NARSEE MONJEE INSTITUTE OF MANAGEMENT STUDIES

School of Business Management

2021-2023

Program: MBA – TRIMESTER II

Subject: Indian Ethos and Business Ethics

Topic: Assignment II

Submitted To: Submitted by:

Prof. Niranjan Rajpurohit Amrita Kumar (80012100413)

Megh Tumane (80012100930)

Parnika Mundra (80012100928)

Shubhangi Das (80012100872)

Soumya Sardana (80012100

Stuti Awasthi (80012100923)

Sunidhi Soni (80012100536)

Vanshika Sobti (80012100126)

Vrinda Tanwani (80012100760)

 Indian Ethos
The ideas of self-management and administration of a community, entity, or system by knowledge as
revealed and brought forth by major scriptures such as the Veda, Upanishads, Gita, Mahabharata,
Bible, and Quran are referred to as Indian ethos. Minimum control and supervision, autonomy in
management. The manager serves as a mentor.

According to Indian ethos, one should work to purify mind and the heart (Chittashuddhi) as work is
the mode of worshipping the divine. One should work with renunciation and service and must try to
achieve excellence and perfectionism

Business Ethics
Corporate governance, insider trading, bribery, discrimination, corporate social responsibility, and
fiduciary responsibilities are examples of potentially problematic topics covered by business ethics.
Business ethics are frequently guided by the law, but they can also serve as a basic guideline for
businesses seeking public acceptability.

Indian Business Management System

India is a highly hierarchical society (probably the world's most hierarchical), which has an evident
impact on managerial style. It is critical that there is a boss and that the management behaves in a
boss-like manner. The position of manager necessitates certain role-playing on the part of the boss
and respectful behavior on the part of his employees. The manager is not expected to do seemingly
insignificant activities like preparing coffee for everyone or rearranging chairs in a meeting room! In a
society still dominated by the historical practices of the caste system, Anglo-Saxon conceptions of
egalitarianism, where the boss is the first among equals, are nearly incomprehensible.

As a result, the boss is expected to issue clear directions that will be followed to the letter, even if
everyone knows the instruction is incorrect. Vague demands for action, with the expectation that
employees will demonstrate the requisite amount of initiative, are likely to result in inaction, as
employees will be unsure of the manager's intentions. Managing people in India necessitates a level of
micromanagement that many western businesspeople despise but that is likely to produce the best
results.

It's also worth remembering that many off-shore centers in India are staffed by fresh graduates who,
while well educated, clever, and ambitious, lack basic business experience. Any office with all of the
managers under the age of 25 and all of the team members under the age of 23 would be lacking in
experience. Inexperience does not equal ineptitude, which must be remembered at all times.
 Difference in Indian Management System and Rest of the World

1. Business Structure

Indian companies are notoriously hierarchical. Lower-ranking employees have few opportunities to
convey ideas or complaints up the chain of command since instructions are delegated down the chain.
Flat company structures are far more frequent in other countries, especially among entrepreneurs that
priorities creative flexibility.
2. Directness

There are few to no management positions between a company's executives and its employees in
startups like this. In theory, this allows firms to be more responsive, requiring less employee
supervision and involving people more in business operations. Although an Indian entrepreneur will
not be needed to oversee a company of this size, certain employees, particularly in the tech industry,
may anticipate at some level of autonomy and involvement.

3. Haggling

Negotiating deals in India is a widespread commercial process, with anything from supply to
partnerships to corporate services being hammered out. However, haggling might be regarded
unpleasant and off-putting in these countries due to the clear and straightforward style of commerce.

4. Pragmatism

When a commercial agreement is negotiated in India, it is normal to evaluate and scrutinize it for a
long time. While other countries are less concerned with delays than Americans, who prefer to get to
the point immediately, delays can still be frustrating. A brief pause for study and comparison is
acceptable, but holding off unnecessarily can be interpreted as a critique of the company's reliability.
Any arrangements that take too long and are overly scrutinized risk being jeopardized.

5. Punctuality

Living in a heavily crowded country like India can make timeliness seem like a luxury rather than a
necessity. Because of the bureaucracy's complexity and overwork, paperwork takes a long time to file,
and getting to destinations takes a long time. However, in some small countries, these worries are
minor, and punctuality is regarded as a sign of professionalism and respect. As many international
firms would expect, there is also less corruption, which is an endemic (though improving) worry in
India.

6. Etiquette

While the exact formalities vary per country, there are often less in some countries than there are in
India. The use of forenames rather than titles or other honorifics in greetings is common, and a rigid
formal dress code is not required for every interaction. It is also customary to shake hands with both
male and female business associates.

Vegetarianism is also less widespread in some areas than it is in India, owing to the fact that it is more
akin to a lifestyle than a set of beliefs. (The United Kingdom is an exception to this rule, as practically
all restaurant menus now include vegetarian selections.) Making your business hosts aware of any
food or drink preferences ensures a successful lunch or dinner meeting.
7. Employee Perks

Many regulations have been passed in countries to protect employees and improve their quality of
life. These are particularly jealously guarded in countries like France. While this may result in greater
corporate costs, these benefits can also boost productivity and are highly valued by employees.

