...Counties vary from one to another based on many factors. This is the reason why subject like International Business were introduce. While doing business in one country along with knowing their culture it is also very important to know about their leadership pattern. It will help to manage their human resource well. If we go for a cross cultural analysis about the four given countries (Japan, United States of America, India and United Kingdom we will find varity and similarity in case of leadership issues along with other factors. Japan “Business leadership is at the core of Asian economic development”, says HBS professor D. Quinn Mills. The rapid economic development of Asia in recent decades is one of the most important events in history. Compared to western countries Asian countries always lag behind in case of resources, except one. And that was human resource. Japan realized that and converted it into their competitive advantage. In case of industrialization Japan stands in one row with many other developed countries in the world. How they reach this position to know that we have take a look in the inside of their organization. Japan has contemporary hybrid culture, which combines influences from Asia, Europe, and North America This makes Japanese are a very collectivist society, where the culture is to respect, working together and being a good member the group he or she belongs. This is the reason why they tend to follow participative leadership approach. The participative...
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...IBM’s International Assignment in India ------------------------------------------------- Executive Summary Despite years of war and economic setbacks, India has emerged as one of the world’s most promising emerging markets. Many international firms have sought to gain a foothold in India for two reasons. One reason is to target a massive market with the fourth largest purchasing power in the world, and another is to utilize a seemingly abundant supply of low cost yet skilled English speaking labor. IBM is one of these companies and has seen great success in India in the past decades. IBM’s Indian subsidiary now earns 30% of the company’s total revenue, but recent changes in both India and IBM present a new set of challenges for the company’s continued presence in India. This paper seeks to identify these challenges and offer potential solutions to how IBM can continue to grow their highly profitable operations in India. Vivek Sahay Roni Sims Hank Scurry Nidhi Prakash Spoorthi Purumala India Overview With the world’s fourth largest GDP in purchasing power parity and second largest population base, India has been a popular market in the past two decades, particularly in the IT sector. The country has undergone a lot of growth in the past century. After becoming independent from British rule in 1947, the subcontinent underwent a period of violence, including two wars with Pakistan and one with China. The last war ended in 1971; however, tensions with both the countries remain...
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...3 Background of SBI……..…........................................... 4 3. Internal changes……………………………………..5 4.4 New technology…………………………………………5 4.5 Changing work value……………………………………5 4.6 Industry Competition - changing business………………6 4.7 Market turbulence……………………………………….6 4. External changes……………….…………………….7 5.8 Porter’s Five force to SBI……………………………….7 5.9.1 Competitive Rivalry……………………………………………...8 5.9.2 Threat of new entrants…………………………………………...8 5.9.3 Buyer power……………………………………………………..8 5.9.4 Supplier power…………………………………………………..8 5.9.5 Threat of substitute………………………………………………8 5.9 PESTLE analysis to SBI…………………………………9 5.10.6 Political…………………………………………………………...9 5.10.7 Economical…………………………………………………….....9 5.10.8 Legal……………………………………………………………...9 5.10.9 Technological……………………………………………………10 5.10.10 Socio-culture & Environmental…………………………………10 Task-2 5. Global impact on making decision and police………10 6.10 Global trends in Banking……………………………….…...10 6.11 Internet banking……………………………………….…….11 6.12 Mobile banking...……………………………………………11 6. Technology management………………………………..11 7.13 Move to a new core system…………………………………..11 7.14 Challenge for bank …………………………………………..12 7.15 Vendor association selection…………………………………12 7.16 Affiliate Bank...
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...Organizational Behaviour-II Project On Organizational Innovation at Submitted to Prof. Manish Kumar Submitted by Section C Group: 6 PGP/16/128- Anand Ganesh Patil PGP/16/149- Irshad Anwar PGP/16/150- Mohamed Anas PGP/16/155- Prabhu P PGP/16/159- Ram Kumar Venkatesh PGP/16/171- Shyam Prasath B Organizational Behaviour-II Acknowledgement We would like to thank our Organizational Behaviour-II Professor Prof Manish Kumar for guiding us throughout the project and providing valuable inputs. We would also like to thank the employees and management of SAP Labs India Pvt. Ltd., Bangalore for extending their help to understand the organization and providing us valuable insights about the innovation and change process in SAP. 1|Page Organizational Behaviour-II Table of Contents 1. 2. 3. 4. 5. 6. 7. 8. 10. 11. 12. 13. An Overview of the Company ............................................................................................ 3 The Dilemma ...................................................................................................................... 3 Need for Innovation ............................................................................................................ 4 Organizational Innovation .................................................................................................. 4 Technological Changes....................................................................................................... 5 Products & Services...
