When we take a look at a typical organization, we can find the following: a group of people distributed among different departments inside the organization. These departments could differ according to the type of organization and the working environment inside.
However, there are important questions that need to be asked: on what basis do these people exist in these departments? Do they fit well in their positions? Are they happy with the work they do? Do they know what is required from them? Do they work in accordance with the general vision of their organization? Do they feel satisfied with what they’ve achieved? Can they achieve more at their work? Do they feel secure?
All these questions should have answers, but who is responsible for finding the best answers for these questions?
We all know that the ones responsible for all human-related issues in any organization is the HR team. However, in order for HR members to function properly, they should receive clear messages from the management regarding the vision of the organization and its main objectives. Vague messages prevent HR people from achieving their main task, which is acting as a link between an organization and its people.
The fact that most organizations don’t notice, or that which they are not willing to deal with, is that HR departments differ in nature from any other department inside the organization, as they deal with human beings. Their performance and plans can’t be measured in monetary values or numbers like other departments, such as financial, marketing, sales… etc. Measuring the success of an HR department is complicated as it involves dealing with people inside the organization, and achieving its goals regarding fitting people in their right positions, assessing their satisfaction or dissatisfaction inside the organization… etc.
The lack of clear and consistent communication between management and HR department inside the organization results in damaging the main link between the organization and its employees. You just can’t ask an HR member to find the right candidate for a position without a clear description, based on the required job duties and responsibilities of this position.
On the other hand, it’s not all about getting people, making interviews, filling vacancies, and that’s it. Dealing with people is a kind of art that people should be well prepared for by understanding all the details about the organization’s structure, and the work environment, since each place has its own unique culture and environment. Therefore, the big deal is finding the people who match this unique environment and not just finding a candidate with good skills and experience.
We can reach a conclusion that in order to get the optimal output from HR members: they should get the appropriate support and clear messages from the organization’s management. On the other end, HR people should consider the best ways for getting this input into their implementation plan, the unique culture and work environment of the workplace, and by closely monitoring and following up the organization’s members.
By: Nancy Wahid
Photography: Mohamed Sherif El Dib
EDITORS: Sarah Shalaby & Nada Adel Sobhi
Was it Critique,Training or Bluntly Bullying?
Artwork & Writing By: Rim Abdelhamid
At one of the call centers I worked in, since day one, the manager and the trainers who were supposed to help us learn and get adapted to the job, they kept telling me how much negative and depressing they think I am. They even went as far as calling me a DEAD person. My manager enjoyed making fun of me by imitating how he thought I used to speak or how I sound, saying that I have speech disorder -because this is “funny”- just a joke! He even tried to get others to join in. It was always the same excuse: they’re “trying to help me get better at my job!” Even though it had nothing to do with my performance and it started the first day I started work.
Let me tell you why -them trying to help me- was a lie? How this is not a critique but in fact bullying? What is the aim of bullies? What are the types of bullying in general? How do they start? And how to stop it?
What workplace bullying is…
When giving a critique one gives it based on actual facts. They could give a certain advice, or simply just tell the person what they’re doing wrong, etc… But it’s never calling them names; that’s abuse. What makes abuse turn into bullying is it not being on all employees but a specific one targeted, and over a prolonged period of time (not just one incident). The harassment behavior could be by one or more colleagues (subordinates and/or superiors), where the one being targeted is unable to defend his/herself. In that case it’s no longer a bad management issue, or a bad behavior by one individual but in fact one person being alienated; BULLIED.
How bullying is like at the workplace?
You might think it is physical? But no, bullies are smart! It cannot be psychical because it could cost them their job and even get them arrested. However, it’s a mental abuse. For example, telling you something hurtful in a way of “joking” or putting you in situations that could affect the quality of your work like unrealistic deadlines. Also, it could be things like yelling, threats or sabotage. Whatever it is, it is an action that could cause stress to the victim. And could cause them to feel trapped and it is repeated over time.
In my case, I was forced by that same manager to work overtimes and on weekends. And even without extra pay. Spending every day, and almost 12-13 hours a day, sometimes with no breaks, with no time to eat and no way of getting good sleep or the rest my body needed. And I couldn’t risk losing my job. Why though? Why would someone bully another at work? POWER AND CONTROL. The bullies in this case just want to feel in control and they do it by bringing others down. In my situation, I was the only one in my team with past experience in that field, the only one who didn’t need training so that was my manager’s and the trainers’ way to “put me in my place”. They didn’t have any real critique so they tried to gain power by verbal abuse, by overwork, by putting me down and stressing me out.
What makes victims not speak sometimes or have a hard time reporting the issue? Because of the charming personality of the bully. You’d think you can tell that the person in front of you is a bully but it’s actually hard to tell. Since bullies manipulate others with poker face. They are self-centered and in some cases sociopaths but likeable.
I was always being told it’s an “advice”, they’re “helping” me. All in the midst of me being bullied. I was made to think I deserved the way I was treated.
