Ms. Satrupa,
Thanks for your feedback and for seeking further inputs. I appreciate your point of views and your thorough approach towards case. I am giving my views on the points raised by you.
• 1. However in the case it is mentioned that after the enquiry he was reinstated. Ther is no evidence wich shows that he did not come out clean from the enquiry. May be that is why the management did not terminate him.
In given case outcome of enquiry is not at all mentioned but it is mentioned that, ‘under the pressure from the union, Suresh was reinstated in the factory’, which clearly goes to show that, irrespective of the outcome of the enquiry, reason for Suresh’s reinstatement was pressure from union. This clearly shows that, Management bent before union and had fallen pray to its pressure tactics.
• 2. I feel instead of terminating Suresh, the managemen should have reinstated him on a probationary basis, just to give him a fair chance to prove himself along with necessary behavioral and skill training so as to achieve zero negative motivation.Statutory and standard procedure applicable in all industrial disputes and disciplinary matters is to first conduct enquiry; offer fair chance to the accused to defend himself by following principal of natural justice and based on the findings of Enquiry; Management can decide appropriate disciplinary action. From the given facts of the case, it appears that, Management reinstated services of Suresh under pressure from union though he should have been terminated.
Secondly, legally reinstatement means restoring services of the employee on the same terms and conditions and with continuity in service. Hence legally you can not put employee on probation when he is reinstated in service. However, there is no harm in giving behavioral training.
• 3. I guess there is an issue with the supervisors' leadership skills which could have been partcipative with an amount of authority.Given case mentions that, supervisor tried to motivate him to improve his performance but to no effect. Ultimately either suresh or Supervisor or both of them can be blamed for this failure.
• 4. So what can be the core issue in this case? Management's wrong decision to reinstate Suresh, Display of improper leadership trait, or simple motivation and training issue??To me, here the primary issue is about improper handling of situation by Management, Not taking right steps at right time and allowing things to go out of control. Suresh was simply reinstated under pressure from union. Even if we assume that, termination would have been very severe punishment for his misconduct, there should have been some penalty for his misconduct. Instead of letting him off the hook so honorably, as if nothing has happened has sent a message that, if you have support of union you can get away with anything and Management will bend before union as per union’s wish. This is vindicated by the behavior of Suresh. He did not perform, supervisor’s efforts to motivate him did not yield any results, his transfer to another department also did not show any positive effect.
• I have attempted to answer and counter your arguments and queries from my own perspective, based on my practical industrial experience. My experience has taught me that, management has to cultivate the culture of discipline and performance in an organization. Management has to demonstrate it’s commitment to Discipline and Performance by establishing and practicing concurrent Policies, Systems and Procedures. I strongly felt that this very basic principal was ignored by the management in this case.
• A Psychologist or a counselor may view and analyze this case differently and may suggest that, Suresh can be counseled trained and motivated to give better output. But still I would say that, first he needs to be made aware of the fact that, he as a employee has to follow discipline of the organization and he also has to deliver performance up to the acceptable level, failing which he will have to face the consequences. After doing this, management can refer him to psychologist, trainer or counselor to change his behavior.
• Views from fellow citehr members are most welcome.
Thanks & Regards