Showing posts with label promotion. Show all posts
Showing posts with label promotion. Show all posts

Friday, December 13, 2019

Humor in Uniform – Musings of a “Superseded” Officer – Part 2 – Fulfillment after Supersession


Humor in Uniform

Musings of a “Superseded” Officer
by
Vikram Karve 

Continued from Part 1 – Supersession Day – url: http://karvediat.blogspot.com/2017/05/supersession-day-musings-of-written-off.html

Part 2

Fulfillment after Supersession 

In my previous blog post – I told you that when you are “passed over” for promotion and “superseded” – you have 3 choices:

1. You can Quit the Service immediately by Resigning your Commission (even if it means giving up your pension and forgoing/losing many benefits)

2. You can wait for a few years to complete 20 years pensionable service – and then seek Premature Retirement (PMR).

3. You can serve till you attain the age of “superannuation” (Earlier the minimum superannuation age was 54 years – but I understand that this has now been increased to 57 years – and some officers continue for a few more years on “re-employment”)

This article is for those “superseded” officers who decide to choose the 3rd option and continue serving till they attain the age of superannuation.

YOUR “GIRLFRIEND” HAS “DUMPED” YOU

Let me explain metaphorically.

Suppose you have a steady girlfriend to whom you intend getting married and spending the rest of your life.

You have been loyal, sincere and devoted to your girlfriend.

Suppose she suddenly dumps you.

How will you feel…?

Won’t you feel betrayed…?

Similarly – won’t you feel “betrayed” the moment you are superseded for promotion…?

You have been loyal to the service – but – the service has not been loyal to you in return.

For no apparent reason – the service has “dumped” you.

You faithfully loved your girlfriend – and she dumped you.

You were totally devoted to the service – and the service “dumped” you.

Now – once your girlfriend has dumped you – what are the options open to you…?

Think about it.

You can become vindictive towards her – you can indulge in self-pity and sink into depression – you can plead with your girlfriend to take you back into her life – you can beg and beseech her to reconsider her decision to dump you – or – you can move on in life – and try to acquire a new girlfriend.

Similarly – what are your options when you are superseded…?

1. You can become “bitter” and resentful and start behaving in an acrimonious and spiteful manner. Such rancorous behavior will spoil inter-personal relationships and create “bad blood” in the environment – and – such negative vibes not only affect your own mental and physical health but will affect your family, friends and colleagues as well.

2. You can “internalize” your sorrow, start brooding and indulge in self-pity. Excessive self-commiseration will not only will make you miserable and cause you depression – but it may also push you towards alcoholism if you have a tendency to “drown” your sorrows in drink. I have seen many superseded officers becoming alcoholics.

(As an aside – let me tell you what one witty senior officer said about me when I was superseded.

He opined: 

“We don’t have to worry about him (me) becoming an alcoholic. The bugger is already a bloody drunkard. For all you know – supersession may have the opposite effect on him – and he may stop drinking…”

By the way – I did quit drinking – albeit a few years after supersession)

3. You can “plead” with the service to promote you. This can be done in a number of ways. You can “beg” your seniors for “thumping” ACRs to enable you to get promoted in the remaining attempts, you can take the “official” route – put up representations, statutory complaints and indulge in litigation etc. All this will fill you with anxiety and stress. And – if you get involved in litigation – besides the expenses involved – your mind will start thinking negative thoughts – especially as you keep discussing your case ad nauseam with lawyers and “sea lawyers”. Instead of thinking interesting creative positive thoughts – your mind will be constantly preoccupied with negative thinking. All this will affect your family and environment too.

4. Or – like in the “girlfriend dumping” metaphor – you can choose the option of moving on in life and acquiring a new “girlfriend”. Now – if you had chosen the option of resigning and quitting the service immediately after you are superseded – this new “girlfriend” can be a new job in “Civvy Street”. However – since you have decided to serve till superannuation – you will have to find this new “girlfriend” within the service. How do you do this…? How did I do this…? Read below…

INTROSPECTION

Firstly – you must be clear in your mind that the service has “rejected” you – and now – you are an “unwanted” entity (just like the example of your girlfriend “dumping” you and not wanting you anymore)

You have been brutally superseded – “passed over” for promotion – “written off” – “fallen by the wayside” – “deadwood” – discarded, redundant and unwanted by the environment.

