The document profiles several prominent business families in India, including their founders, companies, turnover, and management structures. It discusses the GMR Group founded by Grandhi Mallikarjuna Rao with interests in infrastructure and airports. It also profiles the Adani Group founded by Gautam Adani with interests in ports, power, and agriculture. It summarizes Capt. G.R. Gopinath's aviation companies Deccan 360 and Deccan Charters. Additionally, it outlines Deepak Puri's Moser Baer India and its transition to solar energy. Finally, it discusses the Balaji Group founded by Jeetendra Kapoor focused on television and film.
GMR Group is a diversified Indian conglomerate established in 1978. It initially engaged in banking, insurance, breweries and IT but now focuses on infrastructure and agriculture. GMR Infrastructure operates the Delhi and Hyderabad international airports and has implemented several highway projects across India under public-private partnerships. It also owns agriculture projects including sugar factories, cogeneration plants, and distilleries. The group is well diversified, professionally managed, and has successfully implemented several iconic infrastructure projects in India using the public-private partnership model.
GMR Group was founded by G.M. Rao after he received a jute mill from his brothers when they separated their family trading business. He expanded the business into various infrastructure sectors such as airports, highways, power and urban development. Rao established strong family governance practices through a family constitution and council to oversee transition of the business across generations. The constitution aimed to professionalize management while maintaining family control over strategy. It addressed issues like performance reviews, internships and separating family and business values to help sustain the business for future generations.
FedEx's HR manager performs various activities to manage human resources at FedEx. They recruit candidates through universities and internship programs, ensuring applicants meet requirements through a thorough selection and interview process. The manager also oversees training programs for new and existing employees, conducts job analysis to match the right employees to roles, and implements performance evaluations and compensation plans.
Southwest Airlines faced challenges in the early 2000s as legacy carriers had for some time. As long-time employees retired, there was a risk the company's low-cost culture could change. An analyst from Morgan Stanley noted in 2004 that Southwest may face the same issues other carriers experienced as a new generation of employees joined without experiencing the early struggles. While Southwest had success for 31 years, labor problems, rising costs, and new low-cost competition threatened its model in the 2000s, requiring a shift in practices to preserve the unique culture at the airline's core.
Financial analysis of Adani EnterprisesHardik Shah
This document contains a project report on the financial analysis of Adani Enterprises Limited submitted by five students to their professor. It provides an introduction to the company, describing how it began as a commodity trading firm in 1988 and has since expanded into various infrastructure businesses such as ports, power plants, and mines both within and outside of India. The report then outlines the process and methods used for the financial analysis, including collecting financial data from 2009-2013, performing ratio analysis, common size statements, and other analytical techniques to evaluate the company's performance and financial position.
employee retention project Questionnaire pdfashwin bas
This document contains a questionnaire to assess employee retention strategies and satisfaction levels. It collects demographic information and has questions on job security, career development support, management support, rewards, promotion opportunities, working environment, training programs, factors influencing retention and attrition, management support, responsibilities, trust, morale, leave policies, and suggestions for improving retention. Respondents are asked to rate their satisfaction levels on various aspects and identify the most and least influential factors for their decision to remain or leave the organization.
Infosys is an Indian multinational corporation that provides business consulting, information technology and outsourcing services. It was founded in 1981 by seven engineers and is headquartered in Bangalore, India. Infosys has various HR policies covering recruitment and selection, training and development, compensation and benefits, health and safety, and employee relations. It recruits graduates from engineering and management institutes and provides extensive training programs to develop its employees.
This document outlines Henri Fayol's 14 principles of management and Peter Drucker's theory of management by objectives. Fayol's principles include specialization, authority, discipline, unity of command, and subordination of individual interests. Drucker identified key result areas for objectives including marketing, innovation, human organization, and profit requirements. The document also discusses Fayol's definition of management roles and Drucker's principles of cascading goals and using SMART objectives.
This document provides an overview of HR practices in major Indian telecom industries. It discusses HR policies, activities and practices at Idea Cellular, Airtel, Vodafone, Reliance Communication including recruitment, training, performance management, compensation and benefits. It also provides comparisons of recruitment processes, manpower planning, training and development practices followed at these telecom companies.
AV Birla Group - A comprehensive Study of the evolution of the company.Somak Ghosh
This was presented in the STM class (Strategic Management) in XIMB. This presentation is an information heavy presentation about the evolution of the AV Birla Group in the history of Indian market place. It talks about the investments, divestments, and the current position of the group - and encompasses the origin of the brand as well.
Thermax is an Indian energy and environment engineering company. The document discusses Thermax's history, products, facilities, CSR initiatives, strategies for sustainable growth including expanding into new markets like solar, geothermal and environmental operations. It analyzes Thermax's financial performance, markets, competitors and recommends developing technology infrastructure to improve competitiveness.
Business Ethics and example company- TATARejoitJames
BUSINESS ETHICS:
ETHICS AND MEANING
BUSINESS ETHICS
HOW BUSINESS AFFECTS PROFITS
CONTRIBUTION OF ETHICS TO DIFFERENT ECONOMIC GROUPS
TATA COMPANY STUDY:
ABOUT TATA
ETHICAL BEHAVIOUR
CSR ACTIVITIES
The document provides information about Hindalco Industries Limited, an Indian aluminum and copper manufacturing company. It discusses Hindalco's operations, including its integrated aluminum production process involving bauxite mining, alumina refining, aluminum smelting, and product fabrication. It also profiles Hindalco's key facilities, such as its aluminum smelter and captive power plant located in Hirakud, Orissa, which sources bauxite from nearby mines and power from the Hirakud Dam hydroelectric project. The document outlines Hindalco's position as a leading Indian producer of aluminum and its products.
