Dorji Tenzin: Random Thoughts like Cries of a Clown

These days have been hectic with assignments like never before in my life. Had I done work like this in High School, I would have been doctor or somebody even greater in life. Candle of my energy has burnt out.   For last one week, I have been sleeping late and waking up early though it isn’t my style. Fatigue and depression have seized my body and mind. Yesterday, I had stayed late working on one of the never ending assignments. My brain was overworked, eyesight became fuzzy, energy has been burned down but assignment got nowhere near completion. As famously called ‘realization walk’ in the institute, I decided to for solitary realization work. With faded pants and smelly shirt on, I stepped out of the hostel. The air outside smelled the summer. The wind passing through the atmosphere gave me refreshing pleasure only night could offer to lonely soul. The sky was deprived of its starry jewels but I didn’t care. I was not poet trying to seek inspiration from nature. I was ...

©dorjitenzin/mongaralumini@yahoo.com Introduction In 1616 A.D, Ngawang Namgyel, a monk with disputed incarnation issue came in self-exile to Bhutan. Due to repeated Tibetan invasions and revolts of Lam Kha Nga, the need was felt to form a government whose final authority would be bestowed on His Person. The Dual system of governance was born with Je Khenpo Pekar Jungney as first abbot and Umze Tenzin Drugyel as the first Desi (temporal ruler). The Desis were being supported by various subordinates both at the regions and center. Although relatives and cronyism took the precedence over meritocracy in positional hierarchy, the meritocracy and loyalty were also rewarded. There was hierarchy whereby even the courtier could rise up to coveted post of regional governor or even the Desi. One could argue that the rudimentary form of bureaucracy paid from public tax for the maintenance of law and order existed as early as 1651 A.D. They were governed by tenet called „secular law is like Go...

Conventionally, when people are hired for the job, the criteria are set to determine whether the candidate is suitable for the job irrespective of which organization jobseekers joined. This is called job fit. For an instance, the accountant in both Computer Company and Beverage Company will be selected based on similar criteria like subject knowledge and required experience. This way, many other aspects of personal and organizational attributes are ignored like characteristics of the organization and characteristics of person which may not be technical relevant to present job but will be helpful in long run. Due to this shortcomings, the new method of recruiting called ‘hiring for organization not job’ was initiated where the person having required technical knowledge and experience is not enough. For person to perform well under climate and conditions of given organization, one should take into consideration many other attributes excluding KSA (Knowledge, skills and abilities). ...

Many similar People and Performance Models have been developed by the applied researchers attempting to link human resources management to the performance outcome. The academicians/researchers have made numerous contributions in the past decades which claim to reveal that the HR practices are positively related to performance (Arthur, 1994; Huselid, 1995). T here is little doubt any more that there is a clear connection between the way people are managed and organizational performance (Purcell, 2003). However in the scholarly publications, it is acknowledged that till now existing work fails to address or explore the exact empirical processes how HR practices may impact on performance (Harney & Jordan, 2008). It remains true that little is known about the mechanisms by which HR practices translate into competitive success ( Savaneviciene & Stankeviciute, 2010). Due to the lack of understanding on mediating variables and their effect on HRM-Performance linkage the exist...