EVERYONE LIKE

Source Original in mentoring program handbook for TMI public seminars.
Copyright 1989 The Mentoring Institute Inc.

The Real Mentoring:
Mentoring is as old as humanity itself. Mentoring is a process, a set of behaviours, and a relationship. Before the advent of public schooling and formal training programs, mentoring was the primary means for learning from those who had gone before -- parents, teachers, leaders, healers, warriors, priests, artists.

Though some may mistakenly conceive that mentoring in times past was only of the informal sort as we now call it, in fact it was anything but. The process was commonly contractual, followed a series of clearly understood stages, involved tests of ability and had a progressive but clear delineation between the novice and the expert. Where control was possible (such as in the preparation of the young to take over from their elders), nothing was left to chance in a world filled with uncertainties such as the daily quest for food, war, decimating plagues, high infant mortality, short life span, natural disasters, perilous travel conditions, constant competition for economic and organisational leadership.

The U.S. Department of Labor's Dictionary of Occupational Titles calls mentoring: ...the most complex of all human activities" because it involves and amalgam of teaching, counselling, negotiating, supervising, coaching, persuading, and other personal and interpersonal skills.

A survey of how mentoring has operated and still operates in cultures around the globe is illuminating. To illustrate specifically the degree to which Western civilisation alone has been influenced by the mentoring process, here's an impressive partial list of "greats" -- Moses, Jesus and St. Peter (religion); Socrates, Plato and Aristotle (philosophy); Queen Elizabeth I (monarchy); Jefferson, Madison and Monroe (politics); Freud, Adler and Jung (psychology); Helen Keller and Annie Sullivan (daily life).

Energizing Multiple Intelligences to Maximize Performance

When we think in terms of multiple intelligences the question changes from "How smart are you?" to "How are you smart?" This slight change in language shifts our thinking and opens us up to consider multiple possibilities rather than settling on a simplistic label such as "dumb", "brilliant", "dull" or "merely average." Instead of stamping a label on your forehead like an IQ number, MI encourages us to think carefully and descriptively about a full range of abilities evident in everyday life and work that have value. Think back to your elementary school days. In nearly every third grade classroom teachers daily reinforce the "intelligence hierarchy" so every child knows where he/she stands on the ladder of smartness. If you get an A on the math test it means you're smart but an A on the art project doesn't. A good reader is intelligent but the skillful dancer is not. If you can spell well then teachers will love you but the wisecracking class clown is "nothing but trouble and headed nowhere." The playground peacemaker goes unrecognized while the studious bookworm is praised.

Once out of the classroom these simplistic distinctions and predictions soon begin to fade when we are faced with solving a wide range of real life problems rather than boring textbooks, multiple choice tests and written assignments. As supervisors of adults we need to let go of our old third grade conceptions of "who's smart and who's not" and "who will be successful and who will not." We must ask ourselves- How different is our workplace from high school? Do the students who excelled in Algebra work well in the accounting department while football stars labor on the loading dock? Are cheerleaders good at public relations while editors of the school newspaper become excellent technical writers? Unfortunately, people in the real world don't always sort themselves out quite so neatly as these scenarios imply. Too often people are held back by high school stereotypes that pigeonhole them into positions that limit their potential development (and contribution to the company's goals). I believe that we must look beyond the myth of IQ in order to plan and manage for long-term professional and corporate growth.

However, it can be a difficult transition from an IQ to an MI-inspired viewpoint especially if we were among those students classified by our teachers (and peers) as "smart" based solely on our academic performance. As Howard Gardner has observed about teachers, we can all commit the "narcisstic fallacy." This means that we think- "If I am good at something then you should be too and if you're not then you're stupid." Unfortunately, it is all too often also true that we can brand ourselves as being inferior if our strengths lie outside the classroom (or workplace) so that they go unrecognized and under appreciated. The girl who is strong in the naturalist intelligence as evident in her extensive training of many pets may never consider for herself a future career as a scientist. The notion of multiple intelligences helps us to think "outside the academic box" of our simplistic, outmoded misconceptions about the true nature of intelligence and to come to recognize the potential of ourselves and other people.

