This lecture explores company outsourcing through the case study of TCP Technologies, highlighting how innovative management practices, including a democratic workplace, a performance grading system, and direct employee feedback channels, have significantly boosted efficiency, staff satisfaction, and company income.
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Section four,
you will hear a talk about the practice
of company outsourcing.
First, you have some time to look at
Now listen carefully and answer
Welcome class to your very first lecture
in this series on business in the modern
world conducted by myself Dr. Toby Bennett.
Bennett.
Today we will be looking into the
practice of company outsourcing using
TCP technologies as a case study. Now
for those of you who are unfamiliar with
this practice, I will give you a
summative definition.
Company outsourcing involves the
contracting of various business
activities by one company to another.
This practice will sometimes occur from
a western company to a party based in a
third world country. The rationale being
to make significant financial savings on
lower international labor rates and to
potentially increase quality.
Now our case study for today is TCP
Technologies, a party located in India
that receives outsourced tasks from
Western companies.
The manager of TCP technologies is a man
called Mangjid Karnner who has
personally developed a series of aims
and philosophies by which the company is
expected to operate.
He claims that the most important of
these philosophies is to create a
workplace where each individual member
has the opportunity to contribute their
opinion to the operations of the company.
company.
That is to say that he found it
important to develop a democratic environment.
environment.
As a means of ensuring quality from
every individual at TCP Technologies, a
grading system has been developed that
encourages an ethos of hard work and
recognizes accomplishment.
This grading of individuals is based
upon a series of factors such as
turnover, hours worked, and efficiency.
Every month, Karna publishes the grades
on an internal website where staff can
access not only their own grades but
also compare it to others.
A spirit of playful competitiveness has
developed through this method which has
resulted in increased efficiency and
turnover across the company.
Karna also saw it as essential to
develop a culturally diverse group of
employees as a means of presenting a
multifaceted image that would appeal to
a host of potential employees from
across the globe.
This cultural openness has not only
increased the quantity of incoming
contracted opportunities by 7% but has
also benefited the company itself significantly.
significantly.
A level of transparency now exists that
had not before been apparent.
According to questionnaires carried out
recently, these newly introduced
measures have significantly increased
the rate of staff satisfaction, which
has subsequently led to an increase of
32% in the company's income.
These figures are truly admirable and
serve as a testament to the measures
that Karnner has introduced to the
workplace at TCP Technologies.
In a recent interview published by The
Economist, he declared, "The figures
speak for themselves. My system works."
When asked if he had any advice for
companies on methods they could employ
to streamline workflow and increase
turnover, he replied, "It's simple,
really. A company must see itself not as
one entity comprised of nameless
components, but instead as a living
organism composed of cells, each one
essential to the functioning of the
whole." I suggest that the motto by
which your management operates will be
Many benefits have been reaped from the
aforementioned changes in management
style such as a significant decrease in
staff turnover. This improvement alone
has solved many problems that had before
stunted the growth of the company. A lot
of these improvements came from the
realization that the solution does not
have to be produced internally but can
come from any other company. The grading
system also immeasurably enhance the
dynamics of the company. The fact that
this measuring system is solely produced
for staff members and inaccessible by
management means that it cannot be used
as a judging criterion for promotion.
It has proven itself a relaxed and
informal means of stimulating workflow.
When asked about specific features of
his managing style, Karna mentioned that
it is important for him to respond
personally to any complaints filed by
staff members.
Having found the existing complaints
process slow and ineffective, he
introduced a new online system that
created a direct line of communication
between Cana and all employees of the company.
company.
The complaint form, dubbed by Cana as a
ticket, eradicates the middleman, is
easily accessible to all employees
online, and has an interface that can be
instinctively navigated.
Any staff related complaint such as
those relating to air conditioning and
food quality can be submitted directly
to Cana via this online system.
Entitlement to vacation is also a
popular issue discussed through this forum.
forum.
The main benefit of using the system is
that staff must include their personal
details on the ticket before they are
able to submit it.
