Bully at workplace

Bully cases often we relate with students and schooldays, but somehow take place in workplace. It does not only when the victim is being hit, but often in a silent way. The silent way that are popular are giving the unnecessary, ridiculous work to victim; teasing victim through a bad name and many more.

Bully is a social disease, it occurs everywhere. The term bully has no specific definition, but it can be understand as one repetition ridiculous behavior being done to the victim that affect emotion, health and safety of the victim.

Gender, personality and ethnic.

Bully cases can be happen caused by gender, personality and ethnic. This occurs especially when the victim is the only one different among the colleague. There’s not only the women become victim, there also cases where victim is man.

Signs you’re being bullied

1. Your colleagues or head always seeking your fault, or comparing you with other colleague.
2. Your head purposely appoint a meeting at the time he knows you cannot attend.
3. Your head or colleagues sabotage you with informing you last minute, or he just left it without informing you.
4. When your head under pressure, you are the place he release his stress by pointing your entire fault.
5. When you finish up a task, the head appreciate other person.
6. You’re given a task that is not for you when the people that suppose to handle it can be relax.
7. When nobody want to listen to your voice, order or suggestion even you’re at higher position.
8. Your motivation for work reduced.

How to avoid bully?

1.      Main point, don’t react. When we react, the particular person feel that he already can catch your mood. Soon, he’ll stop it.

2.      Make your character stronger; show them that you’re not the easy person for them to bully.

3.      Make it clear your opinion when you want to say something. Don’t keep it silent.

4.      When the thing come worse, lodge a report to the top management, police or labor department.

Source:

 Utusan Malaysia, 16.2.2010

Eizan Ariffin, Nur magazine, Jan 2010

How to love our job

We get a job after graduates, or during our schooldays, we have something to do. But, not every single job we love to do.

 There are two options we have; loved to do it, or pass it to others (resign). The second option is not the point this time, but how to love our job.

1. focus on positive thing

Sure, we have reasons why we hate the job but impossible there’s nothing special for doing it. Try to figure out the positive things about the task.

2. take it as experience

If not now, when you can gain the experience? Take this as advantage to improve, find out our ability and strength.

3. chances to improve

The experience will show us where is our weaknesses and strength. These are changes for us to make ourselves better. If you’re a student, it worth when you start working later. For worker, take it before thinking of resign.

4. aim a target

Aim a logic target to satisfy yourself. If at this time you can only make a letter, try to aim to make paperwork or a report.

5. take it easy

Being scolded by a head make us feel upset. Don’t take it so serious. Calm down, find the way to avoid the mistake that the head scolded you or, at least reduce it.

6. change the routine

Everyday do the same thing will invite bored in a heart. Change it; perhaps your cloth or table arrangement. The major things maybe we can’t do much but these simple things help.

7. change the position

If, you think you can do more, inform the leader. We don’t know if we’re not trying it.

8. ask for feedback

Don’t feel satisfied enough or feel not good of your job. Ask feedback from colleague; how is the performance, where you need to repair etc..

Opportunist

Opportunist

Look at this scenario;

When a person is given a task or asked for a help, “OK, I’ll do it but with conditions…”

The attitude, known as opportunism always happen in our daily life. According to Wikipedia, opportunism is the conscious policy and practice of taking selfish advantage of circumstances, with little regard for principles. The term can be applied to individuals, groups, organizations, styles, behaviours, and trends.

Opportunism occurs in many ways;

• When a person sees the profit of something for himself
• When a person need to react to gain something
• When a person refuse to take any risk of the job
• When the person refuse to responsible

Opportunist, often looks like self centred but, in some case we need to become opportunist. It is impossible a worker do the job for free, unless he’ll get the salary and given a time to rest.

Opportunist development has 5 main influences;

§         Controls: some organizations may have a code of behaviour or a set of rules which makes opportunist behaviour extremely difficult to operate, because there are clear and immediate penalties for opportunist behaviour. Other organizations may be so loosely structured and so lacking in controls and sanctions regulating behaviour, that opportunist behaviour is almost unavoidable. Thus, the nature of an organization itself may promote or inhibit opportunist behaviour; it depends greatly on the controls and checks it can exercize over its members, and on what sort of people it will attract.

§         Rationale: much depends on whether the organization really has a principled basis for its activities to start out with (a clearly defined, agreed understanding about the relationship between goals and the means to achieve them). Lacking such a principled foundation, the organization may find itself constantly trying to compensate for both opportunist errors and factional errors.

§         Norms: behaviour which in some organizations is regarded as "opportunist", may be regarded as perfectly acceptable in others, or tolerated as "normal". A "commercial attitude" might be to make as much money as one can, and this may be accepted as normal by the commercial people concerned, although others would regard it as "opportunist". Or, in a game, some "opportunist moves" may be permitted, while others are not.

§         Size: in general, the larger an organization is in terms of members, the more scope its members have to engage in opportunist behaviour, since the larger it is, the less individual members are practically able to check or control the behaviour of many other members, and the more possibility there is that groups of members will develop self-serving interests which deviate from the stated goals of the organization. However, this is not always the case, a lot depends on how people are organized and what morality they have.

§         Purpose: the scope for opportunism depends very much on the nature and goals of the organization itself, and on the strength and integrity of its leadership. If for example the organization sets itself the task to exploit risks and opportunities to advantage, then no matter what its size is, it will tend to facilitate opportunist behaviour. If, on the other hand, the aim of the organization is to carefully conserve a state of affairs or belief system, this is much less likely to attract opportunists. Even in a very conservative organization, opportunism may also occur, insofar as it still has to find ways to cope with risks, changes and opportunities.