Triguna Theory: Sattva, Rajas, Tamas

• Triguna Theory is a fundamental concept in Indian philosophy.
• It's found in Samkhya and Vedanta traditions.
• Describes human nature and behavior based on the three "gunas".
• The three gunas are is Sattva, Rajas, and Tamas
• These influence thoughts, actions, and decision-making, in varying proportions for each individual.

Sattva (Purity, Knowledge, and Harmony)

• Represents balance, wisdom, truth, and righteousness.
• People with dominant sattva are calm, selfless, disciplined, and ethical.
• A sattvic leader in business is ethical, socially responsible, and focuses on long-term sustainability.

Rajas (Activity, Passion, and Dynamism)

• Represents ambition, restlessness, and desire for achievement.
• Those with dominant rajas are energetic, competitive, and focused on personal success.
• A rajasic leader is driven by profits, innovation, and expansion but may act unethically.

Tamas (Inertia, Ignorance, and Darkness)

• Represents laziness, ignorance, and lack of clarity.
• People with dominant tamas are indifferent, unmotivated, and resistant to change.
• A tamasic leader may engage in unethical practices, corruption, or negligence.

Relevance in Business Ethics

• The Triguna Theory helps understand employee behavior, leadership styles, and ethical decision-making.
• Ethical businesses cultivate Sattva, balance Rajas, and reduce Tamas.
• Goal is to create a responsible and sustainable work environment.

Management Lessons from Indian Heritage Scriptures

• Indian heritage scriptures provide insights into leadership, ethics, and management. Indian heritage scriptures are the Bhagavad Gita, Arthashastra, Upanishads, and Ramayana.

Leadership through Dharma (Bhagavad Gita)

• Dharma (duty) is emphasized by the Bhagavad Gita as the guiding principle for ethical leadership.
• Lord Krishna advises Arjuna to perform his duty selflessly, without attachment to results.
• Focus on ethical decision-making and long-term sustainability.
• Avoid a short-term profits.
• Ratan Tata prioritizes ethical business practices over profitability.

Strategic Thinking & Governance (Arthashastra)

• Kautilya's Arthashastra highlights strategic planning, economic policies, and governance.
• Aim is to achieve effective administration.
• Corporate leaders and policymakers use strategic frameworks.
• Strategic frameworks include SWOT analysis and risk management.
• Aim is to ensure business stability and competitive advantage.
• Amazon uses strategic expansion and governance to sustain global leadership.

Employee Welfare & Ethical Management (Ramayana)

• Lord Rama's rule (Rama Rajya) symbolizes an ideal kingdom.
• Employees (subjects) are treated with fairness, respect, and compassion.
• Companies prioritize employee welfare, work-life balance, and ethical management.
• Google and Infosys do this to enhance productivity and loyalty.
• Ethical HR practices improve organizational culture.

Detachment from Results (Bhagavad Gita - Nishkama Karma)

• The Bhagavad Gita promotes Nishkama Karma.
• This means performing duties without being overly attached to the outcome.
• Successful entrepreneurs and managers focus on innovation and value creation.
• They focus on innovation rather than immediate rewards.
• Elon Musk is an example of this.
• A growth mindset fosters resilience and long-term success.

Sustainability & Corporate Social Responsibility (Upanishads & Vedas)

• Indian scriptures emphasize harmony with nature and sustainable living.
• The Upanishads teach the concept of Vasudhaiva Kutumbakam.
• Vasudhaiva Kutumbakam means (The World is One Family)
• This promotes social responsibility.
• Businesses focus on CSR (Corporate Social Responsibility) and ESG (Environmental, Social, and Governance) policies.
• Tata and Patanjali integrate sustainability into their business models.

Kohlberg's Moral Cognitive Development Theory

• Proposed by Lawrence Kohlberg, an American psychologist.
• Explains how individuals develop moral reasoning through different stages.
• Builds on Jean Piaget's cognitive development theory.
• Categorizes moral growth into three levels, each containing two stages.

