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Abstract
In line with the growing interest in SRW, this paper explores the Bhagavad-Gita and its contributions and relevance to the field of HRM. Although several studies have been done to integrate other schools of thought such as Christianity, Islamic, Confucianism into HRM, limited studies have been done to explore and also to integrate the Bhagavad-Gita (Vedanta) into HRM. The Bhagavad-Gita is an ancient Indian spiritual and philosophical text and is more than 51 centuries ago. Chinmayananda (2003) asserted that from time to time an ancient philosophy needs intelligent re-interpretation to apply effectively in the context of modern times. Based on text and content analysis of selected verses from the Bhagavad-Gita, some relevance and contributions of the BhagavadGita in HRM is explored in this paper.
Introduction (1)
People, today is exploring philosophy, transpersonal psychology, meditation, yoga, Vedanta, Buddhism, Taoism, and many other spiritual schools of thought. There has also been an increasing interest in integrating spirituality and management as the numbers of articles on spirituality in management journals are increasing (Kale and Shrivastava, 2003).
The Bhagavad-Gita is a sermon given by Sri Krishna to Arjuna regarding the correct technique of life. It is universal and nonsectarian and its teachings are applicable not only to Indians and Hindus but to everybody
Introduction (2)
The background for the Bhagavad-Gita is the epic Mahabharata. The Mahabharata was composed by Sri Vyasa Muni (son of Parasara Muni) and was written by Sri Ganesa and it has 110,000 verses. The Bhagavad-Gita appears in 700 verses (of which 575 are uttered by Sri Krishna) in Bhisma Parva of the Mahabharata and consists of 18 chapters. The Mahabharata narrates the war between two cousins; the 5 Pandavas and 100 Kauravas to claim the kingdom of Hastinapura. The Bhagavad-Gita was given on the battlefield before the commencement of the war. The battlefield represent our body where an unending battle is raging between the forces of good and evil.
Methodology
Qualitative research methodology called hermeneutics, which is the interpretation of ancient literatures.
Hermeneutics is also concerned with the usage of language and the process of using language. The Mahabharata was written in the Sanskrit language, one of the oldest languages in the world.
The translation of the Bhagavad-Gita requires a good mastery of Sanskrit. As a result the main English translation of the Bhagavad-Gita verses quoted in this paper is based on the authoritative translation of AC Bhaktivedanta Swami Prabhupada. The author of this paper, also has the knowledge and experience of HRM as a lecturer, consultant and of the Bhagavad-Gita as a student for many years.
Limitations
The Bhagavad-Gita is perceived as a spiritual and philosophical text, as such it is not directly related to HRM The Bhagavad-Gita is also perceived only as an Hindu scripture, as such other Indians who are not Hindu will find it difficult to accept the Bhagavad-Gita However, there is no doubt that the principles propounded in the Bhagavad-Gita are useful for managers to mould their character and strengthen the self in improving their HRM effectiveness
HRM
HRM is an interdisciplinary field with contributions from various fields such as psychology, social psychology, sociology, anthropology, political science, economics and finance (Muniapan, 2005) Dessler and Tan (2006, p. 4) defines HRM as the policies and practices involved in carrying out the people or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising. HRM activities in organization can broadly classified into four namely acquisition of human resources, development of human resources, rewarding human resources and maintenance of human resources (Mondy et al (2000).
Unlike the western approach to HRM, which focuses in exploring the external world of matter and energy, the Bhagavad-Gita recommends a HRM approach, which focuses on exploring the inner world of the self.
Sri Krishna, played the role of teacher (HR trainer, guide, developer), to revive Arjunas motivation
In the words of Sri Ramakrishna (Chidbhavananda, 1992, p. 119) he who is soft and weak minded like the puffed rice soaked in milk, is good for nothing. He cannot achieve anything great. But the strong and virile one is heroic. He is the accomplisher of everything in life.
Perform your prescribed duty, for doing so is better than not working. One cannot even maintain ones physical body without work (B.G 3.8)
Sri Krishna further stressed that duty needs to be done without attachment and for those who do their duty without attachment will attain the supreme goal (B.G 3.19) Sri Krishna instructed Arjuna to perform his work (duty) for the sake of educating the people in general.
In the organizational context, Robbins, S (2003, p. 444) defines motivation as the willingness to exert high levels of effort to reach organizational goals, conditioned by the efforts ability to satisfy some individual need.
Motivating employees towards high performance is the task of every manager. Although the level of motivation varies among individuals, the manager firstly must understand the employees need. In many verses of the Bhagavad-Gita, Sri Krishna motivates and energizes Arjuna to do his duty. Sri Krishna focused on the internal (intrinsic) motivation more than external (extrinsic) motivation.
Transformational Leadership
After hearing 575 verses from Sri Krishna in the Bhagavad-Gita, Arjuna was motivated, energized and acted according to Sri Krishnas instruction. This is transformation management (leadership), as quoted by Narayana (1998) who explained what happened after the Bhagavad-Gita. He (Arjuna) stood steady on the ground with bow and arrow in hand. He lifted his arms ready to fight the war. Sri Krishna demonstrated transformational HR leadership qualities in developing and guiding Arjuna to victory in the war. Transformational leaders (HR managers) exhibit charisma, encourage followers to question their own way of doing things, and treat followers differently but equitably based on follower need (Bass and Avolio, 1993) cited in Krishnan and Srinivas (1998).
Conclusion
Modern HR managers and consultants can benefit from the philosophy of BhagavadGita, which can serve as a guide in HRM. Mere imitation of western HRM approaches may not be appropriate in the Indian (Asian) context due to differences in the cultural environment. Many new western HRM approaches will continue to emerge, however the BhagavadGita has remained and will remain to be relevant and continue to contribute to HRM for many centuries to come.
Arjuna's illusion has now gone. He is motivated to win the war for the Pandavas. This is due to Sri Krishna, who became the adviser for Arjuna and transformed him (Arjuna) and the Pandavas to victory.
Thank You
Balakrishnan Muniapan
mbalakrsna@yahoo.com