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PEOPLE’S PLATFORM THE different types of Omani folklore for various occasions is beautifully exhibited in the ongoing Muscat Festival. Some of the most famous and popular folklore are Al Taymoona, Al Wayilia, Al Sanawa, Al Tanjeela, Al Zaffa, Al Shubaniya, Al Tanboura, Al Rabouba, Al Sirwan, Al Hamboura, Al Sha’abaniyya, Al a’yalla, Al Razfa Al Badwiya, Al Bara’a, Al Wahbiya, Taqroud Al Boosh and Al M’ghaydha. Al Razha is a dance performed by men only, by throwing swords high in the air. Al Hoboot is a famous dance in Dhofar Governorate expressing horsemanship, bravery and dignity. Traditional Omani folk songs and dance has continued to be a favourite in the festival. Omanis are admired for their rich repertoire of folk dances and songs. It is an important part of the Sultanate’s traditional arts. Enthusiasts watching live performances of these folk dances and songs say that they stand out because of the robust rhythm. The folk dances together with music, movements, bright costumes and public applause enliven the festivities. Scintillating dances and songs at Al Amerat and Naseem Park are among the major highlights. Omani men and women performing spectacular folklore have added sparkle to the festivities, say visitors from Nizwa. — Salman Editor: Folk dances and music give ISS Eco Club participates in mangrove planting THE Eco Club of Indian School Salalah along with the support of Ministry of Environment and Climatic Affairs, Dhofar Governorate organised activities to create awareness on environmental care. Students numbering 54 of class VIII and two teachers participated in this programme. The team visited the government ministry’s permanent nursery at Awqad, Salalah. After a warm welcome by the Programme Manager Esam Al Busi, Dr Ahmed al Saidi, Director of Marine Conservation, explained about the mangrove tree planting project and its importance. He said that, this project has two phases. The first phase is to collect the mangrove seeds from the forest and the initial process is to plant it in the plastic bags. The second phase begins by transplanting the grown plants from the nursery to the an insight into the cultural legacy of a country. Each region has distinct folklore traditions, portraying the cultural milieu of that area. Jobs are basic rights MORE than 40,000 young Omani jobseekers enter the market every year. It is the duty of the private sector to accept them and offer training opportunities. Many of these jobseekers are well-trained and can very well adapt 26 LETTERS TUESDAY, FEBRUARY 26, 2013 Omani folklore at Muscat Festival adds sparkle to the demands of offices. They are hard working and obedient. Developing programmes to raise staff potential By Susan Bagyura ONE important role of a successful leader is to be on the look out for potential future leaders. It’s more effective and cost efficient to develop people within the company rather than instituting an external search. Depending on the size of your company, you may want to implement leadership development programmes for high potential staff to develop their skills and give them a broader view of the company. High potential staff typically are conscientious, ambitious, swampy areas of the Dhofar coast. Indian School Students took part in the first phase guided by Badr al Balushi, Head of Wetlands. In this stage soaked seeds of mangrove trees (kept six hours in water) were planted in the plastic bags filled with soil by the nursery. Since these types of mangrove trees (Avicennia Marina) provide shelter for certain species of migratory birds like Flamingos, Western Reef Heron, Garganey, European Teal etc, the organisers have arranged for special bird watching telescopes and binoculars to watch these species. Salinity test was conducted and shown to the students. Eco caps were distributed to the students. The President of the school management committee Cyril Samuel and the Principal TR Brown appreciated the effort of the Eco club. LEADERSHIP CORNER Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations. — Peter Drucker committed and invested in the vision of the company. They go well beyond expectations in their pursuit of completing a task or project. To retain these types of individuals, it’s essential to have a programme that challenges and rewards them for their efforts. Here are seven tips of how you can groom your high potential employees for success: 1) Create an individual development plan. Work with your employees to create a plan that harmonises with their strengths, desires, interests and experience. The plan should include milestones, training requirements, resources and deadlines. 2) Give them opportunities to move into different roles and positions throughout the company to gain new expertise and perceptions. In meetings with them, find out what their viewpoints and recommendations are to determine if they are in alignment with your understanding. 3) Stretch them by giving growth-oriented tasks that include some risk. Push them past their comfort zone and skill level. Provide an environment where failure is valued as a positive learning experience. 