Hi All,
Anand and Binay join the organization Xuton Inc. on the same day in similar designations, under same pay-scale
Anand is alotted to one project and Binay into another.
Anand has nothing much to do as far a s the job is concerned. Anand does not recieve any instructions what to do or how to do. But whatever is assigned to Anand, is done well.
Binay on the other hand is loaded with work form the manager. Binay works late and struggles to meet dead lines. Howvever Binay finally completes the work assigned.
During appraisal, Anand is paid 1000 Rs more aloong with the current salary and Binay is paid 4000 Rs more along with the current pay.
Anand gets de-motivated.
Do you find any reason for Anand to get de-motivated?
Did the management take a correct decision?
If you were Anand, will you quit?
As an HR person, how will you describe the situation?
-----
sree
From India, New Delhi
9Anand and Binay join the organization Xuton Inc. on the same day in similar designations, under same pay-scale
Anand is alotted to one project and Binay into another.
Anand has nothing much to do as far a s the job is concerned. Anand does not recieve any instructions what to do or how to do. But whatever is assigned to Anand, is done well.
Binay on the other hand is loaded with work form the manager. Binay works late and struggles to meet dead lines. Howvever Binay finally completes the work assigned.
During appraisal, Anand is paid 1000 Rs more aloong with the current salary and Binay is paid 4000 Rs more along with the current pay.
Anand gets de-motivated.
Do you find any reason for Anand to get de-motivated?
Did the management take a correct decision?
If you were Anand, will you quit?
As an HR person, how will you describe the situation?
-----
sree
From India, New Delhi
Hi Sree,
I've written my own views....see the below answers.......
Q Do you find any reason for Anand to get de-motivated?
Ans. Ofcourse if we think from Anand's point of view then he has the reason to get de-motivated on one hand but on the other hand he himself is observing the situation that Binay is doing much more hardwork and giving his most important thing to the company and that is sitting late and providing more output to the company. Confess this Sree, today all the companies are totally concerned with the output, in written they write so many thing that we care so much about the employees, we look after them but believe me take any company and speak to any of their employee and you'll find dissatifaction only purely because organisation want more Output. Thus practically Anand should think that he is not providing much output to the company? From a organisation point of view this is justice enough..
Q. Did the management take a correct decision?
Ans. No, management has not done well... On one hand management knows Binay is of course giving much output to the company but on the other hand management should think that Anand is giving his best as well and above & all he completes all the work provided by the company and that too without anybody's instructions / help.
Q. As an HR person, how will you describe the situation?
Ans. See there is a lack of proper performance standards laid down by the company. On what ground the company is giving 4.000 to an employee and giving 1,000 to other. First of all there is no tranperancy [which I see] as far as setting the target is concerned. When both are working on the same pay-scale and both are given the same designations then the management should laid down the rules as well there and thereitself that in the given project if you meet this deadline you'll be rewarded by this much of money, and for this deadline, you'll be rewarded by this much of money. And thereafter I do not see any other solution. See of course if we judge the situation from the respective people's view [anand & mgmt] then both are right at their own part! but again management should think that giving more to one and less to another can lead to a misunderstanding and can make a person totally de-motivated towards work. So if the management gives the problem target then I think there should be no problem....
Q If you were Anand, will you quit?
Ans. Of course not.. because without getting to know the reason how can a person quit. thus first of all he should determine that what is the reason. why 4000 to him and why 1000 to me??? Then when he finds the reason, for solution he should speak to the management. If it is because some target is assigned then of course Anand should try his best and achieve it and if it is because of some favourtism then of course he should bring the information to the Senior officer's notice.
And after getting to know the target setting, if he still leaves then that's his wish. nobody can stop him.
I look forward to receiving our experts comment on the same. I am also quite interested to know what can be other alternates??
Tke cre
Rekha
From India, Delhi
I've written my own views....see the below answers.......
Q Do you find any reason for Anand to get de-motivated?
Ans. Ofcourse if we think from Anand's point of view then he has the reason to get de-motivated on one hand but on the other hand he himself is observing the situation that Binay is doing much more hardwork and giving his most important thing to the company and that is sitting late and providing more output to the company. Confess this Sree, today all the companies are totally concerned with the output, in written they write so many thing that we care so much about the employees, we look after them but believe me take any company and speak to any of their employee and you'll find dissatifaction only purely because organisation want more Output. Thus practically Anand should think that he is not providing much output to the company? From a organisation point of view this is justice enough..
