ENHANCING THE PERFORMANCE OF THE ORGANISATION BY IMPROVING INDIVIDUAL CHARACTER

ENHANCING THE PERFORMANCE OF THE ORGANISATION  BY  IMPROVING  INDIVIDUAL CHARACTER
INTRODUCTION

1.            The prayer at National Defence Academy starts by asking God to help us keep ourselves physically strong, mentally alert and morally straight. These three parameters are essential for a leader.  In fact, the moral factor is the vertebral column, which supports both physical and mental capabilities.  Moral fibre enables a person to put to use what one has learnt and acquired by experience. Though the Indian Army and other services are well known for high integrity, there have been several cases in the recent past to prove otherwise. Media has been periodically highlighting several cases like fake encounters, illegal sale of liquor and rations, leakage of information, ill-treatment of women, suicides etc. There are several other cases, which never come to light. There is no doubt that moral values and ethics have been taking a dip in the forces.  There is, therefore an urgent need to check the degradation of moral values and restore it to acceptable levels. This has to be done intrinsically   and not by way of mere cosmetic changes. 

 

AIM

2.            To suggest a dynamic system for monitoring and improving the individual character   and thereby enhancing the overall performance of the organisation.

 

GENERAL

      

3.  It is a well-established fact that the performance of an organisation depends on the character of its individual   members. The corporate world has already realised this and is moving to cleanse itself. There can be a number of reasons for lack of moral values and ethics in a person and degradation of his character, which we are fully aware of. In case of Armed forces, officers are a selected lot and the standards should have been beyond reproach. Unfortunately, it is not so. The decline commences at the training academy itself and continues throughout the service period. Though almost everything is defined in the present system, somehow, we have not been able to check this degradation and the situation is gradually slipping out of our hands. Degradation of character is like termites gradually eating into the core of the nation and may eventually result in a catastrophic collapse unless arrested.

 

 

PRESENT SYSTEM of ASSESSMENT OF AN OFFICER

 

4.            An officer is generally assessed by at least three parameters i.e. Physical, Mental and Moral strength. Physical strength is assessed by conducting physical tests, where one is graded as Excellent, Good, Satisfactory or Fail. In case one is weak, adequate practice is given to improve to come up to the required standard. In addition, medical tests are also carried out and cat of SHAPE awarded.

 

5.            On the mental plane an officer under goes all mandatory courses in which he is again graded as ‘A’, ‘B’, ‘C’ or ‘F’ depending on his performance. He also under takes several promotion exams and competitive exams to prove his prowess. In case he is found lacking he is given extra coaching and all assistance to help him clear his exams. This process of gaining knowledge is continuous and is done periodically at various stages of one’s service as per the requirements of the organisation.

 

6.         Moral Strength is the most important parameter of a leader’s personality and is also the most undermined. As far as the strengthening of moral fibre is concerned, it is very interesting. An individual undergoes psychological tests for the first and the last time at the Services Selection Centres. Based on his inherent character quotient he is selected for Training. At the training academy he is given a brush up on moral values and ethics in the services. At the time of passing out he is also handed over a list of ‘Do’s and Don’ts’, which he keeps in safe custody, but never reads. 

 

7.         There after begins his journey of self-study on this subject as he traverses through his career. Depending on the postings and type of seniors and colleagues, his standard either improves or degrades. More often than not it is the latter. There is virtually nothing for a formal training. Why can’t we have a grading system for moral strength as well?  An individual who is ‘A’ on all courses and physically fit should hope to progress in career provided he is high in character as well. Intellect without character is useless. As of now, Annual Confidential Reports (ACRs) are the only system to grade a person on the moral front. But it is a fait accompli and does not give a chance to improve. Like all other qualities, the character of a person can also be improved by learning and practice.

REASONS FOR SUBVERSION OF MORAL FIBRE

 

 8.         A survey carried out by ACB (Anti-corruption Bureau) over a period of   ten years has found that ten percent of the persons in any organisation are scrupulously honest and we need not worry about them. There are another ten percent who are incorrigible and nothing can be done about them, so we can forget them. The balances eighty percent are fence sitters who sway on either side depending on how strict the system is. It is this eighty percent of the strength that we need to focus on.