There are a great many ways that MI can be applied to the tasks of work and daily life. Even after nearly 20 years we are all still learning and exploring. We are only limited by our imagination and diligence. I will sketch a number of ways that you can use the MI perspective to maximize performance and create a work culture that is intrinsically motivating, that values creative problem-solving and that learns from its mistakes. One of the challenges in making the shift from IQ-based to MI-inspired thinking is that all too often we forget and resort back to previous habits developed during childhood. Aphorisms and pithy sayings are a time-tested means of giving life to worthy ideas so I'll frame the remainder of this article around several well-known sayings pertinent to the business of business.

Know Thy Self and then . . .

In order to Know Thy Self it is necessary to spend a little quality time navel gazing, as they say, and then get back to work! How can you get an objective assessment of your multiple intelligences strengths and weaknesses? How can you use this information to become an effective leader? For over 15 years I have been involved in the development and validation of an MI assessment that provides useful information and guidance. The Multiple Intelligence Developmental Assessment Scales (MIDAS) can be completed in about half an hour and then the resulting profile can be validated so as to produce a "road map" for personal and professional growth.

The tasks of an effective manager are many but a few of the vital qualities of a good leader are focused in the areas of linguistic skill, interpersonal effectiveness and intrapersonal management. A review of your MIDAS profile in comparison to the daily job requirements can be very revealing and point the way to maximize success or remediate areas of deficit. This "process approach" toward assessment is most effective when conducted in collaboration with people who know you well and has been popularized in the use of "360" performance evaluations.

To Thy Own Self Be True or It's All a Matter of Fit

Who is the right person to hire for a specific job? To answer this question we first need to conduct an MI job analysis and make a hierarchical list of the skills required for successful job performance. Most jobs require a few focused areas of strength with secondary and tertiary abilities. For example, it is not surprising that you want to hire an assembler with strong kinesthetic and spatial abilities because the job requires high levels of manual speed, dexterity and visual discrimination. If you need to find a line supervisor then common sense should tell you that you might not want to select the best performing assembler who is low in the linguistic, interpersonal and logical-mathematical abilities. Truly, success often depends upon the quality of fit between the individual and demands of the task.

The use of a MIDAS profile can enhance the interview and selection process. The MIDAS is a self-report and was not developed as an "evaluation" tool like a test. But rather, it provides a structured approach to conduct a "dialogue of discovery." As a seasoned professional manager you may have a keen insight into people and feel adept at "reading someone's character" but also having high intrapersonal awareness you are aware that carefully constructed instruments can enhance your success. When conducting an interview you may have a "gut feeling" that there is something just right (or very wrong) about the interviewee's qualifications for the position but you just can't verbalize or pinpoint what it is. Everything on paper may look right (or wrong) but still…what is it that just doesn't seem to fit? What is it about the person's story that makes you think that their resume doesn't accurately depict their potential to do the job?

The MIDAS may be used as a stand-alone assessment or integrated into a testing and assessment battery during hiring and selection. A selection test battery typically includes interest inventories, personality, aptitude or achievement tests. These test results can provide one type of "standardized" information while the MIDAS process can provide a rich source of data about the person's past experiences, intellectual disposition and future aspirations. What combination of instruments that you choose to use depends primarily on the needs of your specific situation.

I have found that using The MIDAS profile in conjunction with one other test such as an interest inventory or achievement test related to the specific needs of the job to be a powerful combination. The goal, of course, is to obtain pertinent information as efficiency as possible so as you make the best decision or strategy for both the company and interviewee. The MIDAS "process approach" can fit into any selection procedure that suits your needs. It can be given as an initial "screening procedure" prior to testing or administered along with a test then followed up with an interview. What is of most interest to me is to first review the profile and compare key scales to the job's requirements. This preview often raises specific questions in mind about the person's skill profile, past experiences and future aspirations. Then I want to listen carefully as the interviewee describes how s/he thinks the profile's highs and lows relate to the job that is being applied for. These views can then be compared with the person's resume or other test results. Carefully listening to the reasoning, language and ideas expressed will reveal much about whole person that I can relate to the job requirements, work environment and company values.

The multiple intelligences are different from but often related to a person's academic skills, interests and personality characteristics as measured by the usual pencil and paper tests. This is too complicated a subject to adequately discuss here. Suffice it to say that an MI assessment should provide more information about a person's everyday thinking skills, creative problem solving, everyday enthusiasms as well as inter- and intrapersonal management skills.

