Aryabhatta was a great astrologer and mathematician of ancient India. He composed the Aryabhatiya texts in which many theories of astrology have been rendered. Aryabhata is counted among the greatest astronomers of the world. He formulated important rules related to mathematics and astronomy, which even today, the world’s best scientists are miraculous about. So, we hope you will like to know Aryabhatta contributions.

1. Aryabhatta 

Aryabhata was a great astrologer and mathematician of ancient India. He composed the ‘Aryabhatiya’ text, which is a representation of many principles of astrology. Astrologers of ancient times, famous scholars such as Aryabhata, Varahamihir, Brahmagupta, Aryabhat II, Bhaskaracharya, Kamlakar are an invaluable contribution in this field.

Astrology 

Among these, Aryabhatta is the most famous. He was the chief astrologer of the Gupta period. He was educated at Nalanda University. At the age of 23, Aryabhatta had written ‘Aryabhatiya Granth’ This book of his was received from all around, which influenced King Buddhagupta to make Aryabhatta head of Nalanda University.Aryabhatta’s name is well known in the history of world mathematics. Apart from being an astronomer, Aryabhatta contribution in the field of mathematics is also valuable. Aryabhata is also the oldest book in algebra. He first fixed the value of ‘pi’ (π).

Aryabhatta Contribution To Mathematics

In order to solve complex mathematical problems easily, he invented equations, which became famous all over the world. He invented a new method for speaking eleven, zero-like numbers one after the other. In algebra, he made many amendments and introduced the ‘Arya theory’ of mathematics astrology.In old age, Aryabhatta wrote a book called ‘Aryabhata Siddhanta’. Aryabhatiya is a complete book. So, this book contains many things of mathematics like geometry, square root (√), cube root, astronomical calculations and things related to space. Recommended Articles :-

Aryabhatta Contribution In The Search For Zero

The great discovery of zero (0) made Aryabhata’s name immortal in the history of mathematics. And thus we all know that without it mathematics is difficult to imagine. Aryabhatta firstly interpreted the local values ​​system.He was the first to point out that our Earth revolves around the Sun on its axis and that the Moon is the Earth’s satellite which revolves around the Earth. Aryabhatta believed that the orbit of all the planets is long circular. He told that the light of the moon is the reflection of the sun.

Aryabhatta Contributions To Other Field:

The Earth is round and rotates on its axis, which causes night and day, everyone knows this theory, but many people will be familiar with the reality that Aryabhatta had discovered long before ‘Nicholas Copernicus’. The Earth is round and its circumference is approximately 24835 miles.Aryabhatta falsified the belief of Hinduism that the planet named Rahu swallows the sun and the moon, which eclipses the sun and the moon. In the lunar eclipse, he discovered the reason that the lunar eclipse occurs due to the arrival of the Earth between the Moon and the Sun and its shadow falling on the Moon.

Reason For Lunar Eclipse

He also knew that the moon and other planets are not themselves luminous, but that the rays of the sun reflect in them, and that the earth and other planets revolve around the sun. He also said that the ‘moon’ is black and illuminates only with sunlight.Aryabhatta proved that there are not 366 days in the year but 365.2951 days. Aryabhatta’s ‘Bollis doctrine’ (Theory of the Sun Moon Eclipse) ‘Celiac Doctrine’ and the Sun Principle is particularly important. The ‘Varshamana’ determined by Aryabhata is more scientific than ‘Ptolemy’.

Theory Of Sun And Moon E

<ul><li>Aryabhatta told that the height of the atmosphere 80 kilometers. Actually, the height of the atmosphere is more than 1600 kilometer but 99 percent of it is limited to 80 km range.</li><li>He Aryabhata had measured the speed of relative Earth rotation from the stars and said that the length of one day is 23 hours 56 minutes and 4.1 seconds, which is actually only 0.86 seconds less. Even before Aryabhatta, many Greeks, Unani and Indian scientists had told the length of time of one day but they were not as accurate as of the calculation of Aryabhatta.</li><li> </li></ul>

Major Aryabhatta Contributions To Astronomy And Mathematics

• According to Aryabhata, the length of one year is equal to 365.25868 days which is approximately equal to modern calculation 365.25636.•Aryabhatta said that the period for the Moon revolving around the Moon was equal to 27.32167 days, which is approximately equal to modern calculation 27.32166.•He not only told why the solar eclipse and lunar eclipse take place, but also the time to get the eclipse formula. •He gave the formula to find out how long the eclipse will last.Aryabhata gave the correct value of the pi (π) up to four digits (3.1416) of the decimal.

Calculations And P

•It was Aryabhata who discovered Sine and Cosine of Trigonometry.• So, in the present day what we learn in Trigonometry had basically Aryabhatta’s invention.He revokes the prevailing conception that the Earth is at the center of this universe. •According to Aryabhata, the Sun is located in the center of the Solar System and the rest of the planets, including the Earth, revolve around it.•So, from this article, we get a vivid idea regarding Aryabhatta contributions in the field of astronomy as well as in Mathematics.

