No Confrontation, only Consensus

Confrontation in the families, societies, nations, corporate world or at the global political societies prevents the development. Though not desired, the confrontation automatically develops everywhere. Various aspects generate conflicts amongst the people working together on the issues of common interest, and this scenario is natural too.  People of different minds and views getting together on a common floor tend to quarrel due to opinion difference

The extreme pressure generated during the execution of time-bound assignment develops confrontations and clashes amongst employees. Certain strict stipulations further ignite the conflicts and ego clashes between the senior people of the organizations, which ultimately worsen the health of the firm and question its survival and prosperity.

In order to secure existence and growth of the firm, “I” approach should be eliminated, and an approach of consensus should be adopted. To retain the talent pool, managers have to lead from forefront with the involvement of the employees. The combined efforts of employees and managers followed by their cordial relationship ensure steadfast growth of the company. To develop consensus type of culture, following strategic aspects are to be considered and human resources department is to act as facilitator.    

1)      Open communication culture: It is often seen in the organization that the information is not passed on to the dealing hands but is stuck up or sometimes retained deliberately at a specific desk. Such situation creates havoc in the organization as the work is delayed due to the stuck up of information. And it is therefore desired that a communication system is open and transparent in all functional areas of the organization. Formulation of policies with respect to Marketing, HR or Production Planning is to be made known to all concerned, and the policies should be very transparent and acceptable to the top management as well as to each employee. Any ambiguity in the policy formulation may create suspicion among employees, which in turn, will discourage the collective efforts put in by them towards achieving the corporate objectives. Management has to work in a scientific and professional manner with collaborative attitude.

2)      Atmosphere of less grievance: In the earlier days, employees did not detach themselves from employment even if they were treated shabbily and rubbed under employers’ heals.  But, now the situation is different. Today’s employees are more talented, and since the job opportunities are plenty, they do not tolerate any unjust, but flee away immediately though their loyalty for the employer is well acclaimed.

Therefore, the chances of developing any grievances amongst employees for the management’s policies should be instantly eliminated at the grass root level, and the employees should be motivated in right perspective by offering them freedom of work, appreciation for their efforts though they are less encouraging and by inducing them with extracurricular activities. Such policies & practices can narrow down grievances to a bare minimum level, if not at zero level.

HR should eliminate chances of confrontation among employees as well as the possibilities of clashes between employer and employees. They should find ways to escape such situations by resolving critical issues to the satisfaction of all concerned.

3)      Strong approach: In any organisation, managers find it an uphill task to keep the flock united when it comes to a newer generation of highly qualified young people. Their aggressiveness, assertiveness and smart way of handling the issues bring remarkable results in a very encouraging fashion; but their rebellious attitude, at the same time, creates hindrance for managers. Instead of getting irritated, managers should counsel them and impart positive elements in them. Governing people of the organizations should know that this is the force, which can divert the direction of wind. Managers need to give them proper direction, show them the best possible way of doing the job and involve them in crucial decision making processes to make them feel their importance in the organisation so that their rebelliousness is converted in to productiveness. This way, the most difficult batch of assets is turned to the highest rewarding lot. 

4)      Clear Picture: Ambiguity in any matter is the mother of all problems. The governing authorities including HR personnel should ensure that the matter presented should be crystal clear to each and every concerned so that even a thin margin of error is diminished. Clarity in the matter enables the managers to prepare precise plans, which in turn, produce targeted results. Accurate action-plans save valuable time by avoiding unnecessary time consuming.  Managers must make their vision, mission and their plans very explicitly to the concerned so that all people, down the level, interpret and reflect the same in their jobs in right perspective. Such environment slims down the chances of confusion, errors and confrontation, and the managers are enabled to guide the folk excellently for their performance.

Managers must make their vision, mission and their plans very explicit to the concerned so that the people, down the line, interpret and reflect the same in their jobs in right perspective. Such environment slims down the chances of confusion, errors and confrontation, and the managers are enabled to guide the folk excellently toward the achievement of targeted goals.

