Individual Society & Nation

Module I:
Individual differences are the facts that make people different from each and other. We all
know that we are different from each other.. in may ways such as : our physical aspects,
our likes, dislikes, interests, values, psychological makeup (and the list goes on) in other
words... the whole "Personality".
Because, no two people or Animals can be "same" (they can be similar only ) so the
concept of individual differences !! If there were to be no individual differences, there
would be no quarrels and moreover.. there would be no Love too !! Psychology has a
special stream of study ng individual differences in people so as to understand them
better.I hope I have answered your question to your satisfaction.You can contact me for
more..I would love to asnwer.
Managing Individual differences:
1. Speak a little less, listen a little more
Most people get tremendous pleasure from speaking about themselves. But, here we have
to be careful; if we always speak about our achievements or tribulations, people will get
fed up with our egoism.
If we are willing and able to listen to others, we will find it much appreciated by our
friends. Some people are not aware of how much they dominate the conversation. If you
find you are always talking about yourself, consider the advice of the Greek philosopher,
Epictectus:
Nature gave us one tongue and two ears so we could hear twice as much as we speak.
2. Which is more important being right or maintaining harmony?
A lot of problems in relationships occur because we want to maintain our personal pride.
Dont insist on always having the last word. Healthy relationships are not built through
winning meaningless arguments. Be willing to back down; most arguments are not of
critical importance anyway.
3. Avoid Gossip
If we value someones friendship we will not take pleasure in commenting on their
frequent failings. They will eventually hear about it. But, whether we get found out or
not, we weaken our relationships when we dwell on negative qualities. Avoid gossiping
about anybody; subconsciously we dont trust people who have a reputation for gossip.
4. Forgiveness

Forgiveness is not just a clich; its a powerful and important factor in maintaining
healthy relationships. However, real forgiveness also means that we are willing to forget
the experience. If we forgive one day, but then a few weeks later bring up the old
misdeed, this is not real forgiveness. When we make mistakes, just consider how much
we would appreciate others forgiving and forgetting.
5. Know When to Keep Silent
If you think a friend has a bad or unworkable idea, dont always argue against it; just
keep silent and let them work things out for themselves. Its a mistake to always feel
responsible for their actions. You can offer support to friends, but you cant live their life
for them.
6. Right Motive
If you view friendship from the perspective of what can I get from this? you are
making a big mistake. This kind of relationship proves very tentative. If you make
friendships with the hope of some benefit, you will find that people will have a similar
attitude to you. This kind of friendship leads to insecurity and jealousy. Furthermore,
these fair weather friends will most likely disappear just when you need them most. Dont
look upon friends with the perspective what can I get out of this?. True friendship
should be based on mutual support and good will, irrespective of any personal gain.
7. Oneness.
The real secret of healthy relationships is developing a feeling of oneness. This means
that you will consider the impact on others of your words and actions. If you have a true
feeling of oneness, you will find it difficult to do anything that causes suffering to your
friends. When there is a feeling of oneness, your relationships will be free of jealousy and
insecurity.
For example, it is a feeling of oneness which enables you to share in the success of your
friends. This is much better than harboring feelings of jealousy. To develop oneness we
have to let go of feelings of superiority and inferiority; good relationships should not be
based on a judgmental approach. In essence, successful friendship depends on the golden
rule: do unto others as you would have done to yourself. This is the basis of healthy
relationships.
8. Humour
Dont take yourself too seriously. Be willing to laugh at yourself and be self-deprecating.
This does not mean we have to humiliate ourselves, far from it it just means we let go
of our ego. Humour is often the best antidote for relieving tense situations.
Bridging Individual Differences:
1. Perceived Interdependence
2. Shared goal
3. Sense of Crisis

