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Apr 30, 2014

The significance of empowerment

Empowerment is an organizational technique that is used by leaders and managers to fully harness the effectiveness of an organization and the human resource inside it. By using empowerment managers and leaders are able to free themselves of unnecessary work pressure. 

Thereby enabling them to focus more attention on other important responsibilities. When you use empowerment you are actually multiplying your authority. You create an extension of yourself through your subordinates.     

But before using empowerment as a means to efficiently manage your human resource and organization. You should see to it first that they (HR) are mature and competent enough to understand the responsibilities attached with empowerment. Otherwise if they are not mature and competent, empowerment then becomes an exercise in futility.

Among many other attributes, empowerment provides autonomy with accountability it frees the organization unnecessary centralization of power and resources. It helps develop competence, motivation and leadership on your human resource.

The end result of empowerment is you create an effective organization that can immediately respond to any organizational contingencies. Your subordinates are immediately able to decide and solve organizational issues based on the authority that you’ve empowered to them. - Marino J. Dasmarinas


Apr 29, 2014

Is your leadership influence diminishing?

If there is a leadership influence arrow, the direction of the leadership influence arrow must always be upward never downward. The moment the direction of the leadership arrow goes downward it simply means that the leader is losing grip of his leadership.

But is it possible for leaders to lose their leadership influence? Of course it’s very possible for leaders to slowly lose their leadership influence. This could happen when leaders become complacent that they would think that they are already indispensable in their possession of authority.    

Therefore the leader stops motivating himself and his people; he will not anymore lead by example. He instead will just be satisfied with the status quo and assume that his subordinates are not anymore in need of his leadership. Instead of leading by example he would be content on delegating his functions and so forth.

What would be the net result of this kind of diminishing and complacent leadership? Targets will not be met, the leader will not be anymore respected, and there will be breakdown of discipline just to name a few. 

So what must a leader do to re-assert his diminishing influence? Very simple actually! He must once again have the fire in his belly to inspire and motivate his subordinates by means of walking his talk, by reinforcing his competence and by leading by example once again. - Marino J. Dasmarinas

Apr 24, 2014

Consideration as method of motivation

Mr. X is an employee in a production intensive organization as such his organization requires him to be present for work most of the time. This is for the reason that their product is a basic necessity of life. His manager wants from him his utmost work commitment. And if he is on a day-off he would ask him to always leave his mobile phone open for any work related issues that he may be called upon.

Mr. X being a widower is both a father and mother to his young children as such there are times that he is forced to absent from his work. If he is asked to render overtime work he sometimes is not able to do so and he would always ask consideration from his boss to understand his plight.

As a boss or manager, is it Ok to stretch the limits of your consideration toward an employees such as Mr. X? Of course, we must at all times be considerate to workers such as Mr. X for he has a valid reason. Aside from that, it will not be all the time that workers such as Mr. X would be asking for consideration.

There would also be instances in the future that you as their boss/manager would be asking consideration from them. When the time comes that you would ask them work related favors such as extended working hours if they are available you could be assured of their commitment.

Why is this so? Because we are rational people with emotions; we keep and remember in our hearts good things that are done to us. When the appropriate time comes for us to pay back the good deeds that were extended to us we would gladly do so.  This is actually basic human nature: We give back the good things that are done to us.

Consideration is a very good tool for motivation. Consideration is also an effective motivational instrument to gain the wholehearted commitment of your subordinates. If we are still in doubt about this premise?

Just try being reasonably considerate to your subordinates and see for yourself their enhanced motivation and commitment. - Marino J. Dasmarinas

Apr 23, 2014

Be hard working and accept challenges

A mountain climber desired to climb the highest mountain peak. So he went to climb it; when he was a few meters away from the peak. He saw thick clouds that hid/concealed the highest peak. Thinking that he was still very far from his objective, he gave-up. If only he knew that his objective was within his reach; he could have climbed-on and achieved his goal.

In your work environment there would be times when your patience will be tested by your superior. You might be given a job that may seem so hard for you to do; don’t reject it accept the responsibility. 

For all you know it’s just a test for you if you could handle bigger responsibilities in the future.  If you think that your knowledge on the newly assigned job is lacking, don’t be afraid to ask help from your superior/s: They are there to help, assist and guide you and not to intimidate you.

Perhaps you’re just being challenged by your superior: He wants to further test your work attitude, patience and motivation. Your success in an organization would always be determined by your persistence and by your positive work attitude.

