A study Report about Practices & Strategies followed by

On
“Emotions and moods”
In partial fulfillment for the requirements of the Subject: Organizational Behavior in
the Two-Year Full-time Master of Business Administration Programme

GLS University

Submitted To

DR JUHI SHAH

Associate professor

Submitted by: -

 Sandip Raj (202100620010228)

 Ujjwal Zala (202100620010314)
 Harsh kahar (202100620010154)
 Krupali Todarmal (202100620010293)
 Hetanshi Kothari (202100620010028)
 Honey Bulchandani (202100620010120)

Submitted on: -6/12/2021

FACULTY OF MANAGEMENT

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  Preface: -
As a part of the MBA programme and in order to gain practical knowledge in the
field of Organizational Behavior, we are required to make a study report on the
emotions and moods of the employees of companies such as Airtel, Amazon,
Reliance Jio, TCS, Google, netflix. the basic objective behind this project is to get
detailed knowledge about the benefits offered by the companies to their employees.
We have included various ways of how different companies adopt various methods to
uplift the mood of their employees and reduce labour turnover rate.

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  Acknowledgment:-

We are overwhelmed in all humbleness and gratefulness to acknowledge our depth to

all those who have helped us to put these ideas, well above the level of simplicity and
into something concrete.
We would like to express our special thanks of gratitude to Professor Dr. Juhi Shah as
well as our principal Dr. Hitesh Ruparel who gave us the golden opportunity to do
this wonderful project on the topic of Emotions and Moods in organization, which
also helped us in doing a lot of Research and we came to know about so many new
things. We are really thankful to them.
Any attempt at any level can‘t be satisfactorily completed without the support and
guidance of our group members.

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 PARTICULARS
TITLE OF THE REPORT

I PREFACE

II ANKNOWLEDGEMENT

III TABLE OF CONTENT

CHAPTER 1 INTRODUCTION OF UNDERSTADING OF EMOTIONS AND
MOODS ( Theoretical Understanding of the topic selected)

CHAPTER 2 APPLICATION OF EMOTIONS AND MOODS IN COMPANIES

How emotions and moods are used in industry

CHAPTER 3 CONCLUSION

REFRENCES

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TABEL OF CONTENTS
PREFACE…………………………………………………………………………………………2
ANKNOWNLEDGEMENT………………………………………………………………………3
PARTICULARS…………………………………………………………………………………..4
TABLE OF CONTENTS…………………………………………………………………………5
CHAPTER -1
INTRODUCTION………………………………………………………………………………..6
INTRODUCTION OF EMOTIONS AND MOODS….……………..………………………..7
SOURCE OF EMOTIONS AND MOODS…………………………………………………….13
APPLICATION OF EMOTIONS AND MOODS IN ORGANIZATION……………………..16
EMOTIONAL LABOR…………………………………………………………………………18
AFFECTIVE EVENTS THEORY (AET)………………………………………………………19

CHAPTER 2……………………………………………………..22
COMPANY PROFILES…………………………………………………………………22
AIRTEL……………………………………………………………………………22
GOOGLE…………………………………………………………………………..25
TCS………………………………………………………………………………...35
NETFLIX………………………………………………………………………….39
AMAZON………………………………………………………………………....44
JIO…………………………………………………………………………………50
REFRENCES……………………………………………………………………………55

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CHAPTER 1 INTRODUCTION :-

Emotions shape an individual’s belief about the value of a job, a company, or a team. Emotions
also affect behaviors at work. Research shows that individuals within your own inner circle are
better able to recognize and understand your emotions (Elfenbein & Ambady, 2002).

So, what is the connection between emotions, attitudes, and behaviors at work? This connection
may be explained using a theory named Affective Events Theory (AET). Researchers Howard
Weiss and Russell Cropanzano studied the effect of six major kinds of emotions in the
workplace: anger, fear, joy, love, sadness, and surprise (Weiss & Cropanzano, 1996). Their
theory argues that specific events on the job cause different kinds of people to feel different
emotions. These emotions, in turn, inspire actions that can benefit or impede others at work
(Fisher, 2002).

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INTRODUCTION :-
 1.1 EMOTIONS AND MOODS:-

Emotions and mood can affect temperament,

personality, disposition, and motivation. They can affect a
person's physical well-being, judgement, and perception.
Emotions play a critical role in how individuals behave and
react to external stimuli; they are often internalized enough
for people to fail to notice when they are at work. Emotions
and mood can cloud judgment and reduce rationality in decision-making.

 EMOTION :-

Emotions are reciprocal with mood, temperament, personality, disposition, and

motivation. Emotions can be influenced by hormones and neurotransmitters,
such as dopamine and seratonin. Dopamine can affect a person's energy level and
mood, while seratonin can affect critical-thinking skills. As emotion is largely a
chemical balance (or imbalance) in the mind, emotions can quickly cloud
judgment and complicate social interactions without the individual being
consciously aware that it is happening.

 MOOD:-

All moods can affect judgment, perception, and physical and emotional well-
being. Long-term exposure to negative moods or stressful environments can lead
to illnesses such as heart disease, diabetes, and ulcers. The decision-making
effects of any kind of bad mood can hinder a person's job performance and lead
to poor decisions that affect the company. In contrast, a positive mood can
enhance creativity and problem solving. However, positive moods can also create
false optimism and negatively influence decision making.

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  The implication for behavior is important for both managers and
subordinates to understand. Workers must try to identify objectively when an
emotional predisposition is influencing their behavior and judgement and
ensure that the repercussions of the emotion are either positive or
neutralized. Positive emotions can be a great thing, producing extroversion,
energy and job satisfaction. However, both positive and negative emotions
can distort the validity of a decision. Being overconfident, for example, can be
just as dangerous as being under-confident.

The Basic Emotions

While not universally accepted, there appear to be six basic emotions:

1. Anger

2. Fear

3. Sadness

4. Happiness

5. Disgust

6. Surprise

All other emotions are subsumed under these six May even be placed in a spectrum of emotion:
– Happiness – surprise – fear – sadness – anger – disgust

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  Basic Moods:
Positive and Negative Affect
Emotions cannot be neutral.
Emotions (“markers”) are grouped into general mood states. 
Mood states affect perception and therefore perceived realit

 Organizational Implications
By encouraging positive employee management relationships and employee dynamics,
an organization may be able to balance a person's mood and emotions. Improving the
level of job satisfaction for employees is another way that a company can influence an
employee's mood. If a person is satisfied at work, that condition may reduce levels
of stress and help influence motivation and disposition. Job satisfaction can affect a
person's mood and emotional state. Providing organizational benefits, such as a
company gym, meditation classes, or company retreats, can likewise influence a person's
emotions. An active lifestyle has been shown to produce an increased level of dopamine,
which can enhance energy and mood.
Managers are tasked not only with monitoring and controlling their own moods and
emotions, but also with recognizing emotional issues in their subordinates. Managers
should strive to balance the emotions of their subordinates, ensuring nothing negatively
affects their mental well-being. This can be a difficult role for management, as many
people display their emotions in different ways (and most tend to hide them,
particularly at work). Managers must be both perceptive and strategic in ensuring a
mental balance at work.

