Brahman, God, Man, Every Cell a Living Whole

There is a beautiful discovery. I am stating it here.

There is a whole comprised of the multiverse.

It has many component universes.

Each universe is a whole comprised of cosmos, celestial space, celestial bodies and galaxies.

Each of these is a living whole.

Let us take the milky way as one of the entities.

The milky way is a living whole.

It is a whole comprised of stars, constellations, asteroids, comets, other objects and galactic space.

Each of these is a living whole.

It is a whole comprised of sub entities.

One sub entity is our solar system. It is a living whole.

It is a whole comprised of planets, moons and several objects in the intervening space and space itself.

Each of these is a living whole.

Take the earth for example. It is a living whole.

Going down the series are humans.

The whole of humanity is a living whole. Each human being is a living whole. Relationships make this whole living.

Going down to cells of the body. Each of them is a living whole with intervening fluids and space.

Then we can go up to the universe. 

Hence the post.

It came to me spontaneously.

This life is prana.

It permeates the multiverse, our universe, our milky way, our solar system, our earth, all entities on earth, all living and non living forms and we humans too. 

Life flows in and out our bodies disguised as breath.

Food is prana. It is life as well. It is consumed and discharged as food though it is carrier of life.

This living universal whole is identified by the labels Brahman and God.

Each of the components of the universes some zillion zillions of them, are also Brahman or God. We too are God disguised in flesh and blood.

Therefore every reason to affectionately promote the throbbing heart that pumps life disguised in so many different ways in each of the entities and in the massive big unconfined multiverses as well.

Using TA in Organisational Settings

RECOMMENDATIONS ON THE CONCEPT OF TEAM AS WELL AS HOW AN EFFECTIVE TEAM IS BUILT AND MANAGED CONCEPT OF TEAM
As a team leader of which you were recently appointed as a new manager of the Marketing Department. He is required to make a report on how to manage an ineffective and unproductive team into an effective and productive team.
We need to the concept of team is a group of people with a full set of complementary skills required to complete a task, job, or project. A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members.
MANAGING AN EFFECTIVE TEAM
According to Frank LaFasto, when building an effective team, five dynamics are fundamental to team success.

1. The team member: Successful teams are made up of a collection of effective individuals. These are people who are experienced, have problem solving ability, are open to addressing the problem, and are action oriented.

2. Team relationships: For a team to be successful the members of the team must be able to give and receive feedback.

3. Team problem solving: An effective team depends on how focused and clear the goal of the team is. A relaxed, comfortable and accepting environment and finally, open and honest communication are required.

4. Team leadership: Effective team leadership depends on leadership competencies. A competent leader is: focused on the goal, ensures a collaborative climate, builds confidence of team members, sets priorities, demonstrates sufficient ‘know-how’ and manages performance through feedback.

5. Organizational environment: The climate and culture of the organization must be conducive to team behavior. Competitiveness should be discouraged and uniformity should be encouraged – this will eliminate conflict and discord among team members.
Base on the report, we understand the concept of team when others are unable to provide answers. So we are able identified the problems on how to building and managing an effective team. . I hope the management can take my recommendations into consideration.
Thank you.
Yours faithfully,
Team Leader of Marketing Department
Petronas filing Sdn. Bhd.



CONCEPT OF CONFLICT
According to Stephen (1990:2010). Conflict management enhance creative problem solving, enabling people to turn conflict situations into constructive learning opportunities, developing creative and more appropriate solutions, preserving relationships, saving time and money, empowering people to resolve their own disputes and creations of more durable outcomes. In Pennsylvania (USA), for example, the concept of conflict management was employed by the Board of Central Rail Road to avert the negative impact of poor decisions of the company’s management.

