PPT on Business ethics

1. PREPARED BY : RAHUL SINGH
FACULTY NAME : MS. ARPITA
INDIAN ETHOS AND VALUES

2. CONTENT

3.  DEFINATION OF ETHICS
 VIEW OF ETHICS
 MODEL’S OF MGMT IN SOCIO-POLITICAL ENV.
 PARAMETER OF SOCIO-POLITICAL ENV.
 WORK ETHOS
 LEVEL OF WORK ETHOS
 INDIAN HERITAGE PRODUCTION &
CONSUMPTION
 TQM
 GUIDING PRINCIPLE IN TQM
CONTENT

4.  INDIAN INSIGHT IN TQM
 PRINCIPLE OF TQM IN INDIAN PERSPECTIVE
 OBJECTIVE OF TQM
 STRESS – IN CORPORATE MGMT.
 FACTOR CAUSING STRESS.
 CAUSES OF STRESS
 EFFECT OF STRESS
 METHOD TO REDUCE STRESS
CONTINUED….

5. ETHICS

6.  ETHICS IS A DISCIPLINE THAT EXAMINE
ONE’S MORALITY OR THE MORAL STANDARD
OF THE SOCIETY.
 ETHICS MEANS EXCEPTED STANDARD IN
TERMS OF YOUR PERSONAL AND SOCIAL
WELFARE .
 ETHICS INCLUDE MORALITY, HONESTY,
ENTRICITY, RESPONSILBLITY ETC.
 ETHICS ATTEMPT TO DISTINGUISH B/W
RIGHT FROM WRONG, GOOD FROM BAD AND
DESIDES A DESIRABLE CONDUCT FROM A
PARTICULAR SET OF SOCIAL
CIRCUMSTANCE.
ETHICS

7. VIEW ON
ETHICS

8.  UTILITARIAN – VIEW OF ETHICS
 RIGHT VIEW ON ETHICS
 THEORY OF JUSTICE- VIA- ETHICS
 INTROGATIVE SOCIAL CONTRAST THEORY
VIEW OF ETHICS

9.  UNDER THIS VIEW ETHICAL DECISION
ARE MADE SOLELY ON THE BASIS OF
OUTCOMES OR CONCISENEOUS.
 IT CONSIDERS HOW TO PROVIDE
GREATEST GOODS FOR THE GREATEST
NO: OF UTILITARIAN.
 IT ENCOURAGE EFFICIENCY AND
PRODUCTIVITY AND INCONSISTENCE
WITH THE GOAL OF PROFIT MAXIMATION.
UTILITIATARIA
N

10.  RESPONSILBLITY AND PROTECTING
INDIVISUAL PRIVELEGES SUCH AS:
 RIGHT TO PRIVACY
 FREEDOM OF CONSICENESS
 FREE SPEECH
 LIFE AND SAFETY.
VIEW ON ETHICS

11.  MANAGER ARE IMPOSE AND
ENFORCE RULE FAIRLY AND
IMPARTIALLY AND DO SO BY
FOLLOWING ALL LEGALS RULES
AND REGULATION.
THEORY OF
JUSTICE

12.  ETHICAL DECISION SHOULD BE
BASED ON EMPLINICAL NORMATIVE
FUNCTION .
 MANAGER NEED TO LOOK AT
EXISTING ETHICAL NORMS IN
INDUSTRY AND COMPANIES IN
ORDER TO DETERMINE WHAT
CONSITUTE RIGHT AND WRONG
DECISION AND ACTION.
INTEROGATIVE SOCIAL
CONTEST

13. INDIAN MODEL OF MANAGEMENT MAY
BE BEST DEFINED ON THE BASIS OF
IMPORTANT PARAMETER OF
MANAGEMENT .
MODEL OF MGMT IN SOCIO-
POLITICAL ENVIRONMENT