This document is a project report submitted by Monalisa Bhavesh Patel on human resource management at Aditya Birla Group. It provides an introduction to Aditya Birla Group, describing its vision, mission, values and global presence. It also discusses the group's activities beyond business including community development initiatives. The document then provides details about UltraTech Cement Limited, a subsidiary of Aditya Birla Group, including its plant profile and industry profile. It focuses on people management practices at UltraTech Cement.
Katharina, a star consultant at Pierce, begins exhibiting bizarre behavior like mood swings and fights with her superior after breaking up with her boyfriend. Experts advise that she likely has bipolar disorder, which is treatable but often stigmatized. They say Pierce should educate managers about such illnesses and work with Katharina to identify a reasonable accommodation like medical leave before considering dismissal, to avoid potential legal issues around discrimination or disability. Bipolar disorder affects over 10 million people annually in India but remains underdiagnosed due to stigma.
FedEx implemented several innovative HR practices that helped make it one of the most employee-friendly companies. These practices included people-service-profit philosophy, survey feedback programs, leadership development, succession planning, and rewards programs. Employees were highly committed even during financial difficulties and were given growth opportunities. FedEx also emphasized two-way communication, grievance resolution, and retention strategies like keeping employees happy so they stayed. As a result, FedEx saw very low turnover rates compared to industry averages and enhanced its reputation as an employee-focused organization.
The document discusses organizational structure and design. It begins by outlining the key topics to be covered, including departmentalization, establishing reporting relationships, allocating authority, and coordinating activities. Several principles of organization design are then explained, such as division of labor, unity of command, and spans of control. Different approaches to departmentalization are described, including functional, product, and matrix structures. The document also includes organizational charts for the Hirdaramani Group, a large conglomerate operating in multiple industries and countries. Some challenges of the current structure are noted.
In this presentation I have covered 4Ps of Marketing Mix of TATA
1 Product
2 Price
3 Promotion
4 Place
#4psoftata, #7psoftata, #adsensetata, #tatamarketing, #tatapresentation, #tataprice, #tataproducts, #tataprocess, #tataphysicalevidenc, #tatapeople
KING OF GOOD TIMES,TRAPPED IN BAD WEATHER - CASE STUDYPavan Reddy
Kingfisher Airlines began operations in 2003 aiming to provide international flight standards and hospitality. However, it frequently changed its focus between operating as a premium airline and low-cost carrier. It expanded quickly through acquiring Air Deccan in 2008 but struggled with high operational costs, lack of stable management, and the economic slowdown. Frequent changes in strategy confused travelers and poor integration of Air Deccan hurt profits. High costs in the airline industry and Mallya's inexperience in effectively managing such a business led to Kingfisher's downfall.
Indian Oil Corporation Ltd is India's largest commercial enterprise, with operations spanning the entire hydrocarbon value chain. It has diversified into exploration and production, pipelines, marketing, petrochemicals, and renewable energy. The company aims to ensure energy security for India through self-sufficiency in refining. Financially, it has grown steadily over the years with total income rising from Rs. 277756 crores in 2009 to Rs. 461779 crores in 2013. However, net profit margins have declined from 0.95% to 1.11% over the same period. The company plans to invest Rs. 8000 crores to expand capacity at its Koyali and Haldia refineries.
The document discusses family businesses, including definitions, stages of development, common issues, and characteristics of healthy vs unhealthy family businesses. A family business is defined as a business with significant ownership and commitment from family members. Family businesses typically go through entrepreneurial, specialized, process-driven, and market-driven stages. Common issues include leadership succession, liquidity, non-family executives, and compensation. Healthy family businesses manage conflicts, respect boundaries, and make decisions to benefit both family and business.
This document discusses entrepreneurship and family businesses. It notes that entrepreneurial companies often become family businesses over time. Family businesses make up a significant portion of businesses and employment globally. For example, in the US, family firms account for 64% of GDP and 85% of private sector employment. The document provides context on the definition of family businesses and their worldwide economic impact.
This document provides an introduction to family owned businesses. It discusses that family owned businesses face unique challenges due to the overlap between the family and business systems. The top three challenges for family businesses are succession planning, separating the roles of owner and manager, and a lack of formal structures and processes. The document emphasizes that as family businesses grow, implementing more structures and processes is important for long-term success and smooth leadership transitions between generations.
This document discusses family businesses in India and their ability to survive beyond three generations. It notes that while family businesses make up most businesses globally, very few survive more than three generations. The document presents research on six fourth-generation Indian family businesses, examining factors like leadership quality, response to economic changes, and family unity that influence their longevity. It finds that families with strong, compassionate leadership are best able to build competitive businesses that can adapt to environmental challenges and transition successfully across generations.
The Family Business Power Point PresentationRonaldFilian
The document discusses the importance of estate planning for family businesses. It notes that the business often makes up the majority of the estate's value. Without proper planning, liquidating the business to pay estate taxes could negatively impact the family's goals of passing the business to future generations. The document outlines key steps in estate planning, including paying taxes, ensuring the business remains healthy, addressing the surviving spouse's needs, equalizing assets among heirs, and planning for different ownership scenarios.
