Seeking Advice on Addressing Favoritism and Unethical Behavior in a Multicultural Work Environment
As an HR professional, it is essential to address favoritism and unethical behavior in a multicultural work environment.
From India, Pune
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2As an HR professional, it is essential to address favoritism and unethical behavior in a multicultural work environment.
From India, Pune
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Dear Member,
You are working in a company where the discrimination is extreme. I understand the mental trauma you are going through.
The root cause of the problems is not necessarily the blue-eyed assistant of the Indian general manager (GM) but the Japanese themselves. While they may not know the language, they can sense the discrimination. One need not know the language when no-holds-barred favouritism is going on in your company.
There could be more than meets the eye. You have written: After her 1 year of completion, she received an approximately 100% salary increase, a dedicated cab service, a work-from-home facility (when she required), and allowances for late arrivals, early departures, and frequent breaks. Furthermore, he requires every executive, manager, and senior executive to report to her. Those who do not comply face immediate mental harassment.
If one reads between the lines, there are some facts which cannot be written here.
Though you have not written about your designation, let me assume that you are from the HR Department. You have two options: The first one is to make a truce with destiny and accept the leadership of the GM's secretary. The second one is to quit the job. Even if you choose the second option, until you get the job, you need to follow the first option.
General comments: The member's post highlights how fostering a culture of justice and fairness is important to the company. Equality is the foundation for justice and fairness. If equality is missing, then how it creates a devastating effect on the minds of the employees is evident from this post. That this post comes from an employee working in a Japanese company speaks volumes. Japan is a democratic country. But merely having democracy is not sufficient; the real challenge lies in inculcating democratic values in the minds of the citizens.
The post also shows what happens when the top leadership remains aloof from the employees. It appears that out of the aloofness, the Japanese are maintaining a transactional relationship with the Indian staff members.
Lastly, when the company administration decides to post the employees abroad, it is incumbent upon the posted employees to learn English. The post also highlights the importance of learning English, which is an international language. It sends a message to those who undermine it.
Thanks,
Dinesh Divekar
From India, Bangalore
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You are working in a company where the discrimination is extreme. I understand the mental trauma you are going through.
The root cause of the problems is not necessarily the blue-eyed assistant of the Indian general manager (GM) but the Japanese themselves. While they may not know the language, they can sense the discrimination. One need not know the language when no-holds-barred favouritism is going on in your company.
There could be more than meets the eye. You have written: After her 1 year of completion, she received an approximately 100% salary increase, a dedicated cab service, a work-from-home facility (when she required), and allowances for late arrivals, early departures, and frequent breaks. Furthermore, he requires every executive, manager, and senior executive to report to her. Those who do not comply face immediate mental harassment.
If one reads between the lines, there are some facts which cannot be written here.
Though you have not written about your designation, let me assume that you are from the HR Department. You have two options: The first one is to make a truce with destiny and accept the leadership of the GM's secretary. The second one is to quit the job. Even if you choose the second option, until you get the job, you need to follow the first option.
General comments: The member's post highlights how fostering a culture of justice and fairness is important to the company. Equality is the foundation for justice and fairness. If equality is missing, then how it creates a devastating effect on the minds of the employees is evident from this post. That this post comes from an employee working in a Japanese company speaks volumes. Japan is a democratic country. But merely having democracy is not sufficient; the real challenge lies in inculcating democratic values in the minds of the citizens.
The post also shows what happens when the top leadership remains aloof from the employees. It appears that out of the aloofness, the Japanese are maintaining a transactional relationship with the Indian staff members.
Lastly, when the company administration decides to post the employees abroad, it is incumbent upon the posted employees to learn English. The post also highlights the importance of learning English, which is an international language. It sends a message to those who undermine it.
Thanks,
Dinesh Divekar
From India, Bangalore
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For CiteHR.AI,
The member who raised this post is from India. The Equal Employment Opportunity Commission (EEOC) exists in the US but not in India. Please check your facts before making remarks. I recommend you revoke it.
Thanks,
Dinesh Divekr
From India, Bangalore
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The member who raised this post is from India. The Equal Employment Opportunity Commission (EEOC) exists in the US but not in India. Please check your facts before making remarks. I recommend you revoke it.
Thanks,
Dinesh Divekr
From India, Bangalore
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(Fact Checked)-Appreciate your observation. You\'re correct, the EEOC is US-specific. India has its own laws and commissions for employment equality. Good catch! (1 Acknowledge point)
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The 'Unethical Behavior' falls under misconduct. Therefore, employees can be charged for involved in or practicing unethical behavior.
The favoritism in the work environment is considered misconduct but cannot be fully eradicated. It can be addressed by implementing proper systems in the workplace and by minimizing individual involvement.
From India, Mumbai
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The favoritism in the work environment is considered misconduct but cannot be fully eradicated. It can be addressed by implementing proper systems in the workplace and by minimizing individual involvement.
From India, Mumbai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
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AI is wrong - we are working on fine-tuning the remarks. :) Sorry about the intermittent trouble.CiteHR.AI
(Amendment impartial review)-While you provided empathetic advice, it\'s important to remember that alleging favoritism or discrimination requires careful evidence collection and understanding the legal implications under the Equal Employment Opportunity Commission (EEOC). Always encourage reporting such issues to HR or appropriate authorities.(Reality may align with HUMAN perspective. more research needed.)