With the Indian economy predicted to grow by 7.5 percent this year, experts say it could be time for Western CEOs to learn some lessons from Indian CEOs.The key differences between Indian and Western bosses are: Social purpose One of the most important things is that Indian leaders lead with a sense of social purpose.Every leader in India gave a specific social purpose as being the goal of their business.Those purposes ranged from improving healthcare to getting cell phones to people who didn't have access to communication tools.Having a social purpose motivates workers. Invest in employees Indian firms invest an enormous amount in their employees' training and development.IT firms typically offer 60 days of formal training for newly hired workers and they even spend months training experienced workers.A study said that Western firms have largely abandoned investing in employees, seeing it as a waste if they quit.But Indian bosses believe that investing in employees ensures the quality of those who stay at the company. Take the long view Indian bosses stress far less on shareholders than it is typical at Western business.As a result they're more able to take a long-term view.Western companies can't just ignore their shareholders, but their CEOs can do more to protect their -employees from short-term financial pressures, letting them get on with their jobs. Work fromtheir strengths Western companies often think about strategy in terms of chasing customers or pursuing market opportunities, but Indian firms will more often start by identifying their strengths and customers' needs, and then try to meet those needs. Act as a role model Being a personal role model for their employees is an amazing thing for a CEO.If Western bosses could think of themselves as role models, it would have a real impact on their workers. Western firms have largely abandoned investing in employees' training and development because   _  .
it takes too long to complete the formal training of newly hired workers they often hire experienced workers who don't need much training they are afraid of the losses brought about by the resignation of employees they don't care about the quality of the employees in their firms