Vedanta in Management

- Raja Subramaniyan

Management:

The term ‘management’ as referred in this paper includes activities like planning,
organizing, directing, staffing, motivating coordinating, budgeting, reporting and
controlling that are carried out for achieving the goals of the organization.

The purpose of management is to reach the goals of the organization.

Vedanta:

The four Vedas (Rig, Yajur, Sama and Atharva) are divided into two parts. The
beginning part (Vedapoorva), talks about rituals. Vedanta, the concluding part
reveals the ultimate knowledge on God, Universe and Living Beings. Vedanta is
a collection of many Upanishads (108 of them are considered important).

The purpose of Vedanta is to guide the human beings to reach the goal of life.

Vedanta in Management:

This paper presents a concept called ‘Vedantic Management’ as opposed to the

current management practices that are popularly followed, hereafter referred as
‘Western Management’.

The purpose of both Vedantic Management and Western Management is

identical, namely, reaching the goals of the organization. It is beyond the scope
of this paper to discuss the goals of the organization and it is not proposed that
the organization change its goals for adopting Vedantic Management.

The basic contention of this paper is to show that Vedantic Management will be
more effective and efficient in achieving the goals of the organization, without
laying any constraints on the profit-motives of the organization.

Vedantic Management does not require the organization to follow any ethical/
moral values. Corporate responsibility towards the society is not a precondition
for introducing Vedantic Management in an organization.

Vedantic Management is not biased towards any particular religion. It does not
involve introducing any religion/ belief system in the management practices.
Even after switching from Western Management to Vedantic Management, the
organization will continue to be secular.

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Source of knowledge:

Knowledge on management is gained by the author from his two decades of

managerial experience working in various capacities in many leading industrial
organizations.

In addition, he has learnt Upanishads, sitting by the side of his masters (Swami
Suddhananda, Swami Paramarthananda, Swami Guruparananda and Swami
Omkarananda).

This paper is the result of reflecting on the Western Management practices

observed by the author in the light of the Vedantic knowledge gained from these
enlightened spiritual masters.

Conceptual difference

It is not possible to introduce Vedantic Management as a supplement or add-on

to the Western Management practices that are currently followed in most of the
organizations. The current management system has to be completely replaced
by the new system since it is fundamentally different.

Differences between Vedantic Management and Western Management practices

Western Management Vedantic Management

Result Oriented Process Oriented
Customer centric Employee Centric
Focused on Organizational Goals Focused on Individual Goals of the employee
Pulls the organization from the top Pushes the organization from the bottom
Treats Employees as Resources Treats Employees as Human Beings
Defines the job and trains the employee Tailor makes the job to suit the employee
Assumes that training improves performance Knows that no one can significantly change
Motivates through leadership Provides for self-motivation
Leadership is important. Leadership is not important
No employee is indispensable. Every employee is equally important.

There is no difference in the types of activities (planning, staffing etc) between

them but there is a vast difference on how these activities are carried out. The
underlying belief and wisdom, which determines effectiveness of the
management widely differs.

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Individual Goal Oriented:

Vedantic Management requires the organization to consider the personal goals

of the employees as the stepping-stones to achieve the goals of the organization.
This means the primary task of the organization is to facilitate the fulfillment of
the personal goals of the employees. Vedantic Management assures that if this
primary task is performed well the goals of the organization will be achieved as a
by-product.

Personal goals of the individual do not vary, as it is popularly believed. Vedanta

reveals that there is only one goal for all the human beings in the world.
Unfortunately, due to inadequate British educational system, people have
difficulty in comprehending this obvious fact. Vedanta declares that the ONLY
goal of all the human beings is to be happy all the time without any trace of
anxiety, worry and such negative emotions ever (referred hereafter as Joyful
Living). However, due to ignorance, people assume various ‘personal goals’ like
earning material prosperity, job-satisfaction, fulfillment of self-esteem needs etc,
with a hope that these will lead them to Joyful Living. People at various stages in
life chase various things with a hope that the fulfillment of their expectations will
give them everlasting happiness. Most people do not realize that they are
chasing a mirage until they retire from job. It will be too late by then.

Vedantic Management expects the organization to remind all their employees

that their ultimate goal in life is to be happy and then dedicate the existence of
the organization to fulfill this single goal. According to Vedanta, the true purpose
of any work is to help the human being to reach the goal of Joyful Living.
Therefore, the only purpose of any organization is to serve as a stepping-stone
for the employees to reach their individual goal of being happy all the time.

