About Indian Managers and Organizations

The tension between Indianness and the ways of the corporate world has often been commented upon and studied by both practitioners and scholars.

In my recent book "Indian Managers and Organisations: Boons and Burdens", I have explored this tension both through empirical data and insights from several scholars. The focus has been on understanding how Indian managers feel, think and act, and how their Indianness impacts organisational processes such as decision making, conflict resolution, authority relations, peer dynamics, team work etc.

The data used in the book has been gathered through the EUM framework (Existential Universe Mapper). This framework has been developed by me and has been deployed by me and many of my other colleagues, in more than 100 organizations covering more than 5000 people.

The Influence of Cultural Context

Indian managers operate within a complex cultural context that significantly shapes their management style and organizational behavior. Traditional Indian values emphasizing hierarchy, collective identity, and relationship orientation often interact with modern management practices in unique and sometimes challenging ways.

This cultural backdrop creates both distinctive strengths and potential challenges. The Indian management approach often demonstrates remarkable adaptability, relationship-building capabilities, and contextual sensitivity. However, it may also encounter tensions when navigating global business environments that prioritize different values and practices.

The EUM Framework and Indian Management

The Existential Universe Mapper (EUM) provides a valuable lens through which to understand the existential orientations of Indian managers. Rather than imposing external models of management, the EUM framework allows for a more nuanced understanding of how cultural context shapes fundamental assumptions, values, and behaviors.

By mapping these existential dimensions, organizations can develop more effective approaches to leadership development, team building, and organizational transformation that are sensitive to the unique cultural dynamics at play in Indian organizations.

Implications for Organizational Development

Understanding the distinctive characteristics of Indian management has significant implications for organizational development efforts. Rather than attempting to transplant management practices from other contexts, effective organizational interventions recognize and work with the cultural strengths and challenges present in Indian organizations.

This approach enables more authentic leadership development, more effective team dynamics, and organizational structures that align with rather than contradict the cultural context. By acknowledging the unique aspects of Indian management, organizations can develop approaches that leverage cultural strengths while addressing potential limitations.