Monday, March 15, 2010

Gawain ng Tunay na Manager: Mag book review (Mark Sarte)

The Confident Leader

The Confident Leader written by Larina Kase is a great read for those wishing to draw out their leadership potential or else just want to improve their leadership skills. The book is divided into two parts. First, it discusses the six growth steps used by confident leaders. Second, it shows how leaders can turn problems into opportunities

It is gives out the always-important idea that leaders should first learn to grow for themselves before they can grow others. The six growth steps given here are logical in their order to help achieve leaders o help grow themselves. These six growth steps are: Get your exceptional vision, Realize your commitment, Organize your team, Win with the right decisions, Turn anxiety into optimal energy and, Harness your strengths and Release Control.

Honestly, this book is quite thick if you’re a student who is working on his/her thesis and just don’t have the time to read. But still, you learn a lot from his book like what happened with me that could help in the smooth flow within a thesis group. The most important thing that I found here is to turn your weaknesses into strenghts. It doesn’t mean that if you are weak at somethging you automaticallly don’t do it. It means getting out of your comfort zone and make your weakness complement your strenght.

The confident leader is a book that has a n excellent framework on how to grow as a leader. Not only this, it also helps you grow as an individual. Many practicing managers now would surely find this book helpful as various organizational scenarios are given wherein we can see that scenario happening to ourself and just now fully realizing what it means.

Gawain ng Tunay na Manager: MAg book review (Pao Decena)

The Ultimate Guide To Time Management

Reading this book was definitely an eye-opener for me. At first, I was reluctant, mainly due to the fact that I have never read a management book, but also because I am not much of a voracious reader. The first few chapters focused on explaining why is time-management necessary. I thought to myself, “Well duh, Time-management is knowing how to allocate your time properly”. But this book really caught me with my pants down. It was literally schooling me on what it really means to know the value of time, and its importance especially when handling a business. It took me awhile to digest some of the information and techniques listed, but once I’ve tried applying it in a much simpler situation, I know longer questioned its validity and reliability.

This book has a lot of concepts and theories. From time-saving concepts to knowing the value of your time in the form of monetary gain, this book tackles the time-management in every aspect entrepreneur should know in order to be successful. Like what the book says, it’s knowing how to “get later earlier”. Knowing how to cut down on the time wasters and establishing a more effective approach in management. What I really liked about the book is that it shatters the “idealistic” image of an effective manager and provides examples that ameliorate the reasoning behind the approach. I particularly enjoyed his viewpoint on “open-door” policy. The Author states how much of a “b.s.” approach it is in management, simply because it is an invitation to problems and nuisances. Dan Kennedy’s viewpoint on time-management and its importance in business is unique and radical, not because of how he states their relationship, but through his crafting of a fool-proof guide that clearly defines the finer details of time-management.

In general, this book is an essential tool for the everyday businessperson. Every chapter doesn’t emphasize on just “time-management”. The book breaks down “Time-Management” into detail, and it either gives us with profound insight, or a possible appalled reaction, depending on the reader. The manner in which the author explains his theories makes me a believer. Stating that everything we perceive, read in books, or hear in seminars, are not necessarily what is seen in the workplace. He talks about the harsh reality of being in the corporate world or managing a business, and not the fantasy of just making money with mere scheduling.

There is one chapter in this book that I can truly relate to, and it is identifying the time-wasters or time-vampires. As a person, knowing the factors that greatly diminish my time is important. To be able to properly react in those situations, and to make sure that the frequency of them arising is reduced to its most minimal degree. If this is achieved, time-management would be much more effective and chances to perform the necessary activities is increased.

Sunday, March 14, 2010

Gawain ng Tunay na Manager: Mag book review (Ed Chua)

“The book made me THINK about how we as Canadians are preparing, on NOT preparing, for the inevitable....It was one of the best books I have read lately to help explain why the War for Talent is imminent.”–Canadian Career Information Association

“In this thought-provoking book, Gordon lays out the critical situation employers will face - do face - in finding and holding employees who have the education and training to get the job done....Recommended for business leaders, educators, human resource professionals, politicians, and enlightened citizens who are dedicated to making a difference for the generations that will follow us.”–Midwest Book Review

“Ed Gordon's latest book, The 2010 Meltdown, builds off his earlier success, Skill Wars, and makes a convincing case that organizations failing to be proactive to help create a skilled labor pool may very well face their own demise in the long term.”–The City Line

