To begin with, I echo rev. Prof. Banikanta Mishra's simple policy of refraining from attending any events by/of current students and asking students not to mention their names in assignments, etc as a measure of just marking delivered. And, in fact I was amazed that he did not attend u109006's brother's reception despite her dad being an old and good friend of his. While you may argue that a professor can still id a student, do you think this is relevant ?
A medium sized retail store was attacked, ransacked and looted by a group. Later, it turned out that the store supervisor was indulged in an affair with the accountant lady who was the wife of the accused and it turned the man freaky when he discovered this. What do you think the store manager should do?
A lady in an office files a case of sexual harassment against her manager, a high performing manager that the company can't afford to lose. She is trying to malign him because she did not get the promotion or the on-site opportunity she wanted, despite having tried her best by certain advances she plays on him.
Like Kagna Ranaut in Life in a Metro.
Like Bipasha Basu flirting with a competitor organisation's VP and extracting confidential data about a new product they had long invested in and planned to launch.
These are intricate issues that needs be dealt delicately partly through deterring contracts and mostly through fostering workplace ethics or organisation culture strongly in employees.
While no manager or organisation(especially in a highly competitive organisation where the stakes are quite high) can afford to lend a blind eye to such possibilities, the issue we deal here is how to resolve such trade-offs between the interests of employer and employees and how to preempt unforeseen and detrimental consequences resulting from affairs which often seem trivial to employees while encouraging the healthy ones.
- How do you know if it is a professional relationship among maybe quite open ended (sexually, hugging may be a sign of a reln. in India may be perfectly alright in Australia!) individuals or a romantic one transcending beyond work barriers?
- A romantic relationship can lead to romance through propinquity that is unhealthy or stay upto limerence that can be healthy
- How do you know who is the puppet and who has the strings in reln. involving equal graded employees?
- How do even know if breach of confidentiality or code of conduct or any activity or transaction potentially harmful to the organisation has occurred? In that case, how will you regulate the behavior of your employees? Doubts that 'sleeping with boss' can result in rapid career growth or other advantages in a competitive environment ensures that these transactions occur by stealth - a special reln can just foster that too- 'Discretion in exchange for advantage'. What will you regulate?
- Like some participants have slickly expressed fostering such reln. and that they often end up in marriage resulting in lifelong commitment of the duo to the organisation, how do you this would be the end?
- Moreover, contracts merely ensure that the clandestine edge of such affairs is heightened making the task of the manager more complex!!!
Second and most importantly, foster workplace ethics and an integrated approach to condition desired organisation culture in employees like Google does.
Well, in this case it was not right on the part of the GM
- in a way, force Pritam to sign the contract by coaxing the more gullible Jagruti to first sign it. He could have read the contract to both of them and asked them to come to consensus?
- Does he have evidence that their relationship is affecting the orgn. in a negative manner? If not, why not make non-disclosure of such relationships a strict no in employment contract itself?
- All such cases have been well explained by Ms. Swati Panda in her post though I don't get how she comes to an objective story of what could have happened like the Aaj Tak reporters. I rest my case now.
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