one of our favorite hotels@ Ganu

We arrived here around 3:37 pm after we had a good lunch at Kemaman. The trip was slowed down by heavy rain that showered us before Cherating Pahang. Alhamdullillah, we had arrived safe and sound at this hotel -one of our favorites.
Located in between of the second largest town of Terengganu, Kemaman and Kertih - the Oil and Gas town, Awana Kijal is the largest 5 Star hotel in this region. During my 5 years tenure working with one the best PetChem plant of Petronas, I passed through this hotel everyday, unless if I have to fullfill business requirement elsewhere.

Will stay here again someday.

Surmonting one of the biggest insects...

Chalcosoma caucasus, popularly known as the ‘Atlas beetle’, is one of the largest insects on earth. I have another articles claimed that, this species of beetle could carry a weight 850 times then itself, which make it the strongest insect on earth. Males often measure up to an impressive 120 mm (4.75 inches) in length. This particular species is the largest of the genus, which contains two other species, Chalcosoma Atlas and Chalcosoma Mollenkampi. Only the males have enormous, curved horns, whereas the female is far smaller, and without horns.
During our recent visit to the butterfly farm of Malaysia Zoo Negara, M Aiman, Afiqah and their best cousin – Nureen, surmounted the ‘beetle’! …. Amazing?

as the saying goes::Like father Like son!!

At the entrance of the National Zoo. No comments...

...Kidurong Housing's LONEliness

All these photos were taken by Muhammad Asri while on his way back from SK Kidurong attending Afiqah and Muhammad Aimans' convocation. He has built good creativity and skill in photography. Well that is not the only point of my story! The point that I want to make is about the coolness of the Kidurong Housing Area. And, its loneliness.

my Damai beach xperience

The last time I went to this Santubong was in 1996 when we conducted 2 series of a teambuilding session for our potential supervisors – that was 15 years ago. And now, except for one or two more resorts built by probably the same person, nothing much to see really! I must say, the beach is well managed and preserved. For those who love jungle trekking, mountain climbing and those who seldom experience beach life, this could be the place worth visiting. About 30 km away from the hustle and bustle of Kuching city, facilitated by one of Malaysian prominent motivator – Dato’ Dr. Hj Fadhilah Kamsah, we spent 3 days and two nights in one of the resorts – Damai Beach & SPA resort refreshing, recharging and rejuvenating.
One of our Day 2 program was beach volleyball; our team lost one match and won one. It was indeed fun when all leaders from various departments join hands forming team and demonstrating their ‘spiking’ skills!

Before our moonlight grand dinner, the organizer spoilt us with the king of the fruit - durian, rambutan and langsat.

PartI@gen-Y versus gen-X::Is it necessary??

This is what the so called Gen Y of one of the multi-billionaire organizations perceived about working relationship. It sounds arrogant though but indeed is essential for all of us to ponder:
The MD states that my generation is less committed to work and not obedient to their superiors. He implies that we are not eager to learn new skills or take up challenging opportunities. The MD then proposes that Gen-Y mindset needs to be transformed to be more positive. He says that this change can be achieved through iDOL courses, engagement sessions with E3, and E1&E2 leadership talks.
In my opinion, this is simply a miscommunication problem.
A Gen-Y person can still be committed to his or her work goals and project objectives even if he or she consistently questions the superior and asks him why why why. It is simply professional conduct, especially for a technical executive in engineering, to do so; to question the value behind a task.
Doing so does not mean showing disrespect to the superior or acting in a blatant, disobedient manner.
The reason Gen-Y do so is because my generation grew up with insatiable curiosity and passion and the strong desire for instant gratification. They grew up with high speed internet, smartphones, and free access to a wealth of options as the world globalizes and borders disappear. They are well informed, highly critical, and very impatient. They are creative, imaginative, and open to new ideas.
They demand transparency and more bang for buck. They like to explore and discover and they despise being told what’s good for them. They will always ask and pursue the value or meaning of something.
If there is no meaning in a task, or something of value to him or her personally, a Gen-Y will not derive the passion for it. He or she will not comply.
So when a Gen-X (such as our middle management) asks a Gen-Y to do something, there will always be friction. Middle management will never engage a Gen-Y with the approach to make him or her understand what is the potential value or meaning in that task. It’s always just doing this, do that, this is in our KPI, this is part of the Road Map - all of which has no personal, passionate value to a Gen-Y.
A Gen-X does not understand this, because they grew up as “pioneers” in the 80s when times were harsh. They suffer first and claim the reward later. They are the ones the company will send to make things happen. They bring you grand success out of meager resources and the worst of luck in the least amount of time - all borne out of loyalty or sacrifice like being away from family for years on end.
This is something that no Gen-Y will ever do for you no matter how many times you raise their pay grade. They will dictate their own priorities in life.
I am not speaking on behalf of my generation, but I am one of them. And every day I go to work, I could not find the personal meaning of my work.
When I joined this company, I find the Shared Value ‘loyalty’ to be odd and I could not connect to it.
Loyalty is doing things you are told without knowing why, or because you’re told that’s what’s good for you. As opposed to ‘Committed’ - which is doing something that you personally believe in; that there is value in it for you. Loyalty is blind and unquestioning. Committed is driven by personal values.
While I applaud the MD’s effort to engage Gen-Y through iDOL and other programs, I believe this ‘fix their mindset’ approach is outdated, patronizing, and that it is going to backfire. There is nothing wrong with the Gen-Y mindset. If harnessed correctly like what Google, Apple, Ikea, and AirAsia have done, the Gen-Y passion can lit an unstoppable fire of productivity that turns around companies.
I believe what PETRONAS in general and MLNG specifically need to do is to acknowledge that the times have changed and these times are now ours, and to start learning the language of the Gen-Y.

