UNIT II

Management Lessons from Mahabharata

Long ago, there was a battle named Mahabharata that was fought between the Kauravas and the Pandavas. They were cousins. It was fought for
the Kingdom. The Pandavas were known for following ethics and the Kauravas were shrewd. The Kauravas snatched everything of the Pandavas
by playing a dice game. They misbehaved with the Pandavas and their wife Draupadi gave them punishment for losing the game to remain in
exile and live in disguise, tried to kill them and made them suffer a lot. As a result, the Pandavas and the Kauravas got into the battle called the
Mahabharat. It was massively destructive. Both sides were very powerful and intellectual. Many smart tricks were used by the Pandavas under
the leadership of Krishna to win the battle. There are various management lessons that can be learned from the Mahabharat. The Pandavas were
Yudhishthir, Bheem, Arjun, Nakul, and Sahadev. Kunti was their mother and Pandu was their father. The Kauravas were Duryodhan, Dushasan,
and 98 more brothers along with a sister, Dushala. Their parents were Dhritarashtra and Gandhari, who were blind.

1. Innovative Thinking
There were 100 Kauravas. They were not naturally born but made with the help of test tube technology. It is said that Duryodhan was the first
test-tube baby in the world. There were no Laboratories at that time. It was done with the help of mud pots. Mud pots provided the required
temperature for the growth of an embryo and worked as test tubes. It was basically an invention but the result of innovative thinking. Gandhari
wanted to give birth to more number of sons with the vision to build the foundation of a stronger kingdom. It is easy to create a brand name
when a business start-up, a new product or service is launched with an innovation.

2. Selection of Resources
When the battle was going to begin, most of the other armies were also involved by the Kauravas and the Pandavas; Arjun and Duryodhan went
to ask for favors from king Krishna also. Arjun asked Krishna himself to work as the driver of his Chariot. On the other hand, Duryodhan asked
for his army. Krishna and his leadership with the Pandavas were one of the major reasons behind the victory of the Pandavas. He guided them
at every step. He played the role of the most important human resource. When it comes to management, it is very necessary to select the right
resources. Resources are not only raw material and other non-living things, but employees are also human resources. The selection of the right
resources is therefore significant.

3. Following the Learning of Management Books

Before the beginning of the battle, Arjun lost his confidence and passion to win the battle because of the presence of relatives against him. He
was not willing to fight against them. Lord Krishna gave an insight into the realities of life with the help of Shrimad Bhagwat Geeta. It is
believed to be the solution to all the problems in the world. The solution to all the problems related to the challenges can be easily found in the
most valuable management books. It is important for all the managers to understand the importance of the learnings of Management and to
follow them.
4. Ethics
The Kauravas always followed the path of dishonesty. They fixed the game with the help of their uncle Shakuni. When the battle took place,
they killed the sons of the Pandavas at night. Attacking anyone at night was strictly not allowed at that time because the time to fight was in the
day. On the other hand, the Pandavas always followed ethical principles since their birth. They played the game with honesty. When they lost
everything in the game, the Pandavas gave everything to the Kauravas and went to the forest to stay in exile. They bore the punishment even
when they knew that it was given to them by unethical means. Therefore, they came back and asked for their kingdom back but Duryodhan
refused and therefore the Mahabharat took place. The companies that don’t follow the ethical path don’t survive in the long run.

5. Commitment
Most of the leaders like Bhishma Pitamah and Dronacharya fought on behalf of the Kauravas even when they knew that they would lose the
battle and their lives. They had their chances of disrespecting the kingdom of Hastinapur which was under the Kauravas and moving to the
Pandavas but they did not. This is a management lesson because it should be followed by all the employees that they should not keep hopping
from one company to another for a little increment in the salary. They should remain loyal to a company if they find the work culture suitable.
None of the fighters from the Kauravas cheated, this also teaches the management lesson of being loyal to the customer and the company.

6. More People, More Work

Sometimes the companies tend to lay people off to maximize profits. However, if the value addition is done to a maximum number of people
there are more chances of getting success and building a great brand image with mouth publicity because employees and their families are the
effortless loyal customers to the company. The Kauravas and the Pandavas understood the importance of manpower and tried to increase the size
of their armies as much as possible.

7. Diplomacy
Dronacharya was the teacher of the Kauravas and Pandavas. He was extremely powerful and knowledgeable. It was necessary for the Pandavas
to kill him to make the Kauravas weak. He made an oath that he would discontinue fighting if he lost his son Ashwathama. The Pandavas played
a trick by spreading the rumor that Ashvathama had died. Since Dronacharya was very intelligent, he sensed the trick and therefore decided to
ask Yudhisthir because Yudhishthir was the most righteous among all the Pandavas who was determined to not speak a lie ever in his life.
However, the Pandavas had to kill Dronacharya; Yudhishthir answered for an elephant named Ashwathama who was killed by Bheem. His
answer was- ‘Ashwathama has died’. This is how Yudhishthir spoke to Dronacharya diplomatically without speaking a lie and Dronacharya was
killed. Diplomacy plays an important role in getting products sold. It is an important part of marketing communication and influencing
customers through advertisements. It is the art of presentation to appeal to the customers.
8. PR Maintenance
Maintaining Public Relations is one of the most accurate keys to success. It helps in getting the right quality support from the right people at the
right time. It was a result of the public relations maintained by Dhritarashtra with Bhishma Pitamah, Dronacharya, and other important leaders
who were willing to support the Kauravas even when they knew the result. This can be applied to management as good Public Relations must be
maintained with the employees, suppliers, wholesalers, and other entities of the external environment. It is very helpful in surviving in the hard
times of the business cycle.

9. Division of Work
Mahabharata is an excellent example of the principle of division of work. Bheem, the strongest of all the Pandavas, with the power of a hundred
elephants; killed all the hundred Kauravas alone with his strength. Nakul was given the role of assisting Bheem. He also played a prominent role
in healing the wounds of the Kauravas because of his command over Ayurved. He also killed the two sons of Karan, the dearest friend of
Duryodhan. Sahadev defeated 40 brothers of Duryodhana. Sahadev was an expert with swords who killed Shakuni. Shakuni was the mastermind
of the dice game. Arjun was a great warrior and the best archer of the world and he killed Bhishma Pitamah, Jaydrath, and many other fighters of
the Kauravas. Arjun selected Krishna to become his driver so that he could be guided at every point of time. Shikhandi, stood before Bheeshma
to shield Arjun because Bhishma had taken an oath to never raise his weapons against women and a eunuch was not believed to be a man
according to the norms of society at the time. Yudhishthir was the king after the battle and he was responsible for twisting various rules so that
the victory of the ethics took place. He was excellent in spear fighting and he killed Shalya and his brother on the 18th day of the battle. Shalya
was his uncle and the commander-in-chief of the Kauravas. This is how it is important to give the right work to the employees according to their
skills and talent.

10. Women Empowerment

Last but not the least, women empowerment is one of the most important management lessons to be learned by the Mahabharat. The sheer
misbehavior done by Draupadi became the foundation of the Mahabharat. The respect for women was to be imparted to the coming generations
through the battle. After years of ignorance, Fair Sex has now been recognized as an important part of society and the Corporate World. Many
companies have made sure that 50% of the employees are women in all positions. The Mahabharat taught the same long back!
Leaders should have a vision that sustain them through difficult times.
 MANAGEMENT PRINCIPLES IN HOLY QURAN:

“Islam” the religion of peace, which has over 1.6 billion followers or about 23% of the world population, is not only a religion but also a
complete way of life, The Holy Quran; the most comprehensive divine book of the world has the solution to every problem.  Let it be personal or
issues related with economics, business or politics. It’s a vast source of knowledge. It tells us about history, Geography, Astronomy, Biology,
and Management etc. The Holy Quran, has the most comprehensive collection of guiding principles, teaches us, guides us and shows us light
in every walk of life.
            Islam has already given the principles of management 1400 years ago. It shows that the best book about management is Quran.
Management that is considered to be one of the most important subjects of modern times is also derived from the knowledge that Quran has
given us. Many of its principles and theories that are made in 16th or 17th century are derived from the knowledge that The Holy Quran has
given us 14 centuries ago. There are 300 verses in the holy Quran on management; these verses should be studied for explaining the managerial
view of the holy Quran.

Islamic Concept of Management:

     The basis for Islamic Management is the Al-Quran and the Al-Sunnah.
      Islamic Management is the right way of managing people and organization.
     Practicing the principles of Islamic Management enables leaders and managers to achieve unity among the followers/members of the
organization quickly and this will enhance quality performance.

Principles of Islamic Management:

1. Honesty
2. Efficiency
3. Patriotism
4. Right man in the right place
5. Discipline
6. Division of labour
7. Unity of command and unity of direction
8. Centralization and decentralization
9. Preference to the organizational interest
10. Remuneration
11. Economy
12. Justice for all
13. United efforts
14. Dignity of labour
15. Exemption
16. Accountability
17. Tawakkul -The act of relying upon something or someone - to place faith or confidence in Allah (usually).

Characteristics of Islamic Management

1. Basic foundation of Islamic Management is the Quran and Sunnah.

2. Original model of IM is Prophet Muhammad (SAW) and his companions.
3.  Only economic development is not the final target of IM.
4. Activities aimed at welfare in the life hereafter.
5. Employees should maintain cordial relationship and team spirit.
6. Accountability is twofold: i) to immediate boss and ii) Almighty Allah
7. Manager considers himself as a vicegerent of Allah.
8. Property is thought to be trusted by Allah to the users and the managers.
9. Decisions are made through consultation (Mashwara).
10. The manager does not have any greed to misuse the power of the post.
11. There must be prevailing peace, development and other benefits.
12. IM is applicable to personal, familial and social, economic and political organizations.
13. Here hypocrisy, forgery, activities adverse to religion and morality are not tolerated.
14. Management is thought to be a universal concept.
15. There is freedom of thinking and expression.
16. Competition is a common strategy in good deeds.
Leadership Lessons from Chanakya’s Arthashastra

Chanakya, also known as Kautilya or Vishnugupta, was the Prime Minister in the court of Chandragupta Maurya, the founder of the Mauryan
empire. He was also a teacher, philosopher, and possibly the very first economist of India. He is also the author of Arthashastra, the ancient
Sanskrit treatise on statecraft, military strategy, and economic policy. Arthashastra is considered to be a training manual transforming
Chandragupta from a normal citizen into a monarch. Just like empires, many companies are built, and many close down with time.

However, some companies create history. They last for ages and carve a unique identity for themselves. The secret behind their success is great
leadership. Great business leaders strike the right balance between business foresight, character, and performance. Some of the management
principles in Chanakya’s Arthashastra may be up for study. However, the leadership lessons are relevant even today for business leaders running
their business empires from their corporate offices.

Your People Come First

“In the happiness of his subjects lies the King’s happiness, in their welfare his welfare. He shall not consider as good only that which pleases
him but treat as beneficial to him whatever pleases his subjects.”

Chanakya believed that a King should always put his subjects before himself. The common man creates the King. Hence, the very
existence of a King depends upon the happiness and well-being of his subjects. Similarly, business leaders of today should put their people at the
forefront and not themselves when making decisions. A good leader’s top priority is his peers and subordinates. Every person matters in an
organisation. No job is small or insignificant. These are basic principles that are taught in modern-day Business Schools, but Chanakya followed
it back then. He was a man ahead of his time.

It is important to give due importance to every person in an organisation as the growth of the organisation depends on it. Very often, leaders get
enamoured by their titles and privileges so much that they start ignoring their people. One of the keys to becoming a successful business leader is
to put your people’s needs before yourself. Remember, happy employees create happy customers.

