17/04/2026

FRIDAY | APR 17, 2026

10

Under One Roof

True value of quality time with family Q : Do you have any suggestions for affordable activities families can enjoy together during the school holidays? We don’t have a large budget but we happen unexpectedly. So try to keep your schedule flexible, stay open and leave room to simply sit and listen to your children.

Ask them what they would enjoy and how they would like to spend their time away from school – you may be pleasantly surprised by their answers. Q: Is it normal to sometimes wish you weren’t married to your spouse? We still care about each other but years of hardship and disappointment have taken a toll, overshadowing the hopes and dreams we once shared. Focus on the Family Malaysia : “Normal” is a relative concept – there is no such thing as a perfect marriage. While some relationships are especially troubled or dysfunctional than others, a degree of dissatisfaction or disillusionment is a common part of many marriages. This often reflects what might be called the “expectation gap”. Many couples begin marriage with visions of lasting happiness, shaped by hopes, assumptions and plans – both spoken and unspoken – formed during courtship. Not long after the honeymoon, however, those ideals can run into reality. One spouse may lose a job, another may be diagnosed with a chronic illness and habits that once seemed charming can start to grate. Tensions with in-laws may surface, a baby may arrive and financial pressures can build. As

The best holiday may just be an opportunity to chill out and spend some quality time as a family. – ADIB RAWI YAHYA/ THESUN

would love to make the most of the time off to strengthen our relationships and enjoy some good old-fashioned fun. What would you recommend? Focus on the Family Malaysia : “Holiday” does not have to mean a theme park visit or an overseas trip to somewhere like Japan. Such options are not feasible for every family, especially those with young children. Fortunately, there are many other ways to make the most of a week off from school. The main purpose of a holiday is to take a break from the usual routine for students and teachers. That does not mean filling every day with activities – doing so can be counterproductive. Sometimes the best holiday is one that allows everyone to slow down, relax and spend meaningful time together as a family. Here are a few ideas: 0 Plan a couple of stay-at-home movie nights or treat yourselves to a trip to the cinema. 0 Explore affordable local attractions such as Petrosains, museums or art galleries. 0 Weather permitting, spend time outdoors – have a picnic, play catch or football in the park, go for a leisurely drive or try a simple hike. 0 Make space to laugh, talk and dream together. Often, the most memorable family moments

a failure or that you would be better off single, consider seeking professional counselling. You can begin by scheduling an appointment with our counsellors at family.org.my /counselling. This article is contributed by Focus on the Family Malaysia, a non-profit organisation dedicated to supporting and strengthening the family unit. It provides a myriad of programmes and resources, including professional counselling services, to the community. For more information, visit family.org.my. Comments: letters@thesundaily.com

reality sets in, the dream can begin to fade. Strong marriages are shaped through everyday experiences. If you and your spouse can examine your expectations honestly – recognising what they are, where they come from and whether they are helpful or harmful – you will be better able to keep them in perspective and face life’s challenges as they are, here and now. Like most couples, you may benefit from some additional support in this area. An objective third party can offer insight into your situation that may be difficult to see on your own. Rather than concluding that your marriage is

COMMENT by Dr Musa Mohd Nordin

LETTERS letters@thesundaily.com

When performance takes a back seat IN any high-performing health system, meritocracy is not merely an ideal – it is a non-negotiable foundation. Promotions should reflect competence, leadership and measurable contributions to public service delivery. Yet, within institutional strength and resilience. Another dimension raising concern is the perception of performative fairness. In some instances, diversity in promotions appears visible on the surface – meeting demographic or

