Bila Institusi Yang Di Sayangi Ditegur - Renungan Seorang Bekas Anggota Tentang Isu ATM: Antara Sakit, Syukur, dan Harapan

Sejak isu skandal rasuah melibatkan pegawai kanan Angkatan Tentera Malaysia tersebar, saya tidak dapat tidur malam dengan lena. Bukan kerana saya takut, tapi kerana hati saya bercampur baur. Sebagai bekas anggota yang pernah berkhidmat dalam institusi yang saya sayangi, perasaan ini sukar nak explain. Ada marah, ada sakit hati, ada insaf, dan yang paling penting – ada syukur.

Ya, syukur. Kedengarannya pelik kan? Macam mana boleh rasa syukur bila institusi yang kita cintai kena hentam? Tapi izinkan saya kongsi perspektif saya.

Perit Nak Telan, Tapi Perlu Berlaku

Walau perit untuk kita telan, demi perubahan yang lebih baik, ini perlu berlaku dan kita perlu terima. Saya faham perasaan rakan-rakan seperjuangan yang mungkin rasa malu, marah, atau denial. Tapi sebagai manusia yang rasional, kita kena terima satu hakikat: takkan bergoyang kalau tidak ditiup angin.

Sebagai seorang Muslim, saya yakin sesautu berlaku ada hikmah dari Yang Maha Kuasa. Allah S.W.T tidak menguji kita melainkan Dia tahu kita mampu hadapi. Dan kadang-kadang, ujian yang paling perit adalah ujian yang paling kita perlukan.

Bayangkan kalau isu ni tidak terbongkar sekarang. Bayangkan kalau ia terus membiak macam barah dalam badan perkhidmatan yang kita sayangi. Diagnosis yang hampir end stage ini dapat dikesan dan dinyatakan kepada pesakit untuk rawatan susulan. Ya, memang sakit dan perit untuk pesakit menerima diagnosis kanser. Tapi bukankah lebih baik tahu sekarang dan mulakan rawatan, daripada tahu bila dah terlambat?

Teguran Allah: Membetulkan Yang Biasa

Saya selalu berfikir – adakala kita lama biasakan yang salah sehingga ia menjadi nampak betul dalam budaya dan amalan kita. Practice makes permanent, bukan perfect. Kalau practice yang salah, yang permanent pun salah.

Mungkin dalam perkhidmatan kita, dah lama berlaku perkara-perkara yang sepatutnya tidak berlaku. Tapi sebab semua orang buat, sebab 'memang macam tu dari dulu', sebab 'ini budaya kita', kita diam je. Kita normalize the abnormal. Kita biasakan yang salah.

Anggaplah ini satu ketentuan daripada Allah untuk kita kembali kepada landasan yang betul dan perbanyakkan refleksi diri. Ini bukan hukuman – ini teguran. Teguran seorang guru kepada pelajar yang tersayang. Teguran seorang bapa kepada anak yang dia harap jadi lebih baik.

Amatlah malang kalau sesuatu kesalahan itu tidak disedarkan oleh Tuhan dan kita terus melakukan perkara tersebut. Kesan yang akan ditanggung akan lebih tidak tertanggung. Bayangkan kalau perkhidmatan kita terus rosak, terus korup, sampai ke tahap di mana Allah tarik barakah dari institusi ni completely. Nauzubillah.

Kuasa, Tanggungjawab, dan Amanah

Isu ini juga jadi peringatan yang sangat kuat tentang kuasa yang diberi – ada tanggungjawab, dan kita menanggung kesan tersebut jika salah guna. Ia juga sebagai ingatan bila kita berada di atas sebagai orang yang mempunyai kuasa.

Dalam Islam, kita diajar konsep amanah. Setiap kuasa adalah amanah. Setiap jawatan adalah amanah. Dan setiap amanah akan ditanya pada Hari Kiamat. Rasulullah S.A.W bersabda yang bermaksud: 'Setiap kamu adalah pemimpin dan setiap kamu akan ditanya tentang kepimpinannya.'

Pegawai kanan yang terlibat dalam isu ni – sama ada dakwaan tu betul atau tidak – dia kena hadap soalan: Macam mana dia guna kuasa yang Allah bagi? Adakah dia amanah? Adakah dia ingat yang semua ni adalah pinjaman, dan satu hari nanti dia kena pulang?

Tapi jangan salah faham – ini bukan pasal satu individu je. Ini pasal system. Ini pasal culture. Ini pasal kita semua yang ada kuasa, sekecil mana pun kuasa tu. Adakah kita guna dengan betul?

Tentang Chegubard: Niat Hanya Allah Yang Tahu

Saya tidak mungkin tahu hasrat sebenar Chegubard – hanya Tuhan yang tahu hati manusia. Mungkin dia ada agenda politik. Mungkin dia betul-betul nak lawan rasuah. Mungkin mix of both. Wallahu a'lam.

Tapi yang pasti, apa yang berlaku adalah dengan keizinan dan kebijaksanaan Allah. Meski Chegubard ada agenda di sebalik semua ini, niat seseorang itu dia akan jawab dengan Tuhan. Bukan urusan kita nak judge niat dia. Tapi apa yang kita hadapi hasil dari tindakan dia – itu bukan semestinya perkara yang buruk. Pasti ada juga kebaikannya.

Allah boleh guna siapa saja sebagai medium untuk sampai teguran kepada kita. Kadang-kadang Allah guna orang yang kita suka. Kadang-kadang Allah guna orang yang kita tak suka. Yang penting bukan medium – tapi message.

Dalam hal ini, saya lebih cenderung kepada berfikir dan berpersepsi baik. Husn al-dhann. Fikir positif. Ada yang anggap ini plot jahat atau politik kotor, tapi saya melihat ia sebagai tanda Allah masih menegur dan membetulkan kita. Masih ada harapan. Masih belum terlambat.

