contributor person development work contributor personality development workbook r

Contributor Personality Development Workbook



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Index

No. Date Name of the Unit Professor’s Signature Remark

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38

Who is a Contributor?UNIT 1:

by

Swami VivekanandaContributor Personality Program

An Adani Group Initiative

for students and faculty of Gujarat Technological University

University Services

...Values + Effectiveness

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COPYRIGHT DECLARATION

Booklet printed from

Who are Contributors? How are they fundamentally different

from Non-contributors in their overall approach to work, to

other human beings, to society as a whole? Explore these

ideas in this unit.

Who is a Contributor?

Swami Vivekananda speaks to you pg. 2-5

Concept Exploration pg. 6-11

Concept Application pg. 12-23

Field Work (projects) pg. 24

UNIT 1:

...Values + Effectiveness

2 0F 25 © NOVEMBER 2011; ALL COPYRIGHTS ARE OWNED BY ILLUMINE KNOWLEDGE RESOURCES PVT. LTD. | STUDY BOOKLET

UNIT 1: WHO IS A CONTRIBUTOR?

A man comes; you know he is very learned, his language is beautiful, and he speaks to you by the hour; but he does not make any impression. Another man comes, and he speaks a few words, not well arranged, ungrammatical perhaps; all the same, he makes an immense impression. Many of you have seen that. So it is evident that words alone cannot always produce an impression. Words, even thoughts contribute only one-third of the influence in making an impression, the man, two-thirds. What you call the personal magnetism of the man — that is what goes out and impresses you.

In our families there are the heads; some of them are successful, others are not. Why? We complain of others in our failures. The moment I am unsuccessful, I say, so-and-so is the cause of the failure. In failure, one does not like to confess one’s own faults and weaknesses. Each person tries to hold himself faultless and lay the blame upon somebody or something else, or even on bad luck. When heads of families fail, they should ask themselves, why it is that some persons manage a family so well and others do not. Then you will find that the difference is owing to the man — his presence, his personality.

Narendranath, was known for his keen intellect and prodigious memory. He acquired a thorough grasp of various subjects during his school and college years, especially Western logic, philosophy and history. He questioned the validity of superstitious customs and discrimination based on caste and refused to accept anything without rational proof and pragmatic test.

In his college years, Narendra went about

asking many religious leaders of the time

whether they had a direct experience of

God, but could not get answers which

satisfied him. His quest brought him

finally to Sri Ramakrishna. Thus began a

guru-disciple relationship which is quite

unique in the history of spiritual masters.

Dakshineshwar Temple, Kolkata

Meeting his Guru, Sri Ramakrishna

Ancestral home of Swami Vivekananda in North Kolkata

The young Narendranath Dutta (later Swami Vivekananda)

Life Snapshot 1

Life Snapshot 2

Swami Vivekananda speaks to you

“What is personality?”

“

“

© NOVEMBER 2011; ALL COPYRIGHTS ARE OWNED BY ILLUMINE KNOWLEDGE RESOURCES PVT. LTD. | STUDY BOOKLET 3 OF 25

SWAMI VIVEKANANDA CONTRIBUTOR PERSONALITY PROGRAM

Life Snapshot 3

Life Snapshot 4

Coming to great leaders of mankind, we always find that it was the personality of the man that counted. Now, take all the great authors of the past, the great thinkers. Really speaking, how many thoughts have they thought? Take all the writings that have been left to us by the past leaders of mankind; take each one of their books and appraise them. The real thoughts, new and genuine, that have been thought in this world up to this time, amount to only a handful.

Read in their books the thoughts they have left to us. The authors do not appear to be giants to us, and yet we know that they were great giants in their days. What made them so? Not simply the thoughts they thought, neither the books they wrote, nor the speeches they made, it was something else that is now gone, that is their personality. As I have already remarked, the personality of the man is two-thirds, and his intellect, his words, are but one-third. It is the real man, the personality of the man, that runs through us. Our actions are but effects. Actions must come when the man is there; the effect is bound to follow the cause.

Wandering Years

At the Parliament of Religions, Chicago

In 1891, the Swami embarked on a 2-year

long journey of exploration and discovery

of India. During these years, a mission

grew in him. He said, “I have travelled all

over India. But alas, it was agony to me,

my brothers, to see with my own eyes the

terrible poverty and misery of the masses,

and I could not restrain my tears! It is now

my firm conviction that it is futile to preach

religion amongst them without first trying to

remove their poverty and their suffering...”

In 1893, Swami Vivekananda made his

debut on the world stage when he opened

his first short speech at the Parliament.

His first five words – “Sisters and Brothers

of America ...” – resulted in a standing

ovation of several minutes by nearly six

thousand present there. From being a

wandering monk with no credentials to

speak at the Parliament, the Swami was

lionized by the press as an “Orator by

divine right” at the end of his lectures.

“

“



Now, we see that though this is a fact, no physical laws that we know of will explain this. How can we explain it by chemical and physical knowledge? How much of oxygen, hydrogen, carbon, how many molecules in different positions, and how many cells, etc., etc. can explain this mysterious personality? And we still see, it is a fact, and not only that, it is the real man; and it is that man that lives and moves and works, it is that man that influences, moves his fellow-beings, and passes out, and his intellect and books and works are but traces left behind ...

The Swami’s lectures took the West by

storm. Between 1893 to 1896, Swami

Vivekananda laid the foundations of

Vedanta in America and England. England

contributed to him very valuable friends

and disciples who were to play a very

important role in his work in India.

The home-coming of the Swami was a great

event in the history of Modern India, for

a united India rose to do him honour. For

about 4 years the Indian public had been

made aware that the Swami was doing the

great work of presenting and interpreting the

glories of the Eternal Religion and to carry her

banner throughout the Western nations.

Travels in America & England

Rousing Reception in India

The ideal of all education, all training, should be this man-making. But, instead of that, we are always trying to polish up the outside. What use in polishing up the outside when there is no inside? The end and aim of all training is to make the man grow. The man who influences, who throws his magic, as it were, upon his fellow-beings, is a dynamo of power, and when that man is ready, he can do anything and everything he likes; that personality put upon anything will make it work.

“

“

Life Snapshot 5

Life Snapshot 6



Each one can grow and strengthen his personality. This is one of the great practical things, and this is the secret of all education. This has a universal application. In the life of the householder, in the life of the poor, the rich, the man of business, the spiritual man, in every one’s life, it is a great thing, the strengthening of this personality…

Lectures from Colombo to Almora

Impact on India’s Leaders

“I have gone through his works

very thoroughly, and after having

gone through them, the love that

I had for my country became a

thousand-fold.”

– Mahatma Gandhi

“Swami Vivekananda harmonized

the East and the West, religion

and science, past and present.

And that is why he is great.

Our countrymen have gained

unprecedented self-respect, self-

reliance and self-assertion from his

teachings.”

– Subhash Chandra Bose

“Where can you find a man like

him? Study what he wrote, and

learn from his teachings, for if you

do, you will gain immense strength.

Take advantage of the fountain of

wisdom, of Spirit, and of fire that

flowed through Vivekananda!”

– Jawaharlal Nehru

Swami Vivekananda once again crossed

the land of India from the South to the North,

as he had done formerly as a wandering

monk. His lectures in Madras, about half

a dozen in number, form the core of his

message to India. He exhorted Indians not

to condemn their social past and take to a

life of imitation of the West. Nor should they

merely exhalt the past and refuse to move

forward. A society which combines Indian

spirituality with the Western technical

advancement is the ideal held forth before

his countrymen.

... Think of this. Compare the great teachers of religion with the great philosophers. The philosophers scarcely influenced anybody’s inner man, and yet they wrote most marvellous books. The religious teachers, on the other hand, moved countries in their lifetime. The difference was made by personality. In the philosopher it is a faint personality that influences; in the great prophets it is tremendous. In the former we touch the intellect, in the latter we touch life. In the one case, it is simply a chemical process, putting certain chemical ingredients together which may gradually combine and under proper circumstances bring out a flash of light or may fail. In the other, it is like a torch that goes round quickly, lighting others.

Excerpt from a talk “The Powers of the Mind” delivered at Los Angeles, California, January 8, 1900

“

Life Snapshot 7

Life Snapshot 8

“



EXPLORATION 1:

Contributor

“Payal, do you feel confident to do the sums?”

Non-contributor

“blah blah …”

Q1. Write down about any one such contributor who demonstrates human concern in his/her work.

The Contributor Teacher is concerned about bringing out the best in each student. Such a teacher cares about the future of every student, and whether they have built confidence in the subject.

The Non-Contributor Teacher is unconcerned whether students are paying attention or have understood what is being taught. Such teachers run through the syllabus, but are disengaged from their students. Result – students find these classes boring.

INSIGHT: In their work, contributors demonstrate concern for the human beings they serve.

REFLECTIONS

Concept Exploration



EXPLORATION 2:

The Contributor Government Official ensures that a common citizen is able to get his work done. She goes all out to find a solution for the person and does everything within her power to accomplish it.

The Non-Contributor Government Official is indifferent and does not bother to find a solution to the common citizen’s problem. Such officials may do their duty and follow rules, but they make a common citizen run around from pillar to post. They don’t care whether the work gets delayed and people find the interaction painful.

INSIGHT: Contributors go all out to try and find an answer. They take responsibility for ‘making things happen’ in any situation.

Contributor

Non-contributor

“Don’t worry sir, when your payments are released, I will

send it to you”

“ I am very busy right now. Please check again in 2 weeks

time”

“Sir, my file ...”

Q1. Write down about an experience you have had with such a contributor, who took the responsibility for “making things happen”.

REFLECTIONS



REFLECTIONS

EXPLORATION 3:

The Contributor Sweeper cares enough to ensure that the living environment is clean for people in the locality! She has a wider view of her work and doesn’t just see herself as “sweeping kachra” – she takes pride in her work of creating a clean and hygienic environment for the people who live there.

The Non-Contributor Sweeper sees her work in a narrow way and does it only for her ‘Dal Roti’. She has no pride or interest in her job and works like a ‘robot’ without any feeling. Thus she becomes careless and “chalta hai” in her work.

INSIGHT: Contributors have a wider view of their work and thus take pride in doing their work well.

Contributor

Non-contributor

Only if the area is kept clean the people will be able to lead a

disease-free life …

My duty time is over… I’m off for the day! Let the

other sweeper worry about the remaining “kachra”

Q1. Write down about one such contributor who takes pride in doing even the smallest of work well.



EXPLORATION 4:

The Contributor Team Member always puts the team’s success before personal success. Such team members are committed to the larger purpose and don’t let personal egos come in the way.

The Non-Contributor Team Member pursues personal goals even if it is at the cost of team goals. Such people may be talented as individual stars, but are unable to contribute in a team environment.

INSIGHT: The Contributor’s focus is on achieving the larger goals of the team, rather than focusing only on his/her own personal success.

Contributor

Non-contributor

Q1. Write down about a team experience you have had, where there was such a person who remained committed to the larger purpose (without letting personal goals or ego to come in the way).

REFLECTIONS



Look at the case examples shown in the 4 Explorations:

Performing work activities well

Achieving the goal

Being ethical

Demonstrating human concern

Exploration 1: The Teacher

Exploration 2: The Government Official

The Contributor’s Checklist

SUMMARY EXPLORATION:

In any work, the Contributor Personality seeks to combine –

Which of these do you think would be met by the“Contributor Teacher” and which would be met by the “Non-contributor Teacher”?

ContributorTeacher

Non-ContributorTeacher

Performing work activity well

(teaching well and in an interesting manner)

Achieving the goal (completing the syllabus

on time; ensuring learning goals are met)

Being ethical (following the principles and

values of the institution and society)

Demonstrating human concern (caring for

students’ overall development and self-esteem)

Which of these do you think would be met by the“Contributor Government Official” and which would be met by the “Non-contributor Government Official”?

ContributorOfficial

Non-ContributorOfficial


(doing a high quality job)

Achieving the goal (ensuring the citizen’s

goals are met; meeting the goals of the job)

Being ethical (being honest; fulfilling the

responsibilities entrusted in one’s role)

Demonstrating human concern (caring for the citizen’s concerns; not putting citizens through inconvenience and hassle)

Contributor

“Payal, do you feel confident to do the sums?”

Non-contributor

“blah blah …”

Contributor

Non-contributor

“Don’t worry sir, when your payments are released, I will

send it to you”

“ I am very busy right now. Please check again in 2 weeks

time”

“Sir, my file ...”

EFFECTIVENESS

HUMAN VALUES



Exploration 3: The Sweeper

Exploration 4: The Team Member

Which of these do you think would be met by the“Contributor Team Member” and which would be met by the “Non-contributor Team Member”?

Q1. What is the effect or impact of such contributors on… – the people they interact with and serve? – the institutions they belong to? – society?

Q2. “Employers / Organizations value Contributors”. Why do you think this is so?

ContributorTeam Member

Non-ContributorTeam Member

Performing work activity well (playing well; putting in one’s best effort; practicing hard to improve)

Achieving the goal (striving to win)

Being ethical (playing a fair game; with a spirit

of sportsmanship)

Which of these do you think would be met by the“Contributor Sweeper” and which would be met by the “Non-contributor Sweeper”?

ContributorSweeper

Non-ContributorSweeper


(cleaning perfectly)

Achieving the goal (ensuring the living

environment for the locality is clean and hygienic)

Being ethical (doing work honestly; fulfilling

one’s assigned responsibility)

Demonstrating human concern (caring for welfare of the residents of the locality and forthe institution she serves)

Contributor

Non-contributor

Only if the area is kept clean the people will be able to lead a

disease-free life …

My duty time is over… I’m off for the day! Let the

other sweeper worry about the remaining “kachra”

Contributor

Non-contributor

Demonstrating human concern (keeping all the team members’ welfare in mind; caring for the hopes and aspirations of fans)

REFLECTIONS



I have done a great job here! I must ensure I get noticed by the management - it is a chance for a promotion.

APPLICATION EXAMPLE 1.1:

Shylesh and Vikas are project leaders with the responsibility of completing two important assignments. After

the successful completion of the projects, the following is how they think…

SHYLESH is a non-contributor team leader

TEAM

VIKAS is a contributor team leader

Q1. If you were given the choice, who would you prefer to work under? Why?

SCENARIO

Concept Application

What about all that we

did…?!!

We have done a great job! Each person’s

contribution was important – without that we wouldn’t have achieved success. In the next

presentation to the management, I must mention how valuable

each one’s contribution was.

The Contributor focuses on ‘we’ not ‘I’

APPLICATION QUESTIONS



Q3. How does a team’s motivation levels and bonding within, affect the ability of the team to take on larger responsibilities and achieve larger goals? Discuss to answer.

Q2. What would be the effect of – a non-contributor team leader (like Shylesh) on the motivation levels and ‘bonding’

within the team?

– a contributor team leader (like Vikas) on the motivation levels and ‘bonding’ within the team?




Sudha and Satish graduated from their college and started working in an accounting firm. In the first six

months they were trained, after that they were put in the audit department. Usually the audit work is cyclic –

i.e., there are some months where there is tremendous work load (eg: when the financial year is closing) and

there are other times when work is relatively lighter.

SUDHA AT WORK SATISH AT WORK

Sudha did all the work she was given during the

peak season, but she didn’t know what to do during

the periods of light work. She got bored and then

frustrated. She began spending her time gossiping

with colleagues, often complaining that her work is

boring.

At the end of the year, during the appraisal, Sudha’s

boss told her, “You have not done much in this year.”

Sudha’s point of view was, “How could I have… you

didn’t give me much work to do.”

Satish worked hard like Sudha during the peak

season, but he did not find the other months boring.

He thought this was the best opportunity to go deeper

into exploring audit case studies and what was done

the world over. He also studied the various cases

his own organization has worked on, and learnt

how to think through issues and also improve the

way things are handled. He sometimes even helped

out other teams in non-audit work. He learnt a lot in

these periods and also helped the organization in

developing its approaches.

During appraisal his boss was pleased! He had

achieved a lot in the one year he was here.

SCENARIO

The Contributor proactively takes up work



Q2. Why is it important to take initiative for responsibilities and try out new things?– How does it help one grow in one’s career?

Q1. In the workplace, what are the disadvantages of only looking at others to give responsibility and work, without taking the initiative oneself?

– How does it affect one’s own capability?

Q3. Work environments are becoming increasingly unpredictable. How will “taking initiative and responsibility” help us deal with this uncertainty better, in our career? Discuss to answer.





Brother, why are you digging holes just to

fill it up again?

Oh, you don’t understand. His job is to dig holes and mine is to fill. Usually there is a third person who plants seeds in the

holes. But he hasn’t come today.

But how can we stop our work just because he is not there?

So we continue doing our duty…

????!!!!!

STORY

The Contributor focuses on the goal being achieved, not just routine work



Q2. When one is focused on doing only one’s own part of a job and not focused on the whole job that needs to get accomplished, what happens? How will this affect the work? Discuss to answer.

Q1. Reflect on and discuss about the pointlessness of their work.





Sunil and Nalin work for a telecom company. Their office timing is 9.30 to 5.30. Late one day, their head-

quarters asks for an urgent report. Their team-mate Rupesh comes to tell them about it…

SUNIL NALIN

Q1. Reflect on both their responses. What will be the effect of such an attitude, on how each one grows in his/her own career in the long run?

SCENARIO

This report is needed urgently for a sudden strategy meeting that has been called in the headquarters…

It is already 5.30! Why do they come up with work so late in the day? I am going home!

Lets get down to it immediately! If we work together, we can accomplish this

soon and send it off on time. The meeting must be important if they have called for

it so suddenly.

The Contributor is committed to the responsibilities of his role. He is not a “clock watcher”.




Q2. People (such as Sunil) who are known to “leave” even when there is important work to be done develop the reputation of being ‘clock watchers’. How does such a reputation affect the person and how do people see that person?

Q3. “Employees who are willing to stretch themselves when needed, are valued by team members and bosses.” Do you agree or disagree with this statement? Why? Discuss to answer.



Sumit joined Sun Advertising agency as an Assistant Accounts Representative, one of the junior most positions

in the company. Sun Advertising had the mandate of covering the Annual General Meeting (AGM) of a large

public conglomerate company.

The usual practice was to cover the chairman’s speech at the AGM in all leading newspapers the very next day

after the AGM. These recordings were done live, processed, made print-ready and then sent to the newspapers

for printing.

In 1990, the AGM was scheduled for the afternoon of 4th April in Kolkata. It had

been raining throughout that day. By the time the meeting was over, the city was

completely submerged in water.

After covering the AGM, the team waded through knee-deep water and

reached their office. Their work had just started…when Kolkata had

practically closed down due to rains.

Sumit and his colleague Rohan had the responsibility of finishing this work. The

entire process was taking time. Meanwhile, the Newspaper began making

frantic calls to their agency saying that if the material did not reach them,

they would not be able to issue the newspaper the next day, as a whole page

had been dedicated to the AGM coverage. Sumit promised the Newspaper that

the work was on and would definitely reach them.

The processing work got over close to 10.30 p.m. Sumit contacted the company representative for permission, to

send the speech to the newspaper for printing. The company representative insisted on getting the final approval

from the Chairman. Racing against time, the two boys reached the Chairman’s house close to mid-night. After

getting the approval from the Chairman, they called up the Newspaper and told them, “We will reach your press

in an hour’s time. Hold the printing.”

Close to 1 a.m., fighting through the flood, Sumit and Rohan finally

reached the printing press. The next day’s newspapers carried the

chairman’s speech.

Few days later in a party, the chairman told the head of Sun Advertising,

“Your agency has given us superlative service….and here I am not talking

about the design work – I am talking about the last mile execution which happened after the AGM.”


STORY

The Contributor’s Special: Last Mile Execution

Based on a true case story



Sumit and team could have blamed the rains and not delivered. Instead, they chose to go all out to not only complete the task at hand, but also do it well.

Q1. What motivates people to “go the extra mile”?

Q2. Through this attitude, what value did Sunil and his team create for – – themselves?

– the agency?

– the client?




`


SOHAN IN COLLEGE WHEN SOHAN STARTED WORKING

Q1. What went wrong in Sohan’s life?

Sohan finds that he is lagging far behind his peers. His performance reviews were poor, and even his colleagues had begun avoiding him. Sohan doesn’t know what went wrong, after all he was just being “cool”…

3 YEARS LATER

Sohan was bright but mischievous. When teachers were looking, he would pretend to be attentive. When they were not around, he played the fool, wasted time, and distracted others, making them laugh…

Sohan continued in this way… when the boss was monitoring his work, he sat at his desk doing work; but when the boss was away, he chilled out, distracted others, went out for tea and snacks…

…this made him popular amongst his classmates. They thought he was “cool”.

…his organization thought he was wasteful and frivolous.

SCENARIO

The Contributor acts appropriately in each situation (unlike Sohan in this case)




Q2. Sohan needed constant monitoring, without which he never accomplished any work. How would this lack of self-discipline and responsibility affect his future career prospects and ability to be a leader in the future?

Q3. “Some behaviors that are acceptable in student-life, are out of place in work-life”. Do you agree or disagree with this statement? Why? Discuss to answer.



1.7: FIELD WORK

Project 2:

Project Goal: To recognize “contributor qualities” in action, and understand why contributors are wanted / sought after by all who work with them.

STEP 1: Interview someone you know in some leadership position (such as a Head of Department in your college, or Principal, or some business leader or person in a senior position who is known to you or your parents).

STEP 2: You can use the following questions as a guideline for conducting your interview–

• Foranyimportantproject/assignment,whatarethequalitiesyoulookforinthepeopleyouwanton your team? Can you give concrete examples that demonstrate these qualities?

• Ifyouhadanimportantassignmenttogetdone,isthereanyonepersonyouwoulddefinitelywanton the team?

• Whydoyouwantthispersonontheteam?Whatistheuniquevalueyouthinkthispersonwouldbring in?

STEP 3: Present the results of your interview to explain “What an employer / leader looks for in his/her people”.

Project 1:

Project Goal: To recognize “contributor qualities” in action, and understand why contributors are valued so much in the work place.

STEP 1: Talk to 2-3 working professionals you know. Ask them for stories of people working in their office, who they feel are really valued by the people in the organization. (Identify at least 3 good stories).

STEP 2: For each story, find out why the person is valued so much. Ask them for concrete examples talking about these people “in action”.

STEP 3: Identify the key contributor qualities that are coming out of each of these stories.

STEP 4: Present each of these stories in the class. Also highlight what appealed most to you in these stories and what you learnt from them.

Project 3:

Project Goal: To recognize “contributor qualities” in action, and understand why contributors are wanted / sought after by all who work with them.

STEP 1: Talk with your friends who have been involved in some team projects / organizing some events / initiatives (eg: college festival).

STEP 2: Discuss –

• Whatqualitieswouldtheylookforinthedifferentteammembers,soastomaketheevent/project/ initiative a success. Ask for concrete examples that demonstrate these qualities.

• Whyarethesequalitiesimportant?Whatisthevalueoftheseinthesuccessoftheteam?

STEP 3: Present the results of your discussion to explain “The qualities of a contributor team member and the value they bring to their team”.

The material in this booklet is meant to be studied along with the material available at gtu.ibecome.in

You will find videos, concept presentations, quizzes to improve your understanding of the topic.

Booklet printed from I-Become ActivGuide

The Contributor’s Identity

UNIT 2:

by


University Services



...Being and Becoming

Develop your own answer to the question “who am I?”

Non-contributors and Contributors define themselves

differently.

Non-contributors usually define themselves in terms of

what they have acquired in life (e.g. qualifications, position,

years of experience, etc.). This is a static identity, based on

your past glories or past failures. This static identity leaves

you trapped in history.

Contributors define themselves in terms of what they will

become or accomplish (e.g. capacity to deliver, commitment

and ownership of the organization’s purpose, etc.). This is

a dynamic identity based on your “being” and “becoming”.

Such an identity lets you choose to live a better future.

The Contributor’s Identity ...Being and Becoming

UNIT 2:



Field Work (Projects) pg.20-21


2 OF 23 © NOVEMBER 2011; ALL COPYRIGHTS ARE OWNED BY ILLUMINE KNOWLEDGE RESOURCES PVT. LTD. | STUDY BOOKLET

UNIT 2: THE CONTRIBUTOR’S IDENTITY

Concept Exploration

EXPLORATION 1:

INSIGHT: The Contributor’s image of self is not defined by the qualifications and achievements he/she has got. Rather, he/she thinks of oneself as someone who has the capability to make a positive difference in the world.

Q1. Amit is highly qualified and yet does not contribute much value in his/her work. On the other hand, Rajat is not highly qualified, but is a great contributor. Is this possible?

Do you know of a similar example? Write about this.

Contributors choose a ‘Dynamic Identity’...

Static Identity Dynamic Identity

… I am a Gold Medalist in Environmental

Engineering

… I seek to find solutions to environmental

challenges

An Environmental Engineer who feels... An Environmental Engineer who feels...

REFLECTIONS



EXPLORATION 2:

Q1. Think of any one incident where you approached some person in authority (eg: government official / policeman / senior manager) for some work, where EITHER (a) the person (non-contributor) treated you badly because of his/her superior “power and position” OR (b) the person (contributor) treated you with respect and fulfilled his/her responsibility in getting the work done. How did that person’s behavior towards you make you feel? Write about this.

INSIGHT: The Contributor’s image of self is not defined by “power and position”. Rather, the contributor focuses on the “responsibility” he/she has been entrusted with in that role.



…I am General Manager and I

control hundreds of people

The General Manager of a large company who feels...

The General Manager of a large company who feels...

…I and my team members are working

towards a shared goal

…In my role as General Manager, I am responsible for the goals of the company, and for the welfare & productivity

of hundreds of people

REFLECTIONS



EXPLORATION 3:

Q1. Chetan achieved a lot in his career and reached a very senior position – however, now his career has stagnated. He is bored, tired, and feels there is no more meaning in his work since there is nothing much left to achieve. Suraj, on the other hand, even on his retirement day is all excited, looking forward to the many new ventures he is planning to begin. His mind is fresh, enthusiastic, and full of ideas for the future contributions he can make.

Is this possible? Do you know of a similar example? Write about this.

INSIGHT: The Contributor’s image of self is not defined by his/her past glories. Rather, the contributor sees oneself in terms of his/her future potential – what he/she can accomplish in the future.

… 20 years back I got a gold medal in my subject. I have already achieved everything. What else is there to do or

accomplish?

… I love microbiology and am excited by all the new

developments taking place in the field. I need at least another 15 years more to go deep into the

subject and solve newer challenges in the field.

The gold medalist Microbiology Researcher who feels...

The gold medalist Microbiology Researcher who feels...

REFLECTIONS





EXPLORATION 4:

INSIGHT: The Contributor’s image of self is not built on the pride of “knowledge gained”. Rather, he/she sees oneself as a “learner” – where he/she is always willing to learn and grow.

Q1. What is the difference between an expert who believes “I know it all; I must know more than others” and an expert who believes “I can always learn something, so what if I don’t know it yet”? How will each of these 2 people react when faced with a new subject / area of work?

Think of examples of people you may have met who are like this, to explain your answer.

… I have so many years of experience, so I know

everything on the subject. What can a younger person teach me?

… My 25 years of experience has taught me to be open to

new developments in my field. I have so much to learn, especially

from my younger colleagues in my field..

The Engineer with over 25 years of experience, who feels...

The Engineer with over 25 years of experience, who feels...

REFLECTIONS






Discuss in groups to answer – Q1. What is the consequence of having a static identity?


My identity / image of self is based on –

– Qualifications and Awards

– Power and Position

– Past Achievement

– Knowledge Gained

My identity / image of self is based on –

– The difference I can make to the world

– The responsibility I carry

– My future potential for contribution

– My willingness to learn and grow

REFLECTIONS



Q2. What is the value of having a dynamic identity?




Rakesh and Aman are content experts, and are part of a team that is working towards a tough deadline. Both

have completed their writing work and have handed it over. This is what they do next –

RAKESH

STATIC IDENTITY“I am useful only for my specialization”

DYNAMIC IDENTITY“I can be useful in many ways – my specialization

is only one such way of being useful”

AMAN

I am a specialist in content writing. I have completed my

part of the work properly.I can hardly be of use in any

other way.

Here, I am submitting my part of the work...

It is all done! I am going home now.

I have completed my part of the work… but I can do a lot more to help the team in meeting our goals within

this deadline…

Why don’t we try this out… it will help

us accomplish the work faster…

Tell me, is there anything I can help you with?

You’ll look tired! Can I get you’ll some coffee?

SCENARIO

Concept Application



Q2. When both Rakesh and Aman come up for promotion reviews, the management selects Aman for an important leadership position.

Why is this dynamic identity (as Aman had), important for becoming a good leader? Discuss to answer.

Q1. Why would Aman be more valued by his team?




OH NO!!!! I am finished!!! All my life’s work has come to ZERO… I am nothing, a

nobody, a complete loser… my life is over… it is not worth living…

OH NO!!!! I have lost so much money! I am sad, no doubt, but I have life’s greatest asset -

which is my own inner strength and confidence. Using these, money can always be earned again.


NEWS FLASH: STOCK MARKETS CRASH

SCENARIO

STATIC IDENTITY“Without money I am worth nothing”

DYNAMIC IDENTITY“I am a man with inner strength and the

capacity to earn money”

RAJARAM KAMAL

Man Kills His Family and Himself Over Stock Market Mr. Rajaram, 45, shot his wife and three sons because of his financial troubles. The police found him on Monday on the floor of a bedroom.

In a suicide note, Karthik Rajaram wrote that he was killing himself and his family because of his financial troubles. He was “broke,” having lost most of his assets in the plummeting stock market. He added that he had “broken down emotionally, physically and financially.”

Mr. Rajaram had earned about £875,000, or $1.2 million, after a voluntary liquidation of Nano Universe, a company he had founded. His initial investment was £12,500.

Mr. Robinson, who had hired him in 2003 said, “He was extremely bright and capable but emotionally unstable.”

Source: New York Times, October 7, 2008



Q2. The cause of Rajaram’s self-destruction was his “static identity” (or image of self). Why do you think this is so?

[HINT: Consider –

– How did Rajaram’s “static identity” affect the way he reacted to failure?

– How did Kamal’s “dynamic identity” affect the way he responded to failure?]

Q3. What is the value of having an identity based on “inner strength”? How does it help one stay on the path of contributorship?

Q1. How does Kamal’s “dynamic identity” protect him and help him overcome tough times?




`

Q1. How do you think Ketan will do in his new role? How do you think Raghav will do in his new role?


Ketan and Raghav are promoted and transferred to the finance function. They were earlier working in the

accounting department.

KETAN RAGHAV

I have worked only in accounts before... how will

I be able to handle my responsibilities in the finance department?

I know only accounts now, but I can always learn what is

needed in finance. After all, the management wouldn’t have put me here if they didn’t believe I

could handle it..

This is a challenge and an

opportunity to learn.

How could they put me in something that

is not my area of experience?! I am sure

to fail!

SCENARIO


STATIC IDENTITY“I can do only those things which I

have done before”

DYNAMIC IDENTITY“I am capable of learning all kinds of new

things in my job”



Q2. How will Ketan’s identity affect his future prospects in the organization? How will Raghav’s identity affect his future prospects in the organization?




Can you do this for me Tushar?

Tushar is servile in front of his seniors...

Tushar has a sense of superiority with his juniors

Sohail has mutual respect for his seniors…

Sohail has the same mutual respect for his juniors as well

Can you help me with this Sohail?

Of course sir! I have all the time for you sir…

You are very right sir! Yes sir!

Of course sir. I will look into it immediately.

Sir I need this help urgently…

I see you need some help…

Yes sir this is very urgent and

I am stuck…

Lets work on it together… I am sure we will find a solution.

Q1. How would Tushar’s “static identity” affect his relationship with team members and ability to work in a team? On the other hand, how would Sohail’s “dynamic identity” affect his team interactions?

SCENARIO

TUSHAR’S INTERACTIONS WITH SENIORS

TUSHAR’S INTERACTIONS WITH JUNIORS

SOHAIL’S INTERACTIONS WITH SENIORS

SOHAIL’S INTERACTIONS WITH JUNIORS

You people think you can come in anytime like this… I am busy, don’t

bother me now!


STATIC IDENTITY“I am ‘higher’ or ‘lower’ based on my position”

DYNAMIC IDENTITY“There is no ‘higher’ or ‘lower’ in a team”



Q2. How would each one’s identity impact his/her effectiveness at work?

[Hint: What is the importance of having the goodwill of team members?]

Q3. Who is more likely to be trusted by seniors, to act in larger good interests of the team? Why? Discuss to answer.




Atul was a software coder. After working for many years on many

complex projects, writing out many thousands of lines of code, testing,

debugging etc, he had become one of the best in his team. After a few

years when he was made the team lead, Atul felt recognized.

He was respected by his team members because they found his

technical inputs very valuable. Atul was also keen on supporting his

team members with all the technical help, because he felt ‘I have been

there and done it before’. This was his domain. He knew what was to

be done…had all the answers. His team did well under him.

The organization then made him the manager of that division. Now he was expected to co-ordinate with clients

and with different teams, ensure timely payments from the client, etc. After the promotion, Atul was pleased

by the well-deserved acknowledgement of his good work.

Three months into the new role, his boss called him for a discussion. His boss told Atul that the team leads

working under Atul had complained that they were being micro-managed too much, they had no freedom to

bring in their own thinking and innovation, and were feeling restricted. Atul was puzzled and indignant. After all,

“he was doing no different from what he was doing earlier… they had liked his support then…”. If his working

style brought him success earlier, then there is no reason that it should not work now.

Atul continued with his way. He was busy all the time, getting involved in solving numerous small programming

challenges of the team, doing the things that his juniors should have been coached to do instead. Because

of this, Atul didn’t have the time so he ignored the larger responsibilities that

were now part of his managerial role. Clients were complaining, reports to

headquarters were irregular, resources were mis-managed.

Since Atul had been a “star performer” earlier, his boss gave him time to

adjust. But even after 6 months when there was no change, he had to admit

– Atul was not able to grow into the role of a Manager! Atul thought he “knew

it all” and was unwilling to learn the new way of handling things that was

necessary in his new role.

His boss was left wondering what to do with Atul.

CASE STUDY

Atul begins his career as a ‘contributor’, but as his career progresses, his static identity turns him into a ‘non-contributor’



Atul was so secure in his identity that he was a “star performer”. He saw his “promotion” as a reward for his past good performance. He did not realize that the promotion meant “new responsibilities” and thus demanded that he develop “new capabilities” within himself and a “new way of working”, so as to do justice to his new managerial position.

Q1. What were the consequences of this –

Q2. Why is it important to be open to learning and growing all the time and in all situations?

– in his life?

– for the organization?





Q1. Who do you think the interviewer would prefer to hire? Why?

Why should we hire you?Your job offer of an analyst

requires rigor in thinking and going deep into any subject – I think I have these capabilities, because

of the kind of research projects I have worked on in college…

… further I have practiced singing for 12 years. This has taught me the self-discipline and patience that is necessary in this job

… through football I learnt to work

well in teams

Thus I think I will be able to deliver the results you are looking for in this job

INTERVIEW 1 INTERVIEW 2

SCENARIOObserve these two interviews.

Sir, please look at my mark sheets. They tell you who I am...

Also see my certificates and awards.


STATIC IDENTITY“I = My degrees and awards”

DYNAMIC IDENTITY“I = My power to contribute in the

current situation”



Q2. How would each of these two identities impact the quality of one’s work once one begins working? Discuss to answer.



2.7: FIELD WORK

Project 1:

Project Goal: To recognize “static identities” and “dynamic identities” in people around me (people I know and meet day in and day out).

STEP 1: You come across many people on a daily basis. Observe some of these people you come across in your daily routine. Choose any 3 people you can study closer. Keep them anonymous (only calling them X, Y and Z).

STEP 2: For each of these 3 people X, Y, and Z –

• Observeandmakenoteoftheiractionsandbehaviors

– What he/she says

– How he/she relates to others

– How he/she relates to his/her work

• Inthese,recognizewhetheranyofthefollowingstaticidentitiesordynamicidentitiesaredisplayedin this person’s behavior

– 1 – Static Identity: “I = my qualifications and awards”

– Dynamic Identity: “I = the difference I can make to the world”

– 2 – Static Identity: “I am defined by my power and position”

– Dynamic Identity: “I am focused on the responsibilities I carry”

– 3 – Static Identity: “I = my past achievements”

– Dynamic Identity: “I = my future potential for contribution”

– 4 – Static Identity: “I = my knowledge and expertise gained”

– Dynamic Identity: “I am willing to learn and grow”

STEP 3: Make a presentation on each of the 3 persons X, Y, and Z – explaining –

• Staticidentitiesand/ordynamicidentitiesnoticed

• Theactionsandbehaviorsobservedthattellyouthis

• Ifyouobserveastaticidentity

– In what way does it become a limitation and how are they able to break free?

– Is there a way of helping them move to a dynamic identity?

• Ifyouobserveadynamicidentity

– What can I learn out of it?

• Mypersonallearnings/discoveriesfromthisentireproject

STEP 4: Present to the class.



Project Goal: To recognize “static identities” and “dynamic identities” in well-known personalities.

STEP 1: Choose any 3 well-known personalities you admire.

STEP 2: Do some research on each of these 3 personalities (you can use the internet, library books, magazines, newspapers). Identity –

• Somequotationsofthepersonthatshow

– his/her work and life philosophy,

– some important choices or moves he/she may have made in his/her career and what he/ she has given as reasons for these choices

• Someincidentsnarratedabouttheperson(byhim/herselforbyjournalists/writersorbypeopleknown to him/her) that show

– how the person relates with his/her work,

– how the person relates with other people with whom he/she works - with juniors, with seniors, with peers, with friends and family, with others in the community

STEP 3: From this information you have found out, can you recognize whether any of the following static identities or dynamic identities are displayed in each person’s behavior

• 1– StaticIdentity:“I=myqualificationsandawards”

– Dynamic Identity: “I = the difference I can make to the world”

• 2– StaticIdentity:“Iamdefinedbymypowerandposition”

– Dynamic Identity: “I am focused on the responsibilities I carry”

• 3– StaticIdentity:“I=mypastachievements”

– Dynamic Identity: “I = my future potential for contribution”

• 4– StaticIdentity:“I=myknowledgeandexpertisegained”

– Dynamic Identity: “I am willing to learn and grow”

STEP 4: Make a presentation on each of the 3 well-known personalities – explaining –

• Static identitiesand / ordynamic identitiesnoticedalongwith theperson’squotationsand / orincidents that show these

• WhatIcanlearnfromthispersonthatwillhelpmedevelopmyselfincontributorship


Project 2:



What we want is strength, so believe in yourselves. What we want, is this Shraddha. What makes the difference between man and man is the difference in this Shraddha and nothing else. What make one man great and another weak and low is this Shraddha. My Master used to say, he who thinks himself weak will become weak, and that is true. This Shraddha must enter into

you.

