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K S Venkataraman - My Blog
Diffidence vs. Self Confidence
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Diffidence vs. Self Confidence
K S VENKATARAMAN During that evening, Mani Sharma, a very famous singer was to sing in a music hall. There was a very huge crowd of his fans. The house was full. Quite a number of connoisseurs of music had gathered in the hall and had taken seats in vantage rows. Everybody was eagerly waiting for the arrival of the singer. There was some delay. Then Manian, the Secretary of the Sabha (music hall) came to stage and announced that due to some unavoidable reasons, the singer could not arrive as programmed.
The disappointment of the fans was obvious. The clamor filled the air. The Secretary continued. He said, “I understand your disappointment. I am sorry for what has happened. We have arranged another concert by this young man, Balan as a stopgap arrangement. I request you to understand and remain for the concert.”
The people understood the position but they could not accept the new singer in the place of the famous singer they were expecting to hear. The Secretary of the Sabha also announced the new program apologetically. He did not say a nice word about Balan. The tinge of regret in his voice was not helpful to the new singer. His request to the audience to stay back made it appear as though staying back was a sort of punishment for them.
The circumstances were not ideal for Balan to begin a new career. He had a very good practice but this was his first appearance on stage. He had to sing instead of a great singer, who had made name and fame in the field. The audience was unfriendly, if not inimical. The sort of introduction he got was, to say the least, not encouraging to him.
These circumstances would have completely drained any diffident person of his energy. He would have imagined that the whole audience was bent on humiliating him. Much anger would have welled up in his mind against the Secretary, for not having introduced him properly. He would have found it impossible to perform even at his average level, leave alone performing at his best. He would have left after registering an indelible, bad impression in the minds of the audience. He would not have seen it as an opportunity to prove himself but as a doom-laded pitfall. In short, he would have confirmed the disappointment of the fans and spoiled his career in music.
But, Balan was made of a different stuff. He was a self-confident person. He conducted himself with majesty. He was viewing it all as a fortunate opportunity. He was determined to make the most of it. He was already visualizing a very good admiring audience. He was eager to hear their applauses soon.
He noticed that the Secretary was not very enthusiastic about introducing him well. That only intensified his inner determination to succeed. He was not depending on courage from any external source. He told himself that his success was not dependent on the few words of praise from the Secretary. He dismissed the action of the Secretary with a sense of pity that he (the Secretary) did not know how to do his job. He was not placing himself at a position subordinate to that of Secretary. He judged him for a moment, found his introduction irrelevant and threw him out of his mind, without the least hatred. He only retained his gratitude towards the Secretary for having provided such an opportunity.
Actually, he was appreciative of the fact that it was a rare opportunity for him to substitute such a famous singer, to perform in the presence of a learned audience in such a big Sabha. He believed that it augured very well for his progress. He made a mental commitment to perform exceedingly well.
When he appeared at the stage, it was not absolute silence that greeted him. People were murmuring among themselves. It was a mixture of complaint, dissatisfaction, impatience and indifference. In the absence of a proper introduction, most of them believed that the newcomer was going to spoil the evening. The singer was shrewd enough to judge the attitude of the audience accurately.
He addressed the audience in a confident voice.
“Ladies and gentlemen, good evening to all of you. I am exhilarated to be here in front of such a learned audience. Where else I can sing before a great group of connoisseurs like here!
First of all, I convey my heartfelt thanks to Mr. Manian, the Secretary for having blessed me with such a great opportunity of singing before you.
I regard Mani Sharma, as my role model. I consider this a result of my poorva punya that I have had this great opportunity to substitute such a reputed singer, whom millions of knowledgeable persons like you admire all over the world. I dedicate my performance to Mr. Mani Sharma, as a mark of my ineffable respect for him.
Thank You.”
The audience applauded in appreciation of this speech, even before they heard him sing.*
The newcomer began to sing. Knowing the full value of the opportunity, he gave his best to the performance. He excelled himself. He got the applauses from the audience umpteen times. He went up several steps in the ladder of estimation of the audience and the Secretary of the Sabha as well.
