Monthly Archives: July 2012

Living Together As One In Peace and Harmony! By Majid Al Suleimany Reply

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For Sunday July 29th 2012

My Website – www.majidall.com

Between Us Only!

Ethnic and Sectarian Violence!

Living Together As One In Peace and Harmony!

  • The world suffers now not because of evil people– but because of good people that have decided to remain silent – Albert Einstein
  • All actions are judged by the motive prompting them – The Islamic Sayings – The Hadith
  • The search for someone to blame is always successful! – Robert Half

I was watching this Al Jazeera TV interview where the Bangladeshi President was being queried as to why they were sending back the Rohingyas – and her replying that her country was already full of Refugees – and they did not have space for anymore – and that it was not ‘her country’s problems’!

Images Assam India Violence

It is with a heavy heart, great sorrow and sadness to note the new ‘in-thing’ of ethnic and sectarian violence – that is now springing up in some parts of the world! I say with sadness and sorrow because most of these peoples affected are just themselves, gullible, unsuspecting poor naïve people – being used and utilized by others so-called ‘politicians and leaders’ of all sorts – for their own hidden agendas, manifest and innuendos!

What makes it more sad, tragic and pathetic is that the people involved in these violence are themselves always poor, needy and desperate lots – but are being used as targets and pawns of the ‘mischief and trouble-makers’ at the top. They are used like ‘dummies-puppets-on-strings’ by their controllers and their manipulators cum designers.

Images Rohingyas Burma Violence

That these things can happen in this Muslim Holy Fasting month makes it all the more sadder and more tragic. Not that we have enough in defined within borders of people still rising in the Arab Spring – like now in Syria and others – and or in another countries struck by economic strangulation and woes – but now within countries like in Myannamar (Burma), India, Nigeria, Iraq, Pakistan – and several others too!

Some Quotes on Mob Violence:-

  • Victory attained by violence is tantamount to a defeat, for it is momentary – Gandhi
  • Force is all-conquering, but its victories are short-lived – Abraham Lincoln
  • The man who strikes first admits that his ideas have given out – Chinese Proverb
  • What broke in a man when he could bring himself to kill another? – Alan Paton
  • Who overcomes by force hath overcome but half his foe – John Milton

The REAL Religiouspeople and Scholars at least – if not the Politicians – are expected and required to do much more than just disinterests and apathy – or even as is being suggested in some places – that they are even led – either directly or on the sidelines – by the so-called ‘Religious cum Political Leaders’ too!

The Secular, The Professionals, The Intellectuals, NGOs, the People outside their own countries – should indeed speak out! Now before everyone become the Losers!

And all these mob, sectarian and ethnic violence? For what? And for what reason and purpose? For what purpose, will and intention? What is there to be gained by using such poor innocent naïve trusting people for these whimsical, crude, unethical and unprincipled – hidden or even wide open agendas?

.Not only they are discrediting themselves, their ethnic groupings – but even the society and the nations that they represent – or supposed to represent. One of the signs that are said of the ‘end of the world’ is that when you hear somebody has died – you in turn feel jealous and envious – that it was not you that had died! I can associate this feeling and inclination – seeing how bad things have become now in the world – all the doom, despair, decadence, malaise and disasters that we are facing now!

To the extent that one just starts to think loud – in shock and awe – what job and responsibilities that are awaiting for our Great Prophet Jesus Christ – Nabih Issa – on his coming to save the world for ourselves – and from ourselves – seeing all that is going around now. I am convinced that all the Great Prophets are turning in their graves now – seeing all that is going on now.

Believe me – even that what you would call as ‘nature worshippers’ of trees, rivers, sun, moon – and whatever you may have – have the same outlook, focus, will and intentions – that human beings should live together ‘as one’ in peace and harmony. They even believe in preserving nature as it is – and that even for example – not to to disturb migratory ants on the ground – giving them wide space and non-interference to do their bit! They can easily shame and disgrace us by these outlooks and practices.

There are some tribes in deep Africa that I know that do not hunt animals – because they feel they are to share the world with them – but eat only wild fruits and berries – or in the worst case scenarios – would eat only those wild animals that have died – if they must eat to survive – and live on!

Yet if you go and ask them if it is all right to go to your neighbour’s house or village – and kill them for no other reason but based on ethnicities – and so-called Religions – they will consider you dangerous, as mental and psychologically unbalanced – and people need to be protected around you and that you will interact – and interface with.

