Hi,

It is a tragedy that no importance is given to employees by the Managers, specially lower level workforce like the executives who constitute the majority on the payroll. They are treated like objects who can be pleased with a small hike or alittle credit while their superiors romp home with the rest of the booty. I ve seen such things disheartening the workers. Why arent steps taken to avoid things like the managers getting the credit for the executives thought. Does every executive have towait till he is a manager to contribute directly to the organisation? I think there is a remedy for this........

Every Organisation should have a department to monitor such activities:

For example....If an Executive has something(Official ofcourse) to contribute like ideas or proposals to his manager he should CC a copy of the mail to this Monitoring department, who in turn will analyse the issue and help the Manager to implement it if it is good or they will demand explanation if nothing is done in this regard.

This Department should be reporting directly to the head of the organisation without any bottlenecks in its way. This method will go a long way to tap the potential in the workforce and the help in practicing the "wide open door policy".

Imran Shariff

Hi Imran,

Saw your post and am compelled to reply.

You said " Does every executive have towait till he is a manager to contribute directly to the organisation? ".

Let me clarify. Contribution to organization is what any job is all about. Any act of employee not in business interest is a serious matter. Everyone contributes his share to the overall performance of the organization. What you talked of was of incentives I suppose for which I feel sorry for the folks who are not well rewarded. Why cry that the Manager is rewarded? The feelings of the subordinates towards their supervisor is dependent on how he treats them. If he acts like a dictator, the fissures will be apparent. If he harnesses available talent and achieves goals and objectives by good man management skills he should be rewarded. The need of the hour is not another department to tackle personal conflicts (based on individual perceptions)but a culture and environment where the organization works as a team rather than promote "We- Them" culture.

Vedula

Ps: In case you require some help in designing your HR processes for your call centre in Bangalore contact me by email.

Hi Vedula,

" Does every executive have to wait till he is a manager to contribute directly to the organisation?"
My finger was towards the extra bit of initiative taken by the Executive, and not towards the work for which he is paid for. I was talking about the thoughts and ideas to strengthen the Organisation. "Thoughts and ideas not covered under Job Responsibilities".

I was talking about the Managers who exploit the ideas of their subordinates and take full credit of the outcome depriving the subordinate of recognition. In the existing system it depends on the manager whether he is plays it fair or not, with nobody to question him till he commits a blunder. It is not going to be difficult for that employee to find a job else where, and the company will be loosing a good card. "I have seen this happening". I have seen many managers taking credit for their subordinates thoughts and giving them nothing more than a pat on the back, I dont want to call this "Man Management" because this will not go a long way and in no time the trust between the Manager and the Executive will end, alarming the executives to keep that extra bit to themself and wait till he will be on the stage.

"We- Them" exists everywhere, It is actually the breeding ground for evils like favouritism, groupism etc. Culture and Environment is made by people in it, and how confident can you be about having more than 200 angels promoting Culture in every organisation. Majority of the managers do not fallinto this category, but a small number of them can ruin the spirit.

Comments are welcome!

Imran Shariff

Ps: Thankyou very much for your generous gesture, I will write to you.

Hi Imran,

I agree that favoritism, internal conflicts and personal egos all play a very big role in the way an organization performs. What you are talking about is the attitude of the manager. Bad supervision is a curse and in India especially Iagree that these bad management practices are quite common. I have studied many organizations and evidence of internal politics is everywhere.

Respecting innovative ideas of the subordinates is a virtue which a manager needs to possess. Unless each manager is tested extensively for his attitude at the time of recruitment itself, this problem persists. There is no way one can change the behavior of one person unless he realises his follies and accepts his responsibility and performas in the interest of the team.

If the top management feels that a manager is affecting the team morale and still does not act then we can only feel sorry for that organization. An entrprise which can not satisfy its internal customers can never ever satisfy its external customers.

My remedy therefore is:
1.Check for the attitude of the Manager at the time of recruitment using psychometric asessments and other tools.
2. Design self-appraisal systems which enhance performance appraisal systems.
3. Design customer satisfaction studies and encourage third party management audit firms to identify internal conflicts.
4. Make managers accountable and ensure performance.

Vedula

Hi Vedula,

These remedies are very helpfull, but not allways effective because:

1.Check for the attitude of the Manager at the time of recruitment using psychometric asessments and other tools.
*Anybody can easily disguise their attitude(I dont know much psychometric asessments, can u please discuss about that)

2. Design self-appraisal systems which enhance performance appraisal systems.
*This will work till the employee has a say in the review meeting.

3. Design customer satisfaction studies and encourage third party management audit firms to identify internal conflicts.
*This will surely be very effective.

4. Make managers accountable and ensure performance.
*Even now they are accountable, but not closely monitored.

Thanks and regards
Imran Shariff