I really need to try and write more often in the blog, but things have changed. Things being priorities in this case. To be sure it is not writer's block or even a lack of blog worthy happenings that is the reason for the rapid decline in production. It is not even a case of being more selective. It is a simple matter of time.
Time is, or at least it seems, in much shorter supply at the moment. In between Will and work there does not seem to be much time available. I am jotting down these few lines as I have lunch in the office.
I have no regrets about the decline in production. I am really enjoying spending the time with Will and the Wife.
It is all about priorities.
Showing posts with label Work. Show all posts
Showing posts with label Work. Show all posts
05 February 2009
16 December 2008
Domestic Servants -- Legal Protections?
Overview
The Draft Bill on the Protection of Domestic Servants intends to formalize a type of work that was always a part of, and currently remains, the informal employment sector. The rationale is that while these types of domestic service remain a part of the informal employment sector then these workers are potentially subject to abuse and have little or no protective mechanisms to support them when their employment situation turns bad.
Human Right to Work
The government characterizes work as a human right and one that is to be protected. Work is to be a situation where you are paid in accordance for the value of your work and at a level equal to your skills and capabilities. The Draft Bill is explicit that this is to happen without discrimination. The 1945 Constitution of the Republic of Indonesia after amendment includes a basic “Bill of Rights” and among those rights is a right to work.
Therefore, this Draft Bill is intended to give some effect to that right and to ensure that adequate protections are in place for this right to work to be fully realized. The relevant articles of the Constitution are:
· Article 5(1);
· Article 27(2);
· Article 28A; and
· Article 28D(2).
Two Concurrent Versions of the Draft Bill
There are currently two versions of the Draft Bill in circulation. The first is a Non-Governmental Organization version and the second is a Government version. The version here is the government one.
The government version provides an explanation in the Elucidation as to why the term “pekerja” has been chosen in preference to “pembantu”. Generally, in the context of the home, pekerja would translate to domestic servant. In contrast, pembantu would translate to maid or more specifically, house maid. It is clear from the title of the Draft Bill that the term is intended to be the broader and all encompassing pekerja rather than the more restrictive pembantu.
Features
The most striking feature of the Draft Bill is that it will require all domestic servants to be employed based on either a written or oral work contract that guarantees some basic rights such as:
· to be treated humanely;
· welfare;
· health;
· work safety; and
· any other rights included in the work contract.
This is a striking feature because it is rare if not unheard of that domestic servants are employed on anything other than a basic verbal agreement. These oral contracts are difficult to enforce and general offer little or no protection for domestic servants. This very much leaves a domestic servant at the whims and discretion of their employer. It is interesting that the Draft Bill maintains these oral contracts.
However, in terms of contracts between the end user and domestic servant placement agencies, these contracts must be written and clearly set out the rights and obligations of each of the parties.
These features are contained in Article 3 and unfortunately the Elucidation to this Article states no more than it is “self-explanatory”. For example, is the entitlement to health to be evidenced by the employment taking out health insurance on behalf of the domestic servant?
It is clear that the socialization process needs to address some of the specifics of the protections to be afforded. Simply, without greater clarity in terms of what health, welfare, and work safety entail then both compliance and enforcement will be subjective and difficult.
Scope
The scope of the bill is all domestic servants and not just house maids. The provisions cover the following individuals, among others:
1. house maids;
2. caretakers;
3. baby sitters;
4. nannies;
5. governess;
6. gardeners;
7. personal drivers;
8. private security; and
9. private tutors.
The types of employment covered are both live-in and live-out, but all have some relationship to the maintenance of the home or a home environment.
Direct and Indirect Recruitment
The provisions of the Draft Bill cover both privately recruited domestic staff and those recruited and placed through agencies.
Article 5 expressly states that the employment of a child requires the written permission of the parents or guardians of the child. In difficult economic times it seems very likely that this permission will be easy to obtain as parents and guardians will see their 15 – 17 year old children as a source of income. This particular provision appears to run counter to Indonesia’s stated commitments to the protection of the interests of children through to the age of 18.
The Draft Bill sets out the minimum requirements that must be met during the recruitment process in order for an individual to be employed as a domestic servant. These requirements, among others, include:
· possess a self-identity;
· be at least 18 years of age;
· where the age is between 15 and 17, recruitment is for specific purposes;
· the existence of an agreement between the employer and the domestic servant; and
· possess the requisite skills for the work envisaged.