Pre-Conventional Level (Self-Interest Driven)

• Characterized by prioritizing personal gain and punishment avoidance.
• Common in children but can also be present in adults.

Stage 1: Obedience and Punishment Orientation

• Right and wrong are determined by avoiding punishment.
• Example: A child avoiding stealing due to fear of punishment.

Stage 2: Self-Interest and Reward Orientation

• Morality is based on personal benefit.
• E.g. "what's in it for me?".
• Example: An employee working extra hours only if they receive a bonus.

Conventional Level (Social Approval Driven)

• Following societal norms, laws, and expectations to maintain order and social relationships.

Stage 3: Interpersonal Relationships (Good Boy/Good Girl) Orientation

• Moral behavior is guided by seeking approval from others.
• Example: A student studying hard to be praised by teachers and parents.

Stage 4: Law and Order Orientation

• Moral reasoning is based on obeying laws and maintaining social order.
• Example: A citizen following traffic rules due to belief in law and order, not just fear of a fine.

Post-Conventional Level (Ethical Principle Driven)

• Individuals develop their own moral principles.
• In this stage they may question societal norms for ethical reasons.

Stage 5: Social Contract Orientation

• People recognize that laws are important, but can be challenged for greater good.
• Example: A whistleblower exposing corporate fraud despite legal risks to uphold justice.

Stage 6: Universal Ethical Principles Orientation

• Morality is based on universal principles like justice, equality, and human rights.
• This stage involves breaking laws for greater good.
• Example: Mahatma Gandhi's non-violent resistance against British rule.
• It was against the law at the time.

Relevance in Business Ethics

• Theory helps understand ethical decision-making in business.
• Pre-Conventional: Corrupt managers might focus only on profits and avoid punishment.
• Conventional: Employees follow ethical rules to maintain corporate reputation.
• Post-Conventional: Ethical leaders uphold moral values, even if it means challenging unjust practices.

Difference Between Eastern & Western Management

• Eastern and Western Management styles have evolved from different cultural, philosophical, and historical backgrounds.:

Philosophical Basis

• Eastern Management: Rooted in spirituality, ethics, and collectivism.
• Examples include Bhagavad Gita, Confucianism, Buddhism.
• Western Management: Based on individualism, rationality, and capitalism.
• Examples include Greek philosophy, Industrial Revolution

Leadership Style

• Eastern Management: Transformational & Participative, Leaders act as mentors (Gurus) and emphasize harmony.
• Western Management: Transactional & Authoritative, Leaders focus on performance, efficiency, and results.

Decision-Making

• Eastern Management: Consensus-driven – Group discussion, patience, and long-term vision.
• Example: Japanese Ringi system.
• Western Management: Quick, individual-driven, Decision-making based on logic, efficiency, and short-term goals.

Work Culture

• Eastern Management: People-oriented, Focus on relationships, loyalty, and long-term employment.
• Example: Tata Group.
• Western Management: Task-oriented, Focus on performance, competition, and job mobility.
• Example: Silicon Valley.

Ethical Approach

• Eastern Management: Dharma & Karma-based, Ethical responsibility toward society.
• Example: Corporate Social Responsibility in India.
• Western Management: Rule-based & Legalistic - Ethical guidelines defined by laws and regulations.
• Example: Sarbanes-Oxley Act.

Motivation & Rewards

• Eastern Management: Intrinsic Motivation – Employees are motivated by purpose, respect, and societal impact.
• Western Management: Extrinsic Motivation – Employees are motivated by money, promotions, and individual success.

Hierarchy & Authority

• Eastern Management: Top-down but paternalistic, Employees respect elders and seniority but expect fairness.
• Western Management: Flat & decentralized, Employees challenge authority, open to innovation and direct feedback.

Risk-taking & Innovation

• Eastern Management: Cautious & Long-term Focused – Risk is assessed through patience and collective wisdom.
• Western Management: High-risk & Short-term Focused, Encourages disruptive innovation and fast decision-making.