Dear friends,
i want to share my concern, You also will find such incidents sometime around corner.
Plese suggest.
“One of our employees was searching around on MySpace and found the personal page of one of our managers.
On it, the manager writes, “I work at (he named our business), and my job sucks.” The employee reported it to upper management.
Three questions:
Is it wrong for management to confront the manager?
Can his comments be in any way considered slander?
What, if anything, should HR do about it?”
Rashid
From Saudi Arabia
8i want to share my concern, You also will find such incidents sometime around corner.
Plese suggest.
“One of our employees was searching around on MySpace and found the personal page of one of our managers.
On it, the manager writes, “I work at (he named our business), and my job sucks.” The employee reported it to upper management.
Three questions:
Is it wrong for management to confront the manager?
Can his comments be in any way considered slander?
What, if anything, should HR do about it?”
Rashid
From Saudi Arabia
HA CHill RASHID
have a cool drink
better visit mouthshut.com or other websites like orkut , facebook and you will come to know the real situation.
And really do CHILL dude,
Personal Blogs are a way of expressing ones emotions and you cant take any action on the employee,,,
so please take a cold drink and forget this issue,,, forever :):)
From India, Pune
have a cool drink
better visit mouthshut.com or other websites like orkut , facebook and you will come to know the real situation.
And really do CHILL dude,
Personal Blogs are a way of expressing ones emotions and you cant take any action on the employee,,,
so please take a cold drink and forget this issue,,, forever :):)
From India, Pune
Hi Rashid,
Something just clicked my thoughts - In our appointment letter we have a clause -
a) You will not (except in the normal course of the Company’s business) publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company’s services or any other matter which directly concerns the Company unless you have the prior sanction of the Management
Which also states that - u shuld not bad mouth!
Anyways - coming to ur question:
Is it wrong for management to confront the manager?
No not wrong. The Management has all rights to seek explaination from the person.
As the person has mentioned about the Company, and not about his PERSONAL LIFE
After a discussion with him, he needs to be informed that this is "his view" and should not mis guide the common public. So he is supposed to be removing it.
What, if anything, should HR do about it?
Counsel, talk to the person. And let the person know that such actions can ruin his immage of not being a "loyal" employee. Such issues are to be discussed internally.
Will he publish his views if there is a fite at home? NO.
Thats the same for a company - to disucss internally.
And Ravi:
That on Mouthshut.com, was again a view by a frustrated employee. An already releived employee...
This situation may be different. He says - "my job sucks"... So - he is not fit for that job right? :-)
From India, Madras
Something just clicked my thoughts - In our appointment letter we have a clause -
a) You will not (except in the normal course of the Company’s business) publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company’s services or any other matter which directly concerns the Company unless you have the prior sanction of the Management
Which also states that - u shuld not bad mouth!
Anyways - coming to ur question:
Is it wrong for management to confront the manager?
No not wrong. The Management has all rights to seek explaination from the person.
As the person has mentioned about the Company, and not about his PERSONAL LIFE
Can his comments be in any way considered slander?
After a discussion with him, he needs to be informed that this is "his view" and should not mis guide the common public. So he is supposed to be removing it.
What, if anything, should HR do about it?
Counsel, talk to the person. And let the person know that such actions can ruin his immage of not being a "loyal" employee. Such issues are to be discussed internally.
Will he publish his views if there is a fite at home? NO.
Thats the same for a company - to disucss internally.
And Ravi:
That on Mouthshut.com, was again a view by a frustrated employee. An already releived employee...
This situation may be different. He says - "my job sucks"... So - he is not fit for that job right? :-)
From India, Madras
NO ash,,
believe me if you do search you will get lots of blogs where one has insulted his company the procedures or their job and if I create Anonymous blog then what RASHID can do bang his head against the wall???? because he will not know my real name and identity
:icon1::icon1::icon1:
So Rashid Mamu take a cold drink and relax:-D:-D
From India, Pune
believe me if you do search you will get lots of blogs where one has insulted his company the procedures or their job and if I create Anonymous blog then what RASHID can do bang his head against the wall???? because he will not know my real name and identity
:icon1::icon1::icon1:
So Rashid Mamu take a cold drink and relax:-D:-D
From India, Pune
Dear Rashid,
In this case management must call that person and show his article on web (what ever he is written), ask for clarifications. As Asha Mathew said, “Publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company’s services or any other matter which directly concerns the Company unless you have the prior sanction of the Management. If this kind of language is there in your company’s appointment letters then you can take disciplinary action also, if proved.
Regards
Pankaj Chandan
From India, New delhi
In this case management must call that person and show his article on web (what ever he is written), ask for clarifications. As Asha Mathew said, “Publish any article or statement or deliver any lecture or broadcast or make any communication to the media regarding the Company’s services or any other matter which directly concerns the Company unless you have the prior sanction of the Management. If this kind of language is there in your company’s appointment letters then you can take disciplinary action also, if proved.
Regards
Pankaj Chandan
From India, New delhi
In my opinion HR should try to find out the concern or the root cause for such expression of emotions. It may be that there would be somethingh really troubling the guy.
So it would be better to find out the reason and counsel & resolve the employee grivances.
