Sinotop Holdings Berhad, an investment holding company, is a public-listed company on the

Main Market of Bursa Malaysia. Our Group comprises Be Top Group Limited, an investment
holding company and its subsidiary - Top Textile (Suzhou) Co Ltd - a fabric manufacturer
based in the People's Republic of China ("PRC") and is principally engaged in the production of
customised woven loom-state fabrics from cotton, synthetic and mixed yarn. Collectively known
as the Be Top Group, we produce more than 3,000 types of fabric products for domestic and
overseas customers. We also produce customised fabric products in accordance with customers'
specifications with regard to texture, thickness, lustre and elasticity as well as customised
finished fabrics such as water-resistant fabric, oil-resistant fabric and stain-resistant fabric and
colour treatment.
Since the inception of our business, we have grown from a small fabric producer with 20
employees and 10 air-jet looms to an established fabric manufacturer with over 360 employees,
producing over 3,000 varieties of cotton, synthetic and mixed fabrics. Through our emphasis on
quality products and service, we are now considered a renowned producer of quality fabrics in
the PRC with more than 200 customers in PRC and overseas.

Pros and cons of behavior modification

Behavior modification is a technique frequently used by parents, teachers and others in positions
of authority to promote good behavior and eliminate undesirable behavior. This strategy is
somewhat controversial, however, and there are many pros and cons associated with it.
Pro: Effectiveness and Scope
The behavior modification techniques have proven time and again to be highly effective when
applied correctly. Redirect and improve behavior in young children, treatment of addiction as
well as the depressive behavior, symptoms of obsessive-compulsive disorder (OCD), attention
deficit disorder and hyperactivity disorder (ADHD) and anxiety disorders are especially sensitive
to these techniques. Any observable behavior can be modified through behavior modification
techniques. Although some behaviors may return temporarily to their original state during
modification (a process known as spontaneous recovery), continue treatment usually continues to
change behavior and has almost permanent effects.
Pro: Focus on the positive
Behavior modification mainly focuses on positive reinforcement, which is to reward individuals
for good behavior. Positive reinforcement has historically proven to be much better than
punishment results. For example, behavior modification strategies focus on highlighting the
positive behavior, for example, praising students for staying on task during class, rather than
punishing negative behavior, verbally reprimanding a student in front of the class for each

mistake that. Punishment and negative reinforcement are important components in behavior
modification, but the emphasis in treatment is to reward good behavior.
Cons: Short range
One of the central tenets of the theory of behavior modification is that the frequency of a
behavior can only increase through positive reinforcement. However, an investigation conducted
by Albert Bandura has shown that the behavior is strongly influenced by the models. This study
consisted of showing a control group of children a video of an adult model playing with calm
and peaceful with a large Bobo doll. Another group of children was shown a video of an adult
model violently attacking the wrist. Children in the second group showed significantly more
violent toward the wrist when the control group were allowed to play with his own wrist Bobo
after seeing the video behaviors. This research shows that behavior can be repeated without any
direct reinforcement, and puts the principles of behavior modification in doubt.
In the workplace, and from a business perspective, having a cross
culture workforce is no longer a question. The world is
interconnected and due to the huge advances in international travel
and communication, people easily move and work across borders.
This article serves to remind people of the pros and cons to having a
cross culture workforce and provides five recommendations for
recruiters and managers on how to manage one. Yes, having a cross
culture workforce may sound obvious, but its not so
straightforward to manage as some might think.

Pros to cross culture

1. Innovation
people from various backgrounds and cultures dont think or work alike, thus it encourages more
outside-the-box thinking that leads to new inventions and discoveries.
2. Profitability
a cross culture workforce knows how to market and sell products & services to a cross culture
consumer population; marketing is all about understanding the end-consumer and there is no
better way of doing it than by recruiting the people youre trying to sell to.
3. Talent pools
a wider selection of people is made available, i.e. the entire world should be your recruitment
shopping basket. Why limit yourself by recruiting only those from a particular university,
educational background, or career path? Be daring and venture out into the unknown you will

be surprised to find many talented and gifted people that will over-deliver and surprise you if
given the right opportunity.
4. Multiformity
a variety of people with different skills and experiences are able to specialize and address various
service/product areas in your business; the all-round overachiever or corporate superhero is hard
to come by and its probably best to recruit people who have different skills and strengths
instead.
Cons to cross culture
1. Conflicts
People often feel confused, threatened or even annoyed by individuals with views and
backgrounds very different from their own; constructive disagreements can become power
struggles and create a bad political atmosphere that hinders project advancements.
2. Bureaucracy
Decision-making can be delayed due to diverging views and opinions, thus corporate decisions
and actions take time.
3. Unproductivity
Dissimilar cultural identities and values, or simply said when people lack things in common,
could negatively affect the overall group spirit that is essential for reaching high-levels of
productivity.
4. Disunity
Everyone in the company might have a different opinion on the way business should be run and
managed; thus, the company might have people doing their own thing, especially if there is no
protocol and authority to ensure common practices.
As in everything, there are many advantages and disadvantages to working as a group. Not all
situations can work in your favor. This is especially true if a group consists of individuals from
different cultural backgrounds, varying skill levels, and knowledge. Even people on the same
wavelength almost always find something to argue or debate about.
What Are the Pros of Group Work?

