Tuesday, July 28, 2020

Whistleblower Policy

When one of the FCB staff told me that the management had called staff meeting asking them not to  write anything in bhutanliterature.blogspot.com, I had a mixed feeling of both sadness and happiness. I was sad because people would be left in darkness if the people no longer commented and the suppression of any unethical would be taken to new heights. The comments passed on by many staff in my blog updated staff and others across the world  about what was happening in FCB and how staff digested it. In absence of grievance redressal or whistleblower policy in FCB,  the erstwhile  FCB management was on wild elephant rampage, and as a result, the  staff had no choice but to vent their frustrations through my blog. They needed a channel to pass on the message to the management that not all things are tolerated and the world outside needed to know  that something was not going right in FCB. I think their messages, even if it was in its crudest form and language, have been delivered  and remains to be read by people of all generations in the future.

However, I was happy that if people no longer commented and shared information,  my blog could  now be re-engineered to focus on Bhutanese literature for which it was actually created. Bhutanliterature was created in 2008-2009  while I was studying in Bangkok to keep myself gainfully engaged in Bhutanese  literature as the blog name suggests. I had no clue then that my blog would be used for fighting mismanagement, corruption,  inefficiencies and unfair treatment by the management of one of the oldest companies in Bhutan. What bothered me was the way the erstwhile  FCB management carried out systematic manipulation of accounts, arms twisting of people, suppressing and   misrepresenting of facts by even changing the investigation reports, deleting data from the backend and creating shortages. The evidences available speak for themselves. 

If there are any problems arising in a company involving staff, the  affected employee  look upon the management to carryout UNBIASED investigation,  provide fair and just  view of the issues and resolve AMICABLY so that everyone has a fair deal. The management is expected to make transparent deal and make responsibility based on facts and not on manipulated documents. An investigation team is not a JURY or JUDGE which has been empowered to pass JUDGMENT.  Every employee, including the CEO is an employee who will work in an organization for fixed period of time and he is not above the law. As the CEO, he has a moral responsibility to be fair and impartial, having character of a  moral. Today, we live in a country where there are thousands of educated people who can differentiate between RIGHT and WRONG. And anyone who can differentiate between right and wrong knows how to appreciate the rights and stand against the wrongs.

But my intention of writing this article is not to villify  Karma Nidup and demonize him. However, its important that such mistakes are indicated so that everyone moves forward.  As one of the oldest organizations in the country, the organization should spearhead new dynamics in management and one way of doing that is having Staff Grievance Redressal mechanism or  Whistleblowing policy instead of discouraging people from writing in my blog. Employees are the first people in the organization to know if something is going wrong inside.  Encouraging them to report would prevent organizations from major embarrassment in the future. The company may like to get the first hand information directly from dependable sources than from second hand sources like my blog. The staff may not be comfortable in revealing their identity for fear of being victimized but it makes sense for an organization to provide channels to reveal gross violations of citizens’ rights, failures of accountability, or corruption in the organization that are of immediate or potential danger to the public interest. It contributes to institutional transparency and prevents potential abuse of corporate power. It's a form of civil dissent, that is a conscientious act against the corporate and public powers when they endanger the public interest. 

The staff in FCB are exposed to many risks. The fact that the Source Code of FCB system is managed by FCB ICT team and that team makes all  the changes in the system from the Backend of the System is the greatest danger. If a data is deleted from the system from the backend, there is no audit trial of who has deleted the data and the people like Jeet Bdr. Biswa had done that before. Further, the weak check and balance in the system, including the weak internal control, makes FCB ever vulnerable. Having dissected FCB's data during the system audit and afterwards, I can prove beyond reasonable doubts that the FCB data has been grossly manipulated.

Monday, February 5, 2018

Moment of Redemption

...During my university days, one of my professors told me the story of an eagle. It is said that the eagle lives for over 70 years.  But during its 40th year, it has to make some hard decisions.  Its long and flexible talons can no longer grab its prey. Its long and sharp beak becomes bent. Its old, aged and heavy wings, due to their thick feathers, stick to its chest and make it difficult to fly.

Then, the eagle is left with only two options: either to die or go through a painful process of change which lasts for over six months. The process requires that the eagle fly to a mountaintop and sit on its nest. There the eagle knocks its beak against a rock until it plucks it out. Then the eagle will wait for a new beak to grow back.

Then it will pluck out its talons The talons are what an eagle uses to catch food. To pluck them out would not only be extremely difficult and painful, but would also take away their ability to provide food for themselves.

When it's new talons grow back, the eagle starts plucking its old, aged feathers. And after six months, the eagle takes its famous FLIGHT OF REBIRTH  and lives for  another 30 more years."

That FLIGHT OF REBIRTH  is the moment of redemption . Redemption time has arrived for FCB. FCB has been in business over 45 years. Hundreds of people have come and gone but it has stayed on. However, over the last six years, it has grown many thick feathers  in its under- belly.

There are legacies of burden left behind  for which many innocent people and new management may have to toil everyday to clean. But in the end, what really matters is the lesson learnt and the hope that keeps everyone warm... a hope that FCB will transform itself into the best trading company in Bhutan….a hope that FCB will become household name in Bhutan…a hope that there are self motivated people driving the success of the company. …

Wishing Tashi Delek to New CEO 

Saturday, June 17, 2017

God waited for long time because documents had to be located...

Thank you all for giving truth a chance. It deserved a hardlook.  I removed the last post because someone had uploaded documents online.   My family remains indebted to everyone who provided me with fresh openings.