Proceed On Sadar Hills & Jiribam!

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By: – G.S.Oinam
Sadar Hills situation is worsening, volatile, and highly sensitive and perhaps, beyond state government to control over, in case of violence is erupted. We don’t like the history to repeat itself (1993 ethnic clashes).  Should like to ask you to agree for the moment to think of Sadar hills conflict as neither good nor bad; will consider it without ethnic prejudgment to think of it as warfare of the people, but as the appearance of difference- difference of opinions and interests. When two desires are integrated, that means that a solution has been found in which both desires have found a place that neither side has had to sacrifice anything. I will not give any conclusive note right now, but a suggestive note may suitable for Sadar hills message goes rightly. Only my comment is that feel yourself as an inhabitant of Sadar hills, Jiribam, Ukhrul, Tamenglong, Chandel  etc before and while talking on the issue— that’s ethnic sense. Second point, district creation/ bifurcations of district are not related to race, cast and religion; it is related with manageable geographical area and its population in the district administration. Core reasons – why they demand full fledged revenue district? What is the objective? What happen to the present district administration? What benefit will gain after new district creation? What is loss or gain of the parent district? How & what will replace the loss if they fill something missing?  If you understand the reality you can do sacrifice your vested interest to a certain degree.

The Senapati District was earlier called the Manipur North District which came into existence on 14 November, 1969 with its headquarters at Karong, later the DHQ was shifted to Senapati on 13th December, 1976. Proposed Sadar hills (east and west) comprising of 3 subdivisions i.e. Kangpokpi, Saikul and Saitu, shall not be base on ethnic issue. This is an issue for fast track development- model district. Kukis are the majority inhabitants in Sadar hills—that’s why they raise up the issue; however, they integrated and united on the issue base on ethnic foundation for long lasting demand or have any other option to rise up the issue –how many people can gather and work together for a cause in Manipur and how long? If not today, districts of Manipur will bifurcate / upgraded tomorrow.

However, protesting tactics has to be change from time to time considering poor people of valleys. SPF supporters have no problem- still they do not feel pain of protest. They have everything; even they have no, they may ask from their boss netas. Election is on the card, candidates are willing to get opportunity for vote and spending crore is no problem for candidates /MLAs. That is why government remained buying time and waits and watch tactics. Their supporter will realise only when their boss falls.

This is the duty of the government to decide for the solution; of course, you may give your humble suggestion to government or protest to the government. Please don’t’ speak any bad comments to the agitators unless you know the subject matter in deep or an inhabitant of Sadar hills, Jiribam, Ukhrul, Tamenglong,Chandel etc. Voice of people is the voice of god!

In my observation, Kipgen, Haokip, Khongsai tribes etc have fast sighted. They are courageous and honest too. People of Sadar Hills have three options to climb up future ladder—1) improve the efficiency, performance of their elected MLAs, 2) increase the number of assembly constituency and 3) District bifurcation / up gradation. So, what is the problem?

1) Improve the efficiency and performance of MLAs can be done to a certain level; however, numbers of voters has increased from 20,000—40,000—80,000…… MLAs can’t contact all voters now a day; relationship with people has decreases day by day due to multiple increases of voters. Further, no new idea/ technique can be created— see the state political problems, political workers attitude and mentalities.
2) creation of new assembly constituency can be done only after 2026 according to the Constitution (Eighty-fourth Amendment) Act, 2001 and the Constitution (Eighty-seventh Amendment) Act, 2003 have, inter alia, amended Articles 81, 82, 170, 330 and 332 of the Constitution of India. It says that the total number of existing seats in the Legislative Assemblies of all States as fixed on the basis of 1971 census shall also remain unaltered till the first census to be taken after the year 2026.
3) There is no single urban population recorded in hilly states of Manipur except Moreh of Chandel district since Manipur got state hood in1971. And, no possibility of fast urbanization trend is seen in hill districts. Over all urbanization trend of Manipur is very slow. Archaic method of district administration is functioning in the state. Even, the designation “Deputy Commissioner” used in the time and under the supervision of  Commissioner Hills/ Plain, still not replace by District Collector/ Magistrate. Please check how many tour of DC is recorded in a year in their respective jurisdictions (villages). In neighboring Assam, Tarun Gogoi government orders the District Magistrate (himself) to hold night at villages and interact with people at least one week in a month. You may get much information from the records of their tour visit. Submit a file today to DC office and then roam around the world; when you return, file may not be move even from one table to another.

