By mani sajnani

SAMSUNG
Innovation is crucial to Samsung's business. As new technologies are being constantly introduced to the market, speed is essential for remain-ing competitive in today's digital era, and new markets have to be pioneered continuously.Through the interplay of creative, imaginative people; a global R&D network; an organisation that encourages collaboration and cooperation among business partners all along the supply chain; and a strong commitment to ongoing investment, Samsung has put R&D at the heart of everything we do. The Samsung Group (Korean: ) is the world's largest conglomerate by revenue,[3] headquarters in Samsung Town, Seoul, South Korea. It is South Korea's largest chaebol and composed of numerous international affiliated businesses, most of them united under the Samsung brand, including Samsung Electronics, the world's largest electronics company,[4][5][6] Samsung Heavy Industries, the world's second largest shipbuilder[7] and Samsung C&T, a major global construction company. These three multinationals form the core of Samsung Group and reflect its name - the meaning of the Korean word Samsung is "tristar" or "three stars". Samsung has been the world's most popular consumer electronics brand since 2005 and is the best known South Korean brand in the world.[8] Samsung Group accounts for more than 20% of South Korea's total exports[9] and is the leader in many domestic industries, such as the financial, chemical, retail and entertainment industries. The company's strong influence in South Korea is visible throughout the nation, which has been referred to as the "Republic of Samsung".

Samsung Group has reason to sing. The charbroil (family-controlled conglomerate) has surpassed its former archrival, the erstwhile Hyundai Group, to become the #1 business group in South Korea. Samsung's flagship unit is Samsung Electronics, which is the world's top maker of DRAMs and other memory chips, as well as a global heavyweight in all sorts of electronic gear, including LCD panels, DVD players, and wireless phones. Other affiliated

companies include credit-card unit Samsung Card, Samsung Life Insurance, Samsung SDS (IT services), Samsung Securities, and trading arm Samsung C&T Corporation. Welcome to Samsung for 70 years, Samsung has been dedicated to making a matter through diverse business that today span advanced technology, semiconductors, skyscrapers and plant construction, petrochemicals, fashion, medicine ,finance, hotels and more. Our flagship company, Samsung company leads the global market in high tech electronics manufacturing and digital media. Through innovative, reliable products and services talented people, a responsible approach to business and global citizenship and collaboration with our partners and customers, Samsung is taking the world in imaginative new directions.

Samsung India is the hub for Samsung's South West Asia Regional operations. The South West Asia Headquarters, under the leadership of Mr. J S Shin, President & CEO, looks after the Samsung business in Nepal, Sri Lanka, Bangladesh, Maldives and Bhutan besides India. Samsung India which commenced its operations in India in December 1995 enjoys a sales turnover of over US$ 1Bn in just a decade of operations in the country. Headquartered in New Delhi, Samsung India has widespread network of sales offices all over the country . The Samsung manufacturing complex housing manufacturing facilities for Color Televisions, Mobile phones, Refrigerators and Washing Machines is located at Noida, near Delhi. Samsung 'Made in India' products like Color Televisions, Mobile phones and Refrigerators are being exported to Middle East, CIS and SAARC countries from its Noida manufacturing complex. In November 2007, Samsung commenced the manufacture of Color televisions and LCD televisions at its stateof-the-art manufacturing facility at Sriperumbudur, Tamil Nadu. The Company is also manufacturing fully automatic front loading washing machines at its Sriperumbudur facility

Background
Samsung is the world's leading consumer electronics brand and one of the top twenty global brands. View of the Samsung logo inside the Time Warner Center in New York City. Currently helmed by Lee Soo-bin, CEO of Samsung Life Insurance, it has been run by generations of one of the world's wealthiest families, formerly by chairman Lee Kun-Hee, the third son of the founder, Lee Byung-Chull. Samsung Group also owns the Sungkyunkwan University, a major private university in South Korea, with many of its graduates being employed by Samsung Group affiliates. Many major South Korean corporations such as CJ Corporation, Hansol Group, Shinsegae Group and Joong-Ang Ilbo daily newspaper were previously part of the Samsung Group. Though they are still controlled by ex-Chairman Lee Kun-hee's relatives, they are no longer officially Samsung affiliates. Some leading companies in South Korea, notably MP3 player manufacturer iriver and search engine portal Naver, were established by ex-Samsung employees. A large number of South Korean firms, particularly those in the electronics industry, are dependent on Samsung for the supply of vital components or raw materials such as semiconductor chips or LCD panels. This has led to continued allegations of price fixing and monopolistic practices. Samsung Group accounts for more than 20% of South Korea's total exports[9] and in many domestic industries, Samsung Group is the sole monopoly dominating a single market, its revenue as large as some countries' total GDP. In 2006, Samsung Group would have been the 34th largest economy in the world if ranked, larger than that of Argentina.[11] The company owns or has taken over so many mid to small sized businesses that it is often called a 'colonial empire' or 'hungry dinosaur'. The company has a powerful influence on the country's economic development, politics, media and culture, being a major driving force behind the Miracle on the Han River; many businesses today use its international success as a role model.

The result is that all of our productsfrom memory chips that help businesses A digital leader a responsible global citizen a multi faceted families of companies an ethical business samsung is all of these and more. At samsung group and samsung electronics our products our people and our approach to business are held to only the highest standards so that we can more effectively contribute to the better world.

The Samsung Philosophy

At Samsung, we follow a simple business philosophy: to devote our talent and technology to creating superior products and services that contribute to a better global society. Every day, our people bring this philosophy to life. Our leaders search for the brightest talent from around the world, and give them the resources they need to be the best at what they dostore vital knowledge to mobile phones that connect people across continents have the power to enrich lives. And thats what making a better global society is all about.

Our Values
We believe that living by strong values is the key to good business. At Samsung, a rigorous code of conduct and these core values are at the heart of every decision we make.

People
Quite simply, a company is its people. At Samsung, were dedicated to giving our people a wealth of opportunities to reach their full potential.

Excellence
Everything we do at Samsung is driven by an unyielding passion for excellence and an unfaltering commitment to develop the best products and services on the market

Change
In todays fast-paced global economy, change is constant and innovation is critical to a companys survival. As we have done for 70 years, we set our sights on the future, anticipating market needs and demands so we can steer our company toward long-term success.

Integrity
Operating in an ethical way is the foundation of our business. Everything we do is guided by a moral compass that ensures fairness, respect for all stakeholders and complete transparency.

Co-prosperity
A business cannot be successful unless it creates prosperity and opportunity for others. Samsung is dedicated to being a socially and environmentally responsible corporate citizen in every community where we operate around the globe.

VISION AMD MISSION Our Vision

Samsung is guided by a singular vision: to lead the digital convergence movement.

We believe that through technology innovation today, we will find the solutions we need to address the challenges of tomorrow. From technology comes opportunity for businesses to grow, for citizens in emerging markets to prosper by tapping into the digital economy, and for people to invent new possibilities. Its our aim to develop innovative technologies and efficient processes that create new markets, enrich peoples lives and continue to make Samsung a trusted market leader. Growing to be the best Samsung India aims to be the 'Best Company' in India. 'Best Company' in terms of the internal workplace environment, our manpower, our products as well as our efforts to make our customers happy through our products and services. Samsung aims to grow in India by contributing to the Indian economy and making the lives of our consumers simpler, easier and richer through our superior quality products. "Our aim is to gain technological leadership in the Indian marketplace.