 

9.         Strange as it may sound, an important aspect of an officer’s personality has been neglected not deliberately but by design. This has led to one’s personality becoming askew. Some of the reasons are as under: -

 

(a)       Training Academies.   Training academies are breeding grounds for the concepts of ‘Beg, Borrow, Steal’ and ‘Manage by Hook or Crook’. In spite of the disciplined atmosphere, these ideas are ingrained into the officers so deeply that they are carried even beyond   their service period. Visibly the system appears to be working and everyone is happy. But the damage such ideas have done to the system internally is difficult to judge.

 

(b)       Lack of Punitive Action.   There exists a corrective system in the form of Army Act and DSR (Defence Services Regulations). In fact it is a very simple system: a person commits a crime; he is apprehended, charge sheeted and after series of set procedures, punished. But this is easier said than done. The procedures are so elaborate and time   consuming that everyone   shudders at the thought of undertaking a case. More often than not, unit commanders prefer to cover up the case and spare the culprit with a minor action. The unit commander is also worried about the ‘izzat’ of the unit and that of their own. 

        

 (c)        Forbidden Subject.   The topic of self-improvement of moral fibre has always been considered a taboo and is rarely discussed in public. It is almost like the subject of sex education. Nobody wants to talk about it but everybody learns either by self-observation or by broken pieces of information obtained from friends and relatives. Though sex can be a matter of individual’s choice but character can’t be. Lack of character not only affects the individual himself but everybody else around him. 

 

(d)       Shy of Honesty.   A person is always proud of saying that he ran cross-country in excellent or he secured an ‘A’ on a course. But he is never proud to acknowledge in public that he is a very honest person or he has a very high integrity. This is because a crook is considered ‘smart’ and an honest person ‘dumb’.

 

(e)   ‘Nothing-Can-be-Done-about-It’ Attitude.   In spite of all the rules and regulations, there are many who still get away hoodwinking the system.  The helplessness of the system frustrates many officers. Gradually a trend sets in to accept the way things are and flow along with the stream.  The officers tend to give up as nothing can be done by them.

 

 

METHODOLGY

 

10.    It is evident that there does exist a lacuna in the present system, which needs to be addressed. The existing system has, unfortunately, not been able to arrest the degradation of an individual’s character.  The methodology to carry out the change has to be very complex since it involves psychological and philosophical approach.    The under lying principle however remains very simple:  safety, honour and welfare of your country   comes first, always and every time.   Enumerated below are some of the suggested methods in brief.

 

INDIVIDUAL LEVEL

 

11.     Moral Science.     Introduction of moral science as a subject in training institutions. The subject should be specially customised for the Army way of life with the help of experts. This would help the trainees to develop right attitude.  President Abdul Kalam had also reiterated the same during his recent visit to Secunderabad.

 12.      Self- Realisation.    The principles of leadership state - ‘know your job’, ‘know your men’, and ‘know yourself’. The officers have indeed mastered the art of first two i.e. ‘know your job’ and ‘know your men’. However, they have failed to master their own self. Knowing one’s self implies self-realisation-which is the essence of life today. Self-realisation would help a person to identify his real capabilities and have control over all his faculties. It provides him an inner strength to perform better and be a complete ‘man’. This can be done by making use of behavioural sciences and other tools like ‘Hathayog’, ‘Sahajyog’, meditation, etc.

 

13.     Happiness and Satisfaction.   Happiness can be defined as the ratio of number of wishes or desires fulfilled to the number of wishes or desires made.  Therefore, less the number of desires made more is the happiness.  It is essential that officers be trained on this philosophical aspect of life.  

 

14.     Army as a Way of Life.     The influence of media and the world outside has been so strong that officers are unable to appreciate Army as a way of life.  It should be our endeavour to bring out the pluses and minuses and assist individuals in understanding the same.

 

15.       Free and Frank Discussions on the Subject.   There should be free flow of thoughts and discussions between commander’s and subordinates on the subject. The more we talk about it the more popular it becomes.

 

Unit/Formation Level

 16.       Ensure Uniform Implementation of Orders.   It is sad that orders are not evenly implemented in all formations with the same or nearly same strictness.  This leads to confusion in the mind of a person, who reacts by breaking the rules.  This happens because there is no system of real time feedback and sometimes it not humanly possible either. An effort should be made to rationalise such grey areas.

17.       Prevention is Better than Cure.   It is necessary that certain archaic and impractical rules are identified and weeded out to prevent commitment of an offence in the first place.  Army has been making these changes over a period of time but there still is lot to be done and it is a continuous process. For example, the life cycle system of clothing has brought down the misappropriations drastically. Maximum use of IT would reduce quite a few problems.      