Minimum Age and Child Labor
Interestingly, the Draft Bill seems to set the minimum age limit for domestic servants at 15. Article 6 explicitly states that it is prohibited to employ anyone under 15 as a domestic servant. At 15 one is still a child and this would seem to be legislating positively for the legitimizing of child labor.
Although the Draft Bill seems to modify the work that 15 – 17 year olds can do to “specific tasks” and be limited to four hours of work. And, as noted previously the child can only be employed after the permission of the parents or guardians of the child has been obtained.
Rights and Obligations
The Draft Bill sets out the rights and obligations that domestic servants must enjoy. These rights include:
· the right to a reasonable wage;
· a right to know the type of work that they will be doing;
· an allowance of one month’s salary for their relevant religious holiday;
· weekly and annual leave;
· a right to add knowledge and a right to access information within the framework of improving work productivity;
· a right to communicate and to receive communications from their family;
· an opportunity to organize or unionize;
· breastfeed any children that they have;
· an opportunity to practice their faith;
· a right to maternity leave;
· a right to occupational health and safety (inclusive of reproductive rights);
· a right to not be subject to violence; and
· a right to three sets of clothes annually.
The obligations include:
· to perform their work in accordance with the work contract;
· maintain morality and security in their place of work;
· maintain the good name of the family and protect any confidential family information that they may obtain;
· notify within at least 15 days of any intent to resign;
· complete all work properly; and
· assist in the maintenance of the peace, harmony, and security of their place of work.
The Draft Bill also sets out the rights and obligations for both the employer of a domestic servant and also the rights and obligations for domestic servant placement agencies. For example, the employer of a domestic servant has a right to obtain information on the domestic servant employed. Unfortunately, the Elucidations to this Article provide no insight as to what this information might be. Nevertheless, this information presumably includes such things as the name and age of the domestic servant as well as such information as a home address and previous work history (if any), among other information.
Domestic servant placement agencies have a right to receive payments for their services in providing domestic servants to an end user or employer. The size of any fee is to be stipulated in the written agreement that is to be signed by both the placement agency and the employer.
Termination of Work Contracts and Wages
A work contract can terminate for any number of reasons. However, some specifics are listed in the Draft Bill. These include the death of the domestic servant (and presumably the employer), the period of the work contract has expired, a situation arises that is outside the ability of either party to overcome, and by mutual consent, among others.
If the domestic servant wishes to sever the employment contract, then the domestic servant is to provide 15 working days notice of their intention to do so.
The Draft Bill envisages that the minimum wage for domestic servants is to be set by Provincial Governments, Municipalities, and Cities in accordance with the economic conditions of the respective locations. In addition, the Draft Bill provides that the employer and the domestic servant can agree to any other incentives that they wish.
Work Hours and Leave
The drafters have realized that setting any specific times for work negates the reality that is domestic work; simply the only way to regulate time is on a flexi-time schedule with a maximum number of hours per day that may be worked. The maximum number of hours per day has been set at ten.
In terms of leave, a domestic servant is entitled to one day off per week. Presumably this day is by mutual consent of the domestic servant and the employer. This is in addition to a mandatory minimum six hours of rest per day. Interestingly, this six hours of rest does not seem to be a continuous six hours but potentially it could be in one hour lots or similar.
A domestic servant becomes eligible for 12 working days annual leave once they have worked for the employer for 12 consecutive months.
Dispute Resolution
Any dispute is to be resolved by negotiation between the parties in conflict. If this negotiation does not reach a settlement that is mutually agreed by the parties, then the dispute is to be resolved by involving the Neighborhood Head (Rukun Tertangga / RT) and the Community Head (Rukun Warga / RW). If the involvement of the RT and RW fail to get the parties to reach a mutually acceptable settlement, then the parties can then escalate the dispute to the courts.
The reality is that these provisions as they relate to dispute resolution seek to redress the power balance between the employer and employee (domestic servant). Traditionally, domestic servants have had very little power and have generally been at the whim of their employer. The option of alternative dispute resolution and, if need be, the courts mean that domestic servants will have some legal protection from arbitrary actions of their employers.
Supervision
It is expected that primary supervision will be by the relevant service division of the Department of Labor and Transmigration. It is also envisaged that the RT and RW will play a role in the supervision on a much more local level.
Sanctions
The basic sanctions in the Draft Bill are administrative in nature and cover breaches of Articles 11, 13, and 17. The sanctions include written warnings, temporary suspension of the activities of placement agencies, cancellation of licenses, and the cancellation of work contracts, among others. However, it is expected that additional sanctions will be included through specific Ministerial and Regional Regulations.
