FUNDAMETALS OF HUMAN BEHAVIOR

1. ALL PEOPLE ARE MOTIVATED. It may not seem that way to teachers, parents, or managers
because of what they experience on a daily basis, but it's true. Students may not be motivated to
be in a particular class… kids may not be motivated to do what their parents say they should be
doing… employees may be just one step behind their managers… but they are all motivated to
be doing something. I have yet to meet anyone who isn't or hasn't been excited about
something.

2. YOU CAN'T, I CAN'T, WE CAN'T MOTIVATE ANOTHER PERSON. WHAT WE CAN DO… IS CREATE
AN ENVIRONMENT WHERE THEY CAN BE SELF-MOTIVATED. This means we can find out what
excites them… really interests them… and allow them to do it. Motivation is nothing more than
having a motive for an action (motive/action)… a reason for doing what we want to do. All we
have to do is find it for that other person, and encourage it to happen. Once motivation builds to
the level of enthusiasm, it is contagious.

3.PEOPLE DO THINGS FOR THEIR REASONS… NOT YOURS. This may seem obvious, but most
people ignore this concept when they deal with people of all ages. It is possible to get people to
do what you want them to do, even if their reasons for doing it are different than yours …
providing they have reasons to do it. So the question is “why” would they do what you want
them to do… because THEY want to do it. If it is their “why”, the potential for getting it done
increases dramatically. This is the reason “why know why” is essential to moving people and
their minds.

4. IN DEALING WITH OTHER PEOPLE, OR A TASK, USE YOUR STRENGTHS… BUT REMEMBER, AN
OVER-EXTENSION OF A STRENGTH MAY BECOME A WEAKNESS. For example, you may be
decisive, but an overuse of this behavior may cause you to be impulsive. This can affect the
quality of your decisions. The strength of people with high dominance is that they MAKE
DECISIONS QUICKLY, but people of action often move without thinking of the consequences.The
other extreme are people who are driven by high compliance, who are concerned about details
and correctness, and may dwell on these issues to the point of NO ACTION.T he fundamental
here is to use your strengths for motivation, but control them for effectiveness.

5. YOU CAN NOT… NOT COMMUNICATE… OR… MAKE AN IMPRESSION ON ANOTHER PERSON IN
CONTACT WITH YOU. From walking through a crowd, to talking to a group, or being involved with
one-on-one discussions, everything about you is communicating or making an impression on
others. This includes verbal (telephone or voice-mail), and even written communication. These
impressions can be negative, neutral or passive, or positive and favorable. These impressions can
be controlled if you are aware of them. It has been said that the most favorable impression you
can make on another person is to be a good listener. Listening is communicating the importance
of the other person in your eyes. An extension of this concept of favorable impressions, is to be
genuinely interested in what the other person is saying. I have found the following two principles
of human behavior to be the most important in human interactions:
6. IF I KNOW MORE ABOUT YOU THAN YOU KNOW ABOUT ME, I CAN… IF I CHOOSE… CONTROL
OUR COMMUNICATION. In the age of influence and persuasion, the concept of controlling the
communication or dialog with other people has reached the level of obsession. If I have the
natural or learned ability to read people… what activates and drives their behavior… I can shape
our communication in a favorable way. Today there are tools and techniques available to the
masses to help understand yourself and others. To facilitate open and two-way communication,
understanding the differences that drive behavior is necessary and achievable.

7. IF I UNDERSTAND YOU BETTER THAN YOU UNDERSTAND YOURSELF… I CAN… IF I CHOOSE…

CONTROL YOU. This principle is responsible for stretching the psychology of persuasion and
influence into the realm of manipulation and control. If I truly know what drives your behavior…
your wants, your needs, and your fears, I CAN, as proven for generations, control your behavior.
At the least, I can attempt to control what you buy in our consumption- based society… to
actually controlling destructive versus constructive behavior.The imperative today is to really
understand what drives your behavior. Fortunately, the tools and techniques for self assessment
and validation are accessible to every individual. The language of behavior is common to all
cultures.

