Moving beyond human excellence towards organizational culture

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Moving beyond Human excellence towards Organizational Culture
Socrates once said, “The highest form of Human Excellence is to question oneself and
others". If we go by Darwin’s theory, the basic needs of human nature are an urge for survival
and reproduction. Beyond this there is nothing that requires excellence according to Darwinian
philosophy. Assuming that it is so, what could be the difference then, between an animal and
human being? This leads to another aspect of human nature-maybe we can call it as human
psyche that waits to be tapped. Is human psyche/nature explicitly expressed? Is it measurable? If
measurable, then is it a skill? Are skills an outcome of psyche, then? Advaita Philosophy gives
enormous weightage to each human’s intuitive intelligence, and this is described by the
Advaitins as Brahman. This intuitive behavior in every human makes him ask questions about
himself and everything around him. There is a basic urge to search for the eternal truth. This
means then, that, every human, apart from his basic needs have something special which is not
common to all and makes him a different entity. If there is uniqueness, how can individual’s
uniqueness be brought out? How can the human glory be illustrated in real life without
hampering the other human? Does that lead to ethics initiated human expressions of excellence?
Ethics is a practical science. It is connected with one’s daily actions and therefore related to real
life. If so, virtue and responsibility to bring out the uniqueness of each person is the aspect of
ethics. In an organization, which is a centre for human excellence and several uniqueness’s, how
can one design the ethics which brings about the culture of the organization? Has it got to do
then, with the culture of the organization? Is culture a result of human excellence or human
excellence an after effect of organization culture? How can human excellence be reflected in the
culture of the organization? A contended or happy or performing organization –does it mean that
it has brought out the human excellence to its full? Aristotle defined eudemonia or happiness, as
"the best possible life for man”. This paper tries to raise few fundamental questions that may
result in arriving at some concept on human excellence and its impact on organizational culture
and some practical ways of tapping human excellence.
Key words: Human excellence, organizational culture, intuitive intelligence, Ethics
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Overview
This article looks at what Human excellence is, how an organisation can bring up human
excellence, the role of HR and the power of thought and intuitive intelligence in creating these
thoughts.
Thoughts make man. Thoughts can move mountains. Thoughts reflect the innate culture of a
human being. Thoughts when controlled effectively can raise organisation to excellence
Deteriorating work culture in organizations is a great menace today. Economic recession
forcing the organizations to cut force, mergers and acquisitions , dismissals, business
productivity with limited force are some of the factors that shake an organsiation today. Work
force performance optimization is the key word in industry. The role of HR in such a scenario in
bringing out the human excellence and create a rejuvenated atmosphere is a task in itself.

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Human excellence is not definable. It is a primordial energy that is present in everyone and it
is perfect. This energy within each individual cannot be explained with any attributes. It has no
end and no beginning. The actions of man in his life are only partly successful in bringing out the
excellence. Human excellence cannot be discovered new because it is already there in different
measures in each person. This excellence can only be brought out through intentions or actions
Human intentions are important and it is a must that these intentions are all pure and chaste if
one wishes to explore the practical solutions for life’s manifold issues. These intentions lead to
good thoughts and good thoughts leads to good actions. Ethics play a very important role here in
making the thoughts or colouring thoughts with one’s values systems. Once the thoughts are
identified and explored, the actions result.
There are certain catalysts required in the conversion of thoughts to actions. These catalysts
are called extrinsic and intrinsic motivators. In an organsiation, the bundle of human
excellence that is available for action is huge. It is something like a volcano ready to erupt. When
it is erupted, it can bring heat, it can fuse the entire loose energy that is scattered or it can bring
total entropy also. In a lighter vein, we can say we are dealing with human volcanoes with
human excellence.
The latest theory says that each thought has a certain space whether good or bad. If it has a
space, then it has a mass too. When it has a mass, it exerts gravity and all such tiny units of mass
with gravity, if focused towards a common goal, it can move mountains. That means thoughts
can move mountains. This is an ancient theory which had been beautifully described as Intuitive
intelligence in Upanishads. This is being studied recently as Noetic sciences and this deals with
the nature and potentials of consciousness using multiple ways of knowing. This in simple
language means that good thoughts can alleviate evils totally from the world. The vice versa is
also true. The logic behind in arguing the need for encouraging good intentions and good
thoughts is that it generates huge amount of positive energy in the surroundings. This is the
depiction of human excellence.
—Anything creative is constructive in nature. Human mind is a very special entity that makes or
mars a man. The mind has a power to think, conceive, act and evaluate. If this mind is not
controlled on ethical grounds, it may be a volcano that has a perilous effect. In an organisation,
the bundles of human excellence otherwise the volcanic mind has to be kept under control for a
better utility. Practices and systems in organizations therefore have to be properly tutored to the
discovery and use of this human excellence
It means exploring the Human excellence is the primary job of Human Resource Departments
1) How can an organization discover human excellence?
Organizations exist with a purpose. And human excellence is required to run it through and
make it successful. Human resources departments in organizations have emerged based on this
need. And institutions/organizations have to meet different situations, culture and circumstances
on some philosophy and therefore a proper management of the human excellence comes in place
here. In short the HR manages very many activities that are diverse in nature.

