by chekna on Monday, December 22, 2008
by chekna on Wednesday, December 10, 2008
Bila masuk 5/6 bulan, try le buat puri buah epal & keledek. Uishh… bukan main suka lagi dia. Syok plak tengok dia suka makan.
Cara2 nak buat puri, amatlah senang je…
1 biji keledek. Basuh dan potong kecil-kecil. Kukus atas rebus dengan 1 cawan air sehingga lembut lebih kurang 20 minit. Uji dengan mencucukkan garfu. Keledek telah lembut jika garfu dapat dicucukkan dengan mudah. Buang kulit keledek tadi dengan menyiatnya. Masukkan isi keledek tadi bersama sedikit ¼ hingga 1/2 air rebusan tadi ke dalam pengisar. Kisar halus sehingga mendapat puri yang lembut. Anda boleh mencairkannya dengan menambah air, susu ibu atau susu formula atau memekatkannya dengan menambah bijirin segera bayi.
p/s: cara yg sama jugak untuk puri epal, betik, pisang, labu dll…
by chekna on Tuesday, December 09, 2008
by chekna on
Date : 5 June 2008
Time : 5.20 pm
Place of Birth : Shah Alam Specialist Hospital, Shah Alam
O&G Consultant : Dr Siti Maryam
Mode of Delivery : Normal (Vacum)
Birth Weight : 3 kg
Head Circumference : 33 cm
Length : 50 cm
by chekna on Wednesday, September 17, 2008
Hmm... how to start ek... bila org ada blog, sibuk gak berblog ni, bila dah ada, xreti2 nak update... hehehe...dah macam chipsmore, kejap ada, kejap xde. kalo ikut hati, mmg nak update selalu, yelah masa create blog ni dulu pun, cadangnya nak jadikan page ni macam journal. konon2 nak update segala aktiviti2 harian @ kenangan. biasa la, org yg xpernah ada diary cam aku ni mmg selalu lupa. at least kat sini bleh la abadikan kenangan2 yg best.........tp tengokla, smpai kesudah mende pun xde.. hehehe.. biasa la org bz le katakan.
oklah, kali ni aku akan cuba untuk mengupdate sebanyak yg blh segala macam cerita untuk tatapan ku sendiri..sebagai kenangan... yelah, ada reader ke blog ni pun tah. alih2 aku sendiri je yg bukak pun...hehehhe...
by chekna on Monday, June 02, 2008
by chekna on Wednesday, May 14, 2008
WHY EMPLOYEES LEAVE ORGANISATIONS ?
- Azim Premji, CEO- Wipro
Every company faces the problem of people leaving the company for better pay or profile. Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer. He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food. Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job. Why did this talented employee leave ? Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding: If you're losing good people, look to their immediate boss .Immediate boss is the reason people stay and thrive in an organization. And he 's the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman. Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don 't have your heart and soul in the job."
Different managers can stress out employees in different ways - by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
by chekna on Tuesday, May 13, 2008
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