4. Respect
5. Trust

"Personality" can be defined as a dynamic and organized set of characteristics

possessed by a person that uniquely influences his or
her cognitions, emotions, motivations, and behaviors in various situations.
Type A:
A typical Type A is aggressive, independent, ambitious, volatile, and rigid. They usually
are fast talkers, have no patience for laziness, and do not eat or sleep well. Prototype: Ari
Gold from Entouragea high-strung go-getter.
Type B:
Type Bs are gregarious, social animals, who live by the motto, dont sweat the small
stuff. They are generally well-liked, but suffer from distractedness and a lack of
attention to detail. These are the folks who used to get yelled at in science class for
talking to their partner about the big party at Lisas rather than dissecting the frog (not
that Im talking from experience or anything . . .). Prototype: Rachel from Friendswell
liked, social, not driven by success but rather personal relationships; needs to be well
liked.
Type C:
This lesser-known type is notorious for feeling like they should sweat the small stuff.
They are logical, analytical rule-followers who need to be sure of the whys and hows
before making a move. They dislike risks, are not the greatest at standing up for
themselves, and tend to be a bit anti-social, preferring the unchanging manner of numbers
and facts to the unpredictable nature of other people. Prototype: Milton Waddams from
the movie Office Spacethe guy who waddles around mumbling about his precious
stapler, and ultimately burns down the office because someone takes said stapler away. (If
you have no idea what Im talking about, do yourself a favor and rent Office Space. Its a
classic.)
Type D:
Hardly anyone talks about this type, probably because they are too busy worrying to
make much of an impression. Type Ds are described in such wonderfully complementary
terms as anxious, overreacting, and needing to be told what to do. On the positive
side, they are often the rock of the workplace, the loyal one with little ambition of her
ownthe perfect person to complain to about other co-irkers or your Type A boss.
Prototype: Honestly? I cant think of one. Maybe they dont make memorable characters
for TV shows or movies because they dont create much drama. The closest I could swing
was Erin, the receptionist who replaced Pam on The Office.
Module II:
Definition of Diversity

The concept of diversity encompasses acceptance and respect. It means understanding

that each individual is unique, and recognizing our individual differences. These can be
along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status,
age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the
exploration of these differences in a safe, positive, and nurturing environment. It is about
understanding each other and moving beyond
simple tolerance to embracing and celebrating the rich dimensions of diversity contained
within each individual.
How to Manage Diversity in a Workplace
Diversity in the workplace means bringing together people of different ethnic
backgrounds, religions and age groups into a cohesive and productive unit. Advances in
communication technology, such as the Internet and cellular phones, have made the
marketplace a more global concept. In order to survive, a company needs to be able to
manage and utilize its diverse workplace effectively. Managing diversity in the workplace
should be a part of the culture of the entire organization.
Step 1
Confirm that all of your personnel policies from hiring to promotions and raises are based
on employee performance. Avoid allowing tenure, ethnic background or any other kind of
category into your human resources policies. Managing a diverse workplace begins with
strong policies of equality from the company. Once these policies are in place, the
company can begin implementing diversity measures throughout the entire organization.
Step 2
Rate the qualifications of the candidate based on the quality of his experience, not age or
any other category, when hiring. When you hire a diverse but qualified workforce, you
are on the right track towards being able to manage the diversity in your company.
Step 3
Encourage diversity when creating teams and special work groups within the company. If
a manager creates a work group that does not utilize the skills of the most qualified
employees, then insists that the group be changed to include all qualified staff members.
Step 4
Treat complaints of favoritism or discrimination seriously. Encourage employees to
report all instances of discriminatory behavior, and have a definitive process in place for
investigating and dealing with these issues.
Step 5
Hold quarterly trainings for the entire staff on the benefits of diversity in the workplace.
Encourage discussions at these meetings on how the company can better manage
workplace diversity.
Barriers and Challenges to Managing Diversity
What are the most common barriers to implementing successful diversity programs?
We introduced this chapter by noting that diversity is a sensitive, potentially volatile, and
sometimes uncomfortable issue. It is therefore not surprising that organizations encounter

significant barriers when trying to move forward with managing diversity. The following
is a list of the most common barriers to implementing successful diversity programs: 71
1.

