Fishing Fleet – Husband Hunting – Part 1

THE “FISHING FLEET”

Story

By

VIKRAM KARVE

HUSBAND HUNTING – Part 1 

I learnt the term “Fishing Fleet” – when – many years ago – I read a novel called THE RAJ by Donald H Robinson.

The book is set in British India – in the early 1930’s – in the backdrop of “Colonial Life” – prevalent in the days of the “British Raj”.

The story is about an Englishwoman – a schoolteacher at a renowned boarding school for ladies.

She is now 38 years old – single – and – she has not been able to find a suitable husband in England for all these years.

She is worried that she may remain a spinster all her life.

She desperately wants to get married.

So – she quits her job – and – she decides to sail to India on the “Fishing Fleet” – to “hunt” for a suitable husband.  

Dear Reader – let me tell you a bit about the “Fishing Fleet”.

During the days of the “British Raj” – a large number of Englishmen served in India – in the Civil Services – in the Military – and – at other places.

So – there were a large number of “eligible” Englishmen – but hardly any suitable Englishwomen “brides” for them.

On the other hand – for “middle class” Englishwomen – it was difficult to find a “status” match in England. 

So – after exhausting all opportunities for finding a good husband in England – the women would take the “fishing fleet” to India in search of a prospective husband.

The Civil Services and the Military discouraged marrying before the age of 30 – the age at which it was thought the Officer had “settled down” in his job and it was feasible for him to support a family – so – even age-wise – women in their late 20’s and early 30’s had a good chance of bagging a prize catch husband.

During those “Colonial Days” of the “British Raj” – the “Social Season” in India was in winter – from December to February – and the “Fishing Fleet” arrived in India at the beginning of the social season – during which – all efforts were made to facilitate “coupling” of the prospective husbands and brides.

The women had a distinct advantage – the gender ratio was skewed heavily in their favour – there were 3 to 4 men “available” for every woman.

So – in view of this huge gender advantage – it was quite easy for most of “fishing fleet” women to acquire a husband.

If you were lucky – you could get a “Bada Sahib” (Civil Services or Military Officer) husband. 

Otherwise – you would have to settle for a “Chota Sahib” Englishman working in other jobs in India – like in the Railways (or other Government Services) – a Tea Planter – or a “manager” in the numerous business/trading companies/firms/industries set up in India.

Well – most “fishing fleet” women did manage to find a husband – so – they got married – and they remained in India with their husbands and lived “happily ever after”.

And – those unfortunate “fishing fleet” women who failed to find a husband – they sailed back to England – as “Returned Empties” – probably destined to remain a spinster all their lives.

The genesis of the “fishing fleet” was in the year 1671 – when the East India Company sent 20 single women to Bombay (now called Mumbai) – each given an allowance of 300 Pounds Sterling – and – a new set of clothing.

The women were given a simple objective – to find a “company-approved” mate within a year.

It seems that this experiment was successful – and – this resulted in establishing a practice of transporting a steady “cargo” of potential brides by sea all the way to India every year.

Colloquially – in Naval Parlance – this was nicknamed as the “Fishing Fleet” – and – the potential brides were known as “Fishing Fleeters”.  

What happened to the “fishing fleeter” heroine of the novel…?

Was her “husband hunting” mission a success…?

Did she have any romances – any passionate affairs …?

Did she find a “suitable” husband and settle down in India to a happy married life…?

Or – did she return back to England – desolate – as a “Returned Empty”…?

For all that – you will have to read the book.

Now – Dear Reader – in Part 2 – let me tell you a few stories which happened much later – during my delightful days in the Navy.

VIKRAM KARVE 

Copyright © Vikram Karve 
Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this work. 
© vikram karve., all rights reserved. 

Disclaimer:

1. This story is a fictional spoof, satire, pure fiction, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.

2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (All Rights Reserved) 

© vikram karve., all rights reserved.

Salt Horse

SALT HORSE

Navy Stereotypes

Random Ramblings of a Navy Veteran

By

VIKRAM KARVE

Long ago – when I joined the Navy – there was a tendency to stereotype officers – especially officers of the Executive Branch (“Seaman” Officers) – on ships.

Those days – a warship had four “Specialist” Executive Officers:

1.            Gunnery Officer (GO)

Typically – Gunnery Officers were supposed to be “hot-shot” “spit-and-polish” “rough and tough” Type-A personalities who would be hollering at the top of their voice most of the time.

