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Jan 27, 2014

The three useful skills of a Leader

There are three major leadership skills: Technical, Human and Conceptual. Each of these skills can effectively help leaders provided they know how and when to use it.

The third leadership skill is Technical skill, this is the knowledge of a leader about the nitty- gritty or the specific details of the job of his subordinates. For example in a coffee kiosk business the leader must know every small details of the job that his crew performs such as the dispensing of coffee, inventory and set-up of supplies, proper mixture of coffee and every little details that makes the coffee kiosk work.

The second is Human skill this refers to the ability of the leader to work effectively with his people; this is human relations in action. We all know that humans are the most precious resource of an organization thus it is a must for a leader to know how to build teamwork. He must learn how to effectively communicate towards his people, he must be sensitive to their needs. He must know how to empathize and he must always start the communication process.

The number one leadership skill is Conceptual skill, this is the ability of the leader to think on how he can best run his organization. In terms of expansion, stability, improvements, achievement of departmental/organizational goals, mission and vision.

Simply put, Conceptual skill is the ability of the leader to think big on how he can further grow his organization. That will not only benefit his organization but also benefit his employees and the environment at large.

For a leader to be successful, he must then know how to properly utilize these three important leadership skills. - Marino J. Dasmarinas

Jan 20, 2014

Is it right exchange jokes with your subordinates while doing your Leadership functions?

The answer to the title of this blog post is obviously a resounding No! It is not right for a leader to joke with his subordinates while exercising his leadership function.

There are leaders who cannot help but make jokes at the expense of his subordinates; they love it when their audience laughs at their jokes. This is quite fun in the short run but as the leader does this every so often this becomes ineffective anymore. Until it reaches the point that the leader is not being respected any longer by his subordinates.

Does this mean that a leader must not exchange jokes with his subordinates? Not really, it’s ok for a leader to banter with his people but he must see to it that this is done in the proper environment. For example, during activities not confined to regular working hours wherein the leader becomes just one of the guys.

 In that instance he can freely exchange jokes for so long as he wants. It makes him more human and more approachable when he does that. It breaks the barrier that separates his position from his subordinates and this also solidifies the team spirit of his office.

It’s not actually bad to joke around with your subordinates provided that this is done in the most appropriate situation.  And provided that the jokes will not infringe on your honor and integrity and the honor and integrity of your subordinates. - Marino J. Dasmarinas

Jan 16, 2014

The most important Leadership Trait

There are so many important traits that a leader must have. Such as Charisma, Positive behavior, Confidence in oneself, Knowledge of his sphere of environment, Personal integrity and the like.

But there’s one that’s in front, this is the ability of the leader to inspire his subordinates. So that they'll become his co-partners in achieving their organizational objectives. Leaders that know how to inspire have this exceptional quality; they also have incredible enthusiasm for their job. They see to it that this enthusiasm cascades down to each and every member of his department.

Leaders that inspire should also be an exceptional communicator. Every word that he utters should be seen by his subordinates as gospel truths. Therefore it is a must for the leader to lead by example. If he tells his subordinates that because of the necessity of the situation they need to render overtime work. He should also be there with them rendering overtime work. 

There are leaders who are only good with communication skills and they have enormous charisma. But they don’t walk what they preach, this is the principal reason why they fail to inspire their subordinates.

An inspirational leader should also know how to sacrifice his personal comfort for the sake of his subordinates. For instance in money matters, if one of his people is in dire need of financial assistance; he must learn to help. 

A Leader/Manager gains tons of respect from his people when he is always there to help them. By doing so, he earn their respect and commitment. Thus, he further inspire them to be his partnes in the achievement of his departmental/organizational goals.

Are you the kind of leader/manager who knows how to inspire your people? - Marino J. Dasmarinas

Jan 12, 2014

A Motivational tool called Positive Reinforcement

There are Managers who do not care about the achievements of their subordinates. For reasons known only to themselves they just don’t care about it they let it pass without properly recognizing it. This inaction is unacceptable for managers who desire to  motivate their subordinates.

Positive reinforcement is an inexpensive but very useful motivational tool that is always available for leaders/managers. For example, if a leader/manager is aware that one of his subordinate is exceptionally performing in his/her job, it is but proper that he positively reinforce this very good work behaviour.

 You can just imagine the moral boost that it will create in your subordinate’s psyche. If giving of written citation is not your type. A verbal commendation is also an option that you could use.  You have everything to gain and nothing to lose if you will care to praise a deserving employee.

There are many more inexpensive ways to positively reinforce an exceptional work accomplishment. You just need to be creative on how to do it. What is important is you always recognize a good work accomplishment.

This kind of motivational technique always has a positive effect on a worker’s behavior, just try it. - Marino J. Dasmarinas

Jan 6, 2014

Can the need for Affiliation influence workers Motivational Drive?

No man is an island! No matter what kind of organization we are in, we need to communicate. We need to belong, we need people who will listen to us. So it’s very obvious that there’s a need to be connected with our fellow workers in an organization: this is a worker’s need for affiliation.

Can we use affiliation as a motivational drive? Yes we can! Once we commend a worker for a job well done we positively affiliate ourselves to that worker and naturally it creates a positive motivational force within him.

We should also give free space for workers to communicate and interact with each other. For this is part and parcel of their freedom as workers. We are in a democratic world that’s why we must allow our workers to fulfil their need for affiliation. Provided that they do it during break time and not during their working hours.

Thus, by giving our workers freedom to affiliate with their fellow workers. We create an impression in their minds that the organization that they belong doesn’t curtail their rights to affiliate with their co-workers. By doing so we could also avoid some behavioural problems from cropping up in the future.

We must always remember that curtailment of workers freedom to affiliate would only result in their demotivation. And to have a demotivated workforce is not good for any organization. - Marino J. Dasmarinas