Manchester United, brand of hope and

glory
BY-
Ayesha Ali(09BS0000505)
Chetan Arora(09BS0000606)
Bhuvanesh Jani(09BS0000566)
Bikramjit Das Gupta(09BS0000570)
HISTORY OF MANCHESTER UNITED
 1878 : Manchester United was formed
 1902 : The club changed its name
 1905 : Adopted the name Manchester United
 1958 : Munich Air Disaster 

 1968 : Won the European Cup:

 1991: Name on the stock exchange

 2003: Manchester United was stated as the largest club

 Corporate Governance Business Ethics
Who should the organisation Which purposes should be
serve? prioritised?
How should purposes be
determined?
Why?

Organisational purposes
Mission
Objectives

Stakeholders Cultural context

Whom does the organisation serve? Which purposes are prioritised?
Why?
 Ethical Stances- Manchester United

1 2
Short-term Longer-
shareholder Term
interest shareholder
interest
Ethical
Stances
3
Multiple Extent to which an 4
stakeholder organisation will exceed Shaper of
obligation its minimum obligations Society
to stakeholders and
society
 CORPORATE GOVERNANCE
Corporate governance describes whom the organization
is there to serve and how the purposes and priorities of
the organization should be decided.
This concerns how an organization should function and
the distribution of powers among the stakeholders.
The Chain of Corporate Governance:
DISADVANTAGE OF CHAIN
MODEL:
Principal Agent issue: The principal–agent problem
arises when a principal compensates an agent for
performing certain acts that are useful to the principal
and costly to the agent, and where there are elements
of the performance that are costly to observe.
Corporate Governance IN Manchester United:
Type of ownership in past and in present
Long term industrial strategy
Role of government bodies
Relationship with the clients and customers
 Types of stakeholders
Stakeholders from Market which includes suppliers,
distributors and shareholders etc.
Stakeholders from political environment such as
regulatory authority.
Stakeholders in the technology environment such as
key adopters, standard agencies, owners of competitive
agencies.
 Stakeholder Mapping
Actual levels of interest and power of stakeholders.
Key blockers and facilitators of a strategy.
Maintaining level of interest or power of some key
stakeholders, explained with the help of a matrix.
 LEVEL OF INTEREST
Low High

A B
Low
Minimal Keep
effort informed
POWER
C D
High Keep Key
satisfied players
 Values

Beliefs

Behaviors

Paradigm Taken-for-
granted assumptions
Organizational Culture
Values may be easy to identify in an organization, and
are often written down as statements about the
organization’s mission, objectives or strategies.
Beliefs are more specific, but again they are issues
which people in the organization can surface and talk
about.
Contd..
Behaviors are the day-to-day way in which an
organization operates and can be seen by people both
inside and outside the organization.
Taken-for-granted assumptions are the core of an
organization’s culture.
These aspects people of organizational life people find
difficult to identify and explain.