This document discusses family business succession and growth. It defines a family business and provides some key statistics, such as that 90% of ventures are owned and managed by families, but only 33% survive to the second generation and 10% to the third. The major building blocks for family business health and success are the family, business, and individual. Conflicts frequently arise due to issues like lack of communication and shared vision. Growth can be organic, using internal funds, or inorganic through mergers and acquisitions. Ensuring proper succession planning, governance structures, and leadership are important for long-term family business success and growth.
Keys to Family Business Success presents a framework of understandings and agreements which drive shared responsibility and commitment for achieving business success and family harmony.
Family businesses make up a significant portion of businesses worldwide, ranging from 65-80% and contributing 30-65% of GDP. However, family businesses often fail due to internal family and management issues rather than external market forces. The main reasons for failure include a lack of succession planning which leaves the next generation unprepared to lead, unfairly promoting family members based on attributes other than skills, and fraternal conflicts between family members over control of the business and inheritance. Failure to change with the times and reluctance of older family members to relinquish control also contributes to family business failures.
This document discusses family businesses. It defines a family business and outlines some key advantages and disadvantages. Family businesses have long-term orientation and a strong culture but can lack clearly defined roles and have succession battles. The founder plays a key role in starting the business and planning succession. The next generation needs experience outside the business and good relationships. Succession planning involves choosing and grooming a successor through either early or late entry. Maintaining non-family managers and best practices like communication are also discussed.
Human needs caching focuses on 6 universal human needs that function as an explanatory and intervention model for human behaviour. This presentation was recently given to parent coach and family support workers to help them understand their own and their clients' needs and behaviours. With this understanding the parent coach may find it useful to help their clients parenting challenges.
Family-run businesses make up a significant portion of the global economy. They employ between 15-59% of the workforce and generate 12-59% of gross national product in some countries. However, family firms face challenges in long-term sustainability as only 30% are transferred to the second generation and just 13% survive to the third generation. While family involvement provides strengths like experience, resources and stability, it can also create weaknesses if family objectives are prioritized over business objectives. There is no consensus on how to define family firms but definitions generally center around family ownership and management.
This document discusses Filipino family values and their evolution over time. It describes close family ties, hospitality, and patriarchal structures in pre-colonial times. Colonialism weakened women's positions and imposed Western gender roles. Modernization has introduced challenges like parental absenteeism, economic difficulties, and negative media influences, though family solidarity remains important. Overall, the document traces how Filipino family dynamics have changed in response to colonial, post-colonial, and contemporary influences.
The document summarizes Vibhu Arya's top 10 social enterprises in India. It provides criteria for selection, which includes serving underserved populations at scale, sustainability without reliance on grants, and creating social impact. The top 10 enterprises span sectors like renewable energy, health, transportation, MSME support, vocational training, communication, and microcredit. Key enterprises highlighted include Indian Railways, Just Dial, JetKing InfoTrain, Indian Post, Prasar Bharati, motorcycle companies, Tata Salt, microfinance institutions, Aavishkaar, and mobile phone operators. Collectively these enterprises are estimated to impact over 1 billion Indians.
The document summarizes the legal dispute between Mukesh Ambani's Reliance Industries Limited (RIL) and Anil Ambani's Reliance Natural Resources Limited (RNRL) over the supply of natural gas from RIL's KG Basin block. Key points of contention included whether the government had the right to reject a gas supply contract between the two brothers' companies, the appropriate market price for the gas, and RIL's capital expenditure recovery. The case involved complex regulatory issues around the production sharing contract between RIL and the government as well as larger questions about policy changes retroactively impacting private sector investments.
The document summarizes the dispute between Reliance Industries Limited (RIL), owned by Mukesh Ambani, and Reliance Natural Resources Limited (RNRL), owned by Anil Ambani, over the supply of natural gas from RIL's KG Basin block. [1] RIL had agreed to supply RNRL gas from the block but disputes arose over the price. [2] While RNRL argues it has a right to the gas at $2.34/mmbtu based on a 2005 agreement, RIL wants to charge $4.2/mmbtu, the price approved by the government in 2007. [3] The case involves complex arguments around contractual agreements, government regulations
This document discusses family values and structures in different cultures and political contexts. It begins by defining family values as the concept that nuclear families are the basic cultural units. It then examines the concept of family values in Australian politics, British politics, Chinese Confucianism, and U.S. politics. Republican and Democratic party stances on family-related issues in the U.S. are also contrasted. The document goes on to discuss child raising, the roles and independence of young adults and the elderly, as well as nuclear and extended family structures. It concludes by noting both stability and changes in family roles and structures over time.
This document is a report submitted for a Master's degree in labor law and welfare at Balaji Law College in Pune, India. It was completed by a group of 5 students and discusses their field study at KAM AVIDA Enviro Engineers Pvt Ltd, a company that manufactures cleaning and maintenance equipment. The report provides an acknowledgment, declaration, table of contents, and details KAM AVIDA's company profile, history, products, operations, quality policies, recruitment processes, training programs, and legal aspects of their business.
The document profiles several successful Dalit entrepreneurs in India who have overcome caste-based discrimination and poverty to build successful businesses. It describes entrepreneurs such as Harsh Bhasker who founded Kota Tutorials, a coaching center business with annual revenues of 10 crore rupees; Ashok Khade who started DAS Offshore, an engineering services company serving clients like ONGC without external capital; and Sushil Patil who grew IEPC from a small feasibility project into an EPC services company handling projects worth 2000 crore rupees despite initial discrimination. The entrepreneurs discussed have faced rejection and prejudice due to their caste but were determined to succeed and now aim to empower other Dalits through entrepreneurship and job
This document provides information about SML Construction company including their divisions, company profile, director and GM profiles, clientele, registration details, ongoing and completed projects. It lists architectural firms they have worked with, highlights some institutional projects including construction of college blocks, and provides photos of completed precast and conventional construction projects.
