2 days ago, katanya ada angin kuat..
Aku tak dengar pun, rumah ni hujan pun tak dengar. Bagus lah kot sebab macam kalis bunyi jer haha!
Pagi semalam aku nak pergi kerja, I was shocked to see that the cover of our tangki air was at the foot of our house. The tangki air tu sangat bagak so it must be a strong windlah to push the whole cover down. Masalahnya aku pun tak dengar masa dia terhempas.
So that is bad kalau rumah ko tu kalis bunyi. Either that or all of us tidur mati. huhu....
So I called the guy yang selalu in-charged fixing our house (from developer)...
Owh dia kata "ramai kak yang call kita sebab malam tadi angin kuat" hehe....ramai rupanya senasib. Jiran2 aku idak plak. Aku dah terpikir gak, maybe rumah ni jarang baca Quran kot, Allah kasi peringatan sket. huhu...
So he said he will climb the roof and fix it.
By the time aku balik semalam, aku dah ready to be disappointed. Mak ko.. Dia dah pasang balik. Alhamdulillah...
So setakat ni the house developer Seri Pajam never let me down. yet. very fast service. Cuma line tepon jer ni aku masih tensen..... tapi tu salah telekom kan?
Tuesday, March 19, 2013
What is 2.0 really?
Hah. I am still going to talk about boring staff - OFFICE.
sorry :(
sorry :(
But by April I might be talking about Project House again (depending on how big fat bonus I will get).
The higher authority's blog today said:
"You should be
notified of your increment and bonus payout by end of this week."
So the project Phase2a will continue soon for those who are looking for entries on house renovation. Project Phase2b might be delayed but it will be focusing more on touching up etc. So it would be the completion of the basic reno we already have.
Ok back to Office story.
The higher authority's blog also said:
"This year, we will
continue to labour on with our plans and initiatives to bring this Company to
another level of performance excellence. I look forward to another fulfilling
year - let’s set our hearts in realizing TNG 2.0."
On the ground level, I would say there are a lot of things to change in realizing the TNG2.0.
Attitude wise, understanding process and enforcement.
There are some staff or managers I would say with "tolak ansur" attitude that certain disciplinary action is delayed, and it cause repetitive mistakes. Which is not good in the 2.0 environment that we are trying to create. Some people might confuse themselves with "malay sopan santun" that it might be cruel to do that to others. Worst still, it is "backstabbing" to highlight mistakes of others.
They have to get the understanding right. they need to be able to separate personal and business.
Check this website out:
http://duanehallock.com/2010/02/17/what-is-2-0-a-new-era-defined/
I like the things they discuss here.
The excerpt:
Let’s look at the nuances between the two.
- Audience vs. Community. What’s the difference between an audience and a community? The direction the chairs are facing. A community is much more connected and interactive than is an audience.
- Broadcast vs. Conversation. A broadcast pushes information outward from a centralized communications hub. Conversations, on the other hand, rely on user-generated content. The best conversations are those that are decentralized. They tap into the collective wisdom of all the participants.
- Traditional vs. Social Media. Traditionally, information was broadcast from a central hub to an attentive audience. In a 1.0 world, the major media were newspapers, radio and television. Today, in the new 2.0 world, communities have decentralized conversations among themselves. They share user-generated content on Facebook, in blogs, through Twitter, on YouTube and via an endless variety of social media.
My favorite illustration contrasting the 1.0 and 2.0 worlds is this:
Fireworks come from a centralized source. A fireworks show is designed to dazzle an adoring audience. The role of the audience is to watch and be impressed.
A campfire, on the other hand, represents a warm, inviting place where people gather to tell stories, sing songs, swap jokes, share family photos and talk about various topics of mutual interest. The content of campfire conversations is user-generated.
Fortunately, there is a place for both fireworks and campfires. They don’t have to be mutually exclusive. Traditional and social media will coexist and actually complement each other.
Those who prosper and succeed in the 2.0 world will be those who understand that it’s all about having conversations within communities. With that in mind, I’d love to have you join me here around the campfire as we have a cup of hot coffee and reminisce about “the good old days” when we once lived in the less-colorful 1.0 world.
Welcome to our new 2.0 reality.
My comments:
I am still depress once in a while about what has been happening in the org. That I am actually alone to carry out some of the enforcement. God knows the challenge is everyone has their own intrepretation over a message and it made it even difficult if they work for their own agenda.
