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Thursday, 10 May 2012

Manila provocation blasted; Philippine Newspaper: Huangyan Island belongs to China

Manila provocation blasted
Photo taken on May 9, 2012 shows deep-water drilling rig CNOOC 981 in the South China Sea, south China, May 9, 2012. China's first deep-water drilling rig CNOOC 981 started operations in the South China Sea at 9: 38 am on Wednesday, marking "a substantial step" made by the country's deep-sea oil industry. The sixth-generation semi-submersible CNOOC 981 began drilling in a sea area 320 km southeast of Hong Kong at a water depth of 1,500 meters, according to China National Offshore Oil Corp. (CNOOC), the country's largest offshore oil producer. Photo: Xinhua

China Wednesday accused the Philippines of instigating demonstrations against Beijing, urging Manila not to further damage bilateral relations by provoking public sentiment over the two sides' spat in the South China Sea.

"We have noted that the Philippine side has repeatedly made strongly worded remarks about the Huangyan Island standoff, which have provoked public feelings and severely undermined the atmosphere of bilateral relations," foreign ministry spokesman Hong Lei said.

"The Philippine side also instigated demonstrations, both inside and outside the country, against China, which have aroused strong responses and concern among Chinese people living around the world," Hong added.

The spokesman said there is no change in China's position on resolving the current tensions through diplomatic efforts, urging Manila to seriously respond to Beijing's concerns and return to the right track.

Loida Nicolas-Lewis, a Filipino-American businesswoman, has called on all Filipinos around the world to mount demonstrations in front of Chinese embassies and consulates at 12 pm on Friday.

According to Reuters, civil society and political groups with links to Philippine President Benigno Aquino III's political allies plan to take to the streets on Friday to "protest the Chinese presence" in waters near Huangyan Island.

The Chinese embassy in Manila has issued a safety alert, advising Chinese nationals to enhance safety awareness, avoid going out and stay away from protesters.

Ctrip.com International Ltd, a leading online travel service provider in China, decided to suspend trips to the Philippines Wednesday, citing safety risks of tours as tensions over Huangyan Island escalate.

A Global Times correspondent in Manila said the Chinese communities there are calm despite Friday's looming protest.

"Issues concerning sovereignty are non-negotiable for China. The Philippines took China's restraint for granted and kept staging provocations," a researcher surnamed Ma with the Southeast Asian Institute of the Guangxi Academy of Social Sciences, said.

"The planned global protest against Chinese embassies has shown Manila's intention to internationalize and complicate the issue. Beijing will lose its patience if Manila doesn't back off," Ma said.

Shen Shishun, a director of the Department for Asia-Pacific Security and Cooperation under the China Institute of International Studies, told the Global Times that stirring public emotions over Huangyan Island is a scheme by Aquino to shift domestic anger away from a gloomy economy.

"The standoff is caused by the Aquino administration. Further development of the matter depends on moves taken by the Philippine government," Shen said.

According to the Philippine Daily Inquirer, the Philippine military reported that the number of Chinese vessels in the waters off Huangyan Island has increased to 33 from 14 last week, while the Philippines has two vessels in the area.

The paper said the Chinese vessels include three big ships, namely fishery law enforcement ship Yuzheng-310 and maritime surveillance ships Haijian-75 and Haijian-81. It said these ships are denying Filipino fishermen access to waters off Huangyan Island.

Also Wednesday, Philippine Defense Secretary Voltaire Gazmin said he had received assurances during talks in Washington last week that the US would protect Manila from attacks in the South China Sea.

Gazmin said US Secretary of State Hillary Clinton and Defense Secretary Leon Panetta stressed they were not taking sides in the dispute, but assured him the US would honor a 1951 mutual defense treaty.

"The Philippines has always wanted Washington to help it in a conflict with China, but the US won't do so due to its own national interests," Shen said, adding that Manila's attempts to bring Washington on board shows its anxiety and fears over the tensions.

Meanwhile, China's quality watchdog Wednesday ordered intensified quarantines on fruit imports from the Philippines.

The General Administration of Quality Supervision, Inspection and Quarantine said harmful insects or bacteria have been found in pineapples, bananas and other fruit imported from Southeast Asia since last year, and Chinese authorities have asked the Philippine side to make improvements.

The Philippine Daily Inquirer quoted Stephen Antig, president of the Pilipino Banana Growers and Exporters Association, as saying that the tighter rules imposed by the biggest buyer of Philippine Cavendish bananas have sent jitters through the local industry.

