Author: indiafreenotes

The origin of management in the organized way can be traced as back as the origin of human beings. They earned their livelihood by hunting that was carried out in groups. Later possession of land mass became important hence there a rose conflict between the groups. Local conflicts were resolved by power using primitive weapon system. Management practices were undertaken in a scientific way early 18th century when industrial revolution took place. World War I saw a marked development in evolution of management concepts. In India management practices were in existence in Ramayana and Mahabharata periods. People were administered by the state and their needs fulfilled. The king was considered to be the master. Proper executive, judicial, and state affairs were managed in a very disciplined way. Every individual was morally responsible to the master (king/ruler) for the task assigned to him. Chanakya was a pioneer in evolving principles of economics and warfare in particular and efficient administration of the state in general. Various systems evolved in those days can be seen even today. Water supply system to Aurangabad introduced by King Aurangazeb is even visible today. Management of education, eradication of social evils and various religious systems are evidence of existence of proper management. Management as a field of study was considered early 20th century. Management principles like delegation of authority, empowerment, leadership, scalar chain, unity of command and motivation were clearly demonstrated in Roman Umpire and their ability to organize can be seen from its expansion. Shivaji demonstrated above principles in 17th century.

People have displayed tremendous amount of ability and skill in planning, organising, and directing people as to what is to be done, how it is to be done and anticipating future plans. They also evolved various models of controlling the planned work being executed properly. Various wars have been fought where use of human resources, heavy weapon system, its procurement and use and shifting it to various theatres of war based on threat perceptions are the examples of management. Great war of Mahabharata between Pandavas and Kauravas is an example of managing power, confllict situations, human resource training and development and an art of generalship had been practiced in the most scientific manner. Egyptian piramids, Great Wall of China are the tangible examples where hundreds of thousand of people were involved in construction activity over a protracted period of time. Every individual had a chain of command. He knew as to what is to be done, how it is to be done and the time frame within which it is to be

completed. These examples indicate that organizations have been in exixtence for thousands of years and management was being practiced ever since. However, in the past several years, the management has undergone systematic investigation, acquired common body of knowledge, formulated various models to deal with various phenomenon like handling conflict or managing stress and thus became a formal discipline for study. Two landmarks are most important in the Management study. One, publication of classical economic doctrines by Adam Smith in 1776 tittled “Wealth of Nations” in which Smith has argued that the economic advantages the organizations and societies would gain from the concepts are: 1) division of labour that promoted 2) skill development. 3) specialised task allotment. 4) time measurement in relation to the quantum of work performed. Smith concluded that, division of work would benefit in higher quality of work and higher productivity. Two. Indudtrisl revolution of eighteenth century, advent of machine power and subsequent development of infrastructural facilities of rail road transportation, communication network, formation of corporations worldwide promoted requirement of people having increased manegerial skills and formalised management practices, which gave birth to the formal theories of management in early 1900s. The concept of management was not clear till about mid of 20th century. There was a contrast between the thinkers. However, Classical approach of management which propogated Scientific Management and General Administrative Theory was a fabulous development. This followed an intensive research work undertaken by Elton Mayo which is known as Howthrone studies. It was followed by more recent concepts of Operatons Research, process management, systems approach, total quality management and last but not the least the contingency approach. In this chapter let us study various theories as the management progressed.

Management is not new to India. The present perception that Management was introduced by the Westerners is wrong. Management has been described and displayed long back in our epics. Ramayana, Mahabharata and Bhagavad Gita are the greatest contributions to the Indian Management. Few examples from these epics are Lord Rama‟s team building to win over Ravana, Sugreeva making alliance with Rama to get back his kingdom, Lord Krishna‟s preaching Arjuna to be detached while performing duties, etc. As we all know, the irst quality any manager should have is “one must try to manage oneself”. Bhagavad Gita gives the best way to make you perfect. Gita also enlightens us on almost everything that is there in Western Management Thought like – vision, leadership, motivation, excellence in work, achieving goals, giving work meaning, decision-making and planning. But unlike the Western thoughts which are materialistic, Gita‟s thoughts are more at human thinking level. Coming to Ramayana, Lord Rama in Ramayana clariies Vibhishana‟s doubt by saying, strength lies in the clear vision and cause for the ight, but not on the number of soldiers. This clearly states the importance of having vision. He also enlists the weapons – knowledge, strategy, intelligence, skill, commitment and restraint of ego, which help you win the battle. This list gives the importance of strategy and human-resource management for performing any activity. HBR‟s statement which is in line with Lord Rama‟s saying is “you need not analyze and complicate things”. The examples quoted are just a sample of many such available in the great epic. Mahabharata, one of the longest epic in the world also taught us some beautiful lessons of management like beneits of networking, logistics, proper organization, etc. All these are clearly depicted by the way Pandavas had managed to assemble a large army of seven divisions even though they were not in power for 13 years and were also living in exile in the forest for 12 years. The logistics and arrangements were so perfect that today‟s modern military still follows the basic principles laid down by the managers of Mahabharata war.

Be it business or human activity, the act of bringing people together, popularly known as ‘management’, is broadly defined by five functions—Planning, Organizing, Leading, Organizing, and Coordinating.

Management books and journals may appear to be an en vogue trend. However, the actuality of the same finds its roots in eras that epically existed ages ago. Seers like Tulsidas and Valmiki through Ramayana brought sure-shot management lessons to fore for all and sundry in the contemporary entrepreneurial era.

1. Provide a concrete vision to followers

Like Rama, it is important for all the employers to set and share vision with the followers. This would enable motivation in them to perform because there would be clarity of goals. Even Rama shared vision of bringing Sita back home and for the same he delegated various responsibilities; he sent some as search parties and asked some others to work on the bridge construction.

2. Believe in the ability of subordinates to achieve an aim and inspire them to do so

Against the sophisticated army of Ravana that had vanquished many kings and celebrated a past of defeating devtas, Rama led a multitude of aboriginal tribes which could not be called anything more than a rag-tag army. Even after the constant mocking and jeering, Rama instilled confidence and sustained faith in his troops against the seemingly impossible-to-defeat demonic fleet of Ravana. A leader’s trust in his team is paramount.

3. Treat all people equally

Unlike many princes of that time, Rama mingled with everyone alike regardless of the prevalent norms of lower and upper strata. The untouchability issue never touched him and this helped him strike associations among fishermen and tribal folks as well; this brings us to a very important learner tip: Equality results in loyalty.

4. Stand courageously in the face of great adversity

Following Sita’s kidnap, Rama wandered penniless in the forest. Ramayana speaks of pretty vivid details of Rama’s sadness in Sita’s absence. However, this did not stop him from forging ties with Sugriv and others even in the face of a dilemma when the enemy was unknown.

5. Stand for morality but do not engage in judgmental posturing

Well known for his moral code, Rama endeavored to stand forth for the values he projected. But nowhere in Ramayana, was he depicted as a blind puritan who only wanted his code of conduct in place and rest all be banished. No! Rama was a person of resolve. He chose to suspend judgment at all times. His value systems were different even from his father; Rama had one wife while many other kings including his own father had several. A leader who gives way to creativity as an open field to his team mates is revered more as ‘suspending judgements’ is still the way to go!

6. Consult subordinates on important matters and allow them to give their opinions freely

When Vibhishan ratted out on Ravana, Rama vowed to protect him. He consulted his army chiefs and many suggested Rama that a demon is not to be trusted especially when he is the brother to the culprit. Instead of chiding or rebuking their ideas, Rama neutralized their incredulity and convinced them in his favor. This brings out a very important lesson as everybody felt heard. He empowered his subordinates. Reducing the power differential between an employer and an employee can work wonders.