“A must-read for community leaders looking to understand this paradigm shift. The author makes a convincing case that those organization failing in the foresight and fight necessary to make the shift will begin to disappear along with low-skilled jobs.”–Michael Metzler President/CEO Santa Ana Chamber of Commerce

"Maganda sya!" -Ed Chua

Reading the book has been fun since it made me view countries, such as the United States, India, Canada, etc. as organizational units that can and must be managed like any other business organization. With the looming jobs crisis that is said to be experienced by the countries and the world, application of the things that we have learned throughout our stay in the institution can possibly provide solutions. Let’s take for example the case of China: Gordon argued that with the level of education that it provides its citizens, the job requirements that its businesses have for its potential employees, and the it’s focus on massive and low-cost manufacturing, even though that it will be an economic force to be reckoned with, labor development issues such as the utilization of advanced technologies that requires a high tech workforce. Though, for now, we can say that the competitive advantage that China has against the other countries, in terms of manufacturing, is unparalleled, but with the consideration of the rate of technological advances, the constantly changing environment, and the seemingly unclear strategic position of China in terms of the development of its people, their future may not be as bright as what we had previously believed… not unless they decide to secretly mass produce weapons and war machines and take over the world.

Now, the case of China may be considered as unique, but further reading enlightens us with the truth and the realization that the countries that are currently facing a jobs and economic crises and the countries that are in the process of rapid development have one thing in common: their not so strategic ways. Take the case of the United States: Gordon cited its educational system and the attitude of the students towards it. Young Americans nowadays are more likely to pursue high paying careers instead of pursuing professions that they are more accustomed to. This mindset has led to massive numbers of students dropping out of college and taking low-skill jobs instead. It’s Vegas or bust. Moreover, when coupled with the slow evolution of its education system and the lack of effective intervention efforts by its government, we can safely say that the US is in deep sh…trouble.

Given these, and with further reading of Gordon’s book, it is evident that the scrutinized countries employed quick fixes and seemingly disregarded the future impact of these quick fixes and the environmental factors that would affect their future. So, I would like to suggest now that the future leaders of these countries should be more adept at managing the developmental changes that they impose on their country. The leaders should be able to predict the future that is, by and large, in the process of being weaved by their current policies and ways. Leaders need not be clairvoyant, leaders need only be strategic.

Gawain ng Tunay na Manager: Mag book review (Herms Banico)

The book is entitled “Lead with Efficiency” by three authors namely: Didi Maranon, Moses Catan, and Dondi Catan. This book is about leading people with the best intent of putting the capabilities and resources of people to the best use and give rewards up to the best result. My experience in reading the book is sort of unusual the book concentrates on the spiritual aspect of business. Most of the authors have become spiritual leaders and have background in pastoral and other related aspects.

This experience in reading the book was eye opening and very nice. I was able to relate their experiences with HR aspects and HR practices. I related their experience by using what they did and analyzing through various HR practices. And their discussion on leadership could be related to the HR function on training and development and could also be linked in recruitment especially in finding the right people for the right job.

This book has opened my eyes in using HR concepts on different playing fields. The book tackled leadership and how to handle in leading teams. It talks about how to be a good leader, what are the skills needed and what are the credentials one must possess to be a good leader. It also helps you understand what you should do in solving a problem from a leader’s perspective. The book also mentions goal setting and accomplishing them and the characteristics of good goals. Although the book focuses more on a religious setting I was able to relate it in a HR manager or a practitioner’s point of view.

After reading the book I am more enlightened in the concepts of leadership and how we could use it in the HR side and might as well help the organization. Other people could also use this and learn from it and maybe apply a couple of its concepts and then function as a better leader. For example this book has taught me the importance of delegation, to avoid problems as much as possible you have to give the right job to the right people. This experiences and concepts that they have shared can also be used in the personal side of life especially goal setting. All in all this is a good book although a little short, the ideas are present and it can also be very insightful.