Our Mission
Everything we do at Samsung is guided by our mission: to be the best digital Company

Samsung grew into a global corporation by facing challenges directly. In the years ahead, our dedicated people will continue to embrace many challenges and come up with creative ideas to develop products and services that lead in their markets. Their ingenuity will continue to chart Samsungs course as a profitable, responsible global corporation.

SAMSUNG PROFILE 2008

PERFORMANCE Wherever you are... in the hustle of the streets or the comfort of the home...Samsung is part of the fabric of your life. As a global leader we are at the forefront of change, anticipating today what our customers around the world will want tomorrow.

2007 Financial Overview (WON/DOLLARS/EUROS) 2007 Financial Overview AMOUNTS IN BILLIONS WON DOLLARS EUROS Net Sales* 161,847.4 174.2 127.2 Total Assets 284,165.5 302.9 205.7 Total Liabilities 180,833.2 192.7 130.9 Total Stockholder's Equity 103,332.3 110.1 74.8 Net Income* 12,873.7 13.9 10.1 [Amounts in billions] Won/U.S. dollar yearly average exchange rate: 929.20/1, Won/Euro: 1,272.72/1 Won/U.S. dollar as of the end of December 31, 2007: 938.20/1, Won/Euro: 1,381.26/1 Financial data includes Samsung affiliates ending their fiscal year at the end of March 2008, such as Samsung Life Insurance, Samsung Fire & Marine Insurance, Samsung Securities, Samsung Investment Trust Management.

Markets
Samsung is currently the world's No. 3 maker of compact cameras. Samsung is the world's largest producer of DRAM, SRAM and Flash Memory. Samsung is a leading manufacturer of computers such as the Q1 Ultra Mobile PC. Samsung is the world's largest manufacturer of LCD displays. Samsung, the worlds number one manufacturer of CRT and TFT computer monitors. Samsung is the world's 4th-largest manufacturer of Hard disk drives. Samsung SDI Co., the world's second- largest maker of Lithium-ion batteries. Samsung is the world's second- largest maker of multifunction printers

Device solutions business Currently, Samsung has sixteen products that have dominated the worlds market share, including: DRAM, color cathode-ray tube TVs (CPT, CDT), SRAM, TFTLCD glass substrates, TFT-LCD, STN-LCD, tuner, CDMA handset, color television (CTV), monitor, flash memory, LCD Driver IC (LDI), PDP module, PCB for handheld (mobile phone plates), Flame Retardant ABS, and Dimethyl Formamide (DMF).

Plus in the Television market, Samsung and LG make the only screens for LCD TFT televisions and then later sell them on to the other companies. According to Interbrand and BusinessWeek, Samsungs brand value ranked 43rd (USD 5.2billion) in 2000, 42nd (USD 6.4 billion) in 2001, 34th (USD 8.3 billion) in 2002, 25th (USD 10.8 billion) in 2003, 21st (USD 12.5 billion) in 2004, and 20th (14.9 billion) in 2005 among top global companies. In terms of export that directly contributes to the Korean economy, Samsung took up 18.1% of the all exports with USD 31.2 billion in 2000 and 20.7% with USD 52.7 billion in 2004. In addition, Samsung's tax payments to the Korean government in 2003 was KRW 6.5 trillion, which is about 6.3% of total tax revenue. The market value of Samsung in 1997 reached KRW 7.3 trillion in 1997, which amounted to 10.3% of the Korean market but this figure increased to KRW 90.8 trillion taking up 22.4% in 2004. Moreover, the annual net profit of Samsung marked KRW 5.8 trillion in 2001, KRW 11.7 trillion in 2002, KRW 7.4 trillion in 2003, and KRW 15.7 trillion in 2004, showing forth a steady increase. In order to enhance the working environment and build a strong and trustworthy foundation, the semiconductor sector of Samsung Electronics has been conducting a Great Workplace Program called GWP since 1998. Then, in 2003, GWP has spread throughout the entire Samsung Group as Samsung Fire and Marine Insurance, Samsung SDI, Samsung Everland, Samsung Corporation, Cheil Industries, Samsung Networks, and others started to apply its core principles. In 2006, 9 subsidiary companies of Samsung Electronics, 80 overseas branches, and 130 overseas business sectors have reported that they are actively applying the GWP. Dramatic surge in Net Profits starting in the late 90's: $2.2 billion (1999), $7.3 billion (2000), $8.9 billion (2002), $11.8 billion (2004).

Samsung's Brand Value conducted by Interbrand of the world's top 100 brands: $6.4 billion (2001), $8.3 billion (2002), $10.8 billion (2003), $12.5 billion (2004), $14.9 billion (2005). Market Capitalization (Ratio to the total market value of all Korean listed stocks): A dramatic increase from 7.3 trillion KRW, 10.3% of the total national listing value in 1997. At the end of 2004 national listing value in 22.4%. Samsung's Annual Profits Growth: $4.5 billion (2001), $8.9 billion (2002), $5.6 billion (2003), $11.8 billion (2004) and Debt-to-Equity Ratio Decrease: 104% (2000), 78% (2001), 68% (2002), 56% (2003), 51% (2004)

Affiliated companies
Samsung is comprised of companies that are setting new standards in a wide range of businesses, from consumer electronics to petrochemicals, from advertising to life insurance. They share a commitment to creating innovative, high quality products that are relied on every day by millions of people and businesses around the world.

Samsung SDI Samsung Corning Precision Glass Samsung SDS Samsung Networks Samsung Techwin Samsung Mobile Display Samsung Digital Imaging

Samsung Heavy Industries

Samsung Total Petrochemicals

Samsung Petrochemicals Samsung Fine Chemicals

Samsung Life Insurance Samsung Fire & Marine Insurance Samsung Card Samsung Securities Samsung Investment Trust Management Samsung Venture Investment

Samsung C&T Corporation Samsung Engineering Cheil Industries Samsung Everland The Shilla Hotels & Resorts Cheil Worldwide S1 Corporation Samsung Medical Centre Samsung Human Resources Development Centre Samsung Economics Research Institute Samsung Lions The Ho-Am Foundation Samsung Foundation of Culture Samsung Welfare Foundation Samsung Life Public Welfare Foundation

From stylish phones to the semiconductor, from DRAM to digital tvs, samsung encompases a variety of businesses that harness speed, creativity and efficiently to invent, develop and market the products that are defining how we live today. With more than a quarter of samsung employees engaged in research and development,

each of our businesses is focused on discovring new technologies,products and services that will open a new world of possobilities for the people who use them.

