INDIAN ETHOS AND VALUES

PREPARED BY : RAHUL SINGH

FACULTY NAME : MS. ARPITA
CONTENT
 CONTENT
DEFINATION OF ETHICS
VIEW OF ETHICS
MODEL’S OF MGMT IN SOCIO-POLITICAL ENV.
PARAMETER OF SOCIO-POLITICAL ENV.
WORK ETHOS
LEVEL OF WORK ETHOS
INDIAN HERITAGE PRODUCTION &
CONSUMPTION
TQM
GUIDING PRINCIPLE IN TQM
 CONTINUED….
INDIAN INSIGHT IN TQM
PRINCIPLE OF TQM IN INDIAN PERSPECTIVE
OBJECTIVE OF TQM
STRESS – IN CORPORATE MGMT.
FACTOR CAUSING STRESS.
CAUSES OF STRESS
EFFECT OF STRESS
METHOD TO REDUCE STRESS
ETHICS
 ETHICS
ETHICS IS A DISCIPLINE THAT EXAMINE ONE’S
MORALITY OR THE MORAL STANDARD OF THE
SOCIETY.
ETHICS MEANS EXCEPTED STANDARD IN TERMS
OF YOUR PERSONAL AND SOCIAL WELFARE .
ETHICS INCLUDE MORALITY, HONESTY,
ENTRICITY, RESPONSILBLITY ETC.
ETHICS ATTEMPT TO DISTINGUISH B/W RIGHT
FROM WRONG, GOOD FROM BAD AND DESIDES
A DESIRABLE CONDUCT FROM A PARTICULAR
SET OF SOCIAL CIRCUMSTANCE.
VIEW ON
ETHICS
 VIEW OF ETHICS
UTILITARIAN – VIEW OF ETHICS

RIGHT VIEW ON ETHICS

THEORY OF JUSTICE- VIA- ETHICS

INTROGATIVE SOCIAL CONTRAST THEORY

 UTILITIATARIA
N
UNDER THIS VIEW ETHICAL DECISION ARE
MADE SOLELY ON THE BASIS OF
OUTCOMES OR CONCISENEOUS.
IT CONSIDERS HOW TO PROVIDE
GREATEST GOODS FOR THE GREATEST NO:
OF UTILITARIAN.
IT ENCOURAGE EFFICIENCY AND
PRODUCTIVITY AND INCONSISTENCE
WITH THE GOAL OF PROFIT MAXIMATION.
 VIEW ON ETHICS
RESPONSILBLITY AND PROTECTING
INDIVISUAL PRIVELEGES SUCH AS:
 RIGHT TO PRIVACY
FREEDOM OF CONSICENESS
 FREE SPEECH
 LIFE AND SAFETY.
 THEORY OF JUSTICE
MANAGER ARE IMPOSE AND
ENFORCE RULE FAIRLY AND
IMPARTIALLY AND DO SO BY
FOLLOWING ALL LEGALS RULES
AND REGULATION.
 INTEROGATIVE SOCIAL
CONTEST
ETHICAL DECISION SHOULD BE
BASED ON EMPLINICAL NORMATIVE
FUNCTION .
MANAGER NEED TO LOOK AT
EXISTING ETHICAL NORMS IN
INDUSTRY AND COMPANIES IN
ORDER TO DETERMINE WHAT
CONSITUTE RIGHT AND WRONG
DECISION AND ACTION.
MODEL OF MGMT IN SOCIO-
POLITICAL ENVIRONMENT
INDIAN MODEL OF MANAGEMENT MAY
BE BEST DEFINED ON THE BASIS OF
IMPORTANT PARAMETER OF
MANAGEMENT .
 PARAMETER OF MANAGEMENT
ARE AS FOLLOWS
DELEGATION OF AUTHORITY
TRADE UNION
TRANSFER POLICY
PERFORMANCE APPRAISAL
CUSTOMER’S GRIEVANCES
PLANNING
RECRUITMENT AND SELECTION
HUMAN RESOUCES AND DEVELOPMENT
TRANING AND DEVELOPMENT
EMPLOYER’S EMPLOYEE RELATIONSHIP
 DELEGATION OF
AUTHORITY
ALTHOUGH DELGATOIN OF AUTHORITY
IS A SIGNIFICANCE FUNCTION OF MGMT
BUT IT IS NEARLY AN INFORMAL
ACTIVITIES.
EXCESSIVE CENTRALIZATION IS PRESENT
IN IT. SUBORDINATE ARE ALWAYS OR IN
MOST OF THE CASE UNWILLING TO
ACCEPT RESPONSILBLITY DUE TO SUCH
CONDISTION DECISION ARE ALWAYS
CENTRALISED.
 TRADE UNION
IN INDIAN CORPORATE SECTOR
TRADE UNION ARE ALWAYS DEALT
AS AN ENEMY OF EMPLOYERS.
 THE TRADE UNION ON THEIR PARTS
ARE ALWAYS PRESSURING THE
EMPLOYEES FOR THE BENEFITS OF
THEIR MEMBER. TRADE UNION ARE
NOW JUST AS FORMALITY AND TO
ENJOY POLITICAL INFLUENCES.
 TRANSFER POLICY
IN INDIAN PUBLIC SECTOR, THERE ARE
RARE TRANSFER POLICIES
 SUCH POLICIES EXIST ONLY ON
PAPERS, TRANSFER ARE BASICALLY
DONE ON THE BASIS OF PUNISHMENT,
FOVORITISM AND RECOMMENDATION .
 IN PRIVATE SECTOR SOME TRANSFER
POLICY STILL EXIST BUT THAT’S TO
FOR TOP LEVEL EMPLOYEES.
 PERFORMANCE
APPRAISAL
IT MEANS EVALUATION OF
PERFORMANCE OF AN EMPLOYEE.

