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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).

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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).