7. Follow a code of ethics and be ready to sacrifice to follow it

Underpinning the Utopic way of life, Rama chose ethical decision making process in all areas of his life. Many-a-leader build credibility first with sacrifice first to resort to unethical means later. The generation that fought for the nation’s independence degenerated into wheelers and dealers after acquisition of power. The political leaders now continue to speak of their glorious ancestral past while seeking votes. Under the surface of that vote appeal, they always seek to hoodwink the multitude in the name of past sacrifices. Rama never did so. The overconfident Ravana on day one was disarmed by Rama’s chivalry but he was allowed to return safely to his citadel unharmed because Rama believed that an unarmed individual must not be attacked.

Indian Ethics in Management refers to the values and practices that the culture of India (Bharatheeya Sanskriti) can contribute to service, leadership and management. These values and practices are rooted in Sanathana Dharma (the eternal essence), and have been influenced by various strands of Indian philosophy.

Indian ethos for management means the application of principles of management as revealed in our ancient wisdom brought forth in our sacred books like our Gita, Upanishads, Bible and Quran.

The ancient Indian Education was basically aimed at personal growth of individual. Our education system is the oldest in the world and is having some qualities which are not there anywhere else in the world and we are proud of this. The aim of ancient Indian Education System was not only to give theoretical knowledge but to make an individual humble so that he can get ‘Mukti’. The ultimate aim of human society of that age was the achievement of absolute i.e. ‘Brahma’ it was prevailing in the entire visible world.

A man should engage himself in ‘Karmopasna’ i.e. work is worship and thus purity his inner senses and gain the absolute. The main aim of all the education during ancient period was to make the student useful and pious member of society. This was the second aim of education. This was achieved by proper development of moral feelings. It was believed that mere intellectual knowledge was not enough to become a learned fellow; in addition, the student must be pure in his life, thoughts and habits. This was the third main characteristic of Hindu Educational System. This was realized by encouraging self- confidence, fostering self-respect and self-restraint. Graduate students were highly inspired during convocation address to be useful member of the society. A graduate student was not to lead a self-centered life rather he was constantly remained of his obligations to the society. Social life in villages was very stable and well-ordered as education transformed people and made them conscious of their social duties and civic responsibilities. During the ancient period, Aryans evolved a peculiar system for promoting the progress of different art forms and professions. In the society, a particular caste was restricted to a particular occupation. Eventually, this system has resulted in general progress and happiness of society. In the ancient system of education this was one of the most important aims. People were very much conscious of their culture.

Basic principles of Indian ethos for management (IEM):

1. Immense potential, energy and talents for perfection as human being has the spirit within his heart.
2. Holistic approach indicating unity between the Divine (the Divine means perfection in knowledge, wisdom and power), individual self and the universe.
3. Subtle, intangible subject and gross tangible objects are equally important. One must develop one’s Third Eye, Jnana Chaksu, the Eye of Wisdom, Vision, Insight and Foresight. Inner resources are much more powerful than outer resources. Divine virtues are inner resources. Capital, materials and plant & machinery are outer resources.
4. Karma Yoga (selfless work) offers double benefits, private benefit in the form of self Purification and public benefit.
5. Yogah Karmasu Kaushalam: Excellence at work through self-motivation and

Ethical Activities:

Amongst a host of ethical activities that managers can perform, a study conducted by Barry Posner and Warren Schmidt highlights the following ethical activities observed by managers:

1. The foremost goal of managers is to make their organizations effective.
2. Profit maximisation and stakeholders’ interests were not the central goals of the managers studied.
3. Attending to customers was seen as important.
4. Integrity was the characteristic most highly rated by managers at all levels.
5. Pressure to conform to organisational standards was seen as high.
6. Spouses are important in helping their mates grapple with ethical dilemmas.
7. Most managers seek the advice of others in handling ethical dilemmas.

Types of Management Ethics:

Three types of management ethics or standards of conduct are identified by Archie B. Carroll:

1. Immoral management:

It implies lack of ethical practices followed by managers. Managers want to maximise profits even if it is at the cost of legal standards or concern for employees.

2. Moral management:

According to moral management ethics, managers aim to maximise profits within the confines of ethical values and principles. They conform to professional and legal standards of conduct. The guiding principle in moral management ethics is “Is this action, decision, or behaviour fair to us and all parties involved?”

3. Amoral management:

This type of management ethics lies between moral and immoral management ethics. Managers respond to personal and legal ethics only if they are required to do so; otherwise there is lack of ethical perception and awareness.

There are two types of amoral management:

(a) Intentional:

Managers deliberately avoid ethical practices in business decisions because they think ethics should be followed in non-business activities.

(b) Unintentional:

Managers do not deliberately avoid ethical practices but unintentionally they make decisions whose moral implications are not taken into consideration.

Guidelines for Ethical Behaviour:

Though every individual and group has a set of ethical values, the following guidelines are prescribed by James O’Toole in this regard:

1. Obey the law:

Obeying legal practices of the country is conforming to ethical values.

2. Tell the truth:

Disclosing fair accounting results to concerned parties and telling the truth is ethical behaviour of managers.

3. Respect for people:

Ethics requires managers to respect people who contact them.

4. The golden rule:

The golden business principle is ‘Treat others as you would want to be treated’. This will always result in ethical behaviour.

5. Above all, do no harm:

Even if law does not prohibit use of chemicals in producing certain products, managers should avoid them if they are environment pollutants.

6. Practice participation – not paternalism:

Managers should not decide on their own what is good or bad for the stakeholders. They should assess their needs, analyse them in the light of business needs and integrate the two by allowing the stakeholders to participate in the decision­-making processes.

7. Act when you have responsibility:

Actions which cannot be delegated and have to be taken by managers only (given their competence and skill) must be responsibly taken by them for the benefit of the organisation and the stakeholders.

Approaches to Management Ethics:

There are three approaches to management ethics:

1. Utilitarian approach:

In this approach, managers analyse the effects of decisions on people affected by these decisions. The action rather than the motive behind the action is the focus of this approach. Positive and negative results are weighed and managerial actions are justified if positive effects outweigh the negative effects. Pollution standards and analysing the impact of pollution on society is management ethics code under utilitarian approach.

2. Moral rights approach:

In this approach, managers follow ethical code which takes care of fundamental and moral rights of human beings; the right to speech, right to life and safety, right to express feelings etc. In the context of business organisations, managers disclose information in the annual reports necessary for welfare of the people concerned. The nature, timing and validity of information is taken into account while reporting information in the annual reports.

3. Social justice approach:

According to this approach, managers’ actions are fair, impartial and equitable to all individuals and groups. Employees are not distinguished on the basis of caste, religion, race or gender though distinction on the basis of abilities or production is justified. For example, all employees, males or females with same skills should be treated at par but it is justified to treat employees who produce more differently from those who produce less.

Need for Business Ethics:

Business ethics is important for the following reasons:

1. Business organisations are economic and social institutions that serve customers’ needs by supplying them right goods at the right place, time and price. This is possible if the institutions engage in ethical practices.
2. Business ethics help in long-run survival of the firms. Unethical practices like paying low wages to workers, providing poor working conditions, lack of health and safety measures for employees, selling smuggled or adulterated goods, tax evasion etc. can increase short-run profits but endanger their long-run survival. It is important, therefore, for firms to suffer short-term losses but fulfill ethical social obligations to secure their long-term future.
3. Business houses operate in the social environment and use resources provided by the society. They are, therefore, morally and socially committed to look after the interests of society by adopting ethical business practices.
4. Ethical business activities improve company’s image and give it edge over competitors to promote sales and profits.
5. Legal framework of a country also enforces ethical practices. Under Consumer Protection Act, for example, consumers can complain against unethical business practices. Labour laws protect the interests of workers against unethical practices. Legal framework of the country, therefore, promotes ethical business behaviour. Business houses want to avoid Government intervention and, therefore, follow ethical practices.

