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Essay: Vodafone India Limited

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  • Published: 10 November 2015*
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Vodafone India Limited, formerly known as, Vodafone Essar Limited, is the second largest mobile network operator in India by subscriber base, after Airtel. It is headquartered in Mumbai, India. I t has approximately 173 million customers as of September 2014. It offers both prepaid and postpaid GSM cellular phone coverage throughout India with good presence in the metros.
Subscriber Base Statistics as on September, 2014
Telecom Circle No. of Subscribers
Gujarat 15,801,117
Uttar Pradesh(East) 14,526,236
Maharashtra 12,977,123
West Bengal 11,165,667
Tamil Nadu 9,777,927
Rajasthan 8,565,366
Uttar Pradesh(West) 8,999,073
Andhra Pradesh 5,224,689
Delhi 8,449,120
Goa 7,134,576
Karnataka 6,452,620
Kerala 6,067,506
Bihar 6,381,278
Kolkata 4,084,284
Punjab 4,309,853
Haryana 4,437,015
Madhya Pradesh & Chhattisgarh 4,101,877
Chennai 2,091,411
Odisha 2,789,575
Assam 2,188,073
North East 928,563
Jammu & Kashmir 666,009
Himachal Pradesh 475,329
Mumbai 6,160,353
Vodafone Group Vision
‘Our Vision is to be the communication leader in an increasingly connected world.’
Vodafone India Mission
‘Vodafone will enhance value for its stakeholders and contribute to society by providing our customers with innovative, affordable and customer friendly communications services. Through excellence in our service we aspire to be the most respected and successful telecommunications company in India.’
Essential stakeholders for Vodafone
1. Customers
‘ Enhance Value through
Delivering affordable, reliable and customized communication services which are simple to use, enjoyable, seamless and secure
‘ Understand their needs
‘ Create innovative services
‘ Consistently deliver on the promises
‘ Being transparent and trustworthy in the interactions
‘ Provide a secure and reliable network
‘ Offer affordable products and services
2. Shareholders
‘ Enhance Value through
Growing the company’s revenue and profitability while creating sustainable free cash flow through efficient resource utilization and effective risk management
‘ Follow ethical business practices
‘ Communicate in a fair and transparent way
‘ Enhance company’s reputation & brand value
‘ Doing everything to protect the shareholder’s interests
3. Employees
‘ Enhance Value through
Providing enriching careers and long term growth opportunities in a fair and collaborative work environment
‘ Provide a healthy and safe work place
‘ Encourage mutual respect, trust and appreciation
‘ Promote diversity and treat them inclusively
‘ Conduct ourselves with transparency and integrity
‘ Pursue speed and simplicity in all that we do
‘ Recognize and admire accomplishments
4. Community
‘ Contribute to the Society by
Supporting authorities in mobilizing social change and achieving their economic goals, creating value for the business partners and contributing to the social and economic development of local Communities
‘ We act responsibly towards our environment
‘ We create community connect
‘ We stimulate business and economic growth
‘ We have high standards of corporate governance
‘ We conduct our business with transparency integrity and fairness
II. Literature review
Productivity is characterized as evaluation of monetary effectiveness that puts a keep an eye on whether financial inputs are being transformed into yields in a productive and successful way. Yield alludes to items or administrations and data contains materials, work, capital, and vitality.
Performance of the organization is connected to “viability, effectiveness, quality, profitability, nature of work life, developments, and gainfulness. Profitability is connected to inputs and yields while gainfulness is connected to inputs, yields, and cost. Associations measure efficiency as a method for surveying authoritative quality and making arrangements for expanded profitability. Associations like to quantify downright profitability at whatever point conceivable. The aggregate measure of efficiency is the general yield partitioned by the totality of inputs. Difficulties to successfully measuring aggregate efficiency emerge when inputs and yields cover or develop rapidly.
Types of Productivity
There are various classes of productivity including labour productivity, firm or authoritative productivity, and individual or worker productivity. Labour productivity alludes to the proportion of yield to inputs. It mirrors the proficiency with which work is utilized as a part of generation instead of the exertion per specialist. Business analysts mull over the average labour productivity (ALP), which alludes to the proportion of yield to hours met expectations. The development of normal work profitability has three sources: capital developing, work quality, and total factor productivity (TFP) development.
‘ Capital developing alludes to the increment in capital administrations every hour lived up to expectations
‘ Labour quality alludes to work info every hour met expectations
‘ Total factor productivity development mirrors the work efficiency development not owing to capital developing or work quality increases. Business analysts concentrate on work profitability as opposed to more mind boggling measures of many-sided quality in substantial part because of the relative simplicity of social event and processing work efficiency information. Organizational productivity is affected by the accompanying variables and variables: work propensities, work atmosphere, staff emotions and state of mind, new aptitudes, progression, activity, and physical workplace.
‘ Work habit considerations incorporate non-attendance, lateness, and breach of safety rules.
‘ Work atmosphere incorporates the quantity of grievances, representative turnover, and occupation fulfilment.
‘ Personnel sentiments incorporate disposition changes, favourable responses, and changes in execution.
‘ New aptitudes incorporate choices made; clashes abstained from, listening abilities, perusing pace, and recurrence of utilization of new aptitudes.
‘ Advancement incorporates increments in occupation viability, number or advancements and boosts in compensation, and solicitation for exchange.
‘ Initiative incorporates number of proposal submitted executed, and effective finish of activities.
Profitability is firmly identified with motivation. For employees to be compelling and productive in their employment area, having the specialized learning and capacity is not so sufficiently much. The representatives likewise require the assets needed to carry out the occupation. They require steady administration and initiative with a dream that is adjusted to their own objectives and goals. Above all, a worker needs to be driven (or persuaded) by a few intends to attain desired level of performance. Representatives are altogether affected by the initiative and administration styles utilized by their administrators and bosses. In a period where development and change is normal, the transformational authority style can be firmly fixed to representative execution. Much research has shown that conduct and execution are decidedly affected by transformational administration. Rousing workers is a noteworthy component of that authority style. The pioneers who routinely occupied with their five prescribed practices’display the way, motivate a mutual vision, challenge the procedure, empower others to act, and energize the heart’are more beneficial in their occupations, as well as they are seen as better pioneers and have higher occupation fulfilment.
Another model of performance was created by T.R. Mitchell and D. Daniels. To begin with, the worker brings certain abilities, for example, work learning, qualities, feelings, and convictions to the working environment and the employment setting. Second, the work environment boss gives the occupation connection, for example, environment support, work culture, prizes, and task types. Third, the supervisor of the representative uses forms that persuade the worker, for example, giving them consideration and heading, making excitement, or being extreme or tenacious. These three things (worker inputs, work setting, and inspiring procedures) bring about the propelling conduct or drive that workers have towards finishing assignments or accomplishing objectives. The subsequent persuading conduct incorporates worker centre, exertion, methodology, and tirelessness in finishing the wanted destinations or assignments. The model is taking into account the declaration that execution and efficiency is straightforwardly identified with propelled conduct, and that chiefs and pioneers need to see how to propel their workers, notwithstanding giving the specialized aptitudes and an obliging workplace.
III. Theory
Profitability is a measure of the effectiveness of a man, machine, processing plant, framework, and so on, in changing over inputs into helpful yields. It is figured by segregating normal yield per period by the aggregate expenses acquired or assets (capital, vitality, material, labour) used up in that period. Efficiency is a basic determinant of expense productivity.
There are three valuable points of view in which to edge the worth in enhancing efficiency inside of a framework from a monetary angle:
‘ Businesses: Businesses that can get higher efficiency from a framework by making more yields with the same or less inputs. Basically, higher effectiveness equates to better edges through lower expenses. This takes into account better remuneration for workers, additionally meeting expectations capital and an enhanced competitive capacity
‘ Consumers/Workers: At the micro level we have enhancements in the way of living for ordinary consumers and labourers as a consequence of expanded profitability. The more effectiveness caught inside of a framework, the lower the inputs (work, area and capital) required producing products. This can conceivably decrease price points and minimize the essential working hours for the members within an economy while holding large amounts of consumption
‘ Governments: Higher monetary development will likewise create larger tax payments for governments. This permits governments to contribute more towards social services and infrastructure
How can productivity be raised’? Training can improve the knowledge, skills and attitude (KSA) of the employees. Improved recruitment and selection may have the similar effect but it’s a little costly process
‘ Investment in the infrastructure, machines, equipment and new technology may have an impact on output per worker to improve

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