IN INDIAN MGMT MODEL THERE IS

NO CONCRETE APPRAISAL SYSTEM.

APPRAISAL IS NOT DONE ON THE

BASIS OF ACTUAL PERFORMANCE.
 CUSTOMER GRIEVENCE
IN PRACTICAL SITUATION SUCH SYSTEM
SELDOM(RAIRELY) USED AND GRIEVANCE
ARE DEALT MOSTLY ON THE BASIS OF
MUTUAL SETTLEMENT.

BUT NOW A DAYS, DUE TO EXCESSIVE

COMPETITVE ATMOSPHERE COMPANIES HAVE
STARTED GIVING FIRST PREFERENCE TO
CUSTOMER GRIEVENCE.
 PLANNING
INDIA HAS A WELL ESTABLISHED PLANNING
COMMISION UNDER PRIME MINISTER WHICH
FORMULATE FIVE YEAR PLAN.
IN PRIVATE CORPORATE SECTOR, A SPECIALLY A
MEDIUM AND SMALL SCALE FARMS ONLY SHORT
RANGED PLANNING IS IN EXISTENCE. INDIA HAS
HARLDY BEEN ABLE TO ACHIEVED ANY FIVE YEAR
PLAN OBJECTIVE IN A SUCESSFUL MANNER DUE TO
LACK OF PROPER IMPLEMENTATION OF PROGRAMS.
PROFIT MAXIMIZATION IS THE SOLE
CONSIDERATION OF BUSINESS ORGANIZATION
NEGLECTING OTHER ASPECT OF PLANNING.
 RECRUITMENT AND
SELECTION
IN PUBLIC SECTOR MOST OF THE
RECRUITMENT AND SELECTION IS DONE ON
THE BASIS OF RECOMMENDATION
REFERENCE OF PRESENT EMPLOYEES ARE
GIVING THE PRIORITY PROVIDING LESS
IMPORTANCE TO THE PERFORMANCE OF THE
DESIRED CANDICATE.
 HUMAN RESOURCES AND
DEVELOPMENT
NO PROPER POLICY OF EMPLOYEES
MOTIVATION AND LEADERSHIP EXIST IN
REALITY .
 DECISION ON PROMOTION AND TENURE OF
SERVICE ARE BASED ON RECOMMENDATION
AND REFERENCE RATHER THAN
PERFORMANCE
AN AMBIGOUS HUMAN RESOURCES POLICY IS
A MAIN CAUSE OF EMPLOYED
DISSATISFACTION
 TRAINNING AND
DEVELOPMENT
NO PROPER POLICY TO DETERMINE THE NEED
OF TRAINNING AND DEVELOPMENT .
EXPENCES ALLOCATION FOR TRAINNING IS
VERY LESS.
NO PROPER ATMOSPHERE TO LEARN AND
UNDERSTOOD THE IMPORTANCE OF THE
CONCEPT OF TRAINING ON DEVELOPMENT.
 EMPLOYER EMPLOYEE
RELATIONSHIP
RELATION SHIP BETWEEN EMPLOYEE AND
EMPLOYER ARE NOT VERY CORDIAL
(UNDERSTANDING) AND COMFORTABLE.
EMPLOYER ARE AT LOWER LEVEL ARE GIVEN
