Kisah boiler kena hujan

This is classic example of poor boiler management.

Saya menahan diri untuk berdiam diri tentang boiler ini, namun diam itu tanda setuju. Jadi, tak boleh. Kena juga cakap.

Kisah ini berlaku di sebuah negara di artantika. Di sebuah kilang sawit. Kita ringkaskan cerita.

1. Pada tahun 2009, kilang itu mendapat boiler baru yang lebih besar dari boiler sedia ada. Maka, boiler baru pun digunakan ibarat isteri baru. Isteri lama ditinggalkan terkapai - kapai seorang diri di rumah menunggu perhatian dan kasih sayang seorang suami.

2. Atap boiler yang melindungi boiler lama bocor. Entah kenapa, TERLEPAS PANDANG oleh pihak pengurusan. Memang tidak dinafikan, pihak pengurusan telah melakukan dry storage di boiler tersebut, juga melakukan annual inspection setiap tahun. Tapi bab atap bocor ini semua orang terlepas pandang. Bermula dari boilerman, pengurus kilang, pihak HQ dan juga JKKP. Semua tak pandang atas! pandang dalam saja.

3. Ok. Cerita bermula bilamana seorang pengurus baru ditugaskan di kilang tersebut. Iaitu pada tahun 2012.

Pengurus baru yang keras kepala ini terus terkejut. Kenapa boiler lama terebut dibiarkan berpanas hujan dari tahun 2009 hingga 2014 - iaitu empat tahun lamanya boiler tersebut kena HUJAN. DIBASIHI HUJAN SIANG DAN MALAM.

Pendek cerita, pengurus baru tersebut buat apa yang termampu.

3.1 Pasang atap baru setelah bertengkar lidah kerana nak dapatkan duit nak pasang atap baru.
3.2 Cuba jalankan semula boiler tersebut walaupun keadaan amat berisiko tinggi.
3.3 Bila nak jalan, tube pula bocor. Bermula pula siri baru - NAK REPAIR BOILER TUBE BOCOR.

4. Kisah nak repair boiler tube bocor ini pun satu hal. Hal yang betul betul memeningkan kepala pengurus baru tersebut. Ye lah. Apa yang tak pening, kalau ramai orang bantu tak apa, ini banyak yang tukang komen, nak bantu usah sekali. Siap tuduh lagi pengurus baru itu tak buat kerja dengan betul. Sabar, sabar..memang kena sabar bila jadi kuli orang nih. Kata pengurus baru dalam hatinya.

5. Duit tiada, nak kena minta duit untuk repair tube. Selepas siri bertengkar, maka dapatlah RM50K. Maka tahun 2013, pengurus baru itu tukar 15 batang side tube header. Mengikut pendapat beliau, jika selepas 15 batang side header tube ditukar, beliau masih optimis boiler tersebut masih boleh beroperasi dengan jayanya. Namun, apa yang terjadi, sukar nak digambarkan. Top header pula yang bocor.

Disebabkan ada tube baru yang bocor, pengurus itu pun memaklum kepada ketua beliau. Bos, boiler ni dah 4 tahun kena hujan. Saya rasa, bagus buat besi buruk saja. Boiler ini dah la

5.1 Kecik
5.2 Bocor tube banyak sangat.
5.3 Boiler feed pump pun tiada, kena beli baru
5.4 ID fan nak kena tukar sebab dah berkarat nipis, vibration teruk
5.5 Instrument control nak kena ganti pasang baru
5.6 Semua multi cyclone dust collector dah nipis, body  nipis dan berkarat
5.7 Badan boiler juga semua dah nak reput dan hancur kerana karat
5.8 Pump softener dan piping juga
5.9 Chute ID Fan juga teruk hancur dan berkarat
5.10 Tak tau lagi tang mana tube nak bocor kerana EXTERNAL CORROSION..
5.11 Kalau pun nak juga belanja duit RM300k - RM900k, masih tak berbaloi kerana boiler tu kecik dengan requirement baru kilang!

Maka berlakulah lagi siri bertengkar dan tuduh menuduh. Pengurus itu juga dituduh tidak menjalankan tugas dengan baik. Tidak tahu menjaga boiler.

mmmm.......enough is enough.

6. Maka pengurus itu berkata kepada ketua ketuanya. Bos, dari 2012 saya masuk ke kilang ini, saya telah cuba buat yang terbaik. Tahun 2009 hingga 2012, boiler tu kena hujan panas, tiada siapa pun yang peduli. Sekarang, saya nak selesaikan masalah. Kalau Bos semua tak mahu selesaikan, apa saya boleh buat?

7. Semua bosnya diam.

....................ironinya, itulah yang berlaku di dunia nyata.

