Spirituality in Management

A PROJECT ON:
SPIRITUALITY IN MANAGEMENT
CONCEPT AND LESSONS FROM INDIAN AND WESTERN LITERATURE
Under the guidance of:
Prof. Radha Sharma
Group 3
Kuntal Das (10P025)
Manali Subramaniam (10P026)
Pradeep V (10P038)
Rajat Gururaj (10P043)
Sidhanth Hota (10P052)

Vishal Shah (10P060)
TABLE OF CONTENTS
Introduction........................................................................................................... 3
What is Spirituality..........................................................................................3
Aspects of Spirituality......................................................................................4
Spiritual Intelligence........................................................................................4
Spirituality in Business and Management..............................................................6
Need for Spirituality in Organizations..............................................................6
Managing in the New Spiritual Workplace ......................................................6
Spirituality and Management Ideologies ........................................................7
Principles of Spirituality in the Workplace.......................................................8
Benefits of Spirituality in Management..........................................................11
Spirituality in the Indian context..........................................................................12
Purusharthas – Four Fold Fruits of Life...........................................................13
Vedic Knowledge...........................................................................................13
The BHAGVAD GITA.......................................................................................14
Buddhism and Management................................................................................18
Classification of Organizations based on Spirituality...........................................20
The Soulful Organization ..............................................................................20
The Ascetic Organization ..............................................................................21
The Holistic Organization...............................................................................21
The Professional Organization.......................................................................22
Examples from the Industry.................................................................................22
The Art of Living Foundation..........................................................................22
Management Centre for Human Values.........................................................23
Southwest Airlines.........................................................................................23
Maharishi Mahesh Yogi's transcendental meditation.....................................24
Conclusion........................................................................................................... 25
Page 2 of 22 Spirituality in Management

References........................................................................................................... 26
Appendix.............................................................................................................. 27
Introduction
What is Spirituality
It would be unfair to try and give a definition of spirituality as a concise concept
whose essence has been fully captured because various facets of spirituality are
yet to be ascertained by mankind. Spirituality is changing its form and
dimensions and also the place that holds in people’s minds.
The Webster dictionary defines spirituality as “something that in ecclesiastical

law belongs to the church or to a cleric as such” and” “sensitivity or attachment
to religious values.” 1
We, however beg to disagree with this definition since we believe it is a narrow
definition. Spirituality is a superset of religion, but not in a mathematical way, in
a rather complex dynamic.
The essence of spirituality can be captured in the following quote:-
“We can no more do without spirituality than we can do without food, shelter, or
clothing.”
-Ernest Holmes
Spirituality usually involves:-
i) an experience of love and connection to the world and others
ii) a recognition of the ultimate Unity of All Being, and through that, of the
preciousness of the earth and the sanctity of every human being on the
planet
iii) a conviction that the universe is not negative or neutral but tilts toward
goodness and love
iv) a joyous and compassionate attitude toward oneself and others
v) a deep trust that there is enough for all and a feeling of fairness towards
equality in distribution
vi) a sense that the world is filled with a conscious spiritual energy that
transcends the categories and concepts that govern reality and inclines the
world toward freedom, creativity, goodness, connectedness, love, and
generosity
vii) a deep inner knowing that our lives have meaning through our innermost
being as manifestations of ultimate goodness of the universe. 2
Aspects of Spirituality
Spirituality and Religion

Spirituality is not just Religion however Religion is also not completely a Spiritual
concept. Spirituality is a lived experience, a set of practices and a consciousness
that aligns us with a sense of sanctity of All Being.
Traditionally, religions have regarded spirituality as an integral aspect

of religious experience. Many do still equate spirituality with religion, but
declining membership of organized religions and the growth of secularism in
the western world has given rise to a broader view of spirituality.
Secular spirituality carries connotations of an individual having a spiritual outlook

which is more personalized, less structured, more open to new ideas/influences,
and more pluralistic than that of the doctrinal faiths of organized religions.
The main difference between Spirituality and Religion is the freedom to choose
your own path towards enlightenment and ultimately, recognition of our Divine
selves.
There is absolutely nothing wrong with many religions and belief systems, except
that they are exclusionary and limiting. The main goals and ideals of most world
religions are very much the same, but in most we are taught that as followers of
a particular belief system, we are right, we will be saved and the others, well,
poor unenlightened ones, they will be left behind.
Spirituality and Health

Recent medical studies indicate that spiritual people exhibit:-
i) fewer self-destructive behaviours like suicide, smoking and drug and alcohol
abuse
ii) less stress

3
iii) a greater total life satisfaction
Spirituality and Sports

The desire to experience spiritual well-being is one reason we play sports.
According to psychologist Mihaly Csikszentmihalyi, sport is important because
it’s one of the most readily available ways of generating the state of “Active
Absorption”.
Spiritual Intelligence
Howard Gardner opened the door to discussion of “multiple intelligences” with
his book Frames of Mind in 1983. Gardner added “philosophical intelligence” to
his discussion on multiple intelligences in his book, “Intelligence Reframed” in
1999.

This is a model by Cindy Wigglesworth, President, Conscious Pursuits, Inc. (CPI)
depicting four intelligences and how the needs for these intelligences develop as
life progresses for any individual.
The flow chart depicts the shift in focus as a human being ages. It can be
succinctly described as follows:-
i) As babies we first focus on controlling our bodies.
ii) Then our linguistic and conceptual skills develop (IQ) and are a key focus of
our school work.
iii) We do some early development of relationship skills, but for many of us “EQ”
or emotional intelligence becomes a focus area only later when we realize we
need to improve – usually based on feedback in romantic and work
relationships.
iv) “SQ” or spiritual intelligence typically becomes a focus later – as we begin to

search for meaning and ask “Is this all there is?”