Barriers to Management Ethics:

James A. Waters describe three “organisational blocks” of management ethics:

1. Chain of command:

If employees know that superiors are not following ethical behaviour, they hesitate in reporting the matter up the hierarchy for the fear of being misunderstood and penalized. The chain of command is, thus, a barrier to reporting unethical activities of superiors.

2. Group membership:

Informal groups lead to group code of ethics. Group members are strongly bonded by their loyalty and respect for each other and unethical behaviour of any member of the group is generally ignored by the rest.

3. Ambiguous priorities:

When policies are unclear and ambiguous, employees’ behaviour cannot be guided in a unified direction. It is difficult to understand what is ethical and what is unethical.

Solutions to Barriers:

The following measures can improve the climate for ethical behaviour:

1. Organisational objectives and policies should be clear so that every member works towards these goals ethically.
2. The behaviour of top managers is followed by others in the organisation. Ethical actions of top managers promote ethical behaviour throughout the organisation.
3. Imposing penalties and threats for not conforming to ethical behaviour can reduce unethical activities in the organisation. Formal procedures of lodging complaints help subordinates report unethical behaviour of superiors to the concerned committees.
4. Educational institutions also offer courses and training in business ethics to develop conscientious managers who observe ethical behaviour.

Values:

Values are a set of principles that people cherish. They enhance the quality of individual and collective life. They involve personal and community discipline and sacrifice of immediate gratification needs. Quality of life is a product of physical, social, environmental, mental and spiritual health and wholeness. Values refer to intrinsic worth or goodness.

They are the beliefs that guide an individual’s actions. They represent a person’s belief about what is right or wrong. Values lay standards against which behaviour is judged. They determine the overall personality of an individual and the organization he is working for. His family, peer group, educational institutions, environment and the work place develop values in him. Values apply to individuals and institutions, both business and non-business.

Values and Behaviour:

Values remain embedded in our minds since childhood. As children, we are taught what is good, bad, right or wrong by parents, educational institutions and social groups. These values become part of our behaviour and personality when we grow up and are transmitted to future generations, thus, creating a healthy society.

In the business world, every person, whether manager or non-manager, whose behaviour is value-based shapes the culture of the organisation. Organisation is a group of people responsible for its formation, survival and growth. How good an organisation is depends upon how good are the people managing it.

Good people are those whose actions and behaviour are based on a sound value system and ethical principles. Value system is a combination of all values that an individual should have. Values lay foundation for organisational success.

They develop the attitudes, perceptions and motives that shape the behaviour of people working in the organisation. This develops a sound organisation culture that promotes image of the organisation in the society. Values in individuals develop a value-based organisation, society, nation and the world as a whole.

Values in Business Management:

There are many ways in which the basic human values – truth, righteousness, peace, love and non-violence can be practiced in the day-to-day conduct of business. There are different aspects of management such as marketing, finance, industrial relations, etc., but the most important aspect is “man-management.” Each country has its own historical and cultural background and Indian managers should not mechanically copy practices from abroad but should keep in mind the Indian milieu and our national ethos.

Values of Managers:

Management is a systematic way of doing work in any field. Its task is to make people capable of joint performance, to make their weaknesses irrelevant and convert them into strengths. It strikes harmony in working equilibrium, in thoughts and actions, goals and achievements, plans and performance, products and markets.

Lack of management will cause disorder, confusion, wastage, delay, destruction and even depression. Successful management means managing men, money and material in the best possible way according to circumstances and environment.

Most of the Indian enterprises today face conflicts, tensions, low efficiency and productivity, absence of motivation, lack of work culture, etc. This is perhaps due to the reason that managers are moving away from the concept of values and ethics.

The lure for maximizing profits is deviating them from the value-based managerial behaviour. There is need for managers to develop a set of values and beliefs that will help them attain the ultimate goals of profits, survival and growth.

They need to develop the following values:

1. Optimum utilization of resources:

The first lesson in the management science is to choose wisely and utilize optimally the scarce resources to succeed in business venture.

2. Attitude towards work:

Managers have to develop visionary perspective in their work. They have to develop a sense of larger vision in their work for the common good.

3. Work commitment:

Managers have to work with dedication. Dedicated work means ‘work for the sake of work’. Though results are important, performance should not always be based on expected benefits. They should focus on the quality of performance. The best means for effective work performance is to become the work itself. Attaining the state of nishkama karma is the right attitude to work because it prevents ego and the mind from thinking about future gains or losses.

Managers should renounce egoism and promote team work, dignity, sharing, co­operation, harmony, trust, sacrificing lower needs for higher goals, seeing others in you and yourself in others etc. The work must be done with detachment. De-personified intelligence is best suited for those who sincerely believe in the supremacy of organisational goals as compared to narrow personal success and achievement.

Value based managers do the following to discharge their duties well:

1. Cultivate sound philosophy of life.
2. Identify with inner core of self-sufficiency.
3. Strive for excellence through ‘Work is Worship’.
4. Build internal integrated force to face contrary impulses and emotions.
5. Pursue ethico-moral righteousness.
6. Vision:

Managers must have a long-term vision. The visionary manager must be practical, dynamic and capable of translating dreams into reality. This dynamism and strength of a true leader flows from an inspired and spontaneous motivation to help others.

Vision includes the following:

(a) Forming a vision and planning the strategy to realize such vision.

(b) Cultivating the art of leadership.

(c) Establishing institutional excellence and building an innovative organization.

(d) Developing human resources.

(e) Team building and teamwork.

(f) Delegation, motivation and communication.

(g) Reviewing performance and taking corrective steps whenever called for.

The management gurus like Lord Krishna, Swami Vivekananda and Peter F. Drucker assert that managers should develop the following values:

1. Move from the state of inertia to the state of righteous action.
2. Move from the state of faithlessness to the state of faith and self-confidence.
3. Their actions should benefit not only them but the society at large.
4. Move from unethical actions to ethical actions.
5. Move from untruth to truth.
6. ‘No doer of good ever ends in misery’. Good actions always produce good results and evil actions produce evil results.
7. Take the best from the western models of efficiency, dynamism and excellence and tune them to Indian conditions.

Meditation is a yogic practice by which mind becomes still and relaxed. We all know that our mind always remains active and never takes rest. All kinds of thoughts and emotions negatively affect it and as a result minds becomes disturbed. In order to pacify and relax the mind, it is to be stilled. This can be done by taking the mind away from the external things.

For pacifying and relaxing the mind, meditation is a very effective practice. It relaxes body and mind both and refuels them with energy. Several researches indicate that meditation improves the functioning of brain.

There are several techniques of meditation. They vary in the methodology but the goal of all techniques is same, i.e., reaching an inner calm and a higher level of awareness. All techniques of meditation involve focussing on a single point which could be breath, a mantra, a word or an object. In the beginning, focussing of the mind is difficult; therefore a beginner can start meditating for a few minutes only and later on can increase its duration.

Let us practice meditation by following the steps given below:

1. Sit in Padmasana, Sukhasana or in any meditative comfortable posture. Place your hands in Jnana mudra on your respective knees. Keep your spine erect. Close your eyes gently.
2. Breathe normally.
3. Focus your attention on the breath. Go inside yourself and observe your breathing. Concentrate on inhalation and exhalation. During the practice, your mind may wander here and there. Try to concentrate on your breath only. Breathe normally.
4. Now you can focus on the space between the eyebrows with closed eyes. Remain in this position for five minutes.
5. To come back, bring your consciousness very slowly back to the external surroundings.
6. Cup the eyes with the hands and blink the eyes for a few seconds so that sudden exposure to light does not irritate them. Slowly open your eyes and remove the hands. Slowly externalise yourself.

