HELLO SIR,
the funny thing is that the mgt know about all this...they agree to all wat i say....but somehow they never take action against her...i need things to convince my mgt that despite of her long service...she is now a threat to business....so plz help me know the tacts which i could use to communicate this msg to top brass....
From India, Delhi
6the funny thing is that the mgt know about all this...they agree to all wat i say....but somehow they never take action against her...i need things to convince my mgt that despite of her long service...she is now a threat to business....so plz help me know the tacts which i could use to communicate this msg to top brass....
From India, Delhi
Dear Shilpi, Follow what I advised above. You need not worry about the indifference of the senior management to the nuts attitude. Regards S.K.Johri
From India, Delhi
From India, Delhi
BEST SOLUTION
There is a an advise by Aristotle to Cleopatra - "Never try to convince fools"
As your collegue's qualities are known to everyone, dont hesitate to be rude and unreasonable to her whenever u have an opportunity to deal with her. Automatically she will come to terms with u.
BEST OF LUCK
Dr.RAO
FREELANCE HR TRAINER
From India, Madras
There is a an advise by Aristotle to Cleopatra - "Never try to convince fools"
As your collegue's qualities are known to everyone, dont hesitate to be rude and unreasonable to her whenever u have an opportunity to deal with her. Automatically she will come to terms with u.
BEST OF LUCK
Dr.RAO
FREELANCE HR TRAINER
From India, Madras
Dear Ms Shilpi,
Please understand this from a larger picture, if the management is not giving attention to her when she is screaming/ shouting at people, that means the management wants her to be rude and Target Oriented.
You are facing an issue with her because you are a people oriented person
And, since she is in the sales Dept they have high pressure and they have to put the same pressure on her subordinates.
Being a lady if she has to be so vocal, then it is clearly understood that she is being pressurized from the management to Perform or Perish.
As a HR, we have to understand that we need to know our boundaries, and we have to go by the policies. If your organization has a People Policy or Behavioral policy which she is breaking you can request the HR Manager to issue a Warning letter stating the violation of policy has occurred and if repeated would lead to termination.
Please understand, an organization with heavy sales pressure tends to follow the same pursuit and as HR we can only replace the resources and provide the data collected during the Exit interview, and present the same to the Management.
No point in you feeling dejected. As HR's we have to accept and move on with the fact that People for us are Resources.
Do your work, present your data and let the management take the call.
Best Regards,
Ashwin Kumar
HR- Generalist.
From India, Bangalore
Please understand this from a larger picture, if the management is not giving attention to her when she is screaming/ shouting at people, that means the management wants her to be rude and Target Oriented.
You are facing an issue with her because you are a people oriented person
And, since she is in the sales Dept they have high pressure and they have to put the same pressure on her subordinates.
Being a lady if she has to be so vocal, then it is clearly understood that she is being pressurized from the management to Perform or Perish.
As a HR, we have to understand that we need to know our boundaries, and we have to go by the policies. If your organization has a People Policy or Behavioral policy which she is breaking you can request the HR Manager to issue a Warning letter stating the violation of policy has occurred and if repeated would lead to termination.
Please understand, an organization with heavy sales pressure tends to follow the same pursuit and as HR we can only replace the resources and provide the data collected during the Exit interview, and present the same to the Management.
No point in you feeling dejected. As HR's we have to accept and move on with the fact that People for us are Resources.
Do your work, present your data and let the management take the call.
Best Regards,
Ashwin Kumar
HR- Generalist.
From India, Bangalore
Greetings!
Thanx a lot Mr. Ashwin Kumar...i really appreciate and enjoyed your replied. This was the reply i was actually looking for.
P.S:- If ever have an opening with you plz lemme know...it would be a pleasure to work with you.
From India, Delhi
Thanx a lot Mr. Ashwin Kumar...i really appreciate and enjoyed your replied. This was the reply i was actually looking for.
P.S:- If ever have an opening with you plz lemme know...it would be a pleasure to work with you.
From India, Delhi
Dear Shilpi,
Thank you for your kind comments.
Knowledge becomes Priceless, only when shared. Knowledge becomes useless when kept to oneself.
Please do email me on
we shall go forward and maybe I'd be able to assist you with any further queries you have.
However, I do wish you the best of luck in the field of Human Resources. HR field is like an Ocean, it is vast, deep, turbulent, yet beautiful.
Have a Good day.
P.S I hope the suggestion has been implemented and hope you see the results for the same very soon.
Regards,
Ashwin Kumar
HR Generalist.
From India, Bangalore
Thank you for your kind comments.
Knowledge becomes Priceless, only when shared. Knowledge becomes useless when kept to oneself.
Please do email me on
However, I do wish you the best of luck in the field of Human Resources. HR field is like an Ocean, it is vast, deep, turbulent, yet beautiful.
Have a Good day.
P.S I hope the suggestion has been implemented and hope you see the results for the same very soon.
Regards,
Ashwin Kumar
HR Generalist.
