Tuesday, June 22, 2010
Friday, June 18, 2010
Wednesday, June 16, 2010
Monday, June 14, 2010
Saturday, June 5, 2010
Solar cable RADOX SMART
Application
In photovoltaic systems anyhere around the world in all climate zones.
Characteristics
- applicable in all climate zones
- for reliable and durable connections
- with UL and TÜV approvals
- lean, powerful and flexible
- of proven RADOX® quality
| Cross-section from to | 2.5 - 6.0 mm2 | ||||||||||||||||||
| Voltage rating (V) | 600/1650 | ||||||||||||||||||
| Conductor class | IEC 60228 Class 5 | ||||||||||||||||||
| Inner insulation | RADOX FI | ||||||||||||||||||
| Outer insulation | RADOX FS, colour: black | ||||||||||||||||||
RADOX Solar single core cable
Application
- wiring of photovoltaic installations inside and outside of buildings
Characteristics
- temperature range -40°C to +120°C
- high current carrying capacity
- excellent resistance to heat, cold, oil, abrasion, UV radiation, ozone and weathering
- halogen free, low smoke, low toxicity
- flame retardant
- easy to strip
- flexible
- fulfils IEC 60332-1
- approvals: TÜV (2.5 mm², 4 mm², 6 mm²)
| Cross-section from to | 1.5 - 150 mm2 | ||||||||||||||||||
| Voltage rating (V) | 600/1000 | ||||||||||||||||||
| Number of conductors | 1 | ||||||||||||||||||
| Conductor class | IEC 60228 Class 5 | ||||||||||||||||||
| Insulation | RADOX 125 | ||||||||||||||||||
| Jacket | RADOX 125 | ||||||||||||||||||
Friday, June 4, 2010
Importance of Teamwork
When it comes to the use of teams in the workplace, there is so much more to it than tossing a group together and telling them to get to work. There are a number of ways to build your team up to be an effective tool for your cause. You should always begin with looking at teamwork itself and the importance of it to each individual as well as the whole team. The importance of teamwork is not something that you should assume is known and understood by everyone. Many people start out in jobs that do not rely on the use of teams. And every team functions differently.
Perhaps the most obvious reason for using teams is because it enables you to do so much more. It is important because it effectively accomplishes something that never would have been possible for just one person to do. No task is too small when you have a team that is willing to go the distance to move mountains and achieve nothing less than success. Doing more than one person could do alone is a large part of the importance of using teamwork in the workplace.
Putting aside personal issues and opinions is often necessary for those that work within a team. We do not all view everything the same way. Opinions are likely to differ and personal issues can arise. The importance of teamwork means being able to set those things aside while focusing on the greater good. When bigger things are at stake such as a big sale or client contract, your team needs to understand what is important and do all that they can to obtain that outcome.
The creation of something out of nothing is one of the most important aspects of teamwork. It is very empowering for a team to discover that they have achieved something that never would have been possible otherwise. Once a team becomes empowered, they tend to grow in both confidence and skill. A team that understands the importance of what they do will be much more effective in doing it.
Problem solving and idea building is often a necessary expectation of most teams. Quite often there are issues that need to be addressed and it is up to teams to work together in reaching a realistic outcome that everybody can live with. Idea sharing is always better with multiple people to contribute. Not only does everybody have their own ideas but they also tend to build off one another. Some companies have teams that focus solely on problem analysis and solving.
Teamwork can be all the difference in paving the way towards a strong future. Everyone wants their team to be the best that it possibly can be. Understanding the importance of teamwork is vital for moving ahead in a very competitive business world. This is something that should be part of team meetings and team building events. Discuss how your team feels about teamwork and what it means to team members as individuals. Establishing the importance of teamwork is vital to ensuring that it works for your place of business.
Perhaps the most obvious reason for using teams is because it enables you to do so much more. It is important because it effectively accomplishes something that never would have been possible for just one person to do. No task is too small when you have a team that is willing to go the distance to move mountains and achieve nothing less than success. Doing more than one person could do alone is a large part of the importance of using teamwork in the workplace.
