Case Study: Female professional at Senior Management Level with core functional expertise - CiteHR
Insolvency N Gst Professional
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Hi ..Presenting this case to invite your views :

An employer hired a Female professional at Senior Management Level with core functional expertise. The organization being very orthodox in approach and all the employees are part of it since inception (1984), except this new hire. Upon joining the work allocated to the new incumbent by the CEO(he being the immediate boss) was totally different against the position for which the incumbent was hired. This leads to the total confusion with the new incumbent and also with the team leading to the non-acceptance of the position in the organization. The new employee also got exposed to the erst while legacies and anomalies.

Thus the CEO for the fear of being exposed to the higher authorities started harassing this new incumbent . This frustrated the new employee and thus submitted its conditional resignation. The resignation further infuriated the CEO and then he started harassing the employee by using unethical behaviour, false allegation and pressure tactics. He also took away all the departmental charge and handed over to its most trusted employee without the notice of this new employee who is also HOD. Now this harassed employee has given numerous representation to the CEO and also the higher authorities but no response is given back. Neither the problem is resolved nor the resignation is being accepted.The time period elapsed is close to 9 months. Please guide what this female employee should do as now she feels that the modesty of the lady and professionalism had not been maintained. She feels cheated career wise.

There is no Grievance and Harassment policy in the system. Is there any legal remedy and will it impact on her future career prospects. The CEO wants that the conditional Resignation Letter and subsequent representations to be withdrawn be her and she has to give only two liners Resignation letter which can be accepted. He is also avoiding an interface between the new hire and the Board in his presence. Please lets have a your point of views so that this poor employee is guided on the road map in this crisis situation.

Had I been in this situation, I would not have wasted my time with such an organization. To me my job is a creative extension of my abilities and not something that will give me problems and tension.
I am sure that this woman employee is talented and skilled. She shall just stop going to the office and send them a resignation letter via a registered post. (Write all your points in that mail and attach a letter from National Commition for Women (National Commission for Women, New Delhi, India). [Approach this Commition and state your case first]
There is no dearth of jobs in the market. I donít know why people suffer so much at work.

Thanks for quick response. Taking discussion forward , as opined this should exactly be done. But i think it is important to update about her sufferings to the Apex body of the organization and then leave otherwise simply quitting makes the life of this gentleman easy and surely to safe guard himself a cooked up story will be spread around.
The organisation seems to be closed mindset office.
New hire who has come from different background/different companies and experience may not be quickly accepted in such organisations.
Is the CEO doing any illegal activity in the company?
The new hire is finding herself out of place and out of sync in the new place.
What I would advice is leave and move on with your career.
You have better things to do than reforming some one who has a different mindset and is not open to new views,opinions and way of working.
As long as he has not physically harassed or troubled the new hire,the person should calmly move out and find alternate job.
One cannot keep trying to change orthodox and closed mindsets.

Good day seema,
Though i a green horn in the HR profession , but i think the issue emanated from the hiring process. Sometimes when an individual is being hired and non of those whom he/she is to work with are involved in the selection process , issues such as these emerges . In a nut shell , if the CEO was part of those who made the selection , i don't think he would have an issue with her .
Secondly , i think the issue could be gender related since the case never mentioned any thing about her being incompetent .
Finally , she might have attempted to initiated certain changes within the organisation , which ended up being perceived as threats .
My kind advise to her is to resign unconditionally and continue with her career else where.

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