Employees who work longer hours can expect to be paid overtime, which can be up to double their
regular hourly wage. Flexible hours and working arrangements are also becoming more popular,
especially among young people.
 Adobe
(CEO: Shantanu Narayen)

Adobe, a multinational computer software business based in the United States, has large development
centres in India, including Noida and Bangalore. Despite the fact that the company was founded more
than three decades ago, it has developed cutting-edge software and established a distinct brand in the
market. Shantanu Narayen, an Indian-American business executive, is the brand's chairman and
CEO. He has worked with Adobe Inc. for 21 years and has served in numerous capacities inside the
company, including president.

Mission of the company: “to move the Web forward while also giving Web designers and
developers the best tools and services in the world.”

Shantanu Narayen at Adobe

Shantanu Narayen is a business executive from India. Since December 2007, he has served as
Chairman, President, and Chief Executive Officer of Adobe Inc. Since 2005, he has served as the
company's president and chief operating officer. Narayen grew up in a Telugu-speaking family in
Hyderabad, India, and attended Hyderabad Public School. Some of his achievements are:

 He has been honoured with India's civilian honour Padma Shri in 2019.
 He was named one of the World's Best CEOs by Barron's in 2019, the fourth consecutive year
he's received the honour, and was ranked as a Top CEO by Glassdoor in 2019.
 He was appointed by Barack Obama in 2011 as a member of his Management Advisory
Board.

(Source: https://www.investors.com/news/management/leaders-and-success/adobe-ceo-shows-you-
surpass-status-quo/)

What sets him apart from other leaders is his deep cultural influences, which have instilled in him
a keen competitive instinct and a keen business viewpoint; his ability to 'think in English and
act in Indian,' which has enabled him to perform well in multicultural work environments.

According to Chinmayananda, there are a few values that a cultured person should possess,
which Shantanu Narayen possesses:

 Consistency of Purpose- Such an effort should be sustained throughout time in order to build
more and more energy within oneself for self-development. He had a goal to make Adobe
the market leader, and he has been driving the company's transformation, taking its creative
and digital document software franchises forward. Photoshop, Premiere Pro, and
Acrobat/PDF were among the products that were moved from the desktop to the cloud. In
2009, during his term as CEO, Adobe expanded into the digital experiences area, a move that
began with the acquisition of Omniture.

 Absence of over pride- One should give up their exaggerated notions of self-honour, which
would free one of hundreds of unnecessary excitements and burdens. Exasperated pride
makes life a hefty cross to bear, one that must be carried painfully. Mr. Narayen exemplifies
the quality by believing that the company's success is due to the people who work for it. For
him, “Magic happens when you get the right people. Once you have painted the picture,
then you get out of the way. Let people do magic. This is what we did with the Creative
Cloud where customers saw, hey there is innovation coming at a quicker pace and began
innovating too. So, it is all about painting the vision and then executing it.”
  Truth- It is preferable to take activities that are consistent with our real objectives and
motives. Honesty, agreeability, and benefit to others are all characteristics of truthful speech
and conduct. His work expresses all of the aforementioned points. In one of his interviews,
Mr. Narayen said, “The world is watching India progress through its digital transformation
journey … and Adobe remains committed to delivering the latest innovation,” and “Every
time I return to India, it’s impressive to see the progress that’s been made in the
business and technology climate.”

 Modesty- it is also the resultant behavior of an individual on the path of self-development.

According to Mr. Narayen every time we say "preserve status quo", it is a failing business
strategy. The reason they are incredibly successful is that they are constantly thinking about
how technology can disrupt them. They cannot be in denial of macro trends. They need to
have awareness, humility and understanding that things can change. And, if they don't
change, or if they don't lead the change, bad things can happen to them.

(Source: study material and

https://www.businesstoday.in/magazine/leadership-spotlight/story/adobe-systems-shantanu-
narayen-on-future-strategy-products-50476-2015-05-01

https://www.theceomagazine.com/business/management-leadership/shantanu-narayen-
adobe/)

Here is the comparison between the two competitors Shantanu Narayen’s Adobe (Indian
Leader) and Safra Catz’s Oracle (American) management style, environment and
culture:

Basis Adobe (Shantanu Oracle (Safra Catz’s)

Narayen)

Approval of CEOs 88% employees satisfied Only 40% satisfied.

Management Style

Effectiveness of the CEO to 90% employees gave the Only 49% employees rated
drive business results rating of excellence and excellent and good.
good.

Gender Diversity Got the rating A+ Got the rating D

(top 5%) (bottom 15%)

Cultural Diversity Got the rating A+ Got the rating D+

(top 5%) (bottom 25%)

(Source: tabulated the short survey results given in

https://www.comparably.com/competitors/adobe-ceo-vs-oracle-ceo)

Leadership style: (Raj-Gun)

Growing up in Hyderabad, India helped Narayen develop his leadership philosophy, style and career
path. He grew up in a family where education was deemed crucial. In one of his interviews he said,
"The intellectual curiosity that was so important in my formative years has guided me to create
an environment at Adobe where people ask the right questions, are comfortable exploring the
unknown, and where we engender a culture of experimentation."
India, as a developing country, has numerous challenges and has limited resources. For
example, there is insufficient electricity for everyone, and many small towns and cities
experience daily power outages. People learn to adapt when they grow up in an environment
where basic infrastructure and systems are unreliable.

