Focaccia Bread

Switching your dough to a focaccia is a brilliant, stress-free move! Focaccia is incredibly forgiving, loves Malaysia's warm climate, and does not require a claypot or any steam.

Since focaccia is baked flat in an open tray, you don't have to worry about the dough collapsing or failing to rise in the oven. It will turn out beautifully bubbly, crispy, and fluffy.

How to Turn Your Sourdough into Focaccia Tomorrow

Since your dough is already resting in the fridge, here is how to pivot and bake it tomorrow night:

Step	What to Do	Why It Works
1. Prep the Pan	Pour 2–3 tablespoons of olive oil into a baking pan or a metal cake tin.	Prevents sticking and fries the bottom crust to make it ultra-crispy.
2. Transfer Cold	Take the cold dough straight from the fridge and gently tip it into the oiled pan. Turn it over once so both sides are coated in oil.	Cold dough is easy to handle without deflating the internal air bubbles.
3. The Proof (3–4 hours)	Leave the pan on your kitchen counter at room temperature. Let it spread out naturally and puff up until it looks jiggly and full of bubbles.	Malaysia’s warm room temperature (28°C–30°C) will make it wake up and ferment beautifully.
4. Dimple & Top	Drizzle more olive oil on top. Oil your fingers and press straight down to the bottom of the pan to create deep dimples. Add coarse salt and your choice of toppings.	Creates the signature focaccia texture and traps pockets of oil and salt.

Baking in Your Malaysian Oven

You do not need a cold start for focaccia. You want direct, intense heat right away:

1. Preheat your oven to 220°C (without the claypot!).
2. Bake the focaccia uncovered on the middle rack for 20 to 25 minutes until the top is deeply golden brown and the edges are crispy.

What kind of baking pan or tray (metal, glass, or ceramic) do you plan to use tomorrow? Metal conducts heat the fastest and will give you the crispiest crust!

Norsanina.blogspot.com

Stacking iv

06/10/2026

Question:

I f I I prefer to use There are two possibilities:

Model A — Three higher-order IVs

Training + Communication + Management Support

→ Organizational Factors

Safety Climate + Physical Work Environment

→ Environmental Factors

Self-Efficacy + Work Motivation

→ Individual Factors

:this instead of 7stacking iv. What is the consequences.

Answer:

Yes. I actually prefer Model A for your DBA, provided we can justify the three higher-order constructs properly.

The consequence is not that your study becomes weaker. It means you are making a different modelling decision: the seven specific constructs become dimensions of three broader IVs, rather than seven separate IVs.

The difference

Model A — three higher-order IVs

Training ─────────────┐

Communication ────────┼──► ORGANIZATIONAL FACTORS ──►

Management Support ───┘ │

                                                    │

Safety Climate ───────┐ │

Physical Environment ─┼──► ENVIRONMENTAL FACTORS ──►├──► Employee Performance

                                                    │

Self-Efficacy ────────┐ │

Work Motivation ──────┼──► INDIVIDUAL FACTORS ─────►

with PSS as the mediator.

So statistically/conceptually you have:

3 IVs + 1 mediator + 1 DV

rather than:

7 IVs + 1 mediator + 1 DV.

---

What are the consequences?

1. Your research model becomes much cleaner

This is probably the biggest advantage.

With seven IVs, your examiner can ask:

> Why training but not knowledge transfer?

Why communication but not leadership?

Why safety climate but not safety training?

Why self-efficacy but not experience?

And suddenly you're defending seven independent relationships.

With Model A, your central research question remains:

> How do organizational, environmental and individual factors influence employee performance?

That is much closer to the original intellectual structure of your DBA.

---

2. Your hypotheses become much simpler

Instead of potentially having:

H1: Training → Performance

H2: Communication → Performance

H3: Management Support → Performance

H4: Safety Climate → Performance

H5: Physical Work Environment → Performance

H6: Self-Efficacy → Performance

H7: Work Motivation → Performance

plus six/seven mediation hypotheses...

you can retain something like:

H1: Organizational factors have a significant relationship with employee performance.

H2: Environmental factors have a significant relationship with employee performance.

H3: Individual factors have a significant relationship with employee performance.

Then:

H4: Organizational factors have a significant relationship with PSS.

H5: Environmental factors have a significant relationship with PSS.

