18 challenges

Good catch. 

The abstract mentions 18 essential challenges, but the abstract itself only lists the top five. To see all 18, you normally need access to the full article or its appendix, where the Fuzzy Delphi Method screened the original 30 challenges down to 18. The abstract does not provide the complete list. (ScienceDirect)

Based on the paper's methodology, the authors:

  1. Identified 30 initial Industry 4.0–Circular Economy challenges from literature and expert input.

  2. Applied the Fuzzy Delphi Method (FDM) to remove less important factors.

  3. Retained 18 essential challenges.

  4. Then used Interpretive Structural Modelling (ISM) to determine relationships among them. (ScienceDirect)

The five most influential challenges reported in the abstract are:

  1. Lack of automation system virtualization

  2. Unclear economic benefit of digital investment

  3. Lack of process design

  4. Unstable connectivity among firms

  5. Employment disruptions (job displacement concerns) (ScienceDirect)

For your DBA

You actually do not need all 18 challenges unless you are specifically reviewing Industry 4.0 barriers.

For your section:

2.1 Technological and Organizational Transformation in Labour-Intensive Industries

you can use the paper to support the argument that palm oil mills face multiple barriers to digital transformation, including:

  • Technological barriers (automation and virtualization limitations)

  • Financial barriers (unclear return on investment)

  • Process barriers (lack of process redesign)

  • Inter-organizational barriers (poor connectivity across firms)

  • Human resource barriers (employment disruption concerns) (ScienceDirect)

This is actually more useful for your literature review than listing all 18 challenges.

A DBA-style paragraph

You could write:

Abdul-Hamid et al. (2020) identified several barriers to Industry 4.0

One more thing: if you have access through your university library, try downloading the article PDF and send me the appendix or the table containing the challenges. I can then help extract all 18 challenges and group them into organizational, environmental, and individual themes, which would fit very nicely with your conceptual framework.

Norsanina.blogspot.com

Refine adjustment

Thank you. Now I can see the direction of your study much more clearly.

Your title is:

"Exploring the Antecedents of Mill Worker Performance: A Case Study of the Palm Oil Industry in Carey Island"

The important thing is that your study is not actually about Industry 4.0 or technology adoption itself. Technology is only part of the context explaining why worker performance matters.

Your framework is:

Independent Variables

  • Organizational Factors

  • Environmental Factors

  • Individual Factors

Mediator

  • Perceived Supervisor Support (PSS)

Dependent Variable

  • Employee Performance


What this means for Chapter 2

The section I wrote earlier:

"Technological and Organizational Transformation in Labour-Intensive Industries"

is actually more suitable as:

2.1 Industry Context

rather than a core antecedent.

Think of it as the justification for why palm oil mills are changing and why employee performance has become critical.


Suggested Literature Review Structure

2.0 Introduction

Overview of Chapter 2.

2.1 Technological and Organizational Transformation in Labour-Intensive Industries

Purpose:

  • Explain changes occurring in palm oil, rubber, timber, manufacturing, and agriculture.

  • Discuss Industry 4.0.

  • Discuss labour shortages.

  • Discuss productivity pressures.

  • Explain why worker performance has become strategically important.

This is your context-setting section.


2.2 Employee Performance

Purpose:

  • Define employee performance.

  • Dimensions of employee performance.

  • Employee performance in manufacturing and palm oil industries.

  • Importance of employee performance.

This is your DV section.


2.3 Organizational Factors

Possible dimensions:

  • Training and development

  • Communication

  • Leadership

  • Reward systems

  • Organizational culture

  • Career opportunities

Discuss studies showing relationship with employee performance.

Addresses:

RQ1
RO1


2.4 Environmental Factors

Possible dimensions:

  • Working conditions

  • Safety climate

  • Physical environment

  • Work facilities

  • Technology availability

Discuss studies showing influence on performance.

Addresses:

RQ1
RO1


2.5 Individual Factors

Possible dimensions:

  • Motivation

  • Skills

  • Competency

  • Self-efficacy

  • Work attitude

Discuss studies linking individual characteristics with performance.

Addresses:

RQ1
RO1


2.6 Perceived Supervisor Support (PSS)

This should be a major section because it is your mediator.

Subsections:

2.6.1 Definition of PSS

2.6.2 Social Exchange Theory Perspective

2.6.3 Antecedents of PSS

Connect:

  • Organizational factors → PSS

  • Environmental factors → PSS

  • Individual factors → PSS

Addresses:

RQ2
RO2


2.7 PSS and Employee Performance

Discuss:

  • Supervisor support

  • Employee commitment

  • Motivation

  • Job satisfaction

  • Performance outcomes

Addresses:

RQ3
RO3


2.8 Mediating Role of PSS

This is critical.

