tag:blogger.com,1999:blog-163551152024-02-12T12:44:09.861+13:00ManagementManagement is a function, a discipline, and task to be done. Managers are professionals who practise this discipline, carry out the function and discharge the task. Business management must always, in every decision and action, put economic performance first. Economic performance can help social tasks for society like education,health care,defense etc. Results are the function of hard work, education, sincerity, intelligence and luck.Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.comBlogger48125tag:blogger.com,1999:blog-16355115.post-56852585317777752342023-06-16T17:27:00.001+12:002023-06-18T17:03:12.375+12:00Individual and Institution<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjNBNBFziXrAje9_e1a-gW6I2ZlmqQZHS1iVufl9rcBANa-2PDRD8bnwTeKAQY7m9L-3xr4yQZFdzzL6sAVjryNBRpATv4Q78EDNW62xHmvp2Q8fJQqFEhfT7lMvD7VQDGmZiVDS_TStZXoCoe8QrBVyIEIkRDtvRuT0NSywccp1mNof-Hrxg/s4032/70%20Kaimoana%20Weymouth%20IMG_4443.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="3024" data-original-width="4032" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjNBNBFziXrAje9_e1a-gW6I2ZlmqQZHS1iVufl9rcBANa-2PDRD8bnwTeKAQY7m9L-3xr4yQZFdzzL6sAVjryNBRpATv4Q78EDNW62xHmvp2Q8fJQqFEhfT7lMvD7VQDGmZiVDS_TStZXoCoe8QrBVyIEIkRDtvRuT0NSywccp1mNof-Hrxg/s320/70%20Kaimoana%20Weymouth%20IMG_4443.JPG" width="320" /></a></div><br /><span id="docs-internal-guid-89517548-7fff-9b25-a28d-bb4c9dd5274a"><br /><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt; text-align: center;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><span class="Apple-tab-span" style="text-wrap: nowrap;"> </span></span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; text-decoration-line: underline; text-decoration-skip-ink: none; vertical-align: baseline; white-space-collapse: preserve;">THE ANATOMY OF A SUICIDE HAUNTS OXFORD</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><ul style="margin-bottom: 0px; margin-top: 0px; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; margin-left: -6pt; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: "Times New Roman"; font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; text-wrap: wrap; vertical-align: baseline;">By Jon dernton - Reproduced from my notes of Indian Institute of Management, Calcutta 1994 on the "Management by human values."</span></p></li></ul><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-left: 36pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The sentence could have been written by Edgar Allen Pope or Fyodor </span><span style="font-size: 12pt; white-space-collapse: preserve;">Dostoyevsky the way it summons the unspeakable in a coldly confessional tone “ But it was clear to me by now that Trevor and the college must somehow be separated. My problem was one which I feel compelled to define with brutal candour: how to kill him without getting into trouble"</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> The words were not written by a poet trawling the depth of the subconscious and they are not fiction. They are from a newly published autobiography of Sir Kenneth Dover, one of the world’s most renowned classicists. And they describe a series of events that preceded the suicide of a troublesome colleague of Oxford nine years ago</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">How much responsibility - if any- Sir Kenneth bears for the death of Trevor Aston, a brilliant but erratic historian, is a matter of public debate now that Sir Kenneth’s unconventional autobiography. Marginal Comment has hit the books stores. Excerpts were carried recently in British newspapers.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The chapter dealing with Aston’s suicide from pills and alcohol in October 1985 </span><span style="font-size: 12pt; white-space-collapse: preserve;">at the age of 60 stands as a modern morality tale. Some see it as the story of Sir, Kenneth, who was the president of Corpus Christi College, Oxford, defending his ancient and beloved institution by dealing firmly with a don who had become unmanageable because of alcoholism and seeming mental illness.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> Others see it as a case in which the president – fed up with all the problems and aware of the dean’s despondency and a recent suicide attempt – pushed him to the brink by writing a letter expressing the college’s disapproval of Aston’s conduct at a time when his marriage was collapsing and he was particularly vulnerable.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> Even those closely involved in the problems Aston was causing admit to being shocked by the icy detachment of the language and, apparently, the feelings of Sir, Kenneth, a scholar whose works on ancient Greece are read by students throughout the work. He has retired and is now 74, and lives in Fife, Scotland.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><span class="Apple-tab-span" style="text-wrap: nowrap;"> </span></span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><span class="Apple-tab-span" style="text-wrap: nowrap;"> </span></span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;">“ The intellectual normally values reason above all”, said James Howard- Johnston, lecturer in Byzantine studies at Corpus Christi. “ Dover demonstrates that reason divorced from emotion becomes cold, clinical, and ahuman”.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> The author admits to being aware of Aston’s long and troubled psychiatric history. He admits to fantasizing about Aston’s death, consulting a lawyer to see if he would be legally at risk if he ignored a suicide call, and not going to investigate Aston’s room at the college after a colleague expressed concern the night Aston died. Sir Kenneth also admits to a disturbing sense of relish the day afterward.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> Aston’s fellow of the college who began teaching there in 1952, showed promise for a distinguished career. He was a college librarian, university archivist, and editor of the official history of a journal, Past and Present.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> “He was a central figure in the life of the college through the “70s and 80”, said Howard-Johnston. “ He didn’t publish enough to be a great historian, but he could match any of them in conversation. He was a strong personality, a daunting figure. But then the problem began with mood swings and with drinking.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> To Sir Kenneth, who was President of Corpus Christi for 10 years beginning in 1976, and to others there- Aston was a pest and an embarrassment. There were squabbles over his housing threats of lawsuits, disrupted meetings, and drunk scenes at “high table”, the nightly dining ritual of Oxford colleges,” We could not have him lurching around the quad in front of the undergraduates or using violent language in the hearing of guests or visitors” Sir Kenneth wrote.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> “ I am 100 percent behind Kenneth”, said Brian Harrison, a history fellow, and tutor at the college. “ It’s astonishing he bore it all those years. Even knowing that Aston was a manic depressive, you can’t hold up the operations of a college with 300 people in it. For Dover to say he wanted Trevor dead - well it’s like Henry II with Beckett. You say “Goodness, will no one rid me of this man? and the knights went off and did it.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> In his account of his behavior toward Aston, Sir Kenneth uses the word “conscience” only when he is fantasizing about what would happen if he rejected a plea for help from Aston in the throes of an overdose and in wondering what he would tell the authorities.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> “ I had no qualms about causing the death of a fellow from whose non-existence the college would benefit, but balked at the prospect of misleading a coroner’s jury”, he wrote.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> Sir Kenneth sent Aston a chiding letter, and, in a final confrontation, informed him that a decision sometime earlier to renew his seven-year fellowship was not unanimous but head squeaked through by a slim margin. Aston was upset and shouted: “You are trying to push me out of the college”. Sir Kenneth wrote that he did not deny it.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> A few days later, on the night of October 15, Sir Kenneth was telephoned by a friend who was concerned by Aston’s behaviors and warned that he might be contemplating suicide. The college president telephoned Aston’s doctor, but the two of them decided to take no action.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> In a telephone interview, Sir Kenneth contended that it was a notice of impending divorce proceedings from his second wife that drove Aston to suicide, not any thing Sir Kenneth had done. “ It wasn’t I who resolved it”, he insisted. “What I said in the book was that I contemplated the possibility of causing this death by an act of omission. But that wasn’t in fact how things turned out”.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;">The moral, he said, is that “ there is a dilemma when one is weighing the duty of compassion to an individual with the well-being of an institution”</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> And he said he was surprised at “ all the fuss” the book has created. “ The whole point of an autobiography is, to tell the truth, as far as I’m concerned”.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><b>The Times of India, New Delhi</b></span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><b>Tuesday, December 6, 1994</b></span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><b>Received from Indian Institute of Management Calcutta.</b></span></p><div><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><br /></span></div></span>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-34781812618002622762023-06-16T17:15:00.001+12:002023-06-18T17:20:19.458+12:00A Story of a good Brahmin<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEimU1JzyBrO4ZroLvk_fYIIovJxWPhQ1iq22YQVYKHPUGmESX2IAwb4ZSWjSTIN1C8k_3VZDiDX_p85tPk5ym43Zto-UZnEifZgyRKlIWxLsytB5gS7cSq-a9Ee-KHg2b4iCtnJDSmIIv9w0p5ezhSdNL-GUYVD4p3i0fqBH9NAdRaMI_IHzw/s4032/Drury%20near%20perol%20pump%20IMG_2148.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="3024" data-original-width="4032" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEimU1JzyBrO4ZroLvk_fYIIovJxWPhQ1iq22YQVYKHPUGmESX2IAwb4ZSWjSTIN1C8k_3VZDiDX_p85tPk5ym43Zto-UZnEifZgyRKlIWxLsytB5gS7cSq-a9Ee-KHg2b4iCtnJDSmIIv9w0p5ezhSdNL-GUYVD4p3i0fqBH9NAdRaMI_IHzw/s320/Drury%20near%20perol%20pump%20IMG_2148.JPG" width="320" /></a></div><br /><div style="text-align: center;"> <span style="font-size: 18pt; text-decoration-line: underline; white-space-collapse: preserve;">STORY OF A GOOD BRAHMIN</span></div><p></p><span id="docs-internal-guid-f06cae84-7fff-610c-d3e8-6cadfd8064ae"><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> by </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> V</span><span style="font-size: 12pt; white-space-collapse: preserve;">oltaire</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">On my travel, I met an old Brahmin, a very wise man, of marked intellect and great learning. Furthermore, he was rich and, consequently, all the wiser, because, lacked nothing. He needed to deceive nobody. His household was very well managed by three handsome women who met themselves out to please him. When he was not amusing himself with his women, he passed the time in philosophizing. Near his house, which was beautifully decorated and had charming gardens attached, there lived a narrow-mined old Indian woman: she was a simpleton, and rather poor.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Said the Brahmin to me one day: I wish I had never been born? On my asking why, he answered: I have been studying forty years, and that is forty years wasted. I teach others and I am ignorant of everything. Such a state of affairs fills my soul with so much humiliation and disgust that my life is intolerable. I was born in Time, I live in Time, and yet I do not know what Time is. I am at a point between two eternities, as our wise men say, and I have no conception of eternity. I am composed of the matter: I think, but I have never been able to learn what producers my thought. I d not know whether or not any understanding is a simple faculty inside me, such as those of walking and digesting, and whether or not I think with my head as I grip with my hands, Not only is the cause of my thought unknown to me: the cause of my actions is equally mysterious. I do not know why I exist, and yet every day people ask me questions on all these points. I have to reply, and as I have nothing really worth saying I talk a great deal and am ashamed of myself afterward for having talked.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">It is worse still when I am asked if Brahma was born of Vishnu or if they are both </span><span style="font-size: 12pt; white-space-collapse: preserve;">eternal. God is my witness that I have not the remotest ideas, and my ignorance shows itself in my replies. “Ah, Holy One”. People say to me, “Tell us why evil pervades the earth”. I am in as great a difficulty as those who ask me this question. Sometimes, I tell them that everything is as well as can be, but those who have been ruined and broken in the wars do not believe a word of it and do more. I retire to my home stricken at my own curiosity and ignorance. I read out ancient books, and they double my darkness. I talk to my companions some answer me that we must enjoy life and make a game of mankind others think they know a lot and loss themselves in a maze of wild ideas. Everything increases my anguish. I am ready sometimes to despair when I think that after all my seeking I do not know whence I came, whither I go, what I am nor what I shall become.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The good man’s condition really worried me. Nobody was more rational or more sincere than he. I perceived that his unhappiness increased in proportion as his understanding developed and his insight grew.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The same day I saw the old woman who lived near him. I asked her if she had ever been troubled by the thought that she was ignorant of the nature of her soul. She did not even understand my question. Never in all her life had she reflected for one single moment on one single point of all those which tormented the Brahmin. She believed with all her heart in the metamorphoses of Vishnu and provided she could obtain a little Ganges water where to wash herself, thought herself the happiest of women.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Struck with this mean creature’s happiness. I returned to my wretched philosopher, “Are you not ashamed’, said I, to be unhappy when at your very door there lives an old automation who thinks about nothing, and yet lives contentedly?</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“You are right, he replied. I have told myself a hundred times that I should be happy. If I were as brainless as my neighbor, and yet I did not desire such happiness."</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">My Brahmin's answer impressed me more than all the rest. I set to examining myself, and I saw that in truth I would not care to be happy at the price of being a simpleton.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">I put the matter before some philosophers, and they were of my opinion. ‘nevertheless’, said I,<b> there is a tremendous contradiction in this mode of thought, for, after all, the problem is – how to be happy. What does it matter whether one has a brain or not?.</b> <b>Further, those who are contented with their lot are certain of their contentment whereas those who reasons are not certain that they reason correctly.</b> It is quite clear, therefore, I continued. That we must choose not to have common sense, however little common sense may contribute to our discomfort, everyone agreed with me, but I found nobody, notwithstanding, who was willing to accept the bargain of becoming a simpleton in order to become contented. <b>From this, I conclude that if we consider the question of happiness we must consider still more the question of reason.