In other cases, bullies could come after you in a non-direct way. For example, by emailing a manager telling them you’ll meet a certain deadline when it’s impossible for you to do so, they’re not coming to you directly but instead they’re putting you in a situation where you can’t really decline, knowing you’ll be in a hard and stressful situation. They could work on making you lose your job in that same manner. So basically, they’re not monsters hunting you down literally, they’re just that guy/woman sitting next to you smiling while putting you intentionally in stressful situations. Making you feel stuck all the time.
Well, how to stop bullies?
The thing about bullies is that they test their target victim. So, if you right away push back, you’ll be ok. But if they managed to get to you, they won’t stop easily. You need to always address the situation head on. Call out the behavior and leave the situation, no matter how awkward or uncomfortable it might be for you at that specific moment. Instant action is a must. You should also document every single detail big or small. The reason why sometimes bullying incidents go undisciplined is the lack of evidence. Stick to facts, to what happened and do not allow anger or other emotions to cloud your action. Then reach out to the HR and bring the incident to their attention.
To conclude the key to end bullying is to remain calm, confident and immediately push back, by calling out the action then reporting it if it’s repeated.
If there is anything, I wish I could have done differently is not letting my emotions control me. While I didn’t get angry, but instead I felt stuck, depressed and worthless. I let them put me down and I accepted the idea that I deserve to be treated this way, this is why I never reported what happened. I should have only focused on achieving my target because that’s what evaluates the quality of my work, not what anyone thinks. I wish I could tell my old self that: “Harassment, stress and overwork do not help anyone. Teamwork, respect and positive work environment does. Always know your work duties (targets) and your rights as well.”
If anyone who’s going through the same experience is reading this, I hope you know now what to do.
Written By: Yasmine Gazzarine
Edited & Published By: Mariham Magdy
Nowadays, HR managers struggle with work place ethics. At this critical time where every detail is shared on social media, we, as employees, are not prudent enough to choose what to share and what not to share.
On the other hand, HR is confused what could be the criteria to judge upon or what should be taken seriously and what should not be taken into consideration regarding the employees social media posts.
Let me take you through my personal experience; I’m a consultant and trainer, in addition to my full time job, out of my bigger aim to influence the new generation. One day I found my personal photo among my trainees printed by the work printer. In a way or another, I knew who printed it.
The surprise was that it’s my dear beloved boss who did so, I confronted him in front of the section head and he just snapped shooting “I’m your boss and I’m free to do whatever I see appropriate, you’re my subordinate and I got unlimited authority to investigate you”.
For a moment I saw myself wearing prison outfit in dark dungeon dragging these feet cuffs and this big metal ball. Is working in an organization means being deprived from your free days? To cut it short I took my action to condemn this act as freedom trespassing which is illegal and unethical.
That drives us to the concept of work place ethics, does that means policies and procedures within the organization?!, or is it a personal factor depending on the culture, behavior and heredity ?! Going through some search we can easily find that the work place ethics definition is “the ability to maintain proper moral value within the workplace”. It is an attitude that shapes the way an individual performs his/her job duties with high moral standards.
This leads us to a more important question “Do you want to be a boss or a leader?” supportive or frustrating? In my point of view, every boss should or better be a leader. If you recognize that one of your staff has a potential or a sparkling skill, please win this employee, benefit from him, make him or her your ambassador.
As he/she demonstrates his/ her skill inside or outside the work environment he/she makes the organization image very good. As he/she delivers the level of professionalism within your organization outside…imagine what would this add to you later on?
Moreover, the competition between work-mates should be healthy and for the best of the organization. There is nothing wrong if your subordinate excels you in some skills or in some domains. Work environment is all about integration.
May be if we put clear fine-tuned policies and procedures this can enhance or guide the existence of preferable work ethics and their application.
In the Egyptian work environments there are always written policies in the background but what really rule the situation are norms. Egyptians are emotional people who are prone to consider anything you post on social media a direct projection on somebody or a certain situation.
But as HR, shall we take what’s posted on social media seriously?! or am I supposed to monitor every post of every employee?! In my humble opinion if a post contains bulling sentence against a colleague or the organization I shall take it seriously only in this case.
Anyway to avoid such problems, simply set rules, communicate it and apply it over all the organization. Be aware not to encourage ever an employee who spread rumors or snitches even if it’s for your own benefit cause Karma always gives you back what you give.
5 Reasons Why Smoking is Good for your Employees and Workplace!
Written By: Mahmoud Mansi
The average number of smokers consume around one pack of cigarettes a day or less. During their working hours they will take at least five short breaks in order to smoke. During these short breaks there are various unnoticed benefits for the concerned employees and for the organization. No doubt smoking has its harms as a habit, however we can see a different perspective…
1-Back, Neck and Eye Pain Release
Continuous working on the desk causes back and neck pain, same goes with staring at the screen for a long time and forgetting to rest. Nonsmokers in most organizations tend to spend more time on their desks forgetting all about taking short breaks.