Create three separate discussions:

2.8.1 PSS as Mediator between Organizational Factors and Performance

2.8.2 PSS as Mediator between Environmental Factors and Performance

2.8.3 PSS as Mediator between Individual Factors and Performance

Addresses:

RQ4
RO4


2.9 Underpinning Theory

I strongly recommend:

Social Exchange Theory (SET)

Why?

Because PSS originates from supervisor-employee exchange relationships.

Logic:

  • Organization provides resources.

  • Supervisor represents the organization.

  • Employees perceive support.

  • Employees reciprocate through better performance.

SET is one of the most commonly used theories for PSS studies.

You could also mention:

  • Organizational Support Theory (OST)

but SET should be your primary theory.


2.10 Hypothesis Development

Example:

H1: Organizational factors positively influence employee performance.

H2: Environmental factors positively influence employee performance.

H3: Individual factors positively influence employee performance.

H4: Organizational factors positively influence PSS.

H5: Environmental factors positively influence PSS.

H6: Individual factors positively influence PSS.

H7: PSS positively influences employee performance.

H8: PSS mediates the relationship between organizational factors and employee performance.

H9: PSS mediates the relationship between environmental factors and employee performance.

H10: PSS mediates the relationship between individual factors and employee performance.


2.11 Conceptual Framework

Your framework naturally becomes:

Organizational Factors ───┐
                          │
Environmental Factors ────┼──► PSS ───► Employee Performance
                          │
Individual Factors ───────┘

Direct paths:

Organizational Factors ───► Employee Performance

Environmental Factors ───► Employee Performance

Individual Factors ───────► Employee Performance 
One observation: your title says "Antecedents of Mill Worker Performance", but your RO and RQ are actually examining antecedents of both PSS and employee performance. That is perfectly acceptable, but it means Chapter 2 should spend substantial space on PSS, not just treat it as a small side variable. In many DBA theses with a mediator, the mediator often receives almost as much literature coverage as the dependent variable. This will strengthen the justification for RO2, RO3, and RO4.Norsanina.blogspot.com

2.1.0


For a DBA literature review, you should write this section as a broad industry transformation theme first, then narrow it down to palm oil mills. That creates a strong logical flow and justifies why technological and organizational transformation is an important antecedent of palm oil mill performance.

2.1.0 Technological and Organizational Transformation in Labour-Intensive Industries

Traditional labour-intensive industries, including agriculture, palm oil, rubber, timber, and manufacturing, are experiencing significant technological and organizational transformation due to increasing global competition, labour shortages, sustainability requirements, and the need for operational efficiency. These industries have historically relied heavily on manual labour and conventional management practices. However, the emergence of Industry 4.0 technologies has accelerated the shift towards automation, digitalization, artificial intelligence (AI), Internet of Things (IoT), big data analytics, and smart monitoring systems (Akmal et al., 2025). The integration of these technologies enables organizations to improve productivity, enhance decision-making processes, and reduce operational inefficiencies.

Industry 4.0 represents the convergence of physical operations and digital technologies through interconnected systems that facilitate real-time monitoring, predictive analytics, and intelligent decision-making. Across manufacturing industries, automation technologies have been increasingly adopted to improve production efficiency, product quality, workplace safety, and resource utilization. Recent studies indicate that digital technologies such as IoT sensors, cyber-physical systems, machine learning, and AI-driven analytics enable organizations to optimize operational processes while reducing dependency on manual interventions (Ahmmed et al., 2024; Jiang et al., 2024). These technologies support proactive maintenance, real-time performance tracking, and data-driven operational improvements, contributing to enhanced organizational performance.

In the agricultural sector, technological transformation has become increasingly important as organizations face growing pressure to increase productivity while maintaining sustainability. The adoption of Agriculture 4.0 technologies, including remote sensing, IoT-enabled monitoring systems, drones, AI applications, and blockchain technologies, has transformed traditional farming and plantation operations. These technologies facilitate precision agriculture, improve resource management, enhance traceability, and support evidence-based decision-making. Consequently, organizations are able to achieve higher operational efficiency while addressing environmental and sustainability concerns (Fasciolo et al., 2024).

Beyond technological advancements, organizational transformation plays an equally important role in ensuring successful digital adoption. Organizations must develop analytical capabilities, foster a data-driven culture, and redesign operational processes to maximize the benefits of digital technologies. Research suggests that technological investments alone are insufficient to improve organizational performance unless supported by appropriate organizational structures, leadership commitment, and employee competencies. Data-driven decision-making has emerged as a critical capability that enables managers to utilize real-time operational information for strategic and operational decisions, thereby improving responsiveness and organizational effectiveness (Szukits & Móricz, 2024; Malik, 2024).