Cosine And Sine : Blessing Of Aryabhatta

Aryabhatta was the name of the first satellite of India to commemorate Aryabhatta contributions in both the field of astronomy and mathematics.

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Aryabhatta Contributions In Astronomy & Mathematics - Fastnewsfeed

The great Albert Einstein once said, “Learning is not a product of schooling but the lifelong attempt to acquire it.”This quote reinforces a maxim we should all live by: always be learning. Irrespective of how many years of social enterprise experience you may have, no matter how many social enterprise programs you’ve completed or how many social ventures you’ve founded, there will forever be something new to learn....Stop trying to read everything out there. There’s too much. And you’re too busy. Instead, here are the best articles for aspiring socents that you need to read:

11 Articles Every Social Entrepreneur Should Read

<a href="https://www.socialchangecentral.com/11-articles-every-social-entrepreneur-should-read/">The great Albert Einstein once said, “Learning is not a product of schooling but the lifelong attempt to acquire it.”</a>

Albert Einstein 

<a href="https://execed.economist.com/career-advice/industry-trends/why-social-entrepreneurs-are-taking-lead">Why Social Entrepreneurs Are Taking The Lead by Kate Rodriguez</a>The social entrepreneurship received a significant public boost in 2003 when a group of NGO heads was invited to the first-ever social entrepreneurs session at the World Economic Forum in Davos....The result is a new breed of socially-conscious business models and a rising demand for organisational leaders who can steer innovation along such lines.

Why Social Entrepreneurs Are Taking The Lead

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11 Articles Every Social Entrepreneur Should Read - Social Change Central

The Trait of Assholeness: The sustained display of hostile verbal and nonverbal behavior, excluding physical contact.
<ul>
<li>Test One: After talking to the alleged asshole, does the “target” feel oppressed, humiliated, de-energized, or belittled by the person? In particular, does the “target” feel worse about him or herself?</li>
<li>Test Two: Does the alleged asshole aim his or her venom at people who are less powerful rather than at those who are more powerful?</li>
</ul>

What Assholes Do and How To Know Who Is One

<ul>
<li>Personal insults</li>
<li>invading one’s “personal territory”</li>
<li>uninvited physical contact</li>
<li>threats and intimidation, both verbal and nonverbal</li>
<li>“Sarcastic jokes” and “teasing” used as insult delivery systems</li>
<li>withering e-mail flames</li>
<li>status slaps intended to humiliate their victims</li>
<li>public shaming or “status degradation” rituals</li>
<li>rude interruptions</li>
<li>two-faced attacks</li>
<li>dirty looks</li>
<li>treating people as if they are invisible.</li>
</ul>

Common Everyday Actions That Assholes Use

Every organization needs the no asshole rule because mean-spirited people do massive damage to victims, bystanders who suffer the ripple effects, organizational performance, and themselves.Nasty interactions have a far bigger impact on our moods than positive interactions—five times the punch, so nasty people pack a lot more wallop than their more civilized counterparts.

The Damage Is Mind-Boggling

<ul><li>Make it public by what you say and especially what you do.</li><li>Weave the rule into hiring and firing policies.</li><li>Apply the rule to customers and clients. (69)</li><li>Status and power differences: roots of many evils. When the social distance between higher- and lower-status mammals in a group is reduced and steps are taken to keep the distance smaller, higher-status members are less likely to act like jerks. </li><li>Focus on conversations and interactions: small, seemingly trivial changes in how people think, talk, and act can add up to some mighty big effects in the end.</li><li>Teach people how to fight.</li></ul>

Implementing The No Asshole Rule

When we see someone break a known rule—like “don’t litter”—and no one else seems to be breaking it, that single “deviant act” sticks out, which makes the rule more vivid and powerful in our minds. But when we see a person break a rule and everyone else seems to be breaking it, we are even more likely to break the rule, too—because there is evidence that we can get away with it, or even are expected to break the espoused rule. When one or two “bad apples” are kept around—and perhaps rejected, punished, and shunned—everyone else is more conscientious about following the rules.

Following Rules And Policies

Enforce the rule by linking big policies to small decencies. Having all the right business philosophies and management practices to support the no asshole rule is meaningless unless you treat the person right in front of you, right now, in the right way

The Real World Is Right Now

If you can’t or won’t follow the rule, it is better to say nothing at all—avoiding a false claim is the lesser of two evils. 
You don’t want to be known as a hypocrite and the leader of an organization that is filled with assholes.

Say The Rule, Write It Down, And Act On It

Keep your resident jerks out of the hiring process, or if you can’t, involve as many “civilized” people in interviews and decisions to offset this predilection of people to hire “jerks like me.”