14.  DELEGATION OF AUTHORITY
 TRADE UNION
 TRANSFER POLICY
 PERFORMANCE APPRAISAL
 CUSTOMER’S GRIEVANCES
 PLANNING
 RECRUITMENT AND SELECTION
 HUMAN RESOUCES AND DEVELOPMENT
 TRANING AND DEVELOPMENT
 EMPLOYER’S EMPLOYEE RELATIONSHIP
PARAMETER OF MANAGEMENT
ARE AS FOLLOWS

15.  ALTHOUGH DELGATOIN OF
AUTHORITY IS A SIGNIFICANCE
FUNCTION OF MGMT BUT IT IS
NEARLY AN INFORMAL ACTIVITIES.
 EXCESSIVE CENTRALIZATION IS
PRESENT IN IT. SUBORDINATE ARE
ALWAYS OR IN MOST OF THE CASE
UNWILLING TO ACCEPT
RESPONSILBLITY DUE TO SUCH
CONDISTION DECISION ARE ALWAYS
CENTRALISED.
DELEGATION OF
AUTHORITY

16.  IN INDIAN CORPORATE SECTOR
TRADE UNION ARE ALWAYS DEALT
AS AN ENEMY OF EMPLOYERS.
 THE TRADE UNION ON THEIR PARTS
ARE ALWAYS PRESSURING THE
EMPLOYEES FOR THE BENEFITS OF
THEIR MEMBER. TRADE UNION ARE
NOW JUST AS FORMALITY AND TO
ENJOY POLITICAL INFLUENCES.
TRADE UNION

17.  IN INDIAN PUBLIC SECTOR, THERE
ARE RARE TRANSFER POLICIES
 SUCH POLICIES EXIST ONLY ON
PAPERS, TRANSFER ARE BASICALLY
DONE ON THE BASIS OF
PUNISHMENT, FOVORITISM AND
RECOMMENDATION .
 IN PRIVATE SECTOR SOME
TRANSFER POLICY STILL EXIST BUT
THAT’S TO FOR TOP LEVEL
EMPLOYEES.
TRANSFER POLICY

18.  IT MEANS EVALUATION OF
PERFORMANCE OF AN
EMPLOYEE.
 IN INDIAN MGMT MODEL THERE
IS NO CONCRETE APPRAISAL
SYSTEM.
 APPRAISAL IS NOT DONE ON
THE BASIS OF ACTUAL
PERFORMANCE
APPRAISAL

19.  IN PRACTICAL SITUATION SUCH SYSTEM
SELDOM(RAIRELY) USED AND GRIEVANCE
ARE DEALT MOSTLY ON THE BASIS OF
MUTUAL SETTLEMENT.
 BUT NOW A DAYS, DUE TO EXCESSIVE
COMPETITVE ATMOSPHERE COMPANIES
HAVE STARTED GIVING FIRST PREFERENCE
TO CUSTOMER GRIEVENCE.
CUSTOMER
GRIEVENCE

20.  INDIA HAS A WELL ESTABLISHED PLANNING
COMMISION UNDER PRIME MINISTER WHICH
FORMULATE FIVE YEAR PLAN.
 IN PRIVATE CORPORATE SECTOR, A
SPECIALLY A MEDIUM AND SMALL SCALE
FARMS ONLY SHORT RANGED PLANNING IS
IN EXISTENCE. INDIA HAS HARLDY BEEN
ABLE TO ACHIEVED ANY FIVE YEAR PLAN
OBJECTIVE IN A SUCESSFUL MANNER DUE
TO LACK OF PROPER IMPLEMENTATION OF
PROGRAMS.
 PROFIT MAXIMIZATION IS THE SOLE
CONSIDERATION OF BUSINESS
ORGANIZATION NEGLECTING OTHER
PLANNING

21.  IN PUBLIC SECTOR MOST OF THE
RECRUITMENT AND SELECTION IS DONE ON
THE BASIS OF RECOMMENDATION
REFERENCE OF PRESENT EMPLOYEES ARE
GIVING THE PRIORITY PROVIDING LESS
IMPORTANCE TO THE PERFORMANCE OF
THE DESIRED CANDICATE.
RECRUITMENT AND
SELECTION

