Introduction

Tata Consultancy Services Limited (TCS) is a subsidiary of the Tata Group, an Indian information
technology consulting and business solutions company which operates in 46 countries worldwide.
TCS Limited was founded in 1968 by a division of Tata Sons Limited. Its early contracts included
punched card services to TISCO (now Tata Steel), working on an Inter-Branch Reconciliation
System for the Central Bank of India. In 1975 TCS made an electronic depository and trading
system called SEMCOM for Swiss company. TCS also established India's first software research
and development center called Tata Research Development and Design Centre in Pune,
Maharashtra. On 25 August 2004, TCS became a Publicly Listed Company.

Some important aspects related to TCS are mentioned below.

 TCS is one of the largest employers of women with 35.3% women employees.
 TCS became the first Indian IT company to reach $100 billion market capitalization with a value
of $102.6 billion in Bombay Stock Exchange and second Indian company ever after Reliance
industries that achieved the same in 2007.
 TCS is ranked 10th on Fortune India 500 list in 2017.
 It is the world's 9th largest IT service provider by revenue.
 TCS is ranked 64th overall in Forbes World's most innovative companies ranking, making it the
highest ranked IT services company ever.

Organization Heads

1) N.Chandrasekaran is the chairman of the Tata consultancy services.

2) Rajesh Gopinathan is the CEO and Managing Director of Tata Consultancy Services.

TCS Mission Statement

“To help customers achieve their business objectives by providing innovative, best-in-class
consulting, IT solutions and services & to make it a joy for all stakeholders to work with us.”
 Tagline of the Company

Experience Certainty.

Headquarters ofthe Company

Mumbai, Maharashtra, India

Products & Services Provided

TCS provides a wide range of information technology-related products and services including
application development, business process outsourcing, capacity planning, consulting, enterprise
software, hardware sizing, payment processing, software management, and technology education
services. The firm's established software products are TCS BaNCS and TCS MasterCraft.

Geographical Presence
National Stock TCS is a global leader in technology and consulting services. It enables clients in
46 countries to create and execute strategies for their digital transformation. A part of the Tata
group, TCS has 3,95,000 associates(including subsidiaries) representing 131 nationalities,
spanning across 46 countries as of March 31, 2018. The company generated consolidated revenues
of US $19.09 billion( a growth of 8.6% over the previous year) for the year ended on March 31,
2018, and is listed on the Exchange and Bombay Stock Exchange in India.

TCS Branches in India

 Jaipur
 Chennai
 Ahmedabad
 Baroda
 Mysore
 Hyderabad
 Pune
 New Delhi
 Gurgaon
 Mumbai
 Lucknow
 Nagpur

Awards and Recognition

 Independent Survey ranks TCS among the Top Regarded Companies and the World’s Best
Employers in the 2017 Global 2000 list.
 TCS has been awarded ‘WILL Best Employers for Women’, recognition based on the ‘WILL
Best Employers for Women: Benchmarking survey conducted by the WILL Forum India (Forum
for Women in Leadership).
 TCS wins one gold and two Silver Stevie’s at Great Employers Awards in 2017.
 TCS has been recognized as Global Top Employer by the Top Employers Institute- one of the 8
organizations worldwide to have achieved this status.

Organizational Culture at TCS

Just as an organization needs the right talent to drive its business objectives, people need theright
environment to grow and achieve their career goals. The moment the employee steps intoTCS,
he/she would be greeted with that unmistakable feeling of being at the right place. Alongwith that,
working with TCS affords with a sense of certainty of a successful career that wouldbe driven by
boundless growth opportunities and exposure to cutting-edge technologies andlearning
possibilities.The work environment at TCS is built around the belief of growth beyond boundaries.
Some of the critical elements that define the work culture are global exposure, cross-
domainexperience, and work-life balance. Each of these elements goes much deeper than what
itostensibly conveys.

Culture potpourri:
People from diverse backgrounds and geographies have come together in pursuit of a
commonvision.

Open door policy:

Corporate culture is open and inclusive; irrespective of one’s experience.

On-the-job learning:
Intense training and development programs facilitate on-the-job learning.

Mentor programs:
Mentor programs foster supportive relationships that help develop skills, behavior, and insights
to attain goals.

'Global Family' identity

What sets TCS apart is the support, encouragement, and nurturing provided at every step just
like a family.

Community Services:
Maitree was started with an objective of bringing TCS associates and their families closer
andinclude them as a part of the TCS extended family.

