Pon is right Ramya.
I recollect a Quote of--I think Peter Drucker, the well-known Management Guru--which goes like this: If you think you have become 'indispensable' to your organization, realize that the time to move on has come. Any time spent from now on isn't good for you or the organization.
You mentioned you 'have taken some serious steps'. If you can share them--to the extent you can--that will help all who might be going thru similar trials too.
Rgds,
TS
From India, Hyderabad
1637I recollect a Quote of--I think Peter Drucker, the well-known Management Guru--which goes like this: If you think you have become 'indispensable' to your organization, realize that the time to move on has come. Any time spent from now on isn't good for you or the organization.
You mentioned you 'have taken some serious steps'. If you can share them--to the extent you can--that will help all who might be going thru similar trials too.
Rgds,
TS
From India, Hyderabad
Ramaya, First u prepare a Local conveyance policy.. then only you will out from this kind of attitude... Regards, Vijay Bhandari
Hi Ramya,
In the Present Market scenario along with Technical expertise other skills like discipline,communication,attitude and behaviour also matters a lot.
The policies should be the same for all the employees whether he is technically strong or avargae.
If he is technically strong it is good thing that needs to be appreciated in other ways and not allowing him to disobey the policies.
I can understand it is tough situation to handle, you can discuss this issue with his manager or someone from Management who is also resposible for these Policies.
If it is not addressed now it will create issues in other policies and also between other employees.
Regards,
Suresh HP
From India, Belgaum
In the Present Market scenario along with Technical expertise other skills like discipline,communication,attitude and behaviour also matters a lot.
The policies should be the same for all the employees whether he is technically strong or avargae.
If he is technically strong it is good thing that needs to be appreciated in other ways and not allowing him to disobey the policies.
I can understand it is tough situation to handle, you can discuss this issue with his manager or someone from Management who is also resposible for these Policies.
If it is not addressed now it will create issues in other policies and also between other employees.
Regards,
Suresh HP
From India, Belgaum
Dear Ramya,
I also faced similar situation in my erstwhile organization. Dont get surprised; he was "Sr. Manager" in that organization. We used to depute him to various factories in various locations like Ranipet, Vellore, coimbatore, etc for inspection of jobs being carried out by the vendors.
This person submitted a lot of bills where that time the break fast was Rs. 17.50 only (with this amount you could get 4 idlis and 1 Vada that time). In those cities there were smaller hotels only and they dont have printed bill book, therefore they used to give it on a piece of white paper with the hotel's rubber stamp, which was considred as bill.
The Sr. Manager, submitted a big bunch of papers where in almost all bills he had changed 1 as 4 (by adding " L " across 1he changed the figure to Rs.47.50. While scrutinizing the bill, I could see some mismatching of colour of ink, etc. and doubted veracity of the bill. I asked the Sr. Manager about it. He replied like this.
"I am deputed to all places, I am required to work on Sundays some times, and even late hours and there is no OT, etc", therefore, yes, I did that"
Then I gave him left and right. I told him in stern voice, "You are Manager. Management people are placed in that position by virtue of their experience and skills and ability to manage the department. They are compensated by providing many facilities which normally workmen / staff dont enjoy. As a Manager you are required to come to office whenever Management wants you to do so. That is why you are manager. I have no problem in paying you OT, provided I make your grade and designation that is applicable to a normal workman, can we do that?" He could not speak anything.
I took the matter to the unit head, and he told me not to bring this issue to him and asked me to handle. I trimmed the bill to the extent of actual expenses, and also warned him that if he repeated this next time, he will be thrown out.
Therefore it is the attitude you rightly said; by calling him with his mere designation, he will not become "Sr. Manager" or "General Manager", etc. His designation grew, but he remained as workman. Even in the Sr. Manager rank also he was showing poor attitude. When a person grow in the organization as Asst. Manager, Dy. Manager, Manager, etc. his attitude also must grow; If no, then you would have had a "glorified workman" sitting as General Manager, that is all.
Therefore, be firm with them, there is nothing wrong.
Balaji
From India, Madras
I also faced similar situation in my erstwhile organization. Dont get surprised; he was "Sr. Manager" in that organization. We used to depute him to various factories in various locations like Ranipet, Vellore, coimbatore, etc for inspection of jobs being carried out by the vendors.
This person submitted a lot of bills where that time the break fast was Rs. 17.50 only (with this amount you could get 4 idlis and 1 Vada that time). In those cities there were smaller hotels only and they dont have printed bill book, therefore they used to give it on a piece of white paper with the hotel's rubber stamp, which was considred as bill.
The Sr. Manager, submitted a big bunch of papers where in almost all bills he had changed 1 as 4 (by adding " L " across 1he changed the figure to Rs.47.50. While scrutinizing the bill, I could see some mismatching of colour of ink, etc. and doubted veracity of the bill. I asked the Sr. Manager about it. He replied like this.
