Category Archives: Jobseekers

POP Principle

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All human beings have aspirations, hopes and dreams to become a breathtaking success. Yet most of us don’t achieve what we desire to. Majority of human beings live a life of mediocirty, way below their level of satisfaction. We often feel unhappy, dissatisfied, unfulfilled and even unaccomplished. If you want to produce a significant improvement in any area of your life, you got to bring POP Principle in action in your day to day living.

The POP Principle guides you to achieve success, prosperity, and a deeper sense of contentment in your life. It can bridge the difference between your aspirations and actions thus creates the life you truly desire and deserve.

What this ‘POP Principle’ is? Simple.

The P in POP Principle stands for ‘ Potential’

Every human being is born with some hidden potential which is unexplored, unidentified and unutilized. Each one of us has some unique secreted talents, capabilities and skills which are burried, unseen and concealed.

So the first step toward creating a great life is to explore, understand, and acknowedge your potential. The identification of your hidden potential gives people a sense of worth and ignites the desire to show the rest of the world how distinctive, unique and matchless they are.

It is the potential that if harnessed, turns ordinary human beings in to Imran Khan, Allama Iqbal, Abdusattar Edhi, Jahangir Khan, Moeen Akhtar, Dr. Abdul Qadeer, Aisam ul Haq and Abida Parveen. You will agree that these great legends have always had the potential to become great. And so did so many other human beings. So the question is why couldn’t they too become great?

The second P in ‘POP Principle’ stands for Possibilities

If we agree in the first place that each new born baby on the planet is manifesting in this world with some unique set of skills, abilities and potential; then we can comfortably say that some Possibilities exist for every human being to use that passion to desing an extraordinary life for them.

But the question is how do we narrow the gap between one’s ‘Potential’ and ‘Possibilities’?
If ‘Possibilities’ are unlimited, abundant and endless, then why a large majority of people is unable to transport their potential in to possibilities?

There seems to be a missing link that can connect potential with possibilities? The missing link is actually ‘O’

The O in ‘POP Principle’ stands for Opportunity

‘Why poeople don’t use their potential to realize possibilities?

I have asked this question many hundered times in my trainng sessions. Every time the answer is the same. By the way, before I share their response, what is your answer? What is stopping you from realizing the full potential of the possibilities waiting for you?
The answer is simple. The missing link is ‘ Opportunity’. People complain for lack of opportunities. ‘Yes I have the talent, give me an opportunity and watch me realizing possbilities’ is the usual stance.

After doing motivational and change management sessions with throusands of people, I have reached to one conclusion. We all are mostly in a ‘waiting’ mode’. We are waiting for the opportunites to come to us. Whereas the fact is that we have to make a move and attract opportuities.

The ‘Opportunity’ does come to each one of us. More than one time. But the trick is that the opporunity almost always comes in a disguised form. A bulk of people don’t recognize it, spot it, or identify it. The best we do is to expalin it as a problem. Yes, when stand face to face to a new opporunity, we see it as a problem, not as an opportunity. Since we all want to run away from problems, we avoid it. Avoiding the opporunity means, we miss it. And missing the opportunity means we will reamin whereever we are till the next opporunity comes up.

On the other hand, all capable, talented and high-potential people were able to decode the disguised opporunity and see it differnetely. Yes, initially it looked like a problem but they convereted it in to ‘challenge’ for themselves. Accepting challenge provided them the guts, courage and nerves to stand tall against all adverse situations. Yes, it was difficult for them to embrace pain and go away from the comfort trap but their ability to create a challenge from what others see as problem gave the fuel and energy to reach to the land of infinite ‘Possibilities’ .

Who can deny that Jahangir Khan has always had the potential to become the world’s greatest sportsman ever? but it is his ability to constantly challenge his circusmstances and see every problem as an opportunity to grow that made him one of the most admired legends in the sports history.