"The Philippine economy will worsen if China, a major trade partner, reduces the import of agricultural products," Shen said. "Such an import ban will not hurt China because the Philippine products are not irreplaceable."

Xu Tianran and agencies contributed to this story

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Trust needed for joint oil exploitation 
China is willing to hold talks with the Philippines on joint oil and gas exploitation in the South China Sea if Manila shows due sincerity, the foreign ministry said Wednesday in Beijing.

Peace will be a miracle if provocation lasts
Right now, Manila is keen to stir up the situation with its public opinion showing an overzealous nationalistic tendency, and the current administration is exploiting it to cement its rule. Under the circumstances, the Philippines needs to be taught a lesson for its aggressive nationalism.

Deep-water drilling starts
The nation's first indigenous deep-water drilling rig, the CNOOC 981, will begin operations Wednesday in an area in the South China Sea 320 kilometers southeast of Hong Kong.

Huangyan white paper a needed step
The standoff between China and the Philippines over Huangyan Island is still going on. The Philippines has threatened to internationalize the territorial disputes by bringing international arbitration against China.

South China Sea Conflict

Philippine Newspaper: "Huangyan Island belongs to China"



The Philippine Newspaper "Manila Standard Today" has released an article titled " It belongs to China" written by author Victor N. Arches II.

The Filipino author looks at evidence and international documents, saying that Huangyan Island has been an integral part of China's territory since ancient times. Recounting his motive in writing the article, Arches says he aims to educate the Philippines on the reality of the situation, versus what the Philippines media is promoting. Let’s take a look.

In the article, the author says that Huangyan Island has been a part of China’s territory since ancient times. Chinese fishermen, from both the Mainland and Taiwan, have used the island for many years.
"The Scarborough Shoal, ( Huangyan Island) does belong to China which discovered it and drew it in a map as early as 1279 during the Yuan Dynasty."



The old maps relied upon by the Philippine Department of Foreign Affairs were drawn up only in 1820, 541 years after China's.

'being relied upon by the Philippine Department of Foreign Affairs in its spurious claim on the same territory were drawn up only in 1820, or 541 years after China’s."

Arches said China organized many scientific expeditions around the island in the late 1970s. In 1980, a stone marker marks China’s scientific expedition was installed by China on the South Rock. However, the Philippines removed it without authority in 1997.

" In the late 1970s, China organized many scientific expeditions in the Shoal and around that area. In fact, in 1980, a stone marker reading “South China Sea Scientific Expedition” was installed by China on the South Rock."

"This Chinese marker was removed, without authority, by the Philippines in 1997. "

He adds that all official maps published by the Philippines until the 1990 excluded Huangyan Island from its territorial boundaries. But an act approved by the Philippine government in 1961 stopped the Philippines from the claim.

"All official maps published by the Philippines until the 1990s excluded both the Spratlys and Scarborough Shoal (Huangyan Island) from its territorial boundaries."

"Republic Act No. 3046, passed by our Congress and approved in 1961, stopped us from our claim."
China holds three international treaties in support of its claim over the territories in question... all limiting Philippine territorial limits to the 118th degree meridian of longitude east of Greenwich.

"1898 Treaty of Paris between the US and Spain, the 1900 Treaty of Washington between Spain and the US, and the 1930 Treaty between Great Britain and the US, all limiting Philippine territorial limits to the 118th degree meridian of longitude east of Greenwich. "

Arches say the basis of the Philippine claim is restricted to proximity, relying solely on the 1982 United Nations Convention on the Law of the Sea. He said that even if it were considered a "law", it cannot be made to take effect retroactively.

"On the other hand, the basis of the Philippine claim is restricted to proximity, relying solely on the 1982 United Nations Convention on the Law of the Sea."

Arches believed there is no need to internationalize the Huangyan Island issue.

He said ASEAN is remaining neutral on the dispute and the US has also declared it will not take sides.

Related stories/post

LinkedIn's Growth Continues: Fueling the Corporate Talent Machine

 Another amazing quarter from LinkedIn: revenues of $188.5 Million, up 101%, with the “hiring solutions” business now driving $102.6 Million or 54% of company revenue. LinkedIn’s revenues in the corporate recruiting market are now larger than Taleo (just acquired by Oracle for $1.9 Billion), SuccessFactors (just acquired by SAP for $3.4 billion), Kenexa, and nearly every other software company which sells recruiting solutions.

Let me highlight how LinkedIn is “fueling the corporate talent machine.”