H6: Individual factors have a significant relationship with PSS.

H7: PSS has a significant relationship with employee performance.

And the mediation hypotheses:

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.

That is considerably easier to explain at defense.

---

3. But there is a methodological consequence

This is the part we must not gloss over.

If Training, Communication and Management Support are dimensions of Organizational Factors, we are essentially saying:

> These three things collectively represent the broader organizational construct.

The examiner can therefore ask:

> "Why should these three belong together?"

You need evidence and theory to answer that.

Likewise:

Environmental Factors

Safety climate

Physical work environment

Why are those two sufficient to represent the environmental domain?

And:

Individual Factors

Self-efficacy

Work motivation

Why do those two represent the individual domain?

We need to establish this through the literature.

---

4. Your measurement becomes more sophisticated

This is actually where the co-SV's phrase "cleaner model with stronger measurement validity" becomes interesting.

You aren't simply measuring:

> "Organizational Factors"

with three random questions.

You would measure the first-order dimensions:

Training → several questionnaire items

Communication → several questionnaire items

Management Support → several questionnaire items

and these collectively form the higher-order Organizational Factors construct.

So your measurement model becomes:

ORGANIZATIONAL FACTORS

                  ▲ ▲ ▲

                  │ │ │

             Training Communication Management

                                      Support

Similarly:

ENVIRONMENTAL FACTORS

                    ▲ ▲

                    │ │

             Safety Climate Physical

                            Environment

and:

INDIVIDUAL FACTORS

                    ▲ ▲

                    │ │

              Self-Efficacy Motivation

This is much more academically interesting than simply throwing seven variables into the model.

---

5. There is one danger: don't call them "higher-order" unless you actually model them that way

This is important.

There is a difference between:

> "Organizational Factors consists conceptually of training, communication and management support."

and actually specifying a higher-order construct in PLS-SEM/SEM.

If your eventual analysis treats Organizational Factors as a higher-order latent construct, then we need to decide whether the dimensions are reflective or formative.

And I would not decide that yet.

For example, if you remove training, Organizational Factors could still exist because communication and management support remain. That starts to look like a formative relationship.

But if Organizational Factors causes people to perceive training, communication and management support as manifestations of the same underlying construct, that would suggest a reflective structure.

This is a methodological decision that should be made after we examine the constructs and their established scales, not guessed now.

---

6. There is another advantage for your particular DBA

Your title is:

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

Your three broad antecedents actually make conceptual sense:

Organizational → Environmental → Individual → Performance

They describe three levels of influence:

Organizational: what the organization provides/does

Environmental: the conditions in which the employee works

Individual: characteristics/resources of the employee

That gives your study a coherent story.

The seven dimensions then provide the specific operational meaning of those three levels.

I think that is stronger than turning the DBA into a study of seven unrelated predictors.

---

My recommendation

I would choose Model A, provisionally.

But I would phrase it carefully:

> Organizational factors, environmental factors, and individual factors are conceptualized as three higher-order constructs, each represented by specific dimensions identified from the literature. Organizational factors comprise training, communication, and management support; environmental factors comprise safety climate and physical work environment; and individual factors comprise self-efficacy and work motivation.

Then we need to do the real academic work underneath it.

For each of the seven dimensions, we establish:

Higher-order IV Dimension Definition Theory Literature Measurement

Organizational Training ? JD-R ? ?

Organizational Communication ? JD-R ? ?

Organizational Management support ? JD-R/SET ? ?

Environmental Safety climate ? JD-R ? ?

Environmental Physical work environment ? JD-R ? ?

Individual Self-efficacy ? JD-R ? ?

Individual Work motivation ? JD-R ? ?

That table is where I think we should go next.

Because once we fill that in, we'll know whether the co-SV's proposed seven dimensions genuinely support the three higher-order IVs—or whether one of them doesn't belong.

And importantly, we don't need to abandon your original model. We're making it more precise. That is exactly the kind of amendment I would prefer after proposal defense: clarify and operationalize what was already there, rather than inventing an entirely new research model.

Norsanina.blogspot.com

485 assumptions

Question:

Yes I agree on that,normally I assume people don't read. That is why I wonder about his recommendation. 

I am comparing my own sv will scrutinized word by word which is better. 