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1.1.1 Affect, Emotions, and Moods

Emotions are reactions to a person (seeing a friend at work may make you feel glad) or event
(dealing with a rude client may make you feel angry). You show your emotions when you’re
“happy about something, angry at someone, afraid of something.”9 Moods, in contrast, aren’t
usually directed at a person or event. But emotions can turn into moods when you lose focus on
the event or object that started the feeling. And, by the same token, good or bad moods can make
you more emotional in response to an event. So when a colleague criticizes how you spoke to a
client, you might become angry at him. That is, you show emotion (anger) toward a specific
object (your colleague). But as the specific emotion dissipates, you might just feel generally
dispirited. You can’t attribute this feeling to any single event; you’re just not your normal self.
You might then overreact to other events. This affect state describes a mood.

1.1.1

Exhibit 1.1.1shows the relationships among affect, emotions, and mood. First, as the exhibit
shows, affect is a broad term that encompasses emotions and moods. Second, there are

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 differences between emotions and moods. Some of these differences—that emotions are
more likely to be caused by a specific event, and emotions are more fleeting than moods—we
just discussed. Other differences are subtler. For example, unlike moods, emotions tend to be
more clearly revealed with facial expressions (anger, disgust). Also, some researchers
speculate that emotions may be more action-oriented—they may lead us to some immediate
action—while moods may be more cognitive, meaning they may cause us to think or brood
for a while.
Finally, the exhibit shows that emotions and moods can mutually influence each other. For
example, an emotion, if it’s strong and deep enough, can turn into a mood: Getting your
dream job may generate the emotion of joy, but it also can put you in a good mood for
several days. Similarly, if you’re in a good or bad mood, it might make you experience a
more intense positive or negative emotion than would otherwise be the case. For example, if
you’re in a bad mood, you might “blow up” in response to a coworker’s comment when
normally it would have just generated a mild reaction. Because emotions and moods can
mutually influence each other, there will be many points throughout the chapter where
emotions and moods will be closely connected.

 Mood as Positive and Negative Affect

One way to classify emotions is by whether they are positive or negative.30 Positive
emotions—like joy and gratitude—express a favorable evaluation or feeling. Negative
emotions—like anger or guilt—express the opposite. Keep in mind that emotions can’t be
neutral. Being neutral is being nonemotional. When we group emotions into positive and
negative categories, they become mood states because we are now looking at them more
generally instead of isolating one particular emotion. See Exhibit 8-2. In this exhibit, excited
is a specific emotion that is a pure marker of high positive affect, while boredom is a pure
marker of low positive affect. Similarly, nervous is a pure marker of high negative affect,
while relaxed is a pure marker of low negative affect. Finally, some emotions—like
contentment (a mixture of high positive affect and low negative affect) or sadness (a mixture
of low positive affect and high negative affect)—are in between. You’ll notice that this

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 model does not
include
all emotions.
There are two
reasons
why. First, we
can fit other
emotions
like enthusiasm or depression into the model, but we’re short on space. Second, some
emotions, like surprise, don’t fit well because they’re not as clearly positive or negative. So,
we can think of positive affect as a mood dimension consisting of positive emotions such as
excitement, self-assurance, and cheerfulness at the high end, and boredom, sluggishness, and
tiredness at the low end. Negative affect is a mood dimension consisting of nervousness,
stress, and anxiety at the high end, and relaxation, tranquility, and poise at the low end. (Note
that positive and negative affect are moods. We’re using these labels, rather than positive and
negative mood, because that’s how researchers label them.) Positive affect and negative
affect play out at work (and beyond work, of course) in that they color our perceptions, and
these perceptions can become their own reality. For example, one flight attendant posted an
anonymous blog on the Web that said: “I work in a pressurized aluminum tube and the
environment outside my ‘office’ cannot sustain human life. That being said, the human life
inside is not worth sustaining sometimes . . . in fact, the passengers can be jerks, and idiots. I
am often treated with no respect, nobody listens to me . . . until I threaten to kick them off the
plane ...” Clearly, if a flight attendant is in a bad mood, it’s going to influence his perceptions
of passengers, which will influence his behavior in turn. Importantly, negative emotions are
more likely to translate into negative moods. People think about events that created strong
negative emotions five times as long as they do about events that created strong positive
ones.33 So, we should expect people to recall negative experiences more readily than
positive ones. Perhaps one of the reasons is that, for most of us, they’re also more unusual.
Indeed research shows that there is a positivity offset, meaning that at zero input (when
nothing in particular is going on), most individuals experience a mildly positive mood.34 So
for most people, positive moods are somewhat more common than negative moods. The

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 positivity offset also appears to operate at work. For example, one study of customer service
representatives in a British call center (probably a job where it’s pretty hard to feel positive)
revealed that people reported experiencing positive moods percent of the time.

1.2 Source of Emotions and Moods:-

 Personality :- Personality affects all aspects of a person's performance, even how

he reacts to situations on the job. Not every personality is suited for every job
position, so it's important to recognize personality traits and pair employees with the
duties that fit their personalities the best. This can lead to increased productivity and
job satisfaction, helping your business function more efficiently.
 Day of the Week and Time of the Day:- Most people are at work or school
Monday through Friday. For most of us, that means the weekend is a time of
relaxation and leisure. Does that suggest that people are in their best moods on the
weekends? Well, actually, yes. As Exhibit 8-3 shows, people tend to be in their worst
moods (highest negative affect and lowest positive affect) early in the week and in
their best moods (highest positive affect and lowest negative affect) late in the week.
What about time of the day? When are you usually in your best mood? Your worst?
We often think that people differ, depending on whether they are “morning” or
“evening” people. However, the vast majority of us follow a similar pattern. People
are generally in lower spirits early in the morning. During the course of the day, our
moods tend to improve and then decline in the evening. Exhibit 8-4 shows this

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 pattern. Interestingly, regardless of what time people go to bed at night or get up in
the morning, levels of positive affect tend to peak around the halfway point between
waking and sleeping. Negative affect, however, shows little fluctuation throughout
the day.
 Weather:-When do you think you would be in a better mood? When it’s 70 degrees
and sunny or when it’s a gloomy, cold, rainy day? Many people believe their mood is
tied to the weather. However, evidence suggests that weather has little effect on
mood. One expert concluded, “Contrary to the prevailing cultural view, these data
indicate that people do not report a better mood on bright and sunny days (or,
conversely, a worse mood on dark and rainy days).”42 Illusory correlation explains
why people tend to think that nice weather improves their mood. Illusory correlation
occurs when people associate two events but in reality, there is no connection.
 Stress:- As you might imagine, stress affects emotions and moods. For example,
students have higher levels of fear before an exam, but their fear dissipates once the
exam is over.43 At work, stressful daily events (a nasty email, an impending
deadline, the loss of a big sale, being reprimanded by your boss, and so on) negatively
affect employees’ moods. Also, the effects of stress build over time. As the authors of
one study note, “a constant diet of even low-level stressful events have the potential
to cause workers to experience gradually increasing levels of strain over time.”44
Such mounting levels of stress and strain at work can worsen our moods, and we
experience more negative emotions. Consider the following entry from a worker’s
blog: “i’m in a bit of a blah mood today . . . physically, i feel funky, though and the
weather out combined with the amount of personal and work i need to get done are
getting to me.” Although sometimes we thrive on stress, for most of us, like this
blogger, stress begins to take its toll on our mood.
 Social activities:-
Do you tend to be happiest when you are at a barbeque with friends or out to dinner to
celebrate a family member’s birthday? For most people, social activities increase
positive mood and have little effect on negative mood. But do people in positive
moods seek out social interactions, or do social interactions cause people to be in
good moods? It seems that both are true.46 And, does the type of social activity

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 matter? Indeed it does. Research suggests that physical (skiing or hiking with
friends), informal (going to a party), or Epicurean (eating with others) activities are
more strongly associated with increases in positive mood than formal (attending a
meeting) or sedentary (watching TV with friends) events.

