Hi all,
I'm looking for support from all of you for the work I'm doing. I hope you all will help me complete my work as soon as possible. I need your support in contributing real-life cases that happen in and around your companies and organizations related to "COMMUNICATION". Anything that you feel is worth putting on paper is welcome. It can be related to channels of communication, informal communication, real-life barriers to communicating well, miscommunication, and any other good and bad cases from your professional life.
I hope I can get this support from all of you.
Thank you in advance.
Archna
From India, Delhi
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115I'm looking for support from all of you for the work I'm doing. I hope you all will help me complete my work as soon as possible. I need your support in contributing real-life cases that happen in and around your companies and organizations related to "COMMUNICATION". Anything that you feel is worth putting on paper is welcome. It can be related to channels of communication, informal communication, real-life barriers to communicating well, miscommunication, and any other good and bad cases from your professional life.
I hope I can get this support from all of you.
Thank you in advance.
Archna
From India, Delhi
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Hi Vrishi,
Thank you for the articles; they are surely helpful. I can extract a lot from the articles, but I would like some real-life examples that we face and handle in our day-to-day lives.
I would appreciate it if others could also assist me with this as it is quite urgent. I will be grateful to all.
Thank you,
Archna
From India, Delhi
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Thank you for the articles; they are surely helpful. I can extract a lot from the articles, but I would like some real-life examples that we face and handle in our day-to-day lives.
I would appreciate it if others could also assist me with this as it is quite urgent. I will be grateful to all.
Thank you,
Archna
From India, Delhi
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Why don't you start discussing the specific areas related to communication? Maybe "communication with subordinates" is more specific so that we can focus on it. And then carry on from there. I would try to provide you with whatever material I have with me.
Regards,
VINAY
From India
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Regards,
VINAY
From India
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Hi Vinay,
Thank you very much for your post.
I am not looking for any specific topics or cases in communication; it can be anything or everything related to communication.
What I want to study are real-life cases where communication of any type has played an important role.
If you can contribute anything on that, it would be just wonderful.
Thanks once again.
Archna
From India, Delhi
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Thank you very much for your post.
I am not looking for any specific topics or cases in communication; it can be anything or everything related to communication.
What I want to study are real-life cases where communication of any type has played an important role.
If you can contribute anything on that, it would be just wonderful.
Thanks once again.
Archna
From India, Delhi
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There is one example of how communication can help to relieve stress that I can give to you.
One of my friends recently consulted a doctor to get rid of his "headache." The doctor started asking him:
- Do you have any tension?
- Do you sleep late at night? Why?
- Do you have any project tension?
- Do you have any responsibilities that make you tense?
- Are you not sleeping or unable to sleep because of tension?
- Do you read more because of upcoming exams that make you tense?
- Do you tend to concentrate more on one particular thing at a time, such that you get agitated and tensed when someone disturbs you?
And so on.
Finally, my friend, who is doing M.Tech at IISc., got up and said to the doctor,
"Thanks, sir. That was a good lecture indeed on different kinds of tensions. Now I came to know the real reason for my headache, and don't worry, I'll get rid of it. Thanks again for the lecture."
So, this is the way in which sometimes, repetitive use of a word can create humor and relieve you from stress. That happened to be the solution for his headache in this case.
Regards,
VINAY
From India
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One of my friends recently consulted a doctor to get rid of his "headache." The doctor started asking him:
- Do you have any tension?
- Do you sleep late at night? Why?
- Do you have any project tension?
- Do you have any responsibilities that make you tense?
- Are you not sleeping or unable to sleep because of tension?
- Do you read more because of upcoming exams that make you tense?
- Do you tend to concentrate more on one particular thing at a time, such that you get agitated and tensed when someone disturbs you?
And so on.
Finally, my friend, who is doing M.Tech at IISc., got up and said to the doctor,
"Thanks, sir. That was a good lecture indeed on different kinds of tensions. Now I came to know the real reason for my headache, and don't worry, I'll get rid of it. Thanks again for the lecture."
So, this is the way in which sometimes, repetitive use of a word can create humor and relieve you from stress. That happened to be the solution for his headache in this case.
Regards,
VINAY
From India
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Dear Archana,
It would be nice if you could design a questionnaire related to what you are looking for. Your topic sounds good and practical. In fact, it is my area too. Let me see. I'll try to think along the same lines and send as soon as possible.
DK
From India, Mangaluru
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It would be nice if you could design a questionnaire related to what you are looking for. Your topic sounds good and practical. In fact, it is my area too. Let me see. I'll try to think along the same lines and send as soon as possible.
DK
From India, Mangaluru
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Hi Kusum,
Thanks a lot for the suggestion. But, dear, a questionnaire is generally used when you are looking for something specific, and my requirements are very broad. Also, a questionnaire will not be able to extract as much information as cases can. Cases are more subjective, and this is the kind of information I'm looking for. If you have any real-life examples, that would serve my purpose.
Cheers,
Archna
From India, Delhi
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Thanks a lot for the suggestion. But, dear, a questionnaire is generally used when you are looking for something specific, and my requirements are very broad. Also, a questionnaire will not be able to extract as much information as cases can. Cases are more subjective, and this is the kind of information I'm looking for. If you have any real-life examples, that would serve my purpose.
Cheers,
Archna
From India, Delhi
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Hi Archana,
I can share a real-life incident from my organization that occurred due to miscommunication. I work as an Area Development Officer in a service industry for a well-known Private University in India. On a particular day, I was supposed to meet a local Bank manager to arrange educational loans for our students. Since I had some personal work, I thought I could combine my personal errands and then proceed to meet the banker. I informed the Admin Officer, who is in charge of recording the staff's movements, through a phone call. When I mentioned that I would combine both tasks, he advised me against it and offered to report to the principal that I had gone for official work. I agreed. However, he later informed the Principal that I had called him, saying there was some work and that I would be late. This irritated the Principal, who called me and spoke in a manner insinuating that I had not visited the bank and was taking advantage of the situation. Irritated by his tone, I responded sharply, defending my loyalty to the organization, and ended the call.
