Employment in Third-World/Developing Countries
What’s up planet earth? No, this is not a post about being green, or how to protect Mother Nature!
Ever wondered, if the issues that the employees of local/regional companies in Third-World/Developing Countries suffer from do exist in modern civilized countries? Well, I do!
Some people think that I whine a lot, while others share the same issues that I face (or even have more). These issues can be summarized into, but not limited to, the following:
- Lack of organization structure.
- Lack of appreciation towards the finished job/task.
- Unfair raises/promotions that sometimes do not reflect the appraisals’ results at all.
- Being looked upon as a traitor to the unity of the company you work in, if you think of starting your own business!
- Availability of a punishment process, and the unavailability of a rewards system at the same time.
These are some of the things we face as employees in third countries, yet there are a lot more than this. Your comments are highly appreciated.
Updated: 10-Jan-2009
Thanks for all the people who answered my question on LinkedIn, the following points sum it up:
- Both in developed countries and in developing countries these issues can be found.
- The “corporate culture” plays the biggest tole in this.
- Some developed countries have programs to deal with issues that are not considered issues at all in developing countries, such as burnout syndrome or suffering from job stress.
- The popularity of the Dilbert comic strip across the world, is enough to show that same problems of idiot managers, incompetent peers, and brain-dead subordinates are faced by all of us.
These points and a lot more shows us that a lot of common stuff do exist between companies in developed and developing countries. Corporate culture and orientation of the company decision makers towards making the employees life good or a disaster is a main issue. People oriented companies such as Google, are almost impossible – at all – to find in developing countries, due to the cultural differences and respect for flexible policies such companies might provide, and their employees might not respect.
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