Managing People

1. Saya seorang introvert. Apabila saya buat statement ini, ramai rakan sekerja saya membantah. Mana mungkin saya introvert sebab saya banyak cakap apabila bersama - sama mereka.

2. Sejak kanak - kanak, remaja dan berada di universiti, saya seorang pendiam. Tidak suka bercakap dan tidak mempunyai kemahiran sosial yang baik. Dengan abang sendiri pun selalu jadi kaki gaduh disebabkan selalu kena kacau.

3. Namun, semuanya berubah apabila saya memulakan kerja dalam industri sawit sebagai kadet jurutera. Sudah menjadi rutin harian, ada perhimpunan pagi dan sebagai eksekutif, saya kena bercakap. Apa nak cakap? Macam mana nak cakap supaya orang mudah faham? Akibatnya, dari hari ke hari teknik komunikasi saya dibaiki melalui pengalaman harian.

4. Kurang tiga tahun, saya diamanah untuk menjaga kilang sawit dengan kapasiti pekerja seramai 120 orang. Disebabkan lulus lesen jurutera stim pada umur 27 tahun. Dari situ bermula lah cabaran sebenar dalam kehidupan menjadi seorang pengurus. Mengurus manusia. Mengatur manusia. Menjaga manusia. Mendidik dan menghukum manusia. Berhadapan dengan pelbagai jenis manusia.

5. Mudah? Tidak sama sekali. 

6. Sejak itu saya banyak mencari ilmu pengurusan. Hingga akhirnya saya jatuh cinta dengan pengurusan. Bos lama saya pernah berkata, jika kejuruteraan adalah sains, maka pengurusan juga adalah satu cabang sains. Iaitu sains menguruskan manusia.

7. Cinta saya terhadap bidang ini membawa saya untuk mengambil MBA pada tahun 2011 dan menyertai dengan aktif kelab Toastmasters di Sandakan dan Lahad Datu pada tahun 2013 dan seterusnya. Saya sangat aktif belajar, menyertai pertandingan dan juga pernah menjadi Chartered Presiden untuk sebuah kelab baru.

8. Komunikasi, kepimpinan serta banyak lagi skill saya teroka dan belajar. Hingga sampai satu tahu, saya terlebih yakin. Dan saya diuji oleh Allah sebaik sahaja selesai mengerjakan haji pada tahun 2018. Ujiannya sangat besar dan mengubah banyak haluan hidup saya. Saya jatuh dan untuk bangkit kembali juga bukan mudah. Menghadapi isu depress dan stress serta mencari ubat selama bertahun. Alhamdulillah, akhirnya saya keluar dan bergerak ke hadapan.

9. Jika ditanya saya, bolehkah saya selesaikan masalah pengurusan manusia? Bolehkah kita ubah mentaliti manusia? Bolehkan kita ubah manusia?

10. Jawapannya tidak. Namun dalam sirah Nabi, banyak pengajaran yang memberikan kita ilmu untuk mengurus manusia. Lihat kisah Nabi Musa AS, walau pun Allah tahu firaun tidak akan beriman, namun Allah menyuruh Nabi Musa AS untuk berdakwah kepada ayah angkat beliau. 

11. Usaha mesti dilakukan. Namun, hati budi mentaliti itu hanya Allah yang mampu menjentik dan mengubahnya. 

12. Namun, dalam sebuah organisasi, jika staff kita tidak boleh berubah, maka kita hantar ke HR untuk diurus mengikut prosedur ditetapkan oleh jabatan buruh.

13. Akhirnya, banyakkan berdoa kepada Allah. Semoga kita boleh urus manusia dengan baik. Semoga manusia ikut kita. Semoga manusia mematuhi segala peraturan yang ditetapkan. Semoga Allah selamatkan kita.

....

AI : Body language

*Body language* refers to the non-verbal signals that we use to communicate with others. It includes gestures, posture, facial expressions, eye contact, tone of voice, and even the way we move or position ourselves in space. Our body language can convey a wide range of emotions, intentions, and attitudes, often revealing more about what we truly feel or think than our words alone.

Here’s an overview of body language and what it can communicate:

1. *Facial Expressions*

   - *Happy/Positive Emotions*: Smiling or showing warmth with relaxed facial features conveys friendliness, approachability, and confidence.

   - *Sadness/Negative Emotions*: Frowning, lowered eyebrows, or a downturned mouth can indicate sadness or disappointment.

   - *Surprise or Shock*: Raised eyebrows, wide eyes, and an open mouth usually signal surprise or shock.