Enactment
The Draft Bill will come into immediate force on its enactment.
Conclusion
It is clear that the government is intent on providing enforceable protections for domestic servants. It is also clear that in order to achieve this there is a need to formalize the employment situation from its current informal nature.
However, there appears to be some serious shortcomings if the intended purpose is to take these types of work from the informal to the formal. For example, it would make sense that the work contract between the domestic servant and the employer is in the written form. This would ensure that there are better prospects for enforcement in the event that the employment relationship breaks down.
Nevertheless, the intention is an honorable one.
The Draft Bill is currently in the socialization phase. It is expected that there will be considerable input from various stakeholders and therefore the final version of any bill that reaches the House of Representatives to work through the Commission and Committee processes prior to any enactment is destined to be quite different from the current versions.
Postscript
By way of explanation. This is a revised copy of something I have written for some other purpose. Perhaps some will be interested in the substantive matter that it covers and some won't be interested at all. Nevertheless, I guess if you live in Indonesia and have the luxury of any of these domestic services such as a house maid or two, drivers, gardeners, and the like then the draft bill is likely to be of some interest to you.
We have a domestic servant, a house maid. She is excellent. She works hard and is reliable. however, having read through the provisions she seems to be on a pretty good thing already working for us. Her salary is above average and once she has done the obligatory chores then her time is pretty much her own. Like for example tonight, she asks if she can stay the night with some family who live near by. We have no problem with that and so off she goes.
Provided there are no significant changes to the basic provisions of the draft bill then we are already in compliance. So, perhaps we can tighten the screws a little and make the conditions our house maid works under to comply with the absolute minimum.
Just kidding!
The Draft Bill on the Protection of Domestic Servants intends to formalize a type of work that was always a part of, and currently remains, the informal employment sector. The rationale is that while these types of domestic service remain a part of the informal employment sector then these workers are potentially subject to abuse and have little or no protective mechanisms to support them when their employment situation turns bad.
Human Right to Work
The government characterizes work as a human right and one that is to be protected. Work is to be a situation where you are paid in accordance for the value of your work and at a level equal to your skills and capabilities. The Draft Bill is explicit that this is to happen without discrimination. The 1945 Constitution of the Republic of Indonesia after amendment includes a basic “Bill of Rights” and among those rights is a right to work.
Therefore, this Draft Bill is intended to give some effect to that right and to ensure that adequate protections are in place for this right to work to be fully realized. The relevant articles of the Constitution are:
· Article 5(1);
· Article 27(2);
· Article 28A; and
· Article 28D(2).
Two Concurrent Versions of the Draft Bill
There are currently two versions of the Draft Bill in circulation. The first is a Non-Governmental Organization version and the second is a Government version. The version here is the government one.
The government version provides an explanation in the Elucidation as to why the term “pekerja” has been chosen in preference to “pembantu”. Generally, in the context of the home, pekerja would translate to domestic servant. In contrast, pembantu would translate to maid or more specifically, house maid. It is clear from the title of the Draft Bill that the term is intended to be the broader and all encompassing pekerja rather than the more restrictive pembantu.
Features
The most striking feature of the Draft Bill is that it will require all domestic servants to be employed based on either a written or oral work contract that guarantees some basic rights such as:
· to be treated humanely;
· welfare;
· health;
· work safety; and
· any other rights included in the work contract.
This is a striking feature because it is rare if not unheard of that domestic servants are employed on anything other than a basic verbal agreement. These oral contracts are difficult to enforce and general offer little or no protection for domestic servants. This very much leaves a domestic servant at the whims and discretion of their employer. It is interesting that the Draft Bill maintains these oral contracts.
However, in terms of contracts between the end user and domestic servant placement agencies, these contracts must be written and clearly set out the rights and obligations of each of the parties.
These features are contained in Article 3 and unfortunately the Elucidation to this Article states no more than it is “self-explanatory”. For example, is the entitlement to health to be evidenced by the employment taking out health insurance on behalf of the domestic servant?
It is clear that the socialization process needs to address some of the specifics of the protections to be afforded. Simply, without greater clarity in terms of what health, welfare, and work safety entail then both compliance and enforcement will be subjective and difficult.
Scope
The scope of the bill is all domestic servants and not just house maids. The provisions cover the following individuals, among others:
1. house maids;
2. caretakers;
3. baby sitters;
4. nannies;
5. governess;
6. gardeners;
7. personal drivers;
8. private security; and
9. private tutors.
