When Your Employees' Transgressions Become Your Own

By Desiree Yang

A company’s employees are a reflection of management and their unique brand of leadership – they are essentially the management’s responsibility. Hence, when an employee makes a mistake, a portion of the blame will always land squarely on the shoulders of management no matter the nature or severity of the blunder. And since it is near impossible for managers to be aware of every single thing that goes on in their department – especially if it is a large one – it is indeed a bitter pill to swallow when they find themselves having to answer for their employees’ missteps. Fortunately, there are practical steps that managers can take to tackle such sticky situations. (Read More Here!)

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Effective Man-Management in the Office

By: Gerald Goh

In the workplace, you may need to manage of a team of co-workers temporarily or on a permanent basis. Regardless of whether they’re your subordinates or of roughly equal rank, effectively leading and supervising an office team is often fraught with potential pitfalls, especially when considering the team’s diverse personalities and conflicting egos.

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Book review: Body Language & Productive Workplaces

By Melainne Chiew

So I judged another book by its cover.

It was exactly the sort of book I would pass over at the library or the bookstore, not that I would have ever noticed its unimpressionable blue paperback and simple red lettering, sandwiched between other books; at first sight it looked like one of the free self-help books people thrust into your hands as you made your way through the subway.

Still, it was the book my fingers started to gravitate towards almost immediately, as my editor cheerfully piled onto my mounting work load; I remembered thinking, “What an unattractive looking book, but I still want to know," almost unnecessary considering how highly I regarded my own expertise on body language. While I was never always observant, I began to pick up on the little signals people gave out and I trusted that mine was accurate.

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A Handy Guide To The Gods Of Management

By Winifred Tan

How would you describe your current workplace?

Is it a young, vibrant environment bubbling with creative ideas and employee-led initiatives? Is everyone’s opinion heard and taken into account? Do you work independently, in small project groups, or in an organization so extensive you bump into new faces every day?

Or is your environment growing stale, entrenched in an ever-growing set of Standard Operating Procedures that read longer than the Constitution of India (which is 450 articles and 120,000 words long and has the distinction of being the longest Constitution in the world)? Are proposals for change frequently turned down by The Boss on advice of his Old Boys’ Club, to which only his closest confidants are granted entry?

Understanding your workplace culture is important because it gives you a useful framework to guide your code of conduct. Workplace culture defines what’s important, what’s expected, what’s accepted, what’s preferred, what’s rewarded, what’s frowned upon, and what’s taboo within the organization – these are answers you won’t find in the official contract or employee handbook.

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PR practitioners are unhappiest S’pore workers: JobsCentral Survey

By Juliet Soh

Public relations professionals are found to be the unhappiest workers in Singapore for two years in a row, according to an annual survey by JobsCentral, one of Singapore's leading job portals.

A total of 2,385 respondents took the 2011 JobsCentral Work Happiness Indicator Survey, which was conducted online from August to September this year. This survey has been conducted every year since 2009.

PR professionals scored 53.5 in the JobsCentral Work Happiness Indicator this year and 50.4 last year, also the lowest score in 2010.

The top 5 job functions with the unhappiest workers in Singapore are:

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