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Indian Management Thoughts Practices
Indian Management Thoughts Practices
1: i)
respect and support him. Being believers in we, us and our, the
democratic leaders multiply their output with the contributions from
the followers.
Democratic style should be followed when:
Employees have to be involved purposefully in the decision making
process.
Followers are able to do the job or to take decision and they are
interested to do the job.
To build up team spirit.
A number of alternative solutions are required.
Organization is large one where many professionals are working.
Laissez-fair Style:
A leader, who follows laissez-faire style, provides complete
independence to the followers. They can do whatever they feel correct
in a business situation. The leader neither motivates nor guides them.
Only if any kind of help is asked for, the leader can help. He never
leads.
This style can be followed if:
Followers are quite capable, mature and are ready to take the
responsibility,
Leader will be there for a short span of time.
Functional/Intellectual Style:
A leader, who follows functional style, is quite knowledgeable,
experienced, professional, and expert Subordinates respect him for his
valuable advice and ready to listen to him. He neither disturbs his
followers nor liked to be disturbed unnecessarily.
This style is successful:
When management is interested in R & D activities and has faith on
the leader.
Subordinates are qualified and matured.
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Bureaucratic Style:
The leader believes to maintain status quo and not ready
bureaucratic to accept change very easily. He has faith in centralized
decision making. Bureaucratic style in noticeable in government
owned organizations. He is not in favor of innovation and flexibility. He
follows the policy, rules and regulations strictly. He is not employees
oriented. He wants that the followers should follow the orders blindly
without raising a question. He is not much concerned about the delays
as fast as decision making is concerned
Situational Style:
Depending on the situation, market scenario, followers mentality and
maturity leve; a leader adopts that style which is most suitable in a
particular situation. The same leader can be an autocrat or democrat
depending on the condition of the environment within which he has to
operate. He can be the taskmaster or totally employee-oriented
depending on the situation.
Q.1: ii)
Effectiveness:
Effectiveness is doing the right thing. Impoverished management leads
to the lowest leadership effectiveness. Authority-obedience style leads
to efficiency i.e. do the thing rightly. What is right may not be done. In
country club management only followers or people comfort are taken
care of and no action-orientation
Organization-man management style leads to effectives. Teammanagement leads to higher level of effectiveness or excellence, e.g.,
Tata, Infosys etc.
There are four types of managerial style according to Indian tradition:
Saam, Daam Danda, and Bhede. Here we could link this with
situational leadership style. The individual whose primary primary
gunas is tamas they need to be guided (saam), rewarded (daam)
controlled (danda) and criticized (dheda). Individual employees who
are more oriented towards rajas gunas they need to be informed
(saam) empowered (daam), monitored (danda) and silence (bheda)
to be followed in order to motivate them.
Again if the management is having mostly employees with tamasik
personalities, they are going to be believed that employee is basically
last. They need to be directed. They on their own would not take any
initiative and they need to be pushed to attain goal and objectives
which indicates they are going to be believes in theory X and the
leaders will give direction.
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behind such a move from the early years of industrialization was that a
visibly flourishing and growing corporate units could never be an island
in itself.
It was always part of society in which it was placed drawing much of
its sustenance from its skills, labour, political support and goodwill
besides many services.
ii)
SRT Gunas:
directionless. They put too much of efforts, but their productivity level
is not hat high.
Tamas:
When tamas gunas predominate in individuals they become Tamasik
personality. These people are ignorant, confused, sloth, inactive,
becomes angry easily, greedy and takes action based on impulse.
Employees who are more oriented to tamas-guna cannot think clearly.
They work due to fear of p8nishment. They are full of negative traits.
iii)
Vasudhaiva Kutumbakam:
Indian ethos emphasizes time & again to consider the whole world as
ones own family. It indicates the interrelations or bondage with all the
people on this earth. It insists on unity. It can be described in the
following manner:
Common be your prayers
Common be your noble desires
Common be your hearts
Common be your motives & intentions
Perfect be the union amongst you.
Here we can mention about the way Sachin Tendulkar looks at his
relationship with Mark Mascarenhas of World Tel who was handling the
sponsorship contracts of Sachin. As he says, Mark was never just my
agent, he become a part of my family.
If each individual can treat others in that manner, there would not be
any clashes; team spirit would be generated at the micro level & also
at the macro level. Co-operation & Co-optation would be the guiding
principles everywhere. Tough competition, survival of the fittest all
these principles might be obsolete & there would be brethernhood &
fellow feeling among all the members of the society. As a result, life
would be peaceful, blissful & harmonious.
Success The measure of success can be linked to the degree of
happiness an individual is having. Permanent satisfaction can not be
found even if one is very successful in professional life in the external
world. External factors can give pleasure but that in temporary. It only
increases our greediness, restlessness, anxiety & stress.