The types of employment covered are both live-in and live-out, but all have some relationship to the maintenance of the home or a home environment.
Direct and Indirect Recruitment
The provisions of the Draft Bill cover both privately recruited domestic staff and those recruited and placed through agencies.
Article 5 expressly states that the employment of a child requires the written permission of the parents or guardians of the child. In difficult economic times it seems very likely that this permission will be easy to obtain as parents and guardians will see their 15 – 17 year old children as a source of income. This particular provision appears to run counter to Indonesia’s stated commitments to the protection of the interests of children through to the age of 18.
The Draft Bill sets out the minimum requirements that must be met during the recruitment process in order for an individual to be employed as a domestic servant. These requirements, among others, include:
· possess a self-identity;
· be at least 18 years of age;
· where the age is between 15 and 17, recruitment is for specific purposes;
· the existence of an agreement between the employer and the domestic servant; and
· possess the requisite skills for the work envisaged.
Minimum Age and Child Labor
Interestingly, the Draft Bill seems to set the minimum age limit for domestic servants at 15. Article 6 explicitly states that it is prohibited to employ anyone under 15 as a domestic servant. At 15 one is still a child and this would seem to be legislating positively for the legitimizing of child labor.
Although the Draft Bill seems to modify the work that 15 – 17 year olds can do to “specific tasks” and be limited to four hours of work. And, as noted previously the child can only be employed after the permission of the parents or guardians of the child has been obtained.
Rights and Obligations
The Draft Bill sets out the rights and obligations that domestic servants must enjoy. These rights include:
· the right to a reasonable wage;
· a right to know the type of work that they will be doing;
· an allowance of one month’s salary for their relevant religious holiday;
· weekly and annual leave;
· a right to add knowledge and a right to access information within the framework of improving work productivity;
· a right to communicate and to receive communications from their family;
· an opportunity to organize or unionize;
· breastfeed any children that they have;
· an opportunity to practice their faith;
· a right to maternity leave;
· a right to occupational health and safety (inclusive of reproductive rights);
· a right to not be subject to violence; and
· a right to three sets of clothes annually.
The obligations include:
· to perform their work in accordance with the work contract;
· maintain morality and security in their place of work;
· maintain the good name of the family and protect any confidential family information that they may obtain;
· notify within at least 15 days of any intent to resign;
· complete all work properly; and
· assist in the maintenance of the peace, harmony, and security of their place of work.
The Draft Bill also sets out the rights and obligations for both the employer of a domestic servant and also the rights and obligations for domestic servant placement agencies. For example, the employer of a domestic servant has a right to obtain information on the domestic servant employed. Unfortunately, the Elucidations to this Article provide no insight as to what this information might be. Nevertheless, this information presumably includes such things as the name and age of the domestic servant as well as such information as a home address and previous work history (if any), among other information.
Domestic servant placement agencies have a right to receive payments for their services in providing domestic servants to an end user or employer. The size of any fee is to be stipulated in the written agreement that is to be signed by both the placement agency and the employer.
Termination of Work Contracts and Wages
A work contract can terminate for any number of reasons. However, some specifics are listed in the Draft Bill. These include the death of the domestic servant (and presumably the employer), the period of the work contract has expired, a situation arises that is outside the ability of either party to overcome, and by mutual consent, among others.
If the domestic servant wishes to sever the employment contract, then the domestic servant is to provide 15 working days notice of their intention to do so.
The Draft Bill envisages that the minimum wage for domestic servants is to be set by Provincial Governments, Municipalities, and Cities in accordance with the economic conditions of the respective locations. In addition, the Draft Bill provides that the employer and the domestic servant can agree to any other incentives that they wish.
Work Hours and Leave
The drafters have realized that setting any specific times for work negates the reality that is domestic work; simply the only way to regulate time is on a flexi-time schedule with a maximum number of hours per day that may be worked. The maximum number of hours per day has been set at ten.
In terms of leave, a domestic servant is entitled to one day off per week. Presumably this day is by mutual consent of the domestic servant and the employer. This is in addition to a mandatory minimum six hours of rest per day. Interestingly, this six hours of rest does not seem to be a continuous six hours but potentially it could be in one hour lots or similar.
A domestic servant becomes eligible for 12 working days annual leave once they have worked for the employer for 12 consecutive months.
