Dear Seniors,
Please advise: one of my friends has been working as a Manager - HR in a small-scale industry for the past two years. Now, her Managing Director is asking her to sit at the reception and work for both departments. What should she do? Should she leave a place where there is no self-respect, or should she follow her boss's instructions?
Thank you.
From India, Bengaluru
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Please advise: one of my friends has been working as a Manager - HR in a small-scale industry for the past two years. Now, her Managing Director is asking her to sit at the reception and work for both departments. What should she do? Should she leave a place where there is no self-respect, or should she follow her boss's instructions?
Thank you.
From India, Bengaluru
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The dilemma of an HR Manager
Ordering the HR Manager to become a temporary receptionist shows the mindset of the Managing Director (MD) of that company. Probably, he considers that individuals working in non-technical or non-operational departments have interchangeable roles. Should the HR Manager accept this order, or should she quit? The decision depends on the necessity of the job for the HR Manager. If your friend is not in critical need of the job, then she can consider resigning. Otherwise, she might need to swallow her pride and accept whatever comes her way. If she quits, there is no guarantee she will find another job immediately. However, if she works as a receptionist, she may earn the trust of her MD, which could lead to growth opportunities within the organization.
The role of "man Fridays" in organizations
In many organizations, MDs have their "man Fridays." These individuals are close to the MD and are often called miniature MDs. However, they did not become "man Friday" overnight; it took several years to reach that position. During those years, they performed various menial tasks as instructed by the MD. They also aligned their personal needs with those of the MD. Over time, MDs reward these individuals because they complied with instructions without complaint.
The decision your friend should make cannot be determined by us, the members of this forum.
Thanks,
Dinesh Divekar
From India, Bangalore
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8071Ordering the HR Manager to become a temporary receptionist shows the mindset of the Managing Director (MD) of that company. Probably, he considers that individuals working in non-technical or non-operational departments have interchangeable roles. Should the HR Manager accept this order, or should she quit? The decision depends on the necessity of the job for the HR Manager. If your friend is not in critical need of the job, then she can consider resigning. Otherwise, she might need to swallow her pride and accept whatever comes her way. If she quits, there is no guarantee she will find another job immediately. However, if she works as a receptionist, she may earn the trust of her MD, which could lead to growth opportunities within the organization.
The role of "man Fridays" in organizations
In many organizations, MDs have their "man Fridays." These individuals are close to the MD and are often called miniature MDs. However, they did not become "man Friday" overnight; it took several years to reach that position. During those years, they performed various menial tasks as instructed by the MD. They also aligned their personal needs with those of the MD. Over time, MDs reward these individuals because they complied with instructions without complaint.
The decision your friend should make cannot be determined by us, the members of this forum.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear,
It may be "funda" of management to ask an employee to leave a job without using harsh words. I suggest searching for another job on a priority basis. If there is no respect for an HR Manager-level person, then such an organization cannot sustain for the long term.
Regards,
Asif Mulla
From India, Pune
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It may be "funda" of management to ask an employee to leave a job without using harsh words. I suggest searching for another job on a priority basis. If there is no respect for an HR Manager-level person, then such an organization cannot sustain for the long term.
Regards,
Asif Mulla
From India, Pune
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Dear Madam,
In an organization, where an MD-level person's thinking stoops so low that the HR manager can temporarily replace the Receptionist, it is not fit to work. If your friend is worth her salt, she should walk out without any hesitation. Let the idiotic MD know that the HR profession has a dignity of its own and they are not riffraffs available roadside.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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In an organization, where an MD-level person's thinking stoops so low that the HR manager can temporarily replace the Receptionist, it is not fit to work. If your friend is worth her salt, she should walk out without any hesitation. Let the idiotic MD know that the HR profession has a dignity of its own and they are not riffraffs available roadside.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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This order conveys many things: Thought process of MD Amount of respect for the job of HR Knowledge level of MD Opinion about the HR manager also. Best is to leave with dignity.
From India, Pune
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From India, Pune
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Understanding the Situation in a Small-Scale Company
When you say it's a small-scale company, there may be times when such situations can arise. There is always a thin line between ego and dignity. Self-assessment is necessary to understand why the Managing Director has assigned this low-profile task to the HR Manager and not anyone else. One should also consider the gravity of their need before deciding to quit. It's easy to quit, but finding a job these days can be challenging.
On a positive note, I suggest staying and observing the situation for a few days while also searching for a new job before making a direct decision.