Eternal value of spiritual education

The role of spiritual education has a tremendous cognizance in life to enhance its intrinsic value of livelihood.  Our lives are confronted with various unforeseen measures of distress and at the same time, it is blessed with God’s blessings to obtain abundance happiness.  In life, we have to overcome the situational constraints evolved due to painful demeanor of others, and socio-economic obstacles arise due to various factors.  While we undergo these transformations in our lives, we need counseling particularly spiritual to get rid of this monstrous indolence.

But the spiritual counseling is possible to smear for the people who attains the age of discretion.  In other words, it is possible for these people who are in a position to control their minds as to which set of morals ethics and values they want to follow.  However, the good senses to embrace these values do not gleam for many people in their lives at all. 

Childhood is the best period to sow the seeds of values to get its effect for throughout the life. People commit terrible mistakes not to impart the value systems to their children from the early stage of their life and instead they are carried away with the pretext of erroneous thoughts that values are nothing but a set of pattern of beliefs with no purposeful meaning.  It is only adherence to a fixed system.  This is completely wrong notion and precisely that is the reason many people are not able to recognize and understand the true meaning of spiritual counseling. Such behaviour not only deprives them from the solace but also make them responsible to sully their children’s upbringing with smoke.

Today’s educational systems teach children to get acquainted with intellectual training so as to score the desired level of marks for better employment. The instruction of education is mostly pervaded with to foster their heads with more and more facts till the time they are overburdened.  The children get the edification that these facts and figures are for their benefits in future.  The schools are unable to establish the efficacy and implementation of these facts which are drilled in their mind and memory. This pattern of learning is a deriding factor of education’s meaninglessness and so much so it also advocates the purposefulness in life.

If you observe the statistics of children’s apathy for their lives and how they dwindle with various unexpected behaviors in classroom, it would give an alarming reflection of their upbringing.  It is neither because they are saddled with excessive pressure to study nor that they are under constant nomination about their competitiveness to deliver miracle results for better employability with status quo. It is basically because they are nurturing their lives without being encouraged with a high purpose to believe in what they are taught.  They are constantly taught to be cynics when they must embrace and the need of ideals of some kind.  Their adolescent stage is besmeared with only facts for which they do not have any clue which ultimately compel them to follow some more dry and meaningless facts.  In this process, the children become lesser risible.

This phase of life which is based on the postulates that values of all kinds is only subjective.  Childhood is the most precious and appropriate time to understand the nitty-gritty and in depth relatives of various values.  These systems only will be able to make them grow and prosper in their future.

Jesus Christ said “It is more blessed to give than to receive.”  This is absolutely flawless edification because you get divine pleasure to share with others and particularly observing their enlivenment.  People become enamored with your kindness to sacrifice for others and you are also driven with Jesus’s saying that feeling of spirituality evolves when distressed are somewhat enriched by your help.  God has taught us this simple teaching through our parents, peers and teachers when of course, our mind is not colluded with any prejudices.  This truth usually comes after a blister of pains and sufferings arise out of our selfishness propositions in all our endeavors.

The values are not only subjective; they are the fruits of experience and meaningful learning.   All of us in this great world cherish only for two things, one is to avoid all painstaking circumstances and the other is to be owner of abundance happiness.  If you delve into the culture of spiritual thoughts, you will find that God is “Satchidananda”.  He is omnipresent, ever existing, ever conscious, ever alert and have watchful inner eyes on our deeds and misdeeds.  No one whatever great, he may be spared from his indictment.

Both eastern and western parts of the world are enriched with their own culture and systems which they follow in their lives for progress and prosperity.  Indian’s ancient teachings show a tremendous inclination to accept the logical path to embrace the value systems.  Same is the case with western culture.  This also preaches that why value systems should be integrated with every part of the education.  The meaning of joy, spiritual devotion and to overcome the anxieties and stresses must be taught to the children and the same are to be a part of their educational curriculum in the form of value systems.  The more they will learn about the value system, the harder they will become mentally to resist the storms of lives.

