Last post June 25, 2010 12:34 PM by shaili. 1 repiles.
Hi . I would like to have your opinion on Candidate's Loyalties and Honesty with the Company these days. Nowadays we find lot of youngsters abandoning their Jobs for few bucks more after Taking their Salaries without any legitimate Intimation or Resignation and without handing over responsibilities.This results in heavy costs to the company. These can be only slightly reduced by Proper screening and Recruiting but to a certain extent. We have even observed to the extent of candidates being on Payrolls at 2 places simultaneously till the time they clear of the old salaries. This trend is predominant at Junior level but is on the increase at middle level Positions. In most of the cases the candidates getaway with such cases as most of the companies do not have a proper mechanism of Reference checks and checking the authenticity of the Submitted Documents. My opinion is such people should be exposed and prevented from taking more companies for a ride. We need to also correct them inb the initial stages of their Careers. Can we have a Mechanism where in these Cases are brought to light ? is there a system we can develop to caution the rest of the professional community from recruiting by blacklisting such Candidates and avoid losses? is there is way to restore Honesty and Loyalty and Ethics at work. Would it be appropriate to broadcast the names of such people in these HR Forums and would it be of any help. Looking Forward to different perspectives on this issue. Sudesh
HI, One of the ways to avoid this dual employment is 1. To get the relieving letter from the previous company - orginal retained with the new employer. 2. To get reference letter from two individuals - other than relatives. regards
Dear Sudesh, Please refer to the employment contract and the relevant laws. Your rights are limited. Don't broadcast the names - you will invite more trouble. Changing jobs is not a fashion nor for few extra bucks, the issues are always deeper than you can see. But it is a recent practice as people have started managing their own careers. Do not get surprised if a person changes ten jobs in thirty-year career. They are better skilled otherways. Absolute loyalty may be checked for many other aspects - incompetence, dishonesty, or commercial interests. These are dangerous sides of long stay in an organization. Like our blood lives for 120 days and sports people donate blood for getting fresh blood generated to have better oxygen carrying capacity. Get the best of people who are fresh - they will like it and may stay back for a longer time. Live with reality. Look for better pastures if you find people are not staying in your organization. That's a better option. You may be blind - others are not. If you are offering peanuts - you know who are coming to you. Check the present stock of the people - whay they are staying with you. Check the people who are joining you - why they left last organization, and why they find your company attaractive to join - you will get many answers. Look at the mirror, look at self. Then start blaming others. I feel HR people are quite apt in changing jobs and in recruiting people who are frequent fliers. Why complain? These people are saving your grace and filling the positions you need to fill on an urgent basis. Recruitment is big business and quite challenging. Enjoy the challenge!!!
Loyalty to ones employer need not necessarily translate to, "I shall serve you unquestionably till death do us apart...". yes, there is a written and signed contract that defines what this loyalty means and both parties are definitely obliged to hionor and respect the terms and conditions of this agreement. An employee, basically, seeks two high level ideals. Money & Position (career development). If he or she finds that he can achieve more, even a little more, of these two needs in another organization, then, he must have the basic dignity and human right to move within the framework of his crrent contractual obligation of course. Just as much as an employer has the right to hire and fire whomsoever he/she pleases, the employee must also enjoy the same rights. Otherwise we are no different from the not so distant times of slavery and apartheid. In modern times even sons and daughters getaway from the clutches, responsibilities an authority of their own biological parents and move out of the family home, seek their own partners, marry, have families and live away from their parents by their own free will and choice whish is their basic human right, in any way. Can the parents fight in court for their lawful major children to do as they please?
Loyalty: Where do you draw the line?" The Denver Business Journal -- April 3-9, 1998 The subject first came to mind watching Nixon's staffers grapple with what to do. Years later, I declined a client's request to take a gig for which I knew I wasn't the right man. "What isn't there any loyalty in this town?" she replied. I've thought often about what I said back to her ever since....
What is loyalty, anyway? What does it require? What are its limits? Where is the line between loyalty and disloyalty; what causes or justifies one to cross it? What level of loyalty does one owe the company or boss, particularly when asked to behave unethically? "All the president's (wo)men" face these questions now in the Washington soap, "Days of Our Lies." Cigarette executives will learn the price of company loyalty if their butts are hauled into criminal court.
The world's biggest health care firm fights widespread Medicare fraud charges. How "loyal" will its employees be before a grand jury? Such sagas can teach much. From childhood, we are taught to venerate loyalty and not "snitch" on anybody. For to be loyal is somehow to be noble. But it's not that simple. Unless blind, loyalty is inherently a mutual responsibility agreement sealed with trust. Parties are loyal to each other in return for some benefit--happiness, love, hard work, security, business advantage. As a quid pro quo, there are times loyalty fades to nothingness. No love from your family, no loyalty. No caring from your company, no loyalty. The company without loyalty to its customers receives none in return. As the American biographer, James Parton, wrote, "Fidelity is seven-tenths of business success."
Loyalty is relative in terms of point-of-view and eventualities. It is a function of the situation and time. A traitor is only so to her compatriots. Her collaorators regard her heroic. The outcome of events often decides whether one is judged loyal or scorned as treacherous. Benedict Arnold would have quite the opposite historical reputation had the American Revolution failed.
The concept of loyalty is further compounded by the wide differences in degree of commitment: how tenacious the loyal when called to defend the object of loyalty. This requirement of vindication points up loyalty's most ethereal side when we see it do battle with conscience and personal gain.
Would you lie to keep your boss out of jail? A "small" lie to get your boss's job? Would you lie to keep your child out of jail?
"Fidelity is the sister of justice," said the Roman poet, Horace. While closely related, the latter is properly blind. Loyalty, however, ought be constantly vigilant to incursions of injustice and unethical behavior. It is the ethics of our choices, and the ends we go to uphold them, that imparts loyalty its virtue.
We are loyal to many things at once - family, friends, our boss, and our ethics. We must continually weigh one against the others. They weigh differently. Despite their chronic disparagement, the best lawyers, for example, simultaneously balance loyalty to the law, their client, their firm and their own ethics. They must constantly monitor their loyalties and question their validity. We all should do likewise. Loyalty is a virtue when placed wisely and defended courageously. One may be fairly judged by his loyalties, for they will reveal his principles. Actors often use "the magic If..." to envision their character in an imagined situation. They thus portray their roles with more integrity. Astute businesses do contingency planning to "what if?" what to do in a crisis; so do astute people. Perhaps some premeditation bout what you would do if caught between a rock and a hard place might help your decision-making, should you ever find yourself in a "loyalty bind."It matters less which "Willy" we believe in the current Beltway morality play. It matters more the lessons we draw from it.
We know what happened to Nixon's loyalists with their tragic tenet, "My President, right or wrong." We'll see what happens to Clinton's.
Oh, I forever lost that client I turned down. My response to her? "Loyalty doesn't require the loyal to go against what they believe is right." Perhaps not the best retort, but it's what came to me at the time. What would you have said? Denver Post, July 21, 1998: Stressing loyalty. And an upsurge of stress of all kinds is sapping workers' loyalty to their employers, a new national survey found. "The level of stress among the workforce is skyrocketing," said David Stum, president of Aon Consulting's Loyalty Institute, of Ann Arbor, Mich. "What's more, the evidence points to a significant correlation between job stress and loyalty decline. Workers who suffer stress are 'significantly less committed' than other employees to their companies," Stum said.