Tag: Corporate Governance

Bangalore University B.com Notes

Corporate Accounting Bangalore University B.com 3rd Semester NEP Notes

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Unit 1 Issue of Shares [Book]
Shares Introduction, Meaning, features VIEW
Types of shares VIEW
Issue of shares VIEW VIEW
Subscription of shares, Minimum subscription, Over subscription VIEW
Pro-Rata allotment of Shares VIEW
Book Building procedure for issue of shares VIEW
Problems related to Journal entries on issue of shares at par, premium and discount VIEW
Unit 2 Underwriting of Shares [Book]
Introduction, Meaning and Need for underwriting VIEW
Advantages of Underwriting VIEW
SEBI Regulations regarding Underwriting VIEW
Underwriting Agreement VIEW
Underwriting Commission VIEW
Underwriter, Functions of Underwriter VIEW
Types of Underwriting VIEW
Marked and Unmarked Applications VIEW
Problems on determination of Liability of Underwriters VIEW
Underwriting Process VIEW
Unit 3 Valuation of Goodwill [Book]
Meaning, Circumstances, Factors of Valuation of Goodwill VIEW
Methods of Valuation of Goodwill:
Average Profit Method of Valuation of Goodwill VIEW
Super Profit Method of Valuation of Goodwill VIEW
Capitalization of Super Profit average Profit Method of Valuation of Goodwill VIEW
Annuity Method of Valuation of Goodwill VIEW
Capitalization of Profit Method VIEW
Annuity Method VIEW
Brand Meaning and features VIEW VIEW
Factors influencing value of brand VIEW
Circumstances of valuation of brand VIEW
Intellectual Property Rights (IPR): Meaning and features VIEW
Factors influencing value of IPR VIEW
Circumstances of valuation of IPR VIEW
Patents Meaning and features VIEW VIEW
Factors influencing value of patents VIEW
Circumstances of valuation of patent VIEW
Unit 4 Valuation of Shares [Book]
Meaning, Need for Valuation of Shares VIEW
Factors Affecting Valuation of Shares VIEW
Methods of Valuation:
Intrinsic Value Method of Shares VIEW
Yield Method of Shares VIEW
Earning Capacity Method of Shares VIEW
Fair Value of shares VIEW
Rights Issue VIEW
Valuation of Rights Issue VIEW
Valuation of Share Warrant VIEW
Unit 5 Company Final Accounts [Book]
Statutory Provisions regarding preparation of Company Final Accounts VIEW
Treatment of Special Items VIEW
Tax deducted at source VIEW
Advance payment of Tax VIEW
Provision for Tax VIEW
Depreciation VIEW
Interest on debentures VIEW
Dividends VIEW
Rules regarding payment of dividends VIEW
Transfer to Reserves VIEW
Preparation of Profit and Loss Account and Balance Sheet in vertical form VIEW
Management Notes

Indemnified and Surety

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The term “Indemnified“ refers to a person or party who is protected or compensated against a loss or damage by another party, known as the indemnifier. The concept of indemnification is rooted in Section 124 of the Indian Contract Act, 1872, which defines a Contract of Indemnity as a contract in which one party promises to save the other from loss caused by the conduct of the promisor or any third party.

The indemnified party is essentially the one who is at risk of suffering a loss and is seeking protection through a legal agreement. Once a valid indemnity contract is executed, the indemnified is legally entitled to claim compensation from the indemnifier if any specified loss arises.

Role of the Indemnified:

In any indemnity agreement, the indemnified plays a passive role in the sense that they are not responsible for causing the loss but are rather exposed to it due to certain actions, liabilities, or transactions. For instance, in a contract where a company indemnifies an employee against legal actions arising out of official duties, the employee becomes the indemnified.

Rights of the Indemnified:

The indemnified has the right to:

  • Recover damages or losses covered under the contract of indemnity.

  • Claim legal expenses incurred while defending a claim, provided the expenses were incurred in good faith.

  • Be protected against future anticipated losses, especially if the liability is certain and imminent, though Indian courts generally recognize this only after actual loss.

These rights help ensure that the indemnified party does not suffer financial harm due to risks that are contractually transferred to the indemnifier.

Examples of Indemnified Party:

  1. A tenant indemnified by the landlord against third-party claims.

  2. An insurance policyholder being indemnified by the insurance company for damage to property.

  3. A business partner indemnified against legal liabilities arising from company decisions.

Surety:

Surety is a person who gives a guarantee for the performance, debt, or conduct of another person, known as the principal debtor, to a third party, called the creditor. The concept of surety is covered under Section 126 of the Indian Contract Act, 1872, which defines a Contract of Guarantee as a contract to perform the promise or discharge the liability of a third person in case of their default.

The surety promises to be answerable if the principal debtor fails to meet their obligations. This creates a tripartite agreement among the creditor, principal debtor, and surety. The surety’s liability is secondary, meaning it arises only when the principal debtor defaults.