In addition of their professional gunnery duties – Gunnery Officers were responsible for all Parade, Drill and Ceremonial Activities/Events/Routines on the ship.

Gunnery Officers commanded Landing/Boarding Parties sent by the ship on operations to land ashore or board other ships.

Traditionally – the Gunnery Officer of the ship was the Officer of the Watch (OOW) during the toughest “Middle Watch” at Sea (Midnight to 4 AM or 2400/0000 Hrs to 0400 Hrs).

The “stereotype” Gunnery Officer was a redoubtable officer with “spic-and-span” bearing – the “prima donna” among Seamen Specialist Officers.

Of course – Gunnery Officers had the reputation of being “hard drinking” officers who could drink everyone else under the table.

In earlier days – Gunnery Officers dominated the Navy – they were the “prima donnas” – the “crème de la crème” – and – most Admirals were Gunnery Officers. (Now – it is not so).

2.            Navigation and Direction (ND) Officer (NO)

Navigation Officers considered themselves as “intellectuals” among the Seamen Officers.

The NO was the “pilot” of the ship – responsible for safe and proper Navigation of the Ship.

The NO also looked after Operations and Aircraft Direction – and was the Ship’s “Meteorological” Officer – unless a qualified “Met” Officer from the Education Branch was borne. 

Since Navigation Officers considered themselves to be the intellectually superior “crème de la crème” among Seamen Officers – so – they tended to remain aloof.

In fact – in British Origin/Design Ships – the NO’s Cabin was located near the Bridge – far away from the Cabins of other Officers (Officers’ Cabin Flat) – and this distance further facilitated aloofness and exclusivity. 

3.            Signal Communication Officer (SCO)

These were the “clever” and “smart” officers – shrewd, canny and wily – who – owing to the nature of their duties – enjoyed proximity to the Captain – and hence – the Captain’s “Spy” in the Wardroom was most likely to be the SCO.

Due to their intelligent cunning and crafty nature – they always outwitted their counterparts – especially the straight-talking Gunnery Officer (GO) and the laid-back TASO (Torpedo Anti-Submarine Officer).

A unique feature of the Signal Communications Branch was that though SCO’s were considered Executive (Seamen) Officers – their Sailors were not “Seamen”.

This enabled them to enjoy Command and rise to the highest echelons of the Navy.

4.            Torpedo Anti-Submarine Officer (TASO)

(With our penchant for changing names – and – in consonance with the increasing “Americanization” of the Navy – TASO was later renamed as ASWO (Anti-Submarine Warfare Officer) – but – I will use the designation TASO of the 1970’s – the era to which this story pertains…)

The TASO was the most “laid back” Officer among the “Specialist” Officers.

Maybe – this was because his domain was towards the aft of the ship – away from prying eyes of the Captain on the bridge – in contrast to the Gunnery Officer’s “part of ship” – the fo’c’sle – in direct view of the bridge.

Or maybe – it was because of the rather nebulous nature of underwater warfare in those times.

I may be wrong – but it was my observation – that – on the ships on which I served – the TASO was the least ambitious among “Specialist” Officers – in contrast to the “Hot-Shot” Gunnery Officer, the “Cat’s Whiskers” Navigating Officer and the “Shrewd” Signal Communication Officer.

The TASO did his job quietly and efficiently.

“Visibility” is important in the Navy.

On a ship – the Captain (and “powers-that-be) – are normally stationed on the “Bridge” of the Ship. 

From the “Bridge” – the TASO was not “visible” – nor did he make too much “noise” – so he was not “audible” too – and this made him appear relatively “laid back” as compared to his “Eager Beaver” counterparts.

TASO’s were my best friends on the ships on which I served.

Those days – it seemed – that – very few TASO’s reached the higher echelons of the Navy – as compared to their counterparts in Gunnery, Navigation and Communications.

However – with the renaming of TAS to ASW (and TASO to ASWO) – things seem to have changed dramatically – and – there seem to be plenty of ASWO’s in the higher echelons of the Navy. (Yes – the renaming of TASO to ASWO seems to have miraculously brightened their fortunes).

Well – based on my observations of “yesteryear” – I have “stereotyped” four types of Executive Officers (abbreviated as “X” Officers) – GO, NO, SCO, TASO.

However – I did come across other types of officers who belonged to the Executive Branch (“X” Branch).

