1

ORGANIZATIONAL BEHAVIOUR PROJECT

Submitted to:
Prof. Nityanand Jha

Submitted by:
Rishabh Sharma
Rishabh Manawat
Shashwat Gupta
Het Patel
Mushirali Saiyed
Raaj Chotalia
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ACKNOWLEDGEMENT

We would like to acknowledge all those without whom this project would not have
been successful. Firstly, we would wish to thank our Organizational Behavior
teacher Mr. Nityanand Jha who guided us throughout the project and gave his
immense support. He made us understand how to successfully complete this project
and without him, the project would not have been complete.

This project has been a source to learn and bring our theoretical knowledge to the
real-life world. So, we would really acknowledge his help and guidance for this
project.

Yours Sincerely,

Rishabh Sharma
Rishabh Manawat
Shashwat Gupta
Het Patel
Mushirali Saiyed
Raaj Chotalia
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TABLE OF CONTENTS

PAGE NO.

1. INTRODUCTION TO ADANI ENTERPRISE 4

1.1 EXECUTIVE SUMMARY 4
1.2 DIVERSITY AND EQUITY 5
1.3 INCLUSION 7
2. INTRODUCTION TO TECH MAHINDRA 9
2.1 EXECUTIVE SUMMARY 9
2.2 DIVERSITY AND INCLUSION 10
2.3 EQUITY 12
2.4 COVID-19 EMPLOYEE HANDLING 13
3. NIKE 16
3.1 EXECUTIVE SUMMARY 17
3.2 DIVERSITY, EQUITY AND INCLUSION 17
3.3 COVID-19 18
3.4 ANALYSIS 18
4. BIBLIOGRAPHY 20
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INTRODUCTION TO ADANI ENTERPRISE

Adani Enterprises Limited (AEL) is the flagship company of the Adani

Enterprise, which is one of the country’s largest organizations, has
been solely concentrated on building stellar infrastructural assets
contributing to nation-building. With its business spanning over multiple industries such as coal
mining and trading, coal mining and trading, airport operations, edible oils, road, rail and water
infrastructure, data centers, hydrocarbon exploration, defence etc. In the past three years AEL has
proved itself to emerge out as the standalone market leader, starting from very humble beginnings
to nurturing the companies that address the issues of national importance.
With its listing being commenced in the year 1994 (NSE: ADANIENT), it has been known for its
consistency in maximizing its shareholder’s profits and proactively participative in nation-building
activities. Their incubating ideology has made them standout in the emerging market through their
strategy of having an “all hands-on deck” situation, where their sole concentration is on building
infrastructure for Airports, Roads, Water, Data Centre and Solar manufacturing, basically tending
to India’s development needs.

EXECUTIVE SUMMARY
Adani Enterprises Limited (AEL) has put forward their intentions to implement a Copper Smelter
Project in the region of Mundra, Gujarat1. The recommended project cost is expected to include:

• Copper Smelter,
• Sulphuric Acid Plant,
• Copper Refinery,
• Continuous Cast Copper Wire Rod Plant
• Precious Metal Recovery Plant,
• Phosphoric Acid Plant,
• Aluminum Fluoride Plant, etc.
The project would be located in Mundra, Gujarat which is anticipated to produce 10 LTPA of
Copper Cathode; 5 LTPA of Copper Rod; 30 LTPA of Sulphuric Acid; 5 LTPA of Phosphoric
Acid; 30,000 TPA of Aluminum Fluoride, 288 TPA of Selenium, 50 TPA of Gold; 500 TPA of
Silver etc. with à la mode cornerstone of environment friendly technology while adopting optimum
utilization of resources
Seemingly, there hasn’t been any visible vegetation or habitation in the project site. The nearest
noticeable features from the project site are 4620 MW Adani Power Plant and Tata Power and

1 Adani Enterprises 2016.

http://environmentclearance.nic.in/writereaddata/Online/TOR/21_Apr_2016_16232402053R7K0Q6Annexure-
ExecutiveSummary.pdf (Accessed 12th November 2021)
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West Port of APSEZL (Adani Ports & SEZ Ltd.). The villages which are in close proximity to the
project site are Siracha and Navinal. From South West to North East majority of area is of APSEZL
where west port is also located. The land is having undulations and a few minor grading will be
required.

