TYBMS SEM-6 Human Resource: Indian Ethos in Management (QP April 2023 with Solution)

 Paper/Subject Code: 86019/Human Resource: Indian Ethos in Management

TYBMS SEM-6 

Human Resource: 

Indian Ethos in Management 

(QP April 2023 with Solution)

Ν.Β.:

Please check whether you have right question paper.

1. All questions are compulsory

2. Answers to sub-questions must be written together

Q.1. A. Fill in the blank choosing correct option (ANY EIGHT)                (8 Marks)

1. The word Management is mentioned as _________ in Bible.

a. Assistance

b. Stewardship

c. Leadership

d. Slavery

2. _________ refers to search for a basic deep-rooted human values and a relationship with a universal source, power or divinity.

a. Spirituality

b. Humanity

c. Dignity

d. Enimity

3 Ethos is related to _________

a. Right and Wrong

b. Customs and Traditions

c. Honesty and Morality

d. Good or Bad

4. Poor work culture leads to _________

a. Reduced politics

b. More disciplined employees

c. Poor commitment

d. Improved Punctuality

5. According to_________ every work, big or small, is important and hence should be respected.

a. Discipline

b. Work Pressure

c. Punctuality

d. Dignity of work

6. ________ means the manager should be honest to himself and to his organization.

a. Responsibility

b. Dignity of work

c. Integrity of Thoughts

d. Truthfulness

7. A factory worker performing repetitive tasks might experience ________.

a. Hyper Stress

b. Hypo Stress

c. Acute Stress

d. Distress

8. ________ is also called as Third Eye Meditation.

a. Vipassana Meditation

b. Mantra Meditation

c. Raja Yoga Meditation

d. Trataka Meditation

9. The students, in Gurukul system, use to stay ________.

a. in their own house

b. away from Guru

c. with guru at the ashram

d.in the king's palace

10. ________ is a search within oneself.

a. Sports

b. Sharing

c. Talking

d. Silence

Q.1. B. State whether the following statement is True or False (ANY SEVEN)    (7 marks)

1. Self Development is a one-time process.

Answer: False.

2. Ethics and Ethos are the same.

Answer: False.

3. Spiritual prosperity enables the person to have peace of mind.

Answer: True.

4. Work Ethos leads to better employee engagement.

Answer: True.

5. Transfusions are those values which are followed by people across different cultures.

Answer: False.

6. The manager must be honest to himself and the organisation.

Answer: True.

7. There are no physical consequences of stress:

Answer: False.

8. Raja Yoga Meditation is a form of meditation which is accessible to all irrespective of religion, status etc.

Answer: True.

9. Tamásik Personality refers to lethargic, crooked, heartless people.

Answer: True.

10. Sadgi means simple living and high thinking

Answer: True.

Q2 (a) State the meaning of Indian Ethos. State the need to study Indian Ethos to manage Indian businesses.            (8 marks)

Indian Ethos refers to the collective cultural, philosophical, and ethical values that shape the way of life, thinking, and behavior in India. It is a blend of spiritual, traditional, and social wisdom passed down through generations, drawn from Indian scriptures, philosophies, and cultural practices. Indian Ethos encompasses concepts such as Dharma (righteousness), Karma (action), Satya (truth), Ahimsa (non-violence), and the importance of family, community, and spiritual well-being. It influences personal and professional behavior, decision-making, and societal interactions.

Need to Study Indian Ethos to Manage Indian Businesses

1. Understanding the Cultural Context: Indian businesses operate within a cultural environment that is distinct from Western models. By studying Indian Ethos, managers and leaders can understand the local cultural values, societal norms, and behavioral expectations, leading to more effective decision-making and better leadership in a local context.

2. Enhanced Leadership and Ethical Decision-Making: Indian Ethos emphasizes values like honesty, integrity, and social responsibility. These principles can help managers make decisions that not only serve business goals but also align with the ethical and moral standards that are integral to Indian society, fostering trust and long-term relationships with stakeholders.

3. Improved Employee Engagement: Indian Ethos is deeply tied to concepts like family, community, and mutual respect. Understanding these values can help in creating work environments that are more inclusive and empathetic, which leads to higher employee satisfaction, loyalty, and productivity.

4. Integration of Spirituality and Work: Indian culture often sees a balance between spiritual well-being and professional life. Studying Indian Ethos can help managers design business practices that promote this balance, leading to a more holistic approach to employee welfare and work-life harmony.

5. Navigating Complex Social Structures: Indian society is characterized by a complex system of caste, religion, and regional diversity. Managers who are well-versed in Indian Ethos can navigate these complexities better, avoiding conflicts and fostering a more harmonious and productive workplace.

6. Sustainability and Social Responsibility: Indian traditions emphasize the importance of environmental sustainability, social welfare, and contributing to the community. Understanding these aspects can help businesses adopt sustainable practices and contribute positively to society, which is increasingly important in today’s globalized world.

7. Building Long-Term Relationships: Indian business culture places a strong emphasis on building long-term relationships based on trust, respect, and mutual benefit. Indian Ethos guides businesses to focus on long-term goals and relationships rather than short-term profits, ensuring sustainable business growth.

8. Adaptation to Globalization: While businesses in India need to stay competitive in a globalized market, Indian Ethos helps them preserve their unique cultural identity while adopting best practices from the global business environment. This balance can lead to innovation while maintaining core values.

Q2 (b) What management lessons you can draw from holy Bible.        (7marks)

The Holy Bible offers a wealth of wisdom and ethical guidance that can be applied to management and leadership. Many of its teachings emphasize principles of integrity, stewardship, humility, and respect for others, all of which are crucial for effective management. Below are some key management lessons drawn from the Bible:

1. Leadership Through Service (Servant Leadership)

• Verse: “Whoever wants to become great among you must be your servant.” – Matthew 20:26
• Management Lesson: True leadership is about serving others, not about exerting power. A manager should focus on empowering their team, helping them grow, and supporting their success. By being a servant leader, you create a culture of respect and trust.

2. Integrity and Honesty

• Verse: “The Lord detests lying lips, but he delights in people who are trustworthy.” – Proverbs 12:22
• Management Lesson: Integrity is a cornerstone of effective leadership. Managers should always uphold honesty in their dealings with employees, clients, and stakeholders. Trust is essential for building strong, lasting relationships in any business.

3. The Importance of Wisdom in Decision-Making

• Verse: “For the Lord gives wisdom; from his mouth come knowledge and understanding.” – Proverbs 2:6
• Management Lesson: Wise decision-making is key to successful management. A manager should seek knowledge, reflect on their decisions, and base actions on both experience and sound judgment. In complex situations, consulting others and remaining open to wisdom is crucial.

4. Accountability and Stewardship

• Verse: “Moreover, it is required of stewards that they be found trustworthy.” – 1 Corinthians 4:2
• Management Lesson: Managers are stewards of their company’s resources, including people, finances, and assets. They should manage these resources wisely and responsibly, ensuring sustainability and growth. Being accountable for outcomes and resources is a key aspect of effective management.

5. Treating Employees with Respect and Dignity

• Verse: “Do to others as you would have them do to you.” – Luke 6:31
• Management Lesson: The Golden Rule teaches us to treat others with respect, fairness, and empathy. Managers should build a work environment where employees are valued, their contributions are recognized, and they feel respected and treated fairly.

