Being Chief of the Library Organization 11th Part of A Series, Second Year 2013 November When tests show measures of an individual or a group’s central tendency from green to white, or vice versa (white to green), it is always bad mentoring. What about when it extremely becomes black or darkened at the end? White mentoring is pure and never mixes with green mentoring, and, very opposite, when there is presence of black shaded intentions in any amount.

1. 1
Semiotics of
Bad Library
Collaboration
and Napoles
Being Chief of the Library Organization
11th
Part of A Series Second Year 2013 November
By Roderick Baturi Ramos
rom where else bad collaboration starts? It begins from bad mentoring
of bad mentors.
Take this example and imagine an acid
test that has green to white tendency,
or vice versa.
When tests show measures of an
individual or a group’s central tendency
from green to white, or vice versa
(white to green), it is always bad
mentoring. What about when it
extremely becomes black or darkened at
the end?
White mentoring is pure and
never mixes with green
mentoring, and, very
opposite, when there is
presence of black shaded
intentions in any amount.
Simply put this in terms of success and
wealth in comparison to a library
organization. Pork barrel queen Janet
Napoles may have had partied all night
long for ten years (acid test) with the
richest and famous (super glam library
building, faculty club, library
organization), may have had become a
celebrity herself (Being chief), may have
had supported the chosen needy
(favored, territorial, familial,
whistleblowers), and, obviously,
have had neglected the aggrieved
(Filipinos), has wealth and success.
They remain fruits of a very bad
collaboration that may have had
commenced from bad mentoring
(PDAF) of bad mentors (cohorts).
F

2. 2
Beware of bad librarian-
mentors, too! Do you have a
bad mentor? Is it hard to
find a good adviser?
Brown (2011) said that a leader must be
honest, knowledgeable, and inspiring
which are demonstrated by her mentors
and she strives to embody.
Being chief mentor is giving
opportunities (inspiring) to everyone in
the library organization to grow with no
ingredients of any amount of hatred,
greed and jealousy. Collaborating with
fellow chiefs to plan, topple down and
humiliate another chief or a subordinate-
librarian is bad exercise of
professionalism and personal virtues
(evil use of knowledge). In university
decision-making, corroborating with
middle managers (VPs, HR, faculty rep),
concocting and sending a bad image to
executives (presidents, board) on
purpose to get rid of a less-favored
subject is bad administrator legacy
(dishonesty, wrong moral transparency).
Fyn (2013) mentioned that mentoring is
an established practice beneficial to both
individuals and the organization.
Its usefulness and the transfer of
knowledge within mentoring situations
generate intentional narratives to
promote or bar any person depending on
group evaluators’ professionalism and
personal virtues. The semiotics they
create become highly regarded but not
necessarily lawful, religious and
utilitarian. To confirm and detect its
authenticity is to apply testing procedure
of the individuals or group’s central
tendency from green (any color) to
white, or vice versa (white to green to
black).