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Mpa Unit 1 Final
Mpa Unit 1 Final
PRINCIPLES
AND
APPLICATIONS
REVISION NOTES
Prepared by: Adab Mehta
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Unit 1 Introduction
1.1 Concept, Nature and Scope of Management
MEANING OF MANAGEMENT
1. Management is the art of getting things done through people
2. Management is Concerned with Ideas, Things and People
3. Management is the Effective Utilisation of Human and Material Resources to Achieve the
Enterprise Objectives
CONCEPTS/CONTEXTS OF MANAGEMENT
CHARACTERISTICS OF MANAGEMENT
1. Management is a universal process
2. Management is purposeful
3. Management is creative
4. Management is an integrative force
5. Management is a group phenomenon
6. Management is a social process
7. Management is multidisciplinary
8. Management is a continuous process
9. Management is intangible
10. Management is both a science and an art (nature)
The practice of management is an art. The principles of management constitute the science.
Managers can work better if their practice (art) is based on the principles (science). Management
as an art and a science are therefore not mutually exclusive, but complement each other.
Hence, Management and administration are based upon the same set of
principles and functions. We can make a theoretical distinction but not
in real practice.
We may classify management into:
(i) Administrative management (determining plan and objectives)
(ii) Operative management (executing plans to achieve objectives)
Every manager performs both functions, time spent may differ.
IMPORTANCE OF MANAGEMENT
1. Achieving group goals 5. Development of society
2. Optimum utilization of resources 6. Creates dynamic organisation
3. Brings coordination 7. Increases efficiency
4. Personal objectives
NEED OF MANAGEMENT
1. Growing size and complexity of business.
2. Increasing specialisation of work.
3. Cut throat competition in the market.
4. Growing unionisation of labour.
5. Sophisticated and capital-intensive technology.
6. Increasing complexity of business decisions.
7. Growing regulation of business by the Government.
8. Need for research and development.
9. Turbulent environment of business.
10. Need for reconciling the interests of various groups (owners, workers, customers)
11. Need for optimum utilisation of scarce resources.
Q. Management makes all the difference in the quality of life between nations and is hence an essential
instrument of human progress and keystone of modern society. Comment on the given statement.
Ans.
o Management is equally important at the national level. It is an agent of change and economic growth. The prosperity,
power and prestige of a nation depends upon the competence and dedication of its managers and administrators.
o President Roosevelt of U.S.A. once said: "a government without good management is a house built on sand."
Management makes a significant social contribution by supplying goods and services, employment, tax revenue, etc.
Management is an important organ of an industrial society.
o A developing country like India cannot realise its twin objectives of economic growth and social justice without a
well-organised management system. The root cause of India's backwardness lies in the under-utilisation and
misutilisation of the country's resources.
o Management aims at the optimum utilisation of available resources to secure productive performance.
o Managers are true leaders of the economic machinery of a nation. Dedicated and professional managers can convert the
tremendous latent energy of people into wealth. Management is the key for unlocking forces of economic growth.
CHAPTER 2
MANAGERIAL FUNCTIONS
Competence is what distinguishes a successful manager from an average one. Competencies may include
combination of personality traits, skills, knowledge. So competency is a broader concept than skill.
Cooperation vs Coordination:
Meanings: Cooperation is collective voluntary efforts of people to achieve some objective i.e. willingness
to help. Coordination is much more inclusive as it is a conscious effort to bring unity of action. It requires
concurrence of purpose, harmony of effort and concerted action.
Main Difference: Cooperation has no time, quantity or direction elements but coordination has.
Interdependence: Cooperation provides the foundation for coordination by enlisting voluntarily efforts.
Cooperation facilitates coordination but by itself it cannot guarantee cooperation.
For example, 5 people willing to move a cupboard is cooperation. But they cannot do it unless
coordination is brought by someone who can ensure the right amount of effort in right place and at right
time.
Need:
1. Increasing size and complexity of business
2. Specialisation
Advantages:
3. Clash of interests
4. Different outlook
1. Synergic effect
5. Interdependence of units 2. Better human relations
6. Conflicts 3. Unity of direction
7. Empire building 4. Organisational effectiveness
8. Personal jealousies/rivalries 5. Quintessence of management
Types
1. Internal and external
Internal: b/w different units in organisation, external: b/w organisation and external environment
2. Vertical and horizontal
Vertical: b/w different levels, horizontal: b/w different departments/units on same level
3. Procedural and substantive
Procedural: general description of relationships of members in organisation specifying line of
authority, substantive: content of activities in organisation e.g. in car manufacturing, org. chart is
procedural coordination while blue print of car engine block is substantive.