There is a story about a lioness, who was big with young, going about in search of prey; and seeing a flock of sheep, she jumped upon them. She died in the effort; and a little baby lion was born, motherless. It was taken care of by the sheep and the sheep brought it up, and it grew up with them, ate grass, and bleated like the sheep. And although in time it became a big, full-grown lion, it thought it was a sheep. One day another lion came in search of prey and was astonished to find that in the midst of this flock of sheep was a lion, fleeing like the sheep at the approach of danger. He tried to get near the sheep-lion, to tell it that it was not a sheep but a lion; but the poor animal fled at his approach. However, he watched his opportunity and one day found the sheep-lion sleeping. He approached it and said, “You are a lion.” “I am a sheep,” cried the other lion and could not believe the contrary but bleated. The lion dragged him towards a lake and said, “Look here, here is my reflection and yours.” Then came the comparison. It looked at the lion and then at its own reflection, and in a moment came the idea that it was a lion. The lion roared, the bleating was gone. You are lions, you are souls, pure, infinite, and perfect. The might of the universe is within you.


The power of identitySwami Vivekananda emphasized again and again that our “self-image” - our view of ourselves - our identity determines the way we behave and respond to life. He called this view of oneself as “shraddha” or “faith” in oneself. If you have faith that you are capable of contributing, then that becomes the basis for developing a contributor personality.

““



This is one great point to understand, and, my friends, my brethren – no good comes out of the man who day and night thinks he is nobody. If a man, day and night, thinks he is miserable, low, and nothing, nothing he becomes. If you say yea, yea, “I am, I am”, so shall you be; and if you say “I am not”, think that you are not, and day and night meditate upon the fact that you are nothing, ay, nothing shall you be. That is the great fact which you ought to remember.

During his tour of Gujarat, Swami Vivekananda came

in contact with some of the most prominent Gujarati

personalities of those days and exerted a great

influence on many of them.

Swami Vivekananda visited Gujarat during his Bharat Parikrama in 1891-92, long before his appearance on the world-stage at Chicago.

Thakore Saheb of Limbdi Shri Yashwantsinhji,

Maharaja of Bhavanagar Shri Takhtsinhji, Maharaja

of Bhuj Shri Khengarji III, Maharaja of Porbandar

Shri Vikamatji, Maharaja of Baroda Shri Sayaji Rao

Gaekwad, Dewan of Junagadh Shri Haridas Viharidas

Desai, Administrator of Porbandar Shri Shankar

Pandurang Pandit, Dewan of Kutch Shri Motichand

Lalchand, Dewan of Baroda Shri Manilal Jashbhai, the

great Gujarati Scholars Shri Mansukhram Tripathi and

Shri Manibhai N. Dwivedi, the great philanthropist Shri

Lalshankar Umiashankar Trivedi, all of them became

great friends and admirers of Swami Vivekananda

and some of them became even his disciples. Source: The Complete Works of Swami Vivekananda (Published by Advaita Ashrama, 5 Dehi Entally Road, Kolkata 14, India)

Source: Shri Ramakrishna Ashrama, Rajkot, Website (www.rkmrajkot.org)

Swami Vivekananda in Gujarat“

Believe in that infinite soul, the infinite power, which, with consensus of opinion, your books and sages preach. That Atman which nothing can destroy, in It is infinite power only waiting to be called out. For here is the great difference between all other philosophies and the Indian philosophy. Whether dualistic, qualified monistic, or monistic, they all firmly believe that everything is in the soul itself; it has only to come out and manifest itself.

“

The Contributor’s Vision of Success

UNIT 3:

by


University Services



...Not only external rewards but also deep inner fulfillment

Explore the meaning of success in your life.

Contributors have a deeper and wider definition of success

than Non-contributors. While Non-contributors define

success in terms of material success, achievement, external

impact, etc. Contributors are able to deepen and widen

this definition of success to include personal fulfillment,

development of self-esteem, ongoing development of

personal capabilities, etc.

The Contributor’s Vision of Success

UNIT 3:



Field Work (Projects) pg. 20-21


...Not only external rewards but also deep inner fulfillment


UNIT 3: THE CONTRIBUTOR’S VISION OF SUCCESS

Concept Exploration

EXPLORATION 1:

Q1. Share an experience where you or someone you know, were part of a group trying to achieve some goal, where though the goal was not accomplished for various reasons, you all thoroughly enjoyed the process and felt it was worth it (the excitement of working together, the energy created in the group, the thrill of overcoming challenges and finding solutions, the sense of achievement, etc.).

Would you also call this a kind of “success”? Write about this experience.

Expanding one’s Vision of Success

External Success External Success + Inner Success

I want a bonus, so I will work for the targets given.

The bonus offered for meeting targets will only be an additional benefit...

...More important, I want to experience the challenge of working for a target and the joy of achieving it.

REFLECTIONS



EXPLORATION 2:

Q1. Sometimes one does not “win” an external achievement, yet one feels that one has gained confidence and become stronger from the experience. To others this might look like a “failure” but to you it doesn’t seem so. Have you or anyone you know experienced this? Write about this experience.

Q2. Life is not always smooth and easy – tough times are bound to come. How does such a wider vision of success change the way one deals with failures and tough situations that come up in life?



I want to come first in the marathon.

Not only do I want to come first in the marathon...

… I also want to build the confidence, will-power, and stamina to run such long distances, face the challenges that come up with a positive attitude (without giving up), and beat my previous record. I want to also develop self-discipline.

REFLECTIONS



I want the best scientist award this year.

If I get the best scientist award this year, it will be great...

...More important, I want to stretch the boundaries of my thinking and imagination, and come up with new discoveries in my field

EXPLORATION 3:

Q1. There are many people whose entire life revolves around contributing in their work – however they never seem tired of it. Their work seems fresh and challenging all the time because they are constantly stretching their own boundaries, their thinking, their imagination and they excel more and more each time. They may or may not have received recognition and rewards for it – but they do not chase those rewards – their thrill comes from excelling themselves.

Think of examples of such people in various fields and write about them.

[HINT: Think of Scientists, Artists, Musicians, Great Leaders, Teachers, Social Workers, Thought Leaders, Bureaucrats, etc.]

REFLECTIONS





I want a promotion, so I must perform well.

Getting a promotion is great — who doesn’t want one, but...

... More important, I want to develop the capability of my team members and my own capabilities as a leader, so that all of us can do well.

EXPLORATION 4:

Q1. Think of an experience where you were put into a new role or a new situation that you had never handled before, where you were forced to develop many new capabilities within yourself to deal with it. Irrespective of the outcome of the role or situation, you felt accomplished because of the new capabilities you learnt.

Would you also call this a kind of “success”? Write about this experience.

REFLECTIONS






Contributors seek success for the deeper rewards

(the external rewards are a welcome bonus)

External Success

Awards

Beating competition Financial

incentives

Promotions

The excitement of overcoming challenges

Self-confidence and Self-esteemStretching one’s

boundaries as a human being

Building new capabilities

Inner Success



Q1. Discuss in groups to think of examples where one experienced -– External Failure and Inner Failure

– External Success but Inner Failure

– External Failure but Inner Success

– External Success and Inner Success



I have made a comfortable life for my family. We are able to enjoy it together – we are very close! I have always stood by my principles and am respected in the community for that. People always come first! No amount of money is worth a lost relationship. I have always stood by people, and I know that my people will stand by me if I ever need it. And most important, I have a lot of love and joy in my life… my life is very “full”.


KARAN DESAI

At such a young age, I am a millionaire! I have my own company, big car, 3 houses in different cities…I have

achieved what most people can only dream of.

Of course I had to sacrifice many

relationships to reach here… so what! You have to lose some to gain some… no wonder people say it is lonely

at the top…

Karan’s Success Vision only includes external success. Whereas Desai’s Success Vision includes both external and inner success.

Q1. Do you agree or disagree with this statement? Why?

[HINT: Put down all the things that –

•Karanwouldcallsuccess.

•Desaiwouldcallsuccess.

Compare the two. Who would you say has more complete or overall “success” – including inner success (as a human being), success for the people one cares for, as well as external success in the world?]

SCENARIO

Concept Application

Karan’s Success Vision: Financial Success Alone

Desai’s Success Vision: All-round Success




Q3. What if somebody proposes to each of them “dismiss your workers and you can sell the business at a high price” – • InlightofhisSuccessVision,whatisKaranlikelytodo?Why?• InlightofhisSuccessVision,whatisDesailikelytodo?Why?

[HINT: Their Success Vision tells us what each one values in life. This determines what will be each one’s criteria for making a choice. How would this influence what each one chooses to do?]

Q.2 What if things begin to go wrong and their businesses start doing badly – • InlightofhisSuccessVision,whatislikelytohappeninKaran’slife?• InlightofhisSuccessVision,whatislikelytohappeninDesai’slife?

[HINT: Think of the impact on their personal fulfillment, relationships, character strength, etc.]



After India won the Cricket World Cup in 2011, the team dedicated the win to Sachin Tendulkar. They carried

him on their shoulders around the ground.

Teammate Virat Kohli: “This win is for Sachin.”

Bowler Zaheer Khan: “It is a dream come true –

and we wanted it so badly for this very special

guy.”

Yuvraj Singh: “I wanted to win the World Cup

for Sachin. He was always around for me.

During my tough times, he told me to keep up

the spirit. He said ‘You don’t know what is there

in the box for you in future. You may be working

hard, but work harder’. Sachin also told me

that he believed in me.”

Sachin believed in enabling and helping his

teammates grow. In their success, he saw the

success of Team India.

APPLICATION EXAMPLE 3.2:ROLE MODEL

Sachin’s Success Vision: Success not only for self, but also for teammates, and for India

“...And that is the reason why this victory is great,

because different players have made contributions to

the win.”

– Sachin Tendulkar



Q1. Therearemany“stars”incricket,butnotallofthemhavethiskindofregardfromtheir teammates. Why is Sachin able to get this kind of love and respect from his teammates?

[HINT: How does Sachin’s deeper success vision influence the way he interacts with teammates?]

Q2. WhenyoudescribeSachin’s“success”inlife,whatallwouldyousayabouthim?Giveexamples of concrete incidents from his life that indicate his wider Success Vision.

[HINT: Connect incidents from his life with the 4 Explorations done in the Concept Exploration section, to see how he widened his vision of success to include both external success and inner success.]





CASE STUDY

Marion Jones’ Success Vision: Perform well and win at any cost(A Success Vision that destroyed her)

MARION JONES : Former world champion, track and field athlete

Marion Jones was a US track and field athlete who went on to dominate the world stage in the late ’90s and

early 2000s. She was one of the most loved athletes and a role model for thousands of Afro-Americans who

routinely beat her competitors on the track fields, right from her childhood.

Some of her records -

1997: Marion wins the 100m sprint at World Championships, Greece

1998: Won gold in World Cup, South Africa

1999: Won 4 titles at World Championship, Spain

2000: Won 3 gold and 2 bronze at Olympics, Sydney

Then…

In October 2007, she admitted to taking performance enhancing drugs as far back as 2000 Olympics. She

admitted to lying to investigation authorities earlier on the doping issue.

It was a very public fall from grace for 31-year-old Jones who in 2000 had amazed sports fans across the

world with her extremely difficult goal of winning 5 gold medals at the Sydney Olympics. She finally won 3

golds and 2 bronzes.

Jones had to give up all medals that she won 2000 onwards. Her fans felt betrayed.



Q1. Inherambitiontowinatanycost,Mariontookdrugstoimproveherperformance.Whyis this kind of success not really a “success”? Discuss to answer.

[HINT: Contributors have both an “inner compass” (because they seek success for its deeper rewards including inner values, self-esteem, personal fulfillment, character) to direct their lives and the choices they make; as well as an “outer compass” (this includes achievements in the external world). On the other hand, non-contributors have only an “outer compass” (because they measure success only in external terms). In this case study, Marion Jones had only an outer compass.]

– How did this affect the choices she made? – What were the consequences of this in her life?

Q2. Apersonwithanarrower,purelyexternalvisionofsuccessmaystartoffone’scareerbybeinga“contributor”,howeverhe/shecanbecomea“non-contributor”asthecareerprogresses(asinthecaseofMarionJones).Whydoyouthinkthisisso?Canyouthinkof any other examples of people to whom this has happened?

[HINT: You can also think of characters from movies]

– Thus,whatisthevalueofhavingawideranddeeper“visionofsuccess”inone’slife(that includes inner success as well as external success)? How does it help one stay on the path of contributorship? Discuss to answer.




“People talk about me saying ‘The guy has no regard for money.’ That is not true.

I have had regard for money. But some people worship money as something

you’ve got to have piled up in a big pile somewhere. I’ve only thought about

money in one way, and that is to do something with it… I’ve always been bored

with just making money. I’ve wanted to do things; I wanted to build things, to get

something going...”

“I have never been interested in personal gain or profit. This business and this

studio have been my entire life.”

“My business is making people, especially children, happy.”


ROLE MODEL

Walt Disney’s Success Vision: Contribute to people’s lives through entertainment and hours of joy

Some quotations by Walt Disney

WALT DISNEY The creator of

“Mickey Mouse” and the FounderofDisneyProductions

“In this volatile [fast changing] business of ours, we can ill afford to rest on our laurels

[achievements], even to pause in retrospect [to look back into past]. Times and conditions

change so rapidly that we must keep our aim constantly focused on the future.”

“Of all the things I’ve done, the most vital is coordinating the talents of those

who work for us and pointing them toward a certain goal.”

ON DISNEYLAND: “We believed in our idea – a family park where parents and children could have fun –

together… Disneyland will never be completed. It will continue to grow as long as there is imagination left in

the world.”

Know more on Walt Disney’s life:

http://www.justdisney.com/walt_disney/

http://www.disneydreamer.com/

http://en.wikipedia.org/wiki/Walt_Disney



Q2. FromWalt Disney’s quotes, and all that youmay know about him, howwould youdescribe the success he achieved in life?

[HINT: Use the weblinks provided to explore more about him.]

Q1. WaltDisneysays–“OfallthethingsI’vedone,themostvitaliscoordinatingthetalentsof those who work for us and pointing them toward a certain goal.” Why is such development of people an important part of his deeper Success Vision of “Contributing to people’s lives through entertainment and hours of joy”? Discuss to answer.

[HINT:Withoutagreat team,wouldWaltDisneyhavebeenable toachieveall thatheachieved in theworld?]




Dr. APJ Abdul KalamAerospace engineer; Professor and chancellor of the IIST; 11th President of India from 2002 to 2007; Popularly known as, “People’s President”.


ROLE MODEL

Abdul Kalam’s Success Vision: Keep trying until you convert your dreams into reality

At the end of third year at MIT, Abdul Kalam

was given a project to design a low-level attack

aircraft. Kalam took up the responsibility of

preparing and drawing its aerodynamic design.

Kalam’s professor reviewed the project and

declared Kalam’s work to be gloomy and

disappointing. Kalam asked for one month’s time

to complete the task but was given only three

days by his professor. Kalam stayed up whole

nights and completed the project successfully.

The professor said in Kalam’s praise, “I knew

I was putting you under immense pressure by

asking you to meet an impossible deadline. I

never expected you to perform so well.”

April 20, 1989 was scheduled to be the Agni

(missile) launch date under Kalam’s leadership.

Due to safety reasons Kalam had to cancel the

missile launch. The media took up the chance

to create much controversy around this. The

missile launch was cancelled once again when

it was scheduled to launch on May 1, 1989.

Dr. APJ Abdul Kalam says –

“We should not give up and we should not allow the problem to defeat us.”

“To succeed in your mission, you must have single-minded devotion to your goal.”

“Three things are important for success –

design capability, goal setting and realization, and the strength to withstand the setbacks.”

continued...



One of the cartoons in the media after the failure of the first two launches of Agni.

(Source: Wings of Fire, by Dr. APJ Kalam)

Q1. WhatarethechoicesDr.Kalammadeinhislife,thatrevealstoushisSuccessVision“Keep trying until you convert your dreams into reality”?

While addressing an assembly of 2000 persons on May 8, 1989, Kalam said: “I

promise you, we will be back after successfully launching Agni before the end of this

month.” It was Kalam’s inner strength and self-confidence behind Agni’s success.

Finally it took off at 7:10 hrs. It was a perfect launch.

The pressures and expectations of the presidential post never

got to Dr. Kalam. The usual full-sleeved blue shirt, the long

grey hair, and his various most commonly used words like,

‘Fantastic!’, ‘What’s happening?’ etc., always remained

with him. Situations never changed the person Dr. Kalam is.

Despite being a President of India he was easily approachable

to students, civilians, and politicians.

Know more on Dr. APJ Kalam’s life:

http://www.abdulkalam.com

http://en.wikipedia.org/wiki/A._P._J._Abdul_Kalam

“There are forces in life working for you and against you. One must distinguish the beneficial ones and choose correctly between them.”

-Dr.APJAbdulKalam

In his last public function as President, he had an advice for the countrymen – “Don’t take gifts that come with a purpose and build families with character and good value system.”

“Dream, Dream, Dream! Convert these dreams into thoughts, and then transform them into action.”

-Dr.APJAbdulKalam


...continued




ROLE MODEL

Amartya Sen’s Success Vision: Finding solutions to the problems which affect the well-being of the community

Professor Sen is an Indian Economist born

in Bengal in 1933. He received his doctorate

from the University of Cambridge. He has

been a professor in India, Britain and the

United States. He was awarded the 1998

Nobel Prize in Economic Sciences for his

contribution to welfare economics and social

choice theory.

Sen worked to find out the causes of famine, and developed practical solutions for preventing or

limiting the effects of real or perceived shortages of food.

AMARTYA SENIndian Economist. Awarded the 1998 Nobel Prize in Economic

Sciences for his contributions to welfare economics and social

choice theory, and for his interest in the problems of society’s

poorest members.

Bengal Famine of 1943, where an estimated 1.5 to 4 million people died of starvation, malnutrition and disease

“Famines are easy to prevent if there is a serious effort to do so. Famines occur not only from a lack of food, but also from inequalities built into mechanisms for distributing food.”

– Amartya Sen

At the age of 9, Amartya Sen witnessed

the Bengal famine of 1943, in which three

million people died. He also witnessed a lot

of violence occur in India, during the time of

partition. These two events made him decide

to study economics and find out solutions to

the problems which affect the well-being of

the community.

continued...



Q1. Amartya Sen’s success vision drove his entire life. He dedicated his entire life towards realizing this vision.

Reflect on and write about “What is the power and value of having a wider and deeper Success Vision in one’s life”?

Amartya Sen has been called “The Conscience and the Mother Teresa of Economics.”

Amartya Sen believes that “Humans should account to one another. For example, if a stranger asks the way

to the railway station, the local would not send him to the post office, because one should account to one

another.”

Showing his accountability towards mankind, Sen has utilized his domain knowledge of economics towards

the welfare of society.

His philosophical work has made deep explorations into issues of justice, inequality, morality, liberty, freedom,

rationality and objectivity. Sen designed methods of measuring poverty that gave useful information for

improving economic conditions for the poor.

The policies of many organizations and governments are influenced by the theories and practical examples Sen

has written in his research papers and books.

Know more on Amartya Sen’s life:

http://www.youtube.com/watch?v=z-HZ3i1mzrU&feature=related

http://en.wikipedia.org/wiki/Amartya_Sen


...continued



3.7: FIELD WORK

PROJECT 1:

Project Goal: To recognize how a contributor consciously widens and deepens his/her “Success Vision” through life’s experiences (using film-based case studies).

STEP 1:Chooseany3popularfilmsthatshowushowtheleadingcharacter(hero/heroine),throughthecourseofthefilm,findsawidersuccessvision(acontributor’ssuccessvision)forhim/herself.

STEP 2:Discusseachofthese3filmsinyourprojectteam(watchingthefilmsifneeded),andidentifyfor each leading character in the films –

l Howdidhe/shewidenanddeepenhis/herownsuccessvisionthroughtheexperiencesshownin the film?

l In which of the 4 ways did the success vision widen?– Taking on challenges and experiencing the joy of overcoming challenges and achieving tough

goals

– Increasingself-confidence,innerstrength,character

– Stretching one’s boundaries as a human being and achieving higher and higher levels of excellence

– Developing new capabilities in oneself and in others

STEP 3:Makeacasestudypresentationthatusesthecasesineachofthe3chosenfilms,toshow“Howacontributorconsciouslywidenshis/hersuccessvisionthroughlife’sexperiences”.




Project Goal: To recognize how a contributor consciously widens and deepens his/her “Success Vision” through life’s experiences (using case studies of well-known personalities). Also seeing the connection between one’s Success Vision and the career choices one makes.

STEP 1: Choose any 3 well-known personalities you admire (don’t choose the same people you may have studied for earlier projects).

STEP 2:Dosomeresearchoneachofthese3personalities(youcanusetheinternet,librarybooks,magazines,newspapers).Identify–

l Somequotationsorwritingsby/onthepersonthatshow

– his/herworkandlifephilosophy

– someimportantchoicesormoveshe/shemayhavemadeinhis/hercareerandwhat

he/shehasgivenasreasonsforthesechoices

l Someincidents/experiencesintheperson’s life(writtenaboutbyhim/herselforbyjournalists/writersorbypeopleknowntohim/her)thatshow

– Howdidhe/shewidenownsuccessvisionthroughhis/herexperiences,incidents,challengesfaced in life?

– In which of the 4 ways did the success vision widen?

- Taking on challenges and experiencing the joy of overcoming challenges and achieving tough goals

- Increasingself-confidence,innerstrength,character

- Stretching one’s boundaries as a human being and achieving higher and higher levels of excellence

- Developing new capabilities in oneself and in others

STEP 3:Discusseachofthe3personalities,toarticulateforeach–

l Whatwashis/hersuccessvision?

l Howdidhis/hersuccessvisioninfluencehis/hercareerchoicesandotherimportantchoicesinhis/her life (that you may have found through your research)?

STEP 4:Makethisintoapresentationwithasectioncoveringeachofthe3personalities(3 case studies).


PROJECT 2:



“

“

Purity in thought, speech and act is absolutely necessary. As for thirst after knowledge, it is an old law that we all get whatever we want. None of us can get anything other than what we fix our hearts upon. There must be a continuous struggle, a constant fight, an unremitting grappling with our lower nature, till the higher want is actually felt and victory is achieved. The student who sets out with such a spirit of perseverance will surely find success at last.

There is success and failure in every work. But I am inclined to believe that one who is a coward will be born after death as an insect or a worm, that there is no salvation for a coward even after millions of years of penance. Well, shall I after all be born as a worm? …In my eyes this world is mere play – and it will always remain as such. Should one spend six long months brooding over the questions of honour and disgrace, gain and loss pertaining to this?

“Make the character of Mahavira (Hanuman) your ideal. See how at the command of Ramachandra he crossed the ocean! He had no care for life or death. He was a perfect master of his senses and wonderfully sagacious. Build your life on this great ideal of personal service. Through that ideal all the other ideas will gradually manifest themselves in life. Obedience to the Guru without questioning and strict observance of Bramhacharya – this is the secret of success.


Expand your vision of success

Swami Vivekananda wanted each one us to have a large vision of success so that we create material, intellectual and spiritual success not only for ourselves, but also for our fellowmen and our whole country.

“Every man should take up his own ideal and endeavour to accomplish it. That is a surer way of progress than taking up other men’s ideals, which he can never hope to accomplish. For instance, we take a child and at once give him the task of walking twenty miles. Either the little one dies, or one in a thousand crawls the twenty miles, to reach the end exhausted and half-dead. That is like what we generally try to do with the world. All the men and women, in any society, are not of the same mind, capacity, or of the same power to do things; they must have different ideals, and we have no right to sneer at any ideal. Let every one do the best he can for realising his own ideal. Nor is it right that I should be judged by your standard or you by mine. The apple tree should not be judged by the standard of the oak, nor the oak by that of the apple. To judge the apple tree you must take the apple standard, and for the oak, its own standard.



“Power and things like that will come by themselves. Put yourself to work, and you will find such tremendous power coming to you that you will feel it hard to bear. Even the least work done for others awakens the power within; even thinking the least good of others gradually instills into the heart the strength of a lion.

“We talk foolishly against material civilisation. The grapes are sour. Even taking all that foolishness for granted, in all India there are, say, a hundred thousand really spiritual men and women. Now, for the spiritualisation of these, must three hundred millions be sunk in savagery and starvation? Why should any starve?

“The secret of success of the Westerners is the power of organisation and combination. That is only possible with mutual trust and co-operation and help. Now here is Virchand Gandhi, the Jain, whom you well knew in Bombay. This man never takes anything but pure vegetables even in this terribly cold climate, and tooth and nail tries to defend his countrymen and religion. The people of this country [America] like him very well, but what are they [Indians] doing who sent him over? They [Indians] are trying to outcast him. ...it is jealousy that holds them down.

Swami Vivekananda at Ahmedabad

Swami Vivekananda stayed for about eleven days

sometime in the latter part of 1891 as a guest of

LalshankarUmiashankar Trivedi (b.1845, d.1912) in

AhmedabadafterhefirstenteredGujaratfromAjmer.

Lalshankar was the guiding force behind many

associations founded in Gujarat during the

renaissance period like the Gujarat Vernacular

Society, Buddhivardhak Sabha, and several other

social and educational institutions connected with

women’s education and the uplift of untouchables.

Source: The Complete Works of Swami Vivekananda(PublishedbyAdvaitaAshrama,5DehiEntallyRoad,Kolkata14,India)

Source:ShriRamakrishnaAshrama,Rajkot,Website (www.rkmrajkot.org)

From Acquisitive Career to Contributive Career

The Contributor’s Vision of Career

UNIT 4:

by


University Services

Contributor Personality ProgramSwami Vivekananda


Learn to distinguish between an “acquisitive career” and a

“contributive career”.

An acquisitive career is one in which the career-seeker is

focused on acquiring higher position, higher salary, more

benefits, etc. This preoccupation with selfish interests often

damages the individual’s career, and equally important,

damages the organization and society. A contributive career

is one where the career-seeker is focused on contributing,

with rewards being a by-product of the contributions made.

The Contributor’s Vision of Career

UNIT 4:



Field Work (Projects) pg.16-17


From Acquisitive Career to Contributive Career


UNIT 4: THE CONTRIBUTOR’S VISION OF CAREER

Concept Exploration

EXPLORATION 1:

The Contributor’s Career Strategy1: Choose the “Opportunity Vision”

‘Rewards’ Vision ‘Opportunity’ Vision

Does this job offer – – High salary and perks?– Holidays?– Incentives?

Does this job offer – – Opportunities to face new

challenges & develop new skills?– Opportunities to meet new people

& learn new things?– Opportunities to make a

difference?

Rewards are more important than quality of work and one’s

development in the job

Opportunities to face challenges and one’s own development are more important than salary and perks

Q1. How will this career strategy of choosing “opportunity vision” impact your choice of job? Discuss to answer.

REFLECTIONS

1 Career Strategy is an approach or tip or plan of action that you can use in your own career to improve / grow in your own Career (as a contributor).

MEANINGS:



EXPLORATION 2:

The Contributor’s Career Strategy: Choose the “Purpose Vision”

‘Domain’ Vision ‘Purpose’ Vision

I can work in the field that I have been trained in

I will learn whatever is needed to perform well in my role, and help my team / organization achieve its goals

The Non-contributor is limited by his/her domain of training, and is

unwilling to go beyond

The Contributor is purpose-focused, and is thus willing to learn

and do whatever it takes to serve the purpose

Q1. How will this career strategy of choosing “purpose vision” impact your choice of job? Discuss to answer.

REFLECTIONS



EXPLORATION 3:

Q1. How will this career strategy of choosing “capacity expansion vision” impact your choice of job? Discuss to answer.

‘Comfort Zone’ Vision ‘Capacity Expansion’ Vision

I can do some things well. Don’t ask me to do new things.

The Non-contributor rigidly sticks to his/her given job description and

his/her ‘comfort zone’

The Contributor is willing to try out and learn new things, diversify

if needed, volunteer for new responsibilities, take on new roles –

thus expanding his/her capacity

The Contributor’s Career Strategy: Choose the “Capacity Expansion Vision”

I believe that one must be willing to step out of one’s comfort zone and try out newer roles. This will expand not only my skill set, but also my capacity to learn and my

self-esteem and confidence

REFLECTIONS



EXPLORATION 4:

Q1. How will this career strategy of choosing “external + inner growth vision” impact your choice of job? Discuss to answer.

‘External Growth’ Vision ‘External + Inner Growth’ Vision

To me success means more money,

more power, more position

To me success means external growth combined with growth in my capacities, leadership skills, ability to contribute

effectively, etc.

The Non-contributor recognizes and chases only external growth

The Contributor recognizes and seeks both external growth as well as inner growth within him/her self

The Contributor’s Career Strategy: Choose the “External + Inner Growth Vision”

REFLECTIONS




When assessing a job, what should I look for?

Ajay and Raghu have a couple of job offers on hand. They are trying to decide which job to take up. These are the questions each of them ask the manager, to help them take a decision.

AJAY - THE NON-CONTRIBUTOR RAGHU - THE CONTRIBUTOR

Will I get all the comforts and

conveniences I want?

Does this job and the contribution I can possibly make here, excite me?

Q1. How would each of the above 2 approaches to a job offer, impact the impression employers get of Ajay and Raghu?

What is the pay package? Will I get a team to work under me? Will I have to

stay late often? Will I get compensated for working over-time?

What kind of work will I actually be doing? What are the typical

responsibilities? What are typical challenges?

SCENARIO

Concept Application




Q3. What will be the impact of such a thinking on each one’s career growth in the long run?

Q2. How will this thinking impact the way in which each fulfills the responsibilities in the job?



A large technology corporation is diversifying and entering new markets. The management is identifying people to send to Singapore, where they are setting up operations. Since the new office will begin small, the team going there would have to multi-task. The management is considering two bright software engineers - Mohit and Sumit. Both are good programmers. The management observes them for some time, so that they can decide who to select. This is what they see –

MOHIT - THE NON-CONTRIBUTOR SUMIT - THE CONTRIBUTOR

Q1. Who would be more suitable for the new assignment? Why?

Mohit does not do anything which is beyond his stated job description of a software engineer. He says…

Sumit is flexible and is quickly able to adapt to new assignments. He says…


Why should I do anything extra?

I am a software engineer… I am good at my job – but this

is not my job…

Why not? Sure… let me try my hand at it, I am sure I

can pick it up.

Every job has its challenges – unless you try it out, how will you know how well you can do it and whether you like it or not? This way

you can really learn a lot!

SCENARIO


If my job / role is changed in the company I work in, how should I respond?



Q2. What is Mohit losing out because of the narrow way in which he sees his role in the organization?

[HINT: Consider loss in career opportunities and personal development opportunities]

Q3. Who amongst these 2 would be considered by the organization to be an “asset” and would be valued more by them in the long run? Why?

Q.4 Technologies continuously become out-dated and replaced by newer ones. In such a fast-changing industry, who will be able to deal with the changes in a better way? Why? Discuss to answer.




ROLE MODEL

How do I create opportunities for growth in my career?

Late one evening, William C. Durant, the founder of General Motors (GM),

walked into his bank after banking hours, and asked for some work to be done,

which ideally should have been requested during banking hours.

While others did not take the trouble to serve him, the man who served Mr.

Durant after banking hours was Carol Downes, an executive of the bank.

Downes had created a growth opportunity for himself by serving his customer well.

The next day, William Durant asked Downes to come to his office. Mr. Durant offered Downes a position in his

office which was happily accepted by Downes.

Several months later, Downes was informed that he had been

chosen to go out to a new plant to supervise the installation

of the plant machinery. Thus, Downes, a former bank official,

became a machinery expert in a few months. Although

he did not know anything about installation of machinery,

Downes chose to accept the assignment happily, rather than

complaining about it.

Downes had created one more growth opportunity by

whole-heartedly accepting a challenge.

Three months later, the job was done so well that Mr. Durant asked him where he learned about machinery.

“I never learned, Mr. Durant. I merely found men who knew how to do the job, put them to work, and they did

it.” Downes explained. Mr. Durant told Downes that he was promoted as the new manager of the plant and his

salary to start with would be $50,000 a year. Downes had created one more growth opportunity by not only succeeding in his assignment, but also sharing credit and focusing on his role as a contributive-manager.

General Motors (GM) is an American multinational automotive corporation, and is today the world’s second-largest automaker. It produces cars and trucks in 31 countries, including brands such as Buick, Cadillac, Chevrolet, GMC, Opel, Vauxhall.

CAROL DOWNES



Q1. Think of some stories of contributors (like Downes) who have created growth opportunities in their career. Write about them and how they created growth opportunities.

[HINT: You can think of people you personally know, or people you have read about, or people shown in movies]





Suraj and Varun joined a pharmaceutical company, fresh out of college. 6 months into the job, they are given a choice to take up any one of two assignments –

– The first assignment is a mainstream project with a 1 month deadline. It is in their own domain that they are familiar with. The team would be 8-10 people, with several senior team members. Working on a large project such as this, will bring the team under the limelight.

– The second assignment is in a new cutting-edge area that the organization is experimenting in. They will be in a team of 3-4 who need to find their own answers and make things work. The organization gives the team 4 months, after which they will take a decision whether to invest into this area or not.

This is how they are thinking through this choice.

SURAJ - THE NON-CONTRIBUTOR VARUN - THE CONTRIBUTOR

The second assignment is too risky! I have never done anything like

this before… It is not my subject and I won’t know anything there. The

management will get a bad impression of me.

In the first assignment, I can learn a lot from the expertise of my seniors. I will also learn how such large projects work –

that is very good exposure.

The first assignment is safer. I know that work…

besides there will be others in the team who can tell me what

to do if needed. Also, being mainstream, it will give me

the experience to get a job in the future.

However, the second, is a rare opportunity to do cutting-edge work. We will find our way to the answers…

we will learn and do whatever it takes! If we succeed, the value to

the organization and to the field will be fundamental! If we don’t, I will

at least have learnt from the experience…

SCENARIO

In a job environment, how do I choose amongst assignment opportunities?



Q1. What is the difference in the way Suraj is thinking and in the way Varun is thinking about both these assignments? Discuss to answer.

Q2. What does each one’s thinking tell us about each person’s confidence and ability to take up new responsibilities and challenging assignments? What will be the long-term impact of this on each one’s overall development as a professional?

Q3. Though they are in the same job environment, who is likely to see more career opportunities open up to him? Why? Discuss in groups to answer.





SCENARIO

How to get a promotion?

But... there are so many challenges in this higher position.

How will I get the respect of my juniors? How will I prove my competence? How to earn the

trust of people? This is tougher than expected...

RAJAT - THE NON-CONTRIBUTOR SUMAN - THE CONTRIBUTOR

Finally I have got my promotion! It took quite a lot of manipulation –

being in the good books of the right people, showing how I am better

than my teammates...

I am happy that management recognized the contributions created by me and my team.

The new position looks exciting! I have a great team who work very

well with me. I have already developed so many capabilities for this role. And most important, people in the company trust me. I am sure I can succeed in fulfilling the responsibilities of this

new position.

Rajat and Suman have just been promoted.



Q1. What is the difference in both their career strategies? How will their different approaches impact their power to contribute in their jobs? Discuss to answer.




MEANINGS:

1 Career Strategy is an approach or tip or plan of action that you can use in your own career to improve / grow in your own

Career (as a contributor).2 Milestone is an important point in the career where he/she took some important decisions / choices; or there was an

important change that took place in his/her career track; or some important new assignment that he/she took up.

Project Goal: To learn “Contributor Career Strategies1” from an experienced contributor.

STEP 1: Identify any one “Contributor” you know, who has worked for at least 10 years, and who has contributed a lot during the course of his/her career.

[HINT: Think of who you can interview amongst - People known to your family, Colleagues of your parents, Neighbors,Teachers, People who work in your neighborhood (eg: postman, shopkeepers, fruit / vegetable seller, rickshawdriver, municipality workers, etc.)]

STEP 2: Interview this person, asking him/her to tell you about –

l The different roles he/she has performed throughout his/her career life.l How he/she developed and moved up in his/her career. What were the important milestones2

in his/her career.l For each of the new roles or assignments taken up, what new capabilities did he/she have to

build (so as to be able to fulfill the new responsibilities).l What were some of the most important career choices he/she made? How did he/she think

about these choices? What made him/her make these choices?l What are some of the most important “contributions” he/she feels he/she made in each of his/

her roles in the career?

STEP 3: Make a presentation on this person –

l Explain how the person answered each of the above questions.l What are some “Contributor Career Strategies1” that you can learn from this person’s

experience?


4.6: FIELD WORK

PROJECT 1:



MEANINGS:

3 Career Possibilities are new career opportunities that may never have been open to you if you had not taken up a

certain challenge or choice. Thus new things in your career are made “possible” because of the choice you made.

Project Goal: To learn about a Contributor’s Vision of his/her career.

STEP 1: From the - Unit 4 - Exploration section, select any one Contributor you want to study deeper.

STEP 2: Explore this person’s story, do further research if necessary, and identify –

l How this person developed his/her career over time?l Some of the important career choices this person made and how he/she thought about each

of these choices (why did he/she make that choice).

l How did this person create opportunities for oneself to grow in his/her career? [HINT: What new

challenges did he/she take up? How did he/she open up new career possibilities3?]

l What was this person’s “vision” for his/her career i.e. what do you think “career growth” meant for him/her? [HINT: Look for both “external growth” as well as “inner growth”.]

STEP 3: Make a presentation about –

l The Career Vision of this Contributor (answers to the above questions).l Also share what you learnt from this person for your own career.


PROJECT 2:



“

This is the time to decide your future – while you possess the energy of youth, not when you are worn out and jaded, but in the freshness and vigour of youth. Rouse yourselves, therefore, or life is short. There are greater works to be done than aspiring to become lawyers and picking quarrels and such things. A far greater work is this sacrifice of yourselves for the benefit of your race, for the welfare of humanity.

