I agreed with Shankhadeep on the point that relationship at workplace can be used for gaining some unfair advantage as we have seen in the movie “Life in a Metro”. But what is missing in the story is any evidence which suggests that Pritam has favored Jagruti at any point of time which brings in the concept of favoritism.
What is also questionable is that whether Top-management is worried that if Pritam is promoted to higher position he will use his position for giving unfair advantage to Jagruti.
Now as we have seen this culture of Love Contract is quite prominent in foreign countries especially in England, what ground it holds when it comes to Indian Corporate Culture. For this when I was browsing on net I came across different point of views which I would like to site:
Organization uses love contract to ensure maximum objectivity at work. Keeping jealousy, favoritism and conflict at bay is another motivating force. I am posting few examples of HR people and employees and what they think about this Love-Contract culture in Indian context:
Dwaipayan Guha (DGM) said that organization should not interfere with personal life of employees and they should provide private space and organization should respect this.
Neha Mishra (HR professional) also dismisses the idea. ‘‘It is not the HR department’s job to step into their employees’ lives. Also, with people falling in and out of love all the time these days, it will be difficult to accomplish.’’
Smriti Nawani, a BPO exec, said that as long as employee is doing no harm to organization, organization has no right to keep a tab on them.
But there are people who support the idea.
PR professional Kavita B said, “A love contract sounds like a wonderful idea. The Indian HR should implement it soon.”What is peculiar about this example is that this lady had applied for a job in a company where she had cleared all rounds of selection but ultimately rejected when she told top management that her husband is also working in the organization. So she felt that having a love-contract would have solved her case.
There are many cases of married couples working the same organization by hiding their marital status. This arrangement lets them enjoy the ‘single status’ and they don’t have to bear the brunt for the other’s goof-up.
What is my concerned is how will you draw a line between people’s interaction and their consequences on the job productivity, favoritism etc.
It’s not just about Love-Contract, in future we might see Friendship Contract, where if you are working in any organization where any of your friend is working at senior or junior position you have to sign this contract. If this happens then it will be hard to join any organization as world is so small.
What is more intriguing and confusing is what if a person develops a relation at workplace after joining, Does this mean that you are not supposed to express your feelings at workplace or you have to express simple human emotions under the guidlines of your organization? There can be alternative solutions which do not require presence of contracts.
As one of the executive rightly said that ‘‘No workplace can function in an absolute objective manner. Favoritism can be talk as a positive term also.Relationships in offices can be both romantic and non-romantic. A boss can be friendly with some of his employees. This is where favoritism comes in. Also, we mustn’t ignore the fact that everyone likes to bet on the best.’’
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