Some factors like sleep, age, exercise, gender also affect on Emotions and moods of
humans in at workplace and in everyday life.

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  1.3 Application of Emotions and moods in Organization

We conclude our discussion of

emotions and moods by considering
their specific application to OB. In
this section, we assess how an
understanding of emotions and
moods can improve our ability to
explain and predict the selection
process in organizations, decision
making, creativity, motivation,
leadership, interpersonal conflict, negotiation, customer service, job attitudes, and deviant
workplace behaviors.

• Selection:- One implication from the evidence to date on Ei( emotional intelligence) is that
employers should consider it a factor in hiring employees, especially in jobs that demand a
high degree of social interaction. In fact, more and more employers are starting to use EI
measures to hire people. A study of U.S. Air Force recruiters showed that top-performing
recruiters exhibited high levels of EI. Using these findings, the Air Force revamped its
selection criteria. A follow-up investigation found that future hires who had high EI scores
were 2.6 times more successful than those who didn’t. By using EI in the selection, the Air
Force was able to cut turnover rates among new recruiters in one year by more than 90
percent and save nearly $3 million in hiring and training costs. At L’Oreal, salespersons
selected on EI scores outsold those hired using the company’s old selection procedure. On an
annual basis, salespeople selected on the basis of emotional competence sold $91,370 more
than other salespeople did, for a net revenue increase of $2,558,360 .

• Creativity:- People who are in good moods are more creative than people in bad moods,
say some researchers. They produce more ideas, others think their ideas are original, and they
tend to identify more creative options to problems.It seems that people who are experiencing

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 positive moods or emotions are more flexible and open in their thinking, which may explain
why they’re more creative. Supervisors should actively try to keep employees happy because
this will create more good moods. Employees like their leaders to encourage them and
provide positive feedback on a job well done, which in turn leads people to be more
creative.Some researchers, however, do not believe that a positive mood makes people more
creative. They argue that when people are in positive, moods, they may relax. If in a good
mood, things must be going OK, and must not need to think of new ideas and not engage in
the critical thinking necessary for some forms of creativity. However, this view is
controversial. Until there are more studies on the subject, we can safely conclude that for
many tasks, positive moods increase our creativity.

• Motivation:- Motivation theories propose that individual’s are motivated to the extent that
their behavior is expected to lead to desired outcomes. The employee essentially trades effort
for pay, security promotions, and so forth. But as the Affective Events theory demonstrated,
people aren’t cold, feeling machines. Their perceptions and calculations of work events are
filled with emotional content that significantly influences how much effort they exert.
Moreover, when see people who are highly motivated in their jobs they’re emotionally
committed. People who are engaged in their work become physically, cognitively, and
emotionally immersed in the experience of activity in the pursuit of a goal.
• Leadership: The ability to lead others is fundamental quality that organizations look for in
employees.Corporate executives know that emotional content is critical if employees are to
buy into their vision of their company’s future and accept change. When higher-ups offer
new visions especially when the visions contain distant or vague goals, it is often difficult for
employees to accept those visions and the changes they’ll bring. So when effectively leaders
want to implement significant changes they rely on the emotion framing and mobilization of
emotions.By arousing emotions and liking them to an appealing vision leaders increase the
likelihood that managers and employees alike will accept change.
• Interpersonal Conflict:- Few issues are more intertwined with emotions than the topic
of interpersonal conflict. Whenever conflicts arise between coworkers, you can be fairly
certain that emotions are surfacing. A manager’s success is in trying to resolve conflicts.

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• Job attitudes:- Ever hear the advice “Never take your work home with you, meaning that
people should forget about their work once they go home? As it turns out, that’s easier said
than done. Several studies have shown that people who had a good day at work tend to be in
a better mood at home that evening. And people who had a bad day tend to be a bad mood
once they’re at home. Evidence also suggests that people who have a stressful day at work
have trouble relaxing once they get off work.
Even though people do emotionally take their work home, by the next day, the effect is
usually gone. So, though it may be hard or even unnatural to never take your work home with
you, it doesn’t appear that, for most people a negative mood resulting a bad day at work
carries over to the next day.

 1.4 Emotional Labor

 An employee’s expression of organizationally desired emotions during interpersonal

transactions at work.

 Emotional Dissonance: – Employees have to project one emotion while simultaneously

feeling another – Can be very damaging and lead to burnout

Types of Emotions: –

Felt: the individual’s actual emotions –

Displayed: required or appropriate emotions

• Surface Acting: displaying appropriately but not feeling those emotions internally

• Deep Acting: changing internal feelings to match display rules - very stressful Copy

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 1.5 Affective Events Theory (AET)
As we have seen, emotions and moods are an important part of our lives, especially our work
lives. But how do our emotions and moods influence our job performance and satisfaction? A
model called affective events theory (AET) has increased our understanding of the links.
AET demonstrates that employees react emotionally to things that happen to them at work
and that this reaction influences their job performance and satisfaction. Exhibit 8-6
summarizes AET. The theory begins by recognizing that emotions are a response to an event
in the work environment. The work environment includes everything surrounding the job—
the variety of tasks and degree of autonomy, job demands, and requirements for expressing
emotional labor. This environment creates work events that can be hassles, uplifts, or both.
Examples of hassles are colleagues who refuse to carry their share of work, conflicting
directions by different managers, and excessive time pressures. Examples of uplifting events
include meeting a goal, getting support from a colleague, and receiving recognition for an
accomplishment.These work events trigger positive or negative emotional reactions. But
employees’ personalities and moods predisposes them to respond with greater or lesser
intensity to the event. For instance, people who score low on emotional stability are more

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 likely to react strongly to negative events. And their mood introduces the reality that their
general affect cycle creates fluctuations. So a person’s emotional response to a given event
can change depending on mood. Finally, emotions influence a number of performance and
satisfaction variables such as organizational citizenship behavior, organizational
commitment, level of effort, intentions to quit, and workplace deviance
In addition, tests of the theory suggest that
(1) an emotional episode is actually a series of emotional experiences precipitated by a single
event. It contains elements of both emotions and mood cycles.
(2) Current emotions influence job satisfaction at any given time, along with the history of
emotions surrounding the event.
(3) Because moods and emotions fluctuate over time, their effect on performance also
fluctuates.
(4) Emotion-driven behaviors are typically short in duration and of high variability.
(5) Because emotions, even positive ones, tend to be incompatible with behaviors required to
do a job, they typically have a negative influence on job performance. It also puts into place a
series of smaller events that create an episode: You talk with your boss and he assures you
that your job is safe; you hear rumors that your department is high on the list to be
eliminated; you run into a former colleague who was laid off six months ago and still hasn’t
found work. These events, in turn, create emotional ups and downs. One day you’re feeling
more upbeat and that you’ll survive the cuts. The next day, you might be depressed and
anxious. These emotional swings take your attention away from your work and lower your
job performance and satisfaction. Finally, your response is magnified because this is the
fourth largest layoff that Boeing has initiated in the last three years.
In summary, AET offers two important messages.94 First, emotions provide valuable
insights into understanding employee behavior. The model demonstrates how workplace
hassles and uplifts influence employee performance and satisfaction. Second, employees and
managers shouldn’t ignore emotions and the events that cause them, even when they appear
to be minor, because they accumulate.