4) Get them pared up with a suitable mentor. Ensure there are guidelines so both sides are well prepared. Initially the new ‘partners’ should get to know each other and set the ground rules for their relationship, spelling out how often they will meet, how long the meetings will be and how they will communicate outside of those meetings. It’s beneficial for each of them to understand the other’s personality, style and background. 5) Do regular assessments on the progress of the high potential candidates to verify that they are growing and stretching with adequate support. See that they receive regular feedback. Address any problems as they arise. 6) Provide outside coaching and assessments. Allow the opportunity for these candidates to freely discuss the challenges or say things that they may not say to an internal mentor. 7) Understand that not every high potential candidate will have what it takes or the desire to become a leader. Continually be on the outlook for new candidates inside and outside of the company. As people go through the process, be willing to withdraw people from the programme when it becomes apparent that although they are good employees, they do not fit your future leadership requirements. Leaders must be able to deal with conflict and uncertainty. Use the above methods to see how your high potential candidates develop through the process. They will need an experimental mindset because some The government has been working hard to generate employment opportunities (106,000 jobs for Omanis over the course of 2012 and 2013). The private sector, which enjoys huge government projects and support, must complement the Omanisation programmes. The multinationl giants operating here need to consider the gain they get from the government in terms of billions of rials worth of projects and incentives need to share the wealth and give some of it back to the community. — Ahmed Editor: Omani graduates need jobs which is their basic right. They also need skills and incentives to build their own micro and small enterprises. The multinational companies need to share their wealth. New road projects IN the news item ‘Timeframe for project’ you have reported the implementation of the directives of His Majesty by the Muscat Municipality which will begin paving and constructing new internal roads in the Muscat decisions will work out and others won’t. Some projects will be successful and others won’t be. However, every decision and project should teach them something and it’s important to know what they’ve learned and how they will serve the company. — Susan Bagyura is a leadership coach and business consultant. She works with aspiring entrepreneurs in the essentials of starting a business and developing the business mindset. Go to http://www.bizsuccesstraining.com/audios to hear the audio of this article in English. Governorate totalling 1,000 kilometres in the next few days. The project will be carried out within the timeframe set for the current Five-Year Plan which ends on 2015. The Royal directives point to the paving of 533 kilometres to be added to the already planned 467 kilometres, with the total number of new internal roads rising to 1,000. This year’s programme provides for the paving of 420 kilometres, with 160 km in Seeb, 65 in Bausher, 20 in Muttrah, 105 in Al Amerat and 70 in Qurayat. Next year’s programme provides 125 km in Seeb, 38 km in Bausher, 20 km in Muttrah, 102 in Al Amerat and 35 in Qurayat. The implementation of these projects will usher in a great degree of flexibility in managing the rising volume of traffic. — Abdullah Editor: Road networks are a key part of the country’s infrastructure for progress. Oman has been spending considerable time and funds on roads which is good for the overall development of the country. Do you have a word of appreciation for any services you received? Or suggestions for improvement? Observer is giving you an opportunity to rant or rave about anything and everything around you: Please write to: Tel: 24649451, Fax: 24649469; e-mail: observerfeatures@gmail.com facebook.com/oman observer twitter.com/omanobserver Tanzania for Omani investment in gas reserves By Hasan Kamoonpuri JOB Ndugai, Deputy Speaker of the Parliament of Tanzania, who recently visited Oman with a six-member delegation of parliamentarians, had “very positive and fruitful meetings with Omani authorities” on developing relations between the two countries. After meetings with Shaikh Khalid bin Hilal al Maawali, Chairman, Majlis Ash’shura, Dr Yahya bin Mahfoudh al Mantheri, Chairman, Majlis Addawla, and other top-ranking officials, Job Ndugai told the Observer that Tanzania holds great potential for investment in its oil and gas sector. The Tanzanian official said he was impressed by his visit to the Sultan Qaboos University library, Sultan Qaboos Grand Mosque and the newly built Majlis Ash’shura and Majlis Addawla. As many as 60 per cent of the students at SQU are women and 15 women have been designated as member of Majlis Addawla, he said, adding that “the all round development and the use of oil revenues for building infrastructure under the leadership of His Majesty Sultan Qaboos are