Silly Love Songs (McCartney and Wings 1976)

Paul McCartney & Wings – Silly Love Songs – Del album de 1976; Wings at the Speed of Sound.

You’d think that people would have had enough of silly love songs.
But I look around me and I see it isn’t so.
Some people wanna fill the world with silly love songs.
And what’s wrong with that?
I’d like to know, ’cause here I go again
I love you, I love you,
I love you, I love you,
I can’t explain the feeling’s plain to me, say can’t you see?
Ah, she gave me more, she gave it all to me
Now can’t you see,
What’s wrong with that
I need to know, ’cause here I go again
I love you, I love you

Love doesn’t come in a minute,
sometimes it doesn’t come at all
I only know that when I’m in it
It isn’t silly, no, it isn’t silly,
love isn’t silly at all.

How can I tell you about my loved one?
How can I tell you about my loved one?

How can I tell you about my loved one?
(I love you)
How can I tell you about my loved one?
(I love you)

Kelohan Saloma (1975)

Kelohan 1975

Abang Ramlee,
Sejuk tanah Ampang di redup petang,
Rimbun daun tembusu memayungi pusara mu,
Gemersik bisikannya menyambutku,
Seakan terdengar suara abang,
Dalam rindu di sayap angin lalu,
Abang, ku simpan sedu di lapis hati

Ku keringkan air mata Kuala Lumpur yang sepi,
Piano dan biolamu tetap seperti dulu,
Rumah kita dan alam seni lah duniaku,
Tiap pagi Jumaat mengusapi rindu,
Membacakan Fatihah di nisan pusara mu,

Kenanganku, adalah juga kenangan masyarakat,
Seniman seniwati dan para sahabat,
Yang merasa terhutang budi kerana asuhan pimpinan Abang Ramlee,

Melalui sejuk tanah Ampang,
Melalui rimbun senyum tembusu,
Melalui wangi kuntum kemboja,
Hmmm….berkat keramat selendang putihku yang abang belikan dulu,
Semoga abang mendengar bisikan kenangan,
Dari sebuah lagu kesayangan ciptaan Abang Ramlee ku,
Dalam rindu kasih suara isterimu…Damai kekasihku di pusaramu,
Sejuk tanah Ampang di redup petang,
Angin lalu bisikkan lah oh rinduku,

Dalam lagu kesayangan oh abangku……..

Workplace Politics and its affect of Organizational Culture !!!

Introduction

Politics will always be a part of organizations so long as people are involved. Organizations that are overrun with politics, however, will sooner or later take their place among the also-rans. Political decisions encourage hypocrisy, secrecy, deal making, rumors, power brokers, self-interests, image building, self-promotion, and cliques — not a receipt for effective teamwork.

Understanding Office Politics

Workplace politics is not new, particularly in countries like India and tragedy is that most of the time “HR Department” is a center of such activities. Anyone who has ever had any job, anywhere, knows that the dynamics among those who are part of the work environment play an important part in how a business is run. Apparently office politics is an increasing problem according to a study by Accountemps. “Eighteen percent of an administrator’s time — more than nine weeks out of every year — is spent resolving conflicts among employees” (“Surviving Office Politics.” Talent Scout. April 16, 1998).

Besides causing problems for the individuals who work together, the end result can be far more devastating. Employees and managers who must concentrate on the political aspects of work may have less time to pay attention their jobs. This translates into financial loss, which may in turn translate into job loss.

Office politics is something most people recognize when they see it in action, but find difficult to define. “Office Politics: Do You Play or Pass” defines it as “…the use and misuse of power in the workplace” (Alesko, Michael. “Office Politics: Do You Play or Pass,” Today’s Careers).

Avoiding Office Politics

Yesterday, as I was interacting with one of the senior guy in one of the well known company in Bangalore, as per his suggestions, if you cannot avoid work-place politics, we a part of it. Well, that was really shocking. My point is very clear:

If you don’t know the problem; you are INNOCENT. If you know the problem, but don’t know the solution; you are IGNORANT

If you know the problem, you know the solution, but you don’t want to use or implement; you are a CULPRIT.