Inaccurate stereotypes and prejudice. This barrier manifests itself in the belief
that differences are viewed as weaknesses. In turn, this promotes the view that diversity
hiring will mean sacrificing competence and quality.

2.

Ethnocentrism. The ethnocentrism barrier represents the feeling that ones cultural
rules and norms are superior or more appropriate than the rules and norms of another
culture.

3.

Poor career planning. This barrier is associated with the lack of opportunities for
diverse employees to get the type of work assignments that qualify them for senior
management positions.

4.

A negative diversity climate. Climate is generally viewed as employee perceptions

about an organizations formal and informal policies, practices, and procedures. Diversity
climate is a subcomponent of an organizations overall climate and is defined as the
employees aggregate perceptions about the organizations diversity-related formal
structure characteristics and informal values.72 Diversity climate is positive when
employees view the organization as being fair to all types of employees;

5.

An unsupportive and hostile working environment for diverse employees. Sexual,

racial, and age harassment are common examples of hostile work environments. Whether
perpetrated against women, men, older individuals, or LGBT people, hostile
environments are demeaning, unethical, and appropriately called work environment
pollution. It also is important to note that harassment can take place via e-mail, texting,
and other forms of social media. For example, a recent study of 220 employees revealed
that the initial harassment began by e-mail or phone.74 Managers are encouraged to treat
electronic harassment the same as any other type of harassment.

6.

Lack of political savvy on the part of diverse employees. Diverse employees may
not get promoted because they do not know how to play the game of getting along and
getting ahead in an organization. Research reveals that women and people of color are
excluded from organizational networks.75

7.

Difficulty in balancing career and family issues. Women still assume the majority
of the responsibilities associated with raising children. This makes it harder for women to
work evenings and weekends or to frequently travel once they have children. Even
without children in the picture, household chores take more of a womans time than a
mans time.

8.

Fears of reverse discrimination. Some employees believe that managing diversity

is a smoke screen for reverse discrimination. This belief leads to very strong resistance
because people feel that one persons gain is anothers loss.

9.

This photo highlights a diverse workforce at GE. The company is proud of its
approachDiversity is not seen as an organizational priority. This leads to subtle
resistance that shows up in the form of complaints and negative attitudes. Employees may
complain about the time, energy, and resources devoted to diversity that could have been
spent doing real work.

10.

The need to revamp the organizations performance appraisal and reward system.
Performance appraisals and reward systems must reinforce the need to effectively
manage diversity. This means that success will be based on a new set of criteria. For
example, General Electric evaluates the extent to which its managers are inclusive of
employees with different backgrounds. These evaluations are used in salary and
promotion decisions.76

11.

Resistance to change. Effectively managing diversity entails significant

organizational and personal change. As discussed inChapter 18, people resist change for
many different reasons.
In summary, managing diversity is a critical component of organizational success.
Advantages of Workplace Diversity:
Businesses are recognizing the need and importance of investing in diversity and
inclusion as part of their overall talent management practices and to continually challenge
their organizations to make the connection between those principles and their corporate
performance.. Diversity is especially crucial in todays global marketplace, as companies
interact with different cultures and clients. The payoffs touch every area of the business
by potentially resulting in increased creativity, increased productivity, new attitudes, new
language skills, global understanding, new processes, and new solutions to difficult
problems. greater agility, better market insight, stronger customer and community loyalty,
innovation, and improved employee recruitment and retention. The businesses that fail to
see the importance of Diversity and inclusion might find themselves unable to attract and
retain the kinds of customers, employees, and business partners that constitute our
changing world in 5 to 10 years
Among the advantages of diversity in the workplace are:
1.
Increased Productivity: Diversity and Inclusion brings in diverse different
talents together working towards a common goal using different sets of skills
that ignites their loyalty and increases their retention and productivity
2.
Increased creativity and Problem solving: With so many different and
diverse minds coming together many more solutions will arise as every
individual brings in their way of thinking, operating and solving problems and
decision making
3.
Attract and Retain talent that add a competitive edge to any organization.
Feeling included and appreciated increases loyalty and feeling of belonging.