Arghh...... the stress the stress...
Monday, March 18, 2013
Mentorship
Sorry guys.
I am still going to talk about the office matters.
Not sure why this is my current topic of interest.
Let me articulate it.
If you are a manager, it does not mean you are free from any work.
It does not mean you can transfer out your duties to the people below you and expect them to fly on their own.
That is why we have the word "handover" or for this case............. "mentorship".
The words do exist. And it is to be practiced.
You can let them do all the work for the matter but you need to reviewlah. Tell them what she has done wrong and correct them so it won't be repeated.
Tell them the best way how to solve the problem or how to complete the tasks.
That way, you can avoid having disappointment with your staff. And she or he can learn a bit faster.
I have seen a manager sleeping after giving the tasks to the staff. Woke up only to give comment.
That is your integrity. If you need people to give you respect and idolize you for making the change within the department or organization, certainly that is not things to do.
Thank you.
P/s: I was quite angry that these attitudes exist in my org. Terrible.
I am still going to talk about the office matters.
Not sure why this is my current topic of interest.
Let me articulate it.
If you are a manager, it does not mean you are free from any work.
It does not mean you can transfer out your duties to the people below you and expect them to fly on their own.
That is why we have the word "handover" or for this case............. "mentorship".
The words do exist. And it is to be practiced.
You can let them do all the work for the matter but you need to reviewlah. Tell them what she has done wrong and correct them so it won't be repeated.
Tell them the best way how to solve the problem or how to complete the tasks.
That way, you can avoid having disappointment with your staff. And she or he can learn a bit faster.
I have seen a manager sleeping after giving the tasks to the staff. Woke up only to give comment.
That is your integrity. If you need people to give you respect and idolize you for making the change within the department or organization, certainly that is not things to do.
Thank you.
P/s: I was quite angry that these attitudes exist in my org. Terrible.
Thursday, March 14, 2013
Project: From here to COO...
I never think of anything other than how to be in the middle management. I was struggling to get the position not long ago :) Pathetic.
Until one day...
Allah make me see this situation:
An executive in her 50s, single mum with more than 3 kids. Her ex-husband was not a good contributer. I listen to her story and struggle. Nevertheless, she has this "seniority" attitude that wasn't best to have in an organization. The results, she is unwanted. Reason being, too old to nurture. Hard to get her to participate, it needs a snr managers to manage her. So it is quite hard when we have a reorg or reassignment.
So the management decided to give her the MSS. I was sad for her as she is a single mum and she still have 3 kids going to school. And she only has few years to go before her retirement. The MSS settlement cd be used for the mthly bills, I hope could last her for 6 mths at least. However, I do agree that she can't contribute much if we want the org to fly to another level. Sadfully, we associated success in organization with young talent with maximum positive energy level package.
I was thinking, I have 10 years more at least. and if the same thing happens to me, my house loan, and all other loans repayment, how can I handle it? My responsibilities to the children?
So that is my turnaround time. I suddenly up my ambition a bit. I need to try to climb the ladder to be a COO at least. (CEO too stressful) and i set 6 years to achieve that. I shd not stop at middle managementlah kan, I shd continue to try myself to a C-Level. (After retirement maybe I will continue back as a realtor muehehe.) Starting Business - i dun have the gift to be a business personlah. Investor mungkin more of me lah.
If you asked me why? Coz it is common to have "grey haired" COO to still be working at "pensioner age" due to their experience and wisdom. but it would be sad to see you stuck in middle management for years and years sampai pencen tak? pada pendapat saya lah...
##################################
Q: I'm a mid-level manager with an engineering degree and an MBA. I'm currently working for a major telecommunications company as a sales account manager. Previously I was an operations and production manager.
My interest is in running the ins-and-outs of a business. Therefore, I'm inclined to take a career path that's indicative of a chief operating officer. Although there's no magic bullet for becoming a COO, what is the background of those who tend to make it to this level?
A: you'll probably need to do a stint in finance to acquaint yourself with how to keep Wall Street happy. After that, you might do another round in operations or get a chance to run a small subsidiary for the company. Plan on spending one to two years in each function, Gienger says, which will give you plenty of time to show what you can do.
Moreover, if you want to be considered COO material, you'll need to make some real contributions wherever you are in the company. Find ways to cut overhead costs during your time in the finance division. Or, while you're in marketing, come up with a brilliant strategy for a new product rollout. "If you're a high-flier, you'll be in the position to get noticed," Gienger says.
