3. 3
About the Company…
Apple Inc., formerly Apple Computer, Inc., is an American
multinational corporation, with its headquarters in California.
The word "Computer" was removed from its name on January 9,
2007, reflecting its shifted focus towards consumer electronics after
the introduction of the iPhone.
Apple is the world's second-largest information technology
company by revenue after Samsung Electronics.
The world's third-largest mobile phone maker after Samsung and
Nokia.
4. 4
MISSION
Apple designs Macs, the best personal computers in the world, along
with OS X, iLife, iWork and professional software. Apple leads the digital
music revolution with its iPods and iTunes online store. Apple has
reinvented the mobile phone with its revolutionary iPhone and App
Store, and is defining the future of mobile media and computing
devices with iPad.
5. 5
VISION
Apple is committed to bringing the best personal computing
experience to students, educators, creative professionals and
consumers around the world through its innovative hardware,
software and Internet offerings.
6. 6
ROLE OF VISION STATEMENT
Apple‘s Vision statement clearly states their long-term goals for the future
Apple‘s vision is to become the ―best‖ at designing and manufacturing
electronic devices in the world.
They set their quality standards high using the word ―best‖ and so far they
have yet to fail.
Their vision is a promise to the consumers. They are ―committed‖ in
producing high quality products and providing high quality service thus
setting high industry standards for other competitors.
7. 7
STEPS FOR MOTIVATION
Projects were often pushed along by the company's co-founder Steve Jobs.
The general idea is this: You are part of something much bigger than you.
Corporate event management at Apple was something that employees
rated highly.
Launch events were "probably the single greatest feeling working at Apple".
8. 8
Apple motivation system determines all variables in affecting the
motivational levels of employees, and one of them is Job Satisfaction.
Job satisfaction is a measure of an employee‘s
positive emotions and pleasurable feelings about his or her job.
Creating a culture of trust.
Leveraging the power of peer recognition
9. 9
Focusing on the enablers and tools that help salespeople reach their
potential in an increasingly complex business environment.
Once, Apple rewarded its executives by giving them a recognition bonus
of 3 to 5 percent of their base salary.
Employees who work at corporate Apple can receive a free iPhone or
iPod Shuffle.
11. 11
VISION
“We aspire to be the global steel industry benchmark for Value
Creation and Corporate Citizenship”
12. 12
Continue-
We make the difference through:
Our People
Our Offer
Our Innovative Approach
Our Conduct
13. 13
MISSION
Tata Steel strives to strengthen India‟s industrial base through the effective
utilization of staff and materials. The means envisaged to achieve this are
high technology and productivity, consistent with modern management
practices
Tata Steel recognizes that while honesty and integrity are the essential
ingredients of a strong and stable enterprise, profitability provides the main
spark for economic activity.
Overall, the Company seeks to scale the heights of excellence in all that it
does in an atmosphere free from fear, and thereby reaffirms its faith in
democratic values.
14. 14
STRATEGY AT TATA
Strategy at TATA is formed by following three policy:-
Human policy
Quality policy
Social accountability policy
16. 16
TATA‘s Steel Aspire
Tata steels brand for its improvement by involvement of its
employee on 1st nov,2006
Main objective emphasis on the role of improvement
Main focus on:
1. TOC
2. TQM
3. Technology
17. 17
Motivation at TATA
Tata Steel ranks sixth on the list of top ten employers in India
Tata Steel embarked on an AIDS awareness programme in late 1998.
To enhance employee motivation and satisfaction, a number of
facilities are provided by the company like, subsidised
accommodation, subsidised electricity, free water, free medical
treatment, free schools for wards, recreational clubs, fair price shops
Tata Steel is a company that has a deeply rooted and ingrained value
system and has a strong philosophy of total returns to the community
(TRC)
18. 18
Continue
Tejaswini project of TATA to motivate female employee
Motivation plan like Rallis Akash centre
Tata Steel organised one-day workshops called 'Lakshya 2007— Ek
Chunauti' where employees were encouraged to write down their main
responsibilities.
Vision 2007 campaign
20. 20
ABOUT MCDONALDS
McDonald‘s is the global fast food giant.
Founded in 15 may 1940 in CALIFORNIA
It serves around 68 million customers daily through 30,000 restaurants in
120 countries
A McDonald‘s restaurant is operated by either a franchisee, an affiliate ,
or the corporation itself.
