Monday, March 9, 2009

An understanding of diversity through the Indian system of thinking.


An understanding of diversity through the Indian system of thinking.
Diversity is an abstract noun in English Language. Apart from the fact that it represents differences, the dictionary doesn’t tell us much. In the organizational context, it is safe to presume that the discussion involving challenges in managing diversity considers only one aspect of the total diversity in nature, that is, diversity in human beings and its effects thereof. An attempt is being made in this paper to understand this abstract noun and place in perspective various principles that can be used to comprehend this abstract term. It is felt that an understanding of diversity, especially one through the Indian system of thinking, should lead to a proper way of life for an organization, which will help the organization achieve its stated goals.
A Mathematical Understanding of Diversity (MUD)
The closest equivalent of the term diversity in mathematics (statistics) is the term variation. A mathematical (statistical) study of variation is well known in theory and in some companies under various quality methodologies called “Six Sigma”, “Zero Defects”, “iStrive”, and also under the generally difficult studies like the “Reliability theory”.
What makes Diversity a difficult subject to comprehend under the mathematical realm is the fact that Diversity is an expression of variation in its MODAL form.
It is an accepted fact in mathematics that every MODE needs to be analyzed separately as it represents its own inherent variation, which is then treated under the specific theory used to analyze the mode.
This means that there will be a multitude of theories for the various modes represented by the diverse composition of an organization. Some idea of the modes involved would be as under –
1. Three sexual modes – The male, the female and the neutral.
2. Geographical modes – As many as can be grouped without loss of resolution.
3. Generational modes – Based on the resolution of time that is acceptable for the study involved.
It is easy to see from the above three major classifications that the number of modes that would need to be considered in a mathematical theory of diversity, will soon be mathematically intractable unless we are willing to accept other than mathematical means also to understand Diversity.

A Psychological Understanding of Diversity (SCUD)
The mind-matter obsession of the psychological approach to diversity lands us with the same problem as described in MUD. This is because each of the major classifications in the psychological approach namely, psychoanalysis, behaviorism and humanistic psychology revolve in the mind-matter paradigm. It is contended that the last of the three mentioned, that is the “humanistic psychology” also includes parts of an environmental approach going beyond the mind-matter paradigm, however for diversity to be understood fairly and squarely the canvass is still not sufficiently large.
In certain business organizations, especially the one understood as comprising of an Associate, an Investor, a Customer and a Society, pretty much begs for a psychological treatment of diversity which needs to be a combination of the SCUD and the MUD and perhaps something more.
Understanding Diversity in the Indian System of Thinking
By the Indian system of thinking, a school of thought is referred to, which has its geographical roots in South Asia, not restricted to the boundaries of any particular nation. It is also comprehensive in its coverage, being inclusive of thoughts over a large spectrum of time and is gender neutral, thereby addressing the three principal modes mentioned in the MUD approach.
The distilled Indian system of thinking incorporates the following sources of knowledge in its theory that explains Diversity and the underlying Unity that holds the key to making the problem of diversity both tractable and solvable –
a) Direct Perception – Knowledge gained through the senses or instruments representing (amplifying) the senses.
b) Inference – Knowledge gained through the application of logic.
c) Analogy – Knowledge of diversity that is gained through comparison.
d) Postulation – Superimposition of known knowledge on apparent knowledge, where the apparent knowledge does not concur with the known.
e) Testimony – Knowledge of the Ancients being referred to as proof
f) Non-cognition – Knowledge that is beyond the senses or instruments representing the senses.
Since MUD is by and large covered by points a and b above, and most psychological theories touch points c and d in parts, we can see that this system of thinking is already inclusive of MUD and SCUD.
An organization that formulates a classification of diversity on the basis of these 6 sources of knowledge is bound to cover Diversity comprehensively.
Such knowledge represents the unity of the diversity that it explains.
The way these 6 sources of knowledge help in managing diversity by allowing certain classifications irrespective geographies, gender, and time, purely within a professional framework –
1. Engineers – Amenable to points a and b.
2. Mathematicians – Amenable to a, b and d.
3. Finance professionals – Amenable to a only.
4. Law professionals – Amenable to a,b,c,d,e.
5. Entreprenuers – Amenable to a and c.
6. Out of box thinkers – Amenable to all 6.
……etc.
An organization can understand the diversity shown by its Associates, its Investors, its Customers and the Society it lives in, by classifying them according to the above a to f points. This will lead it to a way of life which would be in consonance with the goals it sets for itself, because by the process of classification, it would be stating an approach to its goals. To expound, if it sees a Customer as a typically “finance” oriented organization; it will provide its collaterals that are directly perceivable. Bank guarantees, audited statements, disclosure copies etc. If its Associates are mainly engineers, the organizations’ strength will come from data, observation and logic. It would not be correct to expect out of the box thinking from its associates. Special topics can be analyzed by grouping the diversity represented by the case into the specific 6 categories and dealing with them accordingly.
Unity in diversity is a paradox, this paradox is resolved in the Indian system of thinking hence it represents the only tractable approach to leveraging diversity for stated goals.

1 comment:

  1. Guys, Please spend time on this and come back with a considered comment

    ReplyDelete