For example – there were the “Hydro” Officers (Hydrographers) – highly specialised professionals – who were in their own world – busy on their Survey Ships – which were painted White in contrast to the Battle-Grey of Warships.

There were Naval Aviators (Pilots and Observers) – and Submariners – some of whom were specialists in G/ND/C/TAS too.

Also – there were the “landlubber” Naval Armament Inspection (NAI) Officers – why they were categorised as “X” Officers – I have not understood till today.

And – when the Supply and Secretariat (S&S) Branch was abolished in the late 1970’s – suddenly – overnight – hey presto – all S&S Officers became “X” Officers – and some of them completed their “X” courses and Sea Watchkeeping – and in due course – they qualified their Specialisation Courses too – and became GO, NO, SCO, TASO etc.

And of course – there was the “Salt Horse” – Navy Term for an Executive Officer who has not specialised in Gunnery, Navigation, Communications, TAS etc.

Yes – a “Salt Horse” is a Non-Specialist “X” Officer.

(Will some “Sea Dog” please tell us the origins of the term “Salt Horse”…?)

Well – let me tell you that I have seen a few “Salt Horses” reach high rank in the Navy – even command Warships. 

But – these are exceptions – and – it is the “Specialist” Executive Officers who rule the roost.

EPILOGUE

Do these stereotypes exist today…?

I don’t know.

But – I certainly saw the stereotypes diluting towards the later part of my Naval Service.

I did see a few “laid back” Gunnery Officers – but – I have yet to see an “Eager Beaver” TAS Officer.

What about you – Dear Reader…?

Are there such stereotypes in your organisation…?

If you are a Navy Veteran – do you agree with the stereotypes above – or – have things changed…?

If you are a Military Veteran – do tell us about the “stereotypes” in the Army and the Air Force. 

Dear Reader – before some “Hot Shot” Gunnery Officer comes “Gunning” for me – let me add a “disclaimer” that this story is a fictional spoof – and the stereotypes are a product of my imagination. 

VIKRAM KARVE 

Copyright © Vikram Karve 
Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this work. 
© vikram karve., all rights reserved. 

Disclaimer:

1. This story is a fictional spoof, satire, pure fiction, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.

2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (All Rights Reserved) 

© vikram karve., all rights reserved.

 

Humor in Uniform – Musings of a “Superseded” Officer – Part 2 – Fulfillment after Supersession

Humor in Uniform

Musings of a “Superseded” Officer

by

Vikram Karve 

Continued from Part 1 – Supersession Day – url: http://karvediat.blogspot.com/2017/05/supersession-day-musings-of-written-off.html

Part 2

Fulfillment after Supersession 

In my previous blog post – I told you that when you are “passed over” for promotion and “superseded” – you have 3 choices:

1. You can Quit the Service immediately by Resigning your Commission (even if it means giving up your pension and forgoing/losing many benefits)

2. You can wait for a few years to complete 20 years pensionable service – and then seek Premature Retirement (PMR).

3. You can serve till you attain the age of “superannuation” (Earlier the minimum superannuation age was 54 years – but I understand that this has now been increased to 57 years – and some officers continue for a few more years on “re-employment”)

This article is for those “superseded” officers who decide to choose the 3^rd option and continue serving till they attain the age of superannuation.

YOUR “GIRLFRIEND” HAS “DUMPED” YOU

Let me explain metaphorically.

Suppose you have a steady girlfriend to whom you intend getting married and spending the rest of your life.

You have been loyal, sincere and devoted to your girlfriend.

Suppose she suddenly dumps you.

How will you feel…?

Won’t you feel betrayed…?

Similarly – won’t you feel “betrayed” the moment you are superseded for promotion…?

You have been loyal to the service – but – the service has not been loyal to you in return.

For no apparent reason – the service has “dumped” you.

You faithfully loved your girlfriend – and she dumped you.

You were totally devoted to the service – and the service “dumped” you.

Now – once your girlfriend has dumped you – what are the options open to you…?

Think about it.

You can become vindictive towards her – you can indulge in self-pity and sink into depression – you can plead with your girlfriend to take you back into her life – you can beg and beseech her to reconsider her decision to dump you – or – you can move on in life – and try to acquire a new girlfriend.

Similarly – what are your options when you are superseded…?

1. You can become “bitter” and resentful and start behaving in an acrimonious and spiteful manner. Such rancorous behavior will spoil inter-personal relationships and create “bad blood” in the environment – and – such negative vibes not only affect your own mental and physical health but will affect your family, friends and colleagues as well.

