 whereas, as students,I welcome you in the course of leadership,emotional intelligence,and decision making, this is module number 110,and we are going to talk about how ethical or unethical are you idea in practice. As we have discussed in the terms of idea and brief that many people assume as if they are ethical most of the time,perhaps all the time. लेकिन ये तभी जब हम जान पाएंगे, जब हम रीजन ये लोगिक को यूस करेंगे, जब हम अडिट करेंगे अपने फैसलों का, क्या आया हमारा कन्डक्त अतिकल ठाभी या नहीं. इस छीज को जब हम idea in practice में देकते है, there are certain considerations that we have to bear in mind. क्या अखसरोकात हमारे फैसले में unconscious biases वो प्रिवेल कर रही होती हैं, और unconscious biases की वजह से हम जज नहीं कर पाते कहाँ पर हम भायस्त होगय, और कहाँ पर हमरा प्रजोटे सेटिच्छौड वो हमारी दिस्टीन मेंकिं को दिस्टार्ट वो कर गया. सम्तम से येबि मुंजưं हो सकता है ग самое है कि applicant of security of security大lar that and he is ill is sad. विसिकल स्टिस्प्स्बिलेति को mental disability के साज यों नुघने जा آپा जांमां के नहीं के साज है। इसी तरह क मुझ क्यों बअश करंई कि ख Як् क्या, डब पृरे तो ल HBO people and evaluation of the circumstances. So, हम पूर्ली पूर्ट्रे कर पाते हैं उन तमाम सबज्ट मेट्रस को, जिन सबज्ट मेट्रस के लिए हमें जेदा रीजन लोगी की ज्रूडत वो अक्छली थी. Like wise, result ये निकलेगा कि हम अकसर अकात सही परसन को वो दूंद नहीं पाते. Like in human resource management, we quote a typical expression that we have to select the right person for the right job at the right time. So, we will not be able to evaluate the right person if we do not know to overcome our biases. Therefore, remember that we also need to see that why our in-group favoritism is with whom and why. अब in-group से related, हमारा जो favoritism है, उसके बारे में your author says that granting favor to people with your background, with the background similar to you. So, हम उनको गएर एरादी तोर पर, सपोट कर रहे होते है. Secondly, हम दिसक्रिमिनेट कर जाते है, उन तमाम लोगों के साथ, जो हम जैसे नहीं है. And that discrimination can be on the basis of age, gender, tenure, measure status, sect, caste, religion, nationality, body color. There can be so many ways, जिन में के diversity प्रवेल कर सकती है, और से diversity को हम नजर अंदास कर देते है, हम दिसक्रिमिनेट की तरफ चले जाते है, जब हम in-group favoritism को सपोट करेंगे. Like wise, we have to be focused के हम प्रमोट करें, सिरफ उन लोगों को जो capable है, और अगर वो capable चाहे इं ग्रुप के हैं या अद ग्रुप के है, we have to support and promote all. We have to create an environment जिस में के trust वो प्रवेल कर रहा हो, जिस में के लोगों को अपना आप आज एल्यन वुना फील हो. Therefore, बास उकात इसी biasness की story में, we come up with over-claiming credit. और उस over-claiming credit में, problem यह होती है, that we consider ourselves above average. हमें यह लगता है, के हर मामले में हम शाह दुसरो से बहतर हैं. एक और problem जो इस कहवाले से में ज़ाएगी, उवो यह है, when all think the same, तो फिर लीडर कोन होगा, तो फिर फालवर किस को बना होगा. जब सभी आपने आपको बहतर गर्दान रहे है, जब सभी आपको परफेट समझ रहे है, तो फिर लीडर फालवर का ताल्लुक हतम हो जाएगा. देर्फोर, हमें नहीं आपने आपको under-estimate करना चाहीं, नहीं आपको over-estimate करना चाहीं. We should not be suffering from either inferiority complex or superiority complex. We should analyze things in a balanced way and understand our true capabilities in a balanced way. Likewise, the real talent would feel under-appreciated or unappreciated. Its main reason is that due to the favoritism you have, that capability ends up where you can appreciate the good that is found in people. So, we have to be careful that we do not add all the credit in our part. Likewise, we have to counteract the biases. And to counteract them, first of all, we have to create the right data in which we can audit our decency. We have to get rid of workplace stereotypical cues in which we have started associating the norms of the group and any other judgmental shortcut will deteriorate your decisions and your biases will be overcome. Likewise, we also need to broaden our mindset. We have to broaden the horizon of our thoughts so that we can focus on the decisions that are beneficial for the facility organization. And for that purpose, an important advice is given in the leadership context and that is that we should be putting ourselves in other's shoe. We have to think about what they would be feeling, how they would be feeling and what their needs and their feelings are. Because till the time we will not think about ourselves in other's place, till then we will not be able to evaluate the real benefits of the decision and the phases of its implementation. Dear students, if we conclude all these things, then remember that it is necessary for us to overcome our biases because our biases will contaminate our decisions. And we will not be able to know where we were demonstrating our favoritism and where we were not. Therefore, learn to audit yourself, learn self-awareness, self-control, empathy, motivation, social intelligence, learn all these things because we can make better decisions with them. Thank you.