</b></span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">But on reflection, it seems that to prefer reason to felicity is to be very senseless. How can this contradiction be explained? Like all the other contradictions. It is a matter of much talk.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><div><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"><br /></span></div></span>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-74597976594294398862023-06-16T17:00:00.009+12:002023-06-18T17:28:12.396+12:00A Tryst With Truth <p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3CWJIfczeUhhy8Ucysq97okidPtLIKDxJecqUAbCVZNddz_0PyTcLmj4v45cFw7K6WCQ3PG-xP4hU_JRZ2Zbd-_H-jkojv18HS8mZW77j30IhEp7AiRP0DEWdP0gzFBJJgnW17u2II1qyCteHj_D7kVUD_WPqeZiW37TcYb4TOMKmVmGPbg/s2700/NWO.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="2700" data-original-width="2160" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3CWJIfczeUhhy8Ucysq97okidPtLIKDxJecqUAbCVZNddz_0PyTcLmj4v45cFw7K6WCQ3PG-xP4hU_JRZ2Zbd-_H-jkojv18HS8mZW77j30IhEp7AiRP0DEWdP0gzFBJJgnW17u2II1qyCteHj_D7kVUD_WPqeZiW37TcYb4TOMKmVmGPbg/s320/NWO.jpg" width="256" /></a></div><p></p><p><span style="font-size: 12pt; font-weight: 700; text-decoration-line: underline; white-space-collapse: preserve;">A TRYST WITH TRUTH</span></p><span id="docs-internal-guid-3359df1f-7fff-b40e-1ffa-60617515af6f"><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">National Engineering is a large public sector company manufacturing electrical goods, equipments, and accessories. Its corporate office is located in the industrial suburb of Bombay and it has fifteen regional sales and distribution units throughout the country. Each Regional Unit is headed by a Regional Director who reports to Shri R. Bhatia, the Chairman of National Engineering.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Recently, the grapevine in National is abuzz with a rumour that Mr.Swaminathan, the Regional Director of the Company’s Bhopal Unit has been found involved in a financial irregularity and has been charged with misappropriation of the company’s money. The staff union of National, sensing this to be a provocative anti-Management issue, has lost no time in littering the office wall with posters denouncing corruption within the organization and demanding the punishment of the guilty. The Officers Association of the Company has maintained “diplomatic silence” in this matter. However, some senior officers of the Corporate Office who were not particularly well disposed towards Swaminathan have been openly critical of his misdemeanour. Meanwhile, Swaminathan has been advised by the Corporate Personnel Director to proceed on leave as an enquiry is to be conducted against him on the basis of prima facie evidence.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Prior to all these incidents, Swaminathan had approved the sale of a large quantity of transformer laminations to AKW Company, a private sector firm, also based in Bombay. Immediately before the sales deal was struck, Swaminathan’s son-in-law, who was working at Bhopal, had joined AKW Company as Marketing Manager in Bombay. The government Auditor, on a visit to the National Unit in Bhopal, made out a case that Swaminathan had shown undue favor to AKW in the above sale transaction.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The case now came for examination to Mr. Gopal who was the Chief Auditor of the Bhopal Unit. On close scrutiny, Gopal found that Swaminathan had not in fact flouted any rule or norm in this case and that it was a clean deal. Besides, there was a precedence of National having purchased similar laminations.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">from AKW earlier when they were in desperate need to stick to the delivery</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">schedule. It was fairly well known that AKW and National worked almost like</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">sister companies and often helped each other in crisis situations.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The personal equations between Gopal and Swaminathan were, however, far </span><span style="font-size: 12pt; white-space-collapse: preserve;">from cordial. Thanks to Swaminathan’s adverse reports, Gopal missed his much-deserved promotion the previous year. For some inexplicable reason, Swaminathan frequently took a hostile stand against Gopal and although Gopal was known to be </span><span style="font-size: 12pt; white-space-collapse: preserve;">an upright and trustworthy officer, his detractors in the Internal Audit Department invariably found a sympathetic ear in Swaminathan. Only a fortnight back, the Regional Director made a note that one of Gopal's tour bills was rather inflated although there was nothing in the bill to suggest so. It was time for Gopal to pay Swaminathan back in his own coin.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">In another development, the Deputy Regional Director, Mr. Prasad, to whom Gopal reported, wanted to make use of this case to upstage Swaminathan. Prasad sent feelers to Gopal that his promotion and posting will be taken care of if he ‘manufactured’ adverse comments on the Swaminathan case. It was true that Gopal’s comments as the chief Internal Auditor were crucial in this case as any adverse remarks by him, would mean the sealing of Swaminathan’s fate. Ram Kumar, a colleague of Gopal who also worked in the Internal Auditor Department whispered to him :</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“ Gopal, You know the auditor’s subtle art that can fix Swami. </span><span style="font-size: 12pt; white-space-collapse: preserve;">Let him lose his sleep. After all, you also lost a year’s </span><span style="font-size: 12pt; white-space-collapse: preserve;">Promotion.”</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">Gopal observed that the same Ramkumar fawned on Swaminathan when the latter was in power but was now beginning to demonstrate this allegiance to Mr. Prasad. Gopal then sighed to himself: “How things change? “ But he refused to be carried away by his colleague’s insinuations and said :</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">“ I am no coward to fight shadows. I trust my professional competence and integrity. I shall not stab Swaminathan in the back “.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Thus, he wrote his fair comments, exonerating Swaminathan, and came home that evening happy and content at what he had done.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> This case subsequently traveled through various stages including the Parliamentary Sub-Committee and reached the Cabinet Minister for Industries. The minister referred the case back to National Electricals once again. The Finance Director of the National, especially landed in Bhopal to know Gopal’s personal view on the case. Gopal stuck to his earlier ground and said :</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“ I have already given my comments. I have no doubt that</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> ‘S’ is innocent in this case”</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The Finance Director went back and the case was closed. Gopal’s boss Prasad became furious at the former’s Stubborn attitude and spoiled his confidential Report. As a result , Gopal lost promotion for yet another year. He was extremely disappointed, and wrote a letter to the Chairman which ended with an angry outburst :</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“Is this the way you reward your honest employees?”</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">The Chairman acknowledge the receipt of Mr. Gopal’s letter but sent no reply.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">A few months passed by without any further development in the Swaminathan episode. Gopal continued to work as the chief Auditor. Sometimes, taking a break from his hectic schedule, he would spend a few minutes all by himself to reflect on his life and carrier.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“ I have never opted for any undue advantage in my twenty years of service. I do not remember having spoken a lie nor did I harbour any ill will against any of my colleagues. I had to raise a family of three children, look after my old parents and marry off two of my sisters and managed to do all these by honest means…..”. he muttered to himself and the train of thought continued in his mind ………</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">“ By God’s grace, all my three children have turned out to the brilliant. They have done very well in their professions and each one of them has inherited the qualities of honesty and hard work that my father and I stood for. In Neela, I have found a caring and supportive wife. What more could I have asked for in this life? How much does the loss of a couple of promotions matter in comparison to a life lived for an ideal”.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">As these words continued to buzz in his mind, Gopal’s eyes fell on the glass top of his table where he had tucked in a piece of printed paper. It read:</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><h2 dir="ltr" style="line-height: 1.2; margin-bottom: 11.25pt; margin-top: 0pt;"><span style="font-size: 14pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">“Success is not the aim of life. Perfection is." </span></h2><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;">“That’s what my father would always tell me”, he whispered to himself and proceed to clear the next file on his table.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><h2 dir="ltr" style="line-height: 1.2; margin-bottom: 11.25pt; margin-top: 0pt;"><span style="font-size: 14pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">I add "Success is not the aim of life. Working for your aim is." The aim should be to serve others and create one welfare world without any major conflicts.</span></h2><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; white-space-collapse: preserve;"> </span></p><ul style="margin-bottom: 0px; margin-top: 0px; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; margin-left: -6pt; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: "Times New Roman"; font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; text-wrap: wrap; vertical-align: baseline;">Case prepared by Mr. Debashis Chatterjee, Research Fellow, </span><span style="font-size: 12pt;">Management Centre for Human Values, Indian Institute of Management</span></p></li></ul><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-left: 54pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;">Calcutta. It is meant for MML discussion only.</span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span></p><p dir="ltr" style="line-height: 1.2; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> * The material for this case was supplied by Mr. V.S. Charlu.</span></p><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> </span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"><span class="Apple-tab-span" style="text-wrap: nowrap;"> </span></span><span style="font-size: 12pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space-collapse: preserve;"> **************************</span></span>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-26639053100529867162018-08-26T16:28:00.001+12:002021-02-24T22:38:00.505+13:00Honey <div dir="ltr" style="text-align: left;" trbidi="on">
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<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjfAu9-HfC8uHdQaezssQ38EpiisjwxgovnAN3k29KCalmmHsumvjAJRwL8fGolA6-u4haMd7vpLoWuOggIdl7XnUb6mgNGm_zWl9j0Hg9xoiXdDRESkjzgFFNnT2gtbyuTtp1V/s1600/Honey.JPG" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="1200" data-original-width="1600" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjfAu9-HfC8uHdQaezssQ38EpiisjwxgovnAN3k29KCalmmHsumvjAJRwL8fGolA6-u4haMd7vpLoWuOggIdl7XnUb6mgNGm_zWl9j0Hg9xoiXdDRESkjzgFFNnT2gtbyuTtp1V/s320/Honey.JPG" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Manuka Honey of New Zealand, Australia, and marketing</td></tr>
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<span style="font-family: Times, Times New Roman, serif; font-size: large;">1.0 Manuka Honey UMF 10+</span><br />
<span style="font-family: Times, Times New Roman, serif;">Product of New Zealand: Product is made from the higher quality New Zealand Manuka Honey. Handled with great care from beehive to jar to retain all its natural goodness. If you do have any concerns please contact us.</span><br />
<span style="font-family: Times, Times New Roman, serif;">Contact Us: Comvita New Zealand Ltd, 23 Wilson Road South, Paengaroa Bay of Plenty 3189 / Australia 767 Bischoofs Road, Coominya, QLD 4311 </span><br />
<span style="font-family: Times, Times New Roman, serif;">WEB: www.comvita.com Phone NZ: 0800504959 US: 01628779460 HK:25622325 </span><br />
<span style="font-family: Times, Times New Roman, serif;">AUS: 1800466392 JPN: 0368054780</span><br />
<span style="font-family: Times, Times New Roman, serif;">Production methodsinvolved with the product are non-GM</span><br />
<span style="font-family: Times, Times New Roman, serif;">New Zealand Batch 33255513 MFG Date 08 12 2017 Best Before 08 12 2020</span><br />
<span style="font-family: Times, Times New Roman, serif;">Barcode 9400501003738</span><br />
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<span style="font-family: Times, Times New Roman, serif;">UMF level guaranteed </span><br />
<span style="font-family: Times, Times New Roman, serif;">Contains unique plant phenols</span><br />
<span style="font-family: Times, Times New Roman, serif;">Product of New Zealand</span><br />
<span style="font-family: Times, Times New Roman, serif;">Nutrition Information</span><br />
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<span style="font-family: Times, Times New Roman, serif;">Manuka Honey</span><br />
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<span style="font-family: Times, Times New Roman, serif;">Ingredients: New Zealand Manuka Honey - UMF10+</span><br />
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<span style="font-family: Times, Times New Roman, serif;">Warning: Not suitable for children under 1 year of age </span><br />
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<span style="font-family: Times, Times New Roman, serif;">Do not use if cap seal is broken</span><br />
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<span style="font-family: Times, Times New Roman, serif;">Storage: Please store upright below 25 Degree Centigrade</span><br />
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">2.0 Capilano Manuka Active Honey For Health and Well Being</span></b><br />
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">Active Honey MGO 30+</span></b></div>
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<span style="font-family: Times, Times New Roman, serif;">Capilano Honey Limited, 399 Archerfield Rd, Richlands, QLD 4077, Australia</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Please call 1800 880808, Product of Australia</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Manuka honey is one of nature's premium superfoods, known for its deliciously rich flvour and unique antibacterial qualities.</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Nutrition ingredients Serving size 15g </span></div>
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">3.0 beevital Manuka Honey MGO 83+ NPA 5+</span></b></div>
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">4.0 Capilano Beeotic Prebiotic 175mL</span></b></div>
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<span style="font-family: Times, Times New Roman, serif;">Active ingredient Purified Honey 1ml / ml Multi purpose liquid</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Boost your Digestive and Immune Health</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Boost digestive health</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Support Immune health</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Soothe skin topically</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Do not use if cap or induction seal is missing or broken</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Contact: Free Call 1800880808 </span></div>