Thus, Vedantic Management creates a symbiotic relationship between the

organization and its employees. The varying goals of the organization (like profit
maximization or increase in market share and such) are tightly integrated with the
achievement of the only individual goal of the employee.

In addition, to teaching the employees that their only goal is happiness, the
organization has to teach them that the only way that they can achieve their goal
is to follow the prescription given in Vedanta. Vedanta reveals that increment,
promotion, incentives, paid vacation, power, position, job-satisfaction, etc do not
help the individual to reach their goal. Vedanta prescribes Karma Yoga as a
compulsory requirement for reaching the goal. Therefore, the organization should
employ the services of enlightened spiritual masters and teach the employees
how to perform their work as Karma Yoga.

Once the employees is clear on his destination (Joyful Living) and the means
(Karma Yoga) he is sure to put his heart and soul in the work leading to dramatic
improvements in performance.

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The organization has to institute appropriate systems (through re-engineering)
that will ensure that this dramatic improvement in performance of all the
employees at the individual level, lead to achievement of the goals of the
organization.

Thus, Individual Goal Oriented approach of Vedantic Management will result in

effective and efficient achievement of the goals of the organization.

Understanding the Cause and Effect relationship:

Western Management is under the wrong assumption that there is a formula for
success. The review meetings in all organization spend enormous time and effort
in analyzing the cause of failures. Success stores are studied in order to emulate
them to ensure success in future endeavors. These practices are based on an
erroneous assumption that there is a linear relationship between cause (hard/
smart work) and effect (success or failure).

Vedantic Management is based on the message from Bhagavad Gita that human
beings are responsible only for action and the results are given at HIS discretion.
This statement is proved repeatedly in our personal, social, political and
professional life. It is impossible to guarantee success in any field with 100%
certainty. Western Management assumes that the managerial talent is
inadequate in case of failures. Similarly, it assumes that the success is the result
of hard work, careful planning and such mundane efforts. The fact remains that
there is no apparent linear relationship between efforts and results.

Recognizing this truth, Vedantic Management gives emphasize only on the

process in which work is carried out. It does not judge the performance based on
the results. Even if the results are in line with the expectation, Vedantic
Management requires the individuals to examine their performance critically with
a view to attain perfection. Vedanta reveals that there will always be scope for
improvements in performance and the results will always be inadequate. Based
on this revelation, Vedantic Management guides the organization on a
continuous path of process improvement without paying too much attention on
the results. Results are important only for planning. It is wrong to judge the
performance based on results.

Composition of Human Personality:

Western Management is built on the wrong premise that a human being is what
he is, due to the environment. It assumes people can be shaped with appropriate
tools (like training programs and motivation techniques). Vedanta reveals the
fact that human personality consists of five layers (physical, physiological,
psychological, intelligential and spiritual) that are grouped under three bodies
(Physical, Subtle and Causal). Only the physical body is developed to the current

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stature during this lifetime. The subtle body, which is responsible for skills,
capabilities, emotions, intelligence, is developed over the innumerable previous
births. No one can significantly improve their level of skills or intelligence in one
lifetime.

Human beings are born countless times prior to the current birth and they have
acquired various skills, capabilities, emotional traits, intelligence during these
countless life experiences. Whatever be the quantum of effort put in by the
individual during the current lifetime, he can improve his personality only
marginally compared to the accumulated stock of infinite lifetimes.

Vedantic Management does not expect the employees to change significantly. It

is aware improvements in any individual will always be marginal. Therefore, jobs
are modified to suit the employee rather than waiting for the employee to become
more skilled to meet the expectations of the job.

Western Management ignores the truth regarding rebirth. As a result, it

differentiates employees as ‘high performer’ and ‘low performer’ wrongly.
Vedantic Management does not prescribe any comparison among employees
since intrinsically they are not comparable. It recommends that everyone should
compare only his or her own past performance and continuously improve the
existing skill sets, intelligence etc.

Self-motivation:

Western Management employs different techniques to motivate the employees.

Not all such efforts make any lasting effect on the employee. This is due to the
reason that the basic requirement of the employee is not addressed. It is not that
the organization does not correctly judge the basic requirement of the employee.
In most cases, even the employee does not know what he wants.

