
"....semua makhluk ciptaan Tuhan samada manusia,binatang,tumbuhan, alam semulajadi dan sebagainya,saling perlu memerlukan,saling bantu-membantu kerana mereka berkait,terikat antara satu sama lain dalam satu kitaran yang berhubungan. Justeru, jangan diputuskan ikatan itu, kelak, seluruh kitaran akan musnah..." Ahmad Rais Johari
Monday, March 26, 2012
Rumah Mawi di Bandar Baru Bangi dirompak

Mencari Ahli Parlimen kelas pertama oleh SYAHREDZAN JOHAN
Open Source Empowers Me

The answers we supplied were slanted towards personal growth or transformation, but "Other" got the most votes, almost twice as many as "Learned a new skill," and more than double "It renewed my faith in humanity." So if open source hadn't enriched someone by helping them "create something of value," or in making them “more open to sharing ideas and opinions," what had it done for them?
The "other" comments were about the power and the freedom open source software gave the respondents. "It empowers me," was not one of our choices, but if it had been, it would have won.
Open source made new things possible for more people. One commenter said, "Open soruce technologies give me freedom...I was the prisoner of proprietary technologies for many years...open source gives me [options] a free choice."
Another commenter pointed out that open source empowers them to help others. They said, "I have also used open source to provide computer systems to people that would otherwise not be able to afford a new one with a proprietary system..."
And don't forget accidental careers. As another commenter put it, "After first meeting it at the university as a Biology undergrad, open source attracted my attentions so much that I actually changed my career to IT 'after' graduating, and since then, I've been working solely in IT, completely focused on open source."
When we talk about open source doing big things - changing the technology industry, or re-orienting the strategy of business, or making the world a better place, we often forget to think about how many individuals are part of this massive transformation, and how their lives are transformed by their participation.
(Sources - http://opensource.com)
Friday, March 23, 2012
Budaya Masyarakat Melayu - Suatu Analisis
The 6 Habits of True Strategic Thinkers
You're the boss, but you still spend too much time on the day-to-day. Here's how to become the strategic leader your company needs.
In the beginning, there was just you and your partners. You did every job. You coded, you met with investors, you emptied the trash and phoned in the midnight pizza. Now you have others to do all that and it's time for you to "be strategic."
Whatever that means.
If you find yourself resisting "being strategic," because it sounds like a fast track to irrelevance, or vaguely like an excuse to slack off, you're not alone. Every leader's temptation is to deal with what's directly in front, because it always seems more urgent and concrete. Unfortunately, if you do that, you put your company at risk. While you concentrate on steering around potholes, you'll miss windfall opportunities, not to mention any signals that the road you're on is leading off a cliff.
This is a tough job, make no mistake. "We need strategic leaders!” is a pretty constant refrain at every company, large and small. One reason the job is so tough: no one really understands what it entails. It's hard to be a strategic leader if you don't know what strategic leaders are supposed to do.
After two decades of advising organizations large and small, my colleagues and I have formed a clear idea of what's required of you in this role. Adaptive strategic leaders — the kind who thrive in today’s uncertain environment – do six things well:
Anticipate
Most of the focus at most companies is on what’s directly ahead. The leaders lack “peripheral vision.” This can leave your company vulnerable to rivals who detect and act on ambiguous signals. To anticipate well, you must:
- Look for game-changing information at the periphery of your industry
- Search beyond the current boundaries of your business
- Build wide external networks to help you scan the horizon better
Think Critically
“Conventional wisdom” opens you to fewer raised eyebrows and second guessing. But if you swallow every management fad, herdlike belief, and safe opinion at face value, your company loses all competitive advantage. Critical thinkers question everything. To master this skill you must force yourself to:
- Reframe problems to get to the bottom of things, in terms of root causes
- Challenge current beliefs and mindsets, including their own
- Uncover hypocrisy, manipulation, and bias in organizational decisions
Interpret
Ambiguity is unsettling. Faced with it, the temptation is to reach for a fast (and potentially wrongheaded) solution. A good strategic leader holds steady, synthesizing information from many sources before developing a viewpoint. To get good at this, you have to:
- Seek patterns in multiple sources of data
- Encourage others to do the same
- Question prevailing assumptions and test multiple hypotheses simultaneously
Decide
Many leaders fall pretty to “analysis paralysis.” You have to develop processes and enforce them, so that you arrive at a “good enough” position. To do that well, you have to:
- Carefully frame the decision to get to the crux of the matter
- Balance speed, rigor, quality and agility. Leave perfection to higher powers
- Take a stand even with incomplete information and amid diverse views
Align
Total consensus is rare. A strategic leader must foster open dialogue, build trust and engage key stakeholders, especially when views diverge. To pull that off, you need to:
- Understand what drives other people's agendas, including what remains hidden
- Bring tough issues to the surface, even when it's uncomfortable
- Assess risk tolerance and follow through to build the necessary support
Learn
As your company grows, honest feedback is harder and harder to come by. You have to do what you can to keep it coming. This is crucial because success and failure--especially failure--are valuable sources of organizational learning. Here's what you need to do:
- Encourage and exemplify honest, rigorous debriefs to extract lessons
- Shift course quickly if you realize you're off track
- Celebrate both success and (well-intentioned) failures that provide insight
Do you have what it takes?