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<span style="font-family: Times, Times New Roman, serif;">Caplano Honey Ltd, 399 Archerfield Rd, Richlands QLD 4077 Australia</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Barcode 93677066 Batch Number Q 06/04/2018 13:11 Exp: 05/04/2020</span></div>
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">Nutrition information average quantity per 100gm </span></b></div>
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<span style="font-family: Times, Times New Roman, serif;"><b style="font-size: x-large;"> </b>Manuka Honey Manuka Honey Manuka Honey</span></div>
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<span style="font-family: Times, Times New Roman, serif;"> Comvita Active Honey Capilano beevital</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Energy 1370KJ 1416 KJ 1416KJ </span></div>
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<span style="font-family: Times, Times New Roman, serif;">Protein <1gm 0.3gm 0.3gm</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Fat Total <1gm 0gm</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Cholestrol <1gm 0gm</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Carbohydrate 80 83.1gm</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Sugars natutrally 78 82.5gm</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Ocurring in honey</span></div>
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<span style="font-family: Times, Times New Roman, serif;">Sodium 12 15</span></div>
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<b><span style="font-family: Times, Times New Roman, serif; font-size: large;">Note : </span></b></div>
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<span style="font-family: Times, Times New Roman, serif;">MGO: Methylglyoxal </span></div>
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<span style="font-family: Times, Times New Roman, serif;">NPA: Non Peroxide Activity : Higher the number the more potent the honey's activity</span></div>
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<span style="font-family: Times, Times New Roman, serif;">UMF Unique Manuka Factor</span></div>
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Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-35849514145291779782015-03-13T22:33:00.002+13:002023-06-18T17:53:21.501+12:00Art of Living<div dir="ltr" style="text-align: left;" trbidi="on"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRSGorudcUFR0lh86UaLzXPM4zQCNIzimuG8wXZ_MMn9AhTmMNzx0MqoNbCpLl0zAnivhaTp_CRg6WkZNMMsvhoWFFiDbCdd5bjKZvpQBwSABVoA6UIO_nUeC9UvS8sHNJC_kCCfKDwuRR_7fHixJZiiH7bSw_LncxB3qRQ-DfLsR4NEc-Xw/s1590/Louisville.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1192" data-original-width="1590" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRSGorudcUFR0lh86UaLzXPM4zQCNIzimuG8wXZ_MMn9AhTmMNzx0MqoNbCpLl0zAnivhaTp_CRg6WkZNMMsvhoWFFiDbCdd5bjKZvpQBwSABVoA6UIO_nUeC9UvS8sHNJC_kCCfKDwuRR_7fHixJZiiH7bSw_LncxB3qRQ-DfLsR4NEc-Xw/s320/Louisville.JPG" width="320" /></a></div></div><div dir="ltr" style="text-align: left;" trbidi="on"><h2 style="text-align: left;"><span style="font-size: medium;">Teach your children the art of living. Do not teach lessons of mad race.</span></h2>
<div style="background-color: white; line-height: 16.08px; margin-bottom: 1em; margin-top: 1em;">
<b style="color: #666666; font-family: Helvetica, Arial, "lucida grande", tahoma, verdana, arial, sans-serif;">Five Undeniable Facts of </b><span style="background-color: transparent;"><span style="color: #666666; font-family: Helvetica, Arial, lucida grande, tahoma, verdana, arial, sans-serif;"><b>Life:</b></span></span></div>
<div style="background-color: white; color: #666666; font-family: Helvetica, Arial, "lucida grande", tahoma, verdana, arial, sans-serif; line-height: 16.08px; margin-bottom: 1em; margin-top: 1em;">
<i class="_4-k1 img sp_XIzaAI1BWsY sx_c4c51d" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -2916px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"></i>1. Don't educate your children to be rich. Educate them to be Happy. So when they grow up they will know the value of things, not the price.</div>
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<i class="_4-k1 img sp_XIzaAI1BWsY sx_c4c51d" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -2916px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"></i>2. Best awarded words in London ... "Eat your food as your medicines. Otherwise you have to eat medicines as your food".</div>
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<i class="_4-k1 img sp_XIzaAI1BWsY sx_c4c51d" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -2916px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"></i>3. The One who loves you will never leave you because even if there are 100 reasons<br />
to give up he will find one reason to hold on.</div>
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<i class="_4-k1 img sp_XIzaAI1BWsY sx_c4c51d" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -2916px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"></i>4. There is a lot of difference between human being and being human. A Few understand it.</div>
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<i class="_4-k1 img sp_XIzaAI1BWsY sx_c4c51d" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -2916px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"></i>5. You are loved when you are born. You will be loved when you die. In between You have to manage...!</div>
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<b>Nice line from Ratan Tata's Lecture-</b></div>
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If u want to Walk Fast, Walk Alone..! But if u want to Walk Far, Walk Together...!</div>
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<b>Six Best Doctors in the World-</b><br />
<b><br /></b>
1. Sunlight 2. Rest 3. Exercise 4. Diet 5. Self Confidence & 6.Friends<br />
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Maintain them in all stages of Life and enjoy healthy life.</div>
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If you see the moon ..... You see the beauty of God ..... If you see the Sun ..... You see the power of God ..... And .... If you see the Mirror ..... You see the best Creation of GOD .... So Believe in YOURSELF..... <i class="_4-k1 img sp_XIzaAI1BWsY sx_ba55cb" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -8033px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"><u style="left: -999999px; position: absolute;">smile emoticon</u></i> <i class="_4-k1 img sp_XIzaAI1BWsY sx_ba55cb" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -8033px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"><u style="left: -999999px; position: absolute;">smile emoticon</u></i> <i class="_4-k1 img sp_XIzaAI1BWsY sx_ba55cb" style="background-image: url(https://fbstatic-a.akamaihd.net/rsrc.php/v2/y8/r/n15SdJAJaKB.png); background-position: 0px -8033px; background-repeat: no-repeat; background-size: auto; display: inline-block; height: 16px; vertical-align: -3px; width: 16px;"><u style="left: -999999px; position: absolute;">smile emoticon</u></i>.</div>
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We all are tourists & God is our travel agent who already fixed all our Routes Reservations & Destinations So! <span face=""helvetica" , "arial" , "lucida grande" , "tahoma" , "verdana" , "arial" , sans-serif" style="color: #666666; line-height: 16.08px;">Trust him & Enjoy the "Trip" called LIFE.. </span><span style="background-color: transparent;">children.</span></div>
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Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-20731005743259585932013-03-03T04:33:00.001+13:002021-07-21T08:24:19.124+12:00Management<div dir="ltr" style="text-align: left;" trbidi="on">
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Performance of Indian Managers can be seen on the roadside and in most of the Industries in India. I have many photos and recorded evidence of corrupt managers as well as government officers.<br />
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We are living in a society where corruption has reached the bones of many individuals. Politicians, teachers, parents, and society as a whole have become mentally sick. Parents are teaching their children to earn money by any means. Children are learning what they see in their homes. Baby girl is killed before birth. Girls are raped. We make hue and cry, and we all behave the same.<br />
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We can not change society all of a sudden. All young people want money to purchase new phones, new cars, new restaurants and show off their wealth. We are living in a sick society.<br />
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Sardar Shyam Singh, Managing Agent of Sugar Factory with his team, can be seen in a photo taken in 1954. He was an example of simple living and high thinking.</div>
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Earlier rich Indians were with human values.</div>
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Society is suffering because of the failure of management. We should accept that we as Indians failed to perform our duties as parents to guide younger children.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br />
Jaipal Datta showing Solidarity to remove corruption in a society.<br />
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<a href="https://docs.google.com/document/d/1Auoi3XrgEbKTPZVJ1-o2ql344TKTQYEOrL2b_dc9eEY/edit">A Tryst with Truth</a><br />
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<a href="https://docs.google.com/document/d/12fg5kN9vIpaB3ikloz_LwCm-OEtDj_FYaesqgNSwjW8/edit">The Anatomy of suicide haunts Oxford</a>.<br />
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<a href="https://docs.google.com/document/d/117pYPxDYBDJk-pqm7eWpUSG8i877Kxcvz03QrN6x9-c/edit">Story of a good Brahmin </a></div>
Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-34991556617753346012012-09-07T03:37:00.003+12:002021-07-21T08:28:16.779+12:00Politics in India and USA<div dir="ltr" style="text-align: left;" trbidi="on">
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<b> Jaipal Singh Datta </b><br />
I never liked politics. But I know no organization or nation can implement its decisions without a team or without a group. As soon as we create a group to achieve the aim and target, we get opposition from hurt or affected persons. So I learned with time that we can not survive, or I should say humanity can not survive without a political party, a group of people determined to bring change to society for the good of all.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRCTVwzvr4tOy9FJTF6hjlaPX2dQb5aa2zhPIyjp2ChvmnWhxv6T8zjVIA8zgASKXe-WYxM5VOwarb99arHyyNJoXI-mef-AKdM-COv5yiZ5oKguvk3C_fsrTY_qpZkdVJwcgB/s1600/IMG_1784.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRCTVwzvr4tOy9FJTF6hjlaPX2dQb5aa2zhPIyjp2ChvmnWhxv6T8zjVIA8zgASKXe-WYxM5VOwarb99arHyyNJoXI-mef-AKdM-COv5yiZ5oKguvk3C_fsrTY_qpZkdVJwcgB/s320/IMG_1784.JPG" width="320" /></a></div>
<b>Jaipal Datta</b><br />
Each human thinks differently. Each human has the right to think so. So there shall always be opposition.<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiHGaCNHI1voSe8rHE2TffD8_uxS_ucD_JHfXklSmVem0B4f_VK7MYd6y9yfdirwL-vLsFde7otvW_PfEGwBG5lVfeLwd1mB2Bp9nslQjBV7Ic1OyIxlA2fwmo2ZgCa__u0lGps/s1600/IMG_5099.JPG" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiHGaCNHI1voSe8rHE2TffD8_uxS_ucD_JHfXklSmVem0B4f_VK7MYd6y9yfdirwL-vLsFde7otvW_PfEGwBG5lVfeLwd1mB2Bp9nslQjBV7Ic1OyIxlA2fwmo2ZgCa__u0lGps/s320/IMG_5099.JPG" width="320" /></a>Democracy means that we can try to counsel others with words, advertisements, and any other means. We must try to convince others.<br />
<br />The result of the poll shall indicate that what people want. We should respect the decision of voting polls. Fairness of voting is important. Change is the law of Nature. We all are living at different times. The time of ancestors was different. We must find a solution under new circumstances. We must understand that we create society or Industry. Industry or Society do not create humanity. Industry or business is a tool for progress and not means for exploitation.<br />
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Medical care, education, food, shelter, and clothing are requirements of humanity. Therefore, we must try to provide these facilities to younger generations and old generations.</div>
Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-26335040360695036322012-07-22T11:43:00.004+12:002023-06-07T21:28:16.188+12:00Management by human values<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhJ5PtZORYKdUv9un3mDLcT9CVtk0tr7jtQrlE0WyJJmmxRtdpOKc_VyEy0UaL1jn2t3Qg7VrMiZqLV5b6T7s2pcmHdJZUBj_cC4EfYlhqSooPBO5UFmK5Xc18X-QZRwoBi0bKK/s1600/IMG_7673.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhJ5PtZORYKdUv9un3mDLcT9CVtk0tr7jtQrlE0WyJJmmxRtdpOKc_VyEy0UaL1jn2t3Qg7VrMiZqLV5b6T7s2pcmHdJZUBj_cC4EfYlhqSooPBO5UFmK5Xc18X-QZRwoBi0bKK/s320/IMG_7673.JPG" width="240" /></a></div><div style="text-align: center;"> <span> <a href="http://www.createspace.com/3758258"><span style="font-size: large;">Management by human values</span></a></span></div>
<span style="font-size: large;"><div style="text-align: center;"><span style="font-size: large;"> </span><span style="font-size: medium;"> Dharma or religion in Management</span></div></span><div style="text-align: center;"> by Jaipal Singh Datta</div><div style="text-align: center;"><br /></div>
<span>This site is dedicated to the self-less managers who are work alcoholics, who work without any rewards for the welfare of humanity. Yet, these managers change the destiny of society, nations, and united nations. </span><br />
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<span>"This life is short, the vanities of the world are transient, but they alone live who live for others; the rest are more dead than alive."</span><br />
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Management by Human Values</h3>
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People working in a society can be broadly categorized into three groups. The first group is the performers. These are the people who perform in whatever position they are put. They believe that work is worship. Therefore, they can be called Work Alcoholics.<br />
<br />
There is another group of people who always talk about money ( Jaisa Daam, vaisa Kaam ). They are ready to work provided they get "adequate" compensation for the work. They are ready to put in more effort if they are rewarded tangibly. These are Workable.<br />
<br />
There is a third group of people who do not want to work. They will do the minimum. These are passengers. They want to avoid work as much as they can.<br />
<br />
Believe it or not, everyone works for society. Everyone has the right to live. Management by human values teaches managers methods to effectively take work from second and third groups and motivates them to perform efficiently. My experience shows that Management by Human Values is an "in-born" quality of individuals, and everyone can not manage by human values. Only managers with strong leadership qualities, love for human beings, and self-discipline can motivate others for the Industry or Society. Family, society, or community is part of a Nation. The nation is part of the World. The world is part of the universe, and the Universe is part of the Cosmos. Very few individuals work for others without any selfish interest. I see so many people exploiting others. To deliver results for society, one must exploit and get exploited also.<br />
<br />
We should never forget that target of any living organization is to earn profit and pay taxes for the welfare of society. The industry is part of society and not vice versa. Greed, ego, pride, jealousy, hatred, selfish interests, and other vices create problems for Industry or capital accumulation or Management by Human Values. The selfless worker can produce better, more efficient results. Why? Because he may be transparent or without any ego. Although sometimes in management, one has to exploit the feeling of the individual ego.<br />
<br />
One should understand the basic law of nature. One takes birth to help others and work for the society or nation. The society shall progress as per the rules of nature. Someone may become rich-poor, educated - uneducated; good-bad; selfish -selfless; leader-follower; saint -criminal, etc. Death is the ultimate reality in life. And there is life beyond death. Scientists shall prove within 50 years or, say, 2060.<br />