Nature of the Surety’s Liability:

The surety’s liability is generally co-extensive with that of the principal debtor (Section 128), unless otherwise stated in the contract. This means that the creditor can directly approach the surety for payment, even without first proceeding against the principal debtor. However, if the debtor fulfills the obligation, the surety’s role ends.

Rights of the Surety:

Once the surety discharges the debt or obligation of the principal debtor, he acquires certain rights:

  1. Right of Subrogation: The surety steps into the shoes of the creditor and can recover the amount from the principal debtor.

  2. Right to Indemnity: The surety has a right to be indemnified by the principal debtor for any payment lawfully made under the guarantee.

  3. Right to Contribution: In case of multiple sureties, one surety who pays more than their share can recover the excess from co-sureties.

Examples of Surety:

  • A parent acting as a guarantor for their child’s education loan.

  • A person guaranteeing repayment of a business loan for a friend.

  • An individual assuring a landlord that the tenant will pay rent on time.

Management Notes

Rights and Duties of Bailor and Bailee, Pawnor and Pawnee

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Bailment involves the delivery of goods by one person (the bailor) to another (the bailee) for a specific purpose under a contract, where the goods are to be returned or otherwise disposed of upon completion of the purpose. Both parties have legal rights and duties toward each other.

Rights of the Bailor:

  • Right to Enforcement of Bailee’s Duties

The bailor has the right to expect that the bailee will perform all contractual obligations, including taking care of the goods and returning them as agreed. If the bailee fails in their duty (such as through negligence or unauthorized use), the bailor can take legal action for damages or compensation. This ensures the bailor’s interest in the goods is protected throughout the period of bailment.

  • Right to Claim Damages

If the bailee fails to take reasonable care of the goods and they are lost or damaged due to negligence, the bailor has the right to claim compensation. This right is essential for protecting the value of goods entrusted to the bailee and holds them accountable for their conduct during the bailment.

  • Right to Terminate Bailment

The bailor has the right to terminate the bailment if the bailee acts inconsistently with the contract. For example, if the bailee misuses the goods or refuses to return them, the bailor may revoke the agreement and demand immediate return of the goods. This safeguards the bailor’s legal ownership and control.

  • Right to Receive Accretion (Section 163)

If any natural increase or profit arises from the bailed goods (like offspring of animals), the bailor has the right to claim such accretion. The bailee is not entitled to keep or sell these additions and must return them with the original goods upon completion of bailment.

  • Right to Recover Goods

The bailor can demand the return of goods once the bailment period ends or the purpose is accomplished. If the bailee fails or refuses to return the goods, the bailor has the legal right to recover them through a court of law. This ensures the bailor’s rightful ownership is not jeopardized.

Duties of the Bailor:

  • Duty to Disclose Faults (Section 150)

The bailor must inform the bailee of any known defects in the goods that may cause harm or affect usage. If the bailor fails to disclose such faults, and the bailee suffers loss or injury, the bailor is liable. This duty ensures transparency and safety during bailment, particularly when goods are dangerous or defective.

  • Duty to Bear Expenses (Gratuitous Bailment)

In a gratuitous (free) bailment, the bailor must bear all necessary expenses incurred by the bailee in caring for and preserving the goods. This includes storage, maintenance, or handling costs unless otherwise agreed. It prevents the bailee from facing financial burden when they are not being compensated for the bailment.

  • Duty to Accept Goods Back

The bailor has a duty to accept the goods once the purpose is completed or the time expires. If the bailor refuses to take the goods back, they may be liable for compensation to the bailee for any loss or additional costs incurred in storing or handling the goods beyond the bailment period.

  • Duty to Indemnify Loss due to Defects

If the bailee suffers any loss due to hidden faults in the goods that the bailor was aware of but did not disclose, the bailor must indemnify the bailee. This duty arises under Section 150 and protects the bailee from damages not caused by their own conduct or negligence.

  • Duty to Compensate Bailee for Loss Due to Premature Termination

In gratuitous bailment, if the bailor ends the contract before the agreed time or before the purpose is fulfilled, and the bailee suffers loss due to this, the bailor must compensate the bailee. This prevents unfair financial harm when the bailee has acted in good faith.

Rights of the Bailee

  • Right to Compensation (Section 158)

The bailee is entitled to be reimbursed for any necessary expenses incurred in maintaining the goods, especially in gratuitous bailments. This right prevents financial loss to the bailee who takes care of the goods without reward and ensures fair treatment for fulfilling the bailor’s request.

  • Right of Lien (Section 170–171)

The bailee has a particular lien, meaning they can retain the goods until dues or lawful charges are paid. If the bailee is in the business of receiving goods and no payment is made, they can legally keep the goods until the charges are cleared. It is a protective right in commercial bailments.

  • Right to Sue for Compensation

If the bailor causes loss to the bailee (e.g., by giving faulty goods without warning), the bailee can sue the bailor for damages. This right ensures that the bailee is not unfairly burdened due to the bailor’s negligence or non-disclosure of risks related to the goods.

  • Right to Deliver Goods to Joint Bailors

If goods are jointly bailed by multiple people, the bailee has the right to deliver them to any one of the joint bailors unless specifically instructed otherwise. This prevents confusion or legal issues when returning the goods and provides legal security to the bailee.