The Four Intelligences- Cynthia Wigglesworth
Spirituality in Business and Management

Need for Spirituality in Organizations
The world of organizations is undergoing a period of change from employment
relationships characterized by security, continuity and loyalty, to relationships
denoted by exchange and future employability. These changes have made clear
the need to view people as the creators of knowledge and thus as a valuable
organizational resource. Considering both the need to treat people with dignity
and the relationships between psychological well-being and organizational
results, people should not be treated as “human resources” but as “integral
human beings”. To treat people in their entirety means to understand and
correspond to both their material and immaterial needs. These may be said to
include spiritual needs.
What would a more spiritual workplace mean for people? It would mean that
work would move from merely being a place to get enough money to survive —
from just earning our daily bread — to being a place of livelihood. By livelihood
we mean a place where we both survive and are fully alive. We are alive in that
our spirit fully expresses itself. And through our contribution, we allow other
people's spirits to be nourished and to flourish. Livelihood has, at its core, three
meanings for work: survival (you are alive), enlivening of the individual Self (your
aliveness) and enlivening of the collective Self (their aliveness).
As we move more into a service and technological economy, we want to

continually expand innovation and creativity. But you can't demand that of
people. "Human capital" has to be treated differently than "Financial capital."
You have to create an atmosphere in which creativity and innovation flourish;
and that is accomplished through the bountiful expression of spirit. When we are
more in touch with the Source of creativity, there is also revitalization, renewal
and resilience. 8
Managing in the New Spiritual Workplace

Today, we live in the transition period between the old definition of work as
survival and the new definition of work as livelihood. New management

techniques and new organizational structures are needed to handle this
emerging context.
Management in the survival mode has been based on command and control. The
way you get people to produce is by telling them what to do and making sure it
gets done. But in a spiritual workplace, productivity is achieved through
nurturing the expression of the self and the spirit. Our job, as leaders, is to
facilitate the discovery of spirit, to esteem it, to celebrate it, and to hold others
accountable for their expression of it. Support your employees and colleagues in
being clear that part of their job responsibility is to fully express their spirit, their
life purpose, and their gifts.
Another new management function will be helping people unleash and express
their full, creative spirit. One of the ways to do this is to reconnect people with
their artistry, whether that's music, painting, dancing, poetry or cooking. Another
great way to reconnect with your creativity is to read and do the exercises.
Spirituality and Management Ideologies

A long yet turbulent relationship between spirituality and management can be
identified. Organization theories tend to be approached from a secular
perspective. Sandelands wrote that “Without God management theory is
nonsense and we who teach it are charlatans or worse.” Tinsley draws
managerial lessons from the Old Testament Book of Proverbs. Mitroff argued that
religion is an inappropriate form of expression in the workplace. Spirituality, on
the contrary, may be a relevant component of life in organizations. 4 Some
authors consider it integral to new economy, knowledge-based organizations.
Sometimes workers are portrayed as being a-spiritual, at least on matters

related to the workplace. At other times they are conceived as dependent
people, waiting to receive the principles of spiritual or religious growth from their
illuminated superiors. On still other occasions they are represented as individuals
whose spiritual needs should be addressed by organizations.
Management ideologies can be analyzed with reference to the intersection of

two major influences:
1) a pendulum swing between spiritual and secular approaches
2) a progression from the view of workers as dependent to independent.
We consider that workers are taken as dependent when they are viewed as not
being able to devise the best for themselves. If that is the case, someone (e.g.
the manager) has to take care of them (e.g. to help them escape from
undesirable behaviours). People are viewed as independent when they are
expected to make their own autonomous choices. They are treated as
organizational citizens, not as passive-reactive employees. To understand the
shift from the first to the second view, we have to consider the transition from
Taylorist to post-Taylorist organizations. In the first case, with the exception of
the professional elite, workers were expected to execute orders as obediently
and diligently as possible. Passive dependence was congruent with the

organizational model. In post-Taylorist organizations, employees became
expected to be active and intelligent participants. The employee as a “passive
cog” gave place to the “active and willing accomplice”. In other words,
dependence gave place to independence. Regarding the spirituality dimension,
management is represented as spiritual practice when it assumes that there is a
spiritual component in the managerial activity that should be taken as an
integral part of the profession. Management is viewed as secular practice when it
is taken as a-spiritual and limits its influence to the work sphere of an
individual’s life. 5
Combining these two dimensions (model of management as spiritual or secular

and model of the person as dependent or independent) results in a framework
that supports a theoretical analysis of organizational spirituality. Such a
framework helps us to understand why organizational spirituality may be a
source of human development and also a mechanism of compliance.
Principles of Spirituality in the Workplace

Spirituality in the workplace can be defined using seven principles: Creativity,
Communication, Respect, Vision, Partnership, Energy and Flexibility. 6
All Seven Principles are related; all are important.
We recognize that each person has their own beliefs. We respect each
individual's belief and their right to hold their beliefs sacred and private.
Spirituality - as we define it - has no religious component or preference; it is a
way of expressing more humanity.
i) Creativity
Creativity includes the use of colour, laughter and freedom to enhance

productivity. When people enjoy what they do, they work much harder. Creativity
includes conscious efforts to see things differently, to break out of habits and
out-dated beliefs to find new ways of thinking, doing and being. Creativity is a
natural, normal aspect of healthy human beings.
Suppression of creativity leads to violence - people are naturally creative. When

they are forced to crush their creativity, its energy force turns to destructive
release - their inherent humanity must express itself.
ii) Communication
Communication is the vehicle that allows people to work together. In our

society, our learning process is based on learning to communicate with teachers
and parents. When we go out into the world, most of us have not learned how to
communicate with our peers for the purpose of achieving something beneficial
for all of us. We constantly try to win the favour of the "parent" or "teacher" or
"adult" - usually a management figure. We try not to get punished. This
behaviour leads to subterfuge among employees - trying to figure out how to

beat the system, gain extra favours, say the "popular" thing or to keep our views
to ourselves rather than "rock the boat."
Learning to listen to others and really hear them, speak the truth - your own
truth, and come together in a human understanding leads to powerful
productivity for all involved. Whether a personal relationship or a work
relationship, one of the most important skills anyone can learn are good
communication skills.
Lack of communication leads to isolation, confusion, conflict, unnecessary