<br />
With this, we request you to study our lessons and enjoy them. <br />
<br />
Human Values in Management - a new concept<br />
<br />
"It is unfortunate that the United Nations failed to stress the fundamental duties of human beings while putting due stress on their fundamental rights or human rights. A complete philosophy of life will be a happy balance between rights and privileges, on the one hand, and duties and responsibilities, on the other."<br />
<br />
This shall be the basic principle of the global family or unity of the world. So please manage my world with human values. Do not fight for money and wealth. Money may temporarily satisfy desire, greed, ego, and jealousy. Hunger for the stomach, desires for sex, and wealth can never be satisfied. So read Bhagwat Gita and Management by Human Values by Jaipal Singh Datta. Kindly contact me for any assistance.<br />
<br />
jaipaldatta@hotmail.com<br />
<br />
<a href="http://www.mohyalworld.com/">My Family Tree</a></div>
</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-33776494330057913552012-03-15T03:03:00.009+13:002023-06-18T17:50:28.107+12:00Management by human values - Case Study 1<div dir="ltr" style="text-align: left;" trbidi="on">
<br />
<div class="MsoNormal"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5KTynzyoGFNLtbXZsBYm27SYa0k4d9SJsyo7cJysWLV_ZHFCeabo5mgVncUZ_rUVs3aKs7oezdC1d4bn_uqzmcCdflru4FzVfCTUyenoogltaK8YDUhtt1dRkWE_7aVPxxa-_U6XkoRIFDoORx8fZlUKkM42IbwiKDBKJp1-7UUjvtNrInQ/s2048/IMG_5213.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1536" data-original-width="2048" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5KTynzyoGFNLtbXZsBYm27SYa0k4d9SJsyo7cJysWLV_ZHFCeabo5mgVncUZ_rUVs3aKs7oezdC1d4bn_uqzmcCdflru4FzVfCTUyenoogltaK8YDUhtt1dRkWE_7aVPxxa-_U6XkoRIFDoORx8fZlUKkM42IbwiKDBKJp1-7UUjvtNrInQ/s320/IMG_5213.JPG" width="320" /></a></div><b><br /></b></div><div class="MsoNormal">
<b>Letter received from Chief Executive of a company of 70Million Rs Turnover. </b><b>It is a case of frustration of a unit head and the height of toleration of another colleague.</b></div>
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Mr. X is trying to revive the sick unit, where Mr. F was the unit head of the concern for 52 years. His age is around 75 Years. The age of X is 65 years. Mr. F behaved earlier also with other senior executives in the same way. The eyewitness is Mr. E</div><div class="MsoNormal"><br /></div>
<div class="MsoNormal"><b>
Management by human values Case Study No.1</b> </div>
<div class="MsoNormal">
<div class="separator" style="clear: both; text-align: center;"><br /></div>
</div>
<div class="MsoNormal"><b><o:p><br /></o:p></b></div><div class="MsoNormal">
<b><o:p>The Chief Executive of a firm informs the senior directors of the company. Reproduced with his permission as below: </o:p></b></div>
<div class="MsoNormal">
<b style="text-align: justify;"> </b><br />
<b style="text-align: justify;"><u> UNPLEASANT OCCURRENCE AT MY UNIT (MU)</u></b></div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Dear Sir,<o:p></o:p></b></div>
<div class="MsoNormal" style="text-align: justify;">
1. I am writing to inform you
regarding an unpleasant episode that took place at MU on 10<sup>th</sup>
March 2012. The chronological details are as under:-<o:p></o:p></div>
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(a) At about 1500 hrs. as a matter of routine,
I went to F’s office to apprise him of factory days activities.
Mr. X also accompanied me. At that time, Mr. E was also present in Mr. F's office. I greeted Mr. F appropriately, and the moment Mr. X started to convey his greetings, Mr. F looked at him and angrily told him
to leave his office saying that he has nothing to do with him.<o:p></o:p></div>
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(b) Mr. X enquired from Mr. F why he is annoyed with him and that he has come to convey the Chairman’s
message to him. Mr. F using abusive language again, told him to leave his
office immediately, to which Mr. X replied that he will not leave his
office without conveying the message of the Chairman and you can do
whatever you wish to do.<o:p></o:p></div>
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(c) At this point, Mr. F got extremely
annoyed and started using abusive language not worth mentioning and got up from
his chair, giving an impression of leaving his office. At this point in time, I was sitting on a chair opposite Mr. F’s chair across the table. The moment Mr. F reached the office door, he picked up his walking stick and, using
abusive language, he started hitting Mr. X, who did not try to defend himself and instead kept on saying, “ hit
me, hit me, and relieve yourself of your frustration.”<o:p></o:p></div>
<div class="MsoNormal" style="tab-stops: 80.4pt; text-align: justify;">
(d) I shouted for Mr. F to
stop hitting and tried to intervene by saying that it does not behave of The company’s senior officers to fight like this, but to no avail, as Mr. X told me to let Mr. F hit him as much as he wants and Mr. F continued abusing and hitting him. Somehow I physically intervened and stopped the one-sided fight. When Mr. F stopped hitting, Mr. X told Mr. F that “you try to hit your son like this, then you would know what happens.” <o:p></o:p></div>
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2. During all this, Mr. E was present, whom I asked him to
leave the place and do his job. He left the place immediately.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
3. We, Mr. F, Mr. X, and self came out of Mr. F’s office where Mr. F using abusive language, loudly mentioned the
following to Mr. X:-<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
(a) I
know that Chairman has sent you here to fight with me, and you can go
and tell him
I don’t care. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
(b) My 52
years hard work and service to the Company have been reduced to ashes because of
your backbiting to Chairman.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
(c) I had repeatedly been called to another office and made to sit there without any work to humiliate me.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
(d) I shall ruin Chairman and will see
to it that the Chairman goes to Jail. Mr. Chairman can call Chief Minister, Governor, and Prime Minister; whomever he
wishes to, I care to hoots.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
4. At this point in time, I
intervened, and peace prevailed. Later on, Mr. F got into his car and went
away. I and Mr. X reached my office and rung up Mr. E and urged him not to
divulge any details of this episode to anyone whatsoever, to which he promised
his silence.<o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
5. I contacted the Chief Executive of the other associated companies and narrated
the incident to him in the presence of Mr. X. He said that he shall convey
the same to your good self. <o:p></o:p></div>
<div class="MsoNormal" style="text-align: justify;">
6. At about 18:45 hrs, Mr. X telephoned
me and requested me to come to his room. There he showed me the
swollen back of my right hand, right arm, and shoulder. </div>
<div class="MsoNormal" style="text-align: justify;">
7. Mr. X did not report to the police in the overall interest of the organization and gave in writing to the chairman.<o:p></o:p></div>
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<br />
I call it the height of frustration and the height of toleration.</div>
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<b><br /></b>
<b>Readers, please comment. </b></div>
<div class="MsoNormal" style="text-align: justify;">
<b><br /></b>
Mr. X is still working, and Mr. F is also working. No action is taken by Chairman as per the last reports received. Some senior executives are discussing taking an apology from Mr. F in writing and seeking Mr. F's removal. Sometimes management by human values creates nonsense, and the unit becomes sick. It becomes sick because of senior executives but not because of workers.</div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">The author has written the book on <a href="http://www.amazon.com/dp/B006W8QO0E">Management by human values,</a> and one of the readers from a leading Indian industry informed him about this case. Names are kept confidential.</div><div class="MsoNormal" style="text-align: justify;"><br /></div><div class="MsoNormal" style="text-align: justify;">It is informed later in 2017 that directors could not take any action against F and frustrated X and E left the company after 3-5 years.</div>
</div>
Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0New Zealand-40.900557 174.885971-69.210790836178845 139.729721 -12.590323163821154 -149.95777899999996tag:blogger.com,1999:blog-16355115.post-78652736543435646782012-02-02T15:06:00.000+13:002012-02-02T15:06:07.584+13:00My Books<div dir="ltr" style="text-align: left;" trbidi="on">
Read my books and about me<br />
<a href="http://dattanews.blogspot.in/2012/01/jaipal-singh-datta.html#!http://dattanews.blogspot.com/2012/01/jaipal-singh-datta.html">http://dattanews.blogspot.in/2012/01/jaipal-singh-datta.html#!http://dattanews.blogspot.com/2012/01/jaipal-singh-datta.html</a>
</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-16920071519745182202011-12-01T17:10:00.004+13:002023-06-07T21:23:25.924+12:00Astrology<div dir="ltr" style="text-align: left;" trbidi="on">
<span face="arial, sans-serif" style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-size: large; text-align: -webkit-auto;">Dear Madam</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><span style="color: #222222; font-size: large;"><br /></span>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
With ref to your telephone call, I submit herewith the following information</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
1.0 My website name is <a href="http://www.collegeofastrology.net/" style="color: #1155cc;" target="_blank">College of Astrology</a></span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
2.0 This site is for astrology teachings </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
3.0 To earn I shall like to charge some money as and when someone wants to read it. </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
4.0 Each page may contain one lecture or study material. These may be 20 Pages </span></div><span style="font-size: medium;">
Read my book on astrology <a href="http://www.createspace.com/3747362">Astrology Lessons</a><br />
<br />
</span><div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;">
</div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
5.0 There should be a place to mention <a href="https://sites.google.com/a/jaipaldatta.com/contact-me/" style="color: #1155cc;" target="_blank">my address</a> or<a href="http://www.jaipalsinghdatta.com/contactme" style="color: #1155cc;" target="_blank"> contact details </a></span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
6.0 There should be a <a href="https://sites.google.com/a/jaipalsinghdatta.com/pay/" style="color: #1155cc;" target="_blank">payment procedure</a> so that customers can transfer money to my account and pay me by credit card or bank transfer. It should be in advance.</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.0 There should be a page for customers to inform his / her name date of birth, time of birth, place of birth, and Male or Female Name </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.1 On the same page there should be space where one can inform about education, year, date, and success or failure</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.2 There should be space Marital Status -- To inform that married or unmarried or living together or living away from each other</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.3 Financial Status Money earned / Cash in hand or lottery etc </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.4 Professional Status </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.5 Diseases </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.6 Accidents </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.7 Parents alive or died etc</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.8 Children / living together or living separately </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
8.0 Site should have Ganesha on the first page and it should be opening one by one</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
9.0 Place one photo on each page </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
Material is available at <a href="http://www.jaipaldatta.com/" style="color: #1155cc;" target="_blank">http://www.jaipaldatta.com</a></span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
1.0 <a href="http://www.jaipalsinghdatta.com/contactme" style="color: #1155cc;" target="_blank">Contact me</a> and location on Google with phone number and Email </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
2.0 <a href="https://sites.google.com/a/jaipalsinghdatta.com/pay/" style="color: #1155cc;" target="_blank">Pay me </a> This site to be changed as mentioned above </span></div>
<div class="yj6qo ajU" style="background-color: rgba(255, 255, 255, 0.918); color: #222222; cursor: pointer; font-family: arial, sans-serif; margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 2px; margin: 2px 0px 0px; outline-color: initial; outline-style: none; outline-width: initial; outline: none; padding-bottom: 10px; padding-left: 0px; padding-right: 0px; padding-top: 10px; padding: 10px 0px; text-align: -webkit-auto; width: 22px;">
</div>
</div>
Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-46203064749281754282011-12-01T17:09:00.002+13:002023-06-07T21:25:05.924+12:00Astrology<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: medium;"><span face="arial, sans-serif" style="background-color: rgba(255, 255, 255, 0.918); color: #222222; text-align: -webkit-auto;">Dear Madam</span><br />
</span><div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
With ref to your telephonic call I submit herewith the following information</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
1.0 My web site name is <a href="http://www.collegeofastrology.net/" style="color: #1155cc;" target="_blank">College of astrology</a></span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
2.0 This site is for astrology teachings </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
3.0 To earn I shall like to charge some money as and when someone wants to read it. </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
4.0 Each page may contain one lecture or study material. These may be 20 Pages<br />
As I have published a book on it I have deleted these pages. </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
1.0 Astrology Lesson No.1</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
2.0 Astrology Lesson No.2 </span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
3.0 Astrology Lesson No.3-4</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
4.0 Astrology Lesson No.5</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
5.0 Astrology Lesson No. 6</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
6.0 Astrology Lesson No.6a</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
7.0 Astrology Lesson No. 7</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
8.0 Astrology Lesson No.8</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
9.0 Astrology Lesson No.9</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
10.0 Astrology Lesson No. 10</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
11.0 Astrology Lesson No. 11</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
12.0 Astrology Lesson No. 12</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
13.0 Astrology Lesson No.13</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
14.0 Astrology Lesson No.14</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
15.0 Astrology Lesson No.15</span></div>
<div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;"><span style="font-size: medium;">
16.0 Astrology Lesson No.16</span></div><span style="font-size: medium;">
My Book on <a href="http://www.createspace.com/3747362">Astrology Lessons</a><br />