Within you lies indomitable power. Only thinking, “I am nothing, I am nothing”, you have become powerless. And what are you doing? Even after learning so much, you go about the doors of others, crying, “Give me employment”. Trampled under others’ feet doing slavery for others, are you men any more? You are not worth a pin’s head!

You are thinking yourselves highly educated. What nonsense have you learnt? Getting by heart the thoughts of others in a foreign language, and stuffing your brain with them and taking some university degrees, you consider yourselves educated! Fie upon you! Is this education? What is the goal of your education? Either a clerkship, or being a roguish lawyer, or at the most a Deputy Magistracy, which is another form of clerkship – isn’t that all? Open your eyes and see what a piteous cry for food is rising in the land of Bharata, proverbial for its wealth! Will your education fulfil this want? Never. With the help of Western science set yourselves to dig the earth and produce food-stuffs – not by means of mean servitude of others – but by discovering new avenues to production, by your own exertions aided by Western science.


Your career is an opportunity to make a huge difference to yourself and to the world at large

Swami Vivekananda believed that “career” does not mean begging for employment or seeking to be gainfully occupied. To him, “career” meant an opportunity for each one of us to embark upon a glorius journey of mighty contribution - to oneself, to our community, to our nation, and even to the world at large.

“

“



Swami Vivekananda at Limbdi

Swami Vivekananda then met Thakore Saheb of Limbdi, Sir

Yashwantsinhji, K.C.I.E, (b.1859, d.1907).

Apart from being an able administrator, Yashwantsinhji was

deeply spiritual and a highly learned and cultured prince with

deep interest in literature, religion and philosophy.

His contact with Swami Vivekananda brought about a great

transformation in Yashwantsinhji and he became Vivekananda’s

disciple.

He also had an opportunity to be in Swami Vivekananda’s

holy company for several days during the summer of 1892 at

Mahabaleshwar. Here they had several discussions on Shastras

which he has recorded in his ‘Nondh Pothi’ (diary).

On May 9, 1892 Thakore Saheb has noted: “I am pleasantly

surprised at Swami Vivekananda’s deep knowledge of the

Shastras. My knowledge of the Shastras has been much

increased through discussions with him .”

Source: The Complete Works of Swami Vivekananda(Published by Advaita Ashrama, 5 Dehi Entally Road, Kolkata 14, India)

Source: Shri Ramakrishna Ashrama, Rajkot, website (www.rkmrajkot.org)

“

What India wants is a new electric fire to stir up a fresh vigour in the national veins. This was ever, and always will be, slow work. Be content to work, and, above all, be true to yourself. Be pure, staunch, and sincere to the very backbone, and everything will be all right.

We must travel, we must go to foreign parts. We must see how the engine of society works in other countries, and keep free and open communication with what is going on in the minds of other nations, if we really want to be a nation again. Stand on your own feet, and assimilate what you can; learn from every nation, take what is of use to you.

“

“Believe, therefore, in yourselves, and if you want material wealth, work it out; it will come to you. If you want to be intellectual, work it out on the intellectual plane, and intellectual giants you shall be.

The Scope of ContributionUNIT 5:

by


University Services



Contribution to Self, Organization, and Society

In every work, every role, there is a possibility of contributing

at multiple levels – contributing to self, contributing to

organization, and contributing to society. Explore how you

can contribute at multiple levels in your career.

Further, explore the difference between “acquisition for

self” and “contribution to self” – the former being material

acquisition and the latter being conscious development of

oneself through the medium of one’s career.

The Scope of ContributionUNIT 5:

Contribution to Self, Organization, and Society



Field Work (Projects) pg. 14-17



UNIT 5: THE SCOPE OF CONTRIBUTION

Concept Exploration

EXPLORATION 1:

Think of examples of such experiences you have had as a customer, where (a) the person serving you was doing the work too routinely, because of which the work you needed didn’t get done (b) the person serving you was focused on the purpose for which you had gone to him/her, thus getting your work done. In each case, how did that person’s approach make you feel? Discuss and write about this.

The Contributor not only performs his/her activities or duties, but also tries to achieve the ‘purpose’ behind all these activities

Purpose Vision of WorkActivity Vision of Work

I am taking a passenger to the railway station

… the auto rickshaw driver who does his work routinely

… the auto rickshaw driver who is focused on serving the customer’s purpose

I am taking a passenger to the railway

station

I ensure that my passenger reaches the station on time

to catch her train

ACTIVITY

ACTIVITY PURPOSE

REFLECTIONS



EXPLORATION 2:

Think of examples of situations where you feel you “Contributed to Self” during the course of doing the activities required in the situation. Discuss and write about this.

[HINT: Think of situations where you may have gained exposure to new areas and experiences; learnt something new; built confidence and self-esteem; become stronger in character; learnt some “lessons for life”; etc.]

An individual who “Contributes to Self” not only performs activities, but also tries to systematically develop his/her own self through these activities

… the manager who performs his duties

… the manager who develops capability & confidence to handle larger responsibilities,

while performing his duties

As General Manager, I have to lead many

people and take many big decisions

As General Manager, I have to lead many

people and take many big decisions

One of my goals is to develop myself in a

number of new areas, so that I am worthy of this

great responsibility

ACTIVITY ACTIVITY PURPOSE


REFLECTIONS



EXPLORATION 3:

Think of some team project you were a part of, where you feel you “Contributed to the Team” (by investing into the long-term team goals / capacities / strengths of the team). Write about this experience.

… the sales person who meets his targets

… the sales person who spends time and effort in building long-term relationships for the

organization, while meeting his immediate targets

I meet my sales targets

regularly My main goal is to build a network

of long-term relationships for

my company.


I meet my sales targets

regularly

An individual who “Contributes to the Team / Organization” not only meets short-term targets, but also “invests” into the long-term goals, capacities, and strengths

of the Team / Organization


REFLECTIONS



EXPLORATION 4:

… the businessman who sets up a new business

… the businessman who ensures that the new business he is setting up, also serves in

developing the local community

I am setting up a new cement factory

I am keen that the factory becomes a

catalyst for social and

economic development in the area


An individual who “Contributes to Society” goes beyond commercial or organizational goals, and seeks to achieve the goals or purposes of the larger

community / society


Think of examples of such people you may have met or heard / read about, who are focused on “Contributing to Society” through their work. Discuss and write about this.

REFLECTIONS

I am setting up a new cement

factory



In each of the activities given below, identify what is the ‘purpose’ that person can contribute towards, at all

3 levels –

ACTIVITY WHAT CONTRIBUTIONS CAN HE/SHE MAKE TO

‘SELF’?

WHAT CONTRIBUTIONS CAN BE MADE TO

‘TEAM / COLLEAGUES / ORGANIZATION’?


‘SOCIETY’?

The Student who is studying a subject...

The Teacher who is teaching students in a class...

The Engineer who is supervising the building of roads / bridges / etc...

The Software Programmer who is coding software...

Identify Contribution Possibilities




ACTIVITY WHAT CONTRIBUTIONS CAN HE/SHE MAKE TO

‘SELF’?


‘TEAM / COLLEAGUES / ORGANIZATION’?


‘SOCIETY’?

The Shop Keeper who is selling goods to customers...

The Customer-care Executive who is talking on the phone to a customer having a complaint...

The Politician who is representing a constituency...

The Government Official who is processing files...

The Broker who is negotiating between two parties...



Concept Application


Q1. Amit had built a reputation of being someone who was unsupportive, protected only himself and never shared credit with others. – How would this impact his relationships within the organization?

– How would this impact his career progress in the long run?

SCENARIO


Amit and Sudhir were team leaders. Their boss Navin has been getting requests for team change from Amit’s team members. This is what their juniors have to say about them.

Amit sets unreasonable targets

for us – and never gives us the support

we need to meet them!

Last time when I worked with Amit on a presentation, both of us worked equally hard on it… but the committee

never came to know about my contribution. He took all the credit.

Had something gone wrong, he would have been the first one to tell everybody that I

was responsible for the presentation.

AMIT’S JUNIOR SUDHIR’S JUNIORSudhir is always available to

guide us. He helps us learn and build our capability – so our team

has become really good.

I feel confident to try out new things as I know Sudhir will back me up. Even

if things go wrong, he stands right behind us and takes the responsibility. So we are also ready to support him in

any of his initiatives.

Last month the CEO praised our entire team

for being the best performing team of the quarter. Sudhir makes sure all of us get equal

credit.

Contribution Choice 1: “Building capability of my team is as important as my own development”

AMIT does not contribute to the development of his team - in fact, he tries to get ahead in the

organization, at the cost of others.

SUDHIR is concerned about the development of his team members, as well as development of his own

capabilities as a leader.



Q2. Sudhir not only wanted to do high-quality work, but through this he also wanted to develop the capability of his team members and his own capabilities as a leader.

How would this be a contribution towards – – Sudhir’s overall performance at work and his long-term professional development?

– His team members?

– His organization? [HINTS: Consider– The impact of a highly capable team on business results– The impact on the organization’s overall capability to compete in the market– The impact of a motivated work force, on the working environment within the organization]



APPLICATION EXAMPLE 5.2:STORY

Contribution Choice 2: “Building customer’s trust in the organization is more important for the long-term business, than chasing immediate sales targets”

Alex thought things over and quickly made a choice. He told Mr. Jha – “Sir, MultiCash indeed has some risks, but the returns are also very good. I don’t advise you to invest a lot of money in it. In my opinion, you can invest a small sum and get a very good return on it. Then, even in the unlikely

event of a loss, you will lose very little money”.

Alex’s boss Rajinder, called him to his office and explained the product to him.

Our bank’s performance this year depends on the success of this product. You are one of the few

chosen by the bank, to sell MultiCash. We trust that you will do a good job.

Back at his desk, Alex studied the product literature…

Hmmm… this investment is not risk-free… why haven’t

we mentioned this in the brochures?

Alex, we can’t afford to discourage

customers from buying the product by telling them that it is risky.

Sir, can I have a list of the risk

factors? The customer can

then know what exactly he is getting

into… Alex’s selling skills helped him sell MultiCash to 3 customers the very next day. There was one

more pending call for the day…

Oh well, I suppose Sir is right. Sales of this product is important for

the bank. It is better that I keep quiet…

Alex rang the doorbell to Mr. Jha’s house. He soon began his sales pitch. But...

Son, I hope this is a safe investment. At this age, I cannot afford to lose

any money.

How can I tell Jha that his investment would be safe? If he buys this trusting in me, and God forbid if Jha loses money, I will be responsible for it!

Boss’s trust on one hand, customer’s trust on the other… what should I do?

Alex had recently joined the Relisafe Bank as a sales manager. The bank had just come out with a new investment product called MultiCash.



Q1. Alex changed what would have been a “win-lose” situation (where his company wins sales, but the customer loses) to a “win-win” situation (where both company and customer stood to benefit). Through his actions and choices, how did Alex simultaneously contribute to the (a) welfare of the customer (b) development of the organization (c) his own development as a professional and as a human being? Discuss to answer.

[HINTS: Consider -

– How would this impact Mr. Jha’s trust in him and in his company?

– How would such choices impact the brand and reputation of his company in the long run?

– What could be the long term consequences of mindlessly pursuing targets without considering the need and concerns of the customer? How did Alex prevent this from happening?

– How would this impact Alex’s own character strength and personal satisfaction?

– How does building trust and a good reputation in the market help one grow in one’s career in the long run?]





STORY


Anil Kumar was posted as Bank Branch Manager in a remote place about 80 kms away from Jaisalmer, in Rajasthan. There were many problems typical of a small desert village, such as – no electricity, no water, frequent sand storms, no proper place to stay, etc. Further, in the Bank Branch (his workplace) itself, everything was disorganized – with stationery and registers lying around, etc.

Kumar says, “Any new work will always have its challenges. If you give up and do nothing, thinking ‘this is a problem’ then you won’t get anywhere. I saw this posting as an opportunity where a lot of good work could be done!”

Kumar’s first challenge was to make the Bank Branch profitable. He identified the key problem as lack of awareness in the community about the schemes offered by the Bank. So he began by spreading awareness, visiting people in their homes, educating them and giving them services according to their needs. He even learnt the local language to interact better with the local community.

Kumar also chose to live in the village itself (instead of Jaisalmer where earlier Branch Managers had lived). He thought “if the villagers can live happily in such a place, then so can I”. The villagers began trusting him and over time, he became an ‘insider’ in the village community. He even began participating in their family functions and festivals.

It took him a full year to get his branch into shape and meet his business targets for the first year. However, in the second year, he not only met but even crossed his targets in just six months.

The villagers, who earlier depended on village money lenders now went to Kumar’s bank for loans. They availed the different schemes to use in their businesses, which increased their income.

“When I think back to those days, I feel good. I enjoyed my stay there and still feel good about the difference I was able to make to the villagers and to the Bank”, says Anil Kumar.

Contribution Choice 3: “Tough circumstances are an opportunity for making more contributions (not problems to ignore or run away from)”



Q1. By the time Anil Kumar left this place, as Bank Branch Manager he had made a deep contribution towards the welfare of the local community.

How do you think Anil Kumar defined for himself –

– His personal or human purpose?

Q2. How did his definition of purpose influence the choices that he made? Discuss to answer.

– The organizational purpose he was serving?

– The societal purpose he was serving?




Project Goal: To identify case examples of people who have widened their scope of contribution.

STEP 1: Study this case example –

Project Shakti: Empowering rural women while building a new market for HLL

When Manvinder Banga took over as chairman of Hindustan Lever (HLL, now called HUL), in May 2000, he found that the competition was strong and further growth in business had become increasingly difficult. HLL needed to open up new markets. Mr. Banga observed that one of the greatest challenges for selling in India, is that conventional media (like TV, radio, newspaper, etc.) reached only half the population, thus leaving more than 500 million people ignorant of a company’s product or brand.

To reach out to these people, HLL launched Project Shakti. Shakti targeted small villages with population of less than 2000 people, to empower rural women by providing income-generating opportunities, health and hygiene education, and access to relevant information. Project Shakti drew upon women’s self-help groups. Typically comprising 10-12 women from a single village, the self-help group would give a small amount of cash towards a common pool. Micro-credit agencies would then offer additional funds to finance approved micro-commercial initiatives.

HLL built upon this infrastructure, by giving a chance to the women to earn money by selling HLL products directly to fellow villagers. This not only allowed HLL to reach out to the rural market, but also created women entrepreneurs. This significantly

improved the women’s income, giving them a steady source of livelihood.

With Project Shakti, HLL sought to achieve both the objectives of social impact and business growth.

STEP 2: In the above case example, Banga widened the “organizational purpose” of HLL from just “business profits” to “welfare of society along with business profits”. Similarly, identify –

l 2 more such examples where people have widened their scope of contribution.

l For each example, do some research to find out how their actions and choices increased their -

Contribution to Self, Contribution to Team / Organization, Contribution to Society.

STEP 3: Make a presentation on each of these 2 examples explaining how each widened their scope of contribution (at all 3 levels).


5.4: FIELD WORK

PROJECT 1:



Project Goal: To identify the “contribution possibilities” within a Job Role (eg: Software Programmer in a large software services company).

STEP 1: Identify any one job role that you would be interested in taking up in your future career.

STEP 2: Do some research to find out more about what responsibilities are involved in this job / role.

l Interview 2-3 people who are working in that job role (look for seniors / people known to your family / people known to your teachers, etc.)

l Use the internet to search for information on the job role.

Find out –

l What are the key results or outcomes a person in this job role is responsible for?

l [Contribution to Self] What are the opportunities a person working in this job role can get, to systematically develop oneself and grow in capability? What kind of exposure can one get?

l [Contribution to Organization] What contributions can a person performing this job role make to the team, other colleagues, and organization?

l [Contribution to Society] What contributions can a person make to society, through this job role?

STEP 3: Make a presentation on your selected Job Role –

l Explain the job role and what one is expected to do in this job role.

l Present the Contribution Possibilities within this job role – Contribution to Self, to Organization, to Society (answers to the above questions).


PROJECT 2:



Project Goal: To recognize the “contribution choices” that people have made.

STEP 1: Identify any one person you can talk to, who you feel has contributed a lot to his/her field of work / society.

(HINT: Think of who you can interview amongst – People known to you or your family, Colleagues of your parents, Neighbors, etc. This person could be a scientist, teacher, businessman, artist, musician, doctor, bureaucrat, social worker, etc.)

STEP 2: Interview this person and / or search on the internet to find out more, to identify –

l Specific incidents from the person’s life that show how he/she

– Contributed to Self

– Contributed to Team / Local Community / Organization

– Contributed to Society (field of work / nation / etc.)

l Identify what were some of the important “contribution choices” this person made in his/her life, that helped him make all those contributions.

l Identify whether –

– These incidents were only specific instances where this person contributed; OR

– This person contributed during an entire phase of his/her life; OR

– This person dedicated a large part of his/her life to the contributions i.e. has had a life-time of contribution.

STEP 3: Make a presentation on this person –

l Give a brief introduction to the person (Name, profession, background, how you came across this person).

l Present the Contribution Choices this person made, by presenting –

– The contributions he/she has made (to Self, to Organization, to Society). Explain with concrete examples / incidents in his/her life.

– The choices he/she made that helped him/her make all these contributions.

– Whether these incidents were – special cases, OR part of an entire phase in which this person contributed, OR were part of his/her life-time of contribution.


PROJECT 3:



Project Goal: To study how – defining the “contribution purpose” of my job role at the 3 levels (Contribution to Self, Contribution to Organization, Contribution to Society) can change my approach to work.

STEP 1: Identify any 2 working professionals in your locality (with at least 2-3 years of work experience).

(HINT: Think of who you can interview amongst – People known to your family, Colleagues of your parents, Neighbors, Teachers, People who work in your neighborhood (eg: postman, shopkeepers, fruit / vegetable seller, rickshaw driver, municipality workers, etc.).

STEP 2: For each of these persons –

l Define the person’s job role (eg: Sales Manager in a soap manufacturing company)

l Do a 30-40 minute brainstorming session along with that person (and your whole project team), to generate ideas on how to define –

– The personal or self-development purpose the person can work towards in this job role (eg: develop the confidence to deal with senior / influential people)

– The team or organizational purpose the person can work towards in this job role (eg: build a network of long-term customer relationships for my company)

– The societal purpose the person can serve through this job role (eg: provide health and hygiene education to the people in my sales region – which will also build their trust in the brand of our company and the soap we manufacture)

l At the end of the brainstorming exercise with the person, ask – if he/she were to keep in mind these 3 levels of purpose being served through his/her work –

– How would this change his/her approach to work? What things would he/she do differently?

– What choices would this require him/her to make?

– What challenges is he/she likely to face? And how can he/she overcome these challenges?

STEP 3: Make a presentation on the job roles of each of these 2 people. For each person’s role studied, present –

l The job role of the person

l The 3 levels of purpose defined (personal or self-development purpose; team or organizational purpose; societal purpose), that the person can serve through this job role.

l How this way of defining the person’s job role would change his/her approach to work.


PROJECT 4:



“

“

“My faith is in the younger generation, the modern generation, out of them will come my workers. They will work out the whole problem, like lions... Will you respond to the call of your nation? Each one of you has a glorious future if you dare believe me. Have a tremendous faith in yourselves, like the faith I had when I was a child, and which I am working out now. Have that faith, each one of you, in yourself – that eternal power is lodged in every soul – and you will revive the whole of India.

Don’t you see why I am starting orphanages, famine-relief works, etc.? Don’t you see how Sister Nivedita, a British lady, has learnt to serve Indians so well, by doing even menial work for them? And can’t you, being Indians, similarly serve your own fellow-countrymen? Go, all of you, wherever there is an outbreak of plague or famine, or wherever the people are in distress, and mitigate their sufferings. At the most you may die in the attempt – what of that? How many like you are being born and dying like worms every day? What difference does that make to the world at large? Die you must, but have a great ideal to die for, and it is better to die with a great ideal in life. ... and you will yourselves be benefited by it at the same time that you are doing good to your country.

It is all right for those who have plenty of money and position to let the world roll on such, but I call him a traitor who, having been educated, nursed in luxury by the heart’s blood of the downtrodden millions of toiling poor, never even takes a thought for them.


This country depends on your contribution

Swami Vivekananda wants each one of us to recognize that it is our contribution alone that will create the India of tomorrow

“Material civilization, nay, even luxury, is necessary to create work for the poor. Bread! Bread! I do not believe in a God, who cannot give me bread here, giving me eternal bliss in heaven! Pooh! India is to be raised, the poor are to be fed, education is to be spread, and the evil of priestcraft is to be removed. More bread, more opportunity for everybody!



“

“ On you lie the future hopes of our country. I feel extreme pain to see you leading a life of inaction. Set yourselves to work – to work! Do not sit idle, thinking that everything will be done in time, later on! Mind – nothing will be done that way!

Why not do as much as lies within your power? Even if you cannot give to others for want of money, surely you can at least breathe into their ears some good words or impart some good instruction, can’t you? Or does that also require money?

Swami Vivekananda at Junagadh – 1

In Junagadh, Swami Vivekananda came in contact with

Haridas Viharidas Desai, the Dewan of the State.

Haridas Desai was a keen student of Advaita Vedanta, a man

of principles and an exalted character.

Swami Vivekananda developed a deep friendship with

Haridas and wrote several inspiring letters to him.

In one of the letters dated June 20, 1894, Swami Vivekananda

gives Haridas his plan of work for the regeneration of India

and Hinduism.

Haridas Desai was to be instrumental in introducing Swami

Vivekananda to at least three of Gujarat’s leading literary

figures of those days, Manahsukhram Tripathi, Chaganlal H.

Pandya, and Manilal Nabubhai Dwivedi.

Source: Shri Ramakrishna Ashrama, Rajkot, website (www.rkmrajkot.org)Source: The Complete Works of Swami Vivekananda(Published by Advaita Ashrama, 5 Dehi Entally Road, Kolkata 14, India)

“ Arise, awake and stop not till the desired end is reached. Already everything is opening out before us. Be bold and fear not. It is only in our scriptures that this adjective is given unto the Lord – abhih, abhih. We have to become abhih, fearless, and our task will be done. Arise, awake, for your country needs this tremendous sacrifice... The young, the energetic, the strong, the well-built, the intellectual – for them is the task.

Embarking on the Journey to Contributorship

UNIT 6:

From “Victim” to “Creator of my own Destiny”

by


University Services



Explore how you can embark on the journey to

contributorship, using the fundamental “building blocks” for

becoming a Contributor – the first building block being a

shift from a “victim” to being a “creator of one’s destiny”;

the second building block being acceptance of the ideal of

contributorship; the third building block being the willingness

to take full responsibility for one’s own development; the

fourth building block being the capacity to reflect on one’s

development and make appropriate modifications.

Embarking on the Journey to Contributorship

UNIT 6:

From “Victim” to “Creator of my own Destiny”



Field Work (Project) pg. 16



UNIT 6: EMBARKING ON THE JOURNEY TO CONTRIBUTORSHIP

Concept Exploration

EXPLORATION 1:

Q1. The non-contributor believes he/she is out of control and everything depends on whether circumstances are favourable or not. Whereas the contributor doesn’t wait for favourable circumstances to act, he/she finds ways to deal with circumstances and still reach the goal. This is a shift in one’s approach to any situation. Why is this shift important to your development as a contributor? Discuss to answer.

Q2. Write about one such contributor you know of, who always sees “what all I can possibly do” in a situation rather than feeling he/she has no power to do anything. Narrate some incidents from his/her life that show this.

Non-contributors believe that circumstances are more powerful than

they are

Contributors believe that they, as human beings, are more powerful and can shape

the circumstances they are in

I can achieve anything - but for that you

must give me the right conditions and support

to succeed.

I want to achieve the goal. And I will find ways to deal with the environment and any challenges that may

come up.

REFLECTIONS



EXPLORATION 2:

Q1. If you wanted to begin “stepping out of your comfort zone”, how would this change they way you do things? Why is this important to your development as a contributor?

Q2. Write about one such contributor who faces challenging situations positively, with an “I can” attitude. Narrate some incidents that show this.

Non-contributors do not step out of their “comfort zone”

Contributors are willing to step out of their “comfort zone” and try out new things

There is always a first time for everything. At the most, I will fail a few

times before I succeed. So why not give it

a try...

I have never done this before... how can I do it?

REFLECTIONS



EXPLORATION 3:

Q1. What happens when you stop blaming others, and begin taking responsibility to find your own solutions? Why is this important to your development as a contributor?

Q2. Write about one such contributor you know of, who in a tough situation did not blame others or blame circumstances, but instead took the responsibility for finding a way out. Narrate the incident.

All my problems are because of

them!

I have created problems for myself by my past actions.

I will now find solutions for myself through my future

actions.

Non-contributors constantly blame others Contributors recognize that they are responsible for their own problems, and so they solve these problems

REFLECTIONS



EXPLORATION 4:

Q1. Why is becoming “self-reliant” important to your development as a contributor? Think of any one example of a situation you have faced, where you could have chosen to depend on others and wait for them to find answers for you, but instead you chose to be self-reliant and act. Write about this.

Q2. What was the effect of this choice you made in this incident, on your self-confidence and satisfaction?

I am poor… without others’ help, how can I

survive?

I am poor. But I can learn shoe-

shining… this way I can earn the money

I need.

Non-contributors depend on others Contributors rely on themselves, instead of waiting for others to solve their problems

REFLECTIONS





STORY

Concept Application

Contributors show the courage to step out of their “comfort zone”. Every time we step out of our “comfort zone”, we take one step forward on the journey of contributorship.

Aditi was a clerk in a large company. One day, a

senior approached her and offered her a new role…

3 weeks later, Aditi accepted the offer and began

making announcements… first doing just a few

under the guidance of her senior… then some

more… then independently. Her voice went out to

1000s of employees…

She did such a great job! People from all over the

company praised her…

But Aditi continued to worry over it for days…

Oh no sir!! I wouldn’t be

able to do it! I am so sorry...

My voice will be heard by 1000s of people! I won’t be able to do it… I have never done it before… I will make

a fool of myself…

Aditi, your Hindi and English are good. Would you like to take

up “making announcements” for the entire company?

No… this is an opportunity for me to try out something new.

It would be silly to let such an opportunity go…

Ma’am, can I observe you while you work? I want to see how you do things…

Sure Aditi!

Congratulations!! You did brilliantly!



Q1. Give examples from your life when you have stepped out of your “comfort zone” (like Aditi in this story). How did you feel?





SCENARIO

We can choose to make our life full of meaning and fulfillment. OR we can choose to live unhappy lives full of “ill-luck” and “bad fate”. Making the right choice is an important step towards contributorship.

Megha was a successful business executive until she got married and had a child.

Ritu, also a business executive, chose to quit her job on getting married. Family was her focus. Soon she had two children.

After my daughter was born, I decided that I couldn’t go back to work, with such long and erratic hours. But at the same time, I really enjoyed working. So I started working

from home, taking up freelance assignments.

Once both her children began to go to school, she didn’t know what to do at home, getting bored.

A few years later, I also began taking lectures as a visiting faculty in a city college… I really enjoyed the work.

I am glad I can be there for my daughter as she is growing up. We really have fun together!

What could I do? Who would give me a job now? A woman has to sacrifice so much for the sake of her family and children…

If I had been working, I would be earning so much… like my friends… see the sacrifices I’ve had to make, all for my husband and children! What a waste my life is now!

My teenage children don’t care for me! They want to do things their own way… they are even embarrassed to have me around!

RITU feels overpowered by her circumstances. She blames her circumstances and her family for the unhappiness she experiences in her life.

MEGHA takes responsibility for making her life meaningful and fulfilling.



Q1. In this scenario of Megha and Ritu, what do you think will be the impact of each of their approaches -

– On their family?

– On their own fulfillment?

– On their lives?






STORY

Sometimes we are faced with a situation where there are many difficulties and obstacles. We can then face the challenges or we can decide to ignore and let the problems accumulate, in the hope that somebody else will solve them. When we make a decision to face the challenges, we are beginning our journey of contributorship.

By the time Padma got transferred from that branch 2 years later, all the long-pending litigations had been resolved. Moreover, measures were put into place to avoid such cases in the future…

Moreover, the branch business was also turned around. By the time she left, her branch had got an A+ rating from the company.

How can I solve this problem that none of the previous managers have solved? This is not in my power… what can

I do? Neither do I have the experience nor do I have the contacts needed to deal with something like this! Better to just go on until this branch is closed down and I’m posted elsewhere…

But Padma was not satisfied with this… she knew that these were just excuses – after all if she didn’t try and find a solution then who would?So Padma met with the lawyers to understand each of the cases, and she personally began working out solutions with the advice from many of her seniors and lawyers.

Padma was assigned as manager to a branch that was doing very badly. It also had many litigations (law cases) going on against it.

Sharma, these cases are a serious problem! They are taking up so

much of our resources… why hasn’t anyone done

anything about it?

Madam, most of these cases are over 15 years old… it has

always been like this and always will be… you know how

our country’s courts work… nothing ever gets solved here…

Don’t waste your time worrying about this… anyway the company is thinking of closing this branch down.




Q1. Think of any one area where you had chosen to ignore taking any action (putting it off for a later time, or not doing it at all) because of various difficulties that you think may be there. Write about this. Also write down, if you were to now take the initiative to complete this, then what would it involve on your part.

[HINT: This could be something in your locality (eg: your street is full of garbage and no one is doing anything about it); or something to do with your college (eg: a research project on some subject that will be very valuable to you and your classmates); or something to do in your home (eg: something is broken and you need to repair it but it seems too difficult.)]





STORY

Contributors recognize that they need to “do something” (they do not just sit and worry without taking action). When we begin acting and dealing with our circumstances, things often turn out much better than we imagined. A person taking positive action is embarking on the journey of contributorship.

In April 2008, the Punjab state government announced a compensation package of approximately Rs.350 crores to the landowners, for acquiring of large chunks of land for the expansion of the Chandigarh airport. All banks saw this as an opportunity - the compensated villagers would need bank accounts to deposit the money they received.

Harnek Singh was a messenger (office boy) in a public sector bank. His bank was conservative and the manager and staff felt they stood no chance in front of all the aggressive modern banks. Moreover, they didn’t even have a branch in these villages. Harnek Singh approached his branch manager

So Harnek Singh began his rounds going door to door, village to village… meeting with people, getting to know them… talking to them and talking about his bank...requesting them to open accounts with his bank.

Beginning early morning, often his rounds went late into the night… When they couldn’t come to the branch, the bank team went to them and

completed formalities…They trusted Harnek and so they trusted the bank.

The bank got Rs.170 crores of deposits from this effort. Far more than any other bank. Harnek’s bank also opened a branch in one of these villages.

Harnek also reciprocated the trust of the villagers. He had become an “insider” in the community. Villagers were often unable to travel miles to get to the bank, but were in urgent need of money. Harnek ensured he got their money to them – at their doorstep.

Sir, we are trusted by the people. Why will they not

prefer to deposit with us, if we only reach out to them?

I know these areas well. I will reach out and go to them…

they don’t have to come to us.



Q1. Give examples from your life when you took “positive action” in some situation (like Harnek Singh in this story). How did you feel?


We embark on the journey of contributorship when we...

THE FIRST STEP:

...step out of our “comfort zone” and are willing

to experiment and fail

...do something (instead of worrying)

...face challenges (instead of ignoring them or

running away from them)

...choose to fill our own life with meaningful

and fulfilling activities




CASE STUDY


I am Hari Kishore from Taj Nagar. You may not have heard of this place. Ours is a small village near Gurgaon with around 3000 people. Many of us go to Gurgaon, Delhi and even nearby Rewari every day on work, students go to colleges there and businessmen regularly travel for business. But until two years ago we had to travel 6 kms to catch a train from either Hailimandi or Patli stations.

Many years ago, when the Railways constructed a railway line passing right through our village, we were very pleased. At last, we can have our own station, we thought. When our Panchayat members approached the railway officials with this request, they said they would have to get permission from their higher-ups in the Railway Board.

We waited for a long time. When we did not get any reply, our Panchayat members again reminded the officials. One of them told us, “We tried our best to get the Railway Board to agree. But they have already overshot this year’s budget. And they have drawn up plans for the next year also. So they said that they cannot comply with our request for the time being.”

In 2007, somebody at our village meeting put forth this proposal : “Why should we depend on others for our station? It is we who need the station. Why not build it ourselves?” But another said, “Will the Railways give us permission?” Yet another said, “You might build the station, but will the trains stop there? ”

So our village officials made another trip to the Gurgaon railway office. The official was impressed but said “You can go ahead with constructing the station. But ensure that you follow the Railway rules. Once you complete it, we will arrange for trains to halt there.”

In late 2007, a panchayat meeting was held to which all villagers were invited. Here, a resolution was passed – “We will build the Taj Nagar railway station from our own resources.” Accordingly, a Gram Seva Samiti was formed which took the responsibility for collecting funds for the construction.

Plans were drawn up and sent to the Railway office. Once they were approved, the fund raising work

started. The Samiti head said, “Each of us will contribute as much as we can spare. Let’s see how much we can collect.” Each of us contributed according to our capacity.

In the month of January 2008, construction began. Some hurdles came in the way but by now we were sure that we could find solutions and that is how it happened. It has taken us 3 years to build the station but finally it is ready - platforms and a ticket counter are ready. The Railways are now going to help us to construct a waiting room.

The people of Taj Nagar build their own railway station



Q1. Look at this case study where the people of Taj Nagar took up the responsibility and built their own railway station. Discuss to explore what steps these people took to embark on the journey of contributorship. Write these down.




Project Goal: To embark on the journey of contributorship.

STEP 1: In your project team, brainstorm to identify any one “Contribution Project” your team can take up.

(This could be an initiative in your college or in your locality)

Choose your “Contribution Project” carefully, by ensuring that the project –

l Is in an area of work that is new to all of you, so that it will challenge you to step out of your “comfort zone” and face challenges (instead of avoiding them).

l Addresses some long-standing problems that the people are facing, where your team can take concrete action and “do something” to solve these problems and therefore help those people.

l Will help all of you (project team members) develop yourselves (contribution to self); contribute to your organization or community; contribute to society in some way.

STEP 2: Plan your Contribution Project –

l Define the “contribution goal” you seek to achieve by the end of this project

(Define the goal at all 3 levels of – contribution to self, contribution to organization / community, contribution to society)

l What are the key steps (or sub-goals) you need to meet so as to achieve your goal?

l What is involved in making your project a success?

l Who else do you need to get involved if you want this project to be a success?

(eg: Teachers with authority, Parents, Family friends, Local authorities, etc.)

l How will you get them involved, explain the project to them, and help them see the value / benefit of this project?

l Assign roles and responsibilities to each team member in your project team (what each team member will be responsible for).

l Define a time-line and plan your schedules on how you will go about completing this project within a specific time frame.

STEP 3: Make a presentation on your Contribution Project Plan.

STEP 4: Present your Contribution Project Plan to the class (in the presentations session of Unit 6).

l Take any feedback / help from your classmates and your faculty to improve the chances of success of your Contribution Project.

l Refine your plan accordingly.

STEP 5: Implement your project according to your Contribution Project Plan (take guidance of your faculty wherever needed).

STEP 6: Once you complete your Contribution Project, make a presentation on –

l The Contribution Project goals you achieved.

l How this project challenged each of you (team members) and made you step out of your “comfort zone”. How did all of you gain through this process? What did you learn through this process? What new capabilities did you develop?

l The success you achieved – in terms of “inner success” and “external success”.

– Mention the benefits to the organization / community and to society.

– Mention the personal fulfillment, confidence and other rewards all of you felt you received.

– Mention the rewards you all felt you received as a team (both inner and external rewards).

6.6: FIELD WORK

PROJECT 1:



“

“ “Have you got the will to surmount mountain-high obstructions? If the whole world stands against you sword in hand, would you still dare to do what you think is right?

Our mistakes have places here. Go on! Do not look back if you think you have done something that is not right. Now, do you believe you could be what you are today, had you not made those mistakes before? Bless your mistakes, then. They have been angels unawares. Blessed be torture! Blessed be happiness! Do not care what be your lot. Hold on to the ideal. March on! Do not look back upon little mistakes and things. In this battlefield of ours, the dust of mistakes must be raised. Those who are so thin-skinned that they cannot bear the dust, let them get out of the ranks.

But saying, “I can”, won’t do. Show me through action what you can do... Get up, and put your shoulders to the wheel – how long is this life for? As you have come into this world, leave some mark behind. Otherwise, where is the difference between you and the trees and stones? They, too, come into existence, decay and die. If you like to be born and to die like them, you are at liberty to do so.


Develop the will to contribute

Where does the power to contribute come from? It comes from within ourselves - from our commitment to be a contributor, practice contribution and to experience its fruits in our own lives. This commitment manifests itself as a gigantic will to contribute.

“ What is the cause of evolution? Desire. The animal wants to do something, but does not find the environment favourable, and therefore develops a new body. Who develops it? The animal itself, its will. You have developed from the lowest amoeba. Continue to exercise your will and it will take you higher still. The will is almighty. If it is almighty, you may say, why cannot I do everything? But you are thinking only of your little self. Look back on yourselves from the state of the amoeba to the human being; who made all that? Your own will. Can you deny then that it is almighty? That which has made you come up so high can make you go higher still. What you want is character, strengthening of the will.



“Practise hard... You have to plunge in and work, without thinking of the result. If you are brave enough, in six months you will be a perfect yogi. But those who take up just a bit of it and a little of everything else make no progress. It is of no use simply to take a course of lessons. To those who are full of tamas, ignorant and dull – those whose minds never get fixed on any idea, who only crave for something to amuse them – religion and philosophy are simply objects of entertainment. These are the un-persevering. They hear a talk, think it very nice, and then go home and forget all about it. To succeed, you must have tremendous perseverance, tremendous will. “I will drink the ocean,” says the persevering soul, “at my will mountains will crumble up.” Have that sort of energy, that sort of will, work hard, and you will reach the goal.


Swami Vivekananda must have enjoyed the company

of Manahsukhram, who was his host for a few days

at Junagadh, as their common interest was Vedanta

philosophy.

Manahsukhram Tripathi, was born in Nadiad, the

hometown of Haridas Desai.

