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5. Socialism - Equal hike for all, has failed due to non-motivating and non-differentiating aspects!
Will lead to complacency in the system. I guess this might work considering the huge supply. 6. Make it Dynamic, everyday - Each individual to mark a day, Red, Ambar and Green; how was a
day spent! Enter the notes, just 1-2 statements for a day, Your mood, based on experience of a day, how good and bad you did, how good and bad the opportunity existed on a day, and you delivered, was that a happy point you discussed with colleague during a cup of tea or bad or pathetic point, etc; consolidate data of a year! (Or supervisor entering how was a performance of a day of subordinate. Has he delivered what was supposed to be? ) Supervisor to guide how to mark RAG. It is said failures to be rewarded, so never disclose even marking Red could get you
the reward! Seems practically difficult, and needs guts to accept such theory and practice! 7. Let market decides the salary. Let employee disclose and attend the interviews, whosever offers
the highest to the role, will be matched to role and salary. If role does not exist, allowed to resign and let go grabbing the opportunity. Those who are happy will not attend the interview. This will bring an advantage of growth in a role as well. Issues could be, would everyone keep attending the interviews to check their market value? Yes. Would employee be mature to sum the total of (tangible salary and intangible benefits)?..probably yes! Intangible benefits like work life balance, opportunities, alignment to the merits, no discriminations, good people around, unique & simple policies, non-political environment, respect, recognition, etc. to be appropriately considered. Also education and spreading awareness needed if this method is adopted. Seems again practically difficult, and needs guts to accept such theory and practice!
Theory is simple, let market forces decide! This is happening to some extent. 8. Employment : Every year millions of resources are graduating and getting ready. Most of the
seniors having experience great than 14 years are equivalent and surely not worth of their salary. Can we (all industry leaders) put the upper cap for salary of seniors and that too at survival level, say 20 lacs max. Money thus saved should be budgeted for freshers to be
employed. Opportunities to many instead of restricting to the heavy mass. In short there is no simple, quicker, accurate, rational and most important scalable appraisal mechanism. No methods address the differentiating good and contributing employees correctly! So just live with some mechanism till some innovative master brain comes up with something widely acceptable idea and others follow. We have a challenge to address the issues. Going forward, Innovative and efficient way will be implemented - Remove fat layer and have a flat structure! Will bring social unrest however fittest will survive! Be competitive and cost effective! It would be at the cost of social restlessness, however capitalists work ruthlessly, and just for profits! There is one more thought keep bothering me. For top positions salary is like 12- 20 million $, etc. Wondering what these guys must be doing with so much money? Have heard about owners being philanthropist however not heard any salaried employee to be so!
1.3 Social 1.3.1 Stop bad habits and keep away Most of the bad habits get developed due to peer pressure, excitement and curiosity. Main reason not remaining firm to the principles is the mental weakness.
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