Putting aside personal issues and opinions is often necessary for those that work within a team. We do not all view everything the same way. Opinions are likely to differ and personal issues can arise. The importance of teamwork means being able to set those things aside while focusing on the greater good. When bigger things are at stake such as a big sale or client contract, your team needs to understand what is important and do all that they can to obtain that outcome.
The creation of something out of nothing is one of the most important aspects of teamwork. It is very empowering for a team to discover that they have achieved something that never would have been possible otherwise. Once a team becomes empowered, they tend to grow in both confidence and skill. A team that understands the importance of what they do will be much more effective in doing it.
Problem solving and idea building is often a necessary expectation of most teams. Quite often there are issues that need to be addressed and it is up to teams to work together in reaching a realistic outcome that everybody can live with. Idea sharing is always better with multiple people to contribute. Not only does everybody have their own ideas but they also tend to build off one another. Some companies have teams that focus solely on problem analysis and solving.
Teamwork can be all the difference in paving the way towards a strong future. Everyone wants their team to be the best that it possibly can be. Understanding the importance of teamwork is vital for moving ahead in a very competitive business world. This is something that should be part of team meetings and team building events. Discuss how your team feels about teamwork and what it means to team members as individuals. Establishing the importance of teamwork is vital to ensuring that it works for your place of business.
The Importance of Teamwork
Whether in the workplace or on the football field, or even amongst members of a community, effective teamwork can produce incredible results. However, working successfully as a team is not as easy as it may seem. Effective teamwork certainly does not just happen automatically; it takes a great deal of hard work and compromise. There are a number of factors that must be in place to cohere together as a team and work seamlessly.
• Good leadership: Effective leadership is one of the most important components of good teamwork. The team’s leader should possess the skills to create and maintain a positive working environment and motivate and inspire the team members to take a positive approach to work and be highly committed. An effective team leader will promote a high level of morale and make them feel supported and valued.
• Clear communication: Communication is a vital factor of all interpersonal interaction and especially that of a team. Team members must be able to articulate their feelings, express plans and goals, share ideas and see each other’s viewpoints.
• Establishing roles: It is absolutely necessary for team members to understand what their role on the team is, what he/she is responsible for. The team leader can enable this by defining the purpose in a clear-cut manner in the beginning of the formation of the team.
• Conflict Resolution: Conflicts will arise no matter how well a team functions together. The best way to counter conflict is to have structured methods of conflict resolution. Team members should be able to voice their concerns without fear of offending others. Instead of avoiding conflict issues, a hands-on approach that resolves them quickly is much better. It is often advised that the team leader sit with the conflicting parties and help work out their differences without taking sides and trying to remain objective if possible.
• Set a good example: The team leader must set a good example for good teamwork to come about. In order to keep team members positive and committed and motivated, the team leader herself/himself needs to exhibit these qualities. The team looks to the leader for support and guidance so any negativity on the leader’s part can be disastrous.
Regardless of what type of sales you are in, you may one day be asked to be part of a team sales effort, and knowing how to effectively work on and with a team is going to be crucial to your success and that of your team.
• Good leadership: Effective leadership is one of the most important components of good teamwork. The team’s leader should possess the skills to create and maintain a positive working environment and motivate and inspire the team members to take a positive approach to work and be highly committed. An effective team leader will promote a high level of morale and make them feel supported and valued.
• Clear communication: Communication is a vital factor of all interpersonal interaction and especially that of a team. Team members must be able to articulate their feelings, express plans and goals, share ideas and see each other’s viewpoints.
• Establishing roles: It is absolutely necessary for team members to understand what their role on the team is, what he/she is responsible for. The team leader can enable this by defining the purpose in a clear-cut manner in the beginning of the formation of the team.
• Conflict Resolution: Conflicts will arise no matter how well a team functions together. The best way to counter conflict is to have structured methods of conflict resolution. Team members should be able to voice their concerns without fear of offending others. Instead of avoiding conflict issues, a hands-on approach that resolves them quickly is much better. It is often advised that the team leader sit with the conflicting parties and help work out their differences without taking sides and trying to remain objective if possible.
• Set a good example: The team leader must set a good example for good teamwork to come about. In order to keep team members positive and committed and motivated, the team leader herself/himself needs to exhibit these qualities. The team looks to the leader for support and guidance so any negativity on the leader’s part can be disastrous.