People In Power Must Be Accessible

“When in the court, he shall never cause his petitioners to wait at the door, for when a king makes himself inaccessible to his people and entrusts
his work to his immediate officers, he may be sure to engender confusion in business and to cause thereby public disaffection, and himself prey
to his enemies.”
It is not uncommon for a King to be surrounded by his ministers and noblemen. However, if he does not listen to and is not accessible to his
subjects, he endangers not just his kingdom but also himself. Likewise, business leaders at the top of the hierarchy are often not accessible to the
people at the bottom. It is a common complaint in today’s corporate world that leaders do not listen to their people. They only listen to those
higher up or equal in rank. Sometimes the best ideas come from the least expected places. Your employees are in direct contact with the
customers and understand their needs and preferences much better than anyone else. Keeping communication open with your frontline
employees may give you ideas that can take you way ahead of other competitors in the market.

What sets apart great business leaders from the rest is that they keep communication channels open-both horizontally and vertically. A good
business leader values the importance of good communication and takes time to answer people’s queries and explain their deliverables. It is
important to bridge the distance between you and your people through better communication and sometimes direct contact.

Hold People Accountable For their work

“Whoever imposes severe punishment becomes repulsive to the people; while he who awards mild punishment becomes contemptible. But
whoever imposes punishment as deserved becomes respectable. For punishment when awarded with due consideration, makes the people
devoted to righteousness and works productive of wealth and enjoyment; while punishment, when ill-awarded under the influence of greed and
anger or owing to ignorance, excites fury even among hermits and ascetics dwelling in forests, not to speak of householders.”

Chanakya believed that rewarding those who are performing well motivates them to continue doing their best. It is important to hold
people accountable for their work – both good and bad. The ones performing well must be encouraged and rewarded. The underperformers must
be put on the spot. Rewarding your best performers motivates them to do even better. It also sets them up as an example that others would want
to follow.
However, business leaders must be wary of overburdening the good performers. Often, good performers are given additional responsibility,
whereas underperformers get by doing just the minimum. If you overburden your best performers, resentment is bound to creep in.

Don’t Delay Your Decisions – Do The Right Thing At The Right Time.
 

“All urgent calls he shall hear at once, but never put off; for when postponed, they will prove too hard or impossible to accomplish.”

Chanakya understood that a good King did his duties the right way and most importantly, at the right time. That is the only way that a King can
expand his empire. After all, time and tide wait for no man. A good King understands the value of time. He understands that time, once lost, can
never be gained back. A good business leader knows the importance of time management and how crucial it is to the success of an organisation.
Delayed decision making can slow down organisational growth. When you do not solve problems on time, they often snowball into larger
problems that are hard or cannot be solved.
Why does decision make take time in most organisations? One of the likely reasons is that key decisions are only made by the higher-ups
creating a bottleneck. Outdated processes are another reason why decision making becomes slow. If the same problem crops up over and over,
an effective leader will see to it that the process is, redesigned. Fast and effective decision making is the sign of a great leader.

Conclusion
The ancient wisdom of Chanakya is every bit relevant today as it was hundreds of years ago. We try and emulate the leading business leaders of
the world today. However, the principles that we learn at leading Business Schools today were already being taught by the great Chanakya. He
transformed Chandragupta from a common man to Emperor Chandragupta Maurya, who ruled over entire India.

Chanakya’s teachings were ahead of their time and are relevant even today. It is time that we start valuing them.

Management Lessons from Thirukkural

Leadership

Leadership is more of an attitude and a way of living and behaving. It is about opening one’s heart. It is about inspiring those around
one. It is about leading others by example. It is about standing up for others and shielding them from harm.

He is a God among men who shields his subjects.

Brand Image of an Organization

Thirukkural has chapters which are intended for developing and managing kingdoms. The attributes of an ideal kingdom mentioned in the
ancient text are equally applicable to the contemporary corporate world.

