Spirituality in Business: Dharma Marketing

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Dharma Marketing aims to bring spirituality into business practices in three ways: 1) Using proximity marketing to reach the deepest human psyche and connect with customers' spiritual values like in eastern traditions. 2) Encouraging organizational self-knowledge so companies understand how human spirituality impacts employee attitudes and decision-making. 3) Rethinking organizational relationships to build more meaningful and transparent connections between companies and stakeholders by focusing on shared human purpose over individual motivations.

Economy & Finance Business

Dharma Marketing Spirituality in Business

1 -PROXIMITY MARKETING 2 - ORGANIZATIONAL SELF-KNOWLEDGE 3 - RETHINKING ORGANIZATIONAL RELATIONS

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3 - RETHINKING ORGANIZATIONAL RELATIONS ,[object Object]

In recent decades, the topic of spirituality in organizations, are increasingly trepidations the researchers that it will be remembered as a benevolent of intelligence. Nowadays, the two concepts of spirituality and ethicality are extensively debated by organizations. Spiritual intelligence is defined as a set of mental capacities which contribute to the awareness, integration, and adaptive application of the nonmaterial and transcendent aspects of one’s existence, leading to such outcomes as deep existential reflection, enhancement of meaning, recognition of a transcendent self, and mastery of spiritual states. Spiritual intelligence concerns the ability to become more conscious of the lower motivations (i.e. fear, greed, ego) and how to transform these to higher motivations that are more sustainable (i.e. creativity, serving the community, etc.).The term “ethical behaviour” refers to how an organization ensures that all its decisions, actions, and stakeholder interactions conform to the organization’s moral and professional principles. The objectives of the research is to examine the influence of spiritual intelligence and human values on ethical behavior in selected ITES Organizations in Bangalore and to find and use the deepest inner resources(Spiritual Intelligence & Ethical Behavior) from which comes the capacity to care and the power to tolerate and adapt in ITES Research instruments in a form of a questionnaire will be used to obtain data from managers and employees about their spiritual intelligence and humane values of selected ITES Organizations in Bengaluru. Spiritual intelligence is defined as a set of mental capacities which contribute to the awareness, integration, and adaptive application of the nonmaterial and transcendent aspects of one’s existence, leading to such outcomes as deep existential reflection, enhancement of meaning, recognition of a transcendent self, and mastery of spiritual states. Spiritual intelligence represents the extent to which higher values, meaning and a sense of purpose influence an individual’s decisions and actions. Spiritual intelligence concerns the ability to become more conscious of the lower motivations (i.e. fear, greed, and ego) and how to transform these to higher motivations that are more sustainable (i.e. creativity, serving the community, etc. This research will try to study the understanding of the connection of spiritual intelligence and human values, as well as the influence they have on employees and managers ethical behavior.

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Work 1.jpeg Work 2.jpeg Work 3.jpeg Work 4.jpeg Work 5.jpeg work 6.jpeg work 7.jpeg Work Grading.jpeg Managing Conflict: Audio Interviews Healthy Conflict in Public Administration Interviewer: Workplace conflict is a natural and healthy aspect of organizational success, but in some instances, it can also be detrimental. From your perspective, should the public administrator promote a culture where health conflict is expressed and utilized toward achieving organizational goals, and if so, how should he or she do achieve this organizational culture? Representative Keith Ellison United States Congressman, 5th District of Minnesota Washington, D.C. Well, the public administrator has to understand that conflict is like gravity, it is there, it will be there, there is no such thing as conflict-free environment, nor should there be. The sales force wants to sell as many products as they can. The accounting group wants to make sure that the organization is safe and sound and solvent. Sometimes these two goals are at cross purposes, and they should be—what the administrator and the leader needs to do is to create an environment where mistakes are OK, where conflict is OK, where people can disagree, where somebody can say that I think that so-and-so is wrong and that so-and-so will have enough trust to know that it is, one, not personal. Two, not designed to thwart their progress in the organization. Three, that it is sincerely meant. I mean, the leader needs to set that tone, and sometimes that means the leader needs to let people critique them, and that sends a message that, critique and difference of opinion is OK here. Now, of course at some point we need to get it together and make a decision, but you have got to make a deliberate and conscious effort to make sure that you have an environment in which people can give criticism and people can take it. This is learned behavior. This does not just spring up overnight, this is learned behavior, and you have to practice it and you have to deliberately implement a process for conflict resolution, honesty, and trust. In that way you are always going to be able to anticipate problems as they arise. Conflict should be looked at as early warning system. State Senator Katie Sieben Minnesota State Senator, District 57 St. Paul, MN There is certainly no lack of conflict in the Minnesota Senate and it is not, as most people would think, it is not along partisan lines always or has been usually. So I do not have any real good advice to how to promote it because it just comes so naturally to us in the legislative setting. Ms. Deborah Chase City Council Member 1998 - 2003, Mayor 2002 - 2003 City of Kennmore Conflict ignored always grows, so you absolutely have to address that. And providing a healthy environment where it is okay to disagree or at least discuss the disagreement, so that everyone understands where each other is coming from is critically important in order .

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