The different kinds of institutions extrovertly keep making efforts to excel and to do so they keep on reinventing themselves and try to put more energy and investment in to the existing human resource. While it is clear in most cases that the major element to enhance the performance of any organisation/institution is rests in having a common goal emanating out of the zeal to do better every moment than just the calibre of the people involved. Nobody need undermine the requirement of calibre and capacity in the human resource but in most cases this requirement may be less significant than the feeling of the human resources towards the institution and their commitment to bring up the status to higher level. This may be defined as the thought mediocrity vis a vis the calibre mediocrity. Mediocrity in general is understood as ordinariness as a consequence of being average and not outstanding; a person of second-rate ability or value . A quick analysis of this hypothesis is necessary to know to what extent calibre of employees in an organisation can be enhanced through different interventions such as trainings, incentives, bonus etc and also to what extent such enhancement will result in the imnprovement of the performance of the organisation is a big question. There are very many studies to indicate that any kind of incentives, financial or otherwise have very minimal effect on the performance especially among the educated lot. An analysis of an organisation the consultant commented as “ If you have defended an educational institution X ( name removed) in the past few months, I am sure you have heard this popular phrase, “If you are happy with mediocrity, then keep supporting this coaching staff.” It makes me pound my head against the wall because it could mean so many things. To help me and this coaching staff better understand your expectations, I have to ask… The study also highlights the fact that the thought mediocrity makes an organisation crumble faster than the caliber mediocrity.

Dr G A Kinhal