Sadbhav Ruta Yagnik

Project Report on
Organizational Culture
At
Sadbhav Engineering Ltd.
( Infrastructure Division )
By
Ruta Yagnik
1680702143
SAL Institute of Management.

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Project Report on
Sadbhav Engineering Ltd.

( Infrastructure Division )
July 2017
Report submitted in partial fulfillment of the requirements of the summer
internship training undertaken for the MBA program
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Declaration
I hereby declare that my Summer Internship Report entitled “A Study on Organizational Culture”
submitted in partial fulfillment of the Summer Internship Program by me is original and is not
substantially the same as one which has already been submitted in part or in full for any such
similar qualification to the University to the best of my knowledge.
Date: 26/07/2017
Place: Ahmedabad. Ruta Yagnik
The work mentioned above is carried out under my guidance.
Date: 26/07/2017
Place: Ahmedabad. Signature of the Faculty Guide
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Acknowledgement
I would like to thank SAL Institute of Management for Giving me an opportunity to undertake the
project report on “Organizational Culture” at Sadbhav Engineering Limited.
I would like to thank the placement in-charge, Mr, shakunt jadav who gave me this opportunity of
undergoing Summer Internship at Sadbhav Engineering Limited.
I would like to thank Mr. Ashok Menon, President HR, and also Mr. Pratik Patel, Sr. Executive HR,
Mr Bhavin Patel , Ms.Rutva Shah of Sadbhav Engineering Limited for all their support.
Lastly I would like to thank the whole staff of Sadbhav Engineering Limited for their support during
my internship.
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TABLE OF CONTENT
CHAPTER PARTICULARS PAGE NO
1 Objective, Scope and Limitation of the Study
1. Scope of the Study 1
2. Objective of the Study 1
3. Limitation of the Study 2
2 Industry And Company Orientation 3
1. Company’s Profile 3
2. Company’s History 4
3. Core Business Areas 5
3.1 Construction Business 5
3.2 Development Business 7
3.3 BOT Projects 8
4. Vision 9
5. Mission 9
6. Company’s Value 9
7. Objectives of the Company 10
8. Humanity 10
9. Environment, Health and Safety 10
9.1 Health Safety 11
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10. Achievements 11
11. Organization Framework 12
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12. Porter’s Five Force 15
3 1. Introduction about Organization Culture 16
1.1 Importance of Organization Culture 17
1.2 How did Organization Culture Start 18
1.3 Stories and Legends 18
1.4 Leaders Role in Shaping Culture 19
2. Culture Follow at Sadbhav 20
3. Research Methodology 23
4. Data Analysis and Interpretation 25
4 Findings, Learning’s and Suggestions of the Study 34
5 Conclusion 36
6 Annexure 37
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Chapter 1
Objective, Scope and Limitation of the Study
Scope of the Study

People are affected by the culture in which they live. Similarly, an individual working for any
organization with a firmly established culture, will be taught the values, beliefs, and expected
behaviors of the organization. There is some sound evidence that variations in culture values
may have a significant impact on employee turnover and possibly employees’ job performance.
Hence the study of organizational culture is important for the understanding and practice of
organizational behavior.
The summer internship was aimed to have a real time experience and a competitive advantage
upon graduation, with an intention to have a chance to enhance my networking skills and build
relationships in the industry.
 Objective of the Study

• To understand the culture at “Sadbhav Engineering Ltd.” and its employees attitude towards
the organization.
• To know how people, individuals, groups act and react in an organization.