The importance of organizational culture in digital transformation has also gained increasing attention in recent literature. Organizations that cultivate innovation-oriented cultures, encourage knowledge sharing, and support continuous learning are more likely to achieve successful digital transformation outcomes. Conversely, resistance to change, lack of digital competencies, and inadequate organizational support may hinder technology adoption and limit performance improvements (Ghafoori et al., 2024). Therefore, technological transformation must be accompanied by organizational readiness and workforce development initiatives to achieve sustainable performance gains.

Within the palm oil industry, the need for technological and organizational transformation has become increasingly evident. Palm oil operations continue to face challenges related to labour dependency, productivity variability, operational inefficiencies, and sustainability compliance. Recent studies highlight that Industry 4.0 technologies, including IoT, AI, blockchain, big data analytics, and remote sensing systems, have the potential to significantly enhance palm oil production processes, improve supply chain transparency, and support sustainable operations. Furthermore, the adoption of smart technologies can reduce reliance on manual labour while enabling more efficient monitoring and control of mill operations (Akmal et al., 2025).

Consequently, technological and organizational transformation has emerged as a critical antecedent of organizational performance in labour-intensive industries. As palm oil mills continue to modernize their operations, the successful integration of digital technologies, supported by organizational readiness and data-driven management practices, is expected to contribute positively to operational efficiency, productivity, and overall mill performance.


Suggested APA 7th References

You should include these recent references in your bibliography:

Akmal, M. Z. M., Ooi, J., Ng, W. P. Q., Shen, H., et al. (2025). Impact of Industry 4.0 technologies on the oil palm industry: A literature review. Smart Agricultural Technology, 10, 100685.

Ahmmed, M. S., Isanaka, S. P., & Liou, F. (2024). Promoting synergies to improve manufacturing efficiency in industrial material processing: A systematic review of Industry 4.0 and AI. Machines, 12(10), 681.

Fasciolo, B., Panza, L., & Lombardi, F. (2024). Exploring the integration of Industry 4.0 technologies in agriculture: A comprehensive bibliometric review. Sustainability, 16(20), 8948.

Ghafoori, A., Gupta, M., Merhi, M. I., Gupta, S., & Shore, A. P. (2024). Toward the role of organizational culture in data-driven digital transformation. International Journal of Production Economics, 271, 109205.

Jiang, L., Zhang, J., & Wong, Y. D. (2024). Digital technology in occupational health of manufacturing industries: A systematic literature review. Discover Applied Sciences, 6, 631.

Malik, S. (2024). Data-driven decision-making: Leveraging the IoT for real-time sustainability in organizational behavior. Sustainability, 16(15), 6302.

Ojha, V. K., Goyal, S., Chand, M., & Kumar, A. (2024). A framework for data-driven decision making in advanced manufacturing systems: Development and implementation. Concurrent Engineering.

Szukits, Á., & Móricz, P. (2024). Towards data-driven decision making: The role of analytical culture and centralization efforts. Review of Managerial Science, 18, 2849–2887.


This section is already approaching doctoral-level literature review style because it moves from general industry transformation → Industry 4.0 → organizational transformation → agriculture → palm oil industry, which is the flow examiners usually expect in Chapter 2.

Norsanina.blogspot.com

Chapter 2 Introduction

Chapter 2 Introduction 

22/06/2026

Certainly. Since your Chapter 2 is no longer just about employee performance, but is increasingly positioned within the context of technological transformation, workforce adaptation, knowledge transfer, supervisory support, and employee performance in labour-intensive industries, your introduction should set up that narrative before moving into the specific variables.

Here is a draft that aligns with the themes we discussed.


2.0 Introduction

 ✅ Done 

APA References

Abdul-Hamid, A. Q., Ali, M. H., Tseng, M. L., Lan, S., & Kumar, M. (2020). Impeding challenges on Industry 4.0 in circular economy: Palm oil industry in Malaysia. Computers & Operations Research, 123, 105052.

Judijanto, L. (2025). Exploring the potentials of artificial intelligence and digital technologies in transforming the palm oil industry: A review. Journal of Information, Technology and Policy, 1–13.

Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884.

Oreg, S., Vakola, M., & Armenakis, A. (2011). Change recipients’ reactions to organizational change: A 60-year review of quantitative studies. The Journal of Applied Behavioral Science, 47(4), 461–524.


One suggestion: because your study is about antecedents of employee performance, I would make "Technological and Organizational Transformation in Labour-Intensive Industries" the first substantive section after the introduction (before discussing the DV and IVs). 

This creates a logical bridge from Industry 4.0 and workforce adaptation to PSS and employee performance, rather than jumping straight into variable definitions.