6. The Power of Teamwork and Unity

• Verse: “How good and pleasant it is when God’s people live together in unity!” – Psalm 133:1
• Management Lesson: Successful businesses are built on the foundation of teamwork. Managers should foster a spirit of collaboration and unity, encouraging employees to work together toward common goals, rather than focusing on individual achievements.

7. Handling Conflict with Wisdom and Patience

• Verse: “A gentle answer turns away wrath, but a harsh word stirs up anger.” – Proverbs 15:1
• Management Lesson: Conflict is inevitable in any organization, but how it’s handled makes all the difference. Managers should approach conflict with patience, understanding, and a calm demeanor. Encouraging open communication and resolving issues diplomatically leads to stronger teams and a more positive work environment.

8. Setting Clear Vision and Goals

• Verse: “Where there is no vision, the people perish.” – Proverbs 29:18
• Management Lesson: A clear vision is vital for guiding a business and its employees toward a common goal. Managers should set clear objectives, communicate them effectively to their teams, and inspire everyone to work together to achieve them.

9. Delegation and Trust in Others

• Verse: “Moses’ father-in-law replied, ‘What you are doing is not good. You and these people who come to you will only wear yourselves out. The work is too heavy for you; you cannot handle it alone.’” – Exodus 18:17-18
• Management Lesson: Even the most capable leaders need to delegate responsibilities. Managers should recognize that they cannot do everything on their own and should trust their team members by delegating tasks. This not only ensures better productivity but also helps in developing the skills and confidence of employees.

10. The Importance of Perseverance

• Verse: “Let us not become weary in doing good, for at the proper time we will reap a harvest if we do not give up.” – Galatians 6:9
• Management Lesson: Success in business often requires persistence and resilience. Managers and teams may face challenges, but perseverance through difficult times is essential. Keeping focused on the long-term goals and remaining steadfast leads to eventual success.

11. Forgiveness and Reconciliation

• Verse: “If your brother or sister sins against you, go and point out their fault, just between the two of you. If they listen to you, you have won them over.” – Matthew 18:15
• Management Lesson: Forgiveness and reconciliation are important for maintaining harmony in the workplace. Managers should encourage a culture of forgiveness where conflicts are addressed openly and resolved constructively, fostering a positive environment and strong relationships.

12. Fairness and Justice

• Verse: “You shall do no injustice in judgment. You shall not be partial to the poor, nor defer to the great; but you are to judge your neighbor fairly.” – Leviticus 19:15
• Management Lesson: Managers should ensure that decisions, especially those related to promotions, rewards, and conflicts, are fair and unbiased. Equal treatment and justice in the workplace ensure morale and prevent resentment.

13. Continuous Growth and Self-Improvement

• Verse: “Do you see a person skilled in their work? They will stand before kings; they will not stand before obscure men.” – Proverbs 22:29
• Management Lesson: Continuous learning and self-improvement are critical for personal and professional growth. Managers should encourage employees to develop their skills and foster an environment of continuous improvement, which leads to innovation and better results.

OR

Q2 (c) Differentiate between Indian Management and Western Management System.            (8 marks)

The distinction between Indian Management and Western Management systems lies primarily in their cultural, philosophical, and organizational approaches. These differences reflect the broader cultural contexts in which each system developed, with Indian Management being deeply influenced by the country's spiritual and cultural values, and Western Management rooted in rational, scientific, and individualistic principles. Below are the key points of differentiation between the two systems:

1. Philosophical Foundation

• Indian Management:
  • Rooted in spiritual and ethical values, such as those found in Hinduism, Buddhism, and Jainism.
  • Emphasizes holistic approaches that integrate personal growth, well-being, and spirituality with professional life.
  • Focuses on self-awareness, moral conduct, and service to society. Key principles such as Dharma (righteousness) and Karma (action) guide decision-making.
• Western Management:
  • Rooted in rationalism, scientific thinking, and capitalism.
  • Emphasizes efficiency, individual achievement, and profit maximization.
  • Focuses on clear goals, performance metrics, and a structured, objective approach to problem-solving.

2. Leadership Style

• Indian Management:
  • Leaders are often seen as guides or mentors who lead with a sense of wisdom, empathy, and service to their employees.
  • Hierarchical in nature, but with an emphasis on respect and trust within the family-like organizational culture.
  • Leadership involves a spiritual connection and an understanding of the collective good rather than focusing only on individual success.
• Western Management:
  • Leadership is often more task-oriented, with a focus on results, efficiency, and individual achievement.
  • Generally more democratic or participative, but can also be autocratic in certain organizations.
  • Emphasizes empowerment, delegation, and accountability, with clear delineation of roles and responsibilities.

3. Approach to Work-Life Balance

• Indian Management:
  • Work is often seen as a part of one's larger spiritual and moral duty, with a focus on balancing work, family, and spiritual practices.
  • There is a deep respect for personal life, and employees are often encouraged to balance professional commitments with their family and community responsibilities.
• Western Management:
  • Emphasizes work-life balance but often in terms of achieving personal happiness and mental well-being as separate from the work environment.
  • The work culture can be more demanding with longer hours, especially in high-performance or competitive fields.

4. Decision-Making Process

• Indian Management:
  • Decision-making tends to be collective and consensus-based. There is a focus on consultation and consideration of long-term consequences.
  • Managers often take decisions that are in line with traditional values and community interests.
  • Decision-making can be slow due to a desire to ensure that all viewpoints are considered and the ethical implications are fully assessed.
• Western Management:
  • Decision-making is generally more individualistic and task-focused, often relying on data-driven, logical, and objective criteria.
  • Decisions are typically made by managers or executives who have the final say and who prioritize quick, results-oriented actions.
  • Risk-taking and innovation are often encouraged, sometimes without extensive consultation or consensus-building.

5. Motivation and Rewards

• Indian Management:
  • Employees are motivated by a sense of duty, respect, and social cohesion. Group harmony and collective success are prioritized over individual achievements.
  • Non-material rewards such as spiritual satisfaction, family pride, and societal contributions may hold more importance than financial incentives.
  • Job security and long-term relationships are valued over short-term rewards.
• Western Management:
  • Motivation is often driven by individual achievements, financial incentives, performance rewards, and career advancement.
  • There is a strong focus on merit-based rewards and recognition, with tangible incentives such as bonuses, salary hikes, and promotions.
  • Short-term goals and outcomes are emphasized, often leading to competitive and achievement-oriented work cultures.

6. Conflict Resolution

• Indian Management:
  • Conflict is often resolved through mediation, diplomacy, and a strong emphasis on maintaining relationships. The use of third-party intermediaries or family members in resolving disputes is common.
  • The approach is more indirect, focusing on preserving harmony and the group's well-being rather than focusing on confrontation or open disputes.
• Western Management:
  • Conflict resolution tends to be more direct, with clear policies in place to handle disputes, often through formal processes like meetings, arbitration, or even legal channels.
  • Emphasis is placed on clear communication and problem-solving in a structured manner. Managers often encourage open debates and discussions to resolve conflicts.

