Today, in some political hotspots of the world, we can still see some of them. But how about our work environment? Some work places have developed political hotspots of their own. Obviously, we cannot kill the oppositions off, but there are other subtle ways of eliminating them. In this article, I have listed down some ways managers can use to eliminating their oppositions legally. If you have more, please let me know.

It's a sad thing - an insecure manager will sometimes try to eliminate his/her staffs even though the latter can be very competent, talented or even loyal employees. It does not matter whether you are really against the manager; as long as the manager thinks you are, and then you are out.

Talking about losses for the company, this type of action can even reduce the competitiveness of a company, especially during times of manpower shortage. If you are in the Human Resources department, do take note! Are employees really your greatest assets?

An insecure manager's goal to eliminate all those who seem to have a different viewpoint from him (or her) depends a lot on his level of maturity. Surprising as it may seem, the age of a person does not indicate his level of maturity. In the book, "The 7 Habits of Highly Effective People", if the manager is still in the "dependent" level, he often blames people if anything goes wrong. On the other hand, the "independent" manager will often use languages that show that he does not need the employee. Words like, "I don't need you", "Take it or leave it", etc, shows a person to have acquired the independent level of maturity, but still has not reached the interdependent level.

Very often, it is difficult for an insecure manager to move from an "independent" to an "interdependent" level of maturity, because it involves personal character building and the ability to let go. That's where the problem starts. The manager feels insecure. Any opposition from his subordinates is deemed a threat to his authority.

What the insecure manager wants are the "yes-men" in his department. These people will never answer back or give any problems. They will spend their time busy producing piles and piles of reports that cleverly show the upbeat performances of the department while hiding the highly critical negative true situations. Nobody dares question the manager's authority even though sometimes these are flawed.

If you are an insecure manager, the correct thing to do is to work on being interdependent. However, if you are not ready yet, below are some manipulation techniques that are often used to eliminate your oppositions. All of them are based on creating difficult situations for the targeted employees so that they can leave on their own:

1. Using informers. In this method, the manager manipulates so that many other people will report the faults of the targeted person or his area of responsibility. Naturally, the victim will have to work extra harder to rectify the faults. (It does not matter whether other people have the same faults). The targeted person's subordinate can also be used as an informer. By listening to the informer, the manager makes it clear that the target is bypassed and sidestepped.

2. Adding job responsibilities. Here the manager heaps on duties that the victim is not familiar with. Because of this, the victim will have to spend a lot of time learning. At the same time, the manager will often breathe down the target's neck asking for results. Before he can produce the results, new assignments will be added in.

3. Using abusive languages. The manager uses abusive languages to criticize the employee. He may also subtly use psychology to brainwash the employee so that the latter will feel that he is doing a lousy job. The manager uses the power of auto-suggestion for this purpose by consistently repeating it many times.

4. Spreading false and damaging comments. The manager may pass the word around that the target is doing a bad job so that everybody will believe it to be so. He uses the power of advertisement, and hopes that the comments will spread by word of mouth to finally reach the victim.

5. Questioning down. The manager knows that with the limited time available for the target to do his work, he will not be able to have all the answers ready. So by questioning deep into the subject, the target will usually be left with more questions than answers. So he has to go back again to find out the answers, essentially piling up his workload. This is especially useful at closing time.

6. Assigning chores. In this method, the manager will immediately assign additional chores to the targeted person whenever he felt that there is opposition from the target. He wants to silent him and not gives him a chance to voice out his opinions.

7. Assigning anything. When the targeted person is quiet, this method will surely raise tempers and reactions. By assigning ridiculous assignments to the targeted person, the manager can show that he is totally in control and he can do whatever he likes with the target. The intention is to incite open opposition or even physical attacks that can be used as evidence later on.

8. Telling lies. By just telling lies or half-truths that other people has given some negative feedback or comments, the manager can create mistrust, raise tempers and cause disunity amongst the colleagues of the target. This can also be used to recruit more informers to go against the target. It is also very useful to bring the victim's morale down especially when it is difficult to verify the truth.