Staying ethical and productive while working from home

clinical, administrative, research and community health. 0 Independent review mechanisms Introduce cross-departmental or external evaluation panels to reduce individual bias and patronage influences. 0 360° feedback Incorporate structured peer and subordinate input into promotion assessments, not just top-down evaluations. 0 Leadership accountability Tie managerial performance indicators directly to how well leaders develop and advance talented staff under their supervision. 0 Transparent communication Provide structured, constructive feedback to unsuccessful candidates, explaining gaps and pathways for future improvement. Ultimately, Malaysia’s health sector depends on its people. A system that rewards visibility over value risks weakening the very foundation it relies on, especially as the nation faces growing demands on public healthcare. Restoring confidence in promotion practices is not just about fairness; it is about safeguarding the future effectiveness, morale and integrity of our public health institutions. If we desire a health system that delivers excellence, we must ensure it first recognises it. Dr Musa Mohd Nordin is a senior consultant paediatrician at Damansara Specialist Hospital. Comments: letters@thesundaily.com

WORK ING from home (WFH) has become a common mode of employment, offering flexibility, autonomy and the promise of better work-life balance. To truly benefit, however, it must be approached with a strong sense of ethics and productivity. Ethics in WFH begins with honesty and accountability. Employees are entrusted with responsibilities without direct supervision, making integrity essential. This means reporting working hours accurately, completing tasks diligently and avoiding distractions during work time. Pretending to be active while doing unrelated activities undermines credibility. Ethical remote workers meet deadlines, communicate honestly about progress and take ownership of their responsibilities. Professional communication is equally important. Since remote work depends heavily on digital tools – emails, messaging platforms and video calls – communication must be clear, respectful and timely. Ignoring messages, responding carelessly or missing meetings reflects poorly on one’s work ethic. Respecting confidentiality, especially when handling sensitive information from home, is also crucial. Productivity, meanwhile, requires discipline and effective time management.

Without the structure of an office, remote workers must create their own routines. Setting a consistent schedule, prioritising tasks and minimising distractions are key. A dedicated workspace can improve focus by creating a clear boundary between personal and professional life. Using technology wisely will further support both ethics and productivity. Task managers, calendars and collaboration tools help maintain organisation and accountability. At the same time, company resources should be used appropriately, not for personal gain. Work-life balance remains essential. While WFH offers flexibility, it can blur boundaries. Taking breaks, avoiding burnout and ensuring personal matters do not interfere with work all contribute to sustained productivity and well-being. Finally, continuous self improvement is vital. Staying updated, learning new tools and developing skills demonstrate initiative and commitment. In conclusion, ethical and productive remote work requires integrity, discipline, clear communication and self management. By cultivating these habits, individuals can thrive while contributing meaningfully to their organisations. Liong Kam Chong Seremban

bureaucratic quotas – but does not always align with genuine merit or contribution. This risks eroding trust further, especially among staff who feel that both performance and fairness are being selectively interpreted. The result is predictable: demotivation among high performers. When effort and excellence are consistently disconnected from opportunity, organisations risk losing their most capable people – not always through resignation but through quiet disengagement. Productivity declines, innovation stalls and a culture of minimal compliance gradually replaces one of clinical and administrative excellence. To be fair, promotion systems in large public institutions are inherently complex. They must balance seniority, service length, representation goals and leadership succession needs. However, complexity should never come at the expense of transparency and credibility. Reform does not require a complete overhaul. Several practical, actionable steps can significantly strengthen trust in the system: 0 Clearer performance metrics Define and publicly communicate what constitutes measurable impact across different roles –

segments of Malaysia’s public health sector, a troubling perception is taking root: advancement depends less on performance and more on proximity to power. Whether fully accurate or not, this perception carries serious consequences for institutional trust and patient care. A recurring concern among healthcare staff is that career progression increasingly hinges on visibility to superiors rather than demonstrable outcomes. Those who are seen to align closely with leadership – or who reinforce existing hierarchies – appear to move ahead more swiftly. Meanwhile, clinicians and officers who consistently deliver results, innovate or drive improvements at operational and strategic levels often remain overlooked. Over time, this dynamic fosters a culture where signalling loyalty outweighs delivering impact. Such an environment unintentionally encourages risk-averse leadership. Supervisors may favour elevating individuals unlikely to challenge the status quo, rather than those with strong capabilities who may introduce new ideas or question outdated approaches. While this may offer short-term comfort, it profoundly undermines long-term