Meditation can be performed in different forms. For example, instead of breath, one may focus on sound also. For this, slowly produce the sound, keep on reducing its volume till it comes to a barely audible note. Then stay calm and concentrate on the tip of the nose or the space between the eyebrows with closed eyes.

Benefits

• It gives deeper relaxation.
• It lowers heart rate and blood pressure.
• It slows respiratory rate.
• It helps to reduce stress.
• It helps in managing emotions.

Yoga Practice for Stress Management

We all come across stress, anxiety, and depression; these issues have become evils in our daily life. Due to changing lifestyle, a lot has changed in human life. Many new forms of stress management techniques have arrived today. Despite this fact, the roots and practice of ancient yoga have remained consistent. Yoga has helped many people overcome various issues related to their life. It is undeniable that stress brings a lot of physical and mental issues; you become drained and exhausted. Some more common problems that arise out of stress are;

• Migraines
• Depression
• Lack of sleep
• Hypertension
• High and Low blood pressure
• Heart issues
• Weight gain
• Spondylitis

Issues are many but the solution is one Yoga! Yoga is the answer to all the above issues and much more that could disrupt your life from living normally. The technique of yoga is not magic but practice. Both men and women can avail various benefits out of Yoga and live a stress-free life. The question is, how does yoga help in getting rid of stress?

The postures, techniques, and exercises in yoga comprise of asanas, pranayamas, relaxation, meditation, and breathing exercises that help you overcome stress. Due to more number of people coming forward to experience the benefits of Yoga, a world Yoga day is celebrated on 21^st June every year. It’s a fascinating sight to notice a massive number of people joining hands to get rid of their painful issues in life.

How Can Yoga Help To Overcome Stress?

Regular practice and belief are the key points before you expect any positive result. You must believe in yourself and the fact that you will get rid of stress with the help of regular practice. Some postures in yoga help you to feel relaxed, at ease and relieved from all that has been running in your mind. Notice the children in your family or around you; they often forget their worries by playing and cracking jokes with their friends. The like-minded kids around them and the body movements while they play help them ease down the stress. That is exactly what yoga does to you!

As we grow, our responsibilities increase and we forget to be cheerful. It adds to our stress and we often fall into negative ways of overcoming stress such as alcoholism, drugs, and antidepressants. Some even take catastrophic steps. Yoga helps combat this by managing the stress for you. Let’s understand the different advantages of yoga for stress management.

Benefits of Yoga For Stress Management:

1. Union of mind, body, and soul:

A combination of breathing exercises and asana unites the mind, body, and soul. Imbalance of these three gives birth to health issues and unwanted mental stress. Health experts and yogis have confirmed that yoga has relieved people from stress to a great extent.

2. Improved sleep:

Some forms of exercises in yoga help you sleep peacefully. Most people complain of the inability to sleep properly due to various issues troubling them in and out in their life. People bring more focus in life with regular yoga practice.

3. Increased energy:

Breathing exercises are extremely important in yoga for stress management. The slow breath patterns along with inhaling and exhaling techniques bring more positive energy to your body. Scientifically, it helps the oxygen to pass through your organs by making you feel relaxed.

4. Increased concentration:

Yoga asanas relax your body by overcoming stress. We all must have noticed forgetfulness when we are worried about something that’s disturbing us. It leads to a confused state of mind. Yoga brings an improved concentration to deal with situations with a calm mind.

5. Experience deep Relaxation:

Meditation is an important factor in yoga for stress management. One of the essential things expected during stress management is the ease of mind. Yoga with meditation balances those alpha waves that are needed to relax your mind. While you do the breathing exercises, your heart rate tends to become normal and blood pressure normalizes.

6. Boost in Confidence:

Stress often breaks us and tears us apart from taking decisions in life with confidence. We start feeling confused and indecisive in everything and seek others’ support. Yoga for stress management is the best alternative for bringing back inner confidence.

7. Inner healing:

Our healing process gets shattered when we are stressed. We fail to react to situations with a calm mind and break down most of the times. Those who practice yoga postures will realize how it helps to build strength and utilize energy at the right channel during crisis or period of extreme stress.

Lastly, yoga isn’t a magic wand to eliminate stress permanently from life; stress is a parcel that you will receive every day. However, with the practice of yoga, you build a positive personality and a confident approach to handle situations in a better manner.

Development of personality is an important issue. Personality starts developing since birth, but it assumes great importance during adolescence, when reorganisation of personality takes place.

Personality is a very common term which is used in our day-to-day life. It tells us what type of person one is. We know that each person generally behaves consistently in most of the situations. The examples of this consistency can be seen in a person who remains friendly or a person who is generally kind or helpful in most situations. Such a consistent pattern of behaviour is termed as personality. It can be called as the sum total of behaviour that includes attitudes, emotions, thoughts, habits and traits. This pattern of behaviour is characteristic to an individual.

There are various dimensions of personality. These dimensions are related to physical, emotional, intellectual, social and spiritual aspects of our behaviour. For a holistic personality development, yoga plays an important role.

Yogic practices are found effective for development of all dimensions of personality.

Let us talk about the yogic practices that influences development of different dimensions of personality.

Yoga and Physical Dimension of Personality: Physical dimension is related to our body. It means that all organs and systems of our body should be properly developed and function.

It implies a healthy body without any disease. Yogic practices like asana, pranayama, and bandha play a beneficial role in physical development of children. There is a series of asanas and pranayamas which help to improve the functioning of the body.

Yoga and Emotional Dimension of Personality: Yogic practices are effective for development of emotional dimension related to our feelings, attitudes and emotions. There are two kinds of emotions: positive and negative. For example love, kindness are positive emotions, while anger and fear (exam phobia) are negative emotions. Similarly, our feelings and attitudes may be positive and negative. For emotional development, positive feelings, attitudes and emotions should be developed and negative ones should be controlled, as the negative attitudes and emotions work as a mental block for the development of personality. Yoga plays a critical role in development of positive emotions. It brings emotional stability. It helps to control negative emotions. Yogic practices such as yama, niyama, asana, pranayama, pratyahara and meditation help in emotional management. For example, the principle of non-violence will protect us from negative emotions and develop positive feelings of love and kindness. Similarly, other principles of yama and niyama will help to develop positive emotions and attitudes in our personal and social life and therefore help in the management of emotions.

Yoga and Intellectual Dimension of Personality: Intellectual development is related to the development of our mental abilities and processes such as critical thinking, memory, perception, decision making, imagination, creativity, etc. Development of this dimension is very important as it enables us to learn new things and acquire knowledge and skills. Yogic practices such as asana, pranayama, dharana, dhyana (meditation) help to develop concentration, memory and thereby help in intellectual development.

Yoga and Social Dimension of Personality: Primary socialisation, probably the most important aspect of the personality development takes place during infancy, usually within the family. By responding to the approval and disapproval of parents and grandparents and imitating their examples, the child learns the language and many of the basic behaviour patterns of her/his society. The process of socialisation is not limited to childhood, but continues throughout life and teach the growing child and adolescent about the norms and rules of the society in which she/he lives. Some key elements of this process include respect for others, listening carefully to other persons, being interested in them, and voicing your thoughts and feelings politely, honestly and clearly so that you can be easily heard and understood. Principles of yama include these key elements and are very important as these help us in the betterment of our relationships with our friends, parents, teachers and others.

Yoga and Spiritual Dimension of Personality: This dimension is related to the development of values. It is also concerned with self-actualisation which is related to recognising one’s potential and developing them to the maximum. Proper development of this dimension helps the person to realise one’s true identity. For spiritual development, yama, niyama, pratyahara and dhyana (meditation) are helpful. Yama and niyama help to develop our moral values while pranayama, and meditation help us to realise our true self. Introspection is very effective for the development of ‘self’.

