People Management Revie Volume 1 Issue 1 BUDDHIST .
People Management Review Volume 01 Issue 01BUDDHIST PERSPECTIVE FORORGANIZATION HUMAN RESOURCEDEVELOPMENT: REFERENCE TO THEMAHA MANGALA SUTTAAbstractstudy made a bridge between Buddhism and IDby identifying how those principles categoriesunder sub component in ID at the organizationlevel. Application of these principles in thisselected sutta will create sound outcomes tothe organization where recommendationssupposed to apply innovative practices in orderto achieve organizations success.Human Resource Development (HRD)is playing a major role in today’s business worldto enhance HR skills, attitudes and knowledge.HRD can be defined as a set of systematic &planned activities designed by an organizationto provide its member with opportunities tolearn necessary skills to meet current & future Keywords HRD, Mahamangala Sutta,job demands. HRD scope has built on four Individual Development, Skills, Knowledge,major functions including career development, t and organizational development.IntroductionPurpose of this study was to find howcan be applied principles in MahamangalaThe field of Human ResourceSutta to the sub components of Individual Development (HRD) encompasses severalDevelopment (ID): development of skills, aspects of enabling and empowering HR inknowledge and behavior in order to achive organization. HR is source of competitiveobjectives of organizational HRD. Past advantage and not merely employees fulfillingstudies were not sufficiently explain religious their job responsibilities. Current paradigm inperspective related to HRD discipline. Present HRD treats employees as value creators andstudy has involved to filling this gap by focusing assets Heathfield [1]. HRD is the framework foron one of the most well-known suttas to helping employees develops their personal andexplore its meanings with the scope of HRD. organizational skills, knowledge, and abilities.Researcher depended on Thripitaka(contains three “baskets” of teachings: a:Sutta Pitaka (pyxidium), Vinaya Pitaka andan Abhidharma Pitaka) and other Buddhismbooks. Mahamangala sutta explained thirty eightprinciples for individual development and thisHRD includes such opportunities as employeetraining, employee career development,performance management and development,key employee identification and organizationdevelopment.The focus of all aspects of HRD is63
People Management Review Volume 01 Issue 01on developing the most superior workforce sothat the organization and individual employeescan accomplish their work goals in serviceto customers. HRD is set of planned andsystematic activities designed by an organizationto provide opportunities to its members tolearn skills necessary for the present andfuture job requirements. The process of HRDinvolves the development of expertise in theemployee through organizational developmentand training and development. The aim ofHRD is to improve the performance ofthe employees Robert. Scope of the HRDhas extended over four main criteria suchas; Individual Development (ID), CareerManagement, Organizational Developmentand Performance Management Gilley et al.studied about Buddhism to develop a modelfor HRD.Through-out this study researcherinvestigated the relationship in between IDwith Buddhism which was the selected subcomponent of the scope of HRD. Accordingto Eggland [6] ID refers to the developmentof new knowledge, skills, and/or improvedGautama Buddha, also known asbehaviors that result in performanceSiddhārtha Gautama, Shakyamuni, or simplyenhancement and improvement related tothe Buddha, was a sage on whose teachingsone’s current job (training). For this studyBuddhism was founded. A native of theresearcher occupied Mahamangala Sutta whichancient Shakya republic in the Himalayanis one of the suttas among suttas like Karaniyafoothills, Gautama Buddha taught primarily inMetta Sutta and Vyagghapajja Sutta which werenortheastern India. Lord Buddha is a primaryexplained about ID or preached for ID forfigure in Buddhism and after achievinghuman.enlightenment remaining forty five years ofBuddha’s life, dedicated to show the correctpath for human to achieve enlightenment byMaha Mangala Suttathem. Buddha’s sermons cannot be limited toone aspect it spread over various disciplinesKalupahana. For the remaining 45 years of hisAccording to Thripitaka Sakka (who islife, he was sermon for various themes withoutany boundaries. Among those sermons current the leader of devas) advised