STRESSMANAGEMENT TECHNIQUES
The major stress management strategies adopted by TCS are as follows.
Stress Control Workshopthe company conduct periodical workshops for control and reduction of
stress. Such workshops help the employees to learn the dynamics of stress and methods of
overcoming their ill effects. Similarly, it also makes arrangements for assisting the employees in
overcoming their personal and family problems. This arrangement may include managing personal
finance, dealing with family problems, health problems, and other kinds of personal and family
stress. The numbers of stress control workshops conducted by TCS during 2007-2011 are 24.
Seminars on Job Burnoutit is a response to the chronic emotional strain of dealing with other
human beings, particularly when they are troubled or have problems. Job burnout is now
recognized as a major work stress problem. TCS conducted a number of seminars on job burnout,
which help employees to understand the nature and symptoms of job problems such as workshops
on role clarity.
Stress Management Training
Stress management training may include instruction in time management, goal setting, counseling
of subordinates, self-awareness, relaxation techniques, conflict resolution and identification of
stress situations and symptoms. TCS conducted around 20programmes to reduce level of stress for
their employees.

Tour Programme
Companyarrange tour programmes periodically to reduce stress level of the employees. The
number of tour programmes have organized by TCS during 2007 – 2011 is 18.

Networking
Networking is the formation of close associations with trusted, empathetic co-workers and
colleagues who are good listeners and confidence builders. Such persons provide mental support
to get the person through stressful situation. Considering this formation as one of the effective
low cost stress management techniques, company creates a team for completing a specific
task/project. The team members are mostly closely associated with each other, this helps the
employees for mutual sharing of their concerns and paved the way for control and reduction of
stress for each other.

Supportive Organizational Climate

Many large organizations today tend to be highly formalized bureaucratic structures with
accompanying inflexible, impersonal climates. Many of the organizational stressors emerge
because of faulty organizational processes and practices. This can lead to considerable job stress.
To a very great extent, these can be controlled by creating supportive organizational climate.
Supportive organizational climate depends upon managerial leadership rather than the use of
power and money to control organizational behaviour. The focus is primarily on participation
and involvement of employees in decision-making process. Such climate develops belongingness
among people which helps them reduce their stress. Therefore in order to reduce or prevent the
employees stress the company has taken effort to increase participation and involvement of the
employees in decision making process

Yoga and Meditation

The role of Yoga, a scientific technique of physical exercise to keep body fit and to overcome
stress, has been recognized in most part of the world. Yoga helps the employees to better cope
with their stress generally. It gives a great deal of relaxation, enhanced self-esteem, and helps
them to get their mind off work for a while. Impact of stress can be overcome by relaxation
techniques. Meditation involves quiet concentrated inner thought in order to rest the body
physically and emotionally. Transcendental meditation is one of the popular practices of
relaxation. In this practice, the meditator tries to meditate for fifteen to twenty minutes a day,
concentrating on the repetition of some mantra. Any meditation essentially involves a relatively
quiet environment, a comfortable position, a repetitive mental stimulus, and a passive attitude.
Meditation has been recognized as a powerful technique for reducing stress. Whether a person
takes easy one or specific relaxation technique, the intent is to eliminate the immediately
stressful situation or manage a prolonged stressful situation more effectively. Therefore in order
to reduce the stress of the employees, the company has provided Yoga, meditation, General
Health and Wellness Programme to its employees.

Celebrations
The company has organized emotional well being programs, after any project or assignment
completion, a small party is organized by the group members which is financed by the
companies, office birthday is celebrated, Fun and learn exercises and Celebrating birthdays of
subordinates at the end of each month to reduce stress of the employees.

Motivational Strategies

Motivational Factors / Incentives Monetary or Financial Incentives: Monetary

incentives are offered in terms of money. Such incentives provide more cash or purchasing
power to workforce. Monetary incentives are extremely attractive to workforce (particularly
those working at lower levels) as they get the benefit quickly and in concrete terms. At the higher
levels of management, non-monetary incentives are more important than monetary incentives.
Workers prefer monetary incentives as compared to nonmonetary incentives. Managements also
offer liberal monetary incentives to all categories of workforce. Monetary incentives may be
further classified as following:-

Individual Monetary Incentives: The benefit of individual monetary incentive is available

to concerned worker only. For example, differential piece rate system which offers different
wage rates to different workers as per their production efficiency. Different incentive wage plans
are the examples of individual monetary incentives as the benefit is offered individually to every
worker. Here, a worker is paid as per his efficiency, productivity or as per the production given
by him. Efficient/sincere workers give more production and get higher reward in terms of wage
payment.