Gawain ng Tunay na Manager: Mag book review (PJ Cando)

"How Successful People Think" by John Maxwell is a great little book and a timely read, particularly in a day where media and others encourage us to follow our feelings almost to the exclusion of thinking.- Michael Taylor (Indian Trail NC)

“Top pick for libraries and business minded thinkers alike.”- Midwest Book review

“Put your dreams to the test.”- Tony LaMantia

Review: Small things hit harder than you think

To be honest, I had a hard time reading the book, with all the school work that has to be done; thesis, projects and f the sort, it took me at least three days before I can fully read the book. But as soon as I read it, it was just like what I felt when I read books that I have interests in such as crime novels like Sherlock Holmes or a fantasy novel like Wicked. This sent me in to non-stop reading mode (as what I call when I experience this feeling when reading). In fact, I can say that this book is something that I think, I could really use not only in what I’m taking in college, but I can see a practical use in it in my life. And in reading the book, I can’t stop reading it, I read it in the comfort room, when I wake up, or even when I am at school. This book filled by boring hours into something fulfilling. Each chapter, the author gives life experiences so that he can explain it in a very simple way where in, I think, even a kid would understand it (although I think there is a difference in understanding something and actually doing it). And at the end of each chapter, the author would raise a question in order for you to actually realize if you are this kind of thinker or not, and reading it, it was like having a good friend to tell you that you can really do it, when you believe it. Actually I think that this is a marvelous book, in fact I suggest that people read it and apply the concepts that the author discussed. It’s easy to read, easy to understand and it doesn’t need you to be a rocket scientist to be like one.

After a few days, I finished the book, and immediately, I re-read it again to fully understand the concepts, and take note: I didn’t re-read it again so that I can make a cute review of this small book; I re-read it because I want it and so far, it has helped me so far. This was a book that didn’t send me to Oz or Wonderland, or made me imagine like I was the famous detective in London, or a Jedi fighting a Sith, this book made me realize, that you are in the real world, and in order to enjoy it, one has to think…and it all starts in your head as an idea. So, to top it off, I’ll tell something from myself after reading the book. The book was successful, at the back, there was something written there:”This book doesn’t tell you WHAT to think, it tells you HOW to think.” So, I did a little experiment: I had this game in my Nintendo DS called Phoenix Wright: Ace attorney, in this game, you have to think, based in the given clues in the crime scene and come up with a logical conclusion to defend your client from being sent to jail when they are innocent of the crime. Now, you may say “This dude memorized the game!” well guess what, last time I played the game was around two years ago, and the cases there are hard to remember. And so I used what I learned from the book, I thought of the big picture, focused on how it was done, thought creatively on how it was done, the possibilities of how the crime was done, asked other people on how can it be done, and I have finished the cases faster than when I last played it. After I have finished the game I have still applied it, sharing the stuff I used to finish the game to other games, gave my ideas to others. And in real life, I realized on how, to plan for my life, what steps am I going to take what’s in it for me and other stuff. Now I can’t rant about how this book helped me in many different things in my life, but what I am going to tell you is that, read the book, and you’ll experience what I experienced in the book. Change your life through thinking!

Thursday, February 18, 2010

Mga paraon: Di Tunay na Managers

Dahil ang Tunay na Manager ay naniniwalang katarantaduhan lang ang pyramiding.

Gadget ng Tunay na Manager: Nokia Communicators

Dahil ang Tunay na Manager malaki ang kargada! (na cellphone)

Thursday, February 11, 2010

Gawain ng Tunay na Manager: maging trendy!

Labor Crisis (OMG!)

Recent studies suggest that in 10 to 15 years’ time various industries are said to experience a serious labor crisis which are attributed to the retirement of baby boomers, the expected business growths, and the seemingly endless process of satiating the needs and wants of the people. In the United States alone, the manufacturing industry is already experiencing a job-skill shortage primarily due to the economic recession, and with the consideration of the actuation of the aforementioned events, the question of their exacerbation with regard to the issue of a labor crisis ensuing needs to be addressed by corporations and, most importantly, the HR practitioners. (oh nose!)

Now, what can these corporations and HR do? Here are some suggestions based on the research of the TnM group:

The automated workforce
  • The industrial revolution has revolutionized (no pun intended) the way we conduct business. From the steam engine to computers, innovative technology has replaced the journeyman with machines and with the fast-paced evolution of technology through research and development, having an automated workforce with little reliance on humans is greatly becoming a realizable possibility. (Thought bubble: Marx is beginning to make sense…)

Mergers and acquisitions
  • Mergers and acquisitions are occasionally primarily done in order to acquire the workforce of another organization. These mergers and acquisitions can help addressing the looming labor crisis through the company’s reorganization and retrenchment due to redundancy and obsolescence of the positions in the new organization. In acquisitions, the buying organization, oftentimes, tries to forcibly mold the other organization rather than practice its approaches to business that made the acquisition other than lackluster. Furthermore, one fundamental reason as to why some mergers and acquisitions have failed is largely due to compatibility issues To prevent this, studies focusing on the compatibility between the two organizations, such as an organizational climate surveys, is in order. (thanks to Sony-Ericsson and PnB-Allied Bank)