to one of devasstudy selected one of the Suttas preached by to consult the Buddha. Thus in the middle ofthe night that deva came to visit the Buddhahim.at the monastery of Anāthapindika in Jeta’sHow does Buddhism contribute Grove near Sāvatthi. He asked the Buddhato understanding of Human Resource for the true meaning of “blessing” (goodDevelopment (HRD) in Thailand research has omens). Buddha describes ‘blessings’ that areclearly explained and it is the only one study wholesome personal attainments, identified inwhich has done for Buddhism and HRD a progressive manner from the mundane to theSiriporn. Therefore in this study researcher ultimate spiritual goal. In response, the Buddha64
People Management Review Volume 01 Issue 01delivered a discourse known as MangalaSutta, in which thirty-eight highest blessingswere enumerated. Purpose of this suuta waselaborate how would be a human can gainpersonal attainment.Besides, these thirty-eight blessings areethical and spiritual in nature, providing a stepby-step training on the journey of individual’slife. It contains Buddha’s advice and guidancefor the ‘novice’ of life. Buddha. The researcherfirst attempt was elaborate the meaning ofthirty eight blessings clearly. English translationdeveloped based on R.L.Soni’s Life HighestBlessing commentary.1. Anaakulaa ca kammantaa: Businesspursuits, peaceful and free from conflicts2. Daana: Acts of giving3. Dhammacariyaa: Conduct according toDhamma4. Naatakaana n ca sa”ngaho: Helpingone’s relatives5. Anavajjaani kammaani: Blameless actions6. AArati paapaa: shunning evil7. Virati paapaa: Abstaining from evil8. Majjapaanaa ca sa n namo: Refrainingfrom intoxicants9. Appamaado ca dhammesu: Diligence inpractice of what is Dhamma10. Gaaravo: Reverence11. Nivaato: Humility12. Santu.t.thi: Contentment13. Kata n nutaa: Gratefulness14. Kaalena dhammasavana: Timely hearingof the Dhamma15. Khantii: Patience16. Sovacassataa: Meekness when corrected17. Asevanaa ca baalaanam: Not associatingwith fools18. Pan.ditaana n ca seyanaa: Associatingwith the wise19. Puujaa ca puujaniiyaana.m: Reverencingthose worthy of respect20. Patiruupadesavaaso: Residence in asuitable locality21. Pubbe ca katapu n nataa: Havingmade merit in the past22. Attasammaapa.nidhi: One’s mindproperly directed23. Bahusacca n: Profound learning24. Bahusippa n: Proficiency in one’s work25. Vinayo ca susikkhito: Well-learnedmoral discipline26. Subhaasitaa ca yaa vaacaa: Graciouskindly speech27. Maataa pitu upa.t.thaana.m: Givingsupport to parents28. Puttadaarassa sa”ngaho: Cherishingwife and children29. Sama.naana n ca dassana.m: Meeting(seeing) monks30. Kaalena dhammasaakacchaa:Discussing the Dhamma at the propertime31. Tapo: Energetic self-restraint32. Brahmacariyaa: Holy and chaste life33. Ariyasaccaana dassana.m: Insight intothe Noble Truths34. Nibbaana sacchikiriyaa: Realization ofNibbaana35. Phu.t.thassa lokadhammehi citta.m yassana kampati: A mind unshaken by the upsand downs of life36. Asoka.m: Freedom from sorrow37. Viraja.m: Freedom from defilements ofpassion38. Khema.m: Perfect securityAccording to the Mangala Sutta thirtytwo (32) principles (one – thirty two) formundane development and others (thirty threethirty eight) for super-mundane development.Therefore researcher had to consider on thesethirty two principles but among those thirty65
People Management Review Volume 01 Issue 01two selected principles to make a relationshipwith ID in the organization environment.Individual Developmentand Maha MangalaSuttaAccording to Eggland ID refers to thedevelopment of new knowledge, skills, and/orimproved behaviors that result in performanceenhancement and improvement related to one’scurrent job (training). This study has focusedon the ID at the organization context. Based According to the figure to the individualon the definition ID consists with development development of employee management shouldof new knowledge, skills and improvement of concern on skills, knowledge and behaviorbehavior.Development of SkillDevelopment ofKnowledgeImprovement ofBehaviourFigure 1 Individual Development with MahaMangala Sutta Not associating with foolsAssociating with the WiseOne’s mind properly directed Not associating with foolsAssociating with the WiseOne’s mind properly directed Not associating with foolsAssociating with the WiseReverencing those worthy of respectOne’s miund properly directedGracious kindly speechActs of givingRefraining from Meekness when corrected66