VERY LOWER AUTONOMY (POWER
AUTHORITY) .
THEY HARLDY PARTICIPATE IN ANY MGMT
FUNCTION, EMPLOYEES ARE THREATED JUST
AS COMMODITY OR COST CENTERS.
WORK
ETHOS
 WORK ETHOS
WORK ETHOS CAN BE
DEFINED AS THE
PRINCIPLES, VALUES,
NORMS, REQUIRED TO BE
FOLLOWED WHEN AN
INDIVISUAL IS AT WORK
 DIFFERENT
LEVEL OF
WORK ETHOS
 CONTENT
DISCIPLINE

COMMITMENT AND ACCOUNTABLITY

LOYALITY

RESPONSILBLITY

WORK CULTURE
 DISCIPLINE
IT IS MAINLY CONFINED TO
COMING AT WORK ON TIME,
BEHAVING WITH RESPECT AND
DIGNITY TO SUBORDINATES,
COLLEAQUE AND SUPERIORS,
STAFFING PROPERLY AT WORK
DURING WORKING HRS, NOT
WASTING WORK TIME.
 COMMITMENT AND
ACCOUNTABLITY
WORK ETHICS IS ALSO ABOUT THE
COMMITMENT AND ACCOUNTABLITY.

TO KNOW DOES THE WORKER FEEL

RESPONSILBE FOR THE TASKS ASSIGNED TO
HIM.

THE ONE WHO MAKE ALL POSSIBLE EFFORTS

TO ACCOMPLISHMENT THE WORK IN THE
TIME AND ALSO IN A SATISFYING MANNER.
 LOYALITY
WORK ETHICS IS ALSO DEALTS
WITH LOYALITY TOWARDS THE
ORGANIZATION, BY NOT
TALKING NEGATIVELY ABOUT
THE ORGANIZATION, BY
PROTECTING THE INTREST OF
THE ORGANIZATION.
 RESPONSILBLITY
PEOPLE IN THE ORGANIZATION HAVE
DIFFERENT ATTITUDE TOWARD AT
THEIR WORK. THIS CAN BE NOTICES
THOURGH JOB DESCRIPTION,
PERFORMANCE, EVALVATION
CARREER DEVELOPMENT, FORMAL
TRAINNING ETC.
 WORK CULTURE
INDIA HAS CONSIDERED HAS STRONG WORK
CULTURE WHICH INCLUDES PUNCTUALLITY,
PROPER DRESS CODE, PROPER BEHAVIOUR
AND RESPECT TOWARDS YOUR SUPERIOR,
PEERS AND SUBORDINATES , STRICTLY
FOLLOWING THE RULES AND REGULATION OF
THE ORGANIZATION.
 A GOOD WORK CULTURE CAN ALSO BE
INTRODUCE THROUGH EFFECTIVE
INDUCTION PROGRAM.
 INDIAN
HERITAGE
PRODUCTION
AND
CONSUMPTION
INDIAN HERITAGE PRODUCTION AND
CONSUMPTION
TO INDIAN HERITAGE TO MEN’S ATTITUDE
TOWARD HIS SOCIAL EXISTENCE SHIFTED
TOWARD DUTIES OBLIGATION AND SACRIFICE.