A long time ago in that distant land this type of believer told me to move my feet – because I was trampling on some black ants! It shocked me to smithereens – and here I was thinking in my mind and heart – that I was ‘better than this so-called Big Baobab tree believer!

The people who are suffering are themselves – the needy, hungry and desperate themselves. One such poor person going out to cause maximum harm, damage, maiming and killing of another himself of the same lots and in suffering – in mob violence – and xenophobic rampage and violence – tinted with so-called religious and ethnicity divide and polarisation.

It is a bloody shame to the so-called Religious and National Leaders to allow such things to happen – and continue to happen in their countries – especially to those that are quick to come out to blame the others as the cause of the violence – with their hidden agendas, manifest and focuses.

A Great Wise Arab Leader had said – The friends of today can be the enemies of tomorrow – and the enemies of today can be the friends of tomorrow! I think it is high time that we Arabs and Muslims prioratised and analysed in truth, sincerity and in being genuine and truthful – that are now our REAL friends and those that are not – and we do our duties, responsibly and what is required for us to do – for our future, history, legacy and destiny – and remembering all the recent events happening all around us now – before it is too late for everyone.

May Allah God Protect and Preserve us all – May The Good Lord Direct and Show us the Right Ways and Path – Amin Amen

Take Care!

By:

Majid Al Suleimany

All About Me! Reply

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Majid Al Suleimany – My Brief Profile

May 29, 2011

Majid Al Suleimany is a Senior Human Resources Professional and Management Consultant, Advisor and Expert.

An Omani National (GCC), British educated, and trained to Post Graduate levels and with over 25 (Twenty Five) years experiences and exposures in Senior positions in all aspects of Human Resources Management, HR Development, Training and Management in the largest Oman Oil Company Petroleum Development Oman – PDO – (Exploration and Production) – with 700,000 bpd and over 5000 Staff. He was directly responsible for over 900 Staff, both at National and at International levels, and with direct budget control of US Dollars 12 million p.a.

In addition, he has over 10 (Ten) years experiences and exposures in Human Resources and in Management Consultancy and being directly responsible for various New Start Ups Projects (both for Local and International Companies in Oman) in The Oil and Gas, Services, Manufacturing, Consultancy, Power Generation, Utility, Property Development and other sectors.

He has also been directly involved and responsible for various Studies, Projects and Research works – including some that had won International Awards (SIPC – Shell International Petroleum Company).

Majid lives in Muscat in The Sultanate of Oman, is married with four children (3 girls, 1 boy) and 3 grandchildren (all girls). His wife works as an Executive Secretary in Petroleum Development Oman. Family website at www.majidsuleimany.com

Majid is now semi-retired and works from home as a Management and HR Consultant – please
visit www.mas-trac.com He is a Columnist in The Oman Daily Observer (Between Us Only! – English Daily – www.betweenusonly.com ) every Sunday and the new column at My Workplace every Wednesday – also at Knowledge Oasis Oman – Community Speaks.

Majid is an Author of Five Books – Two being in Management – please visit www.myown-ebooks.com www.majidbooks.com – www.alsuleimany.com – www.majidalsuleimany.com and www.betweenusonly.com .

And this newone at www.majidsn.com

Omanisation – T and D – Training and Development – By Ms. Raya al Kharusi Reply

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OPINION – MUSCAT DAILY

Omanisation – Training and Development – T & D.

By Ms. Raya al Kharusi – Muscat Daily – July 24th 2012.

July 24, 2012

Despite the many scholarships and training assignments made available to school-leavers by His Majesty the Sultan’s government, we must bear in mind that success is not the result of attainment of education but is the outcome of doing what you want and enjoy doing.

Hence, every employer should and must draw out career and development plans to get the best out of employees. An employee who gets satisfaction out of his/her duties will be pleased with the working environment and will strive to get optimum output and remain a faithful member of the organisation.

Training and development go hand in hand. All plans should assess the staff performance, staff preference (to a certain extent) but more importantly should convey to the staff that a long-term career and development plan is in place for them and what the targets are. It is important to take into account attitude as well as performance when giving assignments and promoting staff.

There are some establishments which have systems wherein promotion is based on a combination of qualifications and years of service, not taking into account the actual skill-set of the employee under consideration, nor their ability, or lack thereof, to perform at a higher level of responsibility. This is de-motivating since initiative is destroyed, commitment is tempered and performance tends to become negatively impacted.