If only the mountain climber in our story persisted and exerted enough hard work he could have achieved his objective. But he gave-up.

Therefore, be hardworking, be persistent and always accept challenges. - Marino J. Dasmarinas

Apr 22, 2014

Do you have these qualities of a Positive Leader?

Positive leaders are leaders who use humane and democratic methods to make his subordinates follow him. For example when imposing discipline such as verbal reprimand he would always see to it that the reprimand is done in private wherein nobody will be aware of it except the parties involve. 

He should not shout to his subordinates he should instead talk to them in a civilized manner. This is to let them know that there’s still a chance for them to straighten-up their behavior.

This is always the behavior of a positive leader. His end objective is always to motivate and not destroy the morale of his people. He would always think of ways to make them a contributor to the growth of the organization.

Another quality of a positive leader is his infectious positive outlook in life. You would never see him frown even during trying times he would always wear that optimistic smile on his face. And this is a very good behavior for a leader because his positive and optimistic behavior will certainly rub-off to his subordinates.

A positive leader is also very accessible to anyone of his subordinates; he does not create walls that only creates division in his organization. He is not egocentric nor a power tripper he instead is a model of humility and hardwork.

Just imagine an organization with a positive leader he will certainly bring his organization to greater heights. And he will certainly be a positive influence towards his subordinates.

Do you have these qualities of a Positive Leader? - Marino J. Dasmarinas

Apr 16, 2014

The folly of knee-jerk reaction

Managers are leaders also; as such they are called to manage and lead their organization with efficiency and civility . However there would be instances when their abilities as managers and leaders would be tested by their subordinates. In such instances it is best for them not to react in haste.  It’s best to stay calm and composed under stressful situation.

For example if an ego tripper subordinate is challenging your authority to prop-up his high sense of himself. Be cool and be patient do not spontaneously react to his ego tripping because the moment you react without careful thought you will be at the losing end.

So how would you address this troublesome situation? Approach it with calm and civility by pretending not to mind it. Then after an hour or two schedule a personal meeting with the concerned person and during the meeting point to him/her mistakes. 

Clearly emphasize your authority and his duties as your subordinate after you’ve done this.  The concerned individual will be enlightened and he will surely appreciate your civility and diplomacy.

The mistake of thoughtless reaction is you will not gain anything from it except another troublesome situation in your organization. - Marino J. Dasmarinas

Apr 15, 2014

The Importance of Consistency in Leadership

Mr. X is a newly designated manager in a government office, upon his assumption of his new leadership role. He spelled out what he wants to achieve in his new office, he stated the targets and he emphasized the discipline that he wants to be strictly observed by his subordinates. He was successful with his function of leadership during his first few months.

After a year he noticed that there was an obvious decline with the achievements of his subordinates and the discipline of his people has already waned also.     

He pondered on the decline of his subordinates achievement and behavior. He did not find anything that would say that he was the cause of the decline of his people’s achievement and behavior. Until he consulted a university professor who was an expert in organizational behavior. After a week of analysis and study the professor zeroed in on how the manager exercised his leadership and managerial function. Thus, the manager was asked by the professor: Are you still consistent on how you exercise your leadership functions?

This question made the leader think on how he exercised his functions as a manager and leader of his office. After honestly evaluating himself he found out that he was not as disciplined as before. He found out that he was not anymore people oriented like before for the reason that he hardly mingled with his subordinates anymore.

So the professor told him that his problem was his lack of consistency with his leadership functions. He was further told by the professor that he needs for bring back the same drive and fervor that he initially had when he first assumed his position of leadership.

The manager followed the advice And the office was back on its feet again. The targets were again meet and the discipline of his subordinates was at its best again.

Every now and then the problem of leadership consistency is a dilemma that every leader/manager encounters. The passing of time makes us complacent and this is not a good sign for a leader. A good leader is someone who is always consistent with his exercise of leadership all the time. He doesn’t waiver nor vacillate. - Marino J. Dasmarinas

Apr 14, 2014

Organizational Goals and its Relevance to the Levels of Management

Organizations that capitalize on its Organizational Goals have a lot of positive things going for them. For one; Goals can influence increase of performance output in an organization's human resource. It can also increase human resource’s motivation. It also gives positive direction to the organization.

There are three levels of management in an organization, the highest is the Top Level Management. In a corporate set-up this is composed of the following: Board of Directors, Company President, Vice-President; Chief Executive Officer and so forth. Any organizational position that has a policy making power is included in the top level management. These company officers are in-charge of the strategic goals of the organization.

