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I want to add just one line. One does not become a puppet, you are a puppet if you agree to be one.
From India, Hyderabad
Dear Ronald,

The statement that you have quoted looks absolutely nice but in training seminars or in school education. Practical scenario is quite different.

When poster raised this query, probably he meant "puppet" as "lack of empowerment of employee".

I do not know in which company you work and what is the level of empowerment in your company or how empowerment is defined in your company. However, in the course of my training activities, I have seen large number of companies wherein staffs are suffocating because of lack of empowerment.

In India that culture of empowerment is completely missing. This happens even with the companies where IITians or IIMs are at the helm or even Managing Directors. Decision making is completely centralised and there is no room for taking decisions. Bosses do not want the staffs to grow.

Very senior HR or other professionals, write many things in their blogs. However, how many have written the case studies in their blog on the empowerment in their own company?

American companies have made astounding progress because American bosses do not mind giving authority to their managers. In my leadership training several times this question came up about lack of authority. "Boss is always right" is the mantra for survival. Those who have tried to defy it have you found out what was their fate?

Classic Example: - I once conducted training programme for one healthcare company whose turnover was INR 35,00o million that time. Each participant was HOD of some department and total there were 13 participants. Of these, five where PHDs. The person at the top level of that business unit had VP rank. When the training was in progress, VP kept on calling the HODs in between. None of the HOD could show courage to tell the VP that he was attending the training and keep off the matter till next day. Their continuous movement was disturbing. Finally I asked openly on their movement. One participant quipped "we have to mind our appraisal also". Everybody started laughing.

What is this example? Did VP make puppets out of HODs or not? On completion of the training, HR Head rued VP's behaviour in private and he told that VP is the biggest impediment in fostering the learning culture!

Thanks,

Dinesh V Divekar

I want to add just one line.

One does not become a puppet, you are a puppet if you agree to be one.

From India, Bangalore
Hi,

Since HR is the support function and not DIRECTLY involved in the revenue generation, it happens that some times it is ignored in the small set up as the primary objective of the OWNER (PROPRIETOR) is revenue generation. Similarly, it is a misconception that you will be allowed to do whatever you want to do if you are a part of large set up / organization as the function of these kind of large organization is based on the vision and the policies framed by the Board of Directors. And not only HR but all the departments / functions have to work in line with such policies.

Every body will agree that HR is the most important function in the organization and can do miracles. It is your challenge to convince your management that your activities will definitely help in the development of the organization. Try to implement some motivational activities (involving less revenue) boosting the morale of your employees, work as a "Business Partner" rather than working as function in ISOLATION and I am very sure that your will management will definitely understand the importance of your department.

Regards.

Shreyas Dave

HR Consultant

From Oman, Muscat

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