The flawed recruitment and promotion policy

Do you have a competent human resource?

Dionesia is a human resource manager of a government office. If there was a need for an employee to be hired in their department she normally would ask her officemates, friends and subordinates  to recommend her anyone they knew and for as long as they meet the minimum qualification they usually are immediately hired.

Same as when there is a promotion, it doesn’t go through the usual stringent process of selection. What Dionesia does is to promote somebody  who is recommended by someone powerful in and outside of their office.

This has been her culture for so many years: source her office need of human resource from her officemates, friends and subordinates. And promote people with powerful connections.

After a few years Dionesia noticed that their human resource was performing poorly. And their work attitude and dedication were also not good enough.  Bothered by these findings she hired an Organizational Development consultant to ferret out the root cause of their human resource’s poor behavioral and motivational problem.

After a series of interviews and in-depth examination of their recruitment and promotion procedure. The OD consultant recommended to her to immediately replace their patronage and connection based recruitment and promotion policy. For the simple reason that it was the root cause of their problems.

As to their present crop of lazy and incompetent work force. The OD consultant recommended that they go through a series of especially designed values and motivation oriented seminars. If they mend their ways they shall continue with their employment. 

Otherwise appropriate and legally allowed actions should be taken to reassign them, demote them or even separate them from the organization.

Isn’t this also the problem of many organizations today especially government organizations? Whose tendency is to gravitate toward patronage and power based recruitment and promotion?

When we veer away from the standard and time tested method of recruitment and promotion. And replace it with patronage and power based scheme.  There would be incompetent and lazy workforce and there would be breakdown of discipline.

If the organization is government it will not be able to provide the expected excellent service. If the organization is privately owned, this organization will eventually cease to operate. And the culprit is the human resource manager who used a flawed method of recruitment and promotion.

Do you have a competent Human Resource? -  Marino J. Dasmarinas  

Sex maniacs in your workplace

Virginia is a twenty something married woman who was working temporarily in a government office. She was young, beautiful and intelligent thus everyone took notice of her. The head of the government office saw her and he immediately offered her a permanent job. She excitedly grabbed the opportunity and he became her immediate superior.

After a few days at work Virginia noticed her boss salaciously glancing at her as if to send a message that he is very much interested to covet her. Two weeks had passed her boss asked her if he could have the telephone number of her husband so that he could call and ask her husband’s permission for her to render overtime work.

To make a long story short, the husband believing that it was an honest to goodness work allowed her to render overtime. While rendering overtime work her boss suddenly grabbed her and tried to kiss her. After which she slapped him with all her might and run away, the next day she filed a sexual harassment complaint against her boss.

There are many sex maniacs in the workplace who would initially pretend to be nice respectful and gentleman. And majority are men: Evil men and men with diabolical minds.

They would hide their beastial desire/s by pretending to be gentleman and nice yet their minds are filled with filth. Thus, they will start to create a situation where they could capture their prey.

He may start by asking his prey to render overtime work with him or by asking his prey to accompany him to meetings and other office engagements. The prey may even be asked to join an office task force with him. All these he does to soften the guard of his prey and to create a positive self image for himself.

Another instance where he will try to begin his evil scheme is during office team buildings, office engagements, parties and so forth. For example, during group picture or awarding ceremony, this sex maniac in your workplace will try to extend his arm and put it on your shoulder or do other things to touch you simply to test if you would allow it or not. The moment you allow it you are already feeding the desire of this evil man with a diabolical mind.  

He will try to probe further up to what extent he could advance his carnal desires. And when he feels that he could push it to the limit he would try very hard to do it so that he could commit his evil desire. 

But why are there sex maniacs in the workplace in the first place? This is for the simple reason that there are willing female victims, victims who do not complain and who willingly dance to the diabolical beat of these evil men and sex starved maniacs!

However, the moment you immediately resist, the moment you refuse whatever attractive traps that he lays before you. And the moment you rebuke and shout to the whole world his evil and insidious ways. This sex maniac in your workplace will immediately be put in the wall of ignominy and forever suffer for his evil and bestial actions.

Don’t fall prey to this evil and sex maniac in your workplace. Immediately rebuke this salivating devil  no matter who he is and no matter how high and mighty he is in your workplace.

Is there a sex maniac in your workplace disguised as a gentle and respectful man? - Marino J. Dasmarinas

Should a Leader be vindictive?

There is a story of a man who was promoted to become the president of a big business corporation. Prior to his promotion he was first strictly evaluated by the Board of Directors of the organization. Those who were opposing his promotion were given the space to talk against him most specifically about his moral fitness for the position.

But because of his sterling performance the BD did not put much value to the valid accusation, thus the man was still promoted. Immediately upon his assumption of office he arrogantly cursed those who opposed him and he made life difficult for them in the organization.

Soon after it created a wedge in the company which resulted to the company’s missing its goals and targets. His arrogance also created factionalism among his subordinates: those who were for him and those who were against him.

After two months his attention was called by the board of directors and he was told to improve the organizational climate and achieve the targets of his organization. But the problem persisted and he was eventually told by the board of directors to resign from his position.