From India, Bangalore
Greetings!
Thanx for your kind reply. And as you said i had already implemented the same action plan as you have mentioned in your mail. The things i wrote initially was my 1st reactions but then i studied that personalty and did the same thing as u said. your reply jst made me realized that i was on the right track.
From India, Delhi
Thanx for your kind reply. And as you said i had already implemented the same action plan as you have mentioned in your mail. The things i wrote initially was my 1st reactions but then i studied that personalty and did the same thing as u said. your reply jst made me realized that i was on the right track.
From India, Delhi
Dear Shilpi Chauhan,
Your narration about the rude manager is a common sight in many places and in the last four decades I have seen a plenty of them.
I am glad to know from the excellent feedback provided by Mr Ashwin Nair, that you have started viewing things differently.
In addition, you may consider the following to make things easier for you.
The Concern for Production ( in this case the SALES) and the Concern for People is clearly brought out by the Blake’s Model(?).
The principle to understand here is Production ( Sales) and People are compared in a classical four quadrant theory
with both the attributes having a Low and High and plotted on a X and Y scale.
As a student of HR please revisit this theory to understand the current perspective from the Employee and Organization point of view.
I am neither a Psychologist nor a HR professional, but reading your first mail gives the impression that you wrote it, when you were very
much troubled with your emotions. Please put your thoughts in a word page as it comes in your mind. After a while, when you are calm , (the gravity of the issue still remains) you will be in a better position to view and understand it. The spelling mistakes will appear before you waiting to be corrected and the idea itself would get presented in a better way, as you revise a draft. Here again we can fall- back on Stephen Covey’s time tested approach of 80 - 20 rule ( some refer it as 90 – 10 rule). It is all about how we react or calmly act on what happens to us. It would be worthwhile glancing through these pages again to understand and appreciate the theory, we learnt. Please remember that Theory and Practice always coexist and reinforce each other, be it pure Science or Behavioral Science.
I personally feel that HR professionals need to intently watch their internal customers and try to understand them first ( Mr Covey Again !!) and then
express themselves clearly as far as possible in a simple language.
You have not clearly mentioned how this Manager deals with you ( or should I say that I have not clearly understood it). My question is on a one to one basis how does she behave with you? Is it the same way or different? In most cases the behavior of a person tends to be markedly different when they deal with a person in another department. If this is your case, then it is simpler as you start on a platform of stability. If not, it is an acid test to your HR skills, where the theories you have studied would stand in good stead. Please analyze and work in this direction, taking the challenge as an Opportunity.
Please remember, often it is the successful handling of such cases that become your achievement and I am sure one day you will write a success story in the same columns of Cite HR.
Wish you Good Luck.
Regards,
V.Raghunathan ………………………............... Navi Mumbai
From India
Your narration about the rude manager is a common sight in many places and in the last four decades I have seen a plenty of them.
I am glad to know from the excellent feedback provided by Mr Ashwin Nair, that you have started viewing things differently.
In addition, you may consider the following to make things easier for you.
The Concern for Production ( in this case the SALES) and the Concern for People is clearly brought out by the Blake’s Model(?).
The principle to understand here is Production ( Sales) and People are compared in a classical four quadrant theory
with both the attributes having a Low and High and plotted on a X and Y scale.
As a student of HR please revisit this theory to understand the current perspective from the Employee and Organization point of view.
I am neither a Psychologist nor a HR professional, but reading your first mail gives the impression that you wrote it, when you were very
much troubled with your emotions. Please put your thoughts in a word page as it comes in your mind. After a while, when you are calm , (the gravity of the issue still remains) you will be in a better position to view and understand it. The spelling mistakes will appear before you waiting to be corrected and the idea itself would get presented in a better way, as you revise a draft. Here again we can fall- back on Stephen Covey’s time tested approach of 80 - 20 rule ( some refer it as 90 – 10 rule). It is all about how we react or calmly act on what happens to us. It would be worthwhile glancing through these pages again to understand and appreciate the theory, we learnt. Please remember that Theory and Practice always coexist and reinforce each other, be it pure Science or Behavioral Science.
I personally feel that HR professionals need to intently watch their internal customers and try to understand them first ( Mr Covey Again !!) and then
express themselves clearly as far as possible in a simple language.
You have not clearly mentioned how this Manager deals with you ( or should I say that I have not clearly understood it). My question is on a one to one basis how does she behave with you? Is it the same way or different? In most cases the behavior of a person tends to be markedly different when they deal with a person in another department. If this is your case, then it is simpler as you start on a platform of stability. If not, it is an acid test to your HR skills, where the theories you have studied would stand in good stead. Please analyze and work in this direction, taking the challenge as an Opportunity.
Please remember, often it is the successful handling of such cases that become your achievement and I am sure one day you will write a success story in the same columns of Cite HR.
Wish you Good Luck.
Regards,
V.Raghunathan ………………………............... Navi Mumbai
From India
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