Dinesh Divekar
Business Mentor, Consultant And Trainer
Psdhingra
Legal Analyst, Hrm
Sanjaysblc
Banking
Manishgupta1981
Hr Generlized
Gerry303
Management Consultant
Debasisp2001
Hr Manager,compensation & Benefit Manager,
+8 Others

My friend is AGM in a very reputed construction company and recently he was appointed there to bridge the gap between higher managment and lower managment and is assigned many big responsibilities.There is absolute mess and nobody wants to share anything and people are so arrogant and do not want to co oporate.there is no delegation of work .everyone is doing everyone's job.They even dont know what are thier job's responsibility .There is no coordination among them and everyone is their own boss sort of .they dont like to take orders from my friend even.

I am a trainer and he is asking help from me.

I have been to his office and was amazed by the style of people working there.Employees are so arrogant that when my friend who is AGM of the company asked some information from the employee he just took out his pen from his pocket wrote the concerned persons phone no. and ask him to cal and get the information.

These employees are working there for last 3 to 4 years on 5 to 8 lac packages.

I was very confident and was giving lot of tips to my friend but after my visit to his office i myself is not sure how and from where to start.

Can any one suggest how to handle such kind of situation?
3rd April 2010 From India, New Delhi
hi
Thx for repling Mr. sastry
All are engineers age group between 28 to 35.Its a big and old company employees come late in the morning and work till 6 only.There is no accoutability of work and nobody ask anything.Top most boss is only GM who never interect with them .work is assigned throgh emails and one secretry to GM.
History of the co.says that no one is being ever thrown out of the company.Even they are continuing with an old person who is suffering with short memory or something.
We have arranged a get-togather where we will be organizing fun games and i would be formaly introduced to the employees.
I am good at making friends and i mix up with every one instantly.
that is the first step we have taken ..lets see how i will go ahead with them.
I would like if any one suggest something good.
Rgds,
vidsvirgo
3rd April 2010 From India, New Delhi
see my friend, till the time u didn,t understand reason behind their such behaviour, any attempt to revive the situation will go in vain.
U need to understand their viewpoints on various issues not only official but personal too.. u can befriend with few of them and can talk informally relating to various issues, breaking the hierarchial barriers...
Everyone has some sort of problems in their life... u can share them, be emphathetic with them... sometimes offer help if u can... First try to build up IPRs and then try to revive the official relations..
4th April 2010 From India, Mumbai
Sir,
I have read the post sent by Mr Virgo.I can confirm that you are not able to find the reason of the behavior of your employees.I have not seen the employees but I can say that their attitude can be changed as they are still young.
Real estate is a business where people especially engineers do get rude and frustrated because of the nature of the job like-
1) Dealing with unskilled and semi-skilled workers directly.They boss around with them and that starts getting in their veins.
2) Location of the work.Usually field work in dust,rain and cold.
3) competition and targets take a toll on their behavior.
etc.........................................these are some of the reasons in the business.
First try to find an accurate reason for the problem,only then the diagnosis can take place otherwise u would keep firing your gun in all the directions and pray that it hit's the bulls eye.
It would take time and the solution to the problem would be a long process but that can be given only once the cause to problem is found so that it can be hit directly and others are neglected.
4th April 2010 From India, Delhi
Dear Vidsvirgo,

Answer to your question "Can any one suggest how to handle such kind of situation?" is in your post.

Training is no solution to your problem. I have written 'n' number of times in this forum that training is not a solution for the organisational ills. Cures for those ills are different.

Your have written that "There is absolute mess and nobody wants to share anything and people are so arrogant and do not want to co oporate.there is no delegation of work .everyone is doing everyone's job.They even dont know what are thier job's responsibility .There is no coordination among them and everyone is their own boss sort of .they dont like to take orders from my friend even".

Situation has slipped to such a level, till that time what HR was doing? First and foremost set the systems and processes right. Make the job descriptions, make the reporting structure. How training can have its impact in this messy situation?