This is how self-confidence enables one to achieve success, even when failure seems to be certain. Without self-confidence, one will be unable to present himself properly or acquit himself creditably.
*Notes
First of all by praising the audience, as ‘learned” and ‘connoisseurs’ he made friends with them. He thanked the Secretary openly and his mind became free of any misgivings about him. He revealed his own respect for Mr. Mani Sharma, whom the entire audience respected; and thus became one among them. By establishing his common ground with them like this, he converted an unfriendly audience into a friendly one. Such a brief and confident speech endeared him to the audience and he was no longer ‘new’ for them.
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| January 23, 2008 | 3:01 AM |
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HRD - Human Relations Development - A New Definition
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Human Relations Development (HRD) K S VENKATARAMAN Managing man power
If we want to do something, we need the time, money and manpower for it. Without organizing these three, we cannot do anything.
The time is an infinite flow. Here we refer to a given length of time necessary to complete a work. When we want to organize and manage a project, we calculate the time needed for it. Suppose a bridge has to be constructed. Based on experience and availability of other resources, we estimate the time it would take, say, two years. Based on our calculations, we recruit say, a hundred persons. Each person works eight hours daily. Management of time of the individuals and that of the project are inter-related. The time factor becomes part of the human factor.
The money is a transformation of human energy over a period. Management of money is thus a specialization of man-power management.
The idea is not to belittle the significance of management of time and money or to refute their claims as distinct specialties. My intention here is to analyze the scope for the improvement of the definition of HRD.
There are also thinkers in this field, who classify the factors of organization as physical resources, financial resources, information and knowledge resources, and human resources.
Evolution of HRD
There was a time when the importance of human factor was not recognized. The factors of Time and Money were considered very important. The organizational managers, referred to human beings just as ‘hands’ needed to finish a work.
From the times of slavery, we have come a long way. After several improvements, it became ‘Personnel Management’ and then has attained the present form ‘Human Resource Development’.
Still, the definition of the management of the human factor in the organizational scheme of things has not become perfect.
It is true that now by Human Resource Development we mean the proper management of the human factor. We do recognize the needs of development of human being and corresponding obligations of the organization. However, we still commit the mistake of equating the human factor to other factors like time and money.
Present definition of HRD is: Human Resource Development is helping employees develop their skills, knowledge, and abilities. It does include providing opportunities for training, career development, improvement of standard of living and so on.
All aspects of Human Resource Development focus on developing a more efficient workforce, capable of serving the organization and the customer in a better manner.
William R. Tracey defines human resources, “The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization.
Human Resource Development includes the organizational function that deals with the human beings and matters like compensation, hiring, performance management, and training. Each person in the organization is a Human Resource.
Don McIntosh differentiates Human Resource Management (HRM) and Human Resource Development (HRD). He concludes, “In practical terms, the core practice of HRD consists of two major areas of activity: training and development, and organizational development.”
It is a matter of general acceptance that the goal of HRD is improvement of the performance of the organization by maximizing the efficiency and performance of people. That is, HRD represents efforts to develop knowledge and skills, actions and standards, motivation, incentives, attitudes and work environment of human factor in an organization.
Need for Change in understanding HRD
Firstly, there seems to be no need or possibility for improving the term Human. We have eliminated the indignity attached to the workers and restored the dignity by having adopted this word ‘Human’.
Secondly, the term Development also perfectly suits. The term Development ensures that the human factor is not to be slighted. It has to be valued, preserved and improved.
There cannot be two opinions that the focus is on the project completion and so on organizational efficiency. If the term Development is linked with organizational development and secondarily, with individual (human) development as a means for it, it is understandable. The human development here can be designed and drawn only on the larger canvas of organizational development.
Thirdly, when we analyze the term Resource, we see a lacuna. Other factors, like money and machines are capital resources. The Oxford Dictionary describes the word ‘Resource’, “an expedient or device; the means available to achieve an end; a stock or supply that can be drawn on; available assets” and so on.