   - *Anger*: Tightly pressed lips, furrowed brows, and wide-open eyes are often associated with anger or frustration.

2. *Posture*

   - *Open Posture*: Standing or sitting with arms uncrossed, shoulders relaxed, and facing the person you're interacting with shows that you’re approachable, open, and engaged.

- *Closed Posture*: Crossing arms, slouching, or turning your body away from someone can signal discomfort, defensiveness, or lack of interest. It can also suggest that the person feels threatened or disengaged.

   - *Leaning Forward*: This can show interest and attentiveness, signaling that you are actively engaged in the conversation.

   - *Leaning Back*: Can indicate relaxation, confidence, or, sometimes, disinterest or distance from the conversation.

3. *Gestures*

   - *Hand Gestures*: Using hand movements while talking can help emphasize points, express emotions, or create a more dynamic conversation. However, excessive or overly dramatic gestures might come across as distracting or indicate nervousness.

   - *Open Hands*: Showing open palms or using relaxed hand gestures often suggests honesty, openness, and trustworthiness.

   - *Pointing*: Pointing with your finger can come across as aggressive or accusatory, whereas a more open-handed gesture can feel more inclusive and neutral.

   - *Fidgeting*: Repeated movements, such as tapping fingers, shifting feet, or playing with objects, might indicate nervousness, impatience, or boredom.

4. *Eye Contact*

- *Direct Eye Contact*: Maintaining eye contact during conversation shows interest, attentiveness, and respect. It signals confidence and trustworthiness.

   - *Avoiding Eye Contact*: Looking away or avoiding eye contact may be interpreted as discomfort, dishonesty, or a lack of confidence. However, in some cultures, too much eye contact can be seen as rude or confrontational.

   - *Dilated Pupils*: When someone is interested or engaged, their pupils might dilate. This is an involuntary response to attraction or excitement.

5. *Tone of Voice*

   - *Pitch and Volume*: A higher pitch can signal excitement, anxiety, or nervousness, while a lower pitch can convey confidence or authority. Speaking too loudly can indicate aggression, while speaking softly can suggest shyness or lack of assertiveness.

   - *Pacing*: Speaking quickly might signal nervousness or urgency, while slow speech can indicate calmness, confidence, or contemplation.

   - *Tone*: The emotional tone of your voice (warm, cold, angry, etc.) is a huge part of body language. For example, a sarcastic tone can undermine the meaning of words, while a sincere tone conveys genuineness.

6. *Physical Proximity (Proxemics)*

- *Personal Space*: The amount of personal space someone feels comfortable with varies by culture and context. Standing too close to someone can make them feel uncomfortable, while standing too far away can create distance or show disinterest.

     - *Intimate Distance* (0-18 inches): Reserved for close relationships (family, partners).

     - *Personal Distance* (18 inches to 4 feet): Used for conversations with friends or colleagues.

     - *Social Distance* (4 to 12 feet): Used in formal or business settings.

     - *Public Distance* (12+ feet): Used for public speaking or when addressing a crowd.

  

7. *Touch (Haptics)*

   - *Handshake*: A firm handshake is often interpreted as a sign of confidence, while a weak handshake may be perceived as insecurity. An overly strong handshake might come across as aggressive.

   - *Patting on the Back*: A sign of encouragement or approval, often seen in more informal settings.

   - *Personal Touch*: Touch can indicate warmth, comfort, or intimacy, but it should always be context-appropriate. Inappropriate or uninvited touch can make others uncomfortable.

8. *Mirroring*

- *Mirroring*: This is when you subconsciously or deliberately mimic another person’s body language, posture, or gestures. It can build rapport and create a feeling of connection, trust, and understanding.

   - *Similarity and Rapport*: People tend to mirror each other’s body language in positive interactions, which helps create a sense of similarity and strengthens relationships.

9. *Movement and Gait*

   - *Walking Style*: The way you move can reveal your emotions or mindset. For example, walking quickly and purposefully can suggest confidence or urgency, while dragging your feet may signal exhaustion, lack of motivation, or sadness.

   - *Body Alignment*: Standing or sitting straight usually signals confidence, while slouching can suggest low self-esteem or disinterest.

10. *Cultural Differences in Body Language*

   - Different cultures have varied interpretations of body language. For instance, in some cultures, maintaining direct eye contact is a sign of confidence, while in others, it may be seen as disrespectful.

   - In some cultures, gestures like the "thumbs-up" or "OK" sign may have different meanings. Therefore, it’s important to be aware of these differences, especially in international or multicultural settings.

