ENJOY LIFE

Such a really bad day. Sales were going smooth but not in everything personal. I realize something really bad coming which I being so exhausted and anxious towards February. What should I do to over come all this drama.

The brand is so great but why not the company? They always cannot deal good with staffs don't mention people who're working in office hours do you really know how a retail feel towards all these days? People with authorities, power and wealthy which blinded your sympathy and toleration. Who worked in retails we're all son of Adam, daughter of Eve and children of God. Do you know the exactly problems are always come from the above with bad management? shouldn't you protect and guide your soldiers over the true war in the battlefield? We fight for your victory your empire!? Thats how you gonna repay your soldiers?

Logically:

A.The month of festive people take leaves for celebration so?

Logically your boutique will need more staff than usual days.

Logically you need to arrange good enough staff to cover the others who're taking festive.

Logically you trying to say being fair to others for who cover up during their festive couldn't take ours?

Logically coincidences can't be avoid

B. Transfering staff to other boutique without staff on festive

Logically for the boutique who're going for festive definitely shorthanded

Logically you shouldn't EVEN DO THAT! STUPID! Then others have to BEING STUCK with your SILLY MANAGEMENT! AND WORK OVERTIME!

Logically you insist to transfer you SHOULD TRANSFER AFTER THE FESTIVE PERIOD!

C. Phone bills staff who're the one who pay?

Logically you own more than a MILLION a year YOU WANT US PAY FOR THE PHONE BILLS!?

Logically you wanna avoid staff making calls in the boutique you SHOULDN'T EVEN CONNECT THE LINE! DISCONNECT IT STUPID! OR LOCK IT!

Logically you SHOULDN'T EVEN CUT BUDGET IN PHONE BILLS! BUT FIRED WHO ALWAYS DIDN'T NOTHING IN YOUR OFFICE!

Logically this is the first time I ever heard staffs needed to pay for the phone bills THROUGH MY ENTIRE RETAIL EXPERIENCE

Logically you're telling me you worked in Coach at US thats what you manage to learn from the advance? Just a trash from you.

Really sucks man! What can I really comment?...the company, managers are SUCKS! I guess you pay over for your cert with no effort but with your silly odd fucking mind. Don't act like you're SO professional you're just a snail with the broken shell and for those who only know how to STICK and make your boss happy a.k.a (POLISH)? You're SUCKS TOO! YOU JUST WANNA GET A PROMOTION AND CREDIT! I guess thats how you got your current position. Working under your irrelevant! irrational! management you're WORST! You should go work and gain more retail experience before YOUR REALLY DESERVE TO BE A REAL MANAGER!

DON'T ACT LIKE YOU'RE PERFECT AND SO PROUD OF YOURSELF!

YOUR WORK SUCKS! YOUR MANAGEMENT SUCKS!

BECAUSE OF YOUR ALL MY ACCOUNTS ARE FREEZED! AND GROUNDED FOR FEBRUARY! ON FESTIVE MONTH!? YOU SHIT!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

The world’s second-largest sex survey of men who have sex with men, focusing mainly on men in East and Southeast Asia, has found that 46% of those who had anal intercourse reported inconsistent condom use with casual partners, and higher levels of unprotected sex with regular partners.

The (Fridae.com 2009 MSM Sex) survey has produced findings across a wide range of indicators that are remarkably similar to the world’s largest survey of gay men's sexual behaviour, the UK's annual Gay Men’s Sex Survey (GMSS) conducted by Sigma Research.

The 2009 survey was answered by nearly 8000 gay men. Twenty per cent of respondents were from the three non-Asian countries of the USA, Australia and the UK, and this may have influenced some results such as the HIV testing figures.

A quarter were from Singapore, where Fridae is based, 13% from Malaysia, 8% from Hong Kong and 6% from mainland China, six per cent from Thailand and about 3% each from Indonesia, the Philippines and Taiwan. There were also significant proportions from Japan, South Korea and Vietnam.

Findings that significantly differed from those of the UK GMSS included:

• A higher proportion of men had ever taken an HIV test than in the UK (74%, versus 65% in the GMSS), though slightly fewer had tested in the last twelve months (51% versus 54%);

• Five per cent who had tested and 3.7% of the whole group knew they had HIV, compared with 11.6% of testers and 9.8% of the whole group in the UK survey;

• A lower proportion had high numbers of partners than in the UK (13% had had more than ten partners in the last year, compared with 19.5% with more than twelve partners in the last GMSS);

• A higher proportion met partners on the internet and fewer in bars and clubs than in the UK, though the proportion meeting partners in saunas was identical.