Language skills pool is increased and propels organization forward either to

compete in the International global world or to increase its diverse customer
base
4.
Help to build synergy in teams and enhances communication skills that
brings in new attitudes and processes that profit the whole team
5.
Applying the proper diversity& inclusion management strategies does not
only save money on litigation expenses generated by discrimination lawsuits
but is the right thing to do for the business.
6.
It increases market share and create a satisfied diverse customer base by
relating to people from different backgrounds. It does propel the United States
and its status to claim its place and success in the global business world of the
21st century

Module III:
Socialization
Human infants are born without any culture. They must be transformed by their parents,
teachers, and others into cultural and socially adept animals. The general process of
acquiring culture is referred to as socialization. During socialization, we learn the
language of the culture we are born into as well as the roles we are to play in life. For
instance, girls learn how to be daughters, sisters, friends, wives, and mothers. In
addition, they learn about the occupational roles that their society has in store for them.
We also learn and usually adopt our culture's norms through the socialization
process. Norms are the conceptions of appropriate and expected behavior that are held
by most members of the society. While socialization refers to the general process of
acquiring culture, anthropologists use the term enculturation for the process of being
socialized to a particular culture.
Agents of Socialization
The individual responds differently to different socialization patterns. The following
paragraphs will help to explain the influences of socialization on an individual.
Family
The most important agent of socialization, family helps mold an individual. The family
values, beliefs, religious inclinations and political views shape an individual's outlook
towards society. Parents are the biggest influence for the social development in children.
Schools
After family, schools are probably the most important influence on an individual. Schools
help pass on knowledge, create awareness and inculcate the feelings of tolerance in
individuals. The second step to socialization is schools where a child meets different
children and learns to make out the right and wrong in society.
Community and Culture
Community and culture help pass on the religious views and cultural traditions in an

individual. A community is the group where an individual meets people with similar
ideologies and interact for personal and community growth.
Peers
Meeting like-minded people, making friends and hanging out together may seem like a
teenagers life. But in fact, each and every individual in society loves to have social
contact. Peers have great impact on an individual's thoughts and line of thinking. An
individual learns to behave in a manner that they think will be acceptable to their peers.
Peer acceptance is an important part of socialization.

Mass Media
In today's world, mass media is one of important ways of socialization. People are
influenced by the social norms portrayed by the mass media. Political, religious and
social views are enforced in a hard way through the repeated exposure and arguments put
forth by the agents of mass media.
Through the above explanation, you will understand, that agents of socialization play an
important role in an individual's life. The different positive attributes fed by these agents
create harmony in an individual that makes him feel confident and respect social
etiquette. Without the norms and rules of a society, humans would have nothing to
differentiate themselves from animal groups. I hope this article has help to shed some
light on the concept of socialization.
TYPES OF SOCIALIZATION

Primary socialization for a child is very important because it sets the ground work for
all future socialization. Primary Socialization occurs when a child learns the attitudes,
values, and actions appropriate to individuals as members of a particular culture. It is
mainly influenced by the immediate family and friends. For example if a child saw
his/her mother expressing a discriminatory opinion about a minority group, then that
child may think this behavior is acceptable and could continue to have this opinion about
minority groups.
Secondary socialization Secondary socialization refers to the process of learning what is
the appropriate behavior as a member of a smaller group within the larger society.
Basically, it is the behavioral patterns reinforced by socializing agents of society.
Secondary socialization takes place outside the home. It is where children and adults
learn how to act in a way that is appropriate for the situations they are in Schools require
very different behavior from the home, and Children must act according to new rules.
New teachers have to act in a way that is different from pupils and learn the new rules
from people around them. Secondary Socialization is usually associated with teenagers
and adults, and involves smaller changes than those occurring in primary socialization.
Such examples of Secondary Socialization are entering a new profession or relocating to
a new environment or society.

