Retention - Result of Recognition, Realisation, or Revenge?
Retention
Result of Recognition, Realisation, or
Revenge?
Inside every Block dwells a
beautiful statue –
The Bhagavat
Gita – the Universal book of the revelations helps to unravel the beauty within
every human being. It helps to discover the magic potency of self-governance. A
smart look inside oneself awakes the thoughts within. The whole world
converges to that rare person who has empowered and tapped his/her inner
resources. Such a person achieves success effortlessly. He/She is happy and
evolves to full potential cultivating inner resources adequate and complete.
Clarity, value
neutrality, and integrity are the three factors contributing to the Personality
when it comes to the aspects of work culture. There is one more term designated
as Personality Plus. Personality Plus at work takes things a step further and shows
how to work successfully with anyone by paying attention to basic personality
differences. What happens when personalities are ignored, how each personality
can lead, and how can different personalities to maintain a vital and
harmonious workplace? Managers and leaders especially look at the insights.
Anyone who works with Co-workers will discover how to harness the power of
personality.
The above
elaborations equally apply to family members.
In a
workplace, everybody thrives on a livelihood, and over some time the focus
shifts to elevation in conjunction with performance. Senior personalities see
elevation as automatic conformity, while those who excel in their field with
proven skills look at something extra., in the form of recognition more at par
with their Seniors. When it is not in the office they are disgusted and fed up
losing their interest in the job and looking for other options like hopping
over.
Retention is
looked at from a broader perspective. Every Institution, Company, Organization,
Conglomerate, and Government weighs the pros and cons of the resultant factor
when it is forced to decide on that particular personality’s grievance. The
gain and loss of such individuals have been thoroughly weighed in the
collective interest.
The decision
to retain the individual can be seen from different perspectives.
Retention as Recognition:
Yes. Deemed
fit to retain with added accommodation in the form of benefits based on the
expectation of the individual and affordability. It is in recognition of the
services and contributions by the individual for the overall welfare including
the applied future. This mostly depends on the age of the individual and
experience in terms of suggestions in the management.
Retention as
Realisation:
This is merely
the outcome of the cons of the factual analysis. More weightage is given to the
resultant factor of the void created by the absence of the individual and the
improbable time gap for his immediate replacement. This is mostly at a stage
when the management fails to take cognizance of the inner conflict of interest
of the respective individual.
Retention as a Revenge:
This heading
may be looked at as absurd, but the truth remains. Many a time it is seen that the
Retention of a particular individual can be detrimental to the interest of the
Organization, but the exit of the individual may cause more damage thus
retaining the individual is solely to save the face of the Institution. In
other terms, it is looked at as an act of revenge on the Individual.
Truth is hard
to digest but it prevails.
Now apply the
same rules to the family and get an answer for yourself.
Scripted by:
Sethumadhavan
Venkatrao
Chennai, India
+91 9962859676
Email: ssssethu@gmail.com
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