Handling unrealistic employer policies
Dec 27, 2010
JOSEPH Mugarura ponders about his ex-employer in disbelief. He can not imagine his choice to keep single just earned him a boot. Mugarura says he clashed with his employer when he could not get married.
By John Agaba
JOSEPH Mugarura ponders about his ex-employer in disbelief. He can not imagine his choice to keep single just earned him a boot. Mugarura says he clashed with his employer when he could not get married.
Prior to being fired, the employer had summoned him and given him a grace period of six months.
Mugarura could not be bullied into accepting what he considers an unrealistic policy. Now, he is unemployed, and daily, he treks the Kampala streets in search of a job.
Like Mugarura, many employees are sacked, and many a time, as a result of defying employer policies, some of which are totally unbeneficial to the employee.
But why would an employer impose such policies that are unbeneficial to employees? Barbara Nabatanzi, a guest relations manager at the Grand Imperial Hotel in Kampala, thinks employers want to uphold company values.
“The policy can be unrealistic or unbeneficial to employees, but is realistic to the employer,’’ she says.
Nabatanzi adds that employees, who defy such policies can be fired because they derail company values.
She says some employers request their employees to dress in uniforms, or to put on name tags, if they are targeting good public relations.
“Employees that have name tags elevate trust in customers,’’ Nabatanzi says.
She adds, “uniforms portray order and beauty, and promotes honesty and team work among employees.’’
She explains that employees clad in uniform attract market, as they are eye-catching. Most companies hire good-looking-females, as their receptionists for a similar reason.
Jude Byamukama, a lawyer, practicing with Mpeirwe & Company Advocates, says some employers institute such policies to maintain their corporate image.
He explains that employees who drive in ill-looking-cars, and reside in slums can tarnish a company’s image.
Conversely, Christine Sekyana, the human recourse manager at Global Trust Bank, says employees simply accept such policies.
“Employees put themselves under pressure to conform to society’s expectations,’’ she says. As a result, many corporate employees are revolving in debt.
Sekyana advises such employees to mature, and live within their means: “Employees are respected if they are down to earth.’’
However, Nabatanzi urges employees that are suffocated by employer policies to break the silence. ‘‘In a calm way, discuss the situation with your employer and seek their advice.’’
She also advises employers to consult with their employees if they are to levy a new policy. “Communication helps employees adapt, and adhere to company policies,’’ says Nabatanzi.
She adds that conflict between an employer and his employees as a result of policies can jeopardise employee efficiency and ultimately ruin the company.
However, she adds that employees, who can not adapt to policies that have been agreed on, can consider resigning.
According to Byamukama, although employers have a right to maintain corporate image and values, it is a crime, if their policies are construed as forms of discrimination.
He says employees sacked as a result of breaking such policies, can have a case against their employer only if such policies are not provided for in employment contracts.
What to do when you meet an unreasonable boss
A boss who goes berserk is one who has expectations that range from unreasonable to impossible.
“Some bosses see the whole picture, but don’t see all the details,†says Gerald Johnson, the author of Bad Bosses, Bad Jobs, Fight Back!
To deal with a boss whose expectations are unrealistic, Johnson advises making a work study. That is, a list of what you work on and for how long, over a period of a few days that are representative of your typical work load.
“Then you take your work study and say, “Look, I’m concerned about not being able to get the job done. Maybe you can help me.â€
When your boss has a better understanding of what you’re contributing, you might get yourself some relief, Johnson says.
In some cases your boss might expect too much of you and your co-workers without meaning any harm, but Johnson cautions against a similar type of boss that he calls the “finger-pointer.â€
“That boss doesn’t say, ‘What happened?’ They say, ‘Who did it?†They typically look for someone to blame, instead of concentrating on fixing the problem.
Adapted from graduatingengineer.com
JOSEPH Mugarura ponders about his ex-employer in disbelief. He can not imagine his choice to keep single just earned him a boot. Mugarura says he clashed with his employer when he could not get married.
Prior to being fired, the employer had summoned him and given him a grace period of six months.
Mugarura could not be bullied into accepting what he considers an unrealistic policy. Now, he is unemployed, and daily, he treks the Kampala streets in search of a job.
Like Mugarura, many employees are sacked, and many a time, as a result of defying employer policies, some of which are totally unbeneficial to the employee.
But why would an employer impose such policies that are unbeneficial to employees? Barbara Nabatanzi, a guest relations manager at the Grand Imperial Hotel in Kampala, thinks employers want to uphold company values.
“The policy can be unrealistic or unbeneficial to employees, but is realistic to the employer,’’ she says.
Nabatanzi adds that employees, who defy such policies can be fired because they derail company values.
She says some employers request their employees to dress in uniforms, or to put on name tags, if they are targeting good public relations.
“Employees that have name tags elevate trust in customers,’’ Nabatanzi says.
She adds, “uniforms portray order and beauty, and promotes honesty and team work among employees.’’
She explains that employees clad in uniform attract market, as they are eye-catching. Most companies hire good-looking-females, as their receptionists for a similar reason.
Jude Byamukama, a lawyer, practicing with Mpeirwe & Company Advocates, says some employers institute such policies to maintain their corporate image.
He explains that employees who drive in ill-looking-cars, and reside in slums can tarnish a company’s image.
Conversely, Christine Sekyana, the human recourse manager at Global Trust Bank, says employees simply accept such policies.
“Employees put themselves under pressure to conform to society’s expectations,’’ she says. As a result, many corporate employees are revolving in debt.
Sekyana advises such employees to mature, and live within their means: “Employees are respected if they are down to earth.’’
However, Nabatanzi urges employees that are suffocated by employer policies to break the silence. ‘‘In a calm way, discuss the situation with your employer and seek their advice.’’
She also advises employers to consult with their employees if they are to levy a new policy. “Communication helps employees adapt, and adhere to company policies,’’ says Nabatanzi.
She adds that conflict between an employer and his employees as a result of policies can jeopardise employee efficiency and ultimately ruin the company.
However, she adds that employees, who can not adapt to policies that have been agreed on, can consider resigning.
According to Byamukama, although employers have a right to maintain corporate image and values, it is a crime, if their policies are construed as forms of discrimination.
He says employees sacked as a result of breaking such policies, can have a case against their employer only if such policies are not provided for in employment contracts.
What to do when you meet an unreasonable boss
A boss who goes berserk is one who has expectations that range from unreasonable to impossible.
“Some bosses see the whole picture, but don’t see all the details,†says Gerald Johnson, the author of Bad Bosses, Bad Jobs, Fight Back!
To deal with a boss whose expectations are unrealistic, Johnson advises making a work study. That is, a list of what you work on and for how long, over a period of a few days that are representative of your typical work load.
“Then you take your work study and say, “Look, I’m concerned about not being able to get the job done. Maybe you can help me.â€
When your boss has a better understanding of what you’re contributing, you might get yourself some relief, Johnson says.
In some cases your boss might expect too much of you and your co-workers without meaning any harm, but Johnson cautions against a similar type of boss that he calls the “finger-pointer.â€
“That boss doesn’t say, ‘What happened?’ They say, ‘Who did it?†They typically look for someone to blame, instead of concentrating on fixing the problem.
Adapted from graduatingengineer.com