Leaders like Shantanu Narayan are better prepared to lead their firms through global competition
because they have thrived in such a competitive environment. Even in difficult situations, there are
circumstances that encourage a high level of resourcefulness.

According to him, people can amaze with their integrity. It's up to leadership to set aspirational
goals, then get out of your peoples' way and remove obstacles when doing this. He believes
today’s young managers can build on these advantages and bring to the table their own
generational learning, attitudes and capabilities to ensure future success.

Some of his beliefs and practices are:

a. Important to align your values and goals with the company:

It is up to the leaders to create a vision worth buying into. "People do their best work when they
embrace what the company is setting out to achieve and when the mission and values of the company
resonates with them," Narayen said. "Adobe's values are to be genuine, exceptional, innovative and
involved. When our mission and these values align with our employees' personal values and
aspirations, then they can do their best work and the company is better for it." (Chanakya’s saying:
“kya pata kismet mei likha ho koshish se hi milega.”)

Narayen says Adobe has always invested in projects that "solve hard challenges and stand the test of
time." 

b. He ensures communication with his team to ensure that all of the components that make up
a corporation will move in the same direction instead of each component pulling this way and
that way. He has been dedicated to controlling market expectations, which is a crucial aspect
of a CEO's tasks and obligations.

(Chanakya’s saying: “Leaders need to understand that sending people to a communication skills
workshop does not improve communication in the organization. Communication improves when the
channels of communication are kept open both vertically and horizontally.”)

Last year under his leadership, the company exceeded $100B in market cap for the first time in
company history during Fiscal Year 2018. The company has added more than $100B in market
cap during the last 5 years. One of the major milestones for the company included being a part
of the Fortune 400 company in 2018.

The visionary leader has received various honours during his life. He received an honorary doctorate
from Bowling Green State University, his alma mater. He currently serves at the position of a lead
independent director on the board of directors for Pfizer Inc. and as vice chairman of the US-India
Strategic Partnership Forum.

Narayen's underlying concept is written all over the winning wager: "Preserving the status quo
is not a winning business strategy," he told Investor's Business Daily. "At Adobe, this is a belief
that informs a lot of our decisions."
Adobe has consistently been recognized a great place to work and the most admired company by
Fortune under Shantanu's leadership, resulting in record revenue and industry acclaim for its
inclusive, inventive, and excellent environment.

(the famous phrase by Chanakya “Sam, Dam, Danda, Bhed” can be seen in Narayen’s style of
management here,

Sam means Explain, Mentor, Train

Dam means Value, Incentive, Inspire,

Danda means to give responsibility, put to task, and

Bhed means to discriminate competence)

What impact did his upbringing in India have on his management style and the ideals he
upholds today?

In India, growing up in a middle-class family usually entails close ties with extended family members
such as uncles, aunts, and cousins. It's possible that they'll all be living under the same roof at the
same time. These intimate familial ties instil a capacity for tolerance and respect for others, attributes
that are beneficial to leaders.

The mindset is: "every human being is part of my family," Mahapatra said.

This way of thinking translates into making leaders compassionate, accepting and empathetic to
individual needs. Shantanu Narayan, who has been credited with turning around the fortunes of
Adobe, often talks about the importance of empathy, including how it helps drive innovation.

These leaders understand how an employee's personal and professional lives are connected. They
encourage employees to express their emotions at the workplace and bring their authentic self to
work, Sachdev said.

"Community building in the workplace is an extraordinary part of every leader's role," he said. "They
know that if they create an environment where people feel a sense of abundance and flourish, then
their company will flourish."

(Source:https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/india-born-ceos-
leadership-traits.aspx)

This belief reflects the verse from the Rig Veda which says that our actions are to be
guided by their relation to the world. The work ethos of this culture focuses on the balance
between the individual and the society. The Indian ethos is that moksha (spiritual fulfilment)
and Iokasamgraha (common good) are complementary pursuits.

(source: study material)

He maintained diversity in his organization, which is seeing a steady increase in the number of female
employees. Employees of the company come from all over the world, and there is no racism or
favouritism which shows the Gurukul education days where the teacher will stay at center of
each conclave surrounded by the residential accommodation of the students. All students are
treated equally irrespective of their background. The teacher as a mentor helps students master
knowledge in every field right from the knowledge of ‘Sastras’ or Books, day to day living like
cooking, cultivation, rearing domestic animals, martial arts, personality development, manners
and above all values and principles of life.
 Narayen was a firm believer in employing technology to lift enormous masses out of poverty. He
understood enough about the country to realize the enormous potential for entrepreneurial energy and
invention among its population, which he described as Adobe's biggest opportunity. His goal of
making digital literacy available to every Indian is a means for him to give back to the community.
This shows the 3.11 verse from Bhagavad Gita which suggests 'May we assist and satisfy and
please one another to attain the highest good and welfare of all'. Working towards the highest
good and welfare of all is also referred to in the ethos of looking at the world as one family,
commonly referred to as “Vasudhaiva Kutumbakam”. This family includes living and non-
living beings.

