Crocodile Tears! Reply

Between Us Only!

 Crocodile Tears!

Crocodile tears (or superficial sympathy) are a false or insincere display of emotions such as a  hypocrite crying fake tears of grief. The expression comes from an ancient anecdote that  crocodiles weep in order to lure their prey, or that they cry for the victims they are eating!

One of the most famous children stories in East Africa in the Swahili language is titled Crocodile Tears! I forgot the name of the crocodile – but it happens in the Rufiji river in the south of the country of Tanzania – famous of the biggest crocodiles that you ever saw in your life! I think there are crocodiles and alligators of various kinds all  over the world – but the African one is surely the biggest – and most vile and fearsome too!

In that small island that we grew up as kids called Mafia – aka as Chole – we did not have crocodiles as far as I know –  though there were some small alligators and some big lizards too – and of the course the big pythons too that could stretch to even 12 feet and more. One of the most morbid lucid cases I ever saw in my life and I will never forget is to  see one of the missing local babies devoured in whole by this python – as the local women had a habit of leaving their babies on a mat whilst they farmed nearby.

Perhaps you are guessing and thinking  loudly that I am going to give you a folk story column today just on crocodiles  etc – rest assured that it will not be so – and those who know me well will vouch for me that I usually bring in  these examples just to make a point.

The idea of this topic got on to me after this incident a few days back with desolation and depression possibly setting in – and eating my dinner with the greatest of  sadness and unhappiness. The good wife was seen to mutter – what gives?– And with a tear or two leaving the face! Perhaps also too many beatings and bad news lately hitting me!

I was intrigued last week to find a peer columnist writing about ‘the stroke that  broke the camel’s back’ – and I thought to myself that there must be a message somewhere out there – but I could not  find any – tongue in cheek speaking!

Now coming to ‘crocodile tears’ the folk story really intrigued me. The elder storyteller was telling the children seated  near him why the crocodile cried – and usually after having eaten up its prey. It was also said that the crocodile started  shedding tears even as it moved to entrap its prey! So the story goes on – the crocodile narrates to itself loudly about how the struggling animal tries to get out of its entrapment – its futile struggles and fights – but the crocodile has always a stump ace card – it drags its victims to the under currents or bottom of the river in drowning it – before it  devours it! As the crocodile eats its prey, it recalls its prey struggles and fights for its life – and is crying profusely as it  devours its victim!

Crocodile tears (or superficial sympathy) are a false or insincere display of emotions such as a hypocrite crying fake tears of  grief . In some countries of the world, you can actually hire usually old women to cry the loudest in funerals – and they do it for the money only – simply and smugly put!

One prominent use of the expression is by  Shakespeare  in Othello Act IV, Scene i

O devil, devil! – If that the earth could teem with woman’s tears,
– Each drop she falls would prove a crocodile. – Out of my sight!

In real life, we meet so many of these characters who behind the scene have been largely instrumental in their devious and evil plans in planning, carrying out and executing your downfall and demise – but in front of you will pretend to be sincere, caring and feeling friends – concerned and caring about you – and ‘crocodile tearing’ you in the process. That is the depth of human deceit, betrayals and let-down – the decadence, malaise and the decay that go with it too!

All they do is fool themselves only at the most – because our Creator sees through them – and remembering the adage – what goes around; comes around! It is just a matter of time – and if not you then someone very close to you!

Take Care!

P.S. All my articles are now posted at my new website –

By Majid Al Suleimany

 June 9th 2011


Assertiveness At The Job Front! 2

At My Work Place!

Every Wednesday in The Oman Daily Observer Features Weekend

This Week Article – Assertiveness At The Job Front!

There is no ‘I’ in Hunter!

  • Are you capable of making tough job decisions? Remaining and being Assertive? Saying No Affirmatively? Stop being docile and weak?

One of the comedy series that I like to watch is ‘Mumbai Calling!’ There are others copying but none like this one! It is very funny and pokes fun at an Indian Calling Centre trying to serve its mainly non-Indian based customers (and those on visit to India) and the clash in culture, customs, habits, values and traditions. The ironical part is that they had brought over a British Lady in addition ‘to manage and look after things’ – though the Indian guy there is quite capable by himself to do so – though he too is British born!

Trust the British Lady Manager to find it ‘all wrong the polite and docile way’ they deal with their customers – that are mainly mean, patronizing, condescending and demeaning – and even aggressive and insulting.. The Call Centre is all locally staffed – and they stand all these whilst trying to remain cool, collected, nice and pleasing as Call Centres are supposed to.