People Management Review Volume 01 Issue 01improvement. In that case selected principleswhich were explaining in Mahamangalasutta can be categorized in to three criteria.Researcher listed not associating with fools,associating with the wise and one’s mindproperly directed will develop employee skillsand knowledge. Meanwhile including abovethree principles for the improvement ofbehavior employee can respect to reverencingthose worthy of respect, gracious kindly speech,acts of giving, refraining from intoxicants,humility, contentment, gratefulness, patienceand meekness when corrected. Researcheridentified twelve (12) principles among thirtyeight principles in Maha Mangala Sutta tocategorize under sub variables of ID as follow.Not associating with foolsDevelopment of new knowledge, skillsand behavior influence by this principle becausewhen the person ignore the relationship withfoolish people that person can enhance hisknowledge, skills and behavior. According toSoni this principle emphasis is on keeping awayfrom and not getting entangled with peoplewho, though grown up in years, have none ofthe graces of children but all their failings andshortcomings; these are the people possessingthe characteristics of “fools.” According tothe sutta company with fool can only harm.It reveals that when person accompanywith fools make different disadvantages.Development of knowledge, skills andbehavior depend on this association. Thereforeemployee should associate with people whoare not fool to ignore those negative outcomes.listening to good advice, rational faith, noblethoughts, clear thinking, self-control, goodconduct, conquest of the hindrances, gainingof wisdom and the consequent liberation. Soni[8] explains that wise association makes wisepeople therefore employees should maintainrelationship with wise. To gain knowledge,skills and behavior development people shouldaway from bad company, one who is advancedin self-control, full of loving-kindness andcompassion and thus immune to the evils ofsuch association Soni.One’s mind properly directedAction is performed by one’s body(kaaya-karma) or by speech (vaci-karma) or bymind (mano-karma) (Buddha). These actionsare called karma when will, the performance of“action” directed by own mind. If there wereno “will” in mind to involved, there would beno results. According to Buddha the emphasisis on “one’s own self ”: one should try todirect oneself to the desired goal by the effortsone makes. This encourages self-confidenceand discourages dependence upon the graceof men. It says many people pass their livesin the wrong course, engaged in evil practicesof the body (behavior), speech and mind wasa result of absent of properly directed mind.Therefore a directed mind of person’s leadsto obtain skills, knowledge and behavior andwhen the person absent form directed mind noany results as Buddha’s view.Reverencing those worthyof respectBuddha preached reverence meansAssociating with the wiseveneration of the Buddha, Dhamma andSangha, and respect for parents and teachers,On the other hand, through wise people, good persons and elders. Incompanionship with the wise the sequence is: industrial perspective reverence is very67
People Management Review Volume 01 Issue 01important fact to maintain sound relationship.Even the Buddha after his Enlightenmentsurveyed the world to try to find a teacher torevere. This is a blessing resulting in harmonyin the present life and it improves positivebehavior.Gracious kindly speechWell-spoken words of civility makeharmonious environment. Certainly whatone speaks and how one speaks it are veryimportant, considering all the words whichpour out of our mouths every day Soni .Wordscan never be ill-spoken words since they are:true; bring concord; are compassionate; andmeaningful. This practice leads to kind speechwhich is another component of behavior of aperson. According to Catania behavior wouldbe verbal or nonverbal. And this principlerepresents the verbal behavior of person. As aresult of kindly speech improve the behavior.Acts of givingGiving also works in harmony withother good qualities and strengthens them.Person’s practice to giving will leads to improvetheir behavior because according to (Buddha)giving is related to moral conduct, that one givesgifts which do not conflict with the precepts.Again it’s discussing about behavior and thisbrings in another relationship with wisdom, forone should give wisely, not unwisely.Refraining from intoxicantsBuddha preached play on intoxicationand