August 2017

Volume III, No. VII1

MHPS-TS NEWSLETTER
MHPS Technical Services Corporation
2 Communique August 2017
 Contents 02
Message From Machinery Division
Manager
11 Sports Article

Volume III, No. 8 “2017 MHPS-TS Inter-Department

04 Editorial
Mitsubishi Hitachi Power Systems Basketball Tournament”
Technical Services Corporation
“Teamwork” 14 ICT Portal

Communique 05 Voice From Abroad “Breakthrough Technologies”

“Simple Acts, Big Impacts” 16 Gallery
07 ISO Update “Loyalty Award”
“MHPS-TS Employee Growth” “Regularization”
10 Tell me something I don’t know “New Appointment”
“9 Ways having happy employees “New Employee”
can increase profit
“Basketball”
“Quarterly”

Post scriptum: Staffs

We are inviting everyone who has Editor-In-Chief: Rene S. Golveo

Layout Artists: Denise Rich G. Resurreccion
skills in writing to make contributions
MHPS-TS Newsletter Coordinators
to the next issues of this newsletter. JC Peñaloza . Brian Cañeba . Daryl Jean De Torres . Kenny Digman . Daniel Arguelles III

Anselle Joy Castillo.Kenneth Johnson Libres . Beatriz M. Pitallano . Janssen C. Palaran

“TO WRITE Judy Rose de Castro . Jhon Jeric Sevilla . Mike John Merano
means more than putting
PRETTY WORDS
on a page;
THE ACT OF WRITING
Contributors
is to share Rene S. Golveo Machinery Division
A PART OF YOUR SOUL
Jhon Jeric Sevilla Layout & Piping Detail Design Department
with the World”
Mark Lino Reinetsu Department

-Unknown Denise Rich G. Resurreccion Information & Communication Technology Department

Niko Miso Quality Management Section

Daniel S. Arguelles Kobe Division

Jenny Dignom Information & Communication Technology Department

 By: Jhon Jeric Sevilla, Piping Detail Design Department

According to Google - “teamwork is a cooperative or coordinated ef-

fort on the part of a group of persons acting together as a team or in
the interests of a common cause. “
Teamwork is also the process of working collaboratively with a group
of people in order to achieve a goal. Teamwork is often a crucial part of
a business, as it is often necessary for colleagues to work well together,
trying their best in any circumstance. Teamwork means that people will
try to cooperate, using their individual skills and providing constructive
feedback, despite any personal conflict between individuals.

Is teamwork important on achieving a certain goal? The answer

is probably yes. When working in a team, you are working to-
wards a common goal or set of objectives. The whole process of
your work becomes more efficient. One of the greatest benefits
of working in a team is the inspiration and ideas that can result
from team discussions. Teams in the workplace often meet to
discuss how to solve company issues. When a team works well
together, it allows staff members to feel more comfortable in
offering suggestions. Team members become accustomed to
processing brainstorming information and the company benefits
from the variety of
suggestions that come from effective teams. Teamwork is im-
portant in the workplace as it brings people together from differ-
ent backgrounds and levels of experience. When working in a
team towards a common goal, the workload is shared among all
team members. Work group members can help each other im-
prove their performance and work together toward improving
their professional development. Team members also come to
rely on each other and trust each other. These bonds can be
important when the team faces a particularly difficult challenge
or if the group is forced to deal with the loss of a team member
while still trying to maintain productivity.