7. Organizational Structure

• Indian Management:
  • Generally characterized by a centralized, hierarchical structure where authority is respected, and decision-making is often top-down.
  • The organization is often seen as a family unit, and loyalty to the organization, management, and the community is a strong motivating factor.
  • Cross-functional teams or inter-departmental cooperation might not be as pronounced as in Western systems.
• Western Management:
  • More likely to have a decentralized, flat, or matrix organizational structure where employees are given more autonomy and responsibility.
  • Focus on cross-functional teams, collaboration, and bottom-up decision-making, which encourages innovation and fast decision-making.
  • Less emphasis on hierarchy and more on individual contributions to a team.

8. Time Orientation

• Indian Management:
  • There tends to be a long-term focus, with an emphasis on sustainable growth and maintaining relationships over time.
  • Time is viewed as cyclical, with attention given to long-term stability rather than immediate results.
• Western Management:
• Focus is often on short-term results and meeting deadlines. The emphasis is on productivity and achieving quarterly or annual targets.
• Time is typically seen as linear, with a strong emphasis on deadlines, time management, and efficiency.

Q2 (d) Define Ethos. Explain its features.             (7 marks)

Ethos refers to the set of values, beliefs, attitudes, and customs that define the character and identity of an individual, group, organization, or culture. It encapsulates the collective spirit and ethical principles that guide behavior, decisions, and actions. In broader terms, ethos reflects the moral and intellectual climate of a community and the underlying principles that govern how its members interact with each other and the world.

The term ethos is derived from Greek philosophy and was initially used by Aristotle to refer to the character or credibility of the speaker, but it has since expanded to encompass the values and cultural traits of a society, organization, or profession.

Features of Ethos:

1. Core Values and Beliefs:

   • Ethos represents the fundamental values, beliefs, and principles that shape the way individuals or groups approach life, work, and relationships. These values can be ethical (such as honesty and integrity), cultural (such as respect for tradition), or professional (such as commitment to excellence).

2. Cultural Identity:

   • Ethos often reflects the cultural identity of a community or society. It includes customs, traditions, and social norms that govern behavior. This cultural context influences how people think, behave, and interact with others within and outside their group.

3. Moral and Ethical Foundation:

   • A significant feature of ethos is its connection to moral and ethical foundations. It sets the standard for what is considered right and wrong within a specific group or community. For example, business ethos emphasizes transparency, honesty, and ethical conduct.

4. Behavioral Guidelines:

   • Ethos serves as a set of guidelines for acceptable behavior within a group or organization. It shapes how people are expected to act in different situations, including professional conduct, social interactions, and leadership styles. These behavioral guidelines influence decision-making, conflict resolution, and communication.

5. Influence on Decision-Making:

   • The ethos of a group or society deeply influences the decision-making process. People within an organization or community are guided by the shared principles of ethos when making choices, prioritizing long-term goals over short-term gains, and focusing on collective well-being.

6. Integrity and Credibility:

   • Ethos is closely tied to the idea of integrity and credibility. The ethos of a person or organization reflects their authenticity, trustworthiness, and consistency in adhering to their core values. For instance, a company with strong corporate ethos will be known for keeping its promises, maintaining ethical business practices, and building trust with stakeholders.

7. Adaptability and Evolution:

   • While ethos is rooted in tradition and core values, it is not static. Ethos evolves over time in response to changing social, political, and economic contexts. It can be shaped by new generations, external influences, and emerging ethical challenges. For example, many modern companies are adapting their ethos to incorporate sustainability and social responsibility into their operations.

8. Collective Identity:

   • Ethos is often shared collectively, especially in organizations or societies. It helps foster a sense of belonging and community among individuals by aligning them with common values and goals. This collective identity can create strong bonds and a unified approach to challenges and objectives.

9. Guidance for Leadership and Governance:

   • The ethos of an organization or society often dictates the leadership style and governance. Leaders are expected to uphold and reflect the ethos of their group, making decisions that align with its values and guiding others through ethical leadership.

10. Social Responsibility:

• Ethos emphasizes social responsibility—the obligation to act for the betterment of society. Whether at the level of an individual or an organization, ethos encourages behaviors that contribute positively to the community, the environment, and the broader world.

Q3 (a) Discuss the factors responsible for Poor Work Ethos in an organization.  (8 marks)

Poor work ethos in an organization can significantly affect productivity, morale, and long-term success. Several factors contribute to the development of a poor work ethos:

1. Lack of Effective Leadership

• Inadequate Guidance: Leaders set the tone for workplace behavior. Poor leadership fails to provide direction, motivation, or accountability.
• Absence of Role Models: Employees often emulate leaders. If management demonstrates a lack of commitment or ethical behavior, it encourages the same in the workforce.
• Ineffective Communication: Unclear expectations, lack of feedback, and poor communication cause confusion and demotivation.

2. Unclear Organizational Vision and Goals

• Ambiguous Objectives: If employees do not understand or connect with the organizational goals, they lack motivation and direction.
• Lack of Purpose: Employees are less likely to work hard if they feel their work lacks meaning or significance.

3. Poor Work Culture

• Toxic Environment: A culture of blame, favoritism, or lack of trust creates a demotivating atmosphere.
• Lack of Recognition and Appreciation: Employees become disengaged when their hard work goes unnoticed or unappreciated.
• Micromanagement: Excessive control stifles creativity and autonomy, reducing morale.

4. Insufficient Incentives and Rewards

• Low Compensation and Benefits: Inadequate pay can lead to dissatisfaction and disengagement.
• Lack of Career Development: Employees may lose motivation if they do not see opportunities for growth, learning, or promotions.
• Inadequate Recognition Programs: Absence of tangible or intangible rewards diminishes motivation.

5. Poor Recruitment and Onboarding

• Hiring Misfits: Recruiting individuals without aligning them with organizational values leads to poor attitudes and work ethics.
• Lack of Training: Without proper onboarding or training, employees fail to understand their roles, responsibilities, and expected behaviors.

6. Absence of Accountability and Discipline

• Inconsistent Standards: When poor performance or unethical behavior goes unchecked, it encourages others to follow suit.
• Lack of Consequences: If employees are not held accountable, it leads to complacency and mediocrity.

7. Low Employee Engagement

• Monotonous Work: Boredom and repetitive tasks decrease interest and motivation.
• Work-Life Imbalance: Overworking employees without respect for their personal lives can cause burnout and poor performance.
• Lack of Autonomy: Micromanagement and rigid rules restrict creativity and initiative.

8. Negative Peer Influence

• Low-Performing Colleagues: A few unproductive individuals can negatively influence the entire team’s morale.
• Workplace Gossip and Politics: Toxic peer dynamics erode trust and cooperation.

9. Technological and Structural Barriers

• Inefficient Tools and Systems: Poor infrastructure or outdated technology frustrates employees and reduces productivity.
• Bureaucratic Processes: Excessive red tape and rigid structures impede efficiency and creativity.

10. External and Personal Factors

• Economic Instability: Job insecurity and financial stress can cause apathy or disinterest.
• Personal Issues: Employee problems outside of work, like health or family issues, may affect their work ethic.
• Generational Differences: Generational gaps in work expectations and attitudes can lead to conflict or misunderstandings.

Q3 (b) Compare Secular and Spiritual Values in context of management of organisation.     (7 marks)

In the context of organizational management, secular values and spiritual values represent two distinct approaches to leadership, decision-making, and organizational culture. While secular values are typically grounded in practical, worldly considerations and laws, spiritual values emphasize ethical, moral, and deeper, often transcendent, principles. Both sets of values can influence management practices, but they approach goals, relationships, and decisions in different ways.