maddening leads to destroy of the mind.People should maintain a clear mind and body.But intoxicants finish the positive behavior ofperson. Any employee while at work must ensurethat he or she is not under the influence of anintoxicants where the extent of the intoxicantscould endanger his or her own safety, healthor welfare at work or that of any other personpresent Health and Safety Authority. Thereforereferencing from intoxicant leads to improveone’s own behavior.HumilityThis is a factor which stresses theimportance of having no pride. Accordingto Soni this does not mean that one isobsequiously “humble” — just anotherdisguise for pride. He said humble person doesnot advertise himself; he is not exuberant inbody or speech but instead is restrained. Thisis a kind of practice which leads to improvebehavior as a result of being humble toeveryone at the work environment. Becauseaccording to Catania behavior consist with twoas verbal and nonverbal and being humility isrelating to nonverbal behavior.ContentmentThis implies acceptance of conditionsand situations as they arise, with equanimityand without grumbling. This is a quality whichshould be improve by people as a behavior.According to Buddha one can be contentwith enough clothes, enough food, enoughliving room and enough medicines. “Enough”gives one little trouble to keep and maintainbut more than that brings anxiety and worry.Everyone has to decide for themselves whetherpossessions will bring more happiness or moretrouble. Therefore employees should practiceto be contentment and ultimately it makes theimprovement of behavior because Soni saidcontentment is a part of sound behavior of aperson.Gratefulness68
People Management Review Volume 01 Issue 01The Buddha preached: “Two sorts of peopleare hard to find in the world: one who firstdoes (something kind or helpful), and one whois grateful and recognizes (that kindness).”Without this quality a person forgets parents,relatives, friends, teachers, and he turns hisback on them just when they could be helpedby him or when they are in need of aid. Thisprinciple represents the practice that should beused at the working environment because Sonisaid grateful result to improve person action(behavior).Meekness when correctedapplied the Dhamma to his life and “Coolheartedness,” not worried or impatient.Health and Safety Authority presented thatpatience at the work place leads accident zero,and minimum conflicts. As Buddha preachedpatience is an action of people and whenemployee improves this action means improveshis behavior.The meaning given is “one who caneasily be addressed, spoken to or advised”and it further means “a person who can bePatiencecorrected.” Also implied are the qualities ofPatience, this is important virtue, in fact tolerance of criticism directed at oneself andone of the highest, and it includes the virtues of courtesy and gratitude in accepting advice.forbearance, forgiveness and tolerance. Buddha According to Buddha a person who is meekpreached a person who practices patience has a use the chance to learn. So this action leadsto improve behavior of employees when they“cool heart,” the mark of a person who hasprefer to correct their faults by accepting those.69
People Management Review Volume 01 Issue 01RecommendationsNoMangala concept02Pan.ditaana n ca seyanaa:Associating with the wise.03Puujaa ca puujaniiyaanam:Reverencing those worthy ofrespect.Subhaasitaa ca yaa vaacaa:Gracious kindly speech.0104Asevanaa ca baalaana m: Notassociating with fools05Daana: Acts of giving06Majjapaanaa ca sa n namo:Refraining from intoxicants07Nivaato: Humility08Santutthi: Contentment25Kata n nutaa: Gratefulness.2728Khantii: PatienceSovacassataa: Meekness whencorrected.Management practiceCreate learning environment and hire who matchwith organizational culture. Then every employee hasopportunity to deal with nice people.Create communication flow from senior to junior fortransfer knowledge. Then every employee become wiseand they can associate each other.Employee should know respect each other and ethicalqualities then will create sound working environment withsound working relationship.Establish harmonious culture by aware employees aboutthe importance of kind speech. Can develop code ofethics including this principle.Corporate Social programme is a kind of act of givingthat the organization can do. Then management can getthe support of the organization employees to CSR works.Ultimately employees also practice to