Q. Did the management take a correct decision?
Ans. No, management has not done well... On one hand management knows Binay is of course giving much output to the company but on the other hand management should think that Anand is giving his best as well and above & all he completes all the work provided by the company and that too without anybody's instructions / help.
Q. As an HR person, how will you describe the situation?
Ans. See there is a lack of proper performance standards laid down by the company. On what ground the company is giving 4.000 to an employee and giving 1,000 to other. First of all there is no tranperancy [which I see] as far as setting the target is concerned. When both are working on the same pay-scale and both are given the same designations then the management should laid down the rules as well there and thereitself that in the given project if you meet this deadline you'll be rewarded by this much of money, and for this deadline, you'll be rewarded by this much of money. And thereafter I do not see any other solution. See of course if we judge the situation from the respective people's view [anand & mgmt] then both are right at their own part! but again management should think that giving more to one and less to another can lead to a misunderstanding and can make a person totally de-motivated towards work. So if the management gives the problem target then I think there should be no problem....
Q If you were Anand, will you quit?
Ans. Of course not.. because without getting to know the reason how can a person quit. thus first of all he should determine that what is the reason. why 4000 to him and why 1000 to me??? Then when he finds the reason, for solution he should speak to the management. If it is because some target is assigned then of course Anand should try his best and achieve it and if it is because of some favourtism then of course he should bring the information to the Senior officer's notice.
And after getting to know the target setting, if he still leaves then that's his wish. nobody can stop him.
I look forward to receiving our experts comment on the same. I am also quite interested to know what can be other alternates??
Tke cre
Rekha
From India, Delhi
[quote="sree"]Hi All,
Anand and Binay join the organization Xuton Inc. on the same day in similar designations, under same pay-scale
Anand is allotted to one project and Binay into another.
Anand has nothing much to do as far a s the job is concerned. Anand does not recieve any instructions what to do or how to do. But whatever is assigned to Anand, is done well.
Binay on the other hand is loaded with work form the manager. Binay works late and struggles to meet dead lines. Howvever Binay finally completes the work assigned.
During appraisal, Anand is paid 1000 Rs more aloong with the current salary and Binay is paid 4000 Rs more along with the current pay.
Anand gets de-motivated.
Do you find any reason for Anand to get de-motivated?
From HR point of view, I dont think Anand has reasons to get de-motivated. He worked as much as required and did not show any initiatives to take more responsibilities.
But being Anand, i would crib and cry over this injustice...
Did the management take a correct decision?
no, the management did not take the right decision. Staying back late is not the criteria for performance evaluation. As Rekha has pointed out, the performance needs to be evaluated on various parameters such as KRAs, milestones achieved within the deadlines etc.
If you were Anand, will you quit?
no, I would not quit cos its a easy job for me though i would not lose any opportunity to crib about the injustice done to me.
As an HR person, how will you describe the situation?
A lose-lose situation with employees like anand continuing and binay quitting cos of the work pressure.
-----
Constructive criticism welcomed!!!
Anuradha Zingade
From India, Pune
Anand and Binay join the organization Xuton Inc. on the same day in similar designations, under same pay-scale
Anand is allotted to one project and Binay into another.
Anand has nothing much to do as far a s the job is concerned. Anand does not recieve any instructions what to do or how to do. But whatever is assigned to Anand, is done well.
Binay on the other hand is loaded with work form the manager. Binay works late and struggles to meet dead lines. Howvever Binay finally completes the work assigned.
During appraisal, Anand is paid 1000 Rs more aloong with the current salary and Binay is paid 4000 Rs more along with the current pay.
Anand gets de-motivated.
Do you find any reason for Anand to get de-motivated?
From HR point of view, I dont think Anand has reasons to get de-motivated. He worked as much as required and did not show any initiatives to take more responsibilities.
But being Anand, i would crib and cry over this injustice...
Did the management take a correct decision?
no, the management did not take the right decision. Staying back late is not the criteria for performance evaluation. As Rekha has pointed out, the performance needs to be evaluated on various parameters such as KRAs, milestones achieved within the deadlines etc.
If you were Anand, will you quit?
no, I would not quit cos its a easy job for me though i would not lose any opportunity to crib about the injustice done to me.
As an HR person, how will you describe the situation?
