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Category: Work

AN USER INTERACTIVE

This is a hypothetical, anonymised case study shared for educational purposes and does not relate to any identifiable person, organisation, or ongoing proceeding.

Case Study(story narration/knowledge transfer)

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Imagine a family consists of five. Both husband and wife were the bread and butter to the family. Both the employees joined in an organisation, with love and by gods’ grace interestingly together assigned to the same project. Now turn the script to organisation work environment, here we go the manager is bit biased to the employees as per his/her natural prejudice tendency which manager often face difficulty in recognising that he/she has it.  In contrast manager is comparing the work progress every now and then on iterative mode stating, “your spouse(wife) is telecasting greater results than you(spouse/husband).” This repetitive discrimination led an emotional frustration to employee((who is colleague(husband) to his co-colleague(wife)). Unknowingly this professional comparison will definitely impact the statistics of personal life as we know. To put a pause to the employer mindset, employee decided to put papers and search another job role, post putting papers manager assigned him to PIP(Performance Improvement Plan), which is not suggestible as per organisation labour laws. With innocence employee by thinking he is one of the sole owner of providing bread and butter to his family. He accepted the managers proposal by narrating a story to his mind “i.e, well I will definitely use this opportunity and impress manager with my work ethic.” And landed in PIP. Here we go the fascinating twist, prior completion of PIP, Manager sent a revoke termination mail by documenting poor performance to HR team. This is often called organisation poor tactic and completely unfair measure.

Problems:
1. Unfair policy of organisation and a clear tactic
2. Loss of employment
3. Bridge between partners
4. Poor personal strategy biases

Reality Check:
1. Post putting papers one must assign notice period, not PIP.
2. PIP is for improvement of performance, termination may be allowed as per organisation policy while on PIP, post-putting papers this process is unethical which will definitely minimise the organisation performance.
3. This clearly illustrates innocence of employee towards protecting his job role which entirely ruined his work legacy which he is carrying since years.
4. If it happens only to one innocent, we may refuse to think about it. But what incase if this is happening to many? REALITY CHECK.

Do you have any recommendations?
To end such unspoken often hided by many such innocents, which clearly paved employment to unemployment lane.

What would be the measures taken to end such silly reasons wherein it is entirely killing the lifestyle of family by losing employment.  

Your suggestion is valuable, kindly provide in comment box.

 

StoryWriter
Bandi Gnaneshwari