anxiety, mistrust, suspicion and much more.
iii) Respect
Respect of self and of others. It includes respect for the environment; other
people's personal privacy, their physical space and belongings; different
viewpoints, philosophies, religion, gender, lifestyle, ethnic origin, physical ability,
beliefs and personality.
When we go out into the world, most of us have not learned how to work
together as equals. The old patterns and training come forth through lack of
respect for our peers, our management, our employees, and our customers. We
try to compete with them, and we try not to get punished.
When we learn respect for our peers, we can come to acceptance of their
differences. We can learn to use those differences for our mutual benefit. For
example, the person who can sit all day in front of a computer and be productive
can help the person who works best by talking and moving around. Both
functions are important. Rather than criticizing the other for being different, we
can learn how different people see the world. Our Personality Game is one way
to do this
Along with Respect comes Acceptance, which includes acceptance of the

inherent right of each person to follow their chosen life path, and acceptance
that diversity and variety lead to a rich mixture of humanity.
Lack of respect and acceptance lead to conflict and hostility.
iv) Vision
Vision means seeing beyond the obvious - seeing the unseen. It is a trait used to
describe leaders and entrepreneurs.
For some people, vision is an inborn trait. They have always seen things that
others cannot see. Others learn to broaden their perspective, to question the
obvious, to reach beyond where they are, to follow a dream. They see a vision of
what can be, of possibilities beyond the status quo. They follow their vision in
spite of obstacles or non-believers.
Vision can be learned. The only requirement is a strong desire to want to learn,
coupled with a strong desire to grow and expand beyond where you are.
v) Partnership
Partnership encompasses individual responsibility and trust that other people will
perform according to their commitments for the good of the team and partners.
Partnership accepts that different people have different viewpoints and beliefs;
those differences are used as positive aspects for broadening the team
experience.
Partnership encourages a balanced and fair way of being and working together,
as well as honest disagreement without hostility or warfare.
Partnership encourages the female and male aspects of us to work together,

without either one over-ruling or dominating the other.
Lack of partnership leads to isolation and unhealthy competition.
vi) Energy
Positive energy forces are released when people feel creative, have the freedom
to express their opinions, and feel respect from their management and their
peers.
The opposite energy force creates hostile workplace situations including

violence, sexual harassment, discrimination, verbal abuse, lack of respect, loss of
productivity as well as all dysfunctional or addictive work situations.
Your contribution to the collective positive energy is using your own creativity,
communicating well, having respect for others, adapting to changing situations,
working well with others and enjoying what you do. Your contribution to the
collective negative energy is withholding your talents, communicating without
respect, fighting and arguing with others, resisting changes, creating tension
with others and hating what you do.
You play a significant role in the overall energy force - each person can
contribute positive energy or negative energy.
vii) Flexibility
Flexibility includes the ability to adapt to changing situations and allowing one's
own beliefs and habits to change as needed. As our world changes at an ever-
rapid pace, we need to find ways to adapt and change ourselves with it.
Learning to see trends and prepare for them is one way of learning flexibility.
Another is to learn about ourselves, our own strengths and our weaknesses.
Then, work to operate from our strength, allowing others to help us with our
weaknesses.
viii) Fun
People who enjoy their life work harder, make more money, have more
confidence in themselves, have more friends and are far healthier than people
who worry constantly, fight with others, feel frightened all the time, abuse their
health and have low self-respect.
Reducing stress requires a willingness to appreciate nature, to see what others

are too busy to see - the peaceful way that nature changes and grows all around
us.
ix) Finding Yourself
Learning about who you are, how you can control your world by changing your
attitude, and learning to respect and accept others helps unite us together,
strengthening that universal energy that keeps us alive.
What you call this universal energy is unimportant. It is there, whether we see it,
feel it or believe it. When we are in harmony with it, our lives are smoother and
easier. When we fight it, we are only fighting our self.
Our attitude about the world defines how our life unfolds. Make a choice today
to live the fullest life possible - filled with friends and enjoyable work. The world
will be a better place for all of us.
Benefits of Spirituality in Management

Research shows the impact spirit in the workplace can have for individuals and
organizations. The key outcomes that everyone can benefit from are:-
i) Boosts morale - Engaging in practices that support spirit in the workplace

can uplift the spirits of everyone involved.
ii) Influences satisfaction - Since spirit in the workplace encourages each

individual to bring their whole self to both work and home, it increases the
satisfaction level in both areas.
iii) Strengthens commitment - Being aligned with an organization that fosters

the essence of who you are enables you to feel and display a tremendous
sense of loyalty.
iv) Increases productivity - When you feel a greater sense of connection to

your work, you are more motivated to produce good work. This in turn
increases the overall productivity of an organization.
v) Improves the bottom line - According to a nation-wide study on spirituality

in the workplace, organizations which integrate another bottom-line into its
practices – like spirituality – actually increase the financial bottom-line.
These organizations believe that spirituality could ultimately be the greatest
competitive advantage. 7

Spirituality in the Indian context
Today, in the business world, the profit bottom line is not the sole criterion that
fires corporate thinking. There is a clear crosscurrent based on Indian ethos and
eastern spiritual values that is quietly pervading boardrooms across the globe.
The grit and gumption of Oriental nations is creating a strong undercurrent that's
holding back western domination of markets. Japan led the way. Now it is the
turn of China and India. Indian IT personnel are fanning out to all corners of the
globe, further popularizing not just curries, chutneys and dosas, but yoga,
meditation, Vipassana, ayurveda and other holistic Indian traditions. As
materialism, consumerism and an I-centric mindset spread their tentacles
through the Internet and satellite channels, the spiritual eastern response
spearheaded by India is inculcating traditional values and work ethics.

