In the management context, Hinduism approaches see the organization life through phases such as birth (beginning), growth, maturity, decline, renewal or death (Low & Muniapan, 2008). They suggest that each of these stages represents various challenges that a leader has to work with. Therefore, Indian or Hindus managers need to consider which role of Hindu trinity (Lord Brahma, Vishnu or Shiva) that suitable to enhance their organizational performance by conducting religious values and practices ethically in the workplace (Low & Muniapan, 2008). With regard to the supervision relationship, the process to achieve the objective in professional activity is an essential principle rather than the output, because they believe that the outcomes should be given by God (Krishnakumar & Neck, 2002). The authors argue that by encouraging the spirituality of the workers, their creativity, honesty and trust, personal fulfillment, and commitment would be developed as well as the productivity of the company. Hence, we could see that work is a relationship that supports their values, to be honest and fair while they were working. The practical implications of their values to their organizations could also be seen from the recruitment preference in Indian organizations (Saha, 2012). The results demonstrate that Hinduism values are represented in the manager’s preferences on the prospectus workers. The managers have not accounted preferences on lower caste candidates and demographic attributes including age, gender, education, marital status and management level of the respondents, in their recruitment process (Saha, 2012). Thus, we could see that managerial beliefs and values support the fairness and non-discrimination policy by implement the Hinduism in the workplace. The well managed of their ethnic, religious, and cultural supports the global achievement of the overseas Indian (Ramstedt, 2008). From the bilateral context of Indian-Indonesian relationships, he mentions that the spiritual capital that they shared in together is essential in building their networks. In addition, the social linkages, eye to eye contact, and the organization’s structures driven the trust and collaboration on issues in the relationship (Ramstedt, 2008). Therefore, the similarities and understanding of their culture could bring to the positive working partnerships as well as the development of their bonds. Apart from the economic and religion relationship, India has seen as a conceivably alluring collaborator as its significance in establishing the development in Asia from Indonesia’s point of view (Brewster, 2011). He argues that the expanded political collaboration in advancing the improvement of multipolar territorial security and economic institutions would be the potential issues for Indian-Indonesian partnerships. In summary, we could see many opportunities for Indian-Indonesian future collaborations that have potential benefit for both of them. Their work ethic in doing business help them to find the common foundation …show more content…
He believes that by having them in his apartment, they could help him in any way he needs them and also when his friends need him. This view also supports a research by Sinha, Sinha, Verma, and Sinha (2001) that found Indians’ family and their members accommodate and support their interests seen as a collectivist behavior with collectivist intention.
With regard to religiosity, he said that praying is one of the rituals that he most holds on to before starting the day activity. He believes that his Hindu values guide him to be fair in working. He believed that anything that we were doing has an impact on our destiny or he called it as the principle of dharma. Furthermore, he said that when you do something bad like cheating or hurting others, you will be in karma or in other words. This principle makes them take responsibility, fairness and regulate their own