Organizational Culture In Wipro Case Study Sample

Wipro's Leadership Styles & Challenges: Integrating Sustainable Practices UK

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Introduction Of The Wipro Is A Major Technology Services And Consulting Organization Assignment

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“Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO)” is a major“technology services and consulting”organization that generally focused on creating innovative solutions that meetsall needs of digital transformations. As a Practitioner Sales Director (Digital) focused on the UK Public Sector, I am part of the UK iDEAS (Integrated Digital, Engineering & Application Services) service line that provides Digital Transformation Services.

Leadership qualities and styles play asignificant role in “development and improvement” of an organization. Wipro Limited should also implement certain leadership styles that will enable them in the smooth function of their business. There are many leadership styles and Wipro Limited should implement this leadership style to increase“performance and reputation” of the company. A leader should be able to motivate and inspire employees to perform tasks or jobs effectively and efficiently. Wipro believes in the leadership quality that will help them to will the minds and hearts of their stakeholders.

The Challenge:

It has been challenging for the organisation to inspire and gain support from multiple Practices Leaders and their respective team members to ensure sustainability with respect to social value (e.g., inclusion of disabled members) into our solution to Public Sector clients. A Lot of models and theories have been discussed in this study to create a clearer understanding on two distinct components that Wipro would need as an organisation to effectively address our posture in the public sector industry:

  • Sustainability by Design (Practice Leaders and Individual member ownership)
  • Sustainability by Leadership (Already significant work carried out by Wipro’s Corporate ownership led by HR and aligned to the organisations Strategy Office)

Also, articulation on how it can contribute to transformational changewhich will come of great help in learning different traits and qualities of managing an organisation and/or departments.

Sustainable design is an approach that tries to mitigate the harmful impacts caused to the environment and to improve the comfort and health of the building occupants and thus resulting in enhancing the performance and quality of the building. Wipro Limited needs to implement sustainability design in its business structure to improve the condition of its workplace and to reduce the effects on the environment. Energy management is also a technique that the company has adopted to analyze and evaluate the social and environmental impacts of its operations.

Sustainability by leadership approaches means motivating the alignment, commitment, and focus on addressing the environmental, social, and economical issues for the creation of a better world. Sustainability leadership will enable leaders of Wipro Limited to have a wider view of the world based on systemic, eccentric, and long-term. Sustainable leaders of the organization mainly perform in a cross-boundary network that comprise of different leaders performing various roles. The sustainability leader of Wipro Limited has the power to influence any work without the permission of the hierarchy. The more complex nature of the work the more efficiency of sustainable leadership is required. Sustainable leaders understand the value of their leadership when maintaining a certain group of employees.

The dual management system of the company and many other aspects that remain fruitful for the company has been discussed. All the effective leadership and management theory has been suggested as per the situation of the company.All these factors are essential for the improvement and growth of the organisation in the public sector.

Part A: Critical analysis

Opportunities and challenges

Integrating leadership styles and ethical perspectives

The leadership style, which Wipro follows, is the ability to achieve the success of both internal as well as external stakeholders.Another implemented leadership style that the organisation follows is the democratic that guides to improve the organisational practices for the development of the organisation.The organisation performs well in terms of ethical perspectives such as services in comprehensive portfolio, commitments in sustainability aspects at a corporate level.

Integrating leadership style is the leadership style that Wipro Limited has adopted in their workplace. Integrated leadership style is a leadership style that is aimed in coordinating and linking employees with their respective leaders in order to carry out a certain task. In simple words, integrated leadership means motivating and inspiring the organization through various methods and techniques (wipro, 2022). Wipro Limited follows this approach of leadership to enhance their work performance and improve their brand value. The features of the integrated leadership style include managing people, as certain employees might take leave for different purposes so it duty of a leader to complete the assigned task before the employee take leave. Another feature of this leadership style is to assess and select the right employee for the right job based on his knowledge and skills (Pragasan, 2022). This enables Wipro Limited to identify skilled employee who can perform certain tasks efficiently and effectively.

Effective leaders to complete tactical and strategic tasks combine different leadership philosophies. Effective managers give tasks to workers when they have the knowledge and experience necessary to finish them. One way to combine a "telling" technique with a "delegating" strategy to produce good results for the organization is, for instance, to instruct subordinates on how to utilize company reporting tools and task a trained staff person with the responsibility of generating status reports. Effective leaders develop effective teams by fusing organizational leadership paradigms. The chances of success are increased by determining each team member's ability level before tagging him or her with a task. In addition to facilitating the career development of less experienced team members, coaching and mentoring.

