Follow the HR rule of Komodo

The adult Komodo dragons are known to kill and eat the young komodos. Therefore the young ones as soon as they emerge from eggs must climbs the tree quickly and remain at the top canopy until they grow big.  The adult Komodo dragons cannot climb the tree as they are quite heavy.

The interesting question is that why the adult Komodo dragons kill and eat young animals of own clan? If we think the above strange and reclusive behaviour of the adult Komodo dragons from the emotional point of view, we may feel sad for the young Komodo dragons and may describe the adult animal to be harsh and cruel. Always emotion will prohibit people from seeing the truth and knowing the true meaning of evolution.

To live as Komodo dragon is not that easy. Therefore developing strong young ones is important for preserving their future generation. If a young animal that does not know how to climb and does not know how to save itself, it is considered as weak. If these weak animals are allowed to survive and if these weaker animals get a chance to produce offspring, naturally the offspring also will be weak. Such situation will do no good to the future generation of Komodo dragons.

Therefore the weaker ones are eliminated unemotionally by the adult animals.   In the world of komodo dragons, there is no room for mercy or sympathy as far as entertaining the weaker animals are concerned. They want only the stronger ones to survive. The stronger young ones are measured based of their smart and swift approach in saving and safeguarding themselves. If they fail to do so, they are weak and hence are eliminated.

The corporate bosses must remember the above management fundamental. If incapability, indifference and attitudinal issues are seen in some employees, they have to be shown the door immediately. In the name of mentoring, supporting, tutoring, developing etc., the people with such attitudinal defects, incapability and indifference should not be entertained.

The family owned organizations and the organizations that are run by the entrepreneurs directly are the one suffers the worst from such malady.   Emotion likely to dominate in such organization and therefore the likes of the directors, Presidents etc., prevail more than the truth, facts and welfare of the organization.

In family centric organizations, without emotion, people cannot dialogue and discuss. Professionalism is cannot exist in such organization as the owners conduct every situation only emotionally and from ‘I’ centric style.

Every event in nature has great significance and meaning therefore people must develop inquisitiveness to learn and admire the beauty and vibrancy of nature.   Be a nature lover and be a good corporate leader.

Dr S Ranganathan

ClinRise Derma Pvt., Ltd., Chennai

Desire, Dream and Destination – Social Entrepreneur Forum


Where allopathic drugs are getting mixed in Siddha preparations

One Siddha practitioner recently asked us to comment about the act of some companies mixing the allopathic drugs in ISM drugs manufactured by them and are marketed.

The fact is that some companies may be admixing allopathic drugs in ISM preparations only to make them efficacious. Such preparations are falsely promoted as true ISM drugs. Definitely such preparations would give curative effect depending upon which allopathic drug has been used. It is indeed a crime exactly like how the Siddha practitioners prescribing allopathic drugs.

We see a strong similarity between the above two. In the case of those companies who mix the allopathic drugs in ISM preparations are doing at the ‘drug/medicine’ level and which is in contravention to law.   The patients are given these preparations which are the combinations of both allopathic and herbal mix. In most cases the allopathic drugs will work but the credit for such therapeutic benefit would squarely goes to ISM preparation as these preparations are dispensed to patients only as ISM drugs.

In the case of some Siddha practitioners prescribing allopathic drugs, they handle the situation very smartly. We learned that pain & fever relieving drugs, some antibiotics and anti allergic drugs are the three main types of allopathic drugs generally prescribed to most patients.   Along with the above prescription, some Siddha preparations like churnam, lehiyam and thailams are also given to make sure that they do not prescribe only allopathic drugs.

Some of the Siddha practitioners intelligently impress upon the gullible rural patients that these drugs (allopathic drugs) have to be taken just for 3-6 days and only the Siddha preparations are the main prescriptions and that only would give complete cure to their problem. The quantity of dispensed Siddha preparations such as lehiyam, churnam, thailam etc., are always high and hence the patients would naturally use them for more number of days.   Because of the quantity, the patients could naturally recall only the Siddha preparations easily than the allopathic drugs that they have used for 3-6 days, said Dr Abdul Abbas, MD-Siddha.   Most patients do believe that only the Siddha preparation has cured their fever, bacterial infection etc.

The treatment benefit/success would have predominantly come from allopathic drugs but the credit is smartly reserved for Siddha system, said Dr Abdul Abbas, MD-Siddha.

