Organizational Management or Mismanagement

Job Calling

I graduated from a top college in Production Engineering and was recruited as a Graduate Trainee Engineer in a top-notch MNC. It was a proud moment for me to get a job and to be the only candidate to be placed! I took up this job to fulfill my dream of making it big by getting into an MNC. I joined the firm on the said date. I had other opportunities at hand, but I went ahead with this company, due to its world-wide reputation.

On the Job

I was placed in the Marketing and IT systems under After-Sales Operations team. I thoroughly enjoyed my work. The work load was

plenty and I got to learn new things every day. Work was going good, with every day loaded with new tasks and responsibilities. A year passed by with lot of knowledge and hard work.

Confirmation Letter Crux

At the end of the year when I asked about confirmation letter I was told I’m not getting it. It came as a shock to me. They neither informed me nor my college about this. I had left all other job offers and my career seemed to be hanging now. I also realized that not only me but even others suffered a similar plight. Even GETs (Graduate Engineer Trainees) who joined with me were asked to leave. Apparently the agenda of the company was to remove people and reduce the head count to reduce extra costs.

Marketing Strategy

The Vice-President was from marketing background. He presented to the upper management the profits made for the company by removing highly paid experienced people. The strategy used to force them to resign was to offer them an increment of 2% only. An experienced Deputy General Manager in Training Department who travels across the world to impart training worldwide and brings in a revenue of 3-4 Crores was asked by management to look for new job. The loss of such richly experienced and highly skilled trainer is going to impact the organization in the long run. Another thing I observed was the trend to not give confirmation letters to female unmarried trainees. A clear case of discrimination between the two genders.

Long term impacts on the MNC

Some years back a job in this MNC was considered as prestigious. There was a guarantee and assurance that you would be confirmed if you did your work well. But now even the smart and intelligent workforce is asked to leave the firm.

Not only are the employees in hot waters, but also the dealers. Changing policies and circulars put them into daily dilemma. The brand name will eventually suffer an irreversible loss. Its future looks bleak.

I moved out of that MNC and joined elsewhere. But the situation left me with a lot of questions-

• Should the top management be allowed to take such harsh decision?
• Should senior experienced members be replaced with younger cheaper force?
• Would lesser salary equate the experience gained over years of handling different clients and situations?
• Should women be treated with a difference to justify your total profitable margins?