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Recruitment is a crucial process in any organisation for reaching the destination of human
excellence. The usual procedure of an HR is to recruit people, train them to work in the
organisation and take care of all the remunerative aspects of the job. The greatest disadvantage
today as we see it is the process of recruitment itself is much diluted in many cases. A paper
advertisement is given, followed by interviews and selection process-then induction training for
the employee-he is given a number and he remains a number throughout his life. There is no
need based study before recruitment. While technical necessities of a job are understood and
appreciated, the role that the HR plays after the recruitment has a greater role to play. Many
organizations fill up posts because it is required. There should be a need analysis before
finalsing for a position. This job profile has to be matched with the person’s profile. If these two
do not match the person will become a liability rather than an asset. Expecting a person to do a
job where his mind is not, will be disastrous. In many organizations, this is what takes place-
wrong people at the right job. We have innumerable examples where the leaderships, if is not up
to the mark, the entire institution fails.
Training the staff to a particular job is essential which many HR people do. But what they
do not do is to see or follow up whether the training given is implemented in day today activities.
There can be two reasons for this not happening-one that the individual has not understood or
recognized the need for training and two, he is not ready for a training as yet. Incentives, team
work, total participation are all wonderful words that can bring charm to an organisation-but
whether these are practically done is something to find out
Human excellence and bringing it out is a journey and it starts from day one of our birth.
Initial stages it is more of an intrinsic nature and once we start our work /career, it relies on
external motivation also. While organizations engage various methods like incentives,
participation in all activities, welfare programmes and training sessions for all the employees, the
training to get one intrinsically motivated to perform is still an untapped area. Extrinsic
motivations serve as starters for intrinsic motivation.
What can HR do?
Human force and excellence is the backbone of any organization. Tapping the excellence in
right measures adds value to the success of the organsiation. The raw materials, processing
them ,getting into product, marketing, selling the product and doing further research are all
material functions for the job where external motivation like incentives, team work etc will win.
But retaining or sustaining excellence in an organsiation can happen only when the human
excellence is tapped through an intrinsic process.
When does human excellence come out and create a culture?
Human excellence comes out when there is a dire need for it or when it is demanded. How
can this need be identified? The answer is by exposing the employees to all activities of the
organisation-by throwing challenges to him, by allowing him to take decisions and allowing him
to make initial mistakes. Even when he is an officer, he needs to know how the activity of his
organsiation from shop floor starts. The shop floor person should realize the impact that his

