Bohol Escapade

Bohol is undeniably one of the most diverse and attractive destinations in the Philippines.  Third, Mich, Joan, Erwin, and I had a great opportunity to explore, discover and appreciate its culture, history, and stunning tourist spots.

Some of the places we visited are Hinagdanan Cave, Dauis Church, Bohol Bee Farm, Alona Kew Whitebeach, Chocolate Hills, Buttefly House, Man-made Forest, Loboc River, Tarsier House, Baclayon Church, and Blood Compact.

In a nutshell, it was an awesome experience to witness God’s wonderful creations.  Praise God for a safe travel with good weather *beam*!


Day 1

Day 2

Day 3-4

^_^

A Message from JC

Troubles are opportunities that would test your faith,

When your faith is tested, your endurance will grow,

For when your endurance has been developed, you're geared with confidence.

-Jesus Christ

300th Date with Erwin

an unexpected meeting with him :)

 A very supportive man who always extends his help in every way he can.  

A thoughtful person that assures everything is okay with me.

A guard that secures me, whenever he has to.

And mostly, he never fails to let me feel so loved.

Indeed, overwhelming reasons to love him and feel blessed of having him.
And I'm very much excited to discover more reasons as days go by.

^_^

Kakasa Ka Ba Sa Elementarya

Kakasa Ka Ba Sa Elementarya?

A time for taking the challenge and use their brainpower to the fullest.

Another opportunity for me to put smile and bind my office-mates.

Thanks for taking the lead Lord :)

06.25.10

All You Can Eat Chicken

All you can eat chicken at Max's with Erwin and Marie :)  

Yummy and able to satisfy our cravings--to the fullest! ^_^

06.23.10

Rock an Run Event

 

Had volunteered for Republikha as part of prod team! :)

Nice experience indeed.
Republikha, you rock!

06.19.10

Slam Wars

TGBO Basketball Tournament
BDO/CS vs. GSS

what a fun game it was! :D 

06.18.10

Hitler No More

Adolf Hitler. 

I have a colleague named Hitler.  Weird name isn't it?  This would let you assume that he is somewhat alike with the famous Adolf Hitler, an Austrian-born German politician and the leader of Nazi Party.  Some said that this prominent person is ruthless, bigot, egotistical, opportunist, etc.  Well, this colleague which became a good friend of mine is far opposite from these characteristics. 

Hitler is an Accounting Manager in my current employer--young indeed in his position but a mature person in his job.   People respect and admire him with his efficient work (good performance), contagious attitude (cheerful), and inspiring stories (family background).  Anyhow, there's something magical about this person that can magnetize people and love him more.

I will no longer see Hitler in our office starting on Monday.  It would truly be a huge adjustment.  I will surely miss our talks, his advices, his stories, his DANCE, his smile, his laughter, among others.

Adolf Hitler is totally different with this Hitler beside me--a good leader, who is loved by his followers; a good son/brother, who is well-loved by his family;  a good companion, who is cherished by his friends. 

Whatever path he will be taking now, I know God has great purposes.   I really am glad that, in my journey, I've met someone like him.    I know it was a short stint.  Even so, whatever he had built with us would never be forgotten.

Your faith walks on broken glass
And the hangover doesn't pass

-21 Guns.

Baguio Trip! :)

5.8-10.2010

Yes. Baguio is one of the nicest places to escape the summer heat in Manila!

Did lots of craziest things with these people--Dennis, Carlo, Marie, Third, and Bench.

I so love our food tripping, gaming galore, walking, cooking, and bonding! Thanks a lot guys! ♥

Theorem 3.0 Launch

4.23.10

Welcome to Theorem's new office!

A momentous event where we celebrated not only the launching of our new office, new branch in Cebu, and new services offered but also the warm companionship of its colleagues.

Praise God for another success :) Cheers!

*so glad to be part of it*

How to Keep Employees Enthusiastic!

An insightful article from Mind Tools. :)   
had received my newsletter and can't find the exact link from their site
hope you'll find it interesting!:)

Editors' Choice Article
Sirota Three-Factor Theory
Keeping Employees Enthusiastic

High enthusiasm at work usually shows itself in a willingness to work hard. So have you seen people begin new jobs with lots of enthusiasm, ready to start contributing, but then watched as they've lost that motivation? Unfortunately, this is common. And it can lead to serious problems for managers, as they struggle to motivate frustrated, indifferent, uncooperative, and unproductive team members. Close supervision, motivational speeches, reward programs, progressive discipline, and departmental transfers - these are all things that managers can try. However, these strategies are often ineffective.