Part II@gen-Y versus gen-X::Is it necessary?

This is the brilliant reply from the MD/CEO. I am sharing this to rest of the world because the gist of the reply is relevant to all organizations in this planet. Enjoy::
I also received feedback on the note that I made about the younger generation in Part 4 of this column. Thank you for your feedback and for speaking out your mind. However, I wish to clarify here that the note was a reply to a comment by a senior technician in our plant. I think his concern about the younger generation being “less committed and not obedient” is a sincere concern from actual experience and was meant to see our beloved company continue to sustain high performance for many years to come.
My view is that we should stop segregating our staff according to their generations ie., the baby boomers, Gen X and Gen Y - because if we keep segregating ourselves, we will never understand and appreciate each other. We will never be able to close the so-called generation gap. We will forever think that we are different from each other and mentally incompatible. We should not blindly follow the Western values and thinking. It is the West who started segregating their generations into baby boomers, Gen X, Y and Net. This sort of mindset is dangerous and unhealthy and will not do any good to ourselves and our organisation.
In achieving top performing organisation, our focus is on keeping up with and upholding the organisation’s values. It is not about the values of the individuals. If you look at a winning organisations, each one of them have distinctive values that their employees must subscribe to.
These values are translated into organizational culture, behaviour and mindset. In this Company, the values that we must subscribe to are the PETRONAS shared values i.e., Loyalty, Integrity, Professionalism and Cohesiveness.
I also wish to stress here that “Loyalty” does not mean that we have to do the things we are told to do without knowing why. In fact, I don’t encourage such kind of “loyalty” in this Company. This kind of loyalty is what I called “blind loyalty”. Can you imagine what will happen if a staff who is not equipped with full PPE blindly follow instruction to work in a confine space? We do not need this type of loyalty in this organisation.
In this Company and PETRONAS, we always encourage freedom of expression. We like people to express their opinions. However, in reality “diverse or individual opinions” alone cannot drive any organization to achieve its goal. To succeed as a group, we must have confluence and consensus. Decision must be made collectively and once a decision is made, we must put aside our personal opinion, uphold the decision and work together to achieve its goal. Another word, we must be loyal to the direction that has been set to achieve the business target. I am not aware of any other successful organisation in this planet that does not have the “loyalty” value ingrained in their staff.
And to describe the IDOL Learning programme and other initiatives as “fixed their mindset” approach is to me is a wrong perception. I do not believe all young people in this Company share this view. To put this matter into proper perspective, all leadership programmes organised by this Company are never intended to brain wash the staff. In fact, they are intended to improve the staff soft skills and leadership skills to prepare them to become good leaders in the future. Even Apple, Google, GE, Ikea and AirAsia runs leadership programmes for their staff and there are also substantial populations of older generations in these companies.
In this Company, we are also working hard to harness the potential of the younger generation through, amongst others, nurturing their presentation skill and sharing ideas at the plant management level.
We also encourage creativity and greater participations from younger generation in decisions making process. At the same time, we want everyone to understand our vision and values in order for us to be able to achieve our business goal. If everyone subscribed to our values and committed to the cause, This Company will go very far in our quest for greater achievements.
We always welcome good suggestions and brilliant ideas. So if you have any better suggestions to improve our soft skills programmes in mind, please recommend to the management.

nostalgic LOT144

This is where we stay during my 5 years working assignment in Terengganu – Lot 144, Chukai Kemaman, Terengganu. Despite the fact that I need to commute almost 100 km a day, Lot 144 had managed to convince us to stay there simply because of its neighborhood/community, schools are just 5 minutes walking distance, shop houses & market are 5 minutes driving distance, hospital & clinics are just within 5 minutes’ drive and all governmental offices are just around its boundary. It was indeed a convenient mode for my family.