A resource is something material, capable of being improved but without volition. A human being is much more than that.
It is true that a human being can also be improved. For this, the cooperation of the human being is important. Teachers improve students, only by interacting with them. Not by chiseling or polishing them in the workshop.
For an individual, his or her ability to sing or dance may be a resource. That ability or talent is the individual’s resource and only by his own efforts, he can improve them or spoil them. In an organizational context also, this is very relevant.
The organization influences the human being first and then his resources. If the organization takes efforts to improve the employee’s resources, it cannot do so on its own, without the involvement and cooperation of the employee. Such involvement and cooperation could be gained only by improved relations with him or her.
While other resources do not admit of any possibility of interaction or relationship, human beings are influenced only by that; and not by anything else.
When we use the word ‘Resource’ it sounds somewhat impersonal and distant. We need a word that would indicate closeness, friendliness and mutual well wishes.
As such, it should be Human Relations Development and not Human Resources Development. The acronym remains the same. However, for the HRD practitioners, such a revised perspective would mean a lot. It would go a long way in strengthening unity among the people working in the organization.
A new definition of HRD
I have attempted to draw a revised definition of HRD as follows for kind appraisal by our learned brethren in the great field of HRD. Human Relations Development (HRD) is systematic understanding of the physical and mental conditions of employee(s), including their potentials. It includes helping them develop their skills, knowledge, and abilities by bringing about better relations with them and by enabling them to take advantage of suitable opportunities for training, career development, improvement of standard of living and so on, in consonance with the organizational objectives.
K S Venkataraman is the associate editor of Dynamic Youth online magazine. He could be reached through e-mail: dynamicyouth_development@yahoo.com
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| January 12, 2008 | 11:01 AM |
About www.dynamicyouth.org
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 Hi Mr. Venkataraman Really nice to see a website fully dedicated to youth and specially with Indian origin. Because on internet, we do have many youth oriented websites but their material & target audience is totoally something else.
Keep the good work going sir !!! Regards Umashanker
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| January 7, 2008 | 12:01 PM |
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Youth reaction to the assassination of Benazir Bhutto
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Youth reaction to the assassination of Benazir Bhutto Dear friends,
I reproduce below an extract from the Editor's page of Dynamic Youth, January 2008 relevant to the assassination of Ms. Benazir Bhutto. A detailed account of this tragic event, to be perceived by humankind as a failure of human relations, has been published in this issue of Dynamic Youth (January 08)
One more thing just now I had to regretfully add. In the long list of gruesome murders of human history, an addition has been made. I refer to the gory assassination of Ms. Benazir Bhutto on 27th December. There is no reason or objective under the Sun that could justify such an atrocity. My dear youth, such bad incidents occur because of loss of values and goodwill among the people. This is a subject worthy of cogitation by all of you. We should put an end to acts of terrorism and extremism by spreading human values.
The Pan-Commonwealth Youth Caucus Statement on Benazir Bhutto's Assassination is a proof of the fact that today's youth take serious notice of such blunders committed in the names of politics and religion; it is a solid evidence that such gruesome activities are definitely not to their liking; it is a notice served on their seniors to stop behaving irresponsibly, endangering humanity; and, above all, it is a reassurance that politics and religion of the future would not be founded on hatred.
This statement reflects the voice of the global youth against teh beastly crime committed against a leader that goes against all the human values. Let us communicate this statement, straightforward expression of the stand of the modern youth, to all the peoples of the world; and hope that it would stir in the minds of all a moral awakening.
With kind regards,
K S VenkataramanElaine Howard wrote:
Pan-Commonwealth Youth Caucus Statement on Benazir Bhutto's Assassination
3 January 2008 As young Commonwealth leaders and active members of society between the ages of 18 and 29, we are greatly saddened by the assassination of Former Prime Minister Benazir Bhutto in Pakistan on 27 December 2007.