In the past, anonymous complaints had
been the root of much confusion and
caused many wasted work hours. So, the
new system has put a ban on this form of complaint.
complaint.
That wraps up the lecture for today.
Please remember that attendance is mandatory.
That is the end of section four. You now
have half a minute to check your answers.
Welcome class to your very first lecture
in this series on business in the modern
world conducted by myself Dr. Toby Bennett.
Bennett.
Today we will be looking into the
practice of company outsourcing using
TCP technologies as a case study. Now
for those of you who are unfamiliar with
this practice, I will give you a
summative definition. Company
outsourcing involves the contracting of
various business activities by one
company to another.
This practice will sometimes occur from
a western company to a party based in a
third world country. The rationale being
to make significant financial savings on
lower international labor rates and to
potentially increase quality.
Now our case study for today is TCP
technologies, a party located in India
that receives outsourced tasks from
western companies.
The manager of TCP technologies is a man
called Mangjid Karnner who has
personally developed a series of aims
and philosophies by which the company is
expected to operate.
He claims that the most important of
these philosophies is to create a
workplace where each individual member
has the opportunity to contribute their
opinion to the operations of the company.
company.
That is to say that he found it
important to develop a democratic environment.
environment.
As a means of ensuring quality from
every individual at TCP Technologies, a
grading system has been developed that
encourages an ethos of hard work and
recognizes accomplishment.
This grading of individuals is based
upon a series of factors such as
turnover, hours worked, and efficiency.
Every month, KA publishes the grades on
an internal website where staff can
access not only their own grades but
A spirit of playful competitiveness has
developed through this method which has
resulted in increased efficiency and
turnover across the company.
Karna also saw it as essential to
develop a culturally diverse group of
employees as a means of presenting a
multifaceted image that would appeal to
a host of potential employees from
across the globe.
This cultural openness has not only
increased the quantity of incoming
contracted opportunities by 7% but has
also benefited the company itself significantly.
significantly.
A level of transparency now exists that
had not before been apparent.
According to questionnaires carried out
recently, these newly introduced
measures have significantly increased
the rate of staff satisfaction, which
has subsequently led to an increase of
32% in the company's income. These
figures are truly admirable and serve as
a testament to the measures that Karnner
has introduced to the workplace at TCP Technologies.
Technologies.
In a recent interview published by The
Economist, he declared, "The figures
speak for themselves. My system works."
When asked if he had any advice for
companies on methods they could employ
to streamline workflow and increase
turnover, he replied, "It's simple,
really. A company must see itself not as
one entity comprised of nameless
components, but instead as a living
organism composed of cells, each one
essential to the functioning of the
whole." I suggest that the motto by
which your management operates will be
Many benefits have been reaped from the
aforementioned changes in management
style such as a significant decrease in
staff turnover. This improvement alone
has solved many problems that had before
stunted the growth of the company. A lot
of these improvements came from the
realization that the solution does not
have to be produced internally but can
come from any other company. The grading
system also immeasurably enhance the
dynamics of the company. The fact that
this measuring system is solely produced
for staff members and inaccessible by
management means that it cannot be used
as a judging criterion for promotion.
It has proven itself a relaxed and
informal means of stimulating workflow.
When asked about specific features of
his managing style, Karna mentioned that
it is important for him to respond
personally to any complaints filed by
staff members.
Having found the existing complaints
process slow and ineffective, he
introduced a new online system that
created a direct line of communication
between Cana and all employees of the company.
company.
The complaint form, dubbed by Cana as a
ticket, eradicates the middleman, is
easily accessible to all employees
online, and has an interface that can be
instinctively navigated.
Any staff related complaint such as
those relating to air conditioning and
food quality can be submitted directly
to Cana via this online system.
Entitlement to vacation is also a
popular issue discussed through this forum.
forum.
The main benefit of using the system is
that staff must include their personal
details on the ticket before they are
able to submit it.
In the past, anonymous complaints had
been the root of much confusion and
caused many wasted work hours. So, the
new system has put a ban on this form of complaint.
complaint.
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