I know this from personal experiences from my own daughter who used to come home crying everyday – but then the Centre is not in India and its customers are all mainly local – and they feel it all okay for personal affronts and taking out their frustrations and insults on a front line poor girl than directed at the establishment.

Anyway, the British Lady Manager is very disappointed that her Staff are not ‘assertive and affirmative’ enough in dealing with their customers – a perspective perhaps different if the Centre was at home and manned by their own peoples – this in itself is very insightful! So she calls a Staff Meeting to talk about Assertiveness – despite protestations from her deputies that think it was unneeded and was against the home culture.

She starts her lecture by saying that ‘she is a hunter, and she hunts her preys for food – and that in between the word of Assertiveness is the letter I (Me!). Forgetting that she is addressing Staff that are mainly vegetarian – and there is no hunting or meat in their diets. She tries to encourage in Play Act for one Staff to terminate another who comes from the same home town – and he breaks down that he cannot do it – and if he goes – he will go too. He tries on the boy (next story) to stand up to his Mother to say he does not like her food (a thing which is not on even at home – as a Mother is a Mother anywhere in the world)!

The meeting soon falls apart – where some are seen to be running out to vomit because they had just been made to behave and act differently – and also to have a change in their food diet! Then the talk moves to arranged marriages and her attempt mainly to push one of the young boys to stand up to his parents because he was being forced into an arranged marriage. That is where the boy standing up to his parents is all confused and lost – and is heard muttering that there is an I in Hunter (instead of Assertive) – and his Father corrects him that he is mistaken because there is no I in Hunter!

Live Example – I remember this too myself in the early 1980s in my last Oil Company where we had a similar Manager who had wanted us also Omanis to be more ‘assertive, affirmative – and less docile’ – his own words. So we went for the Lecture. What do we lose? Just to get two days off Office work – and where there are a lot of breaks – and coffee, tea and snacks served too – with a ‘free’ lunch on top!

The Lecturer started first by asking each one of us to stand up in the class and introduce ourselves – and also to add this part ‘Why do I think my boss sent me for this course?’.So when it came to my part and after having introduced myself I added – Frankly I do not know why my boss had sent me for this course. If I have anything on my mind, I talk to him frankly about it – and follow up by an Email write up. I stand my ground – and I let no one push me around – and especially if I know I am right, correct, professional and ethical – not only him as my boss but even his boss too. Then he asked me – Then why are you in this course? I said – Ask my boss, not me! He then told me I could go – but the girls in the class wanted me to stay – so you can make us laugh – they said to me in unison!

There is nothing wrong in being assertive especially at the work place – and learning to say No at the same time. Indeed we could do more with all these – it is the imposition and style being introduced that is all wrong! There is also this old adage – if there is a thing working for you – let it grow and prosper – and do not spoil things for yourself. Or the famous ones – Let sleeping dogs lie – or still – Never trouble ‘trouble’ till it troubles you!

Take Care!

By Majid Al Suleimany


Assertiveness – what is it?

Constantly feel like a doormat? Do your superiors make unreasonable demands that you just can’t say “no” to? Then it’s
time to get assertive.

 What is it?

Assertiveness is a way of expressing your thoughts, feelings, and beliefs in a direct, honest, and appropriate way. An assertive person effectively influences, listens, and negotiates so that others choose to cooperate willingly. It does not mean being aggressive, nor does it mean you will get your own way all the time. But it should help prevent you being burdened with other people’s problems and responsibilities.

Assert yourself

If you tend to panic, hide under your desk or fly off the handle at the first whiff of a problem, you probably need to take heed of these tips and assert yourself in the office.

  • Be clear about what you want to say: Make direct statements that take responsibility for what you say,
    i.e. use ‘I’ rather than ‘s/he’ or ‘everyone thinks.’
  • Get straight to the point: Don’t allow yourself to get sidetracked by colleagues or trying to
    soften the blow.
  • Be prepared to compromise: Remember that other people have rights too don’t become the office
  • Use suitable facial expressions: Maintain good eye contact and keep your voice firm but pleasant.
    By keeping calm and attentive you will make the other person more ready to
  • Listen: Let      people know you have heard what they said. This doesn’t mean you have to
    agree with them.
  • Ask for time to think, if necessary: There is nothing wrong with admitting that you need time to make a
  • Don’t apologise unless there is a good reason to do so: Don’t say ‘sorry’ merely because the other
    person is unlikely to be pleased with what you are saying. It is better to      give reasons rather than excuses for what you want to do.
  • Learn to say no to unreasonable requests: Use the word “no” and offer an explanation if you choose  to. Do not apologize and do not make up excuses. Paraphrase the other person’s point of view. This will let he/she know that you hear and understand the request.