2. You can “internalize” your sorrow, start brooding and indulge in self-pity. Excessive self-commiseration will not only will make you miserable and cause you depression – but it may also push you towards alcoholism if you have a tendency to “drown” your sorrows in drink. I have seen many superseded officers becoming alcoholics.

(As an aside – let me tell you what one witty senior officer said about me when I was superseded.

He opined: 

“We don’t have to worry about him (me) becoming an alcoholic. The bugger is already a bloody drunkard. For all you know – supersession may have the opposite effect on him – and he may stop drinking…”

By the way – I did quit drinking – albeit a few years after supersession)

3. You can “plead” with the service to promote you. This can be done in a number of ways. You can “beg” your seniors for “thumping” ACRs to enable you to get promoted in the remaining attempts, you can take the “official” route – put up representations, statutory complaints and indulge in litigation etc. All this will fill you with anxiety and stress. And – if you get involved in litigation – besides the expenses involved – your mind will start thinking negative thoughts – especially as you keep discussing your case ad nauseam with lawyers and “sea lawyers”. Instead of thinking interesting creative positive thoughts – your mind will be constantly preoccupied with negative thinking. All this will affect your family and environment too.

4. Or – like in the “girlfriend dumping” metaphor – you can choose the option of moving on in life and acquiring a new “girlfriend”. Now – if you had chosen the option of resigning and quitting the service immediately after you are superseded – this new “girlfriend” can be a new job in “Civvy Street”. However – since you have decided to serve till superannuation – you will have to find this new “girlfriend” within the service. How do you do this…? How did I do this…? Read below…

INTROSPECTION

Firstly – you must be clear in your mind that the service has “rejected” you – and now – you are an “unwanted” entity (just like the example of your girlfriend “dumping” you and not wanting you anymore)

You have been brutally superseded – “passed over” for promotion – “written off” – “fallen by the wayside” – “deadwood” – discarded, redundant and unwanted by the environment.

You have been sidelined from the mainstream – you have been put on a sidetrack – and those on the main track don’t care two hoots about you.

So – don’t expect any “sympathy” from the system.

You are on your own – “index” – as they say in the Navy – and – you have to discover the best way to continue your journey in service as a “superseded” officer till you reach the age of superannuation.  

(If some seniors, course-mates and friends are helpful – consider it as a bonus – but don’t expect it)

By the time you are superseded – you would have done many appointments in a variety of jobs.

That’s the beauty of the Armed Forces (especially the Navy) – they make you work in a variety of jobs so that you become the “Jack of all Trades”.

Introspect – reflect – of all the jobs you did – which is the job you enjoyed the most…?

In my case – I had loved serving on ships the best.

But sadly – this job was ruled out – since – those days – superseded officers are not appointed for sea duties – which were considered mandatory “criteria” appointments for promotion.

Maybe – it was the view of the “powers-that-be” that since superseded officers were not eligible for selection for promotion – there was no point “wasting” a criteria appointment on “passed over” officers.

Also – remember – that the moment you are superseded for promotion – you are officially declared “incompetent”.

So – overnight – from being a professional “hot shot” officer – I became professionally “incompetent” – at least in the eyes of the system.

Hence – I became ineligible for “prestigious” high-profile appointments ashore.

Having ruled out these “high profile” options – I explored suitable “low profile” opportunities available to me.

I had done two tenures “instructional duties” – one at Navy Training “Stone Frigate” INS Valsura (where I had taught Naval Officers undergoing the Specialization Course) – and – one at the Institute of Armament Technology (IAT) where I had taught and guided the Advanced Post Graduate Master’s (ME) Course in Systems Engineering).

I had served in Research and Development (R&D) appointment.

I had served in a Naval Dockyard.

I had a stint as a “Babu in Uniform”.

Of the above options – I liked “instructional” appointments the best – especially IAT Pune – where the egalitarian “laissez faire” multi-service environment was conducive to superseded officers – much better than the “regimented” rank-conscious ethos at INS Valsura.

(Though “Quality Assurance” (QA) appointments were considered “suitable” for superseded officers – I hadn’t served in a “QA” billet – and so – I was quite averse to trying out something that was unknown).

As advised my “mentors” – I put up a request for an appointment in IAT – and – thanks to my well-wishers – six months later – I was appointed to IAT Pune on “Instructional Duties”.