Adobe tackling with its competitors

Following Chanakya’s Neeti which says “Kamyab hone ke liye ache miton ki zarurat hoti hai aur
zyada kamyab hone ke liye shatruon ki”, Adobe keeps a track on its competitors moves and do the
following to be ahead of them:

 By building a sustainable differentiation

 By building scale so that it can compete better
 Collaborating with competitors to increase the market size rather than just competing for a small
market.

Global Human Rights Policies 

As a leading software technology company with worldwide operations and a global footprint, Adobe
recognizes the important role of respecting human rights through its employees, business partners and
suppliers and customers. 

Business Partners and Suppliers

Adobe’s Business Partner Code of Conduct articulates the foundation of integrity, honesty, and
ethical conduct and is their promise to do the right thing. As a company, core values depend not
only on their employees but also upon forming relationships with business partners from around the
world who share their commitment to ethical business practices. This shows Adobe also upholds
standards that require business partners to treat their own employees fairly in accordance with local
laws and regulations regarding labor and employment, including slavery and human trafficking in our
supply chain. Adobe’s statements of disclosure articulate policies and practices around recognizing
and preventing human trafficking and slavery, in accordance with various requirements around the
world. 

Employees 

The most valuable asset is talent and Adobe believes that their success as a company is achieved with
a broad mixture of ideas, perspectives, and backgrounds in our employees. They support employees
and are committed to respecting their fundamental rights at work. (Chanakya’s saying, “In the
happiness of his subjects lies his happiness; in their welfare his welfare; whatever pleases
himself he shall not consider as good, but whatever pleases his subjects he shall consider as
good”.)

1. They do not accept forced, indentured, or prison labour.

 2. They do not tolerate unlawful discrimination or harassment against anyone on the basis of
race, colour, religion, gender, gender identity or expression, marital status, age, disability,
veteran status, sexual orientation, national origin, citizenship, or other classification protected
by applicable law. 
3. They comply with local minimum age laws and requirements and do not employ child labor.
4. They protect our personnel from harassment and any conduct that may foster an offensive or
hostile work environment, including unwelcome or unsolicited sexual advances, threats of
physical harm or violent behaviour, and use of discriminatory slurs or inappropriate remarks
or jokes.

Customers

As a software company, Adobe is a steward of data for their employees, vendors, customers,
and any other third parties we do business with. Trust is important to adobe and they take this
responsibility seriously. They comply with applicable global data protection and privacy laws
to protect confidential information that is entrusted to them.

(Source: https://www.adobe.com/corporate-responsibility/human-rights-policy.html )

Contributions towards the advancement of the society

 Adobe technology is helping find missing and exploited children, making reading easier for
everyone, helping advance social justice and more.
 Adobe technology facilitated blood donation sign-ups for the American Red Cross when
they were especially needed and hard to accomplish during the pandemic.
 As bringing transformational technologies to market, they are committed to the responsible
use of technology for the good of society.
 They also believe that everyone deserves equal treatment and opportunity and they also
believe that building a diverse and inclusive workplace is both the right thing to do and
essential to ensuring that their employees base represents the broad range of customers that
adobe serves. 
 Adobe formed the Taking Action Initiative to accelerate the representation, development and
success of their Black community.
 They are working on developing the products with accessibility in mind, working with
government and industry leaders to set web accessibility standards to promote inclusion.
Adobe technology is promoting creativity for all as they continue investing in programs that
empower every voice with the tools, skills and platform to share their creativity and achieve
their goals.
 Their new Diverse Voices platform highlights the stories of diverse creators, providing a
single destination for inspiration, education and connection.
 Adobe has made significant progress toward its environmental targets by implementing
innovative approaches to improve energy efficiency, contribute to conscious decarbonization,
and deploy renewable energy. For the sixth year in a row, they have been named to the CDP
Climate Change A list, which recognises the top 2.8 percent of nearly 10,000 companies
examined. Adobe's innovations in cloud-based software delivery, digital documents, artificial
intelligence, 3D & AR, and virtual collaboration help companies operate more efficiently and
meet their sustainability goals.

(source: https://blog.adobe.com/en/publish/2021/04/20/ceo-letter-shantanu-narayen-
corporate-social-responsibility )
 INFOSYS

Established in 1981, Infosys is a NYSE listed global consulting and IT services company with more
than 279k employees. Infosys was founded by seven engineers in Pune, Maharashtra. In 1983, it
relocated its office to Bangalore, Karnataka.

Mission Statement

"To achieve our objectives in an environment of fairness, honesty, and courtesy towards our clients,
employees, vendors and society"

Vision Statement

"To be a globally respected corporation that provides best-of-breed business solutions, leveraging
technology, delivered by best-in-class people." 

Tagline: - “Powered by Intellect, Driven by Values”

Nagavara Ramarao Narayana Murthy founder of Infosys, has been the chairman, chief executive
officer (CEO), president, and chief mentor for the company.