Purusharthas – Four Fold Fruits of Life
Spirituality is deep rooted in Indian culture. We are unlikely to come across some
literature from ancient India having no reference whatsoever to spirituality.
These ancient literatures talk about the meaning of life and the concept of
existence, consciousness and happiness, values, purpose and ethics. The value
of the question pertaining to the purpose of life coincides with the achievement
of ultimate reality.
Since the dawn of human existence, four aims have brought purpose and
meaning to our lives. These are the same aims that the poet Tulsidas wrote
about in the Hanuman Chalisa centuries ago when he called them "The four-fold
fruits of life." These are the four "Great Goals" or "Purusharthas" recognised by
the ancient rishis and documented in the Mahabharata and the Bhagavad-Gita.
These are:-
i) ARTHA or PURPOSE
ii) KAMA or PLEASURE
iii) DHARMA or DUTY
iv) MOKSHA or LIBERATION
Vedic Knowledge
Modern management are increasingly adopting Vedic precepts to stay in the
race for market share. The Vedas are a systematic and formulated study of the
science of life. Vedanta literally means the end (anta) of knowledge (ved). Says
Anuj Bahl of Logic Control:
"Indian ethos is more vital to modern management than any other management
theory for the simple reason that it takes in to account a 'whole' man rather than
approaching man in a partial fashion as the other theories do.”
Advaita Vedanta (monism) advises us that we should determine our goals,

identify our capabilities and focus our actions upon the goals. Vedanta identifies
key areas where man suffers on various fronts due to the ignorance of various
laws of life and nature. Such ignorance leads to a loss in physical and mental
energies causing tremendous damage in the effective implementation of the
actions.
One can start to find and develop his own purpose and intentions by stopping for
a moment and asking to self two questions: "What is most important to me in my
life? What are my deepest values and beliefs?" Answers to these questions are
much needed in the world of management today when it has become the most
materialistic. Give time to explore these questions and notice what comes up
that touches and inspires one most deeply.

The BHAGVAD GITA
When we look around to seek the life's purpose or goals in the Indian contexts,
we consider Mahabharata, the great epic, as an authentic source to know one's
life purpose, considering its immense importance to culture in the Indian
subcontinent. The Gita has lessons for everybody on the world today more so in
the field of management.
The Gita is considered to be one of the greatest contributions of India to the

world is spirituality, which is considered to be one of the first revelations from
God. The spiritual philosophy and management lessons in this holy book were
brought in to light of the world by the great Saints of India and the philosopher of
India. Maharishi calls the Bhagavad-Gita the essence of Vedic Literature and a
complete guide to practical life. It provides "all that is needed to raise the
consciousness of man to the highest possible level." 9
Arjun, a warrior prince struggling with a moral crisis before a crucial battle, gets
mentally depressed when he saw his relatives with whom he has to fight (Mental
health has become a major international public health concern now). To motivate
him the Bhagavad-Gita is preached in the battle field Kurukshetra by Lord
Krishna to Arjun as counselling to do his duty while multitudes of men stood by
waiting.
One key message is that enlightened leaders should master any impulses or
emotions that cloud sound judgment. Good leaders are selfless, take initiative,
and focus on their duty rather than obsessing over outcomes or financial gain.
"The key point," says Ram Charan, a coach to CEOs such as General Electric
Co.'s (GE ) Jeffrey R. Immelt, "is to put purpose before self. This is absolutely
applicable to corporate leadership today." 10
The modern (Western) management concepts of vision, leadership, motivation,

excellence in work, achieving goals, giving work meaning, decision making and
planning, are all discussed in the Bhagvad Gita. There is one major difference.
While Western management thought too often deals with problems at material,
external and peripheral levels, the Bhagvad Gita tackles the issues from the
grass roots level of human thinking. Once the basic thinking of man is improved,
it will automatically enhance the quality of his actions and their results.
The management philosophy emanating from the West is based on the lure of
materialism and on a perennial thirst for profit, irrespective of the quality of the
means adopted to achieve that goal. This phenomenon has its source in the
abundant wealth of the West and so 'management by materialism' has caught
the fancy of all the countries the world over, India being no exception to this
trend. Gita does not prohibit seeking money, power, comforts, health. It
advocates active pursuit of one's goals without getting attached to the process
and the results.
Lessons from the BHAGVAD GITA

i) First Know Thyself

The Bhagvad Gita suggests that leaders cannot lead effectively unless they know
their own selves. This understanding of the self does not limit itself only to
knowing the physical and psychological states but goes further down to our
deepest levels of consciousness.
Deep levels of consciousness can be understood by going into a deep meditative

state. When we meditate, we experience absolute stillness. Many define this
state as the state of nothingness - something that has no physical dimension to
it. Today scientists have found remarkable psychological and physiological
improvement of the human body when the mind is in a meditative state.
The Bhagvad Gita suggests that we can find our true potential and purpose by
understanding our quantum self. The same principle applies to leadership. We
can become effective leaders when we understand our quantum self. Today, we
understand leadership as something that is not only about leading a nation, a
corporation, or a big entity, but it is about influencing and guiding others.
Leadership is about helping others to find their potential and purpose.
ii) Utilization of available resources
The first lesson of management science is to choose wisely and utilize scarce
resources optimally. During the curtain raiser before the Mahabharata War,
Duryodhana chose Sri Krishna's large army for his help while Arjun selected Sri
Krishna's wisdom for his support. This episode gives us a clue as to the nature of
the effective manager - the former chose numbers, the latter, wisdom.
iii) Work commitment
A popular verse of the Gita advises "detachment" from the fruits or results of
actions performed in the course of one's duty. Being dedicated to the work has
to mean "working for the sake of work, generating excellence for its own sake."
11
Working only with an eye to the anticipated benefits, means that the quality of
performance of the current job or duty suffers - through mental agitation of
anxiety for the future. In fact, the way the world works means that events do not
always respond positively to our calculations and hence expected fruits may not
always be forthcoming. So, the Gita tells us not to mortgage present
commitment to an uncertain future.
iv) Meditation
Meditation is the state of being in peace with our inner selves regardless of our
physical state, events, or surroundings. By meditating, we tap into the vast
amount of energy that is available to us simply by connecting to the deepest
level of our existence. By harnessing the potential of our quantum self, we can
understand our potential and purpose in this world. This knowledge is essential if
we wish to be effective leaders.