Assholes Will Hire Other Assholes

Organizations usually wait too long to get rid of certified and incorrigible assholes, and once they do, the reaction is usually, “Why did we wait so long to do that?”

Get Rid of Assholes Fast

Even if people do other things extraordinary well but persistently demean others, they ought to be treated as incompetent.

Treat Certified Assholes As Incompetent Employees

Beware that given people—even seemingly nice and sensitive people—even a little power can turn them into big jerks.
Accept that your organization does have and should have a pecking order, but do everything you can to downplay and reduce unnecessary status differences among members. The result will be fewer assholes and, according to the best studies, better performance, too.

Power Breeds Nastiness

Effective asshole management means focusing on and changing the little things that you and your people do—and big changes will follow. Reflect on what you do, watch how others respond to you and to one another, and work on “tweaking” what happens as you are interacting with the person in front of you right now.

Manage The Moments

Develop a culture where people know when to argue and when to stop fighting and, instead, gather more evidence, listen to other people, or stop whining and implement a decision (even if they still disagree with it). 
When the time is ripe to battle over ideas, follow Karl Weick’s advice: fight as if you are right; listen as if you are wrong.

Model and Teach Constructive Confrontation

Because people follow rules and norms better when there are rare occasional examples of bad behavior, no asshole rules might be most closely followed in organizations that permit one or two token jerks to hang around. 
These “reverse role models” remind everyone else of the wrong behavior.

Adopt the One Asshole Rule

Effective asshole management happens when there is a virtuous, self-reinforcing cycle between the “big” things that organizations do and the little things that happen when people talk to one another and work together.

Link Big Policies to Small Decencies

<ul><li>Being around people who look angry makes you feel angry.</li><li>Don’t join the jerks.</li><li>Seeing coworkers as rivals and enemies is a dangerous game. </li><li>Organizational life is nearly always a blend of cooperation and competition, and organizations that forbid extreme internal competition not only are more civilized but perform better too—despite societal myths to the contrary.</li><li>See yourself as others do.</li><li>Face your past. The best predictor of future behaviour is past behaviour. </li><li>To avoid acting like or becoming a known asshole, know thyself.</li></ul>

Stopping Your Inner Jer

<ul><li>You feel surrounded by incompetent idiots—and you can’t help letting them know the truth every now and then.</li><li>You were a nice person until you started working with the current bunch of creeps.</li><li>You don’t trust the people around you, and they don’t trust you.</li><li>You see your coworkers as competitors.</li><li>You believe that one of the best ways to “climb the ladder” is to push other people down or out of the way.</li><li>You secretly enjoy watching other people suffer and squirm.</li><li>You are often jealous of your colleagues</li><li>You have a small list of close friends and a long list of enemies.</li></ul>

Your Inner Jerk: Gut Reactions Self-Test

<ul><li>You sometimes just can’t contain your contempt toward the losers and jerks at your workplace.</li><li>You find it useful to glare at, insult, and even occasionally holler at some of the idiots at your workplace.</li><li>You take credit for the accomplishments of your team—why not? They would be nowhere without you.</li><li>You enjoy lobbing “innocent” comments into meetings that serve no purpose other than to humiliate or cause discomfort to the person on the receiving end.</li><li>You are quick to point out others’ mistakes.</li><li>You don’t make mistakes. When something goes wrong, you always find some idiot to blame.</li></ul>

Self-Test: How You Treat Other People

<ul><li>You notice that people seem to avoid eye contact when they talk to you—and they often become very nervous.</li><li>You have the feeling that people are always very careful about what they say around you.</li><li>People keep responding to your e-mail with hostile reactions, which often escalate into “flame-wars” with these jerks.</li><li>People seem hesitant to divulge personal information to you.</li><li>People seem to stop having fun when you show up.</li><li>People always seem to react to your arrival by announcing that they have to leave.</li></ul>

The Hidden Jerk: Observing How People React To Us

<ul>
<li>Change how you see things</li>
<li>Hope for the best; expect the worst</li>
<li>Develop indifference and emotional detachment</li>
<li>Look for small wins</li>
<li>Limit your exposure</li>
<li>Build pockets of safety, support, and sanity</li>
<li>Fight and win the right small battles</li>
</ul>

Tips For Surviving Nasty People and Workplaces

It is naïve to assume that assholes always do more harm than good. So this chapter is devoted to the upside of assholes. Beware, however, that these ideas are volatile and dangerous: they provide the ammunition that deluded and destructive jerks can use to justify, and even glorify, their penchant for demeaning others.<ul><li>Gaining personal power and stature.</li><li>Intimidating and vanquishing rivals.</li><li>Motivating fear-driven performance and perfectionism.</li><li>Bringing unfair, clueless, and lazy people to their senses.</li></ul>