TARGET REQUIREMENTS:

Water Requirement
• The Requirement Water for the plant has been estimated
around 32,800 M3/Day.

Land Requirement
• About 634 acre land would be required for entire Copper
Smelter Complex including its Greenbelt (33% of total land).

Power Requirement
• The total estimated power requirement for Copper Smelter
Plant is 300 MW out of which 40 MW would be generated
from internal process steam.
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• DIVERSITY & EQUITY

Adani enterprises has been trying their top efforts in successfully creating an ideal place
for achieving their objective of “A GREAT PLACE TO WORK FOR ALL” for their
employees as they have excelled on 5 huge dimensions that are the cornerstones of a
high-trust, high-performance culture – credibility, respect, fairness, pride and
camaraderie. In a rigorous assessment process conducted by the GREAT PLACE TO
WORK INSTITUTE, Adani enterprises met the basic criteria on the trust index employee
survey, on the consistency of experience across all demographics and on the culture
audit, people practice framework, to clear the first level i.e., Getting great place to work-
certified.2 At Adani, the organization aims to set up such a structure where the reporting-
relationships do not influence the creativity within each employee.
A Bond, a Sense of Family - Adani has a proficient strategy to set up the perfect work
environment. The team/employees feel at home and enjoy a work environment that
creates functional opportunities for employees to drive their development and growth.
Employees are recognized well, and often, with a great sense of rewards and leveled up
efforts- what really works here is management/ manager support to drive and sustain a
strong sense of camaraderie.

“Different organizations adopt different initiatives and methods to engage with

employees and we have taken various initiatives that work in the context of our business.
The important thing is that none of those initiatives has been taken with the intent to be
identified as Great Workplace, but with an intent to give a sense of warmth,
belongingness, and empowerment to employees. This has done wonders for us.”
~ Vinay Prakash
(CEO, Adani Enterprises Limited Coal & Mining)

2 Great Place to Work 2021.

https://www.greatplacetowork.in/great/rated/50-great/Adani-Mining (Accessed November 14, 2021)
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(i) ABKI BAAR AAPKA PARIVAR (ABAP)

At Adani Enterprises Limited employees' families are invited to the corporate
office for a half-day gathering. After a few activities like a Laughter Yoga session
and a magic show, the kids are taken to the CEO's office wherein they spent time
with the CEO and his wife. This creates a unique experience for the employees
and their families, building a better camaraderie and increasing connect of the
employees with the Adani brand.

(ii) EVOLVE MAGAZINE

It is an internal quarterly magazine at Adani Enterprises Limited - Mining. Aptly
titled as “EVOLVE” this magazine serves as a communication medium to inspire
our employees. Along with key business achievements, it also features stories of
employees across all locations that touches the humane elements. Inspiring stories
of their colleagues are making the employees proud of being associated with the
organization.

• INCLUSION

The Adani Enterprsie has increased its emphasis on direct medical care in Gujarat,
where it is headquartered. The Adani Foundation converted the Adani Vidya Mandir
school into an emergency COVID Care Centre with oxygen support and catered food
to reduce the systemic overload on Ahmedabad's hospital infrastructure. This first-
responder care facility houses infected and moderately ill COVID patients and is
staffed by doctors, nurses, paramedics, and support staff. Isolating patients when they
are most infectious will also help to break the chain of infection and significantly
reduce disease spread.
The GAIMS (Gujarat Adani Institute of Medical Sciences), the main medical facility
serving this remote part of western India, is leading the fight against COVID in Kutch,
India's largest district, from Bhuj. GAIMS has been upgraded and converted by the
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Adani Foundation into a 100 percent COVID hospital, with all 800 beds equipped with
oxygen support.
The hospital has become a medical haven for thousands of people in Kutch and its
surrounding districts. In addition to liquid oxygen supplies, four oxygen plants were
built in a short period of time. Many hospital employees put aside their personal grief
over the loss of family members in order to work 12 to 14 hours a day.
The Adani Hospital in Mundra has also been upgraded to become a 100% COVID
hospital, with an additional CT-scanner installed to help diagnose COVID faster. Its
bed capacity has been increased by doubling, and all of its beds have been converted
to oxygen beds. This hospital serves not only the people of Mundra, but also the
residents of 20 neighboring villages who have few options for medical care. Similarly,
the Noida Indoor Stadium and Shooting Range has been converted into an Emergency
COVID Care Center. As part of the Adani Enterprise’s operations, all employees and
their family members have been enrolled in the Group's free vaccination program.