Circular investment
The relations of Samsung companies are very complicated. According to the Financial Supervisory Service of South Korea, Samsung Everland owns 13.3% of Samsung Life Insurance; Samsung Life Insurance holds 34.5% of Samsung Card and 7.2% of Samsung Electronics, as well as more of other Samsung companies. Samsung Electronics in turns keeps 46.0% of Samsung Card and stocks of other Samsung companies; and finally, Samsung Card holds 25.6% of Samsung Everland. The family of Lee Kun-hee owns 40% of Samsung Everland, whilst Samsung Card holds 25.6%, and related people have another 30%. Thus it is thought that Lee controls 95% of Samsung Everland. Control of one company, through the circular investment, enables the Lee family to control other Samsung companies despite having only relatively minor holdings.

Through innovative technology, distinctive designs, and a dual focus on convenience and value, Samsung has remained at the forefront of the digital revolution we helped launch. We lead the global digital marketplace by continually launching new products that not only meet- but also anticipatecustomers' demands. The Digital Media & Communications Business also encompasses world-leading, premium home appliances that are stylishly designed, equipped with convenient digital features, and environmentally friendly. Our lineup includes refrigerators, air conditioners, washers, ovens, vacuum cleaners and other appliances that are indispensible in today's households.

premium

brand

image

has

powered

Samsung's

growth

in

the

telecommunications category. We lead the global telecommunication industry with the widest range of mobile phones on the market today - including 3G and multimedia phones - in addition to telecommunication systems. Our mobile phones, admired by customers around the world, enhance mobile lifestyles while meeting the diverse needs of the mobile marketplace. We've led the standardisation of next-generation mobile phone technologies such as Mobile WiMAX and High-Speed Downlink Packet Access (HSDPA) to solidify our alliances with phone carriers around the world. The business also comprises personal computers and MP3 players, creating synergies across platforms. We merge the latest mobile technology with core computing technology for the PC business, while mobile technologies - also combine with our world-leading power efficiency and design to enhance MP3 player capabilities. Our goal is to use our leadership in technological convergence to guide the industry as it takes mobility to the next level.

Everyday, more than a quarter of all Samsung employees40,000 peopleengage in research and development to discover the next generation of powerhouse products that will take everyday life beyond the ordinarybeyond imagination. The companys thrust on Product Innovation and R&D have given the company a competitive edge in the marketplace. Samsung has two Software development centres - Samsung India Software Centre (SISC) and Samsung India Software operations unit (SISO) at Noida and Bangalore respectively.

While the Samsung India Software Centre in developing software solutions in Samsungs global software requirements for hi-end televisions like Plasma and LCD TVs and Digital Media Products, SISO is working on major projects for

Samsung Electronics in the area of telecom: wireless terminals and infrastructure, Networking, SoC (System on Chip) Digital Printing and other multimedia/digital media as well as application software. In addition to working on global R&D projects, SISO is also helping Samsung Indias Mobile business by focusing on product customisation for the Indian market. Samsung India currently employs around 2000 employees across its R&D Centres at Noida and Bangalore. Samsung India is also carrying out Hardware R&D at its Noida R&D Centre. The focus of the R&D Centre is to customise both Consumer Electronics and Home Appliance products to better meet the needs of Indian consumers. From Flat televisions with 'Easy View' technology, Frost free refrigerators with Stabiliser free operations to Semi automatic washing machines with Silver Nano technology, the Samsung R&D Centres in India are helping the company to continuously innovate and introduce products customised for the Indian market.

R&D at Samsung People

One of Samsung's strongest assets is our team of talented researchers and engineers. More than a quarter of all Samsung employees42,000 peoplework everyday in research and development, and we expect that number to surpass 50,000 by 2010. Atand amongour 42 research facilities around the world, they collaborate on strategic technologies for the future and original technologies designed to forge new market trends and set new standards for excellence.

Organisation
Samsung's R&D organization has three layers. The Samsung Advanced Institute of Technology (SAIT), Samsung's technology competitiveness in core business areas, identifies growth engines for the future, and oversees the securing and management of technology. The R&D centres of each business focus on technology that is expected to deliver the most promising long-term results. Division product

development teams are responsible for commercialising products scheduled to hit the market within one or two years.

Investment
A critical way that Samsung responds to the highly uncertain business environment and the increasingly competitive marketplace is through our commitment to R&D. Each year we invest at least 9% of our sales revenue in R&D activities. Samsung is committed to leading technology standardisation and securing intellectual property rights.

Global R&D Network

Innovation is a global enterprise at Samsung. Our research and development network spans six Samsung centres in Korea and 18 more in nine other countries, including the United States, the United Kingdom, Russia, Israel, India, Japan and China, as well as other research centres and universities. Closely linked, these centres are tasked with hiring top-notch local talent, investigating the latest local technology trends, and bringing to life those technologies that offer the greatest benefits. R&D Areas and Centre Name Centre Name R&D Areas Samsung Information Systems Strategic parts America, Inc. (SISA) Dallas Telecom Laboratory (DTL) Samsung Electronics Research

and

components,

core

technologies Technologies and products for next-generation telecommunications systems Mobile phones and digital TV software

Institute (SERI) Moscow Samsung Centre (SRC) Samsung Electronics

Research Optics, software algorithms and other new technologies India System software for digital products, protocols

Software Operations (SISO) for wired/wireless networks and handsets Samsung Telecom Research Israel Hebrew software for mobile phones (STRI)

R&D Areas and Centre Name Centre Name R&D Areas Beijing Samsung Mobile telecommunications standardisation and Telecommunication (BST) commercialisation for China Samsung Semiconductor China Semiconductor packages and solutions R&D (SSCR) Samsung Electronics Software, digital TVs and MP3 players for (ChinaR&D Centre (SCRC) China Samsung Yokohama Research Core next-generation parts and components, Institute digital technologies

Samsungs state of the art, highly automated manufacturing facilities are located at the Companys sprawling Complex at Noida and its recently inaugurated Sriperumbudur facility, near Chennai. Samsung Indias Noida CTV Plant enjoys the Number 1 position amongst all Samsung subsidiaries in terms of its Colour television productivity and has been ranked as the subsidiary with the Best Quality System. The manufacturing capacities of Samsung products manufactured at the Noida Facility are as follows: PRODUCT CTV Colour Monitor Refrigerator Washing Machine Mobile phones DETAILS Flat TVs & LCD TVs CRT & TFT LCD Monitor Frost-free and Conventional Refrigerators Fully Automatic and Semi Automatic GSM Handsets

The highly advanced Chennai Facility that has been inaugurated in November 2007 will help the Company respond better and faster to the growing demand for its products in the Southern part of the country. The Samsung manufacturing facility at Sriperumbudur is the Company's second manufacturing complex in the country.

Samsung India is working with and contributing to the development of the domestic component industry in the country. The Company is working with its partners to improve their product quality and processes. Thus, Samsung vendors are sent to different Samsung subsidiaries to meet the Samsung overseas vendors in order to benchmark their own processes. Samsung is also training its vendors on eco-partnership so that the components manufactured by them are eco friendly as per ROHS norms. Samsung products manufactured in India currently enjoy an average localisation level of over 50%.