Psychological Safety dan Moral Courage

Sebagai seseorang yang selalu cakap tentang 'psychological safety' dalam organisasi, isu ini buat saya reflect mendalam. Psychological safety bermaksud persekitaran di mana orang berani speak up tanpa takut kena hukum atau dikucilkan.

Tapi dalam hal Chegubard ni, dia tahu kesan yang akan dia hadapi – kena serang dari dua penjuru, kena tangkap, kena label macam-macam – tapi masih tetap ambil tindakan begini. Di sini saya nampak ada 'moral courage'. Keberanian moral untuk buat apa yang betul walaupun tahu ada harga yang kena bayar.

Ini buat saya terfikir: Mungkin dunia sekarang, dan terutamanya dalam organisasi kita, sukar untuk mencapai psychological safety yang tinggi tanpa ada moral courage. Orang kena berani untuk buat apa yang betul first, baru environment slowly berubah.

Berapa ramai dalam perkhidmatan kita yang nampak salah tapi tak berani cakap? Berapa ramai yang tahu ada penyelewengan tapi diam sebab takut career terjejas? Berapa ramai yang compromise integrity sebab 'everybody's doing it'?

Mungkin kita semua perlu sikit dari moral courage tu.

Untuk Yang Masih Berkhidmat: Jadikan Peringatan

Untuk rakan-rakan yang masih dalam perkhidmatan, jadikanlah perkara ini sebagai peringatan. Saya faham, ia berlaku dengan cara yang perit. Meremukkan ego diri. Bila perkhidmatan dihina oleh orang ramai, netizen, malah anggota sendiri pun mula ragu.

Tapi yakinlah – ini cara yang baik dan berkesan untuk orang sekeliling kita lebih sedar dan berhati-hati. Terutamanya yang bakal memikul amanah yang sama. Mereka yang akan naik pangkat, yang akan dapat kuasa, yang akan handle budget besar, yang akan approve tender – mereka semua akan ingat apa yang berlaku hari ini.

Mereka akan fikir dua tiga kali sebelum nak buat benda yang tak betul. Bukan sebab takut kena tangkap je – tapi sebab sedar yang amanah ni berat. Yang jawatan ni bukan untuk kaya, tapi untuk khidmat. Yang pangkat ni bukan untuk power trip, tapi untuk lead dengan contoh.

Ini prevention yang paling powerful. Bukan training 'Ethics and Integrity' yang semua orang tidur dalam dewan. Bukan poster 'Say No To Corruption' yang orang scroll past dalam WhatsApp group. Ini real consequence. Ini real example. Ini real deterrent.

Belajar Dari Kesilapan

Kita belajar sesuatu dan boleh berubah bila kita mengakui kekurangan dan kesilapan diri. Ini prinsip paling asas dalam improvement – acknowledge the problem first.

Sebagai institusi, ATM perlu acknowledge – ya, kita ada masalah. Ya, system kita ada loophole. Ya, culture kita ada yang perlu diperbaiki. Bukan untuk malukan diri, tapi untuk improve.

Dalam Islam, kita diajar konsep taubat. Taubat bukan sekadar minta maaf dan move on. Taubat yang sebenar ada tiga rukun: Sedar kita buat salah, stop buat salah tu, dan azam tak nak repeat lagi. Kalau boleh, repair the damage yang dah buat.

ATM as an institution boleh apply konsep yang sama. Sedar ada masalah (acknowledgment). Stop practice yang salah (reform). Azam nak jadi better (commitment). Dan repair damage (restore public trust).

Penutup: Antara Sakit dan Harapan

Saya tak nafikan – memang sakit bila institusi yang kita sayangi kena hentam. Sakit bila orang luar kritik. Sakit bila netizen buat meme dan joke. Sakit bila kita rasa macam khidmat kita selama ni sia-sia sebab ada segelintir yang rosakkan nama.

Tapi di sebalik sakit tu, ada harapan. Harapan yang ini akan jadi turning point. Harapan yang generasi akan datang akan dapat serve dalam institusi yang lebih bersih, lebih amanah, lebih bermartabat. Harapan yang anak-anak kita kalau join ATM nanti, mereka tak perlu hadap pressure untuk compromise integrity.

Saya pilih untuk lihat ini sebagai growing pain. Ya, sakit. Tapi growth memang selalu sakit. Nak jadi better version of ourselves – whether as individual atau sebagai institusi – mesti ada sacrifice, ada discomfort, ada pain.

Kepada rakan-rakan seperjuangan yang masih berkhidmat: Jangan give up. Jangan putus asa. Jangan fikir semua orang sama. The majority are still good people trying to do good work. Yang rosak tu segelintir je. Dan segelintir tu kena weeded out supaya yang majority boleh shine.

Kepada yang akan join perkhidmatan: Join dengan niat yang betul. Serve dengan integrity. Bila dapat kuasa nanti, ingat – it's an amanah, not a privilege. Use it wisely. Use it justly. Use it for the rakyat, not for yourself.

Dan kepada kita semua: Mari kita sama-sama doa supaya Allah permudahkan jalan untuk institusi kita kembali kepada landasan yang betul. Supaya yang bersalah dapat keadilan. Supaya yang innocent tidak teraniaya. Supaya sistem kita menjadi lebih baik. Supaya amanah kita kepada rakyat dan kepada Allah ditunaikan dengan sebaik-baiknya.

Sebab akhirnya, kita semua akan kembali kepada Allah. Dan bila kita kembali nanti, soalan yang akan ditanya bukan 'berapa bintang pangkat kau?', tapi 'macam mana kau guna kuasa yang Aku bagi?'

Semoga kita semua dari kalangan yang dapat jawab soalan tu dengan penuh keyakinan.

 

Shazad

Seremban, 3 Jan 2026

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Ditulis dari hati seorang bekas anggota yang masih menyayangi perkhidmatannya, Dengan harapan untuk masa depan yang lebih baik.