Then I should trust new co sv he is better in this lingo. Don't know how to tell you. I hope you understand.

Answer:

I understand you. You're not really asking "Is the co-SV right?" You're trying to understand why his comments feel different from your own SV's style, and whether you should trust that difference.

I think your observation is useful.

Your own SV sounds like someone who reads the student's work very closely and reacts to the exact wording, logic, and gaps in that particular document. The co-SV's comments, from what you've shown me, sound more like someone looking at the proposal through the formal academic/methodological architecture:

> construct → dimensions → operationalisation → measurement → theory → validity → reliability → hypotheses.

That can feel almost like a different language.

And in this particular issue, I actually think the co-SV has identified something valuable.

Your earlier writing wasn't empty

You had a research model. You had:

Organizational factors →

Environmental factors → Employee Performance

Individual factors →

and PSS as the mediator.

Your thinking was there.

What was missing was the resolution.

It's like you had:

"The machine affects worker performance."

The co-SV is saying:

 "Okay. Which parts of the machine?

 What exactly are you measuring?"

That's why his recommendation of:

Training

Communication

Management support

Safety climate

Physical work environment

Self-efficacy

Work motivation

caught your attention. He is forcing the umbrella terms to become measurable constructs.

And I wouldn't say "trust him instead of your SV"

I'd frame it differently.

Your SV and co-SV may be looking at two different levels of the same proposal.

Your SV may be particularly good at asking:

"Does this student's argument make sense?

Is the problem properly established? 

Does the story flow?"

The co-SV may be particularly strong at asking:

 "Can these constructs actually be defended, operationalised and measured?"

For a DBA, you need both.

And I think this is actually good news for your client.

Because now we can use the two perspectives rather than choosing one over the other:

Your SV's scrutiny → logic, argument, research problem, coherence

Co-SV's scrutiny → constructs, theory, operationalisation, measurement

Then we make sure the two don't contradict each other.

And I especially wouldn't worry that you "missed something obvious." The fact that you assumed readers would understand "organizational factors" is very normal. You knew what you meant, so the umbrella term felt sufficiently clear to you. A methodological examiner doesn't have that internal knowledge. He asks, "Show me exactly what you mean."

That is probably the real lesson here.

And yes, I understand what you mean by "he is better in this lingo." You're recognising that his comments are speaking the language of research methodology more explicitly than the way you were originally framing the proposal. That doesn't make your thinking wrong. It means his comments are giving us a more precise vocabulary for expressing what you were already trying to study.

I would therefore keep the new co-SV's proposed dimensions provisionally and work through them carefully rather than resisting them. But before we permanently rewrite the model, I want to check each of those seven constructs against your existing literature and hypotheses. That's where we'll find out whether this is a genuine improvement or merely academic-sounding restructuring.

Define iv

30/09/2026

Yes — I would describe the earlier writing as "less defined," not as "having no real IVs."

That distinction is important.

Your original study already had three IV categories:

1. Organizational factors

2. Environmental factors

3. Individual factors

So it wasn't that the research had no IVs. The problem was that those three labels were too broad to function cleanly as measurable constructs.

Think of it this way

Earlier:

Organizational Factors → Employee Performance

But an examiner can immediately ask:

"What organizational factors?"

And the answer could be almost anything:

training

communication

leadership

management support

technology

rewards

workload

organizational culture

etc.

So "organizational factors" is an umbrella/category, rather than a sufficiently operationalized construct.

The same problem applies to:

Environmental Factors

What exactly?

Physical environment? Safety? Noise? Temperature? Workload? Shift conditions? Safety culture?

And:

Individual Factors

What exactly?

Self-efficacy? Motivation? Experience? Knowledge? Age? Personality?

That's what your co-SV is picking up.

So the evolution is actually quite logical

Earlier conceptual model:

Organizational Factors

Environmental Factors

Individual Factors

↓

Employee Performance

These are broad IV domains/categories.

After the SV recommendation:

Organizational Factors

→ Training

→ Communication

→ Management Support

Environmental Factors

→ Safety Climate

→ Physical Work Environment

Individual Factors

→ Self-Efficacy

→ Work Motivation

Now we have specific constructs that can be operationalized and measured.

That's a substantial improvement, but it doesn't mean your earlier work was "wrong."