9. Hinting resignation. If the target still soldiers on after the above methods, without giving up, the manager might want to try dropping hints that he wants the target to resign.<
   Know When to Quit
   We are constantly bombarded with the "never give up" mentality. Every sponsor, coach, and mentor is quick to remind us that we can do it if we just keep trying.I'm sure you've heard the fable of the poor lad who dug for years without ever finding gold, then gave up and sold the mine to another prospector. The new miner picked up the digging where the previous owner left off, and promptly found his fortune in gold just a few feet beyond where his predecessor gave up.It's a nice analogy, and one that certainly has its place. But I don't believe this idealism applies to every situation.What abot the thousands of other miners out there who spent their entire life digging but never found a single nugget? Let's face it. Not every mine shaft, real or proverbial, is going to yield gold.Certainly, it takes time to see a profit from any venture, but how much time (and money) should we be willing to sacrifice? There is no easy answer to this question, and I think it's ultimately an individual decision.To put this little spill into
   epartment, do take note! Are employees really your greatest assets?

   An insecure manager's goal to eliminate all those who seem to have a different viewpoint from him (or her) depends a lot on his level of maturity. Surprising as it may seem, the age of a person does not indicate his level of maturity. In the book, "The 7 Habits of Highly Effective People", if the manager is still in the "dependent" level, he often blames people if anything goes wrong. On the other hand, the "independent" manager will often use languages that show that he does not need the employee. Words like, "I don't need you", "Take it or leave it", etc, shows a person to have acquired the independent level of maturity, but still has not reached the interdependent level.

   Very often, it is difficult for an insecure manager to move from an "independent" to an "interdependent" level of maturity, because it involves personal character building and the ability to let go. That's where the problem starts. The manager feels insecure. Any opposition from his subordinates is deemed a threat to his authority.

   What the insecure manager wants are the "yes-men" in his department. These people will never answer back or give any problems. They will spend their time busy producing piles and piles of reports that cleverly show the upbeat performances of the department while hiding the highly critical negative true situations. Nobody dares question the manager's authority even though sometimes these are flawed.

   If you are an insecure manager, the correct thing to do is to work on being interdependent. However, if you are not ready yet, below are some manipulation techniques that are often used to eliminate your oppositions. All of them are based on creating difficult situations for the targeted employees so that they can leave on their own:

   1. Using informers. In this method, the manager manipulates so that many other people will report the faults of the targeted person or his area of responsibility. Naturally, the victim will have to work extra harder to rectify the faults. (It does not matter whether other people have the same faults). The targeted person's subordinate can also be used as an informer. By listening to the informer, the manager makes it clear that the target is bypassed and sidestepped.

   2. Adding job responsibilities. Here the manager heaps on duties that the victim is not familiar with. Because of this, the victim will have to spend a lot of time learning. At the same time, the manager will often breathe down the target's neck asking for results. Before he can produce the results, new assignments will be added in.

   3. Using abusive languages. The manager uses abusive languages to criticize the employee. He may also subtly use psychology to brainwash the employee so that the latter will feel that he is doing a lousy job. The manager uses the power of auto-suggestion for this purpose by consistently repeating it many times.

   4. Spreading false and damaging comments. The manager may pass the word around that the target is doing a bad job so that everybody will believe it to be so. He uses the power of advertisement, and hopes that the comments will spread by word of mouth to finally reach the victim.

   5. Questioning down. The manager knows that with the limited time available for the target to do his work, he will not be able to have all the answers ready. So by questioning deep into the subject, the target will usually be left with more questions than answers. So he has to go back again to find out the answers, essentially piling up his workload. This is especially useful at closing time.

   6. Assigning chores. In this method, the manager will immediately assign additional chores to the targeted person whenever he felt that there is opposition from the target. He wants to silent him and not gives him a chance to voice out his opinions.

   7. Assigning anything. When the targeted person is quiet, this method will surely raise tempers and reactions. By assigning ridiculous assignments to the targeted person, the manager can show that he is totally in control and he can do whatever he likes with the target. The intention is to incite open opposition or even physical attacks that can be used as evidence later on.

   8. Telling lies. By just telling lies or half-truths that other people has given some negative feedback or comments, the manager can create mistrust, raise tempers and cause disunity amongst the colleagues of the target. This can also be used to recruit more informers to go against the target. It is also very useful to bring the victim's morale down especially when it is difficult to verify the truth.

   9. Hinting resignation. If the target still soldiers on after the above methods, without giving up, the manager might want to try dropping hints that he wants the target to resign.<
      Business Start Up Basics
      In the HBS Digest, we discussed getting a business up and running. We took a couple of steps a month and by the end of the year we had our grand opening for our business. In this article we will discuss nine succinct steps to put you on the path to success with your own business start up. First, you need to make up a plan and then pick out a couple of things to accomplish each month. Second, you need to  define your short term goals. Yes long term goals are important too, however, remember you want to do this in a years’ time so for now let’s break your goals down into things to do each week and by the end of each month. Also, when you accomplish your goals for the month, be sure to reward yourself with something you like to do. Shopping, movies, hiking, you name it, be sure to reward yourself.  Remember, however, as we discussed when setting up our mock business, you must be sure that your goals are realistic. If you take on too many things to do each month, you will overwhelm yourself, which will eventually lead tofailure. A great analogy here i
      hey will spend their time busy producing piles and piles of reports that cleverly show the upbeat performances of the department while hiding the highly critical negative true situations. Nobody dares question the manager's authority even though sometimes these are flawed.

