Moral Science classes were what we had back in school in primary wing. Interesting stories were told so that we could make an appropriate analogy of the deeper meaning. Morality in simplest of terms has no definition as there is no benchmark to measure the levels exhibited by an individual. But the closest we could get is by saying: “understanding one’s conscience and doing the right thing for the right cause”.
However like I said it has no benchmarks and industry specific behaviour, so each individual deciphers it as per his/her needs and desires. And there are many times when the line has been crossed. And what remains behind is for the HR folks to conduct an enquiry and question the acts. It would be appropriate to name it as ‘Acts of Morality’. If we look at Morality by Wikipedia definition we are presented by 4 kinds, further classified into different categories. Picking up the one that we could remotely relate to organizational needs for our sake of convenient understanding i.e. based on anthropological perspectives, the ‘Cultural Impact’ which constitutes the parameters vis-à-vis wisdom/knowledge/courage. Like in the cultures all across the globe each organization is distinct with the kind of culture it has inhabited within, since years of existence. But can the organizational culture be always blamed and accredited for the lapses that keep happening from employees’ ends. Is it that the flag bearers of the organizational culture feel the need to police around? Imagine if this seems the need of the hour, the organization would feel “Instead of the cross, the Albatross About my neck was hung.” [From the poem ‘Rime of the Ancient Mariner’ by Samuel Taylor Coleridge] meaning carrying a heavy burden across the lengths of the shoulder!
Presenting a small case-let which explores the ‘Acts of Morality’ which needed to be policed around and questioned about the intentions.
In a manufacturing organization, where deliverables are what the organization keep striving to achieve – meeting client requirements on projects on time. However it’s a well known and accepted fact that delays do occur – a month, here and there. Which eventually leads to extensive liaison with clients and this means special officers from the HR Dept. under Legal systems are designated such posts. This also means they would by in large take care of various tours and would be country trotting. Such officers when on tours carry an advance for the conveyance, as well as the period of stay that they need to be at the client side; all the bills that come out of local Travel Allowance (TA) and Daily Allowance (DA) as well as hotel (accommodation) / food bills are reimbursed by the organization when they get back. This also includes footing the phone bills.
The Issue: Begins when the officer cannot resist being human and getting submissive before personal needs and desires. Phone availability and cheap TRAI rates combined with convenient service providers in India has revolutionized the concept of being mobile and available always. The officer is on tour to a client site within same state boundaries, which means no roaming charges apply. Now who wouldn’t like to catch up with old friends and socialize at the cost of the organization, right? Wrong!! If the officer gets a Rs. 600 /- recharge done, for liaison and company requirements. This means on applying local charges Re. 1 /- per minute, he used the phone for 10 hours. The officer invited further anguish and wrath when not one day of his 10 days ‘on tour’ status, he reported to his boss or the HR Dept. head. Whenever the organization tried reaching him, his phone was switched off or out of coverage area! When he got back, he produced his bills and coupons for reimbursement. He claimed higher expenses than what it originally was on accommodation and food charges. All of which was monitored and cross-verified with the numbers of hotels/restaurants numbers on the bills.
Though the officer faced reprimand on his behaviour and received punishments the manufacturing organization typical ways – a transfer order; however would that curb the urge to utilize the resources at organizations’ expenses? Is our moral system so strong, that we wouldn’t get docile for availing just a mere benefit? What can we do about the situation and prevent it from happening in future? Can we give a fixed quantity of amount depending on the city that is being visited and based on the city’s standard of living! But how could it be guaranteed that the officer not fall short of money, and use personal means to pay up; when he is representing the organization!
Restricting the outflow of money is definitely not the answer, nor is a transfer order; coz what has not changed is the perspective of the employee and his intentions. Such intentions which are not healthy for any organization. Since quoting amount higher than the actual involves a case of ‘amassing wealth from the Co.’ which is equivalent to committing a fraud, be of whatever frequency! High time Moral Science classes are organized within organizations. Much integrated with the Learning & Development programmes, some small talk about human behaviour, importance of morals in life, awareness of how amassing is affecting the growth of the organization and how un-healthy practices would lead to distrust among fellow employees’ and the management. And strengthening the fact, that if employees default on morals, he/she be ready to be enquired upon and face severe reprimands! Based on continuous behavioural issues, one could lead to termination from services as well. The message be loud and clear, and the Learning & Development team needs to start surfing the internet; meanwhile the disgraced officer would now on have to look after Stores, something that he isn’t ready for; after loosing trust from management!