22.  NO PROPER POLICY OF EMPLOYEES
MOTIVATION AND LEADERSHIP EXIST IN
REALITY .
 DECISION ON PROMOTION AND TENURE OF
SERVICE ARE BASED ON RECOMMENDATION
AND REFERENCE RATHER THAN
PERFORMANCE
 AN AMBIGOUS HUMAN RESOURCES POLICY
IS A MAIN CAUSE OF EMPLOYED
DISSATISFACTION
HUMAN RESOURCES AND
DEVELOPMENT

23.  NO PROPER POLICY TO DETERMINE THE
NEED OF TRAINNING AND DEVELOPMENT .
 EXPENCES ALLOCATION FOR TRAINNING IS
VERY LESS.
 NO PROPER ATMOSPHERE TO LEARN AND
UNDERSTOOD THE IMPORTANCE OF THE
CONCEPT OF TRAINING ON DEVELOPMENT.
TRAINNING AND
DEVELOPMENT

24.  RELATION SHIP BETWEEN EMPLOYEE AND
EMPLOYER ARE NOT VERY CORDIAL
(UNDERSTANDING) AND COMFORTABLE.
 EMPLOYER ARE AT LOWER LEVEL ARE
GIVEN VERY LOWER AUTONOMY (POWER
AUTHORITY) .
 THEY HARLDY PARTICIPATE IN ANY MGMT
FUNCTION, EMPLOYEES ARE THREATED
JUST AS COMMODITY OR COST CENTERS.
EMPLOYER EMPLOYEE
RELATIONSHIP

25. WORK
ETHOS

26. WORK ETHOS CAN BE
DEFINED AS THE
PRINCIPLES, VALUES,
NORMS, REQUIRED TO BE
FOLLOWED WHEN AN
INDIVISUAL IS AT WORK
WORK ETHOS

27. DIFFERENT
LEVEL OF
WORK ETHOS

28.  DISCIPLINE
 COMMITMENT AND ACCOUNTABLITY
 LOYALITY
 RESPONSILBLITY
 WORK CULTURE
CONTENT

29.  IT IS MAINLY CONFINED TO
COMING AT WORK ON TIME,
BEHAVING WITH RESPECT AND
DIGNITY TO SUBORDINATES,
COLLEAQUE AND SUPERIORS,
STAFFING PROPERLY AT WORK
DURING WORKING HRS, NOT
WASTING WORK TIME.
DISCIPLINE

30.  WORK ETHICS IS ALSO ABOUT THE
COMMITMENT AND ACCOUNTABLITY.
 TO KNOW DOES THE WORKER FEEL
RESPONSILBE FOR THE TASKS ASSIGNED
TO HIM.
 THE ONE WHO MAKE ALL POSSIBLE
EFFORTS TO ACCOMPLISHMENT THE WORK
IN THE TIME AND ALSO IN A SATISFYING
MANNER.
COMMITMENT AND
ACCOUNTABLITY

31.  WORK ETHICS IS ALSO DEALTS
WITH LOYALITY TOWARDS THE
ORGANIZATION, BY NOT
TALKING NEGATIVELY ABOUT
THE ORGANIZATION, BY
PROTECTING THE INTREST OF
THE ORGANIZATION.
LOYALITY

32.  PEOPLE IN THE ORGANIZATION
HAVE DIFFERENT ATTITUDE
TOWARD AT THEIR WORK. THIS CAN
BE NOTICES THOURGH JOB
DESCRIPTION, PERFORMANCE,
EVALVATION CARREER
DEVELOPMENT, FORMAL TRAINNING
ETC.
RESPONSILBLIT
Y

33.  INDIA HAS CONSIDERED HAS STRONG
WORK CULTURE WHICH INCLUDES
PUNCTUALLITY, PROPER DRESS CODE,
PROPER BEHAVIOUR AND RESPECT
TOWARDS YOUR SUPERIOR, PEERS AND
SUBORDINATES , STRICTLY FOLLOWING THE
RULES AND REGULATION OF THE
ORGANIZATION.
 A GOOD WORK CULTURE CAN ALSO BE
INTRODUCE THROUGH EFFECTIVE
INDUCTION PROGRAM.
WORK CULTURE