      If you are an insecure manager, the correct thing to do is to work on being interdependent. However, if you are not ready yet, below are some manipulation techniques that are often used to eliminate your oppositions. All of them are based on creating difficult situations for the targeted employees so that they can leave on their own:

      1. Using informers. In this method, the manager manipulates so that many other people will report the faults of the targeted person or his area of responsibility. Naturally, the victim will have to work extra harder to rectify the faults. (It does not matter whether other people have the same faults). The targeted person's subordinate can also be used as an informer. By listening to the informer, the manager makes it clear that the target is bypassed and sidestepped.

      2. Adding job responsibilities. Here the manager heaps on duties that the victim is not familiar with. Because of this, the victim will have to spend a lot of time learning. At the same time, the manager will often breathe down the target's neck asking for results. Before he can produce the results, new assignments will be added in.

      3. Using abusive languages. The manager uses abusive languages to criticize the employee. He may also subtly use psychology to brainwash the employee so that the latter will feel that he is doing a lousy job. The manager uses the power of auto-suggestion for this purpose by consistently repeating it many times.

      4. Spreading false and damaging comments. The manager may pass the word around that the target is doing a bad job so that everybody will believe it to be so. He uses the power of advertisement, and hopes that the comments will spread by word of mouth to finally reach the victim.

      5. Questioning down. The manager knows that with the limited time available for the target to do his work, he will not be able to have all the answers ready. So by questioning deep into the subject, the target will usually be left with more questions than answers. So he has to go back again to find out the answers, essentially piling up his workload. This is especially useful at closing time.

      6. Assigning chores. In this method, the manager will immediately assign additional chores to the targeted person whenever he felt that there is opposition from the target. He wants to silent him and not gives him a chance to voice out his opinions.

      7. Assigning anything. When the targeted person is quiet, this method will surely raise tempers and reactions. By assigning ridiculous assignments to the targeted person, the manager can show that he is totally in control and he can do whatever he likes with the target. The intention is to incite open opposition or even physical attacks that can be used as evidence later on.

      8. Telling lies. By just telling lies or half-truths that other people has given some negative feedback or comments, the manager can create mistrust, raise tempers and cause disunity amongst the colleagues of the target. This can also be used to recruit more informers to go against the target. It is also very useful to bring the victim's morale down especially when it is difficult to verify the truth.

      9. Hinting resignation. If the target still soldiers on after the above methods, without giving up, the manager might want to try dropping hints that he wants the target to resign.<
         7 Questions You Must Answer Before You Pursue a Job
         The first two questions below are self-assessment questions that address your interests, motivations, and potential. The last five questions are company-specific and must be answered separately for each company you approach.What is your dream job?Whether or not you know the answer to this question, you owe it to yourself to talk with as many people in as many different careers as possible. If you can, focus on people who love their jobs. They can teach you the most about what to look for in a career because, in all likelihood, they didn’t start out in a job they love. They worked toward it. Find out what they learned along the way.Once you have a career in mind, do your best to learn not only what people enjoy about it, but also what frustrates them. Whatever you do, it’s important not to romanticize the career of choice. This way, you can minimize the impact of unpleasant surprises down the road.What attracts you to this career?Of all the questions people neglect to ask, this may be the most common. It’s not enough to s
         ictim will have to spend a lot of time learning. At the same time, the manager will often breathe down the target's neck asking for results. Before he can produce the results, new assignments will be added in.

      10. Using abusive languages. The manager uses abusive languages to criticize the employee. He may also subtly use psychology to brainwash the employee so that the latter will feel that he is doing a lousy job. The manager uses the power of auto-suggestion for this purpose by consistently repeating it many times.

      11. Spreading false and damaging comments. The manager may pass the word around that the target is doing a bad job so that everybody will believe it to be so. He uses the power of advertisement, and hopes that the comments will spread by word of mouth to finally reach the victim.

      12. Questioning down. The manager knows that with the limited time available for the target to do his work, he will not be able to have all the answers ready. So by questioning deep into the subject, the target will usually be left with more questions than answers. So he has to go back again to find out the answers, essentially piling up his workload. This is especially useful at closing time.