How many times will you go to Senapati from Kangpokpi or Jiribam to Porompat (about 200km) for SC/ST/OBC certificate? In today’s world, development goes fast and fast from rural to Urban; Urban to city; city to big city; big city to metropolitan, cosmopolitan city etc. Can you imagine the road map of our hill people? It is over 40 years since statehood; they remained as far remote villagers. There are many people in Chandel district never see Imphal; they casually came for shopping to Sugunu bazaar of Thoubal district, perhaps, once or twice in a year. District Collector office is very important in rural area because most of the government scheme, programme and public distribution system are under control of District collector. Beside, land revenue, magisterial work, registration, and issuing cast/ tribe/OBC certificate etc are directly deal with DC office. In city, nobody care who is DC or where is DC office? Instead, who is the chairman of the company/where the corporate office is located— are common questions in city / big city.

Politics means relationship; relationship means love, support and heal; it’s contrarily is pain, anger and hatred. A good relationship is one where there is enough predictability to lull us into security but not enough to make it boring for us. There’s one word for each of us that embodies who we are, what we’re all about and where we come from. But how many of us know what that good word is? Quite often we are dithering on the edge of a discovery or decision- waiting for a sign or an announcement. Often the actual power resides with the one who is seemingly powerless, but actual controls the ropes when it comes to critical situation. Remember, those pocket size able to make a good decision on critical situation are powerful persons.

My God! Bad boss and his band of cowboys fall into trap!! These magnificent 12 must better replacing, really irritated. Forbidden fruits are always sweeter, that’s what got Adam and Eve into huge trouble. One can never really know one’s vulnerability unless actually faced with temptation. Each of us know our strengths and weakness in normal conditions; but it would help to consider what exactly we are capable for doing in our vulnerable moments. Anybody (chamchas of SPF) whom? Do something, people are dying!  They want to learn from their own mistakes; experience tells—you will have no value (appreciation) for giving them good suggestion. Last year was the break point; however, SPF government is running in extra time with the blessing of Chittragupta (Yam Raj follower). What is in the name SP-F??? The name was given so sweet and appropriate. Centre does not know what is the real, truth or untruth in Manipur and they are very busy for parliament season.

A bad boss is someone who does not take decisions; sits on issues expecting them to get resolved on their own; and when something goes wrong, readily passes the buck to the subordinate. Anger, frustration, shouting, illogical treatment of subordinate, impatience, and indecision are few signs of a bad boss. Even if the boss is too friendly, the employee must never take advantage. He must be careful that even though temporarily he may enjoy the powers given to him by the boss, the situation will not remain the same in future. So what are the most common traits of a difficult boss? Just what is it that makes your boss so bad through? A bad boss is condescending, dogmatic, a poor listener, skeptical and a poor team leader.

It’s been said that people rarely leave bad jobs; they leave bad bosses! A number of studies show that in most cases, an employee doesn’t quit a company but quits a boss. But the idea of a perfect boss remains much undecided.

So, if you are being forced to work under a boss who is either too stern or too friendly, here are a few suggestions that can help you soar through successfully. “An employee should have good listening ability, must be result oriented, should be willing to put in extra hours to meet a deadline and also be willing to work on non related assignments,” suggests Rajaram Agrawal, Managing Director, Talent Ahead India Pvt Ltd.

