Constant & close communication. 5 disciplines: mental models, personal mastery, systemic thinking, shared vision, team learning.
TO : ASR, BGG,
CC: : GH
attention: Aprilyn, Grace Barrameda JMV.
THRU: ES
SUBJECT: PLAN OF ACTION ON DISAPPOINTING THINGS NOTED AT OTON, CALAPAN, PANGASINAN, AND LA UNION
I enjoin the people concerned at the above mentioned SBU to tell me, post, on how to deal squarely on a sustainable basis the tall grasses dirty surroundings that were noted on the visit to their sbu and posted at the blog. Up to now, which is another big issue: lack of obedience(insubordination/non action) I do not have definitive program of action. I dol not want these things to fall on seeds of indifference, blind eyes, and deaf ears. It is the time of reckoning.
The items to be covered in the response are the following:
l. Changes in your leadership style: lax, forgiving, democratic or this time stern and serious
2. Management systems and procedure:
l. Planning: work scheduling; surveying the site and work scheduling;
2. Communicating the work schedule and work standards
3. Control: record keeping of work standard, enforcing the work standard and schedules
Disciplining if necessary.(Up to the extent of dismissal if necessary)
3. Timeline.
4. Sustaining: self discipline. How do we maintain the levels reached as we raise the bar.
I understand, blogs are not read (as reported by our staff who joined me or paying attention). And worse, there no response nor are there action/reforms
What I observe are confirmed by observation:
l. GH reported that: he notes the tall grasses and dirt; he gives instruction and this is the outcome. People do not respect nor obey GH. How can we move forward. Why do we hire people who can not obey nor implement?
2. Those who do not wear uniform or id are indicators of how work is done at the site:
Oton: did not wear uniform in my visit
Calapan: no green t shirt on a friday, nor are they ids.
La Union: no ids
3. I also got reports that GT or CMO do not see eye to eye. There is and should not be such a situation. There is the CMO, the chief, who must be followed. Period.
4. Elsewhere we have indicated that GT must work early; GT in LU start at 9 am. Starting at say 6 or 6:30, resting at l0, resuming at 2 pm have its benefits: its cooler and you are more efficient. The brushcutter will not breakdown since it is cool.
These things that are happening indicate leaders who do not have guts and backbones. Kayo pinagkatiwalaan, (Parable of the talents, please do your job.
Answer under comments now
Are we close? Strictly acknowledge reading and understanding by promptly making a comment..comply.
TO : ASR, BGG,
CC: : GH
attention: Aprilyn, Grace Barrameda JMV.
THRU: ES
SUBJECT: PLAN OF ACTION ON DISAPPOINTING THINGS NOTED AT OTON, CALAPAN, PANGASINAN, AND LA UNION
I enjoin the people concerned at the above mentioned SBU to tell me, post, on how to deal squarely on a sustainable basis the tall grasses dirty surroundings that were noted on the visit to their sbu and posted at the blog. Up to now, which is another big issue: lack of obedience(insubordination/non action) I do not have definitive program of action. I dol not want these things to fall on seeds of indifference, blind eyes, and deaf ears. It is the time of reckoning.
Respond to this blog post now at the risk of being disciplined. Let us be serious this time. Let us be professionals.
The items to be covered in the response are the following:
l. Changes in your leadership style: lax, forgiving, democratic or this time stern and serious
2. Management systems and procedure:
l. Planning: work scheduling; surveying the site and work scheduling;
2. Communicating the work schedule and work standards
3. Control: record keeping of work standard, enforcing the work standard and schedules
Disciplining if necessary.(Up to the extent of dismissal if necessary)
3. Timeline.
4. Sustaining: self discipline. How do we maintain the levels reached as we raise the bar.
I understand, blogs are not read (as reported by our staff who joined me or paying attention). And worse, there no response nor are there action/reforms
What I observe are confirmed by observation:
l. GH reported that: he notes the tall grasses and dirt; he gives instruction and this is the outcome. People do not respect nor obey GH. How can we move forward. Why do we hire people who can not obey nor implement?
2. Those who do not wear uniform or id are indicators of how work is done at the site:
Oton: did not wear uniform in my visit
Calapan: no green t shirt on a friday, nor are they ids.
La Union: no ids
3. I also got reports that GT or CMO do not see eye to eye. There is and should not be such a situation. There is the CMO, the chief, who must be followed. Period.
4. Elsewhere we have indicated that GT must work early; GT in LU start at 9 am. Starting at say 6 or 6:30, resting at l0, resuming at 2 pm have its benefits: its cooler and you are more efficient. The brushcutter will not breakdown since it is cool.
These things that are happening indicate leaders who do not have guts and backbones. Kayo pinagkatiwalaan, (Parable of the talents, please do your job.
TAKE NOTE, if you do not answer this today, you will be suspended. It is a promise. It will be done
Answer under comments now
Are we close? Strictly acknowledge reading and understanding by promptly making a comment..comply.