34. INDIAN
HERITAGE
PRODUCTION
AND
CONSUMPTION

35.  TO INDIAN HERITAGE TO MEN’S ATTITUDE
TOWARD HIS SOCIAL EXISTENCE SHIFTED
TOWARD DUTIES OBLIGATION AND
SACRIFICE.
 HE BELIEVED IN “SIMPLE LIVING AND HIGH
THINKING.”
 INDIAN HERITAGE EMPHASIZED THAT THE
ASSENT OF CIVILIZATION LIES NOT IN
MULTIPLICATION OF QUANT BUT IN THE
PURIFICATION OF HUMAN CHARACTER.
INDIAN HERITAGE PRODUCTION AND
CONSUMPTION

36.  FROM THE POINT OF BUDDHIST, ECONOMICS
PRODUCTION FROM LOCAL RESOURCES FOR LOCAL
NEEDS IS THE MOST RATIONAL WAYS OF ECONOMIC LIFE.
 DEPENDENCE OF IMPORT AND CONSEQUENT NEEDS TO
PRODUCE FOR EXPORT IS HIGHLY UNECONOMIC.
 NOW DAYS A BULK OF NON RENEWABLE RESOURCES
LIKE COAL AND OIL ARE BEING WASTEFULLY USED IN
PRODUCTION OF GOOD AND SERVICES THAT ARE NOT
REALLY USEFUL TO MAN.
 IN THE BUDDHIST ECONOMIC PLANNING NON
RENEWABLE AND SCARES RESOURCES WOULD BE
CONSERVED BECAUSE THE PRIORITIES IN PRODUCTION
WOULD BE DETERMINED ACCORDING TO THE MAN BASIC
NEED OF FOOD, CLOTHING AND HOUSING. RATHER THAN
PRODUCING ARMS, DRUGS, ALCOHOL AND HARMFUL
CHEMICALS.
 PRODUCTION FOR BASIC REQUIREMENT SHOULD BE
INDIAN HERITAGE FOR
PRODUCTION

37.  ACCORDING TO MODERN ECONOMIES A MAJOR
OF STANDARD OF LIVING IS JUDGED BY THE
AMOUNT OF ANNUAL CONSUMPTION.
 WHEREAS A BUDDHIST ECONOMIST WOULD
CONSIDER THIS APPROACH TOTALLY
IRRATIONAL; SINCE CONSUMPTION IS MAINLY
THE MEANS TO HUMAN WELL BEING.
 RATHER THE AIM SHOULD BE TO OBTAIN THE
MAXIMUM WELL BEING WITH MINIMUM OF
CONSUMPTION.
INDIAN HERITAGE FOR
CONSUMPTION

38. INDIAN HERITAGE
FOR OTHER
ECONOMIC
ACTIVITIES

39.  A PERFORMANCE OF THE PLANT IS JUDGED BY
THE CRITERIA HOW QUICKLY A COUNTRY IS
ABLE TO INCREASE ITS PER CAPITA INCOME.
 THE BUDDHIST ECONOMIC SYSTEM OR INDIAN
HERITAGE SYSTEM NOT PAY MUCH ATTENTION
OF PER CAPITA INCOME BECAUSE IT’S ONLY A
STATICS FIGURE. IN INDIAN HERITAGE ONLY
GOOD VALUE CAN INCREASE A MANS MATERIAL
AND SPIRITUAL WELL BEING.
 IT WOULD EXCLUDE HARMFUL DRUGS,
ALCOHOLICALLY LIQUORS, NARCOTICS,
WEAPONS, SLAUGHTER OF ANIMALS, CHEMICAL
THAT ARE DANGEROUS TO MAN AND WHICH
WOULD ULTIMATELY RESULT IN MORAL AND
MATERIAL DEGRADATION
INCREASE IN PER CAPITA INCOME AND
HUMAN WELFARE

