Realizing Roles And Responsibilities

Recently, someone narrated a typical incident. One time, in a company, a foreman, who has witnessed misappropriation of overtime schedules, insisted his boss that his name be put in the overtime roster. When his boss refused to do so, then he boldly asked him, ‘Well Sir, if you can favor my junior with unwanted overtime schedule, then I have a valid reason to ask for overtime. Plainly, include my name in the roster.’

When there’s obvious manipulation at a workplace, then where comes honesty, truthfulness and integrity?

In some companies, competent employees remain disengaged from their actual roles or defy to accept challenging roles. Either they prefer to stay cozy in their cubicles and work that much only what they are tasked or want to be detached from others and escape from any extra errands. In fact, to be industrious and capable of venturing into many things is the spirit of innovation.

What can a moderate level worker can do when managers play weird tunes to divide and rule their departments, like their little dominions? If they aren’t concerned about their legitimate roles and collaborated efforts, then there can be neither company’s success nor employees’ advancement. And when differences prevail, even departments remain distant apart in absence of team spirit. It’s not how well you are qualified by degrees or what high post you hold, but the real concern is how experienced, humane and trustworthy you are in dealing with others.

Such a workplace, without a balanced corporate culture, is all a mess. No doubt, everything works, but in berserk manner giving few positive outcomes and more complexities. And with the presence of biased system, cluttering affairs and reckless monitoring, employees toil for the sake of livelihood. Definitely, major changes start from the top, and when the key managers become upright and impartial, then every employee will be duteous, loyal and truly committed at a workplace. With such traits, it becomes easier to build a healthy corporate culture.

On the other hand, with discrimination there comes dislike and conflicts stems from thoughts of racial dominance. Perhaps, simply when every employee forgets the differences, clears his ego, and comes forward with frankness, open-mindedness and courtesies, then the collective scenario will speak unified efforts and harmony. Yes, when employees, at their best, realize their roles and responsibilities, and managers (like leaders) become more helpful, motivating and caring, then, verily, one can witness an excellent corporate culture, and on the whole, that's a changed organization for the best.

Some managers, with pleasure, fire their subordinates because they cannot admit their over-qualification and smart work attitude. Imagine an employee, with a Master's Degree working under a manager, who is just holding a Bachelor's Degree. Here's the hitch, the conflict and all inconveniences.

In a company, a manager literally downgraded his subordinate because he was over-qualified and expert in his field. He, in fact, wanted to fire him, but could not justify a valid reason. Therefore, he found one dirty trick to transfer him to other department, to make him out-of-his-sight. Strange, isn't it? But there are managers of such creepy category, who draw huge salaries, but their hearts are mean, and they keep bugging their subordinates for no valid reasons.

Here’s another painful story in brevity: A most senior manager, working in a remote location, in a private firm was demoted by a senior colleague, who by means of flattery to his CEO, was given partial authority to bring in changes by hiring and firing and transferring employees from the regional locations to the headquarters. This gentleman, who got demoted, had an excellent performance in the past, and now, at the headquarters, he was reporting to a person, who was once his subordinate. He was so moved, stressed and humiliated. One day, he was not feeling well, so he had a visit to the hospital, and while returning to the car parking, in the basement, probably he must have suffered a cardiac arrest. That’s it! 

Later on, his family and office colleagues, after much search found him dead in the car. Poor person! He couldn't suffer any more the pangs of unjust world, and seriously he took the differences to his heart, and sadly passed away.

Undeniably, there are countless employees who meet discriminating travails from their bosses, who bluntly refuse to honor their duteous employees, give no appropriate recognition, insult them by ignoring their efforts or simply discard their honest accomplishments. 

What happens next? Workers, in absence of motivation, find an unexciting environment, and eventually they will put no extra efforts or creativity for a company that rewards not their honest efforts nor keeps them happy. When a keen employee works hard, and at the end when the company fails to praise or reward his intelligent performance, then that’s far more hurtful to employee’s morale. You can’t afford to lose your talented employees by ignoring them.

As a responsible manager, without knowing your team and without listening to them, you cannot lead them properly. Perhaps, you may command and be stern, but that’s not the way. As a manager, you just cannot support them by pleasing attitude alone because that will create inertia. In fact, you’ve to play a pivotal role in building capable teams through inspiration, motivation and encouragement so that they willingly commit and give best results in work performance.

Presumably, when a manager takes responsibilities for all good things, he has to be courageous in facing obstacles and managing risks. Besides that, to be responsible one has to adapt and learn. In fact, as life journeys, and as days pass by, it unfolds great lessons, and one who is receptive, adapts and learns well.

Finally, the big question every company should be asking is: Are the employees loyal enough, hardworking, and harboring passion to instill total commitments at their workplaces when they are well paid on time, get most of the financial benefits and privileges, and are treated aptly to make them happy? 

We ought to remember that when employees fail to be duteous, then the concerned company has the right to question and warn them.

To witness your staff motivated and engaged, the change should initiate from the top management. When the upper level lags behind the set values, then you’ll find it difficult to bring in changes in the company. Like a doctor, you have to check the pulsation of your workforce by reviewing their attitudes, and you’ve to tactically rectify the work culture, with appropriate measures. That’s it…a perfect remedy to turn a sick company culture to a fine tuned work atmosphere.

Image source: HikingArtist.com

ABOUT THE AUTHOR: Mohammed Abdul Jawad is a writer, blogger and poet. 

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