In light of the concerning revelations within GPL that has made its way into the public domain through online and printed press, it is imperative that management takes decisive action to address these issues and restore trust in the organisation. I would recommend implementing the following measures:
Transparency and Accountability: To ensure transparency in its operations, management should maintain a comprehensive list of all registered justices of the peace, including their official stamps and signatures. This list should be readily accessible and mandatory for verifying tenancy agreements.
Suspension during Investigation: It’s alarming that staff members implicated in the ongoing investigation remain on the job. To preserve the integrity of the investigation and prevent potential compromise, it is essential that these individuals are suspended until the inquiry is concluded.
Staff Training and Rotation: To mitigate the risk of staff becoming involved in corrupt practices, it is advisable to cross-train and rotate employees every six months. This will reduce the chance of undue familiarity with customers that could lead to illicit monetary offers, as mentioned in the letters.
Merit-Based Promotion and Selection: Promotions and staff selection processes should be based on merit, skills, and qualifications rather than favoritism and their sole credential being a birth certificate . This will help in appointing competent individuals to key positions.
Mr Editor, clearly, the company has cracked the code to identifying top managerial talent.
It’s almost poetic, really. Who needs years of education, training, and hard work when you can just hand in your birth certificate like some sort of magical golden ticket to career success? Perhaps we should all start framing our birth certificates and hanging them proudly on our office walls as a symbol of our newfound management prowess.
I can only imagine the level of strategic planning, decision-making, and crisis management this birth certificate-wielding genius will bring to the table. The rest of us should take note and consider throwing away those dusty masters, degrees, diplomas and academic certificates in favour of our trusty birth certificates –which GPL has accepted and endorsed as the ultimate key to corporate success.
Accountability for All: Management must hold all individuals involved accountable for their actions or inaction. This includes supervisors, managers, and even the director if they played a part in allowing these practices to persist. Such accountability is vital to maintain the organisation’s integrity.
But in the spirit of “accountability,” maybe they should consider a clean slate. Remove everyone involved, for their memorable part in this epic saga of inaction. It’s time to give someone else a chance to take the reins of this department.
Immediate Action: Delayed responses to concerns raised in letters over the past two years are a matter of serious concern. In the spirit of accountability, management should acknowledge their shortcomings and commit to taking immediate action to rectify the situation.
Mr Editor, it is indeed perplexing that these issues persisted despite prior warnings and responses from GPL’s public relations officer who instead of debunking these “allegations” should’ve done her due diligence and refer it to the CEO
By implementing these recommendations, GPL can demonstrate its commitment to rectifying the issues, ensuring transparency, and upholding the highest ethical standards. This is crucial for regaining the trust of both its employees and the public.