Like every problem, there is a solution to workplace politics as well, provided you want to be fair in your dealings. To reduce the impact of politics in your organization, consider the following:

Stress Performance. Rewards must be earned –not granted in return for favors. Base promotions, assignments and pay increases on performance. This implies that you must develop a reliable basis for measuring performance.

Accept recommendations based upon their merits — not on whether you personally like persons making the recommendations.

Reject recommendations because they are unsound — not because persons making the  recommendations have a history of fighting your proposals.

Communicate everything. Secrets keep organizations sick. Open communication about promotions, new plans, changes, and bad news — anything that affects the workplace — makes it hard for rumor and innuendo to thrive.

Managers who fully explain their decisions help immunize their culture against deal making and favoritism.

“It is sometimes tempting,” said a manager, “to make a deal with the devil. To tell you the truth, I’ve thought about buying off the leader of the opposition by offering her a good promotion.”

Of course the long-run result of a deal with the devil is the loss of your soul.

Another leader reported, “I knew he was not the best qualified, but I can depend on him to support me and to do what I ask him to do.”

Such political decisions by the leaders crush teamwork and commitment to the overall good.

A short list for reducing politics is:

• Measure performance.
• Pay off on performance.
• Publicize performance data.
• Reveal the reasons for decisions.
• Openly consider all good ideas.
• Shun deal making.
• Do not enter into secret deals.
• Avoid all political behavior.

Conclusion

It is easy to blame the system. It is easy to blame others for your faults. Lets not do that and create a competitive and challenging workplace environment.

Generally people who don’t have any work to do, they get indulged in “Workplace politics”. And it is said and painful to say that most of the time HR Professionals and trainers are part and parcels of such politics. As such it self, HR Professionals in
India are not as productive as their counterparts in US or UK or other European Countries, so lets be away from this game of “Workplace Politics”

Sanjeev Sharma

(Pune-India)

Workplace Politics Is Not a Game

by Rick Brenner

We often think about “playing the game” — either with relish or repugnance. Whatever your level of skill or interest, you’ll do better if you see workplace politics as it is. It is not a game.

e all know that workplace politics can affect our level of success and even happiness. Whatever your skill level, you’ll do better if you recognize that workplace politics isn’t a game in the usual sense. Understanding how it differs from sports or parlor games can enhance your chances of success.

Games vs. Politics

How to Deal with the Difference

A real game has rules that everyone follows. In politics, the rules change and they’re open to interpretation.

Appealing to precedent or to others’ sense of fairness doesn’t work. Think beyond precedent. Even though Martin’s request was denied, your own might be approved.

A real game has referees and judges. In workplace politics, there are no officials and there is no appeals process. Participants do whatever makes sense to them.

Seeking justice is a waste of time. Instead, try to achieve your goals by staying within your own ethics.

A real game has periods of play and rest — four quarters, nine innings, half time, a seventh inning stretch. Workplace politics is 24/7. It can be an extreme endurance test.

Monitor your own energy reserves. Avoid being consumed by the passions of the action. Rest when you can.

A real game has finite duration — eventually, the game ends. Workplace politics is endless. As long as the organization exists, and you work there, you participate in its politics.

Be aware that people might remember anything you do. Don’t do anything you would want to cover up later. Even if you’re never discovered, the knowledge can be a burden.

A real game has fixed teams of uniformed players. In workplace politics, there might be alliances, but they’re changeable, and you can’t always tell who’s on which team. Some people play for multiple teams.

Even people you trust can be more loyal to themselves than to you. You yourself might someday have to do something like that. Understand and accept that this can happen, and that we all do the best we can.

In a real game, the teams are similar in size, structure and mission. Each team scores in roughly the same way. In workplace politics, the factions differ markedly in size, power, and mission.

The resources available to political alliances are unique and unpredictable. Success depends on learning to use what you have, rather than acquiring what you think you need.

A real game has spectators who watch but who don’t actually play. In workplace politics, there are no spectators — we’re all affected by what happens. Some of us participate actively, some passively, but we all participate.

Playing for the audience is futile — most people are too busy with their own stuff to watch you. Only one person is truly worth impressing — yourself. Behave in ways you can be proud of.

Politics and games are similar in one important way — winning a game requires skills specific to that game. To be successful politically, we must learn to see things as they are. And we can begin by realizing that workplace politics is not a game.