1. Results in Common Direction

When a group is put together to handle special projects or manage certain tasks, people will
always find a way to follow a common direction. Sure, there will be arguments and clashes, what
with each individual having different ideas and beliefs. But once everyone is on the same page,
they will be able to find a common ground and direction to follow.
2. More Ideas Are Shared
Didnt they say that two heads are better than one? Imagine what a group can achieve if there are
plenty of heads sharing ideas or looking for solutions. This is one of the many benefits of group
work or a group environment. The ability to share ideas can lead to a more successful project,
what with several possible approaches being shared. Everyone can share different perspectives,
contribute pros and cons, and find methods to accomplish their goals. The fact that group
members can bounce around ideas, make group work very advantageous.
3. Increased Efficiency
With more people thinking, working and searching for ideas, things are likely to get done faster.
Think of it in terms of a physical project where a group divides itself to work on different
modules, which they will then put together at a certain period. The amount of time needed to
complete each module would be lesser, than if someone were to work on all of them alone.
4. Accountability of weak areas
Remember better detection of flaws? This is just one problem that group work is able to
eliminate. Working as a group also allows for compensation of weaker areas. One members
weakness can be someone elses strength. Since they are in a group, the workload can then be
distributed in a way that every individual can showcase their various strengths, and then group
up to tackle areas where the group is weaker. This results in a stronger and more skilled
workforce. Most importantly, it opens a groupwork opportunity for everyone to improve across
the board, especially in terms of communication skills.
What Are the Cons of Group Work?

2. Loss of resources
This may seem contradictory with the advantage of more ideas being shared and increased
efficiency, but there are instances when a group spends more time planning and organizing
without really getting anywhere. In fact, they may have difficulty getting started, especially if its
members dont take the time to get to know each other before brainstorming.
3. Conflict among Group Members
With different personalities clashing, combined with ineffective communication, conflicts are
sure to arise. If none of those having disagreements will try to work out the problem, any group
work will not result in anything at all. Also, when someone no longer feels happy about working
as a group, affected parties will be unable to focus on the task at hand. They may even suggest of

bailing out on a group. To keep this from happening, it is vital that all the members respect each
others ideas. If someone disagrees, it must be voiced out politely and respectfully. Everyone
must be willing to negotiate and compromise as well. In the event that a situation is getting out
of hand, the group must take a break to diffuse the situation.
Pros of Emotions in the Workplace
In a small-business environment, each employee has the ability to contribute positively or
negatively to the workplace culture through not only their actions but also their emotions and
beliefs. Understanding emotions and the impact they have on employees, co-workers and the
business as a whole represents just one of the many tasks managers and owners must tackle to
ensure success.
Considerations
When discussing emotions, it's important to understand the range of feelings and decisions at
work for most people. While some emotions are inherently negative, such as anger and
impatience, others can be seen as having the potential to be negative or positive.
Productivity
Some emotions inspire increased productivity naturally. These include happiness, enthusiasm
and confidence. Think of how much energy goes into maintaining a negative outlook or
sustaining a negative emotion such as anger.
Influence
Beyond increasing productivity, emotions can have a positive influence on others and the
organization. Your body language, expressions and actions have an impact on the way others
view you. It is critical for leaders to embrace this point. Managers and supervisors who portray a
positive attitude, act in a friendly manner and encourage a collaborative environment are likely
to pass those traits on to subordinates and colleagues.
Negative
Negative emotions at work can be formed by work overload, lack of rewards, and social
relations which appear to be the most stressful work-related factors.[16] Cynicism is a negative
affective reaction to the organization. Cynics feel contempt, distress, shame, and even disgust
when they reflect upon their organizations (Abraham, 1999). Negative emotions are caused by
a range of workplace issues, including aggression, verbal abuse, sexual harassment, computer
flaming, blogging, assertiveness training, grapevines, and non verbal behavior.[17] Stress is the
problem of each person feeling it. [Negative emotions] can be caused by poor leadership, lack
of guidance, lack of support and backup. Employees lack of confidence in their abilities to deal
with work demands and their lack of confidence in coworkers can also create prolonged
negative stress.[18] Showing stress reveals weakness, therefore, employees suppress their

negative emotions at work and home. People who continually inhibit their emotions have been
found to be more prone to disease than those who are emotionally expressive.[5]Negative
emotions can be seen as a disease in the workplace. Those who exhibit it negatively affect those
around them and can change the entire environment. A co-working might de-motivate those
around them, a manager might cause his employees to feel contempt. Recognizing the negative
emotions and learning how to handle them can be a tool for personal success as well as the
success of your group. Managing your emotions in a way that does not show negativity will
cause you to be seen more favorably in the workplace and can help with your personal
productivity and development.