The last time we ‘returned’ here was during our summer vacation in 2007 and on 23rd November we have made our 2 days visit at this nostalgic place again. And, despite the wet season, ‘somebody’ waited and ‘greeted’ us patiently….!!

CONGRATS to our only princess on her achievement

She had consistently achieved 1st placing in her 4 Dahlia class Term Examination. Well done gals! CONGRATULATIONS from all of us and keep it up! What matter is not the ranking but the efforts that you had exerted to achieve it. Remember, the results is Allah swt’s jurisdiction…our roles is to put our best for Him.Learn because you want to know the greatness of Allah swt whom had created the mankind and the universe and all its contents.

Part II::slaughtering SACRIFICE d Masjid Darul Hidayah way

The weather was great and people from all walks of life and organisations around Bintulu, joined hands putting their minds and soul together seeking the Blessing from Allah Rabul Jalil during the holy day of Eid ul Adha. Alhamdullillah, 11 cows were smoothly slaughtered and processed mainly because of the concerted efforts orchestrated by the management of MDH. As the saying goes, ‘no mountain is high when there is a will.. and when there is a will there will be a way’.
The fundamental teaching of Islam is love and teamwork….and, Allah swt likes our group work not selfishness and silo mentality
In the above picture, Muhammad Afiq, Muhmmad Asri and Afi were also present, not only to observe the slaughtering of the sacrifice but also lended their hands in the processing line. It is encouraged for the owner of the sacrifice to slaughter the sacrifice animal or they would authorize it to any expert and they are encourage to observe the ritual.

mission accomplished@....FIRST ever successful experience

The sacrifice was laid down in the slaughtering chamber by tying all his four legs at the chamber’s shaft. Kids were excitingly curious with the procedure. My friend, Hj Bahrain and other volunteers were already on ‘top’ of the cow’s body while others were holding firmly all the legs, etc. It was my first experience slaughtering a big handsome cow as part of the ritual – ‘ibadah korban’ once a year during Eid ul Adha.

After reciting the prayer seeking blessing from the Most Compassionate and Merciful, while Hj Bahrain exerting his fullest power forced down the abdominal part of the sacrifice, I placed the knife or long dagger (belong to Ustaz Hj Mohammad) at the neckline. A bit nervous though! I talked and motivated to my inner self to proceed – in the name of Allah swt and ‘sunnah’ Rasullullah saw (peace be upon him)

Seconds after all the people reciting the ‘takbir’ & ‘Tahmid’ - Allahu Akbar..Allah hu Akbar… Allah hu Akbar, La illah haillallah hu wallah hu akbar……..(Allah is great…, and there is no god except the almighty Allah swt…) the razor sharp dagger slit through the leather skin of our sacrifice. Alhamdullillah...

May Allah swt accept our prayer, ‘ibadah’ and sacrifices. Allah hu Akbar..wallillah hil Hamd..

PartI::slaughtering SACRIFICE d Masjid Darul Hidayah way

Alhamdullillah, this year Masjid Darul Hidayah (MDH) managed to handle 11 sacrifices and that was not their first time. Kudos to the management of MDH!! But what I wanted to share here or something that I was really impressed was the way they have managed and processed the sacrifices. I would say, their way in managing the whole process is the best that I’d ever experience.

First, the cows were kept in the temporary pen made from scaffolding materials sponsored by one of the contractors in Bintulu. The sacrifices, I mean the cows, were definitely well fed and cared. Kids love their beautiful physiques but some sympathized when they see its sparkling eyes. No matter what, Allah swt promised that, the animal – the sacrifice will become means of transport for those who slaughter sacrifices. Amiin

Next step, they lured the cows (by its favorite foods – the grass) to the ‘slaughtering house’ similarly made by scaffolding materials. There are two rows of the house with 4 chambers or compartments each, which means at one time they could slaughter 8 cows at one single time. After been slaughtered in compliance or accordance with the Islamic rights, the sacrifices were transferred by pick-up truck to a clean area for skinning process, etc.