Group Monetary Incentives: In the group monetary incentives, the monetary benefit is not
given individually but to a group of workers or to all workers . Workers have towork
jointly/collectively as a team in order to secure the benefits of group monetary incentives. Bonus
payments, pension, P.F, production/productivity bonus, profit sharing, etc. are the examples of
group monetary incentives. For the employer/management, group incentives are more important
as they offer many benefits to the management.

Non-monetary Incentives for workforceMotivation

Job security and job enrichment : Job security is useful for the motivation of workforce.
Such security keeps the workforce away from the tension of becoming unemployed. Job
enrichment provides an opportunity for greater recognition and advancement. Job enrichment
refers to redesign of jobs. Fair treatment to workforce

Recognition of good work: Recognition of good work at an appropriate time gives

encouragement to employees to show better performance in future . As an appreciation of good
work, prizes, rewards, promotions, etc. are given.

Encouragement to self-development and career development: Employees are given

varied training facilities. Training facilitates self-development and also provides opportunities
for career development.

Delegation of authority: Due to delegation of authority, a subordinate employee feels that

superior has faith in him and also in his ability to use authority in a proper manner. Employees
get mental satisfaction when authority is given to them. They take interest and initiative in the
work and try to prove that they are competent to work at the higher levels. Thus, delegation of
authority becomes a motivating factor.
Congenial working conditions: It is a non financial incentive for motivation. Employees are
given various facilities and conveniences at the work place. This creates desire to work
efficiently.

Fair opportunity of promotion: Fair opportunity of promotion to all eligible workers is one
more method useful for motivating employees. They take interest in the work as they feet that
they will be rewarded in the form of promotions.

Leadership style

According Judge and Robbins (2010), leadership is defined as a characteristic that enables one to
inspire a group to realize a common goal or interest.
Tcs follows a blend of Participative and benevolent authoritative leadership system.
TCS has open communication system towards Authority ,stakeholders and employee, The working
culture of TCS is based on informal communication which enables the staff to have smooth and
relaxed communication with the top level mangement ,which ensures accountability of whole
organization,according to norms The board of directors should inform companys business and
information to its share holders in accordance with their agreements,. And there is opportunity for
employees also to write employees concerns to MD/CEO,which will inturn place it before
executive committee appointed by board,And take decisions on employee concern if it is required
.TCS Leadership knows in staff involvement in Business improvement plan is very important,So
they invite senior employees to Board to present specific topics under discussion,But ultimate
decions will be made by management.If we consider TCS on the basis of leadership grid, its
management style attain score of 5 for people and production.
TCS has proper succession plan, it occurs in all stages such as in a business level unit, at project
level, account level and even at corporate level.
At the top level, planning for the success of senior management is directly revised by the Executive
Committee of the Board.
Organizations Heads are invited to Board Meetings in order to give presentations from time to
time so as to update the systems. This delivers a chance for the Board members to interact with
their Senior Executives intermittently and abilities to help them identify suitable internal
successors and provide feedback. In these last four decades, TCS has gone through two CEO-level
changeovers.
Group and Team Dynamics

Tata Consultancy Services is an IT services, consulting and business solutions organization that
has been partnering with many of the world’s largest businesses in their transformation journeys
for the last fifty years. TCS offers a consulting-led, Cognitive powered, integrated portfolio of
IT, Business & Technology Services, and engineering. This is delivered through its unique
Location Independent Agile delivery model, recognized as a benchmark of excellence in
software development.

A part of the Tata group, India's largest multinational business group, TCS has over 400,000 of
the world’s best-trained consultants in 46 countries. The company generated consolidated
revenues of US $ 19.09 billion for year ended March 31, 2018 and is listed on the BSE (formerly
Bombay Stock Exchange) and the NSE (National Stock Exchange) in India. TCS' proactive
stance on climate change and award winning work with communities across the world have
earned it a place in leading sustainability indices such as the Dow Jones Sustainability Index
(DJSI), MSCI Global Sustainability Index and the FTSE4Good Emerging Index.
Conclusion
In a nutshell I must say that with this complex structure of the company they are well enough to
deal with the situation in each and every group of the company hence they are also issuing
guidelines and targets for the coming years to each department. The company’s stress control
workshops and stress management training programs have impressed me a lot because it will
definitely help to gain the trust of employees. The complex and flexible structure of organization
also helps to gain the advantage of their vested interest groups like customers and shareholders
because they are giving them space to take their own decision and participation in the organization
working.

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