The company also follows another type of leadership approach, which is the democratic leadership style (Moon et al. 2018). Democratic leadership style allows the employees and all the members of the organization to involve in the decision-making process. Wipro Limited has implemented this leadership style to improve the morale of the employees and the employees can feel a sense of importance in the organization (Decuypere and Schaufeli, 2020). This will also benefit the company as every individual has their own views and ideas and this will enable them to create new and innovative ideas for their business purposes.


Although there are many challenges it also provides an individual with a lot of opportunities while working in the organisation. These opportunities include:

  • Networking and Flexibility: This means an individual is likely to meet people who think in the same way and have similar ideas. Flexibility in working is another opportunity that is provided while working at Wipro (Roscoe et al. 2019). Employees working in the organisation can work remotely which helps them to work effectively.
  • Good working environment:Wipro is one of the leading business organisations that run its business successfully with over 250K+ employees worldwide. Wipro provides a working environment that is great for learning and getting experience from interacting with different people of different mindsets.


The implementation of integrating leadership involves several challenges in day-to-day life. These challenges include:

  • Honing effectiveness: This challenge is about embracing the challenges to develop good skills including“time management, prioritisation, strategic thinking, and decision-making”, and being able to do the job quickly and effectively.
  • Providing inspiration: It is about encouraging other team members to take up different challenges and motivating them to work smarter (Khairiah and Sirajuddin, 2019).
  • Employee development:This is another challenge that is faced byWiprowhich is to train and mentor their employees effectively so that they become accustomed to the working culture within the organisation. “Flamholtz& Randle” describes this book as a “continuum extending from a very directive leadership style” to one which is non-directive. He also states that: (a) autocratic-“I’ll tell you what we are going to do because I’m the boss”; (b) benevolent autocratic-“I’Il tell you what we are going to do because it will be best for all concerned”; (c) consultative-“I’ll decide, but I’ll discuss it with you to get your opinions”; (d) participative-“We’ll decide together, but not all votes are equal”; (e) consensus (team)- “We’ll all meet and discuss it until everyone agrees on a decision”; and (f) laissez-faire-“Do whatever you want to do.” (p. 265).

Financial management


  • Economic issue:Many challenges were faced by the Wipro organisationto manage the overall system within the company. After the pandemic situation this organisation was suffering from lower economic success as well as the employee volume. The revenue of this organisation was decreased by more than 23% in the pandemic situation because of the unstable economy during the pandemic situation(, 2022).
  • Ability to attract public sector clients:The productivity and the quality of the services are also huge challenges for the Wiproorganisation. To attract public sector clients, the organisation needs to produce a good quality service that is better than the existing market (Ren et al. 2018). It also needs to provide the service at a reasonable price so that it is user-friendly. Therefore, there is a need to bring people within Wipro practices together and create a sense of purpose towards aligning to the way Wipro must serve the public sector clients when looking through the lens of social values to wider societal impact including its own employees.


  • Financial opportunities: It was decided by the authority of the organisation to renew focus into the UK public sector and create a strategy that aligns with Government of UK in their Digital transformation journey and make appropriate investments. Several business strategies have been implemented to overcome the business situation from the economic perspective by Wipro.
  • Make a good name in the market: Increase in sales within the public sector will eventually lead to making positive goodwill about the services of Wipro in and around the world. In the current situation, Wipro is one of the leading IT business organisations which run its business in 66countries across the world with a proud history of over 75 years. It consumes more than 7.9% of the global IT business sector.

Plan effective utilisation of organisational resources, systems, and processes:

There are different skills and knowledge which are required to plan the effective utilisation of organisational resources.

People are resources: It is important to understand that people possess different skills like leadership, communication, and emotional intelligence which are necessary soft skills that are required to motivate and inspire team members (Singh et al. 2020). Motivating and inspiring team members will bring the best out of an individual. The leadership quality of the organisation as well as communication strategy of this organisation was satisfactory and these strategy guides to improve the organisational behaviour as well as the business productivity (, 2022).Good project managers understand the fact that how important it is to combine all the project resources and make sure people work collaboratively in order to achieve success.