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quality work is going to have on the final product. Exchange of people or orientation of all the
people for all the jobs is the beginning. Mind opens up when there is a challenge like a
parachute. Monotony brings boredom and boredom results in lack of output and creativity.
Every day’s work has to be considered as a challenge by the employee even when he is doing the
same work for ages together. This is possible if the mind is kept fresh every day. The day in an
organisation can start with some simple Pranayam techniques, meditations and yoga exercises.
The mind is relaxed and energized and is set ready for the day’s work, fit for the job.
Leisure time of employees can be filled with rejuvenating readings or visuals through TV
so that the mind is not again wandering. Innovation is the word that goes with excellence and
therefore employees should be allowed to suggest or innovate new things in their field of
expertise.
When some unique experience happens in any department that is learning for all, it can be
narrated in a small meeting called for. These are to be appreciated and praised. This moves as the
extrinsic motivation for an intrinsic activity. Employees are to be considered as human beings
and not machines. In the name of professionalism we have killed human nature/excellence. We
do not invite ideas from people, we want only the job what we have given, to be done.
Participation in all activities of the organsiation will be a very great step towards bringing out
human excellence.
The nature of human element cannot be ignored
A person performs work with involvement when he is motivated from within. External
motivation can help him only to some extent. Imposing something on any individual to perform
may be successful for some time, but not ever lasting. Therefore the person has to be intrinsically
motivated to perform.
2) How is it possible in organizations to motivate people intrinsically?
All given suggestions are practical ones.
Each individual should be allowed to introspect himself and find out for himself about his
strengths and weaknesses. The HR can play a vital role here Instead of a mundane appraisal
system for employees which only brings out his suitability for the job assigned, there could be a
measure for his individual traits also which shall sometimes be useful in different areas. The HR
can consolidate these and then make a comprehensive program for utilizing the person’s
entirety for the organisation. Business centres should actually engage their employees in self
analyzing techniques to explore the possibilities of bringing out the excellence. Scientifically
speaking, an aptitude and attitude test for all employees before joining is the starting point. Put
the employee through a seasoned counselor who assesses him and his mental health is the second
stage. Counsel the employee if there is any issue to be sorted out and this helps the employee to a
large extent. The serious issue today is that the work environment is not in any way motivating
the employees for self actualization. It has been only with some clear cut objectives of making
profit. There is a total ignorance about humanness in human beings. The job satisfaction has

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become a very rare terminology associated with work culture. Wages or salaries or promotions
are all extrinsic motivational factors as we saw, but the intrinsic motivational factors that point to
higher needs in man of actualizing the self, finding a purpose for his life, happiness in life, then
the attitudes and aspirations change and the organizational behavior changes.
Abraham Maslow, in his motivation theory divides all human needs into five categories like
Physiological Need - Need for food, shelter and relief from pain, ,Safety and Security - Need for
freedom from threat. (These two needs are designed as lower level needs.), Belongings - Need
for affection, interaction and love, Esteem Need - Needs for status and recognition, and Self-
actualization - Need to fulfill oneself by maximizing the use of abilities, skills and potentiality.
(These are known as higher level needs.)
3) How to enhance creativity in organizations?
Personal excellence has to be brought out in order to achieve professional growth. This is the
crux and many employees are not aware of this fact. The responsibility of the HR department in
any organisation therefore does not end by getting the right person for the right job. But he has to
get the personal mastery of the individual has to be brought out into the forefront. We may call
this period as the gestation period of the employee in the organisation and it is a very crucial
period that determines the success of the organisation. There cannot be any fear, there should be
a sense of openness and readiness to learn from each other. HR department therefore, has to
bring out the creativity in each person which is one reflection of human excellence
What should the department do?
Create situations that look like uncertainty and ask the employees to debate and re invent
methods to come out of the hurdle. Most of the employees are routine by certain practices and
keep on doing these routines and therefore monotony steps and the organizational culture suffers.
Engage the employees –all of them in debating on projects that are commercially important.
The managers and laborers should set goals for themselves that will be aligned in tune with the
Goal of the company and try to unearth possible solutions for the same. Small groups can be
formed and each group can be asked to select a leader for themselves. The leisure time can be
give for debating about the new projects and reward the best group that comes up with the best
suggestions
A talent entry of all the employees is another step in finding human excellence. Self
actualization comes to forefront when the employee gets a chance to fulfill his unfulfilled desires
and when he gets appreciation for the same.
Allow employees for open communication and expression of ideas related to work. In case
any one does a mistake at work allow him to handle it himself. Similarly any conflict resolution
also, let the individual handle it unless and otherwise it requires HR to engage. Allow the
individual or create an atmosphere for him continually improve
A library for all in the HR Department is a boon where self development books, case
studies and actual life stories of people who became big can be kept