The Admin Officer, who had been waiting for a chance to create a rift between me and the Principal, falsely informed him that I had applied for another job, attributing my harsh words to that. Believing this, the Principal promptly sent an email to headquarters stating that I had left the organization. Notably, all this unfolded within 24 hours. However, the top management, aware of my performance, swiftly intervened and rushed from headquarters to ensure my continuation with the organization. After taking a two-day leave, I rejoined. The senior management reprimanded the Principal, who avoided facing me for the next few days. I explained the situation to the management, revealing the source of miscommunication that tarnished my image. Consequently, the top management mandated direct communication between me and the Principal, eliminating any intermediaries. This streamlined communication has improved significantly, ensuring clear and precise message delivery to the Principal without distortions, contributing to my enhanced performance toward the organization's broader vision.
Therefore, I request that if there is any information to be conveyed to the boss, it should be done directly without involving any intermediaries; otherwise, you may encounter more significant challenges than I did.
From India, Madras
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I can share a real-life incident from my organization that occurred due to miscommunication. I work as an Area Development Officer in a service industry for a well-known Private University in India. On a particular day, I was supposed to meet a local Bank manager to arrange educational loans for our students. Since I had some personal work, I thought I could combine my personal errands and then proceed to meet the banker. I informed the Admin Officer, who is in charge of recording the staff's movements, through a phone call. When I mentioned that I would combine both tasks, he advised me against it and offered to report to the principal that I had gone for official work. I agreed. However, he later informed the Principal that I had called him, saying there was some work and that I would be late. This irritated the Principal, who called me and spoke in a manner insinuating that I had not visited the bank and was taking advantage of the situation. Irritated by his tone, I responded sharply, defending my loyalty to the organization, and ended the call.
The Admin Officer, who had been waiting for a chance to create a rift between me and the Principal, falsely informed him that I had applied for another job, attributing my harsh words to that. Believing this, the Principal promptly sent an email to headquarters stating that I had left the organization. Notably, all this unfolded within 24 hours. However, the top management, aware of my performance, swiftly intervened and rushed from headquarters to ensure my continuation with the organization. After taking a two-day leave, I rejoined. The senior management reprimanded the Principal, who avoided facing me for the next few days. I explained the situation to the management, revealing the source of miscommunication that tarnished my image. Consequently, the top management mandated direct communication between me and the Principal, eliminating any intermediaries. This streamlined communication has improved significantly, ensuring clear and precise message delivery to the Principal without distortions, contributing to my enhanced performance toward the organization's broader vision.
Therefore, I request that if there is any information to be conveyed to the boss, it should be done directly without involving any intermediaries; otherwise, you may encounter more significant challenges than I did.
From India, Madras
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Hi Santosh,
Thank you very much for sharing. The case on miscommunication is truly intriguing. One of my friends experienced a similar incident in her professional life. This case will certainly be beneficial to me.
I am interested to learn more about the general behavior of the individual who caused this issue in your life. Any additional details you can provide about him would be greatly appreciated.
Once again, thank you for your valuable contribution.
Regards,
Archna
From India, Delhi
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Thank you very much for sharing. The case on miscommunication is truly intriguing. One of my friends experienced a similar incident in her professional life. This case will certainly be beneficial to me.
I am interested to learn more about the general behavior of the individual who caused this issue in your life. Any additional details you can provide about him would be greatly appreciated.
Once again, thank you for your valuable contribution.
Regards,
Archna
From India, Delhi
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Dear Archana,
Keeping aside the theoretical part - about types of communication, the methods, etc., if we go by the 'bigger picture' of communication, then,
"COMMUNICATION IS WHAT IS BEING UNDERSTOOD."
If a communication is not going to convey the purpose or affect the desired result, it would be a total failure. The same is the effect if the communication is not going to be interpreted in the expected manner. The responsibility, hence, lies with the communicator.
I was working for a leading photocopier manufacturer in the position of Exec. Secy to GM- Mktg. Lots of promotional schemes, pricing bulletins, marketing info, etc., used to be circulated throughout India, originating from the Marketing Dept. As a thumb rule of "doing it right the first time," the GM used to test-check the understanding of the communication from at least 2 persons from each department (cross-functional), before releasing it for circulation finally. The practice, I follow till date when it comes to crucial communication. This has not only avoided misinterpretations down the line but also ensured the desired outcome.
Can share more... after the forum shares...
Rgds. Venkat
From India, Mumbai
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Keeping aside the theoretical part - about types of communication, the methods, etc., if we go by the 'bigger picture' of communication, then,
"COMMUNICATION IS WHAT IS BEING UNDERSTOOD."
If a communication is not going to convey the purpose or affect the desired result, it would be a total failure. The same is the effect if the communication is not going to be interpreted in the expected manner. The responsibility, hence, lies with the communicator.
I was working for a leading photocopier manufacturer in the position of Exec. Secy to GM- Mktg. Lots of promotional schemes, pricing bulletins, marketing info, etc., used to be circulated throughout India, originating from the Marketing Dept. As a thumb rule of "doing it right the first time," the GM used to test-check the understanding of the communication from at least 2 persons from each department (cross-functional), before releasing it for circulation finally. The practice, I follow till date when it comes to crucial communication. This has not only avoided misinterpretations down the line but also ensured the desired outcome.
Can share more... after the forum shares...
Rgds. Venkat
From India, Mumbai
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Hi Venkat,
Thank you for sharing this case. I truly believe in what you are saying. All crucial emails, letters, memos, and other documents should be thoroughly checked before being sent to the team.
I appreciate you bringing up this valuable point in the forum as it will certainly help us all improve our communication practices. I look forward to hearing more from you and seeing what other members will share in this post.
Thank you,
Archna
From India, Delhi
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Thank you for sharing this case. I truly believe in what you are saying. All crucial emails, letters, memos, and other documents should be thoroughly checked before being sent to the team.
I appreciate you bringing up this valuable point in the forum as it will certainly help us all improve our communication practices. I look forward to hearing more from you and seeing what other members will share in this post.
Thank you,
Archna
From India, Delhi
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Hi Archana,
I don't know whether this case falls within the realm of communications, but I have experienced a few things in my organization that I would like to share with you.
I did my training in this organization where I am currently working. During my final semester, they offered me a job in HR, as they didn't have an HR department and wanted me to join them. The main task was to handle the reporting system, which was not properly scheduled and implemented. I designed the reporting system according to the requirements given to me, and we implemented it. However, the employees showed strong resistance and started playing politics in the organization. They refused to report, and I had to chase them as my boss required the reports. I was not supposed to be responsible for that system. The communication was poor, and I was never involved in discussions regarding this issue. They influenced the director, who asked me to stop the system. Now, I am left doing menial tasks. The issue is compounded by the fact that, as an outsider, I don't understand Telugu, and even though they know English, they refuse to speak it to harass me. I am at a loss for what to do.
