Got a long rest in our house in Bulacan. I started to gather all my notes and fix all the clutters in my room. I learned to be silent but not at peace at all. I guess there is a difference between the two. But I thank God reading my His words made me alive! I started to pick up the missing pieces of life in two days. I feel secure in His presence. I thank Him. I thank God for the family. I thank God for he is setting me FREE.
I finished the book of John and I got insight from the book.
I am almost there.. waiting for the 196 Days to pass. Faithfully Waiting. Faithfully Praying.
50 of 196 Days
August 9, 2010
Monday, August 9, 2010
Friday, August 6, 2010
Hierarchy of Needs – Abraham Maslow
One model of motivation that has gained a lot of attention, but not complete acceptance, has been put forward by Abraham Maslow. Maslow’s theory argues that individuals are motivated to satisfy a number of different kinds of needs, some of which are more powerful than others (or to use the psychological jargon, are more prepotent than others). The term prepotency refers to the idea that some needs are felt as being more pressing than others. Maslow argues that until these most pressing needs are satisfied, other needs have little effect on an individual’s behaviour. In other words, we satisfy the most prepotent needs first and then progress to the less pressing ones. As one need becomes satisfied, and therefore less important to us, other needs loom up and become motivators of our behaviour.
Maslow represents this prepotency of needs as a hierarchy. The most prepotent needs are shown at the bottom of the ladder, with prepotency decreasing as one progresses upwards.
SELF-ACTUALISATION – reaching your maximum potential, doing you own best thing
ESTEEM – respect from others, self-respect, recognition
BELONGING – affiliation, acceptance, being part of something
SAFETY – physical safety, psychological security
PHYSIOLOGICAL – hunger, thirst, sex, rest
47 of 196 Days
August 6, 2010
Thursday, August 5, 2010
Behaviorism
I started to refresh my mind in theory of motivation. I will start with topic Behaviorism originated by Pavlov, BF Skinner and John Watson.
Behaviorism
Summary: Behaviorism is a worldview that operates on a principle of “stimulus-response.” All behavior caused by external stimuli (operant conditioning). All behavior can be explained without the need to consider internal mental states or consciousness.
Originators and important contributors: John B. Watson, Ivan Pavlov, B.F. Skinner, E. L. Thorndike (connectionism), Bandura, Tolman (moving toward cognitivism)
Keywords: Classical conditioning (Pavlov), Operant conditioning (Skinner), Stimulus-response (S-R)
Behaviorism is a worldview that assumes a learner is essentially passive, responding to environmental stimuli. The learner starts off as a clean slate (i.e. tabula rasa) and behavior is shaped through positive reinforcement or negative reinforcement. Both positive reinforcement and negative reinforcement increase the probability that the antecedent behavior will happen again. In contrast, punishment (both positive and negative) decreases the likelihood that the antecedent behavior will happen again. Positive indicates the application of a stimulus; Negative indicates the withholding of a stimulus. Learning is therefore defined as a change in behavior in the learner. Lots of (early) behaviorist work was done with animals (e.g. Pavlov’s dogs) and generalized to humans.
Behaviorism
Summary: Behaviorism is a worldview that operates on a principle of “stimulus-response.” All behavior caused by external stimuli (operant conditioning). All behavior can be explained without the need to consider internal mental states or consciousness.
Originators and important contributors: John B. Watson, Ivan Pavlov, B.F. Skinner, E. L. Thorndike (connectionism), Bandura, Tolman (moving toward cognitivism)
Keywords: Classical conditioning (Pavlov), Operant conditioning (Skinner), Stimulus-response (S-R)
Behaviorism is a worldview that assumes a learner is essentially passive, responding to environmental stimuli. The learner starts off as a clean slate (i.e. tabula rasa) and behavior is shaped through positive reinforcement or negative reinforcement. Both positive reinforcement and negative reinforcement increase the probability that the antecedent behavior will happen again. In contrast, punishment (both positive and negative) decreases the likelihood that the antecedent behavior will happen again. Positive indicates the application of a stimulus; Negative indicates the withholding of a stimulus. Learning is therefore defined as a change in behavior in the learner. Lots of (early) behaviorist work was done with animals (e.g. Pavlov’s dogs) and generalized to humans.
Wednesday, August 4, 2010
Untold Days
4 untold days but not forgotten.
I made a personal write ups in my notebook for the past four days. I know that I long to post it here but I think I will reveal much of myself. I guess this is the time to thank the Savior and Lord who made several victories in my life. I believe that He is putting me into greater heights and surrounded me with great people.
45 of 196 Days
August 4, 2010
I made a personal write ups in my notebook for the past four days. I know that I long to post it here but I think I will reveal much of myself. I guess this is the time to thank the Savior and Lord who made several victories in my life. I believe that He is putting me into greater heights and surrounded me with great people.
