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GROUP B
PRINCIPLE OF MANAGMENT
MANEGERIAL COMMUNICATION
ORGANIZATIONAL BEHAVIOUR
2
ORGANIZATIONAL BEHAVIOUR
ORGANIZATION CULTURE
• It refers to a system of shared meaning held
by members that distinguishes the
organization from other organization.
• At Piramal Group, their core values of
Knowledge, Action and Care have been an
integral part of their guiding philosophy. These
values represent their deeply held beliefs and
define them at the individual as well as
organizational levels.
Culture at Piramal
• The way of communication is very casual.
• Formal dressing is not mandatory.
• Everyone is treated equally.
• Cleanliness is maintained strictly by all
employees.
• There are bhajiya parties organized where
each and every employees are asked to have
opinions about organization.
• They are asked for suggestion or any ideas or
innovation.
• Festivals like Diwali, Holi, Ganpati and many
more are celebrated.
• Even various competition like one minute
games, Tumbola, Rangoli, Ganesh making and
etc
• sports weeks are organized in the
organization
Motivation
It is the process that account for an
individual’s intensity, direction, and
persistence of effort toward attaining goal.
What Piramal does for motivation?
• There are learning saturdays organized by
Piramal for employees.
• Inspirational movie screenings.
Job satisfaction
• When people speak of employee attitude,
they usually mean job satisfaction, which
describes positive feeling about job, resulting
from an evaluation of its characteristics
Measures taken for job satisfaction at
Piramal
• Transportation
• Food and cafeteria
• Working hours
• Clean and healthy environment.
MANAGERIAL COMMUNICATION
Communication in Piramal
• Internal communication
• Barriers in communication
• Gestures
INTERNAL COMMUNICATION
• FORMAL :
If purchase department is contacted for a
particular requirement than a software is used
for this purpose named SAP.
SAP(System analysis and program development)-
it allows business to track customer and within
business interactions. SAP is specially well known
for its enterprise resource planning.
• INFORMAL:
Interactions within organization is in informal
way . Generally they use Gujarati or Hindi
language for conversation.
They call their employees in assembly
whenever they want to convey important
message to all.
Barriers in communication
• They found that rather than communicating
through mail it is much better to communicate
in informal way. They recognized that better
understanding and response is obtained
through informal communication.
How do they overcome such barriers
• “Bhajiya party” is organized every month where
all the employees are invited and they are
allowed to discuss on any issues.
• Socializing with other employees can create
bonding amongst themselves.
• They organize table tennis, badminton and volley
ball games for employees every 2nd and 4th
Saturday of every month.
Gestures
• Their gestures said us how confident, calm and
composed they were.
• There were very limited hand movements.
• They seemed happy while discussing about any
particular topic.
• They were not uncomfortable answering our
questions.
Unique Motivational Style
• Monthly informal dinner
• Motivational movies
PRINCIPLES OF MANAGEMENT
About Piramal
• Piramal Group is a diversified conglomerate
with operations in over 30 countries and a
strong presence in more than 100 markets
around the world.
• Since the late 1980s, Piramal Group has
evolved from a textile-centric business to a
diversified organization, which operates across
sectors such as health care, life sciences,
health care information management,
21
financial services, specialty glass packaging
and real estate.
• Piramal is a home to a team of over 7,500
people from around the world and at all times
have over 21 nationalities working with them.
22
Mission and Vision
• At Piramal Group, their core values of
Knowledge, Action and Care have been an
integral part of their guiding philosophy. These
values represent their deeply held beliefs and
define them at the individual as well as
organizational levels.
23
24
• The Piramal community has adopted the
ancient, universal symbol of the Gyan Mudra
as it’s brand icon.
• In their logo the three vertical fingers of the
Gyan Mudra represent their core values of
Knowledge, Action & Care.
• Also, in their Gyan Mudra the idea of the wrist
is clear but the hand is not in a perfect circle,
the small 'a' in the Piramal typeface is
unfinished signifying that while they aspire to
be perfect, they recognize that there will be a
distance to travel towards perfection.
25
Corporate Strategy
• The values that guide their unique culture are
embodied in their purpose: Doing Well and
Doing Good. They believe that individual
success and organizational growth cannot be
exclusive of responsible and ethical business
practices.
