Mary R.

A Human Resource Specialist, specially in Recruitment, Employee Relations, Training and Organizational Development. I have written several articles on various subject. I am a copywriter as well. I also write poems, articles, reports, and prose. I am a fast typist and can type more than 60wpm and so I accept captcha work entry, PDF to Word file, and other Data Entry. I have conducted several training in Behavioral Development, Personality Development, Time Management, Leadership Training, English Proficiency, and the likes. I have done academia-research work and found GAF as a better and wider source of freelance work. For a sample of my writing prowess, here's one article already posted on the internet. Sample Article posted at [login to view URL] Involvement by: Mary Rose Gob 27 August 2007 "To make them understand, get them involved." For the long years in the practice of my profession, I have often encountered these questions from different organizations where I have conducted trainings: How will you let your members be involved with the organization's goals and aspirations? It seems that employees just come and go. I don't know how I will be able to get their commitment and loyalty to the company. What is the best approach to make people stay? These and other questions focus on the same concern--INVOLVEMENT. In one of the KAPI Professionals' meetings, Bro. Daniel Razon mentioned that one way to make members understand about KAPI is TO GET THEM INVOLVED. Vice versa, to make people participate in the organization, we should help them understand what is the purpose of KAPI's existence is. If you want people to stay long and be involved in the company or organization, we have to consider the following: (1) In the recruitment of new members, identify the vacancies, the culture of the group and the skills required for a certain position. To find the right person for the right job, the interest of the applicant must be considered. His skills and goals must be aligned with the direction of the company and his personality or character must be in consonance with the culture of the company. (2) In the case of an organization, people join groups where they find persons of same interests, aspirations and where they think can achieve their personal goals. In the KAPI for example, its vision and mission of KAPI entail that the organization must always be ready to assist in the financial needs of the Members Church of God International (MCGI) in propagating the Words of God. Thus, this vision-mission must be made clear to KAPI aspirants before they join the organization through orientation. Everything must be known to them including the expectation from its members and what they would get from joining this group. So before a member commits himself to the aspiration of the organization, he would have known first what is required of him and where the organization will lead him. (3) In cases where members get in the organization without a clear view of the organization's profile, an extensive orientation could be an answer. An orientation is similar to leveling-off with its new members or participants. It is where the objectives of the organization, the mission of each member in relation to the mission-vision of the organization and the organization's approach in meeting its objectives are given. Also, policies are laid down and job description is given. This is similar to meeting eye-to-eye or to reach an understanding from both ends of the committing parties. The orientation is very significant as an employee's base or a member's foundation in the organization. A complete understanding of one's goal and direction shall set the momentum of each member. From there, he would then know what to do and where to go. AND TO SOLIDIFY their stay in the organization, the best teacher would be to make the members experience its aspirations. "The process of reaching out can be a slow one--you need to build relationships and trust before some folks will even come to a meeting." In a write-up about involvement, there are 6 Rs of Participation. These Rs represent the benefits people look for when joining a group that will outweigh the cost of joining. Meaning, these are possible reasons or motives why people join groups. All may not be present but a combination of two or more in our activities could help to make people get involved. These are 1) Recognition, 2) Respect, 3) Role, 4) Relationships, 5) Rewards, and 6) Results. We may consider these Rs to assess if it's present in our organization. Recognition. Members wanted to be recognized by their contributions to the organization. Knowing that they are given opportunities to be heard gives them satisfaction that their efforts are being valued by the organization. This gives value to their self worth as well. As Christians, we wanted to be recognized as members of the Church knowing that we indeed follow the teachings of Christ. We attribute our deeds or accomplishments to our Father who works on us all. Thus, our recognition is when we feel that He does work on us. Respect. We know that we are taught to respect all people. But not always do we get respect from our work place or community. As Kapians, we show our respect to our brethren by giving them a hand and welcoming them, whatever social strata they come from. Contrary to what many says KAPI is not an organization of the rich, because majority of its members are earning average income. That's why fish ball vendors and even widows had joined the group. Role. The reason why we entered a company or an organization is because we need to be needed. We want to belong to a group where our unique role and contribution can be appreciated. Thus, it is essential that we share roles across the entire group. KAPI's door is always open for an extra hand or shoulder to carry the load. We invite you, if you are not yet a member to hear how we need YOU to meet our goal. Relationships. A book describes a "group" as organized networks of relationship. People join groups for lots of reasons, including making new friends, broadening network or accomplishing something could not be done alone. KAPI acknowledges the value of relationship. That's why there are activities that enhance relationship among its members. And one of KAPI's core values, UNITY, epitomizes this. Rewards. Not everyone wants the same rewards but rewards come in many forms. Usually, it answers the questions "What's in it for me?" In KAPI, rewards can come as spiritual benefit or wealth in heaven. The belief that we will reap spiritual rewards is the best thing we can get by joining the group. Results. Results get people to participate in your group or activity. Making visible and easy activities a part of the group's action planning can go a long way to attracting and keeping people. KAPI makes sure that results of our efforts are transparent to its members. Transparency of records is part of its system. The best result that its members can get is learning that the combined effort of KAPI can produce tangible output. And the best output is helping our Presiding Ministers in their journey. People get involved because the objective of the organization is aligned with their personal objectives. To fully realize the purpose of KAPI, its members should immerse with its activities and feel the significance of its accomplishments in relation to the general direction of the Church. The goal of each one of us is to reach holiness to be able to enter the threshold of heaven. And that can be achieved if we ride the journey of KAPI. Let KAPI be our vehicle to reach our destination. (Reprinted from KAPI Magazine July 2007 edition) Words by Mary Rose Gob