Milestones (2021): -

1. Recognized as one of the World’s Most Ethical Companies by Ethisphere Institute

2. Recognized as the Fastest Growing Top 10 IT Services Brand by Brand Finance

3. Infosys recognized as a Global Top Employer 2021 by the Top Employers Institute

4. Launched Infosys Cortex, its AI first, Cloud-first customer engagement platform.

Dharma Values: C Life of Infosys

Dharma is not just about ethics and morality; it’s about realising potential.
Depending on our varna (mental state), we will see dharma differently. For the shudra, it is doing
what the master tells him to do. For the vaishya, it is doing what he feels is right. For the kshatriya, it
is doing what he feels is right for his team. For the brahmana, it is realizing that everyone is right in
his own way, but everyone can be righter, by expanding gaze.
In Infosys the values of Dharma have been implemented and used.

The founder of Infosys Mr. Narayan Murthy has always been someone who runs his business keeping
in mind the Indian way of doing Business.

Here we’ll see how Dharma has been used in setting up the foundation of Infosys: -

1) ‘Dharma from words one speaks or writes’ – ‘Client Value’

 To surpass client expectations consistently Infosys uses client value information. From
dharma the point which is being used here is of ‘Dharma from words one speaks or writes.
There is Satya (truth and facts) and svadhyaya, that is, the company doesn’t hide any
information with their clients.

2) ‘Integrity & Transparency’ – ‘Adharma of mind’

To be ethical, sincere and open in all our transactions, Infosys makes sure that there is
integrity and transparency among everything. In Dharma term it is to pacify the mind and be
open for changes.

3) ‘Fairness’ – ‘Dharma of mind’

Daya (compassion), asprha (disinterestedness), and sraddha (faith in others), these are very
important and essential for the business. There is fairness among the employees.

4) ‘Ethical behaviour - Adharma of body’

There should be no theft or no unethical behaviour in the firm. Infosys makes sure that the
employees have a good code of conduct and they know what is right and what is wrong for
the company.

5) ‘Adharma from words one speaks or writes’

Mithya (falsehood), parusa (caustic talk), sucana (calumny) and asambaddha (absurd talk),
these are the few words from which we get Adharma. Infosys makes sure that none of this
occurs in their business.

What is Dharma?

the basic principle of divine law in Hinduism, Buddhism and Jainism; a code of proper conduct
conforming to one’s duty and nature.

In the code of conducts rules by Infosys they have mentioned its core values that says “Our Code of
Conduct sets forth our core values, shared responsibilities, global commitments, and promises”.
Further, we’ll discuss how Infosys core values are embedded with Dharma preaching’s.

Salil S. Parekh, Chief Executive Officer and Managing Director of Infosys mentioned in his interview
that “It isn’t a simple task to lead a life, especially in an ever-changing and demanding environment
like ours, driven by values. But I have already seen that Infoscions strive to uphold our values in all
that they do. This is remarkable and proves that the only way to follow values is to truly live them.”

In their detailed code of conducts documents they have discussed how it this will help expresses
Infosys’ commitment to conducting business ethically. The document also discusses on how to act
with integrity and transparency in everything we do and in accordance with our unique Indian culture
and values.

Respect for one another, a workplace that is free of discrimination and harassment. Respecting
different points of view and treating them equally, regardless of sect or religion, was one of them. In
one of the Dharma sermons, it is stated that Dharma encompasses truth and facts (Satya), talking with
good intention (hitavacana), soft, kind conversation (priyavacana), self-study (svadhyaya), and self-
consciousness (svadhyaya). Where to avoid the Adharma state of mind: paradroha (hatred of others),
paradravyabhipsa (covetousness), nastikya (denial of the existence of morals and religiosity). Creating
a secure working environment.

They also talked about the need of ethics in our economic actions. Lord Krishna clearly lays out the
law of duty for every individual in Chapter 2 Verse 47 of the Bhagvad Gita. It teaches us how to carry
out our responsibilities in a professional manner. We are expected to carry out our responsibilities
without regard for pain or pleasure. This removes the element of personal affection from the duty
procedure. As a result, one is expected to rise beyond material concerns and behave with an open
mind free of all biases.

"You have a right to execute your specified responsibilities, but you are not entitled to the results of
your activities," says Bhagvad Gita Chapter 2, Verse 47. Never believe that you are to blame for the
outcomes of your actions, nor should you be connected to inaction." In a same vein, Infosys has
established a hard-won reputation for honesty, integrity, and fair dealing. Without a doubt, our
reputation for honesty is a critical component of our success. Infosys is subject to a number of
regulations, and we must ensure that we follow them both in text and spirit when relevant.

Acting with integrity and transparency means that we should be ethical, sincere and open in all our
transactions. Personal accountability goes a long way in showing our clients and our employees that
they can rely on us. That is why, as employees and leaders of Infosys, we keep our commitments and
walk the talk. We speak up when we are uncomfortable or uncertain, especially when it comes to
actions, conditions and behaviours that contradict our values and culture.