• "Innovation, science, tech are fluffy words
that don't mean much to people. Connections
between people, cities and countries will
make us flourish", Dr. Swati Piramal, Vice
Chairperson 26
CSR
• The Company has already established the
following entities through which it pursues its
CSR activities:
• Piramal Udgam Data Management Solutions
• Piramal Udgam is engaged in the business of
rural BPO that provides top-quality BPO
services to global clients at competitive prices
thus empowering rural India with
employment opportunities (particularly for
women). 27
• Piramal Foundation for Education Leadership
• PFEL works towards building capacity of public
school head-masters to constructively solve
the challenges and devising strategies to
deliver quality education to the students. It
invests in resources in developing leadership
capabilities of the school head-masters to
facilitate school reforms.
28
• Health Management Research Institute
• HMRI works towards making healthcare
accessible, affordable and available to all
segments of the population, especially those
most vulnerable. In order to achieve this goal,
HMRI leverages cutting edge information and
communication technologies to cut costs
without compromising quality as well as
public-private partnerships to scale its
solutions throughout India and beyond.
29
• Piramal Sarvajal
30
SWOT ANALYSIS
31
Porter's five force model
• Threat of Potential Entrants
• In the organized sector, new ventures like
Cochlear Ltd (Australia), Reliance
Health(ADAG), the Hindujas, Sahara Group,
Emami and the Panacea Group are joining
existing players like Apollo, Fortis, Columbia-
Asia, Piramal Healthcare.
• In urban area, unorganized pharma retail is
facing competition from chains like Frank-
Ross. 32
• Bargaining power of buyers
The unique feature of pharma industry is that
the end user of the product is different from
the influencer (read Doctor). The consumer
has no choice but to buy what doctor says.
However, when we look at the buyer's power,
we look at the influence they have on the
prices of the product. In pharma industry, the
buyers are scattered and they as such does
not wield much power in the pricing of the
products.
33
• Threat of Substitutes
• There no potential threat of substitute
product/services for this sector
• Bargaining power of suppliers
• Bargaining power of these facilitator does not
affect every player in same manner. The
pharma industry depends upon several
organic chemicals. The chemical industry is
again very competitive and fragmented. The
chemicals used in the pharma industry are
largely a commodity.
34
• The suppliers have very low bargaining power
and the companies in the pharma industry can
switch from their suppliers without incurring a
very high cost.
35
Control Issues
• There is a audit department which evaluates
the performance of employees.
• Evaluation is done based on –
Safety criteria
Organizational behavior
Working performance
Goal achievements
36
Piramal Pharmaceuticals

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Piramal Pharmaceuticals

  • 1. GROUP B PRINCIPLE OF MANAGMENT MANEGERIAL COMMUNICATION ORGANIZATIONAL BEHAVIOUR
  • 2. 2
  • 4. ORGANIZATION CULTURE • It refers to a system of shared meaning held by members that distinguishes the organization from other organization. • At Piramal Group, their core values of Knowledge, Action and Care have been an integral part of their guiding philosophy. These values represent their deeply held beliefs and define them at the individual as well as organizational levels.
  • 5. Culture at Piramal • The way of communication is very casual. • Formal dressing is not mandatory. • Everyone is treated equally. • Cleanliness is maintained strictly by all employees.
  • 6. • There are bhajiya parties organized where each and every employees are asked to have opinions about organization. • They are asked for suggestion or any ideas or innovation.
  • 7. • Festivals like Diwali, Holi, Ganpati and many more are celebrated. • Even various competition like one minute games, Tumbola, Rangoli, Ganesh making and etc • sports weeks are organized in the organization
  • 8. Motivation It is the process that account for an individual’s intensity, direction, and persistence of effort toward attaining goal.
  • 9. What Piramal does for motivation? • There are learning saturdays organized by Piramal for employees. • Inspirational movie screenings.
  • 10. Job satisfaction • When people speak of employee attitude, they usually mean job satisfaction, which describes positive feeling about job, resulting from an evaluation of its characteristics
  • 11. Measures taken for job satisfaction at Piramal • Transportation • Food and cafeteria • Working hours • Clean and healthy environment.
  • 13. Communication in Piramal • Internal communication • Barriers in communication • Gestures
  • 14. INTERNAL COMMUNICATION • FORMAL : If purchase department is contacted for a particular requirement than a software is used for this purpose named SAP. SAP(System analysis and program development)- it allows business to track customer and within business interactions. SAP is specially well known for its enterprise resource planning.
  • 15. • INFORMAL: Interactions within organization is in informal way . Generally they use Gujarati or Hindi language for conversation. They call their employees in assembly whenever they want to convey important message to all.
