Dear Praveen,
Your management's demand is surprising. I did not come across this kind of demand.
You could have given a little more information like where you work, what your designation is, what the employee strength is, whether you have approved standing orders or not, and above all, why your management felt the need to take an affidavit.
The employer-employee relationship is based on mutual trust. This trust arises out of mutual need as well. If you start taking affidavits, it will create a fear psychosis among the staff. Few staff may not like it also. Decisions of this kind may foster an atmosphere of distrust and later, it will become very difficult for you to change this culture. If an employee commits misconduct, there are adequate provisions to handle the misconduct. For infringements of rules and regulations, is your MD going to sue the employees, and if yes, then how many suits will he file?
There could be instances of theft or fraud; however, obtaining affidavits from employees is not in good taste. In return, will your MD give an affidavit that he will follow all the rules and regulations 100%?
Possibly your MD could be fed up with non-compliance with rules and regulations, and out of sheer frustration, he might have come to this conclusion. This happens when you acquire inferior quality of manpower. It is my surmise that it could be your recruitment problems as well.
Leadership lies in influencing people to do the right job at the right time and in the right manner. Now, if things have come to such a pass where to influence someone, an affidavit is required, then it is a clear case of the failure of leadership. This is what my personal opinion is.
Ok...
Dinesh V Divekar