Dear Mr. Coming-to-a-Decision,
When ethics, honesty, integrity, and merit are at risk, do not compromise. You not only become a strong individual from within but strengthen the organization's vision and strategic roles. May Allah (swt) reward you with a better job opening. Worry not, rationalize, and go ahead with the decision. Morality is the highest virtue.
Arif ur Rehman
From Pakistan, Karachi
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83When ethics, honesty, integrity, and merit are at risk, do not compromise. You not only become a strong individual from within but strengthen the organization's vision and strategic roles. May Allah (swt) reward you with a better job opening. Worry not, rationalize, and go ahead with the decision. Morality is the highest virtue.
Arif ur Rehman
From Pakistan, Karachi
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It was one of your concerns that employees are involved in "informal communication" with others. Many organizations are taking fidelity bonds from employees to prevent the passing or divulging or nondisclosure of information to anyone who is liable for action.
From India, Mumbai
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From India, Mumbai
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Informal communications with others in this post means only within the company. Top bosses bypassing normal channels and remaining in touch with lower-level employees. This is irregular and shows a lack of professionalism of top bosses and equally an approach that breeds disrespect for in-between channels. Something like saying, "I know the boss of your boss well." This kind of approach is not good for modern, professional, well-laid-out companies. Work and good results should be given priority and not who you know. A game of politics is going on, basically with bosses cutting across laid-down channels, maintaining open lines often in an unhealthy manner.
Read this article: https://economictimes.indiatimes.com...w/62861226.cms
From India, Pune
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Read this article: https://economictimes.indiatimes.com...w/62861226.cms
From India, Pune
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If any of the board members pressurize you to recruit or promote a person of his/her choice, ask the board member to send a formal email. Tell the board member not to indulge in oral informal communication. In such cases, the board member may back off; if he/she still insists you to give in to his/her pressure, send a formal email stating the pressure put up by the concerned board member clearly that nothing will be accepted verbally. You may copy the MD as well to make them aware of the pressure the board member(s) are putting on.
From India, New Delhi
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From India, New Delhi
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Dear All,
There is almost universally a climate of open informal communication within organizations. The formal approach towards formal downward or upward communication is almost extinct. The advantages of informal communication are beyond count.
There has also been a shift towards lean organizations, where communication is even more informal. This does not mean "I know the boss of your boss well" and informal communication DOES NOT breed disrespect, in the least. It only generates a more democratic and friendly culture within the organization, which calls for better relationships and enhanced performance.
A boss is still a boss - he doesn't have to blow his own trumpet - but informality in relationships develops a more cohesive and understanding workforce.
There is absolutely no harm - in fact, on occasions, it is better if a 'boss' skips the so-called 'formal channels' and meets with and talks to someone who is much junior and lower than him/her in the management hierarchy.
I am sure in good organizations, informal and open communication has come to stay.
Arif ur Rehman
From Pakistan, Karachi
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There is almost universally a climate of open informal communication within organizations. The formal approach towards formal downward or upward communication is almost extinct. The advantages of informal communication are beyond count.
There has also been a shift towards lean organizations, where communication is even more informal. This does not mean "I know the boss of your boss well" and informal communication DOES NOT breed disrespect, in the least. It only generates a more democratic and friendly culture within the organization, which calls for better relationships and enhanced performance.
A boss is still a boss - he doesn't have to blow his own trumpet - but informality in relationships develops a more cohesive and understanding workforce.
There is absolutely no harm - in fact, on occasions, it is better if a 'boss' skips the so-called 'formal channels' and meets with and talks to someone who is much junior and lower than him/her in the management hierarchy.
I am sure in good organizations, informal and open communication has come to stay.
Arif ur Rehman
From Pakistan, Karachi
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Dear Arif sir,
I am in favor of informal communication. It has its own merits. But using informal communication in a positive manner beneficial to organizational calls for the highest level of maturity. Higher bosses need to keep this factor in mind. Sometimes informality gets misused and affects those who may not know the boss well enough. A balanced approach is needed. Here, the underlying theme of the query by the poster indicates a negative effect due to informal communications.
From India, Pune
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I am in favor of informal communication. It has its own merits. But using informal communication in a positive manner beneficial to organizational calls for the highest level of maturity. Higher bosses need to keep this factor in mind. Sometimes informality gets misused and affects those who may not know the boss well enough. A balanced approach is needed. Here, the underlying theme of the query by the poster indicates a negative effect due to informal communications.
From India, Pune
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Dear Nathrao,
It is anything, not just 'informality' that can be misused/abused. It's not a question of 'knowing one's boss well' but rather the approach to communication which must show a sense of concern and respect. Words make, words break! How you weigh them, frame them into the sentences that you utter, where tonality, speed, intonations all contribute to the message, your communication/conversation builds bridges. I strongly believe this works beautifully in a democratic organizational culture.
Arif ur Rehman
From Pakistan, Karachi
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It is anything, not just 'informality' that can be misused/abused. It's not a question of 'knowing one's boss well' but rather the approach to communication which must show a sense of concern and respect. Words make, words break! How you weigh them, frame them into the sentences that you utter, where tonality, speed, intonations all contribute to the message, your communication/conversation builds bridges. I strongly believe this works beautifully in a democratic organizational culture.
Arif ur Rehman
From Pakistan, Karachi
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Sir, after looking into your problem with the given examples, a little smile came to me, and I think that the firm might be a government, semi-government, or a corporation like RTC or municipality.
While searching for a solution, I am very sorry to say that a lot of leniency was given by you or your predecessor. Generally, HR behavior is too conducive, which might be due to corruption or softness.
Coming back to the issue, the board members are interfering in the areas of recruitment, bonuses, and promotions. If those individuals are violating the norms, what efforts did you make in reporting to the employers, and why didn't you warn them about the company being at risk?
As there was no reply from your board of directors, things won't change. Wait for one fine morning for the downfall of the company. You can't just watch like a spectator; any company filled with unqualified individuals will result in a sick industry.
From India, Nellore
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While searching for a solution, I am very sorry to say that a lot of leniency was given by you or your predecessor. Generally, HR behavior is too conducive, which might be due to corruption or softness.
Coming back to the issue, the board members are interfering in the areas of recruitment, bonuses, and promotions. If those individuals are violating the norms, what efforts did you make in reporting to the employers, and why didn't you warn them about the company being at risk?
As there was no reply from your board of directors, things won't change. Wait for one fine morning for the downfall of the company. You can't just watch like a spectator; any company filled with unqualified individuals will result in a sick industry.
From India, Nellore
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While the Board should have a genuine rapport and interest in all employees, it is not a good thing to interfere in routine work or misuse direct contact. It is a lack of professionalism on the part of these high officials who set the agenda and culture of the company.
HR should follow the rules as laid down and not compromise too much by keeping things in writing and keeping a record of the events impacting any individual employee. Avoid acting on any verbal orders that do not follow formal channels.
Ideally, the Board should refrain from micromanagement and stick to its fundamental duties of providing higher-level guidance on the fortunes of the company.
From India, Pune
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HR should follow the rules as laid down and not compromise too much by keeping things in writing and keeping a record of the events impacting any individual employee. Avoid acting on any verbal orders that do not follow formal channels.
Ideally, the Board should refrain from micromanagement and stick to its fundamental duties of providing higher-level guidance on the fortunes of the company.
From India, Pune
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