• To understand various attitudes of the employees towards their welfare measures and towards
the climate of the organization.
• To understand working environment at SEL.
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Limitations of the Study
The following were the limitations of my study:
• Being a student, I could not access each and everything for my knowledge, and thus was
limited to a certain point. Thus, I was exposed to a limited knowledge.
• Being temporarily in a company which has been working since almost three decades, it was
difficult to understand the overall culture in detail. I could only get an overview of how certain
matters were handled.
• The study was restricted to Sadbhav engineering Ltd. This gave only the overview of company
and not of the industry.
• Some of the respondents were hesitant to express their opinion about organization culture
measures due to fear of management.
• The survey is based on the opinion of the employees, which may be biased.
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CHAPTER 2
INDUSTRY AND COMPANY ORIENTATION
COMPANY’S PROFILE
Sadbhav Engineering Limited, established in 1988 by Mr. Vishnubhai Patel, is counted among the
leading Infrastructure companies in India. Over the years, Sadbhav has succeeded in powerfully
anchoring itself in the Indian Infrastructure sector and today enjoys a solid reputation in the
Infrastructure development industry. Sadbhav has been involved in carrying out landmark
infrastructure projects in India and each new endeavor of the company has the ultimate goal of
enhancing the quality of life for people across the country and creating new opportunities without
compromising on Work Quality and Punctuality.
Sadbhav’s business currently focuses on Infrastructure projects which include Construction of Roads
& Highways, Bridges, Irrigation supporting infrastructure and Mining. Sadbhav has successfully
constructed more than 4200 Lane Kms. of Roads and Highways (both National and State Highways)
while 3500 Lane Kms. are under various stages of construction. Sadbhav has one work for/with highly
reputable clients like NHAI, Sardar Sarovar Narmada Nigam, Coal India, GIPCL, GHCL, L&T, HCC,
Punj Lloyd etc.
Sadbhav had incorporated Sadbhav Infrastructure Project Limited (SIPL), as a subsidiary, back in
2007 as an asset holding company for Road & Other Infrastructure Projects. SIPL currently has 12
BOT Projects under its control. All these projects are Special Purpose Vehicles (SPVs) controlled by
SIPL.
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Going forward, Sadbhav had participated in the Government of India’s NHDP initiative of developing
over 50000 Kms. of National Highways in several phases and would also take a part in Bharat Nirman
Program which envisions providing network of roads to around 23000 villages all over India.
COMPANY’S HISTORY
Incorporated on October 3, 1988 as a Private company, Sadbhav Engineering Limited was created by
Shri Vishnubhai M. Patel with a vision to become pioneers in the field of construction.
Although the beginnings were modest, with the passage of time, the business activities of the company
grew tremendously giving it the status of a ‘Deemed Public Company’, on the turn-over criteria, at
the end of the third financial year (1992). The company went ahead and turned into a Public Limited
Company vide fresh Certificate of Incorporation dated May 17, 2001.
The company was awarded the first Sardar Sarovar Narmada Nigam Limited (SSNNL) Canal Project
in 1989-90. The company executed contract for three canal siphons out of the eleven on the Narmada
Main Canal across rivers Vatrak, Pushpawati and Khari.
In 1992-93, Sadbhav Engineering Limited executed its first mine excavation project. In this area of
operations, the company went on to successfully complete projects for various reputed organizations
like Larsen & Toubro Limited (L & T) Gujarat Mineral Development Corporation Limited (GMDC),
Gujarat Industries Power Corporation Limited (GIPCL), Gujarat Heavy Chemicals Limited (GHCL),
etc. The company has also been awarded with many BOT projects for strengthening and widening of
highways and road since 2005-2006 till today.
The company started its activities in the road construction segment in 1993 with the contract of
‘Strengthening and Widening of Sambalpur-Rourkela Road’ from L & T. Thereafter, the company
has quite successfully completed eight other road projects including ‘inter alia’ the NHAI awarded
contract for ‘Widening to four-lane and Strengthening of existing two lane of NH-8A from
Samakhiyali to Bhachau in Gujarat.’
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 CORE BUSINESS AREAS
1. Construction Business
• Road Construction
• Irrigation
• Mining
2. Development Business
Road Construction
Building highways to strengthen connectivity