India’s Most Promising Manufacturing Companies to Watch May2024.pdfCIOLOOKIndia
A key characteristic of CIOLook ‘India’s Most Promising Manufacturing Companies to Watch,’ is their commitment to innovation. By investing heavily in research and development, these companies are developing cutting-edge products and processes that enhance efficiency and quality.
The document provides information on the highest paid CEOs in India in 2008, including their names, ages, remuneration amounts, positions, companies/groups, and brief backgrounds. It profiles 13 CEOs, including Anil Ambani of Reliance ADAG, Mukesh Ambani of Reliance Industries, Kumar Mangalam Birla of Aditya Birla Group, and Sunil Bharti Mittal of Bharti Enterprises. The CEOs represented industries such as telecommunications, steel, cement, healthcare, and tires. Their remuneration amounts for 2008 ranged from Rs. 15.54 crore to Rs. 48.01 crore.
This document provides profiles of the 10 most powerful CEOs in India for 2012, as determined by an unnamed publication. It summarizes each CEO's career history, accomplishments, leadership style, personal interests and philanthropic activities. The CEOs represented large, diversified conglomerates in various industries including Tata, Reliance, Aditya Birla, Wipro, ICICI Bank, HDFC, Larsen & Toubro, Mahindra Group, Godrej Group, and Infosys.
He assists the President in all matters and acts on his behalf in his absence. He is
responsible for overall performance of the division.
VICE PRESIDENT (PRODUCTION):
He is responsible for overall production, quality, maintenance and safety functions.
He is responsible for achieving production targets, quality standards, safety norms and
maintenance schedules.
GENERAL MANAGER:
He is responsible for day to day operations and administration of the plant. He
reports to Vice President (Production).
DUTIES & RESPONSIBILITIES
PRESIDENT
- Formulation of overall policies, plans and strategies.
- Ensuring availability of adequate resources.
- Monitoring performance against targets.
- Ensuring
Emami Cement is a leading cement manufacturing company in Eastern India and part of the Emami Group. It has four cement plants with a total installed capacity of 8.1 MTPA. Emami Cement launched its cement brand 'Emami Double Bull' and is positioning itself to capture market share in East and Central India. The company's cement capacity is set to increase to 9.3 MTPA by 2020 through investments in new plants and acquisitions.
Delta Corp Ltd is an Indian conglomerate operating in real estate, entertainment & gaming, aviation, and hospitality. It was founded in 1990 and is headquartered in Mumbai. The company owns subsidiaries in various industries and has expanded operations through acquisitions. Key executives are outlined along with their backgrounds and experience in relevant industries.
IL&FS was a major infrastructure financing company in India that defaulted on several loans starting in 2018. It had taken on too much debt to fund projects while revenues from assets would come in over the long term, creating a major asset-liability mismatch. Key individuals like Ravi Parthasarathy and Ramchand Karunakaran are accused of fraudulently sanctioning loans and diverting funds. The defaults impacted investor confidence in the financial sector and caused stock market declines. Going forward, increased regulatory oversight is needed for large NBFCs along with stronger governance and auditing to prevent similar crises.
Ornate Solar was established in 2014 with the aim to be a catalyst in India's solar journey with the belief to empower our customers by making solar affordable, reliable and easy.
It is united in the belief that with every solar panel and inverter that it sells, India moves a little closer to a sustainable future. It views this responsibility as a fundamental part of it's business, that's why it is constantly striving to inspire these value in the team to achieve the objectives with the customers and partners in progress.
Helping India go solar, #BetterTogether.
Suryachakra is an Indian conglomerate focused on power generation including renewable energy sources like solar, wind and biomass as well as fossil fuels like coal and diesel. It operates a 20MW diesel power plant in Port Blair, Andaman Islands and has plans for additional coal and clean coal power plants. The company aims to provide reliable and cost-effective energy solutions while pursuing technological innovation and customer satisfaction.
This document provides an overview of the Shriram Group, a large Indian conglomerate operating in financial services and other industries. It discusses the Group's flagship financial services companies including Shriram Transport Finance, Shriram City Union Finance, and Shriram Life Insurance. It also mentions several non-financial services companies within the Group such as Shriram EPC, Shriram Chits, and Take Solutions. The document concludes by introducing the board of directors for Shriram General Insurance.
This document provides brief biographies of several successful Indian entrepreneurs and business leaders, including:
- Dhirubhai Ambani, who built Reliance Industries from scratch into one of the world's leading refiners and producers.
- Ratan Tata, who took over the Tata Group and emphasized globalization, growing revenues manifold under his leadership.
- Anil Naik, who joined L&T as a junior engineer and transformed it into a $16 billion group during his time as chairman.
- Aditya Puri, who quit Citibank to establish HDFC Bank and focused on evaluated customers over credit offers and loans.
- Akhil Gupta, who helped
Management in textile industries (arvind mills ltd)Dharmik
1) Arvind Limited was founded in 1931 in Ahmedabad, India with the aim of producing high-end superfine fabric. It has since become one of the largest textile and apparel companies in India.
2) The company began vertically integrating its operations in the late 1990s, becoming the first Indian company to control cotton production, textile manufacturing, and apparel retailing.
3) Arvind currently owns several international brands like Arrow, US Polo Assn, and Tommy Hilfiger and operates retail chains like MegaMart. It employs over 60,000 people across businesses in textiles, apparel, retail, and real estate.