HE BELIEVED IN “SIMPLE LIVING AND HIGH

THINKING.”

INDIAN HERITAGE EMPHASIZED THAT THE

ASSENT OF CIVILIZATION LIES NOT IN
MULTIPLICATION OF QUANT BUT IN THE
PURIFICATION OF HUMAN CHARACTER.
 INDIAN HERITAGE FOR
PRODUCTION
 FROM THE POINT OF BUDDHIST, ECONOMICS PRODUCTION
FROM LOCAL RESOURCES FOR LOCAL NEEDS IS THE MOST
RATIONAL WAYS OF ECONOMIC LIFE.
 DEPENDENCE OF IMPORT AND CONSEQUENT NEEDS TO
PRODUCE FOR EXPORT IS HIGHLY UNECONOMIC.
 NOW DAYS A BULK OF NON RENEWABLE RESOURCES LIKE
COAL AND OIL ARE BEING WASTEFULLY USED IN
PRODUCTION OF GOOD AND SERVICES THAT ARE NOT
REALLY USEFUL TO MAN.
 IN THE BUDDHIST ECONOMIC PLANNING NON RENEWABLE
AND SCARES RESOURCES WOULD BE CONSERVED BECAUSE
THE PRIORITIES IN PRODUCTION WOULD BE DETERMINED
ACCORDING TO THE MAN BASIC NEED OF FOOD, CLOTHING
AND HOUSING. RATHER THAN PRODUCING ARMS, DRUGS,
ALCOHOL AND HARMFUL CHEMICALS.
 PRODUCTION FOR BASIC REQUIREMENT SHOULD BE PRIME
OUTLOOK
 INDIAN HERITAGE FOR
CONSUMPTION
ACCORDING TO MODERN ECONOMIES A MAJOR OF
STANDARD OF LIVING IS JUDGED BY THE AMOUNT
OF ANNUAL CONSUMPTION.

 WHEREAS A BUDDHIST ECONOMIST WOULD

CONSIDER THIS APPROACH TOTALLY IRRATIONAL;
SINCE CONSUMPTION IS MAINLY THE MEANS TO
HUMAN WELL BEING.