</span><div style="background-color: rgba(255, 255, 255, 0.918); color: #222222; font-family: arial, sans-serif; text-align: -webkit-auto;">
</div>
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5.0 There should be a place to mention <a href="https://sites.google.com/a/jaipaldatta.com/contact-me/" style="color: #1155cc;" target="_blank">my address</a> or<a href="http://www.jaipalsinghdatta.com/contactme" style="color: #1155cc;" target="_blank"> contact details </a></span></div>
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6.0 There should be a <a href="https://sites.google.com/a/jaipalsinghdatta.com/pay/" style="color: #1155cc;" target="_blank">payment procedure</a> so that customers can transfer money to my account and pay me by credit card or bank transfer. It should be in advance.</span></div>
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7.0 There should be a page for customers to inform his / her name date of birth, time of birth, place of birth, and Male or Female Name </span></div>
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7.1 On the same page there should be space where one can inform about education, year, date, and success or failure</span></div>
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7.2 There should be space Marital Status -- To inform that married or unmarried or living together or living away from each other</span></div>
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7.3 Financial Status Money earned / Cash in hand or lottery etc </span></div>
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7.4 Professional Status </span></div>
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7.5 Diseases </span></div>
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7.6 Accidents </span></div>
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7.7 Parents alive or died etc</span></div>
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7.8 Children / living together or living separately </span></div>
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8.0 Site should have Ganesha on the first page and it should be opening one by one</span></div>
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9.0 Place one photo on each page </span></div>
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Material is available at <a href="http://www.jaipaldatta.com/" style="color: #1155cc;" target="_blank">http://www.jaipaldatta.com</a></span></div>
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1.0 <a href="http://www.jaipalsinghdatta.com/contactme" style="color: #1155cc;" target="_blank">Contact me</a> and location on Google with phone number and Email </span></div>
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2.0 <a href="https://sites.google.com/a/jaipalsinghdatta.com/pay/" style="color: #1155cc;" target="_blank">Pay me </a> This site is to be changed as mentioned above </span></div>
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Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-29196136612658245662007-09-16T15:56:00.005+12:002021-07-21T07:48:58.237+12:00Selfless Work or Nishkam Karma<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjE78clWyYXeNYQoow37DvzBB2UIeHri84L9DHQbxxv5Vomk89q0vFoWsOpGLC9pd9y7Uy3mW4Hov7jEgdkibiLBHnbm2K_ABUzw-BjT-puO6HfOfGt8T0XcYplbpLHX_gTPUUJ/s1600/IMG_7673.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjE78clWyYXeNYQoow37DvzBB2UIeHri84L9DHQbxxv5Vomk89q0vFoWsOpGLC9pd9y7Uy3mW4Hov7jEgdkibiLBHnbm2K_ABUzw-BjT-puO6HfOfGt8T0XcYplbpLHX_gTPUUJ/s320/IMG_7673.JPG" width="240" /></a></div>
<span class="Apple-style-span" style="font-weight: bold;">SELFLESS WORK OR NISHKAM KARMA</span><br />
No matter what the people say, no matter what the gurus of <a href="http://jsdatta.blogspot.com">management</a> talk about, it is ultimately the people at the grassroots who can turn an organization around. One has learned that for turning an organization around, there needs to be a strong cult- transparency, sincerity, and integrity, coupled with the ability to deliver of the leader. One Mahatma Gandhi was able to lead India to gain its freedom. It was due to the "Nishkam Karma theory of the <a href="http://www.amazon.com/srimad-bhagwat-geeta-jaipal-singh/dp/1468068830">Srimad Bhagwat Geeta</a>. ( Selfless work without any expectation of reward ). Read <a href="http://teachingsofgeeta.blogspot.com">teachings of Geeta</a> by the <a href="http://www.jaipalsinghdatta.com/">author</a> Jaipal Singh Datta. This orientation to work is fundamentally energy-conserving and mind purifying, for it prompts the one to work for a cause higher than one's ego. Work done with selfish inspirations paramount is stress-producing and devitalizing. However, the lower self, Rajsic- tamasic conditioning for most, happens to be so strong that these consequences are usually difficult to grasp and accept.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgfBoLXsjNfMH5CATtSSMCbveY_LHp6O1IxnuBD_Z7_5j24TCIh4OWBZatrLfqSLOc0DTfuPcntOULNMxF2VPk0m2wwYN62CU028DdfFd2A59YSTQhE2_Q79PXLpqbn0PLrQ49q/s1600/IMG_1784.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgfBoLXsjNfMH5CATtSSMCbveY_LHp6O1IxnuBD_Z7_5j24TCIh4OWBZatrLfqSLOc0DTfuPcntOULNMxF2VPk0m2wwYN62CU028DdfFd2A59YSTQhE2_Q79PXLpqbn0PLrQ49q/s320/IMG_1784.JPG" width="320" /></a></div>
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Nowadays, who shall like to work without rewards? Read <a href="http://amazon.com/management-human-values-jaipal-singh-ebook/dp/B006W8QO0E">Management by Human Values</a>. In management, there has to be all types of persons, and managing different types of persons is an art of management.No nation is great or good because Parliament enacts this or that, but its men are great and good. This means that men working in industries or government administrations, or grassroots workers are all motivated and under strong, transparent leadership.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgYnA0fQHWe-ZI7dm_zOzGxeguHxtXM5Aq1Je3XY5pkO78ceJ0emUk6BiQyHmaNyuKEgkU7PYQeHmC_fCAvBLk_kBT7D_kTJTydclqtmV70C5kypqiavTYR15qiyYFBrQZJDOR9/s1600/IMG_1566.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgYnA0fQHWe-ZI7dm_zOzGxeguHxtXM5Aq1Je3XY5pkO78ceJ0emUk6BiQyHmaNyuKEgkU7PYQeHmC_fCAvBLk_kBT7D_kTJTydclqtmV70C5kypqiavTYR15qiyYFBrQZJDOR9/s320/IMG_1566.JPG" width="320" /></a></div>
<div style="text-align: center;">University Students are visiting one Brewery in India.</div>
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Under all these conditions, only managers with Satwic Guna, team building charisma, and without ego can deliver better results. My 30-year experience in the industry as chief executive or being in the family of chief executives is that it needs a very high skilled, motivated, dharmic manager to achieve these corporate results. I shall like to add, " Theory without practice is blind, and practice without theory is blind. " In sporadic cases (maybe due to luck or astrological effects ), one without theory or education can rise up to senior grade. Educated executives could deliver better results. The best method is to work, study books, work, and study under a selfless guru and educated senior executive. Remember "Kaam Nishkam and Aaram Haraam" "Arbeiten Macht spass" By adopting this mantra, you can rise and achieve your targets, and society or industry can prosper.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEioLCej2pq2V6yVbU7-Ymw-T0QjAW4YEVcttdQLkxmxKAZjhpK8YqrIWIeBqgV6zKX_Usu8aXaxTJQ2jznarf-rW04uM68hAM2j3ary3Ucz3gRX1mI55hp5Z3n1WoESFyO8vMQw/s1600/IMG_1568.JPG" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEioLCej2pq2V6yVbU7-Ymw-T0QjAW4YEVcttdQLkxmxKAZjhpK8YqrIWIeBqgV6zKX_Usu8aXaxTJQ2jznarf-rW04uM68hAM2j3ary3Ucz3gRX1mI55hp5Z3n1WoESFyO8vMQw/s320/IMG_1568.JPG" width="320" /></a></div>
<div style="text-align: center;">Glass Bottles are being produced in a Glass Factory in India from Silica (Sand)</div>
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Please note I am not advocating that we should not take action against selfish egoist colleagues. Action means teaching, counseling, and sacrificing someone for a greater cause. Cause and Effect theory can be read in <a href="http://amazon.com/management-human-values-jaipal-singh-ebook/dp/B006W8QO0E">Management by Human Values</a> practiced by late Brigadier (Dr.) Kapil Dev Mohan. </div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-12415648489674197572007-08-26T00:57:00.002+12:002021-07-21T08:20:33.859+12:00Manager Responsibility<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-weight: bold;">Manager</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><br /></div><div dir="ltr" style="text-align: left;" trbidi="on">The manager is responsible for results and not for his activities. Results can be measured by achieving Sales Targets, Production Targets, Zero Machine breakdown time, Submitting reports of the Management Information System (<span class="blsp-spelling-error" id="SPELLING_ERROR_0">MIS)</span> in time.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br />The result is a function of <span style="font-weight: bold;">decision, activity, and luck.</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><b><br /></b>The decision is a function of risk, experience or bad decision taken, learning, constraints, education.<br />
Constraints are functions of areas of autonomy. Therefore, good managers shall exploit the area of autonomy.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br />
There are four types of persons in every organization, as informed by Sharu Rangnekar in his book <a href="https://www.amazon.com/Wonderland-Indian-Managers-Sharu-Rangnekar/dp/8125942602">"In the wonderland of Indian Managers</a>."</div><div dir="ltr" style="text-align: left;" trbidi="on"><br />
1.0 Lazy or <span class="blsp-spelling-error" id="SPELLING_ERROR_1">Susat</span><br />
2.0 Too Busy or <span class="blsp-spelling-error" id="SPELLING_ERROR_2">Vyasth</span>. This can also be called bogus Band people<br />
3.0 Cursing Always or <span class="blsp-spelling-error" id="SPELLING_ERROR_3">Trast</span>. This can also be called child widow role people.<br />
4.0 Working and not worrying or Mast. In <span class="blsp-spelling-error" id="SPELLING_ERROR_4">Deutsch</span> (German) Language we can call"<span class="blsp-spelling-error" id="SPELLING_ERROR_5">Arbeiten</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_6">macht</span> es <span class="blsp-spelling-error" id="SPELLING_ERROR_7">spass</span>". Work is worship.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br />
Management is a very unfair game. One has to deliver results with 100 odds. The mission or target should be apparent. Thick skin is always useful for result-oriented management. You don't have to do things in the right way. Important is to do the right things. One should know his target and mission of work. It should be evident.</div><div dir="ltr" style="text-align: left;" trbidi="on"><br /><span style="font-weight: bold;">The organization gives </span>Money ( Rice Plate, Food, House Clothing ), Opportunities for achievement, and development opportunities.<br />
<span style="font-weight: bold;">Manager Job is</span><br />
1.0 Protect his subjects from external <span class="blsp-spelling-error" id="SPELLING_ERROR_8">aggression</span><br />
2.0 Give justice to the subjects<br />
3.0 Create Successor<br />
4.0Create Tradition<br />
<span style="font-weight: bold;">Virtues of Manager</span><br />
1.0 Ability to understand people<br />
2.0 Tolerate People<br />
3.0 He should work so that others can remember him and follow.<br />
<span style="font-weight: bold;">To tackle a problem Manger should</span><br />
1.0 Wait<br />
2.0 Negotiate<br />
3.0 Flight<br />
4.0 Surrender<br />
<span style="font-weight: bold;">Symptoms of effective Management</span><br />
1.0 Sense of purpose<br />
2.0 Person goes to work with happiness, a sense of purpose, and not due to fear of leaving lost or absent.<br />
3.0 Concern for the potential of subordinates. It helps to build teamwork<br />
4.0 Moving around. It helps to know what is happening and not knowing in the last.<br />
5.0 No Memo and particularly typed one<br />
6.0 Corruption reduced<br />
7.0 Area is neat and clean<br />
8.0 All come in time and go in time.<br />
9.0 Polite to each other and helping attitude.<br />
10.0 Better productivity and profitability.<br />
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Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-879541716952931102007-08-21T05:42:00.001+12:002021-07-21T08:51:17.554+12:00Management Skills<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-weight: bold;">Management<span style="font-weight: bold;"><br /></span></span>The world is a dangerous place, not because of those who do evil, but because of those who look on and do nothing. With increasing competition, the managerial job is becoming more and more difficult. To succeed in the new environment, there has to be a purposeful tough managerial style characterized by<br />
1.0 Clarity of objectives and ability to motivate subordinates to work towards the objectives.<br />
2.0 Inducing colleagues to co-operate, collaborate and Co-ordinate<br />
3.0 Inducing the boss to support the team efforts<br />
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Getting along with people-boss, colleagues, subordinates, customers, suppliers, workers, trade union leaders, etc- becomes a vital ingredient of managerial success. The difficulty in acquiring this interpersonal skill basically comes from within. So it is very necessary to know why we behave the way we do.<br />
To manage one has to acquire the following skills<br />
1.o Technological Expertise<br />
2.0 Sensitivity to the surroundings<br />
3.0 Communication Skills<br />
4.0 Understanding the human development process<br />
5.0 Understanding the Social structure of your society and nation<br />
6.0 Discipline<br />
7.0 Human touch or love to human beings<br />
8.0 No cheating as the world is very small.<br />
This all shall be explained below in my lessons which I have learned from my Management Guru Mr. Sharu S Rangnekar and Brig ( Dr ) Kapil Mohan V.S.M. Chairman cum Managing Director of Mohan Meakin Ltd. Mohan Nagar, Ghaziabad, Uttar Pradesh. He proved that Management by human values is the best method of Management.<br />
<span style="font-weight: bold;"><span style="font-weight: bold;"></span></span></div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-21595733585640196602007-08-21T05:39:00.000+12:002012-04-28T04:40:35.631+12:00Motivation<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-weight: bold;">Motivating Subordinates</span> <br />
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">A person can be motivated using fear or money. However , such a motivation creates a feeling of hostility. To inculcate motivation amongst subordinates , the boss must create </span><o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">1.0 <strong><span style="font-family: Arial, sans-serif;">A Sense of Identity</span></strong>: Once a person feels the organization is his organization, there is no need to create any further motivation. That feeling itself is a motivating force. The best example of this is the housewife. We talk of bonded labor. Has anybody seen labor more bonded than the housewife? She is the first to get up in the morning to get milk , last to go to bed. And this is because she feels it is her house.In case wife is dominating it is true about man also , as he feels it is his house and he has to serve his wife or family.</span><o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">2.0 <strong><span style="font-family: Arial, sans-serif;">Sense of Importance</span></strong>: To keep a person motivated , he must feel that he is very important in the organization. This ego is something we talk about elimination in all spiritual discourses.In management , we do not eliminate the ego, we pamper and exploit the ego. The feeling that i matter here and people listen to me is a great motivator.</span> <o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">3.0 <strong><span style="font-family: Arial, sans-serif;"> Sense of Development</span></strong>: When a person realizes that his work in the organization is enhancing his capabilities, that becomes an important motivating factor.</span><o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">4.0 <strong><span style="font-family: Arial, sans-serif;">Management by Human Values :</span></strong> You preach that you work and do not think of reward.It does not work for every one.</span><o:p></o:p></div>
