Hello HR friends,
I would like to share my views on various members stating that they can learn a lot from these films: LAGAAN, MUNNABHAI, CHAK DE, RANG DE BASANTI. Leadership, Motivation, Success, Defeat, etc. Someone mentioned how Aamir Khan used the resources in Lagaan, and someone else pointed out management lessons from Sholay.
Now, our HR team is all set to provide training to our employees by showing these films. However, the main points I would like to highlight are:
1. Though you, as HR, may view these points from a leadership and management perspective, what is the perspective when your employees watch the film?
2. A film is a film; even in Chak De and Lagaan, Munnabhai, or other films, even if the hero is portrayed as poor in certain scenes, he still has a car and good clothes. In films, whatever the hero says, it has to happen. So, even if Shah Rukh Khan says something in Chak De, it has to happen. A film is nothing more than 3 hours of entertainment.
3. Instead of films, can't we show real-life instances like Dhirubhai Ambani, Toyota, or something practical that employees can understand and apply in their daily work?
4. I am curious about a scene in a Rajnikant film where he manages to kill three people with one bullet and one knife. Can we take inspiration from this scene to learn about managing with limited resources or lean manufacturing principles?
This is not to discredit the hard work put into preparing presentations on these films, but I seek an explanation on how this approach is beneficial to HR. Once satisfied, I would like to explore point 4 further.
From India, Pune
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57I would like to share my views on various members stating that they can learn a lot from these films: LAGAAN, MUNNABHAI, CHAK DE, RANG DE BASANTI. Leadership, Motivation, Success, Defeat, etc. Someone mentioned how Aamir Khan used the resources in Lagaan, and someone else pointed out management lessons from Sholay.
Now, our HR team is all set to provide training to our employees by showing these films. However, the main points I would like to highlight are:
1. Though you, as HR, may view these points from a leadership and management perspective, what is the perspective when your employees watch the film?
2. A film is a film; even in Chak De and Lagaan, Munnabhai, or other films, even if the hero is portrayed as poor in certain scenes, he still has a car and good clothes. In films, whatever the hero says, it has to happen. So, even if Shah Rukh Khan says something in Chak De, it has to happen. A film is nothing more than 3 hours of entertainment.
3. Instead of films, can't we show real-life instances like Dhirubhai Ambani, Toyota, or something practical that employees can understand and apply in their daily work?
4. I am curious about a scene in a Rajnikant film where he manages to kill three people with one bullet and one knife. Can we take inspiration from this scene to learn about managing with limited resources or lean manufacturing principles?
This is not to discredit the hard work put into preparing presentations on these films, but I seek an explanation on how this approach is beneficial to HR. Once satisfied, I would like to explore point 4 further.
From India, Pune
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Dear Ravishankar, how are you? Yes, you are right. The perception does matter a lot. So, what's next? Let's plan for the next movie, not for the public but for the site members. Let's ask for their inputs, and we can make an extraordinary documentary. What do you say? Cheers, Sonal
From India, Jamnagar
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From India, Jamnagar
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Dear Ravishankar & Sonal,
Since ancient times, storytelling has been used as a method of teaching or explaining a point. There is literally no difference between this method and a movie - after all, it is only a story.
For example, Grimms' Fairy Tales, which are read by young children, were not intended for children in the first place in the original format. They were quite dark and gloomy - and full of reality! The stories had to be entertaining for the simple reason of helping them to be remembered. This is also how legends and myths are born. Reality is boring by comparison.
Thus, important lessons and values were taught through the means of a verbal story - which went into radio and now today has transformed into movies.
Yes, PERCEPTION is extremely important because that is the message that would be most real to you and hence would be picked up by you quickly.
I guess the underlying concern is that such things are treated as entertainment alone and no values/lessons are gained from it.
Regards,
Ryan
From India, Mumbai
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Since ancient times, storytelling has been used as a method of teaching or explaining a point. There is literally no difference between this method and a movie - after all, it is only a story.
For example, Grimms' Fairy Tales, which are read by young children, were not intended for children in the first place in the original format. They were quite dark and gloomy - and full of reality! The stories had to be entertaining for the simple reason of helping them to be remembered. This is also how legends and myths are born. Reality is boring by comparison.
