MAS Holdings: Global Excellence Through Enlightened Management
Case Study - MAS Holdings: Global Excellence through Enlightened Management
Named after its founders –Mahesh, Ajay and Sharad Amalean – MAS Holdings was initially a small entrepreneurial venture in 1987 (MAS, 2007).By 2014, MAS Holdings has grown to a globally renowned entity producing intimate apparel, sports¬wear, performance wear and swimwear with an annual turnover of over USD 1.2 billion.
MAS has worked its way up to being one of the foremost design-to delivery solution providers in the global apparel and textile manufacturing industry. Based in Sri Lanka with 41 facilities spanning 10 countries employing over 64,000 people, the company’s foray into becoming a global apparel company led to its now impressive portfolio of working with …show more content…
On account of the deeply entrenched patriarchal culture in the subcontinent most women find themselves in vulnerable situations, facing significant discrimination. Women are commonly forced into dependency, first by their families and then their partners who restrict them from finding their own means of employment. MAS combined on-site medical facilities, on-site banking, transport facilities and a number of gender-supportive workplace initiatives, and this made their facilities safe and secure, encouraging the largely female workforce of MAS. A significant number of women have since shifted to being the sole breadwinners in their families.
The best practices from various MAS plants were brought together under one umbrella and the MAS Women Go Beyond (WGB) program was launched in 2003. The objective was to make a difference in the lives of female employees and their families by fostering pride in their job and showcasing the em¬ployee as the true ‘value adder’.
The WGB program is structured around four …show more content…
Including IT and English courses, team building and experiential learning, sign language classes for hearing impaired team members and leadership courses.
• Work-life balance –All employees go through sexual and reproductive health education programs, with supplementary programs on HIV awareness which addresses the shortcomings of the traditional educational system on the topic. WGB provides supplemental nutrition and weekly health clinics for pregnant employees. A domestic violence awareness program providing counseling, information on legal rights and family days directly work to address problems faced by female employees.
• Skill development - Supports non-job related skills of employees such as pottery, sari painting, dress making, beauty culture and bridal dressing courses.
• Rewarding excellence- High achievers in academics, sports, science, commerce, arts and culture are rewarded for their achievements. Creating opportunities for talented sportswomen has also contributed to the empowerment of women within MAS and also their communities. This encouragement has seen women in rural areas of the country excel in sports becoming national boxing, cricket, rugby, volleyball, fencing and
Named after its founders –Mahesh, Ajay and Sharad Amalean – MAS Holdings was initially a small entrepreneurial venture in 1987 (MAS, 2007).By 2014, MAS Holdings has grown to a globally renowned entity producing intimate apparel, sports¬wear, performance wear and swimwear with an annual turnover of over USD 1.2 billion.
MAS has worked its way up to being one of the foremost design-to delivery solution providers in the global apparel and textile manufacturing industry. Based in Sri Lanka with 41 facilities spanning 10 countries employing over 64,000 people, the company’s foray into becoming a global apparel company led to its now impressive portfolio of working with …show more content…
On account of the deeply entrenched patriarchal culture in the subcontinent most women find themselves in vulnerable situations, facing significant discrimination. Women are commonly forced into dependency, first by their families and then their partners who restrict them from finding their own means of employment. MAS combined on-site medical facilities, on-site banking, transport facilities and a number of gender-supportive workplace initiatives, and this made their facilities safe and secure, encouraging the largely female workforce of MAS. A significant number of women have since shifted to being the sole breadwinners in their families.
The best practices from various MAS plants were brought together under one umbrella and the MAS Women Go Beyond (WGB) program was launched in 2003. The objective was to make a difference in the lives of female employees and their families by fostering pride in their job and showcasing the em¬ployee as the true ‘value adder’.
The WGB program is structured around four …show more content…
Including IT and English courses, team building and experiential learning, sign language classes for hearing impaired team members and leadership courses.
• Work-life balance –All employees go through sexual and reproductive health education programs, with supplementary programs on HIV awareness which addresses the shortcomings of the traditional educational system on the topic. WGB provides supplemental nutrition and weekly health clinics for pregnant employees. A domestic violence awareness program providing counseling, information on legal rights and family days directly work to address problems faced by female employees.
• Skill development - Supports non-job related skills of employees such as pottery, sari painting, dress making, beauty culture and bridal dressing courses.
• Rewarding excellence- High achievers in academics, sports, science, commerce, arts and culture are rewarded for their achievements. Creating opportunities for talented sportswomen has also contributed to the empowerment of women within MAS and also their communities. This encouragement has seen women in rural areas of the country excel in sports becoming national boxing, cricket, rugby, volleyball, fencing and