  • Right to Recover Loss Due to Bailor’s Refusal

If the bailor refuses to accept the goods back after the bailment ends, and the bailee suffers loss due to continued possession or care of the goods, the bailee has the right to recover such losses from the bailor. This protects the bailee’s interest when their obligation has been fulfilled.

Pledge

Pledge is a special type of bailment where goods are delivered as security for payment of a debt or performance of a promise. The person who delivers the goods is called the pawnor, and the person who receives them is called the pawnee.

Rights of the Pawnee:

  • Right of Retention (Section 173)

The pawnee has the right to retain the pledged goods until the full repayment of the debt, interest, and any necessary expenses incurred in the preservation of goods. This right serves as a legal security to the pawnee for the recovery of dues and is valid even in the absence of a written agreement.

  • Right to Recover Extraordinary Expenses (Section 175)

If the pawnee incurs extraordinary or necessary expenses to preserve the pledged goods (e.g., special storage or maintenance costs), they are entitled to recover such costs from the pawnor. However, the pawnee cannot retain the goods for these expenses alone—they must file a suit if unpaid.

  • Right to Sell the Goods (Section 176)

If the pawnor defaults in payment or performance, the pawnee has the right to sell the goods after giving reasonable notice to the pawnor. The sale must be done fairly. The proceeds are adjusted toward the debt, and any surplus is returned to the pawnor. If the proceeds fall short, the pawnee can sue for the balance.

  • Right to Sue for Debt and Retain Goods

The pawnee may choose to sue for recovery of the debt and still retain possession of the pledged goods. They are not bound to sell the goods. This dual remedy strengthens the pawnee’s legal position and gives them flexibility in enforcing the pledge.

  • Right Against Third Party Interference

The pawnee has the right to be protected from third-party claims or interference in the possession of pledged goods. As a bailee, the pawnee enjoys legal protection under the Indian Contract Act and can sue anyone who unlawfully takes or harms the goods in their custody.

Duties of the Pawnee:

  • Duty to Take Reasonable Care (Section 151)

The pawnee must take reasonable care of the pledged goods, just like a prudent person would take of their own goods. If the goods are damaged or lost due to negligence, the pawnee is liable to compensate the pawnor. This duty ensures the goods remain protected while in custody.

  • Duty Not to Use Goods

The pawnee is not allowed to use the pledged goods unless the pawnor has given express or implied permission. Unauthorized use is a violation of the pledge agreement and may result in legal consequences, including termination of the contract or compensation for misuse.

  • Duty to Return Goods

Once the debt is repaid or the promise is performed, the pawnee is legally obligated to return the pledged goods to the pawnor. If the pawnee fails or refuses to return them, they may be liable for damages or even face legal proceedings for wrongful detention.

  • Duty to Return Accretion (Section 163)

If the pledged goods generate profit or accretion during the pledge (e.g., dividends on pledged shares or offspring of pledged animals), the pawnee must return such increase to the pawnor along with the original goods. This ensures that ownership-related benefits remain with the pawnor.

  • Duty to Sell Goods Fairly (If Exercising Right to Sell)

If the pawnee exercises the right to sell the pledged goods due to the pawnor’s default, the sale must be conducted fairly, and the surplus proceeds (if any) must be returned to the pawnor. Any unfair sale or failure to inform can lead to compensation claims.

Rights of the Pawnor:

  • Right to Redeem Goods (Section 177)

The pawnor has the right to redeem the goods pledged at any time before the pawnee sells them. This right continues even after default, provided the pawnee has not yet sold the goods. The pawnor must repay the full debt and any additional lawful expenses to reclaim the goods.

  • Right to Receive Surplus from Sale

If the pawnee sells the goods upon default and receives more than the owed amount, the pawnor has the right to claim the surplus amount. The pawnee cannot unjustly enrich themselves through the sale; they are legally bound to return the balance to the pawnor after adjusting dues.

  • Right to Notice Before Sale

The pawnor is entitled to reasonable notice before the pawnee sells the goods due to default. If the pawnee fails to give such notice, the sale can be declared void, and the pawnor may claim compensation or reclaim the goods, depending on the circumstances.

  • Right to Compensation for Unauthorized Use

If the pawnee uses the goods without permission or causes damage through negligence, the pawnor has the right to claim compensation. This right holds the pawnee accountable and ensures the safety of the goods in the absence of the owner.

  • Right to Recover Goods Upon Repayment

Upon full repayment of the debt and expenses, the pawnor has the absolute right to recover the pledged goods. This includes any increase or profit derived from them. If the pawnee refuses, the pawnor can initiate legal proceedings for recovery and damages.

Management Notes

Rights and Duties of indemnifier

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Under Section 124 of the Indian Contract Act, 1872, a contract of indemnity involves a promise by one party (indemnifier) to compensate the other (indemnified) for loss. The indemnifier assumes responsibility in case of certain events that cause damage or loss to the indemnified.