The Group has also expanded its vaccination campaign to include the thousands of
people who live in and around its corporate headquarters in Ahmedabad, Shantigram.

• INSURANCE FOR EMPLOYEES

Adani Enterprise’s spokesperson mentioned that Insurance cover for all the employees
has been made, increased and complete assistance is provided to the employees that
have been affected by the pandemic. Adani Enterprise took care of their employees at
the time of crisis and ensured complete cover for all employees. This shows how they
understand their responsibility towards the company’s workforce.
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INTRODUCTION TO TECH MAHINDRA

Tech Mahindra is an Indian multinational

technology company that provides information
technology and business process outsourcing
services. It is one of the fastest-growing brands and
amongst the top 15 IT service providers globally. It focusses mainly on leveraging next-generation
technologies including 5G, Blockchain, Cybersecurity, Artificial Intelligence, and more, to enable
end-to-end digital transformation for global customers.

EXECUTIVE SUMMARY
Tech Mahindra Ltd. a leading provider of digital transformation, consulting and business
reengineering services and solutions. Tech Mahindra is amongst the only three Indian companies
to be included in the Bloomberg 2020 Gender-Equality Index (GEI). At Tech Mahindra, they value
individual differences and focus on providing equal opportunities to all our associates. For them,
diversity of every kind is a priority - whether it is diversity of nationality, age, gender, thoughts,
or abilities, and our constant endeavour is to build a workplace that is ‘intentionally’ diverse. Tech
Mahindra has been one of the early adopters of laying out an inclusive and non-negotiable,
diversity and inclusion (D&I) policy. As part of TechMHRNxt, under Tech Mahindra’s TechMNxt
charter, an initiative to provide the ‘workplace of the future’ and enhance employee experience,
dignity of each associate is upheld as one of our core values. At Tech Mahindra, diversity is an
instrument of growth, and the uniqueness of every individual is celebrated by fostering an
environment of inclusion and empowerment.
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1. DIVERSITY, EQUITY AND INCLUSION

DIVERSITY AND INCLUSION (D&I)

➢ Tech Mahindra believes in forming an ‘Intentionally Diverse and Globally
inclusive’ Organization. They practice inclusiveness in all aspects of diversity –
right from gender and sexuality to generation and ideation. Tech Mahindra is
‘globally inclusive’ with workforce consisting of individuals from over 100
countries prioritizing local talent.

➢ Tech Mahindra has five different Diversity focus areas: Gender, Generation,
Differently Abled, Culture and LGBTQ+. These policies are aimed at creating an
inclusive workplace for all employees, especially those from the LGBTQ
community, new parents, cancer patients and survivors.

➢ These policies and initiatives impact employee lifecycle at various touch points,
ranging from welcoming a new-born baby to respecting and providing for
employees who intend to change their gender with a sexual reassignment surgery.
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Tech Mahindra has appointed a diversity officer to tackle homophobic and

racist slurs.

➢ LGBTQ+: LGBTQ+ committees called Kaleidoscope have been formed across

geographies. These groups share stories of community members to the larger
audience to create cultural assimilation and sensitize people. Tech Mahindra is also
in the process of adding a gamification element to the ‘Diversity and Inclusion’
training to create a seamless and immersive experience for all employees.

➢ DIFFERENT ABLED: Enable equal opportunities for differently-abled professionals

(also known as Persons with Disabilities) with initiatives aimed at an inclusive
approach and ensuring equal opportunity. Our belief around differently-abled
people is that the said disability is just a part of that person, not the whole person.
We look at people with disabilities as people beyond disabilities.

