Being Exemplary In Life!

Websites – www.majidall.com and www.majidwrite.com

 New www.mymajidwrite.com

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Images – Being Exemplary! For Demonstration Purposes Only!

For Sunday October 12th 2013

 Between Us Only!

 Being Exemplary In Life! 

  • Be a first rate version of yourself, not a second rate version of someone else – Judy Garland
  • Be the change that you want to see in the world – Mahatma Gandhi

We constantly hear these phrases being said – Act your position! Act your role! Be yourself! Please be professional – ethical – principled! We expect better things from you – not you doing this instead! Maybe people are too long in jobs – and they have come to feel indispensable – or nothing can touch them now! Or nobody cares – so why should I?

Or yet still – with due respects – but …! Or – I am sorry (not my role) to say this to you – but I think…! Or he is the best example of what a Manager (CEO) should be! Or a Human Resources, Finance, Media, Engineer etc professional should be! Or a True Leader – he leads by examples and deeds! Or the other side of the coin – Act your position! Act your level! Act your standing! Be your real self – person!

What if a parent or teacher does not behave and act as one? In the Western world – your own children can be taken away from you – and be put in Social Care and for Adoption – if you do not behave like parents are required to behave, act and perform – and when you are even in danger to your own children!

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Images – Being Exemplary! For Demonstration Purposes Only!

What if a Human Resources HR Professional does not behave, act and perform as one? If you who is supposed to be ‘The Conscience Keeper’ of the establishment – and even more than the CEO or Director? It is not only representing the Management – going by the books – and the easy way of doing things – and ignoring the employees – who look upon you to sort their issues too – even if in confrontation and in disputes with the Management? That is what makes the mantle of true HR – and what shines out – or not? To be able to confront Management – when they are in the wrong – or have made or going to make mistakes – and gross errors in thinking and in judgment! I can tell you – HR is not an easy job – it is not only Admin – and doing visas renewals!

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Images – Being Exemplary! For Demonstration Purposes Only!

What if you are in Finance and or in Audits? And you see wrong practices being made – not only in operations – but in money, fraud, bribery and corruption? But you go along – because you are afraid more of ‘keeping your job’ – and being on ‘the protective nice side of yourself’ – why should I care – so long as I get my pay? Trust me – when heads will roll – yours will too without escape? And what if you are in The Media? Or as an Engineer? Or in the other professions? Where you are required to act your role and position – and be the example to follow – lead by examples – and deeds – and not you joining the league in bad, wrong, unprofessional, unprincipled and unethical practices?

As a young boy – I used to hear especially my late father lament – You are the eldest (Mother side) – and you are supposed to set an example to be copied – and not you as the eldest to fight with your brothers – and worse with your sisters! My late father used to say to me – you hold the responsibilities of being the eldest. It is a heavy responsibility! Act your age! Act your role! Or you are just wastage of space and air! Eldest – but not worth the label! In my crooked ways of thinking – sometimes I used to think that my parents just did not just like me!

We have seen these films like Whistleblower – where the heroine stands to lose everything – including her own life even – by exposing great institutions like UN for ‘covering up’ human trafficking in ex war torn areas of the world – where even the top guys want to ‘push the dirt under the carpet’?

The Whistleblower Film

Images – Being Exemplary! For Demonstration Purposes Only!

There are now many institutions where ‘Whistle Blowers’ are encouraged, defended and protected – under new ‘Good Governance’ management practices and principles. Not even in companies and state institutions, NGOs etc – but even to higher levels – like even Presidents like Nixon were exposed in the great Watergate scandals. Remember the Frost interview?

When I had started working in that distant land – I saw live examples of malpractices of creating ‘artificial shortages’ of certain high brands of fuel – and the disease and malaise that went even to the highest echelon levels. When the exposure came out – yours truly Mr. Clean – was asked to run the affairs in Marketing and Operations – after the exposure!

I remember telling the Top Regional guy of the trends – and he fooled me by saying to me – Thanks for telling us! Keep us informed – the subject material of even good Thriller Films! I came to know far later – after the exposure! The East Africans have an expression – You can steal for 39 days – on the 40th you will be exposed!

In my Consultancy career jobs I have met many fellow locals that took ‘great pleasure and enjoyment’ in delaying my due payments – even after delivery and continuous extra works and requirements! Some even stretching to more than 5 to 6 months – yet they are regular – and even pay three fold the rate to the International ones? Some even have denied to pay me – under flimsy and minor technicalities!

Yet still this same week we have suffered a lot of water problems in Qorum Heights! Even the hotlines – the emergencies lines – nobody even answered! Why should we? We have already told some of them – why bother to repeat? Let them too suffer! And so many other things too! How long will these things go on – before there is breaking point? What is really happening to us now? I just dread to hear the answer! Don’t you?

Take Care!

By: Majid Al Suleimany

 Date – October 11th 2013

Reflections of a HR Man!

Saturday January 19th, 2008

 Majid Al Suleimany

 Magazine – Mawarid – Resource – HR Our Most Valuable Asset!

 Reflections of a HR Man!

 Complexities in Human Resources Jobs!

The best compliment that I ever got in my life came from two CEOs – one Omani and the other British. They said the very same thing to me – Thank you for looking after our staff, make them all re-motivated, and resuscitated once again. If there were more peoples like you, this country would definitely change a lot in the corporate world.

 Why do many people still to this day wrongly think that Human Resources (some now call it Human Capital) is a similar job to that as simply being just an Administration job. In actual fact, they are divergently and completely differently – though some peoples will continue to see them as being twin-alike and as the same. This comes from either ignorance or lack of appreciation and estimation between the two – either by lack of coherent awareness and knowledge or sometimes in just plain culpability in actual design and retrospective default. The more when it is the Senior Management in the corporate world who do the tasking etc here.