He was a great scholar, essayist, biographer and

translator. He had a lot of reservations about the new

reformist wave inspired by Brahmo Samaj and others.

He became the protagonist of Sanskritic revival in

Gujarati literature by starting with the help of like-minded

scholars, an association named as Dharmasabha in

1870. He was the editor of Dharma Prakasha, which

became the mouthpiece for the revival of the religious

glory of ancient India in Gujarat.



Design SolutionsUNIT 7:

by


University Services



Contributors approach the various situations in their life and

work place with a unique mindset. This mindset we call, the

‘Contributor Mindset’.

The first aspect of the Contributor Mindset is the Contributor’s

willingness and capacity to find solutions.

When faced with a challenge, the Contributor’s first response

is : “Can we find a solution?” This is unlike a Non-contributor

who may respond to the challenge by trying a little and giving

up, blaming others, or finding excuses to cover up the issue.

But this is not all. The Contributor also finds a solution. In

other words, the Contributor develops the capacity to find

solutions through continuous practice and learning from

other Contributors.

Design SolutionsUNIT 7:






UNIT 7: DESIGN SOLUTIONS

Concept Exploration

EXPLORATION 1:

Q1. A term that is gaining popularity in the business world is the word “jugaad”. Think of examples of how “jugaad” has been used positively in the real world. Write about these.

REFLECTIONS

Non-contributors are often “rigid” about the procedure or their own way of doing things instead of focusing on the goal

Contributors are focused on goals and find appropriate methods to achieve

them within the framework of the system

I don’t care if we don’t complete on time or the

quality is not good! I follow strict procedures…

Let us find a way to achieve

the goal…



EXPLORATION 2:

Q1. Generating new possibilities1 is the first step in creating innovations. Do you agree? Why?

REFLECTIONS

Non-contributors do not consider new possibilities1 in their thinking

Contributors consider new / alternate possibilities1 in their thinking

There are only two ways. We must choose one of these.

Can we look for a third way that combines the best of both choices?

? ?

MEANINGS:

1 Possibilities: New ways or alternative approaches or other options to make the goal possible



EXPLORATION 3:

Q1. Have you met individuals with the “can-do” attitude? Why are such people so valued in the workplace?

REFLECTIONS

Non-contributors begin with discussing all the difficulties involved in

accomplishing a goal

Contributors begin with the assumption that the goal needs to be achieved

Can this be done?

1. But...2. But...3. But...4. But...

Can this be done?

Why not?! Let us find a way to

do it…



EXPLORATION 4:

Q1. When you overcome your “fear of failure”, your willingness to try out new things increases. Share some experiences from your own life.

REFLECTIONS

Non-contributors fear failure. For them, life is about safety and protecting

themselves.

Contributors overcome their fear of failure. For them, life is an adventure

and full of challenges.

I will lose confidence What will

happen to my image?

I can’t even imagine the

consequences

This experience will help us improve

the project/product

Whether there is success or failure, I will become stronger

and wiser through the experiment

Failure will become a

stepping stone to success



In 1968, Dr. Spencer Silver, a chemist with 3M, in his attempt to develop a ‘strong adhesive’ managed to develop only a ‘weak adhesive’. Dr. Spencer, instead of being embarrassed of his discovery, shared it with his co-workers, to find a use for it. For 5 years he promoted it within 3M, but without much success.

In 1974, a colleague of his, Art Fry, who had attended one of his seminars, found a use of this weak adhesive – as bookmarks! After investing one more year in product development, Fry was able to come up with the first version of what is now known as ‘Post-it’.

If I had thought about it, I wouldn’t have done the experiment. The

literature was full of examples that said, “you can’t do this”.

My mind was drifting back to music when I got that flash of an idea. Eureka! I think

I can make book marks by applying Dr. Spencer’s adhesive, so they can be stuck on

and peeled off without spoiling the book.

Dr. Spencer Silver

Art Fry

1977: 3m Launches the product in 4 cities, the response is disappointing.

1978: 3m issues free sampLes. 95% of peopLe using them said they wouLd buy it.

1980: 3m debuted in us stores as “post-it notes.”

1981: post-its are Launched in canada & europe.

Post-its went on to become a huge world success.

Story of the ‘Post-it’

CASE STORYAPPLICATION EXAMPLE 7.1:

Concept Application



Q2. Think of an example where you or someone you know were able to find a solution to the problem by persistently trying different approaches to arrive at a solution until you succeeded. Write about this.

[Hints: Write about –– what was the situation?– what were the obstacles and failures faced?– what was the response to these failures?– what was the final outcome?]

Dr. Spencer did not fear failure. Thus he was willing to keep presenting his failed discovery in different forums. His persistence eventually resulted in him connecting with Art Fry in one of these forums. Art Fry, on his part, wanted an answer to his own problem. He redefined the utility of the entire discovery and came out with an alternate use of the weak glue.

Q1. What was the benefit that each received from his own different approach?(i) benefit for Dr. Spencer

(ii) benefit for Art Fry

Q.3 Think of some difficult project you would like to take up, where many people have said chances for success are low.

As a contributor, what are some of the actions or choices you could take so as to improve your team’s chances of success? Discuss to answer.

[Hints: Think of how you can first experiment in a low-risk environment.]


REFLECTIONS



Nikhil, a computer engineer, was on a visit to his village. He was

distressed to see the people of his village being squeezed by middle-

men. The farmers were not getting fair price for their produce.

To get started, Nikhil passed the word around in the village, calling for a meeting of all farmers. However…

Nikhil regrouped energies and readied himself for a long struggle. He began meeting farmers regularly – individually and in groups. He also met some of the middlemen and

shared with them ways in which they could benefit from and support this effort. Seeing his persistence, more villagers joined in. They ran a pilot with 10 farmers using the technology to get connected to the mandi [market place]. These 10 farmers then became advocates to other farmers in the village. The movement caught on… more and more people got involved...

Three years later, not only were most of the farmers in that village using this technology, but neighboring villages had also begun replicating this.

Other than the local coordinator, no one turned

up for the meeting.

Moreover, the middle-men didn’t take the

matter lightly.

Nikhil was excited! He didn’t think this would be too hard as he was a computer engineer! Thinking this

was a great idea at hand, he worked out a complete business plan.

Why can’t we connect farmers to the market-

place directly, using technology? That will

eliminate the influence of middlemen on

them.

No! If I don’t make this vision happen for my people, then who will?? It’s not going to be easy – but I can & must find a solution!

This is terrible! Nothing can be done here! I am better off back in my

corporate job!

STORYAPPLICATION EXAMPLE 7.2:



Q1. Nikhil took responsibility for finding a solution to the situation. He believed that solutions can be found, thus even though he faced many difficulties, he struggled with the solution until he found answers – one step at a time. What were the benefits of this approach?

[Hints: Consider the – benefits to the community– benefits to Nikhil]

Q2. In the workplace, often we are faced with challenges with no easy solutions. As a Contributor, what are some strategies / tips you can learn from Nikhil’s approach, so as to find your own answers when faced with these tough situations? Discuss to answer.

REFLECTIONS




Dr. Venkat was receiving many road accident cases in his hospital. These accidents were

happening about a kilometer’s distance from his hospital.

One more accident death

I don’t think we have an answer to this situation in

the hospital.

Though he tried all medical measures to save the victims, there were still a high number

of deaths.

Too many road accidents are happening here. So

many deaths...

When vehicles coming from opposite directions collide, then

the accidents are bad. Most cases here are due to this.

Dr. Venkat studied the factors affecting the severity of accidents, to diagnose the

causes.

The number of accidents came down drastically.

The road outside his hospital did not have a road divider. Having

identified a root-cause, Dr. Venkat worked closely with the Traffic Police to get a divider installed.


Preventing accidental deaths

1

2

3

4



You work sincerely and even do over-time

You do whatever is required of your role

You do whatever is required to reach the goal

You do whatever your boss tells you to do

Q1. Dr. Venkat’s functional goal as a doctor was to cure patients. What do you think were the goals that he saw at a human level, that motivated him to take the effort to find the cause and find a ‘non-medical’ solution to the challenge?

Q2. Write down 2 experiences from your life where a challenge was faced –

1. Where you saw a person focused on the process and the same old way of doing things.2. Where the person found a new way of solving the challenge.Compare the results of both these approaches.

Q3. In the workplace, suppose you are asked to join a team which has to complete a task in a short time, as a contributor, which of the following would be your choice in the situation?

REFLECTIONS




CASE STORY


Aravind calls itself an “eye care system” as it goes beyond the delivery of pure eye care, to additionally address barriers to accessing care.

The company, on a daily basis, seeks to deliver better eye care to populations far removed from the urban centers. To achieve this goal, it continuously works on two main areas: (1) Its outreach to the rural population (2) Cost of eye care.

Aravind adopts active rural outreach. It holds “eye camps” in which it registers patients, administers eye examinations, teaches eye care, and identifies people who may require surgery.

To bring eye care costs down and make it available to people who cannot afford it, Aravind intensely focuses on increasing productivity – such as standardizing and streamlining surgeries. The system relies on intensive specialization to generate efficiencies.

A surgeon typically performs 150 cataract surgeries every week, six times the number common among Western specialists. To further lower costs, Aravind has created a sister organization to manufacture lenses, drugs etc. locally at prices one-fiftieth of U.S. prices. All these measures have greatly helped reduce costs. In addition, it has made cross-subsidization an integral part of its business model.

Thus, despite the constraints of poverty, Aravind has built a systemic solution to a complex social and medical problem.



Aravind Hospitals wanted to make affordable eye care accessible to the rural population of the country. To achieve this, they continuously found ways to reduce costs and improve efficiencies in the way eye care is done.

Q1. What are the benefits of this approach taken by Aravind?

– To the eye care system

– To Aravind Hospitals

– To the people of India & abroad

Q2. Write down an example of any organization/individual who wanted to achieve a clearly defined goal. How did the goal-oriented approach influence the choices that the organization/individual made?

[Hints: – what was the goal?– what were some of the difficult choices that had to be made?– what factors were considered while making these choices?]

REFLECTIONS





The rural branch team of a large public sector bank shares its experience…

The bank gave the farmers “dairy loans” to begin dairy production over and above

their regular farming activities. They also enabled them to learn and set up this

new line of operation.This opened up an alternative

means of income for them that was not weather

dependent.

When I joined as a branch manager in Dungripal, I noticed that the

largest number of loan defaulters (called NPAs or non-performing assets) were marginal farmers having very small land-holdings.

Branch Manager

DBD Manager

These people were not in a position to repay their crop

loans, being at the mercy of the climate.

As a bank, we had two options —

(1) refuse to give them loans

(2) write-off / forget about the loans once

given, leading to losses for the bank.

But then the team got together and thought — why can’t we do something such that we are able to give them loans AND enable them to repay their loans? Why can’t we find a

way to increase their income?

I started with producing 10 L milk.

Today I make an annual profit of

Rs.50,000/-

Life was tough until the bank stepped in…

Now, not only are they repaying their loans on time, moving out of our NPAs list, but many have also approached us for new loans for dairy

equipment, thus increasing our business!



To find a solution, this team first defined the end-state or outcome they sought (i.e. genuinely help this farmer community + protect interests of the bank). Then they went all out to find solutions. Their answer was simple: “find a way to increase their income”. The entire team then got energized to reach this goal! Through this solution approach all the issues they faced regarding the NPA status of this community disappeared.

Q1. What is the value of sharing the vision of the goals (amongst all bank team members)? Discuss to answer.

[Hints: Consider impact on– team energy – quality and creativity of alternate solution ideas– closing the gap between “ideas” and “action”– interests of the bank– interests of the community]

Q2. This case is also an example of Imaginative Sympathy (topic of Unit 11) where the bank officials appreciated the necessity of finding a solution that would genuinely help the farmers. Do you know of any other case where a solution was found at a deeper level because of genuine concern for the people involved? Write about this case.

REFLECTIONS



Our district had many Mines. All of which produced a lot of gold. The Mine next door had produced 10 million ounces!!! I was convinced that there was gold in our Mine too. We only had to

get more people thinking on how to locate it.

We did something that the Mining Industry never tried before. We released all our confidential

mining data online. Experts across the globe were invited to work on it and tell us where to dig. The

prize: a total of $575,000.

There were capabilities I had never seen before in the industry. I almost fell off my chair when I saw the

submissions. The contestants had identified 110 targets, 50 percent of which had not even been previously identified by

the company. We hit gold!!

In 1983, Rob McEwen took over an old under-performing Gold Mine in Red Lake district of Ontario. This Mine had very high operating costs and production was very low.

McEwen attended a Linux conference. Here he got to know of the idea of “open innovation”, which triggered the idea of the GoldCorp Challenge.

Within weeks of launching of Gold Corp Challenge, submissions of 1200 people from 50 countries came flooding. Geologists, mathematicians, consultants all got involved.

Wow, world class programmers coming together to develop

software! That is what I want. World class experts working towards identifying digging

sites in our Mines.

CASE STORY


The Gold Corp Challenge



To find solutions to complex problems, many organizations use ‘brainstorming’. These are idea generation sessions in which people from diverse backgrounds from within or outside the organization come together to discuss the problem.

Q3. What do you think are the benefits of such sessions? Discuss to answer.

– Benefit for the organization

– Benefit for the participants

By re-defining his challenge as “how to bring in more experts to identify gold-yielding sites”, McEwen made the problem into one where he “knew what to do about it”. McEwen was also able to identify an approach being used by software developers and adapt it to solve a problem in his own field of work (Mining).

Q1. What choices does one need to make, to open one’s mind to solutions from other fields that could be adapted to one’s own context? Discuss to answer.

Q2. McEwen’s firm belief that ‘he could find a solution’ to his problem, made him explore new ways of thinking. Write down about one person you know who overcame a challenge because of his/her ‘I can do’ approach.

REFLECTIONS




We call conventional wisdom about malnutrition ‘true but useless,’ or tbu… it’s all about poor sanitation, ignorance, poverty, etc. Millions

of kids can’t wait for those issues to be addressed. Nothing has

changed with outsider solutions. This wouldn’t work - not in the

6 months we had to make a difference.

In 1990, as staff members of Save the Children, the Sternins

were invited by the Vietnamese government

to help fight the problem of malnutrition in 10,000 villages in the country.

But once there, an impossible demand was

placed before them: They had six months to produce

results. That’s it!

We had no idea what we were going to do. Our attitude was, oh my god! What’s going

to happen?!

More out of desperation and a little out of inspiration, we turned to the approach of

“amplifying positive deviance”. i.e. In any community there are

some families where the children are not malnourished – these are positive deviants. If we are able to identify their practices, and

transmit these to other families, we can amplify their positive

effects across the community.

We worked with the positive deviants to offer cooking

classes to families of children suffering

from malnutrition.

We observed the food preparation, cooking, and serving behaviors of these six “positive deviant” families. We found that parents of well-nourished children collected tiny shrimps, crabs, and snails

from rice paddies and added them to the food, along with the greens from sweet potatoes. Although these foods were

readily available, they were typically not eaten because they were considered

unsafe for children.

How many of us can dare to tackle one of the world’s toughest problems? Jerry Sternin, a visiting scholar at Tufts University in USA, and his wife Monique had the courage to try…

By the end of the program’s first year, 80 percent of the 1,000 children enrolled in the program were adequately nourished. In addition, the effort was replicated within 14 villages across Vietnam. The groundbreaking work that Sternin did in Vietnam has served as a model for

rehabilitating tens of thousands of children in 20 countries.




Sternin patiently studied the practices of the community. He then amplified / increased their positive effects by spreading this across the community. Through this they brought a huge change in the community’s malnutrition which had seemed like an unsolvable challenge. This solutioning approach called “positive deviance” originally proposed by Zeitlin in the 1980s has been formalized over time. (You can do an internet search to find out more about this.)

Similarly, many organizations have formalized ‘best practices sharing’ to address many recurring challenges. However, it is found that most employees don’t put in the effort to document and share.

Q1. What are the consequences of not sharing possible solutions and practices across the community? Discuss to answer –

– Immediate and long-term consequences for the team and organization?

– Consequences for the community being served?

– Consequences for the individual employee?




Project Goal: To identify how people (contributors) have found solutions to challenges they have faced, and how they practiced “designing solutions”.

STEP 1: Identify any one “contributor” case where there was a challenge and the people involved designed solutions to face and address the challenge. This case could be about -

l An incident or project you or someone you know has been a part of. l A public case or incident that you may have read / heard about (in newspapers / public

knowledge).

STEP 2: Decide how you are going to present your project. As a –

• Home-videoproject(recordingavideoofinterviewsetc.tomakeashort-filmonthecase),OR

• Slidepresentation(withphotographs,factualdata,insights,sound/music,etc.),OR

• Posterpresentation(withphotographs,factualdata,insights,etc.)

STEP 3: Do a research study to collect data (video, photographs, data, etc.) for your project presentation. Your research can include –

• Primaryresearchdonebyinterviewingthepeopleinvolved/beneficiariesinthiscase.

• Secondaryresearchdonebyusingtheinternet,goingthroughnewspapersandmagazines,talkingto experienced people who know this case well.

In your research study, find out –

• Whatwasthemainchallenge?Howdidthepeopleinvolveddefinetheirgoal?

• Howdidthepeopleinvolvedgoaboutfindingasolutiontothischallenge?

• Inthiscase,findoutspecificexamples/incidentsfromthisexperiencethatshowushowthepeopleinvolved practiced “designing solutions” i.e. how they –

– Stayed focused on the goals and found appropriate methods to achieve these goals (within the framework of the system / rules)

– Considered new / alternate possibilities in their thinking

– Demonstrated a “can-do” attitude

– Overcametheir“fearoffailure”

STEP 4: Make your final presentation.

STEP 5: Present in the class.

7.8: FIELD WORK

PROJECT 1:



“

“

Does higher education mean mere study of material sciences and turning out things of everyday use by machinery? The use of higher education is to find out how to solve the problems of life, and this is what is engaging the profound thought of the modern civilised world, but it was solved in our country thousands of years ago. The education which does not help the common mass of people to equip themselves for the struggle for life, which does not bring out strength of character, a spirit of philanthropy, and the courage of a lion – is it worth the name? Real education is that which enables one to stand on one’s own legs. The education that you are receiving now in schools and colleges is only making you a race of dyspeptics. You are working like machines merely, and living a jelly-fish existence.

We want that education by which character is formed, strength of mind is increased, the intellect is expanded and by which one can stand on one’s own feet. Physical weakness is the cause of at least one-third of our miseries. We are lazy; we cannot combine. We speak of many things parrot-like but never do them. Speaking and not doing has become a habit with us. What is the cause? Physical weakness. This sort of weak brain is not being able to do anything. We must strengthen it. First of all our young men must be strong, my young friends, that is my advice to you. You will be nearer to Heaven through football than through the study of the Gita. You will understand Gita better with your biceps, your muscles, a little stronger.


Stand on your own feet

Contributors do not depend on others to give them “aid”. They take up the challenges in front of them and develop their own solutions to these challenges.

“Ay, in this country of ours, the very birth-place of the Vedanta, our masses have been hypnotised for ages into that state. To touch them is pollution, to sit with them is pollution! Hopeless they were born, hopeless they must remain! And the result is that they have been sinking, sinking, sinking, and have come to the last stage to which a human being can come. For what country is there in the world where man has to sleep with the cattle? And for this, blame nobody else, do not commit the mistake of the ignorant. The effect is here and the cause is here too. We are to blame. Stand up, be bold, and take the blame on your own shoulders.



“

“

A nation is advanced in proportion as education and intelligence spread among the masses. The chief cause of India’s ruin has been the monopolizing of the whole education and intelligence of the land, by dint of pride and royal authority, among a handful of men. If we are to rise again, we shall have to do it in the same way, i.e. by spreading education among the masses. All the wealth of the world cannot help one little Indian village if the people are not taught to help themselves.

Within man is all knowledge, and it requires only an awakening, and that much is the work of the teacher.


In Junagadh, sometime in 1892, Swami Vivekananda

also came in contact with Chhaganlal H. Pandya

(b.1859, d.1936) of Nadiad, a great scholar,

educationist and well known in Gujarat’s literary world

as translator of Sanskrit classics like Kadambari.

He was deeply impressed by Swami Vivekananda’s

personality and in the introduction to his book

Christnu Anukaran, a Gujarati translation of The

Imitation of Christ, by Thomas A Kempis, published in

1915, Pandya gives a wonderful account of the days

he spent in Swami Vivekananda’s holy company.

Chhaganlal Pandya also gave a vivid description of

how Swami Vivekananda charmed and influenced

everybody by his spirituality, his catholicity of views,

his simplicity of life, his proficiency in music and

profound knowledge of various arts and sciences, his

stirring eloquence and not the least by his proficiency

in the art of cuisine.

Source: The Complete Works of Swami Vivekananda (PublishedbyAdvaitaAshrama,5DehiEntallyRoad,Kolkata 14, India)

Source:ShriRamakrishnaAshrama,Rajkot,website (www.rkmrajkot.org)

Focus on ValueUNIT 8:

by


University Services



The second aspect of a Contributor’s Mindset is his/her

goal of creating value – for self, for family, for the team, for

the organization, for customers, and for society. In short,

the Contributor aims to create value for all stakeholders in

his / her life.

What does creating value mean? It means making a positive

difference, a tangible impact, a specific contribution to any

situation. This positive difference or impact can be in the

form of achieving a specific goal, creating a product, creating

‘human touch’ in a particular interaction, or enhancing one’s

own capacity or the capacity of one’s colleagues and team-

mates.

Contributors are therefore extremely result-focused, but the

result is measured in terms of value created.

Focus on ValueUNIT 8:






UNIT 8: FOCUS ON VALUE

Concept Exploration

EXPLORATION 1:

Evaluate some of the gadgets / appliances or services that you use. Clarify in your mind what “value” is created by the features offered in that product or service. Write about the “value” of each of these in your life.

REFLECTIONS

Non-contributors focus on the “attributes” of a product or a service

Contributors focus on the “value” of a product or a service

``

``

This new cell phone is bigger and more

fancy than my previous one

This new cell phone will give me some important new capabilities to make my life more efficient



REFLECTIONS

EXPLORATION 2:

Think of a recent “bad experience” you have had in your life. Can you discover what is the “value” hidden in that experience? Write about this value.

REFLECTIONS

Non-contributors focus on the “cost” of experience

Contributors focus on the “value” of experience

``

I failed in the exam! I have lost

a year!``

I failed in the exam! I have now learnt the

importance of discipline and hard work.



EXPLORATION 3:

Think of something that you do because you are forced to do it by your parents / college / anyone else. Can you discover what is the “value” of that action? Write about this value.

REFLECTIONS

Non-contributors focus on the “rewards and punishments” of doing the right

things

Contributors focus on the “value” of doing the right things

``

If I am late then the teacher

will be angry

``

If I learn to be on time, then I can achieve so much

more in a day



REFLECTIONS

EXPLORATION 4:

Think of some situation / experience in your life, where you focused too much on the “price” of the goods and did not think about the “value” of those goods for the other person. Write about this.`

REFLECTIONS

Non-contributors focus only on the “price” of goods / things

Contributors focus on the “value” of these goods / things for others



Thomas Edison exerted a tremendous influence on modern life, contributing inventions such as the incandescent light bulb, the phonograph, and the motion picture camera, as

well as improving the telegraph and telephone. In his 84 years, he acquired an astounding 1,093 patents. While not all of his inventions were based on ‘original’ ideas, he did a great service to society by turning those ideas into reality and by giving them commercial value.

“I have not failed 10,000 times. I have found 10,000 ways that will not work.” – Thomas Edison

In December 1914, when Thomas Edison was 67, his laboratory was virtually destroyed by fire. Much of his work

went up in flames that night.

On reaching the site, Edison’s 24 year old son Charles was appalled at the

sight of destruction.

Oh God, a lifetime’s work is destroyed. Father would be

devastated. At his age, this loss…

However, Charles found Edison, calmly watching the scene, his face glowing in the reflection.

Next morning, looking at the ruins Edison said…

There is great value in disaster. All our

mistakes are burned up. Thank God we can start afresh.

Three weeks after the fire, Edison delivered his first phonograph.

ROLE MODELAPPLICATION EXAMPLE 8.1:

Concept Application



REFLECTIONS

Q3. Imagine that after days of working hard, you and your team have come up with a solution to your client’s problem. However, the client rejects it saying that they do not have the expertise to implement it. They tell you to rework the entire thing. What would happen if you kept sticking to your old solution, refusing to learn and move on to create a new solution that works for the client?

[Hints: Consider the impact on – – the quality of your solution– your team work culture– the future work you take up– the client’s experience with your organization]

Q1. Edison demonstrates ‘value focus’ in this story. What can we learn from him about how ‘value focused’ people behave?

Q2. Edison saw the disaster as an opportunity to ‘let go past work and start afresh’. What is the value of such an approach when doing creative work?

[Hints: Sometimes past experiences prevent us from new thinking. How would his ‘value focused’ approach have impacted Edison’s future work?]




Rakesh, a business executive, fondly remembers his father, and recalls an incident that took place over 15 years ago.

There is this rock concert happening. Rick Smart,

the biggest rockstar from Britain is visiting India for

the first time.All my friends are going for it. Please,

can I go too? I really want to go.

Rs. 1500 for seeing a bunch of people jump

around and shake their hair.!! NO.

OK

The price is indeed high, but who knows when

Rakesh will get the chance to experience a rock concert of this kind again… What is the

value of this?

Later in the night…

Here , take the money. Go for

the show

But in the morning you said

no. Why this now?

You will remember this experience for

your whole life.


STORY



REFLECTIONS

Q1. Rakesh’s father made a choice, recognizing that Rs.1500 was not the price he was paying for a mere concert ticket, but for a life-time experience for his son. What is the value of a “once in a life-time experience”?

Q2. Narrate a memorable experience that you made possible for someone close to you, by making a choice focusing on the value for the other. What was the value of this experience for that person? What was the value you received through the choices you made?

Q3. In the story, the intangible benefits greatly influenced the decision making process. How can you apply this ‘focus on value’ while making your own career choices?

[Hints: – What is the intangible value that a job brings with it which is not captured in the salary paid? (eg. challenge, learning etc.)

– How do these intangibles help in shaping one’s career (capability building etc.)?]




The driver rushed to open the passenger door for me. He made sure I was comfortably seated before he

closed the door. Then he informed me…

I had flown to Mumbai for a client meeting. Time was limited as after

the meeting I had to catch my return flight. At the airport I was waiting

for a taxi when a spotless cab pulled up. I still remember that ride.

The traffic is bad today, Sir. It will take us about an hour or so to reach your

destination. Relax and enjoy the journey, Sir.

There is a newspaper for you to read. Also in case you want to listen to music, there are

tapes you can choose from.

I was quite surprised at the service I was receiving! I first sent an sms to the client’s office that I would be there in an

hour or so, and then decided to take his advice and relax.

I told him, “Obviously you take great pride in your work. You must have a story to tell.” He replied…

I came from the village to earn money. Realized that I love driving cars, being of service and feeling like I have done a full

day’s work. But one thing I know for sure, to be good in my business I could simply meet

the expectations of my passengers. But, to be GREAT in my business, I had to EXCEED the customer’s expectations! I want to be ‘great’

rather than just get by being ‘average’.


CASE STUDY



REFLECTIONS

Q1. The taxi driver understood the “value” he would be providing for the customer, by the extra effort he was putting in. What do you think is the “value” he received in return for all this effort?

[Hints:

– what is the value of a satisfied customer?

– what is the value of the personal satisfaction of doing a great job?]

Q2. Though most sales persons say they want to give their customers a great experience, after some investment of time and effort, they forget the ‘value’ of their actions and so begin to compromise on the services they provide. What choices would a person need to make in order to truly create a valuable experience for customers and continue doing so even after time goes by?

[Hints:

– consider any industry that you want to join. What does great customer experience mean in this industry?

– what are the barriers that come in the way of providing a great customer experience?

– what will you need to do to overcome these?]




Sujal is the head of the organizing committee for the college technology festival. About 3 weeks back, he found some money missing.

Oh, there is 5000 rupees

less.

It must be Mahesh! He is always so rude and keeps to himself.

Wait, we should not jump to conclusions.

Sujal, we should report our suspicion to the college authorities.

Sujal talks to Mahesh.

Initially Mahesh is rude and closed. But through gentle persistence,

Sujal gets him talking. He

realizes that Mahesh is innocent..

I believe in you. Somebody else has

taken the money. We have to find out who.

I am paying the price of being

unpopular!

Despite searching extensively,

when they don’t find the money, Sujal asks some of his friends to contribute

towards replacing the lost money (while others

continue to doubt).

We found who took the money.

Mahesh is innocent.

Thank God you did not listen to us

accusing Mahesh, Sujal. We’re

sorry!

Several weeks later…


SCENARIO



REFLECTIONS

Q1. Sujal made a choice of getting to the root of the matter instead of jumping to a conclusion based on general perception. What is the ‘value’ of showing confidence in a person?

[Hints: Consider the positive difference made in –

– confidence and self esteem of Mahesh

– Mahesh’s long term career prospects

– intangible value Sujal himself received]

Q3. What can you learn from Sujal about creating genuine ‘human’ value to your team members, when you are acting in a position of power in your organization?

Q2. Narrate an incident when somebody showed confidence in you and your abilities. What was the change in you, as a result of this?




R. Sriram - Founder of the Crossword Bookstore Chain

“People did not know which books to buy; they even did not know why they should spend money on books. So,

we had to first educate them and create awareness in them about the benefits of books. We felt that we need to

create an environment that enables people to discover the value that books can add to their lives.

We decided that we will not design a bookstore; we will design a

store that will inform, provide knowledge, entertain and enlighten.

We enabled people to sit and browse and this browsing experience

created very successful converts out of people who never read

books. We offered not only more, but different, for the same price,

as we were not competing on the price. At Crossword, we offered a

taste for books”, says R. Sriram.

Thus, Crossword not only offered a wide range of products, but also

created an ambience that would get the customer to spend more

time at the store. They had seating arrangements where customers

could relax and read. They also added services like dial-a-book, where

customers can order a book on the phone and they will deliver it at

no extra cost. Free home delivery was also first introduced by them.

The harmonious atmosphere in the store created more value for the

customers’ time.

[Source: Excerpts from ‘Connect the Dots’, by Rashmi Bansal]

“At the end of the day I know that through my work, I have touched a lot of lives. Finally it’s not about money or fame; it is the extent to which you are able to make a difference which makes the journey worth its while.”

– R. Sriram

CASE STUDY




REFLECTIONS

– for readers?

Q3. In the work place, what can be the consequences, if in trying to save money, you are harsh and give a customer a bad experience –

Q2. What is the ‘value’ of creating a great experience for customers?

[Hints:

– Have you been to traditional book stores in India? How do you think that experience was different from what was created in Crosswords?

– Why do you think so many book buyers (book lovers and others) would be flocking to Crosswords?

– What personal fulfillment would Sriram and his team have got, in designing and providing such an experience to their customers?

– What will be the impact of this on customer relationships?]

Q1. What in R. Sriram’s actions and thinking, demonstrates to us his “focus on value”?

– for the team and organization involved?




SCENARIO

Mishra and Sharma are both highly knowledgeable shift supervisors, respected for their expertise, in the production plant of a pharmaceutical company. The senior management notices that workers in Mishra’s shift enjoy their work and are highly motivated and committed – however, workers in Sharma’s shift are sullen, ‘mechanical’ in their work, and take leave very often. Sharma also complains that the workers in his shift are incompetent. The senior management decides to find out why. Their findings –

Mishra wants work to be error-free. When Mishra

observes mistakes being made in production, he

points these out to the plant workers explaining

the full logic of the compounds and procedures.

He further encourages questions helping them

understand linkages to work being done in other

departments. He guides them on how to improve

their work.

Sharma wants work to be error-free. He dislikes

incompetence - when he observes mistakes,

he takes serious action against the culprit. He

discourages ‘unnecessary’ questioning and shouts

at them, telling them to focus on their own work and

not ask questions that are out of scope of their work.

MISHRA SHARMA




REFLECTIONS

Q3. In colleges you may have come across instances where seniors help juniors navigate through their college days. Many organizations have institutionalized this entire concept through mentorship programs. What is the value of such programs?

– For the organization

– For the mentor

– For the junior

Q1. Though Sharma’s intention was to get “error-free” work to benefit the organization, what was the value he destroyed by being harsh with his team?

[Hints: Consider -

– The impact on motivation of team.

– How does this affect the organization in the long-run?]

Q2. By encouraging questioning, helping them see their contribution in light of the larger picture, and providing guidance, Mishra created a highly motivated and learning environment for his team. What is the value of respecting the aspirations and learning needs of people around us?




Satish loved football. He had lost one leg in a road

accident a few years ago, so he could no longer play

in the college football team. However, he usually sat

on the bench watching every match, he went for most

practice sessions – keenly observing each player’s

strengths and weaknesses.

Satish’s good humor and encouraging spirit made him popular with the team members and the coach.

They often turned to him for his opinion and ideas on their game strategy. Satish rarely missed a team

practice.

When the team got the opportunity to travel for state-level games, the coach and team captain got the

required permissions and invited Satish to accompany them as honorary team member.

APPLICATION EXAMPLE 8.7:STORY



REFLECTIONS

Q1. Despite his accident, Satish did not lose all hope. He recognized the ‘value’ of acting positively in the situation and contributing in the best way he could to the football team. This made him persist in being there and adding genuine value in every team practice. What is the value of responding positively to adversities?

[Hints:

– What is the value to oneself in responding positively to adversities?

– What is the value to people around in responding positively to adversities?]

Q2. Narrate an experience when you responded positively to adversity.

[Hints:

– What was the context?

– How did you respond?

– What were the benefits as a result?]

Q3. In the workplace, imagine that you faced a professional setback (e.g. loss of job, lost promotions etc). What could be the possible consequences of not being able to see the hidden value of these experiences?

[Hints: Think of one professional setback that you may encounter]

– What is the usual reaction to such a setback?

– What is the value hidden in the setback?

– What can be the consequence of not being able to see the hidden value of these setbacks?]




Dhirubhai Ambani – Indian business magnate and entrepreneur

Dhirubhai Ambani started his career at the age of 16 as a dispatch clerk in Aden (1948). He was later promoted as a manager in an oil filling station at the port of Aden. He was a keen learner, taking advantage of all possible sources of learning.

During lunch break he roamed the bazaars of

Aden where traders from numerous different

continents and countries bought and sold goods

worth millions of pound sterling. He met and learnt

from traders from all parts of Europe, Africa, India,

Japan and China.

To learn commodity trading he offered to work

free for a Gujarati trading firm where he learnt

accounting, book keeping, preparing shipping

papers and documents, and dealing with banks

and insurance companies.

He devoted long hours of the night to mastering

English.

Even while working in a petrol pump, he had the

vision of owning a refinery.

He came back to India in 1958 and founded Reliance Industries with an investment of 15,000 rupees. Today the company employs over 85,000 people, and provides almost 5% of the Central Government’s total tax revenue.

APPLICATION EXAMPLE 8.8:CASE STUDY



REFLECTIONS

Q2. In today’s constantly changing work and market conditions, why is it important to make the most of every experience, seeing it as an opportunity to learn continuously?

[Hints: Consider –

– with new technology being introduced on a regular basis, if one does not remain updated of those, what can be the consequences to the organization?`

– if one’s capabilities are static, what can be the consequences to one’s future career prospects?

– if you want to change your field of work, then how can constant learning create value for you?

Q1. Dhirubhai Ambani learnt from every experience and from every possible source. What is the value of building one’s capability through continuous learning?




8.9: FIELD WORK

PROJECT 1:

Project Goal: To study how people (contributors) are “focused on value” in their work, and how they demonstrated “value focus” practices.

STEP 1: Identify any 3 working professionals (from any field of work), who you believe are deeply “focused on value”.





STEP 3:Oneachofthe3people,doaresearchstudybyinterviewingthepersonconcernedandanyotherpeoplehe/she regularly interactswith, tocollectdata (video,photographs,data,etc.) for yourproject presentation.

Inyourresearchstudy,interviewthepersontoaskhim/her–

– Whatare2-3productsorservicesyouregularlyuse?Describethisproduct/service.

(In his/her answer, observe: How does he/she describe the product / service – in terms of its “attributes” or in terms of its “value” in his/her life?)

– What are some bad experiences or experiences of failure you have had?

(In his/her answer, observe: How does he/she talk about these experiences – in terms of the “cost” of the experience or the “value” of the experience in his/her life?)

– Share about some incident where you chose to do the “right thing”. In this incident, what motivated you to do the “right thing”?

(In his/her answer, observe: Is he/she motivated by the “rewards and punishments” or the “value” of that “right thing”?)

– Canyouthinkofsomesituation/experiencewhereyoupaidahigherpricebutfeltitwasworthitbecause of the value it created for some people you care about? Share this experience.

STEP 4:Makeyourfinalpresentationbycompilingtheanswersfromyourinterviews/researchandyourobservations on each of these answers, highlighting the “focus on value” practiced by this person.




REFLECTIONS

“

“

“

People of foreign countries are turning out such golden results from the raw materials produced in your country, and you, like asses of burden, are only carrying their load. The people of foreign countries import Indian raw goods, manufacture various commodities by bringing their intelligence to bear upon them, and become great; whereas you have locked up your intelligence, thrown away your inherited wealth to others, and roam about crying piteously for food.

If there is no mutual exchange, do you think anybody cares for anybody else? In the West I have found that those who are in the employment of others have their seats fixed in the back rows in the Parliament, while the front seats are reserved for those who have made themselves famous by self-exertion, or education, or intelligence.

A carriage with four horses may rush down a hill unrestrained, or the coachman may curb the horses. Which is the greater manifestation of power, to let them go or to hold them? A cannon-ball flying through the air goes a long distance and falls. Another is cut short in its flight by striking against a wall, and the impact generates intense heat. All outgoing energy following a selfish motive is frittered away; it will not cause power to return to you; but if restrained, it will result in development of power. This self-control will tend to produce a mighty will, a character which makes a Christ or a Buddha.


Create results

Swami Vivekananda was extremely result-oriented. He expected that individuals do not merely “work”, but work in order to achieve results and create value for themselves and society.



“

“

Even with the awakening of knowledge, the potter will remain a potter, the fisherman a fisherman, the peasant a peasant. Why should they leave their hereditary calling? “ – Don’t give up the work to which you were born, even if it be attended with defects.” If they are taught in this way, why should they give up their respective callings? Rather they will apply their knowledge to the better performance of the work to which they have been born.