Language should be a common medium in any organization so that everyone can understand and respond. This situation is truly frustrating, and I am tired of facing it every day. They are uncooperative, despite my numerous requests for them to speak in English during meetings where I am also a participant. They disregard this completely.
I hope this information can assist you. If you have any suggestions, it would be greatly appreciated.
Regards,
Gunjan
From India, Delhi
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I don't know whether this case falls within the realm of communications, but I have experienced a few things in my organization that I would like to share with you.
I did my training in this organization where I am currently working. During my final semester, they offered me a job in HR, as they didn't have an HR department and wanted me to join them. The main task was to handle the reporting system, which was not properly scheduled and implemented. I designed the reporting system according to the requirements given to me, and we implemented it. However, the employees showed strong resistance and started playing politics in the organization. They refused to report, and I had to chase them as my boss required the reports. I was not supposed to be responsible for that system. The communication was poor, and I was never involved in discussions regarding this issue. They influenced the director, who asked me to stop the system. Now, I am left doing menial tasks. The issue is compounded by the fact that, as an outsider, I don't understand Telugu, and even though they know English, they refuse to speak it to harass me. I am at a loss for what to do.
Language should be a common medium in any organization so that everyone can understand and respond. This situation is truly frustrating, and I am tired of facing it every day. They are uncooperative, despite my numerous requests for them to speak in English during meetings where I am also a participant. They disregard this completely.
I hope this information can assist you. If you have any suggestions, it would be greatly appreciated.
Regards,
Gunjan
From India, Delhi
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This is a typical case of bad recruitment, delegation without empowerment, action without thought, no empathy towards a suffering colleague, and thus resulting in eroding culture - all on the part of the organization.
If the top management does not wish to change or extend a helping hand to you despite your attempts in explaining the situation, friend, you have an option still. The world is wide. Seek out a career elsewhere. On your part, please do a background check about the organization you intend to join.
All the best.
Regards,
Venkat
From India, Mumbai
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If the top management does not wish to change or extend a helping hand to you despite your attempts in explaining the situation, friend, you have an option still. The world is wide. Seek out a career elsewhere. On your part, please do a background check about the organization you intend to join.
All the best.
Regards,
Venkat
From India, Mumbai
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Hi Gunjan,
The case you have mentioned is really helpful. Language is a crucial barrier in the process of communication. I have read many articles and case studies that indicate language problems as a cause of organizational failure.
As Venkat has rightly said, there is not just one problem in your organization, there are many. Top management ignores you, your boss is not cooperating, and colleagues, as mentioned, harass you. Phew... How can you work with them?? :( If I were in your place, I would have left the company long ago, dear. Try to do that; I don't think a girl like you should face so many problems.
This is the time when you should be building your career, but it's also the best time to enjoy life, yet you have to deal with such people in your company. Go out and start looking for options; there are many opportunities for people like you.
Cheers,
Archna
From India, Delhi
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The case you have mentioned is really helpful. Language is a crucial barrier in the process of communication. I have read many articles and case studies that indicate language problems as a cause of organizational failure.
As Venkat has rightly said, there is not just one problem in your organization, there are many. Top management ignores you, your boss is not cooperating, and colleagues, as mentioned, harass you. Phew... How can you work with them?? :( If I were in your place, I would have left the company long ago, dear. Try to do that; I don't think a girl like you should face so many problems.
This is the time when you should be building your career, but it's also the best time to enjoy life, yet you have to deal with such people in your company. Go out and start looking for options; there are many opportunities for people like you.
Cheers,
Archna
From India, Delhi
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Hi Archana,
I am currently seeking new opportunities; however, as I am new here, I do not have many references. Consequently, the outcomes have been negative. I recently had an interview last week. Please pray for me that I will clear the final round so that I can leave this unpleasant work environment.
How is the planning for the Delhi meet progressing? I wish you success with the same.
Regards,
Gunjan
From India, Delhi
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I am currently seeking new opportunities; however, as I am new here, I do not have many references. Consequently, the outcomes have been negative. I recently had an interview last week. Please pray for me that I will clear the final round so that I can leave this unpleasant work environment.
How is the planning for the Delhi meet progressing? I wish you success with the same.
Regards,
Gunjan
From India, Delhi
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Is the lack of reference leading to denial of an opportunity? May not be. Revisit the queries you posed in your interviews and your answers to them. Try to improve upon it. If you are explaining the negativities in your present job as the reason for leaving, please refrain from doing so. Tell them in simple terms that you are looking for a better career.
Do not let your emotions take control of the situation at your office. Despite the 'horrible' environment you are in, try to concentrate on your assignment and try to deliver the best. I know how difficult it would be. But it is not something impossible. Anyway, you have decided to leave, and it is the question of a breakthrough. Don't discuss your intentions with anyone in your office. Try and just leave. It is quite important that you part with a handshake. When asked at the time of your leaving, tell them politely that you could not deliver the best in the existing environment of the organization. Seek your boss's best wishes and bid goodbye.
Don't overwhelm yourself with anxiety and self-pity. Accept the situation, work your way out, live each moment, and enjoy life.
ALL THE BEST. Regards, Venkat
From India, Mumbai
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Do not let your emotions take control of the situation at your office. Despite the 'horrible' environment you are in, try to concentrate on your assignment and try to deliver the best. I know how difficult it would be. But it is not something impossible. Anyway, you have decided to leave, and it is the question of a breakthrough. Don't discuss your intentions with anyone in your office. Try and just leave. It is quite important that you part with a handshake. When asked at the time of your leaving, tell them politely that you could not deliver the best in the existing environment of the organization. Seek your boss's best wishes and bid goodbye.
Don't overwhelm yourself with anxiety and self-pity. Accept the situation, work your way out, live each moment, and enjoy life.
ALL THE BEST. Regards, Venkat
From India, Mumbai
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Hi Archana,
You wanted to have a say about him, so I shall describe his character.
He is a person in his mid-forties who served in the Air Force in a lower cadre. After 20 years of service, he left the Air Force. Upon being offered the opportunity to work as an Admin Officer, he saw the position as a way to exert control over others, similar to what he did during his time in the defense. His years of feeling suppressed led him to reveal a vengeful side towards his colleagues. He always harbors negative thoughts. Whenever a task is completed by our team, he would present it as if he had accomplished it alone to his superiors. Furthermore, when visitors from Headquarters come to the center, he personally picks them up in his car, takes them out for meals, and offers various forms of hospitality to ensure they leave believing that the college's success is solely due to his efforts. Due to his behavior, more than seven people have resigned in search of less stressful environments.