Patent Innovations
It is among the top innovators in the U.S. where Samsung topped the patent list with over 7,400 patents granted, nearly 1,000 more than IBM. Elsewhere, the situationquite different. Only one non-European firm (Samsung) made it into the top ten in Europe.

There are many ways in which Samsung act as a Social Citizen

Choose an area below to learn how Samsung is making a difference.

Social Welfare Culture and Arts Volunteer Services Academics and Education

Social Welfare
Samsung lends support to people and their communities in many different ways. Our current area of focus is on investing in teenagers futures, through support of science education and creative thinking that encourages leadership; assisting children in low-income families by supporting educational infrastructure, and discovering and supporting outstanding students; and supporting programmes that encourage family well-being. We also carry out programmes in these areas at each of our eight volunteer centres.

Culture and Arts

Samsung provides support for diverse artistic and cultural activities around the world. Over the years, Samsung has contributed extensively to numerous museums, galleries and exhibits in Korea and in many countries, including the United States and France. The Samsung Museum of Modern Art collects preserves and exhibits modern and contemporary art from Korea and abroad, while the Samsung Children's Museum, the first of its kind in Korea, invites children have fun exploring the world they live in. Samsung also hosts and supports various cultural events for children and programmes that encourage their early artistic development.

Volunteer Services
In 1995, Samsung launched the Social Contribution Corps to encourage employees to get involved in community service. The initiative has since expanded to eight volunteer centres across Korea, manned by social welfare experts who support the development of employee volunteer programmes. Our employees use their expertise and skills to give back to local communities, and each employee donates an average of 10 hours to community-based projects

Academics and Education

Strengthening the minds and fostering the creativity of young people is a primary focus of many of Samsungs programmes. Samsung is a major supporter of the Korea Youth Science Olympiad, the countrys most prestigious science competition for junior, middle and high schools and the National Students Creativity Olympiad, aimed at encouraging inventiveness among students from junior to high school levels.

OLYMPIC SCHOLARSHIP PROGRAM FOR INDIAN ATHLETES Digital technology leader, Samsung India has announced a Samsung Scholarship Programme to support seven top Indian athletes as they prepare for the forthcoming Beijing Olympics. The 'Samsung Olympic Ratnas' who have been identified for this Scholarship are: - World Shooting Champion 2006, Rajiv Gandhi Khel Ratna Award Winner 2006 and Samsung Olympic Brand Ambassador : Manavjit Singh Sandhu - Silver Medal Winner at the 2004 Athens Games and Rajiv Gandhi Khel Ratna Award Winner 2004 : Rajyavardhan Singh Rathore - First Indian shooter to win a World Championship Gold in Zagreb in 2006 and Rajiv Gandhi Khel Ratna Award Winner in the Year 2001 : Abhinav Bindra - Silver Medal Winner at the Commonwealth Games 2006 and Rajiv Gandhi Khel Ratna Award Winner 2003 : Anjali Bhagwat

- Silver Medal Winner at the Commonwealth Games 2006 and 2007 National Games Archery 2006 : World : Avneet Cup A 2007 Kaur : L Dola Sidhu Banerjee. Lakra - First Indian Archer to qualify for the Olympics and Gold Medal winner at the - 2007 National Boxing Champion and Silver Medal Winner at the SAF Games Patterned on the Olympic Solidarity Fund, the Samsung Scholarship Programme will support the training expenses of these players for a period of one year, between October 2007 and September 2008. Samsung India has also become the 'Olympic Partner' for the Indian delegation to the 2008 Beijing Olympics. The Company will be the Official Sponsor in the category of Consumer Electronics, IT and Telecommunications. On the Samsung Olympic Scholarship Programme, states Mr. H B Lee, President & CEO, Samsung South West Asia HQ, "Our Olympic programme seeks to support the training needs of these seven, high potential, high caliber athletes, who we hope can return from Beijing with Medals for the country. Hence, the term 'Samsung Olympic Ratna' for them." Samsung India's association with the Indian Olympic Association commenced with the 1998 Bangkok Asian Games and ever since the Company has supported the Indian Contingent to the Y2000 Sydney Olympics, Y2002 Busan Asian Games, the Y2004 Athens Olympics and now the 2008 Beijing Olympics

It has been our continuous endeavour to bring alive the pride and spirit of the Olympics for our Indian consumers. Over the coming few months, we will continue to organise Olympic related events in India to build interest and support for the Olympics and the Indian team." states Mr Lee. Samsung Electronics, the parent Company of Samsung India, is the Proud Partner for the 2008 Olympic Torch Relay and is a Top Olympic Partner. This Year,

Samsung Electronics has also announced its support for the Olympic Movement over the next eight years, till the 2016 Olympic Games.

PRODUCTS
IT business products Monitors Mobile Computing P3 Channel Partner Program Data Projectors Printers & Multifunction

Black and White Laser Printers Color Laser Printers Black and White Multifunction Printers Color Multifunction Laser Printers Supplies and Accessories Printer Knowledge Center

Professional Displays

Large Format LCD Large Format Plasma Home Theater Projectors Knowledge Center

Telecommunication

Business Telephone System Mobile Enterprise Solution Home

Set-top box

HDTV Tuners Digital Video Recorder Digital Satellite Receiver Digital Terrestrial Receiver Digital Cable Receiver

CCTV

Camera Monitor DVR Network Controller EZ View Housing & Mount

what's new Samsung Announces Production of Next-gen Nonvolatile MemoryPRAM Samsung has begun producing 512-Mb PRAM memory - a new non-volatile memory technology that features high-performance and low power consumption. PRAM (phase change random access memory) is expected to usher in the next generation of non-volatile memory technology for mobile devices, particularly multimedia handsets and smartphones. More scalable than other memory architectures being researched, PRAM combines the speed of RAM for processing functions, with the non-volatile characteristics of flash memory for storage. Also, by using PRAM, the battery life of a handset can be extended over 20 percent.

Products
Consumer Products

Mobile phones - CDMA, GSM Televisions - LED TV, LCD TV, Plasma TV, DLP TV Audio/Video - Blu-ray, Home theater, Home theater projectors, MP3 players, DVD players, Digital set top box Cameras & Camcorders - Digital cameras, Camcorders Computers & Peripherals - Mobile computing, Desktop monitors, Data projectors, Digital photo frame, Hard disk drive, Optical disc drive Printers & Multifunction - Monochrome laser printers ,Color laser printers, Monochrome laser multifunction printers & faxes, Color laser multifunction printers & faxes, Supplies & Accessories

Home appliances - Refrigerators, Washers & Dryers, Ranges, Dishwashers, Microwaves, Air conditioners, Vacuum cleaner CCTV - Camera, Monitor, DVR, Network,Controller, EZ View, Housing & Mounts Business Products - Mobile computing, LCD monitors, Data projector Telecommunication- Business telephone systems Set Top Box- Digital video recorder, Digital satellite receiver, Digital terrestrial receiver, Digital cable receiver

New Business Area

May 21, 2009 - Samsung enters wind turbine market[52]

Jul 5, 2009 - Samsung Engineering Wins $2.6 Billion Oil Refinery Project In Algeria[53] Jul 8, 2009 - Samsung wins $1.6 bln Saudi refinery order from Satorp(Joint venture set up by Saudi Arabia's state-run oil company Aramco and France's Total S.A.)[54]