(Coincidentally – IAT had asked for an Officer with Qualitative Requirements (QRs) which matched my qualifications/experience – my earlier tenure at IAT had helped a great deal).  

I must say that the Navy shows due consideration to “passed over” officers and tries to soften the blow of supersession by giving suitable appointments and long tenures to them.

Not only did Navy give me my choice appointment – but they gave me a long tenure too – more than 8 years – followed by 6 years at Mumbai.

(Prior to supersession – my average tenure in a station was less than 2 years).

Did I do justice to my appointment at IAT Pune…?

I would love to blow my own trumpet – but – I will just quote two extracts from two souvenirs (coffee table books) published by IAT during its Golden Jubilee.

Extract from page 63 of History of IAT – 50 Years of Excellence (1952 - 2002)

From Chapter on R&D Activities in Wings.

“Cdr VW Karve was the main pillar for many years and made the largest possible contributions to the students, faculty and institute. Numerous papers published by him in national and international journals earned a name for the Institute”

Extract from page 41 of IAT Golden Jubilee Souvenir

From the article “A Grateful Student Remembers”.

“Though not widely practiced, Cdr Karve’s Captain Haddockesque approach to education intrigued me enough to try out the concurrent methodology in conjunction with the sequential methodology, I was already into. It was an eventful and illuminating two semesters under the guidance of Cdr Karve, who was an Institute within the Institute”

CONCLUSION

Once you are “superseded” and “passed over” for promotion – if you choose to continue in service – it is best to make the most of it – by trying to identify and select a suitable “job” (within service parameters) – a job in harmony with your talent – a métier where you can flourish and contribute your best to the service too.

Self-Pity, Bitterness and Negative Thinking may prove counterproductive to your mental well-being and health – and – indulging in litigation may affect your “peace of mind”.

Remember the “dumped by girlfriend” metaphor – move on – be positive – introspect – discover your “métier” – find a new suitable “girlfriend” with whom you feel you can achieve your best – and – make the most of it. 

To be continued in Part 3 SUPERSEDED OFFICER’S SURVIVAL GUIDE 

VIKRAM KARVE 

Copyright © Vikram Karve 
Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this work. 
© vikram karve., all rights reserved. 

Disclaimer:

1. This story is a fictional spoof, satire, pure fiction, just for fun and humor, no offence is meant to anyone, so take it with a pinch of salt and have a laugh.

2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (All Rights Reserved) 

Part 1 of this Blog Post posted in my blog at url: http://karvediat.blogspot.com/2017/05/supersession-day-musings-of-written-off.html

© vikram karve., all rights reserved.

What are Values...? Can You Change Your Values...?

WHAT ARE “VALUES”...? 

Values are beliefs about what is good or bad. 

Your values determine what is desirable or undesirable. 

Values have an ethical and moral dimension. 

Your values provide you an internal reference for what is good, beneficial, important, useful, beautiful, desirable and constructive. 

Values generate behaviour and influence the choices made by an individual. 

Values have a major influence on your behaviour and attitude in various situations. 

Examples of Values include HONESTY, LOYALTY, AMBITION, ALTRUISM, CLEANLINESS, CONFIDENCE, CONFORMITY, CREATIVITY, CURIOSITY, DARING, DECISIVENESS, DEPENDABILITY, DISCIPLINE, INDEPENDENCE, INDIVIDUALITY, OBEDIENCE, PATRIOTISM, PUNCTUALITY, SENSE OF HUMOR, SIMPLICITY, WEALTH etc 

(The list of values is endless – you can surf the internet to see lists of values – and – you may discover your own personal values by introspection) 

Values can be categorised into two types: 

1. INSTRUMENTAL VALUES 

and 

2. TERMINAL VALUES 

My article below elaborates on these two types of values... 

INSTRUMENTAL VALUES and TERMINAL VALUES

THE TWO TYPES OF VALUES 

Musings on Management Ethics 

By

VIKRAM KARVE

Values are of two types – in both the personal and organizational domains. 

The two types of values are:

1. INSTRUMENTAL VALUES

and 

2. TERMINAL VALUES

Let me explain a bit about these two types of values. 

INSTRUMENTAL VALUES

Instrumental Values are core values.

Instrumental Values are permanent in nature.

Instrumental Values comprise personal characteristics and character traits.

Instrumental Values refer to preferable modes of behaviour and include values like honesty, sincerity, ambition, independence, obedience, imaginativeness, courageousness, competitiveness – and also some negative traits too. 