Doing is very good, but that comes from thinking. Little manifestations of energy through the muscles are called work. But where there is no thought, there will be no work. Fill the brain, therefore, with high thoughts, highest ideals, place them day and night before you, and out of that will come great work.

Swami Vivekananda at Nadiad – 1

Manasukhram Tripathi was the uncle of one the greatest literary

figures that Gujarat produced in the last century, Govardhanram

M. Tripathi (b.1855, d.1907). It was Manasukhram who moulded

the mind of his beloved nephew through all the vicissitudes of life.

Govardhanram was not only a great novelist, but also a poet of

considerable merit and a distinguished writer of Gujarati prose.

His magnum opus Saraswatichandra, published in four parts, is

a landmark in the history of Gujarati literature. It is essentially an

offering of devotion unto the motherland and the spiritual culture

she stands for.

It is not known whether Govardhanram met Swami Vivekananda

during his visit to Nadiad. But the fact that he had read Swami

Vivekananda’s works and was deeply inspired by his message is

evident from his Scrap Book (3 vols, 7 parts), published after his

demise in 1959. According to Ushnas, one of the famous poets

of contemporary Gujarati literature, the third and fourth parts

of Saraswatichandra, which were published in 1894 and 1901

respectively, after Swami Vivekananda’s visit to Nadiad, clearly

shows the influence of Swami Vivekananda’s Practical Vedanta

on the writer.

Source: Shri Ramakrishna Ashrama, Rajkot, website (www.rkmrajkot.org)Source: The Complete Works of Swami Vivekananda (Published by Advaita Ashrama, 5 Dehi Entally Road, Kolkata 14, India)

Nadiad

Engage DeeplyUNIT 9:

by


University Services



The third aspect of a Contributor’s Mindset is the Contributor’s

approach to work.

Contributors are instantly distinguished by the way they

approach work. They get involved. They are enthusiastic.

They go deep into the subject.

In short, Contributors love what they do.

This is in direct contrast to Non-contributors who want to do

only what they love – an approach that seems reasonable

until you realize that life and workplaces have so much

variety that you may very often be called upon to do tasks

that seem unpleasant or boring until you get involved.

Engage DeeplyUNIT 9:






UNIT 9: ENGAGE DEEPLY

Concept Exploration

EXPLORATION 1:

“Engaging deeply” means going through an initial period of struggle, before discovering the benefits of “deep engagement”. How will you deal with this “initial struggle”? Discuss to answer.

REFLECTIONS

Non-contributors give up easily when they have to go deeper into the subject

Contributors take up an idea and work deeply with that idea to make it a

reality in their livesIt is so easy to

memorize or follow the procedure given to me. To think deeply about

the subject means struggling a little.

It is easier to “give up”.

The deeper I go into the subject, the clearer I become. I am able to find new answers, discover new ways of doing things, and transform myself in the process.



REFLECTIONS

EXPLORATION 2:

“Engaging deeply” means giving up the ‘chalta hai’ attitude and caring deeply about your work. What have been the consequences1 of a widespread ‘chalta hai’ attitude in our country? Discuss to answer.

REFLECTIONS

Non-contributors often focus on “completing the task” even if the

quality of work is poor. They have a “chalta hai” attitude

Contributors seek to create “high quality” products. They care about what they

have produced.

Let me somehow finish my work and go home. Chalta hai if there are errors or the output is of poor quality or if it collapses later or

customer is unhappy.

My product shows my own personality. I care about the quality and usefulness of my product. I want to do a great job. Only then

do I respect my own work.

High-quality strong bridge

Bridge with poor quality work

MEANINGS:

1 Consequences: The effects of one’s actions or behaviour.



EXPLORATION 3:

What are the benefits of personal commitment – to your personality? to your career? Discuss to answer.

REFLECTIONS

Non-contributors do not commit themselves to the success of a project

Contributors commit themselves to the success of a project

Committing to the project means giving up some of my comforts.

So why should I give up my pleasures to go deep and show interest in the details of the

project?

Unless I go deep and get into the details, I know the project will

not get completed successfully. If I am involved, I must commit myself deeply to the success of

the project.



REFLECTIONS

EXPLORATION 4:

People who do well and succeed in whatever they take up in their lives (academics, extracurricular activities, personal projects, etc.) are able to do so because they are “emotionally engaged” or passionate about whatever they do. Why do you think this is so? Discuss to answer.

REFLECTIONS

Non-contributors often respond to work with “emotional dis-engagement1”

Contributors respond to work with “emotional engagement2”

I hate struggling for a solution

I love challengesThis is so boring…

I don’t like this work…

As we go deeper… any work becomes

interesting

The purpose is more important than my

“likes” and “dislikes”

MEANINGS:

1 Emotional dis-engagement: Doing work without involvement or interest. My emotional energies are not poured into the work.

2 Emotional engagement: Doing work with full involvement and interest. Fully pouring my emotional energies into the work.



The history of the Manhattan Project shows that sharing a mission and a vision with the group can provide the necessary inspiration to enable whole-hearted engagement with the work and stretch the limits of performance.

When engineers were first assigned to the Manhattan Project and asked to do a series of tedious calculations, the American army refused to tell them what they were working on. They carried out their work, but slowly and without inspiration.

As the project leaders noticed that work was advancing at a slow pace, they decided to inform the scientists of the true nature of their task. By providing meaning, the leader changed the group dynamics and the team’s results in a spectacular manner. The same engineers, when told that they were building a weapon that was going to end World War II, suddenly found far better ways of completing their tasks. Their assignment became a thrilling and meaningful crusade rather than a routine and tedious job. Almost immediately, they started to do the same work 10 times faster!

This story shows the power available to leaders in defining a mission, offering a vision of the future, and convincing participants that they are part of something that goes far beyond the drudgery of their daily work.

[Source: Excerpt from “Providing a Sense of Deeper Purpose: Leadership Best Practice”, Loick Roche and John Sadowsky]

The Manhattan Project was the effort, led by the United States with participation from the United Kingdom and Canada, which resulted in the development of the first atomic bomb during World War II. It lasted from August 1942 to December 1946.

A 1940 meeting at Berkeley with (from left to right) Ernest O. Lawrence, Arthur H. Compton, Vannevar Bush, James B. Conant, Karl T. Compton and Alfred L. Loomis

Operators at their calutron control panels at Y-12. Gladys Owens, the woman seated in the foreground, did not know what she had been involved with until seeing this photo in a public tour of the facility fifty years later

Oak Ridge K-25 Plant

The Manhattan Project created the first nuclear bomb. The Trinity test is shown.

The Manhattan Project Album

Concept Application




REFLECTIONS

Q1. In this case story, showing the team the larger vision they were serving, motivated the team members to get fully involved in the work and pour their energies into it, increasing productivity by 10 times. What benefits do you think the engineers now felt they were getting in their work?

[Hints:

– think of both the tangible and intangible benefits (such as personal fulfillment etc)

– what were the benefits to themselves as individuals?

– what were the benefits to their people and to their country?]

Q3. In the workplace, sharing of vision and purpose can be used as a powerful leadership tool, to enable a team to reach new heights of accomplishment. What are the long-term benefits of such a leadership strategy? Discuss to answer.

[Hints: Consider –

– Benefits to each of the people involved?

– Benefits to the team?

– Benefits to the organization?]

Q2. Some people are driven by inner vision, which makes them pour their heart into their work. For e.g. a mountaineer who keeps climbing newer and higher peaks is driven by some inner vision. Do you know any person who seems to be driven by an inner vision? Write about him/her.




[Adapted from an obituary in the New York Times – June 11, 2005]

Hamilton Naki, 78, Self-Taught Surgeon, Dies

Hamilton Naki, a laborer from South Africa, who became a self-taught surgeon of great skill died on May 29, 2005 at his home in Langa, near Cape Town. Mr. Naki, who left school at 14 and had no

apartheid laws did not allow blacks from performing surgery on whites, Mr. Naki’s skills were so esteemed that the university quietly looked the other way. He worked alongside Dr. Barnard for decades as a lab technician, perfecting his craft and assisting in many operations on people. Barnard was quoted as saying “If Hamilton had the opportunity to study, he would probably have become a brilliant surgeon” and that Naki was “one of the great researchers of all time in the field of heart transplants”.

formal medical training, spent five decades working at the University of Cape Town. Originally hired as a gardener in 1940, he acquired his surgical skills through years of silent observation and secret practice at the university’s medical school.

In 1954 Robert Goetz of the University’s surgical faculty asked Naki to assist him with laboratory animals. Naki’s responsibilities progressed from cleaning cages to performing anesthesia. Several years after Goetz left, Naki started working for Christiaan Barnard in the laboratory as an assistant. Barnard had studied open-heart surgery techniques in the United States and was bringing those techniques to South Africa. Naki first performed anesthesia on animals for Barnard, but was then “appointed principal surgical assistant of the laboratory because of his remarkable skill and dexterity”. Although South Africa’s

In 1968, Barnard’s cardiac surgical research team moved out of the surgical laboratory, and Naki helped develop the heterotopic or “piggyback” heart transplantation technique. In the 1970s, Naki left Barnard’s team and returned to the surgical laboratory, this time working on liver transplantation. Mr. Naki also taught surgical techniques to generations of medical students. He retired in 1991. In 2002, Mr. Naki was awarded the Order of Mapungubwe, one of South Africa’s highest honors, for outstanding contribution to medical science. In 2003, the university awarded Mr. Naki an honorary Master of Science degree in medicine.

ROLE MODEL




REFLECTIONS

Q1. Because of Mr. Naki’s strong commitment to developing himself as a surgery practitioner, he was willing to hold on to this purpose despite the adverse conditions during apartheid in South Africa. What can we learn from his story about the “power” of deep commitment to a life of purpose?

When asked to stay late for some project

You carefully keep track of how much overtime

you are putting in for the extra work.

You are enthusiastic about the project and

energize the team.

You do what is asked of you to keep your

commitment, even though you feel “pushed”.

When there is a new kind of project which is beyond

your current capability

You are apprehensive, but your commitment

helps you overcome the fear. You take on the

challenge, with help.

You play it safe and recommend that an outside

agency be called in instead, because it is

important to have someone who knows the job.

You are excited, eager to learn, involve

more people for help, and build capability to

accomplish the project successfully.

Q3. In your work, when you are committed to a deeper purpose being served through the work, what are some of the personal choices you would want to make? Explore these choices in the following sample situations –

(Tick the choice you would want to make)

Q2. Write of a person whose strong commitment to his/her work gave him the strength to overcome hurdles on the way.




A gentleman was once visiting a temple under construction. In the temple premises, he saw a sculptor making an idol of God. Suddenly he saw, just a few meters away, that

another identical idol was lying.

The gentleman examined the sculpture. No apparent damage was visible.

Do you need two statues of the same idol?

No! We need only one, but the first one got damaged

at the last stage.

Where is the damage?!

Where are you going to keep the idol?

There is a scratch on the nose of that idol.

It will be installed on a pillar 20 feet high

What?? When the idol will be 20 feet

away from the eyes of the

beholder, who will notice a

scratch on the nose?

God knows it and I know it

The sculptor’s assessment of “quality” and what could be

“passed” as final, was his own inner sense of excellence i.e. the

urge to do a perfect job. This made his work meaningful to

himself.




REFLECTIONS

Q2. Organizations have tried to standardize high quality in process outputs through techniques such as ISO certification, six-sigma, TQM (Total Quality Management).

However, in creative and knowledge-related work, what is the value of developing an

inner sense of quality (like the sculptor in this story) in your work – where one is not driven by external controls alone, but is motivated by one’s own inner striving for excellence? (Think of tangible and intangible benefits). Discuss to answer.

What are the benefits –

– to yourself?

– to your team?

– to your organization?

Q1. Why do you think the sculptor in this story put in so much of effort to do a “perfect job”? What benefit did he see in this?


– to the customers you serve?



Sudha practiced with much zeal and dedication. She continued her general education along with dance. By the age of 17 she had presented 75 widely appreciated stage programs.

Sudha Chandran began dancing at the age of three. Seeing the

dedication of the child, her father took her to a famous dance school

in Mumbai, ‘Kala Sadan‘, at the age of five. Kala Sadan refused

to admit such a young girl. But on seeing her beautiful performance,

they gave her a place in the prestigious institution.

On May 2, 1981, the bus Sudha was traveling in met with a serious accident. Due to a

misjudgment on the part of the doctor, Sudha’s broken leg developed gangrene and had to

be amputated.

Six months after the amputation, Sudha read about the new ‘Jaipur leg’. Her confidence and desire for dance was again revived. Sudha got her

‘Jaipur leg’. With this, a new round of struggle began. First, she began to practice walking with her artificial leg. On meeting with success at this

first stage, she tried to dance as well. This was however not easy. Her leg would often bleed and as the movements of the leg became faster, the pain became more severe. She used to bear the pain and did not allow her face to reflect her agony. Once she had mastered all the dance positions, she

started to wait for an opportunity to perform on stage once again.

Sudha remained in a state of shock for some time. However, gradually her

confidence started to return. She began walking with the

help of a wooden leg and crutches. In the meanwhile,

she continued her studies in Mumbai. She was unable to sleep for several nights. She

gained strength from her pain and pledged to become even stronger. Despite facing severe

pain she continuously practiced walking.

On January 28, 1984, she was to present a dance program for the “South India Welfare Society” of Mumbai. She was apprehensive.

However, when Sudha reached the stage, she forgot that her leg was

artificial and started dancing swiftly..

At the end of the show, the hall resounded with the claps of the

mesmerized audience.

Sudha Chandran - Overcoming setbacks to achieve her dream

Sudha thereafter won several awards in dance. The film

“Nache Mayuri” inspired by

her made her famous. She

also went into an acting

career.




REFLECTIONS

Sudha Chandran’s love for dance gave her the strength to overcome the many ups and downs that came her way. In fact, she gained strength from her pain and made her disability her greatest motivator – she became even more determined to achieve excellence as a dancer.

Q1. What would have been the consequences on her life, had she given up when she was faced with these challenges?

[Hints: Consider consequences for

– her own self-esteem and confidence

– her future prospects

– her family and other people around her]

Q2. In the workplace, imagine you are deeply involved in a project that is important to you. However, your team seems to keep having bad luck and things keep going wrong. If you respond positively and remain committed to the success of the project (instead of giving up), what could be the personal benefits to you and your team-mates (whether the project finally succeeds or fails)? Discuss to answer.




Brooklyn Bridge – a creation of vision and commitment

In 1883, an engineer named John Roebling was inspired by an idea to build a spectacular bridge connecting New York with Long Island. Bridge building experts throughout the world thought that this was an impossible feat and told Roebling to forget it as it had never been done before.

Roebling knew that it could be done. He shared the dream with his son

Washington, an upcoming engineer. Working together, the father and son developed concept of how the dream could be accomplished. With great inspiration and excitement about the wild challenge before them, they hired their crew to build the dream bridge.

Few months into the project there was an on-site accident. John Roebling died in it. Washington was injured and was left with brain damage, and could not talk or move. Everyone thought the project would be scrapped since the Roeblings were the only ones who knew how the bridge could be built.

Despite his handicap, Washington still had a burning desire to complete the bridge. He tried to inspire and pass on his enthusiasm to some of his friends, but they were too afraid to take up the task.

As he lay on his bed in his hospital room, with the sunlight streaming through, an idea hit him. All he could do was move one finger and he decided to make the best use of it. By moving this finger, he slowly developed a code of communication by tapping his finger, with his wife through which he communicated to his engineers. He also encouraged his wife to study higher mathematics, strengths of different materials, etc. It seemed foolish, but the project was under way again.

For 13 years Washington tapped out his instructions using his finger until the bridge was finally completed. Today the spectacular Brooklyn Bridge stands in all its glory.

[Adapted from the Source: http://pilgrimshighlandchurch.org]

ROLE MODEL




REFLECTIONS

Q1. The vision of the Brooklyn Bridge kept Washington Roebling committed to his task despite personal tragedies. – What motivated him to keep struggling to finish the bridge and not give up?– What were the benefits of this (i) to him? (ii) to the Citizens of New York? (iii) to future

generations?

[Hints: Think of tangible and intangible benefits]

Q2. Assume you are working in an organization. A product which was launched after months of your shared work does not do well in the market. What choices will you make to turn this failure into an opportunity for success? Discuss to answer.

[Hints: How can one learn from one’s failures? How can you learn and improve the product?]




Mihir was a brilliant physics research student. He wanted to use path

breaking technologies to find solutions to some of the serious issues faced by

the world.

But after two years into the job, he found the excitement of newness and

discovery missing.

He joins another organization which manufactures cutting edge optical

instruments used in various medical, research and educational institutes. But

here too things are no different.

He joined a multi-national oil company where physicists, geologists and

mathematicians together worked on identifying oil drilling sites.

With my research I will make some real difference to the world.

This is not my idea of the work that I want to do. All I do is look at endless

data.

You will work with a team of other scientists on the energy problem.

All I have around me are lenses. I will need to

look for a new job….. Sigh! When will the

search end??

SCENARIO




REFLECTIONS

Q1. Mihir is unable to see the connection between his work and the contribution he can make through his work, to the organization. He is looking for external motivation to find meaning in his work. Write on how you can help him discover the meaning in his work.

[Hints:

– consider how individual contributions go into making the whole.

– if each individual part does not have excellence, can the final product be excellent?

– consider how going deeper into any work helps one discover meaning in work.]

Q2. In the workplace, if we do our day to day work with inner motivation, then the kind of fulfillment that we can derive from our work can be significantly improved. In such a case, the work we do integrates into a larger vision that we might have in our mind. What can be some choices that you can make to discover new meaning in your work? Discuss to answer.




Ratan Tata, the head of the Tata Group, was moved every time he saw whole

families travelling on two-wheelers, a common sight in India.

He was inspired to think of how travel could be made safer for families

from the growing Indian middle-class, without having to resort to expensive

means. He did not want to simply make another stylish and small, but

unaffordable car. That is when he hit upon the idea of manufacturing a small

car – with a price tag of one lakh rupees, and no more.

Though his idea was widely criticized, he remained

focused on his goal. Initially in 2003, he thought

of making a four-wheeler out of scooter parts but

it did not work out and the team had to struggle a

lot. Mr. Tata spent a lot of his time on this project

and monitored it closely until the Nano design was

conceived.

By 2011, Mr. Tata proved his critics wrong and the car was already popular on Indian roads.

The car had numerous cost-cutting features, and Mr. Tata was able to

realize his dream of giving the Indian public an affordable yet modern car.

But he does not stop there.

“We have to commit to making the product better all the time - so, five

years from now, it is not the same Nano,” he said.

Project leader for Tata Nano Girish Wagh says that Mr. Tata often grabbed a pencil and a notebook to sketch out ideas, encouraging everyone to speak up. “Even a junior engineer could talk to him,” says Mr. Wagh. He further adds, “Mr. Ratan Tata wanted to be sure that the car came in at 100,000 rupees, but if we tried to compromise on customer requirements, he would say no.”

A promise of safe road travel for middle-class Indian families

ROLE MODEL

APPLICATION EXAMPLE 9.7



REFLECTIONS

Q1. Ratan Tata’s vision was not to just make a car in Rs. 1 lakh, but to provide a safe means of personal travel to the Indian middle class family. How did this wider vision impact his choices?

[Hint: Observe how Ratan Tata was motivated to go into the details of the project, add his creative ideas, etc.]



Meet Narendra, a young doctor. After five years of working in the best

hospitals of India, he has decided to go to his father’s village and practice

for a year.

The first two months in the village has left him highly dejected and

disappointed. The village does not have even basic health care facility. People

have to travel 15 kms to reach the nearest primary health care centre. Even in this centre, all the medical equipment is either out-dated or

non-functional.

The ailments of the villagers are not very serious, rather they are

very basic ailments which are easily preventable. But Narendra feels helpless as the medicines that he

prescribes for the ailments are usually not available in the health centres. He is increasingly feeling that his decision to come to the village was a bad one.

SCENARIOAPPLICATION EXAMPLE 9.8:



REFLECTIONS

Q1. What choices does Narendra need to make so as to make a positive difference and contribute to the lives of the villagers and improve the state of health in the village, despite the challenges faced?[Hints:

– How can Narendra adopt the age old saying ‘Prevention is better than cure’?

– Think of how he can discover meaning in his work.]

Q2. In the workplace, suppose you are sent on a posting which is considered difficult, what would be the possible benefits of accepting such a posting? Discuss to answer.

[Hints:

– How the opportunities for learning change in this situation? What does it do to your own capabilities?

– How will the organization view you in the future?]




9.9: FIELD WORK

PROJECT 1:

Project Goal: To study how people (contributors) “engage deeply” in their work, and how they demonstrated “engaging deeply” practices.

STEP 1: Identify any 2 contributors who you believe are role models in the way they “engage deeply” with their work. (This person may be from any field of work, and may be personally known to you OR may be a well-known personality you have heard / read about OR someone who works in your locality eg: vegetable seller, sweeper, etc.)





STEP 3: On each of these 2 people, do a research study to collect data (video, photographs, data, etc.) for your project presentation. Your research can include -

• Primary researchdoneby interviewing the person andothers he/she regularly interactswith atwork.


In your research study, identify specific examples / incidents in this person’s life where the person had –

• Takenupanideaandworkeddeeplywiththatideatomakeitareality

• Created“highquality”products,caringabouttheperfectionandbeautyintheproductdelivered(tryto get samples / pictures of these products if possible). What are some of the choices he/she had to make to ensure this quality? (eg: had to put in extra time and effort)

• Takenupaprojectorvisionand remainedcommitted to itssuccessdespitemanychallenges /difficulties / opposition

• Takenupaseemingly routine /boring / smallwork,butdiscovered itwasquite interestingandmeaningful once he/she poured his/her full energy into it (doing it wholeheartedly).

Ask him/her to narrate each of these incidents to you, also explaining the “inner as well as external rewards” he/she experienced in each of these incidents.

STEP 4: Make your final presentation by compiling the answers from your interviews / research and your observations on each of these answers, highlighting the “deep engagement” practiced by this person.




REFLECTIONS

“

“

“Give up, once for all, this nibbling at things. Take up one idea. Make that one idea your life – think of it, dream of it, live on that idea. Let the brain, muscles, nerves, every part of your body, be full of that idea, and just leave every other idea alone. This is the way to success, and this is the way great spiritual giants are produced. Others are mere talking machines. If we really want to be blessed, and make others blessed, we must go deeper.

Take one thing up and do it, and see the end of it, and before you have seen the end, do not give it up. He who can become mad with an idea, he alone sees light. Those that only take a nibble here and a nibble there will never attain anything. They may titillate their nerves for a moment, but there it will end.

Education is not the amount of information that is put into your brain and runs riot there, undigested all your life. We must have life-building, man-making, character-making, assimilation of ideas. If you have assimilated five ideas and made them your life and character, you have more education than any man who has got by heart a whole library. If education is identical with information, the libraries are the greatest sages in the world, and encyclopedias are the Rishis. No scriptures can make us religious. We may study all the books that are in the world, yet we may not understand a word of religion or of God. We may talk and reason all our lives, but we shall not understand a word of truth until we experience it ourselves. You cannot hope to make a man a surgeon by simply giving him a few books.


Dive Deep

Swami Vivekananda wanted each of us to plunge whole heartedly into the task at hand. It is only through such single-minded devotion can excellence be achieved.



“

“

Be like the pearl oyster. There is a pretty Indian fable to the effect that if it rains when the star Svati is in the ascendant, and a drop of rain falls into an oyster, that drop becomes a pearl. The oysters know this, so they come to the surface when that star shines, and wait to catch the precious raindrop. When a drop falls into them, quickly the oysters close their shells and dive down to the bottom of the sea, there to patiently develop the drop into the pearl. We should be like that. First hear, then understand, and then, leaving all distractions, shut your minds to outside influences, and devote yourselves to developing the truth within you. There is the danger of frittering away your energies by taking up an idea only for its novelty, and then giving it up for another that is newer.

Getting by heart the thoughts of others in a foreign language, and stuffing your brain with them and taking some university degrees, you consider yourselves educated! Fie upon you! Is this education? What is the goal of your education?

Swami Vivekananda at Nadiad - 2

Swami Vivekananda also met in Nadiad, in April 1892, the famous

Vedantist and a prominent literary figure Manilal Nabhubhai

Dwivedi (b.1858, d.1898).

Throughout the short span of forty years of his life, Manilal tried

to interpret all aspects of human life and civilization in the light of

Advaita Vedanta of Shankaracharya and left behind a rich treasure

of writings in Gujarati and English, which comprises essays,

plays, poems, novels, translations, edited works, compilations,

literary criticisms and book reviews. His paper on Hinduism was

read out in the Parliament of Religions, Chicago in 1893.

Swami Vivekananda also immensely enjoyed his company

during his stay at Nadiad and spoke highly of him in his letter

dated April 26, 1892 to Haridas Desai. Apart from writing more

than sixty books during his lifetime, Manilal also left behind

a few unpublished manuscripts including a work on Swami

Vivekananda, ‘Swami Vivekanandani Americani Mulakato’, which

he wrote before his death in 1898. This gives us an idea of the

reverence with which he looked upon Swami Vivekananda.



Nadiad

Think in Enlightened Self-interest

UNIT 10:

by


University Services



Contributors think in Enlightened Self-Interest. In every

situation they get into, they find a way to create good for self

and good for all at the same time – including team mates,

bosses, customers, their organization.

Contrast this with the mindset of a Non-Contributor. Such a

person is only concerned with his / her own self-interest in a

situation. He/she is not concerned about the impact (positive

or negative) on the other person. This leads to unpleasant

situations, broken relationships, unhappy team-mates,

subordinates, and bosses, and lower trust in any situation.

Think in Enlightened Self-interest

UNIT 10:






UNIT 10: THINK IN ENLIGHTENED SELF-INTEREST

Concept Exploration

EXPLORATION 1:

Q1. What are the consequences of missing the “big picture” and focusing on one’s own narrow role? Discuss this question with some working professional and share your understanding in the class.

REFLECTIONS

Non-contributors are worried only about their narrow role in the total picture

Contributors are focused on the big picture

The other departments are

always taking advantage of our

department.

Why should I do this?! This is not

my work!

If we can support each other, then the company

can deliver a superior product in less cost

and time

The goal is to satisfy the customer. I am

quite happy to help / do what is needed to

achieve that goal.



EXPLORATION 2:

Q1. Share some experiences wherein you have seen both types of individuals (as shown in this exploration) in action. Write about this.

REFLECTIONS

Non-contributors give respect to only a “select” few

Contributors give respect to all team members

He is in a high position so I must behave respectfully

to him

He is a mere junior officer. I can treat him in any way I want

It does not matter what the person’s position or qualification is. All people are to be treated respectfully because they

are first and foremost, human beings.



EXPLORATION 3:

Q1. “The win-lose approach sometimes makes us look more successful in the short run, and lose out in the long run”. Do you agree with this observation? Explain with reasons.

REFLECTIONS

Non-contributors think “win-lose” Contributors think “win-win”

My team goals have to be met. Why should

I care about negative consequences for other teams and departments?

Let me somehow sell this product, even if the customer does

not need it and will be wasting money

How to achieve my team goals and also ensure there are no negative

consequences for other teams.

How to make sure that I act in a manner that

is beneficial both to the company and to the customer.



EXPLORATION 4:

Q1. Can you think of a recent industrial project where the management had a choice of both behaviors (as shown in this exploration)? Share details of that project.

REFLECTIONS

Non-contributors do not take into account the concerns of all stakeholders. They focus

on their own interests alone.

Contributors take into account the concerns of all stakeholders

Sir, by your project so many of us villagers will become homeless!

Sorry, I can’t do anything about that!

Why should the company worry about the fate of the villagers who

are going to be displaced by this project? Somebody has to lose in

this world!

How to make sure that the project takes into

consideration the concerns1 of all “stakeholders2”.

Let us work out a solution together

Sir, this project will displace many villagers. We need to see how to

address their concerns.

MEANINGS:

1 Concerns: worries, problems, specific challenges.2 Stakeholders: all people/groups who are/maybe involved and affected



On a battlefield over 200 years ago, a small group of exhausted

battle-weary soldiers were digging an obviously important defensive

position.

The Section Leader, made no effort to

help.

A stranger on horseback comes

riding by.

Faster! Finish within the hour or else…

Why are you are not helping?

The stranger approached the puzzled Section Leader.

You should notify top command next time your rank prevents you from

supporting your men.

On going closer, the Section Leader

recognized the stranger as General

Washington.

George Washington went on to become the 1st President of the United States of America.

To the Section Leader’s surprise, the stranger dismounted and helped the men until the job

was finished.Before leaving, the

stranger congratulated the men for their work.

I am in charge. The men do as I tell them! Help them yourself if

you feel so strongly about it.

Concept Application


Q1. George Washington showed human concern and treated his people with mutual respect. How do you think his way of dealing with his people would have impacted their confidence, motivation, and will to accomplish their goal?

REFLECTIONS



Q3. In the workplace, as a team leader, what are some of strategies / tips you can follow so as to create a positive team environment (where team members respect and value each others’ contribution)? (For example: Considering the views of all team members when taking any decision). Brainstorm in groups to answer.

Q2. George Washington led his people by working along with them. Can you think of a leader who has a leadership style similar to that displayed by George Washington? Write down about this person, with examples from his / her life showing this.




A corn farmer had been winning the contest for the best produce year after year. A reporter interviews him…

What is the secret of your bumper produce of such good quality corn year after year?

You wont believe it, but it is because I share my corn seeds with my neighbours.

Why do you do that? After all your

neighbours also enter the same contest every

year. They are your competitors!

Oh no… I stand to gain from this. The wind carries the pollen of the ripe corn, from one crop to the other. If my neighbors cultivate an inferior quality corn, then the quality of my yield will also go down. But if they have

good corn in their fields, then through cross-pollination my corn grows well.

STORYAPPLICATION EXAMPLE 10.2

Q1. The farmer recognizes the importance of taking responsibility for good quality corn, not only in his own corn fields, but also that in the fields of other farmers in the locality. Why do you think, most farmers may not see things in the same way?

REFLECTIONS



Q3. In the workplace, what are the short-term and long-term benefits of enabling the success of your peers and juniors?

[Hints: What is the power of a more capable team around you?]

Q2. Narrate an incident when you consciously tried to think “win-win” for all the people involved and took responsibility for finding a solution beneficial to all.

[Hints: Write about –– what responsibility did you take up?– why was taking up of this responsibility necessary?– what was the fulfillment that you got?]





Nilesh is a 25 year old from India. Till date he has never voted. He feels that his vote makes no difference and it does not matter who gets elected from his constituency. All the candidates are as bad as each other. Further, Nilesh believes that one vote of his, is not of enough consequence to make a difference to the nation.

In January 2011, President Ben Ali of Tunisia was ousted from power after a month and a half of non-violent demon-stration by the Tunisian youth.

Abès, a young student, participating in the movement expressed, “I feel that I have a role to play in this nation building movement. We, the students, are an integral part of it. We will continue to demand change until our demands are all met.”

SCENARIO



Q1. What can we learn from the youth of Tunisia, about the influence each one of us can have on the destiny of our nation? Discuss to answer.

Q2. As contributors, we have a role to play in the destiny of our nation. How can you as an individual take up the responsibility and contribute in making the changes you want to see in your locality, your city / town, in the country? Write about this.

[Hints: – What is the change you wish could take place around you?– What are some personal choices and efforts you can make to contribute towards this?]

REFLECTIONS




Rakhi was reading the newspaper at home. She saw an advertisement in the newspaper that touched her.

She decided that she will save as much water as possible from today.

Rakhi had a cook named Shilpa. Shilpa worked as a cook in several residential complexes around her slum in Mumbai. Rakhi noticed that Shilpa is in

the habit of leaving the kitchen tap running while cooking and washing dishes. Rakhi explains to Shilpa

that it is important to use water more carefully.

Shilpa did not understand why Rakhi is careful about wasting water, when all her neighbours are not.




Q1. How can you help Shilpa see the consequences of her small action for the larger water problem? Discuss to answer –

– What will be the immediate short-term consequences of water wasted by one household?

– What will be the multiplied effect of water wasted by numerous households?

– What will be the long-term consequences for water supply to entire city (including Shilpa’s locality)?

If water is wasted by each citizen...

Resulting in reduced water level of the lakes that supply water to the city

danger level

min.level

REFLECTIONS



Deepa is part of a team of four, working on a science project. She is very good with experiments and has designed interesting ways to practically apply some of the theories

they learn in class. However…

Deepa finds that her teammates are un-cooperative and she cannot understand the reason why.

Hey! I have an idea on how we can practically apply the theory we are working on!

All of us contribute… Sunita is a great organizer. Sachin documents and writes the

reports well. I detail out and build the model… but Deepa

doesn’t recognize all this! She takes all the credit!

Deepa doesn’t realize how much goes into actually making

a project happen on the ground… without the team

nothing would happen!

Deepa thinks no end of herself! She doesn’t

really listen when we give suggestions. At this rate,

I don’t want to do anything inthisproject! Let’s see how

she manages without us!

I am the smartest in the group. I come

out with all the ideas. Others just

execute!

SCENARIO


DEEPA



Q1. Deepa is unable to recognize the value of the contributions of her team members in the project. As a result, her team members are un-cooperative. If you are Deepa’s friend, how will you enable her to see the value of her team members?

Q2. In the workplace, as a team member, what short-term and long-term benefits will you gain when you recognize and value everybody’s contribution and give everybody due credit?

[Hints: Consider– motivation of team members– cohesiveness and bonding of the team (What is the benefit of this?)– what happens when a well-bonded team is faced with high-pressure situations?]

REFLECTIONS




The 1963 film “The Great Escape” narrates the true story of a mass attempt by Allied prisoners of war to break out of the imposing Stalag Luft III Nazi Prisoner of War Camp near Berlin, in 1944.

Within the camp was a core group of prisoners determined to escape. Their goal was to facilitate the escape of about 250 men in one night. An escape so difficult would require prisoners to work together in a coordinated manner.

The core group plans the greatest escape, digging a tunnel to ex-filtrate 250 prisoners. Teams of men are organized. Jobs delegated include: Survey, dig, dispose the soil, keep records of soldiers movements, distract security guards, supplying fresh air in the tunnels, provide lighting in the tunnels, etc.

The worst of the work, noise of digging, was covered by the men singing in chorus. The list of supplies needed for the job was unbelievable. It took an army of prisoners, just to find and steal all the material required.

Each person had a job. There were tailors, blacksmiths, forgers, pickpockets & camouflage artists. They kept record of every movement of every guard. They used an elaborate yet inconspicuous set of signals to warn others.

On March 24, 1944, after more than a year of work, 220 men prepared to creep through the tunnel into the woods outside the camp. The plan was to send out one man per minute until all had made their escape.

In all, eighty six men escaped before the tunnel was discovered. The Nazis ordered a national alert to deal with it. Most of prisoners were recaptured, only three made it to freedom.

Though the attempt failed in accomplishing its objective, it offered the world a historical example of collective endeavour.

[Adapted from the Source: http://kamyabology.com]

CASE STORY


Q1. What can we learn from this story about the “power” of coordinated collective action in achieving seemingly impossible goals?

REFLECTIONS



Q2. Can you think of any big project you were a part of, where if “collective action” had happened, the result would have been far more successful?

[Hints: – what was the situation?– what were the different abilities required?– what were the challenges because of which people could not work together in a co-ordinated manner?– what was the outcome / result?]

Q3. If an organization is able to get its people to work together in a similar manner, what would be the benefits to –– the organization?

– the team?

– each individual participant? Discuss to answer.




`Until 1946, milk producers of Kaira district had to travel a long

distance to deliver milk to the only dairy, the Polson Dairy in

Anand. Often milk went sour as they had to physically carry the

milk in individual containers. The traders working with Polson

arbitrarily decided the prices depending on the production and

the season.

The milk producers were extremely angry with the unfair practices

of the traders. Frustrated, under leadership of Tribhuvandas Patel

(a local farmer leader), they approached Sardar Vallabhbhai

Patel for a solution to their problem.

Vallabhbhai advised them to form Cooperatives, boycott Polson

Dairy and start supplying their milk directly to Mumbai State

Government instead of routing through Polson Dairy. The milk

producers who till date worked as single individuals, now had

to work together as a group, something completely untried and

unthought of by them till then. Under the guidance of Morarji Desai,

the producers in each of the villages in Kaira started forming their

own village co-operatives to act as milk collection centres for the

entire village. These co-operatives were owned and managed by

the producers themselves. As they knew each others’ problems,

solutions started emerging through collective thinking.

At the district level Kaira District co-operative was formed to

manage collection and processing of milk supplied by the village

co-operatives.

The successful co-operative structure in Kaira, soon led to

setting up of similar such co-operatives in other districts. To

ensure that these co-operatives act as a united force, rather than

compete against each other, the milk producers formed Gujarat

Co-operative Milk Marketing Federation (now better known as

Amul). GCMMF was to handle the marketing of the milk and

milk products. It was to be professionally managed under the

leadership of Dr. Verghese Kurien.

Research institutions like ICAR were roped in to find ways to

increase milk production of cattle.

Today, nearly after 65 years from the day the idea of co-operative took root in a small district of

Gujarat, Amul has grown to become the largest food producer in the country. It is today jointly

owned by 2.8 million milk producers.

You can watch an interesting video on the Amul story at

http://www.youtube.com/watch?v=njMYhH9bE4Y




REFLECTIONS

Q1. The Amul movement involved the coming together of different people from different places for different purposes. Through this initiative, how were the concerns of the various stakeholders addressed?

[Hints: – Who were all the stakeholders / different groups involved?– What were each of their concerns?– How did these concerns get addressed?]

(Do further research on the Amul movement, if necessary, to answer these questions).



10.8: FIELD WORK

PROJECT 1:

Project Goal: To study how people (contributors) “think in enlightened self-interest”.

STEP 1: Identify any project case that has been in the news or has happened in your area where many stakeholders (affected groups) were involved. You can study this case to find out how the people involved acted in “enlightened self-interest” or if not, then what was missing.





STEP 3: On the case, do a research study to collect data (video, photographs, data, etc.) for your project presentation. Your research can include -

• Primaryresearchdonebyinterviewingpeoplebelongingtothevariousstakeholdergroups(affectedparties such as - farmers, citizens, government officials, etc.)


