Since each of us is a manager, to a greater or lesser degree, today we’ll address some specific aspects of management. This is a pretty inexhaustible topic by definition. Therefore, we’ll touch upon only a few points which we haven’t discussed before or haven’t paid much attention to. A manager is a person who not only experiences the consequences of his/her own work, but gets 1/6 of karma of all subordinates. As we study the science of karma, we must be especially attentive coming to the correct understanding of leader’s karma. A manager will have hard time of it, if he/she isn’t aware of the whole burden of responsibility placed on him/her. Imagine that you are lifting weights, with your employees on your shoulders who are also lifting their weights.
That’s the difficulty of a manager position. It is subordinates, by the way, who can’t realize the double burden of managing and always demand for something more. Why can’t they see it? It always seems like with the appointment of a manager nothing has changed. They go on lifting their weights, only someone manages them. Subordinates think it’s more of a hindrance than a help. However, there’s one thing they seem to overlook. They are sitting on the shoulders of their manager, or a teacher, who is lifting them, together with their weights. Once a subordinate ceased to notice it, he/she actually ceased to be a subordinate (student) and became a common offender. In short, a bad subordinate thinks that a manager squeezes out him/her, while a good subordinate knows it is him/her who uses up a manager.
WHO IS TO BE PRAISED
We’ll start out by mentioning what kind of manager is praiseworthy and what is not. Praise is a driving and inspiring force. An ordinary person thinks that a leader is to be praised for actual accomplishments. But it’s not exactly correct. First of all, one should think of the cost at which it was accomplished. Specifically, were the deeds of a manager noble, or did he/she act meanly and commit despicable acts? After all, if subordinates are gratified by the leader’s success achieved by crooked means, they inspire him/her to use such methods further, and thus contribute to his/her degradation. Subordinates go down the same path, as the leader. Therefore, they must be anxious about the direction in which their leader moves.
In short, if a manager is being praised for success, regardless his/her personality traits, it results in the manager’s failure and loss of all achievements. Consequently, it results in the failure of the entire team. Therefore, scriptures don’t recommend praising a leader who reached external success but degenerated as a person. Literally, there’s no point in praising a leader who is addicted to hunting, gambling, drinking, chasing after women and other impure actions. Subordinates whose manager indulges such damnatory weaknesses are not recommended to change their job. They are recommended to maintain proximity and good relations, but at the same time make every effort to eliminate those evils and deliver their leader from these problems. It’s just as necessary as to save him/her from conspiracy, deceit and cunning enemies.
Remember: it’s not only a manager who is obliged to protect his /her employees. Subordinates also have that responsibility to protect their superior. If they don’t protect their manager from vice, how would a manager protect them against anything else? He/she won’t have enough strength. Such a manager will hardly be able to protect oneself.
Subordinates need a strong, resilient and noble leader. To get that kind of leader by revolution is impossible. Such a leader can only be reared.
When it comes to managers, a question often arises as to how much they earn and why they actually make so much. Scriptures don’t prohibit managers from getting higher salaries because their dealings are not as easy as that of subordinates. It is said that a manager has a more complex organization of work. It requires the division of tasks into external and internal ones, explicit and implicit; top-priority tasks and those that can be postponed. Hence, the job of a manager is far harder than that of any subordinate. This is why it deserves better pay.
If subordinates are still anxious to find out how much their boss makes, they can do it, but according to certain rules. The main of which says that a manager can tell how much income he/she gets, excluding all charges. It means that managers shouldn’t tell about all the money that passes through their hands. They can speak only of that which remains after all expenses (gains less losses). Therefore, there’s so much criticism of managers – nobody takes this important Vedic rule into account. It can actually help managers protect themselves from incorrect assessment.
If a subordinate never commanded vast sums of money, he/she won’t be able to develop a sober estimate of manager’s activities. Common envy will put spokes in a wheel. A subordinate will think: how can one spend so much? They think so because they themselves never spent that much. Big expenditures of a manager seem to be an embezzlement, wrecking activity, or even direct insult. For this reason, Vedic culture discourages friendship between those who have different levels of income. All the more so, a subordinate doesn’t need to know how much exactly the boss spends. Only those who spend more can control spending. Otherwise, gossip, criticism and even overturn can’t be avoided.
FAVORABLE DISPOSITION TOWARDS SUBORDINATES
Concerning our relationship with the managers, we must understand how it develops; what’s the manager’s attitude to our activities and suggestions. For that, the same cultural approach is used, as in all other types of relationships. It includes watching their reaction, facial expressions and gestures.
It is recognized that favorable disposition is confirmed by the following signs. A manager is genuinely happy to see a subordinate, is listening attentively to everything he/she says, offers to sit down and talk about something important in private. Especially favorable attitude can be understood by the fact that a manager enjoys conversation with a subordinate or pays very close attention to his/her advice. Also, those subordinates are in good standing, whose persuasion and explanations a manager is willing to tolerate. Indirect indicators of a positive attitude are the smiles of a manager and touching subordinate with a hand.
Sometimes a manager can talk about the hidden virtues of a subordinate, remember him/her while eating, walking or taking rest. Such a relationship is considered fairly close. In such a case, a manager would never laugh at the good qualities of a subordinate; would trust him/her with secrets and provide special benefits. If disaster overtakes a subordinate, a manager comes to help.
However, regardless manifestation of these symptoms, we can safely assume that a manager is well disposed, if he/she assigns tasks to a subordinate on a regular basis. This is especially so if tasks are given personally, not just delivered through other employees. This is said to be quite sufficient. If so, one should never complain that relationship isn’t as good as we’d like it to be. This is the level at which we can live happily and harmoniously.
DISPLAYS OF UNFAVORABLE ATTITUDE
Unfortunately, sometimes it happens that a manager is unfavorably disposed towards a subordinate. And it also has certain characteristics. When seeing a subordinate, a manager gets angry, doesn’t want to listen to what he/she says, interrupts, doesn’t look at him/her and doesn’t offer a seat. Special attention must be paid to changes of complexion or voice, with eyebrows frowning, eyes looking to the side and lips curving. If at the sight of an employee a manager sweats, sighs, or laughs inappropriately, this is also the evidence of a critical stage in relations.
Relationship has gone terribly wrong, if a manager no longer asks for advice of a subordinate, stands up and walks away for no reason, turns back on him/her, doodles something, shows favoritism to others, sets co-workers against this subordinate, speaks disapprovingly of his/her knowledge, qualities and past actions. All this shows that a manager no longer appreciates the merits of this employee.
Particularly subtle signs of negative attitude include condemnation of faults the manager has himself/herself; unwillingness to forgive even the smallest of weaknesses. Please note, when the manager tells lies or praises something that is contrary to the opinion of the subordinate. Don’t overlook the situation when other co-workers dramatically change their attitude towards you.
WHAT TO DO IF PROBLEMS ARISE
If your boss takes away all benefits, it’s time to change jobs. It means that relationship has deteriorated completely, and we have nothing to do here. But before you quit, find out the reason of your making bad impression, and try to fix it. Request help from the friends of your manager. A subordinate can’t leave, cussing out and shutting the door with the bang. Rather, he/she should finally try to dispel the negative perception around him/her. This is the last duty of a subordinate.
Remember: whoever leaves honorably, can always return. Right here, right now fate decided to separate us. But it’s not a problem – it’s just the waves of material life which first bring us together, then scatter around the boundless expanse of this world.