NATURE AND SCOPE OF HUMAN BEHAVIOR

Definition: Any act of an individual person which is considered human behavior is a reflection of
his thoughts, feelings and emotions. It mirrors his needs, values, motivation, inspiration, conflicts
and state of life. Behavior, therefore, consists of all human activities. Importance of Human
Behavior

Apart from the internal environment of the office, the external personal environment plays a
major role in his/her behavior and attitude. We are social animals with unique aspirations,
hopes, insecurities. Only those who enjoy their work can have a healthy balance between
personal and professional life. Those who don't enjoy their work will most likely not be satisfied
with the work nor be content in their personal life due to the imbalance that exists.

One important way to analyze human behavior is to study the relationship effectiveness. How
effectively your staff communicates and relates to each other can tell you how much they care
for their work and the people around them. Without proper training the office dynamic can
become imbalanced just like any natural system. We study human behavior to be able to
understand better ourselves and others, to know the reason why we think, feel, act, speak, and
talk in certain ways. Through this understanding, we can relate to others and vice-versa.

WHY STUDY HUMAN BEHAVIOR

The study of human behavior and human dynamics are absolutely essential for anyone to
cultivate positive relations with others and avoid unnecessary conflict. The study of human
behavior and dynamics needs to be part of any educational curriculum program. The study of
human behavior helps one to understand that it’s part of our human nature to make mistakes,
that good intentions lead to mishaps and that stuff happens. We’ve got to be cognizant of this
knowledge in order to get on with life. And if we are to value positive social relations and getting
along with others, then we need to consider the consequences of our actions and behaviors in
relation to judging others.

Everyone should be equipped with the necessary inter-personal and communicative skills
to function effectively and succeed in a dynamically changing post-modern multi-racial society.
Post-modernism, immigration from non-traditional countries and technological innovation has
changed the landscape and dynamics of human relations and the way we live and conduct our
lives. Educational institutions have an obligation to not only prepare students for the workplace
but to help them cope with and function with ease and comfort in a dynamically changing
society. Having a grasp of human dynamics and self-awareness can help one cope with one’s
emotions and positively deal with others. One learns that to err is human and that we are
imperfect.

Another consideration is that we are currently living in a multi-cultural society which

includes diverse ways of self-expressions and lifestyles which demands that one become aware
of and cognizant of the myriad ways of living and how to be and maintain good relations with
others. We all stand to benefit when we are self-aware and cognizant of differences. Getting
along with others is essential to succeeding in life. If we are too quick to judge others and do so
without awareness, we run the risk of creating ill-will and generating personal conflict and
hindering positive social relations.

When we image ourselves in someone else’s shoes, we can glean insight into their
situation in life and appreciate their motivation and behavior. Having such knowledge can help
one find a way to deal with others and avoid unnecessary conflict. Also, if one chooses to judge
someone, one can do it in an appropriate way that focuses on the behavior of the other person
while at the same time affirming the individual. By respecting the precept, “You can judge no
one until you judge yourself,” one can avoid unnecessary conflict which may cause ill-will. Also,
harmonious relations are a hallmark of a healthy society. We all have a responsibility to create a
healthy society. The above precept teaches us to think before jumping in and judging others. It
also helps us to develop an open mind. An open mind helps one to cope and live with others
respectfully.

We should all study human behavior to maintain positive social relations with others and
in order to contribute to a harmonious society. Social skills shouldn’t be left to chance.
Institutions should not only prepare students for the workplace but to live and succeed in a
dynamically changing society. Social skills need to be taught!
Thinking tend to solve a problem the way the books say it, for example: "A system of rewards
and benefits it can be expensive and minimally effective, especially when used without
knowledge of behavior analysis. In these cases there is no significant relationship between the
bond and productivity. "(Bucklin and Dickinson, 2001) However, is embodied solution on paper is
not entirely true since to be one, should be repeated under the same conditions and variables
the original and isolate all uncontrollable variables that could affect the result situation. The
study of human behavior management is a very important tool in not only learn to understand
the behavior of others, if not to predict them and use them for the benefit of the organization
but also know that as human beings are unpredictable and not there is a rule that applies to
everyone. According to Robbins Stephen defined as "The field of study that investigates the
impact of individuals, groups and structures on behavior within organizations for the purpose of
applying the knowledge gained in improving the effectiveness of an organization”.