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 1.5.1 How Managers Can Influence Moods:-
In general, you can improve peoples’ moods by showing them a funny video clip, giving
them a small bag of candy, or even having them taste a pleasant beverage.
But what can companies do to improve their employees’ moods?
Managers can use humor and give their employees small tokens of appreciation for work
well done. Also, research indicates that when leaders are in good moods, group members are
more positive, and as a result the members cooperate more.
Finally, selecting positive team members can have a contagion effect as positive moods
transmit from team member to team member. One study of professional cricket teams
(cricket is a sport played in countries such as Great Britain and India that’s a little like
baseball) found that players’ happy moods affected the moods of their team members and
also positively influenced their performance. It makes sense, then, for managers to select
team members who are predisposed to experience positive moods.

So lets look how Companies Handle Emotions and moods of Their employees By True
examples.

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 CHAPTER 2
2.COMPANY PROFILES

2.1 Airtel:-

 About Airtel
The journey of Airtel initiated with a simple thought. What do we cherish in life the most? The
answer is very simple too. It is Friendship! Hence, Airtel, the #1 network of friends, has started
its venture in 2010 with the very same motto of celebrating every little thing in life staying
around with friends be it online or offline. To engage the youth in meaningful activities,
progressive thoughts and expose them to a colourful horizon of entertainment, Airtel has always
been there to inspire the youth of Bangladesh to grow as an individual and develop as a unit. The
strong network and reasonably priced offers have made it possible to connect the youth forming
the largest network of friends.

Airtel is a global brand of Bharti Enterprise of India- world’s third largest mobile phone operator
in terms of subscriber base. However, Axiata Group of Malaysia and Bharti Enterprise of India
had agreed to merge their respective operations in Bangladesh on January 28, 2016. Robi as the
merged company began its commercial operation from November 16, 2016. Following the
merger of Robi and Airtel, Robi was granted license to use Airtel brand in Bangladesh for the
customers having 016 number series.

It is the largest #1 network of friends’ in Bangladesh with approximately 13.4 million active
subscribers as of August 2018. The company provides widest network coverage to 90% of the
population covering more than 500 thana with 4G network.

Airtel, as a socially responsible brand, has taken up a number of flagship Corporate

Responsibility initiatives in the areas of ICT-Education, Health and Environment with a view to
contribute towards the sustainable development of the country. Empowering the youth and
letting them speak their minds have always been the focus point of Airtel. With a widened arm,
thus, Airtel invites all to join the largest network of friends.

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All Rights Reserved, Robi Axiata Limited is the Licensee of 'Airtel' Brand in Bangladesh

Logo used by Airtel from Logo used by Airtel From 2002 Current Logo of Airtel

1994 2002 until November 2010

NAME
Bharti Airtel limited

FOUNDED
Sunil Bharti mittal

TYPE
Public

HEADQUARTER
Nelson mandela road,New delhi,india

INDUSTRY
Telecommunications

PRODUCTS Fixed line telephone, mobile phone,

broadband, satellite , payment bank , digital
television , internet television

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  OUR VISSION

Our vision is to enrich the life of our customers. Our obsession is to win customer for life
through exceptional experience

 OUR MISSION

Hunger to win customer for life

The telecom industry is witnessing an unprecedented growth in India. Some of the key trends
that are impacting employee engagement in the business have to do with industry-wide trends.
Recently, the sector has been fraught with turbulence. This has been a source of concern for
employees who are keen to understand what a career in the sector holds for them. The sector has
been dynamic due to constant technological change and customer dexterity, requiring employees
to keep up with the market trends. Lastly, the learning agenda is an area that needs more focus,
as it pales amid the humdrum of pursuing KRAs.

 HOW AIRTEL MANAGE EMOTIONS AND MOODS OF

THEIR EMPLOYEES
At Airtel, our aim is to be perceptive and sensitive to employee needs and follow employee
engagement, not as an annual activity but as an ongoing process. In keeping with a digitally
savvy world, our offerings have gone digital and employees are fully are making the best use of
the mobile apps.

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The company’s employee engagement survey is called “Airpulse”, which is an employee
engagement survey which is linked to three dimensions of employee feedback, “Say”, “Stay”,
and “Strive”. The survey questions are designed to check organizational progress on these
parameters among different demographics. In order to gauge the popular mood any time of the
year, we have internally developed and deployed “Airtel Mood-O-Meter”, a mobile app to take
employee dipstick on the go and in real-time. Additionally, “Airtel Buzz”, an integrated app for
our employees hosts several apps for internal communication. The key terms that define
engagement are “real-time, personalized and accessible”.

In order to provide an engaging learning experience, gamification and simulation have proved to
be an effective technique to engage and motivate employees. Gamification appeals to digital
natives and is a fun way of learning. Furthermore, we have our Learning Management System
(LMS), iLearn that is available on both desktop and mobile to make learning on the go.

2.2 GOOGLE

GOOGLE

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Introduction:
The very popular search engine called Google was invented by computer scientists Larry Page
and Sergey Brin. The site was named after a googol—the name for the number 1 followed by
100 zeros—found in the book Mathematics and the Imagination by Edward Kasner and James
Newman. To the site's founders, the name represents the immense amount of information that a
search engine has to sift through. In 1995, Page and Brin met at Stanford University while they
were graduate students in computer science. By January 1996, the pair began collaborating on
writing a program for a search engine dubbed Backrub, named after its ability to do backlink
analysis. The project resulted in a widely popular research paper titled "The Anatomy of a Large-
Scale Hyper textual Web Search Engine."

This search engine was unique in that it used a technology they developed called PageRank that
determined a website's relevance by taking into account the number of pages, along with the
importance of the pages that linked back to the original site. At the time, search engines ranked
results based on how often a search term appeared on a webpage.

Next, fuelled by the rave reviews that Backrub received, Page and Brin began working on
developing Google. It was very much a shoestring project at the time. Operating out of their
dorm rooms, the pair built a server network using cheap, used, and borrowed personal
computers. They even maxed out their credit cards buying terabytes of disks at discount prices.

They first tried to license their search engine technology but failed to find anyone that wanted
their product at an early stage of development. Page and Brin then decided to keep Google and
seek more financing, improve the product, and take it to the public themselves when they had a
polished product.

During the period of rapid growth, the company introduced a variety of products, including
Gmail, Google Docs, Google Drive, Google Voice, and a web browser called Chrome. It also
acquired streaming video platforms YouTube and Blogger.com. More recently, there have been
forays into different sectors. Some examples are Nexus (smartphones), Android (mobile

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operating system), Pixel (mobile computer hardware), a smart speaker (Google Home),
broadband (Google Fi), Chrome books (laptops), Stadia (gaming), self-driving cars, and
numerous other ventures. Advertising revenue generated by search requests remains its biggest
earnings driver, however.

In 2015, Google underwent a restructuring of divisions and personnel under the conglomerate
name Alphabet. Sergey Brin became president of the newly-formed parent company, Larry Page
the CEO. Brin's position at Google was filled with the promotion of Sundar Pichai. Collectively,
Alphabet and its subsidiaries consistently rank among the top 10 most valuable and influential
companies in the world.