The fact is that you have an enormous potential to build a great future for yourself and your lvoed ones. Having that potential and even being able to correcty identify your potential is not enough. You need to devleop an eye to see the possibilities for you that no one else can see for you. By simply watching new possibilities from a distance is not sufficient either. You need to constantly narrow the gap between your potential and desired possibilities.

The only thing that narrows the gap is your knack of seeing problems as challenges. You know why? Because if you see opportunities as problems you will go defensive and employ escaping strategy. But when you see problems as challenges, you feel energized, enthused and stirred to overcome any obstacles between your dreams.

Remember, if you are committed to tap your untouched, unhunt, unexploited potential, jump at every possible disguised opportunities. Make a shift in your way of looking at things. God has sent you on this planet with a premium seed of greatness. Don’t waste it. Plant it. Cultivate it. Nurture it. Grow it. And then be ready to harvest the rewards of turning your hidden potential in to endless possibilities.

About Author

Qaiser Abbas, Author of best-selling book ‘Tick Tick Dollar’
Founder & Chief Inspiring Officer, Possibilities (Management Training & Consulting)

Qaiser is a best-selling author, motivational speaker, high-energy trainer and successful entrepreneur. He is a living example of overcoming adverse circumstances, breaking self-imposed limitations, challenging others’ negative assumptions about you, saying good-bye to the comfort trap, following your dreams, struggling hard in face of countless failures and eventually turning the dreams into reality.

The life Qaiser lives today was not possible in even his own wildest dreams.

Qaiser was raised in a family that lived way below the poverty line. His childhood was a picture of deprivation, scarcity, and deficiency. He lost his mother at the age of 7 and father at 21. Both died without having any ‘incurable’ disease. Both incidents marked the beginning of seemingly an endless ‘suffering’. His youth was a walking image of crushed self-esteem, stumpy self-confidence, negative self-image and a defeated personality. Yet his desire to do something valuable for his family kept him alive. He took up a range of rough jobs in hazardous, treacherous, and unsafe physical conditions to sustain him and continue his education.

Qaiser’s desire to create a successful and prosperous life for his loved ones collapsed and crashed innumerable times. He had to go through countless failures and setbacks before he started making tiny shifts in his thinking. In the next five years, he surprised himself and everyone around by crafting a life that he conduct even imagine only few years ago. Today, Qaiser facilitates motivational, team-building and coaching sessions with over 200 clients including fortune 500 companies like Unilever, P&G, Total, Coca Cola, Gillette, 3M, OMV and Reckitt-Benckiser.

Qaiser’s life changing motivational books, training programs, media appearances and success seminars have touched thousands of people in many parts of the world. His audience describe him as inspiring, impactful, direct-from-heart, and incredibly energetic.
Qaiser is also Founded Possibilities Foundation to share success with less fortunate segments of the society. The entire income generated through his books is dedicated to support the education of talented and deserving students. Qaiser is married and lives in Lahore, Pakistan.

Choose or be Chosen

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The Difference between Suzuki and Mercedez. Everyone with a reasonable saving can buy a Suzuki but very few can afford to buy Mercedez while having the want to HAVE it. That’s how Mercedez has positioned itself in the world of car market. Why is this so? Because Mercedez offers such features and qualities, in a four wheeler that makes it distinguished, celebrated and out of the ordinary. There is of course something “extra” in it that makes it extraordinary. There is something outstanding in it that no other auto manufacturer can even afford to offer. On the other hand Suzuki offers all the routine features and comes up to the expectations of anyone who wants a four wheeler carrying a small family and thus is affordable.

Now look at yourself and the features and qualities you have to offer. Are you a Mercedez or a Suzuki? Do you have just the necessary ingredients to carry on a routine office task or you offer something to your employer or in a larger sense to the world, which is extraordinary and none other has to offer. If you are a Suzuki than anyone can have you for a minimal price, but if you are a Mercedez only few will be able to afford you but everyone will want to HAVE you. The book Choose or be Chosen without degrading the worth of Suzuki, tries to motivate and provides you the practical tips to become a Mercedez and earn the right worth for yourself in the job market.