Apart from these findings, the findings of the Asian and the UK surveys are remarkably similar.

This therefore understates the proportion of anal sex that was unprotected. In the full findings:

• Fifty-eight per cent of men had had a regular partner and 62% had had casual sex;

• Seventy-nine per cent of those with regular partners and 72% of those with casual partners had had anal sex;

• Fifty-three per cent of those who had regular partners and 33% of those with casual partners had not consistently used condoms;

• Sixty-seven per cent of those who had anal sex with regular partners, and 46% of those who had anal sex with casual partners, had not consistently used condoms.

For comparison, in the last GMSS, 53% of those who had had receptive anal sex and 52% who had had insertive anal sex had not always used a condom in the last year.

The age profile of the respondents was very similar to the GMSS, with a median age of 33 (34 in GMSS). This was an educated and well-travelled group, with two-thirds having had university education (61% in GMSS) and 64% of them having travelled out of their country of residence in the last year.

Eighty-two per cent identified as gay (86% in GMSS) and 15% as bisexual (8.5% in GMSS), with 7% reporting sex with a woman in the last year, the same proportion as in GMSS. Five point five per cent were married to a woman (in the GMSS 4.3% were married or in a primary relationship with a woman). Three quarters said they were comfortable with their sexuality, and about a third appeared socially isolated, saying they had “few or no” gay friends.

As noted above, the proportion having a large number of partners (over 10) was lower and the proportion who had been sexually abstinent was higher than in the GMSS (13% having had no sex with men versus 7% in GMSS).

Forty-five per cent of men were in a committed relationship (48% in GMSS) and 42% only had sex with their regular partner.

The internet was the most common way for men to meet each other: 72% had met someone through the internet in the last year (62% in the last GMSS, whose data was collected in 2007), 38% at saunas (the same as GMSS) and 28% in a club (52% in the GMSS at a “bar, pub or club”).

As indicated above, 5% of those tested for HIV tested positive. Of these 62% were taking antiretroviral medication and 51% had an undetectable viral load. HIV status made no difference to relationship status, with the same proportion reporting a regular partner; 70% of partners were not HIV positive themselves.

Although two-thirds agreed that “the best time to talk about HIV is before sex” only 20% had actually discussed HIV status before sex: this compares with 40% ‘sometimes’ and 10-20% ‘always’ doing so in the GMSS.

The last section of the survey asked about HIV stigma. Nearly 40% of respondents knew someone with HIV and 14% had had sex with someone they knew had HIV. Three-quarters of respondents said they would befriend someone with HIV but only 60% would share food with them and 30% would have sex with them (these results included the HIV positive respondents).

reported,

To view or download the 2009 MSM Sex Survey report (in PDF), click onto www.msmsexsurvey.com.

With so few jobs currently available and so many people currently hoping to fill those jobs, standing out in an interview is of utmost importance. While jobs themselves are scarce, job advice is overly abundant. And with an influx of information comes an influx of confusion. What career counsel do you take, and what do you ignore?

There are a number of common misconceptions related to interview best practices, experts say. Kera Greene of the Career Counselors Consortium and executive coach Barbara Frankel offer tips below that can help you stand out from other interview subjects, avoid frequent pitfalls, and secure the job.

Myth #1: Be prepared with a list of questions to ask at the close of the interview.

There is some truth in this common piece of advice: You should always be prepared, and that usually includes developing questions related to the job. The myth here is that you must wait until it is "your turn" to speak.

By waiting until the interviewer asks you if you have any questions, "it becomes an interrogation instead of a conversation," says Greene.

Greene recommends that you think of an interview as a sales call. You are the product and you are selling yourself to the employer. "You can't be passive in a sales call or you aren't going to sell your product."

Frankel mimics Greene's comments. "It's a two-way street," she says. "I recommend asking a follow-up question at the tail end of your responses."

For example, Frankel says, if the interviewer says, "Tell me about yourself," you first respond to that question and complete your response with a question like, "Can you tell me more about the position?" The interview should be a dialogue.

Myth #2: Do not show weakness in an interview.

The reality is that it is OK to have flaws. In fact, almost every interviewer will ask you to name one. Typically job seekers are told to either avoid this question by providing a "good flaw." One such "good flaw" which is often recommends is: "I am too committed to my work." But, these kinds of responses will only hurt you.

