In-discipline in a company

Dear Friends,

I am working for a PSU as a Line manager. In our organization, even though Non-executives are guided by "Standing orders" and Executives by "CDA rules", no one follows any rules resulting in all types of misconducts.

The indiscipline has gone to such an extent that any body can do anything and get away with it.

Even though they know the miscodcts
1.Surpervisor/ Shift incharge does not take action for any misconduct
2.Section incharge/ HOD does not take any action
3.Divsional level/ GM level does not take any action
4.ED/ Director level also do not any action

Section incharge/ HOD does not ask the supervisor for the misconduct of the emploee/ worker.
Similarlarly other levels.

As the results (production/ profits) are coming nobody is bothered about discipline.

All the officers get their promotions in time (literally 100%, there is no instance of dropping a single person, any level i.e Junior, Middle and senior manager level) - (no sanctity for PMS)

All these line managers blame HR/personnel managers for not taking action.

HR/Personnel blame line managers

Everybody in the organization looks top right from worker to Director.
In this scenario, what is to be done. Who has to bell the cat. What is the role of HR/ Personnel Manager in curbing the indiscipline?
HR manager says unless line manager complains/ brings the misconduct to the notice of the HR manager, HR can not take any action. Is it true?

Kinldy help me in defining the role of HR/ Personnel in these matters?

Thank you

This is the case of a PSU, right? This is a clear example of deteriorating quality of service provided by such PSUs. There is already cancer inside the body of your Corporation. It is very difficult to cure cancer. If you take action against any misbehaving employee, I beleive, you will be out of the 'Corporation'. And this feeling would only have shaped the minds of all managerial/ supervisory staff members to close their eyes.

In my earlier replies to threads relating to attrition, I had mentioned that even when employees of PSUs find it very difficult to adjust with the nature of human relations the labour turn over is very less or in fact no body goes out before superannuation. This is because of the 'security' they get from the fold of the 'corporation'.

A good commanding administration at the top could only be the solution for regularised work culture in PSUs. There may be useful tips from this forum itself. We can compile these and arrive at what to do and who will bell the cat. Wait till then.

Regards,

Madhu.T.K

Hi

The commitment must come from top and it has to percolate to the bottom. If there is no commitment in the top, the same attitude will cascade down to the lower level people. In today's context, these organizations will not survive as they do not have focus on Productivity, Quality, Cost, Delivery, Morale and Safety and they will not be in a position to compete with others. It is better to look out for suitable position where we can add value than being a mute spectator.

Thanks & Regards

Kalyan R