Satisfying the needs of your workforce
  • Another idea is recognizing the personal needs and wants of your employees and meeting them. Traditional businesses tend to hire people and compensate them, now this is where research and prescribed strategies in HR will come into play. Studies show that employees who are more satisfied with their jobs are more committed. What then makes the employees satisfied with their jobs? The various functions of HR can address the issues of satisfaction with their alignment. (eto nanaman tayo sa strategies…)
    • Recruitment. Recruitment, which measures the would-be employees’ eligibility, future performance, and potential in the organization, should also include both the organization’s and applicant’s synergy, in terms of their values and future behaviors, through tailor-fit tools that can predict their complementary association.
    • Compensation. HR managers must present compensation not in the traditional way of equal work for equal pay, rather, present it in a way that satisfies the assortment of physical, emotional, and social needs of the employees by recognizing their individual and collective contributions through an effective rewards system in addition to their pay rate. Tailor-fitting benefits, depending on the demographic, psychological, and behavioral variables of the current or potential employees, are also necessary in order to enhance the organization’s competitive advantage and promote employee retention and satisfaction. With a carefully designed compensation program, the employees will not only feel that the organization is taking care of their present needs, but they will also sense that they will have a bright future ahead of them with the help of the organization. And this will hypothetically be made manifest by their level of organizational commitment.
    • Performance management and training & development. Productive employees are happy employees. That’s one research finding that concerns performance management and training & development. The data obtained from performance appraisals not only helps organizations in determining the effectiveness of their employees, it also provides the organizations the opportunity to help the employees in terms of KSA progression through training & development. Armed with the knowledge of their employees’ capabilities, organizations will be able to discern and verify their eligibility and inclusion in training programs that indirectly and directly benefits the employees and the organization, respectively. (Thought bubble #2: I’d like to do a “performance evaluation” with my performance appraisal “tool” on that secretary of yours, Mr. CEO…)
    • Employee relations. Through the formalization of company policies that helps keep the workforce’s behavior in line to strategies which helps promote a harmonious relationship with the employees primarily concerns the HR function of employee relations. Conducting organizational satisfaction surveys, focus group discussions, introducing open-door policies, effective grievance machineries and other programs that concerns and addresses the employees’ well-being and satisfaction in the organization helps in pre-empting volatile situations that can prove costly for the organization from occurring. Organizations practicing excellent employee relations programs reduces the risk of turnover, absenteeism, and is an important factor in adding value to the organization’s overall competitive advantage.
  • Ed’s suggestion:
    • In order to address the impending labor crisis, I suggest to spike all drinks in the market with tongkat ali which boosts the need for (and endurance in) “physical interaction(s)” which greatly increases the probability of creating more people needed for the workforce and outlaw the “artificial” means of family planning on grounds of its diminution on the level of satisfaction and environmental degradation due their non-recyclability. EDI SOLB! SIMPLE!
Ben Chaleko of Culiat

Wednesday, February 3, 2010

Careerism: Under Consideration

Gawa ba ito ng Tunay na Manager o hindi? Kayo ang humusga!

click me. CLICK ME. lick me. CLICK ME. lick me. CLICK ME. click me

If you observed carefully and pondered upon it, we can translate the negotiation and eventual partnership between the Power Rangers and the Teenage Mutant Ninja Turtles in a strategic HR sense. It is already common knowledge that the objective of the Power Rangers and the TMNT is to defeat evil wherever it is, whenever needed. And in that fight scene, we saw that the Rangers were not able to defeat their foe by themselves, they clearly needed help and, they got it in the form of talking and kicking reptiles.

Now, if we imagine and interpret everything in a strategic HR negotiation sense, we can suppose that the Power Rangers is an upstart organization (let’s name this organization as Organization A) trying to be competitive in the mobile phone industry with a larger, older, and more experienced organization.

Let’s say that the organizational objective is to create innovative and competitive products. How will they go about this, you might ask? By creating value in the individual outputs and various functions of organization such as operations, marketing, etc. wherein which we can create competitive advantage through their synergy with regard to the value chain. But let’s shift our focus to creating value through strategic Human Resource Management where we are primarily concerned. However strategic HRM does not appear out of the blue, it is created through negotiations with strategic aims.

Now, enumerated below are traditional and strategic activities, in contrast, that the HRD might do in order to support the organizational goals, in correspondent transmogrification (nosebleed) with the actions of the Power Rangers and TMNT. Also, suppose that the activities below came from the collaborative outcome of the negotiation process between Organization A and its internal and external partners/contacts.