In short, he aims to portray himself as a savior without contributing to the college's development, instead claiming credit for work done by others as if it were his own.
From India, Madras
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You wanted to have a say about him, so I shall describe his character.
He is a person in his mid-forties who served in the Air Force in a lower cadre. After 20 years of service, he left the Air Force. Upon being offered the opportunity to work as an Admin Officer, he saw the position as a way to exert control over others, similar to what he did during his time in the defense. His years of feeling suppressed led him to reveal a vengeful side towards his colleagues. He always harbors negative thoughts. Whenever a task is completed by our team, he would present it as if he had accomplished it alone to his superiors. Furthermore, when visitors from Headquarters come to the center, he personally picks them up in his car, takes them out for meals, and offers various forms of hospitality to ensure they leave believing that the college's success is solely due to his efforts. Due to his behavior, more than seven people have resigned in search of less stressful environments.
In short, he aims to portray himself as a savior without contributing to the college's development, instead claiming credit for work done by others as if it were his own.
From India, Madras
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Hi Archana,
I noticed that you are really interested in learning about communication. I have been working with communication for more than two years and have gathered many real-life examples. For instance, when you left my hometown, Gwalior, and moved to Hyderabad, I faced challenges in communicating with people as they mainly converse in either English or Telugu. However, now it's hard to believe that within two years, I have become a mentor to help others understand the importance of communication. I regularly visit colleges, corporate offices, and various other places to raise awareness about effective communication.
Could you please share more about your background or occupation so that I can provide you with relevant assistance? I may not check this platform frequently, so feel free to email me at rajtomar1@yahoo.com.
Thanks,
Raj
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I noticed that you are really interested in learning about communication. I have been working with communication for more than two years and have gathered many real-life examples. For instance, when you left my hometown, Gwalior, and moved to Hyderabad, I faced challenges in communicating with people as they mainly converse in either English or Telugu. However, now it's hard to believe that within two years, I have become a mentor to help others understand the importance of communication. I regularly visit colleges, corporate offices, and various other places to raise awareness about effective communication.
Could you please share more about your background or occupation so that I can provide you with relevant assistance? I may not check this platform frequently, so feel free to email me at rajtomar1@yahoo.com.
Thanks,
Raj
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Hi Archana,
Communication plays a vital role in everyone's life. I would like to share a situation that has happened with my friend. She is very good in academics and intellectual, but the negative aspect is she lacks in expressing her ideas and views since she lacks in communicating to others. I have noticed that she can talk fluently in her mother tongue, whereas she can't explain the same topic in English.
We had a presentation in the class, and her team members appreciated her for the excellent information gathered by her and for taking the initiative. However, when she tried to give a presentation in the class, it was a flop, and she got the lowest marks among our team. All our friends advised her to contemplate on her communication skills, and her negligence led her to being jobless due to a lack in communication skills.
I don't know whether this can help, but I wanted to share this with our members to pinpoint the importance of good communication.
Thanks,
Karuna
From India, Madras
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Communication plays a vital role in everyone's life. I would like to share a situation that has happened with my friend. She is very good in academics and intellectual, but the negative aspect is she lacks in expressing her ideas and views since she lacks in communicating to others. I have noticed that she can talk fluently in her mother tongue, whereas she can't explain the same topic in English.
We had a presentation in the class, and her team members appreciated her for the excellent information gathered by her and for taking the initiative. However, when she tried to give a presentation in the class, it was a flop, and she got the lowest marks among our team. All our friends advised her to contemplate on her communication skills, and her negligence led her to being jobless due to a lack in communication skills.
I don't know whether this can help, but I wanted to share this with our members to pinpoint the importance of good communication.
Thanks,
Karuna
From India, Madras
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Dear Archana,
As you know very well, communication plays a vital role in the universe. The communication may be of any sort.
When I read your post and the details you wanted, I immediately thought of 'the case of Priyadharsini Matto'.
It was reported that the communication from the investigating agency to the honorable court was not clear and was lacking. Hence, the case was dismissed. Thank God... the people, media, and the honorable court took up the case again and gave direction to the investigating agency (TOI, 01-09-2006).
Another reference is that there are so many suicides happening here, and one of the important reasons for this is that the communication from parents or others to the victim was very rude. There was no warmth, meaning, support, or help in their communication; hence the victim was tempted.
If a young boy or girl fails in an exam, what and how should the communication be from their parents, relatives, or friends? It should be very encouraging, supportive, motivating, and relaxing. But in practice, we know how the communications are... hence young people tend to resort to artificial death.
The above immediately came to my mind. I am not very sure whether these cases will be useful to you.
I will think more and send you.
Best wishes for your paper.
Senthil Raj
From Costa Rica, San José
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As you know very well, communication plays a vital role in the universe. The communication may be of any sort.
When I read your post and the details you wanted, I immediately thought of 'the case of Priyadharsini Matto'.
It was reported that the communication from the investigating agency to the honorable court was not clear and was lacking. Hence, the case was dismissed. Thank God... the people, media, and the honorable court took up the case again and gave direction to the investigating agency (TOI, 01-09-2006).
Another reference is that there are so many suicides happening here, and one of the important reasons for this is that the communication from parents or others to the victim was very rude. There was no warmth, meaning, support, or help in their communication; hence the victim was tempted.
If a young boy or girl fails in an exam, what and how should the communication be from their parents, relatives, or friends? It should be very encouraging, supportive, motivating, and relaxing. But in practice, we know how the communications are... hence young people tend to resort to artificial death.
The above immediately came to my mind. I am not very sure whether these cases will be useful to you.
I will think more and send you.
Best wishes for your paper.
Senthil Raj
From Costa Rica, San José
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Dear Venkat,
Thank you for your suggestion. I will keep them in mind. Can you advise me on how to improve in interviews? Typically, the questions they ask me are either about the projects I have completed during my post-graduation or about my current job.
Regarding my projects, I believe I was always accurate as I completed them diligently. However, concerning my current job, I don't have much to say about it.
Recently, I had an interview, cleared the first round - the aptitude test, and was informed that I had been selected for the second round. However, the next day, they called and stated that my profile does not match. Now, I am unsure of what mistake I might have made.