You have been sidelined from the mainstream – you have been put on a sidetrack – and those on the main track don’t care two hoots about you.

So – don’t expect any “sympathy” from the system.

You are on your own – “index” – as they say in the Navy – and – you have to discover the best way to continue your journey in service as a “superseded” officer till you reach the age of superannuation.  

(If some seniors, course-mates and friends are helpful – consider it as a bonus – but don’t expect it)

By the time you are superseded – you would have done many appointments in a variety of jobs.

That’s the beauty of the Armed Forces (especially the Navy) – they make you work in a variety of jobs so that you become the “Jack of all Trades”.

Introspect – reflect – of all the jobs you did – which is the job you enjoyed the most…?

In my case – I had loved serving on ships the best.

But sadly – this job was ruled out – since – those days – superseded officers are not appointed for sea duties – which were considered mandatory “criteria” appointments for promotion.

Maybe – it was the view of the “powers-that-be” that since superseded officers were not eligible for selection for promotion – there was no point “wasting” a criteria appointment on “passed over” officers.

Also – remember – that the moment you are superseded for promotion – you are officially declared “incompetent”.

So – overnight – from being a professional “hot shot” officer – I became professionally “incompetent” – at least in the eyes of the system.

Hence – I became ineligible for “prestigious” high-profile appointments ashore.

Having ruled out these “high profile” options – I explored suitable “low profile” opportunities available to me.

I had done two tenures “instructional duties” – one at Navy Training “Stone Frigate” INS Valsura (where I had taught Naval Officers undergoing the Specialization Course) – and – one at the Institute of Armament Technology (IAT) where I had taught and guided the Advanced Post Graduate Master’s (ME) Course in Systems Engineering).

I had served in Research and Development (R&D) appointment.

I had served in a Naval Dockyard.

I had a stint as a “Babu in Uniform”.

Of the above options – I liked “instructional” appointments the best – especially IAT Pune – where the egalitarian “laissez faire” multi-service environment was conducive to superseded officers – much better than the “regimented” rank-conscious ethos at INS Valsura.

(Though “Quality Assurance” (QA) appointments were considered “suitable” for superseded officers – I hadn’t served in a “QA” billet – and so – I was quite averse to trying out something that was unknown).

As advised my “mentors” – I put up a request for an appointment in IAT – and – thanks to my well-wishers – six months later – I was appointed to IAT Pune on “Instructional Duties”.

(Coincidentally – IAT had asked for an Officer with Qualitative Requirements (QRs) which matched my qualifications/experience – my earlier tenure at IAT had helped a great deal).  

I must say that the Navy shows due consideration to “passed over” officers and tries to soften the blow of supersession by giving suitable appointments and long tenures to them.

Not only did Navy give me my choice appointment – but they gave me a long tenure too – more than 8 years – followed by 6 years at Mumbai.

(Prior to supersession – my average tenure in a station was less than 2 years).

Did I do justice to my appointment at IAT Pune…?

I would love to blow my own trumpet – but – I will just quote two extracts from two souvenirs (coffee table books) published by IAT during its Golden Jubilee.

Extract from page 63 of History of IAT – 50 Years of Excellence (1952 - 2002)

From Chapter on R&D Activities in Wings.

“Cdr VW Karve was the main pillar for many years and made the largest possible contributions to the students, faculty and institute. Numerous papers published by him in national and international journals earned a name for the Institute”

Extract from page 41 of IAT Golden Jubilee Souvenir

From the article “A Grateful Student Remembers”.

“Though not widely practiced, Cdr Karve’s Captain Haddockesque approach to education intrigued me enough to try out the concurrent methodology in conjunction with the sequential methodology, I was already into. It was an eventful and illuminating two semesters under the guidance of Cdr Karve, who was an Institute within the Institute”

CONCLUSION

Once you are “superseded” and “passed over” for promotion – if you choose to continue in service – it is best to make the most of it – by trying to identify and select a suitable “job” (within service parameters) – a job in harmony with your talent – a métier where you can flourish and contribute your best to the service too.

Self-Pity, Bitterness and Negative Thinking may prove counterproductive to your mental well-being and health – and – indulging in litigation may affect your “peace of mind”.

Remember the “dumped by girlfriend” metaphor – move on – be positive – introspect – discover your “métier” – find a new suitable “girlfriend” with whom you feel you can achieve your best – and – make the most of it. 

