GS writes on reinstating the DoT opted ITS officers through recruitment at middle and senior level management in BSNL completely ignoring in-house talent is not only a conservative move but also against the growth of BSNL. GS seeks first finalize the pay scale of JTO/JAO equivalent and SDE/AO equivalent before making any recruitment at E6 level which will definitely block all the possibilities of finalizing the pay scale and come out from doppelgangers and conservative attitude by giving fair chance to the non-ITS executives in the middle level management. Click here for letter

Doppelgangers Phenomena: In research study conducted in America, it was found that many chief executive chose assistance and successor who resemble them not in idea and attitude but also in height stature and dress. The same thing also in India . Here , not only chief executive but also other manager prefer to choose their ‘ look alikes’ there assistant and successor. An CA want another CA, MBA takes another MBA as his deputy and its does not ends with qualification only. It extend to institution.

The same things is also applicable with BSNL’s management, which is not only a conservative move but against the growth of BSNL. ITS dominated management want to keep their successor and assistant from ITS only. To protect 1500 ITS employees, they are keeping 40,000 executive carrier progression and morale at the toe. All the absorbed & Direct recruited executive are starring helplessly the mismanagement of BSNL. BSNL’s mismanagement are at extreme, and deliberately failed to provide the demand like 3G data card,2G SIM, broadband modem, PRI and BRI Card & better HRM.

It is well known to all of us that the existing management is completely failed to sustain and compete the today competitive environment because they are selected by UPSC to run the monopoly industry not to compete with existing market.

It was the best opportunity for management to select the best one from outside and within the organization through retrenchment (as already in process of repatriation to DOT)of existing middle management but all gone in vein due to conservative and doppelganger attitude.

Promotion from within: Familiarity breeds contempt. It is true for corporate sector. Conservative management always think of bringing somebody from outside. They have so little faith in their own executive and so much it in outsider.

The outcome of such an approaches of ITS dominated management:

1) Executive are losing the faith in the fairness of top management, as DR JTO/JAO/DGM already loosed.

2) Hence this feeling takes roots in mind of executive in general the productivity and quality of organization suffers.

3) In the long run many fewer suitable candidates apply for the job at entry level executive. Hence due to absence of talent, the organization caught in the mediocrity trap and its long terms growth and prosperity will hamper. Much talented Executives has left already and many much talented in process to leave BSNL.

However, to keep morale high of employee and long term growth and prosperity of BSNL ,management must give a fair chance to existing executive in proposed Sr DGM and GM level entry.

At last all executive are doubtful about that whether BSNL management really thinking about growth or BSNL really doesn't have a 1100 talent employee among existing almost 40,000 absorbed / DR executive?