An MI perspective receives much of its power to help us in daily life when we use MI language to carefully describe what we do and how we think. One teacher calls this "unpacking my thinking" so students can really understand how to perform the task. Novices or outsiders many times view skilled workers as "magicians". The MI language provides a means to pull back the black curtain and reveal mental and physical processes behind the magic. What is the logic used by accountants? What are the interpersonal cues that inform a mediator's actions? How does the scientist know what will happen when several chemical elements are combined in a specific sequence?

The more carefully that you are able to articulate the abilities required by the specific job then the more carefully you may listen for those qualities while a job applicant is discussing his/her MIDAS profile. This "dialogue of discovery" can take several different directions but I like to think in terms of triangulation as it is used for ship navigation. The first reading is of an applicant's past work experience (or the requirements of desired job), the second reading is of strengths and weaknesses revealed on the MIDAS profile. The third reading is the applicants explanation of how the profile relates to pertinent job experiences- both strengths as well as weaknesses. Taken together these three readings will reveal hidden obstacles or highlight important landmarks that may be lost in the fog.

Do Unto Others As You Would Have Them Do Unto You

Another important use for MI is personal / professional staff development. When I am working with someone to enhance their success the first step is simply to recognize their areas of strength. The second step is to value the potential of these strengths as a potent means toward achievement. The third and fourth steps are support and challenge. The fifth step is to reward and celebrate their achievements.

The procedures described above will tend to keep an employee engaged in the job. If, however, you want to keep an employee over a longer period of time then you will need to be concerned about his/her professional (and personal) skill development. Every workplace provides for annual performance reviews and goal-setting. This is SOP and is considered essential for every company. Is it working for you as a professional manager? Is it working for your employees? Is your supervisor able to support your professional goals? Do your aspirations fit with the ultimate goals and immediate needs of your company?

If your employment begins with a clear understanding of your MI profile then it will be easier to discuss your skill development goals in terms of the MI language and your profile. Using this language then makes it easier to describe how these skills will be used to perform "valued added" functions that are aligned with the company's needs. If you (or an employee) are feeling frustrated by your position then reviewing your MI strengths (as well as limitations) can point the way to resolving these difficulties. What should you do if you are not strong in an area that is necessary to your position?

Use Your Strengths to Overcome Weaknesses

The usual and traditional approach to education is what I call "hammering away at the weaknesses." This is also called "drill and kill." Teachers love this approach. If you're not good at addition then they give you extra math worksheets to do for homework. I agree that practice is necessary to improve skills but I also find it can be demoralizing and frustrating. What I advocate is the creative use of strengths to improve weaknesses.

Many years ago in graduate school I asked myself that important question, "How can I possibly pass my statistics examination?" You may be familiar with this dilemma. During high school math was my least favorite subject and thus I avoided it like the plague. I took the minimum classes necessary to graduate from high school. I pursued an independent study bachelor's program where I dodged math successfully and during my master's program I elected to take qualitative research methods rather than quantitative. Thus, during my doctoral program I was faced with passing a statistic (or as I preferred to call it "sadistics") examination after avoiding serious math classes for almost 20 years. Sound familiar? I was in a panic until I changed the question and asked myself: "How can I possibly use my linguistic strengths to learn statistics?" This opened up a full range of possibilities beyond the "drill and kill" activities that I had feared for a very long time. I ended up using every aspect of my linguistic intelligence that I could think of (note taking, speaking aloud, listening, story telling, and questioning) so that I eventually passed the exam on my first attempt.

Promote Teamwork

How can you arrange groups of employees to work together to accomplish a task? Sometimes you don't have much choice but if you do then it is advisable to, once again, highlight how each person's MI strengths contributes to the task's objectives. Publicly recognizing each project team member's unique strengths can promote a positive collaborative working attitude by everyone. Secondly, awareness of each person's weaknesses / limitations can help you to prevent breakdown in the group's progress. Of course, you would probably want to deal with these issues privately with each individual rather than risk public humiliation. For especially close working groups you might find that they spontaneously share among themselves both strengths as well as weaknesses. This is probably a good sign of a group's cohesiveness, compatibility and ability to naturally compensate for each other's preferences and shortcomings.

Know Your Customers

One of the keys to success for any performer is to know their audience and the same can be said for your "performance" as a manager. What does your boss expect? What do your clients / customers value? There are many ways to answer these questions but you might use the "MI lens" to anticipate their criteria for success. You can begin by doing an informal assessment of your "audience's" MI profile then compare this to your own profile and the characteristics of your product or service. Are they aligned or very different? If they are different, then your audience may appreciate your unique approach and perspective when you can relate it to what they value and typically receive.