CLASSICAL APPROACH
1. Management is a process consisting of interrelated functions performed to achieve the desired goals.
2. Principles or guidelines are derived from the experience of managers
3. These principles are basic truths which can be applied in different organizations to improve managerial
efficiency.
4. Managers can be developed through formal education and training.
5. People are motivated mainly by incentives and penalties. Therefore managers use control and rewards
6. Theoretical research into management helps to develop a body of knowledge which improves the art of
management.
7. There should be no conflict between individuals and the organisation. In case of conflict interests of the
organisation should prevail.
Uses
1. The observational method is helpful to draw common principles out of past experiences with some
relevance for future application.
2. it focuses attention on what mangers actually do.
3. it highlights the universal nature of management.
4. Provides a scientific basis for management practice.
5. Provides a starting point for researchers to verify the validity and improve the applicability of
management knowledge.
6. Provides a foundation on which the science of management can be built.
7. helps in framework for education and training of managers.
Limitations
1. Mechanistic framework, undermines the role of human factor.
2. Environmental dynamics and their effect on management have been discounted (ignored).
3. Danger in relying too much on past experiences because it may not fit a situation of the future.
4. Totality of the real situation can’t always be incorporated in a case study.
5. Based on over- simplified assumptions. Its principles are ambiguous and contradictory.
Classical approach is based on three main pillars - bureaucracy, scientific management and
administrative theory.
Bureaucracy-Max Weber
Features:
1. Division of work: Tasks divided into specialized jobs
2. Rules and regulations: rigorous rules and regulations to govern the work behaviour, rights and duties,
brings discipline and control
3. Hierarchy of authority: clearly-defined hierarchy created by downward delegation of authority to give
commands
4. Technical competence: Qualifications are prescribed and training is given to provide knowledge
5. Record-keeping: Every decision and action is recorded as the memory of the organisation
6. Impersonal relations: Relations among the members of a bureaucratic organization
are impersonal and formal.
Advantages of Bureaucracy
1. Specialisation: Every member is assigned a specific task which makes them specialised in it.
2. Structure: A structural form is created by specifying reporting relationships in a command hierarchy.
3. Rationality: By prescribing in advance the criteria for decision-making, better decisions are made
4. Predictability: The rules, regulations, specialization, structure and training impart predictability and
thereby ensure stability in the organization.
5. Democracy: guided by the prescribed rules, policies and not patronage or other privilege treatment.
Limitations of Bureaucracy
1. Rigidity: Rules and regulations are rigid and inflexible bringing resistance to change and discouraging
initiative and creativity
2. Impersonality: endorses a mechanical way of doing things. Organizational rules and regulations are given
priority over individual's needs and emotions.
3. Compartmentalization of activities: Jobs are divided into watertight categories, hamper co-operation and
coordination between various sub-units of the organization.
4. Paperwork: excessive paperwork leads to great wastage of time, stationery and space.
5. Empire building: People in a bureaucracy tend to use their positions for self-interest. Every superior tries
to increase the number of his subordinates as it becomes a symbol of more power and prestige.
6. Red Tape: bureaucratic procedures involve delays, frustration as there is buck passing.
Scientific Management - F.W. Taylor
• FW Taylor is regarded as the "father of scientific management".
• According to F.W. Taylor, "Scientific management is the art of knowing exactly what want men to do
and seeing that they do it in the best and the cheapest way"
• He advocated scientific study of each job to determine the best way of doing it and convinced managers
to adopt scientific and systematic approach to managerial problems and not rule-of-thumb or trial-and-
error methods.
Principles of Scientific Management
1. Science, not rule of thumb: analysis of job elements to find the best way of doing job and replace
intuition, experience or hit-and-trial methods
2. Harmony, not discord: this involves eliminating any class-conflicts between managers and workers
through mental revolution
3. Cooperation not individualism: an open communication system should exist between managers and
workers. Workers should become part of management. Competition should be replaced by cooperation
4. Development of personnel to his/her greatest efficiency: workers should be scientifically selected and
given work as per their capabilities and interests. Concern for their efficiency will improve efficiency of
organisation in long run.
