UdyamGita

Every organization has its own structure, and each position has clearly assigned roles and responsibilities. One cannot simply hold a position and neglect its duties. If you are part of an organization, you are bound to perform the responsibilities of that role, and this is non negotiable at all times. When you dedicate your work toward the common goal of the organization, rather than being driven purely by personal goals and interests, the organization moves forward. When the organization prospers, the benefits percolate to everyone, and in the process, this also helps individuals meet their personal goals and needs. Doing the right work toward the organizational goal ultimately helps fulfill everyone’s aspirations, both at the organizational and personal levels.

This cannot be driven by one person alone. It has to become the culture of the organization. The founder must align everyone with this mindset to enable smooth execution. It is like rowing a boat. Everyone must row in sync, each person doing their part perfectly, irrespective of the position they hold. When the team works in harmony, the impact is clearly seen in customer satisfaction, which then reflects in revenue and profit. Customers are happy, vendors are happy, partners are happy, investors are happy, and employees are happy. This collective success elevates everyone and creates shared prosperity.

Every benefit must be looped back to those who contributed to the success. One cannot accumulate all the benefits and remain self centered. Doing so is equivalent to taking away what rightfully belongs to others. As a result, respect is lost, trust erodes, and the system eventually attempts to reclaim what was taken unfairly. People stop believing in such a leader, and no one wishes to work with or support them again. They may enjoy the gains for a short period, but once exposed, everything is taken back systematically. People begin to leave the organization, vendors and partners discontinue their association, customers move to competitors, and all of this ultimately brings the organization down, leaving the entrepreneur with nothing left to enjoy.

At the very moment of creation, Prajapati established a fundamental operating system for the world: prosperity through mutual responsibility. Humans were created along with duties, not privileges. By performing yajna—selfless, duty-bound action—life sustains itself. When humans fulfill their roles, the cosmic forces respond with abundance. This cycle of giving and receiving is the foundation of collective well-being.

To take without giving back is not ignorance—it is theft.

Business Insight

Every organization operates on the same principle.

Each role—founder, leader, manager, or contributor—comes with non-negotiable responsibilities. One cannot hold a position and opt out of its duties. Titles without contribution weaken the system.

When individuals align their work to the organization’s larger purpose, rather than personal agendas, momentum builds. As the organization grows, benefits naturally flow back—meeting both organizational objectives and personal aspirations.

But this only works when the culture supports it. A company cannot run on isolated brilliance. It must move like a well-rowed boat—everyone pulling in rhythm, regardless of seat or seniority.

Leadership Lesson

The founder is the chief custodian of this culture.

Alignment does not happen automatically. Leaders must actively embed the mindset of shared responsibility and collective gain. When teams work in sync:

• customers feel valued,
• revenues and profits rise,
• vendors and partners stay committed,
• investors gain confidence,
• employees feel fulfilled.

Prosperity then becomes systemic, not accidental.

However, when leaders hoard success—financial, reputational, or strategic—they break this sacred cycle. Taking without returning erodes trust. And systems always correct imbalance.

Key Takeaways

• Roles come with duties—holding a position is never enough.
• Organizational prosperity arises from collective alignment.
• Culture, not individual effort, sustains long-term growth.
• Benefits must be shared with those who enabled success.
• Self-centered leadership destroys trust and reputation.
• Systems reclaim what is taken without contribution.
• When people stop believing, they stop participating—and the organization collapses.