Rights of the Indemnifier:

  • Right to Control the Defence

When the indemnified faces a legal suit or proceedings, the indemnifier has the right to control the defence. This includes appointing lawyers, making strategic decisions, or choosing whether to settle the dispute. This right ensures that the indemnifier, who is ultimately liable to pay, can avoid unnecessary or inflated claims and control litigation expenses to protect their financial interest.

  • Right to Access Legal Proceedings

The indemnifier is entitled to receive full information about legal proceedings, facts, and circumstances involving the indemnified. This includes the right to inspect legal documents, monitor case status, and be informed of actions taken. This access allows the indemnifier to assess liability, ensure transparency, and possibly intervene in a timely manner to limit loss or offer reasonable settlements to mitigate financial damage.

  • Right to Subrogation

Once the indemnifier pays for the loss or damages on behalf of the indemnified, he attains the right of subrogation. This means the indemnifier steps into the shoes of the indemnified and can recover the amount from third parties responsible for the loss. Subrogation helps the indemnifier claim legal redress, damages, or refunds and prevents unjust enrichment of the indemnified.

  • Right to Proof of Loss

The indemnifier has the right to demand credible proof or evidence of the loss before compensating the indemnified. This ensures that the indemnifier is not held liable for false, exaggerated, or fraudulent claims. The indemnified must demonstrate that the loss falls within the agreed terms of indemnity. This right is a protective measure to prevent misuse of indemnity arrangements.

  • Right to Be Informed of Settlements

If the indemnified chooses to settle a claim or dispute without court intervention, the indemnifier has the right to be informed beforehand. Since the indemnifier may be responsible for the settlement amount, prior knowledge and consent help them evaluate the fairness of the settlement. This prevents the indemnified from entering unfavorable or excessive settlements without the indemnifier’s approval.

  • Right to Reimbursement on Misuse

If the indemnifier pays for a loss based on false information or fraud by the indemnified, he retains the right to recover that amount. This right protects the indemnifier from being financially liable for dishonest conduct by the other party. Courts uphold this right to ensure indemnity is used only in good faith and within the legal scope of the original contract.

  • Right to Define Scope of Indemnity

The indemnifier has the right to specify the extent, conditions, and limitations of indemnity at the time of entering the contract. This means the indemnifier can include clauses to exclude certain types of losses (like indirect damages, penalties, or third-party actions) or set a financial cap. Clearly defining scope protects the indemnifier from open-ended or unlimited liability in the future.

Duties of the Indemnifier

  • Duty to Compensate for Actual Loss

The primary duty of the indemnifier is to compensate the indemnified for any actual loss or damage suffered due to the acts covered under the contract. This includes financial loss, legal costs, or damages awarded by the court. The indemnifier is legally bound to fulfill this duty once the indemnified proves that the loss falls under the indemnity clause.

  • Duty to Act in Good Faith

The indemnifier must act honestly and in good faith while discharging obligations under the contract. This includes cooperating with the indemnified, not withholding critical information, and not taking unfair advantage of the indemnity arrangement. Good faith is fundamental to all contracts, and its breach may result in loss of trust or legal consequences.

  • Duty to Honour Terms of Contract

The indemnifier has a legal obligation to perform according to the specific terms agreed in the contract of indemnity. This includes honoring the agreed limit of liability, covering specified events, and respecting timelines. Failure to perform as per the contract may amount to breach, making the indemnifier liable for damages or penalties.

  • Duty to Pay Reasonable Legal Costs

When indemnity covers legal actions, the indemnifier must bear reasonable costs of litigation, including lawyer’s fees and court charges, if these are incurred in good faith. The indemnified should not suffer additional legal burden when acting within the terms of the contract. Courts may enforce this duty even if the indemnity amount does not explicitly mention legal costs.

  • Duty Not to Interfere Unreasonably

Although the indemnifier may have the right to control proceedings, they must not interfere unreasonably or act in a way that harms the indemnified’s legal interests. For example, pressuring the indemnified to accept an unfair settlement may be considered a breach of duty. The indemnifier must balance control with the indemnified’s rights and interests.

  • Duty to Indemnify Promptly

It is the indemnifier’s duty to compensate the indemnified within a reasonable time after the loss has occurred and been substantiated. Unnecessary delay in payment can lead to financial hardship for the indemnified and may invite legal action or interest on delayed compensation. Prompt action is seen as a sign of good faith and professionalism.

  • Duty to Uphold Confidentiality

In situations where indemnity is linked to sensitive information, such as in professional services or commercial contracts, the indemnifier must maintain confidentiality. Sharing or misusing such information may not only breach the contract but also legal provisions under privacy or trade secret laws. Upholding confidentiality protects the integrity of the business or relationship.

Management Notes

Director General of Employment and Training

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The organization primarily looks after the operation of employment exchanges, industrial training institutes, vocational guidance programme and some other institutions. The activities of the directorate are essentially governed by the policies, standards and procedures set by the central directorate general, employment and training. Other activities of the organization include employment market information, vocational rehabilitation centers, and training of handicapped groups such as women and physically handicapped. The training wing of the department also looks after the implementation of the apprentices act, 1961. Generally, the directorate functions independently of the organizing of labour commissioner.