Anticipatory socialization Anticipatory socialization refers to the processes of

socialization in which a person "rehearses" for future positions, occupations, and social
relationships. For example, a couple might move in together before getting married in
order to try out, or anticipate, what living together will be like] Research by Kenneth J.
Levine and Cynthia A. Hoffner suggests that parents are the main source of anticipatory
socialization in regards to jobs and careers.
Re-socialization Re-socialization refers to the process of discarding former behavior
patterns and reflexes, accepting new ones as part of a transition in one's life. This occurs
throughout the human life cycle. Re-socialization can be an intense experience, with the
individual experiencing a sharp break with his or her past, as well as a need to learn and
be exposed to radically different norms and values. One common example involves resocialization through a total institution, or "a setting in which people are isolated from the
rest of society and manipulated by an administrative staff". Re-socialization via total
institutions involves a two step process: 1) the staff work to root out a new inmate's
individual identity & 2) the staff attempt to create for the inmate a new identity. Other
examples of this are the experience of a young man or woman leaving home to join the
military, or a religious convert internalizing the beliefs and rituals of a new faith. An
extreme example would be the process by which a transsexual learns to function socially
in a dramatically altered gender role.
Organizational socialization
Organizational socialization is the process whereby an employee learns the knowledge
and skills necessary to assume his or her organizational role. As newcomers become
socialized, they learn about the organization and its history, values, jargon, culture, and
procedures. This acquired knowledge about new employees' future work environment
affects the way they are able to apply their skills and abilities to their jobs. How actively
engaged the employees are in pursuing knowledge affects their socialization
process.They also learn about their work group, the specific people they work with on a
daily basis, their own role in the organization, the skills needed to do their job, and both
formal procedures and informal norms. Socialization functions as a control system in that
newcomers learn to internalize and obey organizational values and practices.
ModuleV:
VALUES AND ETHICS
Values and ethics are central to any organization; those operating in the national security
arena are no exception. What exactly do we mean by values and ethics? Both are
extremely broad terms, and we need to focus in on the aspects most relevant for strategic
leaders and decision makers. What we will first discuss is the distinctive nature of ethics
for public officials; second, the forces which influence the ethical behavior of individuals
in organizations; and third, explore the actions strategic leaders can take to build ethical
climates in their organizations.
THE IMPORTANCE OF VALUES AND MORALS
According to Father of Indian Nation M.K.Gandhi

"If wealth is lost nothing is lost"

"If health is lost something is lost"
"If character is lost everything is lost"
Best of all things is character.
Every one knows that life is precious that life is important. We all protect our life
because we care for it more than anything else. If life is so important, the values of
life are even more important. Values are guiding principles, or standards of
behaviour which are regarded desirable, important and held in high esteem by a
particular society in which a person lives.
"The Importance of Values and Morals are the code we live by in a civil and just
society. They are what we use to guide our interactions with others, with our friends
and family, in our businesses and professional behaviour. Our values and morals are
a reflection of our spirituality; our character. They are what we hope to model for
our children and the children around us, because children do watch us as they
develop their own sense of right and wrong.
Value education means inculcating in the children sense humanism, a deep concern
for the well being of others and the nation. This can be accomplished only when we
instill in the children a deep feeling of commitment to values that would build this
country and bring back to the people pride in work that brings order, security and
assured progress.
What are human rights?
Human rights are rights inherent to all human beings, whatever our nationality, place of
residence, sex, national or ethnic origin, colour, religion, language, or any other status.
We are all equally entitled to our human rights without discrimination. These rights are
all interrelated, interdependent and indivisible.
Universal human rights are often expressed and guaranteed by law, in the forms of
treaties, customary international law, general principles and other sources of international
law. International human rights law lays down obligations of Governments to act in
certain ways or to refrain from certain acts, in order to promote and protect human rights
and fundamental freedoms of individuals or groups.
Some list of Human Rights:
1. Right to speech
2. Right to live
3. Right to freedom
4. Right to Life
5. Right to liberty
6. Right to thought

7. Right to expression
8. Right to education
9. Right to work
10. Right to equality before the law, social, cultural and economic right. Etc.