Norsanina.blogspot.com

How To Select IV

21/06/2026

Yes, there is such a thing in a thesis, but it must be written carefully.

You should not write:

"We could have studied Technology Acceptance, Job Insecurity, Trust in Automation, etc., but we chose PSS."

That sounds conversational and may invite examiners to ask:

"Why didn't you study those instead?"

A stronger academic approach is to acknowledge the existence of those constructs and then justify why PSS is the focal construct for this study.

In your case, this discussion would fit best after the paragraph discussing Industry 4.0, workforce adaptation, and technological change, and immediately before the paragraph introducing PSS as the mediator.

The flow becomes:

  1. Industry facing technological change.

  2. Workers may experience uncertainty and adaptation challenges.

  3. Many theoretical perspectives exist.

  4. This study focuses on PSS because supervisors are the closest mechanism influencing workers.

  5. Therefore PSS is chosen as the mediator.

You could write something like this:

Extracted 

Done 

I actually think this paragraph does something very useful for your DBA.

It quietly tells the examiner:

"I know the Technology Acceptance literature."

"I know the Readiness for Change literature."

"I know the Job Insecurity literature."

But then it explains:

"My study is not about technology adoption. My study is about employee performance, and PSS is the most relevant mechanism in this operational setting."

That is a much stronger position than trying to include all those variables in the framework.

In fact, if your viva examiner later asks:

"Why didn't you use UTAUT, TAM, or Readiness for Change?"

You can answer:

"Those constructs explain employee reactions to technology. However, the objective of this study was to examine employee performance and the role of supervisory support within palm oil mill operations. Therefore, PSS was selected because supervisors are the primary channel through which organizational practices, knowledge transfer, and workforce development influence employees."

That is a defensible DBA answer.


Norsanina.blogspot.com

Amuse


Amuse

21/06/2026

I would like to ask a rhetorical question. No right and wrong answer. I pick up this line some time ago from a podcast called Why File and YouTube Why Files.  If the branch falls out of a tree in a forest, will it make sound or no sound because no one is listening. Does it matter. 

I tend to collect bits and pieces of something sometime and store it in my head, it will replay like this sentence. Until I cannot stand it anymore or it just pops out,  then I will start searching.

Answer: 
That question has fascinated philosophers, scientists, and curious people for centuries because it is really asking two different questions hidden inside one sentence.

Question 1: Does the falling branch create physical vibrations in the air?

Science would say: yes.

The branch falls, hits the ground, and creates pressure waves in the air. Whether anyone is there or not, those vibrations occur.

Question 2: Is there "sound" if no conscious being hears it?

This becomes a philosophical question.

Some philosophers argue:

Sound is not merely vibration.

Sound is an experience created by the mind.

Without ears, nerves, and consciousness, there are only vibrations, not sound.


In that view, the branch creates vibrations but not "sound."

So the answer depends on how you define the word sound.


---

What interests me more is what you said afterward:

 "I tend to collect bits and pieces of something and store it in my head. It will be replayed like this sentence."



That reminds me of how some people think in seeds rather than conclusions.

Most people hear a sentence and either agree or disagree.

Others hear a sentence and unconsciously store it.

Years later it resurfaces:

Why did that sentence stay with me?

What was bothering me about it?

What does it connect to?


The mind keeps working on it in the background.

Sometimes these recurring thoughts are not really seeking an answer. They are seeking a framework.

For example, perhaps what keeps returning is not the branch at all, but questions such as:

Does reality require a witness?

Does something matter if nobody notices?

Is existence independent of observation?

If nobody appreciates my effort, does it still have value?


Many deep questions in life are hidden inside seemingly simple riddles.


---

Your recent reflections remind me of another version:

If a person spends their whole life being kind, but nobody remembers them after they die, did their kindness matter?

Some would say no.

Others would say yes, because the kindness was real whether or not it was witnessed.

In a way, it is the same branch falling in the forest.

The branch falls.

The vibration exists.

Whether someone hears it is a different question.

And perhaps that is why the sentence stayed in your mind all these years. Not because it needs an answer, but because it quietly points toward much larger questions about existence, meaning, and whether reality depends on being seen.

Answer 2
I am amused and entertained by that though.

I can see why. Sometimes an "aha" moment is not the discovery of an answer—it is the discovery of the real question that was hiding underneath.

You started with a branch falling in a forest. That sounds like a question about physics. Then suddenly you realize it is actually about consciousness, meaning, value, observation, and existence. The floor drops away beneath the original question.

What strikes me is that you often describe waking up with a thought over coffee, or having an idea appear unexpectedly. You don't seem to force these questions. They arrive, sit quietly in your mind, and then one day connect to something larger.