 Man is extremely happy when he is fully devoted to kindness rather than unkindness.  He is extremely content with his life when he has no complaints for the life.  This is only possible when he does not demur to exert his entire thrust of life on various kinds of values.  To the extent he hurts others; he himself invites hurts more than that.  The routines and daily chores are not a mere system of beliefs, these are universal principles that hold good for all human beings.  Intellect is one kind of understanding.  What we learn from our hearts is indeed a great deed and accomplishment for us.  It also shows us the path of spiritual exuberance.

The system of education must be based on values and the same should be able to teach the children that how they conduct and carry out the things is more important for their prosperity rather than what they do.  This basic edification is to be inculcated to all children at the early stage of their lives so that they are able to recognize and also patronize the value systems for future.  Healthy society can only be developed by these value systems but not by only learning the facts and skills, co-operation, positive thinking, showing kindness, and other eternal values are the essential attributes for a truly productive life and to enjoy the fruits of the happiness for most of the life.  So, life becomes a full circle under the influence of spiritual education encapsulated with value systems.

Absurdity of Life

Two friends are waiting under a barren tree on a barren stretch of land  for a person who has never appeared in the scene. One fellow is asking  the other,what is the reason of waiting.Without getting any proper reply, Samuel, the intelligent one as he thinks, again questions. Getting annoyed, Estrafeel offers his carrot to Samuel with a request to eat and increase the power of health and mind.
''Do you think,I am a fool''
''When,I have said so''
In order to while away the time, both the friends as they show engage themselves in frivolous discussions like two dead men wander on a vagueless route and journey path of life.
''Why people wait for other,'' the way we are waiting,Samuel enquires.
''No idea''
''Let us go then''
''No''
After  a long waiting,they seem to be engulfed with a  tremendous abominable and cursing each other with abusive and foul language.
''Do not shout on me,it is your proposal to wait for an undefined person who has no role in our life,'' Estrafeel questions.
Since, Samues feels that he is more intelligent and so he has every right to dominate his friend Estrafeel.
''This world is full of unplanned,unwanted and uncalled for circumstances for which only we run and this is the norm,if you want to violate to disappear from the scene,no problem,but I will wait till I meet him. I do not want to be carried with any logic,good discourse,suggestion.Who cares for the same and,'' Estrafeel opines.
The dark cloud hovers over their head, a gust strom  has taken away the hat of Samuel producing guffaw for Estrafeel.The rain starts and completely drench them. Without any reason, they became wet  and Samuel has also fallen sick because of excessive cold and sneezing.
''Is it a life? For you,I become now sick. If I would have not heard you and wait, my condition would have not like this'',Samuel accuses.
''Now also,you can go,who is preventing?''
Despite all these, they continue to wait because they themselves do not know, why they are waiting? Perhaps, this is the life and the  absurdity of life.
'

Art of Delegation

Development of any organization depends on how it delegates various responsibilities from the upper levels to the down levels. The practice of delegating the tasks to the down the line requires each and every category of employees to get involved in the process of development. This facilitates the employer to distinguish the good and average performers in the firm and helps him to take remedial action in the interest of the organization. Delegation carries tremendous influence on the overall growth of any organization irrespective of its structure, product range and demographic presence. The persistence to delegation brings targeted goals for the firm and makes it grow boundlessly. The delegation of responsibilities is an art, and who masters it rules the corporate world.

What to delegate, how to delegate and when to delegate is a manager’s prerogative. If it is put into practice on regular basis, it will not only ensure the manager’s growth, but will also fortify the employees’ talents and ultimately help the organization to flourish. But in most of the cases, it is seen that the manager shies away to delegate with an apprehension that the employee would topple his authority or he may not be capable enough to perform the task to be entrusted to him.

What to delegate

A manager is to ensure that the responsibilities initially delegated to a particular employee do not carry serious consequences or they do not obstruct the business goal achievement process. Once the manager is assured of employee’s abilities, talents and integrity to bear the burden and discharge the delegation, he may cast upon him the responsibilities of more important assignments. By doing this, a manager may save on his precious time and divert his attention to other development-oriented activities to secure growth of the firm.

Before delegating a particular task out of his functional responsibilities, the manager has to precisely identify the jobs whether they can be worth delegating. For example – if the manager finds an employee best suitable for designing some components of a product, he will assign the total responsibility of designing of the product to that specific employee. Likewise, if he finds an employee strong enough in written communication, he will entrust the customer communication portfolio to him.