Dispute Resolution
Any dispute is to be resolved by negotiation between the parties in conflict. If this negotiation does not reach a settlement that is mutually agreed by the parties, then the dispute is to be resolved by involving the Neighborhood Head (Rukun Tertangga / RT) and the Community Head (Rukun Warga / RW). If the involvement of the RT and RW fail to get the parties to reach a mutually acceptable settlement, then the parties can then escalate the dispute to the courts.
The reality is that these provisions as they relate to dispute resolution seek to redress the power balance between the employer and employee (domestic servant). Traditionally, domestic servants have had very little power and have generally been at the whim of their employer. The option of alternative dispute resolution and, if need be, the courts mean that domestic servants will have some legal protection from arbitrary actions of their employers.
Supervision
It is expected that primary supervision will be by the relevant service division of the Department of Labor and Transmigration. It is also envisaged that the RT and RW will play a role in the supervision on a much more local level.
Sanctions
The basic sanctions in the Draft Bill are administrative in nature and cover breaches of Articles 11, 13, and 17. The sanctions include written warnings, temporary suspension of the activities of placement agencies, cancellation of licenses, and the cancellation of work contracts, among others. However, it is expected that additional sanctions will be included through specific Ministerial and Regional Regulations.
Enactment
The Draft Bill will come into immediate force on its enactment.
Conclusion
It is clear that the government is intent on providing enforceable protections for domestic servants. It is also clear that in order to achieve this there is a need to formalize the employment situation from its current informal nature.
However, there appears to be some serious shortcomings if the intended purpose is to take these types of work from the informal to the formal. For example, it would make sense that the work contract between the domestic servant and the employer is in the written form. This would ensure that there are better prospects for enforcement in the event that the employment relationship breaks down.
Nevertheless, the intention is an honorable one.
The Draft Bill is currently in the socialization phase. It is expected that there will be considerable input from various stakeholders and therefore the final version of any bill that reaches the House of Representatives to work through the Commission and Committee processes prior to any enactment is destined to be quite different from the current versions.
Postscript
By way of explanation. This is a revised copy of something I have written for some other purpose. Perhaps some will be interested in the substantive matter that it covers and some won't be interested at all. Nevertheless, I guess if you live in Indonesia and have the luxury of any of these domestic services such as a house maid or two, drivers, gardeners, and the like then the draft bill is likely to be of some interest to you.
We have a domestic servant, a house maid. She is excellent. She works hard and is reliable. however, having read through the provisions she seems to be on a pretty good thing already working for us. Her salary is above average and once she has done the obligatory chores then her time is pretty much her own. Like for example tonight, she asks if she can stay the night with some family who live near by. We have no problem with that and so off she goes.
Provided there are no significant changes to the basic provisions of the draft bill then we are already in compliance. So, perhaps we can tighten the screws a little and make the conditions our house maid works under to comply with the absolute minimum.
Just kidding!
24 July 2008
Singapore
Dear Readers...if you were wondering whether I had passed on to the next world or not because of a couple of days without posting, then there is no need to wonder any longer!
I am in Singapore and have either been too busy or too lazy to turn on the laptop and log in to write.
I am here for work, and work only, and my days have been full and at the end of them I am pretty shagged and choose to sleep instead of blog. I am also here to do the dreaded visa run. I haven't done one for 5 years and I now know why I was glad for that. I am sure the Embassy will be very efficient and hopefully way more efficient than the Jakarta based agent that is supposed to be organizing all of the things I need to have done and be doing. So far they have not been relieving me of stress associated with this.
I have been asking them questions like how long does it take once I submit my passport and forms at the Embassy? A day but apparently this is not the case according to the Indonesian Embassy website in Singapore which says 2 working days. Is there a fee? No, but once again the website suggests differently. Do I need a passport photo? No, but you guessed it, the website suggests differently on this too. My mistake was not to check the website sooner and to believe the agent.
Other than that the order and cleanliness of Singapore is a nice reprieve from the chaos that is Jakarta. The only real downer is that my better and pregnant half could not come along for the ride. After 7.5 years of dating and almost 6 years of marriage I miss the company and perhaps even more so now, I suppose this is what pending fatherhood for the first time does to a man!
Life goes on and it is now time to do some work.
I am in Singapore and have either been too busy or too lazy to turn on the laptop and log in to write.