Lead by an example - Infosys to set standards in all our business dealings and to be an exemplar for
the industry and our fellow Infoscions. Each one of us can lead by example in acting with integrity
and transparency. Act with fairness and honesty in all our dealings — be objective and transaction-
oriented. Make sure that those whom we supervise and those to whom we report understand and
follow the Code, Company policies and applicable laws. Know what resources are available to help.
Support employees who, in good faith, ask questions, raise concerns, or cooperate with investigations.
Raise any integrity concerns immediately.

Fairness in the workplace is about respecting the rights of all those who work with us. This means we
should treat employees fairly, keeping differing skills, abilities and circumstances in mind. As a
manager, make our expectations and evaluation criteria known. At every stage, give employees an
equal chance to be heard — whether it is allowing them to share great ideas or to air grievances.
Discourage politicking. Establish a reputation for discouraging this practice and encouraging team
members to communicate openly with each other to solve issues. Give credit generously. Employees
should be recognized for their ideas and contributions.

‘Excellence’ can be defined as the quality of excelling, possessing good qualities in high degree. It is
about developing a winning mindset that says, “I want to be great at what I do. I want my work and
my personal life to be successful.” This means we should: Match behaviour with values Demonstrate
our positive personal values in all we do and speak. Be sincere and real. Learn from mistakes View
failures as feedback that provides us with the information we need to learn, grow and succeed. Speak
with purpose Think before we speak. Make sure your intention is positive and your words are sincere.
Make the most of every moment Focus our attention on the present moment. Keep a positive attitude.
Take responsibility for actions Be responsible for our thoughts, feelings, words and actions. ‘Own’
the choices you make and the results that follow. Be willing to do things differently Recognize what’s
not working and be willing to change what you are doing to achieve your goal. Be balanced Balance
is about considering everything that’s meaningful and important to us when we make choices about
how we spend our time and energy. When we find the right balance, we are happy, healthy, satisfied
and productive

1. https://economictimes.indiatimes.com/dharma-is-not-just-about-ethics-and-morality-its-about-
realisingpotential/articleshow/37256215.cms?utm_source=contentofinterest&utm_medium=text
&utm_campaign=cppst
2. https://www.infosys.com/investors/corporate-governance/documents/codeofconduct.pdf

Aditya Birla Group

How company worked towards mission and vision?

Vision: To be a premium global conglomerate with a clear focus on each of the businesses.

Mission: To deliver superior value to our customers, shareholders, employees and society at large.

Towards Vision: The Aditya Birla Group, which are exclusively dedicated to helping society as a
whole. Despite being a Fortune 500 company with a presence in 42 countries, Aditya Birla Group's
goal and mission remain the same: to provide greater value to its customers, shareholders, workers,
and society at large.

Aditya Birla Capital Limited (ABCL) is the holding company for the Aditya Birla Group's financial
services divisions. It manages around Rs3000 billion in assets through its subsidiaries and joint
ventures, and has a lending book of Rs601 billion (including housing) as of December 31, 2019.
ABCL is one of India's top five privates diversified NBFCs. It is also one of the country's largest
private life insurance, asset management, and general insurance brokerage firms. To be a
sustainability leader in its industry, the company has made numerous internal and external
sustainability activities.

The company focuses on each of its subsidiaries and other businesses like;

Hindalco Industries: Hindalco Industries is the largest rolling and recycling firm in the world. With
a global network spanning 47 manufacturing units across ten countries, Hindalco has grown from an
India-based aluminum major to the world's largest flat-rolled products player and recycler.

Grasim Industries: Grasim Industries Ltd. is a leading producer of viscose staple fiber (VSF) and
viscose filament yarn in the globe (VFY). Its manufacturing facility in Nagda, Madhya Pradesh, is the
largest producer of spun-dyed specialty fiber in the world. After the development of the Vilayat plant
in Gujarat is completed, it will be the world's largest single-location VSF facility.

Birla Carbon: Birla Carbon is a leading global provider of carbon black, with an annual capacity of
over two million tons. With the acquisition of Atlanta-based Columbian Chemicals Company in 2011,
the company climbed to the top of the world rankings. With the transfer, the company's capacity was
doubled, and its global reach was expanded to include 12 nations and 16 manufacturing facilities.

Ultratech Cement: UltraTech Cement is a new brand with a long history. It has quickly risen to
become a market leader in the Indian construction materials business over the previous decade. The
Aditya Birla Group entered the cement business in the mid-1980s, with the establishment of Vikram
Cement (by Grasim) and Rajshree Cement (by Indian Rayon).

Aditya Birla Fashion and Retail: Aditya Birla Fashion and Retail Limited (ABFRL) is India's
fashion powerhouse, with an elegant bouquet of premier fashion brands and retail formats spanning
8.4 million sq.ft. (as of March 31, 2021). ABFRL combines the knowledge and expertise of two
renowned Indian fashion titans, Madura Fashion & Lifestyle and Pantaloons, to form a synergistic
core that will serve as the basis for the Aditya Birla Group's future fashion businesses.
Aditya Birla Chemicals: Aditya Birla Chemicals began operations in India over six decades ago and
has since expanded to become a significant and diverse worldwide player. As a consequence of a
series of capacity expansions and acquisitions, the chemicals behemoth has risen to the top of the
market in a number of product areas.