Benefits of Surya Namaskara

• It helps to increase strength, endurance and flexibility.
• It regulates all the systems of the body.
• It improves concentration.
• It helps in removing excess fat.
• It helps in constipation and improve blood circulation in the body.
• It energises the body.
• It helps in increasing the height of the growing children and toning up the body.
• It revitalises the body and refreshes the mind.
• It stretches abdominal organs and improves digestion.

Limitation

One should avoid practising surya namaskara in case of high blood pressure, fever, heart diseases, hernia, slipped disk, intestinal tuberculosis and sciatica.

Indian Ethos in Management refers to the values and practices that the culture of India (Bharatheeya Sanskriti) can contribute to service, leadership and management. These values and practices are rooted in Sanathana Dharma (the eternal essence), and have been influenced by various strands of Indian philosophy.

Indian ethos for management means the application of principles of management as revealed in our ancient wisdom brought forth in our sacred books like our Gita, Upanishads, Bible and Quran.

The ancient Indian Education was basically aimed at personal growth of individual. Our education system is the oldest in the world and is having some qualities which are not there anywhere else in the world and we are proud of this. The aim of ancient Indian Education System was not only to give theoretical knowledge but to make an individual humble so that he can get ‘Mukti’. The ultimate aim of human society of that age was the achievement of absolute i.e. ‘Brahma’ it was prevailing in the entire visible world.

A man should engage himself in ‘Karmopasna’ i.e. work is worship and thus purity his inner senses and gain the absolute. The main aim of all the education during ancient period was to make the student useful and pious member of society. This was the second aim of education. This was achieved by proper development of moral feelings. It was believed that mere intellectual knowledge was not enough to become a learned fellow; in addition, the student must be pure in his life, thoughts and habits. This was the third main characteristic of Hindu Educational System. This was realized by encouraging self- confidence, fostering self-respect and self-restraint. Graduate students were highly inspired during convocation address to be useful member of the society. A graduate student was not to lead a self-centered life rather he was constantly remained of his obligations to the society. Social life in villages was very stable and well-ordered as education transformed people and made them conscious of their social duties and civic responsibilities. During the ancient period, Aryans evolved a peculiar system for promoting the progress of different art forms and professions. In the society, a particular caste was restricted to a particular occupation. Eventually, this system has resulted in general progress and happiness of society. In the ancient system of education this was one of the most important aims. People were very much conscious of their culture.

Basic Principles of Indian Ethos for Management (IEM):

1. Immense potential, energy and talents for perfection as human being has the spirit within his heart.
2. Holistic approach indicating unity between the Divine (the Divine means perfection in knowledge, wisdom and power), individual self and the universe.
3. Subtle, intangible subject and gross tangible objects are equally important. One must develop one’s Third Eye, Jnana Chaksu, the Eye of Wisdom, Vision, Insight and Foresight. Inner resources are much more powerful than outer resources. Divine virtues are inner resources. Capital, materials and plant & machinery are outer resources.
4. Karma Yoga (selfless work) offers double benefits, private benefit in the form of self Purification and public benefit.
5. Yogah Karmasu Kaushalam: Excellence at work through self-motivation and

Self development with devotion and without attachment. Co-operation is a powerful instrument for team work and success in any enterprise involving collective work. Principles of IEM are universally applicable. IEM can help develop an effective and holistic management pattern which will assure all round growth in productivity, marketing and profitability. This will help in synchronizing private and public benefits and encourage individuals to lead an enriched quality of life together with worldly achievements. The best form of management has to be holistic and value driven which is the objective of IEM.

The silent ideas and thoughts of Indian Ethos in Management revealed by Indian’s ancient scriptures are:

1. Atmano Mokshartham Jagat Hitaya Cha: All work is an opportunity for doing well to the world and thus gaining materially and spiritually in our lives.
2. Archet Dana Manabhyam: Worship people not only with material things but also by showing respect to their enterprising divinity within.
3. Atmana Vindyate Viryam: Strength and inspiration for excelling in work comes from the Divine, God within, through prayer, spiritual reading and unselfish work.
4. Yogah Karmashu Kaushalam, Samatvam Yoga Uchyate: He who works with calm and even mind achieves the most.
5. Yadishi Bhavana Yasya Siddhi Bhavati Tadrishi: As we think, so we succeed, so we become. Attention to means, ensure the end.
6. Parasparam Bhavatantah Shreyah Param Bhavapsyathah: By mutual cooperation, respect and fellow felling, all of us enjoy the highest good both material and spiritual.
7. Tesham Sukhm Tesham Shanti Shaswati: Infinite happiness and infinite peace come to them who see the Divine in all beings.
8. Paraspar Devo Bhava: Regard the other person as a divine being.

All of us have the same consciousness though our packages and containers are different.

Indian ethos is needed due to the following reasons:

1. Maintain Holistic Universe: Modern science has accepted that in this holistic universe, all minds and matters are interconnected at a deeper level. The basic unity of life cannot be broken. Love, sacrifice therefore emerges as the only means for a meaningful living. On the basis of this holistic vision, Indians have developed work ethos of life. This helps in living life to the fullest.
2. Elucidate Motivation: Concept of motivation can be explained holistically by Indian ethos. Considering motivations as internal, every human being has the same divine atman with immense potentialities within. Vedanta brings infinite expansions of the mind, breaks down all the barriers and brings out the God in man. Motivation is to be internal and not external. Such motivation involves the inner beauty and does not promote any greed in an individual to have more and more in return for his work.
3. Welfare: Indian ethos teaches welfare of all (yagna spirit). “Atmano Mokharth Jagat Hitay Cha” (serve your personal interest but do not forget others). This philosophy is needed in modern times.
4. Unique Work Culture: Indian ethos helps in development of unique work culture. Work is considered as duty or Sadhana and there is no difference between Karma(work) and Dharma(religion). The term Dharma does not indicate any particular religion. Dharma is a duty to be performed in a given situation. Thus, Dharma is possible through Karma only.
5. Evenness of Mind: Indian ethos helps in evenness of mind. Means are equally important as the ends. Thus, society acceptable values are to be followed in determining the objectives as well as in the process of achieving these objectives.
6. Self-development: Integrated human personality of self-developed manager can assure best and competent management of any enterprise, involving collective works and efforts. The refined or higher consciousness will adopt holistic attitude. It will bring out the divine in man. It will achieve perfection or excellence in whatsoever sector of work. One shall achieve peace, harmony and prosperity within and without, i.e., in the internal world and in the external world simultaneously.
7. Provides Concentration: Vedanta provides the ways and means of controlling the mind. It helps to concentrate, increase efficiency, productivity and prosperity. It is not religion of resignation and retirement. One cannot renounce their action. As the Gita says “You have to be a man of action, do not run away from your action or Karma but the same should be according to your Dharma”. The second aspect, is while doing the Karma; do not be tempted by worldly pleasures, materialism and the results. One has to be man of action, working in a spirit of renunciation. Renunciation does not mean living a life of isolation or living in a forest. One has to face the world and should not run away from your action. Do not get attached to anything.
8. Establishes Value System: Many of the present ills are the results of decline in our value system and loss of character. Forces of fierce competition in the technology driven era of globalisation have taken a heavy toll of traditional values. People need to re-imbibe the sanatan values of honesty, integrity, compassion, care and cooperation.

There is again a need to establish conduct, based on truth and non-violence, peace, and harmony. One needs to promote a secular ethos that entails ‘sarva-dharm-sambhav’. That alone will promote enshrined in our ancient maxim of ‘Vasudhaiv Kutumbakam’. That will be India’s unique contribution towards enrichment of content of globalisation which today has its focus only on trade and commerce.