Often you can get assertiveness training within the workplace or at a local evening class. Ask your boss or contact your local careers centre for more information

Developing an assertive style isn’t easy. Constant practice is necessary. The following eight steps should help, however.

Listen to yourself. Are you speaking in an assertive manner? Are you too passive or too aggressive?

Keep a record of your assertiveness. Record each day those situations in which you found yourself responding assertively, those in which you blew it, and those you avoided altogether so that you would not have to act assertively.

Reflect on a particular situation. Review how you handled a specific situation—for example, seeing an employee come in late after numerous warnings. Did you ignore the behavior once again, did you lose your temper, or did you
call the employee into your office and speak calmly to determine the cause of the tardiness?

Review your replies. Think about what you specifically said. While you might generally have communicated in an assertive manner, did you lose it during your conversation and slip briefly into a passive or aggressive style? If so, what
do you think prompted the lapse?

Consider alternative responses. Ask yourself how you could have handled the situation better. Could you have dealt with it more to your advantage?

Imagine yourself handling the situation in a new way. Try out new responses to situations. Be assertive, but be as natural as you can. At this point, it may be helpful to model yourself after someone who has handled a similar
situation well.

Do it. Be aware of the feedback you receive, both verbal and nonverbal. Did you accomplish your goals?

Be aware of feedback. Continue to adapt your behavior to achieve your desired interpersonal goals. Ask colleagues and peers, “How am I doing?”

The best managers are open and direct communicators, able to express their feelings, needs, and wants to others. Managers tend to get results when they unambiguously communicate their goals and objectives. Energy is often wasted
defending and attacking, when in reality, goal-oriented behavior usually works

Those who have this assertiveness knack are comfortable with themselves, and others are likely to be comfortable with them—at least, they aren’t likely to feel threatened by them. They won’t try put-downs, verbal attacks, or exploitation. Rather, they communicate in a straightforward manner. A healthy self- respect grows between assertive managers and their staff. Openness begets trust and builds confidence.


If you agree with praise, don’t be afraid to say so. “Thank you. I was pleased with the work myself.” If you don’t feel the praise was justified, don’t argue—just thank the person.

Make a refusal brief and clear but not abrupt. “I would rather not. . . .”

Don’t make excuses. They will just backfire on you. Besides, making excuses is non-assertive behavior.

Keep in mind that a request isn’t a command. If a request is being made, then you have the right to say no.

Life A Mess? Why Blame Your Job? Reply

Life A Mess? Why Blame Your Job?

By SiliconIndia,

Tuesday, 07 June 2011, 04:25 Hrs Bangalore:

When life is at a crossroad where the conflict between life and your job deepens, who do you blame for? When your options are shrunk to your job, your family and yourself; who do you blame the mess in life for? Most people blame their jobs first, family second and themselves last. According to a new study by Elizabeth M. Poposki, Ph.D., Assistant Professor of Psychology in the School of Science at Indiana University-Purdue University Indianapolis, revealed that sixty-four percent of those surveyed blamed their work first for the conflicts in life.

The study mainly focused on the individual incidents of work-family conflict and explored day-to-day experiences in attributing this type of blame. While twenty-two percent blamed only their family role, five percent blamed external factors other than work or family for the conflict, and only six percent blamed themselves for the conflict. However, interestingly there were no gender differences in how blame was assigned.

People who chose external sources as the reason for life conflicts rather than blaming the conflict on themselves are likely to suffer from anger and frustration following the conflict. The researcher feels that anger and frustration at work are closely related to many negative workplace outcomes and preventing those will greatly help both the employee and the employer.

The order in which events were scheduled plays a big role while it comes to the reactions to the work-family conflict as the second event, whether work or family related, was more likely to be blamed than the first. However, according to another survey by some psychologists at the Wright State University found that people who are unhappy with their life are unlikely to find satisfaction in their work.