In your research study, find out details of the project case and identify specific examples / incidents. Find out –

• Whowereallthestakeholdersinvolved?

• Whatweretheconcernsofeachofthestakeholdersinvolved?

• Whowerethemainactivestakeholders(whoweredrivingtheproject,takingdecisions,etc.)?

• Werethesepeoplefocusedonthe“bigpicture”ofwhatneededtogetachieved(orweretheyonlyworried about their own narrow role in the whole project)? What incidents show us this?

• Howdidthesepeopleinteract/dealwiththedifferentstakeholders?Wasthereasenseofmutualrespect or did they use/misuse power and position? What examples show us this?

• Didtheythink“win-win”forallstakeholdersinvolved?Whatexamplesshowusthis?

• Weretheconcernsofallstakeholderstakenintoaccount?Whatexamplesshowusthis?

STEP 4: Make your final presentation by compiling the answers from your interviews / research and your observations on each of these answers, highlighting how “enlightened self-interest” was practiced in the thinking of the people involved.




“

“

“

“

If you want to help others, your little self must go. Give up this little life of yours. What matters if you die of starvation – you and I and thousands like us – so long as this nation lives?

We will have to help each other, but we have to go one step farther: the first thing is to become unselfish in help. “If you do just what I tell you to do, I will help you; otherwise not.” Is that help? So help whenever you can, but mind what your motive is. If it is selfish, it will neither benefit those you help, nor yourself. If it is unselfish, it will bring blessings upon them to whom it is given, and infinite blessings upon you, sure as you are living. The Lord can never be hoodwinked.

Ask nothing; want nothing in return. Give what you have to give; it will come back to you – but do not think of that now, it will come back multiplied a thousandfold – but the attention must not be on that. Yet have the power to give: give, and there it ends. Learn that the whole of life is giving, that nature will force you to give. So, give willingly. You are a machine for taking and giving: you take, in order to give. Ask, therefore, nothing in return; but the more you give, the more will come to you.

It is selfishness we must seek to eliminate! I find that whenever I have made a mistake in my life, it has always been because self entered into the calculation. Where self has not been involved, my judgement has gone straight to the mark.


Act with unselfish motives

Swami Vivekananda disliked small-minded and fearful selfishness. He wanted us to be large, unselfish, and therefore free and bold in all our dealings with the world.

“Unselfishness is more paying, only people have not the patience to practice it. It is more paying from the point of view of health also. Love, truth and unselfishness are not merely moral figures of speech, but they form our highest ideal, because in them lies such a manifestation of power. Self-restraint is a manifestation of greater power than all outgoing action.



“The man who works through freedom and love cares nothing for results. But the slave wants his whipping; the servant wants his pay. So with all life; take for instance the public life. The public speaker wants a little applause or a little hissing and hooting. If you keep him in a corner without it, you kill him, for he requires it. This is working through slavery. To expect something in return, under such conditions, becomes second nature. Next comes the work of the servant, who requires some pay; I give this, and you give me that. Nothing is easier to say, “I work for work’s sake”, but nothing is so difficult to attain. I would go twenty miles on my hands and knees to look on the face of the man who can work for work’s sake. There is a motive somewhere. If it is not money, it is power. If it is not power, it is gain. Somehow, somewhere, there is a motive power. You are my friend, and I want to work for you and with you. This is all very well, and every moment I may make protestation of my sincerity. But take care, you must be sure to agree with me! If you do not, I shall no longer take care of you or live for you! This kind of work for a motive brings misery. That work alone brings unattachment and bliss, wherein we work as masters of our own minds.

Swami Vivekananda at Porbandar

In Porbandar Swami Vivekananda met Pandit Shankar Pandurang

(1840-1894) of Konkan, Maharashtra, who was the administrator

of the State at that time. Swami Vivekananda stayed as Panditji’s

guest at his Bhojeswar bungalow for about four months or

so, probably attracted by his large library and his loving and

scholarly nature. Swami Vivekananda also finished his reading

of Panini’s ‘Mahabhasya’ and also learnt French at the instance

of Panditji. Panditji was not only a Sanskrit scholar of great

eminence, but was proficient in nine languages and was earlier

an Oriental Translator of Bombay State. Swami Vivekananda also

helped him in editing the standard edition of the Atharva Veda,

during his stay at Porbandar. It is likely that during his long stay

at Porbandar Swami Vivekananda might have been introduced to

many Gujarati scholars by Shankar Pandurang.

Apart from this, Shankar Pandurang was a great philanthropist.

He arranged for irrigation facilities for farmers, started telegraph

offices all over the State of Porbandar, started schools for girls

as he was a staunch supporter of female education, opened

hospitals in the villages and carried out various works for the

benefit of the public.



Practise Imaginative Sympathy

UNIT 11:

by


University Services



One of the unique qualities of Contributors is their ability

to appreciate and understand others’ life situation, others’

mental condition, and others’ point of view. How do they do

this?

They have consciously developed a ‘way of thinking’ called

‘Imaginative Sympathy’. In this way of thinking, they are able

to give due importance to the human aspects of a situation,

and not just the technical or commercial aspects.

But this is not all. Imaginative Sympathy goes beyond

looking at the human aspects of the situation. It also means

that Contributors are able to anticipate possible interactions

or reactions, they are able to take a multi-dimensional view

of a situation and they are able to bring about changes or

results while taking everybody along with them.

Practise Imaginative Sympathy

UNIT 11:






UNIT 11: PRACTISE IMAGINATIVE SYMPATHY

Concept Exploration

EXPLORATION 1:

Take up 3 or 4 common professions and brainstorm to uncover the “vision dimension” in their work. Write about these.

REFLECTIONS

Non-contributors look at the activity dimension of work

Contributors also look at the vision dimension of their work

Clearing Proposals

One more proposal to be

evaluated

By completing this proposal, I will be able to make one

more contribution to national development.



REFLECTIONS

EXPLORATION 2:

What happens when people miss out on the human dimension of work? Share some experiences you have come across that help you explain this.

REFLECTIONS

Non-contributors look at the process efficiency dimension of work

Contributors also look at the human dimension of their work

Today we “processed” 200 more patients than

yesterday

Today we were able to “serve” 200 more people

as compared to yesterday



EXPLORATION 3:

Take up a situation in your own life where you have a choice between “immediate benefits” and “long-term / sustainable benefits”. Discuss the situation and your own choice.

REFLECTIONS

Non-contributors look at the immediate benefits of the situation.

Contributors also look at the longer-term consequences of the situation

Let me help the students understand the subject,

so that they can not only do well in the exam, but also be

able to do well in their future jobs.

I will give the students the ‘list

of questions’ to be asked in the exam. Then they will get

good marks.



REFLECTIONS

EXPLORATION 4:

Are you a change-maker? Write a half-page note explaining why you can be a change-maker in society.

REFLECTIONS

Non-contributors see themselves in narrow “material” terms

Contributors are able to see themselves in wider “change-maker”

terms

My degree gives me the power to

get a job.

My education gives me the power to

transform society in my own way.



An Excerpt from an article in Hindustan Times, Mumbai Edition, May 21, 2011

Clean-up drive or fine collection drive of BMC

More than four months after the clean-up marshals scheme was discontinued over charges of corruption, the civic standing committee has cleared an altered version of the scheme on Friday, which drastically reduces the powers given to clean-up marshals.

However, despite clearing the proposal, the corporators remain skeptical about the usefulness of the campaign. The scheme, introduced, in 2007 came under fire last year and was discontinued. Congress corporator Sameer Desai said that instead of bringing about awareness and inducing clean habits amongst citizens, the focus of the drive had shifted to collecting fines. “Is this a

drive to make the city clean or to earn revenue? The scheme has not even resulted in one clean street in the city,” Desai had said.

Additional Municipal Commissioner Manisha Mhaiskar said that the Brihanmumbai Municipal Corporation would ensure that marshals do not misuse the scheme. Also, a new clause has been introduced, wherein even the marshals or their appointing agency can be fined for wrongdoing.

“The chief shortcomings of the previous scheme were the approach of marshals towards people and their lack of awareness about the role of a BMC representative.” said BP Patil, Chief Engineer of the Solid Waste Management department of the BMC.

Concept Application

NEWS ANALYSISAPPLICATION EXAMPLE 11.1:



REFLECTIONS

Q1. The lack of recognition of the importance of the role they were to play in the lives of citizens, and an inability to fully appreciate the consequences of their actions, led the clean-up marshals to lose focus. The drive which was supposed to ensure the city was kept clean by the citizens, instead came to be seen as a fine collection drive.

What would have been the consequences of this for –

Q2. Imagine in the workplace, you are developing a product to deliver to your boss. What if you lose sight of the end users that the product is meant to serve, and you are unable to imagine how your product can help these end users in the best possible way? What will be the consequences / effects of this –[Hint: Think of how your work will become routinized and boring because you have lost sight of the vision you serve.]

– The credibility of this campaign?

– On the future users of the product?

– The citizens of Mumbai?

– On your organization?

– The Municipal Corporation?

– On yourself?

– India?





Dr. Shah is a well-known orthopedic surgeon, specializing in back-related illnesses. He consults in several large hospitals and also has his own private practice.

Manu has been having a bad back pain for several weeks. He finds it hard to

sit for a long time. He takes a 11:30 am appointment to consult Dr. Shah in his

private clinic.

When Manu’s turn finally arrives, the doctor does a quick check, prescribes some medicines and asks him to come

back 2 weeks later.

Manu groans!

On reaching there, he finds that the Doctor has not come in as yet.

Dr. Shah comes in 45 minutes later, gives a curt apology to all, as he walks into his cabin.

Let me hurry. Have to reach the Doctor’s clinic on

time.

We have been waiting for

over 1 hour

These seats are terrible!! My

back is worse!

Hmm… Sorry

I would rather go to a lesser known doctor. My pain

has worsened due to the wait.

Come again after 2 weeks

SCENARIO



REFLECTIONS

Dr. Shah is an expert and is very competent in his field of work. Yet his actions show that he does not have the ‘human touch’ in his interactions with patients. Further, despite his customers being back patients, he has not cared enough to provide comfortable seating in case they have to wait for long.

Q1. What is the importance of recognizing the ‘human-level concerns’ of his patients?

Q2. What are the consequences of not doing so – on his patients? on his future medical practice (and business)?

Q3. What is the value of “human touch” in customer service interactions? Discuss to think of examples showing the importance of this “human touch”.




Q1. The watchman was aware of his power to contribute in the situation. He did not restrict himself to just guarding the gate. He contributed to his customer first and foremost as a human being.

– What fulfillment would he have got from this interaction?

SCENARIO

REFLECTIONS

– What value did he create for the customer and for the bank?




REFLECTIONSQ2. Write about a person, whom you have seen converting any role or work into an

opportunity for him/her to make a positive difference to the people around.

Q3. In your own work role or role as a student, what are the ways in which you can contribute and make a difference to the lives of people around you?

Write down at least 2 new ways in which you can make a difference to the lives of people around you.




Paresh goes to the insurance office to submit some documents for a claim.

SCENARIO

The officials at the insurance office were focused on their functional role without am thought of the trouble Paresh was being put through. Hence Paresh was made to run from one office department to another without his work getting done.

Q1. What are the immediate and longer-term consequences of their actions –

– In Paresh’s life?

– On other customers like him?

– For the overall service levels of the company?

REFLECTIONS




REFLECTIONS

Q2. Discuss to answer – When you are assigned a project, why is it beneficial to you to

Think of and write about the –

(i) “engage deeply” with it (to understand the issues, study the subject area, final solutions that work, etc.) rather than

(ii) copying from a senior or doing a “chalta hai” job of it?

– immediate consequences and benefits of both actions (i) and (ii).

– longer-term consequences and benefits of both actions (i) and (ii).

Thus, which of the two (i) and (ii) are more beneficial to you in the longer-term in your career?




Known for her no-nonsense ways, Kiran Bedi introduced a new way of policing in Tihar Jail. Once considered a hell hole, today Tihar stands testimony to the transformative

intervention led by Bedi.

Next, Bedi introduced a series of transformative measures in the jail such as literacy and higher education programs, panchayat system for self management of prison by inmates, de-addiction programs etc. Bedi and her team worked with missionary zeal to get these interventions to become an integral part of the jail. The sustained and persuasive effort

started showing results after some time.

The first day Bedi walked into the jail in plain clothes.

The jail was a mad house. Inmates were treated with

no respect. I shared my cell with 25 other inmates. Fights were frequent. I did not know whether life was more miserable outside or

inside.

It was accepted by all that a jail term had

to be made miserable. I challenged that.

Jail has to be transformative. Only

then will we have reformed citizens.

Madam asked us, “Do you pray?”

I was surprised… I did not answer.

I was surprised… I did not answer.

When none of us said anything, she asked

us, “Would you like to pray?”

I wanted to give them the message that ‘I am here for

you for a new way of life’.

When we finished praying there was

complete silence. We had broken the ice.

I completed my graduation from open university while in jail. This was after a break

of 7 years.

In my teens I I got addicted to drugs. Here,

I underwent counseling for de-addiction.

We formed different committees to manage kitchen, library, sports

activities, internal discipline etc. It was very satisfying to do

something constructive.

ROLE MODEL




REFLECTIONS

Kiran Bedi did not see herself only as the “Inspector-General of Prisons of Tihar Jail”. She saw herself as someone who had the power to transform the lives and futures of the jail in-mates.

Q1. In Kiran Bedi’s words, “ These transformations require missionary zeal from the leader”. One has to feel the joy of giving, only then deep rooted change is possible.

What kind of choices do you think she had to make to bring about this change? [Hints: Think of what choices she had to make –

– as a lady in a man’s domain

– to challenge a system, which worked in a certain fixed way.]

Q2. Think of and write about one example of deep-rooted transformation that you may have read about or heard of. Write about how the people involved widened their “vision of their role” to see themselves as “change-makers”.

[Hints:

– what is the context?

– what was the need of transformation?

– what were the alternatives available?

– how was the final choice made?]



Dr. Patel reads in the newspaper about Malaria epidemic in his city.

However, the number of malaria patients coming to his clinic keeps increasing every day. He is concerned. He thinks over the

issue and realizes that he has to play a more active role in addressing the problem.

After a few days, Dr. Patel reads that the city is still struggling in its fight against

Malaria.

He starts receiving malaria patients in his clinic.

He identifies pockets of stagnant water in the locality and works with the municipality to get them covered. He then arranges for

fumigation of the area.

He decides to hold Health and Hygiene camps to educate the people, until even

children begin to take care of the hygiene in the city.


CASE STORY


By the end of a few months, the city was free of Malaria.



REFLECTIONS

Dr. Patel realized that his treatment of patients is only a temporary solution to the Malaria problem. It did not actually provide a real solution to the epidemic. He therefore starts looking for better and better ways of providing a more permanent solution.

Q1. Learning from this story, as a contributor, what do you think are some of the choices one needs to make so as to be able to find deeper solutions to a problem? Discuss to write down a few key strategies / tips you can learn from Dr. Patel to apply for yourself.



[Adapted from an article appearing in April 23, 2011 edition of Mumbai Mirror]

[Adapted from an article appearing in Jan 04, 2007 edition of Mumbai Mirror]

On 23rd March 2011, Pradeep Kumar was piloting Pragati Express from Mumbai’s CST station to Pune. When the train was crossing one of the in-between stations, a paver block which was kept on an over-bridge fell and smashed the window of the locomotive engine.

The shards pierced Pradeep’s face, neck and hand. Blood was oozing from the wounds. He blacked out for a second.

On 4th January 2007, a Western Railway train in Mumbai bound from Churchgate to Virar inexplicably did not halt at a scheduled in-between station. It overshot the station and stopped 155 metres ahead of the station.

Commuters who had to get down at this station had to jump off the train and tread their way back, running the risk of being run over by approaching trains. Many had to take a train back from the next station.

Motorman J Ramachandran, on being questioned, responded, “A motorman is running more trains now than earlier. The level of alertness required is tremendous and all the stress is telling on us. It is unfortunate that this incident happened, but we are not to be blamed.”

Even though he had the option of stopping for medical aid, he chose not to stop for medical aid immediately. He was aware that his train was running on the high traffic central suburban railway tracks. Any delay would put the entire suburban railway schedule into disarray.

He chose to pilot the train to a junction an hour’s distance away from whereon the traffic became lighter, before stopping for medical aid.

NEWS ANALYSISAPPLICATION EXAMPLE 11.7:



REFLECTIONS

Q2. Do you know of more incidents like this, when a person acted in a certain way because s/he appreciated the consequences of her/his actions. Write about one such incident.

Q1. Pradeep Kumar understood the importance of his role and that if he failed to make an appropriate choice in the situation, it would impact the lives of thousands of commuters/travelers. What were the benefits of his action –

– for Pradeep Kumar

– for commuters

– for the railways



Malini is on her last week at work, as administrative officer with a software company. Now after 5 years of working with the company, she is moving to a new city.

She prepares for a smooth handover to the new officer who is going to join.

And ensures all things are in order before she leaves.

When the new officer joins the following week, Malini guides her on how

things work there.

I have to document all information. The new officer coming in should not

have difficulty in ensuring that the office runs smoothly. People here should not face any trouble

because I am leaving.

I have to order office supplies for the next

1 month. Then the new officer won’t have to worry for some time.

Check all the ACs in the office.

We use the services of these people. I

will introduce you to them.




REFLECTIONS

Q1. Malini knew the value of the work she did for her colleagues. She had the foresight and concern to appreciate the difficulties her company could face, when she left. Thus she took responsibility for ensuring transition to a new officer was smooth. What would have been the consequences had Malini not proactively taken responsibility in this situation, and left without making suitable arrangements –[Hint: Think of the longer-term consequences over and above the immediate consequences.]

– For her organization and colleagues?

– For her own work satisfaction?

– For her future career prospects?



G PADMANABHAN,RBI EXECUTIVE

DIRECTOR

Banks should ensure transactions are hassle-free and user-friendly.

For example, multi-layer security by way of login password, transaction password and confidential data confirmation

make online transactions more secure. But, there are issues like memorizing multiple passwords etc. Some transactions of urgent nature get stuck due to these

problems. This, coupled with the time taken for access re-activation, password generation, etc, which is sometimes

a lengthy, time-taking process, causes irritation and inconvenience to the customer.

PRADEEP KUMAR, FOUNDER CEO-MART

The most important aspect while selling and marketing to rural India is to understand usage of products.

Take for example, pressure cookers. In urban India, most of the cooking is done on a counter top, whereas

in rural areas cooking happens at the floor level. Therefore, cookers need to have two handles to enable easy handling. Just having one handle will not work. It is a simple aspect of a product, but it makes a huge

difference in terms of usage. In order to understand the needs of rural India we need to resort to what I

call ‘community embedded innovation’.

MATT MULLENWEG, CEO-WORDPRESS

One of the creators of WordPress, Matt Mullenweg, was interacting with wordpress users...

The media library in WordPress was discussed. A man in the audience brought up a technical issue he had with the library. Mullenweg explained that you could actually do what the man wanted to in WordPress,

but stated: “The software is wrong, not the people”.

Mullenweg could have just told the man that “you’re doing it wrong” before telling him the “right” way to work with WordPress. Instead, the fact that users had problems with the media library told him that

the software needed to be improved.




REFLECTIONS

The above 3 examples demonstrate that it is very important to deeply understand the end-user / customer in order to design products and services that truly address their needs.

Q1. Identify one service/product that you use currently, which you think could be improved to make it easier to use. What factors do you feel were not taken into consideration while designing this product/service, thus making it more difficult to use?

– on users?

– on the company?

– on the designers of the products?


Q2. Though companies keep stating how “user-centric” they are, most often we as users ourselves find that there is a lot lacking in that aspect. What are the consequences of not being “user-centric” when designing products or services –



11.10: FIELD WORK

PROJECT 1:

Project Goal: To study how people (contributors) “practice imaginative sympathy”.

STEP 1: Identify any one Contributor who you believe is a “change-maker” in his/her profession and approach to any work. It is recommended that you choose a “contributor” who is known to you or you can get in touch with, so that you can get the chance to interview this person. (This person may be from any field of work, and may be personally known to you OR may be a well-known person with whom you can get an interview OR someone who works in your locality eg: postman, watchman, etc.)





STEP 3: Interview this person and also talk to other people who know this person and interact regularly with him/her during the course of his/her work.

In the interview, ask this person –

• Talkaboutyourprofession/workandwhatyoudo.

(Discuss with him/her to find out what is the “vision dimension” that he/she sees in the work i.e. what is the vision he/she has of his/her role)

• Narrate2-3specificexamplesof–

– Typical interactions with colleagues, juniors, seniors, customers – describing how you interact with them.

– How you would describe the daily work you do / targets you meet.

(In his/her answer, observe: In this person’s narration of these examples, does he/she talk about the “human dimension” of the work or is only focused on the “efficiency dimension” of the work.)

• Shareaboutasituation/experienceinyourworklifewhereyouhadthechoicebetween“immediatebenefits” and “long terms / sustainable benefits”. What was the choice you made and why?

• Inyour job / role,what is the“power”youhave tocontributeandmakeapositivedifference insociety? How can you increase this “power” to contribute more?

STEP 4: Make your final presentation by compiling the answers from your interviews / research and your observations on each of these answers, highlighting how this person practiced “imaginative sympathy” in his/her work.




REFLECTIONS

““

“

“

First, feel from the heart. What is in the intellect or reason? It goes a few steps and there it stops. But through the heart comes inspiration. Love opens the most impossible gates; love is the gate to all the secrets of the universe.

Who feels there for the two hundred millions of men and women sunken forever in poverty and ignorance? Where is the way out? Who feels for them? They cannot find light or education. Who will bring the light to them – who will travel from door to door bringing education to them? Let these people be your God – think of them, work for them, pray for them incessantly – the Lord will show you the way.

Him I call a Mahâtman (great soul) whose heart bleeds for the poor, otherwise he is a Durâtman (wicked soul). Let us unite our wills in continued prayer for their good. We may die unknown, unpitied, unbewailed, without accomplishing anything – but not one thought will be lost. It will take effect, sooner or later.

So long as the millions live in hunger and ignorance, I hold every man a traitor who, having been educated at their expense, pays not the least heed to them! I call those men who strut about in their finery, having got all their money by grinding the poor, wretches, so long as they do not do anything for those two hundred millions who are now no better than hungry savages!


Expand your heart

No individual can be a contributor if he/she is self-centered and uncaring about others. Therefore, to be a contributor, we must first expand our hearts. At the same time, one of the effects of contribution is that our hearts get expanded greatly.



“

“

Feel, therefore, my would-be reformers, my would-be patriots! Do you feel? Do you feel that millions and millions of the descendants of gods and of sages have become next-door neighbours to brutes? Do you feel that millions are starving today, and millions have been starving for ages? Do you feel that ignorance has come over the land as a dark cloud? Does it make you restless? Does it make you sleepless? Has it gone into your blood, coursing through your veins, becoming consonant with your heartbeats? Has it made you almost mad? Are you seized with that one idea of the misery of ruin, and have you forgotten all about your name, your fame, your wives, your children, your property, even your own bodies? Have you done that?

Have you never thought, of the hearts of the heroes? How they were great, great, great, and soft as butter?

Swami Vivekananda at Bhuj

Swami Vivekananda visited Kutch and met the Dewan Motichand

Lalchand who introduced him to the Maharaja Rao Khengarji

Bahadur III. He had long talks with both of them, upon the

industrial, agricultural and economic problems of the land. He

impressed upon them the need for ameliorating the condition of

the masses as he had a great faith in the ability of the rulers to do

good to their subjects if they could be taught about the ancient

Indian ideals of civil government.

The Maharaja of Kutch was one of the most cultured, advanced

and enlightened native rulers of India. He took keenest interest

in the subject of female education, got many standard English

works translated into Gujarati and carried out considerable

improvement in public works. Being three years younger

to Swami Vivekananda, he must have entered into intimate

friendship with him. The Maharaja was deeply impressed by

Swami Vivekananda’s magnetic personality and was astonished

at his vast knowledge. He said : “Swami Vivekananda, as after

reading may books the head becomes dazed, even so after

hearing your discourses my brain becomes dizzy. How will

you utilise this talent? You will never rest until you have done

wonderful things !”

Source:ShriRamakrishnaAshrama,Rajkot,website(www.rkmrajkot.org)

Source: The Complete Works of Swami Vivekananda(PublishedbyAdvaitaAshrama,5DehiEntallyRoad,Kolkata 14, India)

Demonstrate Trust Behavior

UNIT 12:

by


University Services



The last and most important mindset of a Contributor is

‘Trust Behavior’. The term Trust Behavior may be described

as character-in-action. This includes keeping one’s word

and commitments, staying with a task, acting with integrity

in every situation, making sure that there is complete

transparency in one’s actions and interactions, etc.

Contributors recognize that they are able to achieve results

and make contributions with the help of other human beings.

They receive this help if and only if they are trusted and, in

turn, trust.

Therefore, Contributors practise trust behavior from very

early in their career, thereby building a huge trust balance (like

a bank balance) over their career and relationships.

Demonstrate Trust BehaviorUNIT 12:




Swami Vivekananda Speaks to you pg. 21-22


UNIT 12: DEMONSTRATE TRUST BEHAVIOR

Concept Exploration

EXPLORATION 1:

What happens when people stop trusting what a person speaks? Give an example to explain this.

REFLECTIONS

Non-contributors can be “un-trustworthy” in their communications

Contributors are trustworthy in their communications

MEANINGS:

1 Fudging Data: Changing data, replacing it with false data. “Adjusting” data records or presenting data in a way that gives a false impression.

2 Being Transparent: Telling people things directly without hiding. What you say and what you are thinking are the same.



REFLECTIONS

EXPLORATION 2:

What happens when people repeatedly break the rules of conduct of your organization / institution / community? Give examples to explain.

REFLECTIONS

Non-contributors often break the stated and unstated “code of conduct3” in an

organization / community / country

I want to stand out

Would you trust him with your life-savings?

Contributors respect and follow the stated and unstated “code of conduct3” in an

organization / community / country

We feel secure in doing business with Amit. He respects

the code of conduct of the Japanese business community.

MEANINGS:

3 Code of Conduct: Rules of conduct or behavior. Expected / acceptable social behavior in a community.



EXPLORATION 3:

What happens when people are impartial and unfair? How do others react? Discuss to answer.

REFLECTIONS

Non-contributors make decisions in unpredictable and inconsistent ways

Contributors always make “trust-choices”

The boss’s decisions depend on his likes and

dislikes

The boss decides depending on his

mood on that day

The boss favors some people and

not others

The boss focuses on organizational interests and not

on any one person’s interests alone.

The boss always acts according

to his principles

The boss is always fair

and impartial



REFLECTIONS

EXPLORATION 4:

If you consistently over-promise and under-deliver, you lose “credibility” as a professional. How will this loss of credibility affect your career? Discuss to answer.

REFLECTIONS

Non-contributors over-promise and under-deliver1

Contributors set clear expectations and meets them. They under-promise and

over-deliver2Sumit promised

our company many benefits to get the order. But when the

time for delivery came, he backed out…

I do not trust Sumit to deliver the

product on time and with quality.

When Amit commits to something, he does it. Therefore we must

give him the next contract.

Amit always ensures that whatever he produces is of a high quality, and meets our requirements

perfectly.

MEANINGS:

1 Over-promise and under-deliver: Making big promises and not fulfilling them. Promising much more than what one can deliver results for.

2 Under-promise and over-deliver: Talking or promising less, but doing and delivering more results. Delivering results much more than what one has promised.



Concept Application


You are scanning the newspapers for job advertisements, when this

advertisement catches your attention.

While you have not yet made up your mind, Jitesh who is an old classmate of yours, joins the institute

for a 3 month course. He calls you up a month later, to tell you that he has discovered that 75% of the

jobs on offer in the campus are in Rs. 1-2 lakh range. Only people with a minimum of 5 years prior work

experience get better job offers – and that too if they have done at least a 1-year course. Jitesh and others

like him would have chances of getting a job only in the Rs.1-2 lakh range.

Q1. This institute puts out its advertisement in a “clever” way. Though it never explicitly made any promises, it miscommunicated to students and set up false expectations in their minds. What will happen once the word spreads amongst students and future applicants that this institute makes false promises?

REFLECTIONS



REFLECTIONS

Q2. In contrast to the given example, write about an experience when the transparency of a person’s actions and interactions made you trust him / her more.

Q3. In the workplace, what would be the immediate and long-term consequences of setting up false expectations in the minds of your customers? (promises that your company cannot fulfill)?

Write about the impact –

– on your organization

– for your career development

– on the customers who have put their trust in you




Vaidehi is an accomplished Indian classical singer. She is asked about her opinion on some details of tabla playing, a field about which she does not know much. She has 2 options –

People look up to my opinion as an expert. I want to guide them in a responsible manner.

As an expert I cannot let my image be spoilt. No one should know I

am ignorant in this subject.

Vaidehi says, “I am sorry but I don’t know

much about this topic. But a good friend of

mine is a tabla player – I will discuss this with

him and surely get back to you.”

Vaidehi gives an unclear answer with lots of

technical words – that impresses the listener

(though the listener doesn’t understand

anything).

Response 1 Response 2

?

SCENARIO




REFLECTIONS

Q1. As a Contributor, which response should Vaidehi choose, so that her words will increase the trust of people in her future opinions and assessments as an expert? Explain why this would happen.

Q2. Write about a person who invoked your trust by giving opinions/ judgments/guidance which were fair / unbiased by any personal interest.

Q3. In light of the above example, if you are a team lead who is considered an expert in his/her field, what can be the consequences if your opinions and feedback do not invoke the trust of your team members? Discuss to answer.[Hints: Suppose people doubt your motive, then what are the consequences – in terms of the support that you get from your team, their respect for your feedback, etc.]




A company invites applications for the post of an accountant. They interview 15

candidates for the position.

Naresh appears for the interview but despite his outstanding records, he is not

selected.

Congratulations, Vidushi. You can join us from this Monday.

She must be more suitable for this job.

Naresh’s friend who works for the same company calls him

after 5 months asking him if he would still

be interested in considering the same

position.

Oh, Vidushi was the General Manager’s cousin…

She resigned because of too many complaints

against her!!.

SCENARIO




REFLECTIONS

Q1. The interviewer (HR manager) of the company allowed the misuse of power (by selecting the General Manager’s cousin) when he selected the candidate on the basis of personal relationships rather than on suitability for the job. Now that Naresh is being asked to join the same company, what will he be risking if he accepts this offer? [Hints: Can Naresh trust that the future decisions of the company will not be biased? How can it impact his future career?]

Q2. Can you identify some people you know, who use their office powers with responsibility – resisting pressures from all quarters. Write about some incident which shows this.

Q3. In the workplace, if your boss asks you for your feedback about your colleague, who is also your close friend, how should you go about doing it in a trustworthy manner? Discuss to answer.




Source: http://www.ndtv.com

Jawans died fighting Naxals, their widows still await compensation

They had to bear one of the toughest sacrifices - losing their loved ones to Naxals. But the widows of commandos, who lost their lives battling Naxals, are now facing more trouble as they have still not received the entire compensation promised to them by the Government.

“After our men were killed they came and told us we are like family. But two years have passed since my husband’s death and no one has bothered about our plight,” said Smita Damodar Maitam, who lost her husband to the Naxals.

Their men were elite C-60 commandos – the crack unit set up to fight Naxals in the forests, a battle the unit fights everyday with little training and arms. Drawn from the tribal community, their knowledge of local topography gives them an advantage in operations.

Gadchiroli SP Rajesh Pradhan says, “If one single factor is responsible for the low Naxal activities in the district, it is the C-60 commandos.”

However, the families of the C-60 commandos allege this contribution goes unrewarded. The state government gives a compensation of Rs. 25 lakh in the event of a death which goes into a fixed deposit for 10 years. Also a

house, free schooling for the children and job for a family member. Many women are yet to get a house, a critical package not delivered to any of these mothers and widows.

“We have not got a house yet. They have not given my daughter the job they promised. It’s been two years,” says the mother of a deceased soldier.

NEWS ANALYSIS




REFLECTIONS

In this story, the government lost the trust of the people because it did not keep the commitments made to the families of the commandos, leading to great hardship for them. We keep reading about such cases every other day in our newspapers.

Q1. What are the consequences of the government not keeping commitments again and again? What could be the consequences of this on –

Q2. In contrast to this example, narrate a personal experience when your trust in somebody increased because the person kept his/her commitment.

– the people of this nation?

– the country?

– the government?

Q3. When you keep your commitments to your organization, an equation of trust is established over time. How does this impact the relationship between you and your organization?




Rahul Dravid is famously known as ‘The Wall’ in the cricketing world. He established a track record of batting for long periods of time, keeping his cool under all circumstances.

Though a specialist batsman, Rahul Dravid made his debut at the No. 7 position, something which would have rattled many of lesser character. With sheer hard work and consistent performance he gradually cemented his position at No. 3 in the batting lineup. In the years when India did not have definite openers, he opened for India though it was never a position of his preference.

Consistency, patience, hard work and the ability to adapt to any situation are some qualities that went on to make Rahul Dravid a batsman the team could count on. Though Dravid played in a team which had stalwarts like Sachin Tendulkar and Saurav Ganguly, he always remained secure, always playing for the team and rising to the demands of the team.

Form, consistency, patience, hard work, ability to shift gears when needed, playing for the team always – make him a legend without

doubt.

COMMENTS ON RAHUL DRAVID

Clearly, the USP of his batting is his patience. He is prepared for the hard

grind and sets himself for the long haul every time he has the willow in his hand.

‘If I have to put anyone to bat for my life, it would be

Dravid’

It’s like a paint advertisement, which

shows the paint is fine in cold, hot, and rains, all the places. Rahul Dravid is one such consistent performer,

everywhere.

ROLE MODELAPPLICATION EXAMPLE 12.5:

Rahul Dravid – Being Dependable



REFLECTIONS

Q1. Rahul Dravid, over the years, through his conduct, earned the name of being dependable. What personal choices do you think he made, which had his team members, rivals and critics trust his dependability?[Hints:

– Consider how Dravid engaged with the game. (e.g. when he played, did he chase personal records? etc.)

– What different roles did he play for the Indian cricket team? What do these tell us about him as a cricketer?]

Q2. Identify one person who you trust, because you can depend on him/her to do what it takes to get the work done. Write about incidents from his/ her life which bring out this aspect.

Q3. When you have a dependable team member in your team, what is the value of the ‘trust’ that he/she creates?

[Hints:

– What is the value of such a team member in important assignments?

– What is the impact of dependability on the person’s sense of responsibility? What does it mean for the organization and team?

– How will other team members behave towards such a person?]

– for the organization?

– for your team?

– for him/herself?




You go for an interview. The following interaction happens there…

In your previous company, you worked on this cardio-

vascular drug. I want you to join my company and share with us the formulations of

that drug.

Let me test him

As a Contributor, how would you respond in a manner that respects the terms of confidentiality with your previous employer?

SCENARIO


Q1. Have you seen relationships getting impacted because one of the parties felt that confidentiality was not maintained. Write about one such case.

REFLECTIONS



REFLECTIONS

Q2. Why will an employer prefer to hire a person who maintains confidentiality and keeps his/her commitments to any previous employer?

[Hint: How does this impact the trust the company can have in the person’s future commitments?]

Q3. In organizations, confidentiality between employee-employer, client-service provider etc. has been institutionalized by way of Non-Disclosure Agreements. These are legally binding agreements between signing parties which restrict them from sharing information regarding each other, with any third party. Why do you think such agreements are necessary?– Think of and put down some situations where you have shared confidential

information with any of your service providers. How would you feel if they gave away your information to other parties?[Hints: What can be the consequence of confidential information falling in wrong hands or being misused? (e.g. If your personal information that you share with your banks or telecom service provider, is shared with a third party, what can be the consequence?)]




Kiran Bedi, India’s first woman police officer is one of the greatest change agents of modern times.

In 1981 as DCP (Traffic), she controlled traffic during the 1982 Asian Games. She didn’t hesitate to tow away cars and once even challenged the car from the Prime

Minister’s office for wrong parking near a car repair shop. Recalling the incident she says:

My sub-inspector Nirmal Singh had challenged a wrongly parked car in Connaught Place. The driver came and warned

the sub-inspector that this car belonged to the Prime Minister’s Office.

Without bothering about the threat, my sub-inspector told the driver that he will have to pay the fine, come what

may. There was a bit of a riot there, but nothing serious happened. This incident made policemen feel empowered.

They felt they could take on powerful people.

I authorized and supported such action by my staff.

I knew that I will be transferred when I decided to lift Indira Gandhi’s car (for wrong parking). I gave a thought

to it and decided to do what was right then.

ROLE MODEL

APPLICATION EXAMPLE 12.7



REFLECTIONS

Q1. Through a single action, Kiran Bedi sent out a strong signal to her staff that they need not discriminate between the ‘powerful people in high positions’ and the ‘common citizen’, when it came to enforcement of law. What possible benefits did the people of Delhi get from having her as a leader of the traffic police ? [Hints: Consider the morale of the traffic policemen under Kiran Bedi and resulting impact on their own conduct.]

Q2. Can you identify some contributor leaders who are trusted for their unbiased excercise of power? Comment on some of the visible impacts of their unbiased approach.

Q3. While working in an organization, which are the areas where power and position can come in the way of your decision making? What are the choices that you will need to make, to ensure that your conduct invokes trust? Discuss with some working professionals to answer this.[Hints: Consider –

– How choices get impacted while dealing with ‘big’ and ‘small’ customers

– How choices get influenced while dealing with seniors, as different from juniors]




12.8: FIELD WORK

Project 1:

Project Goal: To study how people (contributors) demonstrate “trust behavior”.

STEP 1: Identify any 2 contributors who you believe are highly respected and trusted by people in the community. (This person may be from any field of work, and may be personally known to you OR may be a highly respected person in your community / locality OR a famous personality OR someone who works in your locality eg: vegetable seller, sweeper, etc.)





STEP 3:Oneachofthese2people,doaresearchstudytocollectdata(video,photographs,data,etc.)for your project presentation. Your research can include -

• Primaryresearchdonebyinterviewingthepersonandothershe/shelivesandworkswith.


