PROJECT REPORT

ON

LEADERSHIP AND TEAM BUILDING

Submitted to: Prof. Arjya Chakravarty

Submitted by:

Nimish Saxena (CFT08-084)Prashant Saxena (CFT08-102)

Priyanka Arya (CFT08-104)Sana Shahid (CFT08-124)

Upasana Saxena (CFT08-161)

JAIPURIA INSTITUTE OF MANAGEMENT, LUCKNOW

AUGUST 31, 2009

TABLE OF CONTENTS

WHAT IS LEADERSHIP

PRINCIPLES OF LEADERSHIP

FACTORS OF LEADERSHIP

LEADERSHIP IS A FACET OF MANAGEMENT

MR. DHARM DUTT: A PIONEER IN FIELD OF SOCIAL SERVICE

THE PROCESS OF GREAT LEADERSHIP

LEADERSHIP STYLES

DEVELOPMENT OF MR. DHARM DUTT AS A LEADER

LEADERSHIP TRAITS

POWER AND INFLUENCE

MR. DHARM DUTT: THE JOURNEY IS STILL ON

QUESTIONNAIRE

WHAT IS LEADERSHIP

"Leaders stand out by being different. They question assumption and are suspicious of tradition. They seek out the truth and make

decisions based on fact, not prejudice. They have a preference for innovation."

Leadership is all about influencing people to get things done to a standard and quality above their norm. The purpose is that the work should be done willingly. Leadership is a process by which a person motivates others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders carry out this process by applying their leadership attributes, such as beliefs, values, ethics, character, knowledge, and skills. Although your position as a manager, supervisor, lead, etc. gives you the authority to accomplish certain tasks and objectives in the organization, this p o w e r  does not make you a leader, it simply makes you the b o s s .  Leadership differs in that it makes the followers w a n t  to achieve high goals, rather than simply b o s s i n g p e o p l e a r o u n d .

Leadership is an immature science and researchers are still struggling to find out what the important questions in leadership are. The ends of leadership involve getting results through others, and the means of leadership involve the ability to build cohesive, goal-oriented teams. Good leaders are those who build teams to get results across a variety of situations. Leadership represents a complex form of social problem solving. Leadership is both a science and an art. Also leadership is both rational and emotional.

PRINCIPLES OF LEADERSHIP

The basic principles that a leader imbibes in are:

To Know Yourself And Seek Self-Improvement  In order to know yourself, you have to understand yourself that what you are, w h a t y o u k n o w ,  and what you can d o . Seeking self-improvement means continually strengthening your attributes. This can be accomplished through self-study, formal classes, reflection, and interacting with others.

Seek Responsibility And Take Responsibility For Your ActionsSearch for ways to guide your organization to new heights. And when things go wrong, they always do sooner or later - do not blame others. Analyze the situation, take corrective action, and move on to the next challenge.

Make Sound And Timely Decisions Use good problem solving, decision-making, and planning tools.

Set The Example Be a good role model for your employees. They must not only hear what they are expected to do, but also see. W e m u s t b e c o m e t h e c h a n g e w e w a n t t o s e e .

Know Your People And Look Out For Their Well-Being Know human nature and the importance of sincerely caring for your workers.

Keep Your Workers Informed Know how to communicate with not only them, but also seniors and other key people.

Develop A Sense Of Responsibility In Your Workers Help to develop good character traits that will help them carry out their professional responsibilities.

Ensure That Tasks Are Understood, Supervised, And Accomplished Communication is the key to this responsibility.

Train As A Team Although many so called leaders call their organization, department, section, etc. a team; they are not really teams, they are just a group of people doing their jobs.

Use The Full Capabilities Of Your Organization By developing a team spirit, you will be able to employ your organization, department, section, etc. to its fullest capabilities.

Develop A Futuristic ApproachShould be able to see the problems, issues and opportunities arising in near future. These types of situations should be dealt effectively by having a planned approach and direction ready for the team to follow.

Make Sure That Conflicts Are ResolvedDifference in thinking, opinions and actions is certain in a team. By listening to ideas and views of everyone, best of each should be taken and individual goals aligned to organizational goals.

Knowing The Value Of TimePlanning and organizing own use of time, meeting deadlines, and not relying on last minute to do things.

