Guest guest Posted May 24, 2005 Report Share Posted May 24, 2005 "Suppose a Director of the company comes to me and tells me an employee needs to be sacked, as he is not performing. I think of the consequences of this to the employee: what will happen to his family, to his children, how will he get reformed? I also know that the Director is usually operating out of anger and later he may repent. I give it a little space and then examine the issues with the employee to find out the obstacles he may be facing. If there is something wrong with his work, I ask what are some alternative ways he could improve, without terminating him. My philosophy is that when this employee was recruited he was perfect; otherwise why would he be recruited? So if he needs to be terminated today, then surely the organisation has to take some responsibility, otherwise why did we recruit him/her? We should also punish ourselves for contributing to his lack of development, so I do not absolve my responsibility so fast." --- Ashoke Maitra, Director (Corporate) Human Resources, Bennett, Coleman & Co., Ltd (Times of India Group), Mumbai, India. © Global Dharma Center 2004 www.globaldharma.org Quote Link to comment Share on other sites More sharing options...
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