praiseworthy”. The Tanzanian guest said they could gain a lot from Oman’s experience in the oil and gas sector. Many African countries blessed with natural gas and oil resources are in chaotic conditions because of mismanagement. Oman has managed to tap its natural resources for the good of the country, Ndugai added. Oman-Tanzania Business Council is to be formed in near future as a follow-up of a memorandum of understanding signed during the visit of Tanzanian President Jakaya Mrisho Kilwete to Oman last year. Job Ndugai said once the council is in place more investment opportunities could be explored for joint ventures in the two countries in addition to the Sultanate’s investment in the natural gas sector of Tanzania. Tanzania sits on recoverable natural gas reserves of over 33 trillion cubic feet (tcf). New discoveries are an indication that Tanzania is now becoming one of the natural gas hubs and a new frontier in oil and gas exploration in the east African region and the world at large, say experts. Tanzania hopes the gas finds would help to transform the country’s economy, which largely depends on farming, mining and tourism. He said Tanzania holds out great opportunities for investment in its livestock and fisheries sector, and farm production. Blessed with millions of hectares of fertile land, water and very suitable weather, Tanzania can be an ideal place for Oman to invest and grow its farm products to meet its requirements. Is winning, everything? Dr Rajan Philips rajanph@yahoo.co.uk THE other day I listened to a popular ABBA song, The Winner Takes it All. This single released in 1980 from the group’s Super Trouper album won many awards and topped the charts in several countries. I believe the context of the song was a broken relationship that ends in divorce. Bu the expression set me thinking in a different direction altogether. My mind explored the notion ‘winner takes it all’ in relation to accomplishments in sports and in life. The excessive emphasis in sports on winning is a modern aberration. The statement “winning is the only thing that matters in sport” attributed to the American football coach Vince Lombardi, is gaining greater respectability. Coaches, players, managers and even some nations are prepared to take unethical path to glory and success. Athletes are prepared to go to any lengths. Unfair means like use of performance-enhancing drugs, or match fixing are common occurrences. Take a chance till you are caught seems to be the policy. Fair play and true sportsmanship takes a back seat. The reasons are obvious. The stakes are high — wealth, fame and power. Caution and scruples are thrown to the winds. The losers miss out on the rich spoils of the game. Contracts of players who do not deliver are not renewed. Coaches are summarily sacked for the below par performance of teams. However, such an attitude towards the game does not augur well for sports in the long run. Winning by devious means must be recognised as an unacceptable hollow victory. The disgraceful fall from the pinnacle of fame of super athletes like Ben Johnson, Lance Armstrong, Tiger Woods prove this beyond doubt. Yet, it is a pity that sports stars continue to chase instant success risking their careers and health. Sadly, the obsession with instant success has percolated every sphere of public and personal life of celebrities and common folk alike. Don’t we read regularly of unethical business practices, including recent spate of criminal tampering of expiry dates of essential commodities? Or of political leaders who rig elections to cling on to power? It is high time we redefine ‘success’. Winning and losing must be accepted as a natural element in the process of building our careers and character. Then we can draw valuable lessons from the very process of losing — lessons that spur us to grow into better human beings. Unhealthy competition and rat race in academic, business and social realms must cease. Parents’ urge to goad their children to out shine their peers must be bridled. They must accept the reality of individual differences and aptitudes. They must support and encourage their wards to achieve their innate potential. In the endeavour to excel, the key question to ask is: ‘As we move forward, are we better than we were before? Not: ‘Are we better than X, Y or Z’? If we can gain this balanced state of mind we are already winners. ‘Everyone is a winner’ is the motto of the Paralympics. Rightly so. Those valiant athletes triumph over incredible adversities to run the race of life with courage and confidence. They teach us that winning a medal isn’t everything and losing is not the end of the world. We must take a leaf out of the lives of such inspiring examples. That’s the way to escape our obsession for instant and unethical success and live a life of honest endeavour, contentment and joy. Quotes: Success is nothing more than doing what you can do, well. — HW Longfellow Try not to become just a man of success but a man of value. — Albert Einstein