Before a definition of spirituality in leadership can be provided, one must first examine the meaning of the two key aspects of the phrase: the “spirit” and the “leader.” One dictionary definition of spirit is “that which is traditionally believed to be the vital principle or animating force within living beings.” Thus, the spirit relates to the deeper sense, meaning, or significance of something. A dictionary definition of the leader is “one who shows the way by going in advance; one who causes others to follow some course of action or line of thought.” Thus, the leader is one who influences followers to think or behave in some way. Combining the two terms suggest that the leader who incorporates spirituality into his or her leadership will be one who causes others to seek out and understand their inner selves and who fosters a sense of meaning and significance among his or her followers. Thus, one definition of spirituality in leadership is a holistic approach to leadership in which the leader strives to encourage a sense of significance and interconnectedness among employees.

Spiritual leadership involves the application of spiritual values and principles to the workplace. The spiritual leader understands the importance of employees finding meaning in their work and demonstrates a genuine concern for the “whole” person, not just the employee. Spiritual leadership tries to assist others in finding meaning in their work by addressing fundamental questions such as:

• Who are we as a work team, department, or organization?
• Is our work worthy? What is our greater purpose?
• What are our values and ethical principles?
• What will be our legacy?

The spiritual leader strives for a workplace that is truly a community, consisting of people with shared traditions, values, and beliefs.

Spirituality in leadership implies that the focus will be less on formal position power and more on people; less on conformity and more on transformation and diversity; and less on controlling and more on partnership, collaboration, and inspiration. Spirituality in leadership does not require that the leader adhere to a particular religion or that he or she attempt to convince subordinates to pursue a specific set of religious principles. While leaders who emphasize spirituality may base their leadership approach in Christianity or another religious tradition, they may also have so-called “non-traditional” religious beliefs or may not adhere to any particular religion at all. Spirituality in leadership is more concerned with the development of employees as “whole people”—people who exhibit compassion to other employees, superiors, subordinates, and customers.

Spirituality in the Workplace

Spirituality in leadership cannot be understood apart from the more general issue of spirituality in the workplace because spirituality plays an increasingly important part in the workplace. Many employees look to the workplace as a means of finding meaning in their lives. In today’s world, many employees regard their workplace as a community even as other “communities” that give meaning to people’s lives are strained or ripped apart by modern styles of living. In the U.S. of the mid-twentieth century, for example, most people lived near, not only their immediate family, but also their extended family (i.e. grandparents, aunts, uncles, cousins). This is no longer the case, as many in the U.S. and around the world do not live in close proximity to their family of origin or extended family members. Thus, one’s family is not an immediate and ready source of support for many individuals. This has led to a loss of identity and connectedness in people’s lives, since people’s families provide a rich context for self-understanding, personal growth, and maturity.

Similarly, the pattern of individuals’ affiliation with formalized religion and religious institutions has undergone a dramatic change in recent years. Beginning in the 1960s, a general sense of dissatisfaction and skepticism about organized religion became common, particularly among younger people. In the subsequent years, rates of attendance at religious services and active involvement in religion declined worldwide. Although the majority of people today will self-identify as a member of some religious faith, many still do not attend formal religious services and have only a tenuous connection with a particular church, synagogue, etc. Thus, many people appear to be estranged from formal religion, which takes away another potential avenue to a sense of self-worth, identity and spiritual growth.

Likewise, many people used to find a sense of identity and connection in their neighborhoods and communities. This has changed as well. Many people relocate several times during their careers and spend relatively short periods of time in any one place. They do not put down roots in their local community, do not participate to a great degree in community events, and do not form strong relationships with neighbors. Anecdotal and survey evidence suggest that it is common for people to live next door or across the street from people and know almost nothing about them, even in small towns. In general, many people seem to be “drifting” without a strong connection to others or overall sense of purpose.

Within this context, it is easy to explain why so many people seek to derive great meaning from their work and their organizations. Most spend more time in the workplace with their coworkers than anywhere else. Close friendships, courtships, and marriages are common among coworkers. The modern workplace is not just a place where people work, but a place where they form friendships, socialize, and attempt to find a sense of fulfillment. It is also a place where people attempt to make sense of and derive meaning from the activities that comprise what we call “work” and how these activities fit within the greater fabric of individuals’ lives. This quest for meaning has prompted the recognition that spirituality in the workplace and spiritual leadership are real issues affecting the quality of life in the modern organization.

Those who are strongly motivated from a spiritual orientation can see clearly that there are many possible benefits to be gained from embracing spirituality at work. The benefits evolve from really knowing how to treat people well so that they thrive and are able to accomplish their best within the organisation.

The spiritual life is, at root, a matter of seeing it is all of life seen from a certain perspective .

Turner, 1999

People can be highly productive, innovative and cooperative in the right environments. They can feel fulfilled through their work and know that what they do each day is of value. This brings an important sense of meaning and job satisfaction. It generates happy and enthusiastic employees and productivity rises. Invoking spirituality is a way to help create work environments where people can thrive and flourish.

In a spiritual work environment, people thrive because

• The organisation, through line-management, takes a personal interest in their development and success
• People are encouraged to be all that they can be
• They are appreciated, challenged and excited at the opportunities they have
• Business leaders promote trust and empowerment
• Participation in collaborative dialogue is encouraged – instruction and control minimised
• Employees are supported, coached and thanked
• Positive emphasis is placed on relationships, ethics, inspiration and reflection
• Successes are noticed and celebrated.

But many businesses are not like this! Rather they are run in ways that emphasise rationality, process, finance, the short-term and efficiency. Financial outcomes are often seen as the sole measure of success. Control mechanisms which are in place lead to self-centred behaviours.

Spirituality and well-being

People spend a lot of their time at work and partly derive their social identity from the workplace. So what happens on the job is important for mental and physical well-being. Managing people in a way that is consistent with their spiritual values may help in establishing an overall sense of well-being and health.

The well-being of employees is a serious issue, especially in jobs which can be highly stressful, such as policing, the armed forces, fire services and other emergency services. Even in our secular society, it is recognised that the spiritual needs of staff should be supported

As the credit crisis intensifies, some of the experiences in modern workplaces are becoming closer to those experienced by police officers. The fear of large-scale redundancies and other stresses which emerge within work can create similar ‘issues of survival’ to that experienced by police officers such issues can create conditions of trauma. The impact of stress at work is seen in increasing numbers of people experiencing depression, bullying and long-term sickness and absenteeism. Dealing with these spiritual challenges can be addressed as part of training and support, and can help people learn how to deal with their emotions and manage stress effectively.

The benefits of a positive environment

Spiritual alignment is beneficial both to deal with personal challenges and problems, as well as to provide a way to create a positive work environment. Management is concerned with achieving high performance from staff, and the type of management practices and approaches managers put in place and use have substantial effects on whether or not this is achieved. The impact of good management is not only felt by staff, but can be measured through economic outputs, using measures such as quality, productivity and profitability. The argument is that when management practices are positively regarded, they elicit high commitment and high performance in discretionary effort from staff and then profitability increases.

The importance of free choice

The danger with this argument is that organisations may decide to ‘use’ spirituality as a means to generate productivity or profits. Organisational spirituality itself becomes meaningless if it is used to increase control over employees. Rather, openness to organisational spirituality should provide freely-chosen spiritual development opportunities to its members within it structures. The element of free choice should allow for resistance and deviance as much as for agreement and receptivity. Organisational spirituality enables individuals to uncover greater meaning (and understanding) for themselves at work, rather than having meaning prescribed by the organisation.

What is important to understand about the whole area of research into organisational spirituality is that ‘it is moving beyond traditional, economic, instrumental and strictly materialistic conceptions of organisations and the positivist, scientific research methods that undergird and support the continuation of such conceptions.