Traditional HR

Strategic HR


Employee Relations

Partnership with internal & external customers

Ø In the Rangers’ sense: They’re just a group of kids fighting the bad guys, that’s it. How heroic.

Ø In an HR sense: The Human Resource Department is just maintaining a workable relationship with their employees.

Ø In the Rangers’ & TMNT sense: They negotiated with one another and created a relationship through an ideological strategy with regard to their collective vision - puksain ang kasamaan!

Ø In an HR sense: Maintaining a harmonious and synergistic relationship with the employees can be interpreted as higher job satisfaction, higher organizational commitment, higher productivity. With these in consideration, the partnership with the employees can eventually lead to customer satisfaction and loyalty.




Ø In the Rangers’: The Rangers would only plan for the resolution of the current situation. They were in deep sh** this time.

Ø In an HR sense: The traditional HR would try to solve the current predicament that the organization is in by getting all the people necessary to create a competitive product.

Ø In the Rangers’ & TMNT sense: They already planned ahead by teaming up. With their team, they can fight stronger enemies as compared to their previous foes. Planning and organizing, 2 out of 4! Not bad!

Ø In an HR sense: Not only should the HRD hire the people necessary to create a competitive product, they should also take into consideration the alignment of the primary and support activities that would create an impact in their respective areas and their overall contribution to the attainment of the organizational goals through a greater marginal value creation.

Key Investments

Capital & Products


Ø In the Rangers’: They depended too much on their skills. They didn’t know that they needed some kung fu sh** to (roundhouse)kick some serious a**.

Ø In an HR sense: Perform basic functions of HR.

Ø In the Rangers’ & TMNT sense: Utilized the knowledge, skills and abilities (the way of the ninja) of the Turtles which complemented the Rangers’ own.

Ø In an HR sense: Recruited and developed people with the potential to create more value in their respective functions and areas thus creating an impact.

Job Design


Teams & Flexibility

Ø In the Rangers: The rangers are only used to battle normal foes, but when they faced this one, they were caught off guard (naduwag) due to the foe’s prowess.

Ø In an HR sense: Hire people for the current job without considering their potentials to hone their abilities to better help the organization.

Ø In the Rangers & TMNT sense: With the Rangers and Turtles teamed up, their synergistic output was greater which helped them vanquish the monster!

Ø In an HR sense: The HRD can align recruitment, training and development, compensation, performance management, and employee relations to look for the right people for the job. T&D and PM can set certain criterion for potential and performance. Recruitment can source and hire the persons while compensation and ER helps retain the employees and attend to their needs.

Tuesday, February 2, 2010

Manny Pangilinan: Tunay na Manager

Pangalan pa lang, alam mo nang may ROI ka na.

Monday, February 1, 2010

Kimmy Go Donghae: Tunay na Manager

1. Walang abs kahit nagpipilates at yoga at gym at kung ano ano pang pampapayat.

2. Kinakatakutan ng mga empleyado at nahihigitan pa ang Rule #4 ng Manifesto.

3. Malakas mang mando.

4. Sinusunod ang Atty. Domingo Reyes Jr. rule ng husto.

Sunday, January 31, 2010

Gawain ng Tunay na Manager: mag organizational development

Ang Tunay na Manager hinihigitan ang Rule #1 sa manifesto dahil gusto nitong mag OD.

Saturday, January 30, 2010

Taong Grasa: Di Tunay na Manager

Dahil hindi sumusunod ang taong grasa sa motivation-HYGIENE theory ni Herzberg.

Gawain ng Tunay na Manager: Manindak

Dahil ang tunay na manager nagbubuga ng apoy.

Atty. Domingo Reyes Jr. : Tunay na Manager

Sandamakmak ang hawak na posisyon sa paaralan at PMAP, nagtuturo pa, at andami pang extra curricular activities. MULTI-TASKER!

Friday, January 29, 2010

Addendum sa Tunay na Manager Manifesto

Ang Tunay na Manager hindi pinagpapalit ang corporate job para sa banda. Si Apa Ongpin yan.

Thursday, January 28, 2010

Dolphy: Tunay na Manager

1. Walang abs.

2. Malaki ang pag aari, 'nuff said.

Mikey Arroyo: Di Tunay na Manager

Dahil ang tunay na manager ay hindi lumalabag sa Rule #11 ng Manifesto ng Tunay na Manager.