Don't expect to leapfrog from middle manager to COO overnight, however. Companies want at least 10 to 15 years of operations experience in a potential COO -- and a "little gray hair" doesn't hurt, Gienger says. Along the way, you may have to make some lateral moves to get the experience you're lacking. "Don't be impatient," says Jane Greenwald, a partner at executive search firm Battalia Winston in Edison, N.J. "The director and vice-president titles will come once you have a range of experience."
LADDER-CLIMBING. Consider Denise Gibson, newly appointed COO at Brightstar Corp., a services company for the wireless telecommunications industry. Back in 1982, she started her career as an administrative temp in Motorola's staffing department. Soon she was hired full-time and quickly climbed the management ladder in Motorola's human resources office. Then she was recruited for a sales position in operations. The job was several notches below her current level, but Gibson saw it as a way to learn about the company's products and services.
It turned out to be the right move. During her 17-year career at Motorola, she held various positions within the company and eventually left as a senior operations executive to join Brightstar.
Just remember that a stellar résumé doesn't guarantee admission to the executive suite. "You may be perceived as a performer, but there are probably a number of people with that same label," Gibson says. "The reality is that the funnel gets narrower as you move up."
To keep yourself in the running, get people on your side who can vouch for your performance and help you spot areas where you need improvement. They can also become your personal headhunters: Gibson landed her job as Brightstar's COO through a former colleague who recommended her for it.
source: businessweek.com
###########################
How do I become a Chief Operating Officer
source: wisegeek.com
The path to become a chief operating officer (COO) can differ from one industry to another, and may also depend on what type of corporation you want to work for. There is no one way to go about becoming a COO, but you will typically need a business administration degree in addition to extensive work experience. After school, you will need to look for work in an industry that interests you. It is then necessary to stand out by performing your duties well and exhibiting leadership skills so you can rise to a vice president (VP) position within the corporate structure. Many people within a corporation often want to become a chief operating officer, so you will need to do what it takes to show that you have the knowledge and expertise to take responsibility for the daily business operations.
In a typical corporate structure, the chief operating officer is the c-level executive responsible for day-to-day business operations of a company. Details and minutia such as production quotas are typically within the scope of a chief operating officer's responsibilities. Vice presidents or other heads of departments often report to the COO, who in turn reports to the chief executive officer (CEO). Since many CEOs are busy with high level, big picture management, the COO often has some latitude in day-to-day business practices.
There is no educational requirement to become a chief operating officer, but many of these executives have business degrees. If your ultimate goal is to become a COO, then you may want to start off by obtaining a four-year degree in business administration. You may then go directly into the corporate world, or seek internships and other opportunities while you study for an MBA. Knowing the right people can also go a long way toward advancing a career in business, and many people who graduate from top universities end up in COO and CEO positions.
It is possible to climb the corporate ladder from virtually any position to eventually become a chief operating officer, and there are COOs who began as engineers, manager trainees and even sales representatives. Regardless of what your starting position is, you should attempt to move up through the ranks and into the management sector of your particular department. You may also have to change employers somewhere along the line to become a chief operating officer, since the competition is typically very heavy and some companies have better opportunities than others.
Next for the project : how can I afford an MBA with the big house commitment heh :)
Until one day...
Allah make me see this situation:
An executive in her 50s, single mum with more than 3 kids. Her ex-husband was not a good contributer. I listen to her story and struggle. Nevertheless, she has this "seniority" attitude that wasn't best to have in an organization. The results, she is unwanted. Reason being, too old to nurture. Hard to get her to participate, it needs a snr managers to manage her. So it is quite hard when we have a reorg or reassignment.
So the management decided to give her the MSS. I was sad for her as she is a single mum and she still have 3 kids going to school. And she only has few years to go before her retirement. The MSS settlement cd be used for the mthly bills, I hope could last her for 6 mths at least. However, I do agree that she can't contribute much if we want the org to fly to another level. Sadfully, we associated success in organization with young talent with maximum positive energy level package.
I was thinking, I have 10 years more at least. and if the same thing happens to me, my house loan, and all other loans repayment, how can I handle it? My responsibilities to the children?