4 Communique August 2017

 By: Mark Lino, Reinetsu Department
My name is Mark Lino from Reinetsu Department,
Machinery Division. This is my third time as an ICT
in Nagoya and first time under Churyo Engineer-
ing Company. Only the difference the MTH in-
charge is not directly gave the job to MTS-Japan.
They will give the job first to Churyo and then
gave to MTS-Japan in-charge. I do not know what
I can share with you here abroad. The only thing I
was thinking was how does Japanese people seg-
regate their garbage and the bicycles used as an
alternative to car.
5
5 Communique
Communique August
August 2017
2017
Garbage Segregation
I was impressed by the disciplined of the Japanese of
how they trash their garbage. I read an article that Ja-
pan is one of the world's most efficient recycling na-
tions. The Japanese reuse over 50 percent of all house-
hold products, including 98 percent of their paper and
96 percent of their glass.
Households in most places sort items in eight categories
and place them outside for collection on the days speci-
fied on the calendar such as every Tuesday and Friday
they collect the combustible garbage (they use yellow
plastic bag), every Saturday they collect the non- com-
bustible garbage (they use blue plastic bag), 2nd
Wednesday for newspapers, glass and cans. Large items
such as bicycles or televisions can be collected by paying
a fee to local government pick up services or giving
them to people that cruise in small trucks, using a loud-
speaker to tick off the items they collect.
Most places cans, bottles and newspapers are each
placed in separate containers and picked up twice a
month. Newspapers are also picked up by independent
trash collectors who drive around in trucks and some-
times trade stacks of old newspaper for toilet paper.
There are special collection days once a month for things
likes batteries, ceramics, old clothes, furniture, light
bulbs, bicycles, televisions and other items. Supermarkets
have receptacles for recycling milk cartons, plastic
bottles, and Styrofoam trays.
In many places, trash has to be separated into
combustible and non- combustible items. People
that don't abide the rules have to deal with "trash
lady", a local busy body who makes sure everyone
toes the line. In some places, Japanese deposit
their household trash and garbage in clear plastic
bags with a tag with their name on it. The purpose
of this is to humiliate people who place recyclable
cans, bottles or newspapers in clear bag, which
everyone who passes by can see.

Bicycles as means of transportation

Bicycles are widely used as an alternative to cars. Com-
Our Apartment
muters use them to ride to the train station. Most train
stations have large bicycle parking lots. Mothers use bi-
cycles to go shopping, take their kids to day care and
they often ride their bicycles around with their young
children in special seats in the back and at the front of
their bicycles, sometimes with primary-school-age kids
tagging along on their own bikes. Young women in high
heels, men in black suits and teenagers on cell phones all
ride bikes. Hardly anyone wears bicycle helmets. Many
people ride in the rain with special clamps on their bikes
MHI Air-conditioning & Refrigeration, Biwajima
for their umbrellas. If they don't have the clamps they
Headquarters
ride holding an umbrella in one hand. The parking of bi-
cycles outside designated areas, especially around train
stations and shopping areas is prohibited. Some bicycle
parking lots look like parking lots for cars and are mas-
sive but even then there are not enough spaces. Bicycles
that are left outside designated parking areas are some-
times given tickets or are even impounded by police.

6 Communique August 2017

 Internal Quality Audit Training

What is Internal Auditing? It is an independent, objective assurance and consulting activity designed to add value and improve
an organization’s operation. The subject has a huge effect in our company; it helps us improve our efficiency in operations,
establishing monitoring procedures, etc.

Last July 3 and 4 this year 2017, these are the days that the Internal Audit training happened. The training was conducted by
Mr. Roy R. Alminanza of TÜV SÜD PSB Philippines Inc. The training was effective and exciting due to its topic and the way the
trainer give life to it. He also discussed what good characteristic of an internal audit are, the principles of auditing, and also
how to conduct an audit, etc.

Here is the list of the newly trained internal auditors of MHPS-TS.

7 Communique August 2017

 Root Cause Analysis Training

As we all know that identifying a root cause is not an

easy job, you shall think deeply to find the right root
cause for non-conformity. With the help of Mr. Seigo
Taniguchi and Mr. Katsushi Suzuki from MHPS, they
trained the selected employees of each division last
July 11, 2017 in 25th floor Conference Room 1 on how
to do an effective root cause analysis. There were also
series of discussions, individual & group exercises and
assignments to develop the skill. On August 3, 2017,
this is the date for the continuation day two training.

Big thanks to MHPS-TS for providing an effective continual growth and enhancement to its employees!

