Dear All, What should HR do, if company sr.management are breaking Policy.? Whereas Staff gets punishment for adhering the Company policy on every small issue.? Regards Simriti
From India, Delhi
From India, Delhi
Dear Smriti,
What should HR do, if company sr.management are breaking Policy.?
Nothing can be done as such. This only goes on to show the weak leadership at the top. Though you may put this across to senior's senior but then I doubt whether anything will happen. Fences do eat the crop but then not allowing the fence to do that is the leadership. There should not be any difference between small fence and big fence. All crop eaters should be dealt equally.
Whereas Staff gets punishment for adhering the Company policy on every small issue.?
Have you forgotten to insert word "not" in the above question?
Thanks,
Dinesh V Divekar
From India, Bangalore
7881What should HR do, if company sr.management are breaking Policy.?
Nothing can be done as such. This only goes on to show the weak leadership at the top. Though you may put this across to senior's senior but then I doubt whether anything will happen. Fences do eat the crop but then not allowing the fence to do that is the leadership. There should not be any difference between small fence and big fence. All crop eaters should be dealt equally.
Whereas Staff gets punishment for adhering the Company policy on every small issue.?
Have you forgotten to insert word "not" in the above question?
Thanks,
Dinesh V Divekar
From India, Bangalore
Hi,
I can suggest you to initiative to stop breaking rules.
First you will have to convince any senior person/leader on the advantages of not to break company policies.
The points could be -
1. Employee gets motivated when they see their bosses/seniors/ideals are following/respecting the rules
2. It increase respect towards company and company policies
3. Add to company ethical values
etc.
If somebody is convinced on these points you can call for a meeting with other few powerful/decision makers in your company.
If nobody get convinced then drop this idea otherwise you will be in odd situation.
Be careful and super polite if going to take these actions.
Thanks
Vikas
From India, Mumbai
I can suggest you to initiative to stop breaking rules.
First you will have to convince any senior person/leader on the advantages of not to break company policies.
The points could be -
1. Employee gets motivated when they see their bosses/seniors/ideals are following/respecting the rules
2. It increase respect towards company and company policies
3. Add to company ethical values
etc.
If somebody is convinced on these points you can call for a meeting with other few powerful/decision makers in your company.
If nobody get convinced then drop this idea otherwise you will be in odd situation.
Be careful and super polite if going to take these actions.
Thanks
Vikas
From India, Mumbai
Dear Vikas,
You have given suggestion to Smriti to "convince" senior managers on importance of following company's rules or policies. Why they need to be convinced? Do they do not understand the importance of company's policies?
When juniors start "convincing" importance of adherence of policies to the seniors then it is equivalent to 'tail wagging the dog"! In the bargain hope the dog does not bite its own tail.
Ok...
Dinesh V Divekar
Hi,
I can suggest you to initiative to stop breaking rules.
First you will have to convince any senior person/leader on the advantages of not to break company policies.
The points could be -
1. Employee gets motivated when they see their bosses/seniors/ideals are following/respecting the rules
2. It increase respect towards company and company policies
3. Add to company ethical values
etc.
If somebody is convinced on these points you can call for a meeting with other few powerful/decision makers in your company.
If nobody get convinced then drop this idea otherwise you will be in odd situation.
Be careful and super polite if going to take these actions.
Thanks
Vikas
From India, Bangalore
You have given suggestion to Smriti to "convince" senior managers on importance of following company's rules or policies. Why they need to be convinced? Do they do not understand the importance of company's policies?
When juniors start "convincing" importance of adherence of policies to the seniors then it is equivalent to 'tail wagging the dog"! In the bargain hope the dog does not bite its own tail.
Ok...
Dinesh V Divekar
Hi,
I can suggest you to initiative to stop breaking rules.
First you will have to convince any senior person/leader on the advantages of not to break company policies.
The points could be -
1. Employee gets motivated when they see their bosses/seniors/ideals are following/respecting the rules
2. It increase respect towards company and company policies
3. Add to company ethical values
etc.
If somebody is convinced on these points you can call for a meeting with other few powerful/decision makers in your company.
If nobody get convinced then drop this idea otherwise you will be in odd situation.
Be careful and super polite if going to take these actions.
Thanks
Vikas
From India, Bangalore
I have just given my suggestion.
To follow it or not, depends on the person and situations.
Sometime being casual, management break the policy and if they have some understanding it is possible to change their attitude.
I have successfully tried this, so suggested.
I am extremely sorry if i am wrong here.
Thanks
Vikas
From India, Mumbai
To follow it or not, depends on the person and situations.
Sometime being casual, management break the policy and if they have some understanding it is possible to change their attitude.
I have successfully tried this, so suggested.
I am extremely sorry if i am wrong here.
Thanks
Vikas
From India, Mumbai
Hi, All
Let us look at this from clearly a business view and from the perspective of the organization practices.
The policies being broken by the senior management are not clear.
hey could be related to attendance, entitlements, claims etc.
Certain companies ( both promoter managed and professional) have certain non written practices which are limited to senior management team.
It could be on any of the areas related to attendance, entitlements, claims.
Some exemptions are also given because of specific specialist nature of job. these are usually done with the knowledge of the top most authority of the organization. These are not necessarily shared with every one including HR.
The best and most suitable way for HR to follow, in case of deliberate non adherence/ frequent breaking of policy practice by senior management is, to approach the highest authority of the organization and convince him/ her ( not the senior most team) of the demotivating effects it has on the organization. It could result in either of the following.
a) The rule breakers will be mended
b) The special exemptions to the senior management will be made known
c) HR will be indirectly told not to interfere in these.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
Let us look at this from clearly a business view and from the perspective of the organization practices.
The policies being broken by the senior management are not clear.
hey could be related to attendance, entitlements, claims etc.
Certain companies ( both promoter managed and professional) have certain non written practices which are limited to senior management team.
It could be on any of the areas related to attendance, entitlements, claims.
Some exemptions are also given because of specific specialist nature of job. these are usually done with the knowledge of the top most authority of the organization. These are not necessarily shared with every one including HR.
The best and most suitable way for HR to follow, in case of deliberate non adherence/ frequent breaking of policy practice by senior management is, to approach the highest authority of the organization and convince him/ her ( not the senior most team) of the demotivating effects it has on the organization. It could result in either of the following.
a) The rule breakers will be mended
b) The special exemptions to the senior management will be made known
c) HR will be indirectly told not to interfere in these.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Company Car Policy.doc