Chegubard: Peluru Berpandu di Medan Politik Malaysia? - Analisis Strategi Politik Seorang Aktivis yang Berani Serang Dua Penjuru

 

Bila nama Badrul Hisham Shaharin atau lebih dikenali sebagai Chegubard disebut, ramai yang teringat kepada seorang aktivis jalanan yang lantang, kontroversial, dan sering kali berhadapan dengan undang-undang. Tapi apa yang ramai tak perasan ialah strategi politik yang tersembunyi di sebalik setiap tindakannya – satu permainan catur yang rumit dalam politik Malaysia yang penuh onak dan duri.

Bukan Sekadar Aktivis Jalanan

Jika anda fikir Chegubard hanya seorang 'keyboard warrior' atau demonstran yang suka buat bising, anda tersilap besar. Lelaki kelahiran Reformasi 1998 ini sebenarnya sedang bermain permainan yang jauh lebih licik – dia menyerang musuh politik sambil membersihkan rumah sendiri. Ya, anda baca betul. Dia kritik kerajaan Madani, tapi pada masa yang sama palu habis-habisan kepimpinan parti sendiri, BERSATU.

Kenapa dia berani buat macam ni? Sebab Chegubard faham satu perkara mudah: dalam politik Malaysia hari ini, kredibiliti adalah mata wang paling berharga. Dan dia sanggup gadaikan kedudukan sendiri dalam parti untuk dapatkan kredibiliti tu.

Konflik Dalaman BERSATU: Luka Yang Dibuka Sendiri

Baru-baru ini, Chegubard buat laporan polis mendakwa seorang pegawai kanan Angkatan Tentera Malaysia terbabit dengan skandal penyalahgunaan wang. Tapi yang lebih mengejutkan, dia terang-terangan kritik Presiden BERSATU Muhyiddin Yassin, tuntut Muhyiddin letak jawatan jika gagal arah menantunya kembali untuk disoal siasat SPRM.

Tindakan ini buat kepimpinan BERSATU Negeri Sembilan naik angin. Mereka label Chegubard sebagai 'pengkhianat' dan gesa tindakan disiplin. Tapi Chegubard tak berundur. Malah dia bagi satu jawapan yang membuatkan kita semua terfikir: dia kata dia dedahkan semua ni lebih awal untuk sabotaj perancangan Anwar Ibrahim yang nak guna skandal dalaman BERSATU sebagai peluru politik masa pilihan raya nanti.

Ini bukan tindakan impulsif. Ini strategi 'pre-emptive strike' – serang diri sendiri sebelum musuh dapat peluang serang kita. Macam dalam chess, korbankan buah untuk menang permainan.

Apa Sebenarnya Berlaku Pada Dia?

Chegubard bukan tiba-tiba jadi rebel. Dia ada sebab kukuh:

Pertama, BERSATU tak bantu bayar kos mahkamah dia walaupun dia kena tangkap sebab kritik kerajaan untuk parti. Bayangkan, kau berjuang untuk parti, tapi bila kau kena masalah, parti tinggalkan kau. Sakit hati tu memang ada.

Kedua, dia rasa ada manipulasi kuasa dalam parti. Bila Naib Ketua Sayap Bersekutu anjurkan program dengan Presiden BERSATU di Port Dickson tanpa maklum bahagian dia sendiri, Chegubad naik angin. Ini bukan pasal protokol je, ini pasal respect.

Ketiga, dan ini yang paling penting – dia persoalkan sama ada BERSATU serius nak lawan rasuah atau sekadar buat wayang. Bila parti lebih sibuk main politik dalaman daripada perkukuh mesej kepada rakyat, Chegubard rasa terpanggil untuk bersuara.

Langkah Pertama Yang Berani: Menyerang ATM

Tapi sebelum Chegubard fokus sepenuhnya kepada kerajaan Madani, dia buat satu langkah yang ramai penganalisis politik kata 'tindakan nekad' – dia serang Angkatan Tentera Malaysia. Bukan pegawai biasa, tapi pegawai yang sepatutnya dilantik sebagai Panglima Angkatan Tentera – jawatan tertinggi dalam institusi ketenteraan negara.

Pelantikan Jeneral Tan Sri Muhammad Hafizuddeain Jantan sebagai Panglima Angkatan Tentera terpaksa ditangguhkan selepas Chegubard buat laporan polis dan SPRM. Hafizuddeain diarahkan bercuti untuk beri laluan kepada siasatan. Ini bukan main-main – ini melibatkan kedudukan paling tinggi dalam pertahanan negara.

Kenapa ATM? Strategi 'High Ground Moral'

Ramai yang tertanya-tanya: kenapa Chegubard pilih untuk serang ATM dulu? Bukankah lebih mudah serang ahli politik yang memang dah terkenal dengan rasuah?

Jawapannya terletak pada satu konsep strategik: 'high ground moral'. ATM adalah institusi yang paling dihormati rakyat Malaysia. Bila Chegubard sanggup serang ATM untuk isu rasuah, dia hantar satu mesej yang kuat – dia bukan politically motivated. Dia betul-betul nak lawan rasuah everywhere, termasuk institusi yang rakyat hormati.

Logiknya mudah tapi powerful: Kalau ATM yang 'suci' pun ada rasuah, apa lagi sivil? Apa lagi politik? Ini bukan serangan terhadap ATM sebagai institusi, tapi usaha untuk lindungi ATM dari pemimpin yang korup. Malah Chegubard frame tindakannya sebagai membela anggota ATM biasa yang teraniaya oleh rasuah pegawai atasan.

Dia bahkan kata: "Saya ialah orang Port Dickson. Port Dickson merupakan bandar tentera darat dan sudah tentu kebajikan anggota, anak-anak keluarga mereka antara prihatin saya." Brilliant positioning – dia bukan musuh ATM, dia hero untuk anggota ATM bawahan.

Pelan 'Tiga Fasa' Yang Terancang

Yang lebih menarik, Chegubard kata dia dah susun 'tiga fasa' untuk pendedahan ni. Ini bukan serangan spontan – ini campaign yang dirancang rapi. Dan bila kita tengok pattern dia, mula nampak satu strategi yang lebih besar:

Fasa 1 (sedang berlaku): Dedahkan rasuah dalam ATM – mulakan dari institusi yang paling 'bersih' untuk build kredibiliti.

