Case study on Gujarat Ambuja- Redefining operational efficiency(GACL)

Presented by:
•Vijay Verma
Flow of presentation
 
 
•      Introduction about GACL- Gujarat Ambuja
Gujarat Ambuja- GACL
 Gujarat Ambuja Cement Limited (GACL) is one of the major players in the cement industry of India today.
 The group’s principal activity is to manufacture and market cement and clinker for both domestic and export markets.
 It is ranked as one of the best well managed companies in India.
 Its continuous drive for efficiency and quality has taken GACL to the successful position in the country.
 This case study analysis report is striving to highlight especially the management strategies followed by GACL which
within 10 years has brought company to the top position.
 This will also put some light on the market conditions existing in the country, what others market players have missed.
 In first section, an attempt is made to chart the history of company. All major incidents in the growth track are studied.
 Secondly, the company present’s status, its position in the market, recognitions are focused. In second section, analysis on
strategies is being done.
 An honest attempt is made to perform a SWOT analysis and discuss the nature of company’s corporate level strategy.
 In third and fourth section a discussion on the various factors that made company successful by cutting cost and finding
different alternatives.
 CROSS CULTURE
Cross culture is a concept that recognizes the differences among business people /
employees of different nations, backgrounds. and ethnicities, and the importance of
bridging them. With globalization, cross culture education has become critically
important to businesses.
 CROSS CULTURAL TRAINING
Cross-cultural training was defined as a procedure or practice used to increase an
individual's ability to cope with cross-cultures and perform well in a new cultural
environment. Cross-cultural training contributes in increasing ability of employees to
understand culture of others, values and ethos of another culture.
Benefits Of Cross Culture Training

Raisin Bridg
g
ing
Develop
Confid
ence Gaps Careers

Build
ing
Trust

Nurturi
ng Encouraging
Listeni Common
ng
Skills Ground
 TYPES OF CROSS CULTURAL TRAINING-

Environme
ntal
Briefing

Cultural Cultural
Orientatio Assimilato
n rs

Field
Experience

Language Sensitivit
Training y Training
Why cultural difference is vital in business?
 Truly connected to customer
 Cultural stories
 Decision making
 Communication
 Diverse cultural perspectives can inspire creativity and drive
innovation.
 Local market knowledge and insight makes business more
competitive and profitable.
Factors affecting the effectiveness cross cultural training- Education

 Structure
 Continuity
 Quality
 Consistency
 Properly Justified
 Suitable for target groups and easy to measure.
Challenges in implementing cultural differences.
 Colleagues from different cultures may be less likely to let their voices be
heard.
 Professional communication can be misinterpreted or difficult to understand
across languages and cultures.
 Navigating visa requirements, employments laws, and the cost of
accommodating workplace requirements can be difficult.
 Different understandings of professional etiquette.
 Conflicting working styles across teams.
 ORGANIZATIONAL CULTURE

Organizational Culture can be defined as shared values, beliefs and customs

of an organizations. These values and beliefs defines an organizations.
Organizational Culture is perception of various parties about organizations.
7 reasons why organizational culture is important

• It defines your company’s internal and external identity

• Organizational culture is about living your company’s core values
• Your culture can transform employees into advocates (or critics)
• A strong organizational culture helps you keep your best people
• A well-functioning culture assists with onboarding
• Your culture transforms your company into a team
• Culture impacts performance and employee wellbeing
 Cultural styles adopted in different continent and region

GRAPH
OF
SHOWING
DIFFERENT
ORGANIZA
CONTINEN
TIONAL
TS
CULTURAL
How corporate cultures differ around the world- 8 Styles
of company culture.
WORKING BENEFITS GLOBAL MILLENNIAL VALUE MOST

Please note - Anyone born between 1981 and 1996 is considered a millennial, which means any
worker between 22- and 37-years old is as of 2018 is considered a millennial employee
Employee survey taken @ PVR from our employees-
(Disclaimer- Survey results will surely differ when taken on large scale)
Based on Survey responses taken from 50 site employees.

Employee
cultural sur-
vey
10% 8%
5% 10%
10%
This shows the main area of focus is 2% 30%
enjoyment, caring, safety and results in
order to make friendly work Caring Purpose Learning
environment. Enjoyment Results Authority
Safety
Average working hours per week globally in different countries-
Around the world, workweeks can range from under 40 hours to close to 50 hours.
Data collected by Organization for Economic Co-Operation and Development (OECD).

Countries Name Average working

hours per week
Denmark (least) 37.2 hours per week
Germany 39.5 hours per week
United states 41.5 hours per week
United Kingdom 41.8 hours per week
Brazil 42.5 hours per week
South Africa 45 hours per week
Turkey 48.4 hours per week
Mexico 48.5 hours per week
Colombia 49.8 hours per week
India (Most) 54 hours per week
How does leadership meets success?

Success does not mean we have no problems,

Success means we have better problems.
Ways to create a global work culture that brings out best in employees.

 Unblock communication
 Become responsive
 Aim Higher
 Flexible work-life balance.
 Show appreciation, share, reward and be available- be
online.
All of these leads to “trust collaboration” which the most important any cultural environment.
Guidelines of work culture to be followed globally

 Learn from generalizations about other cultures.

