Principles of Management Revealed in

our Ancient Wisdom

•Each soul is a potential God
•Holistic approach
•Equal importance to subjectivity/objectivity
•Karma Yoga (Selfless work)
•Yoga karmasu Kaushalam
•Co-operation
 Quality of Work Life and Work Ethics

• Why Work
• What is Work
• How to Work
• Spirit of Work
 Essential Features of Indian Ethos and
Insight
• The divinity of a person is not merely a notion
but a truth which can be experienced by a
person in the stillness of mind, in absence of
any thought.
• Balance or equilibrium is the keynote of Indian
thought.
• The individual is taken as the central focus by
Indian Ethos.
• The divine element in the individual is only a
portion of the universal or cosmic
consciousness.
• Indian ethos gives much greater emphasis on
values (human and ethical).
• All work is worthy and honorable.
• Indian ethos rarely speaks of rights and
privileges of an individual.
• Indian thought deals with two types of
knowledge :
a) Knowledge of creation or world
b) Knowledge of creator i.e. Divine.
Indian Wisdom and Modern Management

• Model of Man
• Managerial/Organizational Effectiveness.
• Globalization
• High technology
• Ecology
• The New Marketing concept and Total quality
 Managerial Effectiveness
• The main job of management is not producing
results. Workers are to produce results.
• Managers produce performers.
• Managers have two major duties :-
a) To translate the vision or dream in terms of
projects.
b) To produce performers who are self
motivated.
If a manager has to develop the right kind of
mind-set, he is to change his approach and his
skills , should go for a new dimension, i.e.
change from rigid to open style.
 Managers New Approach
• Change from mere leading to empowerment.
• Change from mere instructing to setting
example.
• Change from mere mechanistic to creative.
• Change from mere power to
responsibility/accountability.
• Change from mere cost-benefit to
training/research and development.
 Managers New Approach Regarding Skills

• From rigid style to open style.

• From intellect to intuition.
• From managing others to managing self.
• From tangibles to intangible factors.
• From breaking ‘whole into part’ to unifying ‘parts
into the whole’.
• From planner to entrepreneur.
• From problem-solving to transformational
• From working step by step to simultaneous input.
 ‘Values’ the Wealth of Character
Human and ethical values constitute the wealth
of character.
Wealth of Character segregated in two parts:-
a) Values express dharma or divine nature as
understood in the EAST, specifically in the
Indian Ethos and Insight.
b) Values project the ideas of integrity as
understood in the WEST.
 Integrity
Integrity is wholeness, goodness , courage and
self-discipline to live by your inner truth.
• Wholeness
• Goodness
• Courage
• Self-discipline
• Living by inner truth
 Dharma of Management/Organization
• Each organization and management is considered
by Indian ethos as a living entity, having heart, soul
and dharma.
• The traits of dharma or integrity, e.g. courage, self-
discipline, goodness, righteousness and all other
essential human and ethical values constitute the
character (collective character) of management or
organization just like the traits of individual
character.
• Organizations must follow their own dharma
(collective heart/soul), otherwise pay the price.
• A soul less company has no life.
• The spirit is the root or ultimate source of all values
and character.
• These values and character are the invaluable
assets, credibility and goodwill of individuals,
organization and management.
• Indian ethos emphasizes upon to have strong
character with human and ethical values and to
remain constantly aware of our soul in life and work
life.
• To possess high character and values, we can rely
upon our potential power and capacity to give a
good fight against evil forces.
• The present role in life of one affects one’s dharma.
Each role played by one in life is different and
specific.
• The dharma of the chairman and president of a
company is different from the dharma of a clerk in
the office. They have different roles, duties and
responsibilities.
• The spirit, goodness, wholeness, courage,
fearlessness and concern for others etc are
mentioned in our dharma and character of any
person or any organization and its management.
 Ethical Values VS Skills
• To ‘become’ we need values. To ‘do’ we need
skills.
• ‘Becoming’ (needing values) must precede
‘doing’ (needing skills) in values oriented
management. Values act as base of skills.
• Values are the means of perfection. Skills must
have sound system of values as the base.
• Values are internal, dealing with internal
development of a person, purifying mind and heart.
Skills only make a person proficient. Values are the
means of perfection of personality.
• The field of values is governed by union, holism, and
relatedness. The area ruled by skills is division,
fragmentation and separation.
• Values bring about excellence and universal good,
i.e., soft-were aspect. Skills see us through
mechanics of management (hard ware aspect).Both
‘means’ and ‘ends’ must have values.
• Skills are not enduring due to fatigue. Values
are enduring.
• Skills change with passage of time. Policy is
flexible. Principles and values are not. We
have permanent fundamental values.
 Values and Quality of Work life
• Science and technology offered us startling
developments and liberated us from servitude to
nature.
• Lack of adjustments with fast changing life and
environment, the humanity is undergoing today an
unprecedented crisis of values – moral, ethical, and
spiritual degeneration and chaos.
• Enterprises in any branch of human life in India and
abroad tend to disregard the importance of values.
• Cheating and corruption are considered essential
conditions for winning. Fortunately we are gradually
awakening to redeem ourselves.
• Human harmony and happiness are the main
objectives of any enterprise to justify its survival
and progress.
• Phenomenal material progress is achieved but we
could not achieve any target of human happiness.
• Man in the person as a manager or operator is
conspicuous by its absence.
• Ethics and values must be an integral part of
management and work culture.
• In the process of pursuing exclusively the material
well-being, we have threatened both physical
environment and ethical-moral fabric of our society.
• We have created unwanted stresses and strains,
unrest and loneliness in the human mind and
adverse organizational work-life.
• Any organization which cares for its people cannot
ignore such unhealthy developments.
 Values and HRD
• It expected a positive relationship between
HRD and organizational values. The HRD
practices examined were related to career,
work, and development issues.
• The measure of organizational values included
: openness, trust, initiative, autonomy,
collaboration, creativity, quality, delegation
and humane treatment.
 HRD
• HRD is the framework for helping employees
develop their personal and organizational skills,
knowledge, and abilities.
• People constitute the greatest dynamic inputs in
any organization. They are the centre or pivot and
must be regarded as the vital and integral part of
organization and management.
• Every individual is the representation of a divine
essence.
• The true leader, has due regard for the divine
essence in every member of the organization and
recognizes practically unlimited potential energy of
a human being which can be tapped by any
manager.
• Development of people not in skills but also in
moral, ethical and spiritual values now becomes the
necessary end in itself.
• This HRD movement includes both workers and
managers. Morality and rationality are combined at
the same time in HRD.
Need of Value Based Holism in Indian
Management