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...purpose of this paper is to analyze Lincoln Electric’s overall strategy and business model and evaluate how generalizable is the company’s business model in other industries, specifically focusing on feasible strategies for one of the fastest developing country, India. | Contents Lincoln Electric’s Background 2 Recent Reporting 2 Main Features of the Lincoln Electric Business Model 2 Company Philosophy 2 Overall Strategy 3 Compensation, Leadership and Communication 3 How generalizable is Lincoln Business Model to other industries? 4 How generalizable is the Lincoln’s approach to India? 5 Employment System 5 Incentive System 6 Conclusion 6 Appendices 7 Exhibit 1: Hofstede's Dimensions Comparison - India & USA 7 Exhibit 2: India and U.S GDP Comparison 7 Bibliography 8 Lincoln Electric’s Background Lincoln Electric Company is the largest manufacturer of welding equipment in the world and has been in existence for over 100 years since 1895. The founder, John C. Lincoln started the business selling his own designed electric motors with the $200 he made from redesigning Herbert Henry Dow’s engine (Paul F. Buller, 2006). The company grew steadily, and in 1906 sales rise to $50,000 a year. John expanded his work force and in 1907, his brother, James F. Lincoln joined the company as a senior manager and introduced several innovative human resource policies and management practices (Siegel, 2008). According to the company’s official website, demand for...
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...drive performance by investing in people. Leadership Lessons from India by Peter Cappelli, Harbir Singh, Jitendra V. Singh, and Michael Useem Included with this full-text Harvard Business Review article: 1 Article Summary Idea in Brief—the core idea 2 Leadership Lessons from India Reprint R1003G Leadership Lessons from India Idea in Brief The leaders of India’s biggest and fastestgrowing companies take an internally focused, long-term view and put motivating and developing employees higher on the priority list than short-term shareholder interests. To engage employees, these leaders create a sense of social mission that is central to company culture, encourage openness by developing and personally modeling systems that provide transparency, empower employees by enabling communication and pushing decision making down through the ranks, and invest heavily in training. These individual practices aren’t new, but Indian leaders combine them in a coherent package and give them consistent emphasis. The authors advise that Western leaders adapt this managerial approach to their own circumstances, pursuing in particular two readily achievable goals: investing in training, and strengthening social mission. COPYRIGHT © 2010 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. page 1 How the best Indian companies drive performance by investing in people. Leadership Lessons from India by Peter Cappelli, Harbir Singh, Jitendra V. Singh, and Michael...
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...products and services. Bearing the name of its founder, Michael Dell, the company is one of the largest technological corporations in the world, employing more than 103,300 people worldwide. Dell sells personal computers, servers, data storage devices, network switches, software, computer peripherals, HDTVs, cameras, printers, MP3 players and also electronics built by other manufacturers. The company is well known for its innovations in supply chain management and electronic commerce, particularly its direct-sales model and its "build-to-order" or "configure to order" approach to manufacturing—delivering individual PCs configured to customer specifications. Dell was a pure hardware vendor for much of its existence, but a few years ago with the acquisition of Perot Systems, Dell entered the market for IT services. The company has since made additional acquisitions in storage and networking systems, with the aim of expanding their portfolio from offering computers only to delivering complete solutions for enterprise customers. History Dell traces its origins to 1984, when Michael Dell created PC's Limited while a student of the University of Texas at Austin. The dorm-room headquartered company sold IBM PC-compatible computers built from stock components. Dell dropped out of school to focus full-time on his fledgling business, after getting about $300,000 in expansion-capital from his family. In 1985, the company produced the first computer of its own design, the Turbo...
