Roll No.

Name PRN
A-53 Sabanpreet Mann 20020441228
A-56 Shagun Maini 20020441242

Britannia India: Culture

1.) RESPECTi)NG, Do the Right Thing:
Introduction:
Britannia Industries is one of India’s leading food companies with a 100-year legacy and a
brand which many generations of Indians have grown up with and is cherished and loved
worldwide. Brand Britannia is listed amongst the most trusted, valuable, and popular brands in
various surveys conducted by prestigious organizations.

Foundation:
The company was born in 1892 in Kolkata. Between 1998 and 2001, the company's sales grew
at a compound annual rate of 16% against the market, and operating profits reached 18%. The
company is now a part of Wadia Group and has a 38% market share.

Philosophy:
The Employer Brand of Britannia is “MAKE Ti)NGS HAPPEN”, with the intent of bringing
alive the new corporate brand “Exciting Goodness” into the lives of Britannians because it is
the Britannians who have been making things happen through the 100-year journey. The
corporate values of Britannia are:

1.) INVITi)NG, Come home to Britannia:

The work environment exudes warm professionalism and is accepting of diverse ideas
and thoughts while empowering employees as owners.
2.) CREATi)NG, Build enriching careers:
Britannians have always prided themselves on the quality of work and exposure that
one gets at an early stage.
3.) IGNITi)NG, Fuel the Hunger:
Employees are encouraged to do more with less and strive for excellence in their jobs.
4.) RESPECTi)NG, Do the Right Thing:
Britannia is also a socially responsible organization with a strong sustainability
agenda towards the environment.
Challenges Britannia faces in its work culture:
1. Hectic schedules and high targets
2. Low work-life balance
3. Lack of support from top management

Principles on the basis of which solutions can be sought for the challenges stated above:
 • Adopt Open Communication
The problems that seem to be plaguing the organization are the hectic work schedules
and high targets, low work-life balance, and lack of support from the top management
of the organization. The principle of adopting an open communication between the
management and the employees can help the management understand the grievances of
the employees better and the employees can know the reasons for the decisions of the
management, thus by introducing transparency, these challenges can be overcome.
• Encourage More Flexibility
There needs to be flexibility both on the part of the management and the employees to
cater for each other’s needs and demands. An organization can only function properly
if both the parties involved help each other and are flexible in their bearings.

To overcome the above challenges the following steps can be taken:

1.) Hectic schedules:
• The number of employees can be increased.
• More number of shifts can be introduced
• Effective team management and team-building exercises should be
inculcated
• Targets should be made more realistic, should be such that the
employees don’t feel too pressured just enough to ensure work is done.

2.) Low work-life balance:

• There should be compulsory fixed working hours
• Vacations should be organized for employees and their families. This
can also help in team building.

3.) Lack of support from top management:

• To garner the support of the management, the HR department should
intervene and make sure that the voices of the employees are heard.
• The HR department should work as two-way communication between
the management and the employees. They should make sure that the
expectations of the management are effectively communicated to the
employees.