Thus, important lessons and values were taught through the means of a verbal story - which went into radio and now today has transformed into movies.
Yes, PERCEPTION is extremely important because that is the message that would be most real to you and hence would be picked up by you quickly.
I guess the underlying concern is that such things are treated as entertainment alone and no values/lessons are gained from it.
Regards,
Ryan
From India, Mumbai
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Storytelling, Aesop's fables, and all are okay for small children, BUT YOU ARE TEACHING A PROFESSIONAL WITH MOVIES; that too some rubbish movies, and directly linking them with leadership, management, etc. Now tell me, what about that Rajnikanth scene? Should I show the scene to the employees in my organization.
From India, Pune
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From India, Pune
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Hi Ravishankar,
Sure, you can show the Rajnikant scene in your office with two intentions:
1) Entertainment
2) Creativity / Imagination / Innovation
Stories are for all ages. If I recall correctly, Jesus Christ, Gautam Buddha, Birbal, and countless others used stories to educate laypeople, princes, and kings.
Are you implying that a professional cannot learn from a movie? I must disagree because that will be a STATIC professional - who is now stuck at a particular level; who was probably the best at one point in time but not anymore since someone has surpassed him in making the attempt to learn more.
There are many movies where one can learn, including animated movies like Ice Age & Shrek. Or perhaps if you want flesh and blood movies rooted in the real world, try "The Negotiator" which stars Samuel L. Jackson, or "The Untouchables" or "Gandhi".
Sure, the script is written out - but that's how you deliver a message. Ask anyone in advertising, marketing, or HR :D
Yes, I also agree that some movies are by and large mindless and really defy logic and common sense - and THAT IS ALSO ENTERTAINMENT :)
By the way, kids learn much faster than adults.... they forget what they have learned when they see adults behaving in a manner contrary to what they have been taught. They get confused with behaviors they are told to learn versus behaviors they see in action from the people who are teaching them. This is another topic by itself. It's called learning by example OR actions speak louder than words :wink:
Coming back to movies - one can show whatever film one wants to train on - just be sure of your topic and then show relevant clips. I can give you a few points to help in using movies as a training tool if you wish.
Regards,
Ryan
From India, Mumbai
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Sure, you can show the Rajnikant scene in your office with two intentions:
1) Entertainment
2) Creativity / Imagination / Innovation
Stories are for all ages. If I recall correctly, Jesus Christ, Gautam Buddha, Birbal, and countless others used stories to educate laypeople, princes, and kings.
Are you implying that a professional cannot learn from a movie? I must disagree because that will be a STATIC professional - who is now stuck at a particular level; who was probably the best at one point in time but not anymore since someone has surpassed him in making the attempt to learn more.
There are many movies where one can learn, including animated movies like Ice Age & Shrek. Or perhaps if you want flesh and blood movies rooted in the real world, try "The Negotiator" which stars Samuel L. Jackson, or "The Untouchables" or "Gandhi".
Sure, the script is written out - but that's how you deliver a message. Ask anyone in advertising, marketing, or HR :D
Yes, I also agree that some movies are by and large mindless and really defy logic and common sense - and THAT IS ALSO ENTERTAINMENT :)
By the way, kids learn much faster than adults.... they forget what they have learned when they see adults behaving in a manner contrary to what they have been taught. They get confused with behaviors they are told to learn versus behaviors they see in action from the people who are teaching them. This is another topic by itself. It's called learning by example OR actions speak louder than words :wink:
Coming back to movies - one can show whatever film one wants to train on - just be sure of your topic and then show relevant clips. I can give you a few points to help in using movies as a training tool if you wish.
Regards,
Ryan
From India, Mumbai
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Dear Ravishankar,
First of all, I should thank you for outlining correctly. The Ambanis or the Toyotas are equally good examples. However, giving examples of movies would nicely resonate with everyone's mind easily. Moreover, we are not praising movies but conveying our purpose and intention. It is important to see the good motive behind the work. Our purpose is innovative and positive. We should be happy that Bollywood has become so creative and socially responsible.