Should Move Towards Creativity And InnovationBy being proactive and self-starting, new opportunities should be seized and actions should be originated to achieve goals. Should be change oriented and thus generate and recognize creative solutions in different situations.

FACTORS OF LEADERSHIP

There are four major factors in leadership:

FollowerFollowers are a critical part of leadership equation. Followers expectations, personality traits, maturity levels, levels of competence, and motivation affect the leadership process. Different people require different styles of leadership. For example, a new hire requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than one with a high degree of motivation. You must know your people. The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees b e , k n o w ,  and d o  attributes.

LeaderThis element primarily examines what the leader brings as an individual to the leadership equation. This includes unique personal history, interests, character traits, and motivation. Leaders are not all alike, but share they do tend to share many common characteristics. You must have an honest understanding of who you are, what you know, and what you can do. Also, note that it is the followers, not the leader who determines if a leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed.

CommunicationYou lead through two-way communication. Much of it is nonverbal. For instance, when you "set the example," that communicates to your people that you would not ask them to perform anything that you would not be willing to do. What and how you communicate either builds or harms the relationship between you and your employees. This is the most critical factor as in the leadership process both the leader and followers should be communicating effectively about their expectations from each other. Absence of this will create a negative environment leading to misunderstandings between leader and followers.

SituationAll situations are different. It all depends on how a leader and a set of followers are interacting in different situations. What you do in one situation will not always work in another. You must use your judgment to decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behavior, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. Various forces will affect these factors. Examples of forces are your relationship with your seniors, the skill of your people, the informal leaders within your organization, and how your company is organized.

Leader-Follower-Situation InteractionsLeaders create an environment within which followers innovations and creative contributions are welcome. Followers feel a stake in shaping something new, and not just maintaining a status quo. Leaders also encourage the growth and development in their followers in a broader way. Leaders generally are more interested in the big picture of followers work, and tend to assess their followers performance less formally and, more in terms o holistic, personal, idiosyncratic, or intuitive criteria. Leaders motivate followers more personally and through more personal and intangible factors. Leaders redefine the parameters of tasks and responsibilities, both for individual followers and for the entire group. In that sense, leaders actively change the situations they are in rather than just optimize their group’s adaptation to it. They are forever moving outside the constraints of structure.

LEADERSHIP IS A FACET OF MANAGEMENT

Leadership is just one of the many assets a successful manager must possess. Care must be taken in distinguishing between the two concepts. The main aim of a manager is to maximize the output of the organization through administrative implementation. To achieve this, managers must undertake the following functions:

Organizing Planning Staffing Directing Controlling

Leadership is just one important component of the directing function. A manager cannot just be a leader; he also needs formal authority to be effective. In a nutshell, the difference between leadership and management is:

Leadership is setting a new direction or vision for a group that they follow, ie: a leader is the spearhead for that new direction

Management controls or directs people/resources in a group according to principles or values that have already been established.

The difference between leadership and management can be illustrated by considering what happens when you have one without the other.

Leadership Without ManagementSets a direction or vision that others follow, without considering too much how the new direction is going to be achieved. Other people then have to work hard in the trail that is left behind, picking up the pieces and making it work. Eg: In Lord of the Rings, at the council of Elrond, Frodo Baggins rescues the council from conflict by taking responsibility for the quest of destroying the ring - but most of the management of the group comes from others.

Management Without LeadershipControls resources to maintain the status quo or ensure things happen according to already-established plans. Eg: A referee manages a sports game, but does not usually provide leadership because there is no new change, no new direction. The referee is controlling resources to ensure that the laws of the game are followed and status quo is maintained.

Leadership Combined With ManagementDoes both - it both sets a new direction and manages the resources to achieve it. Eg: A newly elected president or prime minister.

Subject Leader Manager

Essence Change Stability

Focus Leading people Managing work

Have Followers Subordinates

Horizon Long-term Short-term

Seeks Vision Objectives

Approach Sets direction  Plans detail

Decision Facilitates Makes

Power Personal charisma Formal authority

Appeal to Heart Head

Energy Passion Control

Dynamic Proactive Reactive

Persuasion Sell Tell

Style Transformational Transactional

Exchange Excitement for work Money for work

Likes Striving Action

Wants Achievement Results

Risk Takes Minimizes

Rules Breaks Makes

Conflict Uses Avoids

Direction New roads Existing roads

Truth Seeks Establishes

Concern What is right Being right

Credit Gives Takes

Blame Takes Blames

MR. DHARM DUTT: A PIONEER IN FIELD OF SOCIAL SERVICE

“ A great leader’s courage to fulfill his vision comes from passion and not position”

He was born in the year 1932 in the city of Lucknow, in a family of Arya Samaji. His father was a follower of Swami Dayanand, the founder of “Arya Samaj”. He himself was deeply inspired by the philosophy of Arya Samaj right from his college years. After completing his masters from Lucknow University in 1956, he started his service career in UP state Electricity Board as an accountant. He served the organization for 34 years and retired from service in September 1990.