Regardless of what type of sales you are in, you may one day be asked to be part of a team sales effort, and knowing how to effectively work on and with a team is going to be crucial to your success and that of your team.
Thursday, June 3, 2010
International Journal of Economics and Management
414
santun), which was highlighted to be important by all three races. The Malays and
the Chinese were seen to have the most similar cultural values, which were
Ambitious, Filial Piety, Honesty, Knowledgeable, and Trustworthiness. The Malays
and Indians were only similar in their value of Piousness, while the Chinese and
Indians were similar in their values of Rituals and Traditions.
The cultural values that were common among the Malays and Chinese
participants were Ambitious, Filial Piety, Honesty, Knowledgeable, and
Trustworthiness. Not surprisingly, the Malays shared the value of Filial Piety with
the Chinese where emphasis was put on minding and respecting the parents. Because
Nestlé in Malaysia consisted of a number of expatriates from various countries in
addition to the multi-racial employees, trust (Trustworthiness) was also taken as a
very important value. Trust was an essential value between people working together.
When trust was present, delegation of tasks and responsibilities was easier. The
Figure 2 Important Values and Beliefs of the Malays, Chinese and Indians
Added After They Joined Nestlé in Malaysia
* - This value was inserted again here to indicate the increased number of respondents
adopting it once they started working for Nestlé in Malaysia
•
•
•
• Accommodating
• Authoritative
• Self-confidence
• Wisdom
Indians
Malays Chinese
Ambitious*
Tact
Modesty
414
santun), which was highlighted to be important by all three races. The Malays and
the Chinese were seen to have the most similar cultural values, which were
Ambitious, Filial Piety, Honesty, Knowledgeable, and Trustworthiness. The Malays
and Indians were only similar in their value of Piousness, while the Chinese and
Indians were similar in their values of Rituals and Traditions.
The cultural values that were common among the Malays and Chinese
participants were Ambitious, Filial Piety, Honesty, Knowledgeable, and
Trustworthiness. Not surprisingly, the Malays shared the value of Filial Piety with
the Chinese where emphasis was put on minding and respecting the parents. Because
Nestlé in Malaysia consisted of a number of expatriates from various countries in
addition to the multi-racial employees, trust (Trustworthiness) was also taken as a
very important value. Trust was an essential value between people working together.
When trust was present, delegation of tasks and responsibilities was easier. The
Figure 2 Important Values and Beliefs of the Malays, Chinese and Indians
Added After They Joined Nestlé in Malaysia
* - This value was inserted again here to indicate the increased number of respondents
adopting it once they started working for Nestlé in Malaysia
•
•
•
• Accommodating
• Authoritative
• Self-confidence
• Wisdom
Indians
Malays Chinese
Ambitious*
Tact
Modesty
RESEARCH FINDINGS
In order to find the similarities and differences across the ethnic backgrounds,
employees were asked about the values they adopted before and after they joined
the organization. All these cultural values are summarised accordingly in Figure 1
and Figure 2.
Throughout the interviews, several similar cultural values shared by the three
races were discovered. However, there were no cultural values mentioned specifically
by each set of race. Of all the values, there was only one value, Politeness (Sopan-
Figure 1 Important Values and Beliefs of the Malays, Chinese and Indians
Before They Joined Nestlé in Malaysia
• •
•
• Ambitious
• Filial Piety
• Honesty
• Knowledgeable
• Trustworthiness
Piousness Rituals and
Traditions
Politeness
(sopan-santun)
Indians
employees were asked about the values they adopted before and after they joined
the organization. All these cultural values are summarised accordingly in Figure 1
and Figure 2.