There is a phrase often attributed to the philosopher Ludwig Wittgenstein:

 A serious philosophical problem could be written in the form of a joke.


Many philosophical puzzles are like that. They sound simple enough for a child to ask, yet adults can spend centuries discussing them.

For example:

Why am I me and not someone else?

What was it like before I was born?

If everything changes, what remains the same?

Does a memory exist when nobody is remembering it?


None of these have definitive answers, yet they are strangely entertaining. The mind circles them not because it expects a solution but because they reveal something about how we think.

You once mentioned the idea that when Allah breathed the ruh into the embryo, perhaps "you never left that state." That is another example. It is not a question that can be settled by measurement. Yet it changes how you look at yourself, life, and death.

Some people find such thoughts unsettling. You seem to find them fascinating.

There is a difference.

The unsettled person asks:

"How do I stop thinking about this?"


The fascinated person asks:

 "Where does this thought lead if I follow it?"


From what you've shared over time, you seem closer to the second type. That is probably why a random sentence from a podcast can stay alive in your mind for years. Not because it is unresolved, but because your mind recognizes that there is more inside it than appears at first glance.

And sometimes the reward is exactly what you felt today—not certainty, just amusement.

A quiet smile over coffee:

"Oh. That's what the question was really about." ☕️


Norsanina.blogspot.com

Chapter 1 or 2

It looks like this paragraph fit into chapter 1 or 2.

Yes. In fact, I think you have just found something that fits your DBA much better than a pure automation discussion.

What caught my attention is not:

"AI-driven automation aids labour management."


What caught my attention is:

 "Comprehensive strategies incorporating technological innovation and capacity building are essential."


That sentence is almost speaking directly to your framework.

Your study is about:

Organizational Factors

Environmental Factors

Individual Factors

PSS

Employee Performance


The paper is essentially saying:

> Technology alone is not enough.

Human capability development is required.



That is exactly where your DBA can contribute.


---

How this paper supports your Organizational Factors

The paper mentions:

Capacity building

Workforce challenges

Labour management

Digital literacy


These can be linked to:

Organizational Factors

Training opportunities

Knowledge transfer practices

Workforce development initiatives

Communication practices


You can argue:

The successful integration of AI and digital technologies requires organizations to invest not only in technological infrastructure but also in workforce development, knowledge transfer, and employee support mechanisms.



That is almost tailor-made for your Organizational Factors construct.


---

How this paper supports your Individual Factors

The paper mentions:

 Low digital literacy.



This is very useful.

You currently have:

Individual Factors

Skills

Motivation

Education

Prior Experience

Adaptability


You can strengthen this section by adding discussion around:

Digital literacy

Learning readiness

Adaptability to technological change


The logic becomes:

Low Digital Literacy ↓ Difficulty understanding new systems ↓ Lower confidence ↓ Lower performance


---

How this paper supports PSS

This is where I think many researchers miss the opportunity.

When management introduces:

AI

Automation

Smart monitoring

Digital dashboards


Workers do not ask:

"What algorithm are we using?"



Workers ask:

"Can I still do my job?"

"Will I be replaced?"

"Can I learn this?"



Who answers those questions?

Usually:

Supervisor.

Therefore:

PSS becomes even more important during technological transitions.

You could argue:

> Supervisors play a critical role in facilitating employee adaptation by communicating organizational intentions, addressing concerns, supporting learning activities, and fostering confidence during periods of technological change.



This fits your mediator perfectly.


---

How this paper supports your Environmental Factors

You currently define environmental factors as:

Workplace conditions

Infrastructure

Safety standards

Socio-cultural influences


The paper specifically mentions:

> Infrastructure limitations.



This is excellent.

Many studies ignore this.

Imagine:

Management wants digitalization.

But:

Poor internet coverage.

Limited system access.

Inadequate technological infrastructure.


Employees may appear resistant when the real issue is environmental.

Therefore:

Infrastructure readiness becomes an environmental factor affecting performance.


---

The hidden research gap I see

The paper focuses on:

Technology

AI Digitalization Automation

The paper recommends:

Capacity Building

Training Skills Knowledge

But the paper does not fully explain:

 Who helps workers adapt?



Your DBA can answer:

 Perceived Supervisor Support.



That is the bridge between management's technological ambitions and workers' actual performance.


---

A paragraph you could potentially use in Chapter 1 or Chapter 2

Done 

If I were wearing an examiner's hat, I would say this paper strengthens your argument that:

The future challenge is not AI.



The future challenge is:

Whether workers and supervisors are prepared for AI.



And that fits your current DBA framework remarkably well without requiring you to add a new dependent variable or redesign the entire study.