➢ GENERATION: In this organization where the youngest members are in their early
twenties and the oldest ones in late fifties, the need for inclusion of generations is
not only important but also natural. Tech Mahindra has differentiated practices and
programs that cater to the general and specific needs of associates belonging to
these categories.

➢ CULTURE: Tech Mahindra’s initiatives in including cultures at the workplace sum

up to one thing: taking the best from every culture of the world to build an internal
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behaviour that drives Tech Mahindra’s culture of driving positive change,

celebrating each moment, and empowering all to Rise.

➢ Diversity and Inclusion helps this company to empathize with their customers and
society, in delivering par excellence solutions. They have a whole lot of policies to
meet the need of all - the parents, the kids, the LGBTQ+ community, new mothers,
people of different nationalities, age, sexes, specially-abled people, underprivileged
communities, etc.

EQUITY

➢ Tech Mahindra aims to ensure the fair treatment, access, equality of opportunity
and advancement for everyone while also attempting to identify and remove the
barriers that have prevented some groups from fully participating. These flexible
policies and programmes at Tech M promote justice, fairness and impartiality
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within the processes, procedures and distribution of resources by systems or

institutions.
➢ Equity is seen as a very big problem in different organizations worldwide. To tackle
these issues, they need to understand the root causes of outcome disparities in
society.
➢ Tech Mahindra is an equal opportunities employer and does not discriminate for or
against any gender during the staffing exercise, or at any other time during their
employment with us. We hire a minimum of 50% women from across campuses in
India and a minimum of 30% of our lateral hiring consists of women.
➢ Tech M has programs like COLORS, Mentoring Tables, Role Model Series, FAIM,
Women Leaders program, etc. to give women opportunities to develop their
careers.

Harshvendra Soin, Chief People Officer, Tech Mahindra, said, “As a ‘company with a purpose’,
Tech Mahindra is excited to embark on this transformational journey of empowering our associates
by keeping their needs foremost. Today, the employees demand a user and customer like
experience, as well as a great human experience. At Tech Mahindra, we live by the formula of HX
= f (UX, CX, EX,) that is, Human Experience is a function of {User Experience, Customer
Experience, Employee Experience}. Whether we are delivering value to our customers or
empowering our associates to RiseTM, Human Experience (HX) underscores every step of our
interaction journey.”3

2. COVID-19 EMPLOYEE HANDLING

Tech Mahindra being an employee centric organization has provided various benefits to its
employees from liberty to work from home, financial support, vaccination drive and Covid-
19 awareness programme.

3
Techmahindra.com. 2021. Diversity and Inclusion. [online] Available at: <https://www.techmahindra.com/en-
in/people/diversity-and-inclusion/> [Accessed 11 November 2021].
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• WORK FROM HOME

Tech M already had a Work at Home programme before the pandemic hit the world
for single parents, cancer survivors and new mothers. But after Covid-19 it made
its employees to work from home with flexible policies and tech support programs.

• COVID-19 SOS SEVA FOR TECH-MIGHTIES

Tech Mahindra’s MAKER’S LAB

and its foundation has launched an
initiative that enables its associates
to receive helpful, authentic and
timely information through
WhatsApp.

• VACCINATION FOR ALL

Tech Mahindra has set up
exclusive COVID-19 Vaccination
drives across our campuses and
network hospitals to encourage
vaccinations and provide a hassle-
free experience to all associates
and their families. All costs related
to COVID-19 vaccinations will be
reimbursed as well.

• EASING FINANCIAL BURDEN:

Tech Mahindra has upgraded its

India Medical Insurance Plan to
include cost of home treatment for
COVID-19. The Associate
Welfare Trust is geared up to
provide additional funds to those
employees in need.
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• COVID-19 CARE AT OFFICE

Tech Mahindra has set up its own COVID-19 care facility in Tech M Noida office
in partnership with a leading hospital chain. This facility provides access to
COVID-19 care beds not just to Tech M Associates and employees, but also to local
community. Plans are on to set up more such facilities across other locations.