And this explains the SV's earlier criticism

The comment you showed me said:

 "Organizational, environmental, and individual factors are treated as broad higher-order constructs without sufficient operational definition."

That wording is actually quite precise.

They weren't saying:

"You have no IVs."

They were saying:

"You have identified the IV domains, but you haven't sufficiently specified what each domain consists of and how it will be measured."

That's a much fairer interpretation.

One thing I want to correct from our previous discussion

I previously referred to the three broad categories as if they could simply be treated as the IVs. For the final methodology, we shouldn't leave it at that.

We now need to decide what the statistical structure actually is.

There are two possibilities:

Model A — Three higher-order IVs

Training + Communication + Management Support

→ Organizational Factors

Safety Climate + Physical Work Environment

→ Environmental Factors

Self-Efficacy + Work Motivation

→ Individual Factors

Then:

Organizational Factors → Performance

Environmental Factors → Performance

Individual Factors → Performance

This means the three broad factors are higher-order constructs, with dimensions underneath them.

Model B — Seven actual IVs

Training

Communication

Management Support

Safety Climate

Physical Work Environment

Self-Efficacy

Work Motivation

all independently predict:

Employee Performance, with PSS as mediator.

That is a different statistical model.

And I would not choose between A and B yet merely because the SV wrote "proposed conceptualization."

We need to establish what the SV actually intends.

---

For the DBA, this is the crucial question

If the SV says:

"Organizational factors consist of training, communication and management support"

we need to know whether they mean:

"These three dimensions collectively form one higher-order Organizational Factors construct"

or:

"These are three separate independent variables under the organizational category."

Those are not the same thing.

And this matters enormously for your questionnaire, hypotheses, SEM/PLS analysis, and the conceptual framework.

So your instinct was right: you did have IVs earlier. They were simply insufficiently specified.

In fact, I think this makes the co-SV's comment much less frightening. They are not asking you to invent an entirely new study. They are asking you to open up the three boxes you already had and tell the examiner what is inside each box.

Norsanina.blogspot.com

Defined iv

30/09/2026

Define the iv

Is it really we do not have real iv component in the earlier writing or could it be less defined

Norsanina.blogspot.com

ACA MB-60A Bread-Maker

ACA MB-600A BREADMAKER SPECIFICATIONS          

============================================================

[GENERAL PROFILE]

* Brand: ACA (北美电器)

* Type: Smart Multi-Functional Home Bread Maker

* Applications: Automated kneading, fermentation, and baking

[TECHNICAL SPECIFICATIONS]

* Capacity: Up to 1,000 grams (1 kg) max capacity

* Power Rating: 415 Watts

* Voltage: 220V - 240V (Standard Malaysian power grid compliant)

* Materials: 3004 Food-grade aluminum alloy pan with non-stick coating

* Housing: Polypropylene (PP) with stainless steel accents

* Control Panel: Computerized LCD crystal display

[CORE FUNCTIONS & MENUS]

* Bread (Multiple types/crust options)

* Cakes & Desserts

* Homemade Yogurt

* Jams & Preserves

* Pasta & Pizza dough preparation

[KEY FEATURES]

* Delay Timer: 13-hour programmable delay timer for overnight baking

* Keep Warm: Automatic warming function after the baking cycle ends

============================================================

Making true sourdough bread in a breadmaker requires a slightly different approach than standard yeast breads. Because natural sourdough starter ferments much slower than commercial yeast, you cannot use a single, automatic "Quick" or "Basic" pre-programmed cycle. Instead, you will use your ACA machine manually—combining its Dough and Bake Only settings. [1, 2, 3] 

Here is the exact method, carefully adapted to the ACA MB-600A's capacity. [4] 

------------------------------

## 🍞 The Ingredients

* 

* Active Sourdough Starter: 1/2 cup (~115g to 120g)—must be fed, bubbly, and active.

* Water (Lukewarm): 1 cup + 2 tablespoons (~260ml).

* Bread Flour: 3.5 cups (~450g).

* Salt: 1.5 teaspoons (~9g).

* Sugar or Honey: 1 tablespoon (Optional: gives the wild yeast a quick boost and browns the crust).