5. Equal division of work between managers and workers: management should work side by side with
workers, helping, encouraging and smoothing the way for them.
Note on Mental Revolution
Meaning: It refers to change in mindset and thinking attitude of workers and managers towards each other, from
competition to cooperation.
Application: Rather than quarrelling over the share in the resultant surplus, the workers and managers should work in
harmony to maximise the output rather than restricting it. Consequences: This would eliminate the need for any agitation.
This attitude will be good for both of them and also for the company.
Contributions:
Both: Both should realise that they need each another. Both should try to increase size of surplus
Worker: work with devotion and contribute their might so that the company makes profits.
Management: Share a part of surplus with workers.
Critical Evaluation
1. Mechanistic approach: ignores the human element, It treats workers as factors of production and not as
human beings. Too much emphasis is placed on technical aspects of work
2. Unrealistic assumptions: focus on physical and economic needs and over-looked the social and ego
needs of people. Workers also want job satisfaction, participation and recognition.
3. Narrow view: focused attention completely on efficiency at the shop floor and theory of industrial
engineering and not management of total organization.
4. Impracticable: Many ideas of Taylor aren’t feasible in practice e.g. functional foremanship violates the
principle of unity of command.
5. Exploitation of labour: In the name of increasing efficiency, workers were forced to speed up affecting
their physical and mental health.
o Universality: Fayol was a supporter of the universality of managerial principles. i.e. applicable in all
organizations, valid in all situations (though management practices may differ)
o Managerial Skills: Fayol recognized need for following qualities of a manager:
(i) Physical (ii) Mental (iii) Moral (iv) General education (v) Special knowledge (vi) Experience
o Formal Education and Training: Fayol ridiculed the traditional idea that 'managers are born not made' and
focussed on management training.
Relevance of Fayol's Principles Today
These are relevant even in today's business scenario. However, some modifications may be needed
Critical Evaluation:
1. Too formal
2. Vague: Some of the concepts have not been properly defined. For example, the principle of division of
work does not tell how the task should be divided.
3. Inconsistency: based on personal experience and limited observations and lack empirical evidence. For
example. the unity of command principle is incompatible with division of work.
4. Pro-management bias: Workers are treated as biological machines or inert instruments in the work
5. Historical value: Fayol's theory was relevant when environment was predictable and less dynamic
Taylor and Fayol — A Comparison
Taylor concentrated in improving the management of jobs whereas Fayol's main concern was to
improve the management of the total organization. Therefore, Fayol's administrative theory has wider
application than Taylor's scientific management.
CONCLUSIONS
1. Work group is not just a techno economic unit but also a social system
2. Workers are not just economic beings motivated by money but also socio-psychological beings
3. More than working conditions it is socio-psychological factor which affect employee behaviour
4. Informal group have their own norms which have overriding influence on attitude, behaviour and
performance, so workers act not just as individuals but as member of group.
5. Workers respond to total work situation, affected by factors both inside and outside work place
CRITICISM:
1. Pro-management bias: that management isn’t always logical and workers emotions driven
2. Clinical bias: overstressed empirical observations so his work is called "radical empiricism"
3. Wider social context overlooked: ignored total social situation and relation to work behaviour
4. Discounted theory: over-emphasized observations and facts, underestimated theory framework
5. Unscientific: no systematic basis in the choice of work, worker and the environment.
6. Doubtful validity: cant generalize conclusions, small groups reaction not sufficient representation
7. True but irrelevant: main objective of a business is to make profits not to keep workers happy.
8. Too obvious: nothing new, known long ago, doesn’t deserve the credit
9. No mention of trade unions: no articulation on unions among the workers.
Despite this criticism, Hawthorne studies are regarded as "a milestone and a turning point" in the history of
man at work and in the development of management thought. These studies challenged some of the basic
postulates of the classical approach and focused attention on the human element
Human Relations Approach
• A business enterprise is a social system in which group norms exercise significant influence on the
behaviour and performance of individuals.
• Workers cannot be motivated by economic rewards alone. They require social satisfaction at the workplace.
Therefore, managers should create such a climate in the organization that workers can feel happy.