Management Notes

Director General of Factory Advice Service

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The office of the Chief Adviser of factories, which is now called Directorate General, Factory Advice Service and Labour Institutes, was setup in 1945 with the objective of advising Central and State Governments on administration of the Factories Act and coordinating the factory inspection services in the States. The Directorate General, Factory Advice and Labour Institutes (DGFASLI) comprises:

  • Headquarters situated in Mumbai
  • Central Labour Institute in Mumbai
  • Regional Labour Institutes in Chennai, Kanpur, Kolkata and Faridabad.

The DGFASLI is an attached office of the Ministry of Labour & Employment, Government of India and serves as a technical arm to assist the Ministry in formulating national policies on occupational safety and health in factories and docks. It also advises factories on various problems concerning safety, health, efficiency and well – being of the persons at work places.

Objectives of DGFASLI

  • To provide technical advice and service to the Central and State Governments, and workplaces including factories and ports on matters related to safety, health and welfare of workers.
  • To develop legislations, standards, guidelines and codes of practices consistent with international instruments/standards on Safety, Health and Environment at workplaces.
  • To conduct studies, surveys and audits in the field of Occupational Safety and Health (OSH)
  • To enforce and promote Safety, Health and Environment in major ports in India.
  • To become a national repository of information on OSH and to promote OSH at workplaces.
  • To conduct seminars, workshops and training programmes on OSH
  • To encourage and provide best practices in the field of OSH.
  • To establish and develop research and development in the area of OSH and risk management.
  • To operate Award Schemes such as PMSA, VRP and NSA
Management Notes

Extending Participative Decision making

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Participative decision-making (PDM) is the extent to which employers allow or encourage employees to share or participate in organizational decision-making. According to Cotton et al., the format of PDM could be formal or informal. In addition, the degree of participation could range from zero to 100% in different participative management (PM) stages.

PDM is one of many ways in which an organization can make decisions. The leader must think of the best possible way that will allow the organization to achieve the best results. According to Abraham Maslow, workers need to feel a sense of belonging to an organization (see Maslow’s hierarchy of needs).

Styles:

Democratic Leadership. This is the type of leadership style in which members are encouraged to share their ideas and then synthesizes the available information into the best possible decision. Researchers have found that this style is usually the most effective and leads to better contributions from the group, as it produces a work environment that employees can feel good about because they know their opinion counts and they can bring a real difference to the organization.

Autocratic Style. Here, the leader takes the employees’ opinions, collects them and facilitates the conversation, but takes control and responsibility of the final decision. This is most effective during crises and emergencies where decisions have to be made quickly.

Consensus. In the consensus participative decision-making style, the leader gives up complete control of the decision and leaves it to the members of the group to conclude the majority decision. Doing this requires teamwork, trust, and communication (and time, because it takes a while) but it usually brings out the best decisions since it is well thought out. Consensus style improves goal-setting, problem-solving, and team-building among groups.

Delegated by Expertise. Of course, not everyone is an expert at everything. Everyone has their area of expertise. Here, the leader delegates the responsibility to the expert of their area of concern so they can arrive at the best outcome. This style of decision-making process can help the group feel more creative and engaged in the process.

Choosing the right style for your organization shouldn’t be a one-off. As HR practitioners, we always have to be mindful of the dynamics in our organization so we can decide on the right participative decision-making style (depending on the situation) that will improve our employee engagement and ensure that everyone in the company feels valued and respected.

Advantages

PM is important where a large number of stakeholders are involved from different walks of life, coming together to make a decision which may benefit everyone. Some examples are decisions for the environment, health care, anti-animal cruelty and other similar situations. In this case, everyone can be involved, from experts, NGOs, government agencies, to volunteers and members of public.

However, organizations may benefit from the perceived motivational influences of employees. When employees participate in the decision-making process, they may improve understanding and perceptions among colleagues and superiors, and enhance personnel value in the organization.

Participatory decision-making by the top management team can ensure the completeness of decision-making and may increase team member commitment to final decisions. In a participative decision-making process each team member has an opportunity to share their perspectives, voice their ideas and tap their skills to improve team effectiveness and efficiency.

Participatory decision-making can have a wide array of organizational benefits. Researchers have found that PDM may positively impact the following:

  • Job satisfaction
  • Organizational commitment
  • Perceived organizational support
  • Organizational citizenship behavior
  • Labor-management relations
  • Job performance and organizational performance
  • Organizational profits

Outcomes

The outcomes are various in PDM. In the aspect of employees, PDM refers to job satisfaction and performance, which are usually recognized as commitment and productivity[9] In the aspect of employers, PDM is evolved into decision quality and efficiency that influenced by multiple and differential mixed layers in terms of information access, level of participation, processes and dimensions in PDM.