Five are the ornaments of a kingdom – absence of disease, wealth, fertility, happiness and security.

Management

Managers need to be resolute, decisive and action-oriented. Loyalty to the management and operating within the company policy paradigm are
two of the several qualities they need to have.

Entering an assembly without sufficient knowledge is like playing at a dice board without its knowledge.

If a man were to guard himself, let him restrain anger. Otherwise anger gets the better of him.
Meetings

Here are some guidelines on when to speak, how to speak and what to speak.

Men should weigh their words in speaking when addressing an audience.

Before brilliant people, be brilliant; before plain people, be as plain as white chalk.

Getting Hired

Whether we are hiring a chartered accountant or an engineer, the cultural fit with the company is of great importance. People who sound the
same based on their CVs are all different. Their value systems are determined by the family they belong to and the environment they have grown
up in. Their personality traits are not the same.

Would they fit in with their immediate team members? Would they vibe well with the culture of the organization? These are some of the
questions to be asked so as to ensure that we make better hiring decisions.
A minister should have five qualities: tenacity of purpose, birth in a respectable family, welfare of people, profound learning and perseverance.
Managing the Self

Like all spiritual texts, Thirukkural also extols the virtues of connecting with one’s inner self.

Being amiable and speaking positively helps.

There is no greater wealth than self-control; treasure it as your wealth.

Gems of General Wisdom

Laugh over your obstacles; nothing like it to push them further and further.
Kautilya’s Arthashastra. Indian Hertiage in Business

By IndiaToday.in: The Arthashastra refers to a practice of political diplomacy that arose in India, and is epitomized by the written material on
position, policy and military strategy written by Kautilya. Kautilya was an academician at Taxila University and later the Prime Minister of the
Mauryan Empire. He is referred to as the Indian Machiavelli  as a result of his undisputed and shrewd techniques and policies, which mirror a
"realist" approach to politics, diplomacy and warfare. His Arthashastra text recommended that no means were on the far side scope of a ruler to
expand his territory or obtain power as well as the unscrupulous ethics of permitting torture, trickery, deceit, and spying as legitimate suggests,
to realize territory, wealth and power.

Arthashastra deals thoroughly with the qualities and disciplines needed for a king to rule his subjects more expeditiously.

According to Kautilya, a King is one who:

 Has self-control, having conquered the unfriendly temptations of the senses

 Cultivates the intellect by consulting with elders
 Keeps his eyes open and stays updated through spies
 Is always active in promoting the protection and welfare of the folks
 Ensures the speculation of the themes of their Dharma by authority and example
 Improves his own discipline by enhancing his learning in all branches of knowledge; and
 Endears himself to his subjects by enriching them

Quarrels among individuals may be resolved by winning over the leaders or by removing the reason for the quarrel - individuals fighting among
people themselves facilitate the king by competing with each other. Conflicts (for power) within the royalty, on the other hand, bring about
harassment and destruction to the people and double the effort that is needed to finish such conflicts.

The Code of Conduct for a Prince according to Kautilya

With enriching his self-discipline, he should keep company with learned elders, for in them alone discipline has its firm roots. For a trained
intellect pursues yoga because from yoga comes self-control. Only a king, who is smart, disciplined, dedicated to a just governing of the subjects
& aware of the welfare of all beings, can get pleasure from the world unopposed.

Indian heritage in production and consumption:

Agriculture was the sole source of income in the early days of India's economy.
People used to make anything they needed for self-sufficiency.
There was no need for commodities to be sold or exchanged.
However, as the population's requirements grew, so did the output

Indian culture is the heritage of social norms, ethical values, traditional customs, belief systems, political systems, artifacts and technologies that
originated in or are associated with the Indian subcontinent.
The main difference between ethics and ethos is that ethics refer to a set of moral principles while ethos refers to the character or customs or a
set of attitudes and values. Ethics is derived from the word ethos.

The two words ethos and ethics are linguistically linked as they share the same etymology. However, in the present world, these two words are
used distinctly.