So taking into account that definition we see the importance of the study of human behavior
within organizations. Added to this is added the fact that the human being is a social being and
needs the interaction; taking into account that all individual existence is determined by
innumerable influences of the human environment, it is understood that every action or
behavior that develops in a working group will impact and how to deal with them or how to take
advantage depend on the ability to identify and predict a response or consequence

ORGANIZATIONAL AND MANAGERIAL CHALLENGES IN 21ST CENTURY

Published in the Management Accountant, Journal of the Institute of Cost and Woks Accountant
of India, Dec 2011.]

The discipline of Management is on the threshold of radical rethinking. A group of leading

business and management thinkers and practitioners assembled in May 2008 to layout a
roadmap for reinventing management. The conference was organized by the management Lab
with the support of Mckinsy and Company. The well-known management Guru, Gary Hamel in a
thoughtful article in Harvard Business Review, “Moonshots in Management” presents the
conclusions of the conference in the form of a list of management challenges of the future. This
essay is a brief review of the HBR article in the light of an integral and evolutionary vision of life.

Management at the Cross Roads

Has management as a profession come to a dead-end? In this article under review, Gary Hamel
argues that what is called as “modern” management in its traditional form of theory and
practice, has reached the limit of its possibilities. The emerging and future world of business
and management will bring new challenges which require an altogether different paradigm of
management. After an intense debate and discussion, the leading management minds which
gathered at the conference organised by Management Lab, charted a list of twenty-five
challenges facing 21st century managers and corporate leaders. We cannot reproduce the entire
list in this brief review. For the purpose of our present discussion, we may classify the essence of
these challenges into four categories:

1. Rethinking the philosophical foundations of management towards a higher and nobler

purpose

“Ensure that the work of management serves a higher purpose” is the first in the list of
management challenges. Gary Hamel rightly points out that the traditional goal of maximizing
shareholder wealth is “inadequate in many respects” because it “lacks the power to fully
mobilize human energies.” And therefore, “tomorrow’s management practices must focus on
the achievement of socially significant and noble goal.”

However in the corporate world it is not enough to have noble and inspiriting goals. The
company should also be innovative and adaptable. This requires broadening the mental
horizons of management with insights from “fields as diverse as anthropology, political science,
urban planning and theology.” There must also be a radical change in the language and practice
of management from mundane and uninspiring terminology or ideals like “efficiency”, or
“advantage”, to “deeper, soul stirring ideals such as honor, truth, love, justice and beauty” which
have “long inspired human beings to extraordinary achievements and can no longer be relegated
to the fringe of management.”

Redesigning the organisation into a more open, democratic and inclusive community

There must be a greater sharing and diffusion of power, knowledge, information into all the
members of the organization at every level of the corporate ladder, which means greater
empowerment of the people in the lower levels of hierarchy, especially with the front-line
employees who are in direct contact with the customer. Strategy-making should move away
from a top-down process done and imposed on all by an elite few at the upper levels of the
organization towards a bottom-up process which enables every employee to participate in
evolving the strategy. Similarly decision-making, problem-solving and innovation systems of the
organization must be able to harness the “collective wisdom of the entire organisation.”
Rethinking leadership and control towards a more equitable self-managing power-structure

Leaders of the future must be able to create an environment which leads to self-management
and self-discipline among the employees rather than an imposed control from about through
compliance to rules, or fear of punishment. The leader must be able to create a high-trust
culture which unleashes the creativity of people. He or she must rely less on authority or
position and more on shared vision, values and purpose. Regarding hierarchy, Gary Hamel
states: “The traditional organizational pyramid must be replaced by a natural hierarchy where
status and influence correspond to contribution rather than position.”

Reinventing management education and training towards a more right-brain thinking

The traditional management education and training relies heavily on left-brain thinking,
deductive reasoning and analytical thinking. The managers of the future require a different set
of skills based on the functioning of the right-brain like holistic or systems thinking, intuitive
problem-solving and value-driven decision-making.