40.  ANOTHER OF MODEL DEVELOPMENT
PLANNING IS TO FULL USE OF THE
PRODUCTIVE RESOURCES OF A COMPANY.
BUDDHISM ADVOCATES ECONOMIC USE OF
RESOURCES IN THE INTEREST OF MAN.
 AVOIDING INDISCRIMINATE AND
IRRESPONSIBLE USE OF RESOURCES. AN
INDIAN WOULD USE RESOURCES
RATIONALLY WHILE PROMOTING THEIR
CONSERVATION. BY REPLICATING FOREST
RESOURCES MAN DESTROY AT ONE
STROKE, WHAT NATURE HAS TAKEN
THOUSAND OF YEARS TO BUILD.
USE OF RESOURCES

41.  THE PROVISION OF FULL EMPLOYMENT IS AN
IMPORTANT OBJECTIVE IN ALL DEVELOPMENT
PLANTS BUT BUDDHIST ECONOMIST PAYS MUCH
GREATER ATTENTION TO THIS BECAUSE
ACHIEVEMENT OF OTHER OBJECTIVE DEPENDS
UPON IT.
 BUDDHA SAID POVERTY SHOULD BE
ELIMINATED AND A COUNTRY SHOULD PROSPER
BY PROVIDING EMPLOYMENT TO EVERY ONE
SINCE EMPLOYMENT IS THE SOURCE OF
INCOME FOR EVERY INDIVIDUAL FOR THEIR
SURVIVAL BUDDHIST BELIEF ONE WAY TO
PROVIDING MORE EMPLOYMENT IS TO USE
MORE MAN THEN MACHINES IN PRODUCTION
TECHNOLOGY SHOULD NOT BE ALLOWED TO
DOMINATE MAN .
EMPLOYMENT

42.  BUDDHA HAS ADVISED LAYMEN TO SAVE
ONE FOURTH OF WHAT THEY EARN .
 IF A NATION COULD LIMIT CONSUMPTION TO
THREE FOURTH OF THE NATIONAL PRODUCT
IT WOULD BE SAVING ONE FOURTH WHICH
COULD BE INVESTED FOR DEVELOPING THE
ECONOMY.
 THIS IMPLIES THAT AT LEAST ONE FOURTH
OF THE TOTAL PRODUCTION OF THE
COMMUNITY WOULD BE SET ASIDE FOR THE
FUTURE.
PUBLIC AND PRIVATE SAVING

43. TOTAL QUALITY
MANAGEMENT

44.  TQM IS A CONTINIOUS PROCESS OF
IMPROVEMENT , FOR INDIVISUAL, GROUP OF
WORKERS AND ALL THE WHOLE ORGANIZATION
TOWARDS QUALITY.
 TQM IS A PARTICIPATIVE PROCESS BECAUSE
EVERY EMPLOYEE IN THE ORGANIZATION IS
INVOLVED AND EXPECTED TO TAKE
RESPONSILBLITY FOR IMPROVING THE QUALITY
EVERY MOVEMENT.
 YOU CAN ONLY IMPROVE THAT “ WHICH YOU
CAN “MEASURE “ “BUDDHA” HAS SAID “BE
BECOME WHAT WE THINK” WHICH IMPLIES WHAT
IT IS THOUGHT ABOUT A BUSINESS AND WE CAN
IMPROVE.
TQM : TOTAL QUALITY MANAGEMENT

45. FOUR GUIDING
PRINCIPLE INTO
TQM

46. DO IT RIGHT THE FIRST
TIME
BE CUSTOMER ORIENTED
TEAM EMPOWERMENT
CONTINIOUS
IMPROVEMENT

47.  THIS CAN BE FULLFILL ONLY WHEN , WHEN
THE RIGHT INFORMATION IS PROVIDED TO
THE ALL LEVELS OF THE ORGANIZATION.
 SO THAT DECISION CAN BE TQM QUALITY
ORIENTED
DO IT RIGHT , FIRST
TIME

