Sa kahong aking tangan-tangan, na tila isang bayan na aking pasan-pasan. Sa araw-araw ng aking buhay, tila isang tinik na itinatarak sa aking lalamunan. Sa araw-araw na pasakit at paghihigpit sa aking kalayaan, ako ay nagtanong, “nararapat bang ikahon ang aking isipan at kalayaan?”. Marapat nga ba kayang sundin ang patakaran na kayo lamang ang may kagustuhan?
Ngayon, sa aking paglakad sa gitna ng kawalan, katulad ng paghanap sa katarungan na aking inaaasam. Isang katarungan para sa mga nawalan, para sa mga namatayan at para sa mga pinaglamayan. Pagsikil sa ating katarungan, ay tila isang pagsikil sa aking kamalayan.
Mga walang muwang na pinatay, mga taong isinilid sa kahon ni kamatayan. Mga politiko, mga istudyante, mga komentarista, mga mamamahayag at mga aktibista. Ngayon ay nakahandusay ang katawan habang natatakpan ng dyaryong hubad ang laman.
Walang saysay na kamatayan, walang saysay ang pinaglaban, nauwi lamang sa kamatayan.
Mananatili ba tayong bulag, pipi at bingi sa ating kapaligiran? Mananatili na lang ba tayo sa katahimikan? At hahayaan na lang ba natin na tayo’y ginagawang api-apihan? Tulad ng mga manggagawang nagpapakasakit sa ibang bayan para lamang sa ating inang bayan.
Photo by: Cristo Bugarin X-Abeleda
Concept by: robertalmario
Most of us do want to change such people. But how can we motivate them to chance without injecting guilt feeling or manipulating? How can one be a helping, inspiring leader and still leave people comfortable? These are not easy question; you are a motivator when you find goals that will be a good for both sides, and then weld together a high-achieving, high-morale partnership to achieve them.
How can we explain this? We can understand some of it by looking at the importance of self-image when leaders utter the first message during the group, "everyone should do this” and we will be habitual to the leaders in several other circumstances. We turn now to one of the most difficult areas in which to find the proper balance when deciding which tools to use for motivation- The question of guilt, extreme view exist on this matter, the position of that guilt is never valid. Let's examine position of guilt…
It is all too easy for the leaders to use guilt excessively. In the short run it is both easy and effective. It is important to know the legitimate guilt which follows from knowledge that we have done wrong and which leads to correcting our course. So we can as ourselves, am I showing displeasure just to challenge the members to realized, or is this a genuine emotion to reflect in motivating us by guilt feeling or conscience? The relationship become anxious, fearful, disturbed and manipulated, when we teach our people that leader's feeling are the most important reason for action. Instead our aim should be teach them that there are certain laws of right and wrong in this world and they ought to make choices carefully, considering the results and we will try to avoid the mourn. The proper way to use guilt motivation is not easy question for any of us who are dealing with people. What is the proper balance between negative and positive support? For now, let us agree that praising and positive motivations are inspiring; in the long run what we are aiming is to use guilt feeling with high values rather than fear to obey.
But in this scenario we have many reasons to defend our leadership especially we know where to stand. The leaders reflect on their background, experiences and expertise in dealing people to certify the capabilities. And now we are on different emotions. I am not there as reformer, but as one helping them in their plan of self improvement. But other said "you are manipulator when you try to persuade people to do something that are not in their best interest but are in yours to satisfy if they improve through action, expression and more qualification in able to evaluate individually. And they began to view themselves differently. They were observing their own behavior just as everyone else would, and they saw themselves as person concerned about improvements.
Leaders are less free to let people set their own objectives, and if our members have other suggestions, additions and comment for the plans, our first response is to tell them they'll have to subordinate and submissive them. Being a member we really understand and accept with all our heart.
There is no room to feel hurt if we serve as a leader. If somebody is reactant and confessing negatively about the situation, we need to ignore that feeling of discomfort, trying to clear out from our mind not to distress our heart. Difficult people making us weaker even as them get stronger and more difficult. What he do or say is not important but big impact in us, if you find that you constantly feel drained, challenged, determine or simply irritable around someone. Well, that is a difficult person. They are often such strong personalities that they control us whether they are present or not. We put a lot of energy, confident for what he is and fantasizing about improvement by the system imposing.
Difficult people behave the way they do, because it meets their needs. They have very little motivation to change but expressively to accept advice and correction by inert manner. If you try to fix someone who is not fixable, it drains your energy. Since there is no way to stay away from difficult people entirely to minimize the damage before your wear yourself out with your effort to help realizing them.
Difficult person come in all style, which one is pushing your buttons? These are an extremely aggressive person who rolls over everyone who gets in their ways. Their goals are all that matters; they see life as a power struggle. The strategy is don't engage them, people like this, are always in a tag-of-war with other, but if you won't pick up the other end of the rope, you are not affected.
Difficult person always claim to know the right answer, but usually he don't have a clue, absolutely reactant when someone disagree or makes a mistake.
Written By: Elmo Sadiang-Abay
RSS Feed