Driver, JMSR, 2007

Spirituality and change

The great ‘difference’ that spirituality offers is its capacity for radical transformation. When you look into any spiritual practice, you will find it yields insights into personal change or transformation, self-knowledge and inner learning. Since people and organisations are continually and increasingly facing change, both planned and unanticipated, it makes sense to gain some understanding from spiritual wisdom, which has been supporting deep change for centuries!

Even with access to spiritual wisdom it is sometimes hard for people to translate ‘good’ ideas into practice.  A focus on spiritual ideals reveals that organisational environments are resistant to spiritual change, even in the face of such possible benefits. The nature of spirituality is paradoxical. It offers light, but the light also reveals the ‘shadow’ in organisational life: the typical mistrust between managers and subordinates; fear of power sharing and loss of personal influence on the part of decision makers. And structurally, short-term measurement systems create a blockage that prevents more spiritually-based cultures from being supported. Spirituality is not a ‘panacea’ but it is a way to engage in new perspectives – it offers insights into humanity that can bring support, strength and sometimes clarity about priorities in difficult times.

The Benefits of Spirituality in Leadership

Since there has been little empirical research regarding spirituality in the workplace or spiritual leadership, it is difficult to say precisely what the benefits (or costs) of spirituality in leadership will be. However, enough conceptual and empirical research has been conducted to suggest several potential benefits of incorporating a spiritual dimension into leadership. From the perspective of followers, incorporating spirituality into leadership has the potential to create a workplace that is more humane and that provides a sense of community and shared purpose. From the perspective of the organization, incorporating spirituality in leadership may lead to greater perceptions of trust, organizational support, and commitment among employees, which could have positive effects on organizational performance. However, spirituality in leadership should not be thought of as a “device” for developing positive organizational outcomes, but must instead be a genuine philosophical belief on the part of leaders.

India is known for its rich cultural and traditional values. It is one of the richest and oldest civilizations of the world. Vasudhaiva Kutumbakam, a Sanskrit phrase originated from Vedic Scripture Maha Upanishad (Chapter 6, verse 72), which means the whole world is one family, is the best way to define Indian ideology.

It is clear that our Indian culture has been open-minded ever since Vedic period. But now things are not same. With the changing worldwide perceptions and evolution of many advanced technologies, the approach and values of Indian culture are been affected. The most prominent influence that is visible on Indian culture and perception is of western culture. It is a fact that none of the cultures practices negativity, it is a matter of time that people’s mindset change, traditions change with the progress of system and technologies. Every culture teaches values and is splendid in its own way as quoted by Cesar Chavez ‘Preservation of one’s own culture does not require contempt or disrespect for other cultures’.

Indian Vs Western Culture

The debate is on Indian vs. western culture. To be honest, there are innumerable values and customs to adore and understand. All over the world, the exchange of values and culture is normal phenomenon leading to a constant change in the society. Virchand Gandhi (who was a Jain delegate from India at the first World Parliament of Religions in 1893) had once quoted that “since the early beginning of history, India has been the Klondyke of the world” and how rightly quoted. It is the center of the gold rush of values and culture.

Hello Replaced Namaskar

‘Namaskar’ is an Indian way of greeting each other with folded hands and bowing gesture making the greeter discard all ego and retain modesty. This culture thereby removes all kinds of jealousy within the person and accepts the other person with warm gratitude and love. But these days, HELLO has replaced Namaskar making western greeting style more convenient. In fact, city youngsters find it extremely inspiring to do so. There’s no harm in doing so as far as you are humble. The moment the gesture of greeting surpasses to a mere egoistic handshake, things start taking a U-turn. So let us not ruin the significance of Namaskar as I feel it makes you what you are not what others think what you are.

Intolerance Overtook Tolerance

Tolerance is a culture deeply imbibed in every Indian, being a secular state; respect for every religion is seen. It is a country where you will find Hindus, Muslims, Sikhs, Christian, celebrating Eid, Diwali, Baisakhi, Christmas with utmost dignity and love. The Indian culture teaches us to be patient under all circumstances, it teaches us to be resilient and be respectful to every community. This is a value which every citizen of India must be proud of. But with changing cultural values tolerance has been bypassed by several incidents of hatred and communal violence. People today are more self-centered and intolerant leaving behind the Indian attribute of being tolerant. I am sure; this approach is not going to yield any peaceful and resilient result in the history of humanity.

Diminishing Status of Sanskrit

It is a sad to see today students opt for other foreign languages to learn over Sanskrit. The game of marks and percentage is creating all the fuss. It is pity to see that such a rich language, Sanskrit is losing its charm and existence. Sir William Jones (the scholar and judicial officer of East India Company) while addressing at the Royal Asiatic Society in Bengal had said “The Sanskrit a language, whatever be its antiquity, is of wonderful structure; more perfect than the Greek, more copious than the Latin, and more exquisitely refined than either..” If these were the thoughts of a foreigner about Indian language why cannot we understand its value? Being an Indian, I am not boasting of Indian culture but it was admired and respected by non-Indians!

Indian Foods have taken a Backseat

Today’s millennial generation must realize the value of our literature, our Vedas, and our identity, for that’s where we all are from. I am not against any other culture or the tradition of language. My only concern is why to neglect Indian values, traditions, and language in the name of modernization? There is no harm in knowing other cultures especially English, but without uprooting from your grounds. Today children do not know their culture but take pride in adopting western culture. Parents find pride in projecting their kids speaking in English. Kids are more interested in eating fast food than relishing the richness and health benefits of Indian cuisine. We must realize where we’re heading towards. This is just the beginning. Days are not far off when gradually our integrity will diminish. It is high time to safeguard it. It is not wrong to practice English, but forgetting your own mother tongue is wrong. Keep a balance between these two approaches and you are all set to move along the globe.

Don’t Forget your Roots

Roland Joffe (a French Oscar Winner Film Director) had a generous and candid thought about India. He said, “Indian culture certainly gives the Indian mind, including the mind of the Indian scientist, the ability to think out of the box”. India is a place of non-violence, its unity in diversity is its plus point, and Parliamentary democracy is our pride. These are our values and culture which we need to cherish and retain. India is the epitome of Spreading Love. The love for your country should find a place in your heart, deeds, and thoughts not by posting on social media. The current trend suggests us to tweet every little small event of our life. “Love you Ma” is broadcasted to the world but her. There is no harm in being on social media, but at the same time pay respect to the present. Adore your elders and appreciate your country’s worth. Going abroad, studying or working there does not mean we can belittle our own culture and beliefs. No culture is flawless. What we pick up from the world is in our hands.

Adopt Attributes Wisely

Indian culture has been rich ever since Vedic times, with the changing society it got western influence, some for good and some not. The youth are perplexed with western brands, their lifestyle, the standard of living, societal values. Today living in a relationship is a common thing, premarital sex, abortions, suicides all are increasing at an alarming rate with every passing day. Adopting a western culture of lifestyle is not harmful, but it not all aspects that you should adopt. Be specific in adopting the right aspects that help and add value to your life, thought and career. Blindly adopting everything that comes your way in the name of westernization is not wise. Be thoughtful and pick the right thing not all.

What to Adopt

Our elders often nag us saying that we are falling prey to western culture. Is that true? And even if we are falling, is it that harmful? I am sure it is certainly not. What our elders mean is we need to embrace the best of everything. For instance, a culture in India of offering tea to guests, which is a Chinese tradition, is embodied now. Our culture is rich and has always been, be it our Vedic science from Sushruta times or the freedom of expression, we have a rich civilization, we are grateful to. Today people from western countries come to India to practice yoga and Surya namaskar. And surprisingly we are attracting towards their culture which even they are aware not better than India. Are we forgetting our rich culture and people from western countries are realizing its essence? The basic point is each country across the globe has changed in all aspects with times and incorporated the best from others. We must adopt those factors that add to our lives and help in progress not each and every bit of trend and culture.