 RATHER THE AIM SHOULD BE TO OBTAIN THE

MAXIMUM WELL BEING WITH MINIMUM OF
CONSUMPTION.
INDIAN HERITAGE
FOR OTHER
ECONOMIC
ACTIVITIES
 INCREASE IN PER CAPITA INCOME AND
HUMAN WELFARE
A PERFORMANCE OF THE PLANT IS JUDGED BY THE
CRITERIA HOW QUICKLY A COUNTRY IS ABLE TO
INCREASE ITS PER CAPITA INCOME.
 THE BUDDHIST ECONOMIC SYSTEM OR INDIAN
HERITAGE SYSTEM NOT PAY MUCH ATTENTION OF PER
CAPITA INCOME BECAUSE IT’S ONLY A STATICS FIGURE.
IN INDIAN HERITAGE ONLY GOOD VALUE CAN INCREASE
A MANS MATERIAL AND SPIRITUAL WELL BEING.
 IT WOULD EXCLUDE HARMFUL DRUGS,
ALCOHOLICALLY LIQUORS, NARCOTICS, WEAPONS,
SLAUGHTER OF ANIMALS, CHEMICAL THAT ARE
DANGEROUS TO MAN AND WHICH WOULD ULTIMATELY
RESULT IN MORAL AND MATERIAL DEGRADATION
 USE OF RESOURCES
ANOTHER OF MODEL DEVELOPMENT
PLANNING IS TO FULL USE OF THE
PRODUCTIVE RESOURCES OF A COMPANY.
BUDDHISM ADVOCATES ECONOMIC USE OF
RESOURCES IN THE INTEREST OF MAN.
 AVOIDING INDISCRIMINATE AND
IRRESPONSIBLE USE OF RESOURCES. AN
INDIAN WOULD USE RESOURCES
RATIONALLY WHILE PROMOTING THEIR
CONSERVATION. BY REPLICATING FOREST
RESOURCES MAN DESTROY AT ONE STROKE,
WHAT NATURE HAS TAKEN THOUSAND OF
YEARS TO BUILD.
 EMPLOYMENT
THE PROVISION OF FULL EMPLOYMENT IS AN
IMPORTANT OBJECTIVE IN ALL DEVELOPMENT PLANTS
BUT BUDDHIST ECONOMIST PAYS MUCH GREATER
ATTENTION TO THIS BECAUSE ACHIEVEMENT OF
OTHER OBJECTIVE DEPENDS UPON IT.
BUDDHA SAID POVERTY SHOULD BE ELIMINATED AND
A COUNTRY SHOULD PROSPER BY PROVIDING
EMPLOYMENT TO EVERY ONE SINCE EMPLOYMENT IS
THE SOURCE OF INCOME FOR EVERY INDIVIDUAL FOR
THEIR SURVIVAL BUDDHIST BELIEF ONE WAY TO
PROVIDING MORE EMPLOYMENT IS TO USE MORE MAN
THEN MACHINES IN PRODUCTION TECHNOLOGY
SHOULD NOT BE ALLOWED TO DOMINATE MAN .
PUBLIC AND PRIVATE SAVING
BUDDHA HAS ADVISED LAYMEN TO SAVE
ONE FOURTH OF WHAT THEY EARN .
IF A NATION COULD LIMIT CONSUMPTION TO
THREE FOURTH OF THE NATIONAL PRODUCT
IT WOULD BE SAVING ONE FOURTH WHICH
COULD BE INVESTED FOR DEVELOPING THE
ECONOMY.
 THIS IMPLIES THAT AT LEAST ONE FOURTH
OF THE TOTAL PRODUCTION OF THE
COMMUNITY WOULD BE SET ASIDE FOR THE
FUTURE.
TQ
M
TOTAL QUALITY
MANAGEMENT
 TQM : TOTAL QUALITY MANAGEMENT

TQM IS A CONTINIOUS PROCESS OF IMPROVEMENT , FOR

INDIVISUAL, GROUP OF WORKERS AND ALL THE WHOLE
ORGANIZATION TOWARDS QUALITY.

 TQM IS A PARTICIPATIVE PROCESS BECAUSE EVERY

EMPLOYEE IN THE ORGANIZATION IS INVOLVED AND
EXPECTED TO TAKE RESPONSILBLITY FOR IMPROVING
THE QUALITY EVERY MOVEMENT.

YOU CAN ONLY IMPROVE THAT “ WHICH YOU CAN

“MEASURE “ “BUDDHA” HAS SAID “BE BECOME WHAT
WE THINK” WHICH IMPLIES WHAT IT IS THOUGHT
ABOUT A BUSINESS AND WE CAN IMPROVE.
FOUR GUIDING
PRINCIPLE INTO
TQM
DO IT RIGHT THE FIRST TIME

BE CUSTOMER ORIENTED

TEAM EMPOWERMENT

CONTINIOUS IMPROVEMENT
 DO IT RIGHT , FIRST
TIME
THIS CAN BE FULLFILL ONLY WHEN , WHEN
THE RIGHT INFORMATION IS PROVIDED TO
THE ALL LEVELS OF THE ORGANIZATION.

