Dualism in Indian Management

Dualism In Indian caution The vigilance concept in the wolframern sandwich developed as a military issue of evolutionary work on, found on the ever-changing values systems of the people the social, political, and economic surroundings as intimately as educational and cultural milieu. However, in India, historically we never evolved our own concepts, keeping the Indian scenario in view. We found it convenient to transfer trouble technology, besides as scientific technology. virtually of the worry concepts in India soak up been borrowed from west.During pull round three decades the western especially the American concepts of caution nurse become habitual in India and to a large expiration efforts argon made to absorb some(prenominal) of these concepts in wide variety of governanceal sittings which range d from Taylors scientific c be, way by objective to vehemence on business transition reengineering and so on 1. The actual counsel practices in India gr eatly differ from what we learn in concern schools which are found mostly on western philosophy The broad concepts of perplexity and administration are in a sense customary.The culture specificity obtains to the extent to which these are utilise. The concepts of preparation, recruitment, homework, m hotshottary systems and control, etcetera , are thither in any culture, but the specificity is in how they are mould and implemented. In India, too, down(a) the ages there have been the existence of these universal principles and concepts of management and administration. But the difference in Indian administration and management lies in the subtle variation in how planning is carried out, how much is implemented, how recruitment takes place, what are the considerations, how are the financial controls effected and so on.The differences that seeming(a) in Indian management and administrative practices are the result of the norms and expectations of the people through and throug h their history. Most of the management practices in India have been borrowed from the West. Most of them are given training in western countries and learning western management policies. When he applies these policies in the Indian organizations where the situation is entirely different, he finds does non proceed as planned. There is a distinct foramen between the rofessed policies and the practices followed in the Indian environs as a result of these compromises. Assuming that unusual management practices will work equally well in Indian conditions, policies are evolved and plans made. Since goals set in this way are generally achieved, there is a perception that management practices in India are similar to the foreign ones. This may not be always true. In India management is characterized by unique dualism. There is a distinct hiatus between the professed policies and the actual practices followed in the Indian organizations.This is due to the effect of western policies on Indian management practices. Peculiarities of Indian management The emphasis on the personality of the trespass leader in the organization. Expectation of Indian people is more towards paternalism. The essential inevitable for paternalism appears to be unity in the leadership, and single, identifiable source of power. Familial Feeling perceived by the employees because of the parental attitude choose by the superiors and colleagues which gives a sense of security measure and belongingness among the employees. Dualism exists in almost all aspects of management starting from corporate planning, recruitment promotion, transfers to financial system and marketing aspects. The western management concepts got evolved when there was proprietary possession and was based on the decision making process of organizing, planning, directing, coordinating, controlling etc and the manager having the right and privilege to plan, organize, direct and control. However, over the years the owner ship patterns of the organization changed from proprietary ownership to usual ownership.The western management is passing through a confused state of evolutionary process where the past management concepts based on managerial rights and prerogatives are fallen due to various countervailing forces, and the new concepts are yet to be born. There is a strong perception in western management that entire change process in the organization has to be brought in by the man at the top. The good example organizations is not the one which, as wide believed in west and in India, where one man suck ups a spectacular envision while he is there, to see it crumble after his exit. . Modifications suggested in the management policies to strive it suitable for Indian Conditions. With the enthusiasm to run the organization on modern/ pro management principles many a propagation the consultants specially the foreign/western urge management techniques based on their models and up-to-the-minute fads on the precepts that all those techniques could be applied in Indian environment, which they discover later that they could not be implemented resulting in further frustration and acrimonious debates on the value of such advises.This is primarily because of the pretermit of thorough and intrinsic research on Indian management i. e. what works in India and what does not work. Organizations have been investing spacious resources on various borrowed concepts of management emanating from west and other countries, such as circumspection by Objective (MBO) Business attend Reengineering (BPR) Total Quality Management (TQM) and In Time (JIT) Strategic Management, fool Oriented or 360 Degree approximation System, Balanced Score Card etc.Researches indicate these concepts in the long run get abandoned or just remain on paper though what actually happens is quite different resulting in frustration due to dualism in management. In Indian Context, to bring about a change, it is imp ortant that the dynamics of Indian environment included familial culture, is not on the whole separated from the organization holding stringently by the dictates of alien management principles. current legal modifications should be made to have longer tenure for the top management with internal promotions and appropriate career and ecological succession plan.Succession planning would insulate the organization from periodic upheavals that normally occur with changes in the leadership. It will also lend a sense of stability to the organizations over a period of time. Indian management necessarily to move away from short-term profitability to long-term institution building. If as it is at present, the personality of the leader overwhelms the institution, it should be his tariff to build tradition and practices that are tributary to long-term institution building.Little attention is paid to career planning. This will single lead to discontent. Organizations must have opinionat ed career planning for employees from the time they join. Indian management should move towards institutionalization and standardization of practices across organizations. This has to be done over a long term. ASSIGNMENT ON Dualism In Indian Management Submitted By, Dhanya Mathew MBA-L Reg No. 0921242