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Once a month, a motivational movie can be aired for everyone to see. Satisfying the lower
level need is the beginning step. Product innovation, marketing the product, meeting the
competition, understanding the needs of customers, reaching to them on time- all are lower level
needs that can be achieved once the higher level needs are arrived at.
Socrates believed that one’s excellence will come out only when he internally decides to
bring out that by constantly engaging in conversation with himself, once he is able to gain this
inner experience of excellence, he can present them only the way his thoughts are managed.
Certainly he cannot innovate and create on someone else’s ideas.
Deadlines for productivity, demands, fulfilling assignments are all important for
organization’s excellence, but it has nothing to do with human excellence. Without an engaged
human activity the success of any HR is short lived as is seen in many organizations. Managers
are trained to handle situations, conflicts and team building, without even understanding or
actually going through the same. Such managers at high positions will only add an ornamental
value to the organizations. Many of us work under pressure and so sit up late or go early and do
not take even lunch breaks,. This is not the way organizations work. Give time for relaxation
It would be a great idea if the organizations can have some games and play facilities in their
campus. Personal productivity, job satisfaction and organizational growth are the results of
enhancing the human excellence. Establishment of future requirements of the organisation has to
be kept in mind while recruiting the right candidate for jobs.
Keep all employees involved in each activity, use the leisure time in productive ways,
getting a talent inventory made and use them for bringing them close together, keep a sense of
urgency in work always, allow innovation and creativity, provide positive feedback, remove the
atmosphere of fear from the staff, know your employee personally –are some of the techniques
which contribute to a friendly and effective organizational climate. When employees feel that
they are wanted, a certain degree of involvement comes into their work which signals positive
thought forms. These positive thought forms enhance the growth of the institution.
In sports, the coach is the team leader and he is not liked by all because he is demanding. In
order to get the best out of an athlete he is very strict. Like that in an organisation, the coach is
the HR manager. The only difference here is that he has to be a compassionate human being
4) What should the Hr manager do?
Believe
Believe in the team and believe in the vision of the organisation
Help the team to believe in the vision
Recognize their role in the organisation and tell them that they are important
Make them participate in the whole process of institution building

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Support
Support the team to attain excellence in their work
Motivate them to excel in their field
Challenge them in their field
Allow them to innovate
Allow them to take decisions in their own field
Help them to own responsibility
Achieve
Achieve human excellence when it is identified
Recognize the talents of the employees
Organize programs that will find a way to display the excellence
Start newsletters displaying the skills of the team
Give constructive feed back while people perform
Be genuinely interested in them and show it
Conclusion
A practical guide for every organisation is a must for bringing out human excellence. Just as
HR rules are framed, the corporate ideology for nurturing human excellence should become a
part and parcel of this HR manual. A provision for talent inventory for all the employees is the
second stage. Redressal mechanisms should be strong and transparent and it should create a faith
for the employee in the whole system. Once these preliminary issues of external motivation are
done, the internal enhancement will start by itself. A human centered approach that focuses on
the values, principles and basic goodness in each individual in organizations is the need of the
hour when there is a terrific economic show down. More than systems and documentations, the
basic necessity is the wellness of each human being who is working in the organisation for it and
it is high time that the HR shifts its attention from being a mere recruitment and compensation
settling body to creating a wealth of human excellence for organizations.