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...4 Case Study CASE – 1 MANAGING HINDUSTAN UNILEVER STRATEGICALLY Unilever is one of the world’s oldest multinational companies. Its origin goes back to the 19th century when a group of companies operating independently, produced soaps and margarine. In 1930, the companies merged to form Unilever that diversified into food products in 1940s. Through the next five decades, it emerged as a major fast-moving consumer goods (FMCG) multinational operating in several businesses. In 2004, the Unilever 2010 strategic plan was put into action with the mission to ‘bring vitality to life’ and ‘to meet everyday needs for nutrition, hygiene and personal care with brands that help people feel good, look good, and get more out of life’. The corporate strategy is of focusing on bore businesses of food, home care and personal care. Unilever operates in more than 100 countries, has a turnover of € 39.6 billion and net profit of € 3.685 billion in 2006 and derives 41 per cent of its income from the developing and emerging economies around the world. It has 179,000 employees and is a culturally-diverse organisation with its top management coming from 24 nations. Internationalisation is based on the principle of local roots with global scale aimed at becoming a ‘multi-local multinational’. The genesis of Hindustan Unilever (HUL) in India, goes back to 1888 when Unilever exported Sunlight soap to India. Three Indian, subsidiaries came into existence in the period 1931-1935 that merged to...
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...Importance of outsourcing Classification of outsourcing industry Advantages of outsourcing Disadvantages of outsourcing 2 WIPRO BPO Comparative sheet of wipro Ratio analysis of wipro 3 INFOSYS BPO Ratio analysis of infosys Comparative sheets of infosys 4 GAPS OUTSOURCING INDUSTRY OBJECTIVE The objective of this report is to focus on the outsourcing sector of India and to provide an insight of the various major players in this sector . To analyse the outsourcing industry and find the future growth opportunities To carry out the company analysis of the major players in the outsourcing sector INTRODUCTION Industry is the manufacturing or technically productive enterprises in a particular field, country, region, or economy viewed collectively, or one of these individually. A single industry is often named after its principal product; for example, the auto industry. Outsourcing is contracting with another company or person to do a particular function. Almost every organization outsources in some way. Typically, the function being outsourced is considered non-core to the business. The outside firms that are providing the outsourcing services are third-party providers, or as they are more commonly called, service providers. Although outsourcing has been around as long as work specialization has existed, in recent history, companies began employing the outsourcing model to carry out narrow functions, such as payroll, billing and data entry. Those...
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...Madura Marg Group Mercer Metro Cash and Carry Naukri Tata Sons Tata Motors TVS Motors Marico Religare Standard Chartered Sanofi UBI American Express (India) Private Ltd Vision: We work hard every day to make American Express the world’s most respected service brand Slight History – Parent company is an American multinational financial services. Founded in 1850, it is one of the 30 components of the Dow Jones Industrial Average. The company is best known for its credit card, charge card, and traveler'scheque businesses. Amex cards account for approximately 24% of the total dollar volume of credit card transactions in the US, the highest of any card issuer. American Express (India) Private Ltd. offers accounting and financial processes consolidation services to the American Express Company’s businesses. The company was founded in 1994 and is based in Gurgaon, India. American Express (India) Private Ltd. operates as a subsidiary of American Express International Inc. and American Express Limited. Basics Non-Listed, Limited Liability Company Net operating revenues increased 4.01%, (INR 812.33 to INR 844.89 tens of millions) Operating result increased 7.59% (INR 175.98 to INR 189.33 tens of millions) Net Profit Margin (Net Income/Net Sales) from 24.52% to 13.68% Employee 6158 • s Key • People Sanjay Rishi CEO India HR practices – GRIEVANCE REDRESSAL & WORKPLACE FAIRNESS AXP has a ‘Grievance Escalation Process', also known as the ‘Employee Issue Resolution' process which...
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...Table of Contents Introduction 4 Core Concept – Organizational Culture 4 Core Concept – Motivation through Goal Setting 6 Core Concept – Quality Circles 7 Core Concept – Knowledge Management 8 Conclusion 8 Vanguard 9 The Ritz-Carlton 10 Gateway 11 Hewlett Packard 12 Microsoft 13 Dell 14 Ford 15 General Motors 16 References 18 Abstract Team C will contrast Intersect Investments with other companies who have shared like issues of transformation. In the overview, Intersect Investments has acknowledged a new vision to enhance the company and be competitive. Intersect Investments will try to meet the goals by creating new services and products by using the customer intimacy model. This model will assist in Intersect Investment improving customer satisfaction and increasing sales. In this paper, Team C will benchmark different organizations to provide guidance regarding the modifications needed to meet these goals. Introduction Intersect Investment Services is afforded the opportunity to company’s and benchmark successes from like similar companiesy’s and apply this insight to reach their goals and objectives. A mission statement represents the “reason” an organization exists, and an organization’s vision is a long-term goal that describes “what” an organization wants to become” (Kreitner & Kinicki, 2004). CEO Frank Jeffer’s decision to implement this vision has the makings to increase profit and regain the trust of the consumer base. This vision encompasses...