Awards and recognition in an organizationBibhav Pal
This document is a summer internship report submitted by Bibhav Pal to Amity University in partial fulfillment of a Bachelor's degree in Business Administration. The report discusses awards and recognition systems at Dalmia Cement. It provides an introduction to Dalmia Cement, outlining its vision, mission, footprint and business activities in cement, sugar, power and refractories. The report then discusses the importance of employee reward and recognition systems for motivating employees and improving performance. It distinguishes between rewards and recognition programs and discusses how to design an effective reward program.
This document provides an overview of a project report submitted to Miss. Varsha Turi on Hero Motocorp. It includes an acknowledgment section thanking those who provided assistance. It also includes a preface noting that the report was prepared as part of an MBA program to develop practical business knowledge. The report then provides an introduction to Hero Motocorp's history and details.
The document provides an overview of Mahindra and Mahindra Ltd., an Indian multinational conglomerate. It discusses how the company was founded in 1945 and has since grown significantly and diversified into multiple industries. It details Mahindra's expansion strategies including diversifying into new business sectors and geographic markets. The company now operates through over 100 subsidiaries and joint ventures across 11 business sectors globally such as automotive, IT, infrastructure, and financial services.
Fenella Vanessa Andrade is seeking a challenging job utilizing her skills in human resources, communication, and organization. She has over 5 years of experience in HR roles in the UAE, including her current role as Senior Employee Relations Officer at Al Nahiya Group. Her experience includes tasks like employee relations, recruitment, visa processing, and developing HR systems. She has an MESM degree from Manipal University and is a certified HR professional with strong computer and communication skills.
William Bratton was a police commissioner who successfully reformed police departments through addressing hurdles to change like the status quo, limited resources, and demotivated staff. He broke through cognitive hurdles by putting managers in direct contact with operational problems. He sidestepped resource hurdles through efficient utilization of existing resources rather than demanding more. He overcame motivational hurdles by internalizing the need for change and reforming incentives. He dealt with political hurdles by understanding politics, having respected senior support, and building alliances. Bratton showed that even with constraints, managers can successfully drive organizational change.
Kiran Mazumdar Shaw is the chairperson and CEO of Biocon, India's largest biotechnology company. She has a B.Sc. in Zoology and became a brew master in Australia before founding Biocon in 1978. Under her leadership, Biocon has transitioned from producing enzymes to an integrated biopharmaceutical company conducting strategic research initiatives. She overcame challenges of age, gender, and lack of funding and infrastructure to make Biocon the first company worldwide to produce oral insulin. She is recognized for her achievements and leadership through numerous awards.
The document discusses Volkswagen's strategy to globalize and achieve excellence across all fronts from the 1990s to early 2000s. It overviews automotive industry trends, VW's shift to move upmarket and fill niches left by Audi, and its platform strategy of modular production. This allowed integrated global manufacturing, flexibility, and lower costs. Key aspects included world-class manufacturing through innovation and partnerships. Ferdinand Piech transformed VW through aggressive expansion, platform sharing, and a four-day work week to increase flexibility and reduce costs, helping VW succeed. Future challenges included maintaining competitive advantages and addressing environmental issues.
Toyota launched the Aygo mini-car in Europe through a joint venture called Toyota Peugeot Citroën Automobiles (TPCA) with Peugeot and Citroën. The Aygo had over 93% common parts between Toyota, Peugeot, and Citroën models. It targeted younger customers and had low emissions. Toyota used innovative marketing strategies like viral marketing and sponsoring music events to promote the Aygo to its target demographic. The alliance helped Toyota enter the new mini-car segment and gain economies of scale through a shared factory while learning from PSA's European market expertise and supplier relationships.
The document summarizes the financial statements of Smoky Valley Café for the period of August 1946 to December 1946. It shows that the café had total income of $16,303.99 and total expenses of $17,292.01, resulting in a loss of $988.02 for the period. The equity contributions from the three owners - Mrs. Bevan, Mr. Maywood, and Mrs. Maywood - are listed, totaling $6,400 initially. The total loss is then split equally among the three owners, reducing their individual equities at the end of December 1946.
Moneycare Company's income statement shows total revenue of Rs. 31,820 from various sources. Total expenses were Rs. 18,000, resulting in a profit of Rs. 13,820. The balance sheet provides a snapshot of the company's assets, liabilities, and equity.
The Middle East encompasses 19 countries in southwest Asia and Egypt. Islam is the dominant religion, practiced by 99% of the population. Family is the most important social unit, and honor and respect are highly valued. Meetings involve lengthy greetings with questions about family. Business relationships are built through networking and gift giving plays an important role in social and business culture. Decisions are made slowly and hierarchy is important.
This document provides a summary of IKEA, the world's largest furniture retailer. It discusses IKEA's history, strengths such as low prices and flat packaging, weaknesses like limited product designs. It also analyzes opportunities for growth in Asia and online sales. Threats include economic concerns reducing disposable income. A PESTEL analysis examines the business environment. The document reviews IKEA's market position, competitors, and maintains the largest market share for furniture retailers.
(1) IKEA was founded in 1943 in Sweden by Ingvar Kamprad and is now the world's largest furniture retailer, operating 267 stores in 44 countries. (2) The company's vision is to offer a wide range of well-designed, functional home furnishings at low prices so that many people can afford them. (3) IKEA has grown significantly over the years and now employs over 104,000 people worldwide, reaching customers through their large catalog and stores known for their self-assembly furniture and coordinated room displays.