Well, that is all part of life.
Thank you once again.
Regards,
Gunjan
From India, Delhi
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Thank you for your suggestion. I will keep them in mind. Can you advise me on how to improve in interviews? Typically, the questions they ask me are either about the projects I have completed during my post-graduation or about my current job.
Regarding my projects, I believe I was always accurate as I completed them diligently. However, concerning my current job, I don't have much to say about it.
Recently, I had an interview, cleared the first round - the aptitude test, and was informed that I had been selected for the second round. However, the next day, they called and stated that my profile does not match. Now, I am unsure of what mistake I might have made.
Well, that is all part of life.
Thank you once again.
Regards,
Gunjan
From India, Delhi
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Gunjan:
What might have happened to you could be the result of shortlisting the most suitable candidate. However, their response stating that your profile does not match their requirements is unprofessional. If it does not match, why were you called for an interview in the first place and then qualified for a second round? It is once again a case of irrelevant communication from the company's end. (Archana... might be of interest to you).
In interviews, no one can fully assess a candidate within half an hour or an hour. Just as there is no perfect employer, there is no perfect employee. Generally, for a junior position, what is being looked for includes the relevance of your profile, personal presentability, communication skills, the genuineness of your claims in relation to your accomplishments or your ability to accomplish them, and your attitude. If you can impress the interviewer on these aspects, you secure the job. Remember, when recruiting, organizations are making an investment. Therefore, you need to demonstrate your worth for them to invest in you.
On Cite HR forums, there have been numerous discussions on how to face and prepare for interviews. I recommend you visit those posts for better insights.
To understand what could be improved in any interview, seek frank feedback from the official who interviewed you and ask for guidance. Most of them will provide feedback and suggestions.
Do not worry. Yesterday ended last night. Today is a new day. Make the best of today, Gunjan. All the best.
From India, Mumbai
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What might have happened to you could be the result of shortlisting the most suitable candidate. However, their response stating that your profile does not match their requirements is unprofessional. If it does not match, why were you called for an interview in the first place and then qualified for a second round? It is once again a case of irrelevant communication from the company's end. (Archana... might be of interest to you).
In interviews, no one can fully assess a candidate within half an hour or an hour. Just as there is no perfect employer, there is no perfect employee. Generally, for a junior position, what is being looked for includes the relevance of your profile, personal presentability, communication skills, the genuineness of your claims in relation to your accomplishments or your ability to accomplish them, and your attitude. If you can impress the interviewer on these aspects, you secure the job. Remember, when recruiting, organizations are making an investment. Therefore, you need to demonstrate your worth for them to invest in you.
On Cite HR forums, there have been numerous discussions on how to face and prepare for interviews. I recommend you visit those posts for better insights.
To understand what could be improved in any interview, seek frank feedback from the official who interviewed you and ask for guidance. Most of them will provide feedback and suggestions.
Do not worry. Yesterday ended last night. Today is a new day. Make the best of today, Gunjan. All the best.
From India, Mumbai
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Dear Archana,
I don't know whether you are still in need of cases as it's been a long time and yours was an urgent requirement. (Again, a case of lack of communication). Anyway, I am trying to share a real-life example with you and forum members.
Ours is a small IT company. A few months back, we recruited a person for the technical team. However, during the background verification process, we discovered that the individual had lied about his employment history and salary. Instead of rejecting his candidature, we offered him a lower package and delayed his joining date by 15 days as a form of punishment. The candidate agreed to these terms and joined the organization. After completing his first month, he demanded the 15 days' salary that he missed, which we were not obligated to pay. Despite this, due to his satisfactory performance, we reconsidered. I informed him that we would discuss the matter with the Managing Director and do our best to accommodate his request.
During the following month's salary preparation, the MD agreed to pay him the dues. However, as we had issued a revised offer letter effective 15 days later, we couldn't include the amount in his salary. Therefore, we decided to reimburse the dues as an expense in the next month. Unfortunately, the individual was absent the next day, and I couldn't convey the message to him personally. On the same day, salary disbursements were made. Later that evening, he called me, questioning why his 15 days' dues were not transferred to his bank account. Despite my attempts to explain and suggest an in-person discussion, he became angry and expressed his desire to resign. Despite my efforts to persuade him over the phone, I was unsuccessful. The following day was a holiday, and upon returning to the office two days later, I found his resignation email. My attempts to contact him were fruitless.
Upon reflection, I identified several communication mistakes:
1. I shouldn't have given him assurance about his dues, as he interpreted it as a granted request.
2. I should have informed him of the management's decision promptly to avoid any surprises.
3. Discussing such matters over the phone was not ideal, as it led to misunderstandings.
Therefore, it is crucial to be careful with corporate communication, as miscommunication can result in the loss of employees.
I would appreciate further discussion on this topic and would be grateful if members could provide insights on avoiding such situations.
Thanks,
Manas :)
From India, Ahmadabad
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I don't know whether you are still in need of cases as it's been a long time and yours was an urgent requirement. (Again, a case of lack of communication). Anyway, I am trying to share a real-life example with you and forum members.
Ours is a small IT company. A few months back, we recruited a person for the technical team. However, during the background verification process, we discovered that the individual had lied about his employment history and salary. Instead of rejecting his candidature, we offered him a lower package and delayed his joining date by 15 days as a form of punishment. The candidate agreed to these terms and joined the organization. After completing his first month, he demanded the 15 days' salary that he missed, which we were not obligated to pay. Despite this, due to his satisfactory performance, we reconsidered. I informed him that we would discuss the matter with the Managing Director and do our best to accommodate his request.
During the following month's salary preparation, the MD agreed to pay him the dues. However, as we had issued a revised offer letter effective 15 days later, we couldn't include the amount in his salary. Therefore, we decided to reimburse the dues as an expense in the next month. Unfortunately, the individual was absent the next day, and I couldn't convey the message to him personally. On the same day, salary disbursements were made. Later that evening, he called me, questioning why his 15 days' dues were not transferred to his bank account. Despite my attempts to explain and suggest an in-person discussion, he became angry and expressed his desire to resign. Despite my efforts to persuade him over the phone, I was unsuccessful. The following day was a holiday, and upon returning to the office two days later, I found his resignation email. My attempts to contact him were fruitless.