Benefits Of Being An Asshole

<ul><li>A few demeaning creeps can overwhelm the warm feelings generated by hoards of civilized people.</li><li>Talking about the rule is nice, but following up on it is what really matters.</li><li>The rule lives—or dies—in the little moments</li><li>Enforcing the no asshole rule isn’t just management’s job.</li><li>Embarrassment and pride are powerful motivators.</li><li>Assholes are us.</li></ul>

The No Asshole Rule: A Way Of Life

Use Politics positively to get what you want without losing your soul

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Navigate Office Politics

The definitive guide to working with -- and surviving -- bullies, creeps, jerks, tyrants, tormentors, despots, backstabbers, egomaniacs, and all the other assholes who do their best to destroy you at work. "What an asshole!" How many times have you said that about someone at work? You're not alone! In this groundbreaking book, Stanford University professor Robert I. Sutton builds on his acclaimed Harvard Business Review article to show you the best ways to deal with assholes...and why they can be so destructive to your company. Practical, compassionate, and in places downright funny, this guide offers: Strategies on how to pinpoint and eliminate negative influences for good Illuminating case histories from major organizations A self-diagnostic test and a program to identify and keep your own "inner jerk" from coming out The No Asshole Rule is a New York Times, Wall Street Journal, USA Today and Business Week bestseller.

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The definitive guide to working with -- and surviving -- bullies, creeps, jerks, tyrants, tormentors, despots, backstabbers, egomaniacs, and all the other assholes who do their best to destroy you at work. "What an asshole!" How many times have you said that about someone at work? You're not alone! In this groundbreaking book, Stanford University professor Robert I. Sutton builds on his acclaimed Harvard Business Review article to show you the best ways to deal with assholes...and why they can be so destructive to your company. Practical, compassionate, and in places downright funny, this guide offers: <ul><li>Strategies on how to pinpoint and eliminate negative influences for good </li><li>Illuminating case histories from major organizations </li><li>A self-diagnostic test and a program to identify and keep your own "inner jerk" from coming out </li></ul>The No Asshole Rule is a New York Times, Wall Street Journal, USA Today and Business Week bestseller.

Robert I. Sutton

The No Asshole Rule

The No Asshole Rule: Building a Civilized Workplace

<ul>
<li>A tribe is a group of people connected to one another, connected to a leader, and connected to an idea.</li>
<li>A group needs only two things to be a tribe: a shared interest and a way to communicate.</li>
<li>Tribes need leadership. People want connection and growth and something new. They want change.</li>
</ul>
Humans need to belong. One of the most powerful of our survival mechanisms is to be part of a tribe, to contribute to (and take from) a group of like-minded people. We are drawn to leaders and to their ideas, and we can't resist the rush of belonging and the thrill of the new.

Defining A Tribe

Some tribes are stuck. They embrace the status quo and drown out any tribe member who dares to question authority and the accepted order. 
Big charities, tiny clubs, struggling corporations - they're tribes and they're stuck. I'm not so interested in those tribes. They create little of value and they're sort of boring. Every one of those tribes, though, is a movement waiting to happen - a group of people just waiting to be energized and transformed.

Stuck Tribes

A movement is thrilling. It's the work of many people, all connected, all seeking something better.Leaders have followers. Managers have employees.Some people admire the new and stylish far more than they respect the proven state of affairs. More often than not, these fad-focused early adopters are the people who buy and the people who talk. As a result, new ways of doing things, new jobs, new opportunities, and new faces become ever more important.

Movement And Action

Marketing, the verb, changed the market. The market is now a lot less impressed with average stuff for average people, and the market is a lot less impressed with loud and flashy and expensive advertising. Today, the market wants change.

The Changing Definition Of Market

Leaders don't care very much for organizational structure or the official blessing of whatever factory they work for. They use passion and ideas to lead people, as opposed to using threats and bureaucracy to manage them.There's a difference between telling people what to do, and inciting a movement. The movement happens when people talk to one another when ideas spread within the community and when peer support leads people to do what they always knew was the right thing.Great leaders create movements by empowering the tribe to communicate.

Telling People What To Do Vs Starting A Movement

It only takes two things to turn a group of people into a tribe:<ul><li>A shared interest</li><li>A way to communicate</li></ul> The communication can be:<ul><li>leader to tribe</li><li>tribe to leader</li><li>tribe member to tribe member</li><li>tribe member to an outsider</li></ul> A leader can help increase the effectiveness of the tribe and its members by:<ul><li>transforming the shared interest into a passionate goal and desire for change</li><li>providing tools to allow members to tighten their communications</li><li>leveraging the tribe to allow it to grow and gain new members</li></ul>

Improving A Tribe

<ul><li>Organizations are more important than ever. It's the factories we don't need.</li><li>Organizations give us the ability to create complex products. They provide the muscle and consistency necessary to get things to market and to back them up.</li><li>Organizations have the scale to care for large tribes.</li><li>Organizations of the future are filled with smart, fast, flexible people on a mission. Thing is, that requires leadership.</li></ul>

Organizations Vs Factories

All great leaders are generous - they enable the tribe to thrive.The most powerful way to enable is to be statueworthy : by getting out front, by making a point, by challenging convention, and by speaking up.It's easy to hesitate when confronted with the feeling that maybe you're getting too much attention. Great leaders are able to reflect the light onto their teams, their tribes. Great leaders don't want the attention, but they use it to unite the tribe and to reinforce its sense of purpose.