What is Ethics
The word “ethics” comes from the Greek word “ethos” which means “character” or “custom.” Therefore, ethics combines the meaning of the
word ethos with the wider meaning of the word ethics. Ethics refers to the set of moral principles or a system of moral values for a particular
society or an institution. Merriam Webster defines ethics as “the discipline dealing with what is good and bad and with moral duty and
obligation.”
Hence, ethics differ according to the individual, his social background, etc. However, ethics defines what are morally good and acceptable from
a majority of society.

For instance, the ethics in a certain society is originated with an alliance to their customs, traditions and religious beliefs as well. Hence, in this
instance, ethos directly influences the formation of ethics. However, ethics in a general sense are those that are accepted universally; moral
ethics, etc.
What is Ethos
Ethos is a Greek word that has meaning such as “character” or “custom”. Originally, this word was used by Aristotle to describe a man’s
character or personality; a combination of passion and caution. However, at present, ethos refers to the guiding beliefs and values that distinguish
a person, society or institution from others. According to Merriam Webster, ethos refers to the ‘the distinguishing character, sentiment, moral
nature, or guiding beliefs of a person, group, or institution’.
Thus, ethos mainly refers to the core set of attitudes, beliefs, and values that gives an identity to a person, community, institution, etc. For
instance, the character identity of a certain individual in a society is a manifestation of that person’s outlook in life developed through his social
traditions, customs, and religious beliefs as well.
Another situation is when the business values of a certain institution can be distinguished from another; here, it is their attitudes and aspirations
that contribute to formulating their business ethos. Hence, ethos can be explained as the characteristic spirit of a culture, era, or community as
manifested by the attitudes and aspirations of its members.
Value Based Management (VBM) is the management philosophy and approach that enables and supports maximum value creation in
organizations, typically the maximization of shareholder value. VBM encompasses the processes for creating, managing, and measuring value.

The value creation process requires an understanding of the attractiveness of the market or industry where one competes, coupled with one’s
competitive position relative to other players. Once this understanding is established and is linked with key value chain drivers for cash flow and
profitability, competitive strategy can be established or modified to maximize future returns.

Lucintel assists clients in understanding the dynamics and underlying forces in the materials and manufacturing industries, including specific
product, application or geographic markets, as well as their company’s strengths and weaknesses compared to others.

Building on our industry and market knowledge, extensive industry database, and familiarity with key industry players, we employ rigorous
analytical techniques, such as Porter’s five forces and GE/McKinsey matrix models, to provide business intelligence that allows clients to
accurately assess their competitive position and formulate strategic options that will create increased value.

Based on our specialization in the materials and manufacturing industry, we are able to uniquely offer benchmarked analysis that provides
clients with clear insights and support in the development of their value maximizing strategy for this industry.

Value Based Management aligns a company’s overall aspirations, analytical techniques, and management processes with the key drivers of
value.

The three elements of Value Based Management:

Creating Value. How the company can increase or generate maximum future value. More or less equal to strategy.
Managing for Value. Governance, change management, organizational culture, communication, leadership.
Measuring Value. Value Based Management is dependent on the corporate purpose and the corporate values. The corporate purpose can either
be economic (Shareholder Value) or can also aim at other constituents directly (Stakeholder Value).

Why is Value Based Management important?

Any (large) company operates and is competing in multiple markets:

The market for its products and services.

The market for corporate management and control (competition on determining who is in charge of an organization, threat of takeover,
restructuring and/or a Leveraged Buy-out).
The capital markets (competing for investors' favor and money).
The employees and managers market (competition for company image and ability to attract top talent).

What are the benefits of Value Based Management?