8 Communique August 2017

 By: Denise Rich G. Resurreccion
W
e all know that we seem to have more
energy, are less stressed, more crea-
tive, more helpful to others and
achieve more when we are happy. Yet when it
comes to workplaces, the same ‘formula’ often
doesn’t appear to apply. While keeping custom-
ers and clients happy has been a focus of business
success for years, ensuring employee happiness
has not always been such a priority.
B
ut if we are more energized, more crea-
tive and get more stuff done when we
are happy and companies want to be
more productive and profitable, it follows that
having happy and engaged employees is some-
thing every employer should strive for.
T
he growing body of research
around employee engagement and the
link to profitability is irrefutable – happy
employees mean improved productivity and in-
creased profits. Whether we look at entrepreneur-
ial startups or large, established enterprises, the
9 Communique August 2017
same holds true: People are more productive and
creative when they have more positive emotions.
Positive and happy people are not only more
likely to come up with a new idea or solve a
complex problem that same day, but also do so
the next day.
Creating a workplace filled with happy people
isn’t as difficult as you might think. And it isn’t
about salary increases.
In fact, research confirms that salary is never
the primary reason people leave jobs – they
leave jobs first and foremost because they feel
under-valued or unappreciated. They feel
their contribution is not valued.
This is not to say that an appropriate salary is
not an important component of recognition –
it is. It’s just not the most important compo-
nent.
Here are 9 things you can do immediately to change the happiness level in your employees and im-
prove your bottom line.
1. Building trust
On Maslow’s hierarchy of human needs, trust is at the foundation. At the peak of the pyramid,
are the qualities associated with engagement: self-actualization, creativity and problem-solving.
Bridging the gap between these levels is the key to high performing and happy employees.
When employees feel they are trusted to perform their job functions they have the freedom and
confidence to engage creatively and participate in solving problems, which in turn creates a
feeling of value, maximizing their contribution.
Just make sure you keep any promises you make to them. Broken promises will remove any
feelings of trust they may have!
2. Providing consistent feedback
Most people want to know that they are “getting it right”, or at the very least, know how they
can improve to be the best they can be.
Providing consistent feedback opens up communication between employees and managers and
the benefits flow both ways – employees gain a better understanding of where they’re succeed-
ing and what requires more attention; managers glean insight into office dynamics and daily
work flow.
But feedback is effective only when it is delivered objectively and fairly and should be treated
as a tool of instruction, not chastisement or punishment.
3. Respecting your employees
New research suggests that overall happiness in life is more related to how much you are re-
spected and admired by those around you, not to the status that comes from how much money
you have stashed in your bank account.
A crucial part of fostering employee engagement is acknowledging and utilizing the unique
skills and qualities a person brings to the table.
Thomas Britt, an organizational psychologist at Clemson University, suggests that if people
aren’t given the chance to use their talents, their level of engagement is reduced and their job
commitment diminished. Respect also goes beyond the projects and tasks assigned at work.
Understanding and supporting an employee’s commitments outside of work, such as caring
responsibilities or community service activities increases loyalty and job commitment, both of
which translate into profit for you!
4. Providing career growth opportunities
Employees who are fully engaged and demonstrate the ‘nirvana’ that is job satisfaction and
initiative won’t want to be put in a corner to beaver away on the same tasks day after day. If
you really want someone to be a productive, contributing member of your team next year and
the year after that, then offering career growth opportunities is a sure-fire way of making that
happen.
A few ideas are compensating advanced education, funding attendance at conferences and
participation in internal mentorship programs.
Career development enhances employees’ skill sets, which will further enrich your business and
it also communicates to employees that they are important members of the team who are ex-
pected to learn new and better ways to meet goals and objections.
5. Sharing the big picture
If you want someone to be part of the dream you need to first share the dream with them.
People engage more readily in a task or project if they know both the purpose of the task and
the contribution their effort will make to a bigger picture. Spend time ensuring your employees
understand the business goals and vision and you will be rewarded with increased levels of
engagement. This isn’t just about organizational flow charts, canned mission statements and
revenue charts.
People want to understand how the goals that they accomplish contribute to the overall success
of the company.
6. Setting clear goals
Psychologists agree that people work their best and hardest when endeavoring to meet a specif-
ic, challenging goal.
Even if someone’s job entails punching out widgets on an assembly line, he or she should know
how many widgets to make in a day and the measure of quality the company expects.
Definable goals give employees a roadmap to both chart their progress and determine the re-
sources needed to accomplish the goals down the line.
More importantly, setting goals infuses daily work with a sense of purpose.
Happier workers consider their jobs meaningful, which adds to their feelings of value, which as
we have already learned, improves your bottom line.
A study conducted by researchers at the University of Alberta found that people who focused
on the meaningfulness of their jobs exhibited a 60 percent drop in absenteeism and a 75 percent
reduction in turnover – performance metrics any company would be pleased to have!
7. Recognizing success
Happy and engaged employees are self-motivated to go above and beyond the
call of duty. They take ownership of their tasks and feel pride in completing
them to the best of their abilities. But no one will keep this up without some
positive feedback. Recognize jobs well done and give credit where it is due –
a positive feedback loop will ensure your happy, high-performing employee
stays that way.
While many companies offer bonuses and incentives as part of a salary package
performance rewards don’t need to be about money for them to be effective. The
most effective motivator of all is public recognition – the recipient enjoys elevat-
ed social status, the joy of praise and, possibly, increased responsibility and
promotional opportunities.
There are many ways to create opportunities to publicly recognize high perfor-
mance in your organization – incorporate it into every company-wide event you
have, have an internal newsletter, introduce an employee of the month award, or
just do a “shout-out” in the middle of the office!
8. Making sure you have face time
(And I’m not talking about the app on your iPhone!)
Neuroscience research examining how our brains respond to office work has
identified many innate human desires we wish to fulfil through work and a
‘biggie’ is the need to bond. In fact, studies have shown that addressing this
desire to bond with others in the same situation is the most effective way to
boost employees’ dedication to the company.
However, the advent of laptops and mobile devices has seen employees become
more isolated and emails, conference calls and text messages have increasingly
replaced face-to-face communication.
Without regular person-to-person interaction, employees can feel removed both
from the corporate identity and the bigger picture and sometimes even lose sight
of their purpose. If you want your employees to be fully engaged, you need to
lead the way – we used to call it management by walking around!
9. Practicing open communication
We have all had a Manager for whom we would have walked over burning coals
… outside an Anthony Robbins seminar! The difference between a mediocre
manager and an effective one often boils down to communication.
Specifically, a lack of transparency from the top down is often the root of the
problem, but the responsibility for effective communication doesn’t rest solely
on the shoulders of the chief executives.
Business research repeatedly highlights the critical role middle managers play in
building an open and honest rapport with employees. And this isn’t just wander-
ing around sprouting the company line – employees can spot a lack of genuine-
ness a mile off!
Don’t be afraid to field questions, provide information and be as direct and
straightforward as possible about what can be addressed. In short, good commu-
nication gets to the core of employee engagement.
Source:
http://recruitloop.com/
blog/10-ways-to-
increase-profit-
productivity-by-making-
employees-happy/
10 Communique August 2017
 Sports Article