Towards Mission: Reaching out to underserved areas is in the Aditya Birla Group's DNA. The
trusteeship notion is something that the company believes in. This means looking beyond commercial
interests and wrestling with the "quality of life" issues that underserved populations face, and working
to make a difference in their lives.

Services to Customers and Shareholders: In the field of corporate governance, the Aditya Birla
Group is a pioneer. To thrive, the company believes that the greatest standards of corporate behaviour
must be applied to everyone we work with, the communities we impact, and the environment in which
we operate. In keeping with the above attitude, your company strives for excellence and focuses on
increasing the value of long-term stakeholders by implementing and adhering to best governance
standards.

Services to Employees: Businesses should respect the right to freedom of association and effective
acknowledgment of the right to collective bargaining if their production facilities employ unionized
workers. These now cover the whole life cycle of an employee's relationship with the company.
People want to be a part of the gang because of their personal transgression. Child labor is not used by
the Aditya group. All employees have the same opportunities.

Services to Society: Projects are prioritized based on a consensus and discussions with village
panchayats and other prominent persons. Education, healthcare, sustainable livelihood, infrastructure
development, and social issues have arisen as focus areas as a result of this. The Aditya Birla Centre
for Community Initiatives and Rural Development is the umbrella organization for all of our
community projects. Given its commitment to inclusive growth, the Company works with well-
established and recognized programmers and national platforms such as the CII, FICCI, and
ASSOCHAM, to mention a few.
 Company Brought Changes in the Workplace Culture
Aditya Birla, an Indian based company has taken various initiatives contributing to the betterment of
the society. The Corporate social Responsibility has been taken very seriously thus, making the
following changes in the society:

 Contributing to the education levels of the country by carrying the cost of education of the
children of poor employees of its company.
 Helped in empowering people and in a way contributing towards making difference in their
lives and the economy
 Along with economic growth, the company takes full responsibility of the environment and
promotes sustainability.
 The company follows the three steps of the ABC Sustainability model to help adjust the
performance to meet the demands of the society. They are as:
 Responsible Stewardship- The goal under this is to build a framework of policies,
technical and management standards that are aligned to international standards and
thus, contributing to growth.
 Stakeholder Engagement- This focuses on building strong relationships with the
stakeholders and technical experts on various topics-climate change, water and
waste management, etc.
 Future Proofing- this focuses on sustainability. This requires the requirements of a
sustainable planet and society in the coming future and thus, focuses on making our
businesses sustainable.
 It also focuses to provide quality health care facilities to people living in the villages and
other regions through their hospitals.

Leadership Styles-

 Kumar Mangalam Birla chairman of Aditya Birla Group said following things in an
interview: -
 “It's not important to be born with leadership skills as it can be learnt by observation,
positive attitude and determination.”
 "I had two gurus-Pratap Sharma, who taught me the effects of communication, and
Ram Charan Yadav, who is a world-renowned management consultant. It's very
important that you communicate appropriately and at the right time."
 "Do what you value and value what you do. Once you make a choice, be sure of the
trade-offs ingrained in the choice."

From the words he has spoken, we can say that he is a positive leader and believes in karma, as
leadership skills are not inherent it can be learned by observation, positive attitude and hard work. He
also believes in a good communication environment both horizontal and vertically to make efficient
decisions. He also believes in following your passions and do what you like but at the same time also
knows the opportunity cost of alternative.
  Dr. Santrupt Misra, Director, Global HR & CEO, Carbon Black Business at Aditya Birla
Group said the following things in HR summit-
 “In everything we do, keep focusing on tomorrow.”
 The path to profitability and business growth is therefore through employee
experiences.

From the above spoken lines by Mr. Misra, we can say that he is man who value his employees more
than profitability of business. Obviously, the profitability matters but not at the cost of his employee’s
dissatisfaction. This can be called the Ethical Management Thought. Here management is the
ethical action which is done by Mr. Misra by taking care of his employees. From the 1 st line we can
say that he is a positive leader and motivate his employees to be a forward-looking person.

HR Policies-

 Recruitment policies that the company is following consist of the job description, aptitude
test, group discussions, interviews etc. During the process they claim not to be biased by
gender, caste, creed, color or religion of an individuals.
 The company follows 360-degree appraisal policies where in employees also have the rights
to ask questions to senior management regarding their leadership styles etc. The process is
known as Pratibimb.
 The company also have 600 practical cases (Anubhav) so that employees can learn from it.
 The company also follow various initiatives for talent management like routine checkups of
its employees, various formal and informal awards to recognize the employees.
 The company takes initiatives and organize many leadership programs so that the people
learning will not get hampered.

From the above policies of the company, we can say that the company is taking care of their
employees by providing them opportunities and environment to learn and grow. The company is also
providing recognitions and rewards which help keeping their employees motivated.