In the second post you have written that "All are engineers age group between 28 to 35.Its a big and old company employees come late in the morning and work till 6 only.There is no accoutability of work and nobody ask anything.Top most boss is only GM who never interect with them .work is assigned throgh emails and one secretry to GM.

This clearly shows that the problem is with the leadership. Why this GM-sahib does not interact with the staffs? Why he does not make his subordinates accountable? No amount of good efforts of your AGM friend will work unless this GM supports him.

"History of the co.says that no one is being ever thrown out of the company.Even they are continuing with an old person who is suffering with short memory or something."

GM of the company or MD himself should initiate culture of performance. If your AGM friend wants to take disciplinary action this GM fellow should not throw his weight and ensure that the wayward chap is retained. "Spare a rod and spoil a child" goes the ageold proverb. Now the time has come to use rod.

We have arranged a get-togather where we will be organizing fun games and i would be formaly introduced to the employees.
I am good at making friends and i mix up with every one instantly.
that is the first step we have taken ..lets see how i will go ahead with them.

No fun games have changed the organisation's culture. Having fun is one thing and to be funny is another. Your problem is that employees of this company are funny. First bring them seriousness. This can be done by strict controls. Your systems and process change them. At this stage employees need to be dealt strictly. Start with theory 'x' and move toward theory 'y'. What you are doing is other way round but whether it will work or not remains to be seen.

I would like if any one suggest something good.

The real solution lies in removal of this GM which your AGM friend also cannot do. Unless there is change at the top, change cannot percolate down the line. Remember leadership is the lengthened shadow of organisation. The successful companies are successful because their leadership was serious and performance oriented. How MD of that company allowed this kind of GM to occupy his position. GM's continuance at his position speaks in itself what organisational malaise is, it also speaks of MD's mindset.

Final comments: - The posts of these kind are uploaded some times. Now have you understood why India is laggard? Those who have money, they do not know how to run the company. Those who know how to run company, they do not have money. With the companies of these kind, yet we say that India is poised for take off and India is would-be superpower!

Thanks,

Dinesh V Divekar
Management & Behavioural Training Consultant
Bangalore - 560095


Limit of your words is limit of your world
[I][COLOR=#0000BF][COLOR=#FF0000]
4th April 2010 From India, Bangalore
I completely agree with Divekar. Until the top mgmt is set to restructure the organization, there is very little an AGM can do. Find out your ways to tackle situation in totality.
Regards
Dr Nayan Mali
5th April 2010 From India, Ahmadabad
I like the direct tone of Dinesh. You cannot revive a drying plant by watering the leaves. You need to go to the root..
Ask your friend to study the situation by talking to the employees informally else he will face the same treatment. After studying he can go to the GM and ask him informally about his perception. If they agree on the problem, the situation will be straightforward. Go ahead and have the friendly atmosphere, but follow it up as mentioned. Engage an expert when the need is understood
5th April 2010 From India, Hyderabad
Does you friend, who is the AGM have a boss? Who is the head of the organization?
Is the Head happy with the current state of affairs? If he is, then change will be very difficult. If he is dissatisfied, and wants to see a change, much can be done, but the change effort will need his active support ! Mind you, I'm not saying it will be easy, and there would be some turmoil, but change will come.
I am a management consultant based in Bangalore, and would be willing to help, since I love to tackle such challenges.
Gerry
9972033456
5th April 2010 From India, New Delhi
Hi Vids,



First of all I am of firm conviction that no employee is arrogant by birth, circumstances and organizational environments make employees arrogant.



Dinesh Divekar has rightly attacked the real drawbacks of the organization and given point by point comments to your post. But still one point remains untouched. If there is no delegation of work, what would be the criteria of recruitment of the engineers by the company? If you donít mind, your second post contradicts your own first post in so much so that in your first post you have stated that there is no delegation of work and everyone is doing everyone's job. In your second post you have stated work is assigned through emails and one secretary to GM. If there is no delegation of work, does that mean the same work is assigned to several functionaries through emails or the secretary to the GM? If so, mess is being created by the GM and his secretary themselves, otherwise how one Engineer comes to know what work has been assigned to the other and why he would start doing otherís job by leaving his own work. Moreover, if everyone is doing othersí jobs they would be doing with each otherís consent or to help each other. In that case, I can well say, there is an exemplary cooperation between those engineers and the management is lucky that such a cooperative group of engineers are on its payroll.