45 of 196 Days
August 4, 2010
Friday, July 30, 2010
Friday, July 30
I am checking emails for the applicants applying for Quality Assurance Analyst Position. Sometimes, I am having difficulty of getting applicants deemed for the position because I have to know the technical skills, knowledge, competencies. Since, I have been working this for almost 5 years Recruitment Process Outsourcing may help me to pick up right applicants for the position.
Listening to Instrumental songs.
40 of 196 Days
July 30, 2010
Listening to Instrumental songs.
40 of 196 Days
July 30, 2010
Thursday, July 29, 2010
Information Overload.
Everyday, I am reading, writing and thinking stuffs. I know that I am not a fan soft opera, drama, cartoons, noontime shows in the television but I am more likely fascinated with reading soft copy of articles that pertains to my likes. Uh well, I know that each moment of my life I am reading.. my eyes and mind are loaded with images, letters, videos. Thank God for the computer and Internet.
I am trying to update my blogsite and deleting some social networking sites that I think wouldn't help me much.
Now, I am meditating this verse : "For the revelation awaits an appointed time; it speaks of the end and will not prove false. Though it linger, wait for it; it will certainly come and will not delay." Habakkuk 2:3
39 of 196 Days
July 29, 2010
Everyday, I am reading, writing and thinking stuffs. I know that I am not a fan soft opera, drama, cartoons, noontime shows in the television but I am more likely fascinated with reading soft copy of articles that pertains to my likes. Uh well, I know that each moment of my life I am reading.. my eyes and mind are loaded with images, letters, videos. Thank God for the computer and Internet.
I am trying to update my blogsite and deleting some social networking sites that I think wouldn't help me much.
Now, I am meditating this verse : "For the revelation awaits an appointed time; it speaks of the end and will not prove false. Though it linger, wait for it; it will certainly come and will not delay." Habakkuk 2:3
39 of 196 Days
July 29, 2010
Wednesday, July 28, 2010
Applying Social Media to Harness Collective Intelligence
I want to attend HR and Training Congress on August 26-27 sponsored by HR Philippines. I really wanted to get knowledge
This an article I got from HR groups.
Applying Social Media to Harness Collective Intelligence
by Sumeet Anand and Nafay Kumail
Social media technologies are pervasive today, and not just because of their novel and innovative nature or because they are some transient fad. Their dominance can be attributed to the inherent human desire to interact, share and learn about and from each other. But why is it then that so many companies are blocking their workforces from social networking sites? And why do people prefer to interact on external social sites rather than their companies' internal social platforms?
The Dilemma
Today, companies are faced with a great dilemma: Should they allow their employees to engage in social networking at the cost of productivity? Is blocking people from collaborating socially going to hinder the learning process? And since companies can't always keep track of all employees while they are engaged in social networking, isn't there a risk of employees sharing things that are not in the interest of the company?
The dilemma on the people side is no less grave. People, especially the young workforce entering the marketplace, love to connect using tools they have grown up with, and they feel lost without them. Members of the older generation also have jumped on the bandwagon because they know that the Web and social networks are where the action is. It is not surprising that the overwhelming majority of the workforce wants companies to have a social media organism.
What approach is best for an organization: allow people to use external social networks or have an intranet-based enterprise social platform of their own?
Acknowledge the Change
The situation demands a solution that suits all stakeholders. Companies and institutions should first accept the reality as it exists. It will be difficult to overlook the changes that are happening in the world. Remember that in the beginning, even e-mail was provided to a limited set of people by organizations due to the same fears that companies have today about social networking.
Companies should start exploring the possibility of turning social networking activities into a competitive advantage by ensuring that their employees' social interactions are meaningful and intelligent. The collective intelligence paradigm should be used to its maximum. This ensures meaningful interaction among users of social media by providing them with a platform where they can interact, share and solve business problems when they confront them by learning from each other.
It's Only Natural
Learning is social in nature and is a function of collective communication. Organizations can use the power of social media to foster this culture of learning from each other. It is not always necessary to take a course in order to learn. If companies provide a platform and a framework around social computing tools for their people to meaningfully interact and collectively learn, this will become an extremely useful exercise for both businesses and employees. Companies want employees to become more efficient at what they do, and employees consider growth in learning to be the second most important reason to stick with a job or a company. Both ends can be met via social networking.
The following are key steps in doing so:
a) Identify the knowledge domain and key stakeholders.
b) Allow selective access to external social networks that add value to the business.
c) Have an internal enterprise 2.0 platform that focuses on harnessing the collective intelligence of key stakeholders in the company's knowledge domain - i.e., employees, customers, partners, and virtual and part-time associates.
d) Look at securely enabling an inside-out connection through your internal social platform.