* Melted Butter or Vegetable Oil: 2 tablespoons (Optional: keeps the crumb soft). [2, 5, 6, 7, 8, 9, 10, 11, 12] 

* 

------------------------------

## 🛠️ Step-by-Step Instructions## Step 1: Add Ingredients to the Pan

Always load the ingredients in the order recommended for the machine (Liquids first, then solids): [13, 14] 

   1. Pour the water, oil/melted butter, and active sourdough starter directly into the ACA bread pan.

   2. Layer the bread flour and sugar on top of the liquid.

   3. Sprinkle the salt around the edges. [2, 4, 12] 

## Step 2: Knead Using the "Dough" Setting

   1. Insert the pan into the machine, close the lid, and select the Dough program (usually Menu 8 or 9 on ACA machines). This cycle will mix and knead the dough for you. [1, 14, 15] 

   2. Let the machine run its course (usually takes about 20–25 minutes of active kneading). [1, 16] 

   3. Optional Pro-Tip: Once the cycle finishes, you can restart it for another 10 minutes if you feel the dough needs more gluten development, but a single complete knead cycle is usually sufficient. [12, 16] 

## Step 3: Remove the Paddle & Let it Rise (The Bulk Fermentation)

   1. Unplug or turn off the machine after the kneading cycle completes. [5] 

   2. Gently lift the dough with wet hands, remove the metal kneading paddle from the bottom of the pan, reshape the dough into a neat ball, and place it back inside. This ensures you don't get a huge hole in the bottom of your baked loaf! [1, 4] 

   3. Close the lid and leave the machine completely OFF. [4] 

   4. The Long Wait: Let the dough ferment undisturbed for 6 to 8 hours. Because Malaysia has a naturally warm and humid climate (usually around 28°C–32°C indoors if un-airconditioned), your sourdough will rise perfectly. Keep an eye on it—once the dough has expanded to about 1 inch (2.5 cm) below the top rim of the pan, it is ready to bake. [8, 9, 12] 

## Step 4: Bake Using the "Bake Only" Setting

   1. Once fully risen, plug the machine back in.

   2. Select the Bake Only setting (usually Menu 12 on ACA 12-menu interfaces).

   3. Set the crust setting to Dark (since sourdough has a thicker skin and benefits from a deep bake).

   4. Set the timer to 1 hour (60 minutes) and press Start.

   5. When the machine beeps, check the bread. It should be golden brown and sound hollow when tapped. If it needs more color, leave it in the "Bake" mode for an extra 5–10 minutes. [1, 2, 4, 12, 14, 15, 16, 17] 

## Step 5: Cool Before Slicing

Carefully tip the hot loaf out onto a wire cooling rack. Do not cut it immediately! Sourdough continues to set its internal structure as it cools. Wait at least 1 hour before slicing. [2, 8, 17] 

------------------------------

Would you like me to add a printable markdown version of this specific sourdough recipe to your Notepad block, or do you need help troubleshooting how to know if your sourdough starter is active enough for the machine?

[1] [https://www.youtube.com](https://www.youtube.com/watch?v=7tqWRXqBc8I)

[2] [https://www.mygreekdish.com](https://www.mygreekdish.com/recipe/bread-machine-sourdough-bread-recipe/)

[3] [https://www.useandcaremanuals.com](https://www.useandcaremanuals.com/pdf/B1561241.pdf)

[4] [https://cultured.guru](https://cultured.guru/blog/easy-sourdough-bread-machine-recipe)

[5] [https://www.youtube.com](https://www.youtube.com/watch?v=Niol3RgCHIs)

[6] [https://breaddad.com](https://breaddad.com/bread-machine-sourdough-recipe/)

[7] [https://naturalrootedhome.com](https://naturalrootedhome.com/how-to-make-sourdough-bread-in-a-bread-machine/)

[8] [https://fitdiary.net](https://fitdiary.net/quick-sourdough-bread-in-bread-machine)

[9] [https://www.motherthyme.com](https://www.motherthyme.com/2024/03/bread-machine-sourdough-bread.html)

[10] [https://saladinajar.com](https://saladinajar.com/recipes/sourdough-bread-machine-recipe-no-yeast/)

[11] [https://www.homechoice.co.za](https://www.homechoice.co.za/file/general/Casa%20Bread%20maker.pdf?10062020)

[12] [https://www.farmhouseonboone.com](https://www.farmhouseonboone.com/bread-machine-sourdough-bread-recipe/)