To be continued in Part 3 SUPERSEDED OFFICER’S SURVIVAL GUIDE 

VIKRAM KARVE 

Copyright © Vikram Karve 
Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this work. 
© vikram karve., all rights reserved. 

Disclaimer:
1. This story is a fictional spoof, satire, pure fiction, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.
2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:
No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.
Copyright © Vikram Karve (All Rights Reserved) 


© vikram karve., all rights reserved.

Saturday, December 23, 2017

Military Promotion System – Railway Train Metaphor

MILITARY PROMOTION SYSTEM (in a Nutshell) – The Railway Train Metaphor
Musings of a Veteran
A Fictional Spoof
By
VIKRAM KARVE

Many years ago – I was travelling by train.

Our train slowed down – deviated from the main-line onto a side-track – and stopped.

The signal ahead of the side-track was Red.  

I got down from the train.  

I saw a railway-man holding red and green signal flags.

I asked the railway-man:

“Why has our train stopped…?”

“Your train has been halted to let the express train overtake…” he said.

“But – our train is also an express train…” I said.

“Yes. But the express coming behind you is a long distance train – it has priority…”

There was another track – a railway siding – ending in a dead-end – with a buffer stop.

On this “dead-end” track – there stood a train comprising decrepit coaches.

“What about that train…?” I asked the railway-man.

“That is a rake of dilapidated old coaches – waiting to be declared unserviceable and condemned to be retired and scrapped…” he said.  

Suddenly – a thought struck me.

The situation was exactly like the Navy Promotion System – or rather – like the Military Promotion System for Officers.

Those days – promotions till the rank of Lieutenant Commander (Major/SqnLdr) were by Time-Scale – you became a Lieutenant Commander after completing 11 years of commissioned service.

Then – after a few years – around 17/18 years of service – you faced your first Promotion Board (PB1) for promotion to the rank of Commander (LtCol/WgCdr).

[Now – after the AVS Cadre Review – promotions till the rank of Commander (LtCol/WgCdr) are by Time Scale (13 Years) – and you face your first Promotion Board (PB1) for promotion for promotion to the rank of Captain (Colonel/GpCapt)

Your first Promotion Board (PB1) may have been delayed by one rank – but – the essence of the promotion system remains the same – and the “Railway Train Metaphor” applies equally aptly]

Metaphorically – a Promotion Board (PB) is like the Railway Signal.

And – Officers of a Batch were like “Trains” rushing towards the Signal.

Some trains were given the green signal and allowed to pass through.

(These were the lucky officers cleared for promotion and placed on the “select list”...)

The remaining officers were like trains diverted on the side-track and stopped.

They would be made to wait for one year (Officers placed on R1 List).

After one year – there would be the next annual Promotion Board.

Some of these “R1” Officers would be given the “green signal” and they would proceed ahead in their careers (they would conjoin with the next batch of “First Shot” Select List Officers who had got the “green signal” on their first attempt and were rushing ahead on the main track)

The remaining R1 Officers (who did not get the “green signal”) – they would have to wait for one more year on the side-track (R2 List).

After one more year – a few “R2” Officers would be given the “green signal” and they would proceed ahead in their careers.  

Those officers still remaining on the “side-track” would be given one last third chance after one more year – and the few lucky ones to get the “green signal” would proceed ahead in the career journey.

Those unlucky officers who could not make it in 3 attempts – they would be declared “permanently superseded” and shunted off to the “dead-end railway siding” with a permanent red signal.

They would be kept there till superannuation – just like the old railway coaches on the “dead-end” railway siding – waiting to be declared unserviceable and condemned to be retired and scrapped.

From their “dead-end railway siding” – these hopeless and hapless “permanently superseded” officers would watch their juniors rush ahead every year getting “green signals”

One fine day – after remaining static on the “dead-end siding” for many years – these forlorn superseded officers would be “superannuated” and “retired” from service (a few would manage to get “re-employment” and prolong their agony on the “dead-end siding” for one year or more). 

Those lucky “Trains” (Officers) that rushed past the first “green signal” (PB1) – they would face a series of signals (PBs) – with similar situations – but – getting tougher and tougher – with very few “Trains” (Officers) getting the “green signal” – as ranks got higher and higher.

I have tried to illustrate the military promotion system in a simplistic manner using the “railway train metaphor”.

