Program Latihan We Build The No Problem People anjuran MSc.HRD IMEC Kuala Lumpur November 2018

Kuala Lumpur: 24 November 2018 Sekumpulan pelajar program Sarjana Sains (Pembangunan Sumber Manusia), Fakulti Sains Kognitif dan Pembangunan Manusia (FSKPM) dengan kerjasama American Insurance Association (AIA) Kuala Lumpur telah menganjurkan program latihan Build The No Problem People kepada agen pada 24 November 2018 yang lepas bertempat di AIA Cap Square Tower Kuala Lumpur. Program latihan selama satu (1) hari ini yang merupakan aktiviti bersifat service learning adalah merupakan salah satu keperluan kursus KMS6033 Design of Training Programyang perlu dipenuhi oleh setiap pelajar program Sarjana Sains (Pembangunan Sumber Manusia) untuk bergraduat. Encik Helmi Sumilan, pensyarah daripada Program Pembangunan Sumber Manusia, Fakulti Sains Kognitif dan Pembangunan Manusia (FSKPM) yang juga merupakan pensyarah kursus KMS6033 sekaligus merangkap penasihat program latihan berkenaan turut hadir bagi memantau perjalanan program. Objektif utama program latihan Build The No Problem People berkenaan adalah untuk meningkatkan kemahiran komunikasi di dalam organisasi , memupuk semangat kerja berpasukan di kalangan agen AIA serta kemahiran menggunakan Microsoft Excel. Beberapa modul telah dirangka dan dilaksanakan sepanjang satu (1) hari program berkenaan diadakan termasuklah ice-breaking, aktiviti-aktiviti melibatkan kemahiran komunikasi serta team-building. Turut hadir semasa program latihan diadakan adalah Encik Manivannan Munian, Pengurus Pembangunan Perniagaan mewakili IMEC Education Group Kuala Lumpur

Relationship between Selected Leadership Style and Employee Stress Level at Workplace

There has been only limited research focused on the assumption of leader stress and affective well-being. Hence, this study aims to determine the relationship between leadership style and employee stress level at workplace. This study primarily took a quantitative approach for data collection and analysis. Questionnaires were distributed at three branches of banks located in Kuching, Sarawak and to their employees. The findings show that there is a relationship between autocratic leadership style and employee stress level at workplace. The strength of the relationship is weak due to r = .461, p = .002. The findings also show that democratic leadership and transformational leadership have no relationship with the employee stress level at workplace

Assessment of city's sustainability performance via Fuzzy Lingustic Scale: East Malaysia case study

The rapid growth of urbanization is not without any impact to the economic, environmental and even socially. There has been a constant call to develop measurement tool to provide a fair weightage for the urban sustainability indicators. The aim of this research is develop a measurement tool integrating Fuzzy Linguistic Scale to assess sustainability performance and test it on two selected cities; Kuching and Kota Kinabalu were selected due to their geographical location and their demographic similarities. 16 indicators were utilized in this research where the actual data were obtained from secondary sources on the two cities and were associated with the FLS to obtain the city's final value where Kuching scored 0.595 which falls under 'Fair' sustainability performance, and Kota Kinabalu scored 0.642, which falls under 'Good' sustainability performance. The results then lead to 4 hotspots in Kuching and 5 hotspots in Kota Kinabalu which are considered critical areas that needs to be considered for immediate action

Relationship between Selected Leadership Style and Employee Stress Level at Workplace

There has been only limited research focused on the assumption of leader stress and affective well-being. Hence, this study aims to determine the relationship between leadership style and employee stress level at workplace. This study primarily took a quantitative approach for data collection and analysis. Questionnaires were distributed at three branches of banks located in Kuching, Sarawak and to their employees. The findings show that there is a relationship between autocratic leadership style and employee stress level at workplace. The strength of the relationship is weak due to r = .461, p = .002. The findings also show that democratic leadership and transformational leadership have no relationship with the employee stress level at workplace

Complementary Therapy as an Approach in Managing Occupational Stress

Occupational stress is caused by various reasons, such as, workload and long working hours. This leads to occurrence of trend in using wellness activities to treat physical and psychological illness that is known as complementary therapy, which is Yoga, Aromatherapy, Qi gong, and Islamic Medical Practices (Ruqyah). Therefore, this research offered a perspective on the use of complementary therapies as a tool in improving and maintaining mental health condition of employees located in Penang, Malaysia. Qualitative method was used where 5 complementary therapy practitioners were interviewed to identify the perceptions towards the use of complementary therapy and to identify the type of therapy that can be practiced to reduce stress, as well as, discuss the benefits of complementary therapies. It was found that complementary therapy is very beneficial as it acts as a holistic treatment, natural way of healing and more empowering, as it helps to improve employee’s mental, emotional and physical health

