Dear Mr. Coming-to-a-Decision:
When ethics, honesty, integrity and merit are at risk, do not compromise. You not only become a strong individual from within, but strengthen the organization's vision and strategic roles. May Allah(swt) reward you with a better job opening.
Worry not, rationalize, and go ahead with the decision.
Morality is the highest virtue.
Arif ur Rehman

From Pakistan, Karachi
It was one of your concerned that employees are involved in "informal communication" with others. Many organisations are taking fidelity bond from the employee to prevent passing or divulge or non disclosure of information to anyone is liable for action.
From India, Mumbai
nathrao
3102

Informal communications with others in this post means only within the company.Top bosses bypassing normal channels and remaining in touch with lower level employees.
This is irregular and shows a lack of professionalism of top bosses and equally an approach which breeds disrespect for in between channels.
Some thing like saying I know the boss of your boss well.
this kind of approach is not good for modern, professional well laid out companies.
Work and good results should be given priority and not who you know.
Game of politics going on basically with bosses cutting across laid won channels maintaining open lines often in unhealthy manner
Read this https://economictimes.indiatimes.com...w/62861226.cms

From India, Pune
If any of the board member pressurizes you to recruit or promote a person of his / her choice, ask the board member to send a formal mail. Tell the board member to not to indulge in oral informal communication. In such cases, the board member may back off; if he / she still insists you to given in to his / her pressure, send a formal mail stating the pressure put up by the board concerned member stating clearly that nothing will be accepted verbally. You may mark a copy to the MD too so that let him be aware of the pressures board member(s) are putting in.
From India, New Delhi
Dear All:
There is almost universally the climate of open informal communication within organizations. The formal approach towards formal downwards or upwards communication is almost extinct. The advantageous of informal communication are beyond count.
There has also been a shift towards lean organizations, where communication is even more informal. This does not mean " I know the boss of your boss well " and informal communication DOES NOT breed disrespect, in the least. It only generates a more democratic and friendly culture within the organization, which calls for better relationships and enhanced performance.
A boss is still a boss - he doesn't have to blow his own trumpet - but informality in relationships develops a more cohesive and understanding workforce.
There is absolutely no harm - in fact, on occasions, it is better, if a 'boss' skips the so called 'formal channels' and meets with, and talks to, someone who is much junior and lower than him/her in the management hierarchy.
I am sure in good organizations, informal and open communication has come to stay.
Arif ur Rehman

From Pakistan, Karachi
nathrao
3102

Dear Arif sir,
I am in favour of informal communication.
It has its own merits.
But using informal communication in a positive manner beneficial to organisational calls for highest level of maturity.
Higher bosses need to keep this factor in mind.
Sometimes informality gets misused and affects those who may not be knowing the boss well enough.
Balanced approach is needed.
Here the underlying theme of the query by poster indicates a negative effect due to informal communications.

From India, Pune
Dear Nathrao:
It is anything, not just 'informality' that can be misused / abused; it's not a question of 'knowing one's boss well' but rather the approach to communication which must show a sense of concern and respect.
Words make, words break! How you weigh them, frame them into the sentences that you utter, where tonality, speed, intonations all contribute to the message , your communication / conversation builds bridges.
I strongly believe this works beautifully in a democratic organizational culture.
Arif ur Rehman

From Pakistan, Karachi
Sir
after looking into yourproblem with given examples... A little smile came and i think that firm might be a govt..or semi govt.. Or corporation like rtc...or. Municipolity..
While regarding searching for solution..
I am very sorry to say a very much lenience was given by you or your predecessor ..
Generally hr behaviour is too much conducive might be because of corruption..or softness.
Again come to issue....the board member interfering in the areas of recruitment...bonus and promotion.. If that fellows violating the norms...what efforts you did in reporting to the employers and why did you warn them thecompany at risk...
As there w a s no reply from your board of directors wont awake....wait for one fi ne morning diwala of the company.
You cant do anything watch like a spectator...any company filled with un qualified will resulted to sick industry.

From India, Nellore
nathrao
3102

While the Board should have genuine rapport and interest in all employees, it is not a good thing to interfere in routine work or misuse the direct touch.
It is a lack of professionalism on part of these high officials who set the agenda and culture of the company.
HR should follow rules as laid down and not compromise too much by keeping things in writing and keep record of the events impacting any individual employee.
Avoid acting on any verbal orders which is not following formal channels.
Ideally Board should refrain from micromanagement and stick to its fundamental duties of higher level guidance of the fortunes of the company.

From India, Pune

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.


Please Login To Add Reply →






About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2022 CiteHRô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server