Can maximize value creation consistently.
It increases corporate transparency.
It helps organizations to deal with globalized and deregulated capital markets.
Aligns the interests of (top) managers with the interests of shareholders and stakeholders.
Facilitates communication with investors, analysts and communication with stakeholders.
Improves internal communication about the strategy.
Prevents undervaluation of the stock.
It sets clear management priorities.
Facilitates to improve decision making.
It helps to balance short-term, middle-term and long-term trade-offs.
Encourages value-creating investments.
Improves the allocation of resources.
Streamlines planning and budgeting.
It sets effective targets for compensation.
Facilitates the use of stocks for mergers or acquisitions.
Prevents takeovers.
It helps to better manage increased complexity and greater uncertainty and risk.
Impact of values on stake holders
Everybody matters in a Truly Human Company. The business model of a Truly Human Company is so designed as to produce value for all
stakeholders. In traditional businesses, value is created only for the customers and the owner. Employees are only seen as a factor of production
that helps the owner create value. When a value is created for the customer, the owner gets value.
The concepts of stake holding and stakeholder value are important for organisations because they help to focus the organisation on its mission,
purposes and objectives. Stakeholders can also make a major contribution to the general strategic direction of the organisation. Key stakeholders
include:
Customers
Investors And Owners
Suppliers
Employees
Auditors
The General Public
Government.
Understanding What Value Means to Everybody
What value means to a customer is different from what it means to the owner and customers. Every business needs to know what value means to
each of its stakeholders in order to create the value they will accept. It is said that value is in the eyes of the beholder.
Don’t assume that you know what value means to each stakeholder. Empathy and curiosity are key strategies to getting to understand what value
really means to each stakeholder. When you put yourself in their shoes, you will understand where it pinches them. The role of your business
will be to alleviate their pain.
I keep wondering why business was never based on the concept of Truly Human Company
What is value to employees? Value to the employees is an environment that allows them to do the work they love, grow and be all they can be,
make the greatest contribution they can ever make, and earn a share of what they create while being treated with respect and care as humans and
sent home each day safe, hopeful and fulfilled that they did work they love and that matters.
What is value to the customer? Value to the customer means that they are empowered with new capabilities that make things easy, faster,
simple and help them achieve their aspirations, meet their needs, and satisfy their wants.
What is value to the owner? Value to the owner or shareholders means a return on their investment. This value is a consequence of creating
value for employees and customers. Success to the shareholders is when the purpose of the business is achieved. They measure success by the
impact they make and the lives they transform. Profit (economic value) is the by-product of impact and transformation (human value).
What is value to the community? Value to the community is better leaders and humans. As the business transforms its employees into better
humans and make them happy, they return back to their communities as problem solvers and peacemakers. They relate better with their spouse
and parent great kids. This is the best and most transformative and sustainable CSR companies need to engage in.

Trans–cultural Human values

The values which are same across the different cultures in the whole world are called Trans-cultural Human Values. This value makes an
individual a good manager.
Some of the trans-cultural values followed by managers are:-a) Unbiased personality b) Loyalty towards workers c) Cooperation
d) Open minded and transparency in dealing .e) Clear objective f) Self-discipline g) Managing Interpersonal role h) Socially responsible
i) Inspiration to give
Relevance of trans cultural human values in management:
Values like self-discipline, cooperation, inspiration, integrity, satisfaction play a very vital role in uplifting the organization in the society.
Credibility among stakeholders :
Stakeholders, includes customer, suppliers, employees, shareholders etc.
It corresponds to basic human value :
There should not be any place for biasness. One should not think of an individual interest. Opportunities and responsibilities should be same for
all employees at same levels.
Helpful in decision making :
Decisions which are in the interest of public, their employees and the company’s own long term good. This is so because respect for ethics will
force a management to take various aspects - economic, social and ethical indecision making .
Profit earning :
A company which is inspired by trans cultural values is also a profitable one.
Management credibility with employees :
Trans cultural values are supported to be common language to bring leaderships and its people together organization values when perceived by
employees as genuine create common goals, values and culture.
Clear objective :
The organization should make clear the objectives of the company so that even a layman can understand it. It can affect the productivity of the
employees at operational level. Clear objectives are helpful in reducing disputes and conflicts.
Self discipline :
A manager should take decisions with cool mind and self discipline. A manager should be properly disciplined which includes arriving on time
in the organization, optimum use of working hours, not wasting other’s time.
Values in the Workplace
Values are important because they guide our beliefs, attitudes, and behavior. If you continuously compromise your values in your decision-
making, the detriments to your own morale are undeniable. Recognizing, understanding, and staying loyal to your values is therefore one of the
most important efforts any human being can take, and is equally as important when it comes to the workplace.