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...mortgage business in North India for a leading foreign bank. Even after my promotion, I continued doing the same role - only the title changed. All my earlier promotions had come with a change in my role and responsibilities. One of my seniors, who is still with the bank, on one of his visits to Delhi, took me out for dinner to celebrate my move from AVP to VP. Vice presidents were a rare breed those days, so becoming one did call for a celebration. I took the opportunity and decided to voice my concern. "What next? Does the organisation have a plan for me?" "As in?" "Now that I have been promoted, will I continue doing the mortgage role for another two years or is there any plan to move me to some other role?" He smiled. I guess my anxiety was obvious . "Do you know Ravi, who all love you?" I had a blank reaction to this question . "Remember" , he continued, "Your family and parents are the only ones who love you. They will do things selflessly for you. Not only that, they will always have your best interests in mind. Everyone else will only do what suits them." "But what's the relevance?" I was a bit confused. "If you think anyone is managing your career for you, you are mistaken. Others will only do what fits in their scheme of things and not necessarily what is good for you. Very few people will put your interests before themselves." I didn't take long to understand what he was saying. The cold, hard truth is, one has to look after oneself. No one else will. This is the reality...
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...What the CEO Wants You To Know Using Your Business Acumen to Understand How Your Company Really Works by Ram Charan Copyright © 2001 by Ram Charan. Published by arrangement with Crown Business, a division of Random House, Inc. 144 pages Focus Leadership & Mgt. Strategy Sales & Marketing Finance Human Resources IT, Production & Logistics Career Development Small Business Economics & Politics Industries Regions Concepts & Trends Take-Aways • Develop your "business acumen" by learning the essential forces that drive business. • The core of any business consists of customers, “cash generation, return on assets and growth.” • To prosper, your company must grow. Be sure it grows wisely. • Expanding sales must be accompanied by increases in other critical financial metrics. Otherwise, growth can cause bankruptcy. • Accompany growth with solid cash flow, steady speed and sensible margins. • Set no more than five clear priorities so the organization can focus. • Everyone from the sales force to the mailroom should understand cash flow. • Know your customers firsthand; don't rely on polls and surveys. • Seek employees who fit your culture and enable them to execute. Provide practical coaching and useful, specific feedback. • See the total picture. Understand all the forces at play and how they interrelate. Rating Overall (10 is best) Applicability Innovation Style 8 8 7 9 To purchase abstracts, personal subscriptions or corporate solutions, visit...
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...is designed to help the organisation achieve its objectives. Strategic leadership is the ability to lead an organisation towards the achievement of its objectives. The tasks involved in exercising strategic leadership are typically to anticipate, envision, maintain flexibility and empower others to create strategic change as and when necessary. Strategic leaders are the lynchpin in the strategic management process. Among the strategic leaders, we have managers operating at different levels of an organisation: corporate-level, business-level, functional-level and operational-level. • Corporate-level managers include the chief executive officer (CEO), senior executives and the corporate staff. The corporate-level managers manage the strategic management process for the whole organisation. These managers may carry designations such as CEO, managing director, executive director or president. • Business-level managers are the strategic leaders at the business, division or SBU levels. These managers manage the strategic management process at the business-level. These may carry designations such as the general manager or vice-president. • Functional-level managers are the strategic leaders of a specific function such as marketing or operations. They are called marketing managers or operations managers. The functional managers manage the strategic management process at the functional level. • At the operational-level, there are managers who are responsible for the implementation of...
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...ORGANIZATION PROFILE COMPANY HISTORY INTRODUCTION OF THE COMPANY The Housing Development Finance Corporation Limited (HDFC) was amongst the first to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995. • PROMOTER HDFC is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. Since its inception in 1977, the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities. With its experience in the financial markets, a strong market reputation, large shareholder base and unique consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment. • BUSINESS FOCUS HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services...
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