There may be many types of “complications” (“jumping the signal”) – due to Representations/Litigations/“Flexible HR Management” etc

But – in essence – the military promotion system is metaphorically like the railway train “paradigm” illustrated above.

Dear Readers – especially Military Veteran Readers – I eagerly await your comments…

VIKRAM KARVE
Copyright © Vikram Karve 
1. If you share this post, please give due credit to the author Vikram Karve
2. Please DO NOT PLAGIARIZE. Please DO NOT Cut/Copy/Paste this post
© vikram karve., all rights reserved.

Disclaimer:
1. This story is a fictional spoof, satire, pure fiction, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.
2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:
No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.
Copyright © Vikram Karve (All Rights Reserved)

© vikram karve., all rights reserved.

Friday, November 3, 2017

Does Military Promotion System Need a Revamp...?

MUSINGS OF A VETERAN ON MILITARY PROMOTION SYSTEM

Whenever I meet serving military officers (“faujis”) and military veterans – most feel that many problems being faced by servicemen and veterans are due to submissive military leadership – which in turn is a result of the present “ACR oriented military promotion system” – which is a legacy of the colonial British Raj. 

ACR is the acronym for “Annual Confidential Report”

This ACR based promotion policy may have worked in pre-independence days – with British Officers at the helm – who may have had different ethical standards and moral values.

We come across frequent media reports of increasing numbers of aggrieved defence personnel – serving and retired – of the Army Navy and Air Force – going to tribunals and courts to seek justice in promotion related cases.

This clearly indicates that the present military promotion system has become antiquated – and it needs to be revamped and brought in sync with aspirations of present-day military officers by incorporating modern management practices.

Here is an article I wrote more than 4 years ago – on how this Archaic ACR Oriented Military Promotion System promotes Crony “Yes-Man” Leadership in the Defence Services.

MILITARY PROMOTION SYSTEM 
In the Defence Services: 
Is Promotion by “Merit” = Promotion by “Preference”...?
Musings of a Navy Veteran
By
VIKRAM KARVE

In his autobiography  “Courage and Conviction”  General VK Singh mentions how he almost missed his promotion to Major General due to just one low ACR (in the rank of Lieutenant Colonel) due to a personality clash.

Egged on by some of his well-wishing superiors and on their prodding and advice, he made a formal complaint and was cleared for promotion as a review case. 

In his autobiography  “An Odyssey in War and Peace”  Lieutenant General JFR Jacob narrates many instances where he fell foul of his bosses and was almost “written off” and twice almost came close to resigning from the army.

This prompts me to re-post, once more, some musings I had written a few years ago on the Promotion System in the Navy (I feel this applies to the Army and Air Force as well).


IMPORTANCE OF A GOOD PROMOTION SYSTEM 

Let me begin with a quote by Admiral Burke on the importance of a good promotion system in the Navy:

“Officers must have confidence in the promotion system or discipline will be jeopardized. 

Unless the best officers are promoted, faith of other officers and enlisted men in the integrity of the system will be shaken. 

It is essential that officers be promoted who will be best qualified to lead in battle.

They must have other qualifications, such as good administrative and technical ability and a wide array of knowledge also, but the rest of the Navy must have absolute confidence in those selected. 

Should the less qualified personnel be selected, there will come a time in battle in which the Navy will fail because of its leadership. 

Like begets like (e.g., ducks pick ducks), and inadequate personnel, once they have moved up sufficiently to be on a selection board, will themselves be apt to select other inadequate personnel.”

~ Admiral Arleigh A. Burke
(Chief of Naval Operations, USN)


DO MILITARY PROMOTION SYSTEMS PROMOTE CRONY “YES-MAN” LEADERSHIP...?


TWO TYPES OF LEADERS

If you look around – you will observe that there are two types of “Leaders”:

1. GENUINE LEADERS

2. YES-MEN (who Masquerade as Leaders)


There are many books written on the subject of Genuine Leadership.

So – let me say a few words on the second type of leadership – where yes-men masquerade as leaders.

Let us call this Crony Leadership.

Many Human Resource (HR) Management Systems are designed to breed yes-men.

These Promotion Systems ensure that yes-men are catapulted to the highest rungs of the hierarchy.