Promotion must be considered as a result of a job well done in accordance with long term career and development plans – where the employee is expected to be, at what level, over what period of time, taking into consideration a career that is projected to continue until retirement age is reached. Staff preference, when feasible, should be taken into consideration when plans are drawn out as this creates greater buy-in to the decisions made. It is important that these plans should be communicated to them. In this way, staff know that their employer takes them into consideration as tools worth developing and in some cases as future supervisors, managers, etc.

Responsibility given to staff spurs them to perform better, and directly works on developing their management skills. However, it should be noted that there is nothing more demotivating than not acknowledging a job well done. Praise should be given when due and recognised.

In many establishments in Oman, staff who are performing well and achieving their targets (if given targets and goals) are not recognised but their supervisors/managers are given credit, which leads to lower morale among staff. This issue is exacerbated in many private sector companies/banks in the sultanate, as in most cases, the staff tend to be Omani nationals, and the management, in most instances, expatriates. Especially, when national staff who are the backbone of a department and who know their duties inside out are made to train so called ‘experts’ who should inherently not require this training as they have been brought in to impart their expertise, and not gain it on-the-job, while earning much more than the staff training them.

This further demotivates staff, creating unwanted barriers, and no doubt further reduces impetus and commitment. Being overlooked is the worst blow to any talent especially in your own country.

What is needed is to have a career and development plan for all categories of staff including low-grade staff, and by that I mean even a ‘farash’, the local term for a messenger/tea-boy. The reason is that in this latter category there may be some excellent brains and talent which, due to circumstances, were not given or could not avail of further opportunities for education. Assessment of this category of staff may uncover latent skills and abilities which may contribute positively to the workforce. Language training in English (being the lingua franca) goes a long way to instill faith in one’s employer since this is the opening of the door, if only slightly, to start with. I say this with confidence and experience, as over the course of my career I have had the pleasure of seeing many Omanis, who thought they were confined to low-paying grades for the rest of their lives, rise to the challenges set and run with the opportunity provided to them.

What needs to be taken into account when drawing out career, development and succession plans? Education and experience play a great role but should not be the ‘be all and end all’. Skill-set, attitude, man-management, performance, commitment and responsibility are all very important factors. When all these aspects are accounted for and considered then there is a double benefit, serving both the employee and employer.

The employee will know what their projected career-path is in a given time scale, and will also know what skills/requirements they will need to develop to be aligned with their career and development plan. In the event that they are not satisfied with their career and development plan then it is clear to them that maybe the future they envisioned for themselves is not in the organisation in which they are currently employed, and that their aspirations may be better pursued elsewhere. For the employer, if all goes according to plan, the establishment will know what sort of make-up staff-wise it will have after so many years. This will help it organise its recruitment drive accordingly whilst at the same time continue to consolidate its overall employee base.

As my readers will notice, I have not made any mention of the remuneration packages since I am of the firm belief a good employer with good un-biased management will ensure that staff are remunerated according to criteria that is both fair and manageable. Credit where credit is due, whether the employee is a degree-holder or not. To retain high-fliers and good performers the employer must ensure equality in treatment without respect to national or expatriate.

Unfortunately, in many instances, this is not the case, and the reason given is that in order to be able to recruit expatriates we need to offer them ‘attractive’ packages. Do we really?! Even if this is the case, does the discrepancy need to be so wide as to reach as much as four or five fold in remuneration packages between holders of the same position but of different nationalities? Shouldn’t the Omani employee be accorded the same ‘attractive’ package? This is the question that all employers should deeply consider.

Employer/employee relations based on mutual respect will

enable the establishment to perform better and reach greater heights due to employees identifying themselves with their

organisations and having faith that their welfare is tied to the welfare and well-being of their employers.

Raya al Kharusi is a mother, grandmother, world affairs spectator and human resources consultant. She graduated with a Master of Arts degree from the School of Oriental and African Studies at the University of London in 1971

Please find FUTURE articles in Muscat Daily. This is the last to be posted by www.majidsn.com – Majid Al Suleimany.

Please visit my other websites as below:-

www.majidalsuleimany.com

www.majidall.com

www.myown-ebooks.com

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www.bethesafedriver.com

 

Please Remember The Needy This Ramadhan! By Majid Al Suleimany Reply

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For Sunday July 22nd 2012

 My Website – www.majidall.com

 Between Us Only!

 Ramadhan Kareem! 

v  O you who believe! Fasting is prescribed for you as it was prescribed for those before you, that you may become God-fearing – The Quran, 2:183

v   Ramadan is the month in which was sent down The Quran as a guide to Mankind, and clear (signs) for guidance and judgment (between right and wrong). So everyone who is present (at his home) during that month, should spend it in fasting – al-Baqarah 2:185

v  When the month of Ramadhan starts, the gates of the Heaven are opened and the gates of Hell are closed and the devils are chained. 