The Bhagvad Gita also suggests that true meditation is not possible without
practicing good discipline and developing a good character. This is an important
topic in today's world when leadership is tainted by unethical and immoral
issues.
The Bhagvad Gita repeatedly talks about developing a sattvic character. In

Sanskrit, sattvic is righteousness. The Gita defines sattvic as the character of
harmony and purity. Sattvic character radiates peace and happiness. It offers
selfless service and has a high level of emotional intelligence. Without a high
level of emotional intelligence, the Gita suggests that we cannot attain a true
meditative state. Today's leadership authorities also suggest that effective
leadership flourishes only when leaders have a high level of emotional
intelligence. Emotional intelligence, abbreviated as EQ, is a discipline of
understanding our selves, especially the emotions that brew in our mind. EQ is
the awareness and ability to manage our emotions in a healthy manner.
Leadership Lessons from the Gita

The Bhagvad Gita contains many leadership lessons that are similar to
contemporary leadership theories and practices. Some of these lessons found
embedded within the Gita are:-
i) Visionary Leader
"Whatever the excellent and best ones do, the commoners follow," says Sri
Krishna in the Gita. The visionary leader must be a missionary, extremely
practical, intensively dynamic and capable of translating dreams into reality. This
dynamism and strength of a true leader flows from an inspired and spontaneous
motivation to help others. "I am the strength of those who are devoid of personal
desire and attachment. O Arjun, I am the legitimate desire in those, who are not
opposed to righteousness," says Sri Krishna in the The Gita.
ii) Renunciation - the ultimate leadership challenge
The Bhagvad Gita advocates an important lesson for effective leadership; this
lesson is about leadership renunciation. The Gita defines renunciation as
abstaining from selfish acts (sanyasa in Sanskrit) and detaching from the results
of an action (tyaga in Sanskrit). Krishna mentions specific areas where true
renunciation must be practiced, such as:-
a) Renounce negative thoughts, words, and actions
b) Renounce inequality and promote equality
c) Renounce selfish desires and exercise selfless service
d) Renounce indiscipline, dishonesty, and lazy attitude; and exercise integrity

and proactiveness
e) Renounce arrogance and ignorance, and be open-minded

f) Renounce momentary happiness that is derived from selfish behaviours.
Instead, seek happiness that is long-lasting and beneficial to all.
The definition of renunciation, according to the Bhagvad Gita, suggests that

leaders must practice selfless giving and strive for the common good. This
concept is ironic in today's context as leadership in general is shrouded with
deceit, dishonesty and selfish acts. We hardly see leaders who sacrifice their
authority, position and incentives for the benefit of their employees and staff.
• Leaders should embrace rather than avoid formidable challenges because

they bring out the leaders' greatest strengths
• Leaders should be resilient in their actions and should not be weakened by

pain and pleasure.
• Selfish desires and animosity obscure the purpose of leadership.
• Leaders achieve lasting power and glory by exercising compassion and

selfless service.
• Effective leaders do not lead by fear or anger.
• Character is core to effective leadership.
• Leaders need to be aware of the self and the surroundings.
Many contemporary leadership topics such as emotional intelligence, situational

leadership, character and integrity were already discussed in the Bhagvad Gita
thousands of years ago. These topics were discussed in a philosophical context,
as management science as we know today did not exist then. It is also intriguing
to find other management concepts embedded in the Gita. Thousands of years
before Frederick W. Taylor defined work and worker, and Peter F. Drucker
defined knowledge and knowledge worker, the topics of work and knowledge
were already in the Bhagvad Gita.
The leadership lessons of Krishna, as described in the Bhagvad Gita, attest that
the subject of leadership was profound in the ancient East and its principles are
still applicable to business and organizations today.
The aim is not to suggest discarding of the Western model of efficiency,

dynamism and striving for excellence but to tune these ideals to India's holistic
attitude of "lokasangraha" - for the welfare of many, for the good of many. There
is indeed a moral dimension to business life. What we do in business is no
different, in this regard, to what we do in our personal lives.

Buddhism and Management
Buddhism is a religion and philosophy encompassing a variety of traditions,
beliefs and practices, largely based on teachings attributed to Siddhartha
Gautama, commonly known as the The Buddha. He lived and taught in the north-
eastern Indian subcontinent sometime between the 6th and 4th centuries BC.
Buddhism, with its practical focus on happiness and communal harmony in this
lifetime, has a great deal to offer today's business world, which is often full of
confusion and difficulty.
The four noble truths say that suffering exists everywhere, that it has a cause,
that it can be cured, and that there is a remedy in the practices of balance and
awareness.
Businesses suffer in much the same way that people do. Here are some
examples:
i) Businesses fail; people die
ii) Some businesses run inefficiently, wasting time and money; some people get
sick
iii) Some business work environments are full of conflict; some people and
families are, too
iv) Businesses often have wonderful products or services, but can't get them to
market; people often have wonderful dreams, but can't make them real.
This list could go on and on. In the last several years, the American economy has
seen the costs of greed in the actions of companies like Enron, Comcast, and
Adelphia. We have witnessed the terrible effect of fear on businesses -
particularly in New York City - after the terrorist attacks of September 11, 2001.
To deal with these very real problems, businesses need to be strongly directed,
and also flexible and adaptive to circumstances. Balance allows for strong
direction and flexibility for a business, just like it does for an athlete.
Buddhist teachings and practices can help business. The key is that we all - as
businesses and as people - acclimate to our problems and let them remain. The
Buddhist approach is to bring awareness to these problems and say "this is
suffering, and there is a cure." Then we get to work - in a clear, directed, and
harmless way - to resolve issues, eliminate problems, and achieve goals. That's
the business language. The Buddhist language for the same idea is to practice in
awareness and balance to eliminate suffering. 12
There are several basic ideas in Buddhism that are valuable to business. It is
useful to translate these foreign terms into business language:-

