Finally the first one!! Microsoft vs. Accenture

I had resigned from Accenture sometime back and last friday (13th June) was my last day. In all this time, once I tell anybody that I am joining Microsoft, they would not ask why I am leaving Accenture or try me to convincing me otherwise. This was the case, even though I would have to move from Bangalore to Hyderabad. Not even one person. Not my labmates, my seniors, or even managers. Everybody said that it is a good move. Amazing!! I talked to other people from different walks of life.
But today, finally, my movers & packers came over for the survey of the house, and this guy asked from which company I am moving from. And once I told him that I used to work for Accenture, he was very disappointed. He was asking me all sort of weird questions as in why I am moving and going to Microsoft especially from Accenture. And then he went into details that they also work for Accenture and they move people from every part of India to Accenture location. He held Accenture in very high esteem as compared to other companies like Microsoft, Cisco, or IBM. Accenture's tag line "High Performance. Delivered." was written all over his face. Meeting him, makes you feel proud that you had worked for a marquee brand. Secondly, such cases make you realize that achieving 100% is just not possible. There is always somebody who will have an common-sense defying opinion. Lastly, these companies have been able to create brand value at the lower strata of the Indian society.
Does it really matter if these companies are American (by control) when the people feel it is their company? Maybe, given a few decades, the control of these companies will belong to employee dominant countries. For example, if in a typical MNC Company X, 25%-40% of its employee base are Indian. If all of the employees are involved in ESPP programs and the stock (by some fortunate circumstances) gets listed on the Indian stock exchange, then by the shear number of the employee base mass can make the Indians major shareholders, and if the number of employees in the company X is large. But, if the companies shareholding pattern defy geographies, then the shareholders assessment & voting will also defy the geographical boundaries. Or in other terms, the management choosen by the shareholders can come from any geography and not just the employee dominant geography which is the current trend in the industry.