Over the years, during thousands of interview sessions, I came across candidates who could have earned a much respectable place for themselves but could not. This was merely because of their inability to create and present those unique features and qualities that they possess, during the interviews. Most of the interviewees come across to be desperate to just get the job, without knowing how badly that desperation damages not only that one chance to get hired but also their true worth. Over the years I have also came across comments from many about a popular word “SAFARISH” (nepotism). Candidates, young graduates and many worthy professionals also believe that without Safarish they cannot get a job.

My answer in this book is very simple. Safarish works because we do not understand the difference between DONKEYS and HORSES. Strange, but true. In a crowd of Donkeys if there is one Horse, it can easily be recognized. But if there are all Donkeys, the employers will be better off picking a donkey that has a cart (safarish) at the back. Hence it is your choice if you want to be a Donkey or a Horse. And trust me in the corporate sector and job market in Pakistan I have seen hardly any horse rejected, and if for some reasons a donkey gets selected, in the next three months either the donkey has to transform into a horse or it is replaced with a horse.

This book touches upon another myth, that is, the there are limited JOBS in the market, and not all can be accommodated in these limited jobs. Yes the jobs are limited, yet the WORK in Pakistan is not limited. Our youth and those who are in search of a JOB get desperate, burn their degrees, get frustrated and mourn the injustice, because they try to fit themselves in a lift, going at the top floor, that can only afford to carry limited people at a time. They do not take the pain to see the alternatives, the WORK opportunities and the abundance of extra features God has granted them. I could not have written the book and this brief had I not practically experienced all of the above myself.

As a fact of the matter when I wrote this book I was out of the JOB, searching for one and believed that world can deny me having a JOB but cannot stop me from WORK. By the grace of God, by having this belief, I not only got a job within two months but also continued to learn about the extra FEATURES God has granted me. Hope you will learn and earn a brilliant livelihood for yourself.

About Author:

Umer Raza is engaged with the Human Resource Profession for over a decade. He has a Master’s degree in Economics from Quaid-i-Azam University and has diploma in Freelance and Feature writing from London School of Journalism. He started his Professional career from a training and consultancy firm Ace Consulting Lahore. From Ace he started his training delivery and consulting career through his services to different client organizations. Then he moved to Manufacturing indsutry, as Deputy Manager HR in Crescent Bahuman Ltd, the biggest Levis Jeans Manufacturing facility in South East Asia. He has also served in the hospitality industry and worked for two of the large luxury hotels i.e. Faisalabad Serena Hotel and Islamabad Serena Hotel as Manager Human Resource. During his work expousre at the hospitality industry he had the opportunity to initiate the process of change through training and development. Currently he is associated with the Technology industry through Trans World Assocaites which is a subsidary of Orascom Telecom as Head of Human Resources.

Based on his practical HR experince of interviewing people, screening their resumes, and accepting or regreting them he co-authored a book titled “CHOOSE OR BE CHOSEN” which is for young graduates and the mid career professionals to prepare themselves in order to search and get a good career move. He also served as the Editor of the corproate Magazine “Ace Watch” that was based on the professional development of the young and middle managers.

He taught Human Resource Management as a visiting faculty member at University of Agriculture Faisalabad and University of Faisalabad. Besides, he has also delivered lectures to students on different motivational and professional topics at Fast University, Fatima Jinnah University, Iqra University, Rifah International University in Islamabad and at NUST Business School.

Having a passion to develop Human Recources and create change in our day to day work routine he uses his energies in creating and developing new initiatives for his staff and delivers training programs on different topics. His training programs are sumplemented by his practical exposure to the issues faced by Human Resources within the company and his insight into how to present practical solutions to such problems. These training programs are not only limited to learning and education but motivate and inspire to CHANGE.

