- Today's weather in Bahrain
- Today in Bahrain
- Australia 260 all out as Starc falls early
- Saudi’s first Comic-Con fest cited for ‘violation’
- Police deal with 546 violations
- Tenders awarded for various projects
- Indian author to arrive in Bahrain today
- Driver jailed for traffic violations
- GPIC takes part in Garden Show
- Israel shuts Jerusalem school accused of Hamas links
The Civil Service Bureau’s Instruction No.7 of the year 2015 on job performance appraisal should ensure a system of justice and equality within a clear and just framework that helps with a fair contribution to the work and the tools to measure it. This system is mandatory for all ministries of Bahrain, according to which all employees should enjoy equal contribution in their departments with specific goals. Instead of increasing the quality of work and adjusting the fairness of the system for promotions and rewards, this system has a vision to end the phenomena of exclusion in the administrative circles, whereby every employee should have a set of goals annually under the supervision of official leaders. However, there are still intangible spots of some negative dealings and behaviors that effect employees psychologically, such as ignorance, lack of respect, which reflect on their productivity, creativity and personal satisfaction, which can continue to reoccur because of the difficulty of monitoring and measurement of these behaviors in administrative circles.
The duty of being a just leader deepened in citizenship obligation, since the leader role the public sphere is to include employees and benefit from them to the maximum in the general national interest. National legislation, instructions and the Government Action Plan for 2015-2018 focus on creating a work environment that enhances the dignity, productivity and creativity of the citizens, but there is still category of administrators who resist this governmental approach by mismanagement and who have failed to provide inclusive circles.
This exclusion within the administrative circles could not disappear without the belief that each citizen can and should contribute to the progress of the Kingdom, enlarging the scope of the leadership obligation to treat employees fairly and motivate them to higher performance rather than minimizing their roles and frustrating their ambitions. Employees themselves should believe in their role to build their Kingdom and to have a healthy justice work environment and fight hardly against any violation of those rights. The wall of silence and fear towards those who holds power in administrations should overcome with maintain the full respectful behaviors to the administrative leaders. The misunderstanding of respect for others in administrative circles leads to remaining silent about the violation of the rights of the employees, which even if psychological and difficult to measure are nevertheless real violations.
This change of the mentality in administrative circles must provide an inclusive work environment based on human rights, especially for the emerging generation who have undergone educational curricula promoting the values of citizenship and human rights, but who may experience a disconnect between these values and the exclusion they encounter in the work environment. Furthermore, human rights and citizenship values are universal obligations, and all citizens should respect and comply with these in real-life contexts.
Thus it is the duty of all citizens to reflect the governmental approach into reality and adopt the citizenship and human rights values as a lifestyle, not espousing it as an empty theory. Human errors such as ethnic discrimination can be overcome by fostering the mentality of inclusive administrative circles and setting clear and strong sanctions on violators of justice and equality, and establishing a system that provides moral and material support to employees to react to any violation they encounter that threatens their right to work in an inclusive work environment.
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