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VIP Motivation:
Information:
Knowing why things are being done
Getting inside information about the company
Participation:
Employees having control over how they do their work
Involvement in decisions that affect them
These VIP Motivators are not scarce resources. No, in fact they can be
freely available to everyone. Every manager can provide respect,
information & participation in a workplace. Basically, we have to build
the spirit of oneness they should be able to identify with their
organization.
v) Karta:
Karta means head of the family. When family members takes the
initiative & starts the business, Karta becomes business the head or
overall in-charge of business because business is an extension of the
family. So whatever values, ethics, morals the Karta believes that will
be the base of business culture in the organization. He is the ultimate
authority in decision-making. The other members, involved in those
businesses are called Co-partners.
Karta is having unlimited liability. How to run the business, wherefrom
finance will be arranged, whether to sell the property or not, all will be
decided by him & co-partners have to follow his decisions.
He is the leader who manages the business. He directs, guides the
other members so that they can give their best output to the
organization. He is the fatherly-figure who is always there to provide
help & support. His faith in subordinates is condescending. He rewards
& punishes according to situations & does not interact much with
followers. In his organization, decision-making is mostly centralized. As
far as leadership style is concerned, he plays the role of a benevolent
authoritative leader.
Q. c)
How should the chairman have responded to
Rameshs letter?
Ans.:In an ideal situation, the chairman should have had one to one
conversation with Ramesh in order to know about the malpractices
going on within the organization. Then he should set up an enquiry
committee to look into the matter. After getting the results of enquiry
he should have taken appropriate steps. If Ramesh is right, he would
have been rewarded. He should have also taken some steps to prevent
such malpractices in future
Q.3) Presentation of leadership learning.
According to Stephen Robbins, Learning is any relatively permanent
change in behavior that occurs as a result of experience. Whereas
Minn et. Al. defines learning as the process of having ones behavior
modified more or less permanently by what he does & the
consequences of his action or by what he observes. Therefore
learning is related to behavior modification through the process of
knowledge & information gathering & its application resulting in
wisdom.
Indian concept of learning teaches us that nothing is permanent in this
world. Joy & sorrow will come & go. We need to accept life the way it is.
No one can change that. Chakrabat Paribartante Sukhani Cha Dukhani
Cha it means joy & woe are inevitable. It is a cycle one will come
after the other. We also learn from the Indian ethos that always we
should opt for what is desirable, what is ultimately beneficial, good,
sreyas & not what we desire for what we hanker i.e., pleasant preyas.
Indian concept of learning leads to make individuals enlightened souls
are the persons who will have wisdom. They would help us to enrich
the world.
Learning is a stimulus response mechanism that brings
transformational change in attitude or behavior.
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Types of Learning:
1) Classical Conditioning:
It is also known as Pavlovian Conditioning as Ivan Pavlov; a Russian
Psychologist developed this theory.
Classical Conditioning involves forming associations through learning.
Basically, an individual does not respond to a neutral stimulus unless
he is learned to do so. In learning through classical conditioning, a
response is associated with a neutral stimulus. Neutral stimulus is that
one which does not create a respond & actual stimulus is the one that
gets a response.
Ivan Pavlovs research, neutral stimulus was the bell, actual stimulus
was meat powder, and response was dogs saliva. What he observed
was that the salivated seeing the meat powder, because that is the
food for it. But when he rang the bell it did not salivate, that means
there was no response from dog. Then he started ringing the bell &
after the fixed time he was giving meat powder.
Gradually, the dog learnt to salivate whenever the bell rang although
meat powder was not provided. Thus Pavlov understood / learnt that
an association can be set up between a neutral stimulus (bell) & actual
stimulus (meat powder).
2) Apparent Conditioning:
Generally, people are active. They behave in a particular manner to
bring changes in the society. If the consequences are favourable, they
repeat the behavior & thus learning takes place. If an insurance advisor
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3) FAMILY:
Like friends, family also provides a learning ground for us. It is way we
are brought up, our value systems, our attitudes, our life style all are
learned behavior from our family. Normally the parents and grand
parents give us these essential sanskars which act like LIGHT HOUSE
navigate our ship when in turmoil.
4) INSTTUTIONS SCHOOLS, COLLEGES, UNIVERSITY
This is not just silence and no speech but it is also a technique which
silences all the the sense organs and purities the mind. There is lot of
POWER in silence which leads to SELF REALIZATION. This technique
was practiesd more by YOGLS and SADHAK for spiritual development.
10) DHYANA: MEDITATION:
This technique helps focus ones mind of an object and achieve the
desired objective. By meditating on their object or objective, all our
energies are chanelised to focus and learn in organized way.
The End
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