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The Battle Within
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Dear Friends
Are we socially and commercially equipped to handle globalization?
Walking through the global village in Dubai, I was amazed at the varied items on display, as a reflection of the culture each country was representing. I realized that slowly the whole globe is becoming a melting pot of different cultures, customs, languages and faiths.

The constant relocation of individuals across the borders is stimulating a slow evolution towards a one society world. The last sermon of Prophet Muhammad PBUH seems to be coming true when he said that “All human beings are equal, nobody has superiority over others except by piety and good action” ; but do I actually practice and believe it inside? Am I wearing a mask of tolerance yet in my heart’s hidden window I have racist traits.

The world today as we know it is shrinking and each one of us is being affected by the exposure to other societies. With the social merging of societies even the physical distinctions of races are slowly fading away. This fusion of civilizations should bring about more tolerance of each other yet I realize I am becoming rigid. On the surface I go about my official life with a facade of calmness, but after 5 o’clock I want nothing to do with other nationalities. I stay within my own circle of friends from the same country / race. I speak my own tongue and make little efforts to learn and understand the local language. I criticize the other culture and yet negate the fact that I am ethnocentric.

Wishing all our friends the inclination towards understanding and acceptance of other cultures unconditionally; rather than just a perfunctory façade, which would help us professionally but stagnate our personality development towards being a futuristic global player.

As always we look forward to your comments/ suggestions…. to help us improve ourselves

Zaufyshan Haseeb Intek Solutions and The Intek Family
 

	Idea of the Month: Make News Yourself!

Want to change the world? Become a "journalist"!

Some journalists do not want to admit is, but often the press is making the news. One example is the "sudden" downshift of the internet economy. The press is now looking for negative aspects in the financial announcements of high-tech companies. Today, they all want to be the one predicting a "hard landing". For instance, in Belgium we have seen the "rise and fall" of Lernhout & Hauspie. Skeptics have been having doubts about their financial creativity and the quality of their products for years, but the press has been stressing the "good news ever since Microsoft bought shares in the company. That is, until The Wall Street Journal put their teeth in the company. … and the rest is "history".
 

	Case of the Month: Managing Diversity

Over the last months, I came in several business situations where there was a latent or open conflict between the persons around the table. As happens in most conflicts, each party has the solution in terms of what another party could change, so that the problem would be solved. As often (and as predictable), this other party does not want to change. Take for instance a truck driver that arrives at his final destination, only to discover he doesn't have the necessary papers so that the customer can process the cargo. Often, the staff at the Depot will react "that's not our problem, you have to solve it". And then the discussion begins ....

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	Personal Innovation Seize the initiative to profit from change, uncertainty (article)

How can you ensure that in turbulent times you not only survive the organizational restructuring but actually benefit by it? Most businesses are having to change not once but over and over in order to meet the challenges of recession, competition and technology convergence. Some changes are all about cutting costs, although they may be called something else. Others are about realigning the business to cope with new opportunities. Either way it can be a bloody affair, littered with victims and casualties. How can you maximize your chances in the change maelstrom? One way is to take a positive approach to change and to be seen as an innovative go-getter who will help make the re-organization a success. Here is how:

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	Twenty Principles for Managing Change  (article)

1. Thought processes and relationship dynamics are fundamental if change is to be successful.

2. Change only happens when each person makes a decision to implement the change.

3. People fear change it "happens" to them.

4. Given the freedom to do so, people will build quality into their work as a matter of personal pride.

5. Traditional organizational systems treat people like children and expect them to act like adults.

6.  ...

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	The Battle Within  (article)

The network which is the mind retains memories, some obvious, some subliminal. We bring these to the fore at any given time, like a state-of-the-art computer brings forward data. We depend on our mind to make decisions, create strategies and inform our choices. The mind is a strong presence, and in our culture, the mind is Supreme. We encourage learning, we value the intellect, we appreciate advanced technology and we depend on science to better our lives. And there is nothing intrinsically wrong with that.

However, we are not our minds. In a country of Human Doings, the Human Being has been set aside. The quality associated with Being is more subtle, but no less powerful. It may not be the actor who takes front stage, instead it is  ...
 

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	HR Issues - IX:Why and When Are Employee Handbooks Necessary? (article)

The president of a large company was quoted as saying, "We've done away with our personnel manual. It got us into more trouble than it was worth." While most Human Resource Directors and corporate CEOs understand why policies, procedures, and forms are necessary to effectively operate any organization, there are a few who establish these because "that is the way it has always been done." At the same time, there are many attorneys who will tell you that policies and procedures only place the company in situations loaded with liabilities because no policy manual can be without implied contracts.

• There are no endeavors without risk, but in personnel management, risk must and can be diminished. The major points for establishing policies and procedures are:
   ...

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