Secular Values in Organizational Management

Secular values refer to principles that are non-religious and focus on practical and material aspects of management. These values are primarily concerned with the performance and effectiveness of an organization within the external, social, and economic world.

Characteristics of Secular Values in Management:

1. Profit Maximization: Secular values often prioritize financial success and efficiency. Managers are typically driven by metrics such as profitability, market share, and productivity.

2. Rational Decision-Making: Decision-making is based on objective analysis, data, and logic, focusing on measurable outcomes.

3. Legal Compliance: Secular values emphasize following the rule of law, corporate governance, and ethical business practices as per regulatory standards.

4. Meritocracy: Emphasizes a work environment where promotion and rewards are based on individual performance, skills, and results.

5. Efficiency and Performance: The main focus is on improving organizational performance, achieving business goals, and meeting deadlines.

6. Employee Productivity: In secular values, employees are often seen primarily as resources whose efficiency is key to achieving organizational goals.

Advantages of Secular Values in Management:

• Clarity and Focus: Secular management principles provide clear, measurable goals that can be tracked and evaluated.
• Practicality: Secular values are typically based on practical, day-to-day operations, making them easy to implement and assess.
• Global Applicability: These values are generally not tied to any specific religious or cultural context, allowing them to be applied in diverse, multi-cultural settings.

Spiritual Values in Organizational Management

Spiritual values, on the other hand, emphasize ethical, moral, and sometimes transcendental principles that go beyond material goals. They focus on inner growth, compassion, service, and alignment with higher purposes. In the workplace, this could involve cultivating a work culture that integrates these deeper values into the decision-making process.

Characteristics of Spiritual Values in Management:

1. Service Orientation: Spiritual values encourage managers and employees to view their roles as opportunities for service, both to their organization and society. It’s about creating value for others rather than just focusing on self-interest.

2. Integrity and Ethical Leadership: Spiritual values stress moral leadership, honesty, fairness, and responsibility. A focus on "doing the right thing" is central to spiritual management practices.

3. Employee Well-being: In spiritual management, employees are seen as individuals with emotions, values, and lives outside of work. Their personal development, happiness, and holistic well-being are prioritized.

4. Meaning and Purpose: Spiritual values encourage managers and employees to find deeper meaning in their work. This includes aligning organizational goals with a higher purpose, such as contributing to the welfare of society or the environment.

5. Harmony and Unity: Spiritual values emphasize the importance of teamwork, collaboration, and maintaining harmonious relationships in the workplace. Unity and collective well-being are important.

6. Sustainability: Spiritual values often incorporate long-term sustainability, not only in economic terms but also in environmental and social dimensions.

Advantages of Spiritual Values in Management:

• Long-term Sustainability: Spiritual values encourage thinking beyond short-term profits, leading to more sustainable business practices.
• Enhanced Employee Satisfaction: By addressing employees’ emotional, psychological, and spiritual needs, managers can create a more fulfilling work environment.
• Ethical Decision Making: Promotes moral and ethical behavior even in the face of challenges, avoiding compromises that might harm the company’s reputation or stakeholders.
• Stronger Organizational Culture: A spiritually aligned organization can develop a strong sense of community, trust, and mutual respect among employees.

	Secular Values	Spiritual Values
Focus	Focuses on practical outcomes, financial gains, and legal compliance.	Focuses on ethical behavior, moral development, and human well-being.
Decision-Making	Based on logical reasoning, data, and measurable outcomes.	Driven by values, ethics, and long-term well-being of all stakeholders.
Employee Treatment	Employees are primarily seen as resources or assets for productivity.	Employees are treated as holistic individuals, considering emotional and spiritual needs.
Organizational Goals	Primarily financial and measurable goals, such as profit maximization.	Focus on meaningful purpose, such as contributing to society or environmental sustainability.
Leadership Style	Transactional leadership focused on achieving specific targets.	Transformational leadership focused on inspiring and empowering others.
Corporate Social Responsibility	Often seen as a legal requirement or competitive advantage.	Integrated as a moral imperative, often driven by a sense of service to humanity.
Outcome	Results are often short-term and quantifiable.	Focuses on long-term impact, spiritual growth, and collective harmony.

 

OR

Q3 (c) Which values are important for Indian Managers?            (8 marks)

Indian managers, operating in a dynamic and diverse business environment, are expected to uphold a set of core values that guide their decision-making, leadership, and organizational culture. These values are deeply influenced by Indian culture, philosophy, and spirituality. Below are some key values that are considered important for Indian managers:

1. Integrity and Honesty

• Integrity is crucial for building trust within the organization and with external stakeholders. Indian managers are expected to demonstrate honesty in all business dealings.
• Being transparent in decision-making, maintaining ethical standards, and ensuring fairness in business practices.

2. Respect for Tradition and Culture

• India is a country with a rich cultural and historical legacy. Managers must be mindful of cultural sensitivities, traditions, and values in the workplace.
• Recognizing and celebrating cultural diversity, promoting inclusive practices, and respecting regional and religious beliefs within the team.

3. Ethical Leadership

• Ethical leadership is fundamental in guiding teams toward organizational goals while maintaining a sense of moral responsibility.
• Leading by example, making decisions that reflect ethical values, and being a role model for integrity and fairness.

4. Family and Relationship Orientation

• In Indian culture, relationships—especially family ties—play a significant role. Indian managers often foster a close-knit, collaborative work environment, treating colleagues as family.
• Encouraging teamwork, building trust-based relationships, and recognizing the importance of work-life balance for employees.

5. Commitment to Social Responsibility

• Indian managers are often expected to contribute positively to society, aligning business practices with social and environmental responsibility.
• Promoting sustainable business practices, participating in corporate social responsibility (CSR) activities, and being involved in community welfare projects.

6. Emotional Intelligence

• Emotional intelligence, including empathy, self-awareness, and the ability to manage emotions, is essential for building strong interpersonal relationships and fostering a positive work culture.
• Being attuned to employees' emotions, resolving conflicts effectively, and showing empathy towards colleagues and subordinates.

7. Adaptability and Flexibility

• In an ever-changing business landscape, Indian managers must be adaptable and open to new ideas, technologies, and practices.
• Embracing innovation, staying open to change, and being willing to modify strategies in response to new challenges or opportunities.

8. Patience and Perseverance

• Indian culture values patience, especially when facing long-term challenges. Managers must have the perseverance to lead through obstacles and uncertainties.
• Maintaining calm under pressure, persistently pursuing business goals, and helping teams stay motivated during challenging times.

9. Accountability and Responsibility

• Indian managers are expected to take full responsibility for their actions and the outcomes of their decisions, both positive and negative.
• Ensuring personal accountability, taking ownership of decisions, and fostering a culture of responsibility within teams.

10. Humility and Service-Oriented Leadership

• Humility, a key value in Indian philosophy, promotes servant leadership. Managers are expected to prioritize the needs of their team members, help them grow, and remain grounded despite success.
• Leading with humility, offering support to employees, and serving the needs of the team rather than seeking personal recognition.

