Mentor: Prof S S Sengupta

We are team 
Anand Amit Arun Kumar Dinesh Mukesh
Kumar Arya Singh Ghai Sharma
N070 N003 N011 N019 N036

Prabhakar Kumar Sumit Udit Sandeep

Meher Skandh Dahiya Prakash Yadav
N045 N027 N061 N079 N053

Group N3 – Organization Behaviour

Similarity in both situations
Scenario at Kurukshetra battlefield Scenario at Karma battlefield
Organisations and Govts have waited
All Efforts to avoid this situation failed
enough to avoid exposure
Fear of loosing the loved ones Similar Feeling exists
Self guilt and Anxiety leading to Similar Emotions exists in Employee
“Kartavavimukhta” Mind
Many employees are thinking about
Arjuna thought of taking the alternate
path of detachment the same – may lead to severe results
if not handled properly
Lives were on stake Similar scenario exists
Motivation levels are low among
Highly demotivating scenario employees
 Answer Lies in the teachings of
Srimadbhagwat Geeta
Step 1
 Lord Krishna listened to all concerns of Arjun and then he shared his knowledge
 He never pushed arjun towards the battle field and put all his efforts to change his
perception and thinking

Listening and understanding

employee’s concerns is the first step
 Understanding the needs and
requirements of employees
You may be encountering following points
 Fear and Anxiety Statements
 Demotivational statements
 Perceptions

We are no one decide whether they are Right or Wrong.

Efforts should not be on countering these thoughts but to
Elimination of concerns with right action plan
What to do to bring the Managers at Work-
Challenges…..
Moving towards normalcy post Covid ---
better to say during COVID-19, Employers
are developing plans to bring employees
back to work safely, giving careful thought
to schedules, seating configurations,
visitor policies, elevator usage, food
delivery, and much more.
While workforce reentry certainly
includes logistical and operational
planning, it is not just physical well-being
that employers must take into account.
Equally important is how organizations
will respond to employees’ emotional and
psychological health

Anxiety has reached to a new end and is

near-universal right now — a natural
reaction to unnatural circumstances and
an uncertain future. Many of employees
are concerned that their employers will
bring them back to work before it’s safe

If employers don’t address these sources of anxiety and assist employees in managing
their mental health, bringing people back to work will do little to help companies
return to pre-Covid productivity and engagement levels.
 Channelization of Thoughts in
Desired Direction
Management should give confidence and support to the Employees
 Addressing all their concerns and needs
 Establishment of stringent protocols and rules for safe working
 Need to finalize this plan in collaborative way
 Establishment of robust contingency plan in case of any unwanted situation

Transformation of thoughts from Negative

to positive in a collaborative manner
Channelization of Thoughts in
Desired Direction
 Employer is putting safety above profits (72%) and taking care of
“Employees well being”
- Top Priority employees as best they can (74%) and that their employers’
response is “exactly what it should be” (72%).

research shows that employees who regularly receive updates

Share accurate, timely, from their companies are more likely to have positive views of
and transparent
their employers. They are more likely to be proud to work for their
information. companies (by 55%) and to look forward to going back to work (by
43%).

Extensively clean and sanitize work areas (55%)

Take swift action to Encourage sick employees to stay home and institute flexible sick
implement
leave policies (52%)
recommended public
health measures. Promote ongoing personal hygiene (40%)
Provide personal protective equipment (33%)
Screen all employees before they return to the workplace (31%

managers will need to take greater responsibility for employees’

Train leaders, managers, well-being. This includes familiarizing themselves with the warning
and colleagues on how signs of emotional distress, factoring more time into their days for
to support employees. checking in with staff, helping team members understand what is
and isn’t within their control, and learning how to triage real-time
issues while other resources are called upon to help.
 Few Drivers Which Can make Big
Difference
Utilize the
Supporting Development
Power of Regular
Employees of SOP and
Data and testing and
with suitable training of all
Data support to
Health and the
Analytics to the infected
Life Insurance employees on
safeguard ones
Plans the same
employees

Transformed Mind will adopt and enact

swiftly on the established systems
Elements of Full Potential
workforce
“Moving from bringing back to
bringing them together”
References
1. Srimad Bhagawat GITA
2. CII guidelines for resuming office
3. Tata Power guidelines for getting back to work