Jul 13, 2009 - Samsung partners with Coca-Cola on new vending machines[55] Jul 14, 2009 - Samsung & Gallant Air Conditioning open the Air Conditioning Training School in Mansfield UK. Jul 14, 2009 - Samsung-Bosch battery venture buys U.S. Cobasys from Chevron Corporation[56] Jul 15, 2009 - Samsung to invest $389 million in biosimilars: report(Reuters)[57] Jul 16, 2009 - Hyundai Motor, Samsung Join for Car Chips [58] Jul 20, 2009 - Samsung Electronics to Invest $4.3B in Green Transformation : report(Reuters)[59] JUL 28, 2009 - Samsung Heavy Gets $5B Offshore LNG Facility Order From Royal Dutch Shell[60] Jul 29, 2009 - Samsung, LG, and SK Telecom to jointly develop chips[61] Aug 03, 2009 - BMW to use Bosch-Samsung batteries for e-car; MUNICH; Germany SB LiMotive, a joint venture of Bosch and Samsung focused on the production of lithium ion batteries, has announced its first customer: BMW will use SB LiMotive batteries to power its electric cars.

Main competitors

Camcorder Sony, Panasonic Laser printer HP, Brother Industries, Xerox Corporation, Epson Laptop computer HP, DELL, Acer Inc, Lenovo Video projector Epson MP3 players Apple Inc, Iriver

Home appliances Whirlpool, Electrolux (AEG), LG, General Electric, Bosch-Siemens Optical disc drives LG, Toshiba Home cinema Sony, Philips, Panasonic, LG, Onkyo, Yamaha, Denon, Kenwood Corporation CCTV Pelco Telecommunications equipment Alcatel-Lucent, Nortel, Ericsson LED Nichia, Osram Shipbuilding Hyundai Heavy Industries, Daewoo Shipbuilding & Marine Engineering Photocopiers Ricoh, Canon, Xerox, Sharp Corporation, Toshiba, Kyocera Mita, Panasonic Fax Xerox, Sharp Corporation, Ricoh, Kyocera Mita, Murata Machinery, Toshiba, Panasonic

Chapter : 2 Introduction of organisational culture

Organisational culture

Introduction
The internal working of every organisation has certain commonly perceived psychological characteristics or traits which are collectively called its culture or mileu. These traits generally vary from organisation to organisation to organistion are relatively stable over the time and influence the behaviour of people in the organisation. Thus every organisation has its own unique culture.not only thiseven different departments of same organisation may have different cultures depending upon the perception of members of the departments. Various personal characteristics such as values,needs,attidutes,exceptions etc. determine the manner in which members are likely to perceive the various aspects of internal working.

The culture of your organisation is the state of its health.

A healthy oraganistion is one which obviuios effort made to get people with different backgrounds,skills,and abilities to work together towards the goal of the oragnisation. An effective,culturally diverse organisation is one whose culture is inclusive of all of the varying groups and constituencies it intends to serve. The organisations values,vision,mission,policies,procedures and norms constitute a culture thjat is manifested in multiple perspectives and adaptability to varying values,beliefs and communication styles. For many companies the proper implementation of an organisational culture survey can prpvide valueable information that can be usedto guide and increase its success. However, Companies that choose to implement a survey must be prepared to respond to both positive and negative results, and work with employees to make improvements in the wprk environment. Failure to respond to employee feedback can ultimately increase the number of workorce problems experienced within organisation.

Defining Culture
Perception about an organisational goals and decisions that a manager should take to achieve these goals come not only from the formal control system but also through the informal organisation. Both informal and formal structure combine to create what ia called organisational culture. It influences morale and the attitude of the individuals towards his work and his environment. Organisation culture has been a popular concept in the theory and research for sometime and has received a great deal of attention in the past 25yrs. Organisational culture is a system of shared beliefs and attitudes that develop within an organisation and guides the behaviour of its member. It is also known as corporate culture:, and has a major impact on the performance of organisation and specially the quality of work life experienced by the employees. Organisational culture consists of the norms, values and unwritten rules of conduct ofan organisation as well as management styles, priorities, beliefs and inter personal behaviours that prevail.

Concept of organisational culture.

Culture implies a pattern of beliefs and behaviour. It is cultivated behaviour in the sense that it is learnt from the members of the society.

Organisational culture is the totality of beliefs, customs, traditions, and values shared by the members of the organisation. The culture characteristics of an organisation are relatively enduring over time and relatively static in their prosperity to change .

Together they create a climate that influences how well people communicate ,plan and make decisions.

Strong values let people know that is expected of them. There are clear guidelines as to how employees are to behave generally within the organisation an their expected code of conduct outside the organisation.

Nature of organisational culture

The features of organisational culture are as under :

Like an individual every organisation has its own personality. The personality of the organisation defines the internal environment of an organisation. It differentiates an organisation from the others. It relatively enduring or stable over the time. It is perceived by the members and outsiders. It exercises a significant influence on the attitudes, behaviour and performance of organisational members.

Schein

observed that atleast six popular meanings could be ascribed to

organisational culture. These are : The observed behavioural regularities in the interactions, language and rituals of the organisation members. The norms which evolve over a period of time in working groups. The philosophy which guides the decisions and policies of an orgaisation. The rules of the game one must learn in order to be accepted in the organisation. The dominant values which are exposed by the organisation(or by the dominant members of the organisation). The climate that pervades and gets conveyed in the day to day functioning of the organisation.

Components of organisational culture

It can be difficult to identify the large number of organisational culture areas that exists. Recent research has identified over 460 different types of work environment

characteristics that have been measured. Many of these characteristics can be classified into the following major areas : jobs, roles, leader, organisation and workgroup. In many companies there are particular areas where employee feedback would be useful. The basis of organisational culture lies in the following :

Individual autonomy : i.e the degree to which employees are free to

manage themselves or not accountable to others.

Position structure : i.e the extend of formalisation, centralisation and

direct supervision.

Reward orientation : i.e the extend to which rewards are related to

performance and the required system of behaviour in the organisation.

Consideration : i.e the extend to which the people in the organisation

offer social emotional support to each other and work as a team. Whether the supervision is production oriented or people oriented?

Conflict : i.e the extend of differences present between individuals and

departments and the way which they are resolved.

Risk taking : i.e the degree o freedom to experiment with new ideas, take
risks and commit honest mistakes without fear of punishment.

Communication patterns : the degree to which organisational

communications are restricted to the formal hierarchy of authority.

Outcome orientation : the degree to which management focuses on

results or outcomes rather than on the techniques and processes used to achieve these outcomes.

Types of organisational culture Authoritarian and participative cultures : In this type of culture. There is
centralisation of power with the leader and obedience to orders and discipline are stressed. Any disobedience is punished severely to state an example to others. The basic assumption is that the leader knows what is good for an organisation and he always acts in its interests. Participative culture tends to emerge where most of the organisational members see themselves is equals and take part in decision making.