11. Commitment to Continuous Learning

• Given the rapid pace of change in business and technology, a commitment to continuous learning is vital for Indian managers to stay relevant.
• Encouraging self-development, learning from mistakes, attending professional development courses, and fostering a learning environment within the team.

12. Collaboration and Teamwork

• The ability to work together harmoniously, drawing upon the strengths of a diverse team, is a valued trait in Indian managers.
• Promoting open communication, fostering a cooperative work environment, and encouraging collective problem-solving.

Q3 (d) Describe the concepts:        (7 marks)

i. Sam, Dam, Danda, bhed

Saam, Daam, Dand, and Bhed are four distinct strategies that form a comprehensive approach to problem-solving, conflict resolution, and achieving desired outcomes. Originating from ancient Indian political and philosophical texts like the Arthashastra and the Panchatantra, these principles offer a nuanced framework for navigating complex situations, whether in personal relationships, business negotiations, or international diplomacy. Each strategy represents a different approach, ranging from amicable persuasion to assertive action, and their effective application requires careful consideration of the context and the parties involved.

The Four Principles

1. Saam (Negotiation/Persuasion)

Saam, the first principle, emphasizes the power of negotiation, diplomacy, and peaceful persuasion. It involves using communication, understanding, and empathy to influence the other party and achieve a mutually beneficial outcome. The core idea behind Saam is that many conflicts and disagreements can be resolved through dialogue and compromise, without resorting to more aggressive measures.

Key elements of Saam:

• Communication: Clear, open, and respectful communication is essential for building trust and understanding.

• Empathy: Understanding the other party's perspective, needs, and concerns is crucial for finding common ground.

• Negotiation: Willingness to compromise and find solutions that address the interests of all parties involved.

• Building Relationships: Establishing a positive relationship with the other party can facilitate cooperation and collaboration.

Application of Saam:

• Conflict Resolution: Mediating disputes between individuals or groups.

• Business Negotiations: Reaching agreements that are beneficial to all parties involved.

• Diplomacy: Resolving international conflicts through peaceful dialogue.

• Personal Relationships: Addressing disagreements with family members or friends through open communication.

2. Daam (Offering Incentives/Bribery)

Daam involves using incentives, rewards, or concessions to influence the other party's behavior. This strategy recognizes that people are often motivated by self-interest and that offering something of value can be an effective way to achieve desired outcomes. However, the use of Daam raises ethical concerns, particularly when it involves bribery or corruption.

Key elements of Daam:

• Incentives: Offering rewards, benefits, or advantages to motivate the other party.

• Concessions: Making compromises or giving up something of value to reach an agreement.

• Resource Allocation: Using resources strategically to influence behavior.

• Understanding Motivations: Identifying what the other party values and tailoring incentives accordingly.

Application of Daam:

• Business: Offering bonuses or promotions to employees to improve performance.

• Politics: Providing economic aid to other countries to gain their support.

• Negotiations: Offering concessions to reach an agreement.

• Sales: Offering discounts or promotions to customers to increase sales.

3. Dand (Punishment/Force)

Dand represents the use of punishment, force, or coercion to achieve desired outcomes. This strategy is typically employed as a last resort when other methods have failed, or when immediate action is necessary to protect one's interests. Dand can range from mild forms of discipline to severe penalties, depending on the severity of the situation.

Key elements of Dand:

• Deterrence: Using the threat of punishment to discourage undesirable behavior.

• Enforcement: Imposing penalties or sanctions to ensure compliance.

• Protection: Using force to defend oneself or others from harm.

• Maintaining Order: Using authority to maintain law and order.

Application of Dand:

• Law Enforcement: Imposing fines or imprisonment for criminal offenses.

• Military Action: Using force to defend a country from attack.

• Disciplinary Action: Imposing penalties for misconduct in the workplace or school.

• Parenting: Using discipline to correct children's behavior.

4. Bhed (Divide and Rule)

Bhed involves creating divisions or exploiting existing differences within the opposing party to weaken their position and achieve one's objectives. This strategy relies on identifying vulnerabilities and using them to sow discord and undermine unity. Bhed is often considered a controversial and ethically questionable tactic.

Key elements of Bhed:

• Identifying Divisions: Recognizing existing conflicts or differences within the opposing party.

• Exploiting Vulnerabilities: Using those divisions to create further discord and weaken their position.

• Spreading Propaganda: Disseminating information to influence public opinion and create divisions.

• Creating Alliances: Forming alliances with certain factions within the opposing party to gain an advantage.

Application of Bhed:

• Politics: Exploiting divisions within the opposition party to gain political advantage.

• Business: Creating competition among employees to increase productivity.

• Warfare: Sowing discord among enemy forces to weaken their morale and effectiveness.

• Negotiations: Playing different parties against each other to achieve a more favorable outcome.

ii. Nishkam Karma

Nishkama Karma, literally translated as "action without desire," offers a different perspective. It is the performance of actions without attachment to the results. It's about doing your duty to the best of your ability, without craving personal gain, recognition, or any other selfish reward. The focus shifts from the outcome to the action itself, performed with dedication, skill, and a sense of duty.

The Bhagavad Gita, a central Hindu scripture, emphasizes Nishkama Karma as a path to liberation. Lord Krishna advises Arjuna to perform his duty as a warrior without being attached to the outcome of the battle. This detachment allows Arjuna to act with clarity, courage, and without being swayed by fear or desire.

Benefits of Nishkama Karma

Practicing Nishkama Karma offers numerous benefits, both internal and external:

• Inner Peace: By detaching from the results of our actions, we free ourselves from anxiety, stress, and disappointment. We learn to accept whatever comes our way with equanimity, leading to a greater sense of inner peace.

• Increased Efficiency: When we are not driven by selfish desires, we can focus our energy on the task at hand. This leads to increased efficiency and productivity.

• Spiritual Growth: Nishkama Karma purifies the mind and heart, leading to spiritual growth. By acting selflessly, we transcend our ego and connect with our higher self.

• Reduced Ego: Acting without seeking personal gain helps to diminish the ego. We begin to see ourselves as part of a larger whole and recognize the interconnectedness of all beings.

• Liberation from the Cycle of Karma: By performing actions without attachment, we gradually break free from the cycle of karma and move towards liberation (moksha).

• Improved Relationships: When we act selflessly, we build stronger and more meaningful relationships. People are naturally drawn to those who are genuine, compassionate, and dedicated to serving others.

Applying Nishkama Karma in Daily Life

Nishkama Karma is not just a philosophical concept; it's a practical guide for living a more fulfilling and meaningful life. Here are some ways to apply it in your daily life:

• Perform Your Duties with Dedication: Whether it's your job, your family responsibilities, or your community involvement, approach each task with dedication and a commitment to excellence.

• Offer Your Skills and Talents Selflessly: Use your skills and talents to help others without expecting anything in return. Volunteer your time, mentor someone, or simply offer a helping hand to those in need.

• Practice Mindfulness: Be present in the moment and focus on the task at hand. Avoid getting caught up in thoughts about the past or worries about the future.

• Cultivate Gratitude: Appreciate the blessings in your life and express gratitude for the opportunities you have to serve others.

• Accept the Outcome with Equanimity: Learn to accept the results of your actions, whether they are positive or negative. Remember that you have done your best, and that is all that matters.