• Employee counselling, participative decision-making, cordial supervision, job enrichment and other
techniques have been suggested to keep workers happy and satisfied.
CONTRIBUTION:
Behavioural approach is an extension and improvement of human relations movement.
• It has made significant contributions towards the development of management thought particularly in
the fields of group dynamics, motivation, communication and leadership.
• It has served as the basis of organisational behaviour.
CRITICISM:
• This approach errs by identifying management with psychology.
• Discounted theory
• Stress on radical empiricism.
• Clinical bias
• Lack scientific validity.
• Human behaviour is unpredictable. The findings of behavioural science approach are not universally
applicable.
SYSTEMS APPROACH
FEATURES:
(i) An organization is a unified system of several interconnected, interacting and interdependent parts called sub-systems
(ii) Different sub-systems are tied together and influence the other sub-systems and the system as a whole.
(iii) The position and function of each sub-system can be analysed and understood only in relations to the other subsystems
and to the organization as a whole. Similarly. the organization as a system can be analysed and understood only by
reference to its environment. The concept of holism is central to the systems approach.
(iv) Each sub-system derives its strength by its association and interaction with the other sub-systems. As a result the
collective contribution of the organization is greater than the aggregate of individual contributions of its sub-systems.
This is known as synergy.
(v) Every system has a boundary that separates it from its environment. The boundary determines which parts are internal
to the organization and which are external. For instance, employees are within the boundary whereas creditors and
customers are external to a business firm.
(vi) Systems are of two types:
• Open system continually interacts with its
environment (the forces lying outside it)
• Closed system is self-contained and isolated
from the environment.
(vii) A business enterprise is an open and dynamic social
system. It draws inputs (raw materials, machinery,
labour, finance information, etc.) from its social
environment. It converts these inputs into outputs
(products and services, etc.) with the help of conversion process. The conversion or transformation process consists of
production and marketing activities and it is also called throughput. It supplies them to the environment. Business is
an adaptive system. It is probabilistic not deterministic, several variables influence it.
(viii) The reaction or response of environment to the outputs is known as feedback. Itis useful in evaluating and
improving the functioning of the system. Therefore it is key to systems control.
(ix) As an open system, an organization has to adapt its structure and processes to environment changes which affect its
internal functioning. i.e. it has to be a steady state and in a state of dynamic equilibrium in relation to the external
environment.
(x) Some systems tend to disintegrate or dissipate their energy and to become inactive. This tendency is called entropy. On
the other hand, other systems have the tendency (called negative entropy) towards order, activity, perpetuation, etc.
These are able to generate the required energy and surplus to sustain themselves.
(x) Organizations operate on the principle of equi-finality, which means that they have several alternative ways of doing
the same thing or achieving the same goal. Different initial conditions and paths are permissible to reach a single final state.
Similarly, a given initial condition or state may be adopted to reach different final states.
CONTRIBUTIONS
i. Inter-relationship and inter-dependency between different subsystems to ensure efficiency and growth.
ii. This approach recognises the dynamic nature of environment
iii. Represents balanced thinking, helps manager avoid problem analysis in isolation and develop integrated/holistic
thinking instead of fragmented/piece-meal approach
iv. Provide clues to complex behaviour of people in organisation
LIMITATIONS
i. Lack of unified theory which can be applied to all organisations
ii. Limited application, doesn’t provide action framework for all types of organisations.
iii. Vague/abstract, fails to define precise relation between the subsystems
iv. Narrow/incomplete view of organisation-environment interface
CONTINGENCY/SITUATIONAL APPROACH
The conceptual framework of contingency approach consists of three elements
1. Environment 2. managerial concepts, principles and techniques 3. Contingent relationship between them.
FEATURES:
(i) Situational: Management is entirely situational. The application and effectiveness of any technique is
contingent (dependent) on the conditions and complexity of the situation.
(ii) match/fit approach: There should be a match/fit between situational variables and management variables.
(iii) Need to cope/adapt: Since management's success depends on its ability to cope with its environment, it
should sharpen its diagnostic skills to anticipate, comprehend and respond as per the environmental changes.
(iv) Rejected Universality of concepts: management principles and techniques are not universal.
(v) No Best way: there is no one best way to manage. It depends on peculiarities of situation.
For example,
• The choice of the form of organization should be made according to the requirements of the enterprise.
