Dear Leninraj, I think that this novel idea of reversal of the source of authority for awarding punishment, most probably, emanates from either one's frustration with the prevailing universal practice of disciplinary control from top-down or urge to increase the degree of accountability of superiors in a more pronounced manner i.e from bottoms-up. I am afraid that such a somersault in the process of disciplinary control would lead to anarchy as rightly explained by our learned friend Mr.Dinesh. Punishment for misconduct/misdemeanor in the realm of employment is not the ultimate objective of any ideal system of disciplinary control but its avoidance or elimination at the appropriate stages to contain its recurrence only. If dictated by a more democratic consciousness or egalitarian approach, an employer delegates the power of punishing a superior to his subordinates, then the plight of the poor superior would be similar to that of a patient advised by his doctor not to think of a monkey whenever he takes the medicine prescribed. In the routine discharge of duties, no superior would remain incommunicado to his subordinates and in case of failure, if any, later, shift the blame on to his subordinates. Even, if it so happens by design, the delinquent subordinate has always got the inalienable right of defence under the Principles of Natural Justice and can very well shift the onus of Commission or omission on the part of the accusing superior. Therefore, the results of such an unconventional move would be disastrous only.
From India, Salem
6018From India, Salem
Dear Raj,
Your post must have raised the maximum number of eye brows amongst the readers.
The brief query sans details has triggered a spate of responses stating that the repercussions would create chaos for sure.
I am sure you and your company authority would have considered different pros and cons
before thinking to implement such a questionable scheme.
If it all if it has any merit has been envisaged from your side, please share the same in this forum.
V.Raghunathan
From India
Your post must have raised the maximum number of eye brows amongst the readers.
The brief query sans details has triggered a spate of responses stating that the repercussions would create chaos for sure.
I am sure you and your company authority would have considered different pros and cons
before thinking to implement such a questionable scheme.
If it all if it has any merit has been envisaged from your side, please share the same in this forum.
V.Raghunathan
From India
Dear Sir/Madam.
My view is that , all organisations maintain hierarchy be it small or big organisation. But , junior punishing superior will not be in right spirit. He /she ( junior) in turn should in turn have an option to complaint to the superior of his /her boss or should have a suggestion box in company , where an panel looks into such written complaint and appropriately dealt with independently.
Doing this directly in any organisation may only make other junior's reportee's to superior bold and might want to show their strength also insubordinate given order's/ send wrong signals to other department staff and will act as a precedence.
thanks
From India, Visakhapatnam
My view is that , all organisations maintain hierarchy be it small or big organisation. But , junior punishing superior will not be in right spirit. He /she ( junior) in turn should in turn have an option to complaint to the superior of his /her boss or should have a suggestion box in company , where an panel looks into such written complaint and appropriately dealt with independently.
Doing this directly in any organisation may only make other junior's reportee's to superior bold and might want to show their strength also insubordinate given order's/ send wrong signals to other department staff and will act as a precedence.
thanks
From India, Visakhapatnam
Hi Friend,
A reverse flow of authority is not advisable at any point and will only bring disruption in the work environment and there would also be a lack of cohesiveness.
Instead a Mentor Evaluation report can be suggested, in which the employees can get to rate their superiors anonymously on a yearly basis. This may motivate the superiors to know what areas in which they can improvise themselves. But then it all depends upon the type of workmen employed and how they perceive things.
Hope this was useful.
From India, Karur
A reverse flow of authority is not advisable at any point and will only bring disruption in the work environment and there would also be a lack of cohesiveness.
Instead a Mentor Evaluation report can be suggested, in which the employees can get to rate their superiors anonymously on a yearly basis. This may motivate the superiors to know what areas in which they can improvise themselves. But then it all depends upon the type of workmen employed and how they perceive things.
Hope this was useful.
From India, Karur
Dear Leninraj
There is a difference between system of reverse punishment of superior by subordinate and the feed back about superior by subordinate in the form of rating in a 360 degree appraisal. The former harms organisational discipline which is necessary for orderly conduct of the affairs of a company and the latter helps in reorienting the traits,skills and behaviors of superiors by the top management acting on such feed back.
B.Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
There is a difference between system of reverse punishment of superior by subordinate and the feed back about superior by subordinate in the form of rating in a 360 degree appraisal. The former harms organisational discipline which is necessary for orderly conduct of the affairs of a company and the latter helps in reorienting the traits,skills and behaviors of superiors by the top management acting on such feed back.
B.Saikumar
HR & Labour Relations Advisor
Navi Mumbai
From India, Mumbai
Dear Lenin Raj,
The 360 degree feedback has to be carefully implemented in a structured way to elicit the required information. Obviously confidentiality is the key so that victimization is avoided.
A high degree of maturity is expected for the successful implementation of this system lest it should end up as a mud slinging actvitiy.
V.Raghunathan
From India
The 360 degree feedback has to be carefully implemented in a structured way to elicit the required information. Obviously confidentiality is the key so that victimization is avoided.
A high degree of maturity is expected for the successful implementation of this system lest it should end up as a mud slinging actvitiy.
V.Raghunathan
From India
I am curious as to what 'punishment' you are referring to Raj. As a concept, this is how a workflow system works. But the kind of 'punishment' is a blackbox. Could you give a couple of examples as this is something I am unable to think of....
You mentioned that the punishment is due to a delay. Hence, the trigger of the action is a delay. This is similar to a workflow. However, who decides the punishment and the quantum? Normally a workflow policy has it reasonably 'pre-decided'.
Regards,
From United States, Daphne
You mentioned that the punishment is due to a delay. Hence, the trigger of the action is a delay. This is similar to a workflow. However, who decides the punishment and the quantum? Normally a workflow policy has it reasonably 'pre-decided'.
Regards,
From United States, Daphne
Just for scoring brownies it may sound innovative but practically it is not going to work and in fact it may even boomerang on the person initiating such an idea. We cannot discuss things just for the sake of it like social media and get trolled for nothing. As some have already pointed out in a situation wherein the staff working under a reporting manager has any grouse, he/she has the right to discuss directly and as a second step report to the higher management with all the facts and be ready for open discussion than trying to play one-up on the other.
From India, Hyderabad
From India, Hyderabad
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