周六早上下飞机后就冲冲的用三小时来收拾、打包行李。然后小睡了一下下，晚上哥哥下课后帮我在了第一批回家。还好有J来帮忙，不然我可会累死。第二天（把车开过来）我再自己搬一批回去。自己也有点惊讶，这么就这么“多”而已吗？起初还以为可能需要来回3-4次。嘻嘻~

其实搬家最可怕的还是搬回来后要把东西拆封、然后收拾。。。。用3小时来打包，但3天了还没收拾完！ @@”

无论如何，我已经搬回家了。也已经成为每天过关卡过新柔长提的1百万人之一。。。希往后的日子不会太糟糕。

我真的有点累了，有“想”要安定下来

不想呆在灰色地带

呆久了人也会变得灰灰的

我要我的五彩缤纷的颜色！

3月29日2012年，这天是老爸去世的100天。当时我在荷兰，搭巴士、搭火车走在绵绵细雨下去看郁金香。
这是种逃避吗？我不知道但我想他在与不在的没有很大的分别。最大的分别还是我不可能再会接到他久久来电一次的惊喜。这是好事还是坏事？我也不知道。我不否认，我会想念他。这几个月以来，几乎天天都在看商业法律文件，修改，与公司的律师沟通。昨天在与同事和咖啡的时候提起，我说我爸应该会很开心（但我也不清楚他会不会）我也会有这天需要用到而且还要如此熟悉那些法律用词。很可悲吧，我跟我爸的感情既然可以那么的梳。有点像莲藕丝，谈不上亲但也无法分开。

我想你，我想我也爱你，只是因为你的刻意梳离让我不知所错。既然已经让我痛苦了这么多年，你在天之灵保佑我让我可以完全放开对你的思念，不再有任何的遗憾和牵挂。

记得我在杜拜工作的时候，面对的都是来自不同国家、不同文化背景的人。但通常来到这国家工作的人都会有心理准备，以开放式来接受不同的文化。但无论事前准备得如何充分，有的时候还是会遇到些文化冲击(culture shock)。也许是我生长于马来西亚，从小就生活在多元种族、文化的环境，我在面对这些事情总会比较细心且带些尊重的心理。但无论如何，有的时候还是会被误解或不被了解。

这也让我想起一件事，虽然到现在我还是不太明白到底发生什么事，但现在想起来也许我也有错的地方。事情是这样的，当时因为是新部门的开发，而我是属于先锋队，所以很多东西都必须自己一个人做完整个business operation的事，但其实我应该只是负者技术支持）。当这个部门上了轨道，有了成绩，也是扩充的时候。从土耳其分公司调来了一名女生来处理订单、发票、交货的管理。但因为不了解他们的文化而被视为难搞的上司 （其实她也不直属于我，只是帮忙协助而已）。

当时告诉她工作概况、介绍谁是谁、顾客、地区的分别后的几个星期后，我问她会希望我继续在旁监督还是希望我放手让她全权管理？（我喜欢后者）她说她有自己的想法和做法，如果有问题的话才找我。很好，就喜欢这样。然后我就放手、放心得让她负责。当然之间有问她的情况，但得到的答案都是ok。一直到顾客开始向我投诉，我才了解其实她并非处理得妥当。当我向她了解情况的时候，她显得不开心（但我可是袒护她的那个）。

最后，她走到我办公室然后对我说“you are very bossy, I don‘t like you!” 这句话不但让我傻眼，我突然间无言以对。接下来的几个月她也到处向同事们投诉我，当然这不会影响我。而且我的为人大家有目共睹，不需要我去解释太多。我的直属下属们对我反而有赞没弹，所以我选择一笑置之，但还是有人会向我提起然后问起发生什么事。这连我自己也搞不懂的事，我无法解释。

现在想起来也许当时我对她的文化不太了解，过后和上司谈起时才发觉我忽略了她们的本性。土耳其人很多时候都比较以自我为中心，所以当时我问问题的方式用错了才会有这样的事情发生。所以了解个人的文化背景对我来说还是很重要的。

题外话那天在Schiphol Airport 买了这本 – The UnDutchable 来了解一下他们的文化。 ^.^

在这里看到一些觉得还蛮搞笑的画面。 小鸟大闹小人国机场。嘻嘻~

对了，还没介绍我们住的青年旅社 – StayOkay. 他们是间连锁旅社，世界各地都有他们家的分店。可以点这里查看。这里的地方干净，工作人员也很友善，值得推荐。^.^