</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-13242700475797026362007-08-21T05:37:00.000+12:002012-04-28T04:41:25.029+12:00Leadership<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-weight: bold;">What is Leadership?</span><br />
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">Leadership is the ability of one person to influence the thinking process of another person. In effect, a follower supercedes his judgment with the judgment of the leader .</span><o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">The leader is able to make his impact due to :Sense of Mission. The leader creates a feeling that they are going to do something very important. As a result, the dedication of the leader goes down the line and creates passion in the followers.</span> <o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">Using this feeling of passion , the leader is able to create a sense of action,i.e.,whatever has to be done has to be done immediately.This sense of urgency is the key to productivity.</span> <o:p></o:p></div>
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<span style="font-family: Arial, sans-serif; font-size: 10pt;">However , the most important aspect of a leader is creating a Sense of Loyalty.He gets loyalty from his followers by giving loyalty to them. This makes the followers stand with the leader even in adversity. In fact leadership is really tested in adverse situation.</span><o:p></o:p></div>
</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-17634448397180813572007-08-21T05:33:00.001+12:002023-12-06T10:56:49.026+13:00What is Management<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: medium; font-weight: bold;">What is Management</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><b><br /></b>
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<span style="font-size: medium;"><span face="Arial, sans-serif">What is Management?</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span style="font-size: medium;"><span face="Arial, sans-serif">Management can be defined in many complex ways. However,management essentially consists of 3 basic tasks:</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span style="font-size: medium;"><span face="Arial, sans-serif">1.0 Identifying your responsibility and getting committed to it.</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span style="font-size: medium;"><span face="Arial, sans-serif">2.0 Identifying your resources and ultimately realizing your most important resource is yourself.</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span style="font-size: medium;"><span face="Arial, sans-serif">3.0 Experimenting with resources.</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span style="font-size: medium;"><span face="Arial, sans-serif">The best example of this is the housewife. Every girl, as soon as she gets married, identifies her responsibility and gets committed to it. </span></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif">Her responsibility is: To convert a house into a home. A house is a piece of architecture. A home is a place where one gets psychological support, a feeling of warmth, and being welcome. Who gives this? The housewife. </span></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif">A housewife identifies this responsibility, gets committed to it, and looks at her resources. In most cases, the main resource is the husband's income. I am sure most husbands have heard how inadequate that is! </span></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif">But she has another resource: herself. See how she uses this resource. The homeliness of the house depends not on the income of the house- but on the housewife.</span><o:p></o:p></span></div><div class="MsoNormal"><span style="font-size: medium;"><span face="Arial, sans-serif"><br /></span></span></div>
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<span face="Arial, sans-serif" style="font-size: medium;">Similarly, every manager has to identify his responsibility and get committed to it. With his chair, he will inherit some resources--men, materials, and machinery. He has to add himself to the resources to make a potent combination and experiment with the combination.</span><o:p></o:p></div>
</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-28132129205106329322007-08-21T05:13:00.004+12:002023-12-06T10:59:25.234+13:00Managing the Boss<div dir="ltr" style="text-align: left;" trbidi="on"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhBtGV8gJJdhc6QjFwm7CbolLRdUU0r55t55jRzsO7aWT8Eo1T45iBS58PMUg8LdPnMMycldhgieR3Fg5NKxI4oID1Kso9OwoAHJakydVRxYUbKiHGICsCf6KJLFi_3MRifKqVl/s4032/IMG_4078.HEIC" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="3024" data-original-width="4032" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhBtGV8gJJdhc6QjFwm7CbolLRdUU0r55t55jRzsO7aWT8Eo1T45iBS58PMUg8LdPnMMycldhgieR3Fg5NKxI4oID1Kso9OwoAHJakydVRxYUbKiHGICsCf6KJLFi_3MRifKqVl/s320/IMG_4078.HEIC" width="320" /></a></div><br /><span style="font-weight: bold;"><br /></span></div><div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-size: large; font-weight: bold;">Managing the Boss</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><b><br /></b><span style="font-size: medium;">The boss plays a vital role in the career of an individual. How far the boss will help the subordinate will depend on how the subordinate manages the boss's insecurity, ego, and idiosyncrasies.</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><span style="font-size: medium;"><br />
To manage the insecurity of the boss, the subordinate must demonstrate his loyalty to the boss. This involves<br />
1.0 Keeping the boss informed about the subordinates' developments comes to know of which might be of interest to the boss.<br />
2.0 Helping the boss to repair the damage that might have been caused by the boss's mistake.<br />
3.0 Protecting the boss's image when the boss is being discussed<br />
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Furthermore, every human being has an ego, and believe it or not, the boss is also a human being. If the ego is hurt, relationships will be affected adversely. Conversely, a subtle pampering of the ego helps to build a good relationship. I have seen one case where one hotel server could rise up to the Chief Executive of the Hotel by satisfying his boss's ego. But his rise was also as dramatic as his fall.</span></div><div dir="ltr" style="text-align: left;" trbidi="on"><span style="font-size: medium;"><br />
Everybody has idiosyncrasies- everybody acquires habits in his life. So does the Boss: and these are difficult to change. So the subordinate has to adjust his habits with those of the Boss.</span><br />
<span style="font-weight: bold;"></span></div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-1166544068785346612006-12-20T05:00:00.000+13:002012-04-28T04:45:45.113+12:00Utility of Stress<div dir="ltr" style="text-align: left;" trbidi="on">
<h2>
UTILITY OF STRESS – I</h2>
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Having stress is not really a problem as long as you know how to cope with it. In fact, stress up to a point is useful for two reasons. Firstly, it makes you productive. If you have no stress, you may produce nothing. For example, you decide to write a letter to your father whom you haven’s written for two months. On a Sunday morning, you decide to do it. But obviously that’s the day you can read your newspaper from the beginning to end. By the time you finish your newspapers and breakfast, it is time to see favorite TV serial. After that, comes the time for lunch. After lunch you have the legitimate weekly siesta. When you get up, the evening movie has started. By the time it is finished, you have your dinner and you are already sleepy-although you have slept quiet a bit during the day. Then you will say, ‘ I shall write next Sunday’. Thus, in spite of having sixteen hours, you can’t write a single letter. But if you are under stress, you can write sixteen letters in one hour. Thus, stress is very important to increase your productivity. As the stress increases, your productivity goes up- up to a point; then it flattens off. Thereafter you do not get any more productivity with additional stress. At a certain point further up (which we can call the break-down point), any additional stress brings down your productivity very sharply. Instead of working, you start worrying about work. This is where the stress has to be managed.</div>
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<b><u>UTILITY OF STRESS – II<o:p></o:p></u></b></div>
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Another aspect of stress is that if you get accustomed to a certain level of stress, you are uncomfortable either above or below that level. Many of my friend’s wives had fairly hard life is bringing up their children. When the children got married and went away and the husband started having only one meal a day, the household task suddenly got so reduced that the housewife started having complaints like slipped disc, spondilitis, etc.-because there was suddenly no stress! Then came the daughter for her delivery. Immediately all ailments vanished. The grandmother was very active. After the grandchild was born, for the next four months, she went through a lot of hardships-but she was as healthy as ever before. After four months, the daughter goes away with the grandchild and all the ailments return to the grandmother. </div>
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Thus, stress reduced below a certain level can also be a problem. So in managing stress, we don’t always reduce stress, but keep stress within the limits to make the stress both comfortable and productive.</div>
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<b><u>WORKING AT VARIOUS LEVELS</u></b> </div>
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To succeed in his career, a manager has to change his method of working depending on his level of operation in the organization. </div>
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At the junior most level, hard working is vital. A person working long hours whenever required-sometimes round the clock-makes a very favorable impression and stands out amongst the crowd which is invariably thick at the junior most level. However, as he comes to the middle level, he may get into the organizational paradox: the one, who works more, gets more and more work. And he may get caught in a situation where his plate is always overfull and he finds increasingly difficult to meet deadlines.</div>
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At this stage, smart working is important. He must concentrate on effective work i.e. that work which contributes significantly to the organization-as against just routine work. This makes him more and more visible to the top management. Simultaneously, he must learn to delegate the routine tasks to his subordinates-and even to his colleagues.</div>
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This need for delegation will increase as he goes further up in the organization. To ensure that he can delegate some of the work and get collaboration and cooperation from his colleagues (and support from the boss or bosses for such delegation), he needs networking.</div>
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Thus for organizational success, a manager has to progress through hardworking and smartworking into networking.</div>
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<b><u>LEVELS OF EFFECTIVENESS<o:p></o:p></u></b></div>
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Managing the social impact of the organization is the most complex task of the management. It is dependent of the management’s ability to ‘think through’ the total effectiveness of the organization. An organization can be seen as an effective organization essentially at three levels. </div>
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<span style="font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span>Firstly, the organization is productive i.e., it is able to produce the goods or services it is indented to produce.</div>
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<span style="font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span>Secondly, the organization is efficient i.e. it produces the goods or services with a minimum expenditure of resources – particularly the scarce resources, and</div>
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<span style="font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span>Thirdly, the organization has reputation for excellence i.e., it has a public image that its goods or services are of a high quality and its management is alert to its responsibilities within and without the organization. </div>
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<b><u>COMPARTNMENTAL FEUDS<o:p></o:p></u></b></div>
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Every large organization has a number of active feuds. Some of them are generic feuds others are personal feuds. Generic feuds are a result of traditional rivalry, e.g. marketing vs production, production vs purchasing, accounts vs engineering, head office vs factory or branch office, etc. Added to these are the conflicts generated by ambitious and jalousies of individual managers. Excessive compartmentalization, characteristic of large organizations, often accentuates the generic feuds and managers from different departments act as if they belonged to different organizations. Recently, I met a marketing manager. Normally he a morose person. But that day he looked jubilant. ‘What makes you so happy today?’ I asked, ‘Well, you know’ he replied, ‘our factory boiler has burst and they are screwed up for the next two months.’ He was already enjoying the nasty memos he would be sending to complain about lack of dispatches and consequent loss of sales.</div>
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</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-1166544003362007832006-12-20T04:58:00.000+13:002012-04-28T04:46:43.733+12:00Work Culture<div dir="ltr" style="text-align: left;" trbidi="on">
<h2>
WORK ETHICS IN ORGANIZATIONS</h2>
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People working in an organization can be broadly categorized into three types: Work Ethics, Worth Ethics, and Leisure Ethics.</div>
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Those who believe in work ethics are people who value work and are happy when they are working. The ‘worth ethics’ are also ready to work provided they get something for their work. They are always afraid of being ‘exploited’-somebody getting more work from them than what they get from the work. The leisure ethics want to avoid work as much as they can.</div>
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Work ethics, worth ethics and leisure ethics are very important aspects in the working of an industrial organization and the way the organization functions depends on the relative proportion of these. In each organization all three types of people are there, but the proportions vary. What is more important: as the department head or unit head changes, the proportions change. This shows that people are not stationary, locked in their respective compartment forever. They can move from compartment to compartment provided something happens. We want to see what is that something that can happen which can push more and more people from leisure ethics and worth ethics. This can create ‘Work Culture’ in the organization.</div>
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PITFALLS IN CONDUCTING MEETINGS</h2>
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Let us look at some typical pitfalls meeting face. The first pitfall is the ambiguity of agenda. Sometimes what the meeting is supposed to discuss is not clear. Formal or informal agenda is not circulated. As a result everybody comes with his own agenda in mind. In such meetings, there is chaos right at the beginning-or the meeting gets into chaos soon after the start. Many times there is a cross talk and an impression is created that several meetings are being held simultaneously. Now this is obviously the worst fate for a meeting.</div>