Gender and Cultural Diversity-

 Cultural diversity in Aditya Birla Group is based on five values which are integrity,
seamlessness, speed, commitment and passion.
 Integrity- Honesty in every action
 Commitment- Deliver on the promise
 Passion - Energized Action
 Seamlessness- Boundary less in letter and spirit
 Speed - One step ahead always
 These values show a desired cultured person. The values are related to Chinmayananda,
1992.
 The company is following the internationally proclaimed human rights rules and regulation
for its employees located in different locations and geography.
 They are following the global business human rights compact not only for their employees
but also for their customers.
 The focus of the company is the overall development of its employees especially the rural
areas people. They are providing jobs to the women in rural areas and making them mini-
entrepreneurs.
 The company gives training to the women, make them learn new things and finally giving
them opportunities to be an entrepreneur.
The organization culture has 3 elements i.e., values, attitudes and beliefs. As discussed above the
company have 5 values to maintain its culture. The company believe in larger good by giving jobs to
rural women. The organization culture directly affects individual behavior to behave with their
subordinates so it is very important to have a good organization culture.

The Introduction of New Policies

Biodiversity Policy:

1. Comply with all applicable rules and regulations pertaining to biodiversity.

2. Evaluate the risks that present and projected activities provide to biodiversity and associated
ecosystem services.

3. Strive for no net loss of biodiversity at our biodiversity-risked sites that we operate or own.

4. Apply the mitigation hierarchy to biodiversity by avoiding, mitigating, restoring, and, if required,
offsetting residual consequences.

5. Avoid operating in ecologically sensitive areas and essential habitats.

Health Policy:

1. Maintaining good legal compliance with applicable health regulations and adhering to the Aditya
Birla Group Sustainability Framework's standards.

2. Providing competent and enough resources, including personal protective equipment, and ensuring
access to basic occupational health services.

3. Identifying process exposure and other occupational health hazards, as well as assessing and
controlling occupational health risks at all facilities to the lowest level reasonably possible.

4. Addressing occupational and community health issues early in the acquisitions, mergers, and new
project planning stages.

Human Rights Policy:

1.Adherence to the Aditya Birla Group Sustainable Business Framework and positive legal
compliance with any constitutional and regulatory human rights requirements.

2.Begin an iterative due diligence process with the goal of discovering, assessing, and managing
potential risks and consequences.

3.Aligning our current policies, processes, and actions with our commitment to respect human rights,
including labor practices, indigenous peoples' land acquisition, supply chain management, and
security management.

4.Using training and communication to raise human rights awareness among personnel at all levels of
our activities.
Safety Policy:

1. Work with the conviction that all workplace injuries and acute occupational illnesses can and must
be avoided. Working in a safe manner is a requirement of work.

2. Ensure that all workplace safety standards and other requirements are followed to the letter of the
law.

3. Provide a safe work environment by identifying, assessing, and reducing risks from processes,
machinery, infrastructure, and human behavior to as low as reasonably practicable (ALARP).

 4. Achieve continuous improvement in our safety performance by setting objectives/targets,

developing, deploying, and maintaining standards and systems.

Stakeholders Engagement Policy:

1. Maintaining positive legal compliance with relevant stakeholder engagement and disclosure rules,
as well as the Aditya Birla Group Sustainability Framework's standards.

2. Identifying the nature of the impacts on stakeholders, including their genuine concerns, interests,
and expectations, as well as their potential influence on the Aditya Birla Group, and analysing the
implications of those elements on business operations.

3. Incorporating the concepts of inclusivity, transparency, materiality, completeness, and cultural

sensitivity into all of our engagement initiatives.

4.Seeking to provide timely and culturally appropriate disclosure of information about the company's
actions in order to enable for informed and meaningful interaction.

5.Resolving issues from stakeholders in a timely and culturally relevant manner.

 Contribution of Aditya Birla in advancement of society

Aditya Birla, an Indian based company has taken various initiatives contributing to the betterment of
the society. The Corporate social Responsibility has been taken very seriously thus, making the
following changes in the society:

 Contributing to the education levels of the country by carrying the cost of education of the
children of poor employees of its company.

 Helped in empowering people and in a way contributing towards making difference in their
lives and the economy

 Along with economic growth, the company takes full responsibility of the environment and
promotes sustainability.

 The company follows the three steps of the ABC Sustainability model to help adjust the
performance to meet the demands of the society. They are as:

• Responsible Stewardship- The goal under this is to build a framework of policies, technical
and management standards that are aligned to international standards and thus, contributing to growth.

• Stakeholder Engagement- This focuses on building strong relationships with the stakeholders
and technical experts on various topics-climate change, water and waste management, etc.

• Future Proofing- this focuses on sustainability. This requires the requirements of a sustainable
planet and society in the coming future and thus, focuses on making our businesses sustainable.

 It also focuses to provide quality health care facilities to people living in the villages and
other regions through their hospitals.

REFERENCES-

 https://www.peoplematters.in/article/strategic-hr/run-hr-as-a-business-dr-santrupt-misra-
22017
 https://www.indiatoday.in/india-today-youth-summit-2011/story/leadership-can-be-learnt-
through-observation-kumar-mangalam-birla-141342-2011-09-17
 https://www.slideshare.net/manish201306/hr-policies-of-aditya-birla-group-ppt
 https://www.slideshare.net/amrutanewalkar/hr-policy-of-aditya-birla-group