Obviously, this is a daunting list of tasks, and frankly, no one is born a black belt in all these different skills. But they can be taught and whatever gaps exist in your skill set can be filled in. I'll cover each of the aspects of strategic leadership in more detail in future columns. But for now, test your own strategic aptitude (or your company's) with the survey at www.decisionstrat.com. In the comments below, let me know what you learned from it.
Paul J. H. Schoemaker: Founder and Chairman of Decision Strategies Intl. Author, professor, entrepreneur and speaker. Research Director of the Mack Center for Technological Innovation at Wharton, where he teaches strategy and decision-making
Thursday, March 22, 2012
What To Do When You Don't Know What To Do
Most of us prepared hard for the future we expected, and yet things aren't working out as we had planned. That's true if you have been laid off, are a recent college graduate who feels underemployed, or are a manager facing constant upheavals at work, even if you are the boss, because you are wrestling with disruptive technologies and new competitors who seemingly come out of nowhere to upend your industry.
All of this is extremely confusing and unsettling.
This is not how we were told it was going to be. Growing up we were led to believe that the future was predictable enough, and if we studied hard we could obtain the work we wanted in an environment we understood, and we would live happy and successful lives.
It hasn't exactly worked out that way (even for those of us who are happy). Many of us, maybe most, are not making progress on achieving the things we want.
We think the reason is pretty simple. The way we were taught to think and act works well in a predictable future, but not so much in the world as it is now.
You know the steps for dealing with a predictable universe:
1. You (or your parents, teachers, or bosses) forecast how the future will be.
2. You construct a number of plans for achieving that future, picking the optimal one.
3. You amass all the necessary resources (education, money, etc.) necessary to achieve your plan.
4. And then you go out and make that plan a reality.
We have become so indoctrinated with this way of thinking by our education and our organizations that it is more or less the only way we approach anything.
But what is a very smart approach in a knowable or predictable future is not smart at all when things can't be predicted. And that fact is at the heart of the frustrations most of us feel. Things simply aren't as predictable as they once were.
In a world where you can no longer plan or predict your way to success, what is the best way to achieve your goals? It's a daunting question, but today — when saying "change seems to be the only constant" has become a cliché because it is so true — it's one everyone has to resolve.
Here's the central point of our new book, Just Start (and this blog post): When the future is unknowable (Is quitting your job and starting something new a good idea? Will the prototype we are developing at work find a market?), how we traditionally reason is extremely limited in predicting what will happen.
You need a different approach.
We have one. There is a proven method for navigating in an uncertain world, an approach that will complement the kind of reasoning we have all been taught. It will help you deal with high levels of uncertainty no matter what kind of situation you face. We know it works because entrepreneurs — the people who have to deal with uncertainty every day — use it successfully all the time. It is also the approach that is used by Babson College — the world's number-one school for entrepreneurship, of which one of us is president.
Babson calls the approach "entrepreneurial thought and action," but we use a simple shorthand and call it "Act, Learn, Build, Repeat."
Based on the research of Saras D. Sarasvathy, of the University of Virginia's Darden School of Business, and similar work by others at Babson College, this approach is a time-tested process for dealing with the unknown.
Put simply, in the face of an unknown future, entrepreneurs act. They deal with uncertainty not by trying to analyze it, or planning for every contingency, or predicting what the outcomes will be. Instead, they act, learn from what they find, and act again. More specifically the process looks like this.
1. Start with desire. You find/think of something you want. You don't need a lot of passion, you only need sufficient desire to get started. ("I really want to start a restaurant, but I haven't a clue if I will ever be able to open one.")
2. Take a smart step as quickly as you can toward your goal. What's a smart step? It's one where you act quickly with the means at hand. What you know, who you know, and anything else that's available. ("I know a great chef, and if I beg all my family and friends to back me, I might have enough money to open a place.") You make sure that step is never going to cost more than it would be acceptable to you to lose should things not work out. And you bring others along to acquire more resources, spread the risk and confirm the quality of your idea.