Throughout the interviews, several similar cultural values shared by the three
races were discovered. However, there were no cultural values mentioned specifically
by each set of race. Of all the values, there was only one value, Politeness (Sopan-
Figure 1 Important Values and Beliefs of the Malays, Chinese and Indians
Before They Joined Nestlé in Malaysia
• •
•
• Ambitious
• Filial Piety
• Honesty
• Knowledgeable
• Trustworthiness
Piousness Rituals and
Traditions
Politeness
(sopan-santun)
Indians
Cultural Dimensions Among Malaysian Employees
ABSTRACT
This study explores the similarities and differences of cultural values
among the Malay, Chinese, and Indian management employees in
Malaysia, mainly via a case study of Nestlé in Malaysia, one of the
major multinational organisations in the country. Qualitative approach
was taken where 13 management employees were interviewed. This
study shows several new patterns of cultural values emerging among the
employees of Nestlé in Malaysia. Primarily, it extends the literature, by
providing further understanding on the issues of cultural values on the
Malaysian society.
This study explores the similarities and differences of cultural values
among the Malay, Chinese, and Indian management employees in
Malaysia, mainly via a case study of Nestlé in Malaysia, one of the
major multinational organisations in the country. Qualitative approach
was taken where 13 management employees were interviewed. This
study shows several new patterns of cultural values emerging among the
employees of Nestlé in Malaysia. Primarily, it extends the literature, by
providing further understanding on the issues of cultural values on the
Malaysian society.
We Malaysians are hard workers – the figures say so. But are we productive workers?
YESSS>>>>>>>>>
THERE once was a Very Important Person who was touring the construction site of his new office. At one point, he was shown a wall adorned with beautiful carvings. The architect explained how much time a skilled artisan had spent on it, and how unique it was. At the end of it all, the Important Person agreed it was nice, but glibly commented that it was a shame it blocked the view of a beautiful landscape behind it.
Two weeks later, the architect ordered the wall to be pulled down. I would have hated to be the craftsman who put in all those hours.
So, how many hours did you work last week? I would guess it would have been somewhere between 40 and 50 hours.
Now, how many of those hours was work you had to do because you chose to do so? Be honest. Perhaps you left the office late because a meeting chaired by an inept manager overran. Or it was work that magically appeared because of a last-minute decision made by somebody upstairs. Or maybe you completed a task according to the unclear instructions given even though you felt they were wrong – only to have to re-do the work because, hey, the instructions were wrong!
Well, if so, I would say that you are the one at fault for all that extra work you had to do.
Before I explain myself, let me first just say that I think that Malaysians probably work harder than many other people.
A study commissioned last year by global financial services company UBS AG compared prices and earnings in cities across the worldFirst off, although KL-ites are not the hardest working people in the world, as measured by hours of work a year, we are up there. The study reports people in KL work an average of slightly more than 39 hours per week.
Although Singaporeans are slightly higher (40 hours per week), we definitely put in more time than those in New York (less then 38 hours per week), London (34 hours per week) and, surprisingly, even slightly more than people in Tokyo (38 hours per week).
If you’re Parisian, you only spend 30 hours a week at work – that’s six hours per day on average!
This supports a conversation I once overheard in Provence, France. When a Frenchman was asked how hard it was to run a vineyard, he claimed to only need three days a week. What did he do the rest of the time? Indulged in the famous Gallic pastimes of eating, drinking, and shrugging shoulders with his friends, of course.
The pressing question gleaned from these statistics should be this: why is it that nations with a higher per capita GDP are able to be more productive even though they work less hours? Or, to put it another way: Going by an eight-hour work day, why is it Malaysians need to work for six and a half days to be able to buy an iPod Nano, whereas Parisians need only about two days to afford it?
My hypothesis is that is has a lot to do with culture. Think back over all those extra hours that you spent at work. How much of it was unproductive because of bad decisions made by upper-level management?
How many times have you thought, “My boss is an idiot”? And then followed it with, “Well, I’ll do the work anyway, it’s his decision”.
The truth is that Malaysians respect their elders and bosses and rarely argue with them. In sociological terms, we have a high Power-Distance Index (PDI). The PDI is an indicator of how much the less powerful members of an organisation expect and accept that power is distributed unequally. It shows how often we let the boss think he is right – even when we know he’s wrong.
The PDI for Britain is 35, and for the United States is 40. These are low values, which means subordinates are more likely to openly debate with and contradict their superiors. France is higher, at 68. Malaysia on the other hand, literally tops a table of 66 countries at a whopping 104. We’re higher than Libya (80) or Nigeria (77). (Figures available at tinyurl.com/y9pgk9b.)