Turnover intention among Malaysian operators in electrical and electronics sub-sector: Leadership style perspective

Job turnover is traditionally faced by organizations in many industries.Resource wastage and low productivity can be derived from turnover issue.Turnover intention was found to be a reliable predictor of actual turnover in previous studies.Consequently, this cries for some insights on turnover intention issue, especially within Malaysian context.This paper will concentrate on determining the relationship of leadership style on turnover intention among manufacturing operators in focusing on Electrical and Electronics sub-sector.The survey was taken amongst the operators of manufacturing industry in Peninsular Malaysia (N=800).Considering that Malaysia manufacturing industry has recorded a substantial economic growth through heavy investment in economic activities, it is significant for all manufacturing companies to retain talented employees and reduce turnover problem in order to be more competitive.The findings had accepted the research hypothesis. Dimensions of leadership style (i.e.transactional) had significantly correlated and contributed to the turnover intention.The findings had contributed to the theoretical significance through the examination of direct relationships between leadership style on turnover intention among local operators in manufacturing sector based on the high turnover rate in Malaysia manufacturing sector between the years 2008 until early of 2011

Performance Appraisal: Decisions, Feedback and Future Developments

Employee performance appraisal is a consistent subject of great interest in any organisation. A quick online query will return hundreds of millions sources of information. It adds to the interest when all employees, from top management to the lowest paid have a personal stake in the working of the performance appraisal system as they are all evaluated by others and most of them evaluate others, if not all as in 360-degree performance appraisal. Hence the research project entitled Performance Appraisal: Decisions, Feedback and Future Developments is an effort of a small team of researchers to explore and obtain more insights into the far-reaching subject of performance appraisal (PA), in general and the performance appraisal system, currently utilised in public universities in Malaysia, specifically. The outcomes of the research study will provide a better understanding of the current PA system and the general acceptance from those directly involved in the system, to all major stakeholders in higher education: policy makers in the Ministry of Higher Education, top management in public universities, evaluators and evaluatees with direct experience as `end-users’ of the system, leading to a more efficient and effective decision making in the conduct of performance appraisal. The population for this study consists of all the lecturers in three public universities in East Malaysia: Universiti Teknologi MARA (UiTM), Universiti Malaysia Sabah (UMS) and Universiti Malaysia Sarawak (UNIMAS), numbering about 2,000 academic staff members in total. Employing mainly a survey approach, a bilingual questionnaire was designed to be administered on a drop-pick arrangement with the universities and an online survey form to reach more respondents. Additional information to substantiate the findings from the survey will be obtained through several focused interview groups, selected from the sampling. Currently, the research is in the pilot testing stage. A pilot study was conducted among lecturers in UNIMAS to get initial feedback on the instrument design and to test the validity, reliability and administrability of the questionnaire. The pilot study results is in the process of analysis and will be used for further revision of the instrument and the research procedure, if necessary. Once completed, the survey will be conducted in the three public universities and the findings are expected to be finalised around mid 2019. Interestingly, one of the tangible outcomes of this research study is the Performance Appraisal Intervention Kit (PAI-KIT). PAI-KIT consists of the SWOT instrument (resembling the survey questionnaire which can be tailored to the needs and the current performance appraisal system in a particular organisation), data analysis and evaluation report as well recommendations for intervention. Thus PAI-KIT is a complete intervention strategy to address the issues or to prevent issues, as the case may be, in each organisation based on its context. Besides, it is collaboration between academics and interested organisations to contribute what we do best; both theory and practice. The proposal of PAI-KIT was given a merit mention during InTEX18 Expo held concurrently with InTEX conference organised by UNIMAS in Pullman Hotel, Kuching last year

Exploring Managers’ Perception Towards Generation Y Employees : A Case Study in an IT Company in Selangor

This study was conducted to explore the manager’s perception towards Generation Y employees particularly in the IT industry in Selangor. A case study approach was adopted in which data was obtained through semi-structured interviews. Purposive sampling technique was used and a total of eight (8) informants participated and interviewed. The data obtained from the interview were qualitatively analyzed. Data analysis was conducted by adopting a content analysis framework in which obtained data were divided into four (4) phases including condensation, code, category and inference and summarize. The findings showed the majority of the managers perceived that openness to experience, conscientious and extraversion’ are the most common personalities among Generation Y employees. Besides that, the findings also revealed that in terms of work ethics, Generation Y employees are perceived as accountable of own’s actions, respect authority, transparency and loyal. The result of this study implicates the organization in terms of attrition and turnover rate among Generation Y employees and organizational branding. The result of this study provided some recommendations to HR practitioners and organizations in managing and handling at the workplace