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First of all, I should thank you for outlining correctly. The Ambanis or the Toyotas are equally good examples. However, giving examples of movies would nicely resonate with everyone's mind easily. Moreover, we are not praising movies but conveying our purpose and intention. It is important to see the good motive behind the work. Our purpose is innovative and positive. We should be happy that Bollywood has become so creative and socially responsible.
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Dear Friends,
Once a professional trainer came to our company for a Personal Effectiveness Program. I was assisting him throughout the one-day workshop. During the break, while I was interacting with the participants, i.e., my colleagues, they mentioned that this brainstorming would only be effective for a day or so. The trainer was truly professional, experienced, and enthusiastic. Despite their initial doubts, in the feedback form, everyone noted that the program was very good, etc.
I would like to highlight one quality of the trainer. At the beginning of the program, our company heads, X and Y, were present. They later left the program in the hands of the trainer, intending to return by evening for the conclusion.
As the program unfolded, the trainer emphasized aspects like personality development, personal happiness, and growth. He straightforwardly mentioned, "You have to develop yourself. If you want to succeed, get a better job, there's nothing wrong with that. If you want to start your own business, go ahead. Forget about Mr. X and Y. When you face a dilemma, the company won't be the one to assist you. It's your social circle, your family members who will support you. Therefore, spend quality time with them. Eight to nine hours in the office are sufficient."
It was commendable of the trainer to convey this truth, showcasing both honesty and tact. Upon the return of the management, X and Y, he emphasized the importance of striving for the company, referring to it as their second home, among other positive affirmations.
Most employees perceived themselves as overworked and not entirely engaged in the training. When I relayed this feedback to my boss, stating that employees were dissatisfied with the program, he seemed taken aback. For him, the training provided on paper sufficed as proof that the training had been completed.
If anyone can share concrete facts and practical examples of the outcomes achieved through methods like showing films, demonstrating real results, then I would be inclined to agree.
Thank you.
From India, Pune
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Once a professional trainer came to our company for a Personal Effectiveness Program. I was assisting him throughout the one-day workshop. During the break, while I was interacting with the participants, i.e., my colleagues, they mentioned that this brainstorming would only be effective for a day or so. The trainer was truly professional, experienced, and enthusiastic. Despite their initial doubts, in the feedback form, everyone noted that the program was very good, etc.
I would like to highlight one quality of the trainer. At the beginning of the program, our company heads, X and Y, were present. They later left the program in the hands of the trainer, intending to return by evening for the conclusion.
As the program unfolded, the trainer emphasized aspects like personality development, personal happiness, and growth. He straightforwardly mentioned, "You have to develop yourself. If you want to succeed, get a better job, there's nothing wrong with that. If you want to start your own business, go ahead. Forget about Mr. X and Y. When you face a dilemma, the company won't be the one to assist you. It's your social circle, your family members who will support you. Therefore, spend quality time with them. Eight to nine hours in the office are sufficient."
It was commendable of the trainer to convey this truth, showcasing both honesty and tact. Upon the return of the management, X and Y, he emphasized the importance of striving for the company, referring to it as their second home, among other positive affirmations.
Most employees perceived themselves as overworked and not entirely engaged in the training. When I relayed this feedback to my boss, stating that employees were dissatisfied with the program, he seemed taken aback. For him, the training provided on paper sufficed as proof that the training had been completed.
If anyone can share concrete facts and practical examples of the outcomes achieved through methods like showing films, demonstrating real results, then I would be inclined to agree.
Thank you.
From India, Pune
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Hi Ravishankar,
I appreciate your views of movies and management principles. I can't agree with your point that movies are not a contributing factor in learning. My opinion is movies are contributing towards learning. I would like to tell you one more thing, just try with your employees by providing two types of training. One is complete class room and another one is with activity based and showing movies, role play etc. You can easily make out the result who are the participants most benefited. The end result is most effective learning was with the people who have participated with lot of activity based training.
You are talking about film about Ambanis and Toyotas. There is a film based on Ambani's is, Guru directed by Mani Ratnam. Probably you would have watched the love story alone, but get into deeper and see the movie on how he is succeeding in his business.
