No, sir. Not necessary.
You want to highlight a thing wrongly done by a worker only. Only the "deed" that shows substandard inefficiency in performance while discharging a certain allotted duty.
So, you want to highlight the "mistake," not the "mistaker."
A mistake can be rectified. The frequency of mistakes done by the same employee may also be notified, but by his name only, not at all by his images.
A mistake may be rectified by constant teaching with no errors. While learning typewriting or computer skills, errors are common. Later, after enough training and practice without mistakes, one can type a page. Today's typing or computer geniuses once made full mistakes. Driving a vehicle is also the same.
Practice makes perfect.
If you feel his performance couldn't be rectified, then alter his duties to achieve better results in different work.
Not highlighting with photos could bring the expected change in the worker.
It also boosts self-confidence in the worker to be more loyal to the company and committed to the allotted work.
Many individuals even have behavioral changes and improved work performance in their future. We have witnessed many such cases.
The working sector's psychology is usually sensitive. Do not flare up with such activities, as they are not supported by HR, disturbing industrial peace and smooth operations.
From India, Nellore
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86You want to highlight a thing wrongly done by a worker only. Only the "deed" that shows substandard inefficiency in performance while discharging a certain allotted duty.
So, you want to highlight the "mistake," not the "mistaker."
A mistake can be rectified. The frequency of mistakes done by the same employee may also be notified, but by his name only, not at all by his images.
A mistake may be rectified by constant teaching with no errors. While learning typewriting or computer skills, errors are common. Later, after enough training and practice without mistakes, one can type a page. Today's typing or computer geniuses once made full mistakes. Driving a vehicle is also the same.
Practice makes perfect.
If you feel his performance couldn't be rectified, then alter his duties to achieve better results in different work.
Not highlighting with photos could bring the expected change in the worker.
It also boosts self-confidence in the worker to be more loyal to the company and committed to the allotted work.
Many individuals even have behavioral changes and improved work performance in their future. We have witnessed many such cases.
The working sector's psychology is usually sensitive. Do not flare up with such activities, as they are not supported by HR, disturbing industrial peace and smooth operations.
From India, Nellore
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Idea of displaying photos of employees who make mistakes in public is legally and morally wrong. It runs counter to basic principles of HR.
Why a mistake gets done, how often do mistakes happen, is it intentional or a defective practice being followed. A good rule - criticize in private and praise in public. Such photographic displays will play merry hell into the morale of workers/employees, etc.
So, think of an effective corrective mechanism which fosters confidence while addressing the mistake and cause of mistake.
From India, Pune
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Why a mistake gets done, how often do mistakes happen, is it intentional or a defective practice being followed. A good rule - criticize in private and praise in public. Such photographic displays will play merry hell into the morale of workers/employees, etc.
So, think of an effective corrective mechanism which fosters confidence while addressing the mistake and cause of mistake.
From India, Pune
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What a weird way to think and act? How many people in this world are perfect, never commit mistakes in their life? Even the person who has suggested this initiative, is perfect or not prone to any kind of mistakes? If employees perform well, reward them and praise them in public. On the other hand, if some people make repeated mistakes, even then, counsel them and discuss with them privately to find out why such people did such mistakes - whether intentional or accidental. Train them - technically or behaviorally. Allow them time to modify their thinking and acting against the philosophy of management or against the policy of the company.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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No. This is not advisable. The Thumb rule in People management is "compliment/appreciate in public and reprimand in private"
From India, Aizawl
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From India, Aizawl
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Dear Vahora,
Committing mistakes is a common nature, but I think you may not want to do that. I hope you are seeking some advice on how to address workers' mistakes. Perhaps all the experts have provided useful information for your consideration.
Maintaining good relationships with workers helps create a very positive industrial relation.
Regards,
P. Senthil
Coimbatore.
From India, Coimbatore
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Committing mistakes is a common nature, but I think you may not want to do that. I hope you are seeking some advice on how to address workers' mistakes. Perhaps all the experts have provided useful information for your consideration.
Maintaining good relationships with workers helps create a very positive industrial relation.
Regards,
P. Senthil
Coimbatore.
From India, Coimbatore
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I have read some absolute rubbish on CiteHR over the years I have been a member, but this nonsense would have to get a gold medal for stupidity and a complete lack of thought.
What do you hope to achieve by humiliating people? Who will be responsible if one of your employees commits suicide? Will you live happily ever after knowing your actions caused a person to take their own life? I think not, unless you are a cold, callous, and unthinking person with no regard for anyone else.
The idea is absolutely abhorrent and must be dismissed out of hand immediately.
From Australia, Melbourne
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What do you hope to achieve by humiliating people? Who will be responsible if one of your employees commits suicide? Will you live happily ever after knowing your actions caused a person to take their own life? I think not, unless you are a cold, callous, and unthinking person with no regard for anyone else.
The idea is absolutely abhorrent and must be dismissed out of hand immediately.
From Australia, Melbourne
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Dear Mr. Vohra,
Interesting question and you already have a lot of useful answers.
1. Ideally, you shouldn't do this.
2. It is violating the dignity of the employee, and most importantly, it can open you up to a lawsuit if a smart employee wishes to pursue this to its logical end. There are instances in the US, although I haven't heard of any in India. In fact, one such case is included in the MBA HR textbook on Organizational Behavior.
3. I liked the response by Mr. Divekar, who rightly pointed out that what will you do if this itself becomes a norm in your firm? That would be a disaster for the culture of the organization.
So, stay clear of this.
From India, Pune
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Interesting question and you already have a lot of useful answers.
1. Ideally, you shouldn't do this.
2. It is violating the dignity of the employee, and most importantly, it can open you up to a lawsuit if a smart employee wishes to pursue this to its logical end. There are instances in the US, although I haven't heard of any in India. In fact, one such case is included in the MBA HR textbook on Organizational Behavior.
3. I liked the response by Mr. Divekar, who rightly pointed out that what will you do if this itself becomes a norm in your firm? That would be a disaster for the culture of the organization.
So, stay clear of this.
From India, Pune
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