Dear All,
I need your Help.
I am working in Regional Office of a retail Company in Noida as Executive Planning .
On 8 March 2018 , My HOD (not reporting Manager ) came with Other Department HOD and start abusing and shouting without listening me . They have not call my reporting Manager or HR. I still do not know why he abusing brutally. they make me cry.
There is no work problem then why ? I am very disappointed .
What should I do ,Please advise me ,help me please .
Thank You
Anil
From India, Mumbai
2I need your Help.
I am working in Regional Office of a retail Company in Noida as Executive Planning .
On 8 March 2018 , My HOD (not reporting Manager ) came with Other Department HOD and start abusing and shouting without listening me . They have not call my reporting Manager or HR. I still do not know why he abusing brutally. they make me cry.
There is no work problem then why ? I am very disappointed .
What should I do ,Please advise me ,help me please .
Thank You
Anil
From India, Mumbai
Dear Anil,
What has happened with you is unfortunate. Emotional outburst by senior has no place at the workplace. It addles the interpersonal environment of the company. That is the starting point of demotivation of the employees.
However, you need to look at the incident dispassionately as well as equanimously. I recommend you writing down the whole episode. Segregate the senior's emotions from the incident and try to absorb the message.
After doing the above exercise, if you are satisfied that you have bore senior's brunt gratuitously, then you have two options. First is to just ignore and move on. However, keep your Manager posted on what happened.
The second option is to put up application to the VP or Director of the company for making you target of the emotions. However, this option is fraught with the risks. Your grievance could be genuine but what if the top management connives with the erring GM? Because one senior is always protective of another. Therefore, take this call judiciously.
Learning for Top Leadership: - The incident quoted above wherein the junior employee was lambasted coram populo may not be so common but these happen at many places. These incidents happen because top leadership does not educate managers and senior managers on sparing use of their positional or legitimate power. Rather than using referent power or expert power, senior managers have tendency to use positional power to cover the deficit of these two powers. Secondly, little do they realise that howsoever vision or mission good may be these incidents mar the importance of it.
Thanks,
Dinesh Divekar
From India, Bangalore
What has happened with you is unfortunate. Emotional outburst by senior has no place at the workplace. It addles the interpersonal environment of the company. That is the starting point of demotivation of the employees.
However, you need to look at the incident dispassionately as well as equanimously. I recommend you writing down the whole episode. Segregate the senior's emotions from the incident and try to absorb the message.
After doing the above exercise, if you are satisfied that you have bore senior's brunt gratuitously, then you have two options. First is to just ignore and move on. However, keep your Manager posted on what happened.
The second option is to put up application to the VP or Director of the company for making you target of the emotions. However, this option is fraught with the risks. Your grievance could be genuine but what if the top management connives with the erring GM? Because one senior is always protective of another. Therefore, take this call judiciously.
Learning for Top Leadership: - The incident quoted above wherein the junior employee was lambasted coram populo may not be so common but these happen at many places. These incidents happen because top leadership does not educate managers and senior managers on sparing use of their positional or legitimate power. Rather than using referent power or expert power, senior managers have tendency to use positional power to cover the deficit of these two powers. Secondly, little do they realise that howsoever vision or mission good may be these incidents mar the importance of it.
Thanks,
Dinesh Divekar
From India, Bangalore
This is an outburst which was uncalled for.
You need to analyse things calmly.
What is your relationship with this senior Manager/
Have you any official or personal dealing with him?
What exactly did he tell you?
Was it personal related or office related outburst.
One has to be mentally strong to face such unexpected situations.
After a mental thread bare breakdown of the incident, report it to your manager.
Such incidents should not bog you down.
Either ignore or take action in forthright manner.
From India, Pune
You need to analyse things calmly.
What is your relationship with this senior Manager/
Have you any official or personal dealing with him?
What exactly did he tell you?
Was it personal related or office related outburst.
One has to be mentally strong to face such unexpected situations.
After a mental thread bare breakdown of the incident, report it to your manager.
Such incidents should not bog you down.
Either ignore or take action in forthright manner.
From India, Pune
Dear colleague
Such unleashing of personal anger by HOD for justified cause or not, disregarding it's impact on the mind of the subordinate shows total lack of human sensitivity and professionalism. The HOD should realise what he would feel if his boss had blasted him in open like this. His unprofessional and insensitive handling of this situation merits his condemnation.
This apart, I am sure the poster has given some cause for HOD to react which he has not stated. It is one sided. It is his story. We need the full story.
In the absence of the above, I would say that the poster should introspect and find out any deficiency on his part and try to improve.
If the act of HOD is unjustified not only on handling but also on merits then it should be escalated to higher levels.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Such unleashing of personal anger by HOD for justified cause or not, disregarding it's impact on the mind of the subordinate shows total lack of human sensitivity and professionalism. The HOD should realise what he would feel if his boss had blasted him in open like this. His unprofessional and insensitive handling of this situation merits his condemnation.