"Every recruiter can see through that," Greene says of faux flaws.

Recruiters conduct interviews all day, every day. They've seen it all and can see through candidates who dodge questions. "They prefer to hire someone who is honest than someone who is obviously lying," Greene says.

And for those of you who claim to be flaw-free, think again. "Everybody has weaknesses," Frankel states. But one is enough. According to Frankel, supply your interviewer with one genuine flaw, explain how you are working to correct it, and then move on to a new question.

Myth #3: Be sure to point out all of your strengths and skills to the employer.

Of course, you want the interviewer to know why you are a valuable candidate, but a laundry list of your skills isn't going to win you any points. Inevitably, in an interview, you will be asked about your skills. What can go wrong in this scenario?

"You don't want to list a litany of strengths," Frankel says.

"What is typical is that they will say: 'I'm a good communicator,' 'I have excellent interpersonal skills,' 'I am responsible,'" Greene explains. "You have to give accomplishments. I need to know what did you accomplish when using these skills."

Frankel recommends doing a little groundwork before your interview so that you are best equipped to answer this question. She tells her clients to find out what the prospective job role consists of. "What makes an interview powerful is to give an example related to their particular needs or challenges that you have demonstrated in the past."

Provide three strengths, with examples. You will get much further with a handful of real strengths than with an unconvincing list of traits.

Myth #4: Let the employer know your salary expectations.

One of the trickiest questions to answer in an interview relates to salary. Money talk can be uncomfortable, but it doesn't have to be. The fact is you don't even have to answer when asked about desired salary.

According to the book "Acing the Interview: How to Ask and Answer the Questions That Will Get You The Job!" a perfect response would be: "I want to earn a salary that is commensurate with the contributions I can make. I am confident I can make a substantial contribution at your firm. What does your firm plan to pay for this position?"

Greene suggests a similar response: "I prefer to discuss the compensation package after you've decided that I'm the best candidate and we can sit down and negotiate the package."

Myth #5: The employer determines whether or not you get the job.

While yes, the employer must be the one to offer you the position, interviewees have more control than they often realize. According to both Greene and Frankel, candidates have a larger say in the final hiring decision than they think.

"They should call the interviewer or hiring manager and say: 'I'd really like to be part of the company,'" says Greene. "It can't hurt you. It can only help."

"Acing the Interview" encourages all candidates to conclude their interviews with one question: "'Based on our interview, do you have any concerns about my ability to do the job?' -- If the answer is yes, ask the interviewer to be explicit. Deal forthrightly with each concern."

Look at the shattered world of humanity had does.

At Friday prayers at two main mosques in down town Kuala Lumpur, young worshippers carried banners and gave fiery speeches, vowing to defend Islam."We will not allow the word Allah to be inscribed in your churches," one speaker shouted into a loudspeaker at the Kampung Bahru mosque. About 50 other people carried posters reading "Heresy arises from words wrongly used" and "Allah is only for us."

God's home? How irrelevant act could be? Whats so called civilization? Who love us all this time? each and everyone of us? Our saviour? WHY WHY WHY *soul crying*

How should I response? Please low down your self-esteem, your egoist...May we knee down and pray for our peoples and God always with all of us guide and shine us to his path. Pray for our sins pray for our nations.

I LOVE GOD, I LOVE YOU JESUS. WE ALL LOVE YOU.


Tears,
Johnny

Diva's so expensive!

*Pif~~~~~~~~~*


Regards,
Johnny

Tension more and more in the boutique not about the brand but about the management why I'm always unlucky to be with insecurity management some more culture. They're just racist, everyone are selfish never opens and think more than just HERE and NOW. Wish to describe and express it out more. But it just couldn't why now? and why this? I don't wanna split it out in front of them during briefing which they're not really listening otherwise? You've to face their facial distinctive. I just wanna *puke* whats wrong with counting 45minutes earlier before closing? every other luxury brand doing so thats why it called LUXURY!? What for you wanna repeat the inventory totals again instead of trace it individually? Total can just give an amount of quantity by 1 why not going for 2 by styles? We can sees the exactly probs through the remarks why still doing it? Kept asking me any ques? PLEASE I don't wanna repeat it again. I'm so sick. Like they're going to listen? they'll just bump you thousand of excuses to shut you up. THEY ARE WRONG IN THIS WAY!

I'm so tired and fed up seing what they're doing...which will never be improve. Disappointment and leave to CK instead.


Disappoint,
Johnny