So that is my turnaround time. I suddenly up my ambition a bit. I need to try to climb the ladder to be a COO at least. (CEO too stressful) and i set 6 years to achieve that. I shd not stop at middle managementlah kan, I shd continue to try myself to a C-Level. (After retirement maybe I will continue back as a realtor muehehe.) Starting Business - i dun have the gift to be a business personlah. Investor mungkin more of me lah.
If you asked me why? Coz it is common to have "grey haired" COO to still be working at "pensioner age" due to their experience and wisdom. but it would be sad to see you stuck in middle management for years and years sampai pencen tak? pada pendapat saya lah...
##################################
Q: I'm a mid-level manager with an engineering degree and an MBA. I'm currently working for a major telecommunications company as a sales account manager. Previously I was an operations and production manager.
My interest is in running the ins-and-outs of a business. Therefore, I'm inclined to take a career path that's indicative of a chief operating officer. Although there's no magic bullet for becoming a COO, what is the background of those who tend to make it to this level?
A: you'll probably need to do a stint in finance to acquaint yourself with how to keep Wall Street happy. After that, you might do another round in operations or get a chance to run a small subsidiary for the company. Plan on spending one to two years in each function, Gienger says, which will give you plenty of time to show what you can do.
Moreover, if you want to be considered COO material, you'll need to make some real contributions wherever you are in the company. Find ways to cut overhead costs during your time in the finance division. Or, while you're in marketing, come up with a brilliant strategy for a new product rollout. "If you're a high-flier, you'll be in the position to get noticed," Gienger says.
Don't expect to leapfrog from middle manager to COO overnight, however. Companies want at least 10 to 15 years of operations experience in a potential COO -- and a "little gray hair" doesn't hurt, Gienger says. Along the way, you may have to make some lateral moves to get the experience you're lacking. "Don't be impatient," says Jane Greenwald, a partner at executive search firm Battalia Winston in Edison, N.J. "The director and vice-president titles will come once you have a range of experience."
LADDER-CLIMBING. Consider Denise Gibson, newly appointed COO at Brightstar Corp., a services company for the wireless telecommunications industry. Back in 1982, she started her career as an administrative temp in Motorola's staffing department. Soon she was hired full-time and quickly climbed the management ladder in Motorola's human resources office. Then she was recruited for a sales position in operations. The job was several notches below her current level, but Gibson saw it as a way to learn about the company's products and services.
It turned out to be the right move. During her 17-year career at Motorola, she held various positions within the company and eventually left as a senior operations executive to join Brightstar.
Just remember that a stellar résumé doesn't guarantee admission to the executive suite. "You may be perceived as a performer, but there are probably a number of people with that same label," Gibson says. "The reality is that the funnel gets narrower as you move up."
To keep yourself in the running, get people on your side who can vouch for your performance and help you spot areas where you need improvement. They can also become your personal headhunters: Gibson landed her job as Brightstar's COO through a former colleague who recommended her for it.
source: businessweek.com
###########################
How do I become a Chief Operating Officer
source: wisegeek.com
The path to become a chief operating officer (COO) can differ from one industry to another, and may also depend on what type of corporation you want to work for. There is no one way to go about becoming a COO, but you will typically need a business administration degree in addition to extensive work experience. After school, you will need to look for work in an industry that interests you. It is then necessary to stand out by performing your duties well and exhibiting leadership skills so you can rise to a vice president (VP) position within the corporate structure. Many people within a corporation often want to become a chief operating officer, so you will need to do what it takes to show that you have the knowledge and expertise to take responsibility for the daily business operations.
In a typical corporate structure, the chief operating officer is the c-level executive responsible for day-to-day business operations of a company. Details and minutia such as production quotas are typically within the scope of a chief operating officer's responsibilities. Vice presidents or other heads of departments often report to the COO, who in turn reports to the chief executive officer (CEO). Since many CEOs are busy with high level, big picture management, the COO often has some latitude in day-to-day business practices.
There is no educational requirement to become a chief operating officer, but many of these executives have business degrees. If your ultimate goal is to become a COO, then you may want to start off by obtaining a four-year degree in business administration. You may then go directly into the corporate world, or seek internships and other opportunities while you study for an MBA. Knowing the right people can also go a long way toward advancing a career in business, and many people who graduate from top universities end up in COO and CEO positions.