Equal Employment Opportunity Laws in Pakistan

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Disclaimer: The below information is provided on good faith basis and should be taken as a basic guideline about the equal employment opportunity laws in Pakistan instead of any legal advice. 

Objectives Resolution 1949

The base for the equality of all citizens was provided in the Objectives Resolution which was passed by the Constituent Assembly of Pakistan in March, 1949. This resolution later became a substantive part of the Constitution of Pakistan. This Constituent Assembly framed a Constitution for the sovereign independent State of Pakistan;

  • Wherein the principles of democracy, freedom, equality, tolerance and social justice as enunciated by Islam shall be fully observed;
  • Wherein shall be guaranteed fundamental rights including equality of status, of opportunity and before law, social, economic and political justice, and freedom of thought, expression, belief, faith, worship and association, subject to law and public morality;

 1973 Constitution

 The laws related to the equal opportunity further improved in Constitution of 1973.

  • Article 11 of the Constitution prohibits all forms of slavery, forced labor and child labor.
  • Article 17 provides fundamental right to exercise the freedom of association and the right to form unions.
  • Article 18 says every citizen; subject to qualifications can enter a trade, business or profession of his/her choice.
  • The article 25 of the Constitution provides following guidelines for the equality of citizens:
  1. All citizens are equal before law and are entitled to equal protection of law.
  2. There shall be no discrimination on the basis of sex alone.
  3. Nothing in this Article shall prevent the State from making any special provision for the protection of women and children.
  • Article 26 says no person otherwise qualified can be discriminated against in the matter of employment on the basis of race, religion, caste, sex, residence or place of birth (Exceptions: specific services can be reserved for members of either sex if such posts/services require duties which cannot be adequately performed by the members of other sex, e.g. Lady Health Visitor)
  • The article 27 puts complete ban on discrimination on the basis of sex in appointment in “the service in Pakistan”, provided that the performance and functions of the job can be carried out by, and is deemed suitable for, both sexes.
  • Article 32 of the constitution says that special representation shall be given to women in local government institutions (i.e., local bodies).

Furthermore, article 34 states that “steps shall be taken to ensure full participation of women in all spheres of national life”

  • Article 37(e) makes provision for securing just and humane conditions of work, ensuring that children and women are not employed in vocations unsuited to their age or sex, and for maternity benefits for women in employment.
  • Article 38(a) of the constitution commits the State to secure the well-being of the people, irrespective of, inter-alia, their sex by raising their standard of living, by preventing the concentration of wealth and means of production and distribution in the hands of a few to the detriment of general interest and by ensuring equitable adjustment of rights between employers and employees, and landlords and tenants.

Labor Welfare Package 2000

Labor Welfare Package for Workers was announced by federal government on April 30, 2000 in which it was made obligatory for the employers to offer gender equality and affirmative action. This package enforces:

  • Equal remuneration for men and women for work of equal value through appropriate legislation.
  • Enhancement of maternity benefits for female mine workers.
  • Safeguards against sexual harassment through appropriate actions.
  • Recruitment of female labor inspectors for enforcement of labor laws on female workers.
  • Increase in percentage of reserved seats of workers and peasants at Union Councils, Tehsil Councils and District Councils in the Devolution of Power Plan.
  • Extension of coverage of laws to agriculture and other informal sectors of economy.

Labor Policy 2002

 The Federal Government introduced new labor policy in 2002, the key points of this labor policy are:

  • Empowering labor courts to order re-instatement of illegally dismissed workers or award reasonable compensation in lieu of re-instatement.
  • This policy also calls for extension and upgradation of vocational and industrial training programs to meet the changes of globalization and avoidance of redundancies. If implemented in true spirit, this is expected to be a right step towards affirmative action and equal employment opportunity.
  • Strengthening bilateralism with least legislative and state intervention. This is expected to result in good employer-employee relationship through the strategy of interdependence by employers and employees and their mutual trust.
  • New laws also promise protection of contractual labor by redefining temporary jobs in accordance with international standards.
  • The policy pledges equal opportunities for all and categorically bans child and bonded labor, and discrimination on the basis of gender, sex, race etc.

