hari ini aku berkesmpatan mencuba pda ini untuk mengupdate blogspot aku dikedai makan . he!he! boleh rupanye. adios!
LG - KS20
Khamis, 26 Jun 2008
Jumaat, 20 Jun 2008
Employee Engagement - untuk para Boss!
1. The Corporate Leadership Council has completed a global study of the engagement level of 50,000 employees around the world, based on a new, more precise definition of engagement and its direct impact on both employee performance and retention.
2. Those employees who are most committed perform 20% better and are 87% less likely to leave the organization—indicating the significance of engagement to organizational performance.
3. While the majority of employees are neither highly committed nor uncommitted, more than 1 in 10 employees are fully disengaged—actively opposed to something or someone in their organizations.
4. There is no high-engagement or low-engagement “group”—commonly used segmentation techniques based on tenure, gender, or function do not predict engagement.
5. Instead, dramatic differences between companies suggest that engagement levels are determined more by company strategies and policies than any characteristics regarding the employee segments themselves.
6. An analysis of both rational and emotional forms of engagement reveals that emotional engagement is four times more valuable than rational engagement in driving employee effort.
7. Employee retention, on the other hand, depends more on a balance between rational and emotional engagement—as illustrated by the importance of compensation and benefits in driving employees’ intent to stay.
8. While employees’ commitment to their manager is crucial to engagement, the manager is most important as the enabler of employees’ commitment to their jobs, organizations, and teams.
9. Among the top 25 drivers of employee engagement identified by the Council, the most important driver is a connection between an employee’s job and organizational strategy.
10. To create and sustain a high-engagement workforce, best practice organizations effectively manage four critical leverage points:
• Leverage Point #1: Business Risks
• Leverage Point #2: Key Contributors
• Leverage Point #3: Engagement Barriers
• Leverage Point #4: Culture
2. Those employees who are most committed perform 20% better and are 87% less likely to leave the organization—indicating the significance of engagement to organizational performance.
3. While the majority of employees are neither highly committed nor uncommitted, more than 1 in 10 employees are fully disengaged—actively opposed to something or someone in their organizations.
4. There is no high-engagement or low-engagement “group”—commonly used segmentation techniques based on tenure, gender, or function do not predict engagement.
5. Instead, dramatic differences between companies suggest that engagement levels are determined more by company strategies and policies than any characteristics regarding the employee segments themselves.
6. An analysis of both rational and emotional forms of engagement reveals that emotional engagement is four times more valuable than rational engagement in driving employee effort.
7. Employee retention, on the other hand, depends more on a balance between rational and emotional engagement—as illustrated by the importance of compensation and benefits in driving employees’ intent to stay.
8. While employees’ commitment to their manager is crucial to engagement, the manager is most important as the enabler of employees’ commitment to their jobs, organizations, and teams.
9. Among the top 25 drivers of employee engagement identified by the Council, the most important driver is a connection between an employee’s job and organizational strategy.
10. To create and sustain a high-engagement workforce, best practice organizations effectively manage four critical leverage points:
• Leverage Point #1: Business Risks
• Leverage Point #2: Key Contributors
• Leverage Point #3: Engagement Barriers
• Leverage Point #4: Culture
Isnin, 16 Jun 2008
You are better than you think!
fI yuo cna raed tihs, yuo hvae a sgtrane mnid too Cna yuo raed tihs? Olny 55 plepoe out of 100 can. i cdnuolt blveiee taht I cluod aulaclty uesdnatnrd waht I was rdanieg. The phaonmneal pweor of the hmuan mnid, aoccdrnig to a rscheearch at Cmabrigde Uinervtisy, it dseno't mtaetr in waht oerdr the ltteres in a wrod are, the olny iproamtnt tihng is taht the frsit and lsat ltteer be in the rghit pclae. The rset can be a taotl mses and you can sitll raed it whotuit a pboerlm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef, but the wrod as a wlohe. Azanmig huh? yaeh and I awlyas tghuhot slpeling was ipmorantt! if you can raed tihs forwrad it
Khamis, 22 Mei 2008
United: Kings of Europe!
Salam,
Happy nya hari nie pasal team bolasepak favorite (Man Utd) aku sejak dulu lagi menang UEFA Champions League 2007-08. Yahooo!!!!
Congratulations!!! to the whole team especially to the team's manager Sir Alex Ferguson for the success. It's such a big achievement after '99. Tapi, suspen jugak lepas Ronaldo tak score penalti. Ingatkan dah kalah. Macam mana pulak Chelsea boleh bagi si John Terry sepak penalti. Biasalaa.. defender nie tahu clear ball jer... pasal tu sepak tersasar. Apalagi, peluang besar la ManU Anyway, Manchester United is a great football team. You all deserve it! TQ.
Isnin, 19 Mei 2008
SHIFT C - 1st TPC Intershift Champion's League (1998)
Dari kiri
Berdiri - Irwan Wira, Rahman, Thiru, arwah Osmang Muda, Aswadi, Zafrul (Taffarel), Mahfiz,
Duduk - Rosli balljoint (ref), Lazim, ?, Wak Jol, Aku, Man Karat.
Kalau kauorang nak tahu.. team nie yg paling kuat!! Kita punya superstars @ key players iaitu Wak Jol & Lazim, memang terrer main bola. Si Aswadi nie plak..selain jaguh di gelangang badminton & takraw, bola pun boleh laa tahan. Pasal tu kita orang menang. Dan juga, Shamsul Saiman @ Sam (tiada didalam gambar) merupakan wartawan sukan yg terhangat pada masa tu... Banyak jugak la berita sensasi tentang kejohanan nie dia tuliskan. Wasalam..
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