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A ladder without rung

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Mohammad Hussain Khan

It needs to comprehend that glory, greatness, grandeur and gratitude go to those who are men of actions. How long man lives hardly matters but how he lives is something that really counts in life. Everyone lives for one’s own self but eternity goes to those who live for others.
The men who work to relieve the mankind of its splitting sorrows and storming sobs certainly not see to their years but to their iron that goads them to do something for others. Certainly, a short life full of actions is much better than a long life of inactivity and indolence. The years, no doubts, add longevity to life but to lend it real grace and charm what man needs are the deeds of great quality.
In a work place subordinate and command run parallel to each other. Subordination gives strength to command but command never shares his authority. Command drives subordinates and thus the principle of subordination is the great bond of union and harmony between the command and subordinate. As such an employee of a government department wants recognition from his command who is caring guide for him.
Certainly for a government employee, workplace is the gifts and promotion is to glorify his work. This must to be taken seriously and led sensibly. Promotional blocks affect ones career prospects, potential and reputation. So employers definitely have to make decisions to glorify the work of employee at workplace. This can be achieved by the use of promotion as a reward in recognition to the work of an employee. Promotions usually lead to a better working relationship between an employer and an employee.
Every organization or workplace has a certain job hierarchy structure according to which an employee advances in that organization and gets promoted. But nowadays it seems just like a ladder without rungs and certainly so arduous for an employee to climb from one position to another.
In a line of duty government employee desires promotion to get a higher position after serving the department for number of years. But during this time other personnel in the career come directly at higher position with the result experienced government servant feels downgraded and never upgrades his stance.
Thus a promotion is needed for this particular employee in the workplace as having sufficient experience in the same line of duty. He does not just want to promise and talk but prove and act. This definitely motivates him to be more productive than before and improves his experience and exposure towards the career in play. To make him climb to the top of ladder employers should make steps in the ladder in the right direction by chalking a roadmap which can be called as strategy. But strategy is not enough, employers need to identify and plan the activities, actions and movements in orders to make their employees to climb the ladder and continue stepping closer to closer up to the top. I call these activities as tactics. The ladder of promotions could have as many steps as employers want but to reach the top momentarily depends upon the strategy and the ability to implement the tactics.
But do not get me wrong, if the ladder does not have right design government employers will be lost and the next step will become a lot harder to take.
What a paradox! The cadre review of J&K accounts services has not be taken since long so as to realign the service to the ever changing organizational needs and to remove various bottlenecks which might be existing at the time of constitution of J&K accounts service. This ill fated cadre is facing stagnation particularly at the level of AAO’s (Assistant Accounts Officer’s) which is a matter of disgust. How can they climb when ladder is without rungs and not leaning against the wall.
To avoid promotional blocks and enable the cadre members to climb the ladder the suitable rungs need to be framed so that cadre members can raise a few rungs up the ladder.
The need of the hour is rationalization of cadre from the functional, structural and personnel angles so as to improve efficiency and morale of cadre officers and thereby to enhance the effectiveness of the service in fulfillment of the objectives for which it has been established. It is well known fact that stratified workforces leads to enhanced efficiency with greater sense of belongings which in turn benefits the organization.
It is not too late to make a change. To improve is to change and to be prefect is to change often.
(The author can be reached at [email protected])

 


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