Creating A Tribal Culture

<ul><li>The first thing a leader can focus on is the act of tightening the tribe. It's tempting to make the tribe bigger, to get more members, to spread the word. This pales, however, when juxtaposed with the effects of a tighter tribe.</li><li>A tribe that communicates more quickly, with alacrity and emotion, is a tribe that thrives.</li><li>A tighter tribe is one that is more likely to hear its leader, and more likely still to coordinate action and ideas across the members of the tribe.</li><li>This tightening can happen without technology, and it can happen when there's no profit motive. </li></ul>

Tightening Of A Tribe

<ul><li>It's uncomfortable to stand up in front of strangers.</li><li>It's uncomfortable to propose an idea that might fail.</li><li>It's uncomfortable to challenge the status quo.</li><li>It's uncomfortable to resist the urge to settle.</li></ul>When you identify the discomfort, you've found the place where a leader is needed.If you're not uncomfortable in your work as a leader, it's almost certain you're not reaching your potential as a leader.Leadership is scarce because few people are willing to go through the discomfort required to lead. This scarcity makes leadership valuable.

Being Uncomfortable Is The Way To Growth

<ul><li>Blind sheep do nothing but mindlessly follow instructions.</li><li>They don't do the local leadership required when tribe members interact.</li><li>They're not going to do a very good job of recruiting new members. Evangelism requires leadership.</li><li>People eagerly engage when they want something to improve. This microleadership is essential.</li><li>It's the microleaders in the trenches and their enthusiastic followers who make the difference, not the honcho who is ostensibly running the group.</li><li>Leaders work hard to generate movement that can transform a group into a tribe.</li></ul>

Creating Followers: Microleadership

Not all leadership involves getting in the face of the tribe. It takes just as much effort to successfully get out of the way. Effective leadership does not work by inciting, but by enabling others to fill the vacuum. The one path that never works is the most common one: doing nothing at all. A leader who backs off is making a commitment to the power of the tribe, and is alert to the right moment to step back in. Someone who is doing nothing is merely hiding.Leadership is a choice. It's the choice to not do nothing. Lean in, back off, but don't do nothing.

Doing Nothing At All

Curious is the key word. It has to do with a desire to understand, a desire to try, a desire to push whatever envelope is interesting. Leaders are curious because they can't wait to find out what the group is going to do next. The changes in the tribe are what are interesting, and curiosity drives them.In order to lead a tribe, all you need to do is motivate people who choose to follow you.

Being Curious

Imagine two classrooms with similar teachers. One has 15 students, the other, 32. Which group gets a better education? The smaller class - because the teacher has more time to spend customizing the lesson to each student. She has fewer students, hence fewer disruptions as well.<ul><li>Great leaders don't try to please everyone.</li><li>Great leaders don't water down their message in order to make the tribe a bit bigger.</li></ul>Instead, they realize that a motivated, connected tribe in the midst of a movement is far more powerful than a larger group could ever be.

Less Followers Is Good

There are countless religions in our lives.<ul><li>The religion of Broadway determines what a musical is supposed to look and feel like.</li><li>The religion of the MBA standard curriculum and perceptions of what is successful.</li><li>Religion gives our faith a little support when it needs it.</li></ul>Religion at its best is a sort of mantra, a subtle but consistent reminder that belief is OK, and that faith is the way to get where you're going.Religion at its worst reinforces the status quo, often at the expense of our faith.

The Religions In Our Lives

Leadership almost always involves thinking and acting like the underdog. That's because leaders work to change things, and the people who are winning rarely do.Leaders go first.<ul><li>Initiating: see something others are ignoring and jump on it.</li><li>Cause the events that others have to react to.</li><li>Make change.</li></ul>

Leadership is A Sleath Attack

<ul><li>Everyone believes that what they've got is probably better than the risk and fear that come with change.</li><li>At first, the new thing is rarely as good as the old thing was.</li><li>If you need the alternative to be better than the status quo from the very start, you'll never begin.</li><li>Soon enough, the new thing will be better than the old thing. But if you wait until then, it's going to be too late.</li></ul>

Not Being Afraid Of Change

When you hire amazing people and give them freedom, they do amazing stuff.

1. Publish a manifesto.Give it away and make it easy for the manifesto to spread far and wide. It doesn't have to be printed or even written.2. Make it easy for your followers to connect with you.3. Make it easy for your followers to connect with one another.There's that little nod that one restaurant regular gives to another recognized regular. 4. Realize that money is not the point of a movement.5. Track your progress.

