Behaviors of an individual
1. Process-oriented
2. Goal Oriented
3. Pull Factor or Push Factor
4. External recognition and Internal recognition
5. Yes Pattern and No Pattern
6. Opportunity and Compulsion
7. Flow with the Flow
1. Process-oriented
Some people are process-oriented. They go step by step. They believe in systems. They believe in mechanisms. They believe in orientation. I am not saying if this is good or bad. I am trying to make you focus on the nature of the person. Accounts people are process oriented. Sales people are goal oriented. Law firms believe that no work is complete unless the paper work is done. Human behaviour varies from individual to individual. Let me tell you about one person who believed in process and
function and he gave the world a complete new mode of transportation.
A twelve-year-old boy was going along with his farmer father. He saw a train. He was so inquisitive that
he went to the driver of the train and enquired how the train worked. His process based mind thought that if a train could work on a track, then why could not a chariot move on a plain road with a machine and not by horses. This process was settled in his brain. When his father used to think about seeds, soil, fertilizers, his mind used to work on the instrument which could be used in ploughing the fields. He worked in Detroit to repair various machines but there too he used to visualize the process of making a machine cart. At the age of 25 he got married on the condition that his first love would be the process of making a car only and nothing else. Later on, this person used to work in Edison Illuminating Company.
He used to work day and night on the process of car manufacturing. On 4 June, 1896 this process based man brought the first car on the road and he was none other than Henry Ford. And today the whole world respects and admi res the incredibl e mechanism produced by Henry Ford’s brain. These kind of people must be put at functional work.
2. Goal Oriented
These kind of people believe in work. They never believe in process. They become something what they want to become and then think how it can be made. Again, this is nothing bad or good, it is just the nature of an individual. Let me tell you a goal focused success story. We all know the story of Rockefeller. When Rockefeller was very young, he used to sit near eggs which were supposed to ha t ch and whenever chi cks came out , immediately he would steal them and sell to somebody else. The owner of the poultry farm used to think that chicks has been taken away by a cat or some other animal. Rockefeller never used to bother for the process of earning. His goal was to earn money by any means. He had no ethics for that reason. When he got $3000, he kept that money on interest. Then he came to know how one can earn by keeping the principal money in hand.
John D. Rockefeller used to say that focus on cents and dollar would automatically come. At the age of 19 he was working as a clerk for 50 dollars per month. He asked his employer to increase his salary but he refused. He immediately left the job and started doing his own commissioning business. He was totally
goal oriented. After that, in 1861, there was a civil war and he took full benefit of\ the same. He was terrible for anyone who came in his way because he looked only at success. Rockefeller was a master negotiator. Later he started his oil business and many other kinds of businesses. He got married and
his wife had to fight for household expenses.
Rockefeller was very strict about extravagancy. He had learnt to cut the cost on personal happiness and luxury. However, when he reached the age of 50, he started spending money for humanitarian causes. Now his only goal was to spend money on human talent. In 1901, he established Rockefeller Medical Research Centre with six million dollars. In 1913, he started Rockefeller foundation for the whole world for human
development. He was focused on elimination of poverty, enhancement of education, and culture. Yes, basically I want to say that being a goal-oriented person is not bad. Some people say money is bad. Again, if you have no money you cannot spend for a humane cause.
3. Pull Factor or Push Factor
Always try to understand what works on whom. No treatment is like a panacea. We have to give individual
treatment. Let us take an example. Suppose your child is not studying and you say, “Look, if you do not read, you will fail like John.” Yes, this can be a motivating factor in case the push factor works on your child. For this kind of a child, fear of failure and fear of rejection are the greatest motivating factors. They do the job not to lose. Similarly, if you say, “If you get this much of marks, you will get the best college and rewards” here if this child was motivated to do the thing, it means here the pull factor works. You always look ahead what works on whom. Some employees work efficiently with the fear of punishment. Some work efficiently under pressure. They believe that fire fighting situation enhances efficiency. Sometimes people work efficiently when they think they will be rewarded.
In most of the public sector companies, accomplishment exists. There is neither a pull factor nor a push factor. However, some people on top have passion for work, therefore the company keeps on moving. People from poor families go to the top because initially the push factor works and then the pull factor\ starts working. Andrew Carnegie was fighting for survival. His family had recently shifted to USA for better opportunities. He worked in a cotton manufacturing plant and also in the railways. He had both pull and push factors. Then he started dealing in stock market and soon he was the best known name in the corporate world of USA. Here was the push factor and subsequently he was attracted by the pull factor. Finally, he became an industrialist and came on the top of the world arena.