They follow a standardized process to ensure same quality and it also
reduces lead time
21. 21
PRODUCTS IN INDIA
VEGETERIAN MENU NON VEGETERIAN MENU
Veg McCurry Chicken Maharaja Mac
McAloo Tikki McChicken
McVeggie Filet-O-Fish
Pizza McPuff Chicken Mexican Wrap
Crispy Chinese Chicken McGrill
Paneer Salsa Wrap Chicken McCurry Pan
22. 22
MISSION AND VALUES
McDonald's brand mission statement is:
“ To be our customers' favorite place and way to eat."
―Our worldwide operations are aligned around a global strategy called
the Plan to Win, which center on an exceptional customer experience –
People, Products, Place, Price and Promotion.‖
―We are committed to continuously improving our operations and
enhancing our customers' experience.‖
23. 23
MISSION AND VALUES
„We place the customer experience at the core of all we do‟
„We are committed to our people.‟
„We believe in the McDonald‟s System.‟
„We operate our business ethically.‟
„We give back to our communities.‟
„We grow our business profitably.‟
„We strive continually to improve.‟
24. 24
MOTIVATING EMPLOYEES
McDonald‘s believe that employees are the face of their brand and
differentiate them from the competition.
Their success requires that they develop and retain a diverse, engaged and
talented workforce.
That‘s why it focus on people programs and policies on three priority areas:
a) Respect & Inclusion - Create a diverse and inclusive culture where everyone
feels valued and respected.
b) Employee Value Proposition (EVP) - Enhancing commitment to drive high
levels of employee commitment.
c) Talent Management - Attract, develop and retain the most talented people
at all levels.
25. 25
TRAINING AND DEVELOPMENT
McDonald‘s provide training and development at all levels to help
employees refine their skills, grow in the current position or transition to a
new role in the company.
This is done through:
a) Training at Hamburger University
b) Leadership Development
c) Global Mobility
d) Internships
26. 26
BENEFITS AND COMPENSATION
McDonald's benefits and compensation program is designed to attract,
retain and engage talented people who will deliver strong performance
and help McDonald's achieve its business goals and objectives.
Benefits and compensation:
1. Medical 5. Sabbatical Program
2. Employee and dependent life insurance 6. Vacation
3. Incentive Pay 7. Profit Sharing
4. Recognition Programs 8. Dental
27.
28. Walt, after the Studio
had won 4 Academy
Awards
Walt Disney 1901-1966
44. Company Information
Google's innovative search technologies connect millions of
people around the world with information every day
Google have the fastest & most reliable search engine on the
web
Founded in 1998 by Stanford Ph.D. students Larry Page and
Sergey Brin
Google today is a top web property in all major global markets
advertising programs provide businesses of all sizes enhancing
the overall web experience for users
45. Mission
―To organize the world's information and make it universally
accessible and useful‖
Its mission is a bottom-up encapsulation of what
excites Googlers, it creates an arena where data
and people can be brought together in surprising
ways
46. Achieving the Mission
Google strongly believes that translation of their mission into real and
tangible would have a huge effect depending upon who decides to
join Google, how much engagement and creativity they bring to this
place, and even on how they feel and behave after
Google hires people that embody their company's values and feel
the same intense desire for unlimited amounts of information
This desire allows the company's employees to work towards
the same goals and Google tends to have a low turn over rate
47. ORGANIZATIONAL CULTURE
Google says ‗our
people are
our greatest asset‘
It believes that Nurturing people in
organization doesn‘t require
expensive perks or touchy-feely
gimmicks. It‘s about motivating,
engaging and listening – and it can
work for anybody
48. Transparency
Google share everything they can
They have a weekly meeting called as TGIF where
occurs in 2 phases:
discussion & Question & Answer session
Executive Chairman, presents to all Googlers virtually
the exact materials that were presented to our Board
of Directors at their last meeting.
Intranet includes product roadmaps, launch plans,
and employee snippets so that everyone can see
what everyone else is working on
49. TEAM ORIENTATION
The limited walls in the building help the employees
to feel like a group rather than an outsider in another
department
Meetings that would take hours elsewhere are
frequently little more than a conversation in line
for lunch and few walls separate those who write
code from those who write check
Flat‖ structure- high middle management
50. Multiple Channels of Expression
channels include
1. direct emails to any of their leaders
2. Google Universal Ticketing Systems
3. FixIts
4. Googlegeist survey
5. Google+ conversations
51. low formalization and service-
oriented
They are allowed the freedom to make decisions that benefit
Google users
Google encourages its employees to work and play together
so that a family bond is formed
Casual dress code
Free work schedule
52. Top 5 Perks at Google
Earlyaccess to products
Free Concierges Services
Incredible death benefits
Free Massages
Free cafes
Editor's Notes
Diversification Strategy In BrandingProduct development to renovate and build new attractions in order to attract an older target market.Market Development to build a new theme park which will be more accessible to the North East areaGrowth strategies : Expansion of the, both vertically and horizontally, into new markets by targeted segmentation.
