Leadership and Entrepreneurship

Navin Kumar
6010091005085
AZIM HASHAM PREMJIS VALUE-BASED LEADERSHIP
4(a) I think, Wipro has grown in a better way and gained much more profit and perhaps,
if Azim Premji had compromised on its core values the company couldnt get so much
benefits and didnt stand alone to others and also Premji couldnt get so much satisfaction
because he believed that success of every individual within their organization is
important and its created teamwork and a unified culture and at the same time it
continued to successful and their aggressive business strategies.
He believed that strong values not only helped in achieving success but also
made that success more enduring and lasting. His value stipulates that it is important to
win at all times, but not win at all costs, not at the expense of others. This value also
inspires to strive to achieve that, which is beyond reach and aim for the maximum, it also
encourages to work together to create a synergy and maximize efforts al all levels.
He believed that values provide courage to stand up to
any distractions along the way and the strong desire to move ahead can at times tempt
businesses to cut corners or bend the rules.
He believed that values provide the necessary brakes or limits to keep
leadership from going astray. Values essentially provide us with an internal discipline.
He believed that values also develop trust in the
organization and trust helped in building better relationships with friends, peers, team
member and business associates.
Azim Premji got lots of award and Padma Bhushan by govt. of
India and he is top 10 world richest person in the world because of his core values and
also satisfied with him. So, I think Wipro grown better and incurred much more profit but
only because of its core values and perhaps the company couldnt get this level of success
if Azim Premji would have compromised on its core values.

(b) There have done many leadership development practices at Wipro and try to made cooperative culture. Premji was a leader who paid immense attention to the processes of
developing and attracting leaders. Premji executed a leadership strategy that supported
and complemented the business strategy at Wipro. Premji is also a hands-on manager
involved in day-to-day operations, even making sales calls himself. At Wipro vicechairman & Chairman invested 10-12 working days on talent review and planning. They
are involved in the career development for top performers at middle manager levels and
all employees at more senior levels. Azim Premji organizes round table discussions on
key issues of business interest, selecting employees from across the company to
participate. He spends 8% of his time teaching as a faculty member in the companys
leadership programs and personally reads the top 500 appraisals across the corporation,
every year.
Later Premji launched Wipro Academy for Software Excellence program.
I the program, fresh science graduated was recruited to work on live projects and get
trained over weekends. Wipro partnered with BITS, Pilani so that student of this program
could receive a post graduation degree at the end of four years. This program helped
Wipro to increase the talent pool and develop leaders early in their careers.
Premji believed in empowering people so that they could express their
opinions and ideas freely. He introduced many revolutionary policies in Wipro which
helped in the development of future leaders. Employee feedback and communication was
a transparent process and was considered to be the cornerstone of progress at Wipro. This
was done through W10 a survey with 10 questions. Which was shared with the
management and Employee Perception Survey conducted every two years where
employees ranked the company on certain satisfaction drivers. There was also a system of
team feedback called Skip Level which was a formal meeting arranged by the HR
department and the supervisors.
Premji had nurtured a highly inspired team of professionals at Wipro who
commended him on the way he had steered the company towards success without
compromising on the basic values of passion, honesty and integrity. He established not
only strong value system amongst his team members; he also mentored them to become
effective leaders themselves.
Premji impressed business leaders worldwide with his honesty, financial
discipline and ability to attract top professionals. He accorded great importance to quality
and customer satisfaction as factors that created global leaders.
Wipro defined 8 leadership qualities which were made a standard against which new
employees would be recruited and trained: Strategic Thinking
Customer Orientation
Aggressive Commitment
Global Thinking and Acting
Self Confidence
Commitment to Excellence
Working in Teams

 Building Future Leaders

The company also developed and approach for a 5 stages of Life
Cycle Stage Development Plan. According to this plan, training and development at
various stages were designed by mapping peoples competencies to specific roles: Entry Level Program
New Leaders program
Wipro Leaders Program
Business Leaders Program
Strategic Leaders Program
At Wipro, Azim Premji developed lots of development practices and
made a effective culture through his core value but some improvement can be
taken to enhance and institutionalize these practices like he can open some school
& colleges where he prepare employee according to his needs which will be based
on his core values and also can open some training institute where he can take
fresh graduate and trained will their for his future leader that would be in pipeline
etc.