Management Geeta


 

Management Geeta
April  14

 

  1. Forgiving is good , forgetting is better, moving forward is the best

In today’s times,newer concepts of talking human being are being developed.All people are aggrieved by someone or some adverse situation created by another person at some point of time. If one does any harm or gives pain to another being, it becomes difficult for the former to forget the latter. This generates bad blood between the two which makes it difficult to forgive at the subconscious level. Krishna says that in the present-day management, one is too busy to remember misdeeds of allexcept few due to limited time and energy. The mental faculty is required for newer and better jobs or thoughts which would improve effectiveness and efficiency of the individual.

On this Arjuna told that forgetting and forgiving may lead to the wrongdoer taking the other person for granted or keep coming back with more malevolent behaviour or inflicting the same cunning nastiness on others. On this Krishna asserted that one need not to take the hurt to the sub- conscious levelthough mindful of the action that he needs to counter the offender. Because thinking it repeatedly at the subconscious level will also deteriorate his own good behaviour. It can be better understood through this – if someone is facing or faced a bad boss in the past, it doesn’t entitle him to treat his subordinates in the same negative demeanour.

Recollecting repeatedly the misdeeds of the person would hinder your own good progress.Therefore, it is in your interestto forgive, forget and moveforward with your positive agenda for life.However, the person should be given either the treatment quickly or it’s better to look ahead if nothing can be done within a specified period of time. He also averred that it is difficult to forget the wrongs of others, but you should always keep in mind that your destination is not to punish someone rather to achieve something bigger in life.

You will find that even the subconsciously dormant issues are hindrances in the path of your progress. They are mental barriers. You can find victory over them only after forgiving and forgetting. Therefore, better start forgiving others and if you have really forgiven, you become greater in your own eyes and move forward on your way to face the bigger challenges and achieve bigger aims in life.

“Forgiving is good, forgetting is better, moving forward is the best”

 

 

  1. What are your pain points? Identify them on yearly basis .

Our own life is your best classroom, provided we have good “Power of Introspection and Observation”. It has been experienced that most of us undermine the area of pains in our body due to inertia or curtailed viewpoint and ultimately pay the price by curing that point after the situation worsens. Krishna told Arjuna to always look for ParticularPain Area (PPA) with a better power of introspection and observation. Arjuna told that he would like to tolerate the pain. Krishna advised that he needs to be vigilant to the pain and cause of the same.  A value chain analysis of pain would be better because one can understand what is causing pain and moreover if that pain is tolerable.Further he advised that the tolerance develops tempering of self to bear pain and its impact.

So better identify the pain points on annual basis like a balance sheet which tells about assets and liability. In the same way develop a balance sheet of pains, Replace assetswith recovery of pains and in place of liability,use unalleviated pains and emergentpains.

 

 

  1. Use year-end for reconciliation of experiences and Learning.

The year-end needs to be used to have an analysis of gains and losses as being done by any commercial organisation. In the same way,the constantly improving life seeks continuous learning from the experiences. Krishna told Arjuna despite the person well aware of his mistake committed at some point of time; he may still repeat the same because he is not consciously trying to improve.

Therefore, Krishna asserted that the man should develop a system of reconciliation of experiences at the year end to further improve upon the shortcomings. He further emphasized that if one is really conscious about the improvement, he can do wonders in life and keep on progressing on all fronts. This exercise may be clubbed with the annual holiday where all the family members can sit together and discuss it. He further added that it would help your children also to develop an insight for improvement. As far as professional life is concerned, it helps the system to improve upon and there are continuous corrections in the systemsand procedures.

Thus Krishna advocates having annual reconciliation of experiences and learning to develop a continuousimproving organization and individual.

 

 

  1. Don't remove a person short on performance; give him a chance .

If one can feel the organisation in right perspective, it is an abstract entity performing commensurately with the level of employees’ motivation. Arjuna asked Krishna that now the performance of the employees has become a cause of concern for all and management of many organisations are in quandary on this issue as it affects directly the performance and health of the company.

After taking a pause, Krishna told that it is the prime issue for the management nowadays and some of the solutions which can be tried are as under:

  • Continuous monitoring of the performance preferably on half-yearly basis. However, for low performing individual it could be quarterly.
  • Feedback to the employee: It is one of the tools by which he gets a report card of his performance; he is bound to get a stimulus to improve after passing over the depressive phaseof the career.
  • The communication should not be restricted only to the boss and his subordinate. The six-monthly report card should be given to the subordinate by his boss with a copy to super-boss mentioning specific instances of praiseworthy achievements and reprimanding. The subordinate should reply to the communication with a copy to super-boss highlighting any achievements not mentioned by the boss and explanation, if any for instance of unsatisfactory work. This will clear any air of miscommunication between the boss and superior with a intervening third neutral observer in the form of super-boss. This will enhance the transparency provided the super-boss is fair to one and all.
  • Low performing employee should be attached with a mentor, who should coach, guide and evaluate his performance progress.
  • Instead of condemning them, they should be encouraged to perform.
  • It is a myth that anyone can work anywhere but the reality is people give their maximum output working in the areas where their strengths lie. The weaknesses pull down their performance.
  • It is the duty of the management to place them at the right spot.
  • Management should also come out of the “Halo” effect on the perception of the employee. Man is continuously changing thus one should not forever carry forward the perception of the employee.

Lastly Krishna told Arjuna that instead of removing a person on account of the low performance he should be given ample chances. The performance will eventually improve only when both the parties will cooperate with each other.

 

 


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