Hi,
Greetings!!!
Ask your training department to arrange training for all seniors including him with relevant topic in communication.
Share your agenda with external trainer in advance so trainer can train and share refer-cation of abusive language including other communication problems to senior.
Try it if you an, solve the problem.
From India, Mumbai
3Greetings!!!
Ask your training department to arrange training for all seniors including him with relevant topic in communication.
Share your agenda with external trainer in advance so trainer can train and share refer-cation of abusive language including other communication problems to senior.
Try it if you an, solve the problem.
From India, Mumbai
Dear A_blackguitat,
I am into full-time training for the last 13 years and earlier I had been a Training Manager also.
With whatever knowledge I have gained through my training programmes, I can say with complete conviction that change in the behaviour of the Director cannot happen by training the senior managers on the communication skills.
When the senior management professional like Director himself puts into the stake the survival of the company, he needs to be booted out.
In the 1960s, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. He labelled these Theory X and Theory Y. Those who have done the management courses, have learnt this theory. The post clearly shows how Theory X is relevant even today! The post shows that theories are not developed in a vacuum and there are practical examples in support of the theory!
Thanks,
Dinesh Divekar
From India, Bangalore
I am into full-time training for the last 13 years and earlier I had been a Training Manager also.
With whatever knowledge I have gained through my training programmes, I can say with complete conviction that change in the behaviour of the Director cannot happen by training the senior managers on the communication skills.
When the senior management professional like Director himself puts into the stake the survival of the company, he needs to be booted out.
In the 1960s, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. He labelled these Theory X and Theory Y. Those who have done the management courses, have learnt this theory. The post clearly shows how Theory X is relevant even today! The post shows that theories are not developed in a vacuum and there are practical examples in support of the theory!
Thanks,
Dinesh Divekar
From India, Bangalore
Many learned members have given sterling advice.
What I can see from the post:
The concerned Director is a ego driven person who sees no value in human relations.
Command, shout and use position to run organisation while being different with outsiders in suitable positions and who he needs for securing orders etc
Company management has not inculcated a strong culture and is dominated due to the results apparently produced by this gentleman.
MD himself is wavering about complaints received from employees.Probably he due to higher position is spared of shouts and pushiness from this gentleman.
With this background,doubtful whether any change will be forthcoming.
Best is to keep an eye opne for suitable vacancies , in this era of joblessness.
This is indeed a tough call.
But self esteem and prestige should not be devastated by such abusive and loud mouthed person.
Strike a balance and shift out at suitable time.
From India, Pune
What I can see from the post:
The concerned Director is a ego driven person who sees no value in human relations.
Command, shout and use position to run organisation while being different with outsiders in suitable positions and who he needs for securing orders etc
Company management has not inculcated a strong culture and is dominated due to the results apparently produced by this gentleman.
MD himself is wavering about complaints received from employees.Probably he due to higher position is spared of shouts and pushiness from this gentleman.
With this background,doubtful whether any change will be forthcoming.
Best is to keep an eye opne for suitable vacancies , in this era of joblessness.
This is indeed a tough call.
But self esteem and prestige should not be devastated by such abusive and loud mouthed person.
Strike a balance and shift out at suitable time.
From India, Pune
Dear Natharao,
I wholly share your reading about the "care less" , and bull dozing approach and behaviour of the Director.
But don't share your conclusion and advice to Akansha to look for another career opportunity.
She has already expressed her desire to continue here in the teeth of adversity and face the Director head on. Her MD , for whatever reasons , though soft peddling on this undesirable Director, seem to have given her free hand.
In my view , giving up the fight and run away is easy option which Akansha has decided against and I appreciate it.
Hopefully she takes some thoughtful actions by which the Director is made to fall in line or quits.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
I wholly share your reading about the "care less" , and bull dozing approach and behaviour of the Director.
But don't share your conclusion and advice to Akansha to look for another career opportunity.
She has already expressed her desire to continue here in the teeth of adversity and face the Director head on. Her MD , for whatever reasons , though soft peddling on this undesirable Director, seem to have given her free hand.
In my view , giving up the fight and run away is easy option which Akansha has decided against and I appreciate it.
Hopefully she takes some thoughtful actions by which the Director is made to fall in line or quits.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Dear Vinayak,
I appreciate your views.