• Act with Compassion: Approach every situation with compassion and understanding. Treat others with kindness and respect, regardless of their background or circumstances.

• Find Purpose Beyond Yourself: Connect your actions to a larger purpose, whether it's serving your community, protecting the environment, or promoting peace and justice.

Q4 (a) Discuss the causes of Stress at workplace.                    (8 marks)

Workplace stress is a common phenomenon caused by various factors that impact employees' mental, physical, and emotional well-being. Below are the key causes of workplace stress:

1. Work Overload

• Description: Excessive workload, unrealistic deadlines, or long working hours.
• Impact: Leads to burnout, fatigue, and reduced productivity.

2. Role Ambiguity

• Description: Lack of clarity about job responsibilities or expectations.
• Impact: Creates confusion and frustration, lowering confidence and job satisfaction.

3. Poor Work-Life Balance

• Description: Difficulty in balancing professional responsibilities with personal life.
• Impact: Causes emotional exhaustion, strained relationships, and physical health issues.

4. Interpersonal Conflicts

• Description: Disputes or misunderstandings with colleagues, subordinates, or supervisors.
• Impact: Affects teamwork, morale, and overall work atmosphere.

5. Lack of Autonomy

• Description: Limited control over decision-making or how tasks are performed.
• Impact: Leads to feelings of helplessness and frustration.

6. Job Insecurity

• Description: Fear of losing one’s job due to organizational changes, downsizing, or performance issues.
• Impact: Causes anxiety, reduced motivation, and disengagement.

7. Unhealthy Work Environment

• Description: Poor workplace conditions, such as inadequate lighting, noise, or lack of ergonomic facilities.
• Impact: Affects physical health and increases discomfort and irritability.

8. Lack of Recognition or Rewards

• Description: Insufficient appreciation for work or a lack of career growth opportunities.
• Impact: Reduces morale, motivation, and job satisfaction.

9. Poor Management and Leadership

• Description: Ineffective or overly authoritative leadership styles, micromanagement, or lack of support.
• Impact: Creates stress and lowers employee engagement.

10. Rapid Organizational Changes

• Description: Sudden changes in policies, technology, or restructuring.
• Impact: Causes uncertainty and resistance, increasing stress levels.

11. Unreasonable Expectations

• Description: Unrealistic goals or constant pressure to perform at a high level.
• Impact: Leads to mental exhaustion and a decline in performance.

12. Harassment or Discrimination

• Description: Workplace bullying, harassment, or biases based on gender, race, or other factors.
• Impact: Creates a toxic environment, resulting in stress and low morale.

Q4 (b) What is Meditation? Discuss some popular techniques of Meditation.        (7 marks)

Meditation is a mental and spiritual practice that involves focusing the mind, often to achieve clarity, emotional calmness, and self-awareness. Rooted in ancient traditions, it is widely used for stress reduction, mental well-being, and spiritual growth. By training attention and awareness, meditation helps individuals develop a deeper connection with their inner selves and the present moment.

Popular Techniques of Meditation

1. Mindfulness Meditation:
   • Being fully present in the moment, observing thoughts and feelings without judgment.
   • Concentrate on your breath or bodily sensations. When your mind wanders, gently bring it back to the present.
   • Reduces stress, improves focus, and enhances emotional regulation.

2. Transcendental Meditation (TM):
   • Silent repetition of a specific mantra (a word or sound) to achieve a deep state of relaxation.
   • Practitioners sit comfortably with their eyes closed and repeat a mantra for 15–20 minutes, twice a day.
   • Promotes relaxation, reduces anxiety, and enhances overall well-being.

3. Loving-Kindness Meditation (Metta):
   • Cultivating unconditional love and compassion toward oneself and others.
   • Silently repeat phrases like “May I be happy,” extending these wishes to loved ones, acquaintances, and even adversaries.
   • Enhances empathy, reduces anger, and fosters positive relationships.

4. Guided Meditation:
   • Following instructions provided by a guide or an audio recording to visualize relaxing scenes or achieve specific goals.
   • Sit or lie down comfortably, close your eyes, and listen to the guided session.
   • Helps beginners, promotes relaxation, and supports goal-setting.

5. Body Scan Meditation:
   • Systematically focusing on different parts of the body to release tension.
   • Mentally scan your body from head to toe, noticing sensations without judgment.
   • Relieves physical tension, promotes relaxation, and enhances body awareness.

6. Zen Meditation (Zazen):
   • Seated meditation focusing on posture, breath, and observing thoughts without attachment.
   • Sit in a specific posture (often cross-legged), focus on the breath, and observe thoughts without interference.
   • Improves focus, fosters self-discipline, and deepens spiritual awareness.

7. Chakra Meditation:
   • Balancing the body’s energy centers (chakras).
   • Concentrate on each chakra, often using visualization and affirmations, to unblock energy flows.
   • Enhances emotional balance, reduces stress, and fosters spiritual growth.

8. Yoga Nidra (Yogic Sleep):
• Achieving a deep state of relaxation and awareness between wakefulness and sleep.
• Lie down in a comfortable position and follow guided instructions to relax systematically.
• Relieves stress, improves sleep quality, and enhances mindfulness.

OR

Q4 (c) Discuss the qualities of Karta is Joint Hindu Family Business.        (8 marks)

In a Joint Hindu Family Business (JHFB), the Karta serves as the head of the family and holds a unique position as the manager of the family’s business and property. The Karta is typically the eldest male member, although in some cases, female members can assume the role under modern interpretations of the law. The role of the Karta is both pivotal and demanding, requiring specific qualities to manage the family’s collective interests effectively. These qualities include:

1. Leadership and Authority

• The Karta must have strong leadership skills to guide the family and business.
• Possesses ultimate decision-making authority, balancing familial harmony with business needs.

2. Responsibility and Accountability

• Manages the family's property and business while ensuring the welfare of all members.
• Is accountable for decisions, including financial management and legal matters.

3. Integrity and Fairness

• Acts as a trustee, ensuring fair treatment of all family members, including minors and dependents.
• Maintains honesty and avoids favoritism to uphold trust within the family.

4. Business Acumen

• Requires a deep understanding of the business operations, market trends, and financial management.
• Must ensure the family wealth is preserved and grown over generations.

5. Decision-Making Ability

• Takes swift and firm decisions for the welfare of the business and family.
• Balances short-term needs with long-term objectives to ensure sustainable growth.

6. Conflict Resolution Skills

• Manages disputes among family members to maintain harmony.
• Mediates disagreements regarding property, business strategy, or profit distribution.

7. Adaptability and Vision

• Adapts to changing business environments and adopts modern practices when necessary.
• Ensures the business aligns with contemporary challenges while respecting traditional values.

8. Emotional Intelligence

• Understands and values the emotions and needs of family members.
• Maintains a strong bond among members to uphold the unity of the family.

Q4 (d) Describe the concept of Brainstorming along with its advantages and limitations.    (7 marks)

Brainstorming is a group creativity technique used to generate ideas, solutions, or strategies by encouraging free-thinking and open discussions. It was introduced by Alex F. Osborn in 1939 as a method to stimulate innovation by minimizing inhibitions and fostering collaboration. Participants contribute ideas spontaneously without judgment or criticism, promoting a flow of diverse and unconventional thoughts.