Of course, it can be said that your friend is quite unable to understand what is the actual problem and its real cause? Please donít mind if I say your friend thinks some first aid expert can cure the illness of Tuberculosis, as I believe training just works like first aid. I donít think any type of training or fun games can help scuttle down the arrogant behavior of the employees. In my views the need is not for any training to the arrogant employees, but to sooth their feelings by understanding their real problems. He has to first understand, what is the basic cause of their arrogance? Their arrogance can be their frustration about the management, as you have already stated the GM does not interact with their subordinates. The question arises, how performance of the subordinates is taken care of, if they are assigned the job by the GM or his secretary? As Divekar has pointed out there is the need of removal of the GM, I can add, his secretary should also get a kick to oust her/him. Both are the cause of the real problem.



Why should not we think in this manner, if everyone does the work of every other that means there is unequal work distribution amongst them? Some employees may be getting unbearable burden of workload, while the others may be having less work. So, they may be sharing the burden of each other to help each other. So, ask your friend to do his own job by understanding the real problem for which he has been engaged and not to shift his responsibility to the trainers, as I am of firm belief the employees do not need any type of training or fun game. Your friend needs to become so capable that every employee should see a friend in him. But that is another thing if he would like to take care of your interest also.



PS Dhingra

Vigilance & Transformation Management Consultant

Dhingra Group of management & Educational Consultants

New Delhi
5th April 2010 From India, Delhi
Hi Vids,
I completely agree with Mr.Dinesh and Mr.Dhingra. U & Ur friend first need to understand the problem and make it understand the seriousness of it to his Boss GM or MD. Take there consent and make right move.
regards
Supriya
5th April 2010 From India, Mumbai
What a great suggestions, specially from Mr. Divekar & Mr. Dhingra. Great advice. Sir, I have pasted my following problem last week and still did not receive any reply. Would you guyes please look in to my following matter and paste your suggestion.

Hi seniors,

I was working in the company as Credit Controller. My GM was very happy with my work and seeing my capability he gave more responsibility in finance work and same time he promoted me as Acting Accounts Manager in the month of July 2009 without giving increasing in my salary. When I asked him about my increment he said we will do afterword probably by end of the year (2009), because company's financial situation is not good at this time.

However I did my job sincerely and also proved him myself for last 8 to 9 months. Again as per there promise, I ask him in Dec 2009 to increase my salary and make my title as Accounts Manager from Acting Accounts Manager. They are saying company is planning to the grading system therefore you have to wait.

Please help me what should I do in this situation. For your information they have promoted and increased the several other departments’ employee's salary. I mean if they wish they can increase anybody's salary without waiting for grading system to come. But unfortunately they are not doing for me. Even I told them if you are not happy with my work then let me know I will look some other alternative. There answer is you are our KEY employee we will do something but you have to wait.

Now please let me know how long company can continue with Acting Accounts Manager title and your valuable suggestion in this matter please.
5th April 2010 From United Arab Emirates, Abu Dhabi
Dear Mr. Ram,
One Word suggestions: change.
Resaon: Ur GM is very sharp minded person, he knows how to take the work out of good people. He is treating u like a fool.
This GM will never promote or aggresevely take ur side! BEAWARE and change!
Manish Gupta
5th April 2010 From India, Mumbai
Dear Sir(s),
I am working for last almost 10 years & this is my 2nd job, even being an employee saying that employees behave arrogantly whenever they are wrong or do mistakes.. The moment any one brought up mistake, they reach at the heights of volume & rudeness...
Will not disclose the company name, here employer's are firm for work & also go out of the way to help employee at need / to motivate / to train.. But employees at the time of deliverables behave indifferent...
Please advice solution for such because at last Mass turn-over comes at company's name & every time new recruitement / traning of-course is a cost...
5th April 2010 From India, Chandigarh
Dear Mr. Ram,
Manish Gupta has rightly hinted about change. He has termed your GM to be a sharp minded. But, I term your GM as a shrewd person. He is just using you as a tool in his own interest without caring for your interest. So, you have to take care of your own interest yourself.
Instead of begging for a raise, just start applying for jobs in other companies. Once you get an appointment letter, just you need to show him. If he would be interested in retaining you, he would definitely give you a sufficient raise. That would be an honorable raise for you and without any obligation. Otherwise, if still your GM is unmoved, bid good bye to your company by tendering your resignation. That would be the only honorable solution for you in that case.

PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
6th April 2010 From India, Delhi
This is a classic case with many of the new generation demand driven organisation may it be construction, Real estate, Infra , IT & ITES .
here the business objective of the management/board seems to be short term (getting good profit when the demand is high). this kind of organisation have suffered a lot in this economic recession (however big in size they are)

This kind of organisation requires a radical change on both strategic and operational front (as such any change initiatives in this kind of set up is extremely challanging )

The most important thing is making your management and board understand that chage is inevitable for the organisation and some of the stereotypical mind will loose the job in this process (who might be very loyal and influencial to the organisation but not willing to change )

Move with theory X and slowly transform to theory Y

Define the org structure, reporting relationship, Pay for performance, L&D policy, but most importantly a contineous two way communication process with a common business goal .

Regards
Debasis
6th April 2010 From India, Bangalore
I thank all of you for putting lot of efferts in understaning the problem and analizing the root cause.though I had read all comments before joining the meeting organised today.

First let me clear few points to all of you.

GM is not a bad person it seems, but very old ,decent, lively person aged 59 years.Wants to do everything on his own and assign work to anyone he thinks fit for.wants to take whole credit on himself giving impression to the management that he is indispencible.It seems there is phycological pressure on him that he has to retire in near future so keeping his strings tight on everything.

In most of department for one job atleast three person are working.so every one is getting less assignments.They have to prove thier worth otherwise how they are going to justify their salaries.That is the reson they are not sharing data or unwilling to tell anything more."Mera kaam bhi woh ker lega tou mai kya karoonga?"(If he will do my work then what would i do?)

They take two days to finish two hours work.you will find people busy solving sudoku sometimes..

I am not going there to train them nor to entertain them by some funny fun games..It was ordinary evening tea and snackes which were served at the expense of AGM..In the begning it was very very light..i involved them in one of my very small excersise (I use it many times and its too good to make everyone at ease and cheerful and it works like a blender)

ther are lot many things still to know but today I too was pleased but task ahead is not an easy one i am sure of that.

My actual work will start from coming monday onwards for that we are working and planning.

Msg is already passed today that company wants a change in working style and some major changes may come in the near future.Kind of buzz is already set in them..there is a curosity in them or may be little nervous ness ,i am not too sure of that..

My mind is full of thoughts..and i have lot to work ,plan and discuss.

Once again i am so very thankful to Mr.dinesh,Mr.dhingra,Mr.garry,Mr.shankaran and all.

Regards
6th April 2010 From India, New Delhi
One thing to which we all will agree is that the gentlemen at the helm of the affairs will have to be involved in this situation.
The restructuring of the system has to start from the top and then go downwards..........................
7th April 2010 From India, Delhi
Hi vidsvirgo,
do keep us informed about changes u experienced after u proposed or do!
It will help many of us about understanding the pscho. Behind arrogant behaviour.
And will give imp. Info./training to handle such situations in future!
Manish gupta
7th April 2010 From India, Mumbai
Sir
Only action cannot solve the problem. Solution lies in stick and carrot policy. Several organisataion succeeded because of effective use of policy.
Something is not under control. eg how GM can be removed by AGM. Still organisation can grow. PSU has proved now and again.. Hope we can be effective in our area of control
-that is most important.
sanjay
7th April 2010 From India, Bhilai
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