Whilst we are now in the 1433 AH Ramadhan – a few points to ponder first! How many of those we fasted together last year have left us? How many that are sick and ailing can no longer fast with us now? And a few minutes patience – especially at break up fast time – can save many more lives and injuries on the roads – especially as this month always carry the highest of statistics? And whilst we are at it – remember the lesser fortunate to us – within the country – and also outside! This is also the month of forgiveness – and getting together as one in the spirit of heart of fasting the Holy month!

I was watching this Al Jazeera Television programme showing how the economy hard-hit and the poor families in certain countries in Europe were coping in their daily lives now. Associations have sprung up to help the poor and needy by going to supermarkets and shops for them to contribute food for the noble worthy cause of feeding these groups of people. In actual fact, without these campaigns many of the families would have gone without their daily lives’ needs to feed themselves – and cope in life!

The donors contribute still good edible food and packages – some may  have dented tins or unpacked proper wraps – but the food is still edible and good. In some they are nearing expiry dates that would have ended in dustbins – instead of homes that could still use them – and with no lose in respects and esteem of taking in bad and or expired food.

In one of the countries – they even give just average and good food to cater for different tastes and categories in people. Some of the people have lost their homes – and volunteers have offered them temporary homes and shelter. It is all so moving and touching – especially when you see the children tucking in with their parents eating together as a last touch of humanity, respect and dignity!

The shops and supermarket chains that are in these noble worthy causes are advertised – so those that are well-off and can afford it all should go for shopping to supplement and support the programmes. What is all touching is to find all kinds of people helping and volunteering in these programmes – from students to professionals – and even doctors and high echelon in the corporate world – from youngsters to even themselves oldish and sick too! They are all in these together as one – in joint mind and heart.

I thought to myself that these people can teach us a lot of things for some of us unmoved and uncaring lots! Especially the rich well-off family run businesses. Though some of them still do – but not to the rate and levels that their grandparents did!

I remember a long time ago when I went to the show-room of one car agency and the man at the door gave me an envelope = thinking I was one of the poor people gathered there to collect. He was surprised when I returned it back – and told him that he got it all wrong – which he complimented that I looked all dressed up and dignified! But it was a great learning experience to me – because this old man – May Allah rest his soul in eternal peace – Amin – had his heart in the right place – in wanting to share his quick get riches with others lesser advantaged and poor.

The poor man insisted I take the envelope and give it to any poor man I knew! The money inside at that time was still significant. What touched me more was the envelope was all plain – and did not carry the company name – nor logo!

Last two years back I had gone to our poorer relatives still in Tanzania. There I opened my eyes to the artificial and hypocritical lives that we have here. It was lunch time – and there was extra food cooked in order for the others lesser-advantaged and more-poorer than them to come to eat. When I raised a voice as to why they were doing this – and when they themselves were in need – their shock, awe and disbelief was plainly visible for me to see ‘for even thinking’ like that! The part that really eats me out are the other Religions – non-Muslims – participating to help poor Muslims fast in this Holy Month!

You just have to go to the dustbins and see the food that is thrown away – and even the cats and dogs are choosy too which food – and from which house – to eat or ignore! I was always wondering why especially in the Holy Month the Baladiya trucks come in twice a day – instead of only once! And then we have homes that are looking for food – what food they can get and or afford – to break their fasts – but the real eye-opener and the most heart rendering and painful are the children that the poor things really are looking out for!

Some of us for sure can help out more than what we are doing now – not forgetting the maxim that do with the right hand – that even your left hand does not know about! I can share with you that when some of our relatives from abroad come to our homes to break the fast they are shocked to see so much food provided – especially when they see how many people are there in numbers vis-à-vis the found amount – quite high, unrepresentative and high!

Start by this. Send to your poorer or not well off neighbours, to the needy and even to the Masjids (mosques) at breakfast times. Only Allah God Knows your rewards.

I have this morbid fear that one day we will be hit hard by Allah’s anger and fury for the food wastages – and artificial and fake lives that we are living and leading – and the competition – and all the show offs that we practise and do now!

We surely can learn a lot from such others. Please think of the lesser advantaged starting around you, at the home villages – at poorer families abroad – and those in war-torn strife  areas like now in Syria, Iraq, Palestine, Somalia, Niger (drought) – and so many other Arab and Muslim countries – and even minority Muslims in other countries – and others even world-wide. Time to open our eyes to see, ears to hear – and our mouths to speak!