“A bad boss affects the morale and enthusiasm of the team and adds to their stress levels. He/she has no clear goals, doesn’t communicate, often blames others, never delegates and never mentors others,” expresses Deepak Kaistha, managing partner and director, Planman HR. Dr Anil Sethi, motivator and management guru opines, “If a boss appreciates and reprimands both as per the situation, then he/she qualifies to be a good boss. However, a difficult boss is one who puts you in tough situations and reprimands you despite of your best results.”

Tackling tactfully
Management gurus are of view that organizational growth can be achieved even in difficult situation if bad boss is changed —save organization image to face competitors. Fundamentals of leadership will always keep people engaged and motivated. They are to treat everyone with respect and maintain their self esteem, be transparent and honest, involve people and empathise when need be.

A bad boss translates into unhappy subordinates and this is the most common consequence leading to attrition. When subordinates are unhappy, their performance is definitely affected. A lot of people have to grit their teeth and struggle in ugly situations when their respective bosses are hell bent on making their professional lives miserable. The obvious question now is what do you do? What can one do to improve the situation and make things dandy?

“One of the ways to handle the situation well is to try and understand the reason behind the said behaviour of your boss. There might be a genuine reason for the misconduct, such as a grave personal problem that is spilling onto his professional life. If this is the case, then the problem at best is temporary. Sometimes, you just have to be a little diplomatic in your dealings with your boss. There are times, when people in positions of power feel insecure of their subordinates. In these kinds of situations, you have to make sure you give colleagues and your boss credit for what you are able to accomplish,” explains Kaistha.

Dasgupta, vice president – group HR, VLCC Health Care Limited suggests, “Have a one-to-one chat with the boss if you do not like his/her behaviour and explain the experience to the boss. When he/she throws a fit, get up and leave the table and say you will come back when he/she is in a more reasonable mood. Counsel the boss, whenever such situation arises. And finally, laugh it out!” According to Sethi, “Bad roads help you become a good driver and in the same way, a tough boss gives you the opportunity to do better and improve professionally. If you have a cool head, a positive attitude, patience and commitment, you can face any kind of situations in life. If you keep on delivering whatever is expected out of your job role, then you’ll get a chance to make your boss think positive about you.”

Do not let your performance be hampered by a bad boss. Make the most of it, keep up your spirit, keep scaling the heights and maybe the boss will change after a time… and even if the boss doesn’t change, your consistent good performance will pave the way for your success in life,” Dasgupta elucidates.

Kaistha suggests, “If the situation gets out of hand, you might have to report your boss to the higher authorities. But never complain. If your superior’s actions are hindering your work, then you have every right to report his actions to someone senior or to the HR department. But before doing that you should be ready with concrete information, which you can source from co-workers or others to support the case.” And if nothing seems to be working out, you always have the option of either asking for a change of department or moving on to some other organization.

So what are the reasons why employees look for a change in job? The findings of the survey have revealed eight reasons for employees looking for change. Employees change jobs due to organisational circumstances, better employment opportunity, personal desire for change, personal ambitions to get into senior levels of management, personal ambitions in specific areas, personal circumstances, and dissatisfaction with present employer and employer being dissatisfied with the employee. While employees at senior management level change jobs due to their personal ambition to work in a topical area, for junior management level employees the primary reason for job change is driven by improving employment conditions and a personal desire for change.

“Salary / perk are not the only reason why employees look for a change. Apart from the compensation, employees also look at the commitment which the future employer has towards their development. Are the employers treating employees fairly? Will this employer protect them even if there is a downturn in future?  Does the new employer have an Employee Value Proposition which consists of career development, inclusive leadership style and fair treatment? These are some of the key reasons why employees make a decision to change the job.

A friendly boss is always the better boss! If he is friendly, he comes across as a very open person and employees feel comfortable sharing various things, ideas and concerns. Also, a home like and family atmosphere is created in the organization.

As they say, nothing is impossible in this world and handling a difficult boss too is something you can master with patience and commitment. Give out positive vibes and one day you will certainly get them back! Just have the right attitude and keep moving up in life!

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