Upon reflection, I identified several communication mistakes:
1. I shouldn't have given him assurance about his dues, as he interpreted it as a granted request.
2. I should have informed him of the management's decision promptly to avoid any surprises.
3. Discussing such matters over the phone was not ideal, as it led to misunderstandings.
Therefore, it is crucial to be careful with corporate communication, as miscommunication can result in the loss of employees.
I would appreciate further discussion on this topic and would be grateful if members could provide insights on avoiding such situations.
Thanks,
Manas :)
From India, Ahmadabad
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Manas,
Going by your case description, the candidate does not seem to have any attitude. Firstly, he falsified his profile. Secondly, he has not gone by his own commitment. Above all, he does not seem to be understanding the gesture of the organization and is taking you and the organization for a ride. The worst part is arrogantly quitting the job without proper handover, ignoring even the basic official ethics. He is a good riddance.
There is nothing wrong from a communication point of view. You have not identified him properly. Please stop running after characterless candidates (however genius he is...). Don't have any guilty feelings.
Regards,
Venkat
From India, Mumbai
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Going by your case description, the candidate does not seem to have any attitude. Firstly, he falsified his profile. Secondly, he has not gone by his own commitment. Above all, he does not seem to be understanding the gesture of the organization and is taking you and the organization for a ride. The worst part is arrogantly quitting the job without proper handover, ignoring even the basic official ethics. He is a good riddance.
There is nothing wrong from a communication point of view. You have not identified him properly. Please stop running after characterless candidates (however genius he is...). Don't have any guilty feelings.
Regards,
Venkat
From India, Mumbai
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Dear Manas,
Good to share your case study with us.
At the outset, yes, there should not have been oral assurance to him. Perhaps you could have told him that his case regarding payment of 15 days' salary is under consideration, and the outcome 'positive' or 'negative' can be informed only after the decision is taken by the chief.
It was his mistake that when checked the bank balance, it was not credited. In this case, i.e., for 15 days' salary, his plea cannot be accepted, and you are not in the wrong. Of course, if the regular salary is not credited, then his anger will be justified.
Though the past history need not be considered for all cases, remember he was not fair enough when he applied.
So my feeling is nothing wrong on your side, except the oral assurance to him. The rest you are right. Don't feel bad about it. People will come and people will go. Be positive and try to extend your helpful hand to all.
Best wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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Good to share your case study with us.
At the outset, yes, there should not have been oral assurance to him. Perhaps you could have told him that his case regarding payment of 15 days' salary is under consideration, and the outcome 'positive' or 'negative' can be informed only after the decision is taken by the chief.
It was his mistake that when checked the bank balance, it was not credited. In this case, i.e., for 15 days' salary, his plea cannot be accepted, and you are not in the wrong. Of course, if the regular salary is not credited, then his anger will be justified.
Though the past history need not be considered for all cases, remember he was not fair enough when he applied.
So my feeling is nothing wrong on your side, except the oral assurance to him. The rest you are right. Don't feel bad about it. People will come and people will go. Be positive and try to extend your helpful hand to all.
Best wishes always,
Senthil Raj
Email: karpavi_raj@yahoo.com
From Costa Rica, San José
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Hi all,
I have been a member of CiteHR for some time, but I have only started actively reading the posts from the past week. Some of the observations are very enlightening.
The discussion in this session has been quite helpful, as I too have been looking for a change of job.
I would like to share my experience.
I am working in HR in Sikkim, and being a small place, the mentality of people is such that they are not looking for a lot of career advancement, but like anyone else, they like being appreciated for their work.
What has happened over the years is a serious lack of commitment being bred into the organization for the following reasons:
People for a higher cadre are hired from outside (as they have better qualifications). This has a two-fold effect:
1) Locals resent it as they see their opportunity for higher pay and more recognition going in vain.
2) Any qualified person wants to work in a metropolitan and fast-paced company. So, after spending some time here, they start looking for a change.
As the top management itself is not committed (because they know they will be shifting out and the current situation is very hopeless and almost impossible to change), the mid and bottom cadre are looking at their own well-being, and practically no one is responsible for anything anymore.
There are no responsibilities that have been defined, and the exercise undertaken to formalize the job descriptions by me was resented and neglected by all, as it would mean that they would be held accountable.
Right from the moment the person enters the organization, there is no clarity about their roles and responsibilities, expected outcomes, etc.
In such a case, every employee does what they think is best, as there exists no system for recording what the successors (to each post) were doing. Much time is wasted on understanding the needs of the job, and eventually, the person gives up and leaves, or stays and does the bare minimum necessary for survival.
Lots of incidences I have faced in this organization could be solved simply by having a proper channel of communication.
If anyone is interested, I can share some specific ones.
Thanks and regards,
Puja
From India, Guwahati
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I have been a member of CiteHR for some time, but I have only started actively reading the posts from the past week. Some of the observations are very enlightening.
The discussion in this session has been quite helpful, as I too have been looking for a change of job.
I would like to share my experience.
I am working in HR in Sikkim, and being a small place, the mentality of people is such that they are not looking for a lot of career advancement, but like anyone else, they like being appreciated for their work.
What has happened over the years is a serious lack of commitment being bred into the organization for the following reasons:
People for a higher cadre are hired from outside (as they have better qualifications). This has a two-fold effect:
1) Locals resent it as they see their opportunity for higher pay and more recognition going in vain.
2) Any qualified person wants to work in a metropolitan and fast-paced company. So, after spending some time here, they start looking for a change.
As the top management itself is not committed (because they know they will be shifting out and the current situation is very hopeless and almost impossible to change), the mid and bottom cadre are looking at their own well-being, and practically no one is responsible for anything anymore.
There are no responsibilities that have been defined, and the exercise undertaken to formalize the job descriptions by me was resented and neglected by all, as it would mean that they would be held accountable.
Right from the moment the person enters the organization, there is no clarity about their roles and responsibilities, expected outcomes, etc.
In such a case, every employee does what they think is best, as there exists no system for recording what the successors (to each post) were doing. Much time is wasted on understanding the needs of the job, and eventually, the person gives up and leaves, or stays and does the bare minimum necessary for survival.
Lots of incidences I have faced in this organization could be solved simply by having a proper channel of communication.
If anyone is interested, I can share some specific ones.
Thanks and regards,
Puja
From India, Guwahati
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Hello Puja,
You have given a very clear picture of what is happening here. The top management needs to take the lead role, and they have to take care of their staff. Once you care for your staff, they will care for you and your organization. The lead role must start from the vision, objectives, culture, and it goes on. One must remember that all the concepts/criteria have no end, and they are a continuous process. It has to become an integral part of the system.