LinkedIn has become the “must have” in corporate recruiting and is expanding its footprint.

With more than 161 million professional users in its network, LinkedIn is now the “must-have” tool for corporate recruiters around the world. The company’s “hiring solutions” business continues to deliver innovative products which leverage the data in the LinkedIn network for corporate and contract recruiters.

These products include:
  • Highly effective job placement ads (recruiters tell me LinkedIn ads generate 2-3X the quality of candidates of other ad placements)
  • Licensing  LinkedIn Recruiter, the recruiter’s “secret weapon” which lets corporate HR managers and staffing professionals search, find, and source candidates
  • Branded career pages – an offering that lets companies of all sizes create a highly personalized candidate portal within the LinkedIn garden of  professionals
  • Talent Pipeline, a new feature set within LinkedIn Recruiter which lets recruiters manage the entire process of “candidate relationship management” – a hot new application area within corporate HR.
And the company has much more to come.

The Corporate Talent Acquisition Market


Corporate recruiters are in a war for talent. Lloyds of London’s 2011 risk assessment survey points out that “Talent and Skills Shortages” are the #2 rated risk among 100 business risks today (following the risk of “losing customers.”)

Despite the high unemployment rate in most countries, companies tell us over and over that there is a paradoxical mismatch between demand and supply of skills. And great candidates are not looking for work.

And the cost of sourcing and recruiting is very high.

The average employer spends over $3500 per hire on all areas of recruiting (from our Talent Acquisition Factbook®), and the spending is much higher in executive positions. This means the entire US marketplace for talent acquisition is around $130 billion by our estimates, so LinkedIn still has a lot of whitespace to cover.

I just finished meeting with the head of corporate recruiting for Pfizer (who is on LinkedIn’s advisory council) and she reinforced that LinkedIn’s network is truly global and has become one of their primary tool for finding great candidates.

Pioneering the shift from cloud-based software to BigData applications.

LinkedIn is benefiting from something else here. The company understands that its future relies in leveraging BigData and the power of the network over the existing markets for cloud-based HR or talent acquisition software.

Raj de Datta describes the shift well in his TechCrunch article “The Rise of BigData Apps and the Fall of SaaS.” The next big thing is data. BigData.

I’m not ready to write-off enterprise software businesses by any means, but ultimately cloud-based applications do become somewhat commoditized. Now that most major applications are “in the cloud,” differentiation comes down to architecture, features, and level of integration with other cloud-based systems.

If you’re an HR manager, can you really tell a huge difference between Oracle, SAP, Taleo, SuccessFactors, Cornerstone, SumTotal, and PeopleFluent? Workday claims they are the “next big thing” – but ultimately even new products like Workday become replaceable. This year I’ve talked with at least a dozen companies who are coming up for renewal on their cloud-based software and they are very willing to switch platforms. So the future of cloud-based software is wrapping all these great applications in rich, highly-integrated data.

A great example of this is trend is Salesforce.com.  We are a big user, and it always bothered me that we have to clean and maintain our own database of accounts when every other Salesforce customer is doing the same thing. Voila. Salesforce acquires Jigsaw, and now Data.com is born. You can now buy data to go along with your new CRM system.

Data, unlike software, becomes increasingly valuable as you collect more. In the enterprise Human Resources market companies are dying to get more data – data about candidates, data about workforce skills and demographics, data about salaries, and data about their own brand. Once this data is integrated with your cloud-based application, the value to a client skyrockets.

And even when you do buy your brand-new cloud-based applications for talent management, you still need to load them with data in order to make them work. Not only do you have to load all types of data about your employees, you also have to load job profiles, assessments, training modules, and dozens of other types of third party data. As HCM software companies mature, they will start building and adding their own data products to their offering.

Companies in the HR space are starting to figure this out. SHL, a leading global assessment provider recently launched its new Talent Analytics ”big data application.” This new platform gives customers access to tens of millions of assessments to compare candidates against the market and their competitors.

Data is sticky, proprietary, and ever-increasing in value.

The acquisition of Slideshare drives even greater data value – fueling both memberships and recruiting revenue.

LinkedIn also announced the acquisition of SlideShare, a great little company that has become the “YouTube” of corporate presentations. Slideshare is an addictive application that encourages you to share your best slide sets with others.

Not only does Slideshare further ignite LinkedIn’s membership business by extending the data people can add to their profiles, it also brings tremendous value to the corporate recruiting segment.