"I am deputed to all places, I am required to work on Sundays some times, and even late hours and there is no OT, etc", therefore, yes, I did that"
Then I gave him left and right. I told him in stern voice, "You are Manager. Management people are placed in that position by virtue of their experience and skills and ability to manage the department. They are compensated by providing many facilities which normally workmen / staff dont enjoy. As a Manager you are required to come to office whenever Management wants you to do so. That is why you are manager. I have no problem in paying you OT, provided I make your grade and designation that is applicable to a normal workman, can we do that?" He could not speak anything.
I took the matter to the unit head, and he told me not to bring this issue to him and asked me to handle. I trimmed the bill to the extent of actual expenses, and also warned him that if he repeated this next time, he will be thrown out.
Therefore it is the attitude you rightly said; by calling him with his mere designation, he will not become "Sr. Manager" or "General Manager", etc. His designation grew, but he remained as workman. Even in the Sr. Manager rank also he was showing poor attitude. When a person grow in the organization as Asst. Manager, Dy. Manager, Manager, etc. his attitude also must grow; If no, then you would have had a "glorified workman" sitting as General Manager, that is all.
Therefore, be firm with them, there is nothing wrong.
Balaji
From India, Madras
To arrest the menace of exaggerating the food bills, companies should have the policy of fixing limit for the food expenses according to the cadres while they are on duty/deputation. In my org, the food expenses limit is 600 per day with bills or 200 per day without bills. This policy help in reducing the forgery or cheating.
pon
From India, Lucknow
pon
From India, Lucknow
Ramya,
Hi,
#Your department should not work under any body's pressure.
Follow the policies judiciously, if there is no policy frame it.
Get all his claims verified & certified by his HOD, you should not entertain them directly.
Keep other persons in loop, if you feel that some mischief is happening.
Say like audit objection will happened before processing.
For better administration, you must have the ability to say NO.
Company interest is first then individual.
Nobody is indispensible for a company this message should be loud & clear.
Cheer-up, address this issue smartly.
Regards
Bishu
From India, Patna
Hi,
#Your department should not work under any body's pressure.
Follow the policies judiciously, if there is no policy frame it.
Get all his claims verified & certified by his HOD, you should not entertain them directly.
Keep other persons in loop, if you feel that some mischief is happening.
Say like audit objection will happened before processing.
For better administration, you must have the ability to say NO.
Company interest is first then individual.
Nobody is indispensible for a company this message should be loud & clear.
Cheer-up, address this issue smartly.
Regards
Bishu
From India, Patna
Hi,Ramya,
Follow the policies, if no policy frame it.
You must have the ability to say NO for better administration.
Say like Audit objection at the time of dealing.
No one is indispensible. This message should be loud & clear.
Keep other persons in loop, do not process alone.
Get all his claims certified & verified.
Delay the process to unrest him on the grounds of verifications.
Never ever ask for any obligation from him. This will weaken you stand.
Do Not be too prompt in entertaining him, this will message him that he is not special to you or the company.
Cheer-up & act smartly.
From India, Patna
Follow the policies, if no policy frame it.
You must have the ability to say NO for better administration.
Say like Audit objection at the time of dealing.
No one is indispensible. This message should be loud & clear.
Keep other persons in loop, do not process alone.
Get all his claims certified & verified.
Delay the process to unrest him on the grounds of verifications.
Never ever ask for any obligation from him. This will weaken you stand.
Do Not be too prompt in entertaining him, this will message him that he is not special to you or the company.
Cheer-up & act smartly.
From India, Patna
Hi Ramya,
What i think about this issue is that the policies about allowances should be very much solid and at the same time a lot more understanding as far as the senior employees go.
Every allowance which is given to an employee,then let it be the most seniormost person in the organization should be fixed and should be decided by the higher level management and most importantly be sealed once and for all................! Please sit wid your higher level management and seal all the allowances so that you will not face such a problem again in your organization..........! keep a track on them and let the bill be produced when he is claiming it..........! Deciding all the allowances and sealing it will solve 100% of your problems........!
Thanks and Regards
Ravibhushan Pandav
Human Resources Officer
9970967623
From India, Pune
What i think about this issue is that the policies about allowances should be very much solid and at the same time a lot more understanding as far as the senior employees go.
Every allowance which is given to an employee,then let it be the most seniormost person in the organization should be fixed and should be decided by the higher level management and most importantly be sealed once and for all................! Please sit wid your higher level management and seal all the allowances so that you will not face such a problem again in your organization..........! keep a track on them and let the bill be produced when he is claiming it..........! Deciding all the allowances and sealing it will solve 100% of your problems........!
Thanks and Regards
Ravibhushan Pandav
Human Resources Officer
9970967623
From India, Pune
I agree with the above comments of a fixed policy related to travel & reimbursement but this must be followed strictly.
For now one can consult with that person in the higher management who can influence that individual tactfully if not then start looking for a replacement.
Nikhil Kujur
From India, Arwal
For now one can consult with that person in the higher management who can influence that individual tactfully if not then start looking for a replacement.
Nikhil Kujur
From India, Arwal
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Expense and Travel Reimbursement-I SG.doc
Circular Dated 28-10-2016 for settlement of PF Death Case Claims within 7 days.pdf