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New Dimensions of Management Thoughts
February 8, 2021

New Dimensions of Management Thoughts

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Globalization is just one of the features of changing times. The role of management practitioners has phenomenally changed over the last ten years. The year 2020 is a year that was not only catastrophic but also a game-changer to many economies. It brought new dimensions to look at both personal and career. It brought out the resilience of certain economies of the world and exposed the weakness of many including the largest economies of the world.  The COVID 19 pandemic drained out several economies of the world. The existence of mankind continues to be dependent on virus-free air, infection-free society. It has also far-reaching implications for socio-economic development and educational systems globally. The newer management thought and the lessons learned from the pandemic will remain with us for the everchanging world. It has brought the management thought – Both inner and outer dimensions. Modern-day organizations face multiple trends and headwinds very often in chaotic ways. The only way to address these issues if these organizations want to survive and grow is to appreciate all the dimensions of individuals and the team.  The comprehensive use of appreciative inquiry as an organization development and individual development to cope with the everchanging and challenging world.

                        Also Read:

Employee communication is a critical aspect and it has to be an appreciative dialogue. Policies and programs of an organization must be aimed at generating extrinsic motivation through economic incentives in the first phase and slowly connect to intrinsic motivations to achieve the desired result in the long run and slowly reduce the extrinsic. When we look at the dimension of inner and outer dimensions. The Extrinsic ones may lead to dissatisfaction in the long run. On the Contrary, if intrinsic motivations are already positive, extrinsic motivations would have to reinforce these intrinsic motivations. As the inner dimension is fuel by itself the sustainability is possible and further progress is very much on the cards. Every policymaker must recognize and acknowledge sustainable development as a goal. That is possible only the inner dimension of individuals are clearly addressed.  Many of the economic theories remain so as a theory if a scientific approach is not adopted to make it practical and application orientation. The modern management thoughts in any growing organization must understand all the dimensions of individual employees and align with the outer world may be a market place or competition for that matter. This will ensure both the sustainability and growth of organizations. Even the personal experiences of individuals when they are positive will result in the excellence of these organizations.  The second part of the inner dimension which will have a major impact on organizational performance is the innovative experiences and mindsets. This may include perpetual engagements, initiatives,  opportunity to create change are the enablers of employee empowerment. If there is a wider gap in the age group of a team, then the reverse mentoring on technological adaptation to non-tech savvy seniors will result in a win-win situation in organizations.

A unified and agile approach to serve the clients collaboratively in a cohesive way is the extension of the inner dimension. Another interesting aspect of the inner dimension for individual satisfaction is the humor in innovation practice as it plays a vital role in human interactions and social dynamics.  A mix of humorous ad serious interactions between employees and leaders will reduce resistance to change management. The mainstream of change may be a functionalist and rationalist, the humor acts as a management tool to first manipulate and then to control human behavior. When the growing organizations address the inner dimension, must be aware of the snowball effect of individual thinking which can facilitate capability building in an organization. Whatever upsetting individuals must be avoided while addressing this internal dimension of individuals. As thoughts are like a chain producing the next link, it ceases only when it reaches the incredibly agitating point to recall. While drafting the human resources policies ensure that they do not wake up the employees to think about the office and the duty to be performed the next day or the target to be achieved. This is called a thought attack which can result in a heart attack.  Humility and inner peace are the two critical aspects which address the inner dimension which can drive the intrinsic motivation to perform better. Therefore, a good practicing human resource manager must build these elements in the performance measurement and management system. As a management practitioner one tends to agree to the fact that accomplishment and achievement are very important for both an individual and an organizational growth, we cannot undermine the power of happiness and inner peace are important dimensions of a meaningful accomplishment of an individual. To put it in a nutshell, relaxing or enjoying while working is more important for better productivity than postponing relax aspect to a later date which means the life is always an emergency to deliver something. Management thinkers must give a thought about this aspect if they want to address the inner dimension.

In an everchanging organization to be successful and to be respected the inner dimensions need to be addressed through the community of practice to integrate academic and service settings to promote the intergenerational and intercultural mentoring process. This includes communication of practice,  identify the underpinning theories, look for border lands and then create a value proposition addressing both internal and external dimensions.  The unlocking of personal growth of individuals is possible only when there is an effort to consciously attain unlike the body functioning accessing every possible thing in the world to make all the parts work effectively. So the dimensions beyond physical needs to be looked into and addressed by the management practitioners. As the external dimension is a collective experience.  Management thinkers and practitioners must now rethink utilizing the unique talents which are part of the inner realm.  The mind and body are only the vehicles of experience and they are external facing.  Most of quality life works in silence than the talkative and expressive ones. There is always a vast dormant space within every being, that is from where all the ideas arise. The Management practitioners must dwell deep into this space to make it a conscious awareness to bring out the best of abilities which are unique from every single individual in the team for both sustainability and growth of organizations. Is it possible to watch the mind from a distance is the question to management practitioners.