48.  BUSINESS CONSIDERED CUSTOMER AS
THEIR KING .
 THUS GOODS AND SERVICES RENDERED TO
THEM MUST MEET THEIR SATISFACTOR AND
DEMANDING LEVELS.
 CUSTOMER NOW A DAYS FOCUS ON THE
QUALITY OF THE PRODUCT EVEN IF THEY
HAVE TO PAY MORE.
CUSTOMER ORIENTED

49.  THE MORE PEOPLE FEEL INVOLVED
THEMSELVES IN GROUP OR IN A TEAM, THE
GREATER WILL BE THEIR COMMITMENT TO
THE ORGANIZATION, ITS GOODWILL ,
CUSTOMER SATISFACTION AND QUALTIY
TEAM EMPOWERMENT

50.  IT RECOGNIZE THAT HOW MUCH MAY HAVE
IMPROVE, SINCE THERE ARE NO LIMITATION
IN THE EXCEPTATION OF CUSTOMER OF
QUALITY.
 THEREFORE CONTINIOUS IMPROVEMENT
MUST BE ESTABLISH WITH THE
EVERCHANGING AFFAIRS IN THE BUSINESS.
CONTINIOUS
IMPROVEMENT

51. INDIAN
INSIGHT
INTO TQM

52.  NOTHING IS PERFECT , THERE IS ALWAYS A
BETTER WAY OF DOING THINGS.
 HENCE TQM IS ONGOING PROCESS.
 THE INDIAN INSIGHT INTO TQM INDICATES THAT
“ MIND” IS THE MASTER OF TOTAL EXCELLENCE
OF PERFORMANCE IN ANY FIELD OF ACTIVITY.
 MIND IS A ENERGY SOURCE OF ALL THE PEOPLE
IN THE ORGANIZATION TO REALIZE MISSION.
 MANPOWER GOVERN THE QUALITY OF
COLLECTIVE MINDS.
 TOTAL QUALITY OF MIND DETERMINES THE
QUALITY OF THOUGHT, PERCEPTION ,IDEOLOGY,
ATTITUDES AND ACTION THAT CONTROL TOTAL
QUALITY OF PRODUCT AND SERVICES
PROVIDED BY ANY ORGANIZATION.
INDIAN INSIGHT INTO
TQM

53.  A HUMAN HAVE CERTAIN QUALITIES:
SATVA
RAJSIC
TAMSIC
REFLECT KNOWLEDGE,WISDOM AND INTELLIGENCE
REFLECT ACTIVITIES, PASSION, FEELING,
EMOTION,WILLPOWER,FAME, QUEST
REFLECT IGNORANCE,
LAZINESS,POOR,INDESCRIMATION, ILLOGICAL.
ACCORDING TO INDIAN INSIGHT

54. DOMINANCE OF SATVA AND RAJSIC QUALITIES
GIVES RISE TO POSITIVE RE-INFORCEMENT WHICH
LEADS TO EXCELLINCE AND SELF IMPROVEMENT
WHEREAS
DOMINANCE OF RAJSIC AND TAMSIC
CREATE NEGATIVE SKILLS

55. IF WE GO INTO DETAILS OF TQM WE WILL FIND
THAT IT IS NOT ONLY A SIMPLE CONCEPT BUT
THERE ARE SIX FACTORS OF QUALITY IN A
PERSON
THE PERSON
HIMSELF
HIS PEER
(COLLEGUES)
HIS LEADER
TOP MANAGEMENT
HIS FAMILY
TEACHER, GUIDE

56. PRINCIPLES OF
TQM IN INDIAN
MANAGEMENT

57.  TQM REQUIRES TOTAL QUALITY MIND OF A
QUALITY PERSON IN CORE ENTIRE SYSTEM
 DIVINE PRINCIPLE OF “WORK IS WORKSHIP”
LEAST TO PERFECTION AND COMPLETION.
 KNOWLEDGE REST IS DEVINE POWER.
 THE BEST ART TO DO A WORK WITH
PERFECTION IS TO COME FIRST
SELFLESSELY TOWARD WORKS, ONLY THEN
IT TURN TO BE WORKSHEET.
 THEN THE TOTAL QUALITY OF WORK WILL BE
IN SUPREME POSITION AND IN A WINNING
SITUATION, WHERE SUCCESS IS ASSURED.
PRINCIPLE OF
TQM