Mr. Dharm Dutt joined SHREEMAD DAYANAND BAL SADAN in October 1990 after his retirement. Swami Nirbhayanand established this society in 1910 with an aim of working towards the upliftment of society. He had no plans during his early years about coming in this field of social service. However his faith in the principles of Arya Samaj and his passion to work towards the growth and development of our culture was the motivating factor, which compelled him to enter in this field of social service and joining the ashram. He is a great believer of “Karma” and emphasizes on the fact that are traditions and values need to be strengthened up to create a better tomorrow.

Mr. Dharm Dutt believes that children are the future and if they are nurtured with strong values will in turn help in developing a society having strong roots and is better to live in. His “sewabhawna” drives him even in his 70’s. It was this “sewabhawna” which motivated him during his initial years in this society. Lack of budget and funds did not created hindrance in his way and his obsession “to do something” made him contribute all his funds and savings towards the growth and expansion of this organization. The obstacles imposed by the other members of the organization never affected him and he continued to work to realize his vision.

Today he is heading the organization and with the support and faith of other members, he is taking the society to new heights and become a pioneer in the field of social service. His team of employees have faith in him and, with there help and support he is working towards his end objective. SHREEMAD DAYANAND BAL SADAN located in Motinagar, Lucknow is today a model, which inspires others in and around the city. It’s because of his zeal to strengthen the roots of our society and to do something, which establishes the morals and ethnicity of our culture, which motivated us to study his leadership attributes and qualities.

THE PROCESS OF GREAT LEADERSHIP

The road to great leadership that was followed by Mr. Dharam Dutt which made him achieve this position where he stands today:

Challenged The Process In the very first stage, he has to face many obstacles, as the members were not in favour of investing funds for any infrastructural developments in the ashram. He took the challenge and on his own he started the development of the ashram. His motive was to give a hygienic and secure environment to the children.

Inspire A Shared Vision Though in the starting phase he was questioned but because of his commitment and devotion he developed a position where he was admired, as his deeds were far above his words. People of similar interests of serving society joined him to achieve his vision of expanding the teachings of Aryasamaj and providing healthy living to the children so that they can become independent in future.

Enable Others To Act He always tries to involve people before taking decisions. Monthly meetings are organized in the ashram so that decisions could be taken in consensus of all. He being the chairperson of the ashram gives adequate opportunities to other members, to give their point of view and suggestions. He always welcomes good suggestions and ideas of other members and, put them into action.

Model The Way During the period of mid 90’s he faced shortage of funds while the development of ashram was in progress. He being an Aryasamaji started doing Sanskars like marriage etc. He was also appointed as a consultant in a project funded by World Bank where he was paid Rs 500/- per day. Thus he used all this money to meet the shortage of funds and, thus kept the wheel moving.

Encourage The HeartToday this society and ashram are the most admired models in the field of social service. But this man never takes the praises alone. He very firmly says that all this has been made possible because of other peoples who joined him and had faith in the principles and teachings of Swami Dayanand.

LEADERSHIP STYLES

The role of leadership in management is largely determined by the organizational culture of the company. It has been argued that managers' beliefs, values and assumptions are of critical importance to the overall style of leadership that they adopt.

There are several different leadership styles that can be identified within each of the following Management techniques. Each technique has its own set of good and not-so-good characteristics, and each uses leadership in a different way.

Autocratic StyleIn this style of leadership the leader dominates team-members, using unilateralism to achieve a singular objective. This approach to leadership generally results in passive resistance from team-members and requires continual pressure and direction from the leader in order to get things done. Generally, an authoritarian approach is not a good way to get the best performance from a team.