Advantages of Brainstorming

1. Encourages Creativity:

   • Participants can think freely, leading to innovative and out-of-the-box ideas.

2. Diverse Perspectives:

   • Involves individuals with different skills and experiences, resulting in a wide range of ideas.

3. Team Building:

   • Fosters collaboration, communication, and engagement among team members.

4. Generates Multiple Solutions:

   • Provides various alternatives to a problem, enhancing decision-making options.

5. Breaks Mental Blocks:

   • Stimulates thinking by building on others' ideas, overcoming creative stagnation.

6. Inclusive Participation:

   • Encourages all members to contribute, ensuring a variety of viewpoints.

Limitations of Brainstorming

1. Dominance of Individuals:

   • Some participants may dominate discussions, suppressing quieter or less confident members.

2. Groupthink:

   • The desire for consensus can limit diverse thinking, leading to less effective solutions.

3. Time-Consuming:

   • Sessions can be lengthy, especially with large groups or unclear objectives.

4. Quality vs. Quantity:

   • Emphasis on generating many ideas may compromise the quality of solutions.

5. Evaluation Challenges:

   • Ideas are not critically analyzed during the session, requiring additional time for assessment.

6. Dependence on Facilitation:

   • A poorly managed session can result in disorganized discussions and unproductive outcomes.

Q5 (a) What are the qualities of a well rounded personality as per Indian Management thought?    (8 marks)

In Indian Management thought, a well-rounded personality is one that reflects holistic development—balancing material success, ethical conduct, and spiritual wisdom. Ancient Indian scriptures like the Bhagavad Gita, Upanishads, and Arthashastra emphasize qualities that nurture both personal excellence and social harmony. qualities include:

1. Self-Awareness (Atma-Jnana)

• Understanding one’s strengths, weaknesses, and purpose.

• Practicing introspection and striving for inner clarity.

2. Emotional Balance (Sthitaprajna)

• Maintaining calmness and equanimity in both success and failure.

• Managing desires and attachments to stay objective.

3. Integrity and Ethics (Dharma)

• Upholding moral values, honesty, and justice in all actions.

• Acting in alignment with duty (Karma Yoga) without being driven by personal gain.

4. Discipline and Self-Control (Yama-Niyama)

• Practicing self-restraint, moderation, and consistent effort.

• Maintaining a disciplined lifestyle through routine and mindful living.

5. Compassion and Empathy (Karuna)

• Demonstrating sensitivity to the needs of others.

• Acting with kindness, humility, and service-mindedness (Seva).

6. Wisdom and Discretion (Viveka and Vairagya)

• Viveka: The ability to discern right from wrong and make wise decisions.

• Vairagya: Detachment from material excess while fulfilling responsibilities.

7. Resilience and Perseverance (Tapas)

• Facing challenges with patience and determination.

• Cultivating an inner strength to withstand difficulties without losing focus.

8. Humility and Continuous Learning (Vidya)

• Acknowledging what is unknown and maintaining intellectual curiosity.

• Pursuing lifelong learning for personal and professional growth.

9. Service-Oriented Mindset (Seva-Bhav)

• Prioritizing community welfare and social responsibility.

• Contributing to the greater good while balancing self-interest.

10. Vision and Leadership (Netritva)

• Possessing clarity of vision and the ability to inspire others.

• Leading with humility, fairness, and foresight.

Q5 (b) Compare Gurukul System of Education with Modem System.     (7 marks)

	Gurukul System	Modern System
Learning Environment	Residential: Students lived with the teacher (guru) in close proximity, fostering a personal bond.	Institutional: Students attend schools or colleges, often with limited interaction outside of class.
Focus	Holistic development: Emphasized moral, spiritual, physical, and intellectual growth.	Academic and professional: Focused primarily on intellectual and skill-based learning.
Teacher-Student Relationship	Personalized: Teachers acted as mentors and played a parental role.	Formal: Teacher-student interaction is professional, with limited personal engagement.
Curriculum	Centered on Vedas, scriptures, philosophy, arts, and practical skills (archery, agriculture, medicine, etc.).	Diverse and standardized, covering sciences, humanities, and vocational skills to meet global demands.
Methodology	Experiential learning: Practical training and oral transmission of knowledge were key methods.	Classroom learning: Emphasis on textbooks, lectures, and digital tools.
Discipline	Highly disciplined, with students adhering to strict routines and simple lifestyles.	Discipline varies: More flexibility but often less emphasis on self-discipline.
Value System	Focused on ethical and spiritual values, fostering humility, respect, and self-reliance.	Values are taught but often secondary to academic achievement and career goals.
Technology	No technology; relied on nature and direct interaction for learning.	Heavily reliant on technology, including computers, internet, and virtual learning.
Inclusivity	Limited access, often based on caste, gender, or societal roles.	More inclusive, with education available to diverse groups regardless of background.
Assessment	No formal examinations; continuous assessment based on observation and practical tasks.	Regular assessments through exams, assignments, and grades.

 

OR

Q5 (c) Write short notes on ANY THREE of the following:                    (15marks)

i. Dimensions of Work Ethos.

Work ethos refers to the set of values, principles, and attitudes that guide an individual's or organization's approach to work. It emphasizes dedication, discipline, and integrity in achieving goals. The key dimensions of work ethos include:

1. Discipline and Punctuality:

   • Consistency in meeting deadlines, maintaining schedules, and respecting time reflects professionalism.

2. Integrity:

   • Upholding honesty, transparency, and ethical practices builds trust and credibility in the workplace.

3. Commitment:

   • A strong sense of responsibility and dedication to completing tasks effectively ensures high-quality output.

4. Accountability:

   • Taking ownership of one’s actions and decisions promotes a culture of responsibility and reliability.

5. Teamwork:

   • Collaboration and mutual respect among team members enhance collective success and foster a positive work environment.

6. Continuous Learning:

   • A willingness to adapt, upskill, and embrace innovation demonstrates a growth-oriented mindset.

7. Respect for Work:

   • Treating work as a means of personal and societal progress instills a sense of purpose and pride.

8. Social Responsibility:

   • Ensuring that work contributes positively to society and aligns with sustainable practices reflects a holistic work ethos.

ii. Corporate Karma

Corporate Karma refers to the idea that businesses, like individuals, accumulate "karma" based on their actions, decisions, and impact on stakeholders and society. Rooted in the Indian philosophical concept of karma—where actions have consequences—it emphasizes ethical and socially responsible corporate behavior.

Principles:

1. Cause and Effect:

   • A company’s actions, whether ethical or harmful, influence its long-term reputation, sustainability, and success.
   • Good corporate deeds, such as fair labor practices and environmental stewardship, lead to positive outcomes, while unethical practices may result in negative consequences like legal issues or loss of trust.

2. Social Responsibility:

   • Companies must give back to society, ensuring their operations benefit not just shareholders but also employees, customers, communities, and the environment.

3. Sustainability:

   • Businesses should adopt practices that ensure long-term growth without depleting resources or causing harm to future generations.

4. Employee Welfare:

   • Treating employees with respect and fairness fosters loyalty and productivity, contributing to the company’s positive karma.

5. Ethical Leadership:

   • Leaders play a crucial role in setting moral standards, ensuring that their organizations operate with integrity and accountability.

iii. Values for Indian Managers.