NAME GOOGLE

FOUNDED IN 1998

FOUNDED BY Larry Page & Sergey Brin

HEADQUARTERS Mountain View, California, United States

INDUSTRY SECOR Artificial intelligence

Advertising

Cloud computing

Computer software

Computer hardware

Internet

Google Mission, Vision & Values

Google Mission Statement
Organize the world's information and make it universally accessible and useful.
Google Vision Statement

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To provide access to the world’s information in one click.
Google Values
 Great isn’t good enough.
 Focus on the user, all else will follow.
 It’s best to do one thing really well.
 Fast is better than slow.
 Democracy on the web works.
 You can make money without doing evil.
 There’s always more information.
 The need for information crosses all borders
 You can be serious without a suit.
 You don’t need to be at your desk.

EMOTIONS AND MOODS OF EMPLOYEES AT GOOGLE

Google is a firm believer in the notion that, happier employees are more productive and creative.
Therefore, Google strives to create an environment where employees are free to express
their creativity, whether by offering new solutions for the same problems or simply in the way
they work.

The Google company culture didn’t come into existence overnight. It took years of refinement
and the efforts of both the company and its employees. However, to summarize all of their
efforts, here are the reasons why Google’s company culture works today.

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  Fun Work Entertainment

Google is known for making the workplace feel like more than just work. In a world where
cubicles and boring work environments are common—this is a difficult reputation to achieve.
However, regardless of working longer hours and even weekends, employees at Google still
claim to truly enjoy going to work. The workplace as we know it has been long overdue for a
change, and Google appears to have come up with the perfect solution, leading with data and
innovation. Instead of employees having to go elsewhere for lunch, fun, and relaxation, they can
find everything they need right in the workplace. The following are just some of
the perks Google provides at no cost:

 Employees can get breakfast, lunch, dinner, and snacks.

 The company provides in-house basic health and dental check-ups.
 You can also get haircuts from professional hairdressers.
 There’s unlimited dry cleaning available.
 You can get massages from professional masseurs.
 You have access to top-of-the-line gyms and swimming pools.
 You can catch up on sleep with in-house nap pods.
 You’ll find several video game stations across Google offices.
 Table sports such as foosball and table tennis are there, too.

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There are a lot of other perks offered alongside these ones, depending on which Google office
you work at. While these perks may incur massive overhead costs to the company, it’s nothing
compared to the money saved from reducing employee turnover.

 Encourages Creativity

Googlers (nomenclature for Google employees) are encouraged to work in any environment they
please, which means they aren’t restricted to a cubicle with grey walls and dim lighting. Instead,
employees can decide to work in lounge areas, the cafeteria, in beanbag chairs, or anywhere else.
Wherever employees can focus and perform their best is where Google wants them to be.
Seeking to hire creative talent, Google isn’t any different from other companies. However,
instead of only considering a candidate’s professional background, they seek to hire those who
are naturally curious and have a passion for learning. The interview process is designed to allow
Google interviewers to gauge whether a candidate is fun, self-driven, outspoken, and if they
work well with a team. As more and more creative talent is hired, the company culture and
creativity in the workplace only increases.

 People Operations : Happiness is Science

Just like any other large company, Google has a massive human resources (HR) department but
they refer to it as “People Operations.” People Operations are where raw science and HR
intersect—and it’s what keeps Google a top-performing company. Whereas most HR

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departments are reactive, the People Operations (or POPS for short) department of Google
employs a proactive approach. Google’s People Operations, like all other departments, is reliant
on studies and data. For example, a few years ago, Google noticed that they had a high turnover
rate for women. While trying to reduce this turnover, research found that high turnover wasn’t
associated with all women—just new mothers. As a solution, Google started offering 18 weeks
of paid maternity leave.

 Open communication policy

Google’s has a flat organizational structure, thus encouraging all employees to share their voice.
A flat organizational structure is one that allows communication between employees of any
level. This means that a lower-level employee can share their opinion or concern directly with
the CEO—without any pushback from their direct manager. This open communication policy
means it’s an open-door policy, too. And while it may be a successful employer engagement
tactic for most companies, keep in mind that it could also limit an employee’s eagerness and
ability to voice their opinions. The option to speak up is always there. But there could be fear of
repercussions, no incentive for providing feedback, or no system in place to see any movement
on the solution to a problem. In Google’s case, company culture starts with hiring employees
who are eager to share ideas and collaborate. They then allow their employees the freedom to do
so in the workplace, whether with fellow employees or the CEO. Furthermore, employees at
manager-level positions are taught the rules of great leadership so they can foster the same
values in their employees. This Beginner’s Guide to Great Leadership provides a summary of all
those values.

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  Innovation is prioritized
Ultimately, company culture and innovation can’t be separated. “You have to have the culture,”
says Google Chairman Eric Schmidt, “and you need to get it right.” However, Google also
believes that to stay competitive, companies must innovate. Google promotes innovation in the
workplace in several ways:

 Google’s thorough and comprehensive hiring process enables them to find the most
innovative minds in the market.
 Google constantly holds sessions and pep talks where they encourage employees to think
outside the box, release their creativity, and provide innovative ideas.
 The company encourages the use of as many resources as needed to come up with new
ideas and solutions.

Furthermore, the company rewards employees who provide innovative ideas and solutions.
There are always incentives behind creative thinking—essentially creating an environment of
fresh ideas and constant brainstorming.

 Financial Support for Employees

Google doesn’t only pay its employees well. They also provide them with personal
finance assistance to ensure they stay in good financial health while getting what they
want and need. The company understands that not everyone has a strong grasp of
finances and that a lack of financial education may lead to debt and other issues which
may lead to financial hardship. That is why Googlers have access to on-site financial
advisors and planners that assist with debt, investing, and tax-related issues, among other
things. Google doesn’t only pay its employees well. They also provide them with
personal finance assistance to ensure they stay in good financial health while getting what
they want and need. The company understands that not everyone has a strong grasp of
finances and that a lack of financial education may lead to debt and other issues which
may lead to financial hardship. That is why Googlers have access to on-site financial

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 advisors and planners that assist with debt, investing, and tax-related issues, among other
things.

 Mobility within the company

A lot of people make career changes or opt for different job descriptions while working.
Professional career mobility is something that most companies avoid providing because it
can entail additional training, recruitment, and drag in the business process. However,
Google encourages mobility within the company so that employees can work on their
strengths and weaknesses. The idea is to provide employees with the exact job they want
and then help them with the transition. It’s a great way to retain employees as such
leeway is not common in most companies. Furthermore, it also saves on some on
boarding and recruitment costs.

 Free onsite gym/gym classes

A lot of health care providers give incentives such as reimbursing gym membership costs to
encourage a healthy lifestyle. That means that it’s not uncommon to find this perk in a
workplace. Although, it’s less common to actually have a gym inside of your workplace.
Exercise is a great stress buster so getting involved in classes can really help Google boost their
employee’s morale.

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  The “Death Benefit”
This perk really is a touching thought on Google’s part, especially since it’s a no-win for the
company. If a Googler dies whilst they’re under the employment of Google, their spouse will
receive 50% of their salary in a cheque for the next ten years. And if that didn’t take your breath
away, any (and each) of the children of the deceased will also receive $1,000 a month until the
age of 19 (or 23 if in full time education). The spouse will also see all stocks vested immediately.
Plus, most of Google’s 34 thousand employees qualify for this perk. That’s a company that really
cares about its people!

CONCLUSION:

Google has established a reputation as a visionary leader that is always paving the way for other
companies. The tech giant is famed for its generous treatment of its employees, from its opulent
campuses to its excellent work-life balance. Google is noted for its innovation, collaboration and
employee perks. Google’s company culture is revered across the world for several reasons. After
all, Google has cracked the code to turning employees into brand ambassadors. However, there is
no secret formula or complicated strategy behind it. It’s all about giving back to the employees,
taking care of them as much as you can, and giving them a reason to love your company. One
Google employee said, “ The environment and people I work with makes going to work
each day a pleasure”. Thus, we can say that it provides ample of perks to its employees in order
to uplift their mood which makes Google a dream company for job aspirants.