From India, Vadodara
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When you say it's a small-scale company, there may be times when such situations can arise. There is always a thin line between ego and dignity. Self-assessment is necessary to understand why the Managing Director has assigned this low-profile task to the HR Manager and not anyone else. One should also consider the gravity of their need before deciding to quit. It's easy to quit, but finding a job these days can be challenging.
On a positive note, I suggest staying and observing the situation for a few days while also searching for a new job before making a direct decision.
From India, Vadodara
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Maybe the organization is a small one, and the Managing Director (MD) is trying to cut costs. There may not be much work for the receptionist, but a person still needs to be available to take calls, especially those related to customers and/or for the MD. However, as rightly suggested by our learned members, the call is for you to take. If you feel that your pride is being hurt, and you are concerned about your potential career growth within the company or elsewhere by performing this role, you may consider resigning.
What should be your next step?
How would you explain why you left your previous company? Instead of immediately quitting, why not speak to the MD to understand what opportunities lie ahead in the long run? If it is a short-term or stop-gap arrangement, there should not be an issue. However, if the response is vague and unsatisfactory, it might be better to start looking for a new job and resign. Remember not to quit and dwell on the problem.
Thanks and Regards
From India, Hyderabad
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What should be your next step?
How would you explain why you left your previous company? Instead of immediately quitting, why not speak to the MD to understand what opportunities lie ahead in the long run? If it is a short-term or stop-gap arrangement, there should not be an issue. However, if the response is vague and unsatisfactory, it might be better to start looking for a new job and resign. Remember not to quit and dwell on the problem.
Thanks and Regards
From India, Hyderabad
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Dear Madam, Even granting that there were exigencies to replace somebody to do the job of a Receptionist, the MD should have asked HR to recruit a temporary Receptionist, and as an interim arrangement, request her to handle the reception. Any work has its own dignity at the workplace, and in emergencies, people do understand and cooperate. But what is regrettable is the absence of this thinking demonstrated by the MD.
By the same logic, I ask the MD, would he do the janitor's job if the person is on long leave?
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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By the same logic, I ask the MD, would he do the janitor's job if the person is on long leave?
Regards, Vinayak Nagarkar HR Consultant
From India, Mumbai
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The Thin Line Between Ego and Dignity
There is a very thin line between ego and dignity. Positions and profiles in a profession bring a great deal of change in attitude and behavior. Yesterday, there was news in the local newspaper that one of the collectors in his office building washed and wiped stains of pan spits in the corners of the building. It sets an example for people that at times it is required by the leaders to do even the most low-profile work.
Assessing Situations in the Workplace
We cannot assess anybody merely by reading a post. There can be numerous reasons. As I said earlier, it requires the HR manager to question why the MD has asked him to do reception work. I believe a manager in his capacity can always assess and analyze this situation. If ego has struck, please quit. One cannot be comfortable by compromising his ego or dignity.
From India, Vadodara
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There is a very thin line between ego and dignity. Positions and profiles in a profession bring a great deal of change in attitude and behavior. Yesterday, there was news in the local newspaper that one of the collectors in his office building washed and wiped stains of pan spits in the corners of the building. It sets an example for people that at times it is required by the leaders to do even the most low-profile work.
Assessing Situations in the Workplace
We cannot assess anybody merely by reading a post. There can be numerous reasons. As I said earlier, it requires the HR manager to question why the MD has asked him to do reception work. I believe a manager in his capacity can always assess and analyze this situation. If ego has struck, please quit. One cannot be comfortable by compromising his ego or dignity.
From India, Vadodara
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Considering Long-term Association
Well, I believe there may be a chance that the Managing Director is looking forward to a long-term association with her and is trying to make her multitask. However, on the other side, if she has a team working under her, then she can talk to the Managing Director and provide alternative solutions.
Exploring Options
Rest assured, both ways should work for her. If they don't, she may listen to her boss for now, and if she doesn't find the work satisfactory, then she may look for other opportunities.
Wish you all the best.
Thanks,
Heena
From India, Delhi
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Well, I believe there may be a chance that the Managing Director is looking forward to a long-term association with her and is trying to make her multitask. However, on the other side, if she has a team working under her, then she can talk to the Managing Director and provide alternative solutions.
Exploring Options
Rest assured, both ways should work for her. If they don't, she may listen to her boss for now, and if she doesn't find the work satisfactory, then she may look for other opportunities.
Wish you all the best.
Thanks,
Heena
From India, Delhi
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