Semiotics of bad library collaboration (and Napoles)

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Being Chief of the Library Organization
11th Part of A Series, Second Year 2013 November

When tests show measures of an individual or a group’s central tendency from green to white, or vice versa (white to green), it is always bad mentoring. What about when it extremely becomes black or darkened at the end? White mentoring is pure and never mixes with green mentoring, and, very opposite, when there is presence of black shaded intentions in any amount.

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Semiotics of bad library collaboration (and Napoles)

  1. 1. 1 Semiotics of Bad Library Collaboration and Napoles Being Chief of the Library Organization 11th Part of A Series Second Year 2013 November By Roderick Baturi Ramos rom where else bad collaboration starts? It begins from bad mentoring of bad mentors. Take this example and imagine an acid test that has green to white tendency, or vice versa. When tests show measures of an individual or a group’s central tendency from green to white, or vice versa (white to green), it is always bad mentoring. What about when it extremely becomes black or darkened at the end? White mentoring is pure and never mixes with green mentoring, and, very opposite, when there is presence of black shaded intentions in any amount. Simply put this in terms of success and wealth in comparison to a library organization. Pork barrel queen Janet Napoles may have had partied all night long for ten years (acid test) with the richest and famous (super glam library building, faculty club, library organization), may have had become a celebrity herself (Being chief), may have had supported the chosen needy (favored, territorial, familial, whistleblowers), and, obviously, have had neglected the aggrieved (Filipinos), has wealth and success. They remain fruits of a very bad collaboration that may have had commenced from bad mentoring (PDAF) of bad mentors (cohorts). F
  2. 2. 2 Beware of bad librarian- mentors, too! Do you have a bad mentor? Is it hard to find a good adviser? Brown (2011) said that a leader must be honest, knowledgeable, and inspiring which are demonstrated by her mentors and she strives to embody. Being chief mentor is giving opportunities (inspiring) to everyone in the library organization to grow with no ingredients of any amount of hatred, greed and jealousy. Collaborating with fellow chiefs to plan, topple down and humiliate another chief or a subordinate- librarian is bad exercise of professionalism and personal virtues (evil use of knowledge). In university decision-making, corroborating with middle managers (VPs, HR, faculty rep), concocting and sending a bad image to executives (presidents, board) on purpose to get rid of a less-favored subject is bad administrator legacy (dishonesty, wrong moral transparency). Fyn (2013) mentioned that mentoring is an established practice beneficial to both individuals and the organization. Its usefulness and the transfer of knowledge within mentoring situations generate intentional narratives to promote or bar any person depending on group evaluators’ professionalism and personal virtues. The semiotics they create become highly regarded but not necessarily lawful, religious and utilitarian. To confirm and detect its authenticity is to apply testing procedure of the individuals or group’s central tendency from green (any color) to white, or vice versa (white to green to black).

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