Dr David Sirota, an organizational researcher and consultant, conducted extensive research into ways of motivating employees, using surveys of more than 4,000,000 workers around the world - as well as focus groups, interviews, case studies, and informal observations. In his 2005 book, The Enthusiastic Employee, he concluded that the way to enthuse workers is to give them what they want.

Sirota's Three-Factor Theory of Human Motivation in the Workplace is based on three fundamental principles:

• The organization's goals are not in conflict with the workers' goals.
• Workers have basic needs that organizations should try to meet.
• Staff enthusiasm is a source of competitive advantage.

To understand Sirota's theory, it's important to recognize the starting point: that most people start a new job with high levels of motivation and enthusiasm, and that they generally want to enjoy what they do. Sirota argues that this natural state of high motivation is then reduced, over time, by bad practices and poor conditions within the organization.

According to Sirota, the following three factors drive people's enthusiasm:

• Equity/Fairness - People want to be treated fairly at work.
• Achievement - They want to do important, useful work, and be recognized for this.
• Camaraderie - They want to enjoy good relationships with their co-workers.

Factor One: Equity/Fairness

People are motivated by fair treatment, and they want their company to provide basic conditions that respect their physiological, economic, and psychological needs.

Sirota's surveys included questions about physical working conditions, job security, the amount of work expected, compensation, communication, favoritism, and the consistency of management's actions and words.

The equity factor is very similar to the hygiene factors described by Frederick Herzberg in his Motivation-Hygiene Theory.

According to Sirota, to ensure that your organization demonstrates equity, you need to address all four of the following fairness elements:

Physiological Safety

Ensure the physical safety of workers.

• Create safe working conditions.
• Establish expectations that give your staff a reasonable work/life balance.
• Make sure you meet all workplace safety requirements.
• Provide safety training on a regular basis.

Economic Security

Provide a reasonable level of job security.

• Consider all possible alternatives before laying off workers.
• Ask for voluntary layoffs when layoffs are inevitable.
• Communicate openly and honestly about layoffs.
• Provide outplacement and financial support for staff who have lost their jobs.
• Maintain the fairness needs of the workers who remain.

Provide Fair Compensation

• Pay competitive wages, and keep up with inflation.
• Where appropriate, include some variable pay (bonuses) for performance. (See our members' article on Understanding Strategic Compensation for more on this.)
• Allow workers to share in company success through stock ownership or other profit-sharing programs.
  
  
  

  Sirota's theory is strong on compensation. He doesn't believe (as some others do) that money is low on the list of motivating factors. His theory says that pay represents respect and achievement, not just the ability to purchase life's necessities.

Psychological Health

Create an environment of respect.

• Treat all staff similarly, regardless of how much power they have.
• Use power fairly.
• Minimize status distinctions in the workplace - for example, by avoiding separate parking lots or eating areas.
• Provide sufficient autonomy and independent work.
• Pay attention to what staff say they want and need. (Management By Wandering Around (members' article) is an effective way to stay in touch with workers' needs.)
• Provide positive feedback (members) and recognition.
• Show interest in workers, and insist on common courtesy.

Factor Two: Achievement

People want to be proud of their work, and they want their achievements to be acknowledged. They also want to feel proud of what the organization as a whole achieves.

Sirota asked workers questions about the amount and type of feedback they received, how participative their work environment was, whether adequate resources were provided, and how proud they were of their company.

To help people feel this sense of achievement, an organization needs to do four things:

Provide an Enabling Work Environment

Give people what they need to do the job well.

• Use teams effectively.
• Use participative leadership practices.
• Make the organization as flat as possible. In other words, eliminate bureaucracy and hierarchy where you sensibly can.
• Delegate effectively, and avoid micromanagement.

Provide challenging work.

Allow people to do interesting work that uses their skills and abilities.

• Hire people based on fit (members).
• Design jobs to be enriched and satisfying.
• Communicate how each job contributes to the company as a whole.
• Provide training, and opportunities for people to learn new skills.

Use Feedback, Recognition, and Reward

Let people know how they're doing.

• Communicate clear expectations.
• Establish and agree on priorities.
• Use tangible rewards to acknowledge achievement.
• Balance criticism with plenty of praise.
• Promote from within, where possible.

Read more about giving feedback (members).

Be an Organization of Purpose and Principles

People want to work for trustworthy companies that they can be proud of.

• Create a vision that can make workers proud.
• Communicate the principles of the company.
• "Walk the talk."
• Adopt and apply ethical leadership (members).
• Provide a quality product or service, and use good management practices.