4. External recognition and Internal recognition
Some people need references from the external world, whereas other people need the reference from inside.
Undoubtedly, some people need both internal and external references. People who want external recognition cannot be leaders. Leadership oriented jobs cannot be suitable for these kind of people. Similarly, those who have internal recognition habits should not be posted in hospitality industry. Even a doctor who is with an internal reference cannot understand a patient but he can diagnose the disease very well. Recently, I met a highly skilled doctor, but full of with internal references. She was confident, but not productive. Yes, in case there is a leadership job, then the people from internal reference are always welcomed. Mahatma Gandhi was a person of internal reference, with a lot of compassion. People with internal reference see the world from their own eyes. They are never influenced by somebody else’s story.
5. Yes Pattern and No Pattern
“Yes pattern” people look for same directions, same goals, same ways, and same procedures. “No pattern” people will start with “No’”. Some times we need this category of people too. Rusi Modi was not a “Yes pattern” person, even then J. R. D. Tata used to love him because his “No pattern” helped Tata corporation to achieve new targets. Once in his interview, Ratan Tata himself had said that Rusi Modi had the guts to go to the crowd and stand right there. Yes, too much of everything is bad and exactly the same happened with Rusi Modi. He spoke against Ratan Tata and it cost him the chairmanship of the Tata Group. Now it is very clear that “No pattern” people are not bad but we have to learn to live with them and use their vision for the development of the corporation.
6. Opportunity and Compulsion
While talking to a person, try to understand whether he is looking for an opportunity or it is his compulsion to work. Dhirubhai Ambani had the compulsion to go to Yemen. Then he looked for opportunity in India and that is how Reliance came into existence. The technique for handling opportunity-oriented persons is different as compared to the technique for compulsion-oriented persons.
7. Flow with the Flow
Some people start at universal level and come down to a small level. Similarly, some people start at small level and reach a universal level. So, when you are talking to universal level people you should also come on a universal level and in case you are interacting with people who talk at small level then in that situation you too should talk at small level. If you do not talk at the same level, a good rapport cannot be developed. Observation and flexibility are the key to success. In the west, the same pattern is known as a large chunk thinker and a small chunk thinker. Generally a wife starts with a small chunk and goes to a larger chunk and husband starts with a large chunk and goes to a smaller chunk. This is a normal practice followed by the couples and hence this becomes a barrier in developing a rapport.
he went to the driver of the train and enquired how the train worked. His process based mind thought that if a train could work on a track, then why could not a chariot move on a plain road with a machine and not by horses. This process was settled in his brain. When his father used to think about seeds, soil, fertilizers, his mind used to work on the instrument which could be used in ploughing the fields. He worked in Detroit to repair various machines but there too he used to visualize the process of making a machine cart. At the age of 25 he got married on the condition that his first love would be the process of making a car only and nothing else. Later on, this person used to work in Edison Illuminating Company.
He used to work day and night on the process of car manufacturing. On 4 June, 1896 this process based man brought the first car on the road and he was none other than Henry Ford. And today the whole world respects and admi res the incredibl e mechanism produced by Henry Ford’s brain. These kind of people must be put at functional work.
2. Goal Oriented
These kind of people believe in work. They never believe in process. They become something what they want to become and then think how it can be made. Again, this is nothing bad or good, it is just the nature of an individual. Let me tell you a goal focused success story. We all know the story of Rockefeller. When Rockefeller was very young, he used to sit near eggs which were supposed to ha t ch and whenever chi cks came out , immediately he would steal them and sell to somebody else. The owner of the poultry farm used to think that chicks has been taken away by a cat or some other animal. Rockefeller never used to bother for the process of earning. His goal was to earn money by any means. He had no ethics for that reason. When he got $3000, he kept that money on interest. Then he came to know how one can earn by keeping the principal money in hand.
John D. Rockefeller used to say that focus on cents and dollar would automatically come. At the age of 19 he was working as a clerk for 50 dollars per month. He asked his employer to increase his salary but he refused. He immediately left the job and started doing his own commissioning business. He was totally
goal oriented. After that, in 1861, there was a civil war and he took full benefit of\ the same. He was terrible for anyone who came in his way because he looked only at success. Rockefeller was a master negotiator. Later he started his oil business and many other kinds of businesses. He got married and
his wife had to fight for household expenses.