Vedantic Management guides the employee to find out his/ her ultimate goal of
life and then shows a path, which will lead them to that goal. If the employee gets
clarity on the goal and the path, then the journey is performed through self-
motivation. It is ofcourse a difficult task to educate the employee and give clarity
on the goal and means. However, when it is done, there is nothing more to be
done to motivate the employee. He will perform to the best of his ability without
ever requiring any prompting from the organization.

Vedantic Management prescribes that the employees are compensated at

industry standards and they are provided with a work environment that is
conducive for performing Karma Yoga. This will ensure that the employee is
retained in the organization. In such an environment, the performance of the
individual will continuously increase, without any expressed or implied demand.
This phenomenon happens because as a part of Karma Yoga, the employee is
expected to increase his performance continuously.

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Thus, the employee will work harder and smarter for reaching his personal goal,
which will result in continuous improvements in his performance. There is no
need to employ any motivation tools/techniques at all.

Role of leadership:

Western Management gives undue importance to the top management in

achieving the goals of the organization. Clarity in vision, appropriate structuring
of the organization, understanding of the market environment and such functions
are the responsibilities of the top management and they continue to be so even
under Vedantic Management. However, Western Management expects the top
management to lead the entire organization towards the organizational goals.

Vedantic Management absolves the top management from this responsibility of

leading the organization. Once all other functions of the top management are
done to the best of their abilities, the organization is set on motion by enabling
each employee to perform Karma Yoga in the workplace. Employees will then
drive the organization in the chosen path. They need not be inspired by their
leader. They do the work because they want to reach their personal goal of
Joyful Living.

Under Vedantic Management, customer satisfaction is a by-product of employee

satisfaction. The employee is aware that if he does Karma Yoga he will reach his
personal goal. Karma Yoga requires that the employee put his heart and soul in
the work aiming at perfection all the time. In addition, he is happy doing his job.
This happiness spreads at all directions and incidentally the customer is satisfied.
As against pulling the organization under Western Management, the entire team
of employees pushes the organization towards its goal. This results in far
superior performance. Vedantic Management enables the entire organization
move forward on its own momentum without expecting a few individuals (top
management) to do a Herculean task of pulling the organization towards its goal.

Re-engineering is an essential requirement for Vedantic Management:

Employees will be self-motivated to perform work in an organization where

Vedantic Management is in vogue. However, in order to derive benefit from such
motivated work force, it is essential that the business processes of the
organization be reengineered. Vedantic Management recommends Japanese
way of re-engineering as opposed to following BPR principles as practiced in
USA.

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Benefits of introducing Vedantic Management in an organization:

Benefit #1: There will be continuous improvement in the way work is carried out
due to the practice of Karma Yoga. The organization will move towards
perfection in all its operations. Productivity will increase many fold. Cycle Time
will reduce dramatically.

Benefit #2: It will eliminate all the job related stress. There will be healthy
relationship between employees at all levels. People will start enjoying their work
and will look forward to more challenges.

Benefit #3: Employees can be retained longer in an organization. Attrition levels

will drastically come down, since the employees will realize that they can achieve
their personal goal by staying in an organization that follows Vedantic
Management.

Benefit #4: Since the employees will put in their heart and soul in the work, the
organization will be able to leverage on the hidden potential of the employees.

Benefit #5: The skill sets, capabilities and the level of maturity of the employees
will be enriched through their own self-motivated effort (of performing Karma
Yoga). This can be used to strengthen the existing core competencies of the
organization and for developing new markets/ products.

Will Vedantic Management ensure success?

It is not possible to give a formula for success. It cannot be said, just because an
organization switched over from Western Management to Vedantic Management,
success is assured. One of the basic tenants of Vedanta is that human beings do
not have complete control over the results. (Vedanta also declares that results
accrue based on well laid out rules that cannot be comprehended by human
beings without scriptural knowledge.) Therefore, the purpose of advocating
Vedantic Management is restricted to the benefits outlined above.

Will the employees work without leadership?

Vedantic Management declares that if the organization provides appropriate
environment, employees will work without any supervision. They will do their
work to the best of their ability, putting their heart and soul in the work if they are
allowed to work in their area of swadharma as described in Vedas.

Conclusion:
Vedantic Management creates a win-win scenario in which the employees enjoy
working for the organization resulting in increased productivity. Quality of life will
be improved since it is independent of the material success. An organization
following the principles of Vedantic Management will be a great asset to the
society since it opens up the possibility of merging the spiritual pursuit and
professional pursuit.