The Key Elements Of Micro-Movement

1. Transparency really is your only option.2. Your movement needs to be bigger than you.3. Movements that grow, thrive.4. Movements are made most clear when compared to the status quo or to movements that work to push the other direction.5. Exclude outsiders.6. Tearing others down is never as helpful to a movement as building your followers up.

The Principles Of A Tribe Movement

It's OK to abandon the big, established, stuck tribe. It's OK to say, "You're not going where I need to go, and there's no way I'm going to persuade all of you to follow me. So rather than standing here watching the opportunities fade away, I'm heading off. I'm betting some of you, the best of you will follow me."You can build a bigger, faster, cheaper tribe than you used to be able to. Transaction costs are falling while the costs of formal organizations (offices, benefits, management) keep increasing.

A Bigger, Faster, Cheaper Tribe

The secret of leadership : paint a picture of the future. Go there.

<ul><li>The easiest thing is to react.</li><li>The second easiest thing is to respond.</li><li>But the hardest thing is to initiate.</li></ul>Managers react. Responding is a much better alternative. You respond to external stimuli with thoughtful action.But both pale in comparison to initiative. Initiating is really and truly difficult, and that’s what leaders do. They see something others are ignoring and they jump on it. They cause the events that others have to react to. They make change.

The Easiest Thing

Change isn’t made by asking permission. Change is made by asking for forgiveness, later.

A fresh look at Leadership and how to manage change.

The New York Times, BusinessWeek, and Wall Street Journal Bestseller that redefined what it means to be a leader. Since it was first published almost a decade ago, Seth Godin's visionary book has helped tens of thousands of leaders turn a scattering of followers into a loyal tribe. If you need to rally fellow employees, customers, investors, believers, hobbyists, or readers around an idea, this book will demystify the process. It's human nature to seek out tribes, be they religious, ethnic, economic, political, or even musical (think of the Deadheads). Now the Internet has eliminated the barriers of geography, cost, and time. Social media gives anyone who wants to make a difference the tools to do so. With his signature wit and storytelling flair, Godin presents the three steps to building a tribe: the desire to change things, the ability to connect a tribe, and the willingness to lead. If you think leadership is for other people, think again—leaders come in surprising packages. Consider Joel Spolsky and his international tribe of scary-smart software engineers. Or Gary Vaynerhuck, a wine expert with a devoted following of enthusiasts. Chris Sharma led a tribe of rock climbers up impossible cliff faces, while Mich Mathews, a VP at Microsoft, ran her internal tribe of marketers from her cube in Seattle. Tribes will make you think—really think—about the opportunities to mobilize an audience that are already at your fingertips. It's not easy, but it's easier than you think.

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Marketing & Sales

The New York Times, BusinessWeek, and Wall Street Journal Bestseller that redefined what it means to be a leader.   Since it was first published almost a decade ago, Seth Godin's visionary book has helped tens of thousands of leaders turn a scattering of followers into a loyal tribe. If you need to rally fellow employees, customers, investors, believers, hobbyists, or readers around an idea, this book will demystify the process.   It's human nature to seek out tribes, be they religious, ethnic, economic, political, or even musical (think of the Deadheads).  Now the Internet has eliminated the barriers of geography, cost, and time. Social media gives anyone who wants to make a difference the tools to do so.   With his signature wit and storytelling flair, Godin presents the three steps to building a tribe: the desire to change things, the ability to connect a tribe, and the willingness to lead.   If you think leadership is for other people, think again—leaders come in surprising packages. Consider Joel Spolsky and his international tribe of scary-smart software engineers. Or Gary Vaynerhuck, a wine expert with a devoted following of enthusiasts. Chris Sharma led a tribe of rock climbers up impossible cliff faces, while Mich Mathews, a VP at Microsoft, ran her internal tribe of marketers from her cube in Seattle.   Tribes will make you think—really think—about the opportunities to mobilize an audience that are already at your fingertips. It's not easy, but it's easier than you think.

Seth Godin is a bestselling author, entrepreneur and agent of change.Godin is author of ten books that have been bestsellers around the world, and he is also a renowned speaker. He was recently chosen as one of 21 Speakers for the Next Century by Successful Meetings and is consistently rated among the very best speakers by the audiences he addresses.Seth was founder and CEO of Yoyodyne, the industry's leading interactive direct marketing company, which Yahoo! acquired in late 1998.He holds an MBA from Stanford, and was called "the Ultimate Entrepreneur for the Information Age" by Business Week.

Seth Godin

Tribes

Stay commited to your decision . But stay flexible in your approach .Atleast read end paragraphs

Chapter -1 Charles Bukoski was an alcoholic, a lout , womanizer , cheapskate ,a deadstick and on his worst days a poet . He is probably the last person you would ever look for a life advice .That's why he is the perfect man to start with...