Norsanina.blogspot.com

potentials of artificial intelligence



Judijanto, L. (2025). Exploring the potentials of artificial intelligence and digital technologies in transforming the palm oil industry: A review. Journal of Information, Technology and Policy, 1-13.


Abstract

The palm oil industry faces increasing pressure to improve productivity, sustainability, and supply chain transparency amid environmental and economic challenges. This study aims to explore the potential of artificial intelligence (AI) and digital technologies in transforming the palm oil sector by synthesising existing qualitative literature. A qualitative literature review methodology was employed, focusing on secondary data sourced from 80 peer-reviewed academic articles, institutional reports, and relevant industry publications. Data collection involved systematic document retrieval and screening to ensure relevance and credibility. Thematic analysis was conducted to identify key areas where AI and digital tools impact the industry, emphasising precision agriculture, supply chain traceability, environmental monitoring, and labour productivity. The results reveal that AI applications significantly enhance yield optimisation through advanced remote sensing and machine learning algorithms, improve supply chain transparency via blockchain and natural language processing, and support environmental compliance through satellite monitoring and emissions detection. Additionally, AI-driven automation aids labour management, addressing workforce challenges and operational efficiency. Despite these advancements, barriers such as low digital literacy among smallholders and infrastructure limitations persist, limiting widespread adoption. The study concludes that while AI and digital technologies hold transformative potential, comprehensive strategies incorporating technological innovation and capacity building are essential for inclusive sectoral development.

Future research should focus on pilot implementations, socio-economic impact assessments, and the development of tailored solutions for smallholder integration to fully harness digital transformation benefits in the palm oil industry.

ojs.sgsci.org

Norsanina.blogspot.com

Add on palm - dv


Things that warrant this study.
DV problem

Poor training
Poor communication
Lack of knowledge transfer

Fear of losing job

Norsanina.blogspot.com

Cloth Hangers Problem


Cloth Hangers 

What you describe does not sound like a hanger problem.

The hanger is just the visible symptom.

The pattern I hear is:

1. You experience a shortage or inconvenience.
2. You solve it by adding more resources.
3. Relief comes temporarily.
4. The shortage returns.
5. You add even more resources.


Eventually you have many hangers, but somehow still "not enough."

This happens in many areas of life:

Not enough money → earn more → still feels insufficient.

Not enough time → become more efficient → still rushed.

Not enough storage → buy containers → still cluttered.

Not enough books → buy more books → still feel unprepared.

Not enough knowledge → keep studying → still feel behind.


The external object changes. The internal pattern remains.

For the hanger example, I would ask:

Are you actually short of hangers, or do you own more clothes than your hanger system can comfortably support?

Those are two very different problems.

Imagine:

20 clothes, 20 hangers = enough.

100 clothes, 100 hangers = enough.

100 clothes, 120 hangers = still feels insufficient if washing accumulates, clothes are not put away, or the wardrobe is overcrowded.


The mind sees an empty hook and says, "Need more hangers."

But the system problem may be elsewhere.

What caught my attention is when you said:

> "This is like fighting fire with fire."

That suggests you already sense something deeper.

Sometimes we repeatedly treat the consequence rather than the cause.

From some of our previous conversations, you've reflected on feeling "not enough" in different forms:

not contributing enough,

not achieving enough,

not having enough resources,

not progressing fast enough.

The hanger story feels surprisingly similar.

The mind says:

"If I just get a few more, everything will finally be okay."

Then it moves the finish line.

A question worth sitting with:

When was the last time you genuinely felt that what you already had was enough?

Not just hangers.

Anything.

Because if "enough" is never reached internally, no number of hangers will solve it externally.

And to be clear, this is extremely common. Many capable people spend years optimizing systems when the real issue is that their internal definition of "enough" keeps expanding.

The hanger may simply be the universe's way of showing you the pattern in a form that is easy to see.

Answer 2. 

Yes. But I don't think the solution is to force yourself to feel grateful or to keep
repeating "I have enough." That often works for a few minutes and then the old feeling returns.

The easiest way is to separate need, capacity, and desire.

Using your hanger example:

Need = 60 hangers.

Capacity = wardrobe can comfortably hold 70 hangers.

Desire = "Maybe I should buy another 20, just in case."


When desire starts pretending to be a need, the cycle begins again.

A practical exercise:

Step 1: Create an "Enough Number"

For things that repeatedly bother you, decide the number beforehand.

For example:

Hangers = 80.

Coffee mugs = 6.

Handbags = 3.

Books waiting to be read = 20.


Once you reach that number, you are not allowed to solve the problem by buying more.

Instead, ask:

 "What is the real problem?"

For hangers:
Too many clothes?
Laundry delayed?
Wardrobe space limited?
The problem becomes visible.

