MIRAJ GROUP
MIRAJ Group laid its foundation in the year 1987. It initially started with the tobacco business but today it has marked its presence in various sectors. Miraj Group has established itself as a business empire with a consolidation of diverse segments ranging from Beauty Care, Safety Matches, Stationary to Plastics, Pipes & Fittings to Hospitality sector, Engineering Division, Perfumery Division, Tea sector, Music Industry and Film Making division. The turnover of the Miraj Group has reached billions and it is still on the path of vertical growth.
This journey of diversification started in the new millennium i.e. in 2001, where the foresightedness of the visionary founder decided to take the organization to greater heights. True
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The company as a whole also stands as an organization that shows the true colors of their values and cultures. Some core values of Miraj Group are Integrity, Inclusion, Openness and trust. The company believes that all its employees are equal and everyone in the company is important. The company believes that the relationship within the company must be built by trust so that everyone in the organization believes in one another. The company expects all its employees to have integrity in who they are and what they do because they are the ones who represent the company to the outside world. The company believes that everyone in the organization has the right to voice their opinion and is free to contribute so that everyone feels himself or herself wanted by the company. The company believes that all this will together help them in attaining their …show more content…
In 2001, it entered the stationary business with Miraj Multicolor. Then in 2003 came Aacharan Enterprises, which marked their entry in the FMCG sector. This was followed by Gajanan Hotel in 2004, which was their food and entertainment business. The journey did not stop there. In 2005, they entered three different markets at the same time with Miraj Pipes and fittings, Miraj developers and Miraj Entertainment. In addition, today, Miraj is an INR 500 crore group.
Activity and Resource Profile
1. Mr. Nadan Paliwal
Chairman and MD
Keen personal interest in developing leaders and teams and invests significant time as faculty in Miraj 's leadership development programs.
2. Prakash Chandra Purohit
Managing Director
He has been instrumental in building and scaling many of Miraj 's businesses successfully. He has a track record for customer centricity, passion for excellence and rigor in execution.
3. Nitin Ameja
Assistant Manager BTL
ATL and BTL Duties of Miraj Pipes & Fittings/Aacharan Enterprises Pvt. Ltd. (FMCG Unit of Miraj Group) and Miraj Business Development
Managing PR Services
BTL Activations
CSR Branding and PR Activity of Miraj Group
4. Suresh Sahu
Corporate HR
Talent Management
Organization
Each of their staff adheres to their core values including love, patience, hope, dignity, service, quality, compassion, and
(Hill, C.V.L, & Jones, G.R., 2014) Question #2 Based on our reading material for this week the three most common values a manager should set up in their organization are; 1) Values that promote a certain bias for action 2) Values are created from an organization's mission statement 3) Values themselves is the how to an organization is going to perform it's daily operation (Hill, C.V.L, & Jones, G.R., 2014) In
My appointment to General McLane’s LINK Crew is an amazing opportunity to gain leadership training and utilize it within my local community. LINK Crew is a faculty-appointed organization that utilizes forty driven juniors and seniors to help transfer students and incoming freshman become orientated to the high school culture and rules. Leaders act as student mentors for new kids by helping them find their classes, teaching them small life-lessons, and introducing them to faculty, teachers, and other new students. Each year, we go through over fifteen hours of training regarding leadership, public speaking, and communication skills in order to present to new students several times a year. We also act as leaders within sports, academic, extracurricular,
Department of Homeland Security Area Commander, Acting District Commander, Federal Police Officer/Inspector, Department of Defense Police Officer/ Sergeant. EXPERIENCE: March 2004 to Present; Department of Homeland Security GS-0080-13, Salary, $108,057.00 Area Commander, 2320 LA Branch, Suite #2106 Houston, Texas 77004. In the performance of my duties as Area Commander, I currently supervise a cadre of Law Enforcement Officers, administrative staff and manage the contracted Protective Security Officer (PSO) program.
Today it has begun to become a business to help and guide people to the top of the
However, it appears that this value misaligns because the employees feel that the company discourages remote work which would allow the workers to exercise some independence over how they manage their time and location. 4. Respect is a core value that aligns with the company’s values. The company mentions in their ethics statement that they want to treat their employees right. This shows that Alliah’s leadership wants to respect its
Organisational values can be described as a “belief that a specific mode of conduct is preferable to an opposite or contrary mode of conduct” (Rokeach, 1973). Some organisations describe them as their ‘guiding beacons’ whilst others describe them as part of their philosophy. As Diageo explains ‘Our values are not just words on a page – they are in our DNA. They underpin everything we do and are reflected in the day-to-day behaviour of the company.’ –
Thoreau then answers "It is really enough said that an organization has no still, small voice; however a company of inner voice men is a partnership with a heart" (Thoreau 669). Utilizing this strategy
When employees see they are valuable to the company and they are secure it gives them confidence and in return they give their loyalty to the
Strategic Leadership Program Upon completing the leadership training course provided, active listeners gain vital leadership skills and capabilities, necessary for enabling the organization, self, and others to advance into higher levels of efficiency and effectiveness. Ultimately, our leadership program seeks to positively enhance pertinent performance and sustainability related variables present at the individual, group, and organizational level. The following leadership program paints a picture of what the idealistic company specialized in offering sound financial and insurance related solutions looks like from an outsider’s perspective.
They have two restaurant and executive lounge in their hotel chain. The hotel offer donations for National Kidney Fund. Through economic factor, business examines the economic issues that are bound to have an impact on the company. They use their advertising for newspaper with target of Malay people. This hotel targets Chinese, Myanmar and Indian people.
Therefore, he may consider standing up for his own rights and for this reason; he may avoid pressure and resistance of his fellow employees. The management in the organisation handles such situations with ease and permits every member of groups to reflect their opinions through the feedback and during discussions or meetings (Daft & Marcic, 2006; Ndungu,
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Culture and Values: The enduring core values are: a. Put people first : Take care of the associates and they will take care of the customers b. Pursue excellence: Take pride in the details- everyday, in every destination worldwide c. Embrace change: Innovation has always been a part of the Marriott
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