It is possible to climb the corporate ladder from virtually any position to eventually become a chief operating officer, and there are COOs who began as engineers, manager trainees and even sales representatives. Regardless of what your starting position is, you should attempt to move up through the ranks and into the management sector of your particular department. You may also have to change employers somewhere along the line to become a chief operating officer, since the competition is typically very heavy and some companies have better opportunities than others.
Next for the project : how can I afford an MBA with the big house commitment heh :)
The office talk, Merlin and PR application
Lately I have been writing about work and office.
I wonder why. Maybe I do not have anyone else in the office that can offer me wisdom so I resolved in writing about it in the blog.
Anyone of you watched Merlin?
We are still at season 3, I heard that it is at season 5 somewhere else.
My colleagues asked me why I watched a magic, witch, warlock show?
I told them, aahh do not watch Merlin because of all that. I watched Merlin to learn. To learn from the story on how he resolve his problems and ultimately save the kingdom. (note kingdom aka my organization :P)
His magic is a gift and extra bonus, surely we can replace that with "Doa and berharap pada Allah.."
The wisdom ie. He knows about Lady Morgana but he just could not tell Arthur about it. why? Think deep.
He solved problems discreetly and didn't take any credit (mostly). So that was what I like about Merlin. Some sort of therapy for me.
There is this 1 manager who is capable technically and was given such an important tasks in the company, however, he is bad in discipline and tardiness. He was also do things selectively to earn credit which means, he will only do things for the "higher authority" so when feedback came back that certain things are delayed, the higher authority said he wasn't like that with me. So how do you tell the management this? He is very cunning in a waylah....Like he will tell he is on medical leave, but he has never submitted any medical certificate. So basically missing in action. The higher authority of course only check the recorded ones, unless of course someone tell him about his missing in action. But who dares?
I do not dare because it is complicated. I do not want to be seen as "backstabbing" a colleague. Sometimes, I found it petty to tell the higher authority on this. Oh hr? My ex boss did not reported it because of theclose relationship between this guy and HR. Heh but anyway, that is his badlah. you need to report it nevertheless. So this delicate matters which is very destructive to him need to be handled with care. Strategically and as delicate as possible as the impact is great to the organization if he continues with this attitude.
So sad kan? We have lack of talent, and when we have 1, we are faced with another challenge. Hmm..
My PR application.
I did go to Singapore after my last entry. Bertolak pukul 930am and reached there around 1pm. It was just nice for our appointment that we set the day before.
Surprisingly, the only penalty is the reinstatement fee which is sgd50. I applied using my professional/job previously and now that I do not work there, I have to use "marriage cert" to a Singaporean to renew it. We were late about 5 days before the expiry dates.
Within 30 mins it is all done. Wow! Such an excellent service.
Then we went to CPF, since both of us not working in Singapore anymore, no contribution coming to our fund. Therefore, we could not use it to pay the mthly installment for our singapore house.
We got to know that we have certain limits to use our cpf fund as well (baru tau!!) since we bought the house in the open market. So like it or not, we have to use cash to pay at one point of time. We decided that since our financial a bit not stable and we need cash (rumah baru masuk banyak pakai cash) we will use cpf balance to pay for the next 12 mths.
Then we will continue with cash...
I wonder why. Maybe I do not have anyone else in the office that can offer me wisdom so I resolved in writing about it in the blog.
Anyone of you watched Merlin?
We are still at season 3, I heard that it is at season 5 somewhere else.
My colleagues asked me why I watched a magic, witch, warlock show?
I told them, aahh do not watch Merlin because of all that. I watched Merlin to learn. To learn from the story on how he resolve his problems and ultimately save the kingdom. (note kingdom aka my organization :P)
His magic is a gift and extra bonus, surely we can replace that with "Doa and berharap pada Allah.."
The wisdom ie. He knows about Lady Morgana but he just could not tell Arthur about it. why? Think deep.
He solved problems discreetly and didn't take any credit (mostly). So that was what I like about Merlin. Some sort of therapy for me.
There is this 1 manager who is capable technically and was given such an important tasks in the company, however, he is bad in discipline and tardiness. He was also do things selectively to earn credit which means, he will only do things for the "higher authority" so when feedback came back that certain things are delayed, the higher authority said he wasn't like that with me. So how do you tell the management this? He is very cunning in a waylah....Like he will tell he is on medical leave, but he has never submitted any medical certificate. So basically missing in action. The higher authority of course only check the recorded ones, unless of course someone tell him about his missing in action. But who dares?