IKEA was founded in 1943 by Ingvar Kamprad in Sweden. It is known for its flat-pack furniture and focus on affordable, functional design. IKEA publishes an annual catalog and has expanded to over 267 stores in 44 countries. Its vision is to offer well-designed home furnishings at low prices so that many people can afford them. IKEA is also committed to environmental sustainability and social responsibility.
This document discusses a case study on the Bengal Aluminium Company regarding depreciation accounting. It addresses 5 questions:
1. Calculating the profit after tax after accounting for depreciation written back.
2. Comparing the net profit margins of Bengal Aluminium and National Aluminium from 2005-2008.
3. Determining that the depreciation expense decrease should have been higher.
4. Assessing the adequacy of the company's disclosure of the accounting change.
5. Analyzing whether profit figures are representative and cautioning about investing without a clear understanding of accounting practices.
1) Walmart struggled when entering the German market in the late 1990s due to stringent regulations around store size and development. German competitors like Metro and Aldi were already well-established with loyal customer bases.
2) Porter's 5 forces analysis showed high bargaining power for suppliers and customers in Germany. Competition was also intense from dominant German retailers.
3) While Walmart's entry provided some benefits like jobs, it made mistakes by imposing an American approach and not adapting to the local market. To succeed, Walmart needs to create goodwill and develop European suppliers.
Business Lessons From Emmanuel Katto UgandaOliviaCox14
Emmanuel Katto, a prominent businessman and former rally driver, has shared several key business lessons from his extensive career. His mantra, “always put in 110% effort,” underscores the importance of hard work and dedication in achieving success. He stresses the need for careful planning and strategic decision-making. Check out the PPT to know more.
Mobile Application pentesting blog.docx.pdffortbridge4
Mobile Application Pentesting, also known as penetration testing. It is an important method for detecting and fixing security weaknesses in mobile applications. Here, cyber security specialists pretend that they are attackers while conducting tests in order to discover some possible flaws in advance of attackers taking advantage of them.
IRDAI's Regulatory Sandbox - Transforming Insurance Sector in IndiaEnterslice
The IRDAI Regulatory Sandbox is a groundbreaking initiative that allows insurers and innovators to test new ideas in a safe environment before rolling them out widely. This blog explores how the IRDAI Regulatory Sandbox is encouraging innovation while ensuring consumer protection in India's insurance sector.
AI and Best Use Cases for Your Personal Life.pptxBrian Frerichs
THIS SLIDE PROVIDES A BRIEF OVERVIEW OF THE TOPIC AND THE KEY AREAS THAT WILL BE COVERED IN THE PRESENTATION ON HOW AI CAN BE LEVERAGED FOR PERSONAL LIFE APPLICATIONS.
India's Most Generative AI and Chatbot Service Providers to Follow 2024.pdfinsightssuccess2
India's Most Generative AI and Chatbot Service Providers to Follow 2024’ are revolutionizing various industries, including e-commerce, healthcare, finance, and customer service. Their diverse applications showcase the versatility of these technologies.
CLEARPATH SUBDIVISION AUCKLAND Optimize Your Land’s PotentialROIX LIMITED
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The Business Process Model and Notation (BPMN) is the OMG industry standard for defining and orchestrating the flow of activities comprising end-to-end business processes. This live event will showcase the iterative creation and seamless exchange of BPMN models among different tools, highlighting the interoperability and sophistication of current BPMN technology. This showcase is an invaluable opportunity for professionals in the field to witness firsthand the advanced functionalities and collaborative potential of BPMN tools. Join us for an insightful exhibition of the latest advancements in business process management.
As the world spins on its axis, the constant ebb and flow of current events, technological advancements, and social trends shape our daily lives. Here are the top five predictions for today that are set to influence various facets of our global society:
1. AI Integration in Daily Life
Artificial Intelligence (AI) continues to embed itself deeper into our everyday routines. Today, expect to see more AI-driven solutions in sectors like healthcare, finance, and education. Personalized learning experiences powered by AI algorithms are becoming mainstream, while in healthcare, AI is aiding in early diagnosis and personalized treatment plans. Financial institutions are increasingly relying on AI for fraud detection and customer service automation.
2. Stock Market Fluctuations Amid Economic Uncertainty
The stock market remains a rollercoaster, reflecting global economic uncertainties. Inflation concerns, geopolitical tensions, and shifting monetary policies are likely to cause significant fluctuations. Investors should brace for a volatile day as markets react to new economic data and policy announcements. Keep an eye on tech stocks, which are particularly sensitive to changes in interest rates and investor sentiment.
3. Climate Action and Environmental Policies
With climate change becoming an ever-pressing issue, today's headlines will likely feature significant climate action. Governments and organizations are set to announce new policies and initiatives aimed at reducing carbon footprints and promoting sustainable practices. From renewable energy investments to stricter emission regulations, these efforts are critical in the global fight against climate change.
4. Breakthroughs in Medical Research
The field of medical research is on the cusp of several groundbreaking discoveries. Today, we anticipate announcements of advancements in treatments for chronic diseases such as cancer, diabetes, and neurodegenerative disorders. Innovative therapies, including gene editing and personalized medicine, are set to offer new hope for patients worldwide. These breakthroughs not only promise to improve health outcomes but also to revolutionize medical practices.
5. Social Media Trends and Digital Influences
Social media platforms continue to shape public opinion and cultural trends. Today, expect new viral challenges, influencer endorsements, and social justice movements gaining traction online. With platforms like TikTok and Instagram driving much of the digital conversation, brands and public figures will leverage these channels to connect with audiences and promote their messages. Be prepared for a flood of new content that could spark debates and inspire collective action.