Paternalistic StyleUnder this style of leadership, the leader assumes that his function is paternal or fatherly. Attitude is that of treating the relationship between the leader and his group as that of a family, with the leader as the head of the family. He works to help, guide, protect and keep his followers happily working together as members of a family.

Participative StyleThis style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect. The participative leader makes decisions by consulting his team, whilst still maintaining control of the group.

Delegative/Free Reign StyleIn this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks. This is not a style to use so that you can blame others when things go wrong; rather this is a style to be used when you fully trust and confidence in the people below you.

Mr. Dharm Dutt Leadership StyleDuring our interaction with Mr. Dharm Dutt we found out that he has a Participative style of leadership. When he joined the organization in 1990, there was no system of board meetings and discussions on matters related to society. The person heading the society used to take decisions and consent of others was taken mostly over phone.

However Mr. Dharm Dutt started the concept of monthly meeting were all the members o the society were asked to come and give suggestions and ideas for the progress of the society. Mr. Dharm Dutt in these meetings encouraged not only the members but also other employees of the ashram to put forward their views. He considered all the viewpoints and, while taking the final decision himself he use to extract the best piece from all the suggestions provided to him during these meetings.

In one such meeting in July 1998, a suggestion was given by one of the member that the children at the ashram should be encouraged to go for higher education. Another member was in favour that the children should be made self-dependent by allowing them to work outside the society. Mr. Dharm Dutt also wanted that the children at ashram get best possible education and create an independent identity for themselves. However he did not wanted that the children work outside the society. He thus took the decision that all the children at ashram will be taught Sanskrit and knowledge of Vedas will be imparted to them. After they are trained in this system of Arya Samaj, they will be send to families to conduct sanskar like mundane, marriage etc. He formulated a system in which bank account of each child was opened up. The money that the children will get on doing

the sanskars was deposited in their respective accounts. This money was supposed to be used there welfare.

Thus through this incident we see that Mr. Dharm Dutt discusses out issues concerned to society with the entire team. The best portion of all the suggestions given is extracted and is incorporated while he takes a final decision. Therefore we can say that his leadership style is participative because although he takes the final shot but, consultation with all the members is done and given importance.

 DEVELOPMENT OF MR. DHARM DUTT AS A LEADER

There are five levels passing through which an individual gets transformed into an effective leader. In our case we analyze these levels that converted Mr. Dharm Dutt into a successful leader. These levels are:

Level 1: Highly Capable IndividualMr. Dharm Dutt is a person of great self-belief. His faith in the principles of Arya Samaj provoked him to enter the field of social service. He has a very firm belief that to build a better future our culture, traditions and values need to be not only preserved and respected but also efforts should be made to grow and develop them. He joined this society to work for the betterment of children who were orphans because he says that the children are the prospect of the country. He therefore sees that they are nurtured with care and good values so that his vision of society empowered with culture and values is realized.

Level 2: Contributing Team MemberWhen he joined this ashram/society as a member everything was in disorder. There was no budget and funds to work for the development of ashram. At that point of time he used up all his funds, which included

gratuity, provident fund and other savings. With the help of these funds he single handedly started the construction and infrastructure development work at ashram. Other members created hindrances in his path and objected on the construction work, which he started. But despite all odds he stood firmly by his decision and took the responsibility to develop the society and, consequently strive forward to realize his vision.

Level 3: Competent ManagerOver a period of time as things started to work out in his favour, he started to manage out various affairs of the ashram in a much more effective and efficient way. With the help of financial aids and donations, which he got, he managed out various issues related to the welfare of the children there. Firstly he got well-ventilated rooms construction for residential purpose, hall for dinning purpose and, kitchen for cooking purpose. Secondly he started educating the children by calling a mahatma who used to teach Sanskrit and vyakaran to them. Lastly he created strict rules and regulations for the children to build a strong background for them. He managed various hygiene related issues of children and saw that outside food was not to be consumed by the children. He started the preparation of food inside the ashram with the help of donations he got.

Level 4: Effective LeaderHe started the concept of monthly meetings so that all members of the society interact with each other once in every month. Through this he wants to share the ideas and views of all like-minded people and to use there suggestions while taking decisions on issues related to the welfare of the society and children there. Today he keeps his entire team of employees and members motivated by using reward and referent power. They too inspired by his dedication and passion work towards the betterment of the society. He wants that all the people who have belief in the principles of Arya Samaj and have “sewabhawna” should come together and. along with them he wants to move forward to achieve his dreams.