C N Narayana
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New Dimensions of Management Thoughts

February 08, 2021

Spread the love

Globalization is just one of the features of changing times. The role of management practitioners has phenomenally changed over the last ten years. The year 2020 is a year that was not only catastrophic but also a game-changer to many economies. It brought new dimensions to look at both personal and career. It brought out the resilience of certain economies of the world and exposed the weakness of many including the largest economies of the world.  The COVID 19 pandemic drained out several economies of the world. The existence of mankind continues to be dependent on virus-free air, infection-free society. It has also far-reaching implications for socio-economic development and educational systems globally. The newer management thought and the lessons learned from the pandemic will remain with us for the everchanging world. It has brought the management thought – Both inner and outer dimensions. Modern-day organizations face multiple trends and headwinds very often in chaotic ways. The only way to address these issues if these organizations want to survive and grow is to appreciate all the dimensions of individuals and the team.  The comprehensive use of appreciative inquiry as an organization development and individual development to cope with the everchanging and challenging world.

                        Also Read:

Employee communication is a critical aspect and it has to be an appreciative dialogue. Policies and programs of an organization must be aimed at generating extrinsic motivation through economic incentives in the first phase and slowly connect to intrinsic motivations to achieve the desired result in the long run and slowly reduce the extrinsic. When we look at the dimension of inner and outer dimensions. The Extrinsic ones may lead to dissatisfaction in the long run. On the Contrary, if intrinsic motivations are already positive, extrinsic motivations would have to reinforce these intrinsic motivations. As the inner dimension is fuel by itself the sustainability is possible and further progress is very much on the cards. Every policymaker must recognize and acknowledge sustainable development as a goal. That is possible only the inner dimension of individuals are clearly addressed.  Many of the economic theories remain so as a theory if a scientific approach is not adopted to make it practical and application orientation. The modern management thoughts in any growing organization must understand all the dimensions of individual employees and align with the outer world may be a market place or competition for that matter. This will ensure both the sustainability and growth of organizations. Even the personal experiences of individuals when they are positive will result in the excellence of these organizations.  The second part of the inner dimension which will have a major impact on organizational performance is the innovative experiences and mindsets. This may include perpetual engagements, initiatives,  opportunity to create change are the enablers of employee empowerment. If there is a wider gap in the age group of a team, then the reverse mentoring on technological adaptation to non-tech savvy seniors will result in a win-win situation in organizations.

A unified and agile approach to serve the clients collaboratively in a cohesive way is the extension of the inner dimension. Another interesting aspect of the inner dimension for individual satisfaction is the humor in innovation practice as it plays a vital role in human interactions and social dynamics.  A mix of humorous ad serious interactions between employees and leaders will reduce resistance to change management. The mainstream of change may be a functionalist and rationalist, the humor acts as a management tool to first manipulate and then to control human behavior. When the growing organizations address the inner dimension, must be aware of the snowball effect of individual thinking which can facilitate capability building in an organization. Whatever upsetting individuals must be avoided while addressing this internal dimension of individuals. As thoughts are like a chain producing the next link, it ceases only when it reaches the incredibly agitating point to recall. While drafting the human resources policies ensure that they do not wake up the employees to think about the office and the duty to be performed the next day or the target to be achieved. This is called a thought attack which can result in a heart attack.  Humility and inner peace are the two critical aspects which address the inner dimension which can drive the intrinsic motivation to perform better. Therefore, a good practicing human resource manager must build these elements in the performance measurement and management system. As a management practitioner one tends to agree to the fact that accomplishment and achievement are very important for both an individual and an organizational growth, we cannot undermine the power of happiness and inner peace are important dimensions of a meaningful accomplishment of an individual. To put it in a nutshell, relaxing or enjoying while working is more important for better productivity than postponing relax aspect to a later date which means the life is always an emergency to deliver something. Management thinkers must give a thought about this aspect if they want to address the inner dimension.

In an everchanging organization to be successful and to be respected the inner dimensions need to be addressed through the community of practice to integrate academic and service settings to promote the intergenerational and intercultural mentoring process. This includes communication of practice,  identify the underpinning theories, look for border lands and then create a value proposition addressing both internal and external dimensions.  The unlocking of personal growth of individuals is possible only when there is an effort to consciously attain unlike the body functioning accessing every possible thing in the world to make all the parts work effectively. So the dimensions beyond physical needs to be looked into and addressed by the management practitioners. As the external dimension is a collective experience.  Management thinkers and practitioners must now rethink utilizing the unique talents which are part of the inner realm.  The mind and body are only the vehicles of experience and they are external facing.  Most of quality life works in silence than the talkative and expressive ones. There is always a vast dormant space within every being, that is from where all the ideas arise. The Management practitioners must dwell deep into this space to make it a conscious awareness to bring out the best of abilities which are unique from every single individual in the team for both sustainability and growth of organizations. Is it possible to watch the mind from a distance is the question to management practitioners.

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