i) Our suffering (issues, problems, and long-standing conflicts) matters. In
Buddhism, this is
included in the First Noble Truth.
ii) We can stop suffering. In Buddhism, this is the Third Noble Truth.
iii) There is a relationship between our actions and the results we get, in terms of
suffering, and also in terms of business results. In Buddhism, this is called
karma. In Western terms, this is called the law of cause and effect, and is a
key part of diagnosing and solving problems. If we correct the cause, the
problem (the suffering) goes away.
iv) Being aware of our thoughts, feelings, and actions helps us change them.
Then we suffer less and get better results. In Buddhism, this is the purpose of
meditation and of inquiry into us.
Here are some common business notions that open the door to healthier, more
effective workplaces:-
i) Teamwork
People can learn to work together, and that is good for results. Buddhism has
2,600 years experience creating structured team environments adapted to local
culture. The Buddhist term for these communities is Sarigha.
ii) Stress reduction
Excess tension and anger in the workplace create problems for each person and
for the entire company, and there are things we can do about that. The first
beneficial effect of meditation is relaxation; the second is awareness of the
sources of stress, allowing diagnosis and effective response.
iii) Personal and team effectiveness
Those who are willing to change to be effective are more open to observing their
own behaviour. Buddhism, particularly the Zen tradition, has a long history of
working together, defining problems, and achieving goals through effective
leadership and teamwork.
iv) Preventing a hostile work environment
Laws and regulations now require that the work environment not be hostile to
women, minorities, and other cultural groups. Allowing a hostile or discriminatory
work environment has become very costly to companies. This opens a door to
companies spending money on behaviour change. Buddhism offers a 2,600 year
old set of personal growth tools. The primary focus of these trainings is
awareness of the effects of one's behaviour on others. In Buddhist terms, this is
two core practices: awareness of us and our situation, and awareness of karma.
v) Business ethics

We were all hurt by the corporate scandals that became apparent in 2001. Laws
were changed, and the question of how to change business culture is a hot topic
now. Buddhist practice is a tool for individuals and teams to effectively make
ethical behaviour real in life and in the workplace. Businesses suffer and cause
suffering. Here are some examples: When a business that offers value to its
customers does not run well, benefit is lost for customers, employees, and
owners or stockholders. When a business is poorly run, people do not find joy in
their work. And when a business is misguided, it participates in increasing
suffering in the world. Engaged Buddhism in business is a practice of cultivating
awareness of suffering and joy, and the causes of suffering and joy, in the
business realm.
Thus, Buddhism has a lot of relevant lessons for today’s management

professionals from leading a team to conducting business in an ethical way.
Classification of Organizations based on

Spirituality
There are four types of organizations resulting from the combination of the two
variables considered: the soulful organization, the ascetic organization, the
holistic organization and the professional organization. 13
The Soulful Organization

The organizational spirituality as resource perspective opens up many avenues
for research, consulting and practice, given that it promises to fuse
organizational interest with individual growth and development. In this case,
organizations reclaim “the soul” of the individual, more than the body. Managing
with soul implies the alignment between the organizational vision and
employees’ sense of purpose. If there was already a research stream on the
organization of exclusion, the “managing with soul” perspective represents an
effort to understand the organization of total inclusion.
Soulful organizations may take different shapes, from new age organizational
thinking to alienating systems of control. Soulful, inclusive environments can be
a source of plenitude for some people, and a totalitarian experience for other
people. They can be thought of as a path to a meaningful organizational life, but
also as the imposition of pastoral power, depending on the interpretation. For
this reason companies that have been too successful in their efforts to create
bonds with employees tend to be viewed with both fascination and fear. When
employees in this type of organizations perceive the existence of discrepancies
between the rhetoric and the practice of managers, the soulful approach may be
a path to organizational cynicism.
The management of inclusion in the soulful organization can be achieved

through several ways: organizational missions and visions, “cult managers”,
transformational leaders, practices of indoctrination, physical space (e.g.,

creating spaces for praying and meditation), the creation of spaces conducive to
spiritual awareness (e.g., management retreats), and even best spiritual
practices.
The Ascetic Organization

The ascetic organization combines the perspective of management as secular
practice and a view of the worker as dependent. These organizations can be
viewed as being founded upon rationality and technique. They may develop
when a professional and highly-qualified group of managers leads a less-qualified
workforce. The rational orientation precludes the will to manage the spiritual side
of the organization; in turn, the company is managed according to the principles
of technique and rationality. The management project is viewed here as an
ascetic one, in the sense that it should be austere, rigorous, and efficiency-
oriented.
The focus on the technical a-spiritual side of the organization may bring process
clarity and goal orientation. These, in turn, may facilitate goal attainment, being
potentially functional from an effectiveness perspective. Goal clarity, as
evidenced by goal setting theory, may facilitate good performance. There is one
likely downside, however, in the ascetic approach to organizing. Organizations
where people share a common set of values and experience some kind of
emotional bond with the company, may stimulate a sense of membership that
will be valuable internally as well as a competitive tool in the business arena. In
order to satisfy psychological needs, jobs must provide employees with a sense
that they are contributing to social welfare in a meaningful way. This contribution
may not be explicit in the ascetic organization.
Ascetic organizations, due to their nature, may in fact develop psychological

contracts of the transactional type. Given the link between organizational
flexibility and the willingness of the employees to exhibit conduct of the
organizational citizenship type, ascetic organizations may not be the most
competent in the elicitation of extra-role behaviours. Additionally, people may
feel themselves as employees, not as members, given the combination of a lack
of emotional inclusion and the potentially low autonomy and empowerment
granted to workers in organizations where they are viewed as a dependent
workforce.
The Holistic Organization

The search for the best companies to work for usually points to organizations
that are spiritual in the sense that they try to create meaning in an expressive
fashion. These organizations can be distinguished from the previous
organizational types because they emphasize the individual, not the
organization. There is a clear, explicit and voluntary investment in development
practices. It is the individual’s development (on the personal, spiritual and
professional grounds) that supports organization development. As such,
organizational efforts should emphasize personal growth and progress.
Consequently, a focus on issues such as work/non-work balance, work-family

conflict, and individual psychological well-being, are sources of meaning and
development. In spite of the potentially thin line separating the authentizotic
organization and soulful companies, the distinction lies in the spiritual locus: the
individual in this case, the organization in the former.
The Professional Organization