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2.4
TCS ( Tata Consultancy Service)

 Introduction

Tata Consultancy Services Limited, initially started as "Tata Computer Systems" was
founded in 1968 by division of Tata Sons Limited. Its early contracts included punched
card services to sister company TISCO (now Tata Steel), working on an Inter-Branch
Reconciliation System for the Central Bank of India, and providing bureau services to Unit
Trust of India.
Tata Consultancy Services (TCS) is an Indian multinational information technology (IT)
services and consulting company headquartered in Mumbai, Maharashtra, India with its
largest campus located in Chennai, Tamil Nadu, India.

As of February 2021, TCS is the largest IT services company in the world by market
capitalisation ($200 billion). It is a subsidiary of the Tata Group and operates in 149
locations across 46 countries. TCS is the second largest Indian company by market
capitalisation and is among the most valuable IT services brands worldwide.

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 TCS Office at SIPCOT, Siruseri, Tamil Nadu

Type Public

Industry IT services, IT consulting

Founded 1968; 53 years ago

Founder  Tata Sons

Headquarters Mumbai, Maharashtra, India

Area served Worldwide

Key people Natarajan Chandrasekaran

(Chairman)
Rajesh Gopinathan
(MD & CEO)

Services  Outsourcing
 Consulting
 Managed services

Revenue ₹167,311
crore (US$22 billion) (2021)

Operating income ₹44,397

crore (US$5.9 billion) (2021)

Net income ₹32,562

crore (US$4.3 billion) (2021)

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 Total assets ₹130,759
crore (US$17 billion) (2021)

Total equity ₹86,063

crore (US$11 billion) (2021)

Number of 509,058 (July 2021)

employees

Parent Tata Group

 Perks to employees by TCS:

1. Health Insurance Scheme:

 TCS provides health insurance scheme to their each and every employees. Every
employees have an health insurance scheme in which employees can add their parents,
spouse, children. TCS takes many safety measures in order to avoid fire accidents or
any other emergency situations. Employees canm reimburse doctor’s consultation fee
upto 6000 rupees a year.
 And best part is, employees can go for cashless surgery treatment including hospital
room charges upto 12 lakh rupees a year. Fill one related form and TCS takes care of it.
2. Leave without pay (LWP):
• TCS allows employees to take leave for 730 days(2years) in form of maternity leave
for women or for higher studies (Sabbatical) for the employees who are
interested. if you are pregnant women , then you can get a one year of leave period
without pay. Apart from that employees have a sufficient leaves per annum.

3. Skill upgrades:-

TCS gives you free access to many learning platforms like Udemy, LinkedIn learning
and it has its own learning platform Fresco Play.If you did any external certifications in
any technology , TCS will reimburse your amount that you paid for that certification
exam.Many technical competitions are also going in the TCS which helps you to
explore your technical knowledge.

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 4.Job security:-

TCS never firing employees on the name of cost cutting or lack of projects. TCS is very
loyal to its employees. The most important thing is mostly they won't ask you to leave
the job until unless you have done any violation. Many people used to say like TCS job
is almost like a government job.

5.Cab service:-

If employees are working in shifts , TCS provides a cab service. If any lady associate is
working in night shift then she has to be escorted by another gent associate to her
staying place . As part of security TCS follows this system.

6.Easy transfer to home location:-

As TCS have many branches PAN INDIA. Employees can request for a transfer to
desired location and probability of RMG accepting the request is high. End of the day, it
all depends on availability of projects in the locations.

7.Offers on tata products:-

TCS provides offers platform/stores in Tata cliq, Croma, Titan eye plus.Employees can
also avail discounts in Starbucks by providing employee id.Employees can avail
discounts on Tata motor vehicles as well. Internally TCS has a Soft Mart where
employees can buy or sell anything like bikes, furniture, houses, etc. also.

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  2.5 Netflix

Introduction :
Netflix is a major media streaming platform for home television audiences. It is a video-rental
company that gives media streaming along with original programming. Through the Netflix
website, the title for television and movie are chosen by the subscribers. . On August 29,
1997, Marc Randolph and Reed Hastings founded Netflix in Scotts Valley, California It offers
media streaming through a subscription model and is currently operating in nearly every country
globally. Around $2.5 Million was invested to get the business started in a bigger way. The
company was first started on 14th April 1998. On the first day, it had 30 employees. It’s almost
23 years when it has started the service as a DVD rental service that would mail DVDs straight
to your home. They offered a seven-day DVD and renting it for $4 with $2 shipping charges. To
attract more customers, a new titles sale at 30% discounts. Members can watch as much as they
want, anytime, anywhere, on any internet-connected screen. . Once you sign up with
subscription, a friendly interface pops up that enlists the popular shows to watch.

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 NAME Netflix
Ted Sarandos (16 july2020),
FOUNDERS
Reed Hastings (september1998)
FOUNDED 29 AUGUST 1997, Scotts Valley, California.
HEADQUARTERS Los Gatos, California,
United States
REVENUE 748.3 crores USD
INDUSTRY SECTOR Technology & Entertainment industry, mass media.
SHOWS Money Heist, Friends, Squid Games etc.
In 2007, Netflix made a transition and launching its streaming service, enabling viewers to watch
on-demand TV shows and movies for ad-free. Since then, Netflix has become the world's leading
streaming service. Netflix is the simplest and easiest for binge-watching, in spite of being the
largest library and the largest online platform in terms of streaming content. As you start
watching the movies it remembers your choices and taste then it also recommends the latest
shows to watch. Netflix is one of the world's leading entertainment services with 204 million
paid memberships in over 190 countries enjoying TV series, documentaries and feature films
across a wide variety of Members can play, pause and resume watching, all without commercials
or commitments.

EMOTIONS AND MOODS OF EMPLOYEES AT NETFLIX :

Netflix’s core philosophy is a simple one : “people over process.” Emotion regulation refers
to the set of processes whereby people manage their emotional states, including specific
emotions such as sadness, anger and moods such as depression etc. To create a healthy
environment towards employees various perks and benefits was given to employees. Netflix
always ask their employees how they feel and bring an adjective response. Their focus on
this principle lives up to other top companies like Google, Apple, or LinkedIn. CEO Reed
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Hastings built his company's culture around freedom and responsibility, ensuring room for
innovation. They try to create a healthy culture around their employees. Through those
principles, this streaming service trusts its employees to do what is best on an individual level. Its
philosophy extends beyond the workplace. it is also exemplified in the employee benefits and
perks that Netflix is known for.

1. Yearly Allowance

Netflix offers employees a yearly allowance of up to $15,000 to cover their health care,
including medical, vision, and dental plan premiums. If employees don’t use the full yearly
allowance, they can get up to $5,000 back. The $15,000 allotment from Netflix remains the
same, no matter an employee's circumstances, such as the number of dependents or medical
needs. This could potentially have its downsides if an employee has a larger family. A couple of
employees said that the plan works well when covering one person, but can be a little expensive
if one is trying to cover a family. Due to these benefits employees morale boost and they try to
do more work with high enthusiasm and creates a happy emotions.