A lose-lose situation with employees like anand continuing and binay quitting cos of the work pressure.
-----
Constructive criticism welcomed!!!
Anuradha Zingade
From India, Pune
Hi Sree,
If we come to analyse this situation each and every one of us will have our own varied explanations to what we think is right and ought to happen but if you take the systems in corporates of today, organisation are looking for people with vigour to continously update ones knowledge and a inclination to be proactive in their area of work.... Educational qualifications and experience may be the first criteria for a persons induction into any firm but after that it is the way the employee works that will bring about his growth in the company and in his career.
Therefore in this case we cannot blame the employer or the employee for their respective behavious. The employee should work even more harder and think about ways in which his resources can be utilised for the betterment of the company in the forthcoming year and not get dejected by his earlier performance...every failure needs to be taken as a stepping stone for the success in the years to come..
The above are my personal views and can differ from person to person.
Thanks
Vani
From India, Madras
If we come to analyse this situation each and every one of us will have our own varied explanations to what we think is right and ought to happen but if you take the systems in corporates of today, organisation are looking for people with vigour to continously update ones knowledge and a inclination to be proactive in their area of work.... Educational qualifications and experience may be the first criteria for a persons induction into any firm but after that it is the way the employee works that will bring about his growth in the company and in his career.
Therefore in this case we cannot blame the employer or the employee for their respective behavious. The employee should work even more harder and think about ways in which his resources can be utilised for the betterment of the company in the forthcoming year and not get dejected by his earlier performance...every failure needs to be taken as a stepping stone for the success in the years to come..
The above are my personal views and can differ from person to person.
Thanks
Vani
From India, Madras
Hi,
Yes, Siddiquif has got a point. The article has relevance here. Tp just quote a small para from the article which goes like tis...
Quote:
In many settings, the researchers note, “irrelevant input measures, such as the amount of time an employee spends in the office, influence outcome assessments, such as performance reviews.”
Unquote::
How true it is in the current situation posed by Sree!
Rekha has done a superb job by dissecting the case bit by bit. Thanks a lot Rekha for that.
I would only add couple of points:
1. Anand has not shown initiative, he just waits for job to come his way. Once he gets it, he completes it professionally. But that i snot enough.
2. Organisation does not seem to have any performance measurement parameters.
3. I am not a professional HR man, but, I agree with Anuradha's views that it is a typical lose - lose situation.
Thanks
Bala
From India, Madras
Yes, Siddiquif has got a point. The article has relevance here. Tp just quote a small para from the article which goes like tis...
Quote:
In many settings, the researchers note, “irrelevant input measures, such as the amount of time an employee spends in the office, influence outcome assessments, such as performance reviews.”
Unquote::
How true it is in the current situation posed by Sree!
Rekha has done a superb job by dissecting the case bit by bit. Thanks a lot Rekha for that.
I would only add couple of points:
1. Anand has not shown initiative, he just waits for job to come his way. Once he gets it, he completes it professionally. But that i snot enough.
2. Organisation does not seem to have any performance measurement parameters.
3. I am not a professional HR man, but, I agree with Anuradha's views that it is a typical lose - lose situation.
Thanks
Bala
From India, Madras
Hi
These are classic real life situations we see in organisations.
In Case of Anand or Binay, Both had performed well in-line with
the responsiblities or KRA's assigned to them.
So, if appraised both of them should have been given the same treatment or increment in this case.
The question of Binay being loaded or Anand being compartively less loaded does not arise here; as both of them have done justice to the work
assigned to them.
On the otherhand, If Binay had taken the extra load on account of his own initiative apart from responsibilities assigned to him; then what has been done as stated in the case holds fair.
Organisations of these kind which fail to provide transparent or clearcut performance indicators are bound to have problems in the long run.
Regards,
Harsha
From India,
These are classic real life situations we see in organisations.
In Case of Anand or Binay, Both had performed well in-line with
the responsiblities or KRA's assigned to them.
So, if appraised both of them should have been given the same treatment or increment in this case.
The question of Binay being loaded or Anand being compartively less loaded does not arise here; as both of them have done justice to the work
assigned to them.
On the otherhand, If Binay had taken the extra load on account of his own initiative apart from responsibilities assigned to him; then what has been done as stated in the case holds fair.
Organisations of these kind which fail to provide transparent or clearcut performance indicators are bound to have problems in the long run.
Regards,
Harsha
From India,
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