Why Body Language Matters:

1. *Reinforces Verbal Communication*: Body language can complement or reinforce the message conveyed through words, adding emphasis or meaning.

2. *Reveals True Emotions*: Often, people’s body language gives away their true feelings, even if their words suggest otherwise.

3. *Builds Relationships*: Positive body language, such as maintaining eye contact and showing openness, can help build trust and strengthen relationships.

4. *Conflict Resolution*: Understanding body language can help defuse tense situations. For example, noticing someone’s defensive posture can prompt you to adjust your approach to be more calming or empathetic.

5. *Persuasion and Influence*: Strong body language, such as confident posture or open gestures, can make you more persuasive and credible.

Conclusion:

Understanding and using body language effectively can greatly enhance communication, improve relationships, and reduce misunderstandings. By paying attention to non-verbal cues, we can gain insights into others' thoughts and feelings, even when they are not explicitly stated. Whether in personal interactions or professional settings, body language plays a crucial role in how we convey and interpret messages.

AI : How to improve communication at workplace

Improving communication in the workplace is crucial for fostering a collaborative, efficient, and positive environment. Clear communication leads to better teamwork, higher productivity, and fewer misunderstandings. Here are some strategies to improve communication in the workplace:

1. *Promote Open Communication*

   - *Encourage Transparency*: Ensure that all levels of staff feel comfortable sharing their ideas, feedback, and concerns. Encourage honesty and openness across all communication channels.

   - *Regular Check-ins*: Schedule regular one-on-one meetings between managers and employees to provide an opportunity for feedback, discuss progress, and address any concerns.

   - *Open Door Policy*: Implement an open-door policy where employees feel free to approach management with questions or concerns without fear of judgment.

2. *Use Multiple Communication Channels*

   - *Leverage Technology*: Use a combination of tools such as emails, instant messaging, video conferencing, and project management tools to ensure that communication is efficient and accessible.

- *Clarity in Messaging*: Ensure messages are clear, concise, and unambiguous. Avoid jargon or technical terms unless necessary, and make sure everyone understands the communication.

5. *Encourage Regular Team Meetings*

   - *Team Briefings*: Hold regular meetings (weekly, bi-weekly) for teams to discuss updates, issues, and objectives. This ensures everyone is on the same page and helps identify potential communication barriers.

   - *Collaboration and Problem-Solving*: Meetings should be interactive and encourage participation. Encourage employees to share ideas, offer solutions, and collaborate effectively.

6. *Promote Cross-Department Collaboration*

   - *Break Down Silos*: Encourage communication and collaboration between departments to ensure everyone has a holistic understanding of company goals and objectives.

   - *Cross-Training*: Providing employees with training outside their immediate role can help them understand how different teams operate, which improves interdepartmental communication.

7. *Use Non-Verbal Communication Effectively*

   - *Body Language Awareness*: Encourage employees to be mindful of their body language and non-verbal cues, as these can often convey more than words. Positive body language can improve trust and clarity.

- *Casual Conversations*: Encourage casual conversations, especially in the break room or after meetings. These interactions can help build rapport and a more open communication environment.

14. *Set Up Clear Reporting Structures*

   - *Clear Reporting Lines*: Ensure that everyone knows who to report to and who to approach for specific issues. This reduces confusion and promotes a structured communication flow.

   - *Feedback Channels*: Set up channels for employees to provide feedback on management and the organization, ensuring that feedback is acted upon.

15. *Adapt to Remote Work Needs*

   - *Virtual Communication Tools*: For remote teams, ensure access to reliable communication tools (like Zoom, Microsoft Teams, or Slack) to maintain strong connections.

   - *Flexible Communication Styles*: Adjust communication methods to suit remote workers, recognizing that they may prefer written communication or asynchronous messages over real-time conversations.

Conclusion:

Improving communication in the workplace requires a multi-faceted approach that involves leadership commitment, active listening, clarity in messages, and fostering an inclusive environment. By using the right tools, encouraging open dialogue, providing feedback, and continuously promoting communication skills, organizations can improve collaboration, efficiency, and employee satisfaction. Ultimately, good communication is key to building a positive, productive, and successful workplace.

Promote safety in workplace

Promoting safety in the workplace and changing people's mindset toward safety is essential for creating a culture where everyone feels responsible for their well-being and the well-being of others. Here are some steps to help achieve this:

1. *Leadership Commitment and Role Modeling*

   - *Lead by Example*: Leaders and managers must prioritize safety, adhere to safety protocols, and demonstrate the importance of safety in all activities. Employees are more likely to follow safety practices if they see leadership taking them seriously.

