Dear Leninraj,
I think that this novel idea of the reversal of the source of authority for awarding punishment most probably emanates from either one's frustration with the prevailing universal practice of disciplinary control from top-down or the urge to increase the degree of accountability of superiors in a more pronounced manner, i.e., from bottoms-up. I am afraid that such a somersault in the process of disciplinary control would lead to anarchy, as rightly explained by our learned friend Mr. Dinesh.
Punishment for misconduct/misdemeanor in the realm of employment is not the ultimate objective of any ideal system of disciplinary control but its avoidance or elimination at the appropriate stages to contain its recurrence only. If dictated by a more democratic consciousness or egalitarian approach, an employer delegates the power of punishing a superior to his subordinates, then the plight of the poor superior would be similar to that of a patient advised by his doctor not to think of a monkey whenever he takes the medicine prescribed. In the routine discharge of duties, no superior would remain incommunicado to his subordinates and in case of failure, if any, later, shift the blame onto his subordinates. Even if it so happens by design, the delinquent subordinate has always got the inalienable right of defense under the Principles of Natural Justice and can very well shift the onus of Commission or omission on the part of the accusing superior. Therefore, the results of such an unconventional move would be disastrous only.
From India, Salem
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6108I think that this novel idea of the reversal of the source of authority for awarding punishment most probably emanates from either one's frustration with the prevailing universal practice of disciplinary control from top-down or the urge to increase the degree of accountability of superiors in a more pronounced manner, i.e., from bottoms-up. I am afraid that such a somersault in the process of disciplinary control would lead to anarchy, as rightly explained by our learned friend Mr. Dinesh.
Punishment for misconduct/misdemeanor in the realm of employment is not the ultimate objective of any ideal system of disciplinary control but its avoidance or elimination at the appropriate stages to contain its recurrence only. If dictated by a more democratic consciousness or egalitarian approach, an employer delegates the power of punishing a superior to his subordinates, then the plight of the poor superior would be similar to that of a patient advised by his doctor not to think of a monkey whenever he takes the medicine prescribed. In the routine discharge of duties, no superior would remain incommunicado to his subordinates and in case of failure, if any, later, shift the blame onto his subordinates. Even if it so happens by design, the delinquent subordinate has always got the inalienable right of defense under the Principles of Natural Justice and can very well shift the onus of Commission or omission on the part of the accusing superior. Therefore, the results of such an unconventional move would be disastrous only.
From India, Salem
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Dear Raj,
Your post must have raised the maximum number of eyebrows amongst the readers. The brief query, sans details, has triggered a spate of responses stating that the repercussions would create chaos for sure. I am sure you and your company authority would have considered different pros and cons before thinking to implement such a questionable scheme. If it has any merit and has been envisaged from your side, please share the same in this forum.
V. Raghunathan
From India
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Your post must have raised the maximum number of eyebrows amongst the readers. The brief query, sans details, has triggered a spate of responses stating that the repercussions would create chaos for sure. I am sure you and your company authority would have considered different pros and cons before thinking to implement such a questionable scheme. If it has any merit and has been envisaged from your side, please share the same in this forum.
V. Raghunathan
From India
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Dear All,
Thank you very much for your replies. Yes, it would be a bad idea for a superior to get punished by his subordinates. But what about the rating/ranking of a superior by subordinates?
Thanks and Regards,
Raj
From India, Cochin
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Thank you very much for your replies. Yes, it would be a bad idea for a superior to get punished by his subordinates. But what about the rating/ranking of a superior by subordinates?
Thanks and Regards,
Raj
From India, Cochin
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Dear Sir/Madam,
My view is that all organizations maintain a hierarchy, be it a small or big organization. However, a junior punishing a superior will not be in the right spirit. The junior should have the option to complain to the superior of their boss or should have a suggestion box in the company. A panel can then look into such written complaints and deal with them appropriately and independently.
Implementing this directly in any organization may only embolden other juniors reporting to superiors, leading them to show strength through insubordination, giving wrong signals to other department staff. This could act as a precedent.
Thank you.