What if he did not become vindictive? What if he simply called for a meeting with those who were opposing him. And extended his hand in reconciliation and told them to move forward and let bygones be bygones? He could have effectively governed his office and in the process achieved its organizational targets.   

Vindictiveness is arrogance it's also power and ego tripping, therefore it has no place in an organization more so in leadership. The leader is only dividing his organization by being vindictive thus this will result in the polarization of his people which will result in the failure of his organization.   

A good and effective leader must be humble, he should be a uniting and not a dividing factor in his organization and most importantly he must not be vindictive. – Marino J. Dasmarinas 

President elect Rodrigo Duterte’s communication style

After nine days we now have a new president in waiting in the name of Mr. Rodrigo Duterte. Why was he very successful in communicating his message of change, discipline and honest governance to the Filipino electorate?

Duterte employed simple and ordinary language, language which can easily be understood by the ordinary folks as well as the educated. He communicated himself with authority and conviction and as someone who understands the plight of everyone.

 He also presented himself as himself, in other words what you see is what you get. He presented himself as an iron fisted candidate who will not hesitate to combat, criminality and the menace of illegal drugs. This has been the identity of president elect Duterte even when he was still a mayor for many years in the city of Davao.

By presenting himself as a simple man, by using simple language, by not hiding beneath an identity that was not himself and by presenting himself as a strong leader. He connected with the Filipino people and he effortlessly communicated his message of change and discipline. Thus, Duterte was elected as the next president.    

What can leaders and managers learn from president elect Rodrigo Duterte’s communication style?

1   1.  Use simple language when communicating with your subordinates.

2      2. Be yourself and be sincere don’t pretend whom you’re not.

3    3.  Be simple in your appearance so that your subordinates can identify themselves with you.

 4. Communicate with authority and conviction. – Marino J. Dasmarinas 

Do you find it hard to connect with your subordinates?

Many managers/leaders find it hard to establish a connection with their subordinates. Connection means establishing a rapport wherein a manager/leader will have a healthy relationship with his people. where there is no barrier that impedes the flow of formal and informal communication between the manager and his subordinates. And if there is no barrier there is a smooth flow of communication that will result to an open and dynamic organizational environment.

How will a manager/leader establish a healthy connection with his subordinates? Here are three for your consideration:

1   1.) He should reach out to his subordinates – Reach out means that he should find time to mingle and talk with them. He should initiate the conversation and not wait for his subordinates to initiate it. If the manager/leader initiates the conversation it shows his humility and willingness to build bridge with his subordinates.

2    2.) He should learn their topics of interest - This means that if your subordinates love to talk about current movies by all means try to learn more about current movies. So that you will have a natural conversation with them.  If their interest is about God and strengthening of family values try to learn about these topics as well. In other words a manager/leader who desires to connect will not hesitate to walk the extra mile to achieve his objective/s.

3    3.)  He should learn to use simple language – This means that you should use simple and easy to understand words. It’s a mistake for a manager/leader to use complicated and hard to understand words, for the reason that this would create an environment of aloofness and egotism.

If you know how to connect with your subordinates you can easily communicate to them your ideas, visions and goals for your organization. – Marino J. Dasmarinas 

The connection between humility and effective Leadership

Does humility have a role to play in effective leadership? Yes it does, for without humility there would be no effective leadership. Just imagine a leader who assumes and boasts that he knows it all. How would he be perceived by his followers/subordinates?

He surely would be perceived as arrogant and full of himself by his followers and by that perception the leader doesn’t earn the respect of his followers. And when a leader doesn’t earn the respect of his followers/subordinates there will eventually be a failure of leadership.

When a leader is humble he is always open to listen, always open to learning, to suggestion and so forth. He always creates a welcoming atmosphere in his organization where everyone is encouraged to talk and speak for the good of the organization.

Many leaders are afraid to engage humility in their leadership style because they think that this would weaken their position of leadership. On the contrary humility strengthens the position of leadership for the simple reason that it encourage participation and openness.

It opens the doors and windows of the organization and the position of leadership to fresh ideas and insights. – Marino J. Dasmarinas   

Are you an effective leader?

What defines an effective leader? An effective leader is someone who is followed, respected and obeyed by his subordinates. He very seldom employs fear as a vehicle for him to be followed, respected and obeyed. He simply uses simple yet effective leadership skills to influence and transform his subordinates.

For example, if a leader tells his subordinates to do or follow a certain organizational procedure or method. An effective leader should not simply be satisfied with telling them he should also be the first to lead the way for them.

He should not delegate this responsibility to somebody else no matter how busy his schedules are. He should find time and lead the way himself so that he/she will earn their respect.

Many leaders fail to inspire and influence their subordinates because they love to delegate and they don’t walk their talk. If this is the scenario there would be a failure of leadership for the simple reason that leadership is not about delegation of functions. 

Leadership is all about inspiring and transforming people, it’s about making them think that they could do things positively and effectively. All of these can be done by an effective leader.

Are you an effective leader? – Marino J. Dasmarinas