• Choice of motivational technique should be based on the needs and expectations of the people
• An effective leader should change his/her style to match the given situation.
Features:
1. Goal orientation
2. Participative Decision Making
3. Key result/Priority areas
4. Optimum utilisation of physical and material resources:
5. Simplicity and dynamism (applies to all managers at any level in any organisation )
6. Multiple accountability (every member is accountable to discourage credit grabbing/buck passing)
7. Comprehensive/total approach (equal importance to economic and human dimensions)
Objectives of MBO
1. To measure and judge performance
2. To relate individual performance to organisational goals
3. To clarify both the job to be done and the expectations of accomplishment
4. To foster the increasing competence and growth of the subordinates:
5. To enhance communications between superior and subordinates:
6. To serve as a basis for judgments about salary and promotion
7. To stimulate the subordinates' motivation
8. To serve as a device for organisational control and integration.
Process of MBO
1. Goal-setting: in three stages as given below:
(a) Defining overall/general/long term objectives for the organisation as a whole
(b) Formulating department/unit objectives
(c) Establishing individual targets
2. Developing action Plans:
(a) to determine the activities required for the achievement of objectives
(b) to determine the resources required for these activities
(c) to identify relationships between various activities for proper coordination;
(d) to decide sequence of each activity along with the dates for its beginning and completion;
(e) to decide the priority between different tasks;
3. Implementing Plans: The action plans are put into operations
a) diagnosis
b) preparation
c) execution
4. Periodic Reviews
5. Performance appraisal (evaluation
ADVANTAGES: DISADVANTAGES:
1. better planning 1. problem of participation
2. better coordination 2. difficulty in goal setting
3. motivation/commitment 3. emphasis on short term goals
4. development of employees 4. inflexibility
5. development of organisation 5. time consuming
6. expensive
7. self-defeating
HOW TO MAKE MBO SUCCESSFUL
1. Clarity in purpose
2. Support from top management
3. Structural changes and systematic training
4. Participative management
5. Feedback/two way communication system
6. Linked compensation/reward-penalty system
7. Complete integration with organisation structure
PORTER’S FIVE FORCES ANALYSIS
Model describing the forces which shape competition in an industry
1. Threats of entry: new entrants may gain existing market share, unless these barriers to entry are high:
a. Economies of scale (forcing aspirant to come on large scale or accept a cost disadvantage)
b. Product differentiation (as it creates customer loyalty and entrant will have to spend on advertisement
c. Capital requirement (entrant will need to invest huge financial resources in order to compete)
d. Cost disadvantages (learning/experience curve, access to best sources of raw material/location)
e. Access to distribution channels (enjoyed by established firms, not available to the new entrants)
f. Government policy (govt may restrict/ create entry barriers through controls over licensing, raw
material prices, pollution control, product safety regulations)
2. Bargaining power of customers : When customer group is powerful/ there maybe buyers’ market when
a. Standard/undifferentiated products
b. Price sensitive buyers
c. If they pose a problem of backward integration as in case of textiles and automobiles.
3. Bargaining power of suppliers: The supplier group is powerful/there may be seller’s market when:
a. The group consists of a few firms and is more concentrated than the industry it sells to.
b. The product is unique or differentiated.
c. It sells products having no substitutes.
d. It poses a threat of forward integration.
4. Substitute products: factors determining how strong is competitive pressure from substitute products:
(a) The substitute product is readily available and attractively priced.
(b) The buyer views/perceives the substitute product as being better in quality, performance
(c) The costs of end products to switch to substitutes
5. Rivalry between existing firms:
Who are the major competitors, What are the main strengths and weaknesses of the competitors, what is
the brand image of competitor’s products
Porter's model of competition highlights the fact that competition is more than just rivalry with existing
competitors, it provides framework to think how value is created and divided among existing and
potential participants in an industry. Five forces model enables a firm to carry out a deep analysis of
competition and industry. This is helpful in designing an effective competition strategy to improve
performance
LEARNING ORGANISATION (PETER SENGE)
According to Senge, in the turbulent environment, the learning organisation alone will survive due to its ability to
create and use knowledge faster than its rivals. Therefore, people working in organisations should both
individually and collectively, nurture innovative thinking, enhance their capabilities and overcome their learning
disabilities.