 Practice, practice, practice.
 Don't assume that there is one right way (yours!) to communicate.
 Don't assume that breakdowns in communication occur because other people are on
the wrong track. 
 Listen actively and empathetically.
 Respect others' choices.
 Stop, suspend judgment.
 Be prepared for a discussion of the past.
 Awareness of current power imbalances.
Headlines and Cultural stories of few companies operating Globally
who are known for their best work culture style-
 Cinépolis is a Mexican movie theater chain. Its name means City of Cinema and its slogan is La
Capital del Cine (English: the Capital of Cinema).
 Cinépolis is the biggest Cineplex chain in Mexico with 427 theaters in 97 cities. It is also the
largest chain in Latin America and the fourth largest in the world, with over 624 theaters, 5,000
screens and over 27,177 employees throughout Mexico, Guatemala, Honduras, El
Salvador, England, Costa,
Rica, Panama, Chile, Colombia, Brazil, Peru, Spain, India, Indonesia, Oman, Bahrain,  Saudi

Arabia and the United States .

 Founded - 1947; 73 years ago (as Cine Morelos)
 Founder- Enrique Ramírez Villalón
 Headquarters- Morelia, Michoacán, Mexico.
Cultural ratings given by employees to 4th topmost movie theatre chain in the
world- Cinepolis.
Cultural or work benefit offered/managed globally by Cinépolis in different countries-
Below are two different countries examples-

Cultural or work benefit offered in India Cultural or work benefit offered in Mexico
Disability Insurance/vision insurance(but include major medical Disability insurance/vision insurance-
expenses related) -
Dental Insurance- Dental Insurance-

Performance Bonus- Performance Bonus-

Child care facilities/ extended maternity leaves- Child care subsidies/extended maternity leaves-

Reduced working hours/Remote work- Flexible schedules/Remote work-

Bereavement leave/ prime vacation( but trips included)- Bereavement leave/ Prime vacation-

Employee free movie tickets upto 3 / food coupons - Employee free movie tickets upto 3 -

Apprenticeship program- Apprenticeship program( Diversity program included)-

Pet at work, relaxation spaces, student scholarship, gym Pet at work, relaxation spaces, student scholarship, gym
membership discounts, free snacks and lunch- membership discounts, free snacks and lunch-
 Comparison of working culture on basis of employee ratings, salaries,
reviews- (Quora & Glassdoor data mix)-

Career opportunities with 3.6 Career opportunities with 3.4

Compensation & Benefits 3.4 Compensation & Benefits 3.3

Work-life balance 3.4 Work-life balance 3.4

Culture & Values 3.6 Culture & Values 3.8

Disclaimer-Ratings and reviews given in case of PVR is extensively based on India’s work culture (as PVR has just expanded its roots in
Sri Lanka or maybe Dubai in near future), while in case of Cinépolis its based on reviews of 17 countries globally. There is a chance that
the reviews can go bias as Cinépolis has bigger market shares if compared to PVR but considering that there is no imbalance in the
review mentioned. Career opportunities are better when compared, even compensation has upper hand. As per reviews, we lack in
Cultural values which needs our main focus.
 Global working culture handled by 3rd topmost
Movie theatre chain- Cinemark

 Cinemark USA, Inc. (stylized as Cinemark) is an American movie theater chain owned by Cinemark

Holdings, Inc. operating throughout the Americas and in Taiwan. It is headquartered in Plano, Texas. It is
the largest movie theatre chain in Brazil, with a 30 percent market share. It was started by Lee Roy Mitchell.
Cultural values at Cinemark-
 Limited working hours
 Apprenticeship program/ Diversity program
 Free movie tickets (If you show your employee Id anytime)
 Prime vacation
 Food coupons, free / Discount on or concession or snacks bar, dining area, Extra fun activities and game,
Longer breaks.
 Non bias promotions
 Overtime compensation
 Pet insurance, child tuition fee reimbursement, parental leaves, paid time off, wellness program, retention
bonus, flexible schedules, bereavement leaves.
Reviews and ratings given by employees- Cinemark
(collected from Glassdoor & Indeed)
 DIFFERENCE IN WORK CULTURE
INDIAN WORK WESTERN WORK
CULTURE CULTURE
• Employees are generally get late
to work.
• In India employees generally get
friendly in no time, there is a lack
of professionalism.
• The break routine here is
generally more and even
employees consume more time
during breaks.
• India is now catching up with this
factor, It makes the work
environment relaxed and
productive.
• In India, we follow hierarchy with
all our hearts.
• Employees here generally consider
time as most important factor.
• Here employees maintain
professional relationship at work.
• The break routine here is less
employees generally have there
beverages on their desk while
working.
• Maintaining a positive environment
and mental health is the biggest
factor that increases productivity.
• Hierarchy in western countries do
not follow authority as such.
UNIQUE HABITS AND WORK STYLES IN DIFFERENT COUNTRIES

 The Israeli workweek

 Logging of in France
 Meeting start Times in India
 Collective Fitness in Japan / Mid Work Napping
 Swedish coffee Breaks Are Serious Business
 Supporting Icelandic Parents
 Rules of Thumb in Nigeria
 Un Beso in Argentina
 Finding Balance in Taiwan
 Prayer Time Trumps Meeting Time in UAE
THANK YOU