As these predictions unfold, they will undoubtedly impact various aspects of our lives. Staying informed and adaptable is key to navigating the rapid changes in today's dynamic world.
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He exemplifies this approach by his unshakable commitment to generating results and his relentless drive, as evidenced by his over 15 years of experience in the industry. As an accomplished professional in the diversified industry of telecommunications, his story illustrates the power of enthusiasm and tenacity to propel success.
As a Carbon footprint consultancy in Agile Advisors, measuring each person's carbon footprint aims to make each person responsible for their share of greenhouse gas emissions. It seeks to persuade people to live more sustainably and make decisions that benefit the environment. However, businesses and large-scale commercial activities are the primary sources of most of the world's greenhouse gas emissions rather than private individuals. The Intergovernmental Panel on Climate Change (IPCC) estimates that roughly 100 enterprises globally account for over 70% of carbon dioxide emissions. This startling figure shows that no person's efforts can end the global catastrophe alone. However, on a smaller scale, our individual decisions do matter. Adopting sustainable practices by a group of people can have a cascading effect that affects more prominent organizations and changes policies. Ocean circulation and solar reflectance are two global-scale feedbacks that are linked to changes in the cryosphere.
Agile Advisors provides Carbon footprint consultancy In Dubai, the amount of carbon that exists on Earth remains constant. When dinosaurs walked the Earth millions of years ago, it was precisely the same as it is now. The atmosphere, oceans, and living things contain the remaining carbon, primarily stored in reservoirs or sinks, such as rocks and sediments. When plants and animals breathe, carbon is released back into the atmosphere. An essential component of all life on Earth is carbon—the fundamental element of life; carbon aids in forming living things' bodies. Its compounds form gases, liquids, and solids. While lowering one's carbon footprint is something that people should aim to do, addressing the structural problems that lead to climate catastrophe is also crucial. In order to contribute, governments, businesses, and other organizations must implement policies that support renewable energy, invest in environmentally friendly infrastructure, and control emissions from large enterprises.
We are Carbon footprint consultancy In UAE, Carbon dioxide, carbonate, and hydrogen carbonate comprise the bulk of inorganic carbon. Carbon is constantly moving in both directions between the organic and inorganic forms. Inorganic carbon is converted to organic carbon from its oxidized form when photosynthesis occurs. Airborne oxygen can oxidize organic carbon, mainly by respiration (breathing). The Earth's crust contains more than 99 per cent of the carbon involved in the carbon cycle. Most of this carbon is biological, having been deposited on the ocean floor by the skeletal remains of numerous marine animals that employ calcium carbonate to make their shells and skeletons. These deposits could eventually consolidate into limestone. The equilibrium between CO2 sources and sinks—sources release CO2, while sinks take in and store it—determines the amount of CO2 in the atmosphere.
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facilitating a remarkable revival of these dormant wells—Reena Jain worked tirelessly armed with her expertise as an oilfield engineer at Schlumberger. Her technical prowess in executing well-stimulating jobs breathed life into over a hundred abandoned wells, rekindling hope and productivity.
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1. NEW BUSINESS FAMILIES Presented by: Fenella Andrade Masters in European Studies and Management (MESM) 2010-2012 Manipal Centre for European Studies Manipal University, Karnataka, India Source: Business Today April 17,2011
2. GMR Group Founder: Grandhi Mallikarjuna Rao, Andhra Pradesh Age: 60 Main Companies: GMR Infrastructure GMR Industires Sons: G.B.S Raju – Chairman, Corporate and International Business Kiran K. Grandhi – Chairman, Airports Son in law: Srinivas Bommidala - Chairman Urban Infrastructure and Highways Total turnover: Rs 4,560 crore (Rs 25,000 crore assets)
3. Grew up in Ranjam village, 120 km northeast of Vishakapatnam Graduate in Mechanical Engineering from Andhra University Worked for a Public Works Department (PWD) executive engineer 1973 – worked for a brief period at a paper mill “ My life can be split into five parts: student, leader, trader, manufacturer, banker and infrastructure developer,” says Rao 1978 – set up his first manufacturing operation – a jute unit in Ranjam, and over the Licence Raj years, he set up 28 units in steel rolling, ferro alloys, sugar and alcohol, among others Due to prohibition in AP under the N.T. Rama Rao government in 1983, he was forced to look outside the state Ended up family controlling a bank – ING Vysya, the country’s second private power generation company, several road projects and eventually airports
4. The Management Family council: Son-in-law Srinivas Bommidala and sons Kiran K. Grandhi and G.B.S. Raju as members Their motto: Run the family like a business and run the business like a family Family members are involved in the business Some of their group’s highways and urban infrastructure business, Grandhi airports, and Raju International business, won’t be in operations after Rao plans to retire in 10 yrs – after which they will either work as a three person unit or rotate chairmanship Regular meetings which include women too The circle is not complete without family governance
5. ADANI Group Founder: Gautam Shantilal Adani, Ahmedabad Age: 48 Main Companies: Adani Enterprises Adani Power Adani Wilmer Mundra Port Wife: Priti manages Adani Foundation Son: Karan handles ports business Brother: Rajesh oversees the trading business Nephew: Pranav looks after agri business Total turnover: Rs 28,000 crore in 2009/10