Research primarily focuses on the work satisfaction and performance of employees in PDM. Different measurement systems were applied to identify the two items and the relevant properties. If they are measured with different processes in PDM, the relationship is as described below:

  • Identifying problems: Do not have strong relationship with performance. Because even with full participation, participants may not explore their skills and knowledge in identifying problems, which is likely to weaken the desires and motivation then influence performance.
  • Providing solutions: Positive and “potentially strong” relations with performance. It is not only attributed to the skills and knowledge could be explored but also the innovative ways employees can provide and generate.
  • Selecting solutions: Positive to performance but not likely to enhance satisfaction. If the solutions generated are not acknowledged by the employees who are absent at the previous stage, the satisfaction could lessen.
  • Planning implementation: Positive and strong relationship with both performance and satisfaction. Participants are given the possibility to affect the achievement of a designed plan. As the “value attainment” is attached, the extent of performance and work satisfaction increase.
  • Evaluating results: Weaker relationship with performance, but positive relationship with satisfaction due to the future benefit.

There are a number of ways through which employees can participate in decision-making process of any organization.

  • Participation at the Board Level: Representation of employees at the board level is known as industrial democracy. This can play an important role in protecting the interests of employees. The representative can put all the problems and issues of the employees in front of management and guide the board members to invest in employee benefit schemes.
  • Participation through Ownership: The other way of ensuring workers’ participation in organizational decision making is making them shareholders of the company. Inducing them to buy equity shares, advancing loans, giving financial assistance to enable them to buy equity shares are some of the ways to keep them involved in decision-making.
  • Participation through Collective Bargaining: This refers to the participation of workers through collective agreements and by deciding and following certain rules and regulations. This is considered as an ideal way to ensure employee participation in managerial processes. It should be well controlled otherwise each party tries to take an advantage of the other.
  • Participation through Suggestion Schemes: Encouraging your employees to come up with unique ideas can work wonders especially on matters such as cost cutting, waste management, safety measures, reward system, etc. Developing a full-fledged procedure can add value to the organizational functions and create a healthy environment and work culture. For instance, Satyam is known to have introduced an amazing country-wide suggestion scheme, the Idea Junction. It receives over 5,000 ideas per year from its employees and company accepts almost one-fifth of them.
  • Participation through Complete Control: This is called the system of self management where workers union acts as management. Through elected boards, they acquire full control of the management. In this style, workers directly deal with all aspects of management or industrial issues through their representatives.
  • Participation through Job Enrichment: Expanding the job content and adding additional motivators and rewards to the existing job profile is a fine way to keep workers involved in managerial decision-making. Job enrichment offers freedom to employees to exploit their wisdom and use their judgment while handling day-to-day business problems.
  • Participation through Quality Circles: A quality circle is a group of five to ten people who are experts in a particular work area. They meet regularly to identify, analyze and solve the problems arising in their area of operation. Anyone, from the organization, who is an expert of that particular field, can become its member. It is an ideal way to identify the problem areas and work upon them to improve working conditions of the organization.
Management Notes

Causes for success and failure of start-ups in India

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According to the Startup India Portal, India has about 50,000 start-ups and is the 3rd largest ecosystem in the world. Start-ups are now emerging in tier-II and tier-III cities, such as Pune, Ahmedabad, and Kochi. Further, there is an increase in the investment flows from Chinese, Japanese, and Singapore based investors.

Causes for success

Reasons responsible for the growth of start-ups are:

  • Large Indian Market:

India’s diversity in culture, religion, and language has helped start-ups to create diversified products, according to the needs of a particular community. This becomes their Unique Selling Proposition, which in-turn entices investors to fund the start-up.

  • Fast-moving business environment:

In an uncertain and changing business ecosystem, the companies are under constant pressure to innovate to find a footing in the market. Sometimes, other companies invest or buy the start-ups to increase their own uniqueness.

  • Easy access to funds

The government has set up funds for easy startups in the form of venture capital.

  • Apply for tenders

New companies can apply for government tenders. They are excluded from the “related knowledge/turnover” standards appropriate for typical organizations explaining government tenders.

  • Reduction in cost

The government additionally gives arrangements of facilitators of licenses and brand names. They will give top-notch Intellectual Property Rights Services including quick assessment of licenses at lower expenses.

The government will bear all facilitator charges and the startup will bear just the legal expenses.

  • Tax holidays for three years

New companies will be excluded from income tax for a very long time, they get a certificate from the Inter-Ministerial Board (IMB).

  • R&D facilities

In the R&D area, seven new Research Parks will be set up to give offices to new businesses.

  • Tax saving for investors

Individuals putting their capital additions in the endeavor subsidizes arrangement by the government will get an exemption from capital increases. Thus, this will assist new companies to convince more investors.

  • Choose your investor

After this arrangement, the new companies will have an alternative to pick between the VCs, giving them the freedom to pick their investors.

  • Easy exit

Now, talking about the easy exit then if there should be an occurrence of exit, a startup can close its business within 90 days from the date of use of winding up.

  • No time-consuming compliances

For saving time and money numerous compliances have been facilitated for startups.

  • Meet other entrepreneurs

The government has proposed to hold 2 startup fests yearly both broadly and universally to empower the different partners of a startup to meet.

Causes for failure

Lack of focus

When Bill Gates and Warren Buffet were asked about one factor that was responsible for their success, both replied with one word: focus. To understand how focus can help, let’s look at an example.

Grubhub is a food delivery startup. From the beginning, the company decided to focus only on food delivery. There are a lot of other services that a company like that could offer- pickup of food, catering, and more, but the founders chose to focus on just delivery. The result? They could execute technically and operationally and grow the business successfully.

Lack of funds

In 2018, bike rental startup, Tazzo, shut shop. The reason, as given by one of its funding partners, was a failed product-market fit that led to drying up of funding. Even though the startup had raised a considerable amount of funds, the lack of a profitable business model led to the startup shutting down.

Lack of Product Market Fit

There is no one “Fits in all” formula. It has deeper layers to it. This is more of a framework than a goal. Many-a-times, startups fail to validate their product ideas in the existing market scenario. In today’s competitive world, it is important to bring in a product or service that is both problem-solving and fulfils the customer’s expectations in every way, be it price-related or output-related. You don’t want to be wasting your time and efforts on creating something for which there is ‘no market need’!

Lack of innovation

According to a survey, 77% of venture capitalists think that Indian startups lack innovation or unique business models. A study conducted by IBM Institute for Business Value found that 91% of startups fail within the first five years and the most common reason is – lack of innovation.

Although India is said to have the third-largest startup ecosystem, it doesn’t have meta-level startups such as some of the big names like Google, Facebook, and Twitter. Indian startups are also known for replicating global startups, rather than creating their own startup models.

Among the most innovative Indian startups would be startups like ChaiPoint, Ola, Saathi, and Swiggy, according to a list of 50 most innovative companies in the world.

Fear of Startup Failure

While this fear lives in almost every entrepreneur, some tend to simply stop taking risks. Decision-making is hindered as the key goal becomes to not make even one wrong decision at any costs, thus limiting the startup’s gamut. Such fear can not only restrain but also motivate entrepreneurs when directed in a positive way. Having a negative approach from the start can influence thoughts and behaviour badly.

Poorly Harmonised Team

Any well-to-do startup requires a wide range of expertise in its team of employees and management. It is not hard to find technically proficient people these days. However, it is very difficult to find people who know how to get along with others and can be counted on when managers are not looking over their shoulders. Skills and work approach of the founder and his/her team should complement each other efficiently. Working for a startup can create a sort of pressure for the employees too, but as a founder you need to maintain quality communication with them and exchange thoughts eagerly.

Management Notes

Key Management Personnel, Significant influence

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Key Managerial Personnel (KMP) or Key Management Personnel refers to the employees of a company who are vested with the most important roles and functionalities. They are the first point of contact between the company and its stakeholders and are responsible for the formulation of strategies and its implementation. The Companies Act mandates certain classes of companies to include such personnel in its ranks. This article looks at this designation which holds a significant place in the Companies Act of 2013.

The definition of Key Managerial Personnel has been made more elaborate in the Companies Act of 2013 as the 1956 Act restricted its scope to a Managing Director, Whole Time Director and Manager. The current definition of the term provides for the inclusion of the Chief Executive Officer (CEO), the Manager, the Managing Director, the Company Secretary, the Whole-Time Director, the Chief Financial Officer (CFO) and such other officers as may be prescribed. For the purpose of this Act, a Key Managerial Personnel (KMP) is considered as an “Officer and an “Officer who is in default”.

It may be noted that companies are prohibited from appointing or employing a Managing Director and a Manager at the same time. Also, no individuals should be appointed or reappointed as the Managing Director, Manager, Whole-Time Director or Chief Executive Officer (CEO) of a Company for a term exceeding five years at a time, and no reappointments are allowed earlier than one year before the expiry of its term (conditions are subject to additional clauses).

Key management personnel are those people having authority and responsibility for planning, directing, and controlling the activities of an entity, either directly or indirectly. This designation typically includes the following positions:

  • Board of directors
  • Chief executive officer, chief operating officer, and chief financial officer
  • Vice presidents

An entity shall disclose key management personnel compensation in total and for each of the following categories

(a) Short-term employee benefits

(b) Post-employment benefits

(c) Other long-term benefits;

(d) Termination benefits

(e) share-based payment.

Compensation includes all employee benefits as defined in Ind AS 19 Employee Benefits including share based payments to employees as per Ind AS 102.  Employee benefits are all forms of consideration paid, payable or provided by the entity, or on behalf of the entity, in exchange for services rendered to the entity. It also includes such consideration paid on behalf of a parent of the entity in respect of the entity.

If an entity obtains key management personnel services from another entity (the ‘management entity’) [See related party definition point (b) (viii)] in such case, the entity should disclose the amount of fees/compensation paid to the management entity.  Generally, the reporting entity pays agreed amount to the management entity and in return management entity pays to its employees i.e., who managed the reporting entity. The details of payment by the management entity to its employees/directors are not required to be disclosed in the reporting entity financial statements.