Integrate technology: Wipro mainly performs with its client providing IT operations which are beneficial for lean or cost-effective functions. This organisation follows “Digital Reference Architecture” that provides extra benefit in IT system, encompassing and other engineering architecture process of the organisation. This technology guides to increase ROI and decrease the TCO in terms of business process of Wipro. Recently, “Robotic Process Automation” is one of the most important technologies that improve operational practices of the company. “Artificial & Augmented Intelligence” is the technology innovation that is implemented into the business process.

Resource plan: To complete a project successfully it requires all the resources that are necessary for the completion of the project. Theorganisational resources such as human resource as well as financial resource were very good that guides to improve business situation after the pandemic situation (, 2022). Apart from that, the resource management plan of this organisation was very satisfactory that guides to maintain all the resource properly.It also helps to understand the resources that are required beforehand so that there is no confusion later; this can also help to plan the project properly before engaging in it (Wieczorek and Manard, 2018). It is said that time is money, so wasting unnecessary time thinking about what resources are required and the number of resources required will hamper completing the work efficiently.

Collaboration increases productivity: Collaboration among teams will increase productivity. Using tools that allow a team to collaborate, and have good creativity and productivity is essential for the management and success of a project (Schuckertet al. 2018).The collaboration among the employees as well as with the other stakeholders is very good that improve the communication skills along with the employee’s engagement plan. It is important to understand that no individual likes to be left alone or abandoned in any way, collaboration helps to ensure that team members work together to achieve success.

Collaboration is an important aspect of increasing and enhancing the productivity of the work performed. The relationship and bonding between the employees help in understanding the assigned task more easily.It helps to do the work efficiently (Dou et al. 2018).

Power and politics related to Wipro

Different people in the organisationare given different powers based on their position in the organisation. Wipro is one of the leading IT business organisations that guide to improve the organisational resource in terms of power and politics.It is important to understand that there is increased competition in the market therefore in order to survive in the market it is important to be a bit political where some schemes can be made in order to attract consumers for products/ services (Le and Lei, 2019). Wipro tends to provide different schemes from time to time that help them to attract customers to use their co-working space.

Organisational culture in Wipro

According to Edgar Schein’s organisational cultural model, there are three levels of organisational culture. Artefacts are the first level of this model which focuses on the dress code of the employees, office furniture, facilities, and behaviours. It also focuses on goals that every organisationhas (Roscoe et al. 2019). Here Wipro also is seen to have a mission which is a positive side of this model. Values in Wipro it is seen they give many references to individual values which reflects how they react to different situations which again is a positive side. Assumed values in Wipro the business executive provides directions to their sub-divisions which have agreat impact on the perspective of an employee that may be affected negatively. This has a bad experience according to the model.

Dual management of Wipro

Recently a fair use of dual management has widely been seen in many organisations. Dual management offers two levels of administration in the organisation(Han et al. 2019). This is a kind of setup where the technical professionals look out for the technical matters of the company and the supervisory management is concerned with the budgeting, personnel, and several other aspects (Alfaro-Tancoet al. 2022). Wipro aims to provide a great technological development that guides to improve the organisational development. The organisation also provides a great assistance in terms of the advanced technology to other organisations in terms of the production development.

Part B: Recommendations and actions

Theories as well as frameworks to improve performance as well as decision-making (recommendations)

Different frameworks, as well as theories, are essential for developing organisational performance and making decisions. Wipro can improve its business by applying some strategies or frameworks within its organisation(Mishra et al. 2021). Wipro can again achieve success in their business field and some recommendations can be made for the improvement of performance and decision-making.

  • It is recommended that Wipro can improve its decision-making process and the “Change Management Theory” can help them.
  • A recommendation has been made that Wiprocan improve their surrounding culture and therefore their organisational performance by applying “Culture or Knowledge Management Theory”.
  • It can be recommended that the present company can apply the “Power Politics Theory” and thereby improve the employment relationship as well as performance and decision-making ability (Cho, 2018).