It is important to keep in mind that all the different intelligences are merely tools that can be used to produce a wide variety and range of services and products. The musical intelligence can produce symphonic delights, head banging rap or mind numbing elevator Musak. Likewise your (or an employee's) keen interpersonal skills can be use to promote high motivation or provoke discord in the ranks. As I often advise dazed and bewildered college students who've yet to select their major- it's not necessarily how high your MI profile but how you choose to use what you've got. This is where the importance and power of the intrapersonal and interpersonal intelligences is revealed for both your business and personal success. In an age of rapid turnover and keen competition it may be more important than ever that you use your head or loose it.

Healthy lifestyle

In my previous speeches on wellness days I have made the point to remind you that a healthy lifestyle begins with the total person.

To be more specific that a balance among the physical, mental, emotional, social and spiritual aspects of the total person is the key to long-term success and much productivity in the workplace and overall improvement of quality of life.

Based on this we know that when individuals are less stressed, they become more energized, motivated, innovative, productive, resilient and focused and thus become healthier and miss less work opportunities.

Today I want to move my message a bit further and share with you insights about the importance of positive thoughts and their role in how we experience different moments in our lives. However, before I talk about this, I should like to say that there are 3 things that seem to be much agreed upon among experts on the experience of a good life .

Firstly, “The good life is a process, not a state of being. It is a direction not a destination.” Secondly, “change comes from the inside out.” Thirdly, “change your mind, your life will follow.” One of the frameworks in psychology known as Positive psychology is responsible for some of these points of departure I am using in my speech here today.

The Positive Psychology Centre at the University of Pennsylvania led by experts such as Martin Seligman define positive psychology as a field that is “founded on the belief that people want to lead meaningful and fulfilling lives, to cultivate what is best within themselves, and to enhance their experiences of love, work, and play.” This is precise foundation I wish to use in my talk to you today about how to feel good!

Dr. Sigmund Freud said that here are basically three main areas of life - love, work, and play - and when those areas are in balance we are fairly happy and content. Often the negative self talk I mentioned earlier arises in one area and affects the others. For example challenges at home can affect work or our joy of living or vice versa.

Josephine Rathbone says the following “If we could learn how to balance rest against effort, calmness against strain, quiet against turmoil, we would assure ourselves of joy in living and psychological health for life”.

When we use negative self talk, we are being unkind to ourselves. Thus, a simple act such as kindness towards ourselves by using positive self talk, is critical to the realisation of meaningful change in ourselves.

I realise that this is more than a challenge; however, I am always mindful of the Chinese Proverb that says “A journey of a thousand miles begins with but a single step. It is important to take small steps in making sure that these changes are more sustainable and not just a passing fad.

Our lives are quite complex where optimal functioning or health in the following is critical: emotions, physical functioning, relationships, purpose & passion and spiritual balance:

• Emotional - Mental Health gives us peace of mind, calmness, focus, clarity, confidence, motivation, positive thoughts & feelings, healthy choices and behaviors;
• Physical Health may help us improve weight loss / management & fitness / nutrition goals, lowering stress, improving sleep & energy)
• Relationship Health by improving communication, conflict resolution, collaboration, healthy loving boundaries, and giving a clear map to follow for healthy relationships for couples, parents, families, work places & communities;
• Purpose and Passion by clarifying purpose and goals as well as promoting passion in career, work, vocation, sports, school, and life; and,
• Spiritual Balance by enhancing personal growth, awareness and deepening meditation or contemplation.

When we attempt to improve our lives, it is an effort in many different contexts such as in society, families, relationships, religion, and so forth. I am convinced that when challenges arise out of any of these contexts, we sit by ourselves and use what psychologists call self-talk to evaluate what has happened.

Here, is a short list of tips you can use to improve your positive attitude:

1. Monitor your self-talk. Are you aware of the inner dialogue you carry on with yourself during your waking hours? Do you say critical and negative things to yourself such as “I am always making mistakes,” or “I am not good enough” “I cannot be any better”," or “I do not look good?” The more frequently these negative thoughts are repeated, the stronger they become.

