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Slide 6
1. Information style: Change from a restrictive style of decision making
to a participative style supported by better communication through a decentralized structure.

2. Control system: Change from a system of monthly performance reports to a more resultoriented review and control management which updated operating results of each line of business.

3. Appraisal system: Change from a traditional appraisal to a performance-based appraisal

system aimed at creating an atmosphere which supported professionalism.

4. Motivation system: Change to a informal and accommodating style of management

restrictive, traditional style, compensation packages for managers based on assigned job values system and not designation. Beyond certain rank, there was only a minimum for a salary grade and no maximum. There was no fixed increment.

5. Development system: For senior managers, a planned system of deputation from

corporate planning to line function existed. External recruitment was done if positions could not be filled through promotions from within.

6. Planning system: Change from the entrepreneurial style of planning and decisionmaking to a participative mode. The planning function is performed by a corporate executive committee comprising the Group Chairman, all structure such as horizontal organization and delaminated matrices type of structures.

Slide 7
developing the people. He focuses on identifying the key potential of his employees and tries to enhance those potential which helps in bringing out the best traits of the employees Create a people environment where they truly can be all they can be. This will help in developing and enhancing the potential of the employees. participative type of leadership in which the leaders of his companies focuses on sharing the problem with subordinates as a group, and together, they generate and evaluate alternatives and attempt to reach consensus on a solution.

Slide 8
He follows humanistic approach towards its employees whereas the other companies are more focused on scientific approach. He follows the needs hierarchy, that is people are motivated to first satisfy physiological needs, then safety, social, and esteem needs, and finally self-actualization needs. The company helps in satisfying the needs of the employees so that they are motivated.

Slide10
AGGRESSIVE
Vijay is an aggressive businessman. He is expanding his business empire by moving into newer areas as well as strengthening existing businesses. He is now aggressively looking at international markets to add to his dominance in the local markets.

LONGTERM
Vijay controls all his companies through his holding company where he has a major stake and is looking to generate value for the long term.

GO-GETTER
Vijay is a go getter. He is quick to spot opportunities and always makes the most out of them. He is not afraid to take the unconventional route to achieve his goals. Uses his well established brands and contacts to further his business interests, no matter where his target is in the world.

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