      13. Assigning chores. In this method, the manager will immediately assign additional chores to the targeted person whenever he felt that there is opposition from the target. He wants to silent him and not gives him a chance to voice out his opinions.

      14. Assigning anything. When the targeted person is quiet, this method will surely raise tempers and reactions. By assigning ridiculous assignments to the targeted person, the manager can show that he is totally in control and he can do whatever he likes with the target. The intention is to incite open opposition or even physical attacks that can be used as evidence later on.

      15. Telling lies. By just telling lies or half-truths that other people has given some negative feedback or comments, the manager can create mistrust, raise tempers and cause disunity amongst the colleagues of the target. This can also be used to recruit more informers to go against the target. It is also very useful to bring the victim's morale down especially when it is difficult to verify the truth.

      16. Hinting resignation. If the target still soldiers on after the above methods, without giving up, the manager might want to try dropping hints that he wants the target to resign.<
          Accounting And The Consignor
          In the dealer-agent relationship, the agent merely undertakes to sell the goods on behalf of the dealer at the best possible price. For these services, he receives compensation in the form of commission on the sales. Until the goods have been sold, they remain the property of the dealer and not of the agent. This means that the dealer is entitled to the proceeds from the sale of the goods dispatched, so the agent is obliged to pay the dealer the proceeds after deducting his commissions and expenses.Usually each consignment is identified separately, by the opening of an independent account for it and the profit (loss) per consignment is determined as soon as the result is known. Goods sent to a consignee remain the property of the consignor until sold and in the case of a perpetual accounting inventory system the consignment is journalised at cost.In the case of a periodic accounting inventory system, the purchases account will be credited. The consignment 'accounting account' has a twofold purpose: it serves as an inventory account for
          ssigning chores. In this method, the manager will immediately assign additional chores to the targeted person whenever he felt that there is opposition from the target. He wants to silent him and not gives him a chance to voice out his opinions.

      17. Assigning anything. When the targeted person is quiet, this method will surely raise tempers and reactions. By assigning ridiculous assignments to the targeted person, the manager can show that he is totally in control and he can do whatever he likes with the target. The intention is to incite open opposition or even physical attacks that can be used as evidence later on.

      18. Telling lies. By just telling lies or half-truths that other people has given some negative feedback or comments, the manager can create mistrust, raise tempers and cause disunity amongst the colleagues of the target. This can also be used to recruit more informers to go against the target. It is also very useful to bring the victim's morale down especially when it is difficult to verify the truth.

      19. Hinting resignation. If the target still soldiers on after the above methods, without giving up, the manager might want to try dropping hints that he wants the target to resign.

      20. Demanding a resignation. If the hint does not work, the manager might directly demand a resignation.

      21. Issuing show cause letters. If the target still does not resign after the above, then it calls for more drastic actions. The most convenient misbehavior charges that can be used are "insubordination" and "negligence". By issuing show cause letters, verbal warning, written warning letters and other documentation whenever the target does an action that can be interpreted as insubordination or negligence, the manager can gather all the evidences that can be used for a legal dismissal eventually.

      22. Domestic enquiry. Getting a domestic enquiry panel to judge the case often results in findings in favor of the manager. With all the evidences that show that the target has been misbehaving, the manager has grounds to terminate the targeted employee legally. It's easy for the manager because nobody will dare to become the victim's witnesses for fear of reprisals. Furthermore, the panel members can often be handpicked from the management inner circle.

      It is comparatively easy to mastermind incidents to make life difficult for any unfortunate victim so that it becomes unbearable. Usually the targeted person will resign on his own because there is hardly any future left for him in the company. The unfortunate person will have become a victim of manipulation.

      Is there justice for the victim? Unfortunately there is none! However there are numerous warnings from the bible.

      If you are that manager who feels so insecure that you want to adopt the above measures to get rid of your troublesome subordinate, think again. Eventually you will lose. Eventually, there will be some consequences that you will face. The evil that you do will catch up and come back to haunt you.

      In fact, after King Solomon's death, his kingdom was divided, which eventually led to more disasters. As the saying goes, "Do not consider anyone as blessed before his death, for only then he will be known." (Sirach 11:28)

      If you are at the top rungs of your company, you can do yourself a favor by removing all the insecure managers who are practicing these measures. They will certainly ruin you and your company.

      Better to listen to the opposition and know the real situations facing the company rather than to let all the good people move on to the competitors.