CRITICISM:
Difficult to apply in actual practice. Breaking old habits and transforming an organisation into a learning
organisation requires managers to empower employees to make mistakes which is a not easy in a blame-oriented
culture and power hungry environment
FORTUNE AT THE BOTTOM OF THE PYRAMID
(C.K. PRAHALAD)
Prahalad suggests top companies to focus on low income/Bottom of the Pyramid (BOP) markets. Companies can
build fortunes for themselves and the developing economies by producing and distributing products and services
for the aspiring poor. BOP markets consist of four billion people who constitute two-third of the world
population.
BOP markets offer a huge potential to convert poverty into opportunity and prosperity both for companies and
countries. Innovations in technology and business models will create millions of new entrepreneurs at the grass
loot level. People at the bottom of the pyramid are under served, with less awareness and need simple solutions.
So, firms must develop simple, and easy-to-use,
cost-effective products
REENGINEENING
(MICHAEL HAMMER AND JAMES CHAMPY)
Michael Hammer is father of Business Process Reengineering (BR). He and James Champy wrote a book
"Reengineering the Corporation". Definition of BPR:
"the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in
critical, contemporary measures of performance, such as cost, quality, service and speed".
Features:
* Fundamental rethinking: In BPR, organisation ask the most basic questions about its business and
how does it operate- Why does it does what it does and why does it does the way it does? Re-engineering
first determines what company must do, then how to do it. It ignores what is and concentrates on what
should be. At the heart of BPR lies the notion of discontinuous thinking identifying and abandoning the
outdated rules and fundamental assumptions that underlie the current business operations.
* Radical redesign: it means getting to the root of things, disregarding existing structures and inventing
completely new ways of doing work. Re-engineering is about business reinvention not business
improvement/modification/enhancement. This means companies and their employees must unlearn
existing principles, techniques which require more innovative and flexible organisation structures
*Dramatic improvements: The main purpose of BPR is to secure quantum leap in performance rather
than marginal improvements. Hence 3 types of companies undertake re-engineering:
o companies in deep trouble which must re-engineer in order to survive
o companies which foresee trouble ahead.
o companies in peak condition that are ambitious and aggressive.
*Key processes: Under division of work, managers focus on individual tasks (e.g. receiving the order
forms, picking up the goods from the warehouse, etc.) and lose sight of the larger objective, (e.g., to get
goods into the hands of the customer). A business process is a collection of activities that takes one or
more inputs and creates an output valuable to customer.
Re-engineering is different from organisational restructuring which means focusing on core
competencies and getting out of non-core areas
Objectives/Aims of BPR:
1. redesigning the key business processes for improvement in quality and reduction of
2. Flattening the organisation and encouraging teamwork
3. applying a holistic approach to principles and processes of businesses
4. improving information technology
5. identifying core competencies and managing environmental changes to develop
competitive strength with a clear focus on the goals to be achieved.
INDIAN ETHOS FOR MANAGEMENT
• Management is behavioural science and it has to be culture specific.
• Indian Ethos for Management has as its basis, the cultural base of India and as a country
whose culture has its roots in religion - it does draw its lessons from the religions of the land.
• Their origin is ancient scriptures, teachings getting passed from generations to generations.
• it means the application of principles of management as revealed in our ancient wisdom from
sacred books like ‘Gita’, ’Upanishads’, ‘Bible’ and ‘Quran’.
“ethics” is a set of standards, or a code or value system, worked out from human reason and experience, by
which free human actions are determined as ultimately right or wrong, good or evil.
Hence, the body of knowledge which derives its solutions from the rich and huge Indian
system of ethics is known as Indian Ethos for Management
• An understanding of our cultural milieu, norms, values, and beliefs should help us to
evolve styles and management systems suited to our requirements.
• The best form of management has to be holistic and value-driven, which is the objective of
Indian Management Ethos.
Role of Indian ethos
1. creates a strong relation
2. avoid unethical aspects
3. inward considerations
4. balanced values
5. improves performance
6. helps in problem solving
7. develops self reliability
Lessons from Bhagavat Gita
1. be clear about goals and stay focussed on them
2. be prepared to make sacrifices for greater good
3. identity, recognise and accept equality in life
4. be fearless in face of obstacles
5. don’t be attached to results
6. control your desires
7. change is inevitable whatever happens it is for the good, embrace change
8. surrender to divine and let go of your ego
9. lead by example