Think about this: Slideshare is a vast database of knowledge and expertise, all published through Powerpoint presentations that are easy to view, download, and share. Some of the most powerful thinkers and practitioners in all industries publish their deep expertise in SlideShare, and the content is trivially easy to find and view.

Once Slideshare is fully integrated into LinkedIn, we can expect the company to link data about slides to data about people.  (The company claims that there are already 9 million content uploads and we can expect that to explode.)

Every time an individual uploads one of their favorite Powerpoint decks their “profile” becomes more valuable to others. And since people can “like” and “comment” on slide sets, LinkedIn can start to see who the real experts are throughout the network.

Imagine the power of using this information to assess someone’s skills and experience. By looking at the traffic and ratings of an individual’s slides, and the relative “authority” of those who link and recommend these slides, LinkedIn can create one of the most powerful expertise-networks in the world.  The company has been working away on its “skills” functionality for a few years (look at the “skills” application under the “beta” link). This will further ignite LinkedIn’s ability to characterize and understand who the real experts are.

Why is skills information so valuable? Because when recruiters search for candidates, one of the most important challenges they face is “finding the right skills.” Companies pay search firms tens of thousands of dollars to find the best highly-skilled candidate. Putting more “skills-related” information into LinkedIn creates a new measure of authority and expertise.

(Skills have become the new currency of success. While experience and raw talent still matter, our research shows that jobs are becoming more and more specialized every year, so deep skills are what makes you succeed.  Read “The End of a Job as you Know It” for more details. )

Plus, of course, Slideshare dramatically increases the amount of information each LinkedIn user can upload – making the whole network far more valuable for individuals and members.

By the way, I noticed that LinkedIn recently removed several features from its free membership service (the ability to see who clicked on your profile, for example). Every time the company adds a new type of data-driven content, LinkedIn can come up with new, higher-value membership packages as well.

LinkedIn is really firing on all cylinders.  Watch the company continue to grow as it “fuels the corporate talent machine.”

I would expect LinkedIn’s hiring solutions segment to continue its growth as a percentage of revenue in the coming quarters. And with little competition in the BigData market for candidates, we should see this growth accelerate as the economy picks up steam.

By  Josh Bersin, Forbes Contributor

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America, a "Generation of Sissies"

The “elephant in the room”— one big question in the minds of so many Americans is—“Why has the middle class in America lost so much ground, and when will it recover to earn better wages (and close the gap between the top earners and the middle class)?”   The answers are brutally simple:  ”Because America’s middle class became non-competitive globally,” and, “Not until American middle class workers—and the kind of work they do—become globally competitive again”   There are two huge problems facing the America in the future:  one is demographic, the other is cultural.
America
America (Photo credit: acb)

1)  “Baby Boomers” are retiring from the work force at the rate of 10,000 per day, and will do so for 17 years.  Most of them don’t have enough pension or 401(k) assets to support retirement for their life expectancy (15-20 years).  Too few employers will hire these older folks, with their potential problems of age—reduced stamina and more health-related problems (and higher health care costs).

2) In recent decades, American parents have raised a “Generation of Sissies”—of spoiled, lazy, pampered and over-rated youth—who are highly educated, but in things that the world doesn’t value very much (and thus won’t pay for).  The top 25% may be as good, as bright, as motivated as ever, and will likely be as successful as ever.   The vast majority of this generation consists of formally educated, but spoiled, soft post-adolescents, who will struggle to be self-sustaining as adults.  Because of this, they will not be able to support the massive wave of retired “Boomers,” who will be going broke in their later years.  In eras past, the elderly were supported by the coming younger generation(s).  Those days are gone.

Members of this “Generation of Sissies” have been the victims of being coddled, babied, pampered, misled, misguided, and under-educated so badly that their “take care of me” upbringing cannot be sustained as they move into adulthood.   The parents, who did this, also share in the responsibility for the failure of America’s educational system.

I won’t lay all the “blame” for these failures on American youth—although they have been willing accomplices.  Parents and educators failed to prepare them for adult life in the cold harsh world, and where they must compete for gainful employment.  Then the youth chose easy and fun majors in college; not the ones in that are in demand by employers.  Thus they can’t find jobs, or certainly not good paying jobs.

For too long, American parents have also abdicated the responsibilities for educating and raising their children to a cadre of teachers and educational institutions ill suited for the task at hand.  Parents used to prepare children to take care of themselves—sort of an apprenticeship in becoming an adult.  Along the way, they used to teach them, and demand of them, that they learn critical personal skills, and useful, responsible habits—like earning your own way in life.  Not any more.