Bila sorang tu nak selesaikan masalah, banyak onak dan onar di depan.
Yang tukang nak salahkan orang lain terlalu ramai.
Yang buat masalah dan bermasalah, tidak pula dipeduli.

Salam.

(CERITA INI BERLAKU DI ANTARTIKA- TIADA KAITAN DENGAN YANG HIDUP DAN MATI DI MANA MANA MUKA BUMI).

10 reasons talent leaves

Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures. With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent. In today’s column, I’ll share some research, observations, and insights on how to stop the talent door from revolving.

Ask any CEO if they have a process for retaining and developing talent and they’ll quickly answer in the affirmative. They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.

When examining the talent at any organization look at the culture, not the rhetoric – look at the results, not the commentary about potential. Despite some of the delusional perspective in the corner office, when we interview their employees, here’s what they tell us:

• More than 30% believe they’ll be working someplace else inside of 12 months.
• More than 40% don’t respect the person they report to.
• More than 50% say they have different values than their employer.
• More than 60% don’t feel their career goals are aligned with the plans their employers have for them.
• More than 70% don’t feel appreciated or valued by their employer.

So, for all those employers who have everything under control, you better start re-evaluating. There is an old saying that goes; “Employees don’t quit working for companies, they quit working for their bosses.” Regardless of tenure, position, title, etc., employees who voluntarily leave, generally do so out of some type of perceived disconnect with leadership.

Here’s the thing – employees who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it’s only a matter of time until they head for the elevator. Following are 10 reasons your talent will leave you – smart leaders don’t make these mistakes:

1. You Failed To Unleash Their Passions: Smart companies align employee passions with corporate pursuits. Human nature makes it very difficult to walk away from areas of passion. Fail to understand this and you’ll unknowingly be encouraging employees to seek their passions elsewhere.

2. You Failed To Challenge Their Intellect: Smart people don’t like to live in a dimly lit world of boredom. If you don’t challenge people’s minds, they’ll leave you for someone/someplace that will.

3. You Failed To Engage Their Creativity: Great talent is wired to improve, enhance, and add value. They are built to change and innovate. TheyNEED to contribute by putting their fingerprints on design. Smart leaders don’t place people in boxes – they free them from boxes. What’s the use in having a racehorse if you don’t let them run?

4. You Failed To Develop Their Skills: Leadership isn’t a destination – it’s a continuum. No matter how smart or talented a person is, there’s always room for growth, development, and continued maturation. If you place restrictions on a person’s ability to grow, they’ll leave you for someone who won’t.

5. You Failed To Give Them A Voice:Talented people have good thoughts, ideas, insights, and observations. If you don’t listen to them, I can guarantee you someone else will.

6. You Failed To Care: Sure, people come to work for a paycheck, but that’s not the only reason. In fact, many studies show it’s not even the most important reason. If you fail to care about people at a human level, at an emotional level, they’ll eventually leave you regardless of how much you pay them.

7. You Failed to Lead: Businesses don’t fail, products don’t fail, projects don’t fail, and teams don’t fail – leaders fail. The best testament to the value of leadership is what happens in its absence – very little. If you fail to lead, your talent will seek leadership elsewhere.

8. You Failed To Recognize Their Contributions: The best leaders don’t take credit – they give it. Failing to recognize the contributions of others is not only arrogant and disingenuous, but it’s as also just as good as asking them to leave.

9. You Failed To Increase Their Responsibility: You cannot confine talent – try to do so and you’ll either devolve into mediocrity, or force your talent seek more fertile ground. People will gladly accept a huge workload as long as an increase in responsibility comes along with the performance and execution of said workload.

10. You Failed To Keep Your Commitments: Promises made are worthless, but promises kept are invaluable. If you break trust with those you lead you will pay a very steep price. Leaders not accountable to their people, will eventually be held accountable bytheir people.

If leaders spent less time trying to retain people, and more time trying to understand them, care for them, invest in them, and lead them well, the retention thing would take care of itself. Thoughts?

Keypad (Masa, Wudhuk, Keluarga)

10 Manfaat sertai Kelab Toastmasters International

Toastmasters International Club

Stand up and speaks up!

Together we grow

Where leaders are made

We learn by doing

.....

Nak tau pasal TMI, google, wiki akan jumpa segala maklumat diperlukan. Namun, untuk post ini aku cuma akan kongsi pandangan aku terhadap manfaat yang aku perolehi setelah menyertai kelab ini sejak April 2013. Lapan bula  berikutnya, aku menyelesaikan Modul Asas yang pertama dan mendapat gelaran CC atau Competent Communicator. 