忘了拍房间的照片（住的是8人间）浴室和厕所都在房里，唯一不是很满意的是电插座是共用的而且只有两个。照片里的是接待处。

就这样结束了三天两夜的旅程，认识了些新朋友，也遇见了些趣事。在搭火车时遇到了喝醉的乘客，少少的受到了些干扰。但也遇见了一些可爱、有趣的人和事。

期望明年今日~ 我们又会在那里？做些什么？(^.^)

星期六-428, 上完课就赶着到机场搭8.15pm的飞机到阿姆斯特丹．9.20pm到达机场，见到M后的第一件事．．．

表示我对我国的支持

第二天早上吃了早餐就启程搭巴士到Keukenhouf看花展，从Okstay（我们的青年旅社）, Haarlem搭２号巴士（２欧元，单程）到Haarlem Central在转５２号巴士（13.50欧元，两人来回车票）．如果单人的话，来回要８欧元．嘻嘻省了点点．．．(^.^)v

看些花呗~

在回程的时候，我们进入了私人花圃。。。很多人也这样，我们只是有样学样而已。。。嘻嘻~ 也只是想拍几张照片，但也因为下雨冲冲拍了几张就离开。看到的既有红色一片的，并没有走到更里面拍那五颜六色的花圃。。。是有一点遗憾，但希望下次还有机会。

这次的行程很随性， 我们也没安排什么，一天就只去一个景点。过后还想到那里去的话再安排。这也许也是年纪的关系T_T,虽然很不像承认这一点 但事实是现在已经不能再像以前那样不睡还能精神奕奕的到处逛。。。哈哈哈哈。。。老咯~

第二天，430是荷兰这里的Queen’s Day.出奇的也是这里这几个星期以来第一天的好天气，阳光普照！！甜甜（在这里同房的女孩）说“Queen的霸气很重，连天气也都热起来了”。。嘻嘻~

既然已经来到，我们决定早上到阿姆斯丹市中心逛一逛然后再到小人国去。到处都看到橙的颜色！ 连狗也是。。。嘻嘻~

大家都很橙！！

小人国的照片迟些再上。。。要睡了。明天早班飞机回巴黎。。。。晚安！

今天是我第一天也是入学以来第一次在巴黎上课，科目为“人力资源管理”。班上只有5个人，4名学生和教授。喜欢不是太多人的班级，这样大家可以更熟悉彼此。大家一起讨论的感觉很好，尤其是每个人的背景、经验都不一样。希望接下来的两天都顺利。。。。论文可以写得顺顺畅畅又长长（每次都在为不够字而烦恼。。。）的。。。。嘻嘻~

希望可以顺利毕业！

朋友说是不是自己要求太高？想想也许他说得也有道理。。也许是自己把自己逼得太紧。。。给自己的压力太大了。。。要学习放松。。。放开。。。 说的容易但做起来对一个处女星座的我来说也许有点难度，放自己几天假希望可以变得轻松些。 :)

http://www.inc.com/jeff-haden/the-5-qualities-of-remarkable-bosses.html

Remarkable bosses aren’t great on paper. Great bosses are remarkable based on their actions.

Results are everything—but not the results you might think.

Consistently do these five things and everything else follows. You and your business benefit greatly.

More importantly, so do your employees.

1. Develop every employee. Sure, you can put your primary focus on reaching targets, achieving results, and accomplishing concrete goals—but do that and you put your leadership cart before your achievement horse.

Without great employees, no amount of focus on goals and targets will ever pay off. Employees can only achieve what they are capable of achieving, so it’s your job to help all your employees be more capable so they—and your business—can achieve more.

It’s your job to provide the training, mentoring, and opportunities your employees need and deserve. When you do, you transform the relatively boring process of reviewing results and tracking performance into something a lot more meaningful for your employees: Progress, improvement, and personal achievement.

So don’t worry about reaching performance goals. Spend the bulk of your time developing the skills of your employees and achieving goals will be a natural outcome.

Plus it’s a lot more fun.

2. Deal with problems immediately. Nothing kills team morale more quickly than problems that don’t get addressed. Interpersonal squabbles, performance issues, feuds between departments… all negatively impact employee motivation and enthusiasm.

And they’re distracting, because small problems never go away. Small problems always fester and grow into bigger problems. Plus, when you ignore a problem your employees immediately lose respect for you, and without respect, you can’t lead.

Never hope a problem will magically go away, or that someone else will deal with it. Deal with every issue head-on, no matter how small.

