Incidentally, I have created 3 threads focusing on just, fair, and reasonable. It appears that CiteHR members find it hard to react. Are these words foreign to the corporate world? Can they ever feel at ease? It is certain that I am talking to learned persons.
The 3 threads:
- https://www.citehr.com/323657-how-of...easonable.html
- https://www.citehr.com/428421-lok-sa...workplace.html
- https://www.citehr.com/423346-you-ma...nableness.html
From India, Delhi
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174The 3 threads:
- https://www.citehr.com/323657-how-of...easonable.html
- https://www.citehr.com/428421-lok-sa...workplace.html
- https://www.citehr.com/423346-you-ma...nableness.html
From India, Delhi
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Dr. Mahanta,
You bring up an interesting paradox that exists in the community - just, fair, and reasonable cannot be expected because we encourage applicants, employees, and employers to work around these measures.
My opinion is that this starts right at the recruiting stage; applicants are encouraged to play the semantics game and shade the truth by speaking nicely about their last job/firm, then lie about why they are looking for a change, channel their talk with a lot of false positives, and then pander to our collective egos by pretending we are intelligent by putting a nice spin on deeper questions and probes ("that's a good question," etc.) and then we are simply aghast at learning that the employee who did so wonderfully in an interview actually thinks the firm is no-good in the 'employee survey'.
The continued focus on 'Employee Welfare' is actually a sham; taking the team out for a river rafting camp is actually fun and in no way does it teach you teamwork! We need to recognize that camouflaging fun is not going to make an employee feel valued, or claiming it to be teamwork is just insulting the intelligence of our employees.
Employees don't care about us employers; they are here to earn money, get some appreciation, and try to set their name in stone, and they expect to be rewarded for every achievement - and it's our fault with statements like "appraisals every 6 months," "hiring only from within," when the truth is otherwise.
The appraisal process is just looked at as one of the 'processes' that employers need to accomplish - boring, mundane, and such since employees already know the results beforehand, and managers are not adequately trained to handle the appraisal cycle - constant feedback, mentoring, and monitoring and not just limited to a particular day/date meeting.
And as for the above links, I agree with protecting women in the workplace - they absolutely require such protection measures!
From India, Mumbai
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You bring up an interesting paradox that exists in the community - just, fair, and reasonable cannot be expected because we encourage applicants, employees, and employers to work around these measures.
My opinion is that this starts right at the recruiting stage; applicants are encouraged to play the semantics game and shade the truth by speaking nicely about their last job/firm, then lie about why they are looking for a change, channel their talk with a lot of false positives, and then pander to our collective egos by pretending we are intelligent by putting a nice spin on deeper questions and probes ("that's a good question," etc.) and then we are simply aghast at learning that the employee who did so wonderfully in an interview actually thinks the firm is no-good in the 'employee survey'.
The continued focus on 'Employee Welfare' is actually a sham; taking the team out for a river rafting camp is actually fun and in no way does it teach you teamwork! We need to recognize that camouflaging fun is not going to make an employee feel valued, or claiming it to be teamwork is just insulting the intelligence of our employees.
Employees don't care about us employers; they are here to earn money, get some appreciation, and try to set their name in stone, and they expect to be rewarded for every achievement - and it's our fault with statements like "appraisals every 6 months," "hiring only from within," when the truth is otherwise.
The appraisal process is just looked at as one of the 'processes' that employers need to accomplish - boring, mundane, and such since employees already know the results beforehand, and managers are not adequately trained to handle the appraisal cycle - constant feedback, mentoring, and monitoring and not just limited to a particular day/date meeting.
And as for the above links, I agree with protecting women in the workplace - they absolutely require such protection measures!
From India, Mumbai
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And so this is the life style in the corporate world. How long will it sustain? Or will it sustain all along?
From India, Delhi
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From India, Delhi
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Dr. Mahanta - When you join the gang without the intention to beat it, then sustainability is a long drawn process. Like the Mahatma said, "be the change you want to see".
From India, Mumbai
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From India, Mumbai
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When the corporate world itself is seemingly unjust,unfair and unreasonable how do you expect just,fair and reasonableness for women alone? Is it not unjust,unfair and unreasonable?
From India, Delhi
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From India, Delhi
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Dr. Mahanta - I am part of the long drawn process, yes, and trying to practice the transformation. The length is something that'll need the new supercomputers or might be better responded by CERN! I, and I know of some other talent acquisition experts, have tried to train hiring managers to never begin an interview with "Tell me something about you/yourself" or variants therein as the first step, but we are yet to see any breakthrough.
What is your objective with this research? Perhaps your response will help with me sending over a 'Transformation' document you can use to better effect.
From India, Mumbai
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What is your objective with this research? Perhaps your response will help with me sending over a 'Transformation' document you can use to better effect.
From India, Mumbai
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This thread better be put in the 'Seniors' forum; a lot of senior executives might have certain opinions that might be of use. Mods - Can we do this?
From India, Mumbai
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From India, Mumbai
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What you see is just my inclination. I have no program. So I have no objective. I feel that defining any objective means obstructing own growth and development. The future is unknown and will remain unknown. No computer can exactly project and depict the future. This is my current belief which may transform even in the next moment.
From India, Delhi
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From India, Delhi
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