Don't Try 

Charles wanted to be a writer but for decades his work has been rejected by almost every publisher, jounral, newseditor . Deprave, disgust they said .As the piles of failure stacks upon, the burden pushed him into an alcohol fuelled depression which will follow him for rest of his lif e.A small independent newseditor took a strange intrest in him and wanted him to give a chance . Charles knew that it was hisfirst and last real shot ......Charles made out as a best publisher writing 6 fucking novels and more than 200 poems .

Backstory 

of his own . Feeling motivated 😊. But that's the problem .Because his EPtiah reads - DON'T TRYA story which embodies an American dream .A man fights for his dreams , struggles and ultimately achieve his wildest fantasy .

His Success Defied Everyones' Expectations Particularly 

Despite the fact of the numbers he sold and fame he earned , he was a loser and he knew he was a loser . His success didn't stemmed out with the will to be an outshining literary star and to defy the odds but with his comfort of being a loser He worked hard and published openly about being a loser .

Reason 

Our society is obsessively focused on forced unrealistic positive expectations .be happier, be healthier,be best better than the rest . Be envied ,more admired and crap out twelve nuggets of gold before going to your willingly wonderful job .but when you Really stop thinking about this conventional life advice , it is which fixating you on the things you lack ask yourself a question , how many times gave you seen someone sad or living a normal life on instagram or Facebook .Man fuck this metallistic world yo enjoy this fucking life .............

Problem With Society Or With You

They help me to live my life out with comfort .

#1 New York Times Bestseller Over 1 million copies sold In this generation-defining self-help guide, a superstar blogger cuts through the crap to show us how to stop trying to be "positive" all the time so that we can truly become better, happier people. For decades, we’ve been told that positive thinking is the key to a happy, rich life. "F**k positivity," Mark Manson says. "Let’s be honest, shit is f**ked and we have to live with it." In his wildly popular Internet blog, Manson doesn’t sugarcoat or equivocate. He tells it like it is—a dose of raw, refreshing, honest truth that is sorely lacking today. The Subtle Art of Not Giving a F**k is his antidote to the coddling, let’s-all-feel-good mindset that has infected American society and spoiled a generation, rewarding them with gold medals just for showing up. Manson makes the argument, backed both by academic research and well-timed poop jokes, that improving our lives hinges not on our ability to turn lemons into lemonade, but on learning to stomach lemons better. Human beings are flawed and limited—"not everybody can be extraordinary, there are winners and losers in society, and some of it is not fair or your fault." Manson advises us to get to know our limitations and accept them. Once we embrace our fears, faults, and uncertainties, once we stop running and avoiding and start confronting painful truths, we can begin to find the courage, perseverance, honesty, responsibility, curiosity, and forgiveness we seek. There are only so many things we can give a f**k about so we need to figure out which ones really matter, Manson makes clear. While money is nice, caring about what you do with your life is better, because true wealth is about experience. A much-needed grab-you-by-the-shoulders-and-look-you-in-the-eye moment of real-talk, filled with entertaining stories and profane, ruthless humor, The Subtle Art of Not Giving a F**k is a refreshing slap for a generation to help them lead contented, grounded lives.

mentalhealth

Mental Health

#1 New York Times BestsellerOver 10 million copies soldIn this generation-defining self-help guide, a superstar blogger cuts through the crap to show us how to stop trying to be "positive" all the time so that we can truly become better, happier people.For decades, we’ve been told that positive thinking is the key to a happy, rich life. "F**k positivity," Mark Manson says. "Let’s be honest, shit is f**ked and we have to live with it." In his wildly popular Internet blog, Manson doesn’t sugarcoat or equivocate. He tells it like it is—a dose of raw, refreshing, honest truth that is sorely lacking today. The Subtle Art of Not Giving a F**k is his antidote to the coddling, let’s-all-feel-good mindset that has infected American society and spoiled a generation, rewarding them with gold medals just for showing up.Manson makes the argument, backed both by academic research and well-timed poop jokes, that improving our lives hinges not on our ability to turn lemons into lemonade, but on learning to stomach lemons better. Human beings are flawed and limited—"not everybody can be extraordinary, there are winners and losers in society, and some of it is not fair or your fault." Manson advises us to get to know our limitations and accept them. Once we embrace our fears, faults, and uncertainties, once we stop running and avoiding and start confronting painful truths, we can begin to find the courage, perseverance, honesty, responsibility, curiosity, and forgiveness we seek.There are only so many things we can give a f**k about so we need to figure out which ones really matter, Manson makes clear. While money is nice, caring about what you do with your life is better, because true wealth is about experience. A much-needed grab-you-by-the-shoulders-and-look-you-in-the-eye moment of real-talk, filled with entertaining stories and profane, ruthless humor, The Subtle Art of Not Giving a F**k is a refreshing slap for a generation to help them lead contented, grounded lives.