As you said, you can share a few things that happened around you, so that it would be beneficial to all.
Wishes always,
Senthil Raj
karpavi_raj@yahoo.com
From Costa Rica, San José
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You have given a very clear picture of what is happening here. The top management needs to take the lead role, and they have to take care of their staff. Once you care for your staff, they will care for you and your organization. The lead role must start from the vision, objectives, culture, and it goes on. One must remember that all the concepts/criteria have no end, and they are a continuous process. It has to become an integral part of the system.
As you said, you can share a few things that happened around you, so that it would be beneficial to all.
Wishes always,
Senthil Raj
karpavi_raj@yahoo.com
From Costa Rica, San José
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Hi Karuna, Manas, Gunjan, and others,
I have missed many things in the last few days. I really apologize for not being able to see the valuable contributions from all of you. Thanks a lot for your posts, and I'm still looking for more cases in communication. The project is on hold until I come back, and then I'll start it.
Thanks again,
Archna
From India, Delhi
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I have missed many things in the last few days. I really apologize for not being able to see the valuable contributions from all of you. Thanks a lot for your posts, and I'm still looking for more cases in communication. The project is on hold until I come back, and then I'll start it.
Thanks again,
Archna
From India, Delhi
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Hi once again,
Like I mentioned earlier, I will share a few specific instances of miscommunication in my organization.
1) Lack of communication between top management
Say A is the overall boss, B & C make his immediate team, and the others D, E, F, G report to B & C. Because A does not get along with C, B uses this to his favor, complimenting C when A is not around, at the same time, playing down C's virtues in front of A. Also, the juniors, as they are aware that C is not very well-liked by A, they go to A directly.
In this case, say E goes to A and gets the work done simply by saying that C is inefficient and has put everything on hold. But reality is that C knows the ground realities as he has been here longer and has been directly working with these people.
A small case of miscommunication has blown up to a full-fledged case of organizational politics.
2) No reporting system
A person reporting to 2 bosses is not strange anymore. It happens especially in a matrix organization. But what happens here is that the role clarity is not there. Neither with the incumbent nor with the two bosses. Each thinks the person in question is working more for the other boss (as in her duties and loyalties are more towards the other)... as a result, the incumbent is confused, as well as losing motivation to perform... note here that the two bosses are the same discussed above as A & C (who don't get along with each other).
All that is required is that all three sit together and note down a list of activities to be performed.
There are other similar examples. But a solution to all, I believe, is communication of the overall vision to the people by the top management and continuously reinforcing it by taking up activities and involving the people in the same.
Please let me know if it was helpful or in case you need any clarification.
From India, Guwahati
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Like I mentioned earlier, I will share a few specific instances of miscommunication in my organization.
1) Lack of communication between top management
Say A is the overall boss, B & C make his immediate team, and the others D, E, F, G report to B & C. Because A does not get along with C, B uses this to his favor, complimenting C when A is not around, at the same time, playing down C's virtues in front of A. Also, the juniors, as they are aware that C is not very well-liked by A, they go to A directly.
In this case, say E goes to A and gets the work done simply by saying that C is inefficient and has put everything on hold. But reality is that C knows the ground realities as he has been here longer and has been directly working with these people.
A small case of miscommunication has blown up to a full-fledged case of organizational politics.
2) No reporting system
A person reporting to 2 bosses is not strange anymore. It happens especially in a matrix organization. But what happens here is that the role clarity is not there. Neither with the incumbent nor with the two bosses. Each thinks the person in question is working more for the other boss (as in her duties and loyalties are more towards the other)... as a result, the incumbent is confused, as well as losing motivation to perform... note here that the two bosses are the same discussed above as A & C (who don't get along with each other).
All that is required is that all three sit together and note down a list of activities to be performed.
There are other similar examples. But a solution to all, I believe, is communication of the overall vision to the people by the top management and continuously reinforcing it by taking up activities and involving the people in the same.
Please let me know if it was helpful or in case you need any clarification.
From India, Guwahati
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Hi Puja,
Thanks for the post.
Very interesting cases on office politics due to a lack of proper communication. Thanks for sharing with us.
- Is this problem still going on in your organization?
- Why is C so inactive?
- Is there no process or channel in your organization?
- What role does HR play in solving this, if any?
If you don't mind, could you answer all these questions?
Cheers,
Archna
From India, Delhi
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Thanks for the post.
Very interesting cases on office politics due to a lack of proper communication. Thanks for sharing with us.
- Is this problem still going on in your organization?
- Why is C so inactive?
- Is there no process or channel in your organization?
- What role does HR play in solving this, if any?
If you don't mind, could you answer all these questions?
Cheers,
Archna
From India, Delhi
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Hi Vrishi,
Can you elaborate a little? I didn't actually understand your question. Paraphrasing - I know about it, but in what context are you asking me to use it. It would be great if you could just explain your query.
Thanks, Archna
From India, Delhi
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Can you elaborate a little? I didn't actually understand your question. Paraphrasing - I know about it, but in what context are you asking me to use it. It would be great if you could just explain your query.
Thanks, Archna
From India, Delhi
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Hi Puja,
The case referred by you is more related to problems (fully or partially) in the following areas rather than communication alone:
Case 1:
- Delegation & Empowerment
- Conflicting Management styles
- Lack of value for positions (No harmony)
- Biased & vindictive approach by top management themselves
- Mutual respect & recognition
- Lack of systems, procedures, and practices
- Periodical review of existing practices, grievance redressal, and problem solving (here is the communication part)
Case 2:
- Lack of role clarity - as you have rightly said
- Lack of empathy towards co-workers
If the given trend in your organization continues unchecked, sooner you will experience culture erosion, attrition, and crisis in all areas.
Interestingly, as Archana pointed out, why C is not reacting at all. Is he planning to quit and breeding pandemonium by maintaining silence?
Regards,
Venkat
From India, Mumbai
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The case referred by you is more related to problems (fully or partially) in the following areas rather than communication alone:
Case 1:
- Delegation & Empowerment
- Conflicting Management styles
- Lack of value for positions (No harmony)
- Biased & vindictive approach by top management themselves
- Mutual respect & recognition
- Lack of systems, procedures, and practices
- Periodical review of existing practices, grievance redressal, and problem solving (here is the communication part)
Case 2:
- Lack of role clarity - as you have rightly said
- Lack of empathy towards co-workers
If the given trend in your organization continues unchecked, sooner you will experience culture erosion, attrition, and crisis in all areas.