PROCESS OF CONFLICT
1. Interpersonal processes can lead to self-fulfilling cycles of interaction, both positive and negative
2. Intrapersonal processes can lead to self-fulfilling cycles of thought and action, both positive and negative
3. Conflicts quickly escalate and become about the conflicts themselves, rather than the underlying issues
4. When pride has been damaged, people seek revenge and go beyond the optimal ‘tit for tat’

RESOLVING CONFLICT IN A TEAM
Here are some actions to taken in resolving conflict in a team in order to effectively deal with team conflict
1. Stop and cool off ‘ There is little point in trying to talk through the issues when both people are upset. Give it a little time and let tempers cool down. Come together when each party has achieved some sort of equilibrium.
2. Have everyone talk and listen to each other ‘ Make sure that nobody is hiding from the issue at hand. Keep everyone talking and expressing themselves honestly and openly.
3. Find out what everyone needs ‘ Sometimes these dialogues can focus on complaints rather than developing solutions. Determine what everyone needs from the situation and strive for a solution where everyone’s needs are met.
4. Brainstorm solutions ‘ Everyone will have their own vision of an ideal outcome for themselves. The challenge will be to avoid forcing our solutions on the conflict situation and allow solutions to emerge out of creative thinking on everyone’s part.
5. Choose the idea that everyone can live with ‘ One of the ways to break from a negative conflict cycle is to find solutions that you all feel are fair under the circumstances.
6. Create a plan and implement it ‘ To make sure that the conflict does not re-emerge, you must make a blueprint. Plan ways of working together that will keep emotional outbursts to a minimum.



Motivational theories
A class of theories about why people do things seeks to reduce the number of factors down to one and explain all behavior through that one factor. For example, economics has been criticized for using self-interest as a mono-motivational theory. Mono-motivational theories are often criticized for being too reductive or too abstract.
Incentive theory
A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intention of causing the behavior to occur again. This is done by associating positive meaning to the behavior. Studies show that if the person receives the reward immediately, the effect is greater, and decreases as delay lengthens. Repetitive action-reward combination can cause the action to become habit. Motivation comes from two sources: oneself, and other people. These two sources are called intrinsic motivation and extrinsic motivation, respectively. Conscious and unconscious motivations.
Conscious and unconscious motivations theory
A number of motivational theories emphasize the distinction between conscious and unconscious motivations. In evolutionary psychology, the “ultimate”, unconscious motivation may be a cold evolutionary calculation, the conscious motivation could be more benign or even positive emotions.
For example, while it may be in the best interest of a male’s genes to have multiple partners and thus break up with or divorce one before moving onto the next, the conscious rationalization could be, “I loved her at the time”.
Freud is associated with the idea that human beings have many unconscious motivations that cause them to make important decisions because of these unconscious forces, such as choosing a partner.
Self-determination theory
Since the early seventies Edward L. Deci and Richard M. Ryan have conducted research that eventually led to the proposition of the self-determination theory (SDT). This theory focuses on the degree to which an individual’s behavior is self-motivated and self-determined. SDT identifies three innate needs that, if satisfied, allow optimal function and growth: competence, relatedness and autonomy. These three psychological needs motivate the self to initiate specific behavior and mental nutriments that are essential for psychological health and well-being. When these needs are satisfied, there are positive consequences, such as well-being and growth, leading people to be motivated, productive and happy. When they are thwarted, people’s motivation, productivity and happiness plummet.
There are three essential elements to the theory:
1. Humans are inherently proactive with their potential and mastering their inner forces (such as drive and emotions).
2. Humans have an inherent tendency towards growth, development and integrated functioning.
3. Optimal development and actions are inherent in humans but they do not happen automatically.
Achievement motivation theory.
Achievement motivation is an integrative perspective based on the premise that performance motivation results from the way broad components of personality are directed towards performance. As a result, it includes a range of dimensions that are relevant to success at work but which are not conventionally regarded as being part of performance motivation. The emphasis on performance seeks to integrate formerly separate approaches as need for achievement with, for example, social motives like dominance. Personality is intimately tied to performance and achievement motivation, including such characteristics as tolerance for risk, fear of failure, and others.
Achievement motivation was studied intensively by David C. McClelland, John W. Atkinson and their colleagues since the early 1950s.Their research showed that business managers who were successful demonstrated a high need to achieve no matter the culture. There are three major characteristics of people who have a great need to achieve according to McClelland’s research.
1. They would prefer a work environment in which they are able to assume responsibility for solving problems.
2. They would take calculated risk and establish moderate, attainable goals.
3. They want to hear continuous recognition, as well as feedback, in order for them to know how well they are doing.