Promotion Systems may be classified into Two Broad Categories:

1. Promotion by SENIORITY

2. Promotion by MERIT


PROMOTION BY SENIORITY

Promotion by Seniority is the most transparent promotion system.

Seniority is like Maternity.

There is no scope for ambiguity as far as maternity is concerned. 

When a child is born there is no doubt as to who the mother is, since the baby is delivered directly from the mother’s womb.

Likewise there is no scope for ambiguity about your seniority.

Rules and Regulations on how to determine seniority are clearly specified in every organization.

In most cases it is the date you join an organization or the date you are promoted to higher rank.

Many organizations publish clear cut seniority lists from time to time so that every employee knows where he (or she) stands and if anyone has any doubts they can get things clarified and rectified, if necessary.

Promotion by seniority is the most fair, transparent and stress-free system as far as employees are concerned.

You patiently wait in the queue – knowing that your time will come.

Seniority Based Promotion may be by “time-scale” – and you know that you will be promoted after completing the requisite number of years of service.

Or Seniority Based Promotion may be “vacancy based” – and you patiently wait for your turn hoping that a vacancy will arise in due course – or at least before you retire.

Even if a vacancy does not arise for a long time – and you have to “stagnate” in the same rank or post – there is always one big consolation that your junior can never “jump the queue” and “leap frog” over you.

In a Seniority Based Promotion System – you will always serve under your seniors.

You will never have to suffer the humiliation of having to serve under someone who was once your junior (as can happen in organizations where promotion is by “merit”)

Organizations where promotion is purely by seniority will have harmony in the workplace because of the high degree of contentment in among employees.

In the Navy – and also the Army and Air Force – this concept of promotion by seniority is followed for the first 20 years of your service as an officer.

Earlier time-scale promotion based on years of service was followed till about 15 years of service when your first selection board for the rank of Commander (Lt Col / Wg Cdr) used to take place.

But since 2006 – after the AVS Cadre Review – promotion to Commander (Lt Col / Wg Cdr) is also by time-scale after 13 years of service – and you will have your first selection board for the rank of Captain (Colonel / Group Captain) in about 20 years of service.

For civilian government employees – their career prospects are even better as they are assured of time-scale promotion based on seniority to the highest ranks under the Assured Career Progression (ACP) scheme which has been denied to the Defence Services.

Frankly – this extension of time-scale seniority based promotion is a good thing as the Naval Officer of today can perform his job in a sincere and dispassionate manner – without having to worry too much about pleasing his boss – at least till the rank of Commander – because it is only after that – does promotion by “merit” come into play. 

(I am sure this applies to Army and Air Force Officers as well)


PROMOTION BY MERIT

The interpretation of the term “Merit” can be highly subjective and nebulous.

What is Merit...?

Merit is like Paternity.

Yes – whereas:

“Seniority” is like “Maternity” – “Merit” is like “Paternity”

In the case of “maternity” – there is no scope for ambiguity.

In the case of “paternity” – there is plenty of scope for ambiguity. 

When a baby is born – there can always be a doubt as to who is the real father of the baby. 

Sometimes – even the mother may not be sure who is the real father of her baby – if she has been promiscuous – and has had many lovers during the period when she got impregnated...!!!

Hence – “Merit” is a highly subjective term – especially in the context of performance appraisal.

How is merit evaluated...?

You may say that there are objective ways of determining merit.

For example – you can have an independent written examination and draw up an order of merit based on performance in the examination and promote from the top of the list appropriately (on the lines of the process for admission to IITs and IIMs via the IIT JEE and CAT Management Entrance Examinations)

While this may work fine at the recruitment stage and for junior level employees – I don’t think any organization uses such objective methods of determining merit for promotions at the higher levels of the hierarchy. 

The way in which the Navy promotion system operates – “merit” means “preference”.

And – consequently:

“Promotion by Merit” means “Promotion by Preference” 


MERIT = PREFERENCE

PROMOTION BY MERIT = PROMOTION BY PREFERENCE

“Merit” is like “Beauty”.

It is said that:

“Beauty” lies in the eye of the Beholder.

Likewise:

“Merit” lies in the eyes of your Boss.

Who evaluates your merit for promotion...?

It is your immediate superior – or officers higher up in the hierarchy – who can influence your promotion.

In the Navy – there is a system of Annual Confidential Report (ACR) – for “performance appraisal”. 