Support for Equal Pay

Ministry of Women’s Development has taken the following steps to advance the work for women as well as equal pay for work of equal value:

  • Increasing women’s capacity to earn by increasing women’s access to sources of livelihood, in particular, agriculture and livestock production and promoting equal employment opportunities that accommodate women-oriented work policies for paid work.
  • Improving facilities for the education, training and skills development for women, to enter and re-enter the labor force, including special arrangements, as specified in the draft Labor Policy for the female relatives of workers.
  • Ensuring appropriate legislation, including the following measures:

―      Giving effect to the ILO Convention 100 ratified by Pakistan in 2001 by enacting a law to ensure equal remuneration for men and women for work of equal value.

―      Undertaking measures to make work places conducive for women workers so they can work without fear of discrimination and harassment.

―      Enacting a law and guidelines to provide protection against sexual harassment at the workplace and relief/remedy in cases where it occurs.

  • Providing special courses for women in entrepreneurial skills to assist and engage them to establish their own small-scale enterprises.

Ratified International Instruments

The support for equal employment opportunities further improved when Pakistan signed the following international instruments:

  • ILO Discrimination (Employment and Occupation) Convention, 1958 (No. 111) (ratified on 24/1/1961)
  • ILO Equal Remuneration Convention, 1951 (No. 100) (ratified on 11/10/2001)
  • UN Convention on the Elimination of All Forms of Discrimination Against Women, 1979 (ratified on 12/3/1996)
  • ILO Vocational Rehabilitation and Employment (Disabled Persons) Convention, 1983 (No. 159) (ratified on 25/10/1994)
  • ILO Underground Work (Women) Convention, 1935 (No. 45) (ratified on 25/3/1938)
  • ILO Underground Work (Women) Convention, 1935 (No. 45) (ratified on 25/3/1938)
  • ILO Freedom of Association and Protection of the Right to Organize Convention, 1948 (No. 87) (ratified on 14/2/1951)
  • ILO Night Work (Women)(Revised) Convention, 1948; and Protocol, 1990 (No. 89) (ratified on 14/2/1951)
  • ILO Right to Organize and Collective Bargaining Convention, 1949 (No. 98) (ratified on 26/5/1952)
  • UN Convention on the Political Rights of Women, 1953 (ratified on 7/12/1954)

The other steps taken for the improvement of recruitment environment in Pakistan includes:

  • National Policy and Plan of Action for Elimination of Child Labor (2000)
  • National Policy and Plan of Action for the Abolition of Bonded Labor (2001)
  • Legislations about the provision of 2% quota for special (disabled) people in the employment in all departments, which was enacted by the Disabled Persons (Employment and Rehabilitation) Ordinance 1981.
  • Endorsement of ILO Conventions 100 and 182.

Comments

Though the legislation for Equal Employment Opportunities in Pakistan has significantly evolved with the passage of time but there is still a huge gap between its implementation. One of the main reasons for this implementation gap is the lack of awareness of these rights among the employees. You will hardly find employees suing employers for the misconduct or injustice during the employment selection process.

The article 25, 26, 27 completely bans the discrimination against in the matter of employment on the basis of race, religion, caste, sex, residence or place of birth. Though there is a portion of employers (mostly multinationals) who have adopted procedures to ensure equal opportunity to some extent but one can easily find the cases of gender biasness where women are not considered equally capable for a particular job. Similarly, minorities and protected group members often face difficulties in getting the jobs of their own choice.

However, Ministry of Women’s Development has taken several steps to advance the work for women as well as equal pay for work of equal value but there is a long way to go until these are actually implements.

To sum up, the government still needs to review whether the very basic right of equality promised in Objectives Resolution of March, 1949 are actually given to public or not.