You are talking about Rajnikant's film. As one of our friend said his film gives a positive attitude, creativeness and innovativeness. When man tried to fly, he tried all the methods of flying by tying wings like objects and jumped from the heights and then he learnt to fly, and finally he invented the flight.
Finally about the trainer whom you are talking about. If you have selected him for providing the training to your employees, then you did a mistake by asking him to give the training. Based on your comments on trainer, he is not at all a trainer; just try to talk something and making money. There are lots of good trainers and training providers in India on all different topics.
Recently there was a one thread which was discussing about the management principles in the film Cheeni Kum
Don't see the film as an entertainer alone. Watch the movie in context with the message what the movie intend to say. Munna Bhai attracted more people all over the world not just because of its comedy but for its message of Ghandhigiri based on Ghandhian principles.
Regards,
Umesh.S.
From India, Bangalore
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I appreciate your views of movies and management principles. I can't agree with your point that movies are not a contributing factor in learning. My opinion is movies are contributing towards learning. I would like to tell you one more thing, just try with your employees by providing two types of training. One is complete class room and another one is with activity based and showing movies, role play etc. You can easily make out the result who are the participants most benefited. The end result is most effective learning was with the people who have participated with lot of activity based training.
You are talking about film about Ambanis and Toyotas. There is a film based on Ambani's is, Guru directed by Mani Ratnam. Probably you would have watched the love story alone, but get into deeper and see the movie on how he is succeeding in his business.
You are talking about Rajnikant's film. As one of our friend said his film gives a positive attitude, creativeness and innovativeness. When man tried to fly, he tried all the methods of flying by tying wings like objects and jumped from the heights and then he learnt to fly, and finally he invented the flight.
Finally about the trainer whom you are talking about. If you have selected him for providing the training to your employees, then you did a mistake by asking him to give the training. Based on your comments on trainer, he is not at all a trainer; just try to talk something and making money. There are lots of good trainers and training providers in India on all different topics.
Recently there was a one thread which was discussing about the management principles in the film Cheeni Kum
Don't see the film as an entertainer alone. Watch the movie in context with the message what the movie intend to say. Munna Bhai attracted more people all over the world not just because of its comedy but for its message of Ghandhigiri based on Ghandhian principles.
Regards,
Umesh.S.
From India, Bangalore
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Dear Umesh,
I agree with what you have said; the training should be conducted by a professional with real incidents, and the films part should consist of about 25% of the training time, not more than that, as more may make it more fun and less training.
However, if we look towards movies as a learning point of view, then what should we watch for entertainment? 😊😊😊
The trainer's point about personal development was harsh but true. If you seek personal development, you should not be loyal to the company. My view is that you work, and the company pays you—nothing more than that. The more pay and facilities you get, the more professional you should be. The moment you find a better company offering more than what you are getting now, JUMP. But limit the jumps; at most, switch jobs 2-3 times, then stay with one.
Here, HR talks about retention and all other stuff. Still, I see many HR persons on Orkut, Citehr, with as little as 6 months of experience shouting that they need a change. Then, after 2-3 years, when they themselves are recruiting a 6-month-old professional, they ask, "Why are you looking for a change?" Isn't it weird? 😊😊
Corrected text:
Dear Umesh,
I agree with what you have said; the training should be conducted by a professional with real incidents, and the films part should consist of about 25% of the training time, not more than that, as more may make it more fun and less training.
However, if we look towards movies as a learning point of view, then what should we watch for entertainment? 😊😊😊
The trainer's point about personal development was harsh but true. If you seek personal development, you should not be loyal to the company. My view is that you work, and the company pays you—nothing more than that. The more pay and facilities you get, the more professional you should be. The moment you find a better company offering more than what you are getting now, JUMP. But limit the jumps; at most, switch jobs 2-3 times, then stay with one.
Here, HR talks about retention and all other stuff. Still, I see many HR persons on Orkut, Citehr, with as little as 6 months of experience shouting that they need a change. Then, after 2-3 years, when they themselves are recruiting a 6-month-old professional, they ask, "Why are you looking for a change?" Isn't it weird? 😊😊
From India, Pune
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I agree with what you have said; the training should be conducted by a professional with real incidents, and the films part should consist of about 25% of the training time, not more than that, as more may make it more fun and less training.