giving.Alcohol and smoking should prohibit at the workenvironment and include it as a disciplinary behavior ofemployees.Maintain sound employee management relationship, Goodgrievance handling procedure, Enhance employee selfsatisfaction on their job, superior and environment.Practice employee to satisfy with existing resourcesthrough moral development programmes.At the induction management can be presented theimportance of being gratefulness to seniors at the workplace.Organize attitudes development programmes.Train employee to make their faults by organizing positiveattitudes development programmes.Table 1: Management PracticesConclusionIntention of the researcher was findthe relationship between ID with buddhismwhich was the selected sub component of thescope of HRD. HRD is a set of systematic &planned activities designed by an organizationto provide its member with opportunities tolearn necessary skills, knowledge and behaviorto meet current & future job demands.Mahamangala Sutta is highest lifeblessing preached by Lord Buddha and researcherfound the relationship selected principles ofthis sutta and ID in HRD. Researcher clearlyestablished how those selected principles70
People Management Review Volume 01 Issue 01link with the three sub components of IDtermed; development of skills, knowledge andbehavior. Researcher presented managementpractices regarding how each principle developwithin organization to obtain employeesskills, knowledge and behavior development.Summary of the management practice can beillustrated as; create learning environment andhire who match with organizational culture,create clear communication flow, developcode of ethics, organize CSR activities withthe support of employees, intoxicants shouldprohibit at the work environment, establishsound grievance handling procedure, properinduction programmes and organize moraland attitudes development programmes. Theevery organization can apply Buddha’s view byconverting in to management practices becauseit’s about the reality of the world. Current studyremains with limitations including this study H. Robert (2013). & Quote; Development ofhuman resources -- Part 1 Beyond Training aperspective on improving organizations andpeople in the paper industry. Gilley, J., Eggland, S., & Maycunich, A. (2002: 14).Principles Of Human Resource Development.Basic Books. Kalupahana, J. D. (1994). A history of Buddhistphilosophy. Deilhi: Motilal Banarsidass. Siriporn Yamnilla, G. N. (June 13, 2008). Therole of a religious institution in HRD: the case ofWat (temple) Panyanantaram, Thailand . HumanResource Development International. Buddha, L. (Khuddakapāha, Sutta Nipāta).Thripitaka. Eggland, J. G. (n.d.). Principles of HumanResource Development. Perseus Books Group. R.L.Soni, D. (2006). Life’s Highest Blessings: TheMaha-Mangala Sutta.investigated only one Sutta preached by LordBuddha, among four components of HRD selected only ID, this study is a concept paperhence cannot measure the findings, and studyfindings were depend on available literature.Acknowledgement To make this greater output regardingthe Human Resource Development with the respect of Lord Buddha’s sermons Ven. NawaneSaddajiwa thero, Mr. H.M.D. Senarathna,Mrs. U.D.De Silava and Senior Lecturer Dr.D.U.Mohan gave their immeasurable support.REFERENCES Heathfield, S. M. (2013, 05 31). Retrieved fromAbout.com: http:// www.mbaofficial. com/mbacourses/ human-resource-management/ humanresource-planning- and-development/ functions-of-hrd/ Authority, H. a. (2011, September). Intoxicantat work, Occupational Health. Retrieved fromhttp://www.hsa.ie/eng/Publications and Forms/Publications/Occupational Health/Intoxicantsat Work Information Sheet .pdfCatania, A. (1986). On the difference BetweenVerbal and Nonverbal Behaviour. University ofMaryland and Baltimore Country.Metcalfe , B., & Rees , C. (2008). Global, Comparativeand National HRD . Retrieved from pcontent/uploads/2008/06/710metcalfe.pdfPadmasiri. M.KDDepartment of Human Resource ManagementFaculty Of Commerce And Management StudiesUniversity Of Kelaniya, Sri Lankapadmasirimkd@gmail.com71
researcher occupied Mahamangala Sutta which is one of the suttas among suttas like Karaniya Metta Sutta and Vyagghapajja Sutta which were explained about ID or preached for ID for human. MAhA MAngALA suttA According to Thripitaka Sakka (who is the leader of devas) advised to one of devas to consult the Buddha. Thus in the middle of
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