I am here for work, and work only, and my days have been full and at the end of them I am pretty shagged and choose to sleep instead of blog. I am also here to do the dreaded visa run. I haven't done one for 5 years and I now know why I was glad for that. I am sure the Embassy will be very efficient and hopefully way more efficient than the Jakarta based agent that is supposed to be organizing all of the things I need to have done and be doing. So far they have not been relieving me of stress associated with this.
I have been asking them questions like how long does it take once I submit my passport and forms at the Embassy? A day but apparently this is not the case according to the Indonesian Embassy website in Singapore which says 2 working days. Is there a fee? No, but once again the website suggests differently. Do I need a passport photo? No, but you guessed it, the website suggests differently on this too. My mistake was not to check the website sooner and to believe the agent.
Other than that the order and cleanliness of Singapore is a nice reprieve from the chaos that is Jakarta. The only real downer is that my better and pregnant half could not come along for the ride. After 7.5 years of dating and almost 6 years of marriage I miss the company and perhaps even more so now, I suppose this is what pending fatherhood for the first time does to a man!
Life goes on and it is now time to do some work.
30 June 2008
Aries -- My Horoscope for Today
Welcome back to the working week. Communications will be more emotive, so you should be very clear on how you express your thoughts and feelings to others. Ensure that you know exactly what you are about and if you are given instructions know exactly what you're supposed to do - don't leave anything to chance. You may find that you become concerned with about what's happening in other places of the world and you may travel more and process information in a different way than usual.This is kind of close to what my day is going to be like. I have a serious email to send to my employers regarding my new work contract and whether I am going to accept the terms and conditions and stay or demand some changes. This is likely to be an emotive discussion.
But horoscopes are like statistics you can read anything that you want into them if you look hard enough!
29 June 2008
Alaska
Apparently, Alaska has the highest percentage of people that walk to work.My experience of Alaska is limited to the TV show "Northern Exposure". The photo is of Mt. McKinley and can be found here.
Having a look at some of the photos of Alaska has inspired me to want to save up and go see for myself first hand some of these places.
23 June 2008
The 6 Most Annoying Coworkers: Are You One?
1. The Naysayer. This office dweller delights in shooting down ideas. Even during "blue sky" brainstorming sessions, where all suggestions are to be contemplated with an open mind, the Naysayer immediately pooh-poohs any proposal that challenges the status quo.
The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.
2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.
The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.
3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of cliched business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."
The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."
4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.
The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.
5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.
The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.
6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.
The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.
The question is now that you have read the six options: are you one?
Or, are you someone that falls into the pleasure to work with category. I have not found that list yet but I am guessing the "right approach" tips are pointers to the pleasure to work with category.
This was taken from here.
The right approach: Because great solutions often rise from diverse opinions, withhold comment -- and judgment -- until the appropriate time. Moreover, be tactful and constructive when delivering criticism or alternative viewpoints.
2. The Spotlight Stealer. There is definitely an "I" in "team" according to this glory seeker, who tries to take full credit for collaborative efforts and impress higher-ups. This overly ambitious corporate climber never heard a good idea he wouldn't pass off as his own.
The right approach: Win over the boss and colleagues by being a team player. When receiving kudos, for instance, publicly thank everyone who helped you. "I couldn't have done it without ..." is a savvy phrase to remember.
3. The Buzzwordsmith. Whether speaking or writing, the Buzzwordsmith sacrifices clarity in favor of showcasing an expansive vocabulary of cliched business terms. This ineffective communicator loves to "utilize" -- never just "use" -- industry-specific jargon and obscure acronyms that muddle messages. Favorite buzzwords include "synergistic," "actionable," "monetize," and "paradigm shift."
The right approach: Be succinct. Focus on clarity and minimize misunderstandings by favoring direct, concrete statements. If you're unsure whether the person you are communicating with will understand your message, rephrase it, using "plain English."
4. The Inconsiderate Emailer. Addicted to the "reply all" function, this "cc" supporter clogs colleagues' already-overflowing inboxes with unnecessary messages. This person also marks less-than-critical emails as "high priority" and sends enormous attachments that crash unwitting recipients' computers.
The right approach: Break the habit of using email as your default mode of communication, as many conversations are better suited for quick phone calls or in-person discussions. The benefit? The less email you send, the less you're likely to receive.
5. The Interrupter. The Interrupter has little regard for others' peace, quiet or concentration. When this person is not entering your work area to request immediate help, the Interrupter is in meetings loudly tapping on a laptop, fielding calls on a cell phone, or initiating off-topic side conversations.