   - *Visible Commitment*: Leaders should consistently communicate their commitment to safety and make it a key part of the organization's values. Safety should be discussed in every meeting and be part of the daily conversation.

2. *Clear Communication and Education*

   - *Regular Safety Training*: Conduct regular and relevant safety training sessions to educate employees on workplace hazards, safety protocols, and emergency procedures. Ensure that training is engaging and interactive.

   - *Clear Safety Policies*: Make safety policies and procedures easy to understand and access. Provide them in a format that is clear to everyone, and ensure workers know where to find safety information.

- *Frequent Safety Meetings*: Organize safety meetings or “toolbox talks” where employees can discuss safety issues and ask questions. This promotes ongoing dialogue and a constant focus on safety.

3. *Incentives for Safe Behavior*

   - *Reward Safety Compliance*: Recognize and reward employees who consistently follow safety protocols. This could be through rewards, recognition programs, or safety bonuses. Positive reinforcement encourages employees to maintain good safety habits.

   - *Gamification*: Create fun competitions, challenges, or safety goals that encourage employees to prioritize safety. For example, departments or teams with the best safety records could be rewarded with recognition or prizes.

4. *Employee Involvement*

   - *Empower Employees*: Encourage employees to be active participants in safety efforts by allowing them to suggest improvements to safety protocols. Employees who are engaged in the process feel more responsible for safety.

   - *Safety Committees*: Establish safety committees made up of employees from all levels of the organization. This promotes a sense of shared responsibility and ensures safety concerns are addressed from multiple perspectives.

- *Employee Safety Champions*: Appoint safety ambassadors or champions within different teams who take an active role in promoting safety and reminding their peers of safety practices.

5. *Changing the Safety Culture*

   - *Shift the Mindset*: Shift the focus from seeing safety as a set of rules to seeing it as a mindset. Emphasize that safety is not just about compliance, but a crucial part of everyone’s responsibility and overall work culture.

   - *Promote the "Safety is Everyone's Responsibility" Philosophy*: Encourage a mentality where every employee is responsible for the safety of themselves and their colleagues. Make it clear that everyone has a role in identifying hazards and mitigating risks.

   - *Address Behavioral Safety*: Focus on behavior-based safety (BBS) by identifying and addressing unsafe behaviors, rather than just identifying hazards. Reinforce the idea that safe behavior should be the norm, and unsafe behavior should be discouraged.

6. *Consistent Monitoring and Feedback*

   - *Regular Safety Audits and Inspections*: Regularly inspect the workplace for safety hazards and ensure that corrective actions are taken promptly. This shows employees that safety is consistently being monitored.

- *Clean and Organized Work Environment*: A tidy workspace is a safe workspace. Encourage employees to keep their work areas clean and free from clutter that could cause accidents or injuries.

9. *Make Safety Personal*

   - *Relate Safety to Employees’ Personal Lives*: Help employees understand how following safety practices at work impacts their personal lives and the lives of their families. Connect the idea of safety to their well-being outside of the workplace.

   - *Use Real-Life Stories*: Share real stories of workplace injuries or near-misses to highlight the importance of safety. Personalizing the impact can make safety issues more tangible and urgent for employees.

10. *Continuous Improvement*

   - *Regularly Evaluate Safety Programs*: Continuously assess and improve safety programs based on feedback from employees and audits. This shows that safety is not static but is evolving and improving based on real needs and conditions.

   - *Stay Updated*: Keep up with the latest safety standards, technologies, and best practices in the industry to ensure the workplace remains as safe as possible.

Conclusion:

Changing people’s mindset about safety requires a combination of leadership commitment, employee involvement, consistent communication, and positive reinforcement. By fostering a culture where safety is seen as everyone's responsibility and integrating safety into daily habits, you can create a workplace where people prioritize their own safety and that of others. Making safety a key component of your organization’s core values and consistently reinforcing it through actions and rewards will help make safety second nature for everyone involved.

Causal Investigation in safety incidents from AI

*Causal Investigation in Safety Incidents* is the process of identifying the underlying causes or contributing factors that led to a safety incident or accident. The purpose is not only to understand what happened, but also to uncover the root causes to prevent future occurrences and improve safety practices.

Here’s an overview of the key elements involved in a *causal investigation* in safety incidents:

1. *Incident Definition*

   - A *safety incident* could be anything from a near-miss, minor injury, or major accident that involves harm to people, equipment, or the environment. 