 

18.       Prompt & Unfailing Punishments.   Punishments should be awarded promptly for cases of moral turpitude so that a clear message is conveyed to all ranks.  Also, all cases should be dealt with without fail. The “zero defect syndrome’ and the idea of keeping a ‘clean unit record’ during a unit commander’s tenure should be curbed. There is a need to make this point understood by commanders at all levels.

 

19.       Institute Awards.   A time has now come to promote and motivate people to be more honest. This can be done by instituting award, like ‘character and competence’ award, to encourage all ranks.

 

20.       Honour Code Committees.   One of the ways to curb the menace is to put the men in self correction mode and make them check themselves. This can be done by setting up ‘Honour Code Committees’ in the training institutions and major units. These committees are manned by cadets or soldiers themselves with only an officer/Junior Commissioned Officer for supervision from outside. When an individual commits an offence related to moral turpitude, the committee gets together and establishes the crime. It then gives its recommendations for punishment or otherwise. The disciplinary action is then taken by Company Commander/ Commanding Officer.

 

Miscellaneous

      21.       Conduct Seminars, Workshops, Essay Competitions.   One of the best ways to implement an idea is to make the environment participate and contribute to its development. This can be done by way of conducting seminars, workshops, essay competitions and inviting ideas from the young minds.  

22.       Motivation of  Lady Wives.    The old adage that ‘behind every successful man there is woman’ holds true even today. Only that there could be a small addition saying ‘and so behind an unsuccessful one’.   The character quotient of the better halves also needs to be evaluated.   More often than not, the seeds of discontent are sown at home.  Therefore, there is a need to train and motivate the lady wives as well so that they are also in step with officers and the organisation. The ladies should be made to realise that happiness comes by living within one’s income. The added advantage would be that the character of children would also improve drastically, as children imbibe more from their mothers.

 

23.       Document Codes of Conduct and Case Studies.   Some of the officers have so much of power at a young age that they are perplexed.  They tend to commit certain actions which they repent later. It is for these officers that we must have the codes of conduct and case studies documented. This should be done separately for different Corps’, due to the different nature of job.

 

24.       System of Assessment.   This is one of the most important point. There is a need to assess the levels of character regularly so that necessary corrective action can be taken. Unless we know the existing levels, we cannot raise to the desired level. Nowadays there are methods available to measure and map the character of a person. We can also task DIPR/DRDO for designing a system for the same.

 

ADVANTAGES AND DISADVANTAGES

 

25.       Viewing the advantages and disadvantages of the proposed system could help us understand it better. Some of these are as  under: -

 

(a)        Advantages.    

 

(i)          Improvement in overall efficiency and performance of the organization. This would be possible by better quality of work, optimum utilisation of funds and enhanced user satisfaction.

 

(ii)        Marked improvement in the image of the Indian Army.

 

(iii)       Provide a sounding board for the individuals to air their feelings. This would reduce the incidents of suicides and fratricides in the Army.

 

(iv)       High integrity standards of the Army would be a strong point to motivate young men to join forces, thereby improving the quality of intake of officers and so also men.

 

(v)        Overall reduction in disciplinary cases and court cases thereby saving large number of man-hours and paper work. The time saved could further improve the efficiency of organization.

 

(vi)        Indian Army could become a ‘Gold Standard’ for being an upright institution. It could set a precedence of sorts for the public and private sectors and also the entire nation to follow.

 

(b)       Disadvantages.

(i)             The whole idea would appear to be utopian to a section of people. People with vested interests would try their best to scuttle any such project. However, when countries like Singapore can have above 90% integrity levels, it would certainly not be difficult for an Army with just about 50,000 officers and one million troops, to undertake such an operation.

(ii)          The benefits accrued may not be immediately perceivable for the environment to appreciate the advantages of the new system.

 

(iii)         More people may tend to go by the book. This may lead to some difficulties in day to day administration. However, this can be overcome by amending the rule book as suggested earlier.

 

 

CONCLUSION

26.      In spite of the fact that Indian Army ranks highest in the country on the integrity quotient, it has been found that moral values and ethics have been deteriorating over a period of time. Though the present system is well designed, it has not been able to check the degradation of an individual’s character, in the present-day environment. There is no doubt whatsoever that there is a requirement to make some changes to the present system to make it more effective. It is time that we set aside our inhibitions and accept the truth.  Thus, the need of the day is a dynamic system that strengthens individuals morally so that the full benefit is accrued out of an individual’s physical and mental capabilities. This would enhance the overall performance of the entire organisation.