1
Hi,
Have read your query and the responses.
Politics is omnipresent. No organization is totally free of politics for all the time anyway! This is a hard reality of life.
Decisions made on the basis of personal likes and dislikes, or decisions obtained by deceit or dishonesty are all outcome of political manipilations.
Therefore however hard it may be, politics needs to dealth with and cannot be simply wished away. When we talk of "learning the ropes" managing politics is included. Honest and simple, uncomplicated people dislike politics and would rely on the MERITS winning the battle for them. It does not always happen and certainly not in the short run!!
So, when your diagnosis is that you are suffering due to politics around you in the organization, you need to identify the "hierarchy of politics" in your organization. Some part of it is easy to identify, but a substantial part is indeed very difficult-but with patience and imaginativeness one can identify the hierarchy fully.
Once you do this, identify the key players. Again a tricky affair. Rely more or less on trial and error! When the personalities are known, study them, analyze them and prapare a plan of action to tackle each.
Your plans have to be secret, implemented cleverly if necessary through the members of the hierarchy and watch the results. You may never succeed in the first instsnce, but over time you will refine your skills and operate a concentrated strategy.
All the while, you must adopt sweet talk, duplicity, cooperation that will seem to be surrender. But all this till get under the skin of the opposition. Once you establish control of their minds and thoughts, you can get them to eat out of your hands.
These are time tested strategies. Use them as guidelines ONLY and ALWAYS tailor them to your particular situation.
For amore systematic study, I STRONGLY recomment that you read (no, study) "The 48 Laws of Power" by Robert Green published in India by "VIVA BOOKS PVT LTD, New Delhi and elsewhere. Its a fantastic presentation and you will emerge POWERFUL against all office politics to start with.
Share the results please on the forum!!!
Cheers-nothing is lost. Even lost battles can be won!
Regards
samvedan
February 3, 2007
From India, Pune
Have read your query and the responses.
Politics is omnipresent. No organization is totally free of politics for all the time anyway! This is a hard reality of life.
Decisions made on the basis of personal likes and dislikes, or decisions obtained by deceit or dishonesty are all outcome of political manipilations.
Therefore however hard it may be, politics needs to dealth with and cannot be simply wished away. When we talk of "learning the ropes" managing politics is included. Honest and simple, uncomplicated people dislike politics and would rely on the MERITS winning the battle for them. It does not always happen and certainly not in the short run!!
So, when your diagnosis is that you are suffering due to politics around you in the organization, you need to identify the "hierarchy of politics" in your organization. Some part of it is easy to identify, but a substantial part is indeed very difficult-but with patience and imaginativeness one can identify the hierarchy fully.
Once you do this, identify the key players. Again a tricky affair. Rely more or less on trial and error! When the personalities are known, study them, analyze them and prapare a plan of action to tackle each.
Your plans have to be secret, implemented cleverly if necessary through the members of the hierarchy and watch the results. You may never succeed in the first instsnce, but over time you will refine your skills and operate a concentrated strategy.
All the while, you must adopt sweet talk, duplicity, cooperation that will seem to be surrender. But all this till get under the skin of the opposition. Once you establish control of their minds and thoughts, you can get them to eat out of your hands.
These are time tested strategies. Use them as guidelines ONLY and ALWAYS tailor them to your particular situation.
For amore systematic study, I STRONGLY recomment that you read (no, study) "The 48 Laws of Power" by Robert Green published in India by "VIVA BOOKS PVT LTD, New Delhi and elsewhere. Its a fantastic presentation and you will emerge POWERFUL against all office politics to start with.
Share the results please on the forum!!!
Cheers-nothing is lost. Even lost battles can be won!
Regards
samvedan
February 3, 2007
From India, Pune
Aah
thts life
it happens
just continue the good wrk... smile more often...and try to be more assertive...give presentations or do other things which can get him/her noticed.
Chill.
Karm kar...phal ki icha bhi rakh..par na milne pe ro mat yaar..
aaj nai toh kal milega..kahaan jayega??
From India, Mumbai
thts life
it happens
just continue the good wrk... smile more often...and try to be more assertive...give presentations or do other things which can get him/her noticed.
Chill.
Karm kar...phal ki icha bhi rakh..par na milne pe ro mat yaar..
aaj nai toh kal milega..kahaan jayega??
From India, Mumbai
THanks a lot to samvedan & sunayna, Well i have taken ur suggestions to her & she is better now & tries to avoid the topic.