With a fleet of sophisticated construction equipment manned by skilled workers and engineers,
Sadbhav, effortlessly builds roads which reduces distance and bridges that connects our nation and
brings people closer.
Major completed projects include, widening & strengthening of NH 15(ADB funded) for
NHAI-106 kilometers; early completion of Sardar Patel Ring Road, Ahmedabad -76.21
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kilometers and rehabilitating & upgrading carriageway for sections of NH 8, NH 79 & NH
76 for NHAI. With13 Ongoing projects, of outstanding value Rs. 4,634 crores, Sadbhav road
portfolio is bound to grow in the forthcoming years.
Mining
They help to fulfill the demand for coal, iron and other minerals that their industries
need.
The demand of coal is mainly driven by power, cement and steel industry. Sadbhav has always
seen mining to be a major growth driver for SEL, as there is a huge opportunity in this field
owing to an increased demand for coal, iron and other minerals. Their client list boasts of
stalwarts like Gujarat Heavy Chemicals Ltd., Gujarat Mineral Development
Corporation, Gujarat Industries Power Company Ltd., Northern Coalfields Ltd. and Western
Coalfields Ltd. They have executed contracts worth 250 million cubic meters.
Sadbhav mining team executes 200,000 cubic meter of overburden per day. There major
projects include Removal of Overburden at Bina OCP at Uttar-Pradesh for NCL and a 7year
repeat contract from GIPCL for excavation of overburden & mining of lignite at Vastan
Mines, Gujarat. With Ongoing projects of outstanding performance Sadbhav is confident in
Mining optimism for an enlightened tomorrow.
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Irrigation
Irrigation projects for lush green tomorrow
Sadbhav has successfully executed projects like Construction of earthen dams, canal siphons,
remodeling and improvement of canals. With their experience and execution capabilities, they
hold a track record of executing a major portion of world’s largest concrete lined Narmada
Main Canal project having capacity of 40,000 cusecs.
Sadbhav has also successfully completed the Construction of NMC in its reach from 108 to
127 km for SSNNL and constructing Canal siphon across river Watrak on NMC Kapadwanj
for SSNNL. With 12 ongoing projects of outstanding value 1,333 crores, Sadbhav can look
forward to irrigate a lush green tomorrow.
Development Business
SIPL was incorporated as an asset holding company for road and other Infrastructure BOT
projects 4 years ago. These Projects are secured through a competitive bidding process either on
a stand-alone or through a joint venture depending on the project size and requirements. We at
Sadbhav focus in building a sizable asset base in the road BOT project. Sadbhav BOT Project
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portfolio consists of 9 projects, out of which 3 are operational, 1 partially operational and
remaining under various stages of construction.
BOT projects include

• Dhule-Palasner BOT
• Maharashtra Border Check Post BOT (MBCPNL)
• Lakhanadon-Seoni BOT (NSEL)
• Hyderabad-Yadgiri BOT Project (HYTPL)
• Sardar Patel Ring Road BOT (ARRIL)
• Rohtak-Panipat BOT Project (RPTPL)
• Aurangabad-Jalna BOT (AJTL)
• Bijapur-Hungund BOT Project (BHTPL).
Today BOT contributes to 68% of Sadbhav total Road revenue.
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
VISION
Striving for perfection in order to establish a prominent position, by exemplary performance, state of
art quality work, thereby providing utmost satisfaction to all the stakeholders.
MISSION
• To progress with latest technology and cutting-edge innovation
• To deal with every entity with fairness and transparency during all stage
• To execute every project with stringent adherence to quality, timely delivery and safety
while keeping society's best interest in mind.
COMPANY’S VALUES:
From the very beginning, Sadbhav has been governed by its core values. They shape the culture and
define the very nature and values of the company and its proceedings.
 Stability
Smoothly and efficient functioning by working through a unified & systematic approach.
 Integrity
Be responsive, dedicated &consistent delivering value to client.
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
 Quality
Being honest and inspiring trust, staying loyal to our values in becoming a role model for
other to follow.
OBJECTIVES OF THE COMPANY
• Increasing client satisfaction index
• Timely completion of projects
• Executing Quality work to the client satisfaction
• Ensuring Prompt Services
• Adhering to safety & Environment standards.
HUMANITY
An integral part of Company’s corporate philosophy is to contribute to the society in a constructive
manner. The programs are targeted to add all round value to the community. The Philanthropic
practices include charitable activities, religious, commercial and educational uplifting of the society.
Mr. Vishnubhai M Patel, CMD of Sadbhav Engineering Ltd, is actively involved in the efficient
running of the following institutions in various capacities.
ENVIRONMENT, HEALTH AND SAFETY

Environmental Policy:
They believe that everything they do affects the environment, as they are committed to managing the
activities that give rise to impacts upon the environment. They realize that their greatest
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
environmental impact is likely to be during construction where their activities are often temporary
and diverse, and the sites we work on environmentally sensitive.
They provide their staff with the skills and knowledge to identify access and manage the
environmental and social issues associated with site work and ensure that when they engage
subcontractors, they are also aware of and have the resources to manage the environmental issues
associated with the project.
Whether to an individual with a personal concern, specific site issues or throughout the complete
lifecycle of a project, their Safety Department maintains an open-door policy. Regular inspections
and audits are carried out to verify good practice, confirm safe conditions and identify areas of
potential improvement. All their team members have the opportunity to enhance their skills and
qualifications through their dedicated training department.
HEALTH SAFETY
Through Health and Safety Management System they commit themselves to ensuring the health and
safety of their workers, as well as that of their suppliers, contractors and collaborating companies. To
this end, in their Health and Safety Policy, which is applicable to all the sites where the Group is
active, they assume the commitment to implement all activities whilst bearing in mind that safety as
an essential value as well as a continuous improvement of the Health and Safety Management System.
Care:
In the area of Occupational Medicine important management procedures have continued to be
developed in the protection of health.
Medical check-ups for workers:

Subject to the specific medical protocols based on the risk assessment of the various workstations.
Medical care:
They provide direct medical care through doctors and health camps to workers.
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
Camps:
They provide Vaccination, Blood donation, and general health in the entire project sites, wherever
they operate.
ACHIEVEMENTS
• Awarded first BOT Project for improvement, operation and maintenance of NH-3 between
Mumbai-Nasik (MNEL)
• Awarded the “The Excellence Award” by the Institute of Economic Studies (IES), Delhi, for
“Excellence in Quality, Innovation and Management”
• Awarded Bijapur Hungund BOT project (BHTPL). Rohtak Panipat BOT Project (RPTPL).
And Hyderabad Yadgiri BOT Project (HYTPL)
• Awarded first of its kind Border Check Post BOT Project (MBCPNL)
• Awarded MP-Dhule BOT Project (DPTL) from NHAI
• Awarded Sardar Patel Ring Road (ARRIL) and Aurangabad Jalna (AJTL) project on BOT
basis
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 ORGANIZATION FRAMEWORK
SYSTEM
STRUCTURE STRATEGY
SHARED
VALUE
STAFF STYLE
SKILLS
SHARED VALUE
• Adaptable to change
Company welcomes change for the better. There approach is always positive with a “cando”
spirit.
• People driven
Company builds the capabilities of their people.
• Committed to deliver
Company gives their best in all and is committed to delivering on time.
• Innovation in what we do
Company seeks novelty through their ideas, thinking, approaches and efforts – at every
opportunity level.
• Value-driven
Sadbhav has been governed by its core values. They shape the culture and define the very
nature and values of their company and its proceedings.
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STRATEGY
• Enhance shareholder value and returns by adopting best technologies, utilizing state of art
equipments; reduce finance costs by financial structuring and other measures
• Strengthen market position and increase contribution to infrastructure needs of the country
• Continue expanding selectively in infra development business into states with higher than
average GDP
• Expand into new and complimentary sub-sectors in infra industry

• Value creation of the BOT assets by securitization, monetization
• Continued focus on early completion of projects & high quality construction work
CORPORATE STRUCTURE
SKILLS
Different people are assigned different tasks based on their skill sets. They are then monitored
regularly and those lacking behind are trained differently for their skills to develop. All the
employees are cooperative in this style of leadership.
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STAFF
Various employees are recruited on the basis of their specific qualifications and are guided by the
staff to work in accordance with the company’s goals. And all the members are seemed to have good
role in the company.
SYSTEMS
The employees are assigned specific tasks by the managers and they are monitored on a daily basis.
This in turn helps to maintain the quality and punctuality of the work.
STYLE
The leaders here are the best coaches. They involve all their employees in all types of
decisionmakings. They guide and appraise them from time to time. They help to resolve conflicts
whenever they arise, and work in the best interests of all the people involved.
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Porter’s five forces
Barries
to entry
Bargaining Competition/ Bargaining

Power - Rivalry Power
Suppliers Buyers
Threat of
Substiutes
• Barriers to Entry: The barriers are less because company is well-established and reputed
since the last 28 years.
• Bargaining Power of Buyers: Bargaining power of government is high as the company

receives tenders from the government and as the government is having other options also
(companies and competitors).
• Bargaining Power of Suppliers: It is less because they have only one buyer i.e.
government.
Threat of Substitutes: None
Competitors: L & T, Reliance, BHEL, Jaypee Infra, etc.
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CHAPTER-3
INTRODUCTION
DEFINITION
Organizational culture is the collective behavior of people that are part of an organization, it is
formed by the organization values, visions, working language, systems, and symbols, and it includes
beliefs and habits. It is also the pattern of such collective behaviors and assumptions that are taught
to new organizational members as a way of perceiving, and even thinking and feeling. Organizational
culture affects the way people and groups interact with each other, with clients, and with stakeholders.
Organizational culture defined as a pattern of basic assumptions invented, discovered or developed

by a given group, as it learns to cope with the problems of external adaption and internal investigation
that has worked well enough to be considered valid and therefore is to be taught to the new members
as the correct way to perceive, think, and feel in relation to those problems.
A common misconception is that an organization has a uniform culture. However, at least as

anthropology uses the concept; it is probably more accurate to treat organizations “as if” they had a
uniform culture. “All organizations have culture, in the sense that they are embedded in specific
societal cultures and are part of them