While we do not take sides in the political arena in any country, this event may be seen as an indication that the world in general is slipping further away from peace.
As young people who are aware that such an event is likely to have global ramifications, we encourage our peers in Pakistan, the Commonwealth and across the world to take this opportunity to promote peace strongly in their own communities to show that civil paths to peace still exist in times of turmoil. To move forward, young leaders of the Commonwealth encourage our national leaders to engage youth in positive ways, not only during the aftermath of Bhutto's death, but in the longer term so as to prevent events like this from occurring again. We encourage national, regional and community leaders to set the foundations for peace in their own communities by offering distinctly non-violent channels of youth engagement in society, such as employment opportunities, interfaith and inter-ethnic initiatives, community service programs, classes on world civilizations and conflict resolution, and opportunities for reconciliation.
We ask this not only for ourselves but also for the future of the Commonwealth and by extension our global society, which must learn from this tragedy.
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| January 5, 2008 | 5:01 AM |
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Dynamic Youth Magazine - January Issue
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Dear Youth of the world,
Wish you all a very happy Christmas and a prosperous New Year. I wish that all your developmental plans for the year 2008 should be fulfilled successfully.
Coming to fulfillment of plans, I want to tell you, all our life situations depend on three things. Our natural traits and abilities, opportunities we have now and then, and our efforts.
One may have been blessed with sweet voice; another person’s voice may be cacophonous. One’s hair may be curly; another may have flowing and straight hair. If only we care to think, we would be surprised about how many things have been simply bestowed on us. We begin our life just on given settings, upon which neither we had any control nor could we exercise any option. Somebody is favored with very rich surroundings and healthy family background; and somebody else is born in conditions of abject poverty and unhealthy, criminal environment. Though all the natural gifts do matter, neither we did have nor do have now any choice over them.
Secondly, the opportunities that seem to flow towards some persons in large numbers may not do so in the case of some other persons. However, opportunities are not entirely beyond our control. If we were alert, if we keep our eyes and ears open, we would not allow any good opportunity to slip through our fingers. At times, we can also create opportunities. We should not be timid or hesitant. We should be eagerly looking for opportunities that would help us. Such wakefulness would certainly bring good opportunities to us.
The third factor for fulfillment of plans is ‘efforts’. By efforts, we mean ‘doing our best’ from the stage of conception to fulfillment. Good planning and efficient execution will certainly reward us with fulfillment of our plans. This factor is entirely in our hands. If a plan fails for want of adequate efforts, we shall have to blame only ourselves.
If gifts of nature are absent, if opportunities are not forthcoming on their own, we have no reason to grumble. Even a person, born with silver spoon in his mouth, whom his father-in-law elevates to the position of chairman of a group of Profitable concerns, cannot fulfill his plans without adequate efforts. Let us concentrate on our efforts and convert even hostile situations into hearty victories.
One more thing just now I had to regretfully add. In the long list of gruesome murders of human history, an addition has been made. I refer to the gory assassination of Ms. Benazir Bhutto on 27th December. There is no reason or objective under the Sun that could justify such an atrocity. My dear youth, such bad incidents occur because of loss of values and goodwill among the people. This is a subject worthy of cogitation by all of you. We should put an end to acts of terrorism and extremism by spreading human values.
I invite the attention of all of you, to a historical document published in this issue of Dynamic Youth. Representatives of youth organizations from Africa and Europe met from 5 to 7 December 2007 in Lisbon, Portugal at the Africa-Europe Youth Summit, on the eve of the second EU – Africa Summit of Heads of State. A declaration issued by this Youth Summit reads like a vade mecum for the global youth. Touching upon all the salient features of Global Youth Development, the declaration depicts the vision of the global youth about the peaceful world and prosperous future. I request all of you to read the document carefully and convey your valuable ideas as feedback to Dynamic Youth.
Wishing you all the best,
T Joseph Benziger
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| January 3, 2008 | 4:01 AM |
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