Non-Work Behaviour as A Mediator in The Relationship Between Quality of Work Life and Subjective Career Success

Universities are organisations which generate scientific knowledge in contributions to the development of society. University performance is important to be the evaluation on the level of economic development in a country. It is also the ability for the citizens to compete in the global economy which can affect the productivity of the country. Thus, it is necessary to maintain and improve the levels of the quality of work life (QWL) so that academicians serving as the bedrocks of every academic institution are able to exhibit high performance. As a result, this may increase the sustainable economic development. In the case of Malaysia, married academicians often face work and family life conflict due to their multiple roles (Achour, Mohd Yusoff, & Mohd Nor, 2013). It is difficult for married academicians to balance work demands with personal and family responsibilities when they are overloaded with office work and household work and faced spouse-related issues. It becomes even more challenging where they have children. They also face these conflicts when they perceive poor working conditions such as inflexible work schedules and long working hours (Achour et al., 2013). Therefore, the management of academic institutions should introduce specific measures and initiatives to improve the QWL of married academicians in order to assist them to achieve work-life balance and their commitment besides attaining organisational objectives in an effective manner. While previous studies have examined QWL and subjective career success, there is a research gap examining how non work orientation affects the relationship with QWL and subjective career success. Non work behaviour define as an experiences in different spheres of life (e.g., having a career, being a member of a family, engaging in time to pursue personal interests, or community service). This study sought to identify and clarify these relationships. This study examined the relationship between the quality of work life (QWL) and subjective career success through the mediating effect of non-work behaviour (Community, family and personal life). Self-administered surveys were used to collect data from 200 married academicians in selected Public Institutions of Higher Learning in Sarawak. Data was analysed using Analysis of Moment Structures (AMOS) for Structural Equation Modelling (SEM). Results indicated that there were positive significant effects between QWL, non-work orientation, and career success. A partial mediation effect of non-work behaviour was established on the relationship between the QWL and career success. The findings implied that one way to increase the subjective career success of employees is through the provision of flexible policies that allow employees to participate in community work, attend to family matters and time off for personal development. These results will be important to the management of academic institutions and human resources practitioners who are interested in enhancing the career success of married academicians

Persepsi Terhadap Kehamilan Remaja Bawah Umur Di Penempatan Semula Sungai Asap Belaga Kapit Sarawak

Penglibatan remaja dalam perlakuan berisiko yang menjurus kepada kehamilan remaja amat membimbangkan. Masalah kesihatan yang berkaitan dengan kehamilan remaja adalah tekanan darah tinggi, kencing manis, anaemia dan pelbagai komplikasi kelahiran lain. Selain itu, berlaku peningkatan terhadap kes pengguguran janin dan pembuangan bayi. Kajian kualitatif dijalankan di Penempatan Semula Sungai Asap, Belaga Kapit, Sarawak pada 21 sehingga 25 November 2016 dalam kalangan 13 orang remaja (6 lelaki, 7 perempuan) berumur di antara 15 tahun hingga 20 tahun. Kaedah temu bual secara mendalam digunakan untuk mengumpul data berkaitan persepsi mereka terhadap kehamilan remaja menggunakan soalan separa berstruktur. Soalan dibangunkan berdasarkan tema faktor penyebab remaja terjebak, kesan, faedah dan kaedah menjauhi perlakuan beriksiko. Secara keseluruhan, faktor yang menyebabkan terjebaknya remaja kepada tingkah laku berisiko adalah pergaulan bebas, penggunaan media sosial dan pengaruh rakan sebaya. Bagi tema kepercayaan keterukan penyakit, subjek berpendapat bahawa kehamilan memberi kesan fizikal, kesan terhadap mental, pendidikan dan hubungan sosial remaja. Peranan ibu bapa, pihak sekolah dan komuniti setempat merupakan faktor yang boleh menghalang remaja terjebak di dalam tingkahlaku berisiko ini. Remaja berpendapat faedah menjauhi perlakuan berisiko ialah hidup lebih tenang dan cita-cita tercapai serta maruah keluarga terjaga. Kaedah yang boleh membina keyakinan diri adalah berdoa, mendapatkan pandangan dan pengalaman orang lain, mendapat maklumat dari sumber yang betul dan melakukan aktiviti yang sihat. Kajian ini berjaya menyungkil persepsi remaja tentang isu kehamilan remaja. Memperkukuhkan keyakinan kendiri remaja di samping memupuk kaedah-kaedah menjauhi perlakuan berisiko boleh membantu mengurangkan masalah kehamilan remaja. Kata Kunci: Kehamilan Remaja, Persepsi, Keyakinan Dir