Level 5: ExecutiveToday Mr. Dharm Dutt is heading SHREEMAD DAYANAND BAL SADAN. Things are under his control today. All the members of the society respect his decisions. He has become a pioneer in the field of social service and the society a role model in and around the city. He occupies a position where all powers are vested upon him and everyone around him has faith in him and respect the decisions he takes.

LEADERSHIP TRAITS

Traits refer to recurring regularities or trends in a person’s behaviour, and the trait approach to personality maintains that people behave the way they do because of the strengths of the traits they posses. Although traits cannot be seen, they can be inferred from consistent patterns of behaviour and reliably measured by personality inventories. This diagram explains the traits that a leader beholds. Mr. Dharm Dutt personality and working pattern shows that he has all these traits in him:

Self ConsciousnessHe is self-conscious because he knows what he wants in his life. His inspirations always motivated him. After getting into this ashram and attaining present position he always led a disciplined life through out. He is still working because he believes three is still enough scope of improvising in this field of social service.

ForesightHe was clear in his intentions as all his actions were drived towards the single goal of spreading the teachings and principles of Arya Samaj and giving a healthy living to the children so that they can fulfill there responsibilities as a citizen of the country. He is not only concerned about improving the present state of children but also wants to build a strong and secure future for them.

Integrated ThinkingHe recognizes what re the loopholes in our society that we are forgetting our roots and heading towards a self-seeking and materialistic world. He knew the children are the future and if their proper upbringing is neglected than they will move towards a socially unhealthy living. Through this recognition also inspired him to continually strive to bring out new action plans.

PerspectiveRecognizing what should be done is one aspect but actual performance is not that easy. Coming in the field of social service was not a mere idea for Mr. Dharm Dutt. He planned his action and made strategies that what should be done and how optimally it could be done. His commitment towards his work can be seen in the fact that he sacrificed his comfortable life, which he could have led after retirement for giving a direction to the ashram.

Creating CapacityAt the very starting when h joined he ashram he got the idea that the members were not associated with the root cause of the organization. He understood the fact that he had to take the responsibility and work on his own to improve the conditions at ashram and develop it. In this process of working he is now associating people who have similar ideas and faith in the principles of Arya Samaj and, they actually want to contribute for further strengthening the value system of next generation. The ashram was deprived of resources but now on his own stand he brought the ashram to a position where adequate funds are present to meet out the requirements and turned it into a role model in and around the city.

LearningMr. Dharm Dutt took challenges at each and every step. At the very start when people pointed out fingers at him, he showed that actions speak louder than words. Now he is emphasizing to create a knowledge and value based world. He is looking for someone who believes in the ideas of Arya Samaj and share similar set of beliefs as him, so that he could transfer his legacy and vision.

POWER AND INFLUENCE

Power has been defined as the capacity to produce effects on others, or the potential to influence others. While we usually think of power belonging to the leader, it is actually a function of the leader, the follower, and the situation. Leaders have the potential to influence their followers’ behaviors and attitudes. However, followers also can affect the behavior and attitudes. Even the situation itself can affect the leader capacity to influence the follower.

Merely having the capacity to exert influence can often bring about intended effects, even though the leader may not take any action to influence the followers. Power represents an inference or attribution made on the basis of an agent observable act of influence. Power is never directly observed but rather attributed to others on the basis and frequency of influence tactics they use and on their outcomes. Various powers that a leader uses are:

Expert PowerThis is the power of the knowledge. Some people are able to influence others through their relative expertise in particular areas.

Referent PowerIt refers to the potential influence one has due to the strength of the relationship between the leader and the followers.

Legitimate PowerThis power depends on person’s organizational role. It can be thought of as one’s formal authority.

Reward PowerThis type of power involves the potential to influence others due to one’s control over desired resources.

Coercive PowerIt is the opposite of reward power, is the potential to influence others through the administration of negative sanctions or the removal of positive events.

Powers Exercised By Mr. Dharm DuttIn the initial period when Mr. Dharm Dutt joined this society, everything was in a disorder. At that time he started the construction work in the ashram. Other members created hindrances in this but he continued with the developmental work by using the power of position. As the minister of the society he had the right to work for the growth and development of

ashram. He used this power provided to his role and took the responsibility of all the events at ashram in his hands. Thus he made use of legitimate power during the initial start at the ashram.

