Lagenda

Terbuka mata di hari yang indah, terngiang2 suara lunak sheila majid di dalam kepala. Tetiba rasa syahdu...

"Kaulah satu satunya, di antara berjuta..."

Tetiba teringat Mok. Insan yang begitu istimewa. Insan yang, despite her lack of formal education, berjaya mendidik dan membesarkan seorang Dr., an MD, a Businessman, 2 Teachers, Nurse and an engineer. Insan yang berjaya "inspire" her children in the adversity and constant challenges that life brings upon her. Defying all the odds and poverty which faced them.

"Kau kebangaan kita.."

Mok adalah kebangaan kita. Teringat kali pertama jumpa Mok, terasa bagaikan Allah telah menghadiahkan seorang angel kepada kita. Mok membuatku rasa begitu selesa, di dalam situation yang begitu asing bagiku, albeit, in terms of environment, bahasa, etc. Beliau juga jujur. Jujur dalam pendapat nya, Jujur dengan perasaannya, Jujur dalam pertuturannya sehingga beilau amat di hormati, bukan saja di kalangan keluarga, tapi juga di kalangan her peers...

"Kau lagenda..."

Itulah dia Mok. Seorang lagenda. Siapakah yang qualify sebagai seorang lagenda? In my interpretation - it is not someone who is a media celebrity, a renowed academician. Padaku, seseorang yang telah berjaya membawa seseorang ke tahap yang lebih baik, menunjukkan cahaya di hujung tunnel, whilst inspiring and lifting seseorang and others in the process.

Ya Allah, lindungilah Mok dan tempatkan beliau di tempat yang mulia berserta kekasih-kekasihmu...

Who is YOUR lagenda??? (treasure them at all times)

Tamak

1st blog, here goes...

Its amazing how some individuals of higher management can get away with almost anything.

For example, in Company X, higher management are renowned for, unethically, looking after their personal interests (justifying their existence, lucrative bonuses, ludicrous salaries), even if it means, getting rid of 'sacrificial cows' within the company.

A typical modus operandi would be;

1. set very ambitious, unrealistic goals at the beginning of the year.
2. When the performance after the 3rd quarter dips or is beyond their target (as expected by the rest of the company), drastic measures are taken. These measures are taken to ensure that the numbers match up to the predictions. The quickest and/or most commonly used avenue is labour.
3. In Company X, it is a common practice to sacrifice the staff, at random with detailed tests (designed by higher management with consultation of an obedient HR personnel) to specifically wean out individuals who are deemed to not fit into the culture or cronies. The tests are watertight to ensure that individuals have minimal chance of winning if they decide to take the company to court.

The unfortunate thing is that, no one, even the board of advisors, can do anything about it. However, in pursuit of their personal interests aka tamak, at all costs, they forget, that Allah sees all and eventually, they will reap what they sow, albeit in this world or the hereafter...