Eid ul Adha @ Bintulu 1432 H

Alhamdullillah and Thank you Allah swt for giving us the wealth and health that we are able to meet again on this day – a day after about 3 million Muslims went through their journey of their lifetime – a day at Arafah – the starting point of the Hajj. Our brother Zailan and niece – Norlen are currently undergoing the process. May Allah swt grant them Hajj ul Mabrur. Back here in Malaysia, except Hamim, all my brother/sister-in-laws drove to Bintulu after performing their Solat el Eid ul Adha in Miri joining us ‘celebrating’ the Eid. Millions of thanks to all of them – Abg Hj Abd Khalek and wife; Kak Hjh Rahmah; Hjh Hamiah and hubby; Khairullah and family; Johari and family; Siti Fauziah and family and last but not least, Iskandar Abd Khalek and wife. To all our family members, relatives and friends all around the globe, we would like to wish you all Selamat Hari Raya Aidil Adha and Maaf Zahir Bathin.

..my first attempt@Recharge::Refresh::Rejuvenate workShop

Change is the only constant”-Heraclitus, Greek philosopher
MLNG’s Roadmap was launched on 6 January 2009 as a 5 year ‘change’ journey to ensure we become a Superior Performing Asset by 2013. Since then, many parameters have changed & as an organisation, we have been constantly adapting ourselves to face new challenges and take positive steps towards the right direction.
Communication is one of the key ingredients that make the Roadmap resonate within the hearts and minds of staff. To tackle this, OPI (as part of its OPI Transformation initiative) has formulated a workshop to drive the importance of communication of the MLNG Roadmap/KITE and its relevance to staff. This is done via the Refresh :: Recharge :: Rejuvenate series of workshops.
This 3-hour workshop is targeted at all leaders in MLNG with the aim of providing:
•a refresher on the Roadmap history, journey, purpose & aspirations
•some tips on how to communicate the Roadmap in an engaging, exciting and meaningful manner


Two sessions have been successfully conducted, on 27th & 31st October 2011. A further three sessions are planned for inNovember (8th, 15th & 21st). So far the feedback from the attendees has been very positive, indicating that this workshop is timely for MLNG.
During the workshop, the Roadmap message is shared via lively discussions, candid leader-to-leader conversations, practical exercises & engaging videos. A key take-away for all the participants is ‘context’, i.e. the need to tailor the Roadmap to various levels of staff from various functions/departments.Based on the enthusiasm shown by the participants, we hope that the Roadmap message is better cascaded to staff, therefore improving understanding & conviction at all levels; with the end objective being ‘to increase organisational energy to bring MLNG to greater heights’.

Ta'alim : Part XXXV

Once Umar radhiyallahu anhu (ra) was standing between Mount Safaa and Marwah. A group of people came along, alighted from their camels and proceeded to perform tawaaf around Ka'bah. They then came for the sa'ee between Safaa and Marwah. Umar radhiyallahu anhu inquired from them as to who they were. They replied that they were from Iraq. When Umar radhiyallahu anhu inquired as to whether they perhaps had any other intention, e.g. to claim an inheritance, to reclaim a debt to them, or for any other business purpose; they replied: "No". Then Umar ra said: "In that case restart your deeds (like people who have done no evil deeds)".

What Umar ra implied was that having come to the Holy House solely for Allah's sake, their previous evil deeds were forgiven. They can now start anew. The second point that becomes clear from the Hadeeth under discussion is that no evil word shall be spoken. The Ulamaa have explained that the word "rafath" (evil speech) includes every single form of words which are unseemly, nonsensical and unnecessary to such an extent that even the mention of sexual relations with one's wife is also included. To indicate or insinuate such actions with hand signs or the eyes, should be refrained from. All such actions and others which stir passions and lust are condemned.

The third point towards which attention is drawn is "fusooq", which here signifies every single form of disobedience to Allah's will. One should especially avoid any form of argument and dispute. In one Hadeeth our Rasoolullah sallallahu alayhi wasallam has said: "The beauty of Hajj is attained by speaking amicably with others and to feed them." To argue with fellow Hujjaaj and to fight with them is the opposite of amicable speech. Hence it is the duty of a Haajji not to criticise his fellow Hujjaaj, to meet everyone with love, humility and humbleness, and to deal with them in a most friendly manner. Some Ulamaa have explained that to meet others in a friendly manner does not only mean that one should not hurt or trouble one's fellow men. It means that one should (without retaliation) bear and pardon the hurt that comes from their side to you.
The word safar (a journey) means in actual fact "to expose", "to make clear". The Ulamaa informs us that a journey is called safar in Arabic because on a journey one's character is exposed and becomes clear.