2. Additional Medical Benefits

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There are also comprehensive vision and dental plans available for employees. Based on
employee reviews, most folks are satisfied with the range of coverage that Netflix offers. It takes
care of most basic medical expenses, and these other benefits come in handy too.

Dental
Through the Collective Health + Delta Dental Plan, employees get full coverage for preventative
and diagnostic care, including exams and x-rays. The plan also pays for a percentage of other
services, including orthodontics, crowns, and implants.

Vision
Through the Collective Health + Vision Service Plan (VSP), employees can get coverage for a
yearly eye exam and some prescription lenses.

Other Accounts
Netflix also offers Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA).

3. Support in Forming a Family

Falling in line with the company's other time-off policies, Netflix’s parental leave policy is “take
care of your baby and yourself.” Salaried employees have “unlimited” parental leave. New
parents are encouraged to take four to eight months off, though they can take up to a year off.
Hourly employees get 24 weeks of PTO. Employees negotiate with their manager to determine
the amount of time they will take off. With the “unlimited” policy, new mothers and fathers are
free to take as much time as they need and ease back in when they're ready. When the time is
right, employees can return part-time or full-time. If they return to work, they can leave again
later if needed.

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4. OTHERS

Shuttle and rideshare program

To reduce stress about commuting. Netflix will subsidize unlimited use of Uber, Lift, or other

rideshare services when commuting from home to work.Abundance of food available to

employees.

Free breakfast and free lunch are served Monday through Friday and snacks are always

available. As employee morale is defined as the attitude, satisfaction and overall outlook of

employees during their association with an organization.

Conclusion :

Netflix was built to take advantage of and leverage on the advantages of the entertainment
industry for the customers. An employee that is statisfied and motivated at workplace usually
tend to have a higher morale than their counterparts. This as such is a brilliant way of generating
cash by offering control of the content over to the subscribers. So far as we discussed this model
has been highly effective in the ways it provides service to the clients. In the near future a lot will
depend on its ability to cut down expenditure by producing its own series and movies and not
being dependent on production houses. Also with the reach of broadband internet increasing day
by day it gives more incentives for the firm to expand globally and take monetary advantage by
providing localized content over a wider audience to increase profit. Organizations have realized
that employee emotions and moods are prevalent in the workplace.

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 2.5
 Amazon

• What is Amazon ?

Known as the world’s leading digital retailer; an online darling that sells anything
you can imagine - from retro coffee tables and velvet suit hangers to the strongest
expandable garden hoses.We’re talking about the great Amazon.com.Nestled in Seattle,
Washington and describing itself as a company that obsesses over its customers, the
American e-tailer is deemed one of the biggest business success stories on the globe. It
has “the Earth's Biggest Selection” of products, with categories ranging from electronics,
music, and homewares to furniture, personal care, and sporting goods. Amazon has grown
to a customer base of more than 30 million people since launching in 1994 and earned a
mammoth revenue of US$135.98 billion in 2016, making itself the largest Internet
company in the world by revenue.

• Garage startup:-
It was in the year 1994 when founder Jeff Bezos started the operations of Amazon.com
in his not-so-huge garage. At the time, the business was still named “Cadabra”. Bezos
only changed it to “Amazon” after a lawyer misheard the original brand name as
“Cadaver”.

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Quite different to what it is
now - a seller of electronics,
jewelry, and just about
anything else you can think of
- Amazon.com began as an
online bookstore.

The first book it sold in July

1995 was “Douglas
Hofstadter's Fluid Concepts
and Creative Analogies: Computer Models of the Fundamental Mechanisms of Thought”.
A few months after his initial milestone, Bezos announced the launch of his company to
the public.

Today, Amazon.com has expanded into numerous industries, including grocery and
fashion, and has opened massive warehouses across the globe.

 Diversifying in the blink of an eye:-

From a garage startup selling mail order books, Amazon.com has grown rapidly, breaking
into many different markets. Whilst many seem like complimentary areas - clothing and
homewares, for example, one of the more surprisng industries it has made moves into is
entertainment. Twelve years ago, Amazon launched a paid subscription service called
Amazon Prime to let users stream music and videos for either a monthly or yearly fee.
The service also enables members to enjoy free shipping.
Then there’s Amazon Music - as it pushes further into the entertainment market.

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Released in 2007, the Amazon online music store slash streaming platform provides
music lovers
with more than 20 million songs from hundreds of thousands of artists and labels.Amazon
has also diversified beyond entertainment. Before they rolled out Amazon Music, they
first launched a game-changing web service that has now become one of its most
profitable divisions: Amazon Web Services (AWS). AWS offers cloud computing
services not only to Amazon itself but also to other big enterprises. It enables companies
to buy storage space to host a website or to run huge database. AWS was launched off the
back of Amazon's relentless persuit of leading edge technology in order to stay at the
forefront of retail. By building out amazing technology for itself, Amazon was not only
able to launch all of its rapid selling and delivery services for multiple industries, but
realised its technology was a business offering of its own.Using its cutting edge
technology, Amazon also attempted to enter the grocery retail sector when it introduced
AmazonFresh. The service lets consumers order fresh grocery items like seafood, meat,
fruit and vegetables, and have them delivered to their doorstep in a matter of hours.As
well as these innovations, while the e-commerce giant has kept on experimenting with
new markets, it hasn't forgotten what is truly at its core: books. From changing the way

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people buy books, it then changed the way they read them - with the launch of the
Amazon Kindle. The e-reader device enables users to browse, buy, and read e-books,
magazines, newspapers, or whatever they find interesting from the Kindle Store.

NAME AMAZON

FOUNDERS Jeffrey Preston Bezos

FOUNDED 5July 5, 1994; 27 years ago
Bellevue, Washington, U.S.
HEADQUARTERS Seattle, Washington
,
U.S
REVENUE US$386.064 billion (2020)
SECTOR Online shooping
NUMBER OF 1,468,000 (Sept. 2021)
U.S.: 810,000 (Oct. 2020)
EMPLOYEE GLOBALLY

 How emotions and moods applied in Amazon:-

Amazon had made A Great effort during This covid- 19 pandamic.

Amazon released this year's first-quarter results. Unsurprisingly, they revealed that Amazon
is one of the few companies thriving in the midst of the Covid-19 pandemic.
Along with those results, though, came a lengthy statement from CEO Jeff Bezos. In it, Bezos
outlined details regarding his company's strategy in the face of what he described as "the hardest
time we've ever faced."
Bezos went on to outline the company's strategy for the next quarter:
Under normal circumstances, in this coming Q2, we'd expect to make some $4 billion or more in
operating profit. But these aren't normal circumstances. Instead, we expect to spend the entirety
of that $4 billion, and perhaps a bit more, on Covid-related expenses getting products to
customers and keeping employees safe. This includes investments in personal protective
equipment, enhanced cleaning of our facilities, less efficient process paths that better allow for
effective social distancing, higher wages for hourly teams, and hundreds of millions to develop
our own Covid-19 testing capabilities. There is a lot of uncertainty in the world right now, and

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the best investment we can make is in the safety and well-being of our hundreds of thousands of
employees.
There's a lot to break down in this statement, but let's focus on just four words:
This statement may seem simple, but it actually teaches a major Of emotions and moods.
First, some background. Just over a month ago, Bezos posted a four-page letter to employees on
Instagram that shared a key detail into how the chief executive was spending his energy in the
post-coronavirus world.
"My own time and thinking is now wholly focused on Covid-19 and on how Amazon can best
play its role," wrote Bezos.
This statement spoke volumes.
Over decades, Bezos has repeatedly emphasized that Amazon's strategy is long-term, more
concerned with the company's ability to evolve and diversify than achieve a short-term return on
investors' cash. Although that strategy often frustrated investors, it seemed to work. Amazon has
continued to grow and is currently one of the most valuable companies on the planet.
By spending his time and thinking "wholly focused on Covid-19," Bezos signaled that despite
the fact that no one had heard of the coronavirus a few months ago, he believed it would majorly
affect the economy, and business in general, for several years to come.
Now, we see some of the results of Bezos's focused thinking.
For example, Amazon has come under fire from critics as employees demand greater protections
as they are expected to work. Bezos and the company have responded by making what they
describe as "significant process changes," in addition to procuring personal protective equipment
for employees (including 100 million face masks, according to the company), enhanced cleaning
of facilities, higher wages for hourly teams, and even investing "hundreds of millions" of dollars
to development of Amazon's own Covid-19 testing capabilities.
Bezos even said the company had incorporated "less efficient process paths that better allow for
effective social distancing." That's a big deal for a company that typically prides itself on finding
the most efficient processes possible.

