Only Child = Unintended Child in The Family

 

A lot of people tend to think that ONLY CHILD is always being pampered by their family. Actually, there are Only Child who are actually unintended child in the family. The parents "created" the child accidentally due to failure of proper planning when having sex. That is why, there is no siblings, because the parents do not want a child at all.

The child will grow up being treated as unwanted even if the parents take care of them. Taking care of them is like having no choice and having to be responsible instead of showing love to the child.

The situation will be even worse when the parents relationship turns sour. The child will be always blamed by the parents. "If not because of you, we won't get married", "If not because of you, I would not want to be with your father/mother".

Actually, it is causing the child pain. In a long-run the child will feel guilty. Then fell useless. This will cause the child to turn into depression and will leads to suicidal thoughts.

Adults must accept responsibility for their own actions, and if they are not ready to have a child, they should try to control their sexual desire or engage in safe sex. Don't cause a human being to be born and suffer throughout their childhood.

Joclyn Leong Fong Yi, Leong Fong Yi, 梁凤仪

A Case Study: Misuse of Technology and Grey Areas of Employment Act, 1955 (Malaysia's Labor Law) by Superiors/Companies

In the recent, as I had mentioned before in my previous posts, there are pros and cons in terms of technological advancements. In every workplace nowadays, there are WhatsApp groups while at work. Superiors will use this WhatsApp group to ask their subordinates to do certain tasks, especially for them, it is useful after office hours because they still can contact their subordinates at anytime and anywhere that they want.

Malaysia has Labor Law that protect employees in terms of working hours, holidays, overtime, wages, and other benefits. Unfortunately, there are certain grey areas in which these superiors can seek to avoid being sued.

The latest case study of the situation share to me by Person A (this is just one of it and Person A faced same situations for many times, especially during weekend) is as follows:-

This week is a long holiday due to the Deepavali Festival as this festive season falls on Monday. However, the Person A's superior , send the task in the WhatsApp group on Saturday.

In order not to go against the law and avoid being sued, this superior did not instruct Person A to do the tasks. However, this Task is required to be submitted on Tuesday morning.

Firstly, the superior is practicing an inconsiderate leadership style, failed to plan and could not manage the schedule properly. Based on this case study from Person A, the task had been started since last week and it is the superior itself that keeps on changing the contents many times, which has caused Person A have to do repeated job in carrying out the job. Each time the content changes, Person A gets to redo the parts.

Secondly, the superior gave a timeframe which is unreasonable. The task had to be submitted on Tuesday morning, which is the next working day. So, the Person A has to complete the job before that which means, during the weekend and the public holiday, Person A is required to do the work. This is the grey area of labor law. The superior did not break the law because the superior did not force the subordinate to work during weekends and public holidays. On the other hand, the superior gave an unreasonable timeframe.

It is not easy for Person A to sue the company because the company did not force the person to work. The unreasonable timeframe is too subjective to be brought to the court because, in the end, the company will have a lot of reasons to defend and mention that Person A unable to complete the tasks accordingly instead of reviewing the timeframe.

Person A had to request for overtime while doing the task during the weekend and public holiday instead of Person A's superior plan for the timeframe properly and follow the law for the overtime claim. And the overtime rate in this company had the maximum rate. For instance, if the max per day is RM45, then even if you work for 12 hours plus, it is still RM45.

Consequences of Lack of Work-Life Balance

This kind of practice in the company has affected the psychological well-being of employees. Those who are working, did not have proper time to really relax their minds, and their minds kept on thinking about their work and incoming messages in their company groups or emails.

Moreover, it had affected the well-being brought up in the family. Parents do not have proper time to educate and form their children's character in a healthy ways because most of the time is being utilised for work purposes. When children are brought up in an unhealthy environment with a lack of communication with their parents, this will affect their well-being and positive characteristics formation. In the long-run, this situation will affect the country's productivity as the future generations were not brought up in a healthy way during their childhood.

Recommendation

It is very difficult for employees to go against it. This is because a job is the source of income, and employees dare not offend their superiors and boss. Thus, the government should consider looking into these arising situations and amending the Labor Law that seeks to protect employees so that they have the right to rest and have their personal time.

#work #leadership #workplace #toxicworkpplace #laborlaw

Joclyn Leong Fong Yi , Leong Fong Yi , 梁凤仪

A Case Study : Misuse of Managerial Level Empowerment in Workplace

As case study from one of my family members who is working in an Educational Institution which emphasize on Management, even in their branding.

Lately, out of the sudden, there is a new policy in his department that, all staff cannot clear the annual leave until the end of the important event. Due to some issues that my family member need to settle, he got to apply for annual leave. Unfortunately, it was rejected by his manager.

However, this case was handle ineffectively by his manager as follows:-

1. He was not being assigned with any responsibilities in related to the important event.

2. When further ask, the manager is unclear with what are suppose to be done for the event. The manager only replied "Not at this moment".

3. There are other staff whose annual leave was approved even though part of them are in progress of some of the task in related to this upcoming event.

In reviewing this case study:-

1. The manager manage the manpower ineffectively and less productive. There are manpower and the manager failed to fully utilize the resources of the manpower. This will caused wastage of manpower.

2. There are mismanagement and the new policy should only apply to those who are being assigned with the responsibilities. However, those who are involved, their annual leave were being approved. This is due to overly empower a person in the company of higher ranking to make the ultimate decision without proper check and balance.

3. The event is around the corner and as a manager, this manager has failed to set-up a proper organising committee to organise the event.

4. The manager failed to communicate properly and make it clear to all subordinate what are their responsibilities. This will caused communication breakdown between the manager and subordinate.

Further studies that could be conducted:-

The Impact of Misuse of Managerial Level Empowerment in Workplace

#office #managerial #managerialleadership #company

Joclyn Leong Fong Yi , Leong Fong Yi, 梁凤仪

What is Teamwork in a Company?

A lot of people, especially those at the decision maker level (Managerial Leadership). They view teamwork as being a Yes-Man to the top. Often there comes into scenarios whereby if anyone disagree and explain on their disagreement, this person will be view as someone who are without teamwork and trying to go against the whole team. This is totally a wrong perception and rather it is a dictatorship.

There are certain criteria that are required to practice in Teamwork.

1. The members should brainstorm the pros and cons of the issues.

2. From time to time to conduct assessments on the progress for further improvements and encourage all members to participate in the brainstorm and provide concrete suggestions.

3. The Top Position (Managerial Leader) is required to has the abilities to identify his/her team members' strength and weaknesses so can put the right person at the right positions and tasks.

4. At the end of the task, all team members to conduct evaluation the results for future reference and improvements.

5. The leader and team members have to create a sense of belongings feelings among all.

There are few steps for decision making and not based on the feelings and ultimate power from One Person who is holding the Top Position.

One of the effective ways is to apply the Rational Model (Uzonwanne, 2016) which includes the followings steps: -

1. Identifying the problem that requires a solution

2. Identifying the solution scenario

3. Carrying out a gap analysis

4. Gathering facts, options, and alternatives

5. Analysing option outcomes

6. Selecting best possible options

7. Implementing decision for solution and evaluate final outcome

Reference 

Uzonwanne, F. (2016). Rational decision making model from https://www.researchgate.net/publication/311761486

Joclyn Leong Fong Yi, Leong Fong Yi, 梁凤仪