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Open letter to an employer
Dear employer,


Sub: Corporate bullying; Behaviour matters.

Request: Impersonal reading.

Have you ever paid a heed as to why the young bright employee who joins your corporate with starry eyes and ambitious glow with a spark to deliver the best, often decreases with reasons going beyond the "Law of Diminishing Returns"? 

Why his solidarity to the company dwindles and why his spirits goes kaput eventually resulting to either brain drain or uninterested stiffened workforce? Whose loss is it…? Why does the much hyped "honeymoon phase" fades away so unceremoniously from a sense of excitement into a lull-period of demotivating air with uninspiring hours?
One may say perhaps the nature & load of work, working culture & conditions, inter-personal & intra-personal relationships, remuneration and even passage of time. But that's not all; there is another side of the mirror too.

"Corporate Culture", as defined is "the environment surrounding a worker where transactions are run and maintained to efficiently operate an organization and the market." And an employee in corporate world tenders effort to fulfill both individual and collective goals of the assigned job in a department/organization; therefore, rightfully termed as "human resource" - bringing in revenue and sometimes, goodwill to the company. Now, like any other resource the 'human resource' could either be utilized to the best, improved, upgraded, conserved and reinvigorated over-time. That or it could be exploited, mishandled, ravaged and "used-and-thrown" as carelessly as possible.

A reprimand from a senior undoubtedly works like a self-check especially to speed up tasks but, could 'yelling', 'name-callings' and unparliamentary 'abuses' really prove motivating? While it may serve as an example in front of an open office - it surely doesn't go down well, neither in terms of work ethics nor general humility. If 'everyone cannot be ruled by the same yardstick', applying the same ointment on all ailments also isn't practical. The temporary push of 'negative reinforcements' may eek-out some iota of productivity but within broils the apathy and insult working in undesirable circumstances. Such kind of behaviour by boss 'pushing for good work' is differentiated as "workplace bullying". (Times Life; Apr 9 2017)

The rise in expectations at workplace vis-a-vis the real challenge to keep motivations up however, doesn't necessarily work always. The general management rule – "come with solutions, not problems" – goes a long way in resolving work-related maladies and proves great in keeping the machinery focused and running. The employer's perspective to "give output" is a reasonable reinforcement, since, "…that's what employees are being paid for". However, somewhere in the process of "demanding results", many forget to add 'that' simple human touch of a decent, civil behaviour.

"The one who adapts to surroundings not only survives but has remarkably favorable chances of thriving despite ordeals"- Darwin's 'Survival Of The Fittest' rule may be best accentuated "to take ordeals and convert them into glories", is not often accomplished despite mettle and brilliance.

Interestingly, an abusive bullying boss is often given a cover of being "defensive of his subordinates and always protects them from other superiors". No matter how obliging and obligating it seems, it doesn't help "improving a worker's performance effectively". More than covering the loopholes, the rightful receptive guidance to rectify can be far more result oriented, thus creating a dedicated workforce for the company.

Heeding the excerpt from the book "Time Management – Make Every Second Count" (Bly, Roberts) – (sic) "Although, machines and chemicals don't care whether you scream and curse at them, people do. Your staff and co-workers are not just engineers, administrators, clerks, and programmers; they're people, first and foremost… with families and friends, likes and dislikes…with feelings. Respect them as people and you'll get their respect and loyalty in return. But treat them coldly and impersonally and they will lose the motivation to perform for you."
"Corny as it sounds, the Golden Rule – "Do unto others as you would have others do unto you" – is a sound, proven management principle. The next time you're about to discipline a worker or voice your displeasure, ask yourself, "Would I like to be spoken to the way I'm thinking of speaking to him or her?"

I do understand that this letter may hardly make any decent difference in our perspectives as our viewpoints may not match; yet if we could even 'agree to disagree', imagine what a clear channel of communication could help us accomplish together.The seeped in abrasive platitude behaviour is worth paying attention to bring in efficiency, mental peace and a cordial relation both for subordinates and superiors, eventually creating an experienced, dedicated, trustworthy workforce for the company.

Wishing well,
An Employee

Editorial NOTE: This article is categorized under Opinion Section. The views expressed in this article are solely those of the author and do not necessarily represent the views of In case you have a opposing view, please click here to share the same in the comments section.
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