What's needed is intelligent application of Web 2.0 or social computing features and tools that can help companies and individuals build and sustain knowledge without expending the kind of money and resources previously required for this purpose. What's also needed is a solution that helps professionals adopt peer networking tools and a technology that helps them improve their knowledge and discover new applications at the same time. Social computing offers a great platform for the expression, organization and discovery of meaningful information. The solution should thus help companies and individuals reduce learning cost and get the desired benefit without going through the archaic models of knowledge management and corporate training.
Thus, by turning the focus of social networking toward collective intelligence, companies will not only save on overall training costs by a huge margin, they will end up with a much larger value from the investment in people development. A collective intelligence solution also helps create a corporate institutional memory, which is a critical need in the wake of changing business priorities and employee attrition.
[About the Authors: Sumeet Anand is founder and CEO of social networking software builder Kreeo. Nafay Kumail is co-founder of Kreeo and co-author of E-Learning: An Expression of the Knowledge Economy.]
38 of 196 Days
July 28, 2010
This an article I got from HR groups.
Applying Social Media to Harness Collective Intelligence
by Sumeet Anand and Nafay Kumail
Social media technologies are pervasive today, and not just because of their novel and innovative nature or because they are some transient fad. Their dominance can be attributed to the inherent human desire to interact, share and learn about and from each other. But why is it then that so many companies are blocking their workforces from social networking sites? And why do people prefer to interact on external social sites rather than their companies' internal social platforms?
The Dilemma
Today, companies are faced with a great dilemma: Should they allow their employees to engage in social networking at the cost of productivity? Is blocking people from collaborating socially going to hinder the learning process? And since companies can't always keep track of all employees while they are engaged in social networking, isn't there a risk of employees sharing things that are not in the interest of the company?
The dilemma on the people side is no less grave. People, especially the young workforce entering the marketplace, love to connect using tools they have grown up with, and they feel lost without them. Members of the older generation also have jumped on the bandwagon because they know that the Web and social networks are where the action is. It is not surprising that the overwhelming majority of the workforce wants companies to have a social media organism.
What approach is best for an organization: allow people to use external social networks or have an intranet-based enterprise social platform of their own?
Acknowledge the Change
The situation demands a solution that suits all stakeholders. Companies and institutions should first accept the reality as it exists. It will be difficult to overlook the changes that are happening in the world. Remember that in the beginning, even e-mail was provided to a limited set of people by organizations due to the same fears that companies have today about social networking.
Companies should start exploring the possibility of turning social networking activities into a competitive advantage by ensuring that their employees' social interactions are meaningful and intelligent. The collective intelligence paradigm should be used to its maximum. This ensures meaningful interaction among users of social media by providing them with a platform where they can interact, share and solve business problems when they confront them by learning from each other.
It's Only Natural
Learning is social in nature and is a function of collective communication. Organizations can use the power of social media to foster this culture of learning from each other. It is not always necessary to take a course in order to learn. If companies provide a platform and a framework around social computing tools for their people to meaningfully interact and collectively learn, this will become an extremely useful exercise for both businesses and employees. Companies want employees to become more efficient at what they do, and employees consider growth in learning to be the second most important reason to stick with a job or a company. Both ends can be met via social networking.
The following are key steps in doing so:
a) Identify the knowledge domain and key stakeholders.
b) Allow selective access to external social networks that add value to the business.
c) Have an internal enterprise 2.0 platform that focuses on harnessing the collective intelligence of key stakeholders in the company's knowledge domain - i.e., employees, customers, partners, and virtual and part-time associates.
d) Look at securely enabling an inside-out connection through your internal social platform.
What's needed is intelligent application of Web 2.0 or social computing features and tools that can help companies and individuals build and sustain knowledge without expending the kind of money and resources previously required for this purpose. What's also needed is a solution that helps professionals adopt peer networking tools and a technology that helps them improve their knowledge and discover new applications at the same time. Social computing offers a great platform for the expression, organization and discovery of meaningful information. The solution should thus help companies and individuals reduce learning cost and get the desired benefit without going through the archaic models of knowledge management and corporate training.
Thus, by turning the focus of social networking toward collective intelligence, companies will not only save on overall training costs by a huge margin, they will end up with a much larger value from the investment in people development. A collective intelligence solution also helps create a corporate institutional memory, which is a critical need in the wake of changing business priorities and employee attrition.
[About the Authors: Sumeet Anand is founder and CEO of social networking software builder Kreeo. Nafay Kumail is co-founder of Kreeo and co-author of E-Learning: An Expression of the Knowledge Economy.]
38 of 196 Days
July 28, 2010
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