SO THAT DECISION CAN BE TQM QUALITY

ORIENTED
 CUSTOMER ORIENTED
BUSINESS CONSIDERED CUSTOMER AS THEIR
KING .

THUS GOODS AND SERVICES RENDERED TO

THEM MUST MEET THEIR SATISFACTOR AND
DEMANDING LEVELS.

CUSTOMER NOW A DAYS FOCUS ON THE

QUALITY OF THE PRODUCT EVEN IF THEY
HAVE TO PAY MORE.
 TEAM EMPOWERMENT
THE MORE PEOPLE FEEL INVOLVED
THEMSELVES IN GROUP OR IN A TEAM, THE
GREATER WILL BE THEIR COMMITMENT TO
THE ORGANIZATION, ITS GOODWILL ,
CUSTOMER SATISFACTION AND QUALTIY
 CONTINIOUS
IMPROVEMENT
IT RECOGNIZE THAT HOW MUCH MAY HAVE
IMPROVE, SINCE THERE ARE NO LIMITATION
IN THE EXCEPTATION OF CUSTOMER OF
QUALITY.
THEREFORE CONTINIOUS IMPROVEMENT
MUST BE ESTABLISH WITH THE
EVERCHANGING AFFAIRS IN THE BUSINESS.
 INDIAN
INSIGHT
INTO TQM
 INDIAN INSIGHT INTO
TQM
NOTHING IS PERFECT , THERE IS ALWAYS A BETTER WAY OF
DOING THINGS.
HENCE TQM IS ONGOING PROCESS.
THE INDIAN INSIGHT INTO TQM INDICATES THAT “ MIND” IS
THE MASTER OF TOTAL EXCELLENCE OF PERFORMANCE IN
ANY FIELD OF ACTIVITY.
MIND IS A ENERGY SOURCE OF ALL THE PEOPLE IN THE
ORGANIZATION TO REALIZE MISSION.
MANPOWER GOVERN THE QUALITY OF COLLECTIVE MINDS.
TOTAL QUALITY OF MIND DETERMINES THE QUALITY OF
THOUGHT, PERCEPTION ,IDEOLOGY, ATTITUDES AND
ACTION THAT CONTROL TOTAL QUALITY OF PRODUCT AND
SERVICES PROVIDED BY ANY ORGANIZATION.
 ACCORDING TO INDIAN INSIGHT
A HUMAN HAVE CERTAIN QUALITIES:

SATVA REFLECT KNOWLEDGE,WISDOM AND INTELLIGENCE

REFLECT ACTIVITIES, PASSION, FEELING,

RAJSIC EMOTION,WILLPOWER,FAME, QUEST

REFLECT IGNORANCE,
TAMSIC LAZINESS,POOR,INDESCRIMATION, ILLOGICAL.
DOMINANCE OF SATVA AND RAJSIC QUALITIES GIVES
RISE TO POSITIVE RE-INFORCEMENT WHICH LEADS
TO EXCELLINCE AND SELF IMPROVEMENT

WHEREAS

DOMINANCE OF RAJSIC AND TAMSIC

CREATE NEGATIVE SKILLS
 IF WE GO INTO DETAILS OF TQM WE WILL FIND
THAT IT IS NOT ONLY A SIMPLE CONCEPT BUT
THERE ARE SIX FACTORS OF QUALITY IN A PERSON

THE PERSON HIMSELF

HIS PEER (COLLEGUES)