There is a positive relationship between job satisfaction and life satisfaction and revealed that the two are closely linked. It’s said that nearly 90 percent of American mothers and 95 percent of American fathers report work-family conflict. Being at a crucial phase where the middle-class Indian families are given the freedom to dream big as the country is emerging itself to be a leader, family-work conflict is a big challenge to the smooth go.

The new age demands the educational and career aspirations of women while being introduced to the ‘dual-earning couple’ situation. This has resulted in radical changes in the Indian family environment where the normal function patter, activities, responsibilities and commitments have a different meaning.

So it’s high time that we seek options to tackle such conflicts so that a healthy work-life balance is maintained. Often we are faced with such tough situations where we wonder who do we blame it for. So, who do you blame? and if you say you can successfully prevent such a situation, how you manage your wok-life balance?

This Is Me! – Majid Al Suleimany! How To Order My Books! 1

Between Us Only! –

Majid Books –

See also here in Pages – How To Order My Books In Oman!

Between Us Only Theme 2!

Between Us Only Theme 3!

This is Me!

All My Five Books Images – Covers Front &


Double Click To Open File Above.

How To Order My Books – See Pages Here – or go to –

Re My Five Books – more at

My Previous Column Articles are at and respectively!

From June 2011 here only.

Visit my other main site for non-column articles, views etc at

Best Regards,

Majid Al Suleimany – Muscat – Oman OM.

Between Us Only! – The Schemers and The Plotters! 2

Plot Against Julius Caesar

Joining Hands

Between Us Only!

The Schemers and The Plotters!

For The Schemers, The Plotters, The Conspirators, The Connivers, The Old Guards, The Renegades, The Rogue Elements and The ‘Mafias’ – Time Is All Just Up Now! Change Now!

I was reading this letter sent in by can you imagine a well-intentioned sincere Western Expatriate to a local magazine (The Week) – and it really touched me that here was a really caring and feeling expatriate – who perhaps may even care more for the country than us some so-called citizens even! He was talking of bottlenecks – and where there was the greatest ‘challengers for change’ was in the middle levels and echelons – and these are the usual peoples that are supposed to implement the changes in society – but whether intentionally, by default and or inadvertently do not cause change to happen. He cautioned that this had lead and would lead to greater problems to the country. I salute you Mr. RR for being so bold and courageous – and coming forward to say your bit! We need more people like you in our country – who have seen a good thing going here – and want it to be protected – to let it grow and be nurtured too!

There are a lot of people in this country – and some even in positions of management, leadership and frontline positions and responsibilities that have still not realised that change has come – and they need to change too – reform and adopt but they still go on unimpeded as nothing has happened – and to their usual tricks, games and ploys. They are smart enough to cover their tracks by trying to use formality – delays and inadequacies and lack of talents and competencies as their main ruse and excuse. Seeing mountains from molehills and exaggerations of the worst kind too!

There is nothing like ‘rogue elements’ that work in the system – pretending to go along and be part and parcel of the system and change – whilst all the time plotting and scheming inside covered and well protected to work against all from the inside.

They may even throw in grand words, encouragement and compliments – but the reality and true actions and intentions betray them! Just like the traitor who wears the army uniform – and giving all the secrets to the facing enemy! Or a set-up force to fight drugs, money-laundering, other fraudulent crimes – whilst they are part and parcel of the opposing force and the system – or lend support and assistance from inside hidden and incognito! I have always warned and cautioned in all my books about such characters and personalities as the people who can do most harm, damages and calamities all around!

I do not personally believe in witch-hunting and head-hunts – but I think now the time for continuing to be docile, nice and pleasant are now all over – and time for exposures and putting a quick and rapid end to such schemes and plots – because of the damages already done and continued to be done!

It is a sickness and disease – and has to be taken out – before the whole body becomes more diseased and damaged!

JFK Kennedy had also said – You cannot fool all the people all the time!

Prince Talal (brother of late King Hussein of Jordan) in an interview with Sir Robert Frost on March 12 2011 said – We all have to put our words in action – and everyone is responsible for one’s own actions (and inactions). He added – There is a vacuum of hope now in the young 19 to 35 (in the Arab world) and many of them unemployed.

 There is also – The only thing necessary for the triumph of evil is for good men to do nothing – by Edmund Burke.

 Also similar – The world is a dangerous place not because of the people who are evil but because of the people who do not do anything about it – by Albert Einstein.

And from Thomas Jefferson ex USA President – All tyranny needs to gain a foothold is people of good conscience to remain silent.