2017 MHPS-TS INTER-DEPARTMENT

BASKETBALL TOURNAMENT
MBT SEASON 13
By: Daniel S. Arguelles III, Kobe Division

Basketball excitement and thrilling action renewed in MHPS-TS muse. They are Team PIPING LAYOUT, Team BOILER/
as the opening of 2017 MHPS-TS Inter-Dep’t Basketball Tour- CIVIL, Team PIPING SUPPORT, Team MACHINERY/
nament Season 13 took place last August 1, 2017 at Cloverleaf KOBE, Team ADMIN/I.T./QMS, Team TUR/.H.E./
Gym in Guadalupe Makati near the MRT Guadalupe Sta., a few PLANT, Team YOKOHAMA/SYS/DETAILING and the
walks away from our office. Many employees took time from
defending back to back champion Team I&C/C&E.
their busy schedule to support their respective teams as well as
Opening prayer for the success of the tournament and the
their muses.
safety of the players was led by Mr. Carlo Fernando of Team
Headed by nonetheless President Masahiko Mishiro, Admin
Machinery/Kobe. It was followed by great message from Pres-
Director Makoto Sato and Admin Division Manager Mr. Rex
ident Mishiro as he emphasized that this tournament is a
Vista, employees of MHPS-TS were so thrilling when the short
stress reliever from our busy work schedule. The Oath of
program started at 6PM as gorgeous Ms. Joy Angeline Benino
sportsmanship was led by Mr. Alvin Madrelejos of Team Boil-
and yours truly stand as the hosts of this event. This year’s 8
er/Civil.
competing teams were presented as well as their respective

