{"id":30,"date":"2018-12-31T03:58:40","date_gmt":"2018-12-31T03:58:40","guid":{"rendered":"http:\/\/people.utm.my\/nurulhamizah\/?p=30"},"modified":"2019-12-29T00:27:36","modified_gmt":"2019-12-28T16:27:36","slug":"handling-your-boss","status":"publish","type":"post","link":"https:\/\/people.utm.my\/nurulhamizah\/2018\/12\/31\/handling-your-boss\/","title":{"rendered":"Handling Your Boss"},"content":{"rendered":"

Sharing Notes: “Handling Your Boss”<\/p>\n

by Miss Yad Hashim<\/p>\n

Speaker: Dr Zulfikar Ahmad, Director Councelling Centre UTM<\/b><\/span><\/p>\n

Date: 17 October 2018 @ Bankuet Hall, UTM
\n<\/b><\/span>
\nCONFLICT:<\/b>
\n\u00a4 manusia normal, akan hadapi konflik
\n\u00a4 stress – sesuatu melanggar limitasi
\n\u00a4 pertembungan dengan perbalahan\/pertengkaran
\n\u00a4 ketidakpersetujuan, berlaku pertelengkahan dlm organisasiConflict Process:<\/b>
\n\u00a4 apa saja yg berlaku dlm kehidupan adalah satu proses
\n\u00a4 ada permulaan & pengakhiran
\n\u00a4 kerja dengan arahan dan akhirnya ada outcome
\n\u00a4 Bercakap dengan persepsi & emosi
\n\u00a4 functional conflict – memberi result positive
\n\u00a4 dysfunctional conflict – perbalahan & keretakan dalam organisasi (apabila kehendak tidak dipenuhi)Punca-punca berlaku konflik:<\/b>
\n\u00a4 komunikasi – u don’t talk, no one knows.
\n\u00a4 struktur organisasi – budaya kerja. Setiap boss berbeza, jangan buat perbandingan. Apabila berada di zon selesa, dibutakan dgn pandangan yg baharu.
\n\u00a4 Etika kerja – transisi = peralihan. Expectation yg tinggi, tidak boleh menerima peralihan baharu
\n\u00a4 Perangai orang\u00a4 Apakah yg berlaku dalam konflik? Comparing? Menerima (redha)?<\/p>\n

\u00a4 Assertiveness: ketegasan Diri. The ability to say YES @ NO.
\n– Nak puaskan hati sendiri.<\/p>\n<\/div>\n

– Cuba puaskan hati org lain.
\n– Tough Battler\u00a4\u00a0Fight, Flight or Freeze:<\/b><\/div>\n
– Understanding Your Response To Fear
\n– Berdasarkan keadaan diri sendiri dan situasi semasa.Fight<\/span><\/b>: Bersedia & brave enough to confront
\nFlight<\/span><\/b>: take off, no point fight, better angkat kaki (MOVE ON & redha)
\nFreeze<\/span><\/b>: diamkan diri. no point lawan, nampak bodoh.\u00a4\u00a0How to handle conflict with your boss:<\/b>
\n– talk personally
\n– focus on behavior & events, not personalities
\n– be a good listener
\n– identify points of agreements & disagreements
\n– beri keutamaan kepada konflik, jangan ungkit apa yang dah berlaku
\n– develop a plan to work on each conflict
\n– follow through on your plan
\n– build on your success\u25cfDalam sesuatu konflik, akan wujud penyelesaian\u25cf
\n\u25cfBelajar daripada sesuatu konflik\u25cf<\/span><\/b><\/p>\n

REDHO<\/b>
\n\u00a4 Adakah anda redho dia sebagai boss anda?
\n– macam mana nak handle kalau tak redho dia boss anda?
\n– konflik bermula dari diri sendiri. Kenali boss anda.
\n– boleh mulakan work culture setiap petang:\u00a0“balik dulu boss, mohon maaf kalau ada apa2 silap hari ni”<\/i><\/b><\/p>\n

………………
\n\u25a0 Soalan 1: Boss yg Garang: tak berani nak cakap sebab perangai dia.<\/i><\/p>\n<\/div>\n

– Kenal individu @ boss (Knowing your boss)<\/div>\n
– tengok timing & mood boss, baru cakap<\/div>\n
\n