And then from Ghandi – It has always been a mystery to me how men can feel themselves honoured by the humiliation of their fellow beings. And also – In prayer it is better to have a heart without words than words without a heart. And finally – You must not lose faith in humanity. Humanity is an ocean; if a few drops of the ocean are dirty; the ocean does not become dirty!

 Silence is a war crime – Arab Protestor placard.

We need to take proper action now before it is too late for everyone – and we allow such people to sink us all! Such people at whatever levels should be exposed and be removed – now! Take Care!

By Majid Al Suleimany

June 3rd 2011

At My Workplace! – A New Column – Added Job Responsibilities Versus Allowances! 1

The Oman Daily Observer
Features of Wednesday

June 1st 2011

 Link to My Website –

 Link to The Oman Daily Observer –

 For The Phone Browser – 

 A New Column – Every Wednesday!

 At My Workplace!

 Today’s Subject

 Added Job Responsibilities
Vis-à-vis Acting Allowances.

 When Are Acting Allowances Payable?


There are a lot of controversies of when one is entitled for Acting Allowances. For example your boss can ask you to be assigned additional responsibilities to the current one under your specified job contract and job description. In many cases we have all agreed to be given such additional responsibilities as and when the
Company feels fit – especially when you are in the Supervisory and above grades.
In some countries they call these positions as being ‘Non Union’ grades! As
such even if you are inclined and tempted, you have no other alternative except
to accept!

Such situations can be for a number of reasons – for example during peak business periods or when the company has to expand fast at short notices due to increased business volumes – or simply because a number of staff are sick, have left or and when a vacuum has been created! If one values one’s career and progression, it is best to accept these additional responsibilities – some may even be higher than your current job status and responsibilities.

It will be better to discuss and get agreement with your boss and Management how you will be handling these added responsibilities – especially if no additional
resources and support are forthcoming your way in these pursuits! Declining to
do the additional job and responsibilities may highlight you as not committed
to the establishment – and not a Team Player too!

It may also adversely affect your chances for further promotions and career progression if you do refuse to do so! What you may well ask yourself whether you could claim any financial benefits for these added responsibilities – and it may shock you even to find that in many cases it is not possible to get direct financial
awards – but more likely in non-financial benefits and awards – or perhaps lead
a bigger annual bonus than otherwise.

 However, for some levels of staff there could be direct financial rewards – and these are usually at below or at foreman level – depending from company to company – and as per their Company Policies and Procedures Manuals or Guides.

In my work experiences in Human Resources, I have found that such Acting Allowances in general are being paid as follows:-
The Acting period must not be less than two weeks in one continuous stretch.

  • Maximum period in many cases is three months continuous period as the norm.
  • In some companies it may stretch to even six months.
  • The rates also vary from company to company.
  • The Omani Labour Laws are being changed – but a rate is given currently for job rates and types of jobs.
  • Your Human Resources Department must show you the current rates as per existing laws.
  • Such Allowances are normally paid with your current salaries dates.

A personal advice is to get it in writing what your additional responsibilities are going to be – and your agreement and input on your part is – without having to say it – is essential for the successful completion of the additional tasks and responsibilities being assigned to you.

Live Example

 I had to handle a case when one Omani Staff was acting for a position for more than 9 months. The Company Policies stated the maximum period was only for three months – and in the Omani Labour laws is the same period classified as ‘probation period’ in a new job. Here the Company was more at fault than the Staff who was now refusing to continue to act for the job if no financial benefits were
forthcoming to him.

 If you have any queries or questions of any sort feel free to send me at or


By Majid Al Suleimany

 May 20th 2011

My Books Synopsis. Reply

My Books Synopsis

A – The Author

All About The Author – His Articles,
Writings and as an Author.

Majid Said Nasser Al Suleimany – is an Omani National Author of Five books – Two in Management – A Cry For Help! – and Psychology of Arab Management Thinking – Context and Perspectives – Arabian Management Series (for both the two books). He has also authored three books in addition – The Sequel – Between Us Only!, Short Takes – Between Us Only!- and Between Us Only in the book series.

Please see – and for full and more details of his books. A brief Synopsis is attached with this Post.

Majid is also a Columnist in Between Us Only! for The Oman Daily Observer now for the past eight years under a column of the same title.