From India, Visakhapatnam
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My view is that all organizations maintain a hierarchy, be it a small or big organization. However, a junior punishing a superior will not be in the right spirit. The junior should have the option to complain to the superior of their boss or should have a suggestion box in the company. A panel can then look into such written complaints and deal with them appropriately and independently.
Implementing this directly in any organization may only embolden other juniors reporting to superiors, leading them to show strength through insubordination, giving wrong signals to other department staff. This could act as a precedent.
Thank you.
From India, Visakhapatnam
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Hi Friend,
A reverse flow of authority is not advisable at any point and will only bring disruption to the work environment. It would also lead to a lack of cohesiveness. Instead, a Mentor Evaluation report can be suggested, in which employees can anonymously rate their superiors on a yearly basis. This may motivate the superiors to identify areas for self-improvement. However, the effectiveness of this approach depends on the type of employees and how they perceive things.
Hope this was useful.
From India, Karur
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A reverse flow of authority is not advisable at any point and will only bring disruption to the work environment. It would also lead to a lack of cohesiveness. Instead, a Mentor Evaluation report can be suggested, in which employees can anonymously rate their superiors on a yearly basis. This may motivate the superiors to identify areas for self-improvement. However, the effectiveness of this approach depends on the type of employees and how they perceive things.
Hope this was useful.
From India, Karur
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Dear Leninraj,
There is a difference between the system of reverse punishment of a superior by a subordinate and the feedback about a superior by a subordinate in the form of a rating in a 360-degree appraisal. The former harms organizational discipline, which is necessary for the orderly conduct of the affairs of a company, and the latter helps in reorienting the traits, skills, and behaviors of superiors by the top management acting on such feedback.
B. Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
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There is a difference between the system of reverse punishment of a superior by a subordinate and the feedback about a superior by a subordinate in the form of a rating in a 360-degree appraisal. The former harms organizational discipline, which is necessary for the orderly conduct of the affairs of a company, and the latter helps in reorienting the traits, skills, and behaviors of superiors by the top management acting on such feedback.
B. Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
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Dear Lenin Raj,
The 360-degree feedback has to be carefully implemented in a structured way to elicit the required information. Obviously, confidentiality is key to avoid victimization. A high degree of maturity is expected for the successful implementation of this system, lest it should end up as a mud-slinging activity.
V. Raghunathan
From India
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The 360-degree feedback has to be carefully implemented in a structured way to elicit the required information. Obviously, confidentiality is key to avoid victimization. A high degree of maturity is expected for the successful implementation of this system, lest it should end up as a mud-slinging activity.
V. Raghunathan
From India
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I am curious as to what 'punishment' you are referring to, Raj. As a concept, this is how a workflow system works. But the kind of 'punishment' is a black box. Could you give a couple of examples as this is something I am unable to think of....
You mentioned that the punishment is due to a delay. Hence, the trigger of the action is a delay. This is similar to a workflow. However, who decides the punishment and the quantum? Normally, a workflow policy has it reasonably 'pre-decided'.
Regards,
From United States, Daphne
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You mentioned that the punishment is due to a delay. Hence, the trigger of the action is a delay. This is similar to a workflow. However, who decides the punishment and the quantum? Normally, a workflow policy has it reasonably 'pre-decided'.
Regards,
From United States, Daphne
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Dear Lenin Raj,
You cannot punish or initiate any disciplinary action against any superiors. Instead, you can have the grievance redressal system so that the aggrieved juniors can seek redressal for grievances against their superiors.
Thank you.
From India, Kumbakonam
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You cannot punish or initiate any disciplinary action against any superiors. Instead, you can have the grievance redressal system so that the aggrieved juniors can seek redressal for grievances against their superiors.
Thank you.
From India, Kumbakonam
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Just for scoring brownies, it may sound innovative, but practically, it is not going to work. In fact, it may even boomerang on the person initiating such an idea. We cannot discuss things just for the sake of it, like on social media, and get trolled for nothing. As some have already pointed out, in a situation where the staff working under a reporting manager has any grievance, he/she has the right to discuss directly. As a second step, report to the higher management with all the facts, and be ready for open discussion rather than trying to play one-up on the other.
From India, Hyderabad
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From India, Hyderabad
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