How much to delegate

A true manager always finds an opportunity to distribute some of his vital or trivial assignments among his employees. He prioritizes his responsibilities and delegates some of them to his employees. Delegation of responsibilities, of course, helps a manager to upgrade his own skills in addition to keeping himself aware of the employees’ talent level. But it is really a skill to make out as to how much workload is to be passed on to his junior colleagues which they can bear. However, before delegating, he has to ensure that the employee, whom he entrusts the job, is capable enough to shoulder particular assignment and complete the same within a specific timeframe. The manager has to have enough intellect to sense employees’ capabilities and thereby upgrade his own skills, experience and knowledge about respective employees.

In addition to having the talent of judging employees’ abilities, the manager should know the need of providing related aids to his employees for carrying out the assigned jobs. Further, Jobs are to be thoroughly explained to the employees before they start the same. He should be assigned with a job as a whole and not as a part so as to enable him to understand the concept, sustain his mettle and complete the job to the level anticipated by his manager. However, in the process of taking work from his subordinates, if the manager finds that the person is not doing well, he may lessen the workload to make him more efficient.

When to delegate

There is a specific moment of taking up any task. The manager should know the correct time to delegate the responsibility to his employees. He should also be able to identify the physical and mental preparedness as well as the approach of his employees towards the work to be assigned to them.

Further, one important thing to always remember is that a manager should not start breathing on the neck immediately after delegation; otherwise moral boosting power of the employee, instead of getting augmented, will get weakened, and his performance will go far below the expected level. In other words, an employee should be given enough time to execute the tasks entrusted to him. However, the progress and his skills are to be reviewed regularly, and if required, an interim training necessary for the job is to be provided to him, and above all, strengthening his confidence is to be done. This way, the employee gets energized to perform the assignment to the manager’s satisfaction. Think of a situation where almost all employees are delegated and charged in this fashion, and the managers are at ease to shoulder bigger responsibilities having direct bearing on the growth of the organization.

Introduction – Human Resources (HR)

From the analysis of HR functions of last three centuries, it is seen that the 19th century was totally bogged down with the functions mostly related to the personnel & administration like keeping attendance of the employees, making payment of wages, etc., and in some organizations, imparting training to them. But, during the 20th century, top management feels that people must propel the right spirit and be considered as an asset for the organization. They recognize the importance of devising a full fledged HR Department, and to set up norms with regard to peoples’ recruitment, analyze their behavioural patterns, conducting welfare activities, assessment of strengths and weaknesses, and accordingly, plan training programmes for them so that they are all developed to the extent possible and contribute to the growth of the organization.



Further, a distinctive identification between HR Management and HR Department has surfaced in the mid of 20th century. In fact, HR Management is a function whereas HR Department is a profession.


During this period, HR Management has taken place in a big way in many organizations, but the people mostly extend lip services. Only at the later part of the 20th century, the top management of various organizations realize the utmost importance of HR Management. They inculcate the following activities, instruct their HR personnel to focus on these activities and integrate HR function as a part of a composite decision making process:-


a) Various aspects to search new ways of working. For example, for HR function, to conduct telephonic interviews of shortlisted candidates before calling them for personal interviews. This method allows HR personnel to choose a right flower for a right vase.


b) Redefine the role of frontline business managers to promote changes.


c) To bring the conceptual changes in the organization so that each business manager shares the responsibilities of managing the respective cost centers. For example, the production manager is inducing his team members to produce quality goods in time to comply with the request of his Marketing Dept. The ultimate motto is to enhance customer satisfaction level. HR plays a prominent role in bringing this cultural change.


d) To treat the workers as individuals as against a part of a collective force. HR Department adapts all round approach to hear grievances of workmen, to solve their problems amicably, to ensure their welfare and also provide a personal touch, wherever possible. The employees are treated as vital assets by HR Dept. In fact, most of the world’s giant organizations run their business on this theory.


e) To encourage the workers to participate in all aspects of operation. To involve them in crucial decision making process so as to make them feel their importance in the organization. They are trained to be considered as partners rather than being treated as opponents. The qualitative approach gets established “both of us” and not as “I and You”. HR people are to teach and preach this ideology to each worker to intensify growth of the organization and its stakeholders.