3. Rescue your worst employee. Almost every business has at least one employee who has fallen out of grace: Publicly failed to complete a task, lost his cool in a meeting, or just can’t seem to keep up. Over time that employee comes to be seen by his peers—and by you—as a weak link.

While that employee may desperately want to “rehabilitate” himself, it’s almost impossible. The weight of team disapproval is too heavy for one person to move.

But it’s not too heavy for you.

Before you remove your weak link from the chain, put your full effort into trying to rescue that person instead. Say, “John, I know you’ve been struggling but I also know you’re trying. Let’s find ways together that can get you where you need to be.” Express confidence. Be reassuring. Most of all, tell him you’ll be there every step of the way.

Don’t relax your standards. Just step up the mentoring and coaching you provide.

If that seems like too much work for too little potential outcome, think of it this way. Your remarkable employees don’t need a lot of your time; they’re remarkable because they already have these qualities. If you’re lucky, you can get a few percentage points of extra performance from them. But a struggling employee has tons of upside; rescue him and you make a tremendous difference.

Granted, sometimes it won’t work out. When it doesn’t, don’t worry about it.  The effort is its own reward.

And occasionally an employee will succeed—and you will have made a tremendous difference in a person’s professional and personal life.

Can’t beat that.

4. Serve others, not yourself. You can get away with being selfish or self-serving once or twice… but that’s it.

Never say or do anything that in any way puts you in the spotlight, however briefly. Never congratulate employees and digress for a few moments to discuss what you did.

If it should go without saying, don’t say it. Your glory should always be reflected, never direct.

When employees excel, you and your business excel. When your team succeeds, you and your business succeed. When you rescue a struggling employee and they become remarkable, remember they should be congratulated, not you.

You were just doing your job the way a remarkable boss should.

When you consistently act as if you are less important than your employees—and when you never ask employees to do something you don’t do—everyone knows how important you really are.

5. Always remember where you came from. See an autograph seeker blown off by a famous athlete and you might think, “If I was in a similar position I would never do that.”

Oops. Actually, you do. To some of your employees, especially new employees, you are at least slightly famous. You’re in charge. You’re the boss.

That’s why an employee who wants to talk about something that seems inconsequential may just want to spend a few moments with you.

When that happens, you have a choice. You can blow the employee off… or you cansee the moment for its true importance: A chance to inspire, reassure, motivate, and even give someone hope for greater things in their life. The higher you rise the greater the impact you can make—and the greater your responsibility to make that impact.

In the eyes of his or her employees, a remarkable boss is a star.

Remember where you came from, and be gracious with your stardom.

They hired a young Admin Executive and she quit the next day giving the reasons that

1. the immediate superior (my friend, name F) is not friendly because she dint invite her for welcome lunch on the first day but asking the other admin lady to bring her out for lunch. – This really puzzle me…. resigning on the 2nd day due to no welcome lunch? @@”

2. nothing much to do. Normally in the company first and second day are orientation days where HR and different department will brief the new employee for the organization, the insurance, HR, introduce to the people in the office….etc. – This puzzle me even more…. how can someone judge on the first day of the orientation day and said that there is nothing much to do?

This is not the end, the best thing is from my friend’s superior, who is the director level (name as D). This D blame F for the above 2 reasons and intended to cut the budget for the position. This will means that F will need to cover all the jobs for this position…..

****

After hearing this story and of course some others previous matter, lead me to think of 2 things here… 1) the attitude of the employee nowadays and 2) the quality of a manager

Before accepting a job, I would think that we would be consider carefully the nature of the job, the company (research before the interview), the career advancement of the job and the manager that you going to reporting to (at least the impression during the interview) . Last but not least the salary too (i’m not a charity worker, I need to live a life so this will still need to be factored in but will be my least priority).

After weighing those 5 mentioned above, then we will decide whether to take up the offer. Then once accepted will be prepared to take the new challenge. Set the right mindset and attitude towards the job. Sometimes changing working environment we will need to reset ourself to a stage zero in order to blend into the new culture. This process will normally take 3-6months depending on the work culture and environment. This is why there is always a probation period, this is for both employer and the employee to evaluate whether they are ok with each other. Make use of this to make sure if one like the environment or the job if not then feedback to the immediate superior during the confirmation review (some company do not have this practice but it will be good to request to do a review and set the expectation of both parties). If this is a non-negotiable issue and cant live with it, then it is best not to continue and move on.

Will share an article about the good boss later. :)