By profession, though retired now, he was for 10 years as a Human Resources Expert, Consultant, Professional, Specialist and Advisor in many Companies in
Oman and UAE. He had worked for 25 years in all aspects of Human Resources, Management, Training and Development, Omanisation and Administration in PDO – Petroleum Development Oman.. He opted for Voluntary Early Retirement in June 1998.

Married with four children, he lives in Qorum Heights (PDO) Muscat in The Sultanate of Oman (GCC).

Please see his Websites and

A.01 – Background

In the 1970s, he was congratulated for his first National winning article, My Most
Vivid Dream
, by The Aga Khan in Tanzania.

His family returned to Oman in 1972 after The Accession of His Majesty Sultan
Qaboos bin Said. Majid then joined Petroleum Development Oman (PDO). He wrote
for PDO Al Fahal Magazine. Two articles, A New Outlook On Omanisation
and Stray Thoughts On Traffic, which were reproduced by The Times of
Oman – where he used to be a voluntary contributor.

He came to The Oman Daily Observer in 2002 – – as a weekly columnist writing Between Us Only!


A.02 – Books Published (Five5) –

  • February 2005 Between Us
    !  sponsored by MB Petroleum
    and PetroGas published by Al Nahda Printing Press in Oman.
  • November 2008 The Sequel
    – Between Us Only
    ! –  published
    by Trafford in Canada.
  • January 2009 Short Takes
    – Between Us Only
    ! published by BookSurge in the United States.
  • May 2009 Psychology of
    Arab Management Thinking – Context and Perspectives – Arabian Management
    , published by Trafford in Canada.
  • Book is sold out now in Oman
    and is under New Orders.
  • February 2010 A Cry      For Help! – Context and Perspectives – Arabian Management Series,
    published by Trafford in the United States.
  • The Book is registered in
    USA Copyrights.
  • Copy of the book is in USA
    Congress and Senate Libraries – including all Literary Centres in
    Government, NGOs and UN.
  • More information and details


All My Websites


My E-Mails


July 6, 2010


B.01 – The Two
Management Books

The books – especially the two Management ones – A Cry For Help! – and Psychology of Arab Management Thinking – both in Context and Perspectives – Arabian
Management Series – are unique books and written in a unique and special style.

The books are about the Author as a Human Resources and Management Professional and as a Human Resources Manager, Expert and Advisor –  and his experiences and exposures in his
various jobs in Human Resources and Management, with particular emphasis and
specialization under The Arab Managers. The books are soul searching, in deep
self-analysis and critical evaluation of one’s own people in the field.

The Author extols the culture and importance of work in his religion and the pitfalls and lacklustre attitude of some of the Managers in position about the Accountabilities,
Principles, Transparencies, Professionalism and Ethics of Management – and
vis-à-vis their roles, aspects and responsibilities.

Very candidly the Author admits that he has no intention to harm or penalize anyone but to speak about the realities in Arab Management with a focus, desire and objective to
learn, correct and remedy, if not for now, but surely for the future generations to come and for progress and prosperity. He sincerely hopes for development and improvement in the management sphere.

The Arab countries are far richer with abundant reserves and more importantly with a
healthy and young population. In spite of all these why do we lag behind others in many spheres? Is there anything wrong with the management? He says, “he is baffled and confused”. According to the author “it is not enough only to have your personal and job dedication and commitment – what is needed is complete abdication and surrender in commitment, dedication, loyalty, faithfulness etc to your work, job aspects, and responsibilities. Just your input is not enough, far more is required”.

“As Arabs, work is worshipped as if it is in praying. Arabs are also brought up to be polite,
courteous and decent (at least a majority of us). Abrupt, ugly, rudeness and distort are discouraged. Also it is not easy to say NO – as part of the culture, customs, traditions and heritage. So what went wrong here – especially in management circles? Why are we behind the rest of the world, despite all our riches and resources?”

The Gulf Cooperation Council countries are some of the richest ones in the world.
Despite the Middle East holding huge gas and oil reserves of the world, very little is known about the area, in particular about Arabian Management aspects.

The author has tried to be as frank, open, forthright, honest, sincere and genuine as he can. Not that he was ever known for pulling punches. Once again, he deals with office politics of the worst kind and if the title is any indication, the new book is bound to touch a few raw nerves.

“I am pained by the stereotyping that goes all time about Omani employees. One such perception among some expatriate managers is that Omanis are lazy”, he says. Majid Al Suleimany hastens to add that not all expatriate  managers are to blame. “Most of
them are impartial. But there is a tiny section that has a low opinion about local recruits. Though they are few in numbers, the damage they cause is tremendous!”

