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Feb 21, 2014

How to have employees with positive mental attitude

Every organization desires to have employees with positive mental attitude  for the reason that they are vital to an organization’s success. Just imagine your employees going to their work with low morale and negative mental attitudes or they just go to work because of their salary.

What will happen to this kind of organization? Sooner or later this organization will fall apart there would be disenchantment and low morale will be a pervading factor in this kind organization environment.

So what should we do so that our workers will imbibe positive mental attitude?

1. The leader/manager should lead by example in every aspect of organizational activity.
2. The leader/manager should know how to properly motivate his subordinates.
3. There must be continuous open lines of communication in the organization.
4. Employees must be well paid.
5. There must be a favorable working environment.
6. The leader/manager must know his/her job well and must be competent in doing it.
7. He must be a good listener.
8.The leader/manager must know how to share every financial windfall that his organization earns.
9. The leader/manager should learn how to impose discipline without fear or favor.

As we do our job we would be discovering a lot more factors that will further influence our workers to have a positive mental attitude. Let us take notice and learn how to use it to our advantage. - Marino J. Dasmarinas

Feb 14, 2014

A good Leader is also a good follower

It may seem unthinkable for many but the reality is leaders are also followers. Every leader has also that somebody who leads him, who tells him what to do for the betterment of the organization.

Let us take for example a first level manager/supervisor who leads his operating employees. He also is accountable to his middle manager. He (supervisor) follows directives from his middle manager.

The middle manager takes order from the top management and he (middle manager) sees to it that he implements the commands of his top management. The top management is accountable to whom? He’s accountable to the board of directors and he implements also the collegial decisions of the board.

The board of directors takes order from whom? They in turn follow the desires of the stockholders.  How about the stockholders are they accountable or dictated by anyone? Yes of course! They indirectly take cues from the public that buys their company’s products.

We see that every leader in an organization takes direct or indirect orders from persons who occupy a higher position than them. What is the relevance of a leader follower relationship?

Leaders who aspire to occupy the top position of their organization must be good followers. They must not complain on any rightful orders that are given to them no matter how hard. For it is one of the many yardsticks that will measure if they are to advance in the organizational hierarchy. - Marino J. Dasmarinas

I conduct and create relevant Human Behavior Lectures and Talks such as Leadership, Motivation, Values and many more topics based on your organization's need.

I conduct and create relevant Human Behavior Lectures and Talks such as Leadership, Motivation, Values and many more topics based on your organization's need. - Marino J. Dasmarinas

Feb 12, 2014

Is Leadership situational?

Yes Leadership is situational! A good leader should know when to exercise his leadership function and authority and when not to, when to act as a leader and when not to.

Let us take for example organizational activity such as foundation day of the organization or Christmas party. Who is the right person to lead in the preparation of this activity? Does the leader of the organization need to be at the forefront of this activity? 

Situational leadership will tell us that during this kind of organizational activity the leader may or may not be at the forefront. He can even choose to simply  maintain a low profile, be an observer and let his subordinates do all the preparations.

There are many other situations which will call for a leader to take action and lead by example. For instance in the achievement of organizational objectives, in matters of   discipline, leadership by example and so forth.

A leader must fully grasp the usefulness of situational Leadership. For the simple reason that it can help him effectively function as a leader and it surely will strengthen  his image as a leader in his organization. - Marino J. Dasmarinas

Feb 2, 2014

The man who loved to be called Sir!

Do you love to be called sir or madam/ma'am? 

Mr. X is a newly promoted employee who is very particular with his new found status. He would tell his former colleagues who are now his subordinates to call him Sir because according to him to be called Sir is like music to his ears and besides it tells a lot of his status in their office.

So his subordinates started to call him Sir and he would mischievously smile when he is called sir, it created an air of arrogance in his attitude also.

What he did not know was his demeanor started to create a negative impression on his officemates. They would silently say that their former colleague has changed for the worst. Thus, it resulted to their distancing themselves from him it also created a big dip on their office performance.

Mr. X is a classic example of a man who became swellheaded with his new found office status. This is a big no-no in human behavior for the reason that by being swellheaded you start to isolate yourself.

Your promotion must not go to your head because instead of building bridges you start to build walls. As you ascend higher in the organizational hierarchy It’s better if you bring yourself closer to your subordinates.  Thus, you build teamwork and you enhance office solidarity.

The bad thing about office titles is there’s a tendency for a person to become too bossy that it creates a gap between him and his subordinates. To his mind he may have earned their respect but it’s actually a superficial respect that will eventually result in the decrease of workers output.

Leaders/managers should not be very particular with thier office title, they should rather focus on their performance and on building teamwork. For this will further result in the growth and enhanced performance of their office.  

Let us remember that office titles if not properly handled by a swellheaded/arrogant person will only create isolation and disunity. This is the reason why there are managers or even company presidents who prefer to be called simply by their initials or by their first names. - Marino J. Dasmarinas