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The second pitfall is the tendency of some people to keep on talking. Everybody likes his own voice. Some people love their voices so much that they keep on talking –sometimes making the same point again and again. Unless the person conducting the meeting is able to control this, the meeting gets into a boring affair where everybody except the few people who keep on talking, lose interest in the meeting. </div>
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The third pitfall is the tendency of some people to go at a tangent to what is supposed to bne discussed at the meeting. Very soon the meeting gets into something very different from what the meeting was intended for. Another pitfall is the chairman of the meeting himself wanting to say a lot. Then the meeting turns out to be monologues on the part of the chairman and the rest of the members have no interest in the meeting.</div>
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<h2>
INCULCATING WORK CULTURE</h2>
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A manager can succeed in promoting work culture if he himself has the work ethics image i.e. feeling that he is trying to achieve results not to get promotion for himself but because he believes that achieving those results is important for the organization.</div>
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Then he creates ‘stature’ to push ‘worth ethics’ (and even ‘leisure ethics’) towards work ethics. A person likes to be considered the boss’s man. Although he will criticize others are being ‘chamchas’(sycophants), he himself does not mind being considered the boss’s man and getting importance.</div>
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The work ethics group by itself is contagious and infectious. Not only they work hard, but they make people around them work hard through induction. However, the leisure ethics (and particularly the core of the leisure ethics) are also contagious and infectious and they go around pulling people away from work ethics.</div>
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The effective manger have top create a situation whereby this core of the leisure ethics is isolated and insulated. Through judicious transfers, people can be moved into corners of the organization where their influence will be minimized. This cannot be done overnight. But over a period, it would be possible to isolate and insulate this core of leisure ethics. This is of great advantage to the organization because this increases the infectiousness of the work ethics and more and more people get into the work ethics category. This is the method through which a ‘work culture’ is introduced in an organization. Everybody comes to work with a feeling that he has to achieve something today.</div>
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<h2>
MANAGEMENT GAPS</h2>
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In this progress in the organization a manager has to pass through three gaps.</div>
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The first gap is knowledge gap. The knowledge that he has might be inadequate for the job he has to perform and he has to work towards beginning of the gap. When lacocca moved from marketing to be the chief executive of the mustang project, he had a severe knowledge of gap. Although he was an engineer by qualification, the job required depth in automobile engineering. He asked his two best subordinates to come to his office for one hour at the end of the office hours to teach him automobile engineering and in six months the gap was filled up.</div>
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Then the manager will face the talent gap. His ability for comprehension has to be equal to the retirement. This is where he can select subordinates and use colleagues, bosses and consultants to bridge the gap.</div>
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The most important gap he has to cover is the credibility gap. Confucius said 2500 years ago, ‘governments exist on three things: guns, rice and faith-the most important is faith’. Converted into modern management language: managers exist on three things-ability to punish, ability to reward and credibility. The most important is credibility. For this the manager has to depend on his personality development.</div>
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<h2>
HINDSIGHT-MIDSIGHT-FORESIGHT</h2>
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The basic approach is in three steps: the first is ‘hindsight’. Whenever we get into a problem of relationship, instead of blaming others, we have to sit back, look at ourselves and ask, ’How did I believe to contribute to this problem?’ However badly the person might behave, if our behavior can take care of some of the problems, we can still come out without a very high degree of dysfunctionality. </div>
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Take the example of the mother and the child. There are lots of transactions involving difference of opinion every day. However, most of the transactions end with a fair degree of satisfaction on both sides and this is essentially because the mother takes care of the adjustment that is required. When we have a dysfunctional communication, if we look back and think about the alternate scenario we could have used, that can improve us. But one cannot turn the clock back, whatever damage has been done, has been done.</div>
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The only thing to do is to see that the next time we communicate, we atleast get a ‘midsight’. With the midsight, while we are moving towards a dysfunctional communication, we realize that the communication is becoming dysfunctional and we try to steer it either to close or towards a functional communication.</div>
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The third situation arises when we get enough skill in understanding people. We can use ‘foresight’. As soon as we are approaching people, particularly people with whom we usually have difficulty, we can think with the foresight and ask which way we can approach the person so that our relationship we improves our relationship skills. If we do not improve our relationship skills, we get into the dysfunctional time options. </div>
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<h2>
SIHGHTS IN MANAGEMENT</h2>
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Sight is to register what you see. It is just nothing the incidents around you. </div>
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Insight is understanding significance of the incidents.</div>
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Foresight is predicting what is likely to happen in the future.</div>
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Oversight is avoiding distraction by minor matters to focus on the main tasks.</div>
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<span style="font-family: 'Times New Roman'; font-size: 12pt;">Hindsight is analyzing whatever has happened to convert it into experience. That is the most important baggage one has to carry to become successful</span></div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com1tag:blogger.com,1999:blog-16355115.post-1166543550545752402006-12-20T04:48:00.000+13:002012-04-28T04:47:37.671+12:00Colleagues Management<div dir="ltr" style="text-align: left;" trbidi="on">
<h1>
Managing Colleagues</h1>
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Managing Colleagues is more difficult than managing either the boss or the subordinates. With subordinates, we have the authority or hierarchy. With the boss, we have the authority of performance. With colleagues we have neither. In fact, prominent display of performance can be dysfunctional, as it can arouse antagonism due to jealously. Colleagues can be managed by establishing a relationship through: Informal Interaction, Reciprocity and Sharing of Credit.</div>
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The formal interaction on the job invariably involves compartmental or departmental feuds among the various functions. However, approaching the colleague informally on a personal basis creates a closer relationship that can set aside the barriers of compartmental feuds.</div>
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Managing the colleagues also calls for also calls for reciprocity. Giving a colleague priority when he wants something from your department means a good possibility of getting priority when you want something from his department.</div>
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It makes a world of difference when you share your credit with colleagues. It sets a positive reaction and they feel that you value their cooperation. Thus, a performing executive has to use the ‘lamp-shade’ strategy. A floor-lamp with a lamp-shade ensures that the light goes above and below – but does not give a glare on side. Similarly, a performing executive ensures that the light of performance reaches the top management and his own subordinates – out minimizes the glare amongst his colleagues.</div>
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<h2>
BIRD’S EYEVIEW OF MOTIVATIONAL FACTORS</h2>
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We have to recognize that listening is the most important aspect of communication and to develop the art of listening is a vital aspect of the management process. Like all communication processes, the listening process improves only if you consider yourself responsible for the success of listening and take initiative to keep it effective.</div>
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The success of communication lies in two factors: the first is the satisfaction of the communicator that he got a fair and full hearing whatever might be the ultimate decision. The second factor is the insight that the listener gets not only about the facts of the problem but also about the viewpoint and the emotional aspects of the communicator. A manager can create confidence as an open, reasonable and fair person only through reflective listening and on this are based the organizational morale as well as the truly successful public relations.</div>
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If we take a bird’s eye view of the motivational factors in the two hundred years of modern industry, we find that the management efforts started with the use of fear as the prominent motivational factor to induce time-discipline and task-discipline. The use of monetary incentive to introduce method-discipline was the next step in motivational management. The recognition of the role played by social motivation is the development in the last generation and the realization of motivation for creativity as the most important factor in modern industry has occurred in our generation. The Indian manger of today has to deal with an industrial process that has telescoped the two hundred years of western industrial development into a single generation. Consequently, the manager still has to use fear as a motivating factor-albeit of decreasing importance. In the organized sector industry where trade unions are fairly strong, the threat of firing is no longer easy to implement. Even less drastic disciplinary actions have to be used very sparingly-thus reducing the potency of motivation through fear.</div>
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<h2>
BARRIERS OF COMMUNICATION</h2>
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The barriers to communications are: 1. Language or “coding” of ideas so that they are easily understood. 2. Transmission: the communication does not suffer from distraction. 3. Hostility: This is the most difficult barrier because it comes from inside and not outside. Hotility is created by the parental messages received-many of them create bias against caste, community, language, state, religion, etc.</div>
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Another barrier to communication is feuds. A lot of hostility is created in organizations by feuds between departments. How do these feuds occur? This hostile attitude – I am OK you are not OK – is responsible for a lot of problems in communication. This feelings comes because of the way we have been brought up. Whenever there is conflict there are two routes available: one is the right –wrong, good-bad route which invariably leads to quarrel. The other route is understanding, compromise, co-existence. Depending on our upbringing, we are likely to take the approach and this gives us an image of being a reasonable or unreasonable person. Operating continuously with the hostile prejudices or I’m OK You are not OK attitude, one can develop a dysfunctional life script which makes communication difficult.</div>
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<h2>
PSYCOLOGICAL PROBLES AT RETIREMENT</h2>
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<b><u><span style="text-transform: uppercase;"><o:p><span style="text-decoration: none;"> </span></o:p></span></u></b></div>
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Perhaps the most difficult problem that we face after retirement is the psychological problem. When an executive retires, he is at the peak of his career-of his status, prestige, money. The day he retires, all this starts leaking out. He finds that everything is becoming less and less. The first thing he notices is the way his status and prestige are affected. Even at home, a retired person is no longer the important person. If he, in the morning, ask for breakfast early, wife says, “ You are retired man now, relax! Let others go first”. So he find he is no longer number one-he is now number ten. This is not very easy to take after a person has been number one for most part of his life. A similar problem arises in terms of being received by his friends and relatives. When we puts a phone call and says please call back – if he is a retired person, the chances of getting the call back get diminished. A friend of mine who retired as a senior army officer, said the year he retired he got 600 greeting cards for the new year, after two years they were sixty, after five years only six. Greeting cards are not important – except that they show how people regard you and that is important. </div>
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<h2>
DELEGATING BY STEPS<span style="text-transform: uppercase;"><o:p></o:p></span></h2>
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Delegation is not a single step process of abdication. Effective delegation is a four step process. This really works. </div>
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The step is ‘plan-and-check’: In this step, the executive calls his subordinate and clarifies the objective of the task being delegated to the subordinate. Then he asked the subordinate to plan the tasks and check with him before carrying him out. This step is repeated till the subordinate is able to plan satisfactorily. </div>
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Second step is ‘check-and-trouble’: In this step the subordinate is asked to carry out the task-but the boss is available whenever the subordinate wants to check with him. This builds the boss’s confidence in the subordinate and the subordinate’s confidence in himself and the boss. Once his confidence has been built up, the third step may be introduced. </div>
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The third step is the ‘feedback system’ step: In this step, the executive has a routine feedback meeting with the subordinate in which he checks on the performance of the task.</div>
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When the executive is fully satisfied, that the task is being performed competently, he may take the fourth and the last step that is, ‘abdication’. At this stage the task is being performed by the subordinate without any formal reference to the boss. </div>
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All effective delegation must end in abdication!</div>
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<h2>
PROBLEMS AT THE TOP MANAGEMENT LEVEL</h2>
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There is a problem, which exists at all levels of management but becomes severely accentuated at the top level-that is the problem of power. The first aspect of the problem is how much power to share with the people below. This is not a very easy decision because sharing power excessively can create a situation where the top man is rendered virtually powerless. At the other end of the pendulum there can be a situation where everybody else feels totally powerless and every decision has to go to the chief executive. To find the balance between the two is very important skill the top manager has to develop.</div>