Berdasarkan pengalaman modul pertama  dan menyertai dua kelab iaitu TMC English Sandakan dan juga TMC Pidato Sandakan, bergaul dengan semua ahli, belajar dan membina diri setelah menamatkan 10 kertas kerja.

Ini pandangan aku.

1. Kelab ini mencapai setiap matlamat yang ingin dicapai dalam setiap modul iaitu membina keyakinan diri yang lebih mantap apabila membuat ucapan di khalayak umum. 

2. Melatih menjadi pemimpin berkaliber.

3. Membina nilai diri yang lebih positif dan  ke arah lebih baik.

4. Melatih menjadi pendengar yang baik.

5. Melatih diri membuat penilaian yang positif.

6. Medium sosial kepada ahli yang berlainan latar belakang.

7. Belajar bahasa english atau melayu.

8. Fokus.

9. Membina matlamat dalam jangkamasa tertentu.

10. Membina budaya hormat menghormati sesama ahli pelbagai kaum agama latar politik dan asal usul.

Terima kasih kepada semua ahli kelab Toastmasters di atas perkongsian dan tunjuk ajar selama menjadi ahli!

Terima kasih dan tahniah semua kerana menyertai kelab Toastmasters!

It is long-life learning journey!

Antara lagu penyanyi terkenal dan kuliah ulamak yang alim

Keyword: fokus, subjek dan kaedah.

Assalamualaikum wt kepada pembaca blog yang saya hormati.

Sejak beberapa tahun yang lepas saya terlibat dalam beberapa kumpulan IT samada berkisarkan kerjaya, kejuruteraan, agama mahupun peribadi. Ia sebenarnya menggunakan medium masa kini yang biasa digunakan oleh kebanyakan manusia di dunia. 

Facebook, whatsapp dan blog. Cukuplah 3 tu. Tak sempat nak melangkaui medium twiter, istagram atau apa lagi nama!

Melihat kepada ramainya umat manusia menggunakan permainan ini, maka saya mendapat idea menukarkan SUBJEK menggunakan permainan tersebut.

Contoh mudah.

Ada group yang membuang masa berbincang soal di mana makanan sedap?

Ada group mengumpat.

Ada group share benda lucah dan dosa.

Ada group politik.

Malah 1001 group yang tak mampu saya nak senaraikan. Namun, kesimpulan dari group itu, lebih 80% adalah group membuat dosa percuma!!!

Dari situ saya mendapat idea menukarkan subjek kepada subjek yang lebih baik. Tukarkan kepada perkara 

1. Bermanfaat

2. Berpahala

Kenapa?

Pada pendapat saya, manusia ini ibarat sebuah peti sejuk. Peti sejuk itu kena isi. Ada dua sahaja benda boleh isi, benda baik dan benda busuk. Tak boleh kedua duanya sekali. Dan jika tidak diisi, akan lebih cenderung untuk dimasuki benda busuk.

Maka, usaha mengisi benda baik sangat sangat sangat diperlukan!

Kita tak nak manusia berbuat dosa dengan blog dan facebook, tapi pada waktu yang sama kita tidak mengisi ruang kosong atau vacuum yang timbul daripada ruang tersebut?!

Walau bagaimanapun, saya mengucapkan terima kasih dan tahniah kepada ramai para ustaz dan ulamak yang cuba juga untuk mengikuti perkembangan sesama membina blog, menyebarkan ilmu melalui IT dan saban hari mengajak manusia ke arah lebih baik menggunakan IT! Tahniah saya ucapkan dan terima kasih kerana kaedah itu dapat dicapai oleh seluruh manusia hatta berada di penjuru artantika dan atlantik!

Namun...kekadang saya ada resah dan kecewa bila ada suara sumbang!

Antara suara sumbang berbunyi,

Kalau nak belajar ilmu agama, kena ada guru dan berdepan dengan guru.

Tak sama belajar di masjid dengan mp3 atau record.

.......,,

Hellooooo! Boleh singgah minum kopi sekejap?!

Kalau nak bandingkan pun, gunalah apple dengan apple!

Janganlah bandingkan iphone dengan telefon gangang pusing zaman jepun, atau bandingkan keris dengan m16 atau AK47 atau mortar! 

Atau bandingkan kaedah berjalan kaki dengan naik jet?!

10 reasons talent leaves

Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures. With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent. In today’s column, I’ll share some research, observations, and insights on how to stop the talent door from revolving.

Ask any CEO if they have a process for retaining and developing talent and they’ll quickly answer in the affirmative. They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.

When examining the talent at any organization look at the culture, not the rhetoric – look at the results, not the commentary about potential. Despite some of the delusional perspective in the corner office, when we interview their employees, here’s what they tell us:

• More than 30% believe they’ll be working someplace else inside of 12 months.
• More than 40% don’t respect the person they report to.
• More than 50% say they have different values than their employer.
• More than 60% don’t feel their career goals are aligned with the plans their employers have for them.
• More than 70% don’t feel appreciated or valued by their employer.

