Ali Al-Zamil

Al Sharq

 

At the stroke of a pen, so to speak, a high level official can order the transfer of an employee at the request of the latter’s line manager without looking at and taking into consideration the employee’s work history.



Sometimes, the employee’s future ultimately hangs on a phone call from the line manager to the higher management, something that is considered totally arbitrary by the Civil Service Regulations.



The higher management should call the employee and listen to his or her side of the story in order to ascertain the facts and find possible shortcomings.



If this process is not carried out, then the transfer could be deemed unfair. Taking a look at the employee’s history and conduct is the least that higher management can do in such cases, doing so would ensure that the transfer is legitimate.



In fact, it may cause concealed flaws to come to light. One general manager said: “I once received a letter from an administration manager requesting the transfer of an employee.



The letter made references to the employee’s poor performance. I immediately requested information on the employee’s conduct and work history, and found that he was highly competent, honest and resourceful.



In fact, he was better qualified than his direct manager. After investigating the matter, I concluded that the request was baseless and motivated by the line manager’s fear of losing his position to the employee.



I then transferred the line manager and appointed the competent employee in his place.” It is unwise to think that administrative corruption comes only in the form of bribes, favoritism and nepotism.



Those managers responsible for arbitrary transfers because they fear losing their positions are not worried about being corrupt.