We are in a job to earn our livelihood and develop professionally.
It is just a personal view that fighting it out is not worthwhile.
You must fight battles which have a solid reason to fight out.
Some things and attitudes can never be changed
The person concerned has to change only by self realisation and also feeling need for change.
All this is a view point and perceptions can vary,
From India, Pune
I appreciate your views.
We are in a job to earn our livelihood and develop professionally.
It is just a personal view that fighting it out is not worthwhile.
You must fight battles which have a solid reason to fight out.
Some things and attitudes can never be changed
The person concerned has to change only by self realisation and also feeling need for change.
All this is a view point and perceptions can vary,
From India, Pune
I am hopeful that the advices shared by the Seniors here will give you a gist as how to move ahead & deal with this current situation.
Simultaneously, I would want you to be extra cautious because I am pretty sure that after all these back and forth conversation. This spoilt brat (Director) would have got to know about you & would be looking out for the opportunities to screw you.
I am certain that one fine day, your MD would understand that no matter how skillful the resource is , if he/she fails to adhere the Code of Conduct of the company then that person should be dealt with the corrective action irrespective of the designation, influence or power.
All the best!!
From India, Thana
Simultaneously, I would want you to be extra cautious because I am pretty sure that after all these back and forth conversation. This spoilt brat (Director) would have got to know about you & would be looking out for the opportunities to screw you.
I am certain that one fine day, your MD would understand that no matter how skillful the resource is , if he/she fails to adhere the Code of Conduct of the company then that person should be dealt with the corrective action irrespective of the designation, influence or power.
All the best!!
From India, Thana
Dear colleagues,
It is not understood, a person who does not deserve to be hired even as an employee at any level came to be hired as the Director. And also continuing to function despite his people insensitive approach and bulldozing them for no reasons. Is it not obvious that his approach is ruining the organization?
It is MD who should step in and tell him to change for better or he will be shown exit door.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
It is not understood, a person who does not deserve to be hired even as an employee at any level came to be hired as the Director. And also continuing to function despite his people insensitive approach and bulldozing them for no reasons. Is it not obvious that his approach is ruining the organization?
It is MD who should step in and tell him to change for better or he will be shown exit door.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Dear manager, one of the attributes of the manager is to be able to communicate with employees with respect and to be open to listening to opinions. And to be able to motivate away from the unfortunate behavior to create a work environment in a practical environment
From Egypt, Cairo
From Egypt, Cairo
Dear Ms. Aakansha,
Locking down a country of 1.3 billion people caused for unemployment, poverty and economic crisis. It is a pandemic and tough time to people and businesses. Companies are struggling to run and many businesses are in trouble. Isn’t it? Prima facie, your MD’s vision is to restructure the organization and it’s current employees culture with a fresh team (employees) or reducing/moderate manpower/reducing wage cost. That was the reason that new director joined and created a “toxic work culture”. Recently joined director is a tool and he is on a mission which is to fulfill your MD’s vision. Organizations/business owners have mission and vision for themselves not for employees. It is better to leave this organization as soon as possible.
From India, Mumbai
Locking down a country of 1.3 billion people caused for unemployment, poverty and economic crisis. It is a pandemic and tough time to people and businesses. Companies are struggling to run and many businesses are in trouble. Isn’t it? Prima facie, your MD’s vision is to restructure the organization and it’s current employees culture with a fresh team (employees) or reducing/moderate manpower/reducing wage cost. That was the reason that new director joined and created a “toxic work culture”. Recently joined director is a tool and he is on a mission which is to fulfill your MD’s vision. Organizations/business owners have mission and vision for themselves not for employees. It is better to leave this organization as soon as possible.
From India, Mumbai
In such situations the Serenity Prayer comes to mind:
"Oh God, grant me the serenity to accept the things I cannot change,
courage to change the things I can,
and wisdom to know the difference."
From the events shared by you it appears you need to move on and enter a new phase of life at whatever cost it is.
From India, Mumbai
"Oh God, grant me the serenity to accept the things I cannot change,
courage to change the things I can,
and wisdom to know the difference."
From the events shared by you it appears you need to move on and enter a new phase of life at whatever cost it is.
From India, Mumbai
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