“Linking the Learning's of Bhagavad-Gita with Corporate Human Resource Management Practices” Essays

Words: 4225
Pages: 17


“Linking the Learning’s of Bhagavad-Gita with Corporate Human Resource Management Practices”


Nishant Saxena

Assistant Professor-HR

Disha Institute of Management and Technology, Raipur


It is widely acknowledged that religion has a powerful influence over the human behavior. Human beings carry these learning’s to organizations, may be, in a dormant fashion. All religions have put forth basic guiding principles and tenets for mankind to follow. An interesting perspective is that we may integrate these learning’s with firms Human Resource Management. The Bhagavad-Gita is one of the best known and most frequently translated of the Vedic religious text. It has drama, for its setting is a scene of two
…show more content…
Looking into the approaches to HRM, Bhagavad-Gita can be considered as a propagator of Soft HRM, as this model traces its roots to the human relation school, emphasizing communication, motivation and leadership. The soft approach to HRM emphasizes the need to gain the commitment- the ‘hearts and minds’ of employees through involvement, communication, and other methods of developing high commitment, high-trust organization. It has been observed that even if the rhetoric of HRM is soft, the reality is often hard with the interest of the organization prevailing over those of the individual (Truss 1999). The overall purpose of HRM is to ensure that the organization is able to achieve success through people. Where in the aim of Bhagavad-Gita is to teach the aspirant how to establish equanimity both in internal life and in activities in the external world to help develop tranquility within, and to explain the art and science of doing actions skillfully and selflessly (Swami Rama 1985). Walton (1985) of Harvard also expanded the concept by emphasizing the importance of commitment and mutuality.

Human Resource Management involves all management decisions and actions that affect the relationship between the organization and employees- its human resource (Beer 1984). It is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce,