Business Goals and Structure of Infosys

Business Goals and Structure of Infosys Infosys is a global IT services company, its bases located in Pune, India, which provides a wide range of IT related services ranging from consulting, design, development, software reengineering, maintenance, systems integration, package evaluation, and implementation to infrastructure management. Prior to Infosys, Indias IT, software industries consisted of providing end-to-end business solutions at overseas locations. Infosys found that it would be more cost efficient if it has access to local talent, for there is actually a significantly well-educated population of human resources in India. The companys main positioning is to capitalize on the premise of globalization. In the words of Narayana Murthy, the founder of Infosys, the goal of Infosys is sourcing capital from where it is cheapest, producing where it is most cost-effective, and selling where it is most profitable, all without being constrained by national boundaries. When Infosys was first established in 1981 in India, by N.R. Narayana Murthy, and six other entrepreneurs, it began as a small-size firm, with just one employee. Infosys went public in 1993, and until then, it showed fairly modest growth. By late 1990s however, its revenues had increased from $2 million to $121 million, and its share price skyrocketed from 95 INR to 8,100 INR per share. Currently, Infosys is one of the largest IT companies in India, with over 130,000 employees. It has offices in 33 different countries and has development centers in India, China, Australia, UK, Canada, and Japan. Since 2000, for three consecutive years, Infosys was rated best employer to work for by Hewitt Associates, and was the only Indian company to win the Global MAKE award for three consecutive years. It has also been seeing a steady increase in applicants over the years. II. Unique organizational structure evolution of Infosys Due to the increasing acceptance and growth of global sourcing, the business executives and IT executives of Infosys see the need for effective change management to adjust to the changes in business environment. In case of Infosys, the organizational evolution involves setting the framework for work, coordinating and controlling what is to be done, and setting a common set of values for workers around the world. The organizational management of Infosys is a highly people-centric process. It begins with recruitment, training of new employees, and finally, the organizational management of hired employees. Infosys has very high criteria in recruiting its workers. The criteria seek for learnability, the ability for employees to quickly and flexibly take in what they are taught during the employee training stage. Infosys invests a significant portion of company revenue to the training of new employees. During the training program, newly hired workers are heavily trained in order to build skills in specific fields, such as analytical-thinking, problem-solving, principles of operating and database-management systems, networking, customer facing, and negotiation. This is to foster a large pool of workers who are capable of successfully dealing with international clients who have different values, backgrounds, and expectations. It moves on to set a common set of values for employees all around the globe. This set of values is referred to as C-life, which includes five core values of customer delight, leadership by example, integrity and transparency, fairness, and pursuit of excellence. Finally, in the overall organizational management of the company, focused on the hired employees, Infosys focuses on dealing with the complexities and uncertainties that exist in the versatile nature of strategic global sourcing. There are bound to be doubts and uncertainties that may be raised among employees, regarding their involvement in companys decision making process and the fear of being cut off after the completion of a transition, due to the traditional centralized structure of Infosys as an Indian company. In order to address these problems, Infosys has brought upon several changes in organizational management. First, to establish a change team that is supported by senior executives and consists of representatives from each of the key areas influenced by the change, to reach out to the employees and ensure that their concerns are heard and addressed, develop and implement risk mitigation strategies in case of employee retention, and developing a system of communication tha t can be successfully delivered across the organization. In short, Infosys emphasizes communication within the company in its evolutionary organizational structure, in order to tend to the problems that may rise due to the constantly changing nature of the related business environment. III. Challenges faced by Infosys It is evidently true that Infosys has made quiet a success regarding the fact that they started out as a small company. Starting from India, Infosys has successfully entered the global market too. However, the people of Infosys acknowledge the fact that the fast moving and developing society does not guarantee a sure success throughout the future. Until now, Infosys successfully reached some point of their goals on the people side and the business side as well. Children who grew in poor education conditions of India joined Infosys and earned pride, accomplishment and great potential. And Infosys was even hired to design part of the intricate wing structure of the superjumbo A380 aircraft as a result of their works to integrate low-cost, high-quality software development services with its competency of managing large scale projects in distributed locations. This success also brought along challenges for Infosys. The first challenge is to become proactive problem-definers rather than be reactive problem-solvers. Infosys now focuses on trying to solve the problems customers complain about. However, it has to transform its behavior to be more active and responding to customers. Infosys should be able to predict the problems and come up with specific actions to solve them before the customers complain. Infosyss aim is to provide solutions leveraging IT. In order to do this, it needs to plan technology solutions and act on implanting them. The second challenge is to become more and more multicultural. Even though Infosys has made some success in entering the global market and expanding its business boundaries across the world, it still needs to clear the remaining cultural barriers. Without doubt, Infosys has made some efforts. It rotates selected managers from various countries through their Infosys Leadership Institute. Also, when there is a large deal, people from different parts of the world contribute to prepare, defend, and to execute numerous proposals. However, this cannot be sufficient for a company to sustainably grow in the global market. Infosys faces some problems in transferring employees from one region to another, for instance, from the United States to India. Exchange and transformations of employees from various regions is crucial for international companies which shows that Infosys still needs to be more multicultural. Finally, the last challenge of Infosys is to continue to retain the soul of a small organization in the body of a large organization. Infosys initially started as an organization of seven people; Murthy and his six friends with a 250 dollar capital in 1981. Now, it consults more than 200 companies world-wide with a revenue of 6.04 billion dollars. It could be described as a dramatic development in 30 years. Inevitably, many procedures and organizational structures would have faced large modifications along with the development of the company. Now Infosys faces the challenge of balancing the organization procedures as well as becoming an integrated multicultural organization. There exists not one company which does not face challenges. Although Infosys faces multiple problems throughout the future, the CEO of Infosys claims to combat these challenges and win in a flat world. IV. The future prospect of Infosys and possibility of further growth while retaining its founding values Infosys was founded upon a clear vision and mission statement which enabled the sound and stable development of the organization. From its foundation, Infosys aimed to become a globally respected corporation in an environment of fairness, honesty, and courtesy towards its clients, employees, vendors and society at large. The five main values that drive Infosys towards this goal are customer delight, leadership by example, integrity and transparency, fairness, and pursuit of excellence. Nevertheless, the corporation realizes that continuing to retain a soul of a small organization in the body of a large, international organization could be a challenge in the upcoming future that it must address. While it is healthy for an organization to prepare and be prudent, there are enough reasons to believe that Infosys will be able to retain and even increase its growth rate while maintaining its integral founding values at the same time. Infosys emphasizes that human capital as the main asset of the organization. Infosys currently has more than 520,000 employees located in 33 countries worldwide. Infosys is renowned to heavily invest in its employees because it believes that the progress and success of the corporation depends on its workers. The lucky 1 percent of the applicants who are selected to work at Infosys still has to undergo 14 weeks of rigorous boot camp to earn the chance to take the final tests and become official Infoscions. These 14 weeks of training aims to truly transfer the founding values of Infosys so that every Infoscion would always the importance of the basic values that led to the companys success. The process of becoming an employee at Infosys is extremely difficult but the system can ensure that the corporation only picks the best and the brightest workers who can truly add to the value of the international company. The last decade of performance has shown that Infosys continued to prosper w hen they hired more and more of qualified workers around the world. Exhibit 1 and exhibit 2 shown above depict the positive relationship of Infosys employees strength and the revenue of the company. The average employee growth rate during the decade of 1996 to 2006 was 40 percent while its revenue growth rate was 39 percent. As Infosys continues to expand its pool of workers to around the world through its Global Labor Pool, it is best positioned to become a truly multicultural organization that can understand the cultural nuances and languages of its vast client base. Infosys is ready to enjoy high growth of sales in the future while retaining the soul and values of a humble small organization. V. Conclusion-Infosys in 2015 Infosys will be able to grow even more due to the fast changing financial market. By 2015, the world will continue to flatten, fiscal market will further open and this will benefit the world economy, and market regulations will be reduced with technological progress. It will be a true era of globalization and technological advancement. In the financial market there will be a shift of power from the financial institutions to the customers. As technology will give more power to customers to directly take control, Infosys role will become even more crucial in the future in providing high-end-to-end business solutions. Therefore, Infosys will hire more highly trained workers in strategic locations in the world and become an even more multicultural corporation that builds trust and communicates with its customers to establish the status of the most globally respected organization in the world in its field by 2015.

