must also observed this kind of culture.

 A good and competent Culture also attracts the best and brightest work force for the reason that everyone would want to work for a company that has a good organizational culture. Who would not like to work for an organization that has a competent organizational culture?

For an organizational culture to be effective. It must be inculcated into the minds of the employees during their very first day of work. This is normally facilitated by orientation wherein the newly hired employee is informed about the culture and other policies of the organization. The workers are introduced to the many guidelines of their new organization. And if competently done it is expected that these employees will follow every rules and regulations of their new organization.

Do you have a competent Organizational Culture? - Marino J. Dasmarinas

Dec 13, 2013

Are you an egocentric Manager?

There are managers/supervisors who are very much particular about their standing in their organization. For example a hard working former rank and file employee is promoted to a middle level managerial position. 

Suddenly, there is a change on his job title and his peers thought that it was only the change on his job title that would be affected. They hoped that there would be no change on his part as far as his behavior towards them is concerned.

However they noticed that his change of job status has went-up to his head: from a very friendly peer he suddenly became detached from them. He chose to transfer to a roomy place in the office that isolated him from his former peers. He now suddenly wants them to address him as sir rather than his nick name just like when he was still one of them. In short, this man who was suddenly promoted became egocentric; the sudden change of job status went to his head instead of going to his heart.

There are some of us who behave like this newly promoted person, we become self-centered by the sudden change in our job status/title. We suddenly want respect which is not bad, but we must not overly concern ourselves with this sudden appendage in our job status for the reason that it will detach us from our peers and subordinates.

 And it will surely affect our image as a member of our organization. From a team player we unknowingly might become a dictator or an autocratic manager which is actually a very bad behavior for a manager to have.

It will not do us any good if we become egocentric because of our newly found status in our organization. We need not worry if we want respect because it will come once we know how to respect our peers and subordinates as they say: Respect begets respect. Our co-workers will respect us once we respect them immaterial of their position.

So this question comes-up: Does it pay to be overly egocentric about your new status in your organization?

No it doesn’t pay! We must always remain humble and a team player. Job position/title is simply a name that is given to us, we must not allow ourselves to become swell-headed because of it; we must always remain humble and simple no matter how high we go up in the organizational hierarchy. - Marino J. Dasmarinas

Dec 6, 2013

The importance of Job orientation and Role definition

Do you properly orient your newly hired employees or you immediately brief them with the job that they are going to handle in your organization?

Upon employment in an organization the first agenda for the newly hired employee is to familiarize him with the critical role that he is going to take part in the organization. This is usually facilitated by means of a clearly defined job description and thru job orientation.

It is important for an organization to orient the newly hired employee about the limits as well as the whole scope of his role. Yet, this is sometimes inadvertently forgotten by management. So when there’s an inadvertence the employee is suddenly given a job that he was not expecting to do for the reason that he was not properly oriented or told about it.

Unknown to management this pieces of inadvertence creates dissatisfaction within the newly hired employee and it slowly shows on his job performance. Eventually his motivation to do his job well suffer until such time that he drifts away from his job.

To avoid role ambiguity and demotivation management must early on be cognizant of the importance of properly orienting their workforce about the roles that they are supposed to do in the organization. If there shall be some more workload to be assigned it will not do us harm if we will bother to orient them about it.

Let us be aware of the importance of clearly defining the roles of our workforce and let us not carelessly assign them workload without competently orienting them. - Marino J. Dasmarinas