To achieve their mission of providing maximum information from all round the globe Google strongly believes it’s the employees who will be the major contributorThis desire allows the company's employees to work towards the same goals and intensifies the bond that they share. Google tends to have a low turn over rate and receives over 1,300 applications a day
TransparencyWe share everything we can. We have a weekly all-hands meeting called TGIF, hosted by our founders, Larry and Sergey. In the first 30 minutes, we review news and product launches from the past week, demo upcoming products, and celebrate wins. But the second 30 minutes is the part that matters most: Q&A.Everything is up for question and debate, from the trivial (“Larry, now that you’re CEO will you start wearing a suit?” The answer was a definite ‘no’), to the ethical (“Is Google going in the right direction?”). A few weeks into every quarter, our Executive Chairman, Eric Schmidt, presents to all Googlers virtually the exact materials that were presented to our Board of Directors at their last meeting. Our intranet includes product roadmaps, launch plans, and employee snippets (weekly status reports), alongside employee and team OKRs (quarterly goals) so that everyone can see what everyone else is working on. We share everything, and trust Googlers to keep the information confidential.And if you think about it, if you’re an organization that says ‘our people are our greatest asset,’ you must default to open. It’s the only way to demonstrate to your employees that you believe they are trustworthy adults and have good judgment. And giving them more context about what is happening (and how, and why) will enable them to do their jobs more effectively and contribute in ways a top-down manager couldn’t anticipate.
This is the primary characteristics of Google’s Organizational cultureThis shows that everyone are pretty much on the same levelThe employees at Google are allowed just enough freedom in their jobs that they do not take it for granted and this keeps them on ethical ground Employees also have a sense of team instead of self so this encourages them to work together to achieve goals rather than compete against one anotherThere is an emphasis on team achievements and pride in individual accomplishments that contribute to the company's overall success
Believing in a greater good and knowing what’s going on are important, but people then need to be able to translate their beliefs and knowledge into action. We try to have as many channels for expression as we can, recognizing that different people – and different ideas – will percolate up in different ways. The channels include direct emails to any of our leaders; TGIF; various sites and listservs; Google+ conversations (of course); the Google Universal Ticketing Systems (‘GUTS’ – which is a way to file issues about anything, and is then reviewed for patterns or problems, similar to New York City’s 311 line); ‘FixIts’ (24-hour sprints where we drop everything and focus 100 percent of our energy on solving a specific problem); and a wide range of surveys.But just as important as generating input is doing something with it. We regularly survey employees about their managers, and then use that information to publicly recognize the best managers and enlist them as teachers and role models for the next year. The worst managers receive intense coaching and support, which helps 75 percent of them get better within a quarter."We spend more time working than we do on almost any other activity in our lives. People want all that time to mean something."Our largest survey, ‘Googlegeist,’ solicits feedback on hundreds of issues and then enlists volunteer employee teams across the entire company to solve the biggest problems. A new engineering-to-product management rotation program, and the across-the-board salary increases we provided at the beginning of the year, are just two recent examples of programs that have come out of Googlegeist.Some people will argue that giving employees so much information and such a loud voice leads to anarchy, or to a situation where, since everyone’s opinion is valued, unanimity is impossible, as anyone can object and derail an effort; an environment where 10,000 people can say ‘no’ but no one can say ‘yes.’ The reality is that every issue needs a decision maker. Managed properly, the result of these approaches is not some transcendent moment of unanimity. Rather, it is a robust, data-driven discussion that brings the best ideas to light, so that when a decision is made it leaves the dissenters with enough context to understand and respect the rationale for the decision, even if they disagree with the outcome.
They understand that "thinking outside of the box" is what they are known for so they go above and beyond what others would do to satisfy a customer need while maintaining company valuesRelaxed Team based atmosphere inside the organizationGoogle spends millions of dollars offering employees on-site laundry services, hair stylists, saunas, free car washes