When the organization does not manage its spiritual side and the independent
view of the worker prevails, it can be described as professional. This perspective
corresponds to the notion that the business of business is business. As such,
organizations should be treated as instrumental, a-spiritual and legally respectful
places, where ethical cultures and behaviours may prosper regardless of the
management of spirituality. Work organizations, in this view, have not been
conceived to satisfy the spiritual and religious needs of people. The fulfilment of
those needs is the mission of religious and voluntary organizations, not of
business firms. This position is thus closer to the scientific management or
system rationalism approaches, with their emphases on the instrumental side of
the organization. Good management does not necessarily imply an explicit focus
on the creation of “spiritual workplaces”. It is through the adequate management
of people that organizations may aspire to be viewed as meaningful places.
In this organization, spiritual development is not the object of a managed

approach, but rather an individual initiative. Individuals will pursue their personal
motives and the organization will be as ethical as its members. When personal
unethical agendas multiply, corporate scandals may erupt. But this is also a
potentially fruitful working environment for the voluntary professional whose
professional ethic derives more from personal reputation and professional
socialization than from organizational indoctrination and control.
Examples from the Industry

Many organizations around the world now lay a lot of stress on work-life balance
and consequently a lot of emphasis is placed on training programs designed for
improving the holistic - i.e. physical, mental and spiritual make up of the
employees. This section presents specific examples from the corporate world
where spiritual trainings are incorporated into the very fabric of the
organizational culture to bolster employee well being.
The Art of Living Foundation

The Art of Living Foundation is one of the world’s largest volunteer
based humanitarian and educational Non-Governmental Organizations (NGO). It
was founded in 1981 by Sri Sri Ravi Shankar with the vision of creating a stress-
free, violence-free society. The Art of Living has reached out to over 300 million
people in over 140 countries with its various programs’. The Foundation is
working in special consultative status with the United Nations Economic and
Social Council (ECOSOC of the United Nations. The International Association for

Human Values] is the sister NGO that Shankar founded, that focuses on the
upliftment of human values at the grass roots level.
The Art of Living organizes many courses to foster the growth of spiritual well
being in people. Designed specifically for the corporate sector, APEX is a
practical training program that has been shown not only to reduce workplace
stress and burnout but to increase mental clarity, creativity, awareness, and
overall happiness. Independent studies that have been done on the core APEX
Course techniques found significant increases in health, energy, well-being,
depression relief, and an increased ability to be both relaxed and focused. This
course has been in heavy demand by corporates in the industry. APEX
concentrates not only on the physical and the mental well being of the
participants but also in making the life of the employee easier by assisting him to
be more productive in his day to day activities. it is hardly surprising that
Companies in the US like Juniper Networks, NASA, and IBM have benefitted to a
large extent from this course as evidenced by the testimonials present here:
“As an engineer, I need to be both analytical and creative. Mental clarity and
stamina are also essential. The APEX Course has given me the tools to enhance
these abilities. An additional plus is a better sense of health and well-being.” 14
- William Hayden (Senior Systems Analyst - NASA)
“The criminal defence and death penalty litigation work we do in our office is
very high pressure and filled with stress. Because the stress level of the job
affects our health and effectiveness at work, our office has sponsored several
different stress management programs. The APEX Course has by far been the
most useful, enjoyable, and best received. Our attorneys found the breathing
techniques and processes in the Course to be extremely relaxing, and beneficial
to their state of mind and their ability to work effectively.”
- David L McColgin (Supervising Appellate Attorney - US Federal Defenders)
Management Centre for Human Values

Another person who uses Vedic principles in management is Professor S.K.
Chakraborty of the Indian Institute of Management, Calcutta, India. He heads the
Management Centre for Human Values, a research body based on traditional
Indian ethos. The centre is supported by the Bhilwara Group, HDFC, the Tata
Group; UTI et al. Chakraborty opines that a lack of depth in the modern value
system leads to a high level of stress. Some of the companies that have tapped
the research of the centre include BHEL, TELCO, Salora and Shriram Fibres.
Southwest Airlines
Southwest Airlines is often described in terms that would identify it as a spirit-
driven organization. This was the only airline to be profitable after the
September 11th tragedy that had an incredible financial impact on the airline
industry and continues to remain profitable. They have a triple bottom line –
People, Performance & Planet. “It takes a lot of dedication, perseverance, and

hard work to do the right thing for our Customers, Employees, and Planet. We
began operations in 1971 with a revolutionary idea that everyone should be able
to afford to fly instead of drive and to enjoy the Safety, comfort, and
convenience of air travel. For the past 38 years, we have devoted ourselves to
meeting that goal.”
Since 1987, when the Department of Transportation began tracking Customer

Satisfaction statistics, Southwest has consistently led the entire airline industry
with the lowest ratio of complaints per passengers boarded. Many airlines have
tried to copy Southwest’s business model, and the Culture of Southwest is
admired and emulated by corporations and organizations in all walks of life.
According to their Southwest Cares Report: Doing the Right Thing, “To better
understand why we at Southwest try to do the right thing, it is important to
understand how we do business and how we integrate our Core Values into
everything we do. It is the Southwest Culture that sets us apart.” 14
The 35,000+ employees of Southwest Airlines are the heart and soul of our
Company. Doing the right thing for these employees includes providing them
with a stable work environment with equal opportunity for learning and personal
growth. “As we ‘Live the Southwest Way’, our employees are recognized
through several employee recognition programs for the hard work and caring
Spirit they show to each other and our Customers. Not only do we work hard with
what we call a Warrior Spirit, we work smart.” Part of living the Southwest way is
also by having a servant’s heart and a fun loving attitude.
Maharishi Mahesh Yogi's transcendental meditation

