This article is in response to numerous posts on LinkedIn blaming the managers as incompetent, as people who are the very cause of disengagement amongst the team members of their respective projects. The posts also say that organisations are recruiting wrong people as managers.
While I understand that these posts stem out of frustrations, I find them laughable, just as laughable would find the recruiters of managers! Please understand that all organisations are recruiting right kind of managers, as their representatives, their porte-parole. I don’t know if it would be unfair to draw out a similarity between terrorists and all private organisations, but, the behaviour, the signals sent out to non-conformists and the way justice is meted out to them killing multiple people in broad day light under the behest of HR is strikingly similar. I am saying this with a lot of affection which, I pray you understand; ‘love it or leave it’ is what private organisations believe in. Everything these children do is based out of competition, including their CSR activities! Why so? Well, why not so! This model of competition, killing, back-stabbing, gundaraj is working everywhere. What I find amazing is that these activities are carried out under the banner of protecting employees as families, rest assured there is nothing called ‘family’ in all these profit-seeking organisations masked as being employee-centric. They are there in the market to make profit, to make them the best of the best, to excel, to deliver high performance and client satisfaction, that's all. With experience they have gathered over the years, this system is validated as foolproof, in time, as it works every time and all the time. So it is here to stay.
Organisations, private organisations, have failed to deliver two vital things to their employees, viz. stability and peace. In fact, for all practical purposes, they’d undermine these and usher in 'instability' and the object 'war' as an excuse to growth and excellence. It is only wise, therefore, to accept these rules as fellow employees have to work for a living, to bring home food. If you went against these ‘philosophies’, you would be shown the door for sure. You would go begging from door to door, like a popper, much to their amusement.
There was this employee who sent an angry mail to the manager using an expression ‘blessed organisation’. For this, issues and transfers followed one after the other until the time the employee was killed (thrown out) in broad day light, and mind you, without a right to return. How are these managers different from those who don’t want to hear anything against their faith? How! Then there was another employee who found some typos (in all forms actually!) in the manager’s English and showed the foolishness to point them out. Sure enough, issues followed, and sure enough the inevitable had to happen.
All of these killings are justified, recorded as fair; you won’t be able to convince them it is wrong, just as you cannot convince those people who slay innocent lives. Private organisations are also headed by extremely intelligent people, toppers from colleges, you could also find very saintly people as the founders and senior executives, just as you find very intelligent and saintly people in the horrid zones too.
So recruitment of managers who specifically disengage the workforce is going to happen, love it or leave it. My advice to you is to be very careful with these very competent people, because ordinary mortals like you need to work to fend for your families, the concept of which is marketed in most private organisations. Your grievances, if any, would be recorded, meetings will also be held, with the inevitable outcomes. With all these processes in place, my only advice would be 'compliance'; please comply with them, because private organisations do a lot of good too; their goodness is recorded and quantified, some of them rank as best employers as well. So please stop judging, because there is no point.
Just focus on your work. Do not backchat, argue.
Keep smiling.
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