• DRIVING POSITIVITY AND HOLISTIC WELLNESS

Tech Mahindra has initiated regular outreach to Associates which focuses on 8
different aspects of wellness (Emotional, Physical, Financial, Occupational,
Spiritual, Environmental, Intellectual & Social). It has also appointed Meghna
Hareendran as ‘Wellness Officer’ with immediate effect to ensure workforce's
well-being amidst the Covid crisis. "The new role has been created to
institutionalize holistic wellness of all associates and to ensure access to medicine,
hospitals and other medical supplies, while maintaining the mental well-being of
the Tech Mahindra family.4

4
Techmahindra.com. 2021. COVID-19 Response. [online] Available at: <https://www.techmahindra.com/en-
in/covid-19-response/> [Accessed 11 November 2021].
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NIKE

EXCECUTIVE SUMMARY
The NIKE, Incorporated is working to establish and develop a multi-level playing field for the
future. And they believe that in order to succeed, the efforts must begin from the company itself
cause charity begins at home. The objective is to be a recognized leader in developing diverse,
inclusive teams and championing a strong culture of inclusion in the community by building a
strong ecosystem and providing access to as many communities as they can, including their global
suppliers.

TARGET HIGHLIGHTS

45%
Women at the VP and above levels
representation globally.
30%
In the United States, racial and ethnic
minorities representation at the Director
level and above.
U.S. Racial and Ethnic Minorities as defined
by EEO1 categories including American
Indian or Alaskan Native, Asian, Black or
African American, Hispanic/Latino, Native
Hawaiian or another Pacific Islander.
50%
representation of women in our global
corporate workforce
35%
racial and ethnic minorities in our corporate
workforce in the United States
Global Corporate Workforce includes all
global full-time employees who do not work
in our retail stores, distribution centers, or
Nike Air manufacturing innovation (AIR MI).

NIKE is an American multinational firm that designs, develops, manufactures, and markets
footwear, clothes, equipment, accessories, and services around the world. The company is based
in the Portland metropolitan area, near Beaverton, Oregon. With revenue exceeding US$37.4
billion in fiscal year 2020, it is the world's largest seller of athletic shoes and apparel as well as a
significant manufacturer of athletic sports apparel (ending May 31, 2020).
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INTRODUCTION TO NIKE

1. DIVERSITY, EQUITY AND INCLUSION:

Transparency, authenticity, responsibility, distinguishability, and belongingness are the five
value drivers that guide their diversity, equity, and inclusion efforts.
Consequently, NIKE also recognizes that the systemic solutions are essential to advance and
attain the goals, therefore they are concentrating on four critical areas.
Representation
To enhance the varied representation at Nike, they are creating a clear yet aspirational
representation goals, creating internal and external pipeline of talents, and strengthening its
diversity recruiting, training, and promotional strategies. To effectively minimize prejudice and
empower their leaders with the skills, knowledge, and assistance they need to achieve their goals,
they employ transparent, information-driven talent policies and decisions. They also work very
closely with leaders to achieve strategy alignment with time by teaching them how to analyses
and use representational data with the existing teams.
Education
They're focusing more on DE&I learning for all NIKE, Inc. managers and staff to ensuring they
have the cultural knowledge and understanding needed to successfully establish and sustain
a diverse and inclusive team. They have collaborated with academic institutions like
Northwestern University and the University of Southern California to train employees with the
leadership education series they deem necessary, subconscious biases awareness training, a
DE&I course, and other tools to help them learn more about the topic. They are also working to
raise employee understanding and activism about social justice and racial inequity.
Development
NIKE, Inc. workers will continue to benefit from industry-leading development programs and
experiences that empower and enable them to achieve their professional goals. NIKE is
providing the required assistance to the employees in their professional development and provide
them with a clear idea of how to advance their careers at Nike. NIKE is also collaborating with
academic institutions and leading consulting businesses to provide world-class specialized
development programs, such as mentoring and sponsorships, among other things. the
development initiatives also complement the annual goal-setting and personal development
strategic planning.
The Community
For many communities, they are building a strong environment of involvement and accessibility.
In the context of the DE&I approach, community refers to both underprivileged exterior
populations and internal groups, such as the Converse United and NikeUNITED Employee
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Groups. Externally, they are aiming to increase the range of their suppliers, making the
marketplace and workforce more equitable.
In fact, Nike, Converse, Jordan Brand, and Michael Jordan pledged a total of $140 million over
ten years in 2020 to fund in and assist organisations focused on economic development,
educational and social justice to combat ethnic injustice for African American. The Black
Community Commitment will focus on building strategic national alliances as well as assisting
local community organisations, with their workers serving as partners along. Internally, they
have boosted financing for and made it visible to their Employee Platforms to help individuals of
each of their internal communities get more experience and resources.
All of their programmatic activity is supported by key performance indicators. In each of these
priority areas, they have set aggressive 2025 goals. They also track their progress internally using
a variety of representational indicators, the results of the annual employee survey, and external
benchmarking and acknowledgment.