“Change Management Theory”, is referred to as a framework for an approach. Therefore, it can be said that the application of this theory within the present organisation can help them in improving their performance as well as taking decisions (Augustssonet al. 2019). This theory helps from adopting new technologies to giving responses to logistical and economic challenges and therefore changes the organisation for the betterment of it. Change in the strategy of management has been regarded as a good way to effect changes within an organization for the better development of that organization. This has exactly been the same case with Wipro. Armed with constant training of the workforce and changes within the structure of management of the organization, the employees have been experiencing some type of huge transformation (King and Vaiman, 2019). This has been done by addressing the various reactions to alteration with a strong emphasis on any kind of positive or negative feedback regarding this from the side of the workforce of this organization.The navigation of change is not an easy task to be done so swiftly. During the time big companies such as Wipro are undergoing major transformations on a wide range; they face severe kinds of hurdles from the side of the workers and the customers to the business. Successful initiatives of changes within any company have been proven to b beneficial in a number of ways. Wipro has not been an exception in this case. Initiatives in the changes have led to an enhancement in the productive capability of the employees (issu, 2022). This has led to an enhancement in the ways the business has been functioning to achieve success and has helped this company to quickly acclimate itself to the growing changes in the outside world of business.

Therefore, it can be said that successful business transformation needs the change management model, and it can help Wiproto get its former business position.

Another important theory is “Culture or Knowledge Management Theory”, and it talks about managing the surrounding culture of the organisation. Wiprocan improve its organisational culture along with the behaviourafter the application of this theory. It can help in making proper decisions for the organisation so that it can gain its former business opposition (Abdi et al. 2018). The management strategy outlines that the culture lifecycle, evaluation of the present culture, as well as the implementation of the process, can be managed through this theory.

Culture or Knowledge Management Theory is another important strategy that is mostly undertaken by big companies such as Wipro in dealing with the better and more efficient management of the job culture within the business organization. With many resources that are to be managed efficiently by such big organizations as this one, both the human and financial resources are to be handled very carefully (Abdi et al. 2018). This is done to prevent any issue occurs that would destroy the proper ambience that is supposed to be prevalent within an organization. This company has been successfully able to improve the ambience of work within the organization by having a proper comprehension of the various cultural and qualification backgrounds the workforce of this business organization comes from. The environment within the business organization helped in understanding the diverse styles of workingby its varied workforce that it has. This is constant for employees in every position of respect.

“Power Politics Theory”, is related to international relations and it mainly depicts power distribution as well as national interests. It also witnesses the change in the distribution and the ability of the system (Cho, 2018). Wipro can be implementing this theory into the business process as this organisation was dealing with some issue of the organisational politics in terms of the administrative activities.

All the theories, models, as well as frameworks, are seen as effective to analyse the depth of the strategy of the present company. It then finally leads to the improvement of performance as well as taking proper decisions for the company (Abdi et al. 2018). It has been observed that the theories related to management give leaders strategies for speeding up their decision-making process. When considering the aspects of Social Value Model, the organisation can seek inspiration through UK government published themes Guide (Government Commercial Function, Edn 1.1 3 Dec 20)

Evaluate complex cases

Disruption to business has been a regular thing for many companies during the time of the pandemic and this particular business organization has not been an exception in this regard. It has been stated that this particular business organization had experienced a recession of the skilled workforce. It is due to various issues in the time of the pandemic, mostly loss of work that would give them an opportunity to test their skills as well as the non-payment of their remuneration as an acknowledgement of their skills and dedication toward the business organization (, 2022). However, a good and efficient department for the management of financial and human resources of this business organization has been able to successfully deal with the problems and issues.

The company has been reported to be troubled by the people's challenges. Several HR professionals, employees from the management level, and many leaders have left the company. The company's workforce naturally faces several obstacles to executing new projects. During the pandemic, the organisation was dealing with some issues in terms of its HRM policies and resource management plan (, 2022). The organisation is mainly committed to integrity, fairness as well as transparency in terms of leadership styles as well as organisational behaviour context and that makes it as the most trusted brand worldwide. In terms of complex case evaluation, the organisation maintains its world-class internal as well as “external ecosystem” by comprising technology and provide a research-based solutions.

According to the terms of the management of the leadership styles and the organizational behaviour framework within this business, this organization is surrendered to the values of integrity, fairness, and transparency, which turns it into one of the most trusted brands all over the world. The business organization has been working hard to preserve its high level of the internal culture of work and the external culture of work within the business by keeping a note of the difficult cases and their proper analysis with advanced technology and by offering workable solutions that are based on extensive analysis and research.

The company also faces problems regarding its stock management. For the last few years, the company's business model has been known as being way too expensive. There is a probability of needing to assess the market's current scenario. As the company follows the dual management process, it can hire both task- and employee-oriented leaders. As many employees leave the company, there must be employee dissatisfaction issues. Employee-oriented leaders can deal with employee problems, and task-oriented leaders may take care of the critical necessity of meeting the company's goal.