Now, because of globalization the jobs have gone to wherever qualified workers will do them for the least pay.  American workers have fallen behind global competitors.  Thus, the American middle class, now and for the foreseeable future, will have to “play catch up” —learning new skills and how to apply them—and then employers will have to regain the work that provides the jobs.  Otherwise, the middle class will continue to languish with subpar wages—at least until it becomes competitive again, if that ever happens.  The only part of the middle class with growth prospects are employees of new, small businesses that grow–when they are not stifled by an oppressive government regulations.

Worse yet, is the untimeliness of this “Generation of Sissies,” who think that there are no winners or losers.  They learned this because everyone got rewarded just for participating. Trophies no longer represented hard work and winning to them.  Success meant just being involved and  “showing up”—and sometimes, not even that.  News flash for Americans of this Generation of Sissies: In the cold, harsh world of 21st century global business there ARE winners and losers—and YOU are losing!

The “Generation of Sissies was victimized by too-busy parents, who abdicated their responsibilities, and tried to pass them off onto schools and teachers.  The teachers were not prepared to handle these new responsibilities.   Add to this the expectations that have been created: “free meals” (government funded, means “free”) that go far beyond the old school lunches; “free transportation” (or being driven to school);  “free extracurricular activities,” and much more.   And for this, all they had to do was“show up.”  Even grades are no longer a dose of reality.  Kinder words replace letter grades, to soften the truth of impending mediocrity.

Schools now teach “softer studies” (some of which used to be taught at home by parents) make up over 1/3 of total credits: 21st century life,” or “career-technical education, or “health, safety, & physical education,” or “visual & performing arts,” and “language arts literacy.”  Many students can’t write a grammatically correct sentence, and some don’t even see the point in learning to write (cursive) at all.  They use Text-messages and Tweets.   Signatures are nearly obsolete.

Schools still require a modicum of Math and Science, but not enough to meet todays employment demands.  In many cases, one 3-credit course (out of 110 credits) is offered on financial, economic, business, and entrepreneurial topics. Teachers are not held to the highest standards either, since doing so would require compensating the best ones more, and removing the worst ones—and teachers’ unions (and tenure) simply won’t allow that.  Today’s youth learn that being late, or absent isn’t so bad, because there is always an “excuse.”  But when they get in the world of work, employers expect employees to show up, on time, every day, and actually work all day.

Then parents pay a fortune (instead of putting it away for retirement) for college because it used to be a sure path to a decent job  (Now students graduate deeply in debt—over $1 Trillion and rising).  A degree in the arts or humanities may have once been the ticket to a job, but it’s not any more!   The youth of today and the adults of tomorrow simply have not been educated in the reality, the necessary skills and the knowledge they need to be competitive and self-sufficient.  Many do not have a clear understanding of how much hard work and  commitment they must invest to ensure their own future.

Too many people  feel sorry for these “underachievers,” even though part of the failure is their own fault.   The “Occupy movement” is filled with members of this “Generation of Sissies.”  They expect someone to “take care of them” and give them what they cannot or are unprepared to earn for themselves.   Who has what that they want?  The very people who worked hard to get a good education, studied, learned, applied themselves and learned to compete.


There will be negative comments about my title: “Generation of Sissies”—as being demeaning.  These comments will come mostly from the very same segment of society that helped create these problems—and still condones them.  To them I say, “Prove me wrong.”  Right now, the results confirm what I have written.  Until America puts the onus for education back onto the people where it belongs—first on youth and their parents, and next on quality schools and good teachers—the American middle class is doomed to remain stuck where it is.  Any other outcome is a delusion.

Can these problems be fixed?  Yes, but it took an entire generation or more to create them, so the fix will be slow and painful–as it is proving to be right now.   There is an even larger question.  It is not, ” WILL AMERICA COMPETE in the global economy of the 21st century?  It is, “DO AMERICANS HAVE THE WILL TO COMPETE?   Will Americans take the necessary actions to make themselves and future generations competitive.  We can only hope that the answer to this question is YES!

By  John Mariotti, Forbes Contributor
John Mariotti is an internationally known executive and an award-winning author. His newest book, co-authored with D. M. Lukas, Hope is NOT a Strategy: Leadership Lessons from the Obama Presidency is available now at www.amazon.com  in paperback and Kindle, and in other e-book formats at www.smashwords.com 
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