6. 1980 – teenaged Adani travelled from Ahmedabad to Mumbai to dabble in diamond business He initially honed his skills as a diamond sorter, observed how trade was being carried out and soon graduated to diamond trading 1988 – started Adani Exports, a partnership trading firm in Ahmadabad dealing in agricultural products, dye intermediates and plastic products with a seed capital of Rs 5 lakh His vision is to have an integrated operation for his group – from coal mining to power generation The group mines the coal, transports it by rail or water using its own tracks, jetty and vessels, and unloads it at its own port. “ There is no other integrated power company in India,” says Ravi Sharma, CEO of Adani Power Apart from Mundra port, plans of expanding its port presence in Goa, Hazira and Dahej
7. The group today chatters between 60 and 70 ships for its trading operations and they plan to buy 20 ships by 2020, two ships are already sailing The group is fast moving from being largely family run to being more professional driven All his businesses from power, port, oil and gas exploration to agriculture are manned by professionals He trusts and supports his core team and never bothers to intervene but is always kept in the loop Adani’s message to his team, “We should be the best in whatever we do.” He plans to expand his core team to implement his vision 2020 – achieving 200 million metric tonnes of cargo, 20,000 MW of power generation and 200 million metric tonnes of coal mining
8. DECCAN 360 / DECCAN CHARTERS LTD Founder: Capt. G.R. Gopinath Age: 59 Wife: Bhargavi runs a bakery venture, Bun World Daughters: Pallavi works for Deccan 360 Krithika is with Deccan Charters Total turnover: Rs 375 crore in 2009/10
9. The ex-Army officer’s entry into aviation came after he had tried at a series of business ventures in his native district – Hassan, Karnataka He reared cattle to sell milk, poultry farming, silkworm farming, motorcycle dealer, Udupi hotel owner, stockbroker, irrigation equipment dealer, agriculture consultant, politician and now finally an aviation entrepreneur His wife - equally successful entrepreneur - smaller scale, bakery in the upscale Malleshwaram neighbourhood of Bangalore – expanding 1997 – Capt. Gopinath and Capt. K.J. Samuel started with a single leased helicopter operating out of a small office on Bangalore’s Infantry road – grown into a mature business with a fleet of 13 choppers and 3 aircrafts Air Deccan would have passed into history but it did show how the low cost model was the way forward for the airline business
10. New start up – Deccan 360 – is pinning similar hopes on the growth potential India holds in the express logistics space Roped in Mukesh Ambani as a strategic investor He tweaked his management structure to demarcate the line between the owners and the managers, CEO of Deccan 360 report to the company’s board and not to him “ I have put in place a good corporate governance structure and have distanced myself from the management,’’ says Gopinath, who is its chairman Both his daughters have decided to join their father and Pallavi,29 who looks after Business Development at Air Deccan and Krithika,23 is employed at Deccan Charters Ltd Having placed his business in the hands of his trusted CEO’s, he uses his time to sew up big plans and give big surprises They also host Indian classical music concerts in their bungalow in Bangalore
11. MOSER BAER INDIA Founder: Deepak Puri, New Delhi Age: 70 Main Companies: Moser Baer India Wife: Nita heads the Administrative wing Son: Ratul, Executive Director Total turnover: Rs 5,500 crore in 2010/11
12. Hailing from a family of landlords Junior executive – oil company ESSO (Kolkata) Shalimar Paints – to master the art of management techniques, marketing tricks and to receive a firsthand experience before venturing into his own business 1964 – Metal industries in Kolkata, trading in aluminum wires and furniture. Two yrs later he moved into manufacturing Frequent strikes and deteriorating business environment forced him to migrate to Delhi Started Moser Baer India at first as a 51:49 joint venture with Switzerland based co. Moser Baer (time machines)
13. Technological changes: Death of cassette and video cassette – replaced by CD’s, floopy’s and Digital Versatile Discs (DVD’s) In three years the revenues shot up from Rs138.5 crore to Rs 1,585.6 crore. Net profits Rs 325.9 crore In 2003/04 Moser Baer India was the world’s second largest manufacturer By mid 2000’s, demand for CD’s and DVD’s too stopped rising Diversified into manufacturing solar panels Moser Baer Solar, a fully owned subsidiary of Moser Baer India – earned revenues of Rs 1,000 crore in 2009/10 Still has growth for flash storage but the big revenue growth will be in solar
15. 1990 – asked to produce a programme for the channel TV Asia Market research and family coaxing, took a plunge “ We were left with a lot of software but no slot to put it on air,” says Jeetendra Balaji Telefilms was born Ekta took over as Creative Director at 19 First break on Zee TV on paranormal activity, Mano Ya Na Mano Bull’s eye with Hum Paanch Then began the ‘K’ soaps that topped the charts for years – Kyunki Saas Bhi Kabhi Bahu Thi and Kahaani Ghar Ghar Ki Tie up with Star TV turned into a money spinner 2008 – cracks appeared between the partners, trends changed and ratings dipped Star took the ‘K’ soaps off the air
16. Revenues started crashing from Rs 95 crore in 2007/08 to Rs 4 lakh in 2008/09 Family realized the need for professionalism Appointed Puneet Kinara as CEO Promptly rose to prominence again, pulling off the two biggest sleeper hits of 2010 – Love, Sex and Dhoka and Once Upon a Time in Mumbai “ We want to emerge as a leading content player in television and movies in the next five to 10 years,” says Kinara “ The falling out with Star was a learning experience as it enables us to emerge as an entertainment powerhouse,” says MD Shobha
17. Rapidly turning technology in every field have increased business risk and the mortality rate of business families too Succession challenge Families today are aligned but the future cannot be predicted