The right approach: Don't let competing demands and tight deadlines trump basic common courtesy. Simply put, mind your manners to build healthy relationships at work.
6. The Stick in the Mud. This person is all business all of the time. Disapproving of any attempt at levity, the constant killjoy doesn't have fun at work and doesn't think anyone else should either.
The right approach: Have a sense of humor and don't be afraid to laugh at yourself once in awhile. A good laugh can help you build rapport, boost morale, and deflate tension when working under stressful situations.
The question is now that you have read the six options: are you one?
Or, are you someone that falls into the pleasure to work with category. I have not found that list yet but I am guessing the "right approach" tips are pointers to the pleasure to work with category.
This was taken from here.
17 June 2008
04 June 2008
Short Break...
Dear Loyal Readers,
You know who you are!
I am heading to South Lampung until early next week on family business...
I might post I might not. It will depend on Internet access.
I might write and then just dump them all in to the blog at once. I am taking the camera so I might have some happy snappies to post as well :D
L8R...
You know who you are!
I am heading to South Lampung until early next week on family business...
I might post I might not. It will depend on Internet access.
I might write and then just dump them all in to the blog at once. I am taking the camera so I might have some happy snappies to post as well :D
L8R...
22 May 2008
Insecurity...Personal Musings
I have been wondering over the last few days about all manner of things as there are some big decisions to made over the next couple of weeks, particularly about the future direction of my life and by default the future of my better half and the kid (who will not be on the scene until late November but nonetheless affected by the decisions made now).
My position has not really changed over the last couple of weeks and I just do not see myself in Indonesia past the end of the year. The "big" meeting of the other week seemed to go well. I was asked to supply a bullet point outline of where I see things going over the next couple of years, which I did, but have heard nothing in return about that. So, I am not sure that this is a good thing or a bad thing.
I have been looking around and asking questions of people, as one does when you are making life changing decisions, about what I am worth and how hard is the hard ball I should play on this. It would seem that I am worth a lot more than I am currently working at. However, all these things are subjective and in the end you are only worth as much as someone is prepared to pay you. It is with this in mind that I do not think that I will be able to wiggle my true value in my current circumstances. So, much so that I must admit that I have not even broached the subject of what value I feel I am worth.
As is the way in Indonesia (and most other places as well) this is a negotiation and one that I am not particularly keen to start. Therefore, we are doing this merry little dance of going round and round in circles as I wait for them to make an offer so that I can gauge what they think I am worth and they in turn are waiting for me to see what I think I am worth. Ultimately, nothing happens.
The work stuff aside...the insecurity relates to things that are way into the future! Like am I going to be a good father. Others are more current and relate to things like am I being a good husband in terms of staying in Indonesia and working for so much less than I could be earning in Australia. Am I being a good husband and providing the life that my wife deserves? These questions enhance the feeling of needing to make a change in order that I feel that I am doing the things that I want to be doing and doing them right.
Sometimes I just feel that I am too selfish and only look at the little picture. So, in this time of serious re-evaluation I continue to lean towards going back to whence I came and perhaps answering some of the insecurities that I hold.
My position has not really changed over the last couple of weeks and I just do not see myself in Indonesia past the end of the year. The "big" meeting of the other week seemed to go well. I was asked to supply a bullet point outline of where I see things going over the next couple of years, which I did, but have heard nothing in return about that. So, I am not sure that this is a good thing or a bad thing.
I have been looking around and asking questions of people, as one does when you are making life changing decisions, about what I am worth and how hard is the hard ball I should play on this. It would seem that I am worth a lot more than I am currently working at. However, all these things are subjective and in the end you are only worth as much as someone is prepared to pay you. It is with this in mind that I do not think that I will be able to wiggle my true value in my current circumstances. So, much so that I must admit that I have not even broached the subject of what value I feel I am worth.
As is the way in Indonesia (and most other places as well) this is a negotiation and one that I am not particularly keen to start. Therefore, we are doing this merry little dance of going round and round in circles as I wait for them to make an offer so that I can gauge what they think I am worth and they in turn are waiting for me to see what I think I am worth. Ultimately, nothing happens.
The work stuff aside...the insecurity relates to things that are way into the future! Like am I going to be a good father. Others are more current and relate to things like am I being a good husband in terms of staying in Indonesia and working for so much less than I could be earning in Australia. Am I being a good husband and providing the life that my wife deserves? These questions enhance the feeling of needing to make a change in order that I feel that I am doing the things that I want to be doing and doing them right.