Mark Manson (born 1984) is a professional blogger, entrepreneur, and former dating coach. Since 2007, he's been helping people with their emotional and relationship problems. He has worked with thousands of people from over 30 different countries. He regularly writes and updates his blog at: www.markmanson.net

Mark Manson

The Subtle Art of Not Giving a F*ck

Transformational leaders are those who engage with followers to raise one another to higher levels of motivation and morality.
How do they achieve this? By embodying an inspiring vision in order to motivate followers to work on shared goals that transcend their self-interest.

Transformational Leadership

<ul><li>Extraversion</li><li>Low neuroticism and high levels of self-efficacy</li><li>Openness to new experience</li><li> Conscientiousness</li><li>Agreeableness and supportiveness</li></ul>

Characteristics and Traits of a transformational leader

Transformational leaders set a high standard of moral and ethical conduct to engender loyalty and respect in their followers. One might say they ‘walk the talk’ or lead by example.

Components of transformational leadership: Idealized influence

Transformational leaders stimulate the inner emotional worlds of their followers by appealing to higher ideals and values.They achieve this by tenaciously upholding an inspiring vision linked to clear goals. Rather than obfuscating the vision with jargon, they repeatedly and enthusiastically repeat it to keep it front of mind.Idealized influence and inspirational motivation are highly correlated, sometimes combined in the research to form the dimension ‘charisma.

Inspirational motivation

Transformational leaders also model concern for their team’s welfare, creating an atmosphere of trust. By <a href="https://positivepsychology.com/coaching-mentoring-counseling/">coaching and mentoring</a> with empathy, they promote growth and development while garnering meaningful insights into any problems occurring on the ground.

Individualized consideration

Transformational leadership is often juxtaposed with transactional leadership. The latter leaders “cater to their followers’ immediate self-interests” instead of uplifting the morals of their followers through inspiration Transformational leaders foster creative, innovative problem solving, as well as a culture that regularly challenges the status quo.

Intellectual stimulation

EI (Emotional Intelligence) is virtually synonymous with good leadership. There are five elements of emotional intelligence:
<ul>
<li>Self-awareness: The ability to recognize and understand one’s own emotions, as well as one’s effect on other people. </li>
<li>Self-regulation: Being able to manage one’s emotions appropriately. </li>
<li>Social awareness: Skillful interactions that build meaningful relationships. </li>
<li>Empathy: The ability to understand how others are feeling and respond with care. </li>
<li>Self-motivation: Being able to harness passion, as opposed to extrinsic incentives, to fulfill one’s inner needs.</li>
</ul>

Transformational Leadership & Emotional Intelligence

A large body of evidence shows that transformational leadership positively aligns with how well companies, the military, governmental organizations, educational institutions, and nonprofits perform.Here are five specific research findings that found a link between transformational leadership and employee/organizational effectiveness:<ul><li> Team performance</li><li> Employee job performance</li><li>Communication</li><li>Employee outcomes</li><li>Inspirational motivation</li></ul>

Effectiveness Of Transformational leadership

Transformational Leadership isn’t a blanket solution to be used in every scenario and across every setting. Some argue that some teams need a more transactional style, meaning closer supervision and greater direction. This might especially be the case when followers are unskilled and require more oversight.Transformational leadership is also more effective when applied in smaller, privately held organizations compared to larger, more complex ones

Advantages & Disadvantages of Transformational Leadership

<ul><li> Limited interest in group-level processes</li><li>Ambiguity about transformational behaviors</li><li>Ambiguity about transactional leadership</li><li>Omission of important behaviors</li><li> Insufficient specification of situational variables</li><li>Insufficient identification of negative effects</li><li>Heroic leadership stereotype</li></ul>

Criticisms of Transformational Leadership

Five key elements of optimum leadership in healthcare settings:<ul><li>Inspiring visions at every level, along with upholding a shared, holistic view of care</li><li>Clear, aligned objectives for all teams, departments, and individual staff</li><li>Supportive and enabling people management and high levels of staff engagement</li><li>Learning, innovation, and quality improvement embedded in the practice of all staff</li><li>Effective teamwork</li></ul>

Applying Transformational Leadership in Healthcare

We explore the origins of transformational leadership theory, which can cause top-down paradigm shifts in the way organizations are run.

Transformational Leadership: How to Motivate & Inspire Teams

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Aryabhatta Contributions In Astronomy & Mathematics - Fastnewsfeed

11 Articles Every Social Entrepreneur Should Read - Social Change Central

The No Asshole Rule: Building a Civilized Workplace

Tribes

The Subtle Art of Not Giving a F*ck

Transformational Leadership: How to Motivate & Inspire Teams

A 6-point plan to hypermotivate your hybrid teams in 2022

Use The "S-A-S" Rule to Quickly Defuse Conflict & End Arguments

Executive Presence Isn’t One-Size-Fits-All. Here’s How to Develop Yours.

7 Leadership Issues Managers Face in 2022

It's time to Read like a Pro.

It's time to
Read like a Pro.