58. OBJECTIVE OF
TQM

59. OBJECTIVE OF TQM
 IT WILL ENRICH THE TOTAL QUALITY OF
WORK, PRODUCT AND SERVICES, PERSON
ALSO
 THE EMPLOYEE WILL BECOME SELF
DEPENDENT AND SELF MANAGES
 THE EMPLOYEE AS A PERSON WILL BECOME
QUALITY CONSIOUS
 THE EMPLOYEES WILL BECOME SELF
DISCIPLINE
 ANOTHER HIDDEN OBJECTIVE IS THAT IF WE
WORK WITH LOVE AND DEVOTION , THE
GLOW OF BLISSFULLNES WILL BE PROVIDED

60. STRES
SPROBLEMS RELATED TO STRESS IN
CORPORATE MANAGEMENT IN INDIAN
PERSPECTIVE

61.  WHEN A PERSON IS NOT ABLE TO COPE
WITH THE ENVIRONMENT AND
SURROUNDING AND CANNOT MAINTAIN
PROPER BALANCE.
 IN OTHER WORDS WHEN DEMANDS ON A
PERSON FROM THE ENVIRONMENT ARE
MORE AND HIS OUTPUT IS LESS BECAUSE
OF HIS FAILURE THEN PERSON IS UNDER
STRESS.
DEFINATION OF STRESS

62. EFFECT OF
STRESS
 BOTH POSITIVE AND NEGATIVE EFFECT ARE
FOUND DUE TO STRESS.
 THERE SHOULD BE LITTLE STRESS IN ORDER
TO COMPLETE THE WORK ON TIME
EFFECTIVELY AND EFFECIENTLY
 TOTAL ABSENCE OF STRESS MAY LEAD TO
ABNORMALITY AND LOSS. THUS STRESS
CANNOT BE ESCAPED BUT IT SHOULD BE
MANAGED.

63. ACCORDING TO S.P
ROBBINS
“STRESS IS A DYNAMIC CONDISITION IN WHICH AN INDIVIDUAL IS
CONFRONTD WITH AN OPPORTUNITY CONSTRAINT OR DEMANDS
RELATED TO WHAT HE/SHE DESIRES FOR WHICH OUTCOME IS
PERCEIVED TO BE BOTH UNCERTAIN AND IMPORTANT

64. FACTOR CAUSING
STRESS
PERSONAL FACTOR
SITUATIONAL FACTOR
ENVIRONMENTAL
FACTOR
INCLUDES PHYSICAL AND
PHYSCHOLOGICAL PROBLEMS
INCLUDING CONFLICT, ACCIDENT,
COMPETITION OR SUDDEN IMPACT
INCLUDING NATURAL CALAMITIES

65. CAUSES OF STRESS
 HIGH EXPECTION
 EXCESSIVE COMPETION
 INSTABLITY AND INSECURITY
 OVER BURDEN OF WORK
 UNHEALTHY PERSONAL RELATIONSHIP WITH CO-
WORKER OR SUPPLIERS
 MISBEHAVIOR FROM MANAGEMENT OR
COLLEAGUES
 FAMILY PROBLEMS
 CONFLICT
 UNHEALTHY WORKING CONDISITION AND
UNHEALTHY ENVIRONMENT
 EXCESSIVE WORKING HOURS
 DESIRE FOR STATUS OR SELF-ESTEEM

66. EFFECT
OF
STRESS

67. PSYCHOLOGICAL REACTION
 ANXIETY
 DEPRESSION
 DECREASING IN SATISFACTION
 FRUSTATION
 TENSION
 IMPATIENCE
 UNPLESENT FEELING AND INABILITY TO
RELAX ETC