21st century is completely following the same HR pattern which was prevailed in the last decade of previous century. Only the difference is the change in the speed of communication on account of advent of electronic media. Multinational and transnational organizations now dominate the market and consider the pattern of human resources as an asset management tool. The employees are recognized for their worth to provide diligence, knowledge, wisdom, expertise so as to bring transformation in the organization. With the help of their various functional attributes, the organizations progress. As per my behavioural research of manpower, the 21st century’s HR Management must serve as a custodian to ensure People Process Reengineering so that people become loyal to their organizations. People Process Reengineering (PPR) which would be the magic wind of 21st century can convert a small business to a mid sized organization and a mid sized organization to a conglomerate through its continuous application. A strategic implication of PPR with a concept of people management and nurturing of the same brings tangible benefits which are beyond anybody’s imagination and expectations.

So, in nutshell the 21st century’s HR Management must fulfill the following objectives:-


i) HR’s integration with all functions of management. It must be the focal point of all growth oriented activities.

ii) Continuous development of people. There should not be any timeframe or resource crunch.

iii) Working environment must be lean and maximum consisting of a two-tier system

iv) Emphasize on informal discussions among team members as against formal meetings with no outcome.

v) Development of a culture of integrity and mutual give and take respect system among the employees

vi) Maximum concentration on People Process Reengineering.

Healthy Business

“An apple a day keeps a doctor away.”  Many of us are aware about this proverb.  But, in today’s competitive working environment, this theory along cannot justify to maintain a good countenance and physique and you have to carry out much more to consider in pursuing a good health.  Because of tremendous work pressures to achieve the target in terms of sales volume and bottom line, health of the employees are always under stressful situations. Top of it, recession has diminished the business growth which leads to employee’s lay-off.  So, the employees have to share the additional work load causing less attention to the healthy habits of in-take of proper foods and adequate sleep.   This erratic lifestyle evolves a syndrome where work becomes primary and health issues become secondary.

You can ask yourself “Is your job hazardous to your health?”  In earlier days, I have seen many people used to climb staircases to visit their offices. Now, hardly people are eager to do so because their health may not permit particularly if the office is situated at third floor and above.  In the earlier days, people used to resort to have made plain and simple foods for lunch which of course was very nutritious.  Now, people are more accustomed to devour fast food and relax with all junk foods.  They may cherish but, at the cost of their health.  They call these lunches as “power lunches” and do not want to advocate for healthy foods at home.  The employees of today’s generation and who are holding the coveted positions invite the health problems and they are not cautious until it make rat-tat to their central system and when their job becomes hazardous to their health, they wake up, but by the time, it is too late.  These powerful employees hardly have the time to count calories. 

“Health on Foundation” conducted a recent survey among corporate executives and the respondents vehemently confess that recent showdown in the economy and the resultant salary / job cut, the increased work pressure has increased their anxiety level and ultimately causing health hazards.

The research findings of “Health on Foundation” indicate that most of the employees do not like the outrageous torturous working pressures just to adhere to the deadlines and achieve target.  Around 60 per cent of respondents feel to quit the job, if there is no improvement in their working environment which causes health hazard.  The same sentiment echoed by Dr. David Rajan, CEO of ortho one.  He has seen many victims who suffer from mental stresses because of their non-adherence to the stringent stipulations of target achievements.  Many employees of big organizations and multinationals consult him for their stress related acts and pains and particularly during the phase when business undergoes recession.  Dr. Rajan further explains that both the employers and employees are unable to identify this syndrome of health hazard and get swayed away with the hectic working life supplemented by erratic food habits.  They simply ignore the early symptoms of such stress that employees are undergoing.  Some of the employees face little more stress problem which is known as “Carpel tunnel” symptoms which invariably needs surgery and lot of rest to recuperate.