Interestingly, as Archana pointed out, why C is not reacting at all. Is he planning to quit and breeding pandemonium by maintaining silence?
Regards,
Venkat
From India, Mumbai
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Hi Archana,
By paraphrasing, I mean providing live examples of communication going haywire. Let's consider three students for this exercise. The first student will speak on any topic. The second student will act as the leader, listening to the topic with full attention.
Next, the third student will repeat the same information after listening to the first student. The leader will then point out what is missing in the speech of the second student. The missing elements in the speech can serve as live examples of communication breakdowns.
This activity can be carried out with multiple groups.
Regards,
Rishi
From India
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By paraphrasing, I mean providing live examples of communication going haywire. Let's consider three students for this exercise. The first student will speak on any topic. The second student will act as the leader, listening to the topic with full attention.
Next, the third student will repeat the same information after listening to the first student. The leader will then point out what is missing in the speech of the second student. The missing elements in the speech can serve as live examples of communication breakdowns.
This activity can be carried out with multiple groups.
Regards,
Rishi
From India
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Hi Rishi,
Thanks for the suggestion, but I need these real-life cases happening in organizations, not for teaching in classes. Communication can go haywire when paraphrasing is used, which can be useful in institutions and colleges, but I'm working on a project where real case studies will be helpful. I create case studies in my organization for problems and issues that can aid in learning. This is how we develop our employees. I believe many HR professionals use original cases in their training programs.
Thanks a lot for the help.
Cheers,
Archna
From India, Delhi
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Thanks for the suggestion, but I need these real-life cases happening in organizations, not for teaching in classes. Communication can go haywire when paraphrasing is used, which can be useful in institutions and colleges, but I'm working on a project where real case studies will be helpful. I create case studies in my organization for problems and issues that can aid in learning. This is how we develop our employees. I believe many HR professionals use original cases in their training programs.
Thanks a lot for the help.
Cheers,
Archna
From India, Delhi
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Hi Venkat,
Yes, the case is about all the things you listed. I had given it as an example because it can be minimized only if there is proper communication between all involved.
As far as why C is not reacting... there is a good chance that he wants to add to the existing chaos in the organization by keeping silent and not taking ownership of responsibility. He can just say that he is powerless and not able to deal with the situation.
Archana, as for your question about what HR is doing about it... well, I am just setting up the HR department here. The first thing to be done is defining roles and responsibilities. I think once that is done and clearly communicated, we will be able to hold people responsible for their actions or lack of it.
If anyone has any suggestions as to what can be done in the situation, please share the same.
Thanks & Regards,
Puja
From India, Guwahati
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Yes, the case is about all the things you listed. I had given it as an example because it can be minimized only if there is proper communication between all involved.
As far as why C is not reacting... there is a good chance that he wants to add to the existing chaos in the organization by keeping silent and not taking ownership of responsibility. He can just say that he is powerless and not able to deal with the situation.
Archana, as for your question about what HR is doing about it... well, I am just setting up the HR department here. The first thing to be done is defining roles and responsibilities. I think once that is done and clearly communicated, we will be able to hold people responsible for their actions or lack of it.
If anyone has any suggestions as to what can be done in the situation, please share the same.
Thanks & Regards,
Puja
From India, Guwahati
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Hi Archana,
I remember one case from the book "OB" by Uma Sekaran. I do not exactly remember it verbatim, but I am providing you a rough draft.
In one organization, the production manager was a sardar. He was very efficient and hardworking—a true asset to the organization. One day, the CEO, who had an Oxford degree, approached him and said, "Well, Mr. X, we have got one heck of a big order. You have to simply put your hair down and complete this project within 2 weeks." The sardar left his office very tensed, and everyone could tell from his face that something was wrong. After 2 days, the sardar handed over his resignation to the MD. The MD was shocked and tensed. How could a person who was so loyal and hardworking, putting everything else for his company, suddenly resign, and that too Mr. X? The MD took the sardar for lunch and asked him the reason for his resignation. After much prodding, the sardar said, "Sir, the CEO wants me to cut my hair, and it is against our religion to cut our hair. Hence, I am resigning from the services of the company."
Regards,
Rishi
From India
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I remember one case from the book "OB" by Uma Sekaran. I do not exactly remember it verbatim, but I am providing you a rough draft.
In one organization, the production manager was a sardar. He was very efficient and hardworking—a true asset to the organization. One day, the CEO, who had an Oxford degree, approached him and said, "Well, Mr. X, we have got one heck of a big order. You have to simply put your hair down and complete this project within 2 weeks." The sardar left his office very tensed, and everyone could tell from his face that something was wrong. After 2 days, the sardar handed over his resignation to the MD. The MD was shocked and tensed. How could a person who was so loyal and hardworking, putting everything else for his company, suddenly resign, and that too Mr. X? The MD took the sardar for lunch and asked him the reason for his resignation. After much prodding, the sardar said, "Sir, the CEO wants me to cut my hair, and it is against our religion to cut our hair. Hence, I am resigning from the services of the company."
Regards,
Rishi
From India
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Here is a classic example of how havoc can be created by not communicating in the 'right' way. As I mentioned earlier in this topic, the responsibility of communication lies mainly with the originator because communication is what is being understood. In this case, the Oxford-educated CEO failed to communicate in 'shop floor' language. Instead of showcasing his (perhaps it has become his trait to communicate in that manner) profound vocabulary, he should have communicated in simple terms. The communicator should understand the type of audience he is communicating with and tailor his communication to match the audience's understanding capabilities. We can learn this from politicians, no matter how flawed they may be.
Regards,
Venkat
From India, Mumbai
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Regards,
Venkat
From India, Mumbai
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Hi Rishi,
Thank you for your efforts, but the case mentioned here is quite old and well-known. Uma Sekaran's books are quite popular. 😊 I am looking for original cases happening around you; what is already in the book does not serve my purpose.
Thank you,
Archna
From India, Delhi
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Thank you for your efforts, but the case mentioned here is quite old and well-known. Uma Sekaran's books are quite popular. 😊 I am looking for original cases happening around you; what is already in the book does not serve my purpose.
Thank you,
Archna
From India, Delhi
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