Fasa 2 (kemungkinan): Link rasuah ATM dengan kontraktor pertahanan, perolehan dan tender – masuk ke zon 'grey area' antara ketenteraan dan politik.

Fasa 3 (target akhir): Tunjukkan siapa yang approve tender, siapa yang dapat kickback, bagaimana wang rasuah mengalir ke mana – expose political connection.

Strategi ni macam main domino – jatuhkan satu, yang lain akan ikut jatuh. Start dengan fondasi kukuh (ATM) sebelum roboh rumah besar (political corruption).

Timing Yang Sempurna

Perhatikan juga timing Chegubard. Dia serang sebelum Hafizuddeain jadi Panglima Angkatan Tentera. Kalau tunggu sampai Hafizuddeain dah jadi PAT, lagi susah nak sentuh – lebih banyak political shield, lebih banyak rank protection, lebih susah untuk SPRM bertindak.

Dan bila Chegubard dedah dengan bukti kukuh – laporan forensik akaun peribadi, dokumen perolehan dan tender, transaksi bank berulang – SPRM terpaksa buka kertas siasatan. Kalau SPRM tak buat apa-apa, nanti kelihatan macam selective prosecution. Ini tekanan pada SPRM untuk bertindak profesional, bukan politically.

Kesannya? Pelantikan PAT ditangguh. Satu mesej yang kuat kepada rakyat: tiada siapa kebal dari undang-undang, walau setinggi mana jawatan.

Senjata Utama: DNAA Ahmad Zahid

Dengan kredibiliti yang dibina dari kes ATM, Chegubard kini ada platform yang lebih kuat untuk serang kerajaan Madani. Dan dia ada 'nuclear weapon' untuk tu: isu DNAA (Discharge Not Amounting to Acquittal) Ahmad Zahid Hamidi.

Kontras tu memang 'killer'. Najib Razak – masuk penjara. Ahmad Zahid Hamidi – 47 pertuduhan rasuah digugurkan begitu saja. Pemimpin Sabah yang dirakam dalam video rasuah – masih bebas macam burung. Malah bekas Ketua SPRM Latheefa Koya pun dah cakap terang-terang: Zahid adalah sekutu utama Anwar, tanpa sokongan dia, kerajaan Madani akan tumbang.

Sekarang bila rakyat tengok pattern ni – ATM (bakal PAT) kena siasat dan pelantikan ditangguh, tapi Zahid (47 kes rasuah) dapat DNAA – double standard tu jadi crystal clear. Ini yang Chegubard nak achieve. Bukan sekadar tuduh, tapi buat comparison yang rakyat biasa pun boleh faham.

Dan timing pun sempurna – baru-baru ini dalam Disember 2025, ada peguam failkan semakan kehakiman terhadap DNAA Zahid sebab dah lebih setahun, tapi tak ada update langsung. Siasatan kata nak sambung, tapi sampai bila?

Strategi 'Death by a Thousand Cuts'

Chegubard tak guna strategi satu serangan besar je. Dia guna teknik 'death by a thousand cuts' – serangan kecil berterusan yang perlahan-lahan melemahkan kredibiliti musuh. Hari ini isu ATM, esok isu DNAA Zahid, lusa skandal Sabah, tulat lagi isu harta Anwar.

Pattern dia mudah nak faham: Tunjuk double standard kerajaan Madani. Pegawai ATM (institusi paling suci) – kena siasat, pelantikan ditangguh. Zahid (pro-Madani, 47 kes) – DNAA. Pemimpin Sabah (sekutu Madani, ada video) – tak ada tindakan. Aktivis pembangkang macam dia – kena tangkap bawah Akta Hasutan.

Rakyat biasa pun boleh faham logik ni. Dan bila rakyat dah faham, barulah pressure politik tu jadi real.

Risiko Tinggi, Balasan Tinggi

Tapi strategi Chegubard ni memang high risk, high reward. Dia kena serangan dari dua penjuru – parti sendiri kata dia pengkhianat, kerajaan pula tangkap dia bawah Akta Hasutan. Dia dah beberapa kali masuk lokap, kena 'gag order', hadap mahkamah. Hidup dia sentiasa dalam tekanan.

Malah bila dia serang ATM, ada yang kata dia sedang main api. ATM bukan institusi yang patut dipermainkan. Tapi Chegubard nampaknya yakin dengan bukti yang dia ada. Dia sanggup ambil risiko sebab dia tahu – kalau dia betul, impak dia akan besar. Kalau dia silap, career politik dia habis.

Chegubard bertaruh pada satu perkara: sokongan akar umbi. Dia percaya kalau dia konsisten kritik rasuah tanpa kira siapa yang terlibat – ATM ke, BERSATU ke, kerajaan Madani ke – rakyat akan respect. Dan respect tu lebih powerful dari kedudukan dalam parti atau kebebasan dari tangkapan polis.

Apa Yang Bakal Berlaku?

Kalau kita tengok trajectory Chegubard sekarang, kemungkinan besar dia akan terus intensify serangan, terutama isu DNAA Zahid sambil tunggu development kes ATM. Timing sempurna – pilihan raya semakin dekat, rakyat dah mula resah dengan kos sara hidup, dan kredibiliti anti-rasuah kerajaan Madani dah mula tercalar.

Tiga senario mungkin berlaku:

Senario 1: Kerajaan Madani terpaksa dakwa semula Zahid untuk restore kredibiliti, atau teruskan siasatan kes ATM sampai ke pendakwaan. Tapi kedua-dua langkah ni berisiko tinggi untuk survival politik kerajaan.

Senario 2: Chegubard terus diserang dari dua penjuru, akhirnya kena tindakan disiplin dari BERSATU dan kena hukuman mahkamah. Tapi dia dah capai objective – rakyat dah sedar tentang double standard, dan kes ATM tetap jalan.