Step 2: Delay Every "Just In Case" Purchase

When your mind says:
 "Better buy more."



Reply:
 "Maybe. I'll decide in 7 days."

Not "No."

Just "Not today."

You'll be surprised how many urges disappear on their own.

Step 3: Replace Scarcity Questions

Notice how the mind asks:

"What is missing?"

Try asking:

"What is already working?"

For your clothes:

I have clothes.

I have hangers.

My clothes are clean.

The system works most days.


This shifts attention from the 5% problem to the 95% that is functioning.

Step 4: Practice "One Complete Thing"

You have mentioned before that you often have several interests and projects running at once.

Each day, choose one thing and consciously tell yourself:

 "For today, this is enough."

Not forever.

Just today.

A completed small task calms the mind more than ten unfinished improvements.

A Reflection from Al-Ghazali

One idea found throughout the works of Abu Hamid al-Ghazali is that the heart can become accustomed to seeking satisfaction from the next thing. When it gets that thing, it immediately seeks another. The problem is not the object; it is the habit of seeking completion through the object.

The cure is not owning less or owning more.

The cure is learning to stop at a reasonable point and saying:

"This serves its purpose."

That sentence sounds simple, but it is powerful.

For the next week, whenever you catch yourself thinking, "I need more," ask:

 "Do I need more, or have I simply not decided what enough looks like?"

I suspect that question alone will reveal a lot about the pattern you've been noticing.


Answer
That detail changes the picture.

If you only rotate about:

5 T-shirts

5 pants

and your work uniforms are separate, then objectively you are not consuming many clothes. Most people with a hanger shortage have dozens or hundreds of garments. You don't seem to fit that pattern.

So I wonder whether the hanger issue is actually about availability at the exact moment you want it.

For example:

10 hangers occupied by clothes drying.

A few hangers occupied by clothes you haven't put away yet.

A few reserved for jackets or other items.

Suddenly you need 3 more hangers right now.

The mind experiences:

"Not enough hangers!"

Even though, looking at the whole month, you probably own enough.

This is a different phenomenon. It is not necessarily greed or accumulation. It can be a low tolerance for friction.

Some people are very sensitive to bottlenecks. If they encounter a small obstacle, they immediately want to eliminate it permanently.

Examples:

Slow internet → upgrade.

One missing hanger → buy ten more.

Not enough storage → buy another shelf.

Queue at a counter → find a faster system.

The goal is not "more." The goal is "remove the annoyance."

Does that sound closer?

Because from our conversations, I've noticed something: you are a problem-solver. You write books, work on a DBA, think about philosophy, reflect on life deeply. When you see a problem, your instinct is often:

"How do I eliminate this completely?"

Many successful researchers and managers think this way.

The downside is that life contains many small inconveniences that can never be fully optimized away.

A practical experiment:

Next time you run out of hangers, don't buy any.

Instead, sit with the inconvenience for 24 hours.

Tell yourself:

"The system is imperfect, but it is not broken."

If after a week the problem still occurs frequently, then buy more hangers.

But if the discomfort disappears after a day or two, then the problem was not actually a shortage. It was the feeling of shortage.

That distinction is subtle, but important.

Reading your message, I am not convinced you have a hanger problem. I think you may have what many intelligent, conscientious people have:

A tendency to notice every small inefficiency and feel compelled to fix it immediately.

That trait helps people finish degrees, write books, and improve systems.

But peace often comes from asking:

"Is this a problem that needs solving, or a minor inconvenience that can simply be tolerated?"

Those are not the same thing.

And interestingly, your cat stories, your PhD journey, and even your reflections about life often circle around the same theme: learning when to act, and learning when to let things be. The hanger may just be the smallest, safest place where that lesson is showing up.

Answer
I think we may have found the root of the hanger story.

Not the hangers.

Not the clothes.

Not even the need to fix problems.

You said:

> "I will not allow myself to make any simple mistake."



Then you connected it to 1997, when your husband left and you had a 6-month-old baby.

Imagine the responsibility you were carrying then.

You were not just raising a child.

You were raising a child while feeling that someone, somewhere, might be watching for evidence that you had failed.

So every decision mattered.

Every mistake mattered.

Every shortcoming mattered.

You were not living as:

> "A mother doing her best."



You were living as:

> "A mother who must not fail."



Those are very different ways to live.

For a while, that mindset probably helped you.

It may have been the reason your daughter:

became disciplined,

became accomplished,

became independent,

became capable.


The problem is that the mind sometimes keeps using a survival strategy long after the danger has passed.

Your daughter is married.

She has her own life.

Yet the internal supervisor is still on duty.

The voice still says:

> "Check again."