Also we saw the use of coercive power by Mr. Dharm Dutt at various places. In the very beginning those people who were creating hindrances in his work were served notices from his side. Some members were even moved out from the society. In recent times also the employees who do not move according to the rules and regulations framed, are dealt toughly by him.

Presently we find that he is using the expert and referent power mostly. He is an expert in the principles and values of Arya Samaj. He has excellent knowledge of Vedas and other systems of the Samaj. People who are followers of Swami Dayanand and have faith in the principles of Arya Samaj are deeply influenced by his expertise in this field. He uses this power of having in depth knowledge of ideas of Arya Samaj to influence them and make them join and support him in realizing his vision. Not only others but his team of employees and teachers are also greatly influenced with his proficiency and therefore they are always trying to work with the same “sewabhawna” for the development of ashram under his guidance.

Over a period of time all those people who initially used to point finger at him saw the amount of work he has done and started to praise and respect him. The rapid growth and development of ashram made not only the members but also other employees realize that this man has a passion to do something for the society and has devoted himself to the root cause of Arya Samaj. This made the bonding between Mr. Dharm Dutt and his followers and the people were deeply moved by his selflessness. He is also looking for someone around him who believes in his ideas so that he can transfer his vision and mission to him. He wants that someone comes out and take on from where he will leave. Thus use of referent power in recent days is evident.

MR. DHARM DUTT: THE JOURNEY IS STILL ON

In our case concern for production means the growth and development of the ideas and values of Arya Samaj. How much Mr. Dharm Dutt is concerned about the expansion of the values and traditions of the society. Concern for people is simply how much he cares for his employees.

In the above management grid we find that Mr. Dharm Dutt lie in the bottom part of fourth quadrant. We have put him at that position because during the entire time of interaction with him we found he was deeply motivated by the value system of Arya Samaj and wants to work for the development of this society. It was this passion and belief in the Samaj, which made him enter this field and, work single handedly without any financial and human support during the initial years. He is always thinking about ways to imbibe the culture, traditions and values of Arya Samaj in the society and thus building a strong future.

However at the same time that Mr. Dharm Dutt is not as much concerned about the people. He believes that the employees should be getting salaries, which enables them to sustain themselves and their families. He does not believe in providing any sort of perks, benefits or facilities for the employees working under him. One of the reasons behind this is that the society is not a profit making body and runs on the aid and donations

obtained from government and individual respectively. The basic motive behind working in the society is “sewabhawna”. All those who are inspired by the values of Arya Samaj and have trust in Mr. Dharm Dutt join him and thus are working without any big demands.

Thus we see that basically Mr. Dharm Dutt wants people to sacrifice their self and devote themselves to the root cause of the society and strengthening the culture and values of the Arya Samaj.

Future PlansWhile talking to us Mr. Dharm Dutt that despite the progress being made he is not satisfied with his efforts. He believes that nothing has been done and many things are still the same today. People are still not concerned with the tradition and values of the Arya Samaj. He wants to develop the value system but feels that age is becoming a hindrance in his path. He is deeply concerned over the fact that who will take over his work and continue to spread the message.

He wants to establish a research and development center where researches in the field of Sanskrit will be done and unknown aspects of Vedas be explored. He is not pleased with the way people are becoming more self-centred these days. He feels that people are forgetting their rich culture and moving towards materialism. He never went for publicity but now he wants that people should know about their glorious past and thus stand up for the cause of saving and spreading the value system of Arya Samaj. The development center is a way of achieving this. Finally he concluded by saying:

“ The roads were icy, white & glitteringBut I had miles to go before I sleepAnd miles to go before I sleep…..”

QUESTIONNAIRE

Q- How did you initiated your plan and what were the resources available then?

Q- Did you always wanted to enter into the field of social service?

Q- Did you ever had a role model? If yes then what you idealize in that person?

Q- What were the various obstacles in your path and how did you overcame them?

Q- In your views what are the reforms that can be introduced in current system for the upliftment of underprivileged children?

Q- What specifically do you do to set an example for your employees?

Q- Your view on movie tare zameen par and what do you think that it is possible to follow the same in real life or not?

Q- How do you motivate your staff members?

Q- Do you feel you work more effectively on a one to one basis or in a group situation?

Q- Are you satisfied with what you have achieved? What are your future plans?