Stock management refers to the management of inventories for a business purpose; inventory is an essential part of any business organization. The stock or inventory can be classified into mainly four types and which include raw materials and items that will be used in the production process, unfinished goods that need to be completed, the finished products that are ready for distribution and sale, and consumables (Ul-Hameed et al. 2019). Stock is one of the important assets of an organization but sometimes stocks are miss-managed and face several problems. The problem faced by Wipro Limited during its stock management procedure includes a surplus of stock. Stocking up on more than a company needs might be costly. It costs more to rent additional warehouse space, and perishable goods may spoil before the company can sell them.

A cross-cultural issue also takes place in the organisation. The flow of information through all the levels of the hierarchy is also hampered. Here the “power politics theory of management” can play an effective role to manage the distribution of power in the organisation.

Within this particular business organization, there has also taken place the problem of dealing with a workforce from various cultural and educational backgrounds (Hock et al. 2021). Due to the collision of two ideas that are opposed to each other by nature, the company is struggling to deal with the problems that are there in the department for the management of the financial and human resources as well as with a lack of good growth of this department. On top of that, there is a problem with the proper ability of the information to circulate freely through the various levels of hierarchies to reach the junior levels without any kind of distortion. Here, the "power politics theory of management" has been extremely useful in controlling the appropriate division of power within this business organization. This notion has helped to assist this business organization in mending the various internal relationships of the business organization (Shao, 2019). Once the issue regarding leadership has been successfully resolved, this business organization will not have any more difficulty making decisions. Consequently, the "power politics theory" may be effective.

Part C: Personal Reflection

Behavior (B): According to my perspective leaders can be adopt trustworthy as well as honest behaviours towards his clients. The leaders can maintain some particular ethics as well as self awareness. The skill of strategic thinking is very important for a leader in Wipro like companies. I think leaders have to adopt the ability of thinking optimistically and it gives motivation to others employees. Wipro is a multinational company and numerous people are working there as an employee. It helps the leaders to inculcate the spirit of motivation among the employees. The company need to adopt the proper behavioural approach to understand the need of the larger audience and creating credibility within the company.

Skills (S): The employees are highly motivated because of the optimistic thinking capacity of leaders and their goals. Particular goals fixation and meet the particular goals are the main skills of the leaders. The leaders are fixed their goals for themselves as well as they fixed some goals for their employees. Good skills of communication are other important skills of leaders. Relationship building and critical thinking are considered as one such skill that are very important in leadership approach.

Knowledge (K): According to my evaluation, leaders are maintaining their organisation more efficient ways. Various challenges are comes during the journey of leader, but leadership knowledge and skills are successfully overcome the challenges. The Sustainability Leadership Institute offers another definition, suggesting that sustainability leaders as “individuals who are compelled to make a difference by deepening their awareness of themselves in relation to the world around them. In doing so, they adopt new ways of seeing, thinking, and interacting that result in innovative, sustainable solutions.” Good knowledge about latest technologies as well as artificial intelligence helps to make impactful leaders. Making impactful strategies, good understanding about culture, skills of conflict resolution is the few effective skills of efficient leaders.

The Cambridge Sustainability Leadership Model depicted in Figure 5, refers to the conditions or environment in which leaders operate, which have a direct or indirect bearing on the organisations and their decision making. This context is broadly divided into the context that is external to their organisation and over which they may have lesser degree of influence and internal to their organisation, over which they higher level of influence (Wayneet al. 2011).

Financial challenges are also accompanied by growth opportunities which are needed to be grabbed most of the time. I personally feel if an organisation wants to become a reputed organisation soon, then it needs to focus on maintaining positive goodwill among the people so that people feel safe using their product/ services. This will guide me very much to gain a great piece of knowledge about leadership qualities.

Wipro organisation is seen to have a lot of flaws within its organisation which is needed to be corrected in order to run the organisation effectively. This is a very important aspect as this can eventually lead to the decline of an organisation (Le and Lei, 2019). I think this can be corrected easily by following different theories and implementing them in the areas that are necessary.