Essays --

Gilgamesh (needs better title) Kyle Frum Experience is an important part of being an epic hero. This quality allows someone to succeed where others will always fail. Gilgamesh displays far more experience and knowledge than Sundiata, thus making him a better hero. He displays 3 main qualities that show he has experience. He is far more powerful and influential at the beginning of the story, he has more success in his early adventures, and (((((???))))). "Epic" heroes such as Sundiata simply cannot compete with someone like Gilgamesh. He is already a strong, powerful king when Sundiata is crawling around on all fours. The first page in Gilgamesh already shows his power. It states "a goddess made him, [Gilgamesh] strong as a savage bull." However, strength is not all he has. Gilgamesh is the king of Uruk, proven by the text, "Gilgamesh the king." This is a very good position, as Uruk is a powerful and large city, and "in Uruk he [Gilgamesh] built walls, a great rampart." This proves that he must have done many great deeds. A final clear indicator of Sundiata's early weakness is the f...

Safeguarding the Welfare of Children and Young People

Identify the current legislation, guidelines, policies and procedures for safeguarding the welfare of children and young people including e-safety. The United Nations Convention on the Rights of the Child 1989 – which ensure that children are safe and looked after, children have the right to be protected from all forms of physical or mental violence, injury or abuse, neglect, negligent treatment, maltreatment or exploitation including sexual abuse by those looking after them.Children act 1989 Parents and professionals must work to ensure the safety of the child. This act includes two important sections : Section 47 states that the local authority has a duty to investigate if they have cause to suspect a child that lives or is found in their area is suffering or likely to suffer significant harm. Section 17 states that services must be put in place by local authority to safeguard the welfare of the children within their area who need it.The Education Act 2002 This sets out the responsibilities of Local Education Authorities (LEAs), Governing bodies, head teachers and all those working in schools to ensure that children are safe and free from harm. Children Act 2004 This provides the legal framework for Every Child Matters. It includes the requirement for: †¢Services to work more closely, forming an integrated service. a common assessment framework to help the early identification of need †¢a shared database of information which is relevant to the safety and welfare of children †¢Earlier support for parents who experiencing problems. Working Together to Safeguard Children 2006 This sets out the duties of organisations and how they must work together to safeguard children and young people. E-safety 2008 The council has produced a strategy to increase the awareness of internet safety. Set out measures to protect children from unsuitable sites and establish codes of practice. Safeguarding the Welfare of Children and Young People Assignment 008 Safeguarding the welfare of children and young people Task A 1. Identify a current national piece of legislation relevant to safeguarding children and young people’s welfare. United Nations Convention on the rights of a child. 2. Identify two current local policies, procedures or guidance in relation to safeguarding the welfare of children and young people. Child Protection Policy and Health and Safety Policy. 3. Complete the following table with two examples. Agency nameRole of the agency (involved in safeguarding(in own work setting) ————————————————-Children and young people) Children & Young People Portfolio Advice and support regarding (social Services) child abuse. _________________________________________________________ Early Intervention Advisory Team Supporting a child’s individual needs and working alongside key workers. 4. Complete t he following table. Types of child abuseList 3 characteristics for each ————————————————- Type of child abuse PhysicalBruises in strange places, cuts Burns/scalds ————————————————-EmotionalWithdrawn, stammering/stuttering, acting totally different to normal. ————————————————- SexualItching/pain in gentile area, wetting/soiling themselves, inappropriate play with toys/dolls ————————————————- NeglectDirty, constantly tired, malnourished BullyingWithdrawn, finding excuses not to go to school, asking for money. 5. Complete the following table. â⠂¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Concerns that a colleague isGive a description of the action to take in response. Failing to comply withReport concerns straight away ———————————————— Safeguarding proceduresto the manager/designated person. If the colleague is the manager/designated person then the deputy must be informed. Harming, abusing orReport concerns straight away Bullying a child orto the manager/designated Young person. person. If the colleague is the manager/designated person then report to the deputy manager and trustees. 6. Describe the principles and boundaries of confidentiality and when to share information. In many cases the passing of information is routine, relating to the child’s daily care and needs.Other than this all records and information given by th e parents is kept locked away and only made available to staff working closely with the child concerned. Information on child protection issues will only be shared with other staff on a need to know basis. This need to know basis refers to outside agencies if they become involved. Parents have the rights to see the records on their children if requested. If parents disclose any confidential information to a member of staff they must be told that the information will be shared with the manager whilst assuring them that it will not be discussed outside the nursery setting.There are no circumstances in which disclosure of child abuse will be kept confidential. Assignment 008 Safeguarding the welfare of children and young people Task B 2. Produce a five point action plan to follow if a child is suffering from any or all of the following sign and symptoms: Severe headache, feeling nauseous, raised temperature, sensitivity to light, raised rash or spots. Actions to take 1. Check temperatu re 2. Check for rash, spots, photophobia 3. Ring ambulance 4. Ring parents/carer 5. Move to a quiet area away from other children. 