DIFFERENT WAYS AN EMPLOYEE MAY BE MOTIVATED
1. Support new ideas. When employees come to you with an idea or a solution to a problem they believe is for the betterment of the company, it’s a sign that they care. Supporting new ideas and giving an individual the chance to ‘run with it’ is motivating, whether or not it works out in the end.
2. Empower each individual. Every single individual contributes to the bottom line. Empowering them to excel in their role, no matter how large or small, creates a sense of ownership that will lead to meeting and exceeding expectations.
3. Don’t let them become bored. I get bored easily, so I assume my employees also have a short attention span. Host a cupcake bake-off, plan a happy hour, start a push-up contest in the middle of the office on a Wednesday, or allow a different person to run the weekly meetings to break up the monotony.
4. Acknowledge professional achievement. Everyone wants to be recognized. The acknowledgement of a job well done coming from upper management or the owner of the company will mean more to an employee than you think.
5. Listen. This is probably the easiest thing you can do for an employee; yet, it can also be the most difficult. Carving out some time each day to listen to anything from concerns to ideas will not only make your employees happy, it will also provide you with much-needed insight on your business from the people who help keep it running.
6. Encourage friendly competition. A competitive environment is a productive environment. Encouraging employees to participate in competitions or challenges is healthy and may actually lead to increased camaraderie.
7. Allow pets at work. My two dogs come to the office every day, and all of my employees are welcome to bring their pets to work. Pets make people happy and bring a sense of companionship to the office.
8. Reward accomplishments. When a pat on the back or a high five just won’t do, monetary incentives always seem to hit the spot.
9. Create attainable goals. Setting goals are important, but ensuring they aren’t set too loftily by the employer or employee will help determine whether or not the goal is achieved come year-end evaluations.
10. Encourage individuality. Everyone is different. Encouraging individual personalities to shine through will not only help create a diverse and dynamic culture, it will also foster an open and accepting work environment. We have a lot of characters here at JBC ‘ the more the merrier.

RBI Directives to Banks about encashing FDs

👆Useful information for joint holders of FDs With "either or survivor"👆

        

         Must read

Most of us have joint FDRs with “either or survivor” operational instruction. We feel that by having joint operational instruction, we will never face any operational difficulty in case of any contingency. Our general presumption is that the other surviving joint holder of FD will have the same operational powers as we enjoy when both of us are alive.

 

But this assumption of ours is far away from the reality. In absence of correct knowledge of exact RBI guidelines, we simply believe that in case of death of any one of the joint FD holders, the surviving one can get it even pre- matured as per his/ her own convenience. Till yesterday morning, I was also under the same impression.

Yesterday, by chance family members of one of our society  flat met me at Union bank and shared their problem of not getting the FDRs of their parents pre- matured. I decided to help them in sorting out the matter and met the Bank manager along with them to pursue him to allow the pre- maturity of FDRs. But when the manager disclosed me the RBI provisions regarding the pre- maturity of FDRs, I was bit surprised and even quite shocked also.

#@ As per RBI guidelines, in case of death of any one of the joint holder of FDR (even having valid nomination also), the surviving joint holder do not have free access to the funds so as to get it pre- matured as per his/ her own will or choice. He/ she can get the final amount only at the time of final maturity of the FDR without any ones interference. Before maturity time, 

for getting it pre- matured, consent of all the legal heirs of deceased FDR holder is must. Means the joint holder do not enjoy the free authority to get the FDRs pre- matured. The surviving FD holder is entitled only at the time of regular maturity of the FDR and not before that.*

👆So, if we have long duration joint FDR, then in case of demise of one of the joint holder, the surviving one can not get the FDRs pre-matured without the consent of all the legal heirs of deceased one. This provision restrict the final authority of any surviving joint holder to use the funds freely in case of need. If any legal heir has any objection or not instantly available, the surviving FD holder will bound to wait till final maturity date or availability of all the legal heirs at a given time.*

# Further never leave your joint holding FDR without nomination as he will be the one to claim the FDR proceeds in case of any contingency with both the FD joint holders, otherwise all the legal heirs will be required to claim the amont. One thing is very clear that here nominee is only the custodian of the Proceeds - not the owner of the amount so handed over to him/ her. If we wish to make the nominee as the sole claimant of FDR proceeds after our death, we should clearly mention this fact in our will also to avoid any future dispute.

@ Hope knowledge of this important provision of RBI will help us in planning the management of our own funds for timely availability thereof at the time of real need...!!!