Framing organizational rules

In law we come across a point or principle called ‘principle of natural justice’ which is similar to what holds people onto planet earth. It’s the ‘law’ of gravitation. If this was missing then all beings would be out of control.

Similarly for every organization, household and country has a certain law existing that holds everyone. In most cases these laws are unwritten yet abided. While in organizations and countries, they are documented as rules, regulations constitutions and mission statements etc.

If there is any organization where these laws are missing, the leader or CEO or CMD should take the lead in making it.

The leader of an organization has to take the lead in laying down the rules too. But, before he or she does that the following must be kept in mind:

What is the purpose of the law?

The first question one needs to ask himself is why do this new law is required? Until this is clear, we will be just creating something mechanically without having any clarity of what we are doing. In some of the companies it was found that rule setting was merely a formality not something that they really wanted from the depth of their hearts. Compliance issues and government rules are signed on the setting up of new companies without even knowing why these rules have to be followed it is important for the leader of an organization to have a clear ‘vision’ for the organization.

The fundamental principle when the leader is making a policy is to take into consideration the benefit of all and not just oneself. Welfare of all is the foundation on which we build a country, society and any institute. If this is missing, then people concerned or employees will get disappointed and in the long run will either replace their leader or go in search of a new one if it is a country and in the case of an organization the end results of the company show pathetic results leading to replacement of the CMD or CEO. The organizational change of course will be authorized by the Board of Directors.

While taking various decisions the concerned executives of an organization have to look at various deeper aspects of workers/employees such as age, talents and natural qualities. For example, an economically poor person stealing a piece of bread may be let off unpunished as it was a matter of survival rather than stealing. This human angle is important.

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