Factor Three: Camaraderie

When people go to work, they want to enjoy themselves, and that makes interpersonal relationships very important. A culture that supports and encourages cooperation, communication, friendliness, acceptance, and teamwork is critical for maintaining enthusiasm. As such, partnership needs to be an important part of company culture.

Partnership Culture

Workers want to feel a sense of community and teamwork.

• Make "people skills" a priority. Demonstrate empathy, consideration, and respect - and expect the same from every worker.
• Encourage interactions, and provide social opportunities.
• Reward positive team behaviors.
• Encourage cross-functional interaction and teamwork.
• Review department mandates and practices regularly to ensure consistency in the approach and message.
• Use team charters to develop clear ground rules.
• Use collaborative conflict resolution and win-win negotiation techniques to resolve differences.

By creating an environment that addresses all three factors for enthusiasm, you can better ensure high worker satisfaction, motivation, and productivity. However, these factors are not independent of one another: You can't ignore compensation needs and expect to make up for it with increased camaraderie. Likewise, you can't allow a manager to treat her staff poorly, even though you recognize achievement well.

Tip: One of Sirota's findings is that the equity elements are most fundamental, and you must address them before adding other enthusiasm factors.

Key Points

Enthusiasm, as a measure of worker motivation and productivity, is central to Sirota's Three-Factor Theory.

Rather than believing that you somehow have to motivate people to do work, this theory assumes that everyone starts out motivated - but that other things then happen, or don't happen, that reduce this natural motivation.

To rebuild worker enthusiasm, leaders and managers must create an environment that delivers high levels of equity, achievement, and camaraderie. When people are treated fairly, are proud of the work they do, and do it with people they like, then enthusiasm grows - along with morale and productivity.

How Depth His Thinking Is

No one can measure the depths of His understanding - Isaiah 40:28

So here I am, sitting in a shopping mall food court.  My body is tense and my stomach knotted.  My to-do list is long and my progress this particular day is disappointing.  Unexpected complications have brought delays and I'm fretting over the deadlines ahead:  a radio show to plan, an article to write, the myriad details of a national project I'm coordinating.

I unwrap my burger, take a bite, and for a few minutes, I am forced to pause.  Busy people rush around me, fretting over their own deadlines.  And I am struck by humanity's infinitude.  We are limited beings--limited in time, energy, ability, and capacity.

And while everything in me wants to write a new to do list--prioritize it in order of importance, asterisk the urgent tasks, and underline those to be done together--another thought enters my mind:

       

       A thought of One who is infinite (Isaiah 40:25)

       A Being who is unlimited

       A Person who effortlessly melds the desire to do and the ability to  accomplish.

Stress, rush, and strain are never good for one's health, but on this day they deliver a powerful lesson.  The unlimited God is not like me.  He accomplishes everything He wishes.  I finish my burger, pause once more.  And silently worship.

 - Sheridan Voysey, Our Daily Journey

Anawangin, Zambales

Had joined the 1st anniv of ADDICT (Adventurers Developed and Inspired by a Common Thought) Mountaineers of Natasha

*1st climb ever and a great experience for a beginner like me
*trekking+island hopping+swimming+bonding
*a worthy effort indeed to witness the beauty of nature (His AMAZING creation) :)

lessons learned:

1. take a day leave to rest (wasn't able to do so, kaya super haggard me the whole week sa    work)
2. bring a big back-pack (hands free during trek)
3. bring sunblock lotion (super init talaga)
4. streching is a must before the climb (one of the reasons why i had a super body ache after)
5. prepare an ibuprofen med (to ease the body ache)
6. water.water.water (bring extra to avoid dehydration)
7. enjoy and SAVOR every moment!

   

^_^

In His Perfect Time

I have lots of time lines.
for my goals,
for my projects,
for my tasks,
for my promises,
for my responsibilities.

Most of the time I'm day dreaming.
Yes! It may sound absurd, but I love dreaming.
I love dreaming for my family.
I love dreaming for people around me.
I love dreaming for what my future would be.

But there are times when I woke up,
and felt that I'm only dreaming,
A question would popped out in my mind,
When will these dreams happen?

Same question that would definitely relate with my time lines.
Am I heading towards the right way of my road.
Or I'm having too much turns in my supposed path,
That may separate me of where He wants to take me.

Failures are certainly inevitable.
Circumstances are unpredictable.
Being overwhelmed is really inseparable.
But I know there is someone who is indescribable that can do all things possible :)

My time lines maybe ideal,
It may not be as easy as I thought before,
But I believe I can possibly make it,
because of His help, His strength, His guidance all the way of my journey.

And these may only happen in His perfect, planned time.


*I'm very much willing to wait until the time that I'm in the end of my road and be with His road:)