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m   

Ȉ Sameer Verma
Ȉ Ravi Kumar
Ȉ Gaurav Negi
Ȉ Nishant Girdhar
Ȉ Aviral Chauhan
m
 
áM     
  M   

á   M 

á M    


 
 

á   


 

   
V 
’ Constant innovation in design and product
development
’ Superior customer service
’ Excellence in operational and commercial execution
’ Entrepreneurial spirit and passion to win
’ Teamwork in international environment
’ Trust and respect for our employees
’ Adding value to the community
’ Delivering on our commitment to shareholders
m
 
 
’ mata faced labour problems from the start as m 
enjoyed a very powerful position.
’ Sales level rose considerably but the profit level
declined. High-cost structure was an obstacle.
’ mSO restructured the entire board and sent in a team
headed by william keith weston
’ Cost cutting measures were taken-
Employee reduction,Low bonus,Double cateen
rates,sack all cashiers in outlets with annual sales of
less than rs 5 million (loss of 690 jobs) ,use of conract
labours
’ Êithdrawl of management subsidies,canteen facilities,
township maintenance
’ Near complete withdrawal of electricity and healthcare
schemes.
’ mmu submitted Ǯcharter of demandsǯ to the
management.
 
 
’ Mn 1996, a Chief Êelfare Officer was brutally assaulted
by 3 executive members of m .
’ Mn 1998 Êeston too was assaulted by 4 union leaders at
matanagar factory.
’ Strikes were commonplace
’ Production was getting hampered
’ A lockdown was declared at bata peenya factory in
banglore
’ The company production of hawai chappals at
batanagar unit came down by 58%
’ Êeston resigned on jan 2000
’ mata considered shutting down plants and shifting
production to China and South Mndia
’ Thomas G. mata, the founderǯs grandson becomes the
groupǯs chairman. A new international structure is
implemented around 4 meaningful business units
( ms) to give more focus to the business and gain
synergies within each region, especially in sourcing
and product development..
     
’ Current legislation states that a company employing
over 100 workers have to file an application with the
government before laying off or closing
’ There are almost ten major central union organisations
of workers based on different political ideologies.
Almost every union is affiliated to one of these. These
central organisations have state branches, committees,
and councils from where its organisation works down
to the local level.
’ ost unions are politically affiliated
’ nions are strong and are well capable of obstruction


  
  
’ Reinstatement of laid off personals
’ angers should not be too strict about sales and
production targets.
’ ore participation of employees in the company
’ Job security
’ Timely and good remuneration.
’ Old contract employees be made permanent
ASLOÊǯS NEED HMERARCHY
5.SELF-ACTALM ATMON
NEEDS

4.EGO
NEEDS

3.SOCMAL
NEEDS

2.SAFETY
NEEDS
1.PHYSMOLOGMCAL
NEEDS
Mf u were Êeston what policies would you incorporate
to ensure that m  was satisfied???
Êhat HR policies would you adopt keeping unions in
mind??
6  ’