The first step in overcoming negative self-talk is to become more aware of it. The next step is to replace these self-defeating thoughts with positive and productive ones for example, “I am the best I can be”, instead of saying, “I have a problem,” you should say, “I have an interesting challenge facing me” or “I am faced with an unexpected opportunity” and so forth.

2. Feed your mind positive thoughts. Read at least one motivational or inspirational book each month, e.g. “The road less traveled by M Scott Peck, or “The Alchemist” by Paulo Coelho, or watch movies such as “Pay It Forward” if you prefer, listen to CDs or tapes that provide a positive message by people such as Dwyer.

You might find it helpful to write down on small cards certain positive thoughts that you find especially encouraging. Carry one of these cards with you each day and read it several times during the day.

3. Change your vocabulary. In his bestseller, Awaken the Giant Within, Anthony Robbins tells how he was able to lower the intensity of his anger by changing the words he used to describe his emotional state. Instead of saying he was "angry and upset," he chose to say, "I feel myself getting a 'bit peeved'."

Robbins suggests that when someone asks how are you doing, instead of saying "all right," or “ok” say "superb", “fabulous”. Notice the words you habitually use and replace them with ones that empower you.

4. Make and keep a list of the positive things in your life. Although many people tend to keep a record of major events and accomplishments, it is also important to focus on everyday little things that bring you pleasure – sharing a cup of tea with a friend, listening to a favourite song or spending quiet time by yourself. Count your blessings.

5. Change your routine. Probably, the most common way to add variety to life is to take a vacation. You could also do Simpler things such as changing your normal route to work, who knows, you might see new and interesting things! Take up a new exercise programme, learn to dance!

6. Take time out for yourself on weekends. Keep in mind what psychiatrist and author, Theodore I. Rubin advocates: "A day devoted to ourselves - no strings attached - can be a wonderful morale booster. This is not selfishness; it is just good mental health."

7 steps you could use to achieve this goal of wellness and secondly, how to use positive attitude to improve positive self talk to support your overall well-being:

1. Be honest about how well you really are. Examine the various areas of your life realistically in terms of your physical, career, relationships, finances, spiritual, environment and emotional well-being. Identify the area(s) that need improvement. Set goals to achieve desired results one step at a time.

2. Assess your readiness for change and willingness to embrace it. Identify and write down the benefits of wellness to your life and your willingness to make the necessary changes. Remember: every move, forward or back, is part of the normal process of change. The Chinese proverb I mentioned earlier is something to remember in this case.

3. Identify and eliminate barriers and challenges that could impede your success. When we encounter barriers in our lives we tend to use negative self talk to make sense of the challenge posed by the barrier. We need to turn the negative self talk into a positive one.

For example,"I don't have enough time" can turn into "everything that needs to be done will get done". Learning to replace the negative messages with positive ones is a matter of establishing new habits. It takes time and practice.

4. Set clearly defined and measurable wellness goals. Create fun and interesting ways to fulfill your goals. For example, to be more physically active at work, you may want to take a two-minute walk every hour around your work environment. Break your goals down into small, incremental steps.

5. Create meaningful wellness priorities. Take a closer look at how you spend your time on an average day. Record your daily activity. Find opportunities for wellness activities you might not have known existed and incorporate them into your daily life. For example, instead of taking the elevator, use the stairs to burn more energy.

6. Challenge your wellness changes and strive to achieve even more. Make simple changes first and then take a look at the things that are harder and that will require the most change to achieve your desired results. Tackle them one at a time. As you succeed in your goals, you might be encouraged to establish more goals to achieve.

7. Make lasting changes to your lifestyle. Identify and celebrate your accomplishments. Reward yourself! Review your favorite activities. Try new activities to renew your motivation. You will need a positive attitude to achieve this lasting change.

Making a Good Staff into a Great Staff

Any staff can be a good staff, but it takes work to make a good staff into a great staff. One of the keys is for them to believe that they are a great staff. When I assumed my first principalship last year, I realized that one of my most important goals was to keep my staff motivated and enthusiastic. I never started a staff meeting without first saying "Good morning," and thanking them for being there. During the meeting, I always made a point of mentioning something positive about a staff member that had been brought to my attention by another staff member. In fact, the simple act of telling someone that they had done a good job in front of their peers, their students, or their students' parents turned out to be one of the primary means I used to keep my staff energized every day.