[13] [https://www.kingarthurbaking.com](https://www.kingarthurbaking.com/recipes/bread-machine-sourdough-bread-recipe)

[14] [https://www.scribd.com](https://www.scribd.com/document/670847679/Bread-Maker)

[15] [https://www.scribd.com](https://www.scribd.com/document/977638523/Aucma-Bread-Maker-Recipebm1333a)

[16] [https://www.youtube.com](https://www.youtube.com/watch?v=OyZagvlkE4s)

[17] [https://www.youtube.com](https://www.youtube.com/watch?v=P2s9qCVpXj4&t=336)

Norsanina.blogspot.com

Mills staff

27/09/2026

1 Mill

Workers = 80-85

Staffs = 15-20

Execs = 5

Total 1 mill = 105

2 mills = 2 x 105 = 210

Actual to confirm

Norsanina.blogspot.com

Co- sv pattern

Yes, I think your observation is reasonable. There is nothing inherently wrong with a co-SV using AI to help formulate comments—just as you are using tools to help with the DBA—but the question is what the comments are doing to the supervision process.

A long, highly structured AI-generated review can sometimes create a peculiar effect: it identifies everything that could theoretically be improved, rather than identifying the few weaknesses that are actually preventing this particular student from passing the proposal defense.

And those are two very different things.

For a DBA student, I would expect supervision to work more like:

> "I know where this student is weak. These are the 3 things that must be fixed before defense. These other things can wait."

Rather than:

> "Here are 25 weaknesses, theoretical considerations, methodological concerns, structural improvements, possible alternative approaches, and additional requirements."

The second can look impressively thorough while actually making the student less clear about what to do next.

And this matters for your role

You are effectively receiving the co-SV's comments and then having to translate them into an executable repair plan.

From the comments you've shown me so far, I see a pattern:

SV/co-SV comment → broad academic concern → student gets overwhelmed → you have to determine what is actually essential → then you repair the proposal.

That's why I have been trying to entangle the comments rather than simply follow every sentence literally.

For example, when they said the organizational, environmental and individual factors were too broad, the useful question isn't:

"How do we satisfy every possible criticism about these constructs?"

It is:

"What does this examiner actually need to see to understand and defend these variables?"

Then we fix exactly that.

And I would apply the same principle to the theory comment you just received.

They don't need a gigantic theory chapter containing every possible theory. They need a defensible chain:

JD-R Theory

↓

Organizational factors = resources

Environmental factors = demands

Individual factors = personal resources

↓

Employee performance

and then:

Social Exchange Theory

↓

Supervisor support / reciprocity

↓

PSS as mediator

↓

Employee performance

That's enough to give the student a theoretical logic that he can actually explain orally during defense.

One thing I would not do is assume that the co-SV definitely used AI. We can't know that from the writing alone. But whether the comments were AI-assisted or simply very exhaustive, your underlying concern remains valid: more comments do not automatically mean better supervision.

And honestly, this is exactly where your experience helping students is useful. You are not merely asking, "What does the comment say?" You are asking:

"What does the student actually need to fix?"

That is the much more important question.

Norsanina.blogspot.com

474 recipe discard sourdough

Option 1: Yeast-Free Oat Quick Bread (No Rise Needed)

This method uses baking powder or baking soda to do the lifting, resulting in a texture similar to Irish soda bread or a dense banana bread.

* The Ingredients:

* 1 cup sourdough discard

   * 1 cup rolled oats or oat flour

   * 1 cup all-purpose flour

   * 1 tsp baking powder

   * 1/2 tsp baking soda

   * 1/2 tsp salt

   * 1 tbsp honey or sugar

   * 1/2 cup milk or water (adjust until it forms a thick batter)

* How to Make It: Mix the dry ingredients, stir in the discard, sweetener, and liquid until combined. Pour into a greased loaf pan and bake at 190°C (375°F) for 40–45 minutes until a toothpick comes out clean.