Here is a list of reasons outlining the specific importance of values in the workplace:

1. Values help you to gain self-respect.

Sticking to your values and choosing not to compromise them for demands is a guaranteed way to regain self-respect. For example, if you value
punctuality, communicate this to your coworkers. If you feel you are being underappreciated or neglected by your superiors, speak up.
If you do not respect yourself by staying true to what you believe is morally sound, and what falls in line with your values, there is no reason for
anyone else to respect you either. Communicating your values not only improves your relationships and happiness with others but builds self-
respect.

2. Values help you be clear about your wants.

Personal values don’t only serve an important function in your life. They can be especially useful in the workplace as well, informing your job
searches or career decision making.

In order to identify your personal work values, you should aim to sort values from most important to least important. These could include
recognition, achievement, independence, support, working conditions, justice, and so on. By having a clear sense of which values are important
to your work efforts, you will be able to identify the companies or industries that have methods and goals most conducive to your personal
values.

The crux of this is in understanding which specific values are of utmost importance to us, in order to avoid compromising them in any way in
our work life. If you don’t have a clear understanding of what your values are, you will have a lot of difficulties figuring out what it is you are
looking for to be satisfied and happy at work.

3. Values help you in decision-making.

The modern job market can make anyone feel like they have all the choices in the world, but with that opportunity overload, there comes the
feeling that we have ‘forgotten’ how to make a good decision. There will always be alternatives, always different opportunities and paths you
can take. Having a clear sense of what your values are can help you to navigate those options, eventually drawing out the ideal choice.

For example, if you have reached your maximum position for growth and advancement in the company you work for, what steps do you take?
Are you meant to stay and compromise your desire for more stimulation for job security, or do you value stimulation more than security, and
start looking for a new job where you can further develop?

Realizing and identifying our values are of utmost importance because when we understand them, we are able not only to communicate them
when changes need to be made, but we can also draw on them when we decide to change paths if they are not being met.

4. Values help you enjoy your life.

Values are the ethical goal statements that drive our behavior, and while some may change over time, our core values remain intact from the
moment they are conceived. Your personal values are directly connected to your contemplating conscience. When something spurs you to
behave against your values, your conscience raises an objection and persists until it cannot be ignored without sacrificing your happiness.

Hanging on to a job or a position because of its potential you can see in it, sacrificing your own contentedness and value satisfaction in your
work is not a healthy choice to make. There will always be a positive correlation between our values and job satisfaction. Seeking out a common
denominator between your value system and your employer will allow you to reach fulfillment in your experience at work.

5. Values keep you motivated, focused, and engaged.

When you’re working for a company with whom you disagree with over their product, process, or mission, your productivity suffers. Living in
accordance with values keeps us motivated and happy in all areas of our lives, including the workplace. Working towards a goal we don’t
strongly believe in can leave us lagging in our efforts, losing motivation much faster than if we were to truly want to strive for the goal in
question.
Final Thoughts on the Importance of Values
Understanding that others can have different values from your own is the crux of better understanding others altogether. Values can help us to
predict each other’s choices, avoiding misunderstandings, frustration, and distrust. Understanding that other people prioritize a different set of
values that guide their behaviour will help you to better understand that while their choices may differ from yours, they are right for them.

Our values inform us through, words, and actions. They help us to grow and develop, creating the future we want to experience, both for
ourselves and for others. Clarity about your values can help create a strong life foundation, providing you a basis for decision-making and setting
you up for happiness in both life and work.