Indian managers operate in a diverse and dynamic socio-cultural environment, where values play a critical role in shaping their leadership and decision-making. Core values for Indian managers include:

1. Integrity:

   • Honesty and transparency in actions foster trust and credibility within teams and organizations.
   • Ethical practices are vital for long-term success and sustainability.

2. Respect for Diversity:

   • Embracing cultural, religious, and linguistic diversity is essential in India's pluralistic workplace.
   • Promotes inclusivity and harmony in team dynamics.

3. Empathy and Compassion:

   • Understanding the needs and concerns of employees, customers, and stakeholders strengthens relationships.
   • Reflects the Indian ethos of "Vasudhaiva Kutumbakam" (the world is one family).

4. Social Responsibility:

   • Balancing profit with societal good, Indian managers often focus on community development and environmental sustainability.
   • Encourages practices aligned with corporate social responsibility (CSR).

5. Adaptability:

   • Navigating rapid changes in business and cultural contexts requires flexibility and resilience.
   • Indian managers often draw on traditional wisdom to address modern challenges.

6. Collectivism and Collaboration:

   • Rooted in Indian culture, teamwork and collective success take precedence over individual achievements.
   • Fosters strong relationships and synergy within teams.

iv. Management lessons from Arthashastra

The Arthashastra, written by Chanakya (Kautilya), is an ancient Indian treatise on governance, economics, and statecraft. Its principles remain relevant to modern management and leadership. Key lessons include:

1. Strategic Planning:

   • Emphasizes the importance of vision, foresight, and meticulous planning for achieving long-term goals.
   • Example: "Before starting any work, think about its benefits, drawbacks, and risks."

2. Leadership and Authority:

   • A leader must be virtuous, knowledgeable, and decisive, serving as an example to inspire the team.
   • Advocates for servant leadership: prioritizing the welfare of the people or organization over personal gain.

3. Effective Resource Management:

   • Encourages optimal utilization of resources, emphasizing wealth creation and sustainability for stability.
   • Focus on minimizing waste and maximizing productivity.

4. Risk Management:

   • Highlights the need to identify, analyze, and mitigate risks through strategic alliances and contingency plans.

5. Team Management and Delegation:

   • Leaders must empower capable individuals, assign responsibilities based on strengths, and hold them accountable.
   • “A king (leader) should not act alone. He should appoint advisors and involve them in decision-making.”

6. Conflict Resolution:

   • Stresses diplomacy, negotiation, and intelligence as tools to manage disputes effectively.
   • Advocates for balancing assertiveness with adaptability.

7. Ethics in Governance:

   • Highlights integrity and justice as the foundation of good management, ensuring trust and loyalty.

v. Difference between Ethos and Ethics.

Ethos

Definition and Characteristics

Ethos, derived from the Greek word "ἦθος" (meaning "character"), refers to the fundamental character or spirit of a culture, an era, a community, or a system of beliefs. It encompasses the shared attitudes, values, customs, and beliefs that define a particular group or society. Ethos is often implicit and deeply ingrained, shaping the behavior and expectations of individuals within that group.

Characteristics of ethos:

• Collective Identity: Ethos defines the collective identity of a group, distinguishing it from others.

• Shared Values: It embodies the shared values and principles that members of the group hold in common.

• Cultural Norms: Ethos shapes cultural norms and expectations, influencing how individuals interact and behave.

• Implicit Understanding: It is often an implicit understanding, rather than an explicitly stated set of rules.

• Historical Context: Ethos is shaped by historical context and evolves over time.

Examples of Ethos

• The Ethos of a Company: A company's ethos might emphasize innovation, customer service, or employee well-being. This ethos shapes the company's culture and influences how employees interact with each other and with customers. For example, Google's ethos is often associated with innovation, creativity, and a relaxed work environment.

• The Ethos of a University: A university's ethos might prioritize academic excellence, research, or community engagement. This ethos influences the curriculum, the research activities, and the overall student experience. For example, Oxford University's ethos is often associated with tradition, intellectual rigor, and a commitment to scholarship.

• The Ethos of a Nation: A nation's ethos might emphasize freedom, equality, or justice. This ethos shapes the nation's laws, policies, and cultural values. For example, the United States' ethos is often associated with individualism, freedom, and democracy.

• The Ethos of a Sports Team: A sports team's ethos might emphasize teamwork, discipline, and perseverance. This ethos influences the team's training, strategy, and performance. For example, the All Blacks rugby team's ethos is often associated with humility, respect, and a commitment to excellence.

Ethics

Definition and Characteristics

Ethics, derived from the Greek word "ἠθικός" (meaning "moral"), refers to the moral principles that govern a person's behavior or the conducting of an activity. It involves a systematic reflection on what is right and wrong, good and bad, and the application of these principles to specific situations. Ethics provides a framework for making moral decisions and resolving ethical dilemmas.

Characteristics of ethics :

• Individual Conduct: Ethics focuses on the individual's moral conduct and decision-making.

• Moral Principles: It is based on moral principles, such as honesty, fairness, and respect.

• Systematic Reflection: Ethics involves a systematic reflection on moral values and principles.

• Explicit Guidelines: It often involves explicit guidelines or codes of conduct.

• Universal Application: Ethical principles are often considered to have universal application, although their interpretation may vary across cultures.

Examples of Ethics

• Professional Ethics: Doctors, lawyers, and accountants are bound by professional ethics that govern their conduct and responsibilities. These ethics ensure that they act in the best interests of their clients and maintain the integrity of their profession. For example, medical ethics requires doctors to prioritize patient well-being and maintain confidentiality.

• Business Ethics: Businesses are expected to adhere to ethical standards in their dealings with customers, employees, and stakeholders. This includes avoiding deceptive practices, treating employees fairly, and protecting the environment. For example, business ethics requires companies to be transparent about their products and services and to avoid exploiting workers.

• Research Ethics: Researchers are required to follow ethical guidelines when conducting studies involving human subjects or animals. This includes obtaining informed consent, protecting privacy, and avoiding harm. For example, research ethics requires researchers to ensure that participants are fully informed about the risks and benefits of participating in a study.

• Personal Ethics: Individuals have their own personal ethics that guide their behavior in everyday life. This includes being honest, trustworthy, and respectful of others. For example, personal ethics might lead someone to return a lost wallet or to stand up for someone who is being bullied.

Elective: Operation Research (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2022	November	Download	Solution
2023	April	Download	Solution
2023	November	Download	Solution
2024	April	Download	Solution
2024	November		Solution
2025	April

Elective: International Finance (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2022	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Brand Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April		Solution

Elective: HRM in Global Perspective (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Innovation Financial Service (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April		Solution

Elective: Retail Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: Organizational Development (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Project Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: International Marketing (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: HRM in Service Sector Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: Strategic Financial Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Media Planning (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Workforce Diversity (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: Financing Rural Development (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: Sport Marketing (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download
2025	April

Elective: HRM Accounting & Audit (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Indirect Tax (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Marketing of Non-Profit Organization (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April

Elective: Indian Ethos in Management (CBCGS)
Year	Month	Q.P.	Link
IMP Q.			Solution
Obj. Q			Solution
2019	April	Download	Solution
2019	November	Download	Solution
2023	April	Download	Solution
2024	April	Download	Solution
2024	November	Download	Solution
2025	April