 Many people still think that the Human Resources Professional tasks are only to arrange Labour Clearances, NOC, and Visas for the Expatriate Staff New Intake, or renew for those ones already in existent. They are to arrange accommodation and travel for the Staff. To arrange for traveling tickets and allowances for the staff, whether for expatriates going on leave or for Omanis also going on business travel and training abroad, or even locally. Their jobs are only to order furniture and equipment for Office use and or for Staff accommodation. Theirs are only to pay for the electricity, water and other facilities being used in the company premises and staff accommodation. And theirs so like meeting and receiving visitors and new staff, or saying goodbye procedures as they leave the country.

 And sometimes to arrange for training, conferences, meetings etc – whether internally or for outside customers and clients with the Company. And of course who else would arrange for the parties and get together occasions and giving out awards and recognitions if not Human Resources Staff? HR for short. A nickname that has so stuck that even the Arabic only speaking staff knows it better than the literal translation into Arabic??

 Why do peoples think so marginally narrow about the HR Professional? In some establishments – perhaps because of the laws of the land for the jobs to be occupied by only locals – they make the position head report to the Finance and Administration Director, The Operations Director and or The Chief Operating Officer (COO) who is conveniently Expatriate in order to ensure that the position would still report in many cases to the Expatriate Boss. If sometimes you are lucky, your title would be raised high up to put your heads into the clouds of positions like Deputy General Manager (reporting to The GM Expatriate) or General Manager – HR reporting to the CEO / MD – who is again conveniently Expatriate – so control, dominance and direction is maintained even if the grand title is still there. Only in some Commercial Institutions like Banks, you will find the CEO as Omani – but even there questions may well arise and be asked if he or she is in real control – or is just a window dressing exercise in real aspects?

 Sometimes grand titles are brought in to justify expatriate recruitment into these jobs. Like HR Consultant, Expert, Professionals etc – or other grand titles. It would be okay if they were real competent, experts, talented and professional HR Officials – but when it is a non-HR Professional but is just a native speaker and knows well ‘copy and paste’ or ‘cut and paste’ – or even local non-HR – it makes ridicule, jest, fun, tease and mockery of the whole thing – and is just an insult to one’s intelligence and a plain fiasco thing!

 Sometimes polarization and local differences will be encouraged to be set in, especially in New Ventures outside the Capital of Muscat and for those where the Head Offices are in the Regions, or where the major operations lie. A local person – who is not even from the HR function and discipline – would be so  be appointed from that area being born from that domicile – and more importantly well known in that locality to do the Company’s bidding and (dirty) works – with explanations like we aim to provide jobs as first preference from those in that locality.

 Personally, I have no hang-ups if it is a genuine and justifiable case, but when the nominees are incompetent, lacking the required skills, education, training, talents and expertise – but just brought in to fill in the numbers and make the feuding different local officials feel happy and contented – that raises a lot of questions to the justifications, ethics, professionalism, ethics and quality of the whole thing. Especially if those from other areas are even better qualified and experienced, but are simply being denied because they come from other areas or had the misfortune of being ‘born outside’ – or even worse of their parents’ originality and ethnicity.

 These are very dangerous and explosive things to be allowed to come and creep in. The worst case scenarios when the expatriates controlling the situation misbehave and conduct themselves badly to such an extent that they are plain crude, rude, arrogant, vicious and aggressive to everyone in the company – but sometimes the locals take a special beating and raw treatment of all the works. And when they complain? They are told to ‘bear and grin’ it because we want the investments to come in and stay – and in the long run ‘things will take care of themselves’ and to be patient and tolerant, and not to rock the boat and system.

 What are we waiting for? Till a real disgruntled, unhappy and frustrated person would ‘listen to the devil’ and do something very nasty, ugly and unexpected – and then everyone will ask Why? What happened? Why and how it came to this situation? Don’t we read the newspapers and see things in the TV happening in other places for us to awake and see, open our ears and hear and open our mouths to speak??

 For a Company to survive nowadays, it has to be appreciated that people are its best resources. The question to ask is this – whatever happened to the principle and maxim that human resources are a company’s best and most important resource – even more than capital and any other resource – even if combined into one lot? And you need strong, competent, talented, experienced, skilled, educated, qualified and bold cum strong Human Resources Officials to take control and to be in charge – and who are principled, feeling, caring and touching-hearts simply and smugly put. Such HR Officials, who can make a stand, take care and control – and be noticed.

 But if you still think his main job is just to arrange just visas and labour cards, and keep his mouth shut and just do what he is being told – what is the point anyway. It will look all calm and peace on the cover level – whilst cinder fire is burning quietly and deeply underground – to come out and explode unexpectedly and suddenly one day.

 We need to hear our Staff who are deeply hurt, frustrated and unhappy. And especially to remove those in control who treat peoples badly, unfairly, unethically, unprofessionally, unprincipled etc whatever you have it. And if that person is an expatriate – why is he or she still an invited and welcomed guest in the country – when he or she reduces all staff to tears, pain, hurt and disgust – and we should concentrate on our own anyway and in maintaining our values, customs, heritage, pride, traditions and of course health and well-being. More important when staff are disenchanted frustrated and unhappy, the establishment and the economy suffers too!

 We must aim always to prevent and stop a few ego seeking lack of self-confidence and trusting few Individual bosses making the rest of the working dreading staff lives misery, pain and havoc – and need just little showers to not to report to work! And so scared that Saturday is in, and back to work syndromes!

 By: –

 Majid Al Suleimany

 The Article Scanned