After the goals at the Top Management level had been set; it goes now to the next lower level that is the Middle Level Management. Each functional area or strategic unit of the organization is given their assigned goals that will contribute to the realization of the strategic goals. These officers are composed of the various department managers. Their main responsibility is to see to it that  goals are successfully implemented.

The last organizational level that is involved in the achievement of goals is the First-Level Management these normally are the supervisors. Their task is to operationalize the strategic goals set by Top Level Management. Under them are the operational workers who make things happen for the organization. They are the foot soldiers so to speak.

Regardless of their level; all of these organizational goals should always be Specific, Measurable, Attainable, and Realistic and has a specific Time table. - Marino J. Dasmarinas

Apr 11, 2014

Should you always reward an exemplary performance with money?

Do you always need to recognize an exemplary performance from your subordinates? Yes!  It’s always a must that you recognize every exemplary performance from your employees. For the simple reason that recognition or reward is an integral part of motivation.

But there is this misconception that when we say recognize it means money or something that is material. Not true!  We can actually give rewards even without a price tag attached to it. 

For example, just calling up the attention of an effective employee during meetings is more than enough recognition. A tap on the shoulder coupled with a short pep talk is another priceless form of reward or motivation.

We should not always look at material things as our vehicle for reward because these things are temporary and  impersonal.  Besides it does not convey a lasting impression in the heart of the recipient/s. For a change why not try something that is not visible or not quantify by money yet will be forever felt by the heart.

What are these? verbal recognition during meetings, banners that conveys positive message and so forth. Motivation’s true purpose is best served when you reward your subordinates with things that are not quantified by money. - Marino J. Dasmarinas

Apr 10, 2014

Profit Sharing as method of Motivation

Do you want to strengthen the motivation of your workers?  

There are big corporations that offer creative financial schemes for their employees to further motivate them. One of this method is called profit sharing, this is basically the allocation of a certain percentage of the organization’s earning to its workers.

This is a very viable means for motivation for the reason that workers are entitled to this attractive financial scheme.Who will not work hard if workers are offered shares of stocks by the company that they are working for?

 This kind of creative motivational technique made possible through profit sharing. This is actually being undertaken by big corporations worldwide. But on the other hand the globalized economy makes stock ownership through profit sharing quite risky. 

For example if an economic power such as the United States, China, Japan and other economically powerful nation has a problem with their economy. There is always that risk that your own local stock market would also be affected. And it might result to the devaluation of the value of your local stocks. Nevertheless this is still a good scheme to impress upon the minds of workers that they are valued by their organization.

How about for small scale businesses can they also offer profit sharing to their workers? Of course they can! This can be done by forging an agreement with your workers that they shall be entitled to a certain percentage of your organization’s yearly net income.

Profit sharing is a very effective motivational tool that is seldom used by organization. Why? For the simple reason that there are greedy organizations/business owners. They only want for themselves the fruits of their organization; they don’t want to share it with their workforce who plays a big part in the realization of the organizational goals.

Why not try sharing a percentage of your profit with your workers? And see how they will plough back this goodwill in terms of their motivation and concern for the well being of the organization.  - Marino J. Dasmarinas

Apr 8, 2014

Strengthening the commitment of your lazy subordinates

Do you want to strengthen the work commitment of your lazy subordinate/s?

There are Managers who complain that they don’t have a committed workforce. This is actually a very valid observation there are really workers who exert half hearted effort towards their work.

What is the cause of this? Is this an attitude problem? Is this attributable to the inherent laziness of certain worker? This can be both an attitude problem and inherent laziness of some workers. However, when workers accept an employment offer it simply means that they commit themselves to follow the discipline and culture of the organization that they will be working for.

If they agree to work for an organization why are they still lazy and why are they still less committed?

We could trace this kind of indifferent attitude to their managers/leaders; a manager who is lazy and lacking in commitment will breed the same kind of subordinates. Therefore the key in changing the attitude of these workers lies in the hands of the manager/leader himself. If he wants his workers to change then he must first change and lead the way.

From being lazy and half-hearted he will now become very hard-working and committed. If we apply the principle of leadership by example it is expected that his subordinates will now become very hard working and committed also.

Sometimes we look very far to have solutions to our subordinate’s behavioral problems especially laziness. Not knowing that we are actually part of the problem and certainly will also become part of the solution provided we change our negative attitudes. - Marino J. Dasmarinas