CorporateMOM
Corporate Management Orbiter Mission.
Podcast Episode #72 Vigil Mechanism – #22 – The critical SEBI Regulation for Corporate Governance Standards
mp3Audio : Vigil Mechanism – #22
pdf for Download:
For this post: Podcast Episode #72 Vigil Mechanism – #22 Vigil Mechanism – LODR 22
Measuring Corporate Governance
Measuring Corporate Governance
Vigil Mechanism – #22 – The critical SEBI Regulation for Corporate Governance Standards
Already I posted on this subject Vigil Mechanism – Replace Whistle Blower Policy with Corporate Culture. It was my Youtube video presentation that I was keen my voice being heard. True, many have heard it but the text and Tables were not properly displayed at all in the video that is more important than my voice. Hence, I have created a pdf presentation on the same subject with voice links and Transcript attached. You can download. pdf is better.
Vigil Mechanism #22 IMO is the most important in SEBI LODR – 17 to 27 and I find #22 is the least elaborated by SEBI. To quote from my voice message: Q: “It’s easy to see 38 people in Tata Steel have been sacked because CoC they did not comply with. I don’t think it is correct. What is very important, even in the football analogy there is a whistleblower who is the coach or the referee who blows the whistle and shows the red card. No, I don’t agree with that. UQ
I may add here “PM Modi comes down on non performers, asks ministers to retire any staffer in ‘public interest’ “
This is Theory X – managers use rewards and punishments to motivate employees.
My voice says: Q: This is what is very important the individuals, any number of individuals who are very good, doing extremely well, and the other guys. I created a team of five. One for ethical and four for fiscal responsibility people. These people help each other to come to get the optimum level of performance. Can come by knowing, my principle of Return on Intangible where the numerator is action or inaction and the denominator THE intangible. Intangible is a powerhouse, for each person, a potter to the nuclear scientist. If you go through the synapses and neurons that work in any ordinary human being I mean the mathematics is not available that’s what the neuro experts say which is more than that of the stars in the galaxy, for each person, for each janitor. Our capability, what we can do for anybody is something very great.
And number one is establishing corporate culture. That is the most important thing that I like to stress. You cannot give a protection to a guy, with a whistle-blowing policy by telling that you can be protected if you go to the chairperson of the audit committee. It will not happen. And it had not happened, as in the case of Enron long after they had been caught red handed. UQ
Peter Drucker, said that the purpose of an organization is to enable ordinary people to do extraordinary things. Give Gen Z their future. We are stuck with spot-jogging that tires you out but does not move forward. Take a change – SEBI?
Regards,
Jayaraman
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