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The second is the problem of information. Whenever a person has power, the power creates the problem of information. Everybody wants to tell the person in power what he feels the person in power would like to hear. This means very often the information is doctored. Again, many people approaching the top manager have their viewpoints and their axes to grind. That also causes distortion. This means that the top is very rarely with the real information about what is happening around him.<span style="text-transform: uppercase;"><o:p></o:p></span></div>
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<h2>
<span style="text-transform: uppercase;">criteria for good interviews<o:p></o:p></span></h2>
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A real good interview is one which does three things:</div>
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1. It gives the person interviewed a feeling that he is getting a fair treatment from the organization. This is essential for public relations and for the reputation of the organization.</div>
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2. The interviewer must feel that he has got a good understanding of the strong and weak points of the candidate.</div>
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3. The requirement of the organization and the skills available with the candidates are compared and discuss.</div>
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<h3>
SOURCES OF AUTHORITY</h3>
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There are basically three sources of authority.</div>
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The first is hierarchical which comes from the organizational position. However, hierarchical authority is not really accepted by the younger generation.</div>
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The second authority is the authority of expertise. If a manager is an expert, the subordinates say: ‘Boss is nasty – but he knows. Better check with him.’ With changing technology, expertise is becoming difficult. The subordinate who is operating the new technology may have greater expertise compared to the boss who has only studied the catalogue. </div>
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The third authority is the authority of concern. This is the authority every housewife enjoys. The housewife has no hierarchical authority; she has no authority of expertise. She has the authority of concern – the word ‘worry.’ She uses the concern control the husband and children.</div>
<h2>
DEVELOPMENTAL APPRAISAL</h2>
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The performance appraisal system as it exists today in most organizations. Is not really relevant to present times. The judgmental appraisal is useful only where there are ambitious subordinates who want to get feedback to decide for themselves to stay in the organization or find greener pastures elsewhere.</div>
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It is the developmental appraisal, which is going to be useful for improving the performance of subordinates. In developmental appraisal, the first step taken is to avoid comparison with other subordinates. A person’s performance must be compared with the performance he is capable of, rather than with the performance of his colleagues. If this sis emphasized and everybody is encouraged to think that he is capable of better performance, then the performance appraisal starts on the right note. Secondly, the performance appraisal must be taken not as a feedback only to the subordinate, but also as a feedback to the boss. The subordinate conveying to the boss what kind of support he would require-which has been lacking in the past-is a very important feedback for the boss to receive and act upon. Thirdly, the performance appraisal must avoid a sermonizing attitude on the part of the boss and consequent defensive attitude on the part of the subordinate. </div>
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If the post-appraisal counseling is effective, the subordinate is encouraged to think about his own performance, to introspect and make of plan of action as to how is going to improve the performance. In light of this, the developmental plans for the subordinate in the areas of technology, systems or relationship can be drawn. Then the performance appraisal and counseling can end in improved performance for the subordinate, the boss and the organization. </div>
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<h2>
TEAM WORK FOR SERVICE</h2>
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Perhaps the most important aspect in managing the service industry is the aspect of teamwork. Teamwork is important in manufacturing industry also-but in service industry teamwork becomes vital. For example, in a bank, if a client has to cash a cheque, two-three-four persons in a bank have to co-ordinate, so that the client gets the service. In a hotel, the co-ordination between the reception, room service and house keeping is essential if the customer has to receive satisfactory service. </div>
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This teamwork is not natural. Within the various groups concerned there is always a feud. People feel that they belong to a specific compartment and each compartment has certain grudge and feeling about other compartments. Unless these feelings are overcome and people understand the importance of teamwork, we would not get adequate service.</div>
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<h2>
TYPES OF DECISIONS</h2>
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The word decision-making denotes choice of alternatives. The most frequent decision is the programmed decision (like the mail-clerk decision to decide the postage) - information gives the decision.</div>
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The second type is the operational decision where decision were information plays an important role-but judgment has to be used. Each manager may use a judgment in a different way and we may get different decisions when the information is essentially the same. </div>
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Judgment plays a more important role in the strategic decision e.g. location of factor, product-mix, technology, capacity, etc. These are vital decisions. If these decisions are wrong, in spite of good operational decisions, the factory may end up in a disaster. In the case of strategic decision, although a lot of information is collected, intuition plays the deciding role. </div>
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The last category of decision is the entrepreneurial decision. These are essentially three: How much to invest, where to get the resources from, who should be the chief executive. These are vital decisions for the long-term success of an organization. In these decisions, information plays a very small role. The entrepreneur taking these decisions will have to use his judgment to the full extent and this is why these are called entrepreneurial decisions.</div>
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<h2>
TYPES OF TRADE UNIONS</h2>
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Depending on the environmental situation, historical background and management efforts, the organization will essentially have three types of unions. </div>
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The first is the ‘collaborative’ unions which is ready to collaborate with the management and consider the management’s view-point when there is a conflict. The union itself thinks of a compromise that would be acceptable to the workers.</div>
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The second type of union is the ‘confronting’ union. Here the union confronts the management for various demands of the workers. A series of negotiations go on for a long time and thereafter a compromise is reached as a package deal which both sides are ready to accept and live with for the next three or four years.</div>
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The third is the ‘militant’ union. This is the most difficult to deal with because any compromise made or any concessions given is considered a sign of weakness and increases the appetite to ask for more. This union also uses violence to intimidate workers (and even mangers) to create pressure and to create unity amongst workers.</div>
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<h2>
“POLITICAL PERFORMANCE”</h2>
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It is not only the high quality that satisfies the consumers. Often his ideas are subjective. Till a few years ago, all electric bulbs were produced in the same plant, but were marketed by different organizations. The customer were ready to pay a higher price for the leading brands and felt they were getting a better performance. Similarly, it is not a high wage level that satisfies the employees. In fact, a unit paying the highest wages is likely to have maximum labour problems. The employees feel that they have no alternative but to stick to the organization and cannot vote against it by resigning and finding another job with the same or better emoluments. Consequently, the employees with grievances stay on to spread their discontent. Likewise, the company, which gives the maximum return, does not necessarily enjoy the greatest confidence of the investor. Thus, in each case it can be shown that it is not merely the technical performance that brings the greatest reputation. Unless the technical performance is used politically to project the image and influence the stakeholders, it is not possible for the organization to gain reputation. </div>
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An organization achieves both the ‘technical’ performance and the ‘political’ performance through managers. Consequently, the effectiveness of managers is a vital aspect of the organization’s effectiveness.</div>
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</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-1165323341415393672006-12-06T01:48:00.000+13:002012-04-28T04:48:06.199+12:00Art of Interview<div dir="ltr" style="text-align: left;" trbidi="on">
<strong>Criteria For Good Interviews</strong><br />
A real good interview is the one which does three things:<br />
<br />
1.0 It gives the person interviewed a feeling that he is getting a fair treatment from the organization. This is essential for public relations and for the reputation of the organization.<br />
<br />
2.0 The interviewer must feel that he has got a good understanding of the strong and weak points of the candidate.<br />
<br />
3.0 The requirement of the organization and the skills available with the candidates are compared and discussed.</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-1165322919070651902006-12-06T01:33:00.000+13:002012-04-28T04:49:17.575+12:00Top Management<div dir="ltr" style="text-align: left;" trbidi="on">
<strong>Problems at Top Management Level</strong><br />
There is a problem , which exists at all levels of management but becomes severely accentuated at the top level - that is the problem of power. The first aspect of the problem is how much power to share with the people below.This is not a very easy decision because sharing power excessively can create a situation where the top man is rendered virtually powerless. At the other end of the pendulum there can be a situation where everybody else feels totally powerless and every decision has to go to the chief executive. To find the balance between the two is a very important skill the top manager has to develop.<br />
The second is the problem of information. Whenever a person has power , the power creates the problem of information. Everybody wants to tell the person in power what he feels the person in power would like to hear. This means very often the information is doctored. Again , many people approaching the top manager have their viewpoints and their axes to grind. That also causes distortion. This means that the top is very rarely acquainted with the real information about what is happening around him.</div>Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0tag:blogger.com,1999:blog-16355115.post-1165322011578055012006-12-06T01:15:00.003+13:002023-06-29T19:20:36.313+12:00After Retirement<div dir="ltr" style="text-align: left;" trbidi="on">
<b>Psychological Problems at Retirement</b><br />
<div class="separator" style="clear: both; text-align: center;">
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<b> My Friend Shop in Berlin</b> by Jaipal Datta<br />
<b> </b>Perhaps the most difficult problem that we face after retirement is the psychological problem. When an executive retires, he is at the peak of his career - of his status, prestige, and money. The day he retires, all this starts leaking out. He finds that everything is becoming less and less. </div><div dir="ltr" style="text-align: left;" trbidi="on">The first thing he notices is the way his status and prestige are affected. Even at home, a retired person is no longer an important person. If he, in the morning, asks for breakfast early, his wife says, "You are a retired man now, relax! Let others go first." So he finds he is no longer number one - he is now number ten. This is not very easy to take after a person has been number one for the most part of his life. </div><div dir="ltr" style="text-align: left;" trbidi="on">A similar problem arises in terms of being received by his friends and relatives. When he puts a phone call and says please call back- if he is a retired person, the chances of getting the call back get diminished. </div><div dir="ltr" style="text-align: left;" trbidi="on">A friend of mine who retired as a senior army officer, said the year he retired he got 600 greeting cards for the new year, after two years they were sixty, and after five years only six. Greeting cards are not important - except that they show how people regard you and that is important.<br />
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<b>Copenhagen - the country of my beer</b><b> </b><br />
Many persons, who have worked in government jobs or defense forces like Army or Navy, or Air Force, get retirement benefits. Many, who work in private organizations in India, do not get the benefit of retirement. I know many employees of private organizations who died within 3 to 5 years after retirement. They could not afford to live after retirement more than 5-10 years or felt powerless after retirement even in their own families. One of my friends told me that after retirement retirees are fused bulbs. They are dependent on each other or on their children or society. Society can not take care of their living or medical care in many countries. Medical care is unbearable for them and these Goldies die soon after retirement.<br />
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<b> A place where my yeast is developed - Yeast from Copenhagen Denmark</b><br />The question comes - How long should one live? Is there any benefit to living longer? What for should one live? Are oldies a burden on society? Should an elder (above 70 ) entrepreneur work for society? What is the use of scientific progress or capital growth or human development and how can oldies contribute? I agree that children are required for humanity. Why do we need the elder generation, who can not work for development or progress or work for the society? I am confused.<br />
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<b> Brew House - Where Golden Eagle Lager Beer is brewed</b><br />
I am really not interested to live if my health does not permit or if I do not have money to purchase food, shelter, and clothing including medicines to live. <br />
I should add that I can not live without my Golden Eagle Lager Beer and Solan Gold Whiskey from Solan - scotch of East.<br />
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May God bless all.</div>
Jaipal Dattahttp://www.blogger.com/profile/07046810840378252438noreply@blogger.com0