– Komunikasi: sampaikan sesuatu semasa right timing meet & speak directly<\/p>\n

\u25a0 Minta pendapat Kauselor: boss depan cakap lain, whatsapp cakap lain.<\/i>
\n– Klasifikasi sakit mental disebabkan oleh teknologi
\n– apa2 luahan di social media, akan kekal di situ.
\n– akhir zaman: fitnah & aib (social media)
\n– Allah beri akal, option kita nak jawab @ tidak dalam wsup
\n– bodoh boleh diajar, jahil kita tinggalkan
\n– jika dlm keadaan beremosi, lepaskanlah.
\n– bila bermain dgn emosi, bukan mudah
\n– bersemuka, be brave enough to confront
\n– kita yg dah tahu, jangan buat<\/p>\n

\u25cfSiapa merasakan dirinya mentimun jika berhadapan konflik dgn boss?<\/i>
\n– durian tak selamanya menjadi durian, akhirnya menjadi tempoyak<\/p>\n

\u25cfAlways remember.. “atas kita ada boss, atas boss ada boss yang lain.”<\/b>
\n<\/span>
\n\u25a0 Soalan 2: boss beri bad influence, toxic @ negative influence? (Cth: Memperkecil2kan @ merendahkan org lain)<\/i>
\n– boss ada self esteem problm, dia eject kpd org lain.
\n– bgmana kita menerima kritikan: kritikan membina @ membunuh?
\n– kerjasama & kebersamaan
\n– bersepakatan.
\n– No matter how influence, but u know each members in the office, takkan jadi masalah
\n– dalam pejabat: ada kekurangan & kelebihan masing2.
\n– support each other. Melayu akan hancur sebab orang melayu itu sendiri.
\n– baca surah\u00a0Al-Kahfi<\/u><\/b>\u00a0& faham tafsirannya; ada cerita yang boleh dijadikan pengajaran<\/p>\n

\u25a0 Soalan 3: kawan ada masalah, mixed up masalah personal & kerja. Rasa terkesan sebab menganggu performance kerja. Apakah cara yg terbaik untuk bantu?<\/i>
\n– ada AKRAB, pembimbing rakan sepejabat
\n– orang yang bermasalah, bila beritahu sesuatu kepada kita nanti kita akan terikut dalam masalahnya.
\n– bantu setakat mana yang kita mampu sahaja
\n– individu tiada keberanian untuk membantu dirinya tetapi memanjangkan perkara tersebut. Kena tanya dia balik “apa keputusan ko nak buat?”
\n– Bantu permudahkan sahaja. Kena periksa betul2, tahu keadaan individu<\/p>\n

\u25cfmanusia<\/b>: normal human being.<\/p>\n<\/div>\n

Boss di tempat yg tinggi, siapa yang wujudkan jurang?<\/div>\n
– Diri kita sendiri. Kita jarakkan diri kita dgn boss.<\/div>\n
– Kita kena tahu macam mana cara untuk kita layan boss dengan baik.<\/div>\n
<\/div>\n
\"\"<\/div>\n
<\/div>\n
\"\"<\/div>\n
<\/div>\n
\"\"<\/div>\n","protected":false},"excerpt":{"rendered":"

Sharing Notes: “Handling Your Boss” by Miss Yad Hashim Speaker: Dr Zulfikar Ahmad, Director Councelling Centre UTM Date: 17 October 2018 @ Bankuet Hall, UTM CONFLICT: \u00a4 manusia normal, akan hadapi konflik \u00a4 stress – sesuatu melanggar limitasi \u00a4 pertembungan dengan perbalahan\/pertengkaran \u00a4 ketidakpersetujuan, berlaku pertelengkahan dlm organisasiConflict Process: \u00a4 apa saja yg berlaku dlm […]<\/p>\n","protected":false},"author":536,"featured_media":32,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[4],"class_list":["post-30","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-perkongsian-ilmu","tag-interpersonal-skills"],"_links":{"self":[{"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/posts\/30","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/users\/536"}],"replies":[{"embeddable":true,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/comments?post=30"}],"version-history":[{"count":4,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/posts\/30\/revisions"}],"predecessor-version":[{"id":470,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/posts\/30\/revisions\/470"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/media\/32"}],"wp:attachment":[{"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/media?parent=30"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/categories?post=30"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/people.utm.my\/nurulhamizah\/wp-json\/wp\/v2\/tags?post=30"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}