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Home » MBA Case-Studies » Tata Steel Corporate Governance and Community Initiatives Research Project Background

Tata Steel Corporate Governance and Community Initiatives Research Project Background MBA Case Studies

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This case study is one of ten that were chosen as part of the Enhancing Business-Community Relations project in India implemented in collaboration with The Energy and Resources Institute (TERI). These cases document examples of engagement between and communities and can be used as learning tools for the promotion of responsible business practice and sustainable development. The Enhancing Business-Community Relations project is a joint international initiative between United Nations Volunteers (UNV) and the New Academy of Business. Implemented in seven developing countries, the purpose of the initiative was to collect and document information on business-community practices as perceived by all stakeholders, build partnerships with them and promote corporate social responsibility practices. It is also intended to enhance international understanding of business-community relations through information sharing and networking with other countries especially those participating in the project - Brazil, Ghana, India, Nigeria, Philippines, South Africa and Lebanon. The findings and recommendations reflected in the case study are those of the author and do not necessarily reflect those of UNV, TERI or the New Academy of Business. It is important to note that these cases were written as examples of business-community initiatives. They do not constitute a comprehensive assessment of the company's social responsibility

1. Introduction
The Tata Group is a giant family of businesses that dominates Indian markets. There is a long history of corporate responsibility within the group, and it is no surprise that all Tata companies have adopted a Tata Code of Conduct as well as many international standards. This case study concerns initiatives undertaken by Tata Steel, as examples of those implemented by the wider organisation.3 It is divided into two broad sections; the first of which discusses corporate responsibility during the business process (entitled Corporate Governance ); the second of which discusses social investment and philanthropy undertaken with the use of company and donations. Because Tata Steel appears to choose and implement projects of its own design, the last section contains discussion of the dangers (and benefits) of targeting. .

2. Company Profile
Tata Steel is one of twenty-eight major corporations within the Tata Group. Founded in 1907, it is the largest private sector steel company in India, with a capacity of 3.5 million tonnes per annum crude steel production.4 Operations are spread across the country, with the steel manufacturing unit at Jamshedpur, and other manufacturing and mining activities situated in the states of Jarkhand and Orissa at eight locations. Headquarters are based in Mumbai, Maharastra.

Tata s stock is listed and traded on the Bombay Stock Exchange and the National Stock Exchange in New Delhi. Exports are primarily to Japan, the USA, the Middle East and South East Asian countries. It manufactures products including rods, pipes, tubes and rings. However it also provides services such as personnel and technical training, IT and Design and Engineering. The company employs approximately 48,800 people as at April 2002, out of which 43,000 are directly involved with the steel business.

3. Project History and Development
The ideals and philosophy of the Tata Group originated from the founding father, Jamsetji Nusserwanji Tata (1839-1904). In 1895 he explained: We do not claim to be more unselfish, more generous or more philanthropic than others, but we think we started on sound and straightforward business principles considering the interests of the shareholders, our own and the health and welfare of our employees the sure foundation of prosperity.5 Throughout the last century, Tata pioneered the notion of employee benefits in India. It introduced the eight-hour working day in 1912 an astonishing thirty-six years before the Indian government. Maternity benefits, schooling facilities and leave with pay are just some examples of benefits the Tata Group bestowed many years before it became law to do so. These sound and straightforward business principles carried through the generations of Tata Chairmen to influence Ratan N.
Tata, Chairman as of 1992. With such a strong tradition of corporate responsibility, it is no surprise that Tata s current initiatives target community development and To seize the opportunities of corporate sustainability. tomorrow and create a future that will make us an EVA positive The following section provides an overview of some company. To continue to improve of the initiatives Tata Steel has implemented and the quality of life of our employees encouraged in recent years. The first part considers and the communities we serve. before-profit practice and corporate governance, that is to say the company s conduct in the process of Tata Steel s Vision 6 manufacturing steel. This includes employee welfare, Codes of Conduct, environmental regulation, and internal structures for improving the company s accountability. The second part reviews after-profit practice, social investment projects that are not directly related to the

4. Departments
Tata Steel has also established several social departments and societies that work within the structure of the company. Table 1 (next page) lists them and details when they were established. Programmes implemented under these departments and societies are described in the next section, Social Investment.

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