In the context of Wipro to effectively serve the public sector clients it could focus on the following to realise the potential benefits when addressing social value aspects. This is a wicked problem, but styles of sustainability leaders can be applied as continuous improvements by its own employees including the leaders with Action plan:

Style Definition Action
Inclusive Collaborative and participative, building commitment through dialogue and consensus, democratic approaches, coaching, and a culture and structure that provides peer support, encouragement and recognises achievement Timed action plan for how to ensure inclusion of disabled colleagues is treated as a priority in the initial qualification of opportunity that lands from a public sector client (Miro collaboration tool can be used to train and seek improvements in the lifecycle of the pursuit (Appendix example))
Visionary Bring passion and focus on challenging and transforming people’s perceptions and expectations and motivate them to act. Provide for the views and expertise of disabled people and the support disabled team members in the Wipro team for Clients can be addressed through HR by communicating effectively with Talent Acquisition and Workforce Management groups within Wipro especially, when onboarding new resources. Practice Leaders can further emphasise the same in their own stand-ups.
Creative Placing rewards for the right behaviour for individuals and teams. Mechanisms for feedback and continuous improvement Metrics that we can commit to agree how we measure it, report back and what to do with the results? Perhaps a Bonus/malus scheme can be institutionalised. (Wipro can use one of its Innovation Centre here as part of the organisation construct with 2-3 practice Leaders with key members as a cohort group for a pilot and evidence back to other practices to instil inspiration)
Radical Highly visible leadership, taking risks and challenging the status quo. Highlight through HR & Marketing support measures to reduce barriers to securing more jobs for disabled people in the Wipro personnel across practices by including targets for practice leaders’ goals & objectives and seek an action plan to increase in percentage term over few years vis-à-vis organisation’s corporate targets
Altruistic Often referred as Servant leadership focusing on collective good. Practice leaders demonstrating by walk the talk. Aligning Social Value aspects vis-à-vis UK government published themes Guide for his/ her own practice. In deals with clients include TUPE from customer’s specifically disabled colleagues with skillets that will add value to Wipro themselves. Finance, Legal & HR will play key role.

Additionally, the following can be institutionalised to the already best practices within the organisation at Wipro and can be effectively led by HR and Practices Leaders:

With regards to Disability Inclusion, Wipro already engages on the following:

  • Wipro’s CREATE framework at corporate level focuses on promoting Careers, Recruitment, Engagement, Accessibility, Training and Enablement. This framework aims to address the disability employment gap through various interventions/programs.(i). Train to Hire, enables hiring a ready pool of trained individuals, and maximise the efforts. This will also cater to reduce the disability employment gap, (ii). Accessible helpline e., IVR and HRSS helpline numbers to enable smooth experiences for users with disabilities, (iii). Capability Building, i.e.,launch leadership connect series to propel the engagement scale awareness among leaders and peers, (iv). Reasonable Accommodation/Adjustments are made/provided based on the needs of the employee in order to enable them at work and to create a level playing field for all. We have a system in place where employees can raise reasonable accommodation requests, and (v). Digital Accessibility: 50 apps and 60 training courses have been made accessibility compliant. Some more effort will be required to plan further across multiple technology skills both internally at Wipro, but also external provisions will be required to cater to public sector client deliveries.
  • However, this will need to EXTEND towards instilling the same not just at a corporate level but also within multiple practices teams. I have agreed with our sustainability leader and HR lead to incorporate the same rigour with our practice teams.
  • Data Confidentiality, Employees can self-declare their disability on our internal HRSS system and can request for a reasonable accommodation as needed. (Note: The list currently shows the Head Count as 677 people, as of Nov4th, 2022). The same will need to be extended when recruiting for client projects as opposed to only internally at Wipro.
  • Induction briefings could include while on boarding existing colleagues on projects or when on boarding new employees within various practices stating expectations across social value charter that the organisation is aiming to achieve with clear information on AS-IS standing.
  • Promoting Social Value awareness through regular communication via email, webinars, and short training / certification modules.
  • Fostering alliances/ partnerships with companies providing technical and/or recruitment services through a disabled workforce.
  • A further deliberation may be required with HR’s support to identify the current percentage of disabled people from the Wipro Personnel on training of development scheme as a percentage of all individuals from the Wipro Personnel on such schemes.


In this study, it is to be concluded that without having proper time auctioned planning, proper management skills, and proper leadership skills along with priority it becomes very difficult to run and maintain an organisation effectively centred around social value goals outside of corporate measures. In order to manage an organisation effectively there should be proper planning and execution, where the work culture is good, and employees feel safe working in it and are inspired to take action as their own responsibility. This will also encourage employees to work efficiently and will feel free to express them while working. Organisations need to focus and give prime importance to building a good reputation that will have public sector client support thereby increasing their own productivity.



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