  • 16. Barriers in communication • They found that rather than communicating through mail it is much better to communicate in informal way. They recognized that better understanding and response is obtained through informal communication.
  • 17. How do they overcome such barriers • “Bhajiya party” is organized every month where all the employees are invited and they are allowed to discuss on any issues. • Socializing with other employees can create bonding amongst themselves. • They organize table tennis, badminton and volley ball games for employees every 2nd and 4th Saturday of every month.
  • 18. Gestures • Their gestures said us how confident, calm and composed they were. • There were very limited hand movements. • They seemed happy while discussing about any particular topic. • They were not uncomfortable answering our questions.
  • 19. Unique Motivational Style • Monthly informal dinner • Motivational movies
  • 21. About Piramal • Piramal Group is a diversified conglomerate with operations in over 30 countries and a strong presence in more than 100 markets around the world. • Since the late 1980s, Piramal Group has evolved from a textile-centric business to a diversified organization, which operates across sectors such as health care, life sciences, health care information management, 21
  • 22. financial services, specialty glass packaging and real estate. • Piramal is a home to a team of over 7,500 people from around the world and at all times have over 21 nationalities working with them. 22
  • 23. Mission and Vision • At Piramal Group, their core values of Knowledge, Action and Care have been an integral part of their guiding philosophy. These values represent their deeply held beliefs and define them at the individual as well as organizational levels. 23
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  • 25. • The Piramal community has adopted the ancient, universal symbol of the Gyan Mudra as it’s brand icon. • In their logo the three vertical fingers of the Gyan Mudra represent their core values of Knowledge, Action & Care. • Also, in their Gyan Mudra the idea of the wrist is clear but the hand is not in a perfect circle, the small 'a' in the Piramal typeface is unfinished signifying that while they aspire to be perfect, they recognize that there will be a distance to travel towards perfection. 25
  • 26. Corporate Strategy • The values that guide their unique culture are embodied in their purpose: Doing Well and Doing Good. They believe that individual success and organizational growth cannot be exclusive of responsible and ethical business practices. • "Innovation, science, tech are fluffy words that don't mean much to people. Connections between people, cities and countries will make us flourish", Dr. Swati Piramal, Vice Chairperson 26
  • 27. CSR • The Company has already established the following entities through which it pursues its CSR activities: • Piramal Udgam Data Management Solutions • Piramal Udgam is engaged in the business of rural BPO that provides top-quality BPO services to global clients at competitive prices thus empowering rural India with employment opportunities (particularly for women). 27
  • 28. • Piramal Foundation for Education Leadership • PFEL works towards building capacity of public school head-masters to constructively solve the challenges and devising strategies to deliver quality education to the students. It invests in resources in developing leadership capabilities of the school head-masters to facilitate school reforms. 28
  • 29. • Health Management Research Institute • HMRI works towards making healthcare accessible, affordable and available to all segments of the population, especially those most vulnerable. In order to achieve this goal, HMRI leverages cutting edge information and communication technologies to cut costs without compromising quality as well as public-private partnerships to scale its solutions throughout India and beyond. 29
  • 32. Porter's five force model • Threat of Potential Entrants • In the organized sector, new ventures like Cochlear Ltd (Australia), Reliance Health(ADAG), the Hindujas, Sahara Group, Emami and the Panacea Group are joining existing players like Apollo, Fortis, Columbia- Asia, Piramal Healthcare. • In urban area, unorganized pharma retail is facing competition from chains like Frank- Ross. 32
  • 33. • Bargaining power of buyers The unique feature of pharma industry is that the end user of the product is different from the influencer (read Doctor). The consumer has no choice but to buy what doctor says. However, when we look at the buyer's power, we look at the influence they have on the prices of the product. In pharma industry, the buyers are scattered and they as such does not wield much power in the pricing of the products. 33
  • 34. • Threat of Substitutes • There no potential threat of substitute product/services for this sector • Bargaining power of suppliers • Bargaining power of these facilitator does not affect every player in same manner. The pharma industry depends upon several organic chemicals. The chemical industry is again very competitive and fragmented. The chemicals used in the pharma industry are largely a commodity. 34
  • 35. • The suppliers have very low bargaining power and the companies in the pharma industry can switch from their suppliers without incurring a very high cost. 35
  • 36. Control Issues • There is a audit department which evaluates the performance of employees. • Evaluation is done based on – Safety criteria Organizational behavior Working performance Goal achievements 36