Mechanistic and organic cultures : The mechanistic organisational culture

exhibits the values of bureaucracy and so is called bureaucratic culture. Organisational jobs are created around narrow specialisations and people think of their careers mainly within these specialisations, authority is thought of as flowing down from the top of the organisation to the lower levels and communication flows through prescribed channels. There is a great deal of departmental loyalty And inter-departmental animosity. This sort of culture resists change and innovation. In Organic culture formal hierarchy of authority, departmental boundaries, formal boundaries, formal rules and regulations, and prescribed channels of communications are forward upon. There is a great deal of emphasis on task accomplishment, team work and free flow of communication-formal and informal. There is a widespread understanding within staffing of the problems, threats and opportunities the organisation is facing and there is willingness and preparedness to take appropriate roles to solve the problems. The culture stresses flexibility, consultation, change and innovation.

Sub Culture and Dominant Culture : Each department of an organisation

may have its own culture representing a sub culture of the system. An organisation culture emerges where there is an integration of all the departments into a unified whole. Within any given unit, the tendency for integration and consistency will be assumed to be present but it is perfectly possible for coexisting units of a larger system to have cultures that are independent and even in conflict with each other.

Role and significance of organisational culture

Each organisation is recognised by its culture. Whenever people name an organisation, the culture attached to the organisation is immediately recalled. An organisation is distinctively different from other organisations by virtue of its cultural values, beliefs and norms. Besides this the following functions are performed by the organisational culture. Organisational culture creates the boundary beyond which no employees are permitted to go. They automatically observe the organisational standards and norms of behaviour.

An organisation is well recognised by its culture, the culture of an organisation provides its stability. People prefer to continue with the organisation. Employees, customers, financers and other related persons prefer to remain with the organisation.

The social recognition of the organisational culture makes the organisation grow and develop in all dimensions.

Organisational culture acts as a motivator that guides and controls the employees. Satisfied employees get more and enthusiasm for performing the respective jobs.

The attitude and behaviour of the employees are directed towards the achievement of goals through a sound culture. Disciplined employees make other employees disciplined and well behaved.

Advantages of organisational culture

The advantages of a sound organisational culture are ultimately reflected in employees performance and satisfaction. The image of an organisation is increased and people are satisfied with the performance of the oragnisation. Peoples satisfaction lies in the employees smile. It is instrumental to increased production and satisfaction. A strong culture ensures better performances. Culture enhances organisational commitment and increases the consistency of employee behaviour. It reduces ambiguity and tells implicitly what to do and how to do. There is a great deal of departmental loyalty and inter departmental animosity. This sort of culture resits change and innovation. In the organic culture, formal hierarchy of authority, departmental boundaries, formal rules and regulations, and prescribed channels of communications are frowned upon. There is great deal of emphasis on task accomplishment team work, free flow of communication- formal and informal. There is a widespread understanding within staff of the problems, threats, and opportunities the organisation is facing and there is willingness and preparedness to take appropriate roles to solve the problems. The culture stresses flexibility, consultation, change and innovation.

Creation of culture
Organisation culture provides the members with a sense of organisational identity and generates a commitment to beliefs and values that are larger than themselves.

Creation of organisational culture is a very lengthy and complicated process. According to a noted social psychologist, Edgar Schein, evolution of common assumptions of the organisational members is the starting stage of creation of the organisational culture. These assumptions act as the basis of creation of shared values. Both assumptions and values are non observable elements of the culture. At the last stage, observable artefacts of the culture are developed . thus according to Edgar Schein culture exists on three levels: on the surface we find artefacts, underneath artefacts lie values and behavioural norms and at the deepest levels lies a core of beliefs and assumptions. Schein model of culture is shown in the figure and the three levels it depicts are described below :

Artifacts

Beliefs and values

Assumptions

A) Observable Artifacts : These are symbols of culture in the physical and social work environment and are most visible and accessible. Among the artefacts of culture are the following :

Organisational heroes : As a reflection of the organisations philosophy

, this dimension concerns the behaviour of top executives and their leadership styles. These leaders become the role models and a personification of an organisations culture. They represent what the company stands for and reinforce the values of the culture.

Stories : Stories and myths about organisations heroes are powerful tools
to reinforce cultural values throughout the organisation and specially in orienting new employees, these stories and myths are often filtered through a cultural network and remind employees as to why we do things in a certain way.

Cultural symbols : Symbols communicate organisational culture by

unspoken messages. Certain code or dress or companys logo can reflect its values and orientations. Some of the material artefacts created by an organisation might also speak of its cultural orientation.

B) Shared Values : values are the second and the deeper level of culture and are reflected in the way individuals actually behave. Values reflect an organisations underlying beliefs as to what should be and what should not be. Values are those principles and qualities that shape our thinking and behaviour. Values are emotionally charged priorities. The are learned during the process of socialisation, through family environment of upbringing and through religious influences. Values are of two types : Instrumental and Terminal values. Instrumental values define such enduring beliefs that certain behaviours are appropriate at all times irrespective of the objectives or outcomes. On the other hand, Terminal values are beliefs that certain more tangible objectives are worth striving for and the objectives become more important the appropriateness of the behaviour in achieving such objectives.

C) Assumptions : Assumptions are the deepest and most fundamental level of an organisations culture. These are deeply held beliefs which are not objectively observable but manifest themselves in the behaviour of people so strongly that any violation of such beliefs would be unthinkable. These common assumptions, though expressed at the organisational level, can be traced to larger social and cultural values held by a particular society or nation.

MAINTIANING A CULTURE
Once a culture has been created there are practices within the organisation that help keep it alive. Three such practices are selection process actions of top management, and socialisation. These are discussed as under :

Selection of Employees : The main purpose of selection is to procure

right type of people for right jobs. When, for a given job, two or more candidates, with identical skills and abilities, are available, final selection is influenced by how well the candidate fits into the organisation. Its is by selecting the candidate who can culturally match the organistion culture.

Action of top management : Besides managerial vision and

philosophy, the action of top executives also have a major impact on the organisational culture. Through what they say and how they behave, senior executive establish norms that filter down through the organisation as to whether risk taking is desirable.

Differences and similarities between Culture and Climate

Robert Owens (1987)contends that in education in the term has enjoyed wide usage in the past, but the more inclusive term organisational culture is rapidly coming into the use in the literature. One therefore needs to ask whether these terms are similar or whether they mean different.

Culture : The literature is replete with definitions of culture, however there is a

high degree of agreement among writers and how it relates to and differs from climate. Schein (1985) defines culture as the solution to external and internal problems that has worked consistently for a group and that is therefore taught to

new members as the correct way to perceive, think about and feel in relation to these problems. Dean and Kennedy defines culture consisting of patterns of thought, behaviour and artifacts that symbolises and give meaning of the workplace. Similarly Killman Etal define culture as the shared

philosphies,ideologies,values,assumptions,beliefs,expectations,attitudes and norms that knit a community together. All however agree that these interrelated psychological qualities indicate he groups agree, implicitly or explicitly, on how problems are solved and decisions made. In everyday usage it is typically described as the way things are done around here or what people believe does or does not work in their workplace. Schein contends that these solutions eventually come to be assumption about the nature of reality, time, truth, space, human nature, human activity and human relationships. They eventually become taken for granted and drop out of awareness. Because of the human need for consistency and order, the assumption tend to form a pattern that is implicit, taken for granted and unconscious. It is only through a process of inquiry that they are brought to the surface. Norms may be negative or positive. In our attempts to improve schools we often ask to asses and analyse their culture. In particular we focus on the norms that operate within the schools. We have found this to be extremely useful activity to help the school staff understand its basis of operation. In many cases the staff are quick to suggest mechanism for achieving higher performance and improved morale. At somewhat deeper levels lie in the hidden assumptions, according to schein. These are the fundamental beliefs behind all decisions and actions. Examples of assumptions might be that all kids are lazy and evil, what worked in the schools in the past is good enough for today, personal gain more important than gain and I am here basically to teach.

At the deepest level of culture, according to schein is the collective manifestation of human nature the collection of human dynamics, wants, motives and desires that make a group of people unique. Because most organisations are collectively of individuals with unique wants and desires, understanding and changing culture can be difficult. Deal contends that in order to understand the culture needs in a school one has to understand the symbolism that exists. These include the rituals, myths, traditions, rites and informal network of players and language. It is through these mechanism that human meanings and values are transmitted.

Owens for example, contends that the bell schedule is one of the many powerful cultural symbols that help to create climate in our schools. Climate : in that climate has been previously defined, only a brief summary is necessary. Essentially climate is the perception that individuals have of various aspects of the internal environment of the school and that influences their behaviour. Climate is also closely associated with the notion of satisfaction. The determination of climate characteristics is usually elicited through the perception of respondents to a questionnaire. Organisational climate which is integral to and yet only a part of an organisations culture is easier to change than its culture. Organisational climate is found in the private language of the organisation, such as the conversations about work among staff during coffee breaks. Climate is manifested in the observable routines and rewards of the organisation. The routines are the events and practice of an organisation. The rewards pertain to what behaviours get acknowledged, supported and rewarded. The major similarities between the two concept pointed out by Rousseau(1988) based on the studies by different authors like James and sells, Joyee and Solcum, Louis and many more.

Both climate and culture concepts emphasise consistency and consensus among the members of the unit.

Both the concepts are composed of beliefs or individual cognitions. Both the concepts are historical, enduring and resistant to change in nature.

Both the concepts show the tendency towards differentiation with members in different units of a larger organisation leading to different sets of beliefs.

Glick have stated that culture and climate have entirely different disciplinary back of ground of origin and therefore are different from each other. The major differences pointed out by Ashforth, Glick and Rousseau are : Climate concept originated from the interactioinst psychology whereas the culture concept originated from the symbolic interactions school of sociology. Climate is descriptive whereas the culture is normative. Climate exists in very organisation whereas many organisation may not have strong norms or culture. All the members of the organisation experience climate whereas all of them may not be a part of the culture. Climate represents individual perceptions which is understood by shifting the analysis upwards to the level of the collectivises whereas culture represents a social unit or group phenomenon which is understood by shifting the analysis downwards to individuals.

Supportive dimensions of the diversity culture.

A supportive diversity climate was defined as the routines and rewards of the organisation that are inclusive of cultural groups other than the dominant cultural group in the organisation both as staff and clients. The dimensions were:

Commitment to serve others : Facultys perceptions that serving a culturally

diverse population fits within the mission of the organisation. They found it desirable to serve such a population.

Awareness of the need for new outreach approaches : Facultys

perceptions that new approaches to reaching a diverse clientele were necessary for success. They perceived that there needs to be more than one way of thinking. In order to be successful in hiring and retaining diverse staff and in developing educational programs for diverse audience.

Awareness of the need to build trust : Facultys perceptions that

relationship groups. and trust building, which take creditability and mutual understanding, before attempting to deliver educational programs to diverse

Openness to learn : Facultys expressed interest and willingness to be involved

in the process of on going learning.

Creative work : Facultys perceptions that they have a lot of freedom and
flexibility to be creative in their work with people.

Awareness that diversity adds richness : Facultys perceptions that

diversity adds new learning, new perspectives and a richer end product both for the self, the interaction of the self with other and the organisation.

Awareness of the need for diverse staff : Facultys perceptions that the
organisation needs staff to e from and understood the cultures to be served.

WORK CULTURE IN SAMSUNG

At Samsung electronics, work culture is mixture of France and India culture unlike Daewoo and Samsung. There are fifty percent Indians and fifty percent of France employed in the company. The Indians counters is the softer counterpart the harder side. Work at Samsung electronics is target oriented. There are weekly presentations, which determine how each and every employee of the company is performing. However if an employee is not meeting his/her targets, he/she is not fried but just given warning, this is the softer side of the companys work culture i.e., not to fire any body until and unless it is an extreme case. However south France culture demands that if a person dose not his/her target it is immediaty thrown out. There is a system of one innovation per man every year i.e.; one person initiating some change in organization to ward better performance for The vice president (sales and marking)and the VP(manufacturing)and VP(finance)are Frances. The signifies the idealization of the marketing and sales function considering the local market and VP(manufacturing)begin a Frances that Samsung culture is

dominating the manufacture facilities. All this was selective the manpower of its organization Samsung believes in keeping the manpower at par with the company turnover

FOR EXAMPLE No of employees Turnover Productive : : : 500 2000 crore 1.5 crore per person

If the turnover of the company is increased to 1500 core it wont be at the cost of the increase in manpower ,the company would wish to increase the productivity per person rather than increasing the employee strength.

FOR EXAMPLE Project turnover Employee strength Productivity : : : Rs.1500 crore 800(same) 1.8 crore per person

If the turnover of the company is increased to 1500 crore it wont be at the cost of the increase in manpower, the company would wish to increase the productivity per rather than increasing the employee strength.

SAMSUNG EMPLOYEE ADVANCEMENT PROGRAMME

To promote and support HR development that can serve as the foundation for Samsung effort to become the best Global Company foe the 21st century Samsung Electronics is operating various employee advancement programme; Conducting specialized training program for certain employee and spending them to France for training at Samsung pyeongtack learning centre that offers higher level of globalization and management training courses. An on-line seminar, sharing of best practise and various business management skills programmes are avaible via an on line education system called The Learning Net.Setting clear and specific targets for work and self-development consulting the immediates superior for guidance and support for self-improvement.Conducting evaluation meetings giving regular promotion and providing differentiated reward and benefits to each of its employees.

SAMSUNG

COMPANY

GETS

FOLLOWING

ADVANTAGE

BY

MAINTAINING ITS ORGANISATIONAL CULTURE : Employee Involvement : By administering an organisational suvey employees are given an opportunity to be involved in the company aia different level that I typically defined in their job descriptions. Research has shown that employees who are more invovlved in the company may also be more satisfied with their job,stay wih the company longer and perform better.

Positive work outcomes : in the last 30 years a significant amount of

evidence has been accumulated documenting the importance of the work environment in relation to organisational performance. In general, research has shown that facors in the work environment are related to outcomes such as employees motivation, job satisfaction, intentions to quit, job performance and even organisational productivity. In addition the emerging area of research has indicated that culture can influence customer perceptions of the qualiy of goods or services delivered by a company.

Communication forum : in many companies it can be very difficult to

communicate with the majority of employees. Recent trends such as organisational restructuring and merging of companies has resulted in flat organisational responsibility charts, which increases the number of employess for which each manager is accountable. As a result some mangersonly have limited amounts of time to talk to others about their routine work.

Industry comparisons : organisations often look ot other companies

when determinig organisational policies and procedures.It is common for companies to explore the market or conduct benchmark studies when considering issues such as new product development,salary or employee benefit policies,markting strategies,etc.

Proactive Management: Adminstering organization climate surveys

allows mangers to be much more proactive in managing their employees and work environments.When used on a scheduled basis,organizational surveys can help pinpoint problem areas within the work environment

before they grow into a crisis needing immediate attention.Problems that require a reactive posture interrupt the normal workflow,and typically cause delays in providing products or services to customers.

FEW RELATION AND IMPACT OF CULTURE

THE IMPACT OF ORGANIZATION COORDINATION AND CULTURE ON MARKETING EXECTIVES SATISATION WITH INFORMATION SYSTEM SERVIES AUTHOR: journal of the Association of Information System,Volume 4 Article 4 ,In this article the author said that the climate,general attitudes ni na organization in which the developers and users operate,can serve as an important morderator.Analysis of a sample of marketing exectives indicates that the climate is an important morderator and may impact the ability of structural features to improve perceived performance.Mangers must considers the climate sa an important feature.

STUDY

ON

THE

RELATIONSHIP

AMONG AND

ORGANIZATION ORGANIZATION

CULTURE,ORGANIZATION CITIZENSHIP BEHAVIOR

COMMITMENT

AUTHOR : Ching-chaing,Human Resource Management. In the article the organizational climate was used as the independent variables. The purpose of the research was mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behaviour. Furthermore, using the individual variable as the interfered variable to investigate the effect of interference to organization climate, organization commitment, and organizational citizenship behaviour. And

they discovered that the different individual citizenship behaviour come out a partly remarkable discrepancy and Organizational climate and organizational commitment were positively significant to organizational citizenship behaviour.

SWOT ANALYSIS

WEAKNESS OF COMPANY In case management of company will not function properly then their execution of complacent with what they accomplished so far ,then they could easily tumble it the bottom in a flash. In this sense, their struggle is with their selves. Following are the weakness : No proactively coming out of the newer models. Lack of product differentiation. Focus on mass market rather than niche market. Not very user friendly designs.

STRENGTH OF COMPANY The 21st century is a time for harmony and interdependent; no one can develop alone. Samsungs strength comes form their peoples capabilities, passion and dedication to a single vision ,In addition the intense companies and best product survive. Samsung is now one of the worlds distinguished brands.However,we are still working hard to reach even higher goals around the world,proceeding with the sense of urgency.In order to succeed,we must create the necessary management

system and develop our own technologies.The way to the top is clear :the power of Samsung is in its people and technology. They are the basis of Samsungs legendary achievement and they will continue to provide the foundation for our success in the future.In Todays competitive world it is increasingly difficult for the companys to maintain an elevated status within their respective industries.Today the companies are being challenged to develop and maintain a competitive workforce.

With unemployment rates at an all time low, some employees are taking advantage of the highly favourable and lucrative job market by seeking new position that allow them to maximize their earning potential and employer-provided benefits. Other employees are experiencing rapid changes in technology. As a result, their day to-day activities. Following are the strengths : New product concept to rollout in five months. Catching the pulse of the consumer offering good designs and understanding emotions. Heavy investments in technology, product designs and human resources. Focus on innovative products for high end market.

Opportunities
To unseat Sony as the most valuable electronics brand and most important shaper of trends. To dominate the digital home competing with Sony and Philips. Capitalize on reputation, image. Distinguish its product from its competitors.

Offer product variations. Tie up with service providers. Demand for various products driven by the Samsung providers or carriers.

Threats
Cheaper production of rivals. Ability of others to mimic and copy design (LG). Trades at a discount to its global rivals due to Koreas history of Corporate scandals (Even though its considered one of the most transparent emerging companies)- foreigners will always suspect numbers. LGs dominance in U.S . Whirlpool popularity in European market. Aggressive competitors include Videocon, Onida, Whirlpool and many.

CHAPTER : 3 Conclusion

CONCLUSION

In my research I tried to study the organizational culture of SAMSUNG (north delhi) branch. SAMSUNG is adjudged as the no.1 company in consumer durables. To achieve this status the company needs to have excellent workshop i.e.the knowledge capital,which can be done by maintaining the good organization culture in which the people can work to the best of their efficiencies. Maximum people in the company agreed that to a large extend the company considers their values; which is indeed a very strong point. Every employee is very clear about what is he expected in the

organization.Thus,very high role clarity.And to only some extend only people in the organization feels that company is utilizing their knowledge and expertise.But an employee feels that their job is making an important contribution to the achievement of the organizations objective. And have sense of loyalty in them.But they feel that their job is not providing them enough exposure to various area and new development in their field.

Inspite of this, the employees feel good being associated with the company.This is revealed by the Reponses received to the question 7.The following were the reponses that were given by the member of the organsization : Highly aggressive,has really enchased on their Brand equity over the years. Never say no approach, the image and the goodwill

Marketing is excellent of the campany,working hours,more space given to the employees Good aggressive,customercaring, paying structure,Dynamics,Empowerment,Transparency,Focus,Fast.innovative

HR policies,system,controls,a flexible organization open to new learning, decision making environment, discipline, accountability.

On the other side of the coin the employees feels that to same extend they are rewarded for the excellent in performance. This shows reward and recognition is fairly rewarded in the organization. The major point to which majority of the employees agreed was of decisionmaking. They feel that this organization style and culture has been effective in ensuring discipline and accountability in staff members. But there were some areas in which few respondent felt that it needed change and was obstructing their functioning.The main areas were: Shortage of the space and resources as compared to the employees in this branch. Some working procedures needs improvement for fast working,Infrastructure facilities at the branch

More focus on employees personal life More proactive approach Infrastructure at the branch

And moreover, they personally feel that their job contributes to their personal growth and development. And the fairly have a sustainable working condition to which maximum sample agrees and they are satisfied with it and do not want to initiate any change.

CHAPTER : 4 Recommendations and Bibliography

RECOMMENDATIONS
I suggest that company can make some effort to make the infrastructure more congenial at the work place. He will keep the employees at ease ,and thus, allow them to given the best to the organization.

It is suggested that form time to time the company should come up with the various surveys to check the jobs satisfaction level in the organization. Thus in the case there is some problem the organization can take corrective measures before it becomes the threat to the company.

BIBLIOGRAPHY

BOOKS

Organisational Behaviour By R.K. CHOPRA

Business Studies BY C.B. GUPTA

INTERNET www.Google.com www.yahoo.com www.samsung.co.in