HIS LEADER

TOP MANAGEMENT

HIS FAMILY

TEACHER, GUIDE
PRINCIPLES OF
TQM IN INDIAN
MANAGEMENT
 PRINCIPLE OF
TQM
TQM REQUIRES TOTAL QUALITY MIND OF A
QUALITY PERSON IN CORE ENTIRE SYSTEM
DIVINE PRINCIPLE OF “WORK IS WORKSHIP”
LEAST TO PERFECTION AND COMPLETION.
KNOWLEDGE REST IS DEVINE POWER.
THE BEST ART TO DO A WORK WITH PERFECTION
IS TO COME FIRST SELFLESSELY TOWARD
WORKS, ONLY THEN IT TURN TO BE WORKSHEET.
THEN THE TOTAL QUALITY OF WORK WILL BE IN
SUPREME POSITION AND IN A WINNING
SITUATION, WHERE SUCCESS IS ASSURED.
OBJECTIVE OF
TQM
 OBJECTIVE OF TQM
IT WILL ENRICH THE TOTAL QUALITY OF
WORK, PRODUCT AND SERVICES, PERSON
ALSO
THE EMPLOYEE WILL BECOME SELF
DEPENDENT AND SELF MANAGES
THE EMPLOYEE AS A PERSON WILL BECOME
QUALITY CONSIOUS
THE EMPLOYEES WILL BECOME SELF
DISCIPLINE
ANOTHER HIDDEN OBJECTIVE IS THAT IF WE
WORK WITH LOVE AND DEVOTION , THE
GLOW OF BLISSFULLNES WILL BE PROVIDED
 STRES
S
PROBLEMS RELATED TO STRESS IN CORPORATE
MANAGEMENT IN INDIAN PERSPECTIVE
 DEFINATION OF STRESS

 WHEN A PERSON IS NOT ABLE TO COPE WITH

THE ENVIRONMENT AND SURROUNDING AND
CANNOT MAINTAIN PROPER BALANCE.

IN OTHER WORDS WHEN DEMANDS ON A

PERSON FROM THE ENVIRONMENT ARE MORE
AND HIS OUTPUT IS LESS BECAUSE OF HIS
FAILURE THEN PERSON IS UNDER STRESS.
 EFFECT OF STRESS
BOTH POSITIVE AND NEGATIVE EFFECT ARE
FOUND DUE TO STRESS.
THERE SHOULD BE LITTLE STRESS IN ORDER TO
COMPLETE THE WORK ON TIME EFFECTIVELY
AND EFFECIENTLY
TOTAL ABSENCE OF STRESS MAY LEAD TO
ABNORMALITY AND LOSS. THUS STRESS
CANNOT BE ESCAPED BUT IT SHOULD BE
MANAGED.
 ACCORDING TO S.P ROBBINS

“STRESS IS A DYNAMIC CONDISITION IN WHICH AN INDIVIDUAL IS

CONFRONTD WITH AN OPPORTUNITY CONSTRAINT OR DEMANDS RELATED
TO WHAT HE/SHE DESIRES FOR WHICH OUTCOME IS PERCEIVED TO BE
BOTH UNCERTAIN AND IMPORTANT
 FACTOR CAUSING
STRESS
INCLUDES PHYSICAL AND
PERSONAL FACTOR
PHYSCHOLOGICAL PROBLEMS

INCLUDING CONFLICT, ACCIDENT,

SITUATIONAL FACTOR COMPETITION OR SUDDEN IMPACT

ENVIRONMENTAL
INCLUDING NATURAL CALAMITIES
FACTOR
 CAUSES OF STRESS
HIGH EXPECTION
EXCESSIVE COMPETION
INSTABLITY AND INSECURITY
OVER BURDEN OF WORK
UNHEALTHY PERSONAL RELATIONSHIP WITH CO-WORKER
OR SUPPLIERS
MISBEHAVIOR FROM MANAGEMENT OR COLLEAGUES
FAMILY PROBLEMS
CONFLICT
UNHEALTHY WORKING CONDISITION AND UNHEALTHY
ENVIRONMENT
EXCESSIVE WORKING HOURS
DESIRE FOR STATUS OR SELF-ESTEEM
EFFECT
OF
STRESS
 PSYCHOLOGICAL REACTION