3. Reflect and build on what you have learned from taking that step. You need to do that because every time you act, reality changes. Sometimes the step you take gets you nearer to what you want ("I should be able to afford something just outside of downtown"); sometimes what you want changes ("It looks likes there are an awful lot of Italian restaurants nearby. We are going to have to rethink our menu.") If you pay attention, you always learn something. So after you act, ask: Did those actions get you closer to your goal? ("Yes. It looks like I will be able to open a restaurant.") Do you need additional resources to draw even closer? ("Yes. I'll need to find another chef. The one I know can only do Italian.") Do you still want to obtain your objective? ("Yes.")
4. Repeat.
Act. Learn. Build. Repeat. This is how successful serial entrepreneurs conquer uncertainty. What works for them will work for all of us.
About writer :-
LEONARD A. SCHLESINGER, CHARLES F. KIEFER, AND PAUL B. BROWN
Leonard A. Schlesinger is the president of Babson College. Charles F. Kiefer is president of Innovation Associates. Paul B. Brown is a long-time contributor to the New York Times. They are the coauthors of Just Start: Take Action, Embrace Uncertainty, Create the Future(HBR Press 2012). Learn more at juststartthebook.com.
Penubuhan Yayasan Sukarelawan Siswa (YSS) - Mercu Tanda Pengiktirafan Peranan Mahasiswa Oleh Kerajaan
Wednesday, March 21, 2012
Pelancaran Yayasan Sukarelawan Siswa (YSS) di UiTM

Tuesday, March 20, 2012
The Corporate University Model: Part One by Stuart McIntyre
| Stuart McIntyre is a senior studying political theory and political economy at Ohio State University. Stuart is executive director of The Pulse, and an active organizer with the student movement. |
Monday, March 19, 2012
Wujudkan Kerangka Governans Baru
What's Your Influencing Style?
Effective leadership today relies more than ever on influencing others — impacting their ideas, opinions, and actions. While influence has always been a valuable managerial skill, today's highly collaborative organizations make it essential. Consider how often you have to influence people who don't even report to you in order to accomplish your objectives. Success depends on your ability to effectively influence both your direct reports and the people over whom you have no direct authority.
Have you ever thought about how you influence others? The tactics you use? We are all aware that people use different influencing tactics, but did you realize that we each naturally default to the same tactics every time? Or that the tactics we default to are also the ones to which we are most receptive when being influenced?
It is these preferred tactics that define our influencing style. Analyzing the different influencing tactics, researchers have identified up to nine primary influencing tactics. In our quest to further understand personal influencing styles, we did additional research to build on the existing knowledge base. From our research, we've identified five distinct influencing styles: rationalizing, asserting, negotiating, inspiring, and bridging.
You may have an idea what your style is just from hearing these labels, but the most accurate way to identify your style is with an influence style indicator — a self-scoring assessment that classifies your style based on answers to questions about preferred influencing tactics. But even without the indicator, here are some questions you can ask yourself to begin to understand your style:
- Rationalizing: Do you use logic, facts, and reasoning to present your ideas? Do you leverage your facts, logic, expertise, and experience to persuade others?
- Asserting: Do you rely on your personal confidence, rules, law, and authority to influence others? Do you insist that your ideas are heard and considered, even when others disagree? Do you challenge the ideas of others when they don't agree with yours? Do you debate with or pressure others to get them to see your point of view?
- Negotiating: Do you look for compromises and make concessions in order to reach an outcome that satisfies your greater interest? Do you make tradeoffs and exchanges in order to meet your larger interests? If necessary, will you delay the discussion until a more opportune time?
- Inspiring: Do you encourage others toward your position by communicating a sense of shared mission and exciting possibility? Do you use inspirational appeals, stories, and metaphors to encourage a shared sense of purpose?
- Bridging: Do you attempt to influence outcomes by uniting or connecting with others? Do you rely on reciprocity, engaging superior support, consultation, building coalitions, and using personal relationships to get people to agree with your position?
While answering these questions, take your style a step further. How often does it work for you? Are you more successful with certain types of people? Have you ever wondered why? Since there are five different influencing styles, using only your preferred style has the potential to undermine your influence with as many as four out of five people.
Gaining awareness about our own influencing style and those of others is especially critical in light of today's fast-paced and stressful work environments, and here's why: When we are operating unconsciously out of a preference (our style) and not seeing the results we expect, we actually have the tendency to intensify our preferred behavior — even when it's not working!
If your individual success depends on gaining the cooperation of people over whom you have no direct authority, this should concern you. The way to begin to increase your odds of influencing more people is to learn to recognize and use each of the five styles.
Becoming aware that there are influencing styles other than yours is a good start. To further increase your influence, you must learn what each style sounds like when it's being used effectively and ineffectively. Gaining this awareness will help you recognize when the style you're using isn't working and how to determine one that will.
What's your influencing style? And what are you going to do about it?
(Sources - http://blogs.hbr.org)