11 Communique August 2017

Sports Article

Out of 8 participating teams, 4 of them parade with gorgeous

young lady as muse and they were Ms. Jeza Jane C. Ucol
(Team Boiler/Civil), Ms. Laika Agullano (Team I&C/C&E), Mari-
lyn Busaco (Team Admin/I.T/QMS) and Ms. Marie Crystel
Clerigo (Team Yok/Sys/Det). Each of them was given a bou-
quet of flowers (as a token of appreciation) and a minute to
introduce themselves plus a little cheer for their team. After
that, President Mishiro was designated to choose the best
from these lovely ladies. Before his announcement, he
acknowledged the presence and participation of these lovely
ladies in this event and promised all 4 a free lunch on the fol-
lowing day. Because of his gesture of generosity, the crowd
cheered the president loudly. Then he named Ms. Laika
Agullano of Team I&C/C&E as this year’s MBT Best Muse.
She received a cash prize of Php3000.00.

Next on this was the announcement of the Best Uniform. The president was initially undecided between Team Ad-
min/I.T/QMS and Team Yok/Sys/Det. He even asked the crowd for help, who’ll get the louder cheer between these
two teams. In the end, he named Team Admin/I.T/QMS as this year’s best in uniform. They received cash prized of
Php2000.00. Then came Mr. Makoto Sato for a few words to formally open the tournament followed by Mr. Rex
Vista for the closing remarks.

12 Communique August 2017

 Sports Article

The program ended by a lottery on the game schedules. Double header game was featured on that night; 1 st game
was Team BOILER/CIVIL vs Team YOKOHAMA/SYS/DETAILING and the 2 nd game was between Team ADMIN/
I.T./QMS and Team I&C/C&E. Team YOKOHAMA/SYS/DETAILING and Team I&C/C&E mark the first “W” in the
winning column. The tournament will run every Tuesday 6-9 PM until 21/Nov.

Again we cannot attain the success of this tournament without the ever supportive MHPS-TS Management. In be-
half of all the players and employees we would like to thank the management especially President Mishiro and Di-
rector Sato for your continuous support to MBT. Also to all the team representatives who help me in organizing this
event.

To all employees, please continue supporting our MBT by watching every game.

13 Communique August 2017

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 .

15 Communique August 2017

 MHPS-TS Loyalty Awards
2
0
1
7

20
Years

10
Years
5Years
 Congratulations!

July Regularization August Regularization

Joshua Noel Apilado . Ian Renz Guia . Alexis Aga Lingon . Aquie Orbe . Sheila Joy Genodia . King Joana Erika Pillejera
Neil Antonino . Mark Anthony Hernandez . Joysem Kurt Del Rosario . Roland Casuga Jr . Rodstar
Vitente

New Appointment Newly Hired

Arnel Ogutte —Acting Section Manager King Jimeth Reyes . Erick Sarabosing— ICT Department

Elizabeth Reyes— Section Leader Jenine Kaye Marquez— Chemical Plant Engineering
Administration Division Quarterly & Farewell Party for Mr. Rey Flores
Held at Ace Water Spa Hotel, last August 4, 2017
 MHPS-TS MISSION

To provide the best engineering output continuously

for the PJs of MHI & MHPS, such as EPC PJ and

Manufacturing PJ, with everybody’s participation in

the positioned as right Figure.

MHPS-TS VISION

We will become world class Global Engineering Center

in Engineering of EPC and/or Manufacturing.

January 1, 2015

Masahiko Mishiro Date

MHPS TECHNICAL SERVICES CORP.

27th/F Robinsons Cybergate Center Tower 3, Pioneer St.,
Mandaluyong City, 1550 Philippines

Phone: 794-0220
Fax: 794-0202
E-mail: www.mts.mhps.com