Case study on Organizational culture.

Organizational change & development

Organizational culture
Definition :John Newstrom and Keith Davis define Organizational Culture as the set of assumptions, beliefs, values and norms that are shared by an organizations members.
Meaning:Every organization is a unique one. Even organizations that are involved in the same activity products or services are different from each other. Organizational culture makes an organization so special and different from the others.

Details of suzlon company

Key Historical Facts Year of Formation :10-Apr-1995 Chief Promoter of the Company :Mr. Tulsi R. Tanti Prior Business :Textiles Corporate Facts Core Business Area :Wind Turbine Manufacturing & Turkey wind power solutions provider Corporate Headquarters :One Earth Campus, Pune ( Maharashtra ) - India Registered Office :Ahmedabad ( Gujarat ) - India Core Values: Creativity, Adding Value, Committed Integrity Total Employees :over 13000

Manufacturing and R&D Process

Number of Production Facilities: 30 Location of Global Production Facilities: India, Germany, Portugal, US Key Components Manufactured: Generator, Rotor Blades, Control Systems, Towers, Nacelle Assy, Hub Castings, Transformers

MISSION AND VISION

MissionThe companys mission of quality is to maintain a satisfied customer base, qualitative supplier base and a highly motivated workforce by delivering quality products and services. In order to achieve the mission, they commit to : Institutionalize customer focus with timely delivery, quality and product performance Establish a profitable, end-to-end wind power solutions To be the 'company of choice' for staqualitative supplier base having strong focus on quality systems, products and continual improvement Pursue total quality in every aspect of organization Vision:To be the technology leader in the wind sector To be in the top three wind companies in all the key markets of the world To be the global leader in providing keholders

Characteristics of organizational culture

INNOVATION STABILITY PEOPLE ORIENTATION RESULT ORIENTATION EASY GOINGNESS

Culture of suzlon company

The work culture at Suzlon hinges on the three pillars of corporate. Values , brand core and philosophy of global assimilation. Agilility , creativity , adding value, commitment and integrity are the base values of suzlon work culture. Inducing people into Suzlons brand core of sustainable development a process that involves these values and blending the best qualities of the individual with those of the organization.

How suzlon company maintain organizational culture

1.SELECTION PRACTICES 2.ACTIONS OF TOP MANAGEMENT 3.SOCIALIZATION : i. PREARRIVAL STAGE ii. ENCOUNTER STAGE iii.METAMORPHOSIS STAGE

How suzlon company TRANSMIT organizational culture

1. STORIES
2. SYMBOLS 3. CEREMONIES AND RITUALS 4. STATEMENT OF PRINCIPLE

organizational change
DEFINITION:Greenberg and Baron describes organizational change as planned or unplanned transformations in an organizations structure, technology, and/or people.

MEANING:A wide variety of forces such as the economy, competition, new technology, organizational restructuring, natural disasters, takeovers, mergers bring about dramatic changes in the organization.

Characteristics of organizational change

The whole organization is affected. Disequilibrium Change requires adjustment Cost and Benefits

Reasons for changes in suzlon: Outside Regulation which govern organization Monetory restrictions on agency functions Self- interest on part of admiistrator. Changes in client system needs Changes in suzlon: Improvement in efficiency and productivity. Increases the customer return on investment. Change in technology Changes in market system.

Resistance for change in suzlon: Nature of change Method of change No benefit of change

Organizational development
DEFINITION:Newstrom & Davis defines organizational development as systematic application of behavioral science knowledge at various leves (group, intergroup & total organization) to bring about planned change

Development of suzlon
2002-2003 Suzlon energy ltd is commissioned for its wind turbine in USA. 2003-2004 Suzlon energy ltd crosses 600 MW installation mark 2004-2005 Suzlon energy ltd crosses n1GW(1000MW) installations mark 2005-2006 Suzlon energy ltd is commissioned its Turbine generator in China 2006-2007 Mr. Tulsi R. Tani wins 8th earnst & young Entrepreneur of the year. Suzlon energy ltd wins Best Manufacturer of year & Best company in corporate social responsibility. 2007-2008 Suzlon energy ltd secures its maiden QIP( Qualified Institutional placement) 2008-2009 Suzlon energy ltd crosses 3 GW( 3000MW) of domestic installation in India. 2009-2010 Suzlon becomes first renewable energy company 2011-2012 Suzlon group installations crosses 19GW(19000MW)

Process of development in suzlon:1. Diagnosis 2. Data Collection 3. Data feedback and confrontation 4. Action planning and problem solving 5. Use of intervention strategies 6. Evaluation and Follow-up

AWARDS won by suzlon

2001 2002: 1.The Institute of Economic Studies 2005 2006: 1.Govt. of Karnataka Award 2.The Foundation of Indian Industry and Economists Lifetime Award 3.The Solar Energy Society of India Awards 2008 2009: 1.Operational Excellence 2.National Operations

Effects of change and development

1.Market positioning 2.Product portfolio 3.Low cost manufacturing 4.Consolidation 5.Performance By the end of 2011-12, Suzlon: Approaching 20,000 MW of installations across the world Ranked 5th leading wind power equipment* manufacturer Earne a global market share of 7.6%* Suzlon in India has a cumulative installed base of over 7300 MW across 8 states, acquired over 42% (as of 31 March 2011) cumulative market share and is the market leader for the last 14 consecutive years.

1. Pooja premjithlal 10. Nikita cahubal 24. Humera khan 27. Neelam koli 31. Namrata more 32. Anuya Mukne 35. Shradha pandey