Integrity in Diversity

‘Festivals promote diversity, bring harmony, increase creativity, offer opportunities for civic pride, and improve our general psychological well-being. In short, ‘they make cities better places to live’, were the words of David Binder. India is the top most country in the world to celebrate the most number of festivals with peace and harmony. Equal enthusiasm, joy, and patriotism are portrayed for all the festivals and this is the sign of a rich culture that is imbibed in every Indian’s heart and we should adore this value from the core of our hearts.

The cultural shift is always there but the inherited culture should not diminish. It is right to move with the flow of advancement as the global market grows.  It is imperative that the adoption should be taken in proper spirits. However, the impact of some cultural changes is such that today’s youth have incorporated it all like the use of slang, being more materialistic, brand conscious, commercialization of everything and everything to portray larger than life. In this mad rush, the essence of culture diminishes somewhere. Mahatma Gandhi said “A nation’s culture resides in the hearts and in the soul of its people” and this is exactly what is expected from today’s generation. True patriotism is in valuing the cultural and traditional dignity, not defying its richness.

 Source: https://www.gudbe.com/2017/04/indian-vs-western-culture-values-to-understand-and-adore/

The meaning of spirituality has developed and expanded over time, and various connotations can be found alongside each other.

Traditionally, spirituality referred to a religious process of re-formation which “aims to recover the original shape of man”, oriented at “the image of God” as exemplified by the founders and sacred texts of the religions of the world. The term was used within early Christianity to refer to a life oriented toward the Holy Spirit and broadened during the Late Middle Ages to include mental aspects of life.

In modern times, the term both spread to other religious traditions and broadened to refer to a wider range of experience, including a range of esoteric traditions and religious traditions. Modern usages tend to refer to a subjective experience of a sacred dimension and the “deepest values and meanings by which people live”, often in a context separate from organized religious institutions, such as a belief in a supernatural (beyond the known and observable) realm, personal growth, a quest for an ultimate or sacred meaning, religious experience, or an encounter with one’s own “inner dimension”

Spirituality is a broad concept with room for many perspectives. In general, it includes a sense of connection to something bigger than ourselves, and it typically involves a search for meaning in life. As such, it is a universal human experience something that touches us all. People may describe a spiritual experience as sacred or transcendent or simply a deep sense of aliveness and interconnectedness.

Some may find that their spiritual life is intricately linked to their association with a church, temple, mosque, or synagogue. Others may pray or find comfort in a personal relationship with God or a higher power. Still others seek meaning through their connections to nature or art. Like your sense of purpose, your personal definition of spirituality may change throughout your life, adapting to your own experiences and relationships.

Experts’ definitions of spirituality

Christina Puchalski, MD, Director of the George Washington Institute for Spirituality and Health, contends that “spirituality is the aspect of humanity that refers to the way individuals seek and express meaning and purpose and the way they experience their connectedness to the moment, to self, to others, to nature, and to the significant or sacred.”

According to Mario Beauregard and Denyse O’Leary, researchers and authors of The Spiritual Brain, “spirituality means any experience that is thought to bring the experiencer into contact with the divine (in other words, not just any experience that feels meaningful).”

Nurses Ruth Beckmann Murray and Judith Proctor Zenter write that “the spiritual dimension tries to be in harmony with the universe, and strives for answers about the infinite, and comes into focus when the person faces emotional stress, physical illness, or death.”

Relationship between Religion and Spirituality

While spirituality may incorporate elements of religion, it is generally a broader concept. Religion and spirituality are not the same thing, nor are they entirely distinct from one another. The best way to understand this is to think of two overlapping circles like this:

Venn diagram of religion and spirituality

In spirituality, the questions are: where do I personally find meaning, connection, and value?

In religion, the questions are: what is true and right?

Where the circles overlap is the individual experience, which affects the way you think, feel, and behave.

Traditionally ‘production’ or ‘manufacturing’ management has been used to imply production of physical goods, which are tangible in nature, such as automobiles, computers, televisions, camera, furniture, equipment, etc. During recent decades, ‘services’ that are ‘intangible’ in nature but also satisfy needs of a customer have grown rapidly.

Service providers like educational institutes, banks, insurance companies, amusement parks, etc., form a part of services.

A combination of goods and services may also form a product. For instance, meals served in a restaurant comprise both the tangible physical core product and intangible services aspects, such as cleanliness, ambience, delivery, etc.

Operations management refers to planning, organizing, and controlling all resources and activities to provide goods and services, which applies equally to manufacturing and services in the private and public sectors and even governments.

Operations management refers to the process which transforms inputs such as materials, machines, labour, capital and management, into outputs (i.e., goods and services).

The transformation process in ‘operations’ can have different forms, such as:

Globalization of Operations Management

The forces of globalization, such as reduction in trade barriers, cheaper and easier means of international transportation and communication, wage differential, and market saturation in the home markets on one hand and rapidly growing marketing opportunities overseas, especially in emerging economies on the other, have led to expansion of operations on a global scale.

Globalization of operations includes:

• Global sourcing of inputs
• Global production of goods and services
• Global transportation of products
• Global management of entire supply chain

An MNE headquartered in New York, New Delhi, or London may have production operations in a few countries and warehousing and marketing across the world.

For instance, Exxon Mobil, the world’s largest integrated oil company has its upstream drilling activities in about 50 countries; Siemens, the leading manufacturer of high technology industrial and consumer equipment, operates in over 190 countries with about 500,000 employees, and Boeing, the world’s largest manufacturer of commercial aircraft has operations in 26 countries with customers in over 100 countries.

Off-shoring

Relocation of business processes to a low-cost location by shifting the task overseas is termed as ‘off-shoring’. Capital assets may be shifted to a new production location by relocating the business processes to a new country within the company or by being sold to others.

Such assets include business processes, such as production, manufacturing, or services from high-cost locations (for example, the US or Europe) to low-cost locations, such as India, China, or Latin America. With digitization, the Internet, and high-speed data networks as the driving forces, all kinds of knowledge related work can now be performed almost anywhere in the world.

Activities which are particularly suitable for off-shore sourcing are discussed as follows:

(i) Products at the maturity stage of their product life cycle where technology has become standardized and widespread, requiring long-production runs making labour costs crucial to achieve competitiveness, are suited for off-shoring.

(ii) In case of technology: and capital-intensive industries, such as electronics, telecommunication, and software, certain parts of the production process are labour-intensive and need to be off-shored to low-cost locations.

Relocating the business processes for quality reasons at higher costs to another country are not considered off-shoring, for instance, shifting a costume-design centre from an East European or a South Asian country to Italy or France.

China and India, besides other developing countries, have become the most sought after off-shoring locations. Exhibit 16.1 illustrates the emergence of China as a global manufacturing hub, primarily due to low-cost large-scale production facilities whereas India, as a result of abundance of highly-skilled and knowledge-intensive manpower, has become the virtual, service centre for the world.

Types of off-shoring

(i) Captive off-shoring

Relocating business processes to a low-cost location and delivering from a shared service centre owned by the company itself is known as captive off-shoring.

(ii) Third party off-shoring

Also known as outsourcing, third party off-shoring involves relocation of business process from within the client country to an outside vendor operating at low-cost location. For the client company, the ‘outsourced’ services are performed by the outside vendor.

(iii) Near-Shoring

Relocation of a business process to a country within the same geographical region is referred to as near-shoring. For instance, shifting business processes from the US to Mexico or from Western to Eastern Europe.