Recruitment and Selection process in SINOTOP HOLDINGS BERHAD

Recruitment is the process through which the organization seeks applicants for potential
employment.Selection refers to the process by which it attempts to identify applicants with the
necessary knowledge, skills, abilities and other characteristics that will help the company achieve
its goals, companies engaging in different strategies need different types and numbers of
employees. The strategy a company is pursuing will have a direct impact on the types of
employees that it seeks to recruit and selection.
Source of recruitment
There are two kinds of source SINOTOP HOLDINGS BERHAD uses for recruitment .They are
1. External source
2. Internal source
We try to discuss all relative sources which are used for recruitment in SINOTOP HOLDINGS
BERHAD.1. Internal source SINOTOP HOLDINGS BERHAD thinks that current employees are
a major source of recruits for all but entry-level positions.
Whether for promotions or for Lateral job transfers, internal candidates already know the
informal organization and have detailed information about its formal policies and procedures.
Promotions and transfer are typically decided by operating managers with little involvement by
HR department.
1.1Job-posting programs
HR departments become involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualify employees to apply. The notices usually are posted on company
bulletin boards or are placed in the company newspaper. Qualification and other facts typically
are drawn from the job analysis information.
The purpose of job posting is to encourage employees to seek promotion and transfers the help
the HR department fill internal opening and meet employees personal objectives. Not all jobs
open ings are posted .Besides entry level positions, senior management and top stuff positions
may be filled by Meritor with external recruiting. Job posting is most common for lower level
clerical, technical and supervisory positions.
1.2 Departing Employees
An often overlooked source of recruiters consists of departing employees. Many employees
leave because they can no longer work the traditional 40 hours work week .School, child care

needs and other commitments are the common reason. Some might gladly stay if they could
rearrange their hours of work or their responsibilities .Instead, they quit when a transfer to a parttime job may retain their valuable skill and training. Even if part-time work is not a solution, a
temporary leave of absence may satisfy the employee and some future recruiting need of the
employer.
2. External source
When job opening cannot be filled internally, the HR department of SINOTOP HOLDINGS
BERHAD must look outside the organization for applicants. We discuss all the external source of
recruitment at bellow:
2.1 Walk-ins and Write-ins:
Walk-ins are some seekers who arrived at the HR department of SINOTOP HOLDINGS
BERHAD in search of a job; Write-in sare those who send a written enquire .both groups
normally are ask to complete and application blank to determine their interest and abilities.
Usable application is kept in an active file until a suitable opening occurs or until an application
is too old to be considered valid, usually six months.
2.2 Employee referrals:
Employees may refer job seekers to the HR department .Employee referrals have several
advantages. Employees with hard to find job skill may no others who do the same work.
Employees referrals are excellent and legal recruitment technique, but they tend to maintain the
statues que of the work force in term of raise, religions, sex and other characteristics, possibly
leading to charges of discrimination.

Training practices
Now-a-days the recruitment of the workforce has become a specialized field. The main motive is
skill development as technical jobs are becoming more complex and demand more professional
skill. As at managerial and marketing level, skills and knowledge demand have increased in
importance. So before imparting training with respect to textile or garment industry the training
program should be so designed that it covers the skills that will be required in long term and
short term basis.
Generally, when some new skills are to be taught to upgrade the ongoing work profile, on the job
training and special course classes could be arranged to upgrade the employee's skills and
knowledge. But after a certain level, the recruitment of higher posts requiring specialized skills
are done through direct recruitment method. In such cases, the capabilities of present work force
should also be taken care.
Introduction of new technologies and processes in the textile industry have increased
productivity on the one hand, but had been the cause of redundancy and eventual retrenchment
for a lot of workers who used to work in repetitive, boring but labour intensive job in this
particular sector. Human resource development should be able to trace the interested people who
want to take the new challenge rather than to take VRS.
The HRD department of any company is responsible recruiting skilled labors and executives,
allocation and planning of work, monitoring of workforce and performance appraisal. It is also
responsible to timely up gradation of skills of the workforce by organizing educative professional

workshops or seminars. If HRD activities are carried out in proper professional manner it could
result into minimization of cost and wastage, right recruitment of workforce, increased stability
of the company, flexible enough to cope up with futuristic developments and most important
maximizes production.