Primary school days revisiting indeed!
However like I said it has no benchmarks and industry specific behaviour, so each individual deciphers it as per his/her needs and desires. And there are many times when the line has been crossed. And what remains behind is for the HR folks to conduct an enquiry and question the acts. It would be appropriate to name it as ‘Acts of Morality’. If we look at Morality by Wikipedia definition we are presented by 4 kinds, further classified into different categories. Picking up the one that we could remotely relate to organizational needs for our sake of convenient understanding i.e. based on anthropological perspectives, the ‘Cultural Impact’ which constitutes the parameters vis-à-vis wisdom/knowledge/courage. Like in the cultures all across the globe each organization is distinct with the kind of culture it has inhabited within, since years of existence. But can the organizational culture be always blamed and accredited for the lapses that keep happening from employees’ ends. Is it that the flag bearers of the organizational culture feel the need to police around? Imagine if this seems the need of the hour, the organization would feel “Instead of the cross, the Albatross About my neck was hung.” [From the poem ‘Rime of the Ancient Mariner’ by Samuel Taylor Coleridge] meaning carrying a heavy burden across the lengths of the shoulder!
Presenting a small case-let which explores the ‘Acts of Morality’ which needed to be policed around and questioned about the intentions.
In a manufacturing organization, where deliverables are what the organization keep striving to achieve – meeting client requirements on projects on time. However it’s a well known and accepted fact that delays do occur – a month, here and there. Which eventually leads to extensive liaison with clients and this means special officers from the HR Dept. under Legal systems are designated such posts. This also means they would by in large take care of various tours and would be country trotting. Such officers when on tours carry an advance for the conveyance, as well as the period of stay that they need to be at the client side; all the bills that come out of local Travel Allowance (TA) and Daily Allowance (DA) as well as hotel (accommodation) / food bills are reimbursed by the organization when they get back. This also includes footing the phone bills.
The Issue: Begins when the officer cannot resist being human and getting submissive before personal needs and desires. Phone availability and cheap TRAI rates combined with convenient service providers in India has revolutionized the concept of being mobile and available always. The officer is on tour to a client site within same state boundaries, which means no roaming charges apply. Now who wouldn’t like to catch up with old friends and socialize at the cost of the organization, right? Wrong!! If the officer gets a Rs. 600 /- recharge done, for liaison and company requirements. This means on applying local charges Re. 1 /- per minute, he used the phone for 10 hours. The officer invited further anguish and wrath when not one day of his 10 days ‘on tour’ status, he reported to his boss or the HR Dept. head. Whenever the organization tried reaching him, his phone was switched off or out of coverage area! When he got back, he produced his bills and coupons for reimbursement. He claimed higher expenses than what it originally was on accommodation and food charges. All of which was monitored and cross-verified with the numbers of hotels/restaurants numbers on the bills.
Though the officer faced reprimand on his behaviour and received punishments the manufacturing organization typical ways – a transfer order; however would that curb the urge to utilize the resources at organizations’ expenses? Is our moral system so strong, that we wouldn’t get docile for availing just a mere benefit? What can we do about the situation and prevent it from happening in future? Can we give a fixed quantity of amount depending on the city that is being visited and based on the city’s standard of living! But how could it be guaranteed that the officer not fall short of money, and use personal means to pay up; when he is representing the organization!
Restricting the outflow of money is definitely not the answer, nor is a transfer order; coz what has not changed is the perspective of the employee and his intentions. Such intentions which are not healthy for any organization. Since quoting amount higher than the actual involves a case of ‘amassing wealth from the Co.’ which is equivalent to committing a fraud, be of whatever frequency! High time Moral Science classes are organized within organizations. Much integrated with the Learning & Development programmes, some small talk about human behaviour, importance of morals in life, awareness of how amassing is affecting the growth of the organization and how un-healthy practices would lead to distrust among fellow employees’ and the management. And strengthening the fact, that if employees default on morals, he/she be ready to be enquired upon and face severe reprimands! Based on continuous behavioural issues, one could lead to termination from services as well. The message be loud and clear, and the Learning & Development team needs to start surfing the internet; meanwhile the disgraced officer would now on have to look after Stores, something that he isn’t ready for; after loosing trust from management!
Primary school days revisiting indeed!
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