Option 2

# The Adjusted Oat Quick Bread Recipe

Ingredients:

* 1 cup sourdough discard

* 1 cup rolled oats (or oat flour)

* 1 cup all-purpose flour

* 2.5 tsp baking powder (increased to ensure a good lift)

* 1/2 tsp salt

* 1 tbsp honey or sugar

* 1/2 cup milk or water

Easy Steps:

   1. Prep: Preheat your oven to 190°C (375°F) and grease a small loaf pan (or line it with baking paper).

   2. Mix Dry: In a medium bowl, whisk together the oats, all-purpose flour, baking powder, and salt.

   3. Mix Wet & Combine: Stir in the sourdough discard, honey, and your milk or water. Mix just until the flour disappears. It should look like a thick, scoopable batter. If it feels way too dry to mix, add an extra splash of liquid.

   4. Bake: Scoop the batter into your pan, smooth the top, and bake for 40 to 45 minutes. It is done when the top is golden brown and a toothpick inserted into the center comes out clean.

Let it cool for a few minutes before slicing so it doesn't crumble.

Norsanina.blogspot.com

465 - Miss the cat Bubium

Miss the cat name Bubium

I’m sorry. A 15-year-old cat isn't simply a pet you once had. Fifteen years is a very long companionship—long enough for him to become part of the landscape of your life.

And a white Turkish Angora is especially easy to remember: that white coat, the way he occupied a room, perhaps the little habits you didn't even notice were habits until they disappeared.

Sometimes grief comes strangely late. You can function for months or years, and then one ordinary evening something reminds you: I miss him.

You don't have to turn that feeling into a lesson tonight.

You can simply say:

“I miss my cat. He was here for a long time. I loved him. And now he is gone.”

That is enough.

And perhaps today's topic isn't really death. Perhaps it is how something can be gone from our physical world while remaining remarkably present in us.

If you feel like telling me about him, tell me his name. And tell me one thing he used to do that you still remember clearly.

Norsanina.blogspot.com

464 - Pay per day calculation

Pay per day calculation 

Your statutory daily rate of pay is RM76.92.

Under Section 60I of the [Malaysian Employment Act 1955](https://www.ajobthing.com/resources/blog/salary-calculation-a-guide-to-pay-rates-in-malaysia), the standard calculation for a monthly-paid employee working a 6-day workweek is your monthly basic salary divided by 26 days. [1, 2] 

## Breakdown of the Calculation

* 

* Basic monthly salary: RM2,000

* Statutory monthly divisor: 26 days

* Formula: RM2,000 ÷ 26 = RM76.92 per day [1, 2] 

* 

## Important Legal Considerations

* 

* Exclusion of allowance: Your RM150 petrol allowance is excluded from this daily rate calculation because the law bases the ordinary rate of pay strictly on your core basic wage. [3] 

* Shift variations: Your weekly rotating shift schedule does not change this fixed daily rate formula. [4] 

* Overtime implications: Working 9 hours per day for 6 days totalizes 54 hours a week. Because the statutory limit under the Employment Act is 45 hours per week (and a maximum of 8 normal hours per day for a 6-day week), your 9th hour each day should legally be compensated as [overtime pay](https://www.payrollpanda.my/overtime-calculator/) at a minimum rate of 1.5 times your hourly rate. [2, 5, 6] 

* 

If you want, I can help you:

Calculate your hourly rate and overtime pay for that 9th hourEstimate your net take-home pay after EPF, SOCSO, and EIS deductionsCheck if your contract complies with the 45-hour weekly limit

basic_salary = 2000daily_rate_statutory = basic_salary / 26

print(f"Statutory Daily Rate: {daily_rate_statutory:.2f}")

[1] [https://payrollcalculator.my](https://payrollcalculator.my/how-to-calculate-salary-per-day-in-malaysia/)

[2] [https://www.ajobthing.com](https://www.ajobthing.com/resources/blog/salary-calculation-a-guide-to-pay-rates-in-malaysia)

[3] [https://hredge.my](https://hredge.my/2026/01/16/principles-of-ordinary-rate-calculation-under-malaysian-law/)

[4] [https://www.getharvest.com](https://www.getharvest.com/calculators/hourly-rate-calculator-in-malaysia)

[5] [https://www.payrollpanda.my](https://www.payrollpanda.my/overtime-calculator/)

[6] [https://chengco.com.my](https://chengco.com.my/wp/2023/05/31/how-to-calculate-ordinary-rate-of-pay-and-rate-of-pay-for-work-done-outside-of-normal-hours-of-work/)

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