Organisations also have Instrumental Values (which can be ascertained from the organizational culture).

Whether at personal level or organizational level – instrumental values are permanent in nature – and so – instrumental values are difficult to change. 

For example – the instrumental values of a Public Sector Unit (PSU) will differ from that of an Multi-National Corporation (MNC) – though both may be in the same business.

Since they are permanent in nature – Instrumental Values are difficult to change.

TERMINAL VALUES

In our personal lives – Terminal Values are those things that we work towards – or those things we think are most important – or things that we feel are most desirable. 

Terminal Values are desirable states of existence. 

Terminal Values include things like happiness, self respect, family security, recognition, freedom, inner harmony, comfortable life, professional excellence, etc

In a nutshell – Terminal Values signify the objectives of the life of a person – the ultimate things the person wants to achieve through his or her behaviour – the destination the person wants to reach in life. 

In contrast – Instrumental Values indicate the methods an individual would like to adopt for achieving his life’s aim – the path he would like to take to reach his destination.

This applies to organisations as well – and – organizations too exhibit Terminal Values. 

However – Terminal Values can be changed – and this change in Terminal Values can sometimes be seen – when there is a change of Top Management or CEO. 

CAN YOU CHANGE YOUR “VALUES”...? 

INSTRUMENTAL VALUES – NO 

TERMINAL VALUES – YES 

Read this Before you Apply for a Job or Select a Career

(or Before Recruiting a Candidate for a Job)

ORGANIZATIONAL VALUES AND ORGANIZATION BEHAVIOUR

Organisational Values are the key to organisational behaviour. 

So – before you join an organization – you must ensure that there is no conflict in your personal Instrumental Values and the organization’s Instrumental Values 

Yes – there must be no conflict between the Employee’s and Employer’s Instrumental Values – since – Instrumental Values are difficult to change. 

Conversely – the organisation must consider this aspect while interviewing a prospective candidate for recruitment to avoid conflict of Instrumental Values.

However – any mismatch in Terminal Values can be corrected by suitable Induction Training – since Terminal Values can be inculcated or realigned or changed. 

For Example: 

Do you want to join the Defence Services (Armed Forces) – the Army, the Navy or the Air Force...? 

Each Armed Force has its own unique Military Values. 

You too have your own personal Values – “Instrumental Values and “Terminal Values. 

If there is conflict between your own Personal Instrumental Values and Military Instrumental Values – it is best for you to avoid a military career in the Armed Forces. 

However – any mismatch between your Terminal Values and organisational Terminal Values can be corrected during Training. (For example – punctuality can be inculcated). 

This “Values Paradigm” applies to relationships like Marriage too. 

“Terminal Value” mismatches between husband and wife can be smoothed out. 

But – “Instrumental Value” conflicts may cause marital discord and result in irretrievable breakdown of relationship and divorce. 

The Dating/Courtship period is a good time to discover the Values (Instrumental and Terminal) of your Partner and ascertain whether there are any conflict or mismatches in Values between you and your partner. 

If there are some mismatches in “Terminal Values” you can make mutual adjustments to reconcile them and envisage a harmonious relationship. 

However – if there are irretrievable conflicts in “Instrumental Values” – it is best to call off the marriage. 

Dear Reader – introspect – and discover your values – your instrumental values – and – your terminal values. 

VIKRAM KARVE

Copyright © Vikram Karve 
1. If you share this post, please give due credit to the author Vikram Karve
2. Please DO NOT PLAGIARIZE. Please DO NOT Cut/Copy/Paste this post
© vikram karve., all rights reserved.

Disclaimer:

1. These are my personal views based on my personal experience. Please do your own due diligence while selecting a training philosophy.

2. All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the stories are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (all rights reserved)

This is an abridged, upgraded and revised version of my lecture on VALUES written be me Vikram Karve more than 25 years ago in the early 1990s and posted online earlier a number of times in my various blogs including in my Academic and Creative Writing Journal Blog in 2011 at url: http://karvediat.blogspot.in/2011/12/instrumental-values-and-terminal-values.html and https://karve.wordpress.com/2012/11/22/instrumental-values-and-terminal-values-the-two-types-of-personal-and-organizational-values/ and http://karvediat.blogspot.in/2017/06/types-of-values-instrumental-values-and.html and https://karvediat.blogspot.com/2018/02/values-instrumental-values-and-terminal.html etc