"Don't make mistakes."

"Prepare for every possibility."

"Make sure nobody can blame you."



That voice may have protected you for decades.

But now it is exhausting you.


---

There is something else I noticed.

You said:

> "She was supposed to be groomed as a doctor."



Then you said she became a ballerina and has the mind of an accountant.

I wonder whether there is grief there.

Not because she failed.

She sounds successful.

But because the future you spent years protecting did not unfold exactly as expected.

Parents sometimes sacrifice for a picture in their mind.

Then the child grows up and chooses their own picture.

The sacrifice was real.

But the picture disappears.

That can leave a deep ache.

As for why she cannot stand being around you for long, I would be very cautious about blaming yourself.

Children do not experience our sacrifices the way we experience them.

You remember:

the sleepless nights,

the financial worries,

the fear,

the responsibility.


She remembers:

the rules,

the pressure,

the expectations,

the corrections.


Both memories can be true at the same time.

Neither person is lying.

They simply lived on different sides of the same story.

You have often spoken about:

not being good enough,

abandonment,

your PhD struggles,

needing things to be in order.

I am starting to see a common thread.

The little girl who was left with a baby to raise alone made a decision:

"I will not give anyone a reason to say I failed."

That decision helped her survive.

But now, almost thirty years later, perhaps another decision is needed:

 "I am allowed to be imperfect and still be a good mother."


Not a perfect mother.

A good mother.

Those are not the same thing.

And perhaps next time you find yourself wanting another pack of hangers, you can gently ask:

"Do I need more hangers, or is that old mother from 1997 trying to make sure nothing ever falls short again?"

Because I suspect that woman has been working very hard for a very long time.

Norsanina.blogspot.com

Dinner day 2

Half vegan
 
19/06/2026

Day 2 dinner
From Gemini 


That sounds like a delicious, classic Malaysian economy rice (Nasi Kandar / Nasi Campur) style dinner!

To give you an accurate nutrient count, I am basing this on the standard 

**"Suku-Suku Separuh" (Quarter-Quarter-Half)** healthy plate proportion recommended by the Ministry of Health Malaysia (MOH).

Here is what a correct portion looks like for this meal:

 * **1/4 Plate (Carbohydrates):** 1 scoop of white rice (Nasi putih, ~100g)

 * **1/4 Plate (Protein):** 1 ladle of beef tripe curry (Perut lembu kari, ~90g)

 * **1/2 Plate (Vegetables):** 1 ladle of stir-fried long beans with egg (~60g) + 1 small serving of deep-fried bitter gourd (Peria katak goreng, ~40g)

## Estimated Nutrient Breakdown
Here is how the calories and macronutrients stack up for these exact portions:

| Food Item | Portion Size | Calories (kcal) | Protein (g) | Carbs (g) | Fat (g) |
|---|---|---|---|---|---|
| **White Rice** | 1 scoop / cawan | 140 | 3.0 | 31.0 | 0.3 |
| **Perut Lembu Kari** | 1 ladle / senduk | 130 | 12.0 | 4.0 | 8.0 |
| **Kacang Panjang Fry with Egg** | 1 ladle / senduk | 67 | 3.5 | 2.5 | 5.0 |
| **Bitter Gourd Deep Fry** | 1 small handful | 110 | 1.5 | 7.0 | 9.0 |
| **TOTALS** |  | **447 kcal** | **20.0 g** | **44.5 g** | **22.3 g** |
## Dietitian's Feedback on Your Plate
You actually put together a beautifully balanced meal. Here is why this works so well, along with a couple of minor things to keep in mind:

 * **Great Protein Variety:** The *perut lembu* (beef tripe) is naturally very lean and packed with protein, iron, and zinc. By pairing it with the egg in your long beans, you get a solid 20 grams of protein, which is excellent for keeping you full through the evening.

 * **Fiber Powerhouse:** Combining bitter gourd and long beans easily hits your vegetable target for the meal. Bitter gourd is also great for helping manage blood sugar levels.

 * **Mind the Oil (The Hidden Factor):** While the raw ingredients are very healthy, *deep-fried* bitter gourd and coconut-milk-based *kari* pull in a lot of extra fat. The numbers above assume you let the oil drain well from the bitter gourd and didn't drown your rice in excess curry gravy (*kuah banjir*).

 💡 **Quick Tip for Next Time:** If you want to make this even healthier, try opting for sliced bitter gourd that is lightly stir-fried with garlic instead of deep-fried. This simple switch can easily shave off about 50 to 70 calories of excess cooking oil!




Norsanina.blogspot.com

18 challenges

Good catch.  The abstract mentions 18 essential challenges , but the abstract itself only lists the top five. To see all 18, you normally ne...