Retention - Result of Recognition, Realisation, or Revenge?

 

Retention

 Result of Recognition, Realisation, or Revenge?

 

Inside every Block dwells a beautiful statue – Michelangelo.

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