3. Complete the following table showing what actions to take in an emergency.Fire In the event of a fire dial 999. The staff will evacuate the children quietly and calmly to the assembly point. The manager/deputy will collect the emergency contact list, visitors register, staff register and mobile phone (if it is safe to do so). The senior person in each room will check that there are no children in the cloak rooms or toilets and ensure windows and doors are closed (if in no immediate danger) and take the register with them. At the assembly point children, staff and visitors are checked against the registers to ensure no one is missing.Never re-enter the building unless you have been cleared to do so by the fire services. Security incident Politely greet the intruder, identify yourself and ask the purpose of their visit. Explain that all visitors must si gn in. If the intruder becomes agitated and refuses to leave the building peacefully, try to calm them whilst a colleague calls the police. Children should be moved to a room furthest from the intruder and distracted by staff and will stay there until the police arrive. Explain to the police what has happened so they can deal with the intruder.If the person leaves before the police arrive do not detain them. Remember to log any incidents and review all security measures. Missing children or young person As soon as a child has gone missing the manager must be notified immediately. The remaining children are moved to one room with appropriate number of staff, remaining staff will search the area the child was last seen for a maximum of 5 minutes. Inform the infant school and organise a search of school grounds for 10 minutes with all available staff. After a maximum of 15 minutes the child’s parents/carers and emergency services are contacted. Safeguarding the Welfare of Children and Young People Assignment 008 Safeguarding the welfare of children and young people Task A 1. Identify a current national piece of legislation relevant to safeguarding children and young people’s welfare. United Nations Convention on the rights of a child. 2. Identify two current local policies, procedures or guidance in relation to safeguarding the welfare of children and young people. Child Protection Policy and Health and Safety Policy. 3. Complete the following table with two examples. Agency nameRole of the agency (involved in safeguarding(in own work setting) ————————————————-Children and young people) Children & Young People Portfolio Advice and support regarding (social Services) child abuse. _________________________________________________________ Early Intervention Advisory Team Supporting a child’s individual needs and working alongside key workers. 4. Complete t he following table. Types of child abuseList 3 characteristics for each ————————————————- Type of child abuse PhysicalBruises in strange places, cuts Burns/scalds ————————————————-EmotionalWithdrawn, stammering/stuttering, acting totally different to normal. ————————————————- SexualItching/pain in gentile area, wetting/soiling themselves, inappropriate play with toys/dolls ————————————————- NeglectDirty, constantly tired, malnourished BullyingWithdrawn, finding excuses not to go to school, asking for money. 5. Complete the following table. â⠂¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- Concerns that a colleague isGive a description of the action to take in response. Failing to comply withReport concerns straight away ———————————————— Safeguarding proceduresto the manager/designated person. If the colleague is the manager/designated person then the deputy must be informed. Harming, abusing orReport concerns straight away Bullying a child orto the manager/designated Young person. person. If the colleague is the manager/designated person then report to the deputy manager and trustees. 6. Describe the principles and boundaries of confidentiality and when to share information. In many cases the passing of information is routine, relating to the child’s daily care and needs.Other than this all records and information given by th e parents is kept locked away and only made available to staff working closely with the child concerned. Information on child protection issues will only be shared with other staff on a need to know basis. This need to know basis refers to outside agencies if they become involved. Parents have the rights to see the records on their children if requested. If parents disclose any confidential information to a member of staff they must be told that the information will be shared with the manager whilst assuring them that it will not be discussed outside the nursery setting.There are no circumstances in which disclosure of child abuse will be kept confidential. Assignment 008 Safeguarding the welfare of children and young people Task B 2. Produce a five point action plan to follow if a child is suffering from any or all of the following sign and symptoms: Severe headache, feeling nauseous, raised temperature, sensitivity to light, raised rash or spots. Actions to take 1. Check temperatu re 2. Check for rash, spots, photophobia 3. Ring ambulance 4. Ring parents/carer 5. Move to a quiet area away from other children. 3. Complete the following table showing what actions to take in an emergency.Fire In the event of a fire dial 999. The staff will evacuate the children quietly and calmly to the assembly point. The manager/deputy will collect the emergency contact list, visitors register, staff register and mobile phone (if it is safe to do so). The senior person in each room will check that there are no children in the cloak rooms or toilets and ensure windows and doors are closed (if in no immediate danger) and take the register with them. At the assembly point children, staff and visitors are checked against the registers to ensure no one is missing.Never re-enter the building unless you have been cleared to do so by the fire services. Security incident Politely greet the intruder, identify yourself and ask the purpose of their visit. Explain that all visitors must si gn in. If the intruder becomes agitated and refuses to leave the building peacefully, try to calm them whilst a colleague calls the police. Children should be moved to a room furthest from the intruder and distracted by staff and will stay there until the police arrive. Explain to the police what has happened so they can deal with the intruder.If the person leaves before the police arrive do not detain them. Remember to log any incidents and review all security measures. Missing children or young person As soon as a child has gone missing the manager must be notified immediately. The remaining children are moved to one room with appropriate number of staff, remaining staff will search the area the child was last seen for a maximum of 5 minutes. Inform the infant school and organise a search of school grounds for 10 minutes with all available staff. After a maximum of 15 minutes the child’s parents/carers and emergency services are contacted.