I do not dare because it is complicated. I do not want to be seen as "backstabbing" a colleague. Sometimes, I found it petty to tell the higher authority on this. Oh hr? My ex boss did not reported it because of theclose relationship between this guy and HR. Heh but anyway, that is his badlah. you need to report it nevertheless. So this delicate matters which is very destructive to him need to be handled with care. Strategically and as delicate as possible as the impact is great to the organization if he continues with this attitude.
So sad kan? We have lack of talent, and when we have 1, we are faced with another challenge. Hmm..
My PR application.
I did go to Singapore after my last entry. Bertolak pukul 930am and reached there around 1pm. It was just nice for our appointment that we set the day before.
Surprisingly, the only penalty is the reinstatement fee which is sgd50. I applied using my professional/job previously and now that I do not work there, I have to use "marriage cert" to a Singaporean to renew it. We were late about 5 days before the expiry dates.
Within 30 mins it is all done. Wow! Such an excellent service.
Then we went to CPF, since both of us not working in Singapore anymore, no contribution coming to our fund. Therefore, we could not use it to pay the mthly installment for our singapore house.
We got to know that we have certain limits to use our cpf fund as well (baru tau!!) since we bought the house in the open market. So like it or not, we have to use cash to pay at one point of time. We decided that since our financial a bit not stable and we need cash (rumah baru masuk banyak pakai cash) we will use cpf balance to pay for the next 12 mths.
Then we will continue with cash...
Tuesday, March 12, 2013
Nerve wrecking
My PR has expired.
Now very nerve wrecking to appeal.
I am supposed to be in Singapore but due to some personal reason could not go....
Will update.
Now very nerve wrecking to appeal.
I am supposed to be in Singapore but due to some personal reason could not go....
Will update.
Improving communication
It is hard sometimes to talk to lower rank of staff. Their interest and scope is different.
Sometimes you tend to not explain to them on the real picture as they could not understand the perspective anyway. Walaupun you cuba explain pada mereka positively. ie. kenapa certain tasks is being taken away, atau pun, kenapa dia tak boleh buat sesuatu di luar scope kerja... contohlah.
Sometimes, you rasa, arguing will be a waste of time since you will not have a good outcome. They will not accept your arguement and rectify it.
It is so sad to see them. slipping away from the real issue.
I think my CEO maybe have that problem with me, who knows.
One of assistant manager told me, "you never argue with me..." or sometimes she will say " dengan aku ko tak berani"..
My reply was just either smile (tak terkata) or "gaduh ngan ko buat apa" eheh... tapi reply paling i suka ialah.. "erm.. macam dengan si manager tu, kalau dia tak accept, buat apa nak waste time argue, i just bring up to her boss jer lah.." I hope she gets the message lah. (erm, that made me think, ko ingat argue tu nak tunjuk sapa kuat eh? hehehehe)
At least I argue dengan heads or ceo, I get the outcome or decision. argue dengan orang yang argue balik for the sake of arguing or because tak nak buat kerja wat per lah kan...elok aku cakap jer teruss ngan boss dia, terus kasi dia buat kerja tu, settle masalah aku.
Sometimes you tend to not explain to them on the real picture as they could not understand the perspective anyway. Walaupun you cuba explain pada mereka positively. ie. kenapa certain tasks is being taken away, atau pun, kenapa dia tak boleh buat sesuatu di luar scope kerja... contohlah.
Sometimes, you rasa, arguing will be a waste of time since you will not have a good outcome. They will not accept your arguement and rectify it.
It is so sad to see them. slipping away from the real issue.
I think my CEO maybe have that problem with me, who knows.
One of assistant manager told me, "you never argue with me..." or sometimes she will say " dengan aku ko tak berani"..
My reply was just either smile (tak terkata) or "gaduh ngan ko buat apa" eheh... tapi reply paling i suka ialah.. "erm.. macam dengan si manager tu, kalau dia tak accept, buat apa nak waste time argue, i just bring up to her boss jer lah.." I hope she gets the message lah. (erm, that made me think, ko ingat argue tu nak tunjuk sapa kuat eh? hehehehe)
At least I argue dengan heads or ceo, I get the outcome or decision. argue dengan orang yang argue balik for the sake of arguing or because tak nak buat kerja wat per lah kan...elok aku cakap jer teruss ngan boss dia, terus kasi dia buat kerja tu, settle masalah aku.
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