ANXIETY
 DEPRESSION
 DECREASING IN SATISFACTION
 FRUSTATION
TENSION
 IMPATIENCE
 UNPLESENT FEELING AND INABILITY TO
RELAX ETC
PHYSICAL REACTION
UNDER FATIGUE
HEADACHE
UNEASINESS
HYPERTENSION OR HIGH BLOOD PRESSURE
HEART PROBLEMS
ASTHAM
ETC
BEHAVIORAL REACTION
IN COOPERATIVE
QUARRELSOME
AGGRESSIVE
INEFFICIENT
LOW QUALITY OF PERFORMANCE
LACK OF CONCENTRATION AND IRREGULAR
ETC
THE ANSWER TO STRESS CAN BE
FOUND IN THE VERY LETTERS OF
WORD

“STRESS”
S STRENGTH

T TRAFFIC CONTROL

R RE-DESIGN
E ERASE
S SHARING

S SURRENDER TO LORD
S STRENGTH
PHYSICAL, EMOTIONAL, INTELLECTUAL AND SPRITUAL.
PROPER DIET,EXERCISE AND PRANAYAMA TECHNIQUES HELP
TO REDUCE STRESS AT PHYSICALLY .
THROUGH SATSANG AND APPROPIATE LEARNING GAINED
THEREIN , THE MIND CAN BE STRENGHTENED.
LOVE, COMPASSION AND FRNDSHIP ARE VALUABE
STRENGTH.
“RABINDRANATH TAGORE , IN A POEM, PRAYS TO LORD NOT
TO REMOVE ALL OBSTACLES, BUT INSTEAD, HE ASK FOR
STRENGHT TO BEAR THEM
“BEFORE START OF MAHABARTA WAR ARJUN WAS SEIZED
WITH EMOTIONAL WEAKNESS AND HE REFUSED TO FIGHT
THE WAR. LORD KRISNA GAVE HIM THAT EMOTINAL
STRENGHT.
T TRAFFIC CONTROL
WE NEED TO REGULATE AND CONTROL OUR
THOUGHT .
EAT WHILE EATING
WORK WHILE WORKING
LEAVE THE HOME AND OFFICE IN THE OFFICE
WORRYING ONLY REDUCE EFFICIENCY AND
THEN EVEN SIMPLE TASKS CANNOT BE
COMPLETED CORRECTLY AND IN TIME
R RE-DESIGN
WE TEND TO VIEW LIFE AND OURSELFES
THROUGH OUR OWN PHILOSOPHY
A RE-ADJUSTMENT OR REORIENTATION IN
THIS PHILOSPHY INCREASE OUR CAPACITY
TO BEAR HEAVIER LOADS
 E ERASE
EGO
ANGER
FEAR
JEALOUSLY
ALL THESE ARE NEGATIVE EMOTIONS THAT
REDUCE EFFICIENCY, LEADING TO MENTAL
WEAKNESS, CUASING STRESS.
 S SHARING
SHARE YOUR WEALTH
KNOWLEDGE
WORKLOAD
ANYTHING ELSE YOU HAVE
 S SURRENDER TO LORD
FREE YOUR MIND FROM THE WEIGHT OF
WORRIES AND BECOME AN INSTRUMENT
ADOPTING AN ATTITUDE OF SERVICE
THIS ATTITUDE WILL ENSURE EFFICIENCY ,
SUCESS AND FREEDOM FROM STRESS.
 METHOD
TO REDUCE
STRESS
BY DEVELOPING CERTAIN HOBBIES LIKE GAMES,
PAINTING, READING, PHYSICAL EXERCISE ETC
INVOLVES ONE SELF IN GROUP ACTIVITIES
MEDITATION, SPRITUALITY OR YOGA
BECOMING GOOD AND PATIENT LISTNER THAN A BIG
TALK
POSITIVE THINKING/OPTIMISTIC APPROACH
BY DOING JOB OF SATISFACTION
CHOOSING SUITABLE COMPANY
AVOIDING OVERBURDEN OF WORK AND
UNFAVOURABLE CONDISITION
MAKING CORDIAL RELATION WITH SURROUNDING
PEOPLE
AVOIDING LIES , GIMMAKES AND UNCERTAINITY.