So, for all those employers who have everything under control, you better start re-evaluating. There is an old saying that goes; “Employees don’t quit working for companies, they quit working for their bosses.” Regardless of tenure, position, title, etc., employees who voluntarily leave, generally do so out of some type of perceived disconnect with leadership.

Here’s the thing – employees who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it’s only a matter of time until they head for the elevator. Following are 10 reasons your talent will leave you – smart leaders don’t make these mistakes:

1. You Failed To Unleash Their Passions: Smart companies align employee passions with corporate pursuits. Human nature makes it very difficult to walk away from areas of passion. Fail to understand this and you’ll unknowingly be encouraging employees to seek their passions elsewhere.

2. You Failed To Challenge Their Intellect: Smart people don’t like to live in a dimly lit world of boredom. If you don’t challenge people’s minds, they’ll leave you for someone/someplace that will.

3. You Failed To Engage Their Creativity: Great talent is wired to improve, enhance, and add value. They are built to change and innovate. TheyNEED to contribute by putting their fingerprints on design. Smart leaders don’t place people in boxes – they free them from boxes. What’s the use in having a racehorse if you don’t let them run?

4. You Failed To Develop Their Skills: Leadership isn’t a destination – it’s a continuum. No matter how smart or talented a person is, there’s always room for growth, development, and continued maturation. If you place restrictions on a person’s ability to grow, they’ll leave you for someone who won’t.

5. You Failed To Give Them A Voice:Talented people have good thoughts, ideas, insights, and observations. If you don’t listen to them, I can guarantee you someone else will.

6. You Failed To Care: Sure, people come to work for a paycheck, but that’s not the only reason. In fact, many studies show it’s not even the most important reason. If you fail to care about people at a human level, at an emotional level, they’ll eventually leave you regardless of how much you pay them.

7. You Failed to Lead: Businesses don’t fail, products don’t fail, projects don’t fail, and teams don’t fail – leaders fail. The best testament to the value of leadership is what happens in its absence – very little. If you fail to lead, your talent will seek leadership elsewhere.

8. You Failed To Recognize Their Contributions: The best leaders don’t take credit – they give it. Failing to recognize the contributions of others is not only arrogant and disingenuous, but it’s as also just as good as asking them to leave.

9. You Failed To Increase Their Responsibility: You cannot confine talent – try to do so and you’ll either devolve into mediocrity, or force your talent seek more fertile ground. People will gladly accept a huge workload as long as an increase in responsibility comes along with the performance and execution of said workload.

10. You Failed To Keep Your Commitments: Promises made are worthless, but promises kept are invaluable. If you break trust with those you lead you will pay a very steep price. Leaders not accountable to their people, will eventually be held accountable bytheir people.

If leaders spent less time trying to retain people, and more time trying to understand them, care for them, invest in them, and lead them well, the retention thing would take care of itself. Thoughts?

Keypad (Inspirasi, Guru, Bersyukur, Motivasi, Ilmu)

Commitment vs interest

Keypad (Education, Love)

Education is not preparation for life; education is life itself.

All of our dreams can come true, if we have the courage to pursue them. I dream, I test my dreams against my beliefs, I dare to take risks, and I execute my vision to make those dreams come true.

Walt Disney (1901 - 1966)

Love is our common language, As long as your heart is full of love and as long as you are kind-hearted, You would willingly give others a helping hand for thousand of times and be helped thousand of times in return. 

(Avalokitesvara Bodhisattva) 

Keypad ; Zig Ziglar

We are human

Keypad (Ujian, Marah, Manusia)

Tq Airasia - Kota Kinabalu - Kota bharu

Alhamdulillah.

Pertama kali naik penerbangan terus KK ke KB. Tahniah dan terima kasih kepada Airasia dan juga kepada mana mana pelobi yang menggalakkan kewujudan laluan ini sejak pertengahan Nov 2013, 3 kali seminggu.Pesawat penuh.

Kegirangan dan excited naik flight AK5345.

Muhammad Luqman Ibnu Zulkefli

Kota Bharu, Kelantan.

Taqwa

“Wahai orang-orang yang beriman! Bertakwalah kamu kepada Allah dengan sebenar-benar takwa.”
(Surah Ali-Imran Ayat 102)

Karya agung anak - anak ku

 Alif Zunnur (4 tahun)

 Nur Aisyah Umairah (7 tahun)

 Muhammad Luqman (2 tahun)

Terima kasih kepada Isteri yang mendidik mereka