Sometimes I just feel that I am too selfish and only look at the little picture. So, in this time of serious re-evaluation I continue to lean towards going back to whence I came and perhaps answering some of the insecurities that I hold.
07 May 2008
A Rock and A Hard Place
The big meeting I am destined to have with the big bosses has been put off again until Saturday (10 May 2008). It is destined to have because it is one of those sooner or later meetings that cannot be avoided.
Thankfully, it is not one of those HR or accountant type meetings that my blog colleagues GJJakarta and Greenstump wax so lyrically about! Yet, I am sure that there are some hard yards to be hoed throughout this one...
I am hearing various things about the meeting but none of it from any of the direct participants in it. The beauty of hearsay is that it is just that hearsay. It is great to see that all sorts of people are hearing tid bits and then putting their own spin on it! So, I am invariably somewhere between a huge frackin' pay rise, improved benefits, and conditions and totally fracked! (for those of you who are not avid watchers of Battlestar Galactica, frackin' is the space aged way of saying fucking -- sorry Ma but I have already eaten all of the soap so there is nothing left to wash my mouth out with!)...
In the big scheme of things an increase in salary, benefits, and conditions might be enough to convince me to hang around but I have a feeling that this is not the motivation of my earlier posts. So, anyone who thinks the money will get 'em every time needs to remember that Beatles song about "Money Can't Buy Me Love"...If I have said it once I have said it 1000 times, it is about treading water and I am treading water! Not going forward, not going backwards, just not going anywhere at all and that is the problem!
I sometimes wonder whether after all this time I can in fact go home and settle in to what would be life in Australia. Yet, there are other times where I am so looking forward to it. I want my wife to be able to experience Australian life and I know that I want our kid to grow up in Australia. I had the best time as a kid in Australia and I would not want to deprive my own flesh and blood of those same opportunities.
So, maybe you can now see that it is not about the money. It is about lifestyle, it is about experiences, it is about moving forward and not about standing still! I actually really, really enjoy and genuinely like what I do at the moment, but I just do not see myself doing it for another 10 years. I am not challenging myself and I am not being challenged and something has to give. That "give" is going to be me having to challenge myself and to that end I have to make the move to move because my employers (the big bosses) just are not going to challenge me or allow me to challenge myself within the current framework!
My apologies for boring the hell out of ya with this little bit of personal musing!
The weekend is coming up so maybe I will be in a better mood tomorrow! Then again maybe not!
Thankfully, it is not one of those HR or accountant type meetings that my blog colleagues GJJakarta and Greenstump wax so lyrically about! Yet, I am sure that there are some hard yards to be hoed throughout this one...
I am hearing various things about the meeting but none of it from any of the direct participants in it. The beauty of hearsay is that it is just that hearsay. It is great to see that all sorts of people are hearing tid bits and then putting their own spin on it! So, I am invariably somewhere between a huge frackin' pay rise, improved benefits, and conditions and totally fracked! (for those of you who are not avid watchers of Battlestar Galactica, frackin' is the space aged way of saying fucking -- sorry Ma but I have already eaten all of the soap so there is nothing left to wash my mouth out with!)...
In the big scheme of things an increase in salary, benefits, and conditions might be enough to convince me to hang around but I have a feeling that this is not the motivation of my earlier posts. So, anyone who thinks the money will get 'em every time needs to remember that Beatles song about "Money Can't Buy Me Love"...If I have said it once I have said it 1000 times, it is about treading water and I am treading water! Not going forward, not going backwards, just not going anywhere at all and that is the problem!
I sometimes wonder whether after all this time I can in fact go home and settle in to what would be life in Australia. Yet, there are other times where I am so looking forward to it. I want my wife to be able to experience Australian life and I know that I want our kid to grow up in Australia. I had the best time as a kid in Australia and I would not want to deprive my own flesh and blood of those same opportunities.
So, maybe you can now see that it is not about the money. It is about lifestyle, it is about experiences, it is about moving forward and not about standing still! I actually really, really enjoy and genuinely like what I do at the moment, but I just do not see myself doing it for another 10 years. I am not challenging myself and I am not being challenged and something has to give. That "give" is going to be me having to challenge myself and to that end I have to make the move to move because my employers (the big bosses) just are not going to challenge me or allow me to challenge myself within the current framework!
My apologies for boring the hell out of ya with this little bit of personal musing!
The weekend is coming up so maybe I will be in a better mood tomorrow! Then again maybe not!
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