Who benefits the best from the above ‘gimmickry’? Definitely, the Siddha practitioner benefits the best. Patients have every reason to respect the Siddha practitioner as he/she had given them cure.   Who really get fooled are the innocent patients and the Government (both the state and Union) as the Government spent heavily the tax payer’s money to develop the system.

Some companies are mixing (if it is true, as stated by a Siddha practitioner) allopathic drugs in ISM preparations, they are doing at the drug level and such drugs are given to the patients.

Similar to that the Siddha practitioners (some) are prescribing both the allopathic drugs and Siddha preparations to the patients’ and both drugs are getting mixed in the system patients, said Dr. Abdul Abbas. In result, in both cases Siddha drugs and allopathic drugs are getting mixed, may be in the former case, at ‘ex situ in vivo’ level and in the later case at ‘in situ in vivo’ stage.

With the limited knowledge in law, to me itself, such an act of some companies and Siddha practitioners prescribing allopathic drugs and Siddha drugs, both appears same and should attract same kind of punishment.

It looks like our precious Siddha system survives today only on its ‘pseudo-image’ than in its real merit, painfully stated by one Siddha practitioner.

The Siddha system has several wonderful remedies that can offer great relief to human ailments. The world would wonder at Siddha system if these true merits of the system are showcased to the world.

Unfortunately a historic mistake has happened in defining and positioning the system. The Siddha system is relief and health providing system and not a medical system. If the historic mistake is corrected by re-defining the system as non medical system and legally prohibit the Siddha practitioners prescribing allopathic drugs, we are sure the system can be promoted gloriously.

We honestly appeal to our beloved Amma J Jayalalithaa to guide the government of Tamil Nadu and beloved Prime Minister Modiji to do the needful in this regard.


Dr S Ranganathan


You beg for respect…a HR message for corporate bosses

Why many corporate leaders could not live up to the expectation of the organization? These leaders will have vast experience, competency and are also highly qualified but still they fail as team head when they are promoted to such role? It is nothing to do with the error in the leadership character of these bosses but there is some problem in their psychology, especially the way of thinking. That is why these bosses vividly favour some members in their team and neglect and ridicule the rest.

The origin of the problem lies in the thinking pattern of these bosses. Some corporate bosses are largely driven by the style of a player/an actionist than a guide, leader, coach, mentor or supervisor. By default or by crook or hook, they have become leaders/bosses. But sadly they are still at working mode, i.e., they wants to compete with people and prove that they can do things better and differently.   The ‘player instincts’ in them only kindle these leaders to compete with others in their own team.

Unfortunately they don’t understand the fact that they are competing with their subordinates where they are supposed to guide and lead them. Instead of acting as coach, they see them as potential threat. One of the easiest ways of dealing the threat is to form a group of own. That is why most bosses form a group or coterie or sycophants. Those subordinates who are purely task centric are ignored because they don’t fan the ego of the bosses.

The bosses need to know their fundamental responsibility of guiding and leading the team. They should not act as yet another player in the team and compete with own subordinates.

If this leadership quality of people is not understood by the HR function before making them to lead a team, such team would end up only in fighting and disarray and never achieve any goal.   HR function must study people carefully. It is not mere subject knowledge, qualification, experience and competency of people should outweigh the selection of leaders/bosses, people must have more of coaching, mentoring, guiding and leading style than competing with others.

Many corporate bosses love to take the work of their subordinates and project and showcase it to be either their own work or they have only guided the work, mostly in annual and other meetings.   These bosses promote ‘I’ more than anything else.

Interestingly sometime these people can even be the owners of the organization and holding the positions of Director, President or CEO etc.   But they always engage in complaining about their subordinates that people are not reporting to them properly, not taking their advice, not consulting to them etc. Further, these people if made some small changes in some activities and that had worked, then they immediately jump with excitement and say ‘I’ only did it etc.

Leaders should enable people to succeed and perform better. They should play the role of guiding people and not as another employee who also has to compete and prove. If people have visual thinking and comprehensive understanding, they would demonstrate only the leadership traits of leading the team than compete with the team and stake claim at every activity.

Experience should provide wisdom and the wisdom should give security & selflessness. They should work for the cause than for any credit or recognition. That is how great leaders function.

Leadership is all about the ability of one to influence people to think and do things differently. Such influence should come from quality and not from the power or designations like Director, President or CEO etc.