So, according to this, Malaysians are more likely to accept poor decisions made by those in authority (including Nigerian princes that e-mail you asking to use your bank accounts). “We just do-lah.... Datuk said already, what.”
This is a problem that expands out of the meeting room into everyday bureaucratic and administrative issues. Authority and power is concentrated in small pockets near the top of a pyramid. Because of a missing Tan Sri, an entire company can grind to a halt.
All those hours at work, just wasted away because nobody likes to argue with his or her boss.
Yet the PDI is about perception from the base, not the view from the top. The power to change this index comes from you, the individual.
When it looks like a dumb headed decision is about to be made, instead of agreeing, how about stepping up, and contradicting our PDI rating.
We Malaysians even have a tool to do this: the tactful disagreement. Any time in a meeting you hear something that makes you want to say, “no, but...”, say instead, “yes, and...”. As in, “Yes, I agree it’s a beautiful view, and that’s why we made sure your office opens out to it, let me show it to you.”
This is not to say that a high PDI is necessarily a bad thing (we are more peaceful than Libya and Nigeria...), but we need to recognise the weaknesses in this, too. Our propensity to nod in agreement even when we think otherwise may maintain harmony and peace, but at a great cost.
So stand up and challenge the status quo – if only so you can go back home early.
> Logic is the antithesis of emotion but mathematician-turned-scriptwriter Dzof Azmi’s theory is that people need both to make the best out of life’s vagaries and contradictions.
My Rest room
I’m actually thinking about this quite often. How much I like restrooms. Of course it has to be clean, but it doesn’t need to be fancy. Whenever you go to the restroom you are absolutely alone . You have your own small little space to escape into. It’s like taking a break from the rest of the works. I always find it soothing to escape in to the restroom for a few minutes, I’m at work, I only got 15 minutes
Even ...... I’m in good company,Huber Suhner it’s nice to know that there’s a room where you can just get away for a little while. I’ve never been one of those girls who want to go to the restroom with a friend when we’re out. The restroom time is my own time. And I’m kind of private too. In fact, I might go right now! hhahahahah just kiding..
Love work at HUBER SUHNER
I work full-time but I have a very flexible work schedule, including the ability to work remotely. I have the World's Best Boss and the ability to have this arrangement is worth so much to me...huhuhu
My workplace and boss have been very flexible. I have Fridays off so have a day to myself to solat jumaat , Just having a precious few hours of discretionary time makes the rest of the hectic week a bit more tolerable. That said, I'm also very flexible if something comes up at work and I need to switch a day or cover for something. To me,it's fairness on both sides.
My workplace and boss have been very flexible. I have Fridays off so have a day to myself to solat jumaat , Just having a precious few hours of discretionary time makes the rest of the hectic week a bit more tolerable. That said, I'm also very flexible if something comes up at work and I need to switch a day or cover for something. To me,it's fairness on both sides.
No matter current position, every once in awhile, it's time to assess whether the career you have created is the best career for you. Recognizing that there are certain economic and social realities, think about where you'd really like to spend the time of your life. These steps will help you explore and find work you really love.
Wednesday, June 2, 2010
Solar energy
Solar energy, radiant light and heat from the sun, has been harnessed by humans since ancient times using a range of ever-evolving technologies. Solar radiation, along with secondary solar-powered resources such as wind and wave power, hydroelectricity and biomass, account for most of the available renewable energy on earth. Only a minuscule fraction of the available solar energy is used.
Solar powered electrical generation relies on heat engines and photovoltaics. Solar energy's uses are limited only by human ingenuity. A partial list of solar applications includes space heating and cooling through solar architecture, potable water via distillation and disinfection, daylighting, solar hot water, solar cooking, and high temperature process heat for industrial purposes.To harvest the solar energy, the most common way is to use solar panels.
Solar technologies are broadly characterized as either passive solar or active solar depending on the way they capture, convert and distribute solar energy. Active solar techniques include the use of photovoltaic panels and solar thermal collectors to harness the energy. Passive solar techniques include orienting a building to the Sun, selecting materials with favorable thermal mass or light dispersing properties, and designing spaces that naturally circulate air.
Tuesday, June 1, 2010
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