This apart, I am sure the poster has given some cause for HOD to react which he has not stated. It is one sided. It is his story. We need the full story.
In the absence of the above, I would say that the poster should introspect and find out any deficiency on his part and try to improve.
If the act of HOD is unjustified not only on handling but also on merits then it should be escalated to higher levels.
Regards,
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Dear Anil,
The incident which you mentioned is most unfortunate and not acceptble in any manner. Our law considers this type of incident as offence of cognizable nature.
What made your HOD to loose temper and outburst is best known to you or to that person. This type of incident is also considered aginst the ethics of the establishment as well as misconduct. It is difficult to say anything good without hearing the opposite party too. You well awre of the saying that ‘every action has one or more causes’.
In many a times we overlooked small-small things considering inappropriate but in later part those things remained cause of an incident. You do not conclude that we see fault at you rather may be a possibility. In one of the suggestion is that to know the cause. You are not in a position to go and ask your HOD but your reporting boss can do that if you are pulling well with him. Did you discuss the issue with your reprting boss? In my idea your reporting boss might definitely having some ideas over the matter.
If you are dead sure that what has happened had nothing lapse from your part rather the HOD is responsible. Then you can report to top brass of your establishment and wait for his action. In the case the opinion of Mr Divekar is well spelled.
How long you have been associated with this firm whether this kind of happening is regular nature or lone one. It is better to wipe-off from the mind treating as bad dream if this sole incident. Things would have been better if your establishment would have any kind of staff association, which is the best platform to use for this kind of incident.
He may be the propritor or manager does not matter but have no right to misbehave with one even though one is guilty. There are various means and ways to sort out the issues.
From India, Mumbai
The incident which you mentioned is most unfortunate and not acceptble in any manner. Our law considers this type of incident as offence of cognizable nature.
What made your HOD to loose temper and outburst is best known to you or to that person. This type of incident is also considered aginst the ethics of the establishment as well as misconduct. It is difficult to say anything good without hearing the opposite party too. You well awre of the saying that ‘every action has one or more causes’.
In many a times we overlooked small-small things considering inappropriate but in later part those things remained cause of an incident. You do not conclude that we see fault at you rather may be a possibility. In one of the suggestion is that to know the cause. You are not in a position to go and ask your HOD but your reporting boss can do that if you are pulling well with him. Did you discuss the issue with your reprting boss? In my idea your reporting boss might definitely having some ideas over the matter.
If you are dead sure that what has happened had nothing lapse from your part rather the HOD is responsible. Then you can report to top brass of your establishment and wait for his action. In the case the opinion of Mr Divekar is well spelled.
How long you have been associated with this firm whether this kind of happening is regular nature or lone one. It is better to wipe-off from the mind treating as bad dream if this sole incident. Things would have been better if your establishment would have any kind of staff association, which is the best platform to use for this kind of incident.
He may be the propritor or manager does not matter but have no right to misbehave with one even though one is guilty. There are various means and ways to sort out the issues.
From India, Mumbai
Dear Help-Seeker,
Abusing and shouting at the Workplace constitute grave Acts of Misconduct as per the Services Rules applicable to your Establishment and hence must be reported, in writing to the Employer (your Superiors / Management) so that i) Disciplinary Action is taken for the said/reported Acts of Misconduct by way of correction as well as deterrent.
Any act like the One reported by you is Unworthy of Employment. The reported act of Misconduct indulged into by the Senior Employees becomes all the more serious concern as it, inter alia, adversely affects the Morale. Moreover, such acts amount to the violation of Fundamental Right to Life with Dignity guaranteed to all by our Constitution. If at all your Work-related or Workplace-related conduct was not acceptable as per the Employment Service Rules applicable to you, Disciplinary Action should have been initiated rather than resorting to such reported Outburst at the Workplace during Duty Hours.
It is often rightly pointed out that "People See, People Do so".Employees particularly the Senior Position-Holders may Ponder over the Point.
Transformatix Team,
Bengaluru
19.3.1018
From India, Delhi
Abusing and shouting at the Workplace constitute grave Acts of Misconduct as per the Services Rules applicable to your Establishment and hence must be reported, in writing to the Employer (your Superiors / Management) so that i) Disciplinary Action is taken for the said/reported Acts of Misconduct by way of correction as well as deterrent.
Any act like the One reported by you is Unworthy of Employment. The reported act of Misconduct indulged into by the Senior Employees becomes all the more serious concern as it, inter alia, adversely affects the Morale. Moreover, such acts amount to the violation of Fundamental Right to Life with Dignity guaranteed to all by our Constitution. If at all your Work-related or Workplace-related conduct was not acceptable as per the Employment Service Rules applicable to you, Disciplinary Action should have been initiated rather than resorting to such reported Outburst at the Workplace during Duty Hours.
It is often rightly pointed out that "People See, People Do so".Employees particularly the Senior Position-Holders may Ponder over the Point.
Transformatix Team,
Bengaluru
19.3.1018
From India, Delhi
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