Once the leaders exhibit such character and identity, people will automatically respect them and they need not beg, demand, complain or protest for respect and recognition of their subordinates or employees.

Dr S Ranganathan

Director – ClinRise Derma Pvt., Ltd., Chennai

Desire, Dream and Destination – Social Entrepreneur Forum    



Why children of Siddha clinicians does not prefer Siddha course?

An interesting statistics was told to me by one Siddha practitioner. The statistics shows that about 40 – 60% of allopathic clinicians encourage, want and some how ensure their children study allopathic (MBBS) course. But in the past 25 years, only 1% or may be less, the children of BSMS and MD graduates in Siddha have come to study BSMS course. Interestingly, the children of many Siddha graduates are studying MBBS, Engineering and other courses. What we need to understand from the above statistics? Asked the Siddha practitioner?

The second generation of Siddha graduates do not prefer Siddha curriculum either they may not have any interest in such subject or the parents would have discouraged them. This is the trend in past 20 years.

The truth of the matter is that those who come from the Siddha family are not choosing to study the Siddha system. But the scenario is different with allopathic system. If we look at this truth closely, we can really understand the truth and what is wrong with the system.

The Siddha practitioner further told me that he would prefer his son to study other courses and never and not BSMS or other ISM courses. Some of the graduates shared their pain and regret with us that only after joining the course they have understood the course to be different from allopathic system. But unfortunately the Siddha system is packaged, displayed and sold as ‘Siddha system of Medicine’ and the degree is awarded as BSMS and MD, almost equivalent terms of MBBS and MD.

Naturally those who aspire to study MBBS and have missed the race due to some unfortunate reasons will not like to waste another year again in trial. When people were in such frustrated state, naturally the BSMS would look like gold as it has some glitters, said Dr Abdul Abbas, MD-Siddha. Further, some said that later only they had realized “all glitters are not gold”.   Why they disregard the course later is because the system has nothing to offer to treatment and cure and what it has is only for some relief and that too in non communicable diseases.

Many had regretted for making such mistake of joining the course, said Dr Abdul Abbas, MD- Siddha. They did so because the course is packaged as – BSMS and MD. Naturally those who have learned their lesson by giving their life as price will not allow the life of their children end up in regret and sorrow, said one Siddha practitioner. That may the strong reason why the second generation do not prefer Siddha curriculum.

Siddha course is quite rewarding for those who could join the Government service. The salary they receive is equal to that of an allopathic graduate, said one Siddha practitioner.

The Government must bring serious accountability in AYUSH by asking where the Siddha system will really fit. Unfortunately only the least faith born out of hopelessness of some patients gives a little hope and scope to the system.

Why the AYUSH, NIS, CCRS etc., can speak boldly that Siddha has limitations in treating and curing patients, it can give only some relief to patients who suffer from non communicable diseases and the system is for health and relief and not for cure and treatment, felt one Siddha practitioner.

The policy makers in higher echelon are reluctant speak the truth to the public may be because if they do so, they might loose the paraphernalia, ‘lal batti’ status and other benefits given to them by the Government. The innocent private practitioners are the one who suffers the worst, said Dr Abdul Abbas, MD-Siddha.


The system has lot to offer to humanity. But mis-interpretation of the course and making it parallel to MBBS due to the wrong positioning of the system only had made our precious system to suffer.

Time has come to re-position the Siddha system as health and relief centric one and bring strict clinical establishment bill for Siddha practitioners.

Dr S Ranganathan


Vanishing Siddha system but thriving Siddha institutions….know the truth

Do ‘Parambaryam’ (tradition) ever suffer due to the advent of ‘Gurukulam’ (institutionalization)? Most might say it would not, but the truth is different.

Siddha system has evolved only as traditional practice where the ‘knowledge tradition’ got transferred from father to son and then to grand son and so on and so forth. Such family of Siddha practitioners is called ‘Vaidhya Parambara’ (Vaidya family/clan) and such people are referred mostly as ‘vaidhyas’ than by their name.

In strict sense, the Siddha practitioners are ‘Siddha/chitta vaidhyars’. The British India rulers when attempted to promote and popularize the allopathic medicine otherwise called as western medicine to save the ailing humanity, the vaidhyas protested and demanded the ancient tradition of Tamil Nadu also must be preserved and protected.

To bring sharper focus and popularization and also to welcome more people to study Siddha system, the curriculum of Siddha was institutionalized or the Gurukulum concept of education of Siddha system from parambarya method was introduced.   The noble idea of the Government was that institutionalization would help many aspiring people to learn Siddha system and other wise the system would in due course of time will get imprisoned in some families and may disappear forever.

After institutionalization, naturally the system has to be marketed and only then the institutions that offer such courses will get students to study Siddha system.

One of the easiest and best ways of marketing the system was to get an equal status to the system at par with western medicine/allopathic system. Interestingly the Government not only gave equal status but independent status also to the Siddha system. Progressively, some Siddha practitioners appear to have merged both the independent and equal status of Siddha and equalized the system with allopathic system of medicine. They did not stop with the above either. They further assumed that they have equal competency both in Siddha and allopathic system as well and hence have the right to prescribe allopathic medicines. Perhaps that is how some may be prescribing allopathic drugs.

The reason being is that, the Siddha graduates also studied 5 year course in Siddha – BSMS similar to MBBS. Only difference some Siddha graduates might have felt between these two courses was instead of two B’s in MBBS, in BSMS, they have two S’s and nothing else. Therefore, there is nothing wrong in replacing one S with a B. Thus some Siddha practitioners have metamorphosed from BSMS to MBBS, narrated one Siddha follower.


The fundamental approach and philosophy of both systems are totally and completely different. If we study mutation or chromosomal aberration in genetics, we can understand the fact that only one small change/re-arrangement in the genetic sequence would have happened but the consequences are far reaching – called genetic mutation.

Government of India and State Government of Tamil Nadu, the respective health Ministries, the Health Secretaries, CCIM, AYUSH, CCRS etc., must realize the above truth.

Government has institutionalized the Siddha system of education, created a separate council, and created AYUSH, the CCRS, a separate institution – NIS etc., only to promote Siddha system and not to generate BSMS and MD graduates in Siddha to prescribe allopathic drugs. If it is allowed, why do we need MBBS course?

Both Siddha and allopathic system are needed for humanity. Those who have studied Siddha course for 5 years and have got some exposure in modern science when claim their competency in modern medicine, why the same level of competency, pride and prestige they don’t hold in Siddha system that they have studied for 5 years? Asked Dr Abdul Abbas, MD-Siddha?

Is it due to the fact that Siddha system do not have great treatment value to patients, said Dr Abdul Abbas? If so, who should be blamed? Time has come, the Siddha system should wisely be re-classified as health and relief centric system than curative system or as Medical Science.

Only the institutionalization of Siddha system has adversely affected the system therefore the purpose and spirit of institutionalization of Siddha curriculum must be respected.


Dr Ranganathan


What world expects from Siddha system and so is India

From one article I learned that till the year 2013, about 523 research articles on Ashwaganhda (Withania somnifera) can be tracked from the online database of medical research – PubMed. Articles appeared in non PubMed listed journals also can be equal to the number of publications in the listed journals. I doubt the journal of CCRAS, whether it is listed in PubMed or not.

The findings of all the above research studies have indicated several medicinal properties of the plant – Ashwagandha.

The eight wonder of the world is that till date, no single drug has come to the modern medical world from Ashwagandha that can be used to treat and cure any definite human disease.

About 70% of the modern allopathic drugs whose active content have been identified from plants. But the plants that have such active compound as one of its chemicals do not make the plant a drug.

Till date only two drugs from herbal sources has been approved by US FDA and they are Veregen, the green tea extract for the treatment of genital wart and Dansheng Dripping Pill, a traditional Chinese medicine that has entered Phase 3 clinical trial in US.

Converting a Siddha preparation to Siddha drug is more challenging than developing a new drug molecule. The interesting aspect of Guggul is that the plant grown in Kerala has little active content than that grown in Afghanistan. Similarly the plant grown during summer differs greatly from the plant grown during winter.

Contribution of AYUSH, CCRS and NIS in developing a drug from Siddha system that has convinced the world is almost zero.

Quinine from the plant Cinchona tree was discovered by two French scientists in the year 1820. Respirine from Rouwolfia serpentine was developed by Ciba – Geigy, but due to its severe side effects, the drug could not reach the main stream. Vinblastine and Vincristine are not the outcome of Indian research. CDRI has made Guggulipid from guggul in 1980 after several years of research.

Interestingly none of the institutions of AYUSH such as CCRS or NIS has made any such breakthrough. If we ask why they could not achieve, they would simply say that Siddha and Siddha drugs are different from modern drugs and they work in synergistic way. Interestingly they keep blind eye on Siddha practitioners going after allopathic drug prescriptions.