Your ACR is written by your immediate boss – and reviewed by senior officers in the hierarchy.

At the end of every year – your boss writes your Annual Confidential Report (ACR)

The key word here is “confidential”.

You do not know what your boss has written about you – specifically – you never know how many numerical points he has awarded you.

This ACR system is a very subjective performance appraisal system.

Your entire performance for the past one year is evaluated in one go.

Your boss is free to appraise you as he wants – as per his whims and fancies. 

The reviewing officers are free to review your performance as they wish. 

But – you are kept in the dark – totally clueless – about how your performance has been appraised.

Earlier – there was a system where the appraiser had to show the ACR to the appraisee – and also give him a written extract of the “pen picture” part of appraisal report (called “flimsy”).  

This was a good system of feedback for the appraisee who knew where he stood in the eyes of the boss – and gave the appraisee an idea about the areas in which he needed to improve his performance.

Also – this system of discussing the ACR imparted a sense of healthy transparency to the performance appraisal process.   

Surprisingly – this excellent system of partly showing ACRs was discontinued – and now – everything is kept “confidential”.

In fact – the entire promotion process is done in a “cloak and dagger” manner – and this generates an atmosphere of suspense, anxiety and intrigue.

Promotion is a great cause of stress amongst Senior Naval Officers – since – in the Navy – your rank determines everything – yes – Rank is the “be all and end all” of life in the Navy/Military. 

I think the situation is quite similar in many organizations – where “promotion by merit” actually boils down to “promotion by preference”.

Your career prospects depend on the likes and dislikes of your bosses.

So – you must be “tactful” – and you must ensure that you are always on the “right side” of the boss.

Or better still – you must become the “blue-eyed boy” and “right hand man” of the boss.

Yes – if you want to succeed in your Military Career – the Key Quality you must have is “Tact”.


TACT = MORAL PLIABILITY

“Tact” is a euphemism for “Moral Pliability”.

It is “Tact” which will help you to be a “smooth operator” and facilitate you to effortlessly indulge in sycophancy and please your boss.

It is “Tact” which will enable you to become an “yes man” and rise to great heights in your career.

Your bosses may change – and it is the quality of “Tact” that will enable you to change your colours like a chameleon depending on the “requirements” of your bosses.

Your “morals” too must be flexible – and your “ethics” must change – to suit the “ethics” of your boss.

Yes – being an “ethical chameleon” is the sine qua non for becoming a “yes-man”.

Thus – we see that in many organizations – in the implementation of HR Management Systems – “merit” actually becomes “pseudo merit” – and the promotion system – though ostensibly based on “promotion by merit” – degenerates into “promotion by preference”.

This results in an atmosphere of favouritism which breeds cronyism and sycophancy – and throws up yes-men to leadership positions.

And when yes-men become leaders – what we get is crony leadership.

As Admiral Burke said:

“Like begets like (e.g., ducks pick ducks), and inadequate personnel, once they have moved up sufficiently to be on a selection board, will themselves be apt to select other inadequate personnel”.

Thus – “yes-men” will promote “yes-men”

And – these promoted “yes-men” – in turn – they will promote more “like minded” yes-men.

This will have a spiralling effect.

And this “yesmanship” driven promotion process will proliferate – till the “top brass” is flooded with “yes-men” – and we will have an overwhelming “crony leadership”

Is “crony leadership” good for the Military (Army, Navy, Air Force)...? 

Well – I really do not know – but many seasoned military veterans feel that most of the problems faced by “faujis” and military veterans are due to “crony leadership”. 

And – the root cause of Crony “yes-man” Leadership is the present ACR System of performance appraisal.

Is there a solution...?

Of course – there is a solution: 

Revamp the archaic ACR System and introduce a modern fair and transparent Performance Appraisal System.

Modern Human Resource (HR) Management Practices are well documented (including HR Management Practices applicable to Military Organisations).  

I am sure that all the “Management Experts” in the Defence Services are well aware of these modern HR Management Practices – and the Defence Services can easily design and implement a suitable progressive Performance Appraisal and Career Management System in the Armed Forces. 

In a nutshell – the Defence Services require a more egalitarian HR Management System – which is just, fair and transparent.

This can easily be done.

The only thing required is the firm will, intense desire and positive determination to change the “status quo”.

VIKRAM KARVE
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1. This article is a fictional spoof, satire, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.
2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

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