May Allah God Protect and Preserve us all – Amin Amen

Take Care!

By:

 Majid Al Suleimany

Please visit also www.majidalsuleimany.com and www.majidall.com

Omanisation – The Missing Ingredients! By Raya Al Kharusi. 3

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Omanisation – The Missing Ingredients

– By Raya Al Kharusi – Muscat Daily – July 17th 2012. 

 

Raya Al Kharusi

 For the last twelve months I have been holding my breath every time, I came across an article or letter on Omanisation. What is Omanisation and what are the objectives? To Omanise numerically is not the target. It has to be effective and enduring.

 The missing ingredients are two. First the attitude or lack of it from the Omani recruits and second the negative reception of non-Omanis in any organization when they have an Omani in their department. The Omanis must be committed, involved and not let any hostility de-motivate them. I am not just putting words on paper – I am doing so out of the long experience I have had in the human resources field with 20 years experience in the best non-government organization in Omani, namely P.D.O. 

I was part of the think-tank tasked to draw up policies, salaries, benefits etc for Omanis and third country Regionals. The aim being to attract, retain and develop Omanis to take over from expatriates. At the same time in the late 1970’s / 1980’s we did arrange with others Gulf Oil Companies to find jobs for those expatriates who were Omanized. Despite a very attractive package to motivate expatriates to train/develop Omanis within 6 months only one expatriate qualified for the package, (this package was 26 months salary.) This says a lot of how much negativity there is in this issue. 

I also worked for a short spell in one of the major local banks in their H.R. Dept headed by a third country national. I was shocked to see how much negativity and nit-picking there was against Omani staff with spying, rudeness and all means used to de-motivate them. Even when a group of students from S.Q.U.’s College of Commerce were taken as interns- no work was given that would develop their skills. Instead final year graduates were given letters to put in envelopes, shred papers or just left hanging around. I am not saying that this is widespread but is definitely prevalent in almost all private organizations where third country nationals are worried of losing their jobs. 

On the other hand we have Omanis who have no motivation, do not attend to their jobs, have no interest in development, are not committed and who think they cannot be fired. These are the Omanis who are giving disrepute to the process, who only think of the salary at the end of the month and who have no target or aim to be developed, promoted and get satisfaction of a job well done. An example of this is absenteeism of staff in supermarkets. This has led to complaints that Omanis (by inference all Omanis) are lazy and unreliable. Far from the truth it suits the expatriates to cast Omanis as such. 

I will not even delve into the major discrepancy between salaries, benefits and perks meted out to expatriates compared to Omanis who in many cases are even more highly qualified than the expatriates. Besides huge salaries, free accommodation with utilities paid for, fully comprehensive insurance, family passages and children education all add up to an immense inequality in the packages. Additionally, with the gloomy economic outlook in the West there is a tendency amongst Western supervisors to engage in alienating Omanis either by innuendos, negative appraisals and generally be hostile especially vis a vis Omanis, especially those who show potential, in order to ensure their continued employment here in Oman, and not have to risk the uncertainty of un-employment back in their countries. 

It must be borne in mind by all concerned in the job market that expatriates are here for a certain job, for a limited period but that Omanis are the future of Oman and every help on the way to achieving their potential and doing so objectively without feeling discriminated is the best way all round. On the job coaching- relevant courses, cordial working relationship and positive attitude will go a long way to a harmonious long term relationship well after the employment period. 

Omanisation is an honorable target, achievable and well worth fighting for. Omanis: tighten your belts and honour your country by honouring yourselves. The target is well within achievable reach and worth the world to struggle for. With dedication, motivation and long term development plans Omanis will be looking forward to go to work and achieve targets instead of hating being in their work places. His Majesty, may Allah protect him, has dedicated himself to Oman. The least Omanis should and must do is dedicate themselves to achieve the vision of a better future for our future generation. 

Realistic Omanisation involves more than just salary, training and development plans. Omanis must be encouraged and given long-term plans on how and when they are expected to achieve their full potential. In this way motivation and commitment as well as goal and result-oriented Omanis will be able to achieve Omanisation.

By Raya Al Kharusi.

Raya is a Mother, GrandMother, World Affairs Spectator and Human Resources Expert, Advisor, Professional and Consultant – with over 20 years in all HR Jobs in PDO. She has a Master of Arts degree from The School of Oriental and African Studies at the University of London 1971.

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