I made a point of trying to go into every class every day to see what was going on, to get to know students, and to see how my staff interacted with them. Teachers became comfortable knowing I was there to support them.

I learned that many people prefer to be recognized in writing, so I made a point of putting into writing my positive observations and words of encouragement. I also contacted the local newspapers and other media outlets to highlight staff accomplishments.

The message that I tried to convey to my staff was that I was going to be there for them, both on the good days and the not-so-good days. I tried to emphasize that we all have our ups and downs in life, but that they were all special to me. My job was to take care of them, and they would in turn take care of our students. That's why I've invested so much of my time and energy to become their number one cheerleader.

Patrick J. Bingham, Principal, David A. Harrison Elementary School, Disputanta, Virginia

Think Of A Number And Variations featuring Jam Jar Algebra

Effect
I ask everyone in the class to write down a number between 1 and 20.
Now double it.
Add fourteen. (Pause and recap)
Now divide your answer by two.
Do I know what your answer is? No? You’re right!
Finally take away your original number.
Put your hand up if your answer is seven!

Method
I write the instructions on the board, and Elise assures me that she can find a number which doesn’t work. I promise her a commendation if she can find one, but being the softie I am she gets one for trying at the end of the lesson anyway. Jordan and Romaine are impressed, so I ask them why it works. This is a bit tricky, so we try a simpler version:

Think of a number.
Add seven.
Take away your original number. The answer’s seven!

Vicky and Michelle are convinced that Sir has lost it big time by now. I offer to make it more complicated:

Think of a number.
Add seven.
Double it.
Divide by 2.
Take away your original number. Even this is too obvious!

I encourage the pupils to make up their own version.
Can they make one that always gives the answer 5?

Jam Jar Algebra
I take two identical jam jars and a pile of Multi-Link cubes for this demonstration.
We work through the original version of TOAN. The class agrees to start with 9.

I put 9 Multi-Link cubes inside one jar so that they can be seen clearly.
When I “double it” I simply produce a second jam jar and put 9 cubes in that too.
Two jars side by side. Fourteen extra cubes are placed on the desk in front of the jars.
Halving it is easy – I just create two piles with a jam jar and seven cubes in each pile. Finally I take the original jam jar away: 7 cubes left.
We try again with four in the jar, and the result is the same.

“Can you see why it always works?”
Elise, perhaps you would like to explain it to the class!


MANAGEMENT ISSUE
By: E'Mun Kwa

"HUMAN BUILD AN ORGANIZATION HIERARCHY AND ORGANIZATION BUILDING PEOPLE"

Different people may have different of an organization, therfore various people may have varies background to form an defenition of an objects. Such as: knowledge. experience, education, profession, behavior, perception, attitude and likewise form a unique norm and folkway towards an object and opinion.
According to Peter Drucker, 1959 author of a book known as, "Today Management". He claimed that management is a scientific study when analyzing human behavior in an organization but it's an art when implemented in the management practice such as motivation, leading adn influencing employee towards same direction with employee to success.
For me, an organization can be classified into 5 category known as 5 M. Perhaps, its might vary based on each industry and nature of the business form to conduct and operate. The 5 M represents a significant role and inter-relevant to build synergy management to function.
The chart below and justification is shown how the 5 M is represent an organization to perform and how they are inter-relevant from one other:

Organization
5 M and it's roles 1.Management
2.Marketing
3.Manpower
4.Machinery/Material
5.Monetary

1. Management
Basically, management is a leader to build the management style to form the behavior and practice in the organization. To make it short, their roles are planning, motivating and influenting, controlling and monitoring, communication, and delegation, analyzing, and budgeting, define the barrier of success and problem solving, definitely to obatin feedback and to reorganize the outcome.
The chart below is regarded as communication process adn vital to negotiation practice to understand the significant step and compromise it:

Physical noise, technology noise, emotional noise, psychological noise.

Noise is equal to barrier of communiation (communication process is belong to two-way of communication) Sender encode channel/mode of communication decode receiver (Oral, written & body language)

FEEDBACK POSITIVE
NEGATIVE

2. Marketing
The defenition of marketing is to analyze, anticipate and satisfy customer's needs and wants by providing product and services in return of income or profitability.
Whereas "Customer satisfication is our success" and build a relationship marketing in long run businesses.
The diagram below will shown the difference between sales and marketing orientation:
Sales:
Product, hard selling, income & close transaction
Versus
Marketing:
Customer, need & want, product offer & exchange system

Gain market share:
Marketing activities, Relationship marketing & After sale service
In today's business, there is a combination of the two orientation above. The sales orientation concerns a part of marketing oreintation which gives impact in transaction dealing whereas marketing is a whole processof know-how to operate in segmentation, targeting, positioning to gain customer volume and buying power to become quality customers.