   - *Causal investigation* aims to identify why the incident occurred and what can be done to prevent similar incidents in the future.

2. *Types of Causes in Safety Incidents*

   Incidents typically have multiple causes, which can be grouped into different categories:

   - *Direct Causes*: Immediate factors that directly contributed to the incident (e.g., equipment failure, human error).

   - *Root Causes*: The fundamental reasons that allowed the direct causes to happen (e.g., lack of training, inadequate safety measures, poor communication).

- *Contributing Factors*: Additional factors that may have made the situation worse but were not the primary cause (e.g., environmental conditions, organizational culture).

3. *Steps in Causal Investigation*

   1. *Gathering Information*

      - *Immediate Response*: Ensure the area is safe and any emergency measures are taken to prevent further damage or injury.

      - *Documenting the Incident*: Collect all available data related to the incident, such as eyewitness statements, photographs, equipment logs, and safety records. This includes information on the people, equipment, materials, environment, and processes involved.

      - *Interviewing Witnesses*: Talk to the employees, contractors, and other individuals involved in or who may have witnessed the incident. Gather a comprehensive picture of the events leading up to the incident.

   

   2. *Identifying the Causes*

      - *Incident Analysis*: Use tools like the *5 Whys*, *Fishbone Diagram* (Ishikawa), or *Failure Mode and Effects Analysis (FMEA)* to systematically examine the incident.

      - *Ask "Why?"*: Begin by asking “Why did this happen?” and continue asking “Why?” to each response at least five times (the *5 Whys method*) to dig deeper into root causes.

- *Categorize Causes*: Identify if the cause is related to human error, lack of training, equipment failure, insufficient safety procedures, etc.

   3. *Determining the Root Cause*

      - The root cause is often deeper than the immediate cause. It could involve a combination of factors such as *organizational culture*, *management decisions*, *system failures*, or *lack of training*.

      - *Root cause analysis* looks for the real, underlying problem—such as a safety system flaw or inadequate risk assessment—that made the incident possible.

   4. *Developing Corrective Actions*

      - *Action Plan*: Once the causes are identified, you need to develop an action plan to address them. This could include changes in safety procedures, better training programs, more frequent inspections, or equipment upgrades.

      - *Preventative Measures*: Identify measures that will prevent the incident from happening again, such as changes in work processes, introducing additional safety checks, or implementing a more effective reporting system.

   

   5. *Implementing Solutions*

      - Ensure that corrective actions are properly implemented in the workplace. This might involve updating procedures, conducting further training, or investing in new equipment.

5. *Common Causes of Safety Incidents*

   - *Human Error*: Often cited as a direct cause. This can include lapses in attention, incorrect decision-making, or miscommunication.

   - *Mechanical Failure*: Equipment malfunction or failure can be a direct cause of safety incidents.

   - *Lack of Training or Knowledge*: Employees may not fully understand safety procedures or how to handle equipment.

   - *Inadequate Safety Procedures*: If safety procedures are not well-established, followed, or regularly reviewed, it can lead to unsafe situations.

   - *Environmental Conditions*: Poor lighting, slippery floors, or extreme weather conditions can contribute to accidents.

6. *Preventing Future Incidents*

   After identifying the root causes, it is critical to implement changes that prevent similar incidents:

   - *Improving Safety Culture*: Foster a culture where safety is prioritized, and employees feel comfortable reporting unsafe practices without fear of retaliation.

   - *Training and Education*: Regular safety training and awareness programs to ensure employees know the correct procedures and understand potential risks.

   - *Regular Safety Audits and Inspections*: Ensure that safety procedures are being followed and equipment is well-maintained.

- *Invest in Safety Equipment*: Provide adequate personal protective equipment (PPE) and ensure equipment is regularly checked for safety.

   

7. *Continuous Learning and Feedback*

   - *Share Findings*: After the investigation, it’s important to share the findings and solutions across the organization. This promotes learning and reduces the risk of similar incidents occurring in other departments.

   - *Encourage Reporting*: Build an environment where employees are encouraged to report safety hazards or concerns without fear of blame, helping prevent potential incidents before they happen.

Conclusion:

Causal investigation in safety incidents is an essential process to identify not only what happened but why it happened and how similar incidents can be prevented in the future. By focusing on root causes, implementing corrective actions, and fostering a proactive safety culture, organizations can create a safer environment and reduce the likelihood of accidents. Continuous improvement and learning are key to ensuring long-term safety in the workplace.