In your research study, identify specific examples / incidents in this person’s life where the person has demonstrated “trust behavior”, including situations where the person –

• Wasfacedwithatoughchoice(wherehe/shemayhavelostsomethingbecauseofthetrustworthychoice), and yet he/she chose to communicate in a manner that was trust-worthy (transparent, honest, clear, presenting data truthfully, telling the whole truth not hiding anything).

• Hadtogointoanewcommunityorjoinedanewinstitution,wherehe/sheadjustedhis/herhabitsout of respect for the “code of conduct” or acceptable behavior in that community.

• Hadtomakedifficultdecisionsorchoices(maybewithpressurefromexternalsources)–yethe/shechose to remain firm, stand by his/her principles, and made a fair / unbiased choice that was in the larger best interests of the group (rather than personal interests).

• Tookupsomeprojectswherehe/shemadecommitments,setclearexpectations,anddeliveredto what he/she promised (and even delivered much more than what was promised) – because of which people can depend on him/her. (Identify 2-3 such projects to show this person consistently delivered to commitments).

Ask him/her to narrate each of these incidents to you, also explaining what motivated him/her to behave in this manner (trustworthy behavior).

STEP 4: Make your final presentation by compiling the answers from your interviews / research and your observations on each of these answers, highlighting how this person demonstrated “trust behavior”.




REFLECTIONS

“

“

“

“

Every successful man must have behind him somewhere tremendous integrity, tremendous sincerity, and that is the cause of his signal success in life.

Have patience and be faithful unto death. Do not fight among yourselves. Be perfectly pure in money dealings… So long as you have faith and honesty and devotion, everything will prosper.

I trust those that will not desert me in prosperity and adversity alike. ...the most trustworthy men are needed. Then, after the foundation is laid, let him who will, come and make a noise, there is no fear.

Business is business, in the highest sense, and no friendship — or as the Hindu proverb says “eye-shame” — should be there. One should keep the clearest account of everything in one’s charge — and never, never apply the funds intended for one thing to any other use whatsoever — even if one starves the next moment. This is business integrity.


Integrity is the foundation for success

Swami Vivekananda felt that without trust and integrity, no work could be accomplished. These are the foundations of sustainable results in our career.



“

“

“

Arise and awake and be perfectly sincere. Our insincerity in India is awful; what we want is character, that steadiness and character that make a man cling on to a thing like grim death.

Be steady, and, above all, be pure and sincere to the back bone.

Good motives, sincerity, and infinite love can conquer the world. One single soul possessed of these virtues can destroy the dark designs of millions of hypocrites and brutes.

Swami Vivekananda at Baroda

Before leaving Gujarat, Swami Vivekananda also met

Shri Manibhai J. Dewan of Baroda, a man of piety

and noble character.

Before that as Dewan of Kutch he had introduced a

lot of beneficial reform in all departments – collection

of revenue, education, sanitation etc.

At Baroda, Manibhai worked hard and there was

spectacular progress in the field of education. Swami

Vivekananda spent some time with him in discussing

about the education system of the State.

Though it is not known where and when Swami

Vivekananda met Maharaja Sayajirao Gaekwad of

Baroda he had later told Prince Martanda Varma

at Trivandrum that “of all the ruling princes he had

met, he had been most impressed with the capacity,

patriotism, energy and foresight of the Gaekwad of

Baroda.”



Resume BuildingUNIT 13:


by

University Services



Learn to develop a resume for the job-market. Learn how to develop

both a generic resume and resumes specific to some types of jobs.

Also learn the best practices and common errors in developing

resumes.

Most importantly, learn to analyze the jobs offered and present

yourself in terms of your potential / willingness to contribute to the

job.

Resume BuildingUNIT 13:

13.1 What is the Employer looking for? 2

13.2 Assemble your Resume Pack 6

13.3 Build your Resume 7

13.4 Write your Cover Letter 20

13.5 Assemble your Records Portfolio 24

13.6 Build your Work / Projects Portfolio 26

13.7 Recommendation Letters and References 28


UNIT 13: RESUME BUILDING

13.1 What is the Employer looking for?

PRACTICE EXERCISE 1: Study this job advertisement in a newspaper

When Employers offer jobs, they look for 4 key aspects in an applicant. Thus, as a Contributor, when you are thinking of applying for a job, look out for what the Employer is looking for under each of these 4 categories.

Data Collection Supervisior

Summary of what we are looking for:

Responsibilities include supervising and training telephone interviewing staff, briefing, editing, and monitoring production rates for both on-line and focus group recruiting studies. This position requires a minimum of one year supervisory or management experience. Market research or phone room experience is a plus. Individual must be able to recognise potential project and personnel problems and give suggestions on how to improve them.

• Excellent communications skills - both verbal and written

• Strong leadership skills with a managerial background

• Proactive problem solver

• Able to manage people under stress from a fast paced and ever changing environment

• Very organised

• Enthusiastic motivator of interviewing staff

• Can oversee and interact daily with a large staff of interviewers

• Good computer skills, i.e. MS Office products such as Word, Excel and Access

• Self-motivated and self-starter

If you enjoy managing people and excel under pressure in a fast paced and rewarding environment, then you are the candidate for us.

Must be able to manage staff through constructive feedback, discipline and training. This position requires strong interpersonal communication skills, a take-charge attitude, strong organisational skills and the ability to manage multiple projects. This is an evening and weekend position, which averages 35 hours per week. Compensation depends on experience. Benefits include: medical /dental /vision, paid holidays & vacation time.

Can “fit-in” to the day-to-day job environment(What kind of environment will the person taking this job be

expected to work in?)

[D]

Can Deliver Results(What results is the

person taking this job expected to deliver?)

[C]Right Capabilities

(What skills/ capabilities is the job applicant expected to have / demonstrate?)

[B]

Appropriate Personality(What personal

characteristics is the employer looking for?)

[A]

continued ...



continued ...

...continued

We are looking for a person who -

– Recognizes potential project and personnel problems and suggests improvements

– Can manage staff through constructive feedback, discipline, and training

– Has strong organizational skills, leadership skills, and communication skills

– Is an enthusiastic motivator of staff

Discuss this job advertisement in groups and write down “what qualities is this employer looking for in a person, when they say each of the following...” –

Discuss this job advertisement in groups and write down - (a) What will doing each of the following in this job involve? (b) Have you demonstrated any of these skills / capabilities before? If yes, where? [HINT: You may have organized a college or family event where you needed to use organizational

skills]

[A] What personal characteristics is the employer looking for?

[B] What skills/capabilities is the job applicant expected to have / demonstrate?

We are looking for a person who -

– Is a proactive problem solver

– Is self-motivated and is a self-starter

– Has a take-charge attitude

WHAT ARE THE EMPLOYER’S EXPECTATIONS:



Discuss this job advertisement in groups and write down what kind of job environment and life-style each of the following would mean for you if you took up this job –

Discuss this job advertisement in groups and based on what is said below, write down what are the key results the employer expects you to deliver and what this would imply for you –

[C] What results is the person taking this job expected to deliver?

[D] What kind of environment will the person taking this job be expected to work in?

We are looking for a person who –

– Will supervise and train telephone interviewing staff.

– “This is an evening and weekend position, averaging 35 hours per week”.

– “You need manage people under stress from a fast paced and ever changing environment”; “Do you excel under pressure in a fast paced and rewarding environment”.

– Will monitor production rates for both online and focus group recruiting studies.

– Will oversee and interact daily with a large staff of interviewers.

...continued



PROJECT 1: Short-list jobs to apply for

In Project Teams of 3-5 students each –

STEP 1: Identify 8-10 jobs you would be interested in applying to, and study each job’s profile.

(Look for the job descriptions in newspaper advertisements, job profiles on websites, job posts on job sites on the internet)

[Do STEP 1 at home and bring to class for discussion]

STEP 2: For each job profile, discuss with your project team to write down what the employer is looking for, in terms of –

[A] What personal characteristics is the employer looking for?

[B] What skills/capabilities is the job applicant expected to have / demonstrate?

[C] What results is the person taking this job expected to deliver?

[D] What kind of environment will the person taking this job be expected to work in?

STEP 3: In light of this, individually put down for each job profile –

Do these personal characteristics match with your personality?

Have you either been formally trained for these required skills/capabilities or have you demonstrated these in any other situation, if yes where? (Eg: you may have organized a college or family event where you needed to use organizational skills)

How can you demonstrate that you have the capacity to deliver these expected results?

Is this kind of job environment, location, and life-style requirements suitable to you?

STEP 4: In light of this, shortlist the jobs that you will be right for.



13.2 Assemble your Resume Pack

Your Resume Pack will need to contain the following components. In this Unit, we will learn to build each of these components step by step.

PRACTICE EXERCISE 2:

Explore the communication purpose of each of the 5 components of your Resume Pack

1 – Resume

2 – Cover Letter (specific to the job you are applying for)

3 – Records Portfolio(eg: mark-lists, certificates, etc.)

4 – Work / Projects Portfolio

5 – Recommendation Letters & References

– For each component, discuss in small groups and write down –

– What is the purpose of this component in my overall communication to the employer?

– What should it tell the employer about me?

– Do an open class discussion to share the ‘communication purpose’ of each component

MY RESUME PACK

1 – Resume

2 – Cover Letter

3 – Records Portfolio





13.3 Build your Resume

Build your Resume step by step.

Level 1 Resume: FACTS

Describe all your information and facts

Level 2 Resume: QUALITY

Communicate “quality” through your resume

Level 3 Resume: CONTRIBUTOR PROFILE

Communicate how you can contribute in the work place

MY RESUME PACK

1 - Resume

2 – Cover Letter






Level 1 Resume: FACTS

At the first level, you need to assemble all your facts or basic information about yourself. This will be a description of your academic track record, details on courses taken, work experience, etc.

Observe the different parts of her resume -

1 Name

2 Address

3 Telephone no.

4 Email address (if any)

5 Date of birth

6 Educational Profile (your academic track record, including – qualifications, marks, institutions you have been to)

7 Special achievements (to draw the evaluator’s attention to areas where you have excelled)

8 Co-curricular and Extra-curricular Activities (to communicate that you have a wider range of capabilities and talents beyond just academics)

9 Areas of interest (areas where you want to learn and develop in, where you would like to work / study further if given a choice)

10 Skills and hobbies (talking only about those skills and hobbies that demonstrate capabilities relevant to the job applied for)

PRACTICE EXERCISE 3: Study all 10 categories in Geeta’s resume. In light of this, discuss in groups what kind of

information you would need to put into your own resume.

Geeta K. Mishra

D-181, Indira Nagar, Barielly 226016, Tel: 382841; Email: [email protected] of Birth: 26th September 1978

Value Profile

Year Degree & University

1995 - 98B.A. with English, Psychology and Economics , I.T. College, Lucknow University, Lucknow

Marks

61%

1993 - 95 I.A. with Psychology, History, Geography , Loretto Girls School, U.P. Board, Lucknow 65%

1992 - 93 I.C.S.E.; St. Anthony's High School, Barielly 74%

Distinctions and AchievementsHave displayed the ability to balance academics with extra & co-curricular activities

Year Awards

Experience

Diploma in DTP and Computer graphics. Jetking Software, Malad (W), MumbaiTwo months of 'on the job training' in an ad agency, XYZ, Mumbai

Project on CAD, as a part of curriculum at Jetking

Area of Interest

Interest to work in project management and co-ordination

Skills and Hobbies

1. FORMAL TRAINING IN CARNATIC MUSIC : Have trained since the age of six. I devote 4 hours per week to this

2. TREKKING: Includes regular weekend treks to small and big peaks in the Vindhyas. Have climbed up to Gangotri in 2001 summer.

3. WATCHING PLAYS: Enjoy varied performances and dance-drama styles of theatre.

4. TRAVELLING: Have hitch hiked, gone on cruises, and holidays to various tourist , religious and remote areas in India.

1994 Best all rounder of the year

1997 Marget W. Scholarship for good academic performance

1

6

7

8

9

10

5to

Can take initiative , work under pressure and balance multi -task assignments. (E.g. balancing curricular and extra-curricular activities)

Can be a good team member, especially in situations where tough and high stress goals have to be achieved (E.g. Mountain climbing)

Have the tenacity to patiently work through an area , for achieving results (E.g. Practicing music)

Co-curricular and Extra Curricular ActivitiesHave actively sought career and professional enhancement courses in keeping with current environmental needs

Year

1998 - 99

Nov-Dec 1998

Apr-Jun 1999

Educational ProfileHave displayed a consistent track record throughout my academic life



PROJECT 2: Build a Level 1 Resume for yourself

Complete this at home and bring to class for further discussions –

STEP 1: Learning from Geeta’s resume, write out a draft of your own resume, presenting all the information about yourself covering all the 10 categories shown in her resume.

STEP 2: In addition, also add a section on your “Experience Profile” (if any).

– In this, talk of any projects you may have done in college or outside. In your description, clearly and briefly mention (i) project goals (ii) your specific role and what you did in the project team (iii) project outputs delivered.

– If you have prior work experience, talk about this. In your description, clearly and briefly mention (i) organizations / institutions you worked with, with basic details on what they do; give a web-link if possible (ii) your period of work (iii) role you were working in (iv) major contributions you made during your period there. Be brief and specific – talk about the major results you delivered NOT long lists of activities you did.

[HINT: For example, SAY - Responsible for scheduling and guest management for an entertainment event

attended by over 2000 people DON’T SAY - Picked up and dropped guests, organized seats for them, etc.].



Level 2 Resume: Quality

At the second level, you need to communicate high quality work through every action related to your resume. This means taking care of the language you use, structuring the resume carefully making it easy to read for the employer, ensuring the “look and feel” and presentation of your resume is good, packaging the resume so that it stands out and the employer feels like giving you a call.

Recruiters are receiving more resumes than ever these days and don’t have a lot of time to review them. A quick glance at the editing, structure and organization of your resume helps them form a quick impression of what kind of worker and communicator you may be. Thus, it is important to make a good ‘first impression’ through your resume.

Presentation Goal 1:

My resume looks and sounds

“professional”

How to create a good first impression – 1

Choose your design and format carefully. Except in very creative professions, colors (of the paper and the text) should be sober. Black and white is safe.

Use a professional sounding e-mail id (eg: avoid e-mail id like [email protected]). Create a new email id if needed.

SOME BEST PRACTICE IDEAS

You should be available when they try to get in touch.State your contact details clearly, including a postal address; email id that you check regularly; working phone number (preferably a mobile number, if any).

Use professional language. DON’T be casual in your language, avoid slang words or short forms (eg: don’t use “doc” instead of “document”). DON’T use personal pronouns (“I” and “me”). A resume is a form of business communication, which should be best written in an impersonal brisk and active tone of voice.

PRACTICE EXERCISE 4: Five presentation goals have been given here. Brainstorm in

small groups to discuss best practices for each and come out with more ideas. Then do

an open class discussion on each presentation goal, to share ideas with the class.

Use simple fonts that are crisp and, professional-looking. Don’t use more than 3 font variations (including style, size, etc.) in the document. One font variation for title (your name etc.); one for sub-headings (eg: educational profile, title); one for highlighting key words to stand out; one for body text).

continued ...



continued ...

...continued



Presentation Goal 2:My resume is “easy to read”

Use “easy to read” fonts and font sizes (not smaller than 10pt size).

Have a summary section demonstrating the skill level and experiences directly related to the position being sought.

Use bold and italics to highlight important information. Highlight those words that you want to catch the attention of the evaluator. This also makes it easier for the person to quickly read through your resume without getting into reading every word.

Don’t make it long and boring. Be brief, simple, and clear. When writing your resumé, ask yourself, “Will this statement help me get a call for an interview?” Only include information that gets the answer “yes” to that question.

Write in short paragraphs for a “quick” read and use bullets to showcase your achievements.

Use plenty of white space on your resume. Thus leave enough margins, spaces between categories; don’t crowd. Don’t cram every single detail into a resume with no margins and tiny fonts. Use white space and go to additional pages or cut out unnecessary information. Leave enough of margin space.



Presentation Goal 3:My resume is inviting

and appealing

Consider using a typestyle other than Times New Roman, which is the most-widely used of all fonts. Arial, Tahoma, Verdana, Garamond or any one of a number of other typestyles are clean and crisp, yet give your resume a unique appeal.

Write to the future. Rather than just giving long boring lists of things done in the past, talk about how these will help you in the job or in the career path you wish to pursue. Present your work in a forward looking way.

Eg: Instead of saying “I did a project on Garbage Waste”, say “In the project on Garbage Waste I learnt that it was not enough to simply collect and present data from the internet, but it was also important to present some alternative solutions that the

local community could actually apply.”

Use attractive stationery that will stand out and look appealing. (Eg: cream colored instead of white paper that maybe slightly textured; high-quality paper; etc.) This can make your resume not only look professional, but also classy and elegant.

NOTE: “Inviting” does not mean loud and colorful.Re-weight your skills / capabilities /

experience. Talk of those things that will be directly relevant to the evaluator first. A reader will be interested if he/she sees you have what he/she wants.






My resume shows attention to the

little details

Ensure it is not shabby looking. Eg: there are no dirt marks, fold marks other than the 2 folds for putting into the envelope, etc.Use a neatly addressed envelope (with no scratches if hand-written). Use a business size envelope (eg: 110mmX220mm).

Ensure your resume (if more than 1 page), is neatly stapled in one corner with all pages carefully aligned.

Produce high-quality output. Use good quality A4 size paper (bond paper or alabaster). Use a good printer with even, neat print. (These days resumes are expected to be printed rather than typed or hand-written).

Carelessness in the little details shows how careless you will be at work. Thus communicate care and

attention in every action related to the resume.



When you submit a resume with errors, you’ve almost certainly eliminated yourself from consideration.

Before prospective employers meet you, they meet a “piece of paper” (or electronic document), and that

“piece of paper” demonstrates the quality of work that you produce. If you want someone to extend you

the offer for an interview and then a job, you had better be sure that your resume is 100% accurate and

indicative of the quality of work you will perform for that company.


My resume is “error-free”

Get at least 2 other people (who are good in the language), to check your resume for language, spelling, framing errors.

PROOFREAD, PROOFREAD, PROOFREAD!

...continued




Form Project Teams of 3-4 students each. In your project team, take up each project team member’s resume one at a time for discussion. For each team member’s resume –

STEP 1: In light of the class discussions and the best practices given here, what suggestions can be made to re-package and re-present this resume, so that all 5 Presentation Goals given here are met.

The concerned team member should take note of all these suggestions.

STEP 2: Individually, use these suggestions to re-package and re-present your own resume.

Bring this re-packaged resume back to your project team for discussion.

STEP 3: In the Project Team, take up each resume and discuss to check whether all 5 presentation goals are met –

Presentation Goal 1: My resume looks and sounds “professional”

Presentation Goal 2: My resume is “easy to read”

Presentation Goal 3: My resume is inviting and appealing

Presentation Goal 4: My resume shows attention to the little details

Presentation Goal 5: My resume is “error-free”

Give any more suggestions for improvement to concerned team member.



Level 3 Resume: Contributor Profile

At the third level, you need to present your contributor profile.

To be able to do this, you need to first identify what capacities you have developed in your life, that will help you contribute better in the workplace. Then you will be able to present these capacities in your resume.

These capacities could have been developed through any activity you have done “well” in your past. So the first task is to unearth these “capacities” from the various sets of activities you may have done well in.

For example:

Activity SetTherefore how I can contribute better

in a workplace

I love singing. I have learnt classical singing since the age of 8, practicing regularly.

I have built the self-discipline to be able to work in a focused manner for long hours, without getting tired.

I get along well with people and make friends very easily. I have many lasting relationships.

I will be able to – work well in teams – create a positive environment in the work place– understand customers’ and users’ concerns, so as to

serve them better

I am good at maths. I have done a Post Graduation degree in Mathematics.

I will be able to – Analyze and interpret data and perceive patterns.– Work comfortably with abstract ideas.– Think through issues logically and systematically.

I am a good chess player. I will be able to strategize and plan ahead.

I have won trophies in debating and elocution.

I will be able to – Logically argue out issues and take a stand. This will

help in thinking through issues and decisions.– Communicate ideas and present confidently.

I am an accomplished athlete. I have

held the Athletics Championship for

several years.

– I have the drive and competitive spirit to meet tough

targets and achieve goals.

– I can be rigorous and disciplined in the work I do.

I have played football with friends since

the age of 10. I love football and am

quite good at it.

I will be able to

– Work well in teams.

– Take a lot of physical stress without getting tired,

since I have built up the stamina.



Activity SetTherefore how I can contribute better

in a workplace

Captain of the sports team.

I have done mountain climbing.

I am a technology enthusiast. I am very good at figuring out technology gadgets and how they work.

I do extensive internet browsing, interacting on social networks, blogging.

I am a brown belt in karate.

I have traveled to many places across India.

I am good at cooking and invent many new recipes.

I have attended a workshop on theatre.

I teach my younger brother / sister

regularly. I also help him / her plan

study time-table.

I am good at crafts, creating new things

out of waste material.

My notes are very systematic and

comprehensive. All my classmates

photocopy my notes for reference.

I am good at gardening. I take care of

plants and they grow well under my

care.

PRACTICE EXERCISE 5: (i) Study all the solved examples given in the previous page.

(ii) Using that as a guideline, take up each of the following activity sets and do open

class brainstorming to unearth the “capacities” that will help a person contribute

better in a workplace. [HINT: Think of what one “will be able to do...”]



Activity Set Therefore how I can contribute better in a workplace

1.

2.

3.

4.

5.

PRACTICE EXERCISE 6: Individually – (i) Think of and put down 5 activity sets you have done well in the past / do

regularly / are good at.

In small groups of 3-5 – (ii) For each activity set, brainstorm to define how it has made

you more capable to be able to contribute better in a workplace.




Form Project Teams of 3-5 students each.

Individually:

STEP 1: Make an inventory of all your qualifications, courses, awards, hobbies, skills, talents, projects and other activities that you have done well / regularly.

Taking the help of your project team:

STEP 2: For each item in your inventory, unearth what “capacities” you have developed while doing these, that will help you contribute better in the workplace.

STEP 3: Put down how you intend to demonstrate / prove each of these in case you are asked to do so by the employer.

NOTE: Talking about how you can contribute is not enough. For an employer to believe what you say, you need to also be able to demonstrate or prove this in some way. You can do this by giving examples from your personal or college life where you showed these capabilities in action. Though you may not put all of this into your resume, this thinking will be useful for your interview / any conversation with the employer.

Use STEPS 1, 2, 3 to build the following table for yourself –

My qualifications, courses, awards, hobbies, skills, talents,

activity sets, etc.

Therefore how I can contribute better in a work

place

How I intend to demonstrate / prove this

Take the help of your project team for specific suggestions on how to communicate your contributor profile, using your above filled-in table.

STEP 4: Re-write your resume to communicate the “capacities” that you have identified in the table above, so that you communicate your “Contributor Profile” to the employer (i.e. how you will be able to contribute better in the work place.)

[Use the sample of Mukund’s resume on page 18-19 as a guideline to write your “Contributor Profile”]

STEP 5: Check that your resume meets the expectations of the employer in the jobs you have short-listed to apply for (based on your work done in PROJECT 1). Refine your resume if necessary, to match expectations.



Mukund SharmaD-181, Patrakar Colony, Sholapur

Email: [email protected] of Birth: 26th September, 1978

Contributor Profile

Can take initiative, work under pressure and balance multi-tasking assignments. (e.g. balancing curricular and extra-curricular activities).

Can be a good team member, especially in situations where tough and high stress goals have to be achieved. (e.g. mountain climbing).

Have the tenacity to patiently work through an area, for achieving the desired results (e.g. practicing music).

Education Profile

Have displayed a consistent track record throughout my academic life

Year Degree and University Marks

1993-94 Secondary School Certificate Exam, State University, St. Peter Academy, Sholapur, with Science and Maths as major subjects

55%

1995-96 Higher Secondary Certificate Exam, State University, St. Peter Academy, Sholapur, with Maths, Physics, Chemistry as major subjects

58%

1996-2000 Bachelor of Engineering, College of Engineering, Indira Nagar, Computer Science

65%

Distinctions and Achievements

Have displayed the ability

to balance academics with extra and co-curricular activities.

to lead and motivate teams.

to respond intelligently and quickly.

Year Degree and University

1993-94 Captain of all the four houses of school

1995-96 Represented school at the national level quiz

Capacity to Contribute


Proof

Proof

continued...




Co-curricular and Extra-Curricular Activities

Have actively done management and soft skill courses in keeping with current environmental needs.

Year Experience

1997 (Nov-Dec) Soft skill course

1998 (Apr-June) Part-time diploma in management

2000 (Jan- Apr) Course in banking and finance

Academic Project

Quick Cash Banking Solution: Banks need to keep their customer information quickly accessible and secure. In order to answer this need, Quick Cash Bank sponsored a project to develop an algorithm which would optimize a query for customer information leading to faster access in huge databases without sacrificing the important security concerns. Our team accomplished this project within the given constraints.

This project taught me to identify an area in banking, where software application can give added advantage.

Practical Experience

I was chosen for summer internship at the prestigious MBI Lab in Delhi. This internship involved working on cutting edge software technologies with the best brains in the country. The focus of my internship was to check and validate various modules, which were building blocks for huge software.

During the internship I acquired a keen appreciation of the heavy costs that software companies have to pay for small errors in module development, and the ways to avoid such errors.

Areas of Interest

Software project management.

Researching and developing interesting computer games using artificial intelligence.

Skills and Hobbies

1. FORMAL TRAINING IN CARNATIC MUSIC: Have been trained since the age of six.

Helps in maintaining discipline and concentration at work.

2. TREKKING: Includes regular weekend treks to small and big peaks in the Vindhyas. Have climbed up to Gangotri in the summer of 2001.

Such treks helped in keeping enthusiasm alive in tiring situations.

3. ASTROPHYSICS: Have interest in exploring various hidden aspects of universe.

This has helped in developing an attitude of looking beyond the obvious.







Proof

...continued



PRACTICE EXERCISE 7:

Study Geeta’s cover letter. Notice 2 aspects (i) the basic letter format (ii) what is being

communicated and how

Why you are sending

What is your value add?

What are your enclosures?

What you expect in return

Salutation

Subject

Body

Complimentary Close

Signature

Sender's Name

Enclosures

Date : 2nd January, 2003To,The Human Resources DivisionM.M. Publications Limited,P.B. No. 226, Erayilkadavu,Kottayam – 686 001.

Dear Sir/Madam,

Subject: Application for the post of "Illustrator"

This has reference to your advertisement in Ascent, TOI, dated 2nd January, 2003 for the post of illustrator.

My unique capabilities in this area include an easy grasp of concepts and translating them into friendly designs

As indicated in the resume, I have had some worthwhile experiences while working with an advertising agency. My project on CAD, as part of the academic curriculum, was declared the best project for the year.

Enclosed alongwith my resume are some samples of my works.

I feel that my talents and training match your requirements, as will be clear, when we meet. Hoping to hear from you.

Sincerely,

GEETA K. MISRA

Encl : 1. Resumé2. Certificates3. Work samples

13.4 Write your Cover Letter

Why you are sending“This is with reference to ...”

“Please refer to your advertisement dated ...”

What is your value add (how you can contribute)“I have displayed consistency in ...”

“My unique capabilities in this area include ...”

What are your enclosures“Enclosed herewith is the ...”

“Please find enclosed ...”

What you expect in return“Looking forward to meeting you ...”

“I would appreciate an appointment with you so that ...”

What your Cover Letter should contain –

The cover letter gives the employer / evaluator a quick snapshot of why you might be the “right candidate” for them. Looking at this, the employer may get drawn into going through your resume in detail OR decide that your resume is not worth his/her time. Thus, pay good attention to the cover letter you write.

MY RESUME PACK

1 - Resume

2 – Cover Letter




continued...



continued...

Notice and put down – – How has Geeta addressed the reader of the letter?

– How has she framed the “subject” of the letter? Why is it important to mention the “subject”?

Notice (i) the basic letter format Geeta has used

– How has she closed and signed off the letter? What are some other ways in which you could close the letter? Would these be appropriate for this purpose? Why?

– Why is it important to mention the ‘list’ of documents enclosed / attached with the cover letter? What could happen if she didn’t mention this list?

...continued



Imagine you were the person receiving this cover letter with Geeta’s resume attached –– Why is it important to mention “why you are sending” this application? What if Geeta

skipped this part in the letter?

– Mentioning her “value add” in the cover letter was not essential. Why do you think Geeta mentioned this? How did it help you as a reader / evaluator?

Notice (ii) what is being communicated and how Geeta has communicated this

– Why is it important to clarify “what you expect in return”? How does this help you as the reader / evaluator?

– On seeing this cover letter, would you want to open and read her resume? Why?

...continued



PROJECT 5: Write your Cover Letter


Individually, using the Cover Letter checklist and Geeta’s sample letter (on page 20) as a guideline –

STEP 1: For any one of the jobs you are considering applying for (short-listed in PROJECT 1), write a cover letter for the resume you will send to this employer, so as to apply for this job.

Taking the help of your project team –

STEP 2: Present your cover letter to your project team and get its feedback on whether it has understood through your letter – – Why you are sending this application– What is your value add (how you can contribute - identified in PROJECT 4) and is this

aligned with what the employer expects (identified in PROJECT 1)– What are your enclosures– What you expect in returnNote down suggestions for improvement based on the feedback of your team.

STEP 3: Refine your cover letter based on the team’s suggestions.



13.5 Assemble your Records Portfolio

Your track-record (mark-sheets, certificates, etc.) builds your basic credibility with the employer / evaluator. It is less important to have high marks, what is most important is that your records are accurate and true.

These don’t have to be sent to the employer, but will need to be shown to them once asked for in the interview. Thus ensure your claims in your resume are backed up by strong records where necessary.

NOTE: Never send originals, only photocopies. Carry originals with you when you meet them, so they can verify the

photocopies you give them.

Mark-lists and university certificates for highest qualification (e.g.: BE or MA degree)

Mark-lists for all key intervening years (e.g.: first year, second year, third year of college)

12th std board exam mark-list

10th std board exam mark-list

Certificates of any significant awards – such as scholarships, state-level or national awards, etc.

Work experience certificates (including any internship you may have done, etc).

Salary certificate of last employment (if you were employed)

Certificates of any special concessions availed (e.g.: OBC certificate)

Checklist of basic records expected in your portfolio

MY RESUME PACK

1 - Resume

2 – Cover Letter






How to develop a Records Portfolio


GOAL: My credentials are

strong and accurate

Ensure what you present is credible

– If your certificates are not issued by a well-known, credible source, then ensure you are prepared to back up your claims with background information on the source, contact details of people who employers can talk to (in case they want to investigate the genuineness of the source).

– Don’t fabricate. Most employers / institutions do a background check to verify credentials. Thus if they find out inconsistencies or fabrications in what you submit, they can black-list you in that job market.

Ensure your additional certificates (beyond academics) are relevant

– Focus on the few really powerful

certificates and documents that make

you stand out. Mention only these in your

resume.

– Don’t use piles of certificates that may

not be relevant to the job you are applying

for (e.g.: a certificate of first prize in

elocution won in junior school).

Ensure your academic track record is complete

– Ensure you have a complete set of certificates to support your academic track-record.

– If there are any serious gaps in records (e.g.: first year college mark sheet is missing), then ensure you have a good reason for this, with support documentation (e.g.: a letter issued by the college) in case needed.

Keep ready originals and photocopies

– Employers may ask you to

leave copies of mark-sheets /

certificates with them.

– They may want to verify copies

against the originals.

PROJECT 6: Assemble your Records Portfolio

STEP 1: Use the checklist and best practice guidelines given here to assemble your records portfolio.

STEP 2: Look at all the “claims” you have made about your capacity to contribute better in the workplace (identified in PROJECT 4). Identify all the records you have that can demonstrate each of these. Add these records to your portfolio and mention these in your resume if needed.



13.6 Build your Work / Projects Portfolio

A Work / Projects Portfolio demonstrates samples of work done by you, to help employers assess your competence for the job and the quality of your work.

Different professions are typically associated with certain types of work samples (e.g.: a designer would need to have a Design Portfolio to show samples of his/her work).

Some Typical Portfolios

Product OutputYou could demonstrate some of the outputs of projects you may have done (in college or at work) – such as a product or presentation.– Ensure you have the permission to show

this (it should not violate privacy or intellectual property rights).

– Acknowledge other team members’ contributions in making the product.

– Acknowledge copyrights etc. (if any).– Get these attested by the institution /

organization / team lead.In case you cannot show the actual product (e.g.: if it is too big to carry), then you can show photographs of it.

My PortfolioPortfolios are a common requirement in the design, media, entertainment industries. A portfolio is a compilation of the best samples of your actual work (like an album). You may have developed these work samples during some project done for a client, or during college practical / project work, or during your own practice (not in relation to any external project).– Design portfolio– Art portfolio– Photography album / portfolio– Modeling portfolio– Music portfolio

Project ReportProject reports may be – – Part of the output delivered in a project– OR a written record by you of your project

experience. – In the project experience report include – - the goals of the project - context - process followed in the project - team involved - the thinking that went into it, project learnings,

references used, photographs, etc.In case you have been part of a project where you have no concrete product or output to show, it is a good idea to make your own project report and get it affirmed by your project leader / guide / institution.

Research Report– You may have undertaken a research study

on your own initiative or as part of a project.– Even in cases where you haven’t made a

formal report, it is a good idea to write out and present what you did.

– In the research report include – - purpose of your research - the research methodology followed - sources used - samples of research data / work done - inferences, learnings, recommendations,

etc.– In case you had a guide, get a

recommendation from him/her.

Show-reelSamples of work that have been composed together as a demo for a viewer (like a short film). This maybe put onto a CD or as a short film on the internet.

MY RESUME PACK

1 - Resume

2 – Cover Letter



4 – Work / ProjectsPortfolio



PROJECT 7: Build a Work / Projects Portfolio for yourself


STEP 1: Study the typical portfolios (on page 26) and guidelines for each, mentioned here. Discuss these in your project team.

STEP 2: Brainstorm in your project team to generate ideas on – what kind of Work / Projects Portfolio(s) you can create for yourselves.

STEP 3: Discuss in your project team, what you need to do (what is involved) to build such a portfolio for yourself.

STEP 4: Build a Work / Projects Portfolio for yourself.

NOTE: Try to support / demonstrate the capacities you have identified in PROJECT 4, with this Work / Projects Portfolio.

Keep in mind:– The choice of ‘work samples’ should be made according to relevance to a potential

employer. For example, if the company you are applying to is an accounting firm, and if you have done any project or responsibility in which accounting is involved, then carry some sample of your work there. This might give you an edge over others. For this, refer to the employer’s expectations that you have identified in PROJECT 1 for the jobs you have short-listed.

– Work samples are usually not submitted but are carried along with you only when you meet the employer (in an interview). However, you need to keep the samples ready and mention these in your resume.

– It is also possible to upload your work samples onto the internet, and provide the link in your resume.



13.7 Recommendation Letters and References

The employer / evaluator uses recommendation letters or talks to people you have provided as “references”, to find out more from someone who knows you on – your personal qualities, accomplishments, and experiences that the person thinks you possess. They also use this as a basis to verify some of your claims, get an insight into your background, and so on.

Your referees should have knowledge of your academic, professional / working life.

Be ready with at least two people to refer you. These people will be contacted by telephone for their

comments. Always ask permission to use a person as a referee and be sure to explain the nature of the

position. Also mention the essential and desirable skills for the position, as this is what the referee will

be asked to comment on.

Where possible, choose those people who are able to articulate their views and those who will be seen

in the eyes of the potential employer as credible. In most instances people you have reported to (bosses,

project guides, etc.) should be on your list of referees.

The more well-known the person or the higher his/her position in the organizational hierarchy, the greater

the weight his/her opinion will carry.

The referees you select may vary with different jobs. The employer is checking for your competence in a

particular position. Do not include referees who will relate skills not required for the job you are applying

for.

In addition to references, you may be asked for contact information concerning your current supervisor

/ guide. However, prospective employers should get your permission before contacting your current

supervisor to avoid jeopardizing your current position.

If you are new in an industry or just starting your career, don’t underestimate or forget references

that relate to your personal life. If you have been an active, outgoing student, etc. – include these

achievements. Get recommendations from seniors / guides from college or people you have worked

with during internship.

[1] Choosing a person to recommend you

The quality of this input to the employer / evaluator depends on how well the writer / person referred knows you. Thus choose who you are giving this responsibility to, carefully. Check that –

MY RESUME PACK

1 - Resume

2 – Cover Letter






[2] How to ask for a letter of recommendation

Don’t ask “Could you write a letter of reference for me?” - Anyone can write a letter. The problem can be

what they are going to write about.

Ask “Do you feel you know my work well enough to write me a good recommendation letter?” or “Do

you feel you could give me a good reference?” That way, your referee has an easy way out if they are not

comfortable writing a letter and you can be assured that those who say “yes” will be enthusiastic about

your performance and will write a positive letter.

[3] What a recommendation letter can include

Here are some tips about what the employer is expecting to see in a recommendation letter.

FIRST PARAGRAPH– The first paragraph should include in what capacity and for how long the referee has known you. This

could include - the term of employment, the responsibilities of the position, and any significant projects

undertaken. A sentence about the nature of the company and its activities. A one-sentence overview of the

referee's opinion of you.

SECOND PARAGRAPH– The next paragraph could have a more detailed evaluation of you as an employee. It can describe your

performance on specific assignments and list any important accomplishments. It should also state his/her

opinion of your strengths or shortcomings in the workplace – what it was like to interact with you.

THIRD PARAGRAPH This paragraph will sum things up

– With a broader characterization of your nature – were you responsible, polite, warm, disagreeable, lazy,

spiteful, etc.

– And finally, it could indicate the degree to which the referee recommends you for the position you are

seeking: without reservation, strongly, with some reservation, or not at all.



PRACTICE EXERCISE 8: Study this recommendation letter written for Mukund

Computer Science DepartmentCollege of Engineering,

Indira Nagar

July 20, 2000

Dear Mr. Sinha,

I am writing this reference letter at the request of Mukund Sharma, who has applied for the position of ‘Software Developer’.

Mukund worked under me as a project student for Quick Cash Bank’s “Query optimization project” for which I was his project guide. Based on his commitment, along with his enthusiasm and participation, I’d rate his performance in my team as A+.