Rockefeller was very strict about extravagancy. He had learnt to cut the cost on personal happiness and luxury. However, when he reached the age of 50, he started spending money for humanitarian causes. Now his only goal was to spend money on human talent. In 1901, he established Rockefeller Medical Research Centre with six million dollars. In 1913, he started Rockefeller foundation for the whole world for human
development. He was focused on elimination of poverty, enhancement of education, and culture. Yes, basically I want to say that being a goal-oriented person is not bad. Some people say money is bad. Again, if you have no money you cannot spend for a humane cause.
3. Pull Factor or Push Factor
Always try to understand what works on whom. No treatment is like a panacea. We have to give individual
treatment. Let us take an example. Suppose your child is not studying and you say, “Look, if you do not read, you will fail like John.” Yes, this can be a motivating factor in case the push factor works on your child. For this kind of a child, fear of failure and fear of rejection are the greatest motivating factors. They do the job not to lose. Similarly, if you say, “If you get this much of marks, you will get the best college and rewards” here if this child was motivated to do the thing, it means here the pull factor works. You always look ahead what works on whom. Some employees work efficiently with the fear of punishment. Some work efficiently under pressure. They believe that fire fighting situation enhances efficiency. Sometimes people work efficiently when they think they will be rewarded.
In most of the public sector companies, accomplishment exists. There is neither a pull factor nor a push factor. However, some people on top have passion for work, therefore the company keeps on moving. People from poor families go to the top because initially the push factor works and then the pull factor\ starts working. Andrew Carnegie was fighting for survival. His family had recently shifted to USA for better opportunities. He worked in a cotton manufacturing plant and also in the railways. He had both pull and push factors. Then he started dealing in stock market and soon he was the best known name in the corporate world of USA. Here was the push factor and subsequently he was attracted by the pull factor. Finally, he became an industrialist and came on the top of the world arena.
4. External recognition and Internal recognition
Some people need references from the external world, whereas other people need the reference from inside.
Undoubtedly, some people need both internal and external references. People who want external recognition cannot be leaders. Leadership oriented jobs cannot be suitable for these kind of people. Similarly, those who have internal recognition habits should not be posted in hospitality industry. Even a doctor who is with an internal reference cannot understand a patient but he can diagnose the disease very well. Recently, I met a highly skilled doctor, but full of with internal references. She was confident, but not productive. Yes, in case there is a leadership job, then the people from internal reference are always welcomed. Mahatma Gandhi was a person of internal reference, with a lot of compassion. People with internal reference see the world from their own eyes. They are never influenced by somebody else’s story.
5. Yes Pattern and No Pattern
“Yes pattern” people look for same directions, same goals, same ways, and same procedures. “No pattern” people will start with “No’”. Some times we need this category of people too. Rusi Modi was not a “Yes pattern” person, even then J. R. D. Tata used to love him because his “No pattern” helped Tata corporation to achieve new targets. Once in his interview, Ratan Tata himself had said that Rusi Modi had the guts to go to the crowd and stand right there. Yes, too much of everything is bad and exactly the same happened with Rusi Modi. He spoke against Ratan Tata and it cost him the chairmanship of the Tata Group. Now it is very clear that “No pattern” people are not bad but we have to learn to live with them and use their vision for the development of the corporation.
6. Opportunity and Compulsion
While talking to a person, try to understand whether he is looking for an opportunity or it is his compulsion to work. Dhirubhai Ambani had the compulsion to go to Yemen. Then he looked for opportunity in India and that is how Reliance came into existence. The technique for handling opportunity-oriented persons is different as compared to the technique for compulsion-oriented persons.
7. Flow with the Flow
Some people start at universal level and come down to a small level. Similarly, some people start at small level and reach a universal level. So, when you are talking to universal level people you should also come on a universal level and in case you are interacting with people who talk at small level then in that situation you too should talk at small level. If you do not talk at the same level, a good rapport cannot be developed. Observation and flexibility are the key to success. In the west, the same pattern is known as a large chunk thinker and a small chunk thinker. Generally a wife starts with a small chunk and goes to a larger chunk and husband starts with a large chunk and goes to a smaller chunk. This is a normal practice followed by the couples and hence this becomes a barrier in developing a rapport.
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