2-Brainstorming and Communicating
Many smokers would agree that during their “short breaks” they mingle very well with colleagues or managers, talk about KPI’s, discuss concerns related to work, suggest ideas, share solutions and communicate more freely than inside the office environment.
3-Meditation, Less Fatigue, More Focused
If not mingling with others, some of the smoking breaks are all about solitude, spending time with the self, breathing slowly and contemplating the view or some ideas. This solitude and quick meditation gives the person the chance to take a mental and emotional break from the stress environment then return back recharged and ready to complete the day.
4-Fresh Air and More Exposure to Sun
Employees are almost trapped all morning and evening at the office, they forget that they need to breathe fresh air instead of the air conditioner and be exposed to natural sunlight. Many employees suffer vitamin D deficiency because of that reason.
5-More Connected to Personal Life
Usually spending most of the time answering office calls, emails and delivering tasks on the laptop or doing some paperwork, employees forget to check their social media updates, call a family member or answer a message sent from a friend. Work keeps them detached from the community and it might cause increase in stress or anxiousness. With breaks employees tend to check their personal messages and have a chance to connect and fulfil their social needs.
Healthwise, smoking is harmful, and smokers – like all other people – are attached to a habit. Every person has a different habit that they wish to change or not!
The purpose behind this article is to see the other side, and how professionals can change the system of the organization in order to provide the discussed five benefits to ALL employees (smokers and non-smokers), and therefore have a working environment that cares about their employees’ backpain, neck pain, eye dryness problems, providing channels of informal communication and innovative ways to brainstorm, caring about employees’ fatigue and nourishing their souls and minds with meditation, giving a chance for employees to be daily exposed to the sunlight and nature, and giving some measured space for them to connect with their families and community.
Winners in the 2021 Middle East & North Africa Stevie® Awards Announced
Honors Sponsored by the RAK Chamber of Commerce & Industry Recognize Innovation in 17 MENA Nations Winners in the second...
Interview with Mustafa Naisah, Mustafa Naisah, People Learning & Growth Partner
“We need to tap into the mind-set and enhance it by changing the story we tell ourselves each morning and...
Wellbeing @ Work Summit Middle East 2021 – Diversity, Inclusion and the Holistic Wellbeing approach
Written by: Cinzia Nitti A working environment characterized by greater Diversity & Inclusion has more chance of being a place...
Wellbeing @ Work Summit Middle East 2021 – where balance, resilience and authenticity break the Mental Health Stigma
Written by: Cinzia Nitti Globally, 2020 has been a year like no other. Coronavirus pandemic caused a massive business disruption;...
The Wellbeing @ Work virtual Summit Middle East returns for its 5th annual event on 22-24 February 2021
The summit provides an innovative and experiential virtual learning opportunity for our audience of CEOs, benefit and reward business leaders...
Interview with Keith F Watson -Online Tutor ICS Learn
“We feature our student success stories in our monthly Student Newsletter, as we know this inspires learners to keep going...
Gulf Sustainability Awards are open for entries
HR Revolution Middle East has been announced as an official media partner of the 2021 Gulf Sustainability Awards. Taking place...
Interview with Mohamed Faisal Al-Nizami, Country Manager at Mercer Egypt
“Nowadays, Reward in specific is one of the hottest topics that keeps execs busy, in a world that is shifting...
Interview with Dr. Sanjay Batheja, the Co-Founder and Director of Capital University College
“Capital University College believes in fostering young talent by giving students an international perspective and ideology to the industry. With...
Interview with Mr. Ishaq Ameen Alkooheji, Founder & Senior Consultant at IMA Consultancy
“The ROI methodology can be used for not only measuring the impact and ROI, but also for planning for better...
- Arbeit Tipps
- Business Poetry
- Careers in Alex
- Civil Work
- Criticize HR
- Employee Diary
- HR Feminism
- HR Fossils
- Job Opportunities
- Kritisieren HR
- Personal Branding
- Press Releases
- Work Tips
- حفريات موارد بشرية
- حقوق المرأة والموارد البشرية
- مقابلات شخصية
- نصائح عمل
- نقد الموارد البشرية
- نقد سينمائي
Interviews2 years ago
Q&A with Founder of Shaghalni; Omar Khalifa
Interviews9 months ago
Agile HR: Q&A with Fabiola Eyholzer | Co-Founder Just Leading Solutions LLC
Articles5 years ago
10 Reasons “The Intern” Is a To-Watch-and-Learn Movie
Articles4 years ago
Challenge Stressors Versus Hindrance Stressors, and Resources to Overcome Stressors
Interviews5 years ago
حوار صحفي مع الكاتبة الشابة والمهندسة نوران السقيلي
Articles1 year ago
6 Personality Traits that Tell if you are a “Considerate” Employee
Magazine12 months ago
إدارة الموارد البشرية في المؤسسات التعليمية
Interviews5 months ago
Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker