Leadership in Tata Group

Leadership in Tata Group Introduction: Leadership is integrated part of our life. According to corporate chief and former US presidential candidate Ross Perot, the principles of leadership are timeless because, in a rapidly changing world, human nature remains a constant. We all experience leadership in our life from early childhood in our families, through friendships, social, recreational and sports activities, school and higher education, to politics and government, and, of course, in our work, we all recognize leadership in other people and often in ourselves. In government, global corporations and small businesses alike, the leadership role is becoming more demanding, more open to scrutiny and more difficult [Roger Gill]. The development of leadership theory also parallels the development of organizational theory. The bureaucratic form of organization is characterized by laissez-faire leadership whereby so-called leaders tend to avoid taking a stand, ignore problems, not follow up, and refrain from intervening or transactional leadership, in which leaders practise management by exception, focusing only on deviations from what is required, and contingent reward, rewarding people (either materially or psychologically) for achieving what is required. The emergence of the post-bureaucratic form of organization in the late nineteenth century reflects the development of the concept of transformational leadership. Theory Approaches to Leadership: Number of Leadership theories and approaches has been evolved on the basis of Style, Trait, Behavioural, Transformational, Situational and Charisma. Many researchers made efforts linking some of the theories across these leadership approaches. But each model has its own pros, cons, assumptions and limitations. Latest researches are conducted on Situational Transformational leadership styles. Leadership gurus presented new models as variations to the already existing models. Max Weber, MacGregor, Bernard Bass, Warren Bennis Nanus are few important researchers in the area of transformational leadership. Understanding the difference between transactional and transformational leadership is vital in getting the whole concept of transformational leadership theory. In general, a relationship between two people is based on the level of exchange they have. Exchange need not be money or material; it can be anything. The more exchange they have the more stronger the relation. Managers expects more productivity from employee in order to give good rewards. In this way, if something is done to anyone based on the return then that relation is called as Transactional type. In business, leaders announces rewards in turn to the productivity. These relations are all about requirements, conditions and rewards. In life, at one point of time, things happen without expectation from other side. Say, moms dedicated service to her kid. Mom doesnt expect anything from the child and the service she provides in raising the child is  unconditional, dedicated, committed. Mom plays a major role in shaping up the kids future life. This type of relation is called as Transformational. Leaders do exist in this world with these behaviours. Transformational Leaders wo rk toward a common goal with followers; put followers in front and develop them; take followers to next level; inspire followers to transcend their own self-interests in achieving superior results. Leadership Approach in TATA Group: TATA Group founded in 1868, is an Indian multinational conglomerate headquartered in the Mumbai, India. The Group has 500,000 employees spread over six continents (more than 80 countries). TATA Group current market capitalization is worth $80bn and is the largest private corporate group in India. TATA Group is biggest employer in UK, employing more than 50,000 people. TATA Group has interests in communications, IT, engineering, materials, services, energy, consumer products and chemicals. Its chairman, Ratan Tata is one of Indias and the worlds most influential person right now. The Tata Group is known for its good business ethics and corporate governance. TATA Groups leadership development programme aims at grooming the managers of today into the leaders of tomorrow. The leadership development programme conceived by JRD Tata, the late chairman of TATA group in 1950s. The idea behind the leadership programme known as Tata Administrative Services (TAS) was to select and groom young managers, provide them opportunity for professional growth, and make them leaders of tomorrow. This is TATAs in-house programme and has goal is to provide training to high performers, act as a cradle of change and develop the leadership qualities. Most of the TATA Group companies are traditionally led by these groomed leaders. The Group leadership style has been quite consistent from its existence since 1868. The Group has incorporated some more leadership changes which are essential in current century to drive towards more competitive. In terms of leadership style, TATA Group has adopted a team-led culture. With Ratan as a leader, the management style of the entire TATA Group has changed; trust became a huge facet and theme of the group. Ratan Tata has put a complete organisational restructuring when he took over by taking a more matrix-style approach building teams. These changes would have obviously transformed a lot in the business, senior managers would have had to be on their toes and flexibility and adaptability became essential qualities to have. The leadership changed from a centralised, command centre to a much more distributed form with employees and all managers enjoying greater responsibility and knowledge about the Group, which would have in turn; motivated them to work harder and as a group. From distinctive leadership models available such as the McGregor Theory X and Y; where a theory X manager believes workers dislike work, are not creative and avoid all responsibility while a theory Y manager believes that workers get as much enjoyment from work as they can derive with leisure, accept responsibility and are creative; it can be seen from this, that Ratan wanted all his managers to be modelled as closely to Theory Y and he himself could be called a Theory Y manager. He encouraged managers to be innovative and share all their ideas, consulting actively with them and giving them more responsibility and importantly encouraged team-working. Five Factor Model (Big Five): Emotional Stability: Ratan Tata has very low anxiety within him and has great sense of security with his future leadership. Extraversion: Even being a bachelor Ratan Tata is very sociable. He has produced very positive affect on future leadership of TATA Group. Openness: He believes in originality and versatility. By making  £1200/- car he has shown his great interest with and innovation seeking personality. Agreeableness: Within his management team Ratan Tata is well trusted and very friendly. Conscientiousness: He is very dutifulness. He spent most of his life working for TATA Group without any self-interest. He is very well organised as well. Style (Behaviour) Theory in TATA Group: As per style theory, there are three types of leadership models are evident in leadership. These are as follows. Autocratic Democratic Laissez-faire Ratan Tata is a leader who engages more democratic style of leadership approach. However at previous occasion has used other two kind of style as well. He is more democratic because he always encourages his group leadership to be creating good communication and participation. Future leadership are well informed about future strategy and they are very well engaged in decision making process. Most of the group long-term and short-term strategies are formulated by the lower rank of the leadership. They are treated as stake holders. Until now TATA Group has got leadership within them. Ratan Tata has occasionally shown some form of autocratic style of leadership. Sometimes when needed especially when quick and informed decisions have to be taken, but he is never too commanding in his nature, being a man of few words and being more of a man of action, this is evident from the manner he aggressively pushes for bold international deals, such as during the global acquisitions of business powe rhouses such as Corus, Jaguar and Land Rover, and Tetley Tea. One of his senior leadership team member, Muthuraman( Executive Director) refers him Ratan was the chief architect of the Corus deal. I was worried about the magnitude and the amount of money. But he instilled confidence. In daily routine matters and in developing the leadership, Ratan Tata also uses facets of the Laissez-Faire model such as the delegation of important duties and decision-making, he also does not in any way interfere with any managers functioning, he might make a broad strategic assessment but he does not interfere in operational issues and details, this shows that he has complete trust and faith in his managers and believes in their ability, this quote from Gopalakrishnan, an executive director of the company, shows how much value Ratan Tata places on his trust, this can be highly motivating for managers and workers alike, I remember what Ratan told us at a meeting. He said that he will continue to trust all his managers, but once they lose that trust, he will go after them. I think that is a very fair deal. Max Webers Leadership Model in TATA Group: Looking at Max Webers Transactional and Transformational Leadership models, where a leader is classed in three forms which are Bureaucratic, Charismatic and Traditional, where a bureaucratic leader is one who is always bound by the set rule and does not want to go beyond them; a Traditional leader is one who does and follows everything from a long past or history and always loyally obeys these traditions; a Charismatic leader is one who uses his own laurels or abilities to inspire and is one who can be described as radically opposed to administrative rules and legal principles. From these models, Ratan Tata falls into the Charismatic form because he is one who leads by example, coming up with highly innovative ideas such as  £1200 (Rs. One Lakh) car the Nano, budget hotels or low-end watches, he brought radical change to the Tata Group as a whole, changing it from its Traditional mindset to new more flexible and adaptive cultural mindset. Bennis Nanus Transformational Leadership Model in TATA Group: We can see from Bennis and Nanuss Transformational Leadership model that the transformational leaders groom their followers into self-empowered leaders and their main focus is to articulate vision and values clearly so the newly self-empowered leaders know where to go. Their traits include logical thinking, persistence, empowerment and self-control. Benniss and Nanus has evolved the model which emphasis on the four Is of Transformational leadership, which are Idealised Influence (being a role model) Inspirational Motivation (creating a team spirit, motivating and provide a challenge) Intellectual Stimulation (innovation and creativity) Individual Consideration (mentoring and providing support for followers) Ratan Tata, Chairman of the TATA Group has been proved a true transformational leader. We can see all Is built-in in Ratan Tata. He is the leader with great vision hence he knows right approach to groom future leadership. He has implemented the team spirit in whole group at every level. He empowers all his managers and executives and has complete faith in them, he is extremely innovative and is credited for much of the Groups new products, he places a great deal of importance to his RD department and he definitely cares deeply about the welfare of all his employees and managers. During the Mumbais terrorist attack in Taj Hotel, he took front line in leading at the time of crises. In his vision statement he articulated One hundred years from now, I expect TATA Group to be much bigger, of course, than it is now. More importantly, I hope the Group comes to be regarded as being the best in India. Best in the Manner in which we operate, best in the products we deliver and best in our valu e system and ethics. Having said that, I hope that a hundred years from now we will spread our wings far beyond India, that we become a global group, operating in many countries, as Indian business conglomerate that is at home in the world, carrying the same set of trust as we do today. As a leader of a global business group, Ratan Tata knows the fierce competition experienced by his business empire. He makes all effort to make his business competitive at global level. Through transformational leadership process TATA Group has made their processes and technology up to date. Once Ratan Tata said to his managers in his vision speech A company or business which remains static is a business that will die; a company that constantly changes and accepts that there are better ways to do things than the way they are done today, is a company that will survive in the global market that we face. From this statement we can infer that he knows the importance of developing a good leadership within group to take TATA Group to new heights. Ratan Tata involves strategy in leadership. He is a deep thinker and a brilliant strategist as is described by one of his Executive Directors, Alan Rosling, He is a deep thinker and extremely strategic. He is always 2-3 steps ahead. Ratan Tata is a man of strong integrity, ethics and valued principles. He cultivated the same across the TATA Group companies. One of his companies CEO said Tata has shown that there is no other way he will do business other than do it ethically. He believes in strong value based leadership approach in doing business. Ratan Tata has led the TATA Group to transforming from local business group to become a global leader. Conclusions: Ratan Tata of the Tata Group is a more kind of transformational leader. He made Tata Group as global brand. He has provided inspiration to leaders within his own company. In Tata Group leaders are engaged in decision making at every level. Ratan Tata has successfully lead and motivated its CEO/MD of the group companies to be ambitious. He has always adopted a ethical approach in group business. Appendix: Reference List Roger Gill, Theory and Practice of Leadership, Sage Publication, 2006 http://leadershipchamps.wordpress.com/2008/08/04/transactional-leadership-vs-transformational-leadership/ John P. Kotter, A Force For Change: How Leadership Differs From Management (New York: The Free Press, 1990). OTool, James.  Leadership from A to Z: A Guide for the Appropriately Ambitious, San Francisco: Jossey-Bass, 1999.   Visionary Leadership: Creating a Compelling Sense of Direction for Your Organization (Jossey Bass Business and Management Series): Burt Nanus Tata Steel Group Annual Reports (2005-06, 2006-07, 2007-08, 2008-09, 2009-10) Sometimes referred to as the chairmens chairman, JRD adopted a management by consensus style: When a number of persons are involved I am definitely a consensus man, he once said, adding: but that does not mean that I do not disagree or that I do not express my views. Basically it is a question of having to deal with individual men heading different enterprises. You have to adapt yourself to their ways and deal accordingly and draw out the best in each man. If I have any merit it is getting on with individuals according to their ways and characteristics. In fifty years I have dealt with a hundred top directors and I have got on with all of them. At times it involves suppressing yourself. It is painful but necessary. To be a leader you have got to lead human beings with affection. Be that as it may, Tata spotted talent easily. And once he was confident that a manager would perform, he gave him (alas, no women) a long rope. If they wanted to be on their own, like Sumant Moolgaokar, he left them to it. If they occasionally wanted a shoulder to cry on, like Darbari Seth, JRD was there.

Attending a Lecture on Brown vs. Board of Education by Julian Bond :: Lectures Julian Bond Race Segregation

Broken Promise of Brown I attended a lecture entitled the Broken Promise of Brown which was given by Julian Bond. This took place at Smith Memorial Hall on April 2 at 7:30 p.m. As I entered the building and made my way to the main entrance of the auditorium, I noticed that this CAS/MillerComm lecture was more formal than the usual CAS/MillerComm lectures. CAS/MillerComm was the sponsor of this event and also sponsors an entire lecture series free to the public. As I entered the auditorium there were a cameraman and interviewer asking people as they walked in what they knew about the Brown vs. Board decision. Or at least that was one of the questions I overheard as I snuck past them in to the auditorium. As I walked down the aisle I wanted to try to get good a seat near the front. I made it all the way to the fourth row and asked some old white ladies if the seat on the end was taken. It was, but the fourth seat from the aisle was not. So I squeezed past them and sat down. At this time I opened my notebook and began taking notes on some of my observations. As I looked around, I noticed that most of the people at this particular lecture were black or white. And it seemed that there was a good mix of older students, middle aged people and older folks, all seemingly either black or white. Most of the older folks sat in the front, probably for sight reasons, and most of the older students sat in the back, probably just to attend the lecture and leave. As I was sitting waiting for the lecture to begin I looked at some of those around me. I sat on the left side of the auditorium in the fourth row, fourth seat. To my immediate right were two white old ladies and one white old man. To my left were an open seat and then sat three black men clad in black suits, most likely in their later twenties. In front of me, were three black women in what appeared to be their thirties, how accurate my gauge of age is I am not too sure, and also a younger black man.

People’s Republic of China Essay

Different countries have different societal structures, cultural norms and ways of forming relationships. China has strong traditions and moral values, borne out of a long history. Food In China, food is an important part of life. The official Language of China is Mandarin. In the Chinese culture there are a vast of Morals and Values that range from humility to respect and are very important in the Chinese culture. There are two main religions in the Chinese culture. Taoism, also known as Daoism, is based on the teachings of the Tao Te Ching, which was written  in China in the 6th century BC. The emphasis is on finding spiritual harmony within the individual. Buddhism is the dominant religion in China. This began in India 2, 500 years ago and follows the teachings of the Buddha, â€Å"The Enlightened One. † In China, Mahayana Buddhism is particularly common. In this form of Buddhism the path to liberation involves religious ritual, meditation and devotion. The social structure of China is a hierarchical and formal social structure. For example, in the family, children are expected to respect their elders with the eldest  family member commanding the greatest respect In the Chinese culture family is defined as mother, father and children. When the female child marries she then is a member of her husband’s family and is no longer considered as a member of her family that she was born into. Therefore the family then consists of Mother, father, son and daughter n laws and children. The oldest male in the family has he most status. This person is considered to be the oldest and the wisest therefore has the most status. In the Chinese culture success is determined by purpose. The definition of purpose is the  reason for which something exists. Meaning, â€Å"Why are we here? † In the Chinese culture they strongly believe in a creator. The creator defines there purpose for them. Amy stated that â€Å"Every moment of every day, I live my life according to what I believe†. Every decision is based on a set of values that guides her in determining the direction she is to go. When asked if she considered her parent to be successful. Her response was yes. She feels as though her parent’s success is measured by what their purpose was. Her mother purpose was to be a house wife and  take care of the home and her father’s purpose was to work and to provide for the family. Education in the Chinese culture is very important. It starts when the child is very young and in the home. In China, parents are the first educators of their children. Therefore, family education is the most basic and important education model of their culture. Given the importance of family education, parents put more and more effort in educating their children and helping them grow as persons. Amy stated that her parent always demanded that she get good grades in school. She had to attend extra classes to help her achiever higher grades and she was continuously involved in numerous activities ranging from art, dance or musical classes. She stated that she didn’t have much of a say in choosing her classes or clubs that she was a member of. Her parents made all of these decisions for her. Chinese parents tend to care so much about their children’s studies that they don’t ask them to help in any other daily tasks. The primary requirement for children is to study hard, do well in exams and graduate from reputable universities so that they could have careers. The reason for this on one hand is children’s own good, as in a populated and highly competitive society like the Chinese, good academic scores can probably guarantee a bright future; on the other hand, it is a traditional value orientation that parents will be respected if their children have great achievements in society. Therefore, Chinese parents are willing to self-sacrifice and give up their own time, hobbies and interests in order to provide better conditions for their children. In the Chinese culture breakfat is the most important meal. Most Chinese persons start  there day out woth a bowl of Congee, which is like a watery rice that can be seasoned just to give it more flavor, it can be sweet or salty or even spicy and, sometimes, with vegetables, meat or mushrooms if the person chooses. Another typical food that the Chinese people eat for breakfast is Crullers, they call them also the â€Å"deep-fried-devils† and they are basically twisted strips of dough that been deeply fried in oil, they are very popular in the street stands. The Crullers always are eaten with congee. In China, food is an important part of life. Sharing a meal is the common way to socialize in the same way that We may go to a bar or pub for a drink. In the Chinese culture they have a strong ‘waste not, want not’ . This means they can make a meal out of just about any combination with rice or noodles. In the Chinese culture ricer and noodles are like bread to our culture. It’s a common part of every meal. I asked Amy if racism existed in China and she told me no. I asked her ‘what do you think of black people’ or ‘what do you think of Japanese people’, and the answers that she gave me were very racist responses. In my opinion her responses showed me that racism against black people may be the strongest form of racism in China. I asked her how would her family react if she had of married a black man. She stated that she would probably get disowned. She said this is because most black people are known to have very little status or money unless they are basketball players or entertainers. Now the racism against Japanese People in China is just as bad. Some children in China are taught hate songs against Japanese people in elementary school – and history books in China that deal with Japan focus almost exclusively on the terrible things  Japan did around World War II, ignoring much of Japan’s recent history. This project opened my eyes to the differences among cultures. I didn’t truly understand why some of my coworkers that were Chinese acted the way that they did. For example; Amy would never give a direct answer especially of the answer was no. This was because in her culture it was not a common thing to say no, and when one did say no it meant that the relationship was now ended. She would always say, I’m not sure or maybe. This then protected her from having to end out working relationship. She also was not very affectionate. In her  culture displays of affection were seen as disrespectful. I can remember a time when we had got some great news within out department and she was sitting next to me. I immediately reached out and hugged her because she was the main person that worked on the project with me. I felt a little weird after the embrace because I felt as though I violated her space. But after doing this research on her culture I now understand why. I started out in this class not understanding what I would truly learn from this. But after the assignment I have learned how to effectively communicate with coworkers of the Chinese culture.

A Brief History of Japan essays

A Brief History of Japan essays From Feudalism to Military dominance to Constitutional Democracy, Japans history is an insightful roadmap of how she developed into the Japanese modern state that is apparent today. Examining Japans past experiences as a nation, five of the most crucial events of history are the Tokugawa Shogunate of 1603, the Meiji Restoration of 1868, Japanese victory in the Russo-Japanese War in 1905, Japanese defeat in WWII, and MacArthurs drafting of the new Japanese Constitution in 1946. These could be argued to be the major turning points in Japans history, completely altering the countrys values, attitudes, and orientation. The first turning point for Japan is seen in the Tokugawa Shogunate Period. I see it as the calm before the storm. It was a period of time of relative peace and stability, characterized by its strong centralized rule. This was a feudalistic era living in an isolated world. The Tokugawa Ieyasu establishes 14 generations of Tokugawa Shoguns. One of the largest landmark a lterations is found in the moving of the capital to Edo, otherwise known as Tokyo. This period is not as popular as the other listed turning points, but it too is very important because it illustrates Japans paradigm of society and what it took to shift it from its imbedded ways. It was the starting point of Japans road to modernism. The Meiji Restoration of 1898 is a huge turning point for Japan. It was Japans birth into a modern state." The US first made its presence with Perrys introduction leading to the forced treaty of trade. In addition to the end of Japans 200 years of isolation, the population growth and the mismanagement of public finance created a disordered economy, weakening legitimacy of the people. Because of the Shoguns luxurious lifestyles, the deficit rose thus causing inflation. This lead to the attempted rectification through heavy taxation, but it in...

Bicycle Theif essays

Bicycle Theif essays Another fine example of neorealism is The Bicycle Thief (1948), written by Cesare Zavattini and directed by Vittorio De Sica. The narrative of this film unfolds in post-W.W.II times. The film is a portrait of the post-war Italian disadvantaged class (the majority) in their search for self-respect. It is a time of struggle for the Italian people, amplified by a shortage of employment and lack of social services. In the first scenes of the film, these conditions are evident as Antonio Ricci (Lamberto Maggiorami) meets his spouse Maria (Lianalla Carell) on his way back home. We see the men arguing at the employment office as the women argue about the shortage of water. Although the directors pessimism drives the plot, it is ultimately the clash with human optimism which gives this film affective power. Antonios new job can bring his family new hopes and happiness, which are drastically destroyed when his bicycle is stolen. The banal circumstances are brought to life when it is realized that a modest bicycle is such an important element in determining the future survival of the Ricci family. Human optimism is there, beginning with Antonios excitement when he gets his bike from the pawn shop, and the next morning when the family joyfully interacts before setting out for work. These scenes contain the promises that a modest job can bring and the dignity and pride of being able to once more function within Italian society. The embodiment of this self-respect is shown when Antonio and his son Bruno (Enzo Staicca) both smile at Maria as they leave home. Self-respect and all the related values such as pride, dignity, modesty and honor are very important in Italian society. Witness Bruno, whom at a young age, works full time at a gas station. Brunos contributions to the Ricci family make him a man and strip him of his innocence. Being able to work is a ...

Critically evaluate the rules that apply to misrepresentation and Essay

Critically evaluate the rules that apply to misrepresentation and non-disclosure in insurance contracts - Essay Example Incorrect, incomplete or incorrect answers during application or material fact non-disclosure may go up to the contract’s roots and jeopardize its continued existence. The association between the insured and the insurer is regarded as one where mutual responsibilities of good faith and trust are overriding. During application time, indispensable facts are customarily recognized by the applicant but may be challenging to the insurer to make certain. The insurer is thus, vulnerable and needs the material facts so as to establish whether to issue a policy or not, what particular omissions it may need, and the amount of premium to charge. In fact, there are two diverse duties on the applicant at the time of the application. Normally, a broker or an agent interviews an applicant to complete the process of application. Based on the nature, as well as, type of the insurance coverage wanted, the application will have numerous questions concerning the background, health, business activities and various other aspects of the applicant. The application will characteristically have a declaration that is executed by the applicant and that the answers availed are complete, full, and true. Consequently, there are two isolated essential issues2. The first issue is that of any misrepresentation of answers by the applicant in the questions on the application. The second issue is that of non-disclosure of any facts by the applicant that are within his or her knowledge, and which are essential to the insurance. In the event that an insurer takes a stand that a policy is void because of non-disclosure or misrepresentation, it is not required of the insurer to determine the insured’s motives. The motives of the insured are irrelevant provided the misrepresentation are of a fact identified by the insured that could be viewed by a rational insurer as substantial to the risk. Typically,

Safety and security of public transit Research Paper

Safety and security of public transit - Research Paper Example Access to jobs, healthcare, and other services hinges upon access to reliable, affordable, and efficient public transit for masses. The increased use of public transit in both developed and developing countries show that people clearly value public transit. The availability of public transport is quite important for people with limited incomes. Public transit has its own importance. It can strengthens the economy, creates jobs, reduces traffic congestion, travel times and air pollution in case of rapid transit and save energy and oil consumption, if public investments are increased in this area. Today, transit system development is being used as a tool to encourage business growth, reduce sprawl, create a sense of community, rejuvenate obsolete towns and declining cities, and also enlargetax revenues for the authorities. Scale of the issue: Safety and security must have equal consideration along with economic and environmental aspect no matter what transport mode is being used. An ac cident caused by a bit of negligence reduces confidence in the safety of transport system. Accidents can lead to injuries and deaths and so does massive environmental changes takes place due to it. Significant commercial and financial consequences are likely to happen. Matters are often brought before courts and a criminal prosecution takes place which not only ruins one’s career but their life’s as well. Worldwide there are estimated to be approximately one million road accident casualties each year and around 10 million people are injured, many with long term disabilities (World Health Report 1999). Accidents are usually a combination of unrelated events and in many modes human element is the significant in this casual chain. People rarely make mistakes intentionally but these unintended mistakes and blunders lead to huge consequences for which someone has to pay the price of it. Most important transport problems take place when transport systems for any reasons is n ot ablesatisfy the requirements of mobility and such problems usually takes place in urban areas where there is large density. Productivity of any nation today is largely dependent on the efficiency of its transport system. This is because today transit system is required to move labor, consumers and goods from multiple sources to multiple destinations. In most parts of the world especially in developing countries public transit systems are either over or under used (Mitechelle, Daniel, 2005). During peak hours public transit system has to cope with the large amount of potential passenger while this creates a discomfort among the passengers due to the large crowd. Transport services are unable to cover their operating costs at times due to low fare rates this makes them financially unstable and infeasible. Every public transit systems cannot generate sufficient income to cover its operating costs although numerous efforts have been done to cover the operating costs like cross-financ ing and provision of subsidies from the government. Some public transportation is quite expensive e.g.taxis, airports supershuttles and these are used for limited purposes. People prefer to use bus or rail as the transit system. One factor thatinfluences the degree to which the public will use mass transit is reliability. Reliability is associated with labor relations. Strike on