Is it possible for an employee to succeed with management that deals with employees on personal matters only not with actual results of their work effort?

Thanks to invite.

Such type of employees get the attention for the time being but the hardworking employees always admired for long time with good recognition.

Thanks

No, I do not think so..

Regards

yes it is possible

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Yes, there are  people who succeeded on many reasons,but non of them was attributed to actual work achievements.But this is a FAKE success and will shortly be deteriorated.

The REAL success,which everyone should be proud of, is the one that is built on real achievements and contribution to the company success and with personal effort and not on steeling others efforts.

Allowing such behavior in the department is considered unethical and will destroy the sincere employees's moral which will effect overall performance and productivity.     

May be .....may be temporarily one or two times but not on a sustainable basis

I have seen people succeed on sex, even worse, on never delivered on sexual innuendo, so yea, people succeed in various ways and nothing is beyond people. Humans are funny lot, mainly driven by sex and money, you always have to keep that knowledge at the back of your mind..

Thanks for the invitation. It is not possible always. In most of the cases it is yes but there are cases where it is not possible too. 

The employee if he wants to succeed then he can succeed under any circumstances, it is enough just of a good will, the enthusiasm and tenacity

The manager should focus on the distinctive individual success factor for any advancement or promotion

The manager must define the appropriate tasks for his subordinates according to the concept of acquired results and not of work carried out

Sometimes its possible, but this kind of success doesn't have life.

Employees cannot succeed, when the focus is personal matters only. As stated below, the employer and employee have obligation towards each other. It is the work effort of the employee that determines his success.

It is the obligation of the employer to take care of employees’ welfare, such as the payment of salaries/perquisites, health, safety/safe working environment, adequate training/induction to give employees the requisite skills needed to perform his or her duties to the organisation. .

While, it is the responsibilities of the employee to perform his or her obligations unto their employers as stated in his or her contract of employment or engagement letter, in addition to being loyal to their employers. The performance of the employee’s obligation to their employers is what adds value to the organisation.

Where an employee fails to perform his or her obligation to the organisation as contained in the employment contract, such employee is given query (disciplinary procedure) to explain the reason for his action. The employee must be given fair hearing. Where the employee’s response is not satisfactory, he should be warned and given some period of time (say 3 months) to improve in his service to the organisation. Fair hearing must be given to the employee. If his performance improves within the given time, he should be allowed to continue his work but if his performance fails to improve, such employee should be relieved of his services to the company.