Senario 3: Chegubard jadi symbol perjuangan anti-rasuah yang bebas dari parti politik. Dia keluar atau kena buang dari BERSATU, tapi dapat sokongan lebih kuat dari civil society dan rakyat biasa yang respect konsistensi dia.

Kesimpulan: Lebih Dari Sekadar Aktivis

Chegubard bukan hero. Dia juga bukan villain. Dia pemain catur dalam permainan politik yang sangat kompleks. Taktik dia mungkin controversial, cara dia mungkin kasar, tapi satu perkara yang kita kena acknowledge – dia konsisten dan strategik.

Keberanian dia untuk serang ATM – institusi paling dihormati – menunjukkan dia bukan sekadar 'political operator' yang pilih target mudah. Dia ambil risiko besar untuk build kredibiliti yang lebih besar. Dan kredibiliti tu yang dia guna untuk serang kerajaan Madani dengan lebih berkesan.

Dalam dunia politik Malaysia yang penuh dengan 'lompat parti' dan 'U-turn', konsistensi adalah barang nadir. Chegubard sanggup korban kedudukan dalam parti, sanggup hadap mahkamah, sanggup kena label pengkhianat, sanggup serang institusi yang rakyat hormati – semua untuk satu prinsip: lawan rasuah tanpa pilih bulu.

Sama ada strategi dia akan berjaya atau tidak, itu cerita lain. Tapi satu perkara pasti – dia dah buat SPRM bertindak terhadap kes ATM, dia dah buat rakyat persoalkan isu DNAA Zahid, dan dia dah buat kerajaan Madani rasa tak selesa. Dan dalam politik, kadang-kadang itulah yang diperlukan.

Jadi next time bila anda dengar nama Chegubard dalam berita – kena tangkap ke, buat laporan polis ke, kritik pemimpin ke, dedah skandal kerajaan ke – ingat: di sebalik semua drama tu, ada satu strategi politik yang sophisticated. Strategi seorang aktivis yang berani main api di dua penjuru, yang faham timing is everything, dan yang tahu macam mana nak build kredibiliti sebelum serang target sebenar.

Dan honestly? Regardless of your political leanings, you have to respect the game. Malaysia memerlukan lebih ramai yang berani cakap benar – walaupun kena bayar harga yang mahal, walaupun kena serang dari dua penjuru, walaupun target mereka adalah institusi yang paling berkuasa dalam negara.

 

Shazad shamsuddin

2 Jan 2026

Seremban. N.S

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Nota: Artikel ini ditulis untuk tujuan analisis politik dan tidak mewakili pandangan mana-mana pihak. Semua dakwaan masih dalam siasatan dan setiap individu yang disebut dianggap tidak bersalah sehingga dibuktikan sebaliknya di mahkam

Rasa Diri Sebagai Hamba: Jalan Menuju Syurga

 Pernahkah kita merasakan dorongan nafsu untuk melakukan sesuatu? Namun, kita berjaya menghalang diri kerana mematuhi perintah Allah. Itulah sebenarnya makna Islam.

Hanya dengan cara ini kita mencapai ketenangan dan kebahagiaan hidup. Inilah maksud sebenar perkataan "salam." Para sarjana Islam juga menegaskan perkara yang sama. Mereka mendefinisikan Islam sebagai "peace acquired through submitting yourself to the will of Allah" — kedamaian yang dicapai melalui penyerahan diri kepada kehendak Allah.

Ia bermaksud kita menundukkan kehendak diri kepada apa yang telah ditentukan oleh-Nya. Inilah ciri perhambaan diri. Inilah juga cara merendahkan ego dan nafsu yang sentiasa merasakan diri hebat. Nafsu yang sering merasakan kita tidak memerlukan Maha Pencipta.

Bukankah ini kesombongan yang ditunjukkan oleh syaitan? Ketika disuruh tunduk dan menghormati penciptaan Adam, syaitan enggan kerana sombong . “ Ingatlah ketika Kami berfirman kepada para malaikat, 'Sujudlah kamu kepada Adam!' Maka mereka pun sujud, kecuali Iblis. Ia menolaknya dan menyombongkan diri, dan ia termasuk golongan kafir” (Al-Quran 2:34)

Rendah Diri di Hadapan Pencipta

Hanya dengan sifat rendah diri, kita berada di landasan yang benar. Dengan merasakan diri kecil di hadapan Pencipta, kita layak menerima rahmat dan petunjuk-Nya.

Banyak kejadian yang menimpa kita sebenarnya adalah cara Allah memberi rahmat. Ia adalah kaedah untuk mengembalikan kesedaran bahawa kita hanyalah hamba. Dengan sifat ini jugalah kita akan dibawa ke syurga — nikmat yang dijanjikan selama-lamanya.

Jangan Cinta Dunia Secara Berlebihan

Sifat hamba ini menyelamatkan kita daripada cinta dunia yang berlebihan. Ia mengajar kita untuk sentiasa berpandangan jauh. Kehidupan akhirat lebih pasti. Di sanalah kita akan menghadapi perhitungan amalan.

Teruskan Refleksi Diri

Tanamkan benih kehambaan dalam hati. Sentiasa bergantung kepada Allah. Berpegang teguh kepada tali kepatuhan. Ingatlah, kecenderungan manusia itu sendiri adalah kepada keingkaran.

Hayatilah bahawa hidup ini adalah ujian. Pasti ada jerit perih. Namun, sedarlah bahawa itulah yang membawa kita kepada sifat kehambaan. Sifat inilah yang menjamin jalan pulang yang benar sebagai makhluk bernama manusia.

Apabila kita benar-benar bergantung kepada-Nya, dan sentiasa merentangkan harapan kepada janji-janji-Nya, kita akan selamat daripada dusta kehidupan dunia.