In Tim O’Brien’s The Things They Carried, he emphasizes a...

In Tim O’Brien’s The Things They Carried, he emphasizes a chapter on â€Å"The Man I Killed†, which describes the characteristics of a young Vietnamese man in which O’Brien may or may not have killed with a grenade. The novel is not chronologically sequenced, which leaves more room for the reader to engage in a critical thought process that fully bridges the author’s mind to their own. In O’Brien’s chapter, â€Å"The Man I Killed†, he attempts to humanize the enemy in a way that draws little separation between the enemy and himself by relating the enemy’s life prior to the war to his, and illustrates the war through the eyes of the soldiers who fought it. To understand â€Å"The Man I Killed†, the reader must first enlighten themselves upon O’Brien’s†¦show more content†¦It wasn’t until he went to war and was faced with the enemy that he would realize that the enemy wasn’t so di fferent after all. â€Å"His jaw was in his throat, his upper lip and teeth were gone, his one eye was shut, his other eye was a star-shaped hole...,† writes O’Brien as he studies the deceased enemy (118). Throughout the novel, the author shows consistency with repeating stories and lines in a way to present a greater image. He reminds the reader of details the elaborate his larger view. When he writes of the man he killed, he wants the reader to imagine themselves in his shoes, as he imagined himself in the enemies’. As he carefully studies the dead man, he imagines how the boy found himself in the war. By relating American society to the boy’s village of My Khe, he bridges similarities connecting the two by a culture that promotes defending one’s land and ways of life. By saying, â€Å"he would have been taught that to defend the land was a man’s highest duty and highest privilege,† he shows there is minimal difference between how m ost Americans view the military and the duty of the villagers in My Khe (119). Although he had not known the exact history of the boy, he attempted to illustrate in his own mind what his life may have been like prior to the invasion. The inability for O’Brien to walk away from the body as Kiowa continued to pry him away says he was troubled by the similarities. Despite Kiowa saying it could have been him lying lifeless onShow MoreRelatedRhetorical Analysis of the Things They Carried1537 Words   |  7 PagesMichelle Zhang Dr. Bloomquist 2/13/2015 Rhetorical Analysis A Whole New World: Construction and Destruction in The Things They Carried While the Vietnam War was a complex political pursuit that lasted only a few years, the impact of the war on millions of soldiers and civilians extended for many years beyond its termination. Soldiers killed or were killed; those who survived suffered from physical wounds or were plagued by PTSD from being wounded, watching their platoon mates die violentlyRead MoreThe Homeland, Aztland, By Gloria Anzaldua4126 Words   |  17 PagesIn The Homeland, Aztland, Gloria Anzaldua writes, Borders are set up to define the places that are safe and unsafe, to distinguish us from them. For centuries, there has been segregation between ‘us’ and ‘them’, in which the two groups vary in culture or race. The dominant group, ‘us’ sees ‘them’ as a weak link and that they are not worthy of what ‘we’ have and deserve. In â€Å"Desiree’s Baby† by Kate Chopin and â€Å"Wisdom of the New† by Sui Sin Far, there is an appa rent border between two sets of