One of the front-runners in gaining universal acceptance was Maharishi Mahesh
Yogi's transcendental meditation. The role of meditation in calming the mind,
controlling stress and creating a wholesome personality enjoys wide recognition.
This in turn helps boost productivity by cutting down on absenteeism and
reducing medical bills. The Maharishi Institute of Management has a separate
cell that deals with corporate development programs. Companies such as ACC,
Reckitt & Colman, Indian Petrochemicals Corporation, the Oriental Bank, SRF Ltd,
Tata Tea and Tata Chemicals are some companies that have availed of these
programs.
In many companies these workshops are open to all employees, and even
unions. In fact, sometimes it is the managers and senior executives who are
‘gyaan paapis’ (resisting the light of knowledge). "The utilization of New Age
principles has brought balance in the minds of union leaders about their broader
responsibility to stakeholders, including society. Thanks to this thinking, at least
some workers refrain from making populist demands on their representatives.
Line executives acquire more compassion in their human relations. The
relationship between line and personnel managers moves towards cooperation."
14

Conclusion
People who practice Spirituality at work are custodians of a discipline that might
be a commendable
force for good in the lives of people. An average individual spends 60%of his life
at the work
place. Helping individuals integrate their work and spiritual lives might mean
that the 1, 00,000
or so hours that an individual will work in their lifetime are more joyful, balanced
and
meaningful and nourish their spirit rather than drain it.
By following the principles proposed by the Bhagavad-Gita and practicing

meditative and
other spiritual techniques it helps the individual to observe himself, just like
watching himself in
the mirror. By observing himself the person witnesses his own behavior and
actions, because only
after studying one’s own behaviour he realizes his faulty actions at the
workplace and at home.
This simple act of observation leads to self-realization. Self realization is a very
important requirement for the employees in an organisation to give their best.
Spirituality has so many benefits to offer that it has become an integral part of
management and business as a whole. As more and more organizations are
acknowledging this fact and modifying their way of working to include the
fundamental aspects of spirituality, the awareness of spirituality is increasing. It
is expected to grow in importance more and more in the coming days.

References
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2. New Renaissance Magazine,[online],Available at http://www.ru.org/
[ Accessed 28 August 2010]
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4. http://www.itstime.com/rainbow.htm [Accessed 30 August 2010]
5. http://www.wisdompage.com/rutte01.html [Accessed 30 August 2010]
6. What-is-spirituality-at-work, [online],Available at
http://managementhelp.org/blogs/spirituality [Accessed 30 August 2010]
7. Value-of-spirituality-in-the- workplace ,[online], Available at
http://managementhelp.org/blogs/spirituality/ [Accessed 31 August 2010]
8. Can Spirituality Pave the Way to a New Paradigm for Management and
Business,[online],Available at
http://www.nyenrode.nl/businesstopics/entrepreneurship/[Accessed 30
August 2010]
9. http://www.businessweek.com/magazine/content/06_44/b4007091.htm
[Accessed 1 September 2010]
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September 2010]
11.Pujan Roka , Uncovering the leadership lessons of the Bhagavad Gita,
[online],Available at http://www.chiefexecutive.net/ [Accessed 1
September 2010]
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September 2010]
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September 2010]
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1 September 2010]

Appendix
Work Distribution:
Section Topic Person
1 Introduction Sidhanth
Spirituality in Business and

2 Vishal
Management
3 Spirituality in the Indian Context Manali and Pradeep
4 Buddhism and Management Manali and Pradeep
5 Classification of Organizations Kuntal
6 Examples from the Industry Rajat
7 Conclusion Kuntal

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A PROJECT ON:

Under the guidance of:

Prof. Radha Sharma

Kuntal Das (10P025)

Manali Subramaniam (10P026)

Rajat Gururaj (10P043)

Sidhanth Hota (10P052)

Spirituality in Business and Management..............................................................6

Need for Spirituality in Organizations..............................................................6

Managing in the New Spiritual Workplace ......................................................6

Spirituality and Management Ideologies ........................................................7

Principles of Spirituality in the Workplace.......................................................8

Benefits of Spirituality in Management..........................................................11

Spirituality in the Indian context..........................................................................12

Purusharthas – Four Fold Fruits of Life...........................................................13

The BHAGVAD GITA.......................................................................................14

Buddhism and Management................................................................................18

Classification of Organizations based on Spirituality...........................................20

The Soulful Organization ..............................................................................20

The Ascetic Organization ..............................................................................21

The Holistic Organization...............................................................................21

The Professional Organization.......................................................................22

Examples from the Industry.................................................................................22

The Art of Living Foundation..........................................................................22

Management Centre for Human Values.........................................................23

Maharishi Mahesh Yogi's transcendental meditation.....................................24

Page 2 of 22 Spirituality in Management

The Webster dictionary defines spirituality as “something that in ecclesiastical

The essence of spirituality can be captured in the following quote:-

Spirituality usually involves:-

i) an experience of love and connection to the world and others

iv) a joyous and compassionate attitude toward oneself and others

Spirituality and Religion

Traditionally, religions have regarded spirituality as an integral aspect

Secular spirituality carries connotations of an individual having a spiritual outlook

Spirituality and Health

ii) less stress

Spirituality and Sports

Page 4 of 22 Spirituality in Management

i) As babies we first focus on controlling our bodies.

iv) “SQ” or spiritual intelligence typically becomes a focus later – as we begin to

Page 5 of 22 Spirituality in Management

Spirituality in Business and Management

As we move more into a service and technological economy, we want to

Managing in the New Spiritual Workplace

Page 6 of 22 Spirituality in Management

Spirituality and Management Ideologies

Sometimes workers are portrayed as being a-spiritual, at least on matters

Management ideologies can be analyzed with reference to the intersection of

Page 7 of 22 Spirituality in Management

Combining these two dimensions (model of management as spiritual or secular

Principles of Spirituality in the Workplace

All Seven Principles are related; all are important.

Creativity includes the use of colour, laughter and freedom to enhance

Suppression of creativity leads to violence - people are naturally creative. When

Communication is the vehicle that allows people to work together. In our

Page 8 of 22 Spirituality in Management

Lack of communication leads to isolation, confusion, conflict, unnecessary

Along with Respect comes Acceptance, which includes acceptance of the

Lack of respect and acceptance lead to conflict and hostility.

Partnership encourages the female and male aspects of us to work together,

Lack of partnership leads to isolation and unhealthy competition.

The opposite energy force creates hostile workplace situations including

Reducing stress requires a willingness to appreciate nature, to see what others