However, if we look towards movies as a learning point of view, then what should we watch for entertainment? 😊😊😊
The trainer's point about personal development was harsh but true. If you seek personal development, you should not be loyal to the company. My view is that you work, and the company pays you—nothing more than that. The more pay and facilities you get, the more professional you should be. The moment you find a better company offering more than what you are getting now, JUMP. But limit the jumps; at most, switch jobs 2-3 times, then stay with one.
Here, HR talks about retention and all other stuff. Still, I see many HR persons on Orkut, Citehr, with as little as 6 months of experience shouting that they need a change. Then, after 2-3 years, when they themselves are recruiting a 6-month-old professional, they ask, "Why are you looking for a change?" Isn't it weird? 😊😊
Corrected text:
Dear Umesh,
I agree with what you have said; the training should be conducted by a professional with real incidents, and the films part should consist of about 25% of the training time, not more than that, as more may make it more fun and less training.
However, if we look towards movies as a learning point of view, then what should we watch for entertainment? 😊😊😊
The trainer's point about personal development was harsh but true. If you seek personal development, you should not be loyal to the company. My view is that you work, and the company pays you—nothing more than that. The more pay and facilities you get, the more professional you should be. The moment you find a better company offering more than what you are getting now, JUMP. But limit the jumps; at most, switch jobs 2-3 times, then stay with one.
Here, HR talks about retention and all other stuff. Still, I see many HR persons on Orkut, Citehr, with as little as 6 months of experience shouting that they need a change. Then, after 2-3 years, when they themselves are recruiting a 6-month-old professional, they ask, "Why are you looking for a change?" Isn't it weird? 😊😊
From India, Pune
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Dear,
I do agree with you up to some extent. However, if you say something about jumping jobs, it depends on lots of factors. Only money doesn't matter. Culture, management, growth, and much more play a significant role.
So, you are right that one should change jobs when they get a better one. But the attitude should not be like what you are saying, that the company is paying and we are working, that's it. No, it's not like that. Employees and management have to understand each other and solve all the problems. And we HR people are here for that. Don't you think so? We are here in the company for our personal growth as well as the company's.
So, think before what you think. Weird things are for the betterment; otherwise, there is no use of any professional in any organization, and then no "CORPORATE" world.
Cheers,
Sonal
From India, Jamnagar
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I do agree with you up to some extent. However, if you say something about jumping jobs, it depends on lots of factors. Only money doesn't matter. Culture, management, growth, and much more play a significant role.
So, you are right that one should change jobs when they get a better one. But the attitude should not be like what you are saying, that the company is paying and we are working, that's it. No, it's not like that. Employees and management have to understand each other and solve all the problems. And we HR people are here for that. Don't you think so? We are here in the company for our personal growth as well as the company's.
So, think before what you think. Weird things are for the betterment; otherwise, there is no use of any professional in any organization, and then no "CORPORATE" world.
Cheers,
Sonal
From India, Jamnagar
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hey do you have something where u can relate movies like Iqbal and black to coaching and mentoring, and showing presentation or video or any case study or activity which we can keep for training.
From China
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From China
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Dear Ravishankar,
I completely agree with the site members that Perception Matters. But at the same time, you need to put some masala in the movie, which will create interest in the viewers. If you fill only inspirational and leadership stuff, nobody is going to watch the movie. So keeping this in mind, to invite viewers, the producers/directors add the masala and then they convey their message of leadership/motivation, etc.
What do you think now?
Mayuri
From India, Pune
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I completely agree with the site members that Perception Matters. But at the same time, you need to put some masala in the movie, which will create interest in the viewers. If you fill only inspirational and leadership stuff, nobody is going to watch the movie. So keeping this in mind, to invite viewers, the producers/directors add the masala and then they convey their message of leadership/motivation, etc.
What do you think now?
Mayuri
From India, Pune
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There are a couple more threads with similar discussions at https://www.citehr.com/search.php?searchid=3428375
From United Kingdom
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From United Kingdom
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