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  Connected to the low leval of Oraganization :-

Directly and indirectly, Jeff Bezos and Amazon have taken some hits. In 2015 Payscale ranked
Amazon 464 out of the Fortune 500 companies in terms of employee turnover. The median
tenure was 12 months. However, the fact is that Amazon has been hiring people at an amazing
pace and that would skew any report. As we move into 2018 it's obvious that Bezos has built a
finely tuned machine that seems optimally positioned to keep doing extraordinarily well.Amazon
fulfillment centers have been criticized for difficult working conditions. Bezos has responded by
saying that these anecdotes of "callous management practices" don't "describe the Amazon I
know or the caring Amazonians I work with every day. But if you know of any stories like those
reported, I want you to escalate to HR. You can also email me directly at jeff@amazon.com.
Even if it's rare or isolated, our tolerance for any such lack of empathy needs to be zero."

Obviously we don't know how angered Bezos may have been, but this is an
emotionally mature and intelligent response, striking all the right notes to encourage empathy,
communication, self-confidence and more.

 2.6
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 RELIANCE JIO

INTRODUCTION :-
Reliance Jio Infocomm Limited, doing business as Jio, is an
Indian telecommunications company and a subsidiary of Jio Platforms. Jio soft was launched on
27 December 2015 and became publicly available on 5 September 2016. It is the largest mobile
network operator in India and the third largest mobile network operator in the world with over
42.62 crores (426.2 million) subscribers.

Reliance Jio operates a national LTE network with coverage across all 22 telecom circles. It does
not offer 2G or 3G service, and instead uses only voice over LTE to provide voice service on its
4G network. In September 2019, Jio launched a fiber to the home service, offering home
broadband, television, and telephone services. As of September 2020,Reliance Industries has
raised ₹1.65 lakh crore (US$22 billion) by selling nearly 33% equity stake in Jio Platforms.

The company commercially launched its 4G services on 5 September 2016, offering free data and
voice services till 31 December, which was later extended till 31 March 2017. Within the first
month, Jio announced that it had acquired 1.6 crore (16 million) subscribers and has crossed 5
crore (50 million) subscriber mark in 83 days since its launch, subsequently crossing 100 million
subscribers on 22 February 2017. By October 2017, it had about 13 crore (130 million) subscribers.

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Along with network Reliance Jio has also launched many applications like JioChat, JioCinema,
JioMovies, JioCloud,JioNews and devices like Jio Phone, Jio TV, Jio Fibre and many more.

EMPLOYEES AT RELIANCE JIO-

Jio has 15,000-20,000 employees on its payrolls. However, there is a much larger number that
works for the operator but are third-party employees. Third-party employees can be employed by
a staffing firm which in turn gets payments from the company hiring them, in this case Jio.
Recently there are rumours by people familiar with the matter said the company has let go of some
5,000 people, of which 500-600 are permanent employees and the rest are contracted. This was
carried out to reduce Cost hence increasing to greater profitability.

It is quite obvious to handle such a large group of employees and to constantly control and improve
the mood to increase productivity and efficiency. It is not possible that all the employees will have
great mood every day. They deal with various personal, emotional or physical challenges and
problems which might disturb their mood resulting to negative atmosphere leading to a decrease
in efficiency. Hence to constantly boost morale and moods of employees, Reliance Jio is adopting
various techniques and schemes, some of which are as follows.

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-FREE JIO SIM AND ITS SERVICES

The employees at Reliance Jio get free Jio SIM card along with 200GB Free data and also
whenever they are about to launch a new product or service, they do the trial run by providing it
free to the employees. In such a way, employees get the services prior to the entire world hence
employees feel superior which boosts their mood.

-RENT FREE ACCOMODATION FOR FRESHERS

Two weeks of free accommodation is provided by the company in service apartment. In

these two weeks employees have to search for a home near to the office. Such type of gestures
proves that company think about its employees and does not consider themselves different from
the company or neglect them. This creates a positive attitude towards company in the heart of
employees.

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-WORLDCLASS INFRASTUCTURE
The offices of Reliance Jio are situated in large plots of lands covered with greenery to
promote eco-friendly environment and to maintain freshness in the office area. Some offices are
also equipped with gym and its equipment’s for health conscious employees which can be used by
any employee free of cost. To nurture the religious aspect, they even build temple in the campus.
Badminton Court, Tennis Court etc. are present in reliance corporate park for its employees.

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-CELEBRITY FRIENDLY CAMPUS
Reliance Jio’s offices is such a place where employees can frequently spot richest persons
of India as their Reliance is mainly managed by the Ambani Family. Also Jio organises many
events and programmes to promote its company where top celebrities visit. Employees get a
chance to meet those high class people and thus motivates them to work hard to earn the credit to
meet such personalities improving the overall mood of the office and emotions of the individuals.

CONCLUSION –

Hence, we can conclude that Reliance Jio is making constant efforts to control and improve
emotions and moods of its employees and making it a better place to work. They are proving that
their employees value to them by giving them monetary incentives and non-monetary benefits.

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 REFRENCE:-

7.5 Emotions at Work – Organizational Behavior (pressbooks.pub)

2011 Pearson Education, Inc. publishing as Prentice Hall 4‐9

Airtel
https://www‐peoplematters‐in.cdn.ampproject.org/v/s/www.peoplematters.in/amp‐employee‐
relations‐heres‐how‐airtel‐engages‐its‐employees‐
15835?amp_js_v=a6&amp_gsa=1&usqp=mq331AQKKAFQArABIIACAw%3D%3D#aoh=16387223
600360&referrer=https%3A%2F%2Fwww.google.com&amp_tf=From%20%251%24s&ampshare
=https%3A%2F%2Fwww.peoplematters.in%2Farticle%2Femployee‐relations%2Fheres‐how‐
airtel‐engages‐its‐employees‐15835

Google
https://www.tinypulse.com/blog/10‐great‐examples‐of‐googles‐company‐culture
https://www.coburgbanks.co.uk/blog/friday‐funnies/googles‐employee‐perks/

Netflix
https://candor.co/articles/tech‐careers/the‐key‐words‐for‐netflix‐s‐benefits‐flexibility‐and‐
convenience

Tcs
https://www.tinypulse.com/blog/10-great-examples-of-googles-company-culture

Jio
https://economictimes.indiatimes.com/defaultinterstitial.cms
quora

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 Amazon:-
(ordermentum.com)

Wikipedia

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