Hi Senior,
I like to know how to identify the morality of the company before we join there or before we choose to go for interview. Many people would first attend the interview and join in a company and later they identify that the company management is poor or the particular position they offered has some managerial issues. To avoid spoiling the career is there any way to identify before itself. Either through any complaint forum which has the database of companies from where we can identify about the morality of the company.
Please suggest.

From India, Coimbatore

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Hi All I am also agree with Shiva that during interview lots of commitment, professionalism shown but when u joined the company the picture is totally changed. Regards Rajiv
From India, Bangalore
The only thing I can suggest is to find the employee of the new firm on social media like facebook, twitter or Bridge.com & there you can put your message to know about the firm, its culture, operation & their management role etc.
From India, Mumbai
Dear Team
But without personally meetings, face to face discussion and without entering in the organisation no one can understand the mentality of management. As no one within the company complains abt the company's culture, atmosphere procedures can tell due to job security.

From India, Bangalore
Mr. Rajiv as you rightly said no one in the organisation will disclose about the organisation morality due to job security. As Sunita said social media could be one of the best way to know about the organisation through the employees. We cant find CMMI level companies always. So these are the only ways. Thank you very much for your valuable reply...
From India, Coimbatore
Greetings,

I am yet to find any time-tested ways to identify the morality of a new employer. However, request you to consider these points while weighing your new employer.
  • Speak to the existing employees and separate individual feedback from a common concern. Focus on the standpoint taken by the leaders and systems in general. Such as if there are defects or any problem faced by the employee, how far does the organization go to support, what are the existing systems in place and how does the leadership utilize it.
  • Ask about the appraisal system and look for the commonalities such as timeliness, the hike distribution and growth path not just for the blue eyed ones but even for the average performers in the team.
  • Identify how the customer complaints are dealt. Does it all boil down to blame-game? Alternatively, does this leads to greater R&D and better process audit?
  • The ethical processes might run skin deep and may not allow a new-comer to weigh them. Just focus on how a sudden non-adherence is managed. If it is met with consternation rather than maturity, it says it all about the decision makers and the Corporate Guidelines they are supposed to follow

Systems are formed and governed by the hands that run it. A great but a dormant process serves no good. Hence, weigh both in the right proportion. Hope this helps.

From India, Mumbai

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