There is another incident I would like to share with you. One of the employees was suppose to go on annual leave to India. On the day he was to go on leave, he made a gate pass to go home early to finish his packing. And the reason he gave was that he told the personnel department that that his uncle has expired.
The personnel Department in return to the gate pass requested him to produce his uncle’s death certificate. Which he denied, after inquiry they discovered that he was lying and his gate pass was cancelled.
The following day this employee proceeds on leave and return 4 days late to office with out any notice.
Now according to you what action must be taken on such an employee can u suggest?
I will inform u how exactly the situation was handled by the PD after your response.
From Kuwait
There is another incident I would like to share with you. One of the employees was suppose to go on annual leave to India. On the day he was to go on leave, he made a gate pass to go home early to finish his packing. And the reason he gave was that he told the personnel department that that his uncle has expired.
The personnel Department in return to the gate pass requested him to produce his uncle’s death certificate. Which he denied, after inquiry they discovered that he was lying and his gate pass was cancelled.
The following day this employee proceeds on leave and return 4 days late to office with out any notice.
Now according to you what action must be taken on such an employee can u suggest?
I will inform u how exactly the situation was handled by the PD after your response.
From Kuwait
Hi,
Interesting!
First, he has spoken a falsehood. Then he had to refuse to produce a death certificate. This by itself is an admission of his falsehood. On the other hand, his refusal may not be because he spoke a falsehood. He may not have spoken a falsehood too. It could be just that indignation felt by him when the Personnel Department asked him for a death certificate, that prompted him to refuse production of the death certficate. But then his choices are limited, either he proves that he has not spoken a falsehood and produce the certificate or to own his false stetement.
Since he has refused to produce the death certificate even after he was asked to produce the same, in my opinion his lie gets nailed.
The second matter is that he has reported LATE in resuming duties after LEAVE. This is an omission that must warrant cognizance being taken by the management. I am presuming that he had NOT sought extension of leave NOR has he kept the employer informed in due time before his late arrival, NOR does have a sufficient justification or convincing explanation for his late resumption of work. If my assumptions are right, then he is gulity also of irresponsibility towards the employer and the employment.
On both counts he is guilty of misconduct!
Now as to the employers response to the above. That will depend upon:
1) The terms and conditions of employment between the organization and the employee.
2) The laws of the land.
3) The employee's past service record (if any)
4) Are his skills critical to continuance of operations? and finally,
5) He needs the organization more or the organization needs him more!
In any case the rules of employment or the laws of the land hopefully require some procedure to be followed before a disciplinary view of an employee's acts of commission and/or omissions. Those rules must be followed.
If none (in the unlikely event) exist, then the organization must ask him formally to show cause as to why no disciplinary action may be taken against the alleged misconducts by giving the details of the misconducts and depending upon the response decide to act within the bounds of prevailing applicable law and terms and conditions of employment. Ultimately one must remember that the principles of natural justice require that the seriousness of the misconduct and the gravity of the punishment must be proportionate.
I trust the above will meet ends of justice in this case.
Regards
samvedan
Febraury 5, 2007
From India, Pune
Interesting!
First, he has spoken a falsehood. Then he had to refuse to produce a death certificate. This by itself is an admission of his falsehood. On the other hand, his refusal may not be because he spoke a falsehood. He may not have spoken a falsehood too. It could be just that indignation felt by him when the Personnel Department asked him for a death certificate, that prompted him to refuse production of the death certficate. But then his choices are limited, either he proves that he has not spoken a falsehood and produce the certificate or to own his false stetement.
Since he has refused to produce the death certificate even after he was asked to produce the same, in my opinion his lie gets nailed.
The second matter is that he has reported LATE in resuming duties after LEAVE. This is an omission that must warrant cognizance being taken by the management. I am presuming that he had NOT sought extension of leave NOR has he kept the employer informed in due time before his late arrival, NOR does have a sufficient justification or convincing explanation for his late resumption of work. If my assumptions are right, then he is gulity also of irresponsibility towards the employer and the employment.
On both counts he is guilty of misconduct!
Now as to the employers response to the above. That will depend upon:
1) The terms and conditions of employment between the organization and the employee.
2) The laws of the land.
3) The employee's past service record (if any)
4) Are his skills critical to continuance of operations? and finally,
5) He needs the organization more or the organization needs him more!
In any case the rules of employment or the laws of the land hopefully require some procedure to be followed before a disciplinary view of an employee's acts of commission and/or omissions. Those rules must be followed.