27 LIFESTYLE TUESDAY, FEBRUARY 26, 2013 Targeting junk DNA can help suppress cancers Babies slow to gain weight catch up by teens MOST babies slow in gaining weight within the first nine months catch up by the age of 13, but remain lighter and shorter than their peers, a new study has found. The University of Bristol study is based on data from 11,499 participants, providing the most conclusive and reassuring evidence for parents that, given the right care, many infants who lag in weight gain catch up by teenage. Alan Emond, professor at Bristol, who led the study, explains: “The reason the early group caught up more quickly may be because those infants had obvious feeding difficulties and were more readily identified at the eight-week check, resulting in early treatment leading to a more rapid recovery, the journal Paediatrics reports. “Those children who showed slow weight gain later in infancy took longer to recover, because of the longer period of slow growth and because their parents were smaller and lighter too,” adds Emond, according to a Bristol statement. The study found that, of the 11,499 infants born at term, 507 were slow to put HE has styled the hair of film stars like Salman Khan, Ranbir Kapoor, Hrithik Roshan, Saif Ali Khan and Shahid Kapoor, creating a niche for himself in the field. Celebrity stylist Aalim Hakim now feels proud to see his profession getting respect around the world. “I think hairstyling as a profession has changed immensely. Hairdressers are becoming celebrities. Also, creative satisfaction is there so parents want their kids to be hairdressers, unlike past. It was more of a time-pass thing a few years back, but now many people want to get into creative field whether it is hairdressing or designing,” the 38-yearold Aalim said. Today, Aalim has salons across the globe, in Mumbai, Hyderabad, Bangalore and Dubai, by the name on weight before the age of eight weeks (early group) and 480 were slow to gain weight between eight weeks and nine months (late group). Thirty children were common to both groups. The infants in the early group recovered quickly and had almost caught up in weight by the age of two, whereas those in the later group gained weight slowly until the age of seven, then had a ‘spurt’ between seven and 10 years, but remained considerably shorter and lighter than their peers and those in the early group at the age of 13. At that age, children in the later group were on average 5.5 kg lighter and almost four cm shorter than their peers; those in the early group were on average 2.5 kg lighter and 3.25 cm shorter than their peers, according to a Bristol statement. Slow weight gain is often seen by parents and some healthcare professionals as a sign of underlying ill health. Clinicians face a dilemma between taking steps to increase a child’s energy intake and putting them at risk of obesity later in life by encouraging too rapid weight gain. — IANS of Hakim’s Aalim Hair n’ Tattoo Lounge. Aalim had initially harboured a dream of becoming an actor, but eventually realised that his passion lay in making others look good. “I was a child when my father passed away and my uncle initiated me into the profession. However, during my college days, I was confused about what do and there was a time when I wanted to be an actor,” he said. “I tried my hand in theatre with my classmates Shreyas Talpade and Vivek Oberoi, but then life had something else for me. I slowly realised that my passion lies in making people look good and then it all started,” he added. Aalim’s father Hakim was a hairstylist and boasted of clients like Amitabh Bachchan, Rajesh TARGETING bits of junk DNA, known to regulate the activity of a cancer-related gene PTEN, can help suppress cancers, says a new study. Small stretches of such DNA in the human genome, called pseudogenes, are considered to play no role even while being nearly identical to those of various genes. But now a discovery made by the Scripps Research Institute (TSRI) scientists shows that by targeting pseudogenes related to PTEN, cancers can be suppressed, the journal Nature Structural and Molecular Biology reports. The discovery suggests a much larger role for pseudogenes — adding a new layer of complexity to an already crowded topography marked by multiple, overlapping and interacting gene networks, according to a Scripps statement. Understanding how pseudogenes interact and control gene networks in the human body may lead to new ways of addressing diseases, linked to disruptions in these gene networks, said TSRI scientist Kevin Morris. “This has improved our knowl- edge of how genes in cancer are regulated and how we may now be able to control them,” said Morris, who led the study with scientists from the Karolinska Institute, Sweden, and the University of New South Wales, Australia. Nearly 99 per cent of the human genome comprises what was once labelled “junk DNA” because unlike the other 1 per cent or so, it does not contain blueprints for making proteins, the building blocks of life. Now scientists are beginning to discover that sections of DNA in this “dark matter” of the genome are “non-coding” genes that control the behaviour of protein-coding genes. For example, last week, MIT biologists reporting a study in Cell, describe how a piece of non-coding DNA they dubbed “Braveheart” controls the transformation of stem cells into heart cells, and without which the embryonic process of building a heart never gets started. The researchers in this latest study say theirs are the first cancer-related mutations to be found in non-coding DNA; until now all the cancer genes that have been discovered have been protein-coding ones. — IANS Childhood obesity promotes hyperactivity: study HIGH-fat diets tend to promote inattentiveness, over-activity, impulsivity in childhood, known as attention deficit hyperactivity disorder (ADHD), and other learning disabilities, says a new study. “We found that a high-fat diet rapidly affected dopamine metabolism in the brains of juvenile mice, triggering anxious behaviours and learning deficiencies,” said Gregory Freund, professor at the University of Illinois College of Medicine. “Interestingly, when methylphenidate (Ritalin) was administered, the learning and memory problems went away.” Freund said that altered dopamine signalling in the brain is common to both ADHD and the overweight or obese state. “And an increase in the number of dopamine metabolites is associated with anxiety behaviours in children,” he added, the journal Psychoneuroendocrinology reports. Intrigued by the recent upsurge in both child obesity and adverse childhood psychological conditions, including impulsivity, depression and ADHD, Freund’s team examined the short-term effects of a high-fat (60 per cent calories from fat) versus a low-fat (10 percent calories from fat) diet on the behaviour of two groups of four-week-old mice. A typical Western diet con- tains from 35-45 per cent fat, Freund said. “After only one week of the high-fat diet, even before we were able to see any weight gain, the behaviour of the mice in the first group began to change,” he said, according to an Illinois statement. Evidence of anxiety included increased burrowing and wheel running as well a reluctance to explore open spaces. The mice also developed learning and memory deficits, including decreased ability to negotiate a maze and impaired object recognition. Switching mice from a high-fat to a low-fat diet restored memory in one week, he noted. — IANS Caesarian babies more prone to allergies BABIES born through Caesarian surgery are five times more susceptible to allergies by the age of two years, a new study suggests. “This further advances the hygiene hypothesis that early childhood exposure to micro organisms affects the immune system’s development and the onset of allergies,” says Christine Cole Johnson, head of the Henry Ford Department of Health Sciences, who led the study. “We believe a baby’s exposure to bacteria in the birth canal is a major influencer on the immune system,” adds Johnson, according to a Henry Ford statement. Johnson says C-section (Caesarian) babies have a pattern of “at risk” bugs in their gut that may make them more susceptible to developing the antibody Immunoglobulin E, or IgE, when exposed to allergens. IgE is linked to the development of allergies and asthma. For the study, Henry Ford researchers sought to evaluate the role of early exposure to allergens and how this exposure affects the association between C-section and the development of IgE. Researchers enrolled 1,258 newborns from 2003- 2007, and evaluated them at four age intervals — one month, six months, one year and two years. Data was collected from the baby’s umbilical cord and stool, blood samples from the baby’s mother and father, breast milk and household dust. The study was presented Sunday at the annual meeting of the American Academy of Allergy, Asthma and Immunology in San Antonio. — IANS ‘Hairstyling as a profession gaining respect around world’ Do not burn your bridge with your employer Salim Al Riyami salimriyami2000@yahoo.co.uk ARE you familiar with the phrase “What goes around comes around”. You meet the same people on the way up as you do on the way down. The world is a small place and your reputation and network are precious. Okay, you have found a new job, congratulations! Now comes the hard part — delivering the news to your manager and executives. It is quite common that when someone leaves a company for another there are hard feelings no matter how delicately they try to balance the transition. Oftentimes, managers feel “betrayed” when you are leaving the company, and this can lead to awkward moments during the notice period. How does one leave a job without burning the bridge or how do you leave a company and maintain your good relationship with your managers, peers and other colleagues? Why and how you burn your bridge with your employer? Before I answer the above question, I would like to explain why bridge burning takes place and what kind of ‘inflammatory’ shapes it takes! In most cases, people who decide to burn their bridge with their employer are mainly exploited in their workplace. They usually feel humiliated, disrespected and treated unfairly. They are under the belief that they are in a ‘toxic’ environment, and work for a bad employer. These people think they have a strong rationale to react aggressively against their employer. They may spread gossip about employers or