68.  UNDER FATIGUE
 HEADACHE
 UNEASINESS
 HYPERTENSION OR HIGH BLOOD PRESSURE
 HEART PROBLEMS
 ASTHAM
 ETC
PHYSICAL REACTION

69.  IN COOPERATIVE
 QUARRELSOME
 AGGRESSIVE
 INEFFICIENT
 LOW QUALITY OF PERFORMANCE
 LACK OF CONCENTRATION AND IRREGULAR
ETC
BEHAVIORAL REACTION

70. THE ANSWER TO STRESS CAN BE
FOUND IN THE VERY LETTERS OF
WORD
“STRESS”

71. S
R
T
E
S
S
STRENGTH
TRAFFIC CONTROL
RE-DESIGN
ERASE
SHARING
SURRENDER TO LORD

72. S STRENGTH
 PHYSICAL, EMOTIONAL, INTELLECTUAL AND
SPRITUAL.
 PROPER DIET,EXERCISE AND PRANAYAMA
TECHNIQUES HELP TO REDUCE STRESS AT
PHYSICALLY .
 THROUGH SATSANG AND APPROPIATE
LEARNING GAINED THEREIN , THE MIND CAN BE
STRENGHTENED.
 LOVE, COMPASSION AND FRNDSHIP ARE
VALUABE STRENGTH.
 “RABINDRANATH TAGORE , IN A POEM, PRAYS TO
LORD NOT TO REMOVE ALL OBSTACLES, BUT
INSTEAD, HE ASK FOR STRENGHT TO BEAR
THEM
 “BEFORE START OF MAHABARTA WAR ARJUN
WAS SEIZED WITH EMOTIONAL WEAKNESS AND
HE REFUSED TO FIGHT THE WAR. LORD KRISNA

73.  WE NEED TO REGULATE AND CONTROL OUR
THOUGHT .
 EAT WHILE EATING
 WORK WHILE WORKING
 LEAVE THE HOME AND OFFICE IN THE
OFFICE
 WORRYING ONLY REDUCE EFFICIENCY AND
THEN EVEN SIMPLE TASKS CANNOT BE
COMPLETED CORRECTLY AND IN TIME
T TRAFFIC CONTROL

74.  WE TEND TO VIEW LIFE AND OURSELFES
THROUGH OUR OWN PHILOSOPHY
 A RE-ADJUSTMENT OR REORIENTATION IN
THIS PHILOSPHY INCREASE OUR CAPACITY
TO BEAR HEAVIER LOADS
R RE-DESIGN

75.  EGO
 ANGER
 FEAR
 JEALOUSLY
 ALL THESE ARE NEGATIVE EMOTIONS THAT
REDUCE EFFICIENCY, LEADING TO MENTAL
WEAKNESS, CUASING STRESS.
E ERASE

76.  SHARE YOUR WEALTH
 KNOWLEDGE
 WORKLOAD
 ANYTHING ELSE YOU HAVE
S SHARING

77.  FREE YOUR MIND FROM THE WEIGHT OF
WORRIES AND BECOME AN INSTRUMENT
 ADOPTING AN ATTITUDE OF SERVICE
 THIS ATTITUDE WILL ENSURE EFFICIENCY ,
SUCESS AND FREEDOM FROM STRESS.
S SURRENDER TO LORD

78. METHOD
TO REDUCE
STRESS

79.  BY DEVELOPING CERTAIN HOBBIES LIKE GAMES,
PAINTING, READING, PHYSICAL EXERCISE ETC
 INVOLVES ONE SELF IN GROUP ACTIVITIES
 MEDITATION, SPRITUALITY OR YOGA
 BECOMING GOOD AND PATIENT LISTNER THAN A BIG
TALK
 POSITIVE THINKING/OPTIMISTIC APPROACH
 BY DOING JOB OF SATISFACTION
 CHOOSING SUITABLE COMPANY
 AVOIDING OVERBURDEN OF WORK AND
UNFAVOURABLE CONDISITION
 MAKING CORDIAL RELATION WITH SURROUNDING
PEOPLE
 AVOIDING LIES , GIMMAKES AND UNCERTAINITY.