According to section 203(1) read with Rule 8 of the Companies (Appointment and Remuneration of Managerial Personnel) Rules, 2014 the following companies are mandated to appoint a Whole-time KMP:

  • Every Listed Company
  • Public Companies having paid-up share capital of 10 Crore rupees or more.
  • Public Companies Having paid-up share of 5 Crore rupees or more.
  • Companies having paid-up share capital of 10 Crore rupees or more are mandated to appoint a Company Secretary.

Roles and Responsibilities of Key Managerial Personnel

The Management function of implementing important decisions comes under the responsibilities of Key Managerial Personnel. Here are some of the main Roles and Responsibilities of KMP:

As per Section 170 of the Act, the details of Securities held by the Key Managerial Personnel in the company or its holding, subsidiary, a subsidiary of the company or associated companies should be disclosed and recorded in the registrar of the Books.

KMP has a right to be heard in the meetings of the Audit Committee while considering the Auditor’s Report; however they do not have the right to vote.

According to Section 189(2), Key Managerial Personnel should disclose to the company, within 30 days of appointment, relating to their concern or interest in the other associations, which are required to be included in the register.

Procedure of Appointment of KMP

  • The appointment of key managerial personnel is prescribed under Section 203 of the Act. Every member of managerial personnel is appointed through a resolution adopted by the Board with terms and conditions of appointment and remuneration.
  • A member of managerial personnel can hold the position in one company at a given time. However a member of managerial personnel of a company can be a member of managerial personnel of its subsidiary company.
  • In case of vacancy the Board has the responsibility of filling up within six months from the date of such vacancy.
  • If the company or its Board tries to violate the provision of appointment of managerial personnel, then the company has to suffer from penalty. The company shall be punishable with fine of rupees one lakh which may extend up to rupees five lakh.
  • Every Director and other key managerial personnel shall also be punishable with a fine of Rs.50, 000. If the contravention is continuing, then they would be charged with Rs. 1000 per day after the first offense.

Officer in default

According to section 2(60) of the Act, an ‘officer who is in default ‘shall be liable for any penalty or punishment by way of imprisonment or fine. The officers may include:

Key Managerial Personnel

Whole-Time director’.

Any person who is responsible for maintenance, filing or distributing records or accounts.

Any Director who is aware of the activities taking place is in contravention of the law or the provisions and yet indulges in or participates in it.

Maintenance of Register:

Every Company falling under this provision is required to maintain a register comprising particulars of its Directors and KMPs, which is to be placed at the registered office of the Company. The documents should include the details of securities held by each of them in the company or its holding, subsidiary, subsidiary of a company’s holding company or associate companies. Further requirements of its contents have been mentioned in Rule 17 of the Companies (Appointment and Qualification of Directors) Rules, 2014.

Significant influence

Significant influence is the power to participate in the financial and operating policy decisions of the investee, but is not control of those policies.

IND-AS 28 defines significant influence as under:

Significant influence is the power to participate in the financial and operating policy decisions of the investee but is not control or joint control of those policies.

Management Notes

Procedures of Recording Shares

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The share capital of a company is the number of funds that a company can raise by the allotment of shares of its company but not exceeding the maximum amount mentioned in the memorandum of the company. When a company proposes to increase its subscribed capital by further issue of shares, then it can either issue equity or preference shares through the rights issue, preferential allotment or private placement of shares.

However, Article of Association of the Company must not restrict the right to make such allotment and also the authorise capital of the company must have the limit to allot the required shares. The procedure for allotment of shares can be time-consuming with the need to meet compliance at every step. You can avail affordable plans offered by Provenience to complete the process with ease.

Pursuant to the provisions of Section 42 & section 62 of the Companies Act, 2013, and the rules made thereunder, shares can be issued on the basis of Rights Issue, Private Placement & Preferential Allotment.

Under Right Issue, with the approval of the Board, shares are issued to the existing shareholders of the Company in the proportion of their current existing shareholding by issuing a Letter of Offer in this regard. The offer shall be open for a period not less than 15 days & not exceeding 30 days along with the right of renunciation. This offer period can be reduced in case of a Private Company with the consent of ninety percent, of the members of the Company. The offer letter shall be dispatched through registered post or speed post or through electronic mode or courier or any other mode having proof of delivery to all the existing shareholders at least three days before the opening of the issue.

Private placement of shares is governed by Section 42 of the Companies Act, 2013 read with rules framed thereunder. With the approval of the members via Special Resolution, Shares are allotted to a selected group of persons by the issue of Private Placement Offer Letter (PPOL) which does not carry any right of renunciation. The subscription money must be paid either by cheque or demand draft or other banking channel and not by cash and be kept in a separate bank account in a scheduled bank. An offer or invitation to subscribe securities under private placement shall not be made to persons more than two hundred in the aggregate in a financial year. A complete record of private placement offers shall be prepared in Form PAS-5.

Whereas, Preferential allotment refers to the allotment to any person being an existing shareholder or an outsider, either for cash or for a consideration other than cash. The price of such shares shall be determined by the Valuation Report. Rest of the practical procedure for the preferential allotment of shares is more or less similar to that of private placement.

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