The Ivory Tower's Silent Crisis: Why Malaysian Universities Must Learn to Learn

 

Something is quietly unravelling in Malaysia's public universities. Behind the polished facades and impressive ranking climbs, a deeper malaise festers—one rarely discussed openly yet widely known. Our ivory towers, once symbols of enlightenment, now risk becoming monuments to mediocrity and institutional silence.

The evidence is troubling. Academic dishonesty among lecturers—not just students—has become disturbingly normalised. Citation stacking, paper mills, and the coercion of junior academics to add senior names to publications they never touched: these are not isolated incidents but systemic practices driven by relentless KPI pressures. When a system rewards quantity over quality, it inadvertently cultivates a culture of cutting corners. The pursuit of truth, which should be a university's sacred mission, gets sacrificed at the altar of metrics.

Then there is the ranking obsession. Malaysian universities have poured enormous resources into chasing global rankings—those European and American inventions that, as many Western institutions now recognise, measure prestige more than genuine educational quality. We game the system, sometimes paying for positions, while the real work of developing critical minds and advancing knowledge takes a backseat. The irony is painful: we climb ladders that may lead nowhere meaningful.

Perhaps most damaging is the pervasive culture of fear and silence. Academics who dare speak up risk being sidelined, passed over for promotion, or placed in 'cold storage.' This chilling effect is not merely anecdotal; research consistently shows that hierarchical rigidity and fear of retribution stifle innovation and learning. A recent study on Malaysian public higher education institutions found that psychological safety—the belief that one can speak candidly without punishment—remains critically underdeveloped, particularly among administrative and planning staff who shape institutional direction (Edmondson, 1999; Edmondson & Lei, 2014). Without psychological safety, organisations cannot learn, adapt, or honestly confront their failures.

Becoming a Learning Organisation: A Framework for Reform

The path forward requires a fundamental shift in how our universities conceive of themselves. Rather than institutions that merely deliver education and chase rankings, they must become learning organisations—entities that continuously acquire, create, and transfer knowledge while adapting their behaviour to reflect new insights (Marsick & Watkins, 2003). Watkins and Marsick's influential framework identifies seven dimensions essential for this transformation, each with specific implications for Malaysian higher education.

 

Creating continuous learning opportunities means moving beyond annual workshops and token professional development. Malaysian universities should establish structured learning circles where administrative staff and academicians regularly discuss challenges and solutions. Sabbatical programmes, traditionally reserved for academics, could be extended to senior administrators to explore best practices at other institutions. Cross-functional rotations would allow to understand different departmental perspectives, breaking down the silos that plague our bureaucracies.

Promoting inquiry and dialogue requires dismantling the deeply ingrained culture of sungkan (reluctance to speak up) and deference to hierarchy. Universities could institutionalise regular forums—perhaps monthly 'town halls'—where  all levels can question policies without fear. Book clubs discussing higher education challenges, as some advocacy groups have pioneered, create informal spaces for critical conversation. The key is normalising questions as signs of engagement, not insubordination.

Encouraging team learning challenges our individualistic performance systems. Instead of pitting departments against each other for resources, universities should reward collaborative projects that span faculties. Joint problem-solving teams addressing institutional challenges—student retention, graduate employability, research impact—would cultivate collective intelligence. When teams learn together, solutions emerge that no individual could devise alone.

Establishing systems to capture and share knowledge addresses the institutional amnesia plaguing our universities. When experienced staff retire or transfer, their knowledge often vanishes. Malaysian institutions need robust knowledge management systems—not just databases, but living repositories where lessons learned from failed initiatives are documented alongside successes. Exit interviews should become genuine knowledge-harvesting exercises, not administrative formalities.

Empowering staff toward a collective vision means genuine participatory planning, not token consultations where decisions are already made. Strategic planning exercises should actively seek input from frontline staff—those who interact daily with students and understand operational realities. When people help shape the vision, they own it. Currently, too many strategic plans are drafted in isolation by senior management, leaving staff to implement goals they neither understand nor believe in.

Connecting the institution to its external environment demands that universities shed their insularity. This means more than industry partnerships for funding; it requires systematic environmental scanning—understanding shifts in graduate employment markets, technological disruptions, and evolving societal expectations. Advisory boards with external stakeholders should have genuine influence, not merely ceremonial roles. Universities must become learning nodes within larger ecosystems, not fortresses guarding outdated knowledge.

Providing strategic leadership for learning is perhaps the most critical dimension. Vice-Chancellors and senior administrators must model learning behaviour themselves—publicly acknowledging mistakes, asking questions in meetings, and visibly engaging in their own professional development. Leadership development programmes should prioritise learning facilitation skills over administrative competencies. When leaders demonstrate that learning is valued, the entire institution follows.

Building Psychological Safety: The Foundation for Change

None of these dimensions can flourish without psychological safety—the shared belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes (Edmondson, 2018). In Malaysian higher education, where hierarchical traditions run deep and face-saving dominates organisational culture, building psychological safety requires deliberate, sustained effort.

First, leaders must frame work as learning problems rather than execution problems. When a new initiative is introduced, the message should be: 'We are experimenting; we will learn and adjust.' This reframes setbacks as data rather than failures. Malaysian university leaders often present plans as definitive, making any questioning seem like disloyalty. A learning frame invites input and acknowledges uncertainty.

Second, leaders must acknowledge their own fallibility. In cultures that venerate seniority, admitting 'I don't know' or 'I was wrong' feels deeply uncomfortable. Yet research shows that when leaders model vulnerability, it gives permission for others to do the same (Frazier et al., 2017). A Deputy Vice-Chancellor who openly discusses a strategic mistake and what was learned creates more safety than one who maintains an illusion of infallibility.

Third, institutions must actively invite input and respond constructively. It is not enough to have an 'open door policy'—staff must see that speaking up leads to genuine engagement, not retaliation. When someone raises a concern, the response should be gratitude and inquiry, not defensiveness. Universities could implement 'psychological safety audits' where staff anonymously report whether they feel safe to speak, with results driving leadership accountability.