The interesting question is that why some Siddha private practitioners do not believe in such synergistic principle of Siddha and prescribe allopathic drugs?

Some Siddha practitioners are known to make tall claims about their system and how they can even achieve vision to a born blind person. But if we ask about the science, they start to play Robin to its Boatman.

The purpose of the article is not to prove anything wrong with Siddha system but only to show the world of medicine and its complexities to the policy makers of the Siddha system.   The world can understand and want only such drugs and not some herbal mixtures with bundle of promises.

The question AYUSH must answer is that can Siddha system offer such ‘drugs’/’medicines’ to the world. Today this is what the world expects from medicines and from medical system and tomorrow Indians also would expect the same.

If Siddha cannot offer such drugs, never call it or define it as medical system, said Dr Abdul Abbas, MD-Siddha. Rename it as Health and Relief system where Siddha can offer a lot to humanity in this area as well as in the area of non communicable diseases. Change the curriculum of Siddha graduation course as Graduate Course in Health and Relief, similar to other paramedical courses, wished Dr Abdul Abbas, MD-Siddha.

If such changes are brought, both the system and the qualified graduates in Siddha will survive and prosper. The Siddha system is a wonderful system for health and relief.

Above regionalism and linguistic sentiments, the valuable Siddha system must promoted, popularized and path for such growth can only be honest and straight forward position of the system. Position the Siddha system based on what it can really offer and do not position it as medical science.

Dr S Ranganathan


Mass, weight evaluation of employees…a HR message

At the time of appraisal and performance evaluation, the corporate bosses must understand and remember the principle of conservation of mass. The above law should be applied to measure/evaluate the effort versus result produced by different employees.

The law of conservation of mass states that the total mass of any reactant will be always equal to the total mass of the product in a chemical reaction.   Atoms are the tiniest measure of mass and hence the number of atoms present in the mass of reactant used for a chemical reaction has to be and will be as same as the total mass of the final product and vice versa.

Similarly, the effort of every employee has to be as same as the result they generate/produce. Some might argue that the external factors do sometime limit the result and hence the people may fail to achieve the expected result despite effort. The result can be measured either in ‘mass term’ or in ‘weight term’. It means the measure of what is achieved versus what is expected or committed at the end of the day. Such measure can be called as ‘weight measurement’ or quantity measurement of the result versus commitment.

The result also can be measured with respect of the total learning of the employee during the process of achieving the committed result, insight on their future preparedness, what went right and went wrong, how to forecast the events while committing the task, how robust should be the plan B etc. Such approach can be called as ‘mass measurement’ or quality measurement of the result versus effort.

The bosses if don’t like some of their subordinates, often they arm twists and say that the employee has not achieved the result as per what was committed. These bosses will purely look at the result only in quantity term and not in mass term. Therefore they have to tell that such subordinates are non performers and hence cannot expect promotion or increment.   Further, the bosses also derive tremendous pleasure in belittling the subordinates.

The point to be remembered by the corporate bosses is that the effort and result of their subordinates should be measured both in weight and mass terms by the corporate bosses, i.e., what was achieved, what went wrong and right in the process, what was the key learning, how to forecast the result, how future planning should be and how the understanding should be used etc.

Sometime the people may not achieve the result may be due to several external factors outside their domain or purview. Imagine a formulation chemist in a personal care industry has a task of achieving a formulation at given cost may fail when there is sudden raise in the cost of the raw materials.

If the boss look at the commitment versus what was achieved by his subordinate purely from business definition, the boss will be right in saying the employee has not achieved the task. Instead of putting down the subordinates by using the above phrase, the boss must help the subordinates to have an alternative option and plan B in place. Only then the failure also would provide wisdom for future. Otherwise only blaming and belittling become the byproduct of the performance appraisal process.

When an employee states their helplessness in achieving the result despite sufficient effort the bosses also must measure the key learning than the mere result.

Remember the truth that an effort when produces the result, achievement will be there but learning will be, the least. Learning is also important. The suggestion is not to have failure to learn, but learn from failures and better your planning and performance.

If the corporate leaders elaborate the law of conservation mass, certainly they contribute effectively to the growth of the organization.

Dr S Ranganathan


ClinRise Derma Pvt., Ltd., Chennai

Desire, Dream and Destination – Social Entrepreneur Forum