From India, Jamshedpur
So it would be better to find out the reason and counsel & resolve the employee grivances.
From India, Jamshedpur
Dear Rashid,
I feel that this is the price Organisations have to pay for following the principles of "Democracy". Constituents of democracy have all the freedom to act in a way of their choice as long as they exist out side the ambit of the organisation. However, the moment they are in, they are governed by the rules of discipline and etiquette of the orgn. This is applicable to even, political parties, trade unions, associations et al..
May be organisations should create their own Blogs and actively participate in such chats as a conscious strategy to create, sustain and develop desirable image for themselves; and also to counter villification campaigns, half truths and outright lies by disgruntled elements. But however, if there is any truth in the version of the employee as regards, any specific event or development, it would do enormous PR for the organisation to admit the same and correct the same in a public forum. This is similar to news papers such as The Hindu, having an ombuds man or admitting mistakes in the next edition and printing corrections.
Better option would be to identify "Organisational Pride" as a Corporate Value and create many initiatives, which would be owned by employees; then they will feel the pride to represent the organisation at various forums. Small and big occassions can be converted into opportunities to delegate ownership to such persons 'weak' on Organisational Pride, to associate in decision making, execution, leading and owning up initiatives. Over a period of time, everybody would find themselves on the side of the organisation.
Hey Ravi!
Your Views appear radical but true. Your blog entries are super.
From India, Changanacheri
I feel that this is the price Organisations have to pay for following the principles of "Democracy". Constituents of democracy have all the freedom to act in a way of their choice as long as they exist out side the ambit of the organisation. However, the moment they are in, they are governed by the rules of discipline and etiquette of the orgn. This is applicable to even, political parties, trade unions, associations et al..
May be organisations should create their own Blogs and actively participate in such chats as a conscious strategy to create, sustain and develop desirable image for themselves; and also to counter villification campaigns, half truths and outright lies by disgruntled elements. But however, if there is any truth in the version of the employee as regards, any specific event or development, it would do enormous PR for the organisation to admit the same and correct the same in a public forum. This is similar to news papers such as The Hindu, having an ombuds man or admitting mistakes in the next edition and printing corrections.
Better option would be to identify "Organisational Pride" as a Corporate Value and create many initiatives, which would be owned by employees; then they will feel the pride to represent the organisation at various forums. Small and big occassions can be converted into opportunities to delegate ownership to such persons 'weak' on Organisational Pride, to associate in decision making, execution, leading and owning up initiatives. Over a period of time, everybody would find themselves on the side of the organisation.
Hey Ravi!
Your Views appear radical but true. Your blog entries are super.
From India, Changanacheri
Hi Rasheed
The action taken by the employee to peep into some one else personal site is wrong...again in todays life a lot of manupulation on the site.....(like morphing) is also common....
Again I am sure if you will ask the manager....he is going to use the same excuse...he has not done it...some employee to give bad image to him has done....in other words it will be very difficult to prove such incidents....
As a HR person what you should do is to meet the Manager....and indirectly ask....such a things is seen ...to what extend it is true....if he agrees.....try to find him what made him to do like that.....if he admits...ask him not to use such things....b`cause of the risk involved.....and as a manager it creats bad image about him to the company....and his subordinates...I am sure the Manager will have high regard for you...
To management.....you can present the issue in such manner that...neither the management...nor the manager get hurt. At the same time...warn the employee not to peep into private sights of others....and report to you first...if comes across such things...rather then go to top management (employees are street smart to get management support they ..often take such steps)...
best of luck
Naveen
OD Consultant
From Bahrain, Manama
The action taken by the employee to peep into some one else personal site is wrong...again in todays life a lot of manupulation on the site.....(like morphing) is also common....
Again I am sure if you will ask the manager....he is going to use the same excuse...he has not done it...some employee to give bad image to him has done....in other words it will be very difficult to prove such incidents....
As a HR person what you should do is to meet the Manager....and indirectly ask....such a things is seen ...to what extend it is true....if he agrees.....try to find him what made him to do like that.....if he admits...ask him not to use such things....b`cause of the risk involved.....and as a manager it creats bad image about him to the company....and his subordinates...I am sure the Manager will have high regard for you...
To management.....you can present the issue in such manner that...neither the management...nor the manager get hurt. At the same time...warn the employee not to peep into private sights of others....and report to you first...if comes across such things...rather then go to top management (employees are street smart to get management support they ..often take such steps)...
best of luck
Naveen
OD Consultant
From Bahrain, Manama
Yes naveen is true tomorrow if I create orkut profile in name or RASHID and badmouth his Company then can Rashid really find out,, who did it...
also till what extent can you do to police for filing complaint so that IP address can be traced to some internet cafe,
good point by naveen repped u naveen :icon1::icon1:
From India, Pune
also till what extent can you do to police for filing complaint so that IP address can be traced to some internet cafe,
good point by naveen repped u naveen :icon1::icon1:
From India, Pune
You must remove that manager who did not show respect to your company and critisize your policies. If your company is really sucking blood of employees which is normally happening in most of indian companies where employees are working like slaves for 10 to 12 hours a day and miss their personal and family life due to employment hardship in that case your company has to improve HR practices.
Abraham
From Saudi Arabia
Abraham
From Saudi Arabia
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