Fourth, collective voice mechanisms should be strengthened. Rather than leaving individuals to challenge unreasonable KPIs alone—a risky proposition in hierarchical environments—entire departments should be empowered to collectively reject targets that undermine academic integrity. Academic unions and advocacy groups play vital roles here, providing solidarity that individual whistle-blowers cannot achieve. There is safety in numbers; collective dissent is harder to punish than individual complaint.

Fifth, training programmes on psychological safety should be mandatory for all leadership positions. Many universities leaders genuinely do not realise how their behaviours—interrupting, dismissing ideas, reacting defensively—undermine safety. Practical training using scenarios relevant to Malaysian academic contexts can develop awareness and alternative responses. This is not about importing Western management fads; it is about creating conditions where our own people can think, speak, and contribute fully.

 The Way Forward

Malaysian universities stand at a crossroads. We can continue down the path of performative excellence, chasing numbers while our intellectual culture atrophies. Or we can embrace the harder, more rewarding work of becoming genuine learning organisations—places where truth is pursued, mistakes are learning opportunities, and everyone can speak without fear.

The reforms outlined here are not utopian fantasies; they are evidence-based practices validated across diverse organisational contexts. What they require is leadership courage—the willingness to prioritise long-term institutional health over short-term metrics, and to trust that when people feel safe to learn, extraordinary things become possible.

The choice is ours. But the clock is ticking, and the cost of silence grows steeper by the day.

Major (Retired) Dr. Shamyl Shalyzad Shamsuddin is a freelance social science researcher and writer based in Seremban, Negeri Sembilan. He specialises in organisational learning and Human resource development.

 

When Your Best Friend Becomes Your Worst Boss: A Coffee Talk About Career Survival

 

Last week, I had a long phone call with my old friend, Farid (not his real name). We haven't caught up properly in months. What started as casual "how are you bro" quickly turned into a two-hour deep conversation about work, life, and some hard truths about the corporate world.

I'm sharing this because honestly, there's too many good lessons here to keep to myself.

 

The Two-Hour Interview: Good Sign or Red Flag?

Farid told me he just went for an interview. Aviation management team position. Quite senior role.

"Bro, the interview took almost two hours," he said.

"Two hours? Serious?"

"Yeah. Other candidates only 20 minutes. I don't know if that's good or bad."

I told him honestly — it can go both ways. Maybe they really interested in you. Maybe they grilling you because they not sure. But two hours? That means something caught their attention.

Then he shared some of the questions they asked. And wah, these are not your typical "tell me about yourself" questions.

Question 1: "You are a single father. How will you handle 30 female bachelor staff under you?"

I nearly choked on my coffee when he told me this. What kind of question is that? But you know what, it's actually clever. They want to see if he will panic. If he will say something inappropriate. If he understands boundaries and professionalism.

Question 2: "Let's say all your team members are your best friends. One of them is underperforming. How do you handle it?"

This one is tricky. Because we all know — friendship and work sometimes don't mix well. Can you be firm with your buddy? Can you separate personal from professional?

Question 3: "How would you handle a sexual harassment case in your team?"

Straightforward but heavy. They want to know if you understand policy, procedure, and most importantly — will you protect your people or protect the company's image?

Question 4: "You have a good worker, but they have a medical problem. How do you manage this?"

This shows if you have compassion. Do you see staff as humans or just numbers on KPI sheet?

Question 5: "If we hire you, what new things will you bring to the company?"

Classic. But important. Are you just here to collect salary, or you actually want to contribute something?

I told Farid, "Bro, if they asking you all this, they seriously considering you. These are leadership questions."

 

 

The Story Behind His Two Resignations

After the interview talk, I asked him something I've been curious about.

"Eh, what happened to your previous jobs? I heard you left two companies already."

He went quiet for a moment. Then he said, "It's a long story, bro."

And what he told me next — I think everyone needs to hear this.

The First Job: When Integrity Costs You Everything

Farid used to work for a company that managed and funded a religious school. Good job. Stable. Respected.

His own son was a student there.

One day, his son came home with injuries. Bad ones. Turns out, a teacher had physically punished him so badly that the boy had to be hospitalised.

As a father, Farid was furious. As an employee, he wanted to report it properly.

But the management called him in.

"Farid, we understand you're upset. But please, let's settle this internally. Don't make a police report. Don't go to the media. It will damage the school's reputation. It will affect our funding."

They basically asked him to shut up. To protect the company's name. To sacrifice his son's justice.

"I cannot do that, bro," he told me. "That's my son. How can I stay in a company that asks me to cover up abuse?"

So he resigned.

No drama. No big announcement. He just walked away.

"Sometimes," he said, "your principles cost you your paycheck. But at least I can sleep at night."

The Second Job: When Your Friend Becomes Your Enemy

After that, Farid was quite lost. No job. Bills piling up. Single father, remember.

Then an old friend approached him.

"Bro, come work with me. I'm in this organization now. The pay is good. I'll take care of you."

Farid was hesitant. The job scope wasn't his expertise. He's more of operations and management guy. This new role was completely different field.

But the salary was attractive. And his friend kept pushing. "Don't worry, I'll guide you."

So he joined.

Big mistake.

The first few months were okay. But slowly, things changed.

His friend — now his boss — started to pressure him. Complained about his performance. Set unofficial KPIs that were impossible to achieve.

"He never gave me proper training or resources," Farid said. "But he expected me to perform like I've been doing this job for 10 years."

And here's the worst part.

Farid is a friendly guy. He gets along with people easily. Soon, he became quite popular among other staff. People liked him. Respected him.

And his boss? Got jealous.

"I could feel it, bro. Everytime I joke with colleagues, he would give me that look. When people come to me for advice instead of him, he got irritated."

The boss started to sabotage him. Talked bad about him to board members. Made him look incompetent in meetings. Created situations where Farid would fail.

Finally, Farid was "advised" to resign.

"When I left, some staff actually cried. A few even said they wanted to resign too. That's when I knew — the problem was never me."