ANALYSIS OF NIKE
Nike has initiated various programs to build team diversity, the company has increased hiring
various people from different ethnicity, culture and background to ensure that they reflect the
consumers and communities they cater to as a company. For example, one of the goals is to hit
50% female representation in the global corporate workforce and 45% representation in leadership
positions by 2025. It has also increased representation of racial and ethnic minorities in the U.S.
to more than 29% of VP leadership team, an 8% increase in the last two years and it aims to reach
35% by the year 2025. In recent time, Nike also showed the support to the BLM- black lives
matters movement

In addition, by 2025, Nike has strived to invest $10 million toward historically Black colleges and
universities (HBCUs) and Hispanic-serving institutions (HSIs) in the form of scholarships and
academic partnerships to increase intern and direct hires. Our hope is that we create a talent
pipeline that fuels our sustainable innovation. The most sustainable products build with the help
of brilliant innovation by the company would not have been possible without diverse teams. Varied
perspectives from different people allows new ways of hearing and seeing things, through different
lenses, and that challenges the status quo and as result different ideas are presented and helps in
decision making. Among other promises, the company has said that they will be maintaining 100%
pay equity across all employees irrespective of their gender or other differences

• COVID RELATED
Nike Mental Health Campaign
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Emotional, psychological, and social well-being are all part of mental health. It has a significant
and lasting influence on how we think, feel, and act. It also reflects our ability to deal with stress,
relate to problems and circumstances in our environment, interact with others, and make decisions.
It has been confirmed by the spokesperson of the company, that offices of Nike in various regions
are being closed down for a week, in order to allow employees additional time off to rest and
recover from all the stress.
Further to ensure safety to its employees the company will require all office-based employees to
be fully vaccinated against the coronavirus so that the changes of getting the virus is minimized.
Transparency, authenticity, accountability, visibility, and belonging are the five value drivers that
guide our diversity, equity, and inclusion efforts.
Here we can conclude that the company has also recognized that systemic solutions are essential
to advance and attain our goals, therefore they're concentrating on four critical areas and bringing
more inclusivity and diversity in the workforce.

DEVELOPMENT
NIKE, Inc. workers will continue to benefit from industry-leading development programs and
experiences that empower and enable them to achieve their professional goals. They assist
employees in their professional development and provide them with a clear idea of how to advance
their careers at Nike. they're collaborating with academic institutions and leading consulting
businesses to provide world-class specialized development programs, such as mentorship and
sponsorship, among other things. Nike’s development programs also complement our annual goal-
setting and personal development planning processes.

As discussed above the company is spending money on the development of its employees and
addressing the issues related to diversity, equity and inclusion.
 20

BIBLIOGRAPHY
https://www.inventiva.co.in/stories/gauri/nike-mental-health-campaign/
https://jobs.nike.com/diversity-and-inclusion
https://news.nike.com/news/how-nike-is-building-on-diversity-and-inclusion-to-advance-
sustainability
www.adani.com

www.careers.adani.com

www.zaubacorp.com

www.greatplacetowork.in

www.5paisa.com

www.environmentclearance.nic.in

https://www.cnbc.com/2018/05/04/nike-ceo-apologizes-to-employees-for-workplace-culture-after-
months-of-turmoil.html

https://www.forbes.com/sites/alicemann/2018/04/08/how-nike-could-transform-its-bro-
culture/?sh=2931e826687f

https://www.corporateculturepros.com/strong-organizational-culture-how-nike-drives-innovation/