3. Manpower
Its vital to understand the definition of "select the right people for a right job".
The content of manpower should regard their talent. skill and knowledge to match the job function and responsibility in order to perform effectively and efficiently.
Training and Development is most vital to support and advance an employee to perform and the greatest ingredient is MOTIVATION to move towards an objective. Motivation is a driving force to move or case an individual's goals and objectives.
According to Maslow's hierarchy need in 1963, every employee may vary on motivation depending on their needs and wants to move as follows.
MASSLOW'S HIRERARCHY OF NEEDS EVERY EMPLOYEE IS VARY OF NEEDS



4. Machinery & Material
Basically refers to machinery, tool, equipment, raw material and semi raw material to form a product and vary from industry and nature of business.
In 21st century business, the technology is vital to support transacrion such as satellite, fiber optic, telecomunication, special software and infrastructure to perform effectively and efficiency.
Effectively = To do right thing
Efficiency = Right thing to do

5. Monetary
There is input and output point of view in monetary system, where input is regarded as employer goals where the Account and Finance Department plays a vital role such as cash flow, liquidity, asset and liability, expenditure, gearing towards return on investment (ROI) and major account to ensure healthy financial management.
The output point of view is with regards to an offer of a career satisfication and employee loyalty in an organization as shown below.

Monetary
Based on job function & responsibility

Direct
Salary, Commission
Allowance, Overtime
Annual Increment
Bonus & cash reward
Pay leave & cash reward
Pay leave & medical leave
Insurance &saving
Incident claims

Indirect
Working environment, Careet satisfaction
Internal promotion & Motivation
Job enlargement & Entichment
Training & development
Annual & medical leave
Recognition & award
Convention & company trip

According to Tom Welch, 1997 in a book known as carrier development and claimed the job of success formula as below:

"if you are using the talent & skill you enjoy, if your values are being met, and feel as though you are making a differences: you will love your job".

A HillBilly was visiting the big and checked into a nice hotel downtown. At the desk, he signed his name with an X and started to walk away. Then he stopped, turned and put a circle around the X.
"Now, I've seen lots of people from the mountains sign with an X, " the clerk said. "But I've never seen one with a circle around it.Why did you do that?"
"You know how it is," the man replied. "When you're in a strange place, sometimes you don't want to use your real name."

A couple are debating whether computers are nale or female. "Definitely female, " said the husband. "You spend half of your salary the smallest mistakes are stored in their long-term memory for use at a later date." "No," said his wife, "They 're male. To get their attention you have to turn them on and as soon as you commit to one, you realise you could have got a much better model if only you'd waited a little longer." Gordon Rennie

One evening I drove my husband's car to the shopping mall. on my return, I noticed how dusty the outside of his car was and cleaned it up a bit. When I finally entered the house, I called out, "The woman who loves you the most in the world just cleaned your headlights and windshield." My husband looked up and said, "Mom's here?"

when my children Alejandro and Daniela, aged six and four, respectively, were invited to a birthday party, we told Alejandro to take good care of his sister. When they came home, we asked Daniela if he had done so. "Yes," she answered. "But I had to chase him all the time so that he would take care of me."

A friend of mine who was willed an expensive fur coat by a relative wore it proudly to curch. While there, one man asked her, "And what unfortunate creature had to die in order for you to wear that coat?" Glaring at him, she responded, "My aunt."

A youngster knocked on my door inquiring if I would like to renew my daily newspaper subscription. I told him no, explaining that I seldom had time to read the paper and that lately J'd taking it from the porch directly to the trash. He pondered this and then said with enthusiasm, "Why, I'll be happy to deliver it straight to the trash can for you!"

"So you want another day off," snorted the office manager to the clerk. "I'm anxious to hear what excuse you have this time. You've been off for your grandfather's funeral four time already." Replied the clerk, "Today my grandma is getting married again."

"Waiter," shouted the impatient diner, "do I have to sit here and starved all night?" "No, sir, we close at nine o'clock."