If none (in the unlikely event) exist, then the organization must ask him formally to show cause as to why no disciplinary action may be taken against the alleged misconducts by giving the details of the misconducts and depending upon the response decide to act within the bounds of prevailing applicable law and terms and conditions of employment. Ultimately one must remember that the principles of natural justice require that the seriousness of the misconduct and the gravity of the punishment must be proportionate.
I trust the above will meet ends of justice in this case.
Regards
samvedan
Febraury 5, 2007
From India, Pune
HR role in any company is a crucial one. HR needs to balance between management and employees.. I understand your morale did go low since no HR could guide you well.
I still say do your good work and I am sure your work will be noticed and you will get appreciation for your work.
Good Luck
Joylyn
From India, Bangalore
I still say do your good work and I am sure your work will be noticed and you will get appreciation for your work.
Good Luck
Joylyn
From India, Bangalore
Hi,
This is quite common in every organization.
I have a colleague who collects information from me and present it to the management as if he was doing. For example, he comes to me and asks how many have turned up for the interview. He takes the number, calls the MD and says 10 people have come for interview and 3 were selected. another 3 were put for future requirement. MD naturally feels, he was involved and he was in fact doing the interviews.
In a gist, he projects but does not do any work.
Like in any organization, he is well recognized by the top management and as long as he is in good books of the top management, colleagues also fear to complain straight.
This is what is going on. As someboday says, we have to do our job and leave all these stuff of who is getting credit/recognition so ... on.
If the situation becomes worse, look for some thing.
What I have started doing is: putting brief notes to management on whatever I am doing now.
However, I personally feel, such people cannot survive for a long and people can easily see what he/she is doing and credibility goes.
From India, Bhubaneswar
This is quite common in every organization.
I have a colleague who collects information from me and present it to the management as if he was doing. For example, he comes to me and asks how many have turned up for the interview. He takes the number, calls the MD and says 10 people have come for interview and 3 were selected. another 3 were put for future requirement. MD naturally feels, he was involved and he was in fact doing the interviews.
In a gist, he projects but does not do any work.
Like in any organization, he is well recognized by the top management and as long as he is in good books of the top management, colleagues also fear to complain straight.
This is what is going on. As someboday says, we have to do our job and leave all these stuff of who is getting credit/recognition so ... on.
If the situation becomes worse, look for some thing.
What I have started doing is: putting brief notes to management on whatever I am doing now.
However, I personally feel, such people cannot survive for a long and people can easily see what he/she is doing and credibility goes.
From India, Bhubaneswar
Thanks Samvedan for your reply.
On the day the employee retired from leave the PD manager came to him in his office & told him to leave the at that very moment & he was suspended for one day along with a 2nd warning letter.
As a matter of fact he an Ex employee's son who was very close to the GM, and this is how he has entered the company more over he comes from a total different field not related to his job neither does he shows any interest in work. although he has been warned several times earlier for his misconduct mostly box of late comings. But still surviving bcoz of GM is always good to him.
But !!!!!!!!!!! doubt he will not survive in the Company for long.
What is ur opinion ????
So thats it .
Thanks Jolyn for ur Good wishes
Good luck to you also kuarpuss
From Kuwait
On the day the employee retired from leave the PD manager came to him in his office & told him to leave the at that very moment & he was suspended for one day along with a 2nd warning letter.
As a matter of fact he an Ex employee's son who was very close to the GM, and this is how he has entered the company more over he comes from a total different field not related to his job neither does he shows any interest in work. although he has been warned several times earlier for his misconduct mostly box of late comings. But still surviving bcoz of GM is always good to him.
But !!!!!!!!!!! doubt he will not survive in the Company for long.
What is ur opinion ????
So thats it .
Thanks Jolyn for ur Good wishes
Good luck to you also kuarpuss
From Kuwait
Samvedan, though I agree that the employee's action falls under mis-conduct and hence should be penalised. But I also believe that this company invaded someone's privacy....the company should be sued too.
And Fay, you have heard the employee's side of the story, that she feels she is performing and is not getting the credit.....have you verified this? Most times a lot employees live in illusion that they are performing well. Find out the truth ....and if there is truth in what she says, then as an HR person I think you should intervene.
From India, Bangalore
And Fay, you have heard the employee's side of the story, that she feels she is performing and is not getting the credit.....have you verified this? Most times a lot employees live in illusion that they are performing well. Find out the truth ....and if there is truth in what she says, then as an HR person I think you should intervene.
From India, Bangalore
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Office politics questionnaire.p df