The ‘Cry’ for changes is not just aimed at the expatriate, but also at the Omani employee as well. “People here that are part of the workforce need to be more tolerant, patient and prove their capabilities and understand the other point of view. Many switch off instead of addressing a problem or a strained relationship with a manager and this only makes matters worse.”

When one Expatriate Manager leaves, he passes on the message to his successor that the locals are difficult to deal with. Those that actually work hard (and are loyal, dedicated and committed) suffer because of this wrong stereotyping and perception

What is worrisome is that the current generation is very intolerant and can be often rebellious. If we don’t address this, there will be dangerous consequences. The Omani employees’ lot hardly improves when they get an Omani Manager, who, according to Majid Al Suleimany, with exception of few cases – “shoots at his own troops!”

“When I studied the attitudes and behavior of the Omani manager vis-à-vis expat peers, I found out that he lags behind in his management capabilities. He ‘hates to rock the boat’ and allows the status quo when there is a problem. He finds it, generally speaking again, difficult to say No – as part of his customs, traditions and culture

The books are designed and focused for all the people to talk to each other across the borders and the boundaries – and to build up better relationships, harmony, rapport and
understandings – and with the aim of building and creativity – and to avoid costly mistakes, decision-making and errors in judgement and stereo typing etc – and in special regard to the Offices environments – and in special reference to local and expatriate relationships – and even between locals and the expatriates themselves too.

To bring back smiles, joy and laughter back once again especially to the Offices environments – instead of people switching off and going to work like dummies and zombies. We have all heard of Human Resources as being one of the most important resources in an establishment – and that a happy and motivated worker is more committed – and delivers more.

Here is an Author who calls a spade a spade and faces issues head-on – and without hiding any dirt under the carpet so to speak – and has spared no one – including himself too!

The Psychology of Arab Management Thinking Book has a separate segment that deals with His Majesty Speeches and Interviews – and articles in his praise. Examples
– The Peace Prize To His Majesty; Great Statesmanship – The Royal Pardon; Heritage With Modernisation; Role of Omani Workforce Interview; and also covered others in below in B.02 – Between Us Only series books! There is one chapter dedicated to Late His Highness Sheikh Zayed Al Nahyan of UAE in fond remembrances – Let Us Not Forget Sheikh Zayed of UAE (PBUH)..

– Between Us Only! Books Series

In the Between Us Only books series – The Original Book One – The Sequel –
Between Us Only! and Short Takes – Between Us Only! The Author has covered many
issues that others are afraid and scared to talk about in social, economic, family and domestic and other issues – and coming out from his column of now at eight years titled similar in The Oman Daily Observer. He offers solutions that people have not even thought about – and in his simplistic way of analyzing situations and coming to workable and possible solutions.

The Author is a well-read, witty and prolific writer who often makes you laugh and sit up and think on ordinary but often neglected and not so cared matters in the society. He also writes about social evils prevalent in the society with a funny touch and lashes it with heavy blows. This unique style and way we rarely find in other writers. His prose is simple and clear and elegant His style of writing is ‘straight from the heart’ and as if speaking to you directly, using personal experiences and examples as a characteristic of his writing style.

Amongst his famous widely acclaimed read articles are – Burning Homes; Advice To A New CEO; The Land Rover Story; The Power Of The Media; The Humane Face Amongst War; Are You Afraid?; What Is Happening To Us Now; Keeping Up With The Changes; How Much
Dowry For Your Daughter?; Do Not Worry – Be Happy; There Is No Urgency; Learning To Say No; Soul-Searching and Self-Analysis; No Money No Honey; Decision Making; Tragic Love Story; Why We Lie and Cheat; Why Are We So Bad?; Increasing Alcoholism Syndrome, Rebelling Teenagers, Marriages Break-ups and Divorces, Moving (Copycat) To The Bad Things, Lack of Ethics, Principles and Professionalism and How To Apply For A Job – varied articles for different tastes and likes – covering almost everyone – from the Student to The CEO – from the child to grandparents!

“Between us Only series ” is a sincere attempt by a simple human being who cherishes his culture and traditions, and wanted it to be preserved for the coming generations.

It is a labour of love with keen observation of the society in the 21st century Arab world in
particular. It also carries warnings, resentments, and fears and advises for all.