PROFESSIONALS are hired by various companies for a reason.
Each person is employed to carry out duties as stipulated by their speciality to ensure the company reaches the anticipated economic benefit without any detrimental issues.
The employees are doing what are necessary and providing the essential advices and services to the operations of the company or organisation.
Professionals collect data and information, analyse, evaluate, interpret and provide recommendations, design and advise on all matters of the operation.
Many of the organisations and companies in the country are run by expatriate managers, general managers and CEOs.
Some of these managers have low opinion or do not trust PNG national professionals.
Therefore, they employ their expatriate mates while others recruit mates who are consultants.
Some expatriate managers and consultants think, assume and behave as if PNG professionals are data collectors.
This is discrimination at its best and is not practicable in many parts of the modern world today.
The government must stop this right now and take tougher measures such as preventing these expatriates from entering the country.
Some of these managers are leaders in the business but tend to threaten their employees.
There are numerous cases of threatening, bullying, harassment and intimidation in most organisations.
The government must stop this right now and take tougher measures. One way to evaluate the effectiveness of leadership is to look at the abilities of employees to build teams and get result through others.
If a leader cannot do this, the style of leadership is destructive, or may have something to do with managerial incompetence.
The ability to motivate others is a fundamental leadership skill and has the strong connections to build cohesive goal-orientated teams and getting result through others.
Leaders empower their employees to enhance and broaden their capabilities while increasing their authority and accountability in decision making.
Some companies have been in business for over 25 years in this country and many nationals have taken over expatriate positions.
However, these jobs have been reverted to expatriates, especially in the mining and petroleum industries.
I am of the notion that an expert expat employee shall train one of his/her employees (subordinates) to replace him/her within his/her contract term (which is generally three years).
If that expert expat fails to do that within three years with the company, then he/she fails.