 

The Lessons I Took From This Conversation

After we hung up, I couldn't stop thinking about Farid's stories. There's so much to unpack here.

1. Know what you're good at — and stick to it.

Farid struggled in his second job because it wasn't his strength. Yes, the money was good. But money means nothing if you're miserable and failing everyday. Your "bread and butter" skills exist for a reason. Don't abandon them just for a bigger paycheck.

2. Never mix friendship with hierarchy.

This is painful but true. Your best friend can become your worst boss. When power dynamics enter a friendship, things get complicated. Not everyone can separate personal feelings from professional decisions. Be very careful when a friend offers you a job under them. Ask yourself — can this friendship survive if things go wrong at work?

3. Jealousy in the workplace is real.

Some bosses feel threatened when their subordinates shine. Instead of being proud, they feel challenged. If your boss starts acting cold when you get praised by others, that's a red flag. Protect yourself.

4. Impossible KPIs without resources is just setting people up to fail.

How can you expect someone to climb a mountain if you don't give them proper shoes? Some managers set high targets but provide zero support. No training. No budget. No manpower. Then they blame the staff when targets are not met. That's not leadership. That's cruelty.

5. Look after your people's welfare — including their health.

A good worker with medical problems is still a good worker. Don't throw people away just because they're going through tough times. Show compassion. Adjust their workload. Be human.

6. Your integrity is not for sale.

Farid could have stayed quiet about his son's case. He could have kept his job, kept his salary, kept his comfortable life. But he chose to walk away because he couldn't live with himself otherwise. In the end, we all have to answer to ourselves. Can you look in the mirror and be proud of who you are?

7. Communication and humility go a long way.

Talk to your team. Ask questions. Don't pretend you know everything. The best leaders are those who say, "I don't know, but let's figure it out together."

 

Final Thoughts

Before we ended the call, I asked Farid, "Any regrets?"

He laughed softly.

"Regret? No, bro. I learned so much from both experiences. Painful, yes. But I know now what kind of workplace I want. What kind of leader I want to be. And most importantly — what kind of person I refuse to become."

That hit me hard.

Sometimes the worst jobs teach us the best lessons.

To Farid, wherever your next chapter takes you — I'm rooting for you, brother.

And to whoever reading this: protect your peace, know your worth, and never let anyone make you compromise who you are.

---

Have you ever been in a similar situation? A friendship that got ruined by work? A boss who made your life miserable? Drop your thoughts. Sometimes sharing helps us heal.

Shamyl Shalyzad, PhD, is a freelance writer, HR advisor, and social science researcher. He resides in Seremban, Negeri Sembilan

thesis plot twist

Imagine a university that continuously evolves, adapts, and thrives in our rapidly changing educational landscape. This vision of a 'learning organization' is crucial for Malaysian public universities, yet many struggle to achieve it. My research investigates how ethical leadership and Islamic work ethics can transform our public universities into true learning organizations, with psychological safety playing a vital moderating role.

Why does this matter? In an era where higher education faces unprecedented challenges, from technological disruption to global competition, our public universities must evolve or risk becoming obsolete. Traditional leadership approaches aren't enough anymore – we need ethically-driven leadership that creates safe spaces for learning and innovation.

My study of 303 administrative staff across two major public universities revealed fascinating insights. First, ethical leadership significantly impacts the development of learning organizations. When leaders demonstrate integrity, transparency, and ethical behavior, they create an environment where continuous learning flourishes.

Interestingly, psychological safety emerged as a crucial factor, but with a twist – its effect was strongest in environments where psychological safety was low. This suggests that ethical leadership becomes even more critical in challenging environments where employees feel less secure about taking risks and sharing knowledge.

The implications are profound. For Malaysian public universities to thrive, we need to prioritize ethical leadership development and create psychologically safe environments that encourage innovation and learning. This isn't just about organizational success – it's about ensuring our universities remain relevant, competitive, and capable of nurturing the next generation of leaders.

My research provides a practical roadmap for this transformation. By understanding how ethical leadership and psychological safety interact to create learning organizations, we can help our public universities not just survive but thrive in an increasingly complex educational landscape.

This study matters because it bridges theory and practice, offering concrete solutions for one of the most pressing challenges facing Malaysian higher education today – how to build universities that can learn, adapt, and excel in a rapidly changing world."

my thesis in 2 minute

In the quest to transform our universities into dynamic learning organizations, we often overlook a fundamental truth - sustainable organizational learning must be built on strong ethical foundations. My research challenges the conventional approach by positioning ethical principles at the core of organizational learning in Malaysian public higher education.

Research shows that learning organizations in higher education institutions face unique challenges. Hussein et al. (2014) found that Malaysian public higher education institutions struggle to fully integrate learning organization practices, while Ghasemy et al. (2018) specifically identified implementation challenges in comprehensive universities.

Through examining ethical leadership, Islamic work ethics, and psychological safety, this study reveals how moral and ethical underpinnings can create more sustainable learning organizations. As Hong (2020) argues, the absence of ethical values among leaders hampers individual, team, and organizational learning. This aligns with Rupčić's (2017) finding that failure to achieve learning organization characteristics often stems from lack of necessary ethical practices.

Surveying 303 administrative staff across two major public universities, our findings are compelling. Ethical leadership emerges as a crucial driver of learning organization development - supported by Bavik et al. (2018) who found that ethical leadership facilitates employee knowledge sharing by addressing structural impediments within organizations.

The study's most fascinating finding reveals that psychological safety's impact is strongest in environments where it's naturally low. This aligns with Edmondson's (2018) research showing that psychological safety helps people overcome the defensiveness that can jeopardize productive learning behavior.

As Norliah and Sufean (2019) emphasize, Malaysian public higher education institutions need to prioritize continuous learning to meet the challenges of Industrial Revolution 4.0. This research provides an evidence-based framework for building sustainable learning organizations through ethical leadership and psychological safety.

In essence, this research offers a theoretically-grounded, empirically-validated approach to transforming our public universities into ethical, sustainable learning organizations.