It is very essential for the employees to distress so that they focus on their assignment.  The employers are to remind their employees about the benefits of basic health management like stretching and free hand exercising.  In fact, it is quite common now-a-days to have swimming pool, gymnasium, and badminton court in many multinational and large organizations so that the employees are able to manage time on the basic needs of the health management. But, unfortunately, even today most of the organizations do not care much about these basic needs and they only talk on corporate excellency in terms of business growth and bottom line.

As per Ms. Pranita Priya, Manager-HR, chimes group Pvt. Ltd., a software company of India, “When companies are downsizing their employees’ strength, the balance employees are under compulsion to take roles of new jobs over and above their existing one, to take extra load of their jobs and also to find new markets for their products etc.  These new roles in their job functions, burden of extra workloads sometimes do not perfectly suit to their designed level of workloads and these ultimately affect the productivity.  During this transformation of change work pattern, the employees are befuddled and occasionally become dumb found.  They also become vulnerable to the highly misunderstood features of work life change.  This ultimately causes mental stress.” When recession engulfs business growth, the companies must learn the techniques to adopt with the work life changes and accordingly the employees are also to be trained.  The companies must ensure their learning change without inviting health hazards.  If employees are reluctant to accept the changes in their work pattern, then the companies will lose its competitiveness and its cost efficiency and effectiveness will be downgraded.

Though most of the working professionals try to adjust with extra burden working load without increase of stress levels but there are many who find it extremely difficult to balance and they surrender and give up.  The HR experts advise that professionals must take adequate steps to deal in with stress levels without inviting unwanted health hazards.  They suggest a lot of ways by which the employees can control their stress levels and also perform well to maintain productivity.

The various ways suggested by HR experts are as follows:

1)      Make the job smeared with little bit funny atmosphere.

2)      If job pressure shackles you, then leave the same for the time being and concentrate on some other lighter activities like reading news letters, e-mails, or business related information.

3)      If excessive mental stresses are developed out of the fear of not achieving targets or deadlines, immediately take the help of your superior to reduce your workloads or guide you to show the right direction.

       4)      Periodic deep breathing exercise will help you to regain your concentration and reduce stress level.

5)      When workloads irritate you, do not indulge in any sort of arguments with anyone in the organization because that will increase your anxieties, stresses and ultimately affect your health.

One thing is to be remembered, if health is properly maintained then the output of the business or particular job function ameliorates.  But, if health is always succumbed under pressure, any amount of work cannot develop the desired output.

If there is a situation when one is getting completely exhausted, then it is his inability to cope up with the tremendous work pressure or it may happen that the particular employee is strained by his organization.  In this situation, the employee must share his loads with others or refuse to take further loads until he finishes the existing load in hand.  But, in any circumstances, quitting the job is not an ideal solution. 

If the particular person who is strained can practice the above suggestions and move so, for a period of time, if he is detaching himself from all sorts of activities and simply relax, he can regain his concentration level.

There are some organizations namely Chinese groups, adapt a practice of fitness regime whereby a competition is held to encourage the employees so that they focus to the needs of their maintaining healthy lifestyle. They call this competition as “Care for yourself and achieve your dream.”  Many multinational organizations like Hewlett Packard, General Motors, Ford also follow norms to ensure that their employees are able to lead a healthy lifestyle to increase their functional outputs.  

From all these health related measures, the main criterion is to ensure that the employees are able to remain physically fit and attain a desired “Body Mass index.”  This level of fitness will make them stress and anxiety free, allow them to concentrate more on their output in terms of maintaining deadlines and achievement of target.  And ultimately, the health of business is excellent when you as an employee are in healthy lifestyle cycle.

Panoramic View of Voluptuous Building

I was at Kualalampur in last week as a part of my business tour. I was compelled to visit the tallest structure Twin Tower building,the present corporate office of Petronas.What a struture which is delightfully standing and accepting the torturous movement of human beings and escalators without any grievence.Of course,it can not show the sense of outrage because it knows that they are dazzling beauty queens. They are glittering when the colourful light engulfs them.
I understand that this structure of both the towers cost millions of dollare in those days means the later part of the tweentieth century.The design of these towers were the brainchild of Ohio university's Dean of Architect. I believe many people must have already visited this glamorous beauty and if so, is it possible to let me the know the name of this person.