Over the course of our interaction, I am impressed with Mukund’s sound and in depth knowledge of fundamental concepts, and his power of application. Given his strong analytical abilities and rigorous approach towards problem solving, I expect him to have a great career in software development and testing.

He also has excellent oral and written communication skills in English and a steady temperament that helps him get along well with his peers and teachers.

In conclusion, I would highly recommend Mukund for the position of Software Developer in your organisation. I strongly believe that he will live up to the job’s expectations.

Sincerely yours,

Hari KhoslaAssistant Professor, Computer Science Department,College of Engineering, Indira Nagar.

Q1. What does this letter tell you about Mukund (that you didn’t know from his resume)?

...continued



Q2. Imagine you were the employer Mukund was applying to. What is the value of getting another person’s opinion on what Mukund is like to work with?

Q3. What if Mukund had submitted such a recommendation letter from a relative instead of a college guide or person he has worked with? How would this affect the credibility of what is said in the letter?

PROJECT 8: Get Recommendation Letters for yourself

STEP 1: Choose 3 people who can recommend you (using the guideline (1) given on page 28).

STEP 2: Request them to write a recommendation letter for you (using the guideline (2) given on page 29).

You can show them this sample Cover Letter (Mukund’s Letter on page 30) as a guiding template.

...continued

Group Discussions (GDs)UNIT 14:

by


University Services



Explore how to engage like a “Contributor” in any group discussion.

Here, you will learn (i) how to participate in a group discussion

from the Contributor’s view-point (i.e. how to speak) (ii) how to

contribute to the development of the topic (i.e. what to speak) and

(iii) to develop the Contributor’s view-point on various GD topics (i.e.

how to interpret a topic of discussion from the point of view of a

Contributor).

Group Discussions (GDs)

UNIT 14:

Part 1: The GD Process pg. 1-6

Part 2: GD Topics pg. 7-16

Part 3: Contributing to a GD pg. 17-22

Part 1: The GD ProcessWhat is the process followed when GDs are conducted


UNIT 14: GROUP DISCUSSIONS (GDs)

WHAT IS THE PURPOSE OF A GROUP DISCUSSION (GD)?

Group Discussions are used by employers / evaluators to short-list suitable candidates. Through GDs they test for how well a person will be able to contribute in a team environment and think through issues in a group.

A topic is announced

A GD is usually conducted in groups of 8-12 participants.

Actual Discussion (10-15 minutes)

Initiation / Introduction One person initiates the discussion around the given topic

Body of the group discussion All group members participate in the discussion

Conclusion / Closure (last 5 minutes)One person summarizes the various points raised in the

discussion & the group arrives at some common understanding

Time to think (approx 2-3 minutes)You are usually given a few moments to understand

the subject and collect your thoughts

PART 1THE GD PROCESS14.1 How a GD is conducted



PRACTICE EXERCISE 1: Conduct a Group Discussion (GD) in the class

STEP 1: 8-12 participants volunteer to come in front of the class and do a group discussion. Rest of the class observes the discussion.

STEP 2: The class chooses any one of the following topics to be discussed by this group for 10-15 minutes.

– The role of technology in business – India’s case for a permanent seat on the Security Council of UN – Advertising – fairness, company responsibility, unbiased information – Brain drain in India

STEP 3: Discussion group sits in a circle / around a table in front of the class. Others are observers, who observe the GD participants and answer the questions on page 4-6.

The discussion follows the process given on page 2.

Do the group discussion.

CHECKLIST: Participating in a GD

Initiating a GD is a high-profit / high-loss strategy. It is a chance to make a good first impression, however, if you are unsure of the topic and what to say, it is best to let someone else begin.

When initiating, try and set a “perspective” or framework for the discussion.

Don’t worry if you are not the first to speak. The evaluator will notice a good perspective even if you are not the first to speak.

In your initial thinking time, quickly put down a few talking points.

Clarify and be focused on the goals of the GD and steer the arguments towards those goals.

Keep your arguments short and simple. Make your point without preventing others from expressing their views.

Listen carefully to others’ view points - Don’t overlook and don’t repeat things without building on / adding value.

Keep it concise and brief.

Don’t raise new points. Instead ensure all the points that have come up already are integrated.

Talk to the goal, drawing a common understanding from the group.

In case there is no consensus, present the different stand-points that are in conflict.

Though usually one person concludes the GD, it is not uncommon for others to add to the concluding remarks, if he/she has not covered all the perspectives clearly.

Initiation / Introduction Body of the Discussion Conclusion / Closure

continued...



[A] While observing the GD in action, observers answer the following:

Q1. Who initiated the discussion in the group? How did he/she initiate it? What was the point made by him/her?

Q2. Were there any conflicts that came up in the discussion? Were they resolved? Who stepped in and resolved them? How?

QUESTIONS TO BE USED BY OBSERVERS

...continued

continued...



Q3. Did the discussion go off-track / deviate from the topic? If yes, how? How could this have been avoided? Was it brought back on track? By whom? How?

Q4. Who concluded the discussion? How did he/she conclude? Were all points that came up in the course of the discussion taken into consideration in the conclusion?

...continued

continued...



[B] After the GD is over, (in an open class discussion) discuss and write down:

Q1. Looking back, how could the discussion have been initiated differently?

Q2. Looking back, how could the discussion have been concluded differently?

Q3. Did everyone get a chance to express his/her views? Did a few people dominate the discussion? How could others (who didn’t get a chance to speak) have been drawn into the discussion?

...continued

Part 2: GD TopicsLearning to think in various GD topics



PART 2GD TOPICS14.2 Exploring a GD Topic – 1

APPROACH: Exploring the meaning of the terms used

Q1. What do we mean by “primary education”? What is the scope of primary education?

Q3. By “development” do we mean “economic development”, “social development”, “development of all strata of society”, or something else?

Q2. What is a “development program”?

Q4. When are the benefits of development rendered “meaningless” or “value-less”?

Q5. Why is “primary education” a pre-requisite for development?

SAMPLE TOPIC:

“Primary education is a pre-requisite for any meaningful development program in India.”

PRACTICE EXERCISE 2: Discuss to answer




TV commercials

should be banned

APPROACH: Exploring multiple viewpoints

Advertisers / Companies

VIEWPOINT 1

Social Activists / NGOs

VIEWPOINT 5

Television Producers

VIEWPOINT 2

Viewers of various ages

VIEWPOINT 3

Parents of young children

VIEWPOINT 4

SAMPLE TOPIC:

“TV commercials should be banned.”





SAMPLE TOPIC:

“To survive in the world, one is forced to compromise.”

APPROACH: Exploring different aspects of the topic

HINT 1

Do we know of individuals who can “survive” without compromise?

HINT 2

What does “survive” mean? Is the definition of “survive” set by others

or by ourselves?

HINT 3

What does “compromise” mean? Is there a limit to “compromise”?

HINT 4

What is the connection between “compromise” and “self-esteem”?

HINT 5

Does one need to do what everyone does?





SAMPLE TOPIC:

“Computers will destroy human’s capacity to think.”

APPROACH: Debating opposite views by following discussion threads

DISCUSSION THREAD 1 [FOR]

DISCUSSION THREAD 2 [AGAINST]

LEVEL 1

Computers reduce thought because they do the thinking for you

LEVEL 2

Computers save time, cost, and effort. They are useful devices that make humans free

LEVEL 3

Machines can dominate humans in the future

LEVEL 1

Computers increase thought because they

do all the routine work at the data level

LEVEL 2 Computers are devices that will

control humankind because they have entered every part of our life,

without us even realizing it

LEVEL 3 Humans will always dominate

machines at present or in the future

PRACTICE EXERCISE 5: First discuss and answer level 1 points; then move to level 2 points;

then move to level 3 points.




PRACTICE EXERCISE 6: [A] Study this issue

Citizen A: “He was acting at the behest of his handlers across the border. These are young boys who have been brain-washed. By killing him, I do not think anything will be achieved. I think he should be given life imprisonment and detained in India for what he has done”.

Citizen B: “He has destroyed lives of several families, including ours. No one can understand our pain. I think he should be hanged”.

Citizen C: “There is no use of hanging such a person. Such terrorists are anyway ready to die. He should not be given a “quick and easy” death. He should be taken to some undisclosed place and subjected to the most severe kind of torture, and this should be publicized. Only then will this serve as a deterrent for terrorists targeting India”.

Citizen D: “This is a democracy with a fair judicial system. Even the worst of criminals deserve a fair trial and have the right to appeal”.

Citizen E: “We are keeping such high-security prisoners alive at a huge cost. It is an unnecessary drain on our resources. We as tax payers are bearing the cost to feed this person who has murdered so many. He should be hanged”.

Citizen F: “If we don’t take strong action at this point in time, it will show other countries that we are weak as a nation”.

Capital Punishment for terrorists?

…As a special court in Mumbai held the prime terror accused guilty for waging war against the country and murdering civilians as well as police officials, the debate is still on in the country whether capital punishment should be given or not…

continued...



Citizen A:

Citizen B:

Citizen C:

Citizen D:

Citizen E:

Citizen F:

Q1. Briefly summarize the viewpoint of each person, clarifying that person’s driving concern.

Q2. What is your opinion in this matter? Explain why.

[B] Build your own point of view

...continued



Civil society activist’s view: “The government’s Lokpal Bill is dangerous as it virtually covers nobody. Besides 1.25 crore government ‘babus’, the Prime Minister, Ministers, MPs, MLAs and even Chief Ministers do not fall under the ambit of the Lokpal Bill. It is a farce”.

Government’s view: “…A serious concern is that the Jan Lokpal Bill lets civil society gain the upper hand over Parliament in lawmaking. The bill will lack accountability, be oppressive and undemocratic”.

Policy research expert’s view: “The bill has been criticized as being naïve in its approach to combating corruption. The bill is premised on an institutional imagination that is at best naïve; at worst subversive of representative democracy”.

Member of activist team: “I strongly criticize this insistence of this team on “having his way”. I feel I am no longer part of this Team, given the way things are going. These actions (telling Parliament what to do) are not democratic things.”


PRACTICE EXERCISE 7: [A] Study this Issue

Which Lokpal Bill for us?The Jan Lokpal Bill, also referred to as the Citizens’ Ombudsman Bill, is a proposed independent anti-corruption legislation in India. The Jan Lokpal Bill aims to effectively deter corruption, redress grievances of citizens, and protect whistle-blowers. If made into law, the bill would create an independent ombudsman body called the Lokpal. It would be empowered to register and investigate complaints of corruption against politicians and bureaucrats without prior government approval. The first version of the Lokpal Bill drafted by the Government of India was considered ineffective by anti-corruption activists from the civil society. These activists, under the banner of India Against Corruption, came together to draft a citizen’s version of the Lokpal Bill, later called the Jan Lokpal. Public awareness drives and protest marches were carried out to campaign for the bill.

Other critics: “The exact judicial powers of Lokpal are rather unclear in comparison with its investigative powers. Although some supporters have denied any judicial powers of Lokpal, the government and some critics have recognised Lokpal to have quasi-judicial powers. If a bill has to be accepted, far more clarity has to be brought in.”

Activist from an opposing camp: “Vesting jurisdiction over the length and breadth of the government machinery in one institution will concentrate too much power in the institution, while the volume of work will make it difficult to carry out its tasks. We have proposed an alternative mechanism consisting of five institutions.”

Noted author and social activist: “You could say that the Maoists and the Jan Lokpal Bill have one thing in common – they both seek the overthrow of the Indian State… while the means may be Gandhian, the demands are certainly not. Contrary to Gandhiji’s ideas about the decentralisation of power, the Jan Lokpal Bill is a draconian anti-corruption law, in which a panel of carefully chosen people will administer a giant bureaucracy...”

continued...



Civil society activist’s view:

Government’s view:

Policy research expert’s view :

Member of activist team:

Other critics:

Activist from an opposing camp:

Noted author and social activist

Briefly summarize each of the 7 viewpoints given here, clarifying their driving concern.

[B] Build your own point of view

...continued

continued...



Q2. What is your opinion in this matter? Explain why.

...continued

Part 3: Contributing to a GDLearning to engage as a Contributor in any GD



PART 3CONTRIBUTING

TO A GD14.8 : How to contribute to a GD?

During the course of any group discussion, there are several “contribution points” that will come up, where you will have the opportunity to contribute meaningfully to the overall discussion. Look out for these “contribution points” and act there.

PRACTICE EXERCISE 8: Conduct a Group Discussion (GD) in the class

STEP 1: A different set of 8-12 participants volunteer to come in front of the class and do a group discussion. Rest of the class observes the discussion.

STEP 2: The class chooses any one of the following topics to be discussed by this group for 10-15 minutes.

– Is coalition politics here to stay? – What ails Indian sports? – Success is all about human relations. – We have exchanged our golden heritage for a pair of blue jeans. – All nationalized banks in India should be privatized. – What is wrong with child labor? – Educated Indians lack national commitment. – Communism has lost its relevance. – Examinations have killed education. – If Sardar Vallabhbhai Patel were our first Prime Minister, then...

STEP 3: Discussion group sits in a circle / around a table in front of the class.

Others are observers. They look out for the “contribution points” (given in the “Checklist of contribution points in a GD” on page 19-21) that come up in the discussion. Observers watch the GD participants and answer these questions during the GD.

STEP 4: Do the group discussion. The discussion follows the process given in 14.1 (on page 2)



At the beginning of the discussion…

As the discussion developed…

CHECKLIST of “contribution points” in a GD

CONTRIBUTION POINT 1:

Did someone help in developing a basic shared understanding of the topic? If yes, how was this done?

If not, how could this have been done?


Did someone generate an approach to the topic that not only lets himself / herself speak, but also gives

an approach for all the others in the group to speak? If yes, how was this done?

If not, how could this have been done?


Did someone help some of the other participants who were “unclear”, to communicate more clearly?

If yes, how was this done? If not, how could this have been done?

continued...


Did someone help the group stay focused on some key arguments / points of view?



Did someone help include more people into the discussion?




After some time, when the discussion starts slowing down, where people begin repeating themselves, and no new points are emerging. At this stage…

Sometimes the GD can become very noisy and individuals may begin “fighting” or arguing with each other. At this stage…


Did someone re-energize the group by adding fresh discussion points?



Did someone summarize the discussion thus far, thereby allowing new ideas to flow into the group?



Did someone offer some common platform / ideas for both the arguing parties to agree upon?



Did someone support / encourage some quieter and more thinking members of the group to express their thoughts?


...continued

continued...



Towards the end of the discussion…


Did someone help crystallize some of the key conclusions / learnings of the group?



Did someone recap the points made – giving credit to those who made each of these points originally?



Did someone lift up the quality of the discussion by making some “solid points”, thus rising above the

arguments / fights?


...continued



PROJECT ACTIVITY:

• ConductmanyGroupDiscussionroundswithdifferentgroupsof8-12studentsgettinga chance to be active participants. Others are observers.

• Itisrecommendedthateverystudentgetstobeanactiveparticipantinaminimumof4-5 rounds (however plan this depending on time available).

• AttheendofeveryGDround,doafeedbackdiscussion,whereobserverssharetheirobservations / evaluations of active participants (based on the 12 contribution points).

TIME NEEDED: 20-25 mins per GD round

STEPS TO BE FOLLOWED IN EACH GD ROUND:

STEP 1: Choose a new topic (refer to the topics on page 228 of the Unit 14 Study Booklet, or choose any other topic of the group’s choice)

STEP 2: 8-12 different students come forward to be active participants in the GD. Remaining students take the role of observers.

STEP 3: Spend 5-7 minutes thinking about the chosen topic. In this time – a. Active participants think about their GD Topic (using any of the techniques

learnt in 14.2-14.5 on pages 220-223 of the Unit 14 Study Booklet). b. Observers study the Checklist of “contribution points” in a GD (given on

pages 229-230 of the Unit 14 Study Booklet). These are the 12 “contribution points” that observers need to look out for and answer the given questions during upcoming GD.

STEP 4: Begin the GD. With the active participants sitting in a circle / around a table in front of the class. Observers sit behind, observing the active participants in action.

STEP 5: After about 7 mins of discussion, active participants conclude their discussion (taking about 3 mins for this).

STEP 6: Do an open class discussion to share feedback and also generate more strategies to the 12 Contribution Points (on page 229-230). In this session, observers share their answers and observations for each of the 12 Contribution Points.

STEP 7: Individuals take 2-3 mins to write down tips / suggestions / strategies for improving performance in a GD (using the 12 Contribution Points as a guideline).

Repeat this for all GD rounds.

IN CLASS PROJECT: Conduct multiple GD rounds

Interview SkillsUNIT 15:


by

University Services



Explore how to give a “Contributor” Interview.

Here you will also learn about common interview questions and how

to develop answers, typical challenges faced in interviews beyond

the questions (such as body language, grooming, presentation), and

most importantly, learn the importance of trust building and creating

confidence in the interview.

Interview SkillsUNIT 15:

Part 1

Before the Interview

(page 1)

(page 9)

(page 25)

Part 2

During the Interview

Part 3

After the Interview

Before the InterviewPART 1:

Learn what to prepare for before entering an interview

Part 1


Part 2


Part 3

After the Interview


UNIT 15: INTERVIEW SKILLS

What is their area of work? What are their current initiatives? What products and services do they

offer?

Who are the key people in the organization? What is their background?

Who are their business associates (such as collaborators, partners, clients, etc.)?

What are their business locations (where is the head quarters, where do they have offices / factories /

etc.)?

What are their stated values and mission? What are the ideas they propagate?

Are there any public achievements or controversies associated with the company?

How old is the organization? How have they grown in that period? Is there any information on its

history?

Do they have a strong training system?

15.1 The Contributor is well-informed about the employer

Do some background research to get to know your potential employer, before going in for any interview with them.

CHECKLIST: What to learn about the company

check out any blogs and social network pages (eg: Linked-In, Facebook) of key people in the company

do a web-search to find any review articles on the company, press

releases, public writings or statements, photographs,

etc.

try and connect with some people who are working / have worked with the company

check company brochures

check the company website

Become well-informed about the employer

Part 1Before the Interview

(page ??)

(page ??)

Part 2During the Interview

Part 3After the Interview



– Being well informed demonstrates your interest in the organization and your keenness for the job. It also shows that you prepare well for a new engagement/assignment and don’t just treat it lightly.

– Moreover, this will also help you to ask intelligent questions about the company during the course of the interview.

– Learning more about the company will help you to assess and make a more informed final job decision. Remember, they are assessing you as much as you should be assessing them. The first few years of your career are critical foundation years where lots of learning will take place. Choose your employer well.

PROJECT 1:

STEP 1: Identify a Company you are interested in applying for / have applied to.

STEP 2: Do a background research on that Company, using the checklist given on page 2, as a guideline.

STEP3: Present to the class.



15.2 The Contributor understands how he / she can contribute in a job role

If the job profile is well-known / common, then before the interview, proactively find out what is the kind of work involved in the job role.

Search newspapers/websites having supplements

focused on “careers”, profiling common job roles (eg: Hindustan

Times, Times of India, etc.)

Know how you can contribute in a job role

Do a web search on the job

role. Many career and job support websites

provide basic information on what is the kind of work

involved in various job roles.

Ask & explore questions posted on discussion boards in online professional

forums on the web (eg: software

developers forum)

Connect with

people with similar

job profiles over social

networks (such as

Linked-In /

Facebook)

Talk to family /

friends / relatives

who have work

experience in

the area

Talk to seniors from

college who may have

taken up jobs in that

area


(page ??)

(page ??)





What is a typical day at work like?

What are some of the important projects that you

have done? What aspects were you responsible

for?

What kind of special skills and capabilities are

needed for success in this job role?

What kind of outputs are expected?

What is the typical working style (eg: desk job /

on the phone / on the field / in teams / etc.)?

What are the challenging parts of the assignment

where one can differentiate oneself?

Is there a lot of problem-solving needed?

Are there opportunities to learn and grow? If yes,

what kind?

Is there any recognition given for special

contributions? If yes, what kind?

Is there a lot of travel?

CHECKLIST: Questions that will help you find out about the job role

PROJECT 2:

STEP 1: Choose a typical job role that people in your campus usually get into (maybe through campus placements).

STEP 2: – Do research using sources given on page 4. – What people are expected to do in this job role. (Use the checklist given

abov as a guideline).

STEP 3: Based on this, prepare a job profile on how one can contribute in the role. Present to the class.



Formal Indian wear (sober colored salwar/

churidhar kameez with dupatta OR Sari. No

flashy prints or embroidery) OR Solid color,

conservative western suit with coordinated

blouse

Moderate shoes

Limited jewellery

Neat, professional hairstyle

No / light make-up & perfume

Manicured nails

Portfolio or briefcase for documents

Solid color, conservative trousers

White / light colored long sleeve shirt

Sober looking tie

Dark socks, formal shoes

Avoid fashion accessories / jewellery

Neatly shaven, neat hairstyle

Avoid strong smelling aftershave

Neatly trimmed nails

Portfolio or briefcase for documents

CHEKLIST: Safe dress-code for an interview

WOMEN’S ATTIRE MEN’S ATTIRE

Professional dressing on your part shows respect for your

interviewer

15.3 The Contributor ensures that the first impression is good

Every profession has its own standards of dressing. Before the interview, understand what is the expected attire, so that you can go appropriately dressed.

PRACTICE EXERCISE 1: Mark out below which of the following ways of dressing are

appropriate for a person going for an interview of a -

– Software Developer’s job

– Bank Executive’s job

– Fashion Model’s job Colorful clothes, dark glasses, cap

Huge earrings and fashion accessories

Fashionable clothes that reveal a lot

Smart sober colored Indian wear (for women)

Business formals

Tattoos

Flashy clothes


(page ??)

(page ??)





15.4 The Contributor’s portfolio

Prepare a professional looking portfolio or folder to carry into the interview. Ensure you have in it all that you may need to show the interviewer.

extra copies of your resume

references, recommendation letters

essential supporting documentation – original and photocopies (such as

certificates, mark-sheets, etc.)

essential stationery (pen, blank paper)

Samples of your work that are relevant to the job applied for (eg: project reports done during internship, content samples for a content writer,

design portfolio for a designer, etc.)

What doesn’t work What works

– Carrying all kinds of documents that are unnecessary and irrelevant (eg: a certificate of first prize won in junior school), making it hard and messy for you to find and take out documents asked for by an interviewer.

– Carrying a few really powerful certificates and documents that make you stand out. In case you have missed carrying something the interviewer asks for, you can say that you will give it the next day.

– Certificates which you have received from dubious or unknown sources. (eg: a hand-written letter from a local NGO saying you did volunteer work there).

– False certificates or letters (eg: letter saying you have worked in a place where you never did).

– In cases where you have dubious looking certificates, come prepared to back up your claims with references of people / contact details / background information – because the employer is likely to ask for it, to investigate the genuineness of the case. Don’t fabricate.

– Companies these days engage professional agencies for doing background verification checks.

– Serious gaps in your mark-sheets (eg: 10th Std mark-sheet is missing, first and second year college mark-sheets are missing).

– Complete proof of your academic record.

What to carry with you when going for an interview

PRACTICE EXERCISE 2: Discuss in groups to add to the list of items given below, on

“what works” and “what doesn’t work”. Present to the class.


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At the InterviewPART 2:

Learn how to conduct yourself in an interview. Prepare yourself for the typical questions asked in each of the 7 zones of an interview.

Part 1


Part 2


Part 3

After the Interview



15.5 The 7 zones of an interview

Be prepared for all 7 Zones of an Interview

PRACTICE EXERCISE 3: For each zone, discuss in small groups and write down–

– “Why is this zone of the interview process important? What will the interviewer assess of me, based on this?”

– Present to the class.

Zone 1 : Getting to the interview

Zone 2 : The first 3 minutes – Introductions

Zone 3 : Testing your credibility / Basic level

Zone 4 : Technical Zone

Zone 5 : Personal Zone

Zone 6 : Career Plans / Aspirations Zone

Zone 7 : Closure / Go Forwards`

1 32 5

6

4

7

Getting to the interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE

The first 3 minutes – Introductions

Testing your credibility / basic level

Technical Zone

Personal Zone

Career Plans / Aspirations Zone

Closure / Go Forwards


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Zone 1 : Getting to the interview

Being on time

– Find out about the location

in advance so that precious

time is not lost in searching

for the venue.

– Keep enough time for

registration at the company

security desk (this could

take time due to elaborate

company procedures or

crowd).

In case of delays / rescheduling

– In case you need to reschedule the interview due to unavoidable reasons, inform the company and / or placement agency as early as possible.

– In case you are getting delayed on the way to the interview, call and inform the company.

Keep the company informed

– In case you have taken up another job appointment, and have

decided not to pursue this job – call up and inform the company.

– It is unprofessional to “not turn up” and keep the interviewers waiting.

This can negatively affect your reputation in the job market.

The Contributor’s Communication Goal:

Professional Conduct

1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone





PRACTICE EXERCISE 4: Discuss each of the following questions in small groups. Share

examples of similar experiences in context of any previous meeting or appointment.

Write these down.

Q1. What are the consequences if you reach in a rush, just on time, and you get called in for the interview immediately – where you have not had time to cool off and gather your thoughts?

Q2. What if you are not there when they announce your turn? What if you turn up late?

Q3. What if you don’t show up and the interviewers are kept waiting?



Walk in confidently. Show your

proactive attitude by introducing

yourself to the secretary or person

available to receive you. Explain

your reason for coming.

Be cheerful and maintain

eye contact throughout /

during your interview.

Sit forward and upright in your

chair (don’t slouch) and rest

your hands on your lap or on the

table. Your body language should

communicate your alertness.

Greet and shake hands with the

interviewer(s) when you meet

them and introduce yourself.

Thank them for the opportunity

to meet.


Quiet Confidence

Zone 2 : The first 3 minutes – Introductions1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone





PRACTICE EXERCISE 5: Imagine that you are the interviewer. What would you think of

the person you are interviewing if –

Q1. The person you are interviewing “shows attitude or acts over smart” in the way he/she interacts with you?

Q2. He/she is restless with nervous gestures (such as playing with his/her hair or buttons, or tapping the table top, or shaking legs under the table)?

Q3. He/she is “casual” in his/her manner (such as sitting with legs crossed or stretched out casually, sitting with one arm resting on the back of the chair, slouching low in the chair, chewing gum, etc.)?



Zone 3 : Testing your Credibility / Basic level1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone



The Contributor’s Communication Goal:Personal Credibility

Typical Questions askedBe prepared for the typical questions that may be asked

Questions on your

educational background

and academic

achievements

Explanations for gaps in

education (if any).

Eg: Why did you take a break

for a year after your 12th,

before entering college? (You

may have done this to prepare

for competitive entrance

examinations.)Questions about your projects or

work experience (if any). Eg:

– What was the project / work team?

– What was your role as a team member? What

were you responsible for?

– What were the goals of the project?

– What were the outputs delivered?

– Was it considered as a success by others?

– Any acknowledgements received?

– What personal successes did you see in it?

– What were your key learnings?

Questions about other activities

you have been involved in. Any

other achievements.

PRACTICE EXERCISE 6 : Think about how you can answer the above questions. Put down

a few points for yourself.

Carry proofs of your academic performance (mark-lists, certificates, etc.)

Even in case of gaps, be transparent and honest. Most employers respect transparency. (Don’t fabricate records. Being found out (even later) could not only cost you the current job, but will also black-list you in the job market. Employers are likely to investigate your credentials with past employers and institutions you have been in.)

Keep ready samples of project / work outputs (if any), to show in case asked.

Take permission and inform beforehand, the people you are giving as references. Keep their details ready in case asked (contact details of people you have worked with – boss / seniors / team leaders / mentors / team members).

Be ready with explanation / proofs of special acknowledgements or awards you mention.

Identify a few activities and achievements from your past, that are powerful demonstrations of your capability to contribute in this job. Focus on talking about these only.

CHECKLIST: How to be prepared



Zone 4 : Technical Zone1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone



Questions on your knowledge of the subject, as relevant to the domain you are expected to work in.

Questions on your familiarity with various tools necessary for the job (eg: software tools, technical instruments for engineers, etc.).

Questions on your thinking abilities necessary for the job (eg: problem solving, critical thinking, etc.)

Questions on your level of competence in essential skills for the job (eg: writing skills).


Technical Competence

What is the subject knowledge you will be expected to have for doing this job well? Have you studied this well?

What special skills will you need for the job? Have you practiced enough?

What tools will you need for the job you are applying for (eg: specific software packages)? Are you familiar with these tools?

What is the kind of work you would be expected to do in this job? What thinking abilities will you need for this? Have you consciously developed these abilities ?

Practice solving practical cases or problems. This is how employers usually test thinking abilities. In such questions, finding the final ‘right’ answer is less important than demonstrating the way you go about thinking through the various issues involved.

[A] CHECKLIST: How to be prepared


PRACTICE EXERCISE 7 : Think about how you can answer the above questions. Put down

a few points for yourself.

Don’t be in a hurry in answering questions immediately. Ask for time to think, think through carefully, and answer clearly, explaining your thinking behind it.

Don’t try to bluff your way through this. If you do not know an answer, it is best to say so, and point out where you might find the information, or how you would go about finding a solution if you had to solve a similar problem.

Don’t lie or exaggerate the truth. You may be asked to prove it right then and there. Eg: a person applying for a copywriter’s job in an advertising agency may be asked to do a ‘copy test’.

[B] CHECKLIST: Keep in mind when answering



In answer to “tell me about yourself”, talk only of relevant facts in your current life situation and specific experiences that demonstrate that you are a strong candidate for the job at hand. Don’t give long drawn life stories!

This is where the interviewer will find out more about your family and social background, constraints that you might have (eg: inability to stay late at work due to family pressure). If asked, it is best to mention any such constraints upfront without hiding facts.

Project qualities and strengths that are valued in the workplace - such as enthusiasm in any work, self-motivation, flexibility, eagerness to learn, willingness to work, and a positive attitude. However, for the employer to believe you, it is also important to prove these by giving specific examples or experiences from your college and personal life that demonstrate these qualities in you.

When talking about a weakness, mention what you are doing to overcome that weakness.

Your qualities and strengths should come across in the way you conduct yourself at the interview.

CHECKLIST: Keep in mind when answering

Zone 5 : Personal Zone1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone




Tell me about a time when you were confronted with a crisis

What would you do if you wanted to stand for college elections and found that your close friend is competing against you?

Tell me about a time when you had to make a decision you knew would make you unpopular

Describe a time when you were under pressure and missed a deadline

Share an experience from your life where you were greatly disappointed. How did you handle/cope with the disappointment?

Describe an experience when you had to do several things at the same time, and thus find a balance

Tell me about a time when you had a conflict with a teammate or a fellow-student. What did you do? What else could you have done?


I am capable of learning and growing

with experience

Give an example of one of your weaknesses and where it hindered you in making a decision

What are your key strengths and weaknesses?

Tell me about yourself

PRACTICE EXERCISE 8: Think about how you can answer the above questions. Put down a

few points for yourself.



Zone 6 : Career Plans / Aspirations Zone1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone




Questions about your interest in

the organization in specific and

the industry in general. What is

your interest in this area?

What are your short-term

and long-term goals? Do

you have plans for further

education?

Why do you want to work for this company? Why should I hire you?

What do you want to achieve in life, by the end of your career? How is this job going to help you achieve this?

How has your college

experience prepared you for

your career in this field?

The Contributor’s Communication Goal:I seek to grow and

contribute

PRACTICE EXERCISE 9: Think about how you can answer the above questions. Put down a

few points for yourself.

Reflect and think about what your long-term career aspirations are, and how this job is aligned to your

long-term goals. Discuss this with someone you trust (seniors / teachers / parents) to get some clarity

before you go for an interview.

Understand the area / field of work in this job. Think about how you might be able to learn and develop

yourself professionally through this job.

Be honest when answering questions in this area – most interviewers will be able to make out if you

have not thought deeply about something and are talking superficially. If you are not clear about your

career goals etc. it is best to say so; however, mention your thinking in this area. It is more important to

communicate that you have thought about these matters, than to show that you know all the answers

already.

CHECKLIST: Keep in mind when answering



Zone 7 : Closure / Go Forwards1 32 5

6

4

7Getting to the

interview

ZONE ZONE ZONE

ZONE

ZONE ZONE

ZONE



Technical Zone

Personal Zone



Prepare to answer “Do you have any questions to ask of us? “

This seems like a harmless, polite gesture but there is a lot the interviewer will gather about you depending on what you ask – this is the last impression the interviewer gets about you.

If they offer to contact you, politely ask when you should expect their call

As a follow-up of to your interview, you could email a ‘thank you’ note to your interviewer, noting your interest in the position.

Reiterate your interest in the position and company

Clarify if any other documents or information are needed from you. Ensure you send these to them immediately (within the next few days).


I am interested in the job offer

Thank the interviewer for his/her time

Leave with a firm

handshake



PRACTICE EXERCISE 10: Imagine that you are the interviewer. What would you think of

the person you are interviewing, if on asking “do you have any questions to ask of us” –

Q1. He / she is afraid to ask anything?

Q2. Even before you have said whether the person has passed and got the job, he/she asks about what salary and benefits you will be offering?

Questions that clarify your role and the company’s expectations from you

How this role impacts the overall business and the inter-linkages with other functions/ departments in the organization

How advancements in technology could impact this industry

What are the career advancement / growth paths available in the company

What kind of on-job training you would be going through

And so on ...

CHECKLIST: Prepare 3-4 questions you can ask of the employer at the close of the interview. Some ideas –



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15.6 The Contributor’s conduct in an interview

How to conduct oneself in an interview

What I speak

Communicate facts

– It should not look like you are ‘fabricating’ or making up things.

The way I present facts

Show confidence in the facts you

present

– Speak confidently and be sure of

yourself.

– Being non-committal, vague, giving

inconsistent answers – can give the

impression that you are unsure of

facts / lying.

My mannerisms

Ensure your conduct is pleasing, respectful, and comfortable

– Irritating or displeasing mannerisms, carelessness, insensitive behavior, untidy

dressing, etc. will put off the interviewer.

– Don’t act in a manner that will make the interviewer uncomfortable.

The way I present my suitability for the job

Let concrete actions / experiences speak for you

– Verbal assurances (words without action to back it) are not enough to convince the interviewer

you are ‘right’ for the job.

– Demonstrate / concretely prove your suitability for the job. Even if you don’t have certificates

or past work experience to prove something, think of concrete examples from your college or

personal life, that show how you are in action (don’t make up examples, because the employer

may sometimes want to verify these).

The way I communicate

Speak clearly, relevantly and to the point

– Don’t ‘ramble’ and give long drawn answers that will bore the interviewer.

– Don’t go round in circles instead of answering directly.

The way I behave

Focus attention on the interviewer

– Be alert and listen carefully to all that the interviewer

has to say.

– Make sure you understand a question properly

before you answer.

– Focus on what the interviewer is looking for, and not

on yourself and what you want to say.

– Not paying attention is a sign of disrespect.


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STEP 3: Share feedback in a positive manner to help presenting group member improve (LOOK OUT: Don’t get into personal criticism).

[Repeat steps 1 to 3 until all group members get their chance for presentation]

STEP 4: Individually, reflect and write down some key personal learnings – “tips for myself” to help improve.

Did you communicate ‘facts’, not making up things?

Did you speak clearly, relevantly, to the point – without rambling unnecessarily?

Were you alert and attentive, listening carefully to any questions asked?

Were you confident of the ‘facts’ you presented? Were the different activities /

examples you talked of consistent with each other?

Was your manner pleasing, respectful, and comfortable?

Did you substantiate all your claims convincingly?

CHECKLIST: Self-Test for Contributor’s Conduct

IN CLASS PROJECT: Do a mock interview

STEP 1: Form small groups of 3-4. Each individual: choose any one question to answer from any of the ‘typical questions’ given in zones 5 or 6 (on page 17 or 18).

STEP 2: In groups of 3-4 in the class, each group member gets a chance to present his/her answer, to others. Others listen, ask any further questions on the topic, and evaluate the person using the checklist “Self-test for Contributor’s Conduct”.

After the InterviewPART 3:

What are the impressions you have left behind in the mind of interviewer(s)?

Whether you get selected for the job or not depends on these impressions. Thus it is important to leave behind ‘Contributor Impressions’.

Part 1


Part 2


Part 3

After the Interview



‘Non-Contributor’ Impressions

[A]

[B]

‘Non-Contributor’ Impressions ‘Contributor’ Impressions

‘Contributor’ Impressions

Too theoretical

Low confidence. No trust in his own capabilities

What actions of yours could lead to such an impression? Discuss and answer.

Will “make things happen” and create value for us

Trust himself and others




This is a possible way how it could

get done…

15.7 Last and lasting impressionsPart 1


(page ??)

(page ??)



PRACTICE EXERCISE 11: Discuss in groups to answer the questions given in each of the

interview scenarios below:

What impressions will you leave behind in the mind of the interviewer(s)?





[C]

[D]



No ‘substance’ / does not engage deeply

Talks a lot without relevant value to the interview



Thinks and engages deeply with the subject / challenge

Has something valuable and meaningful to say



Blah! Blah!

Hmmm…This could be a

possible way of looking at the issue…

I did this… I did that… Blah! Blah!

Through this project we

learnt that......this would help in the future in

this way...





[E]

[F]



Too worried about salaries and benefits

Too comfort oriented



Knows that salaries etc. are usual details, and will be worked out at

the right time

Contribution oriented



I hope there is not too

much travel… Do you’ll work late often?

What will my responsibilities

include?





[G]

[H]



Too rigid

Unreliable / Blames others



Flexible / Open to new things

Inspires confidence / Takes responsibility



I need to know exactly what

I am supposed to do. I cannot

take up new work easily.

If these are the company’s goals, I look forward to

do whatever is needed to

achieve them.

I did all the good work but

no one else in the team

cooperated and did any work… My previous boss was not

good….

The team was great… we

accomplished a lot

together



‘Non-Contributor’ Impressions[I] ‘Contributor’ Impressions

Unwilling to start at the bottom / Expects too much too soon

Willing to start at the bottom, learn, and work his way up



What is the position I will be in? I hope I have a team working under

me…

Starting ground up will

be a great learning

experience for me… It will

strengthen my capability in

action

PRACTICE EXERCISE 12: Put down some key personal learnings – “tips for myself” on what

I can develop in myself, so as to leave behind ‘contributor’ impressions.

contributor person development work contributor personality development workbook r

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