The Evolutionary Context

The best minds in management were thoughtful and precise in identifying the management
challenges of the 21st century. However there is nothing entirely new in the list of challenges.
Most of them are part of the new and emerging paradigm in management, discussed and
debated in the growing management literature on this subject. However what is lacking in the
discussion is a clear and precise understanding of the change or evolutionary transition which
humanity as a whole is going through. In otherwords, first we have to understand and identify
clearly the evolutionary challenges facing future humanity as a whole and based on this
understanding, we have to figure out what will be its implications for business and management.

As the intuitive and evolutionary thinkers like Sri Aurobindo and Teil-hard-de-Chardin have
pointed out, the main evolutionary challenge facing humanity is the growth of consciousness
from the rational, divisive and analytical consciousness of the mind towards the unitive, holistic
and intuitive consciousness of the Sprit. The ultimate goal of this evolution is towards the
creation or establishment of a Global Consciousness, wherein humanity discovers its inner
spiritual unity. Sri Aurobindo called this higher consciousness as the “Gnostic” or
“supramental” consciousness and Teil-hard-de-Chardin named it as the “Omega Point” beyond
the rational mind. This is the deeper and inner significance of the present trends towards
globalisation, which is moving towards, not exactly a global society or a global government, but a
global consciousness. The path to this global consciousness is through a system of values,
education and culture which leads to a moral, psychological and spiritual development of the
individual and collectivity. When this global consciousness expresses itself in the outer life it will
lead to a global civilization, governed and united by the principle of a free, rich, harmonious and
mutually complementing diversity.

This is the inner imperative of the future evolution of mankind. In the external world, the main
thrust of the evolutionary drive of Nature seems to be towards greater distributive justice which
means greater diffusion of knowledge, power, wealth and culture into the masses, especially
those who are suppressed or exploited in the previous cycles of evolution. This evolutionary
thrust is expressing itself in the emerging society through the following movements:

Increasing empowerment and participation of woman, with more and more woman entering
into the professional world and raising to leadership position.

Greater empowerment and participation of those workers in the lower levels of the corporate
hierarchy.

Thrust towards inclusive growth, economic upliftment of the poorer section of the society,
people participation in development, and a greater focus on minorities.

The Integral View

These are the inner and outer evolutionary imperatives of the future. Those individuals or
groups─organisations, communities or nations─who are able to successfully achieve or
implement this evolutionary transition will gain evolutionary advantage over others and will be
the leaders of the future.

What are the implications of this future evolutionary imperative for business and management?

First, in the domain of vision, mission and values organizations have to discover a higher
purpose which can inspire and trigger this higher evolution within the organisation.
 Second, in the domain of Human Resources Development, there must be a greater attention to
the development of the moral, aesthetic, intuitive and spiritual faculties and potentialities of
employees which will lead to their higher evolution.

Third, in the domain of Organisational Development, creating a corporate environment and

culture which felicitates this higher evolution among employees and also helps them to express
this inner and higher growth in the outer life. In this task, building consciously an organizational
community governed by the values of French revolution: liberty, equality and fraternity, will be a
great help. This means reinventing the values of democracy at the organizational level. In this
task, the corporate world can perhaps do a better job than the political world because of two
reasons: first, in our modern age the world of business is much more dynamic, efficient and
innovative, with a much greater capacity for organisation and execution than the world of
politics; second it is easier to implement or organise the triple values in the smaller space of an
organization than on the larger scale in a nation. However, the key to a practical synthesis of the
triple value lies in the third, Fraternity or more specifically an inner fraternity in the mind, heart
and soul of people or in other words, unity of consciousness.

Fourth, in the domain of corporate social responsibility, there must be a greater integration of
the corporation with the community, which means a more creative deployment of the expertise
and resources of the corporation for the development of the surrounding community as a
whole.

Fifth, in the domain of sustainability a more integral attunement of the corporate life with the
laws and way of Nature in the physical as well as psychological and spiritual dimensions.

The management challenges presented by Gary Hamel provide a reasonably accurate guide for
managers in understanding the problems and possibilities confronting the future of business and
management. However they have to be viewed in a more and evolutionary perspective. The
challenges in the five domains which we have outlined earlier provide such a deeper and
broader perspective.