peers, confront people in an aggressive or unproductive way, and even cross the line into criminal activity through vandalism, sabotage or assault. The six golden rules I would like to suggest six rules that will help avoid burning the bridge and help to maintain your reputation when you pass out of the door! Rule No 1: Keep a low profile, yet be a professional: The last thing to do is to spread the news of your resignation ‘all over the world’ through Facebook or LinkedIn before informing your manager about it. This is not the way to break the news to your manager. The right way is to take the time to hand-deliver your letter of resignation to your management, and keep it behind ‘closed door’. Come prepared to address their immediate concerns about your transition and pending work. This small but important task will go a long way in leaving a favourable impression with your former employer. Rule No 2: Bullet-point your accomplishments: Before you leave, it is a good idea to call the management team and executives for a brief presentation, or create a summarised report about your positive contribution. By showing how much you achieved you will leave a better taste in the mouth of the managers by reminding them that you were a good employee and brought something to the table. You may even go further, by giving suggestions on the way ahead and challenges that the company might tackle. Who knows? The company may suddenly decide not to let you slip away and provide a counter-offer. You ought to be prepared for this possibility, but do not be disappointed if it does not happen. Rule No 3: Stay focused and do not be a ‘slacker’: Indeed, you may get excited that you have a new job and a new challenge ahead, but do not get overexcited. Do not let this excitement make you feel that ‘it’s a school summer holiday’ and the next weeks remaining are for fun! Keep putting in your 100 per cent effort and do not be a slacker. Rule No 4: Wrap up your work: Finish whatever projects or assignments you have on hand. Make sure that you undergo a proper handover process before you leave the ‘house’. What you want to do is to create a situation where your team or the person who is taking over is aware and can cope with the projects on the pipeline. You need to tidy up loose ends. Remember it is about your reputation! Rule No 5: Be constructive and honest in an exit interview: Do not use the exit interview meeting as an arena for revenge. Be honest, constructive and polite in your answers and feedback for the questions asked during the interview. Do not put emotions on the table, be objective. Constructive and honest feedback will make your employer respect you, value your input and help maintain your reputation, accordingly. Rule No 6: Say thank you to everyone: Jot down a farewell note on your last day of work to thank your managers, peers and colleagues for their support during your service in the company. This ‘class act’ may leave a good impression on the people you worked with. Be genuine and let go of any misunderstandings and hostilities that may have occurred in the workplace. Consider mentioning your e-mail or phone number to be in touch with your colleagues in the future. Bottom line If you consider quitting your job, you should walk out with dignity, respect and a good reputation. Do not burn your bridge with your employer. Bridges are not constructed on a one-way street that you take for granted and see in your rear view mirror. Bridges are often returned to for good back-ups and support! Khanna, Dilip Kumar, Sunil Dutt and Vinod Khanna. Getting away from father’s shadow was not easy for Aalim. “I got a lot of respect from the industry. Salman Khan, with whom I was working during Baghban days, introduced me to Amitabh Bachchan. The moment Bachchan got to know that I am the son of the person who styled him, he hugged me and asked about my family. There is a lot of respect after what dad built during his entire career,” he said. “But the respect only helps in initial stages, rest we have to build ourselves. It can help you get first chance but not the second chance,” said the hairstylist who is geared up for his show Style Inc with Aalim Hakim”, to be aired on TLC starting on March 8. Aalim picked up the reins of hairstyling at the age of 16 and his first Bollywood project later. “My first Bollywood project started in 1993-94 when I took the styling of Chandrachur Singh for the movie Maachis; then I took Manoj Bajpayee’s styling for Satya and gradually things started shaping up. Ajay Devgn in Omkara, Singham and Once Upon A Time in Mumbaai, Ranbir Kapoor in Rockstar are some of my favourite works,” he said. He feels hairstyling is getting prominence in Bollywood thanks to experimental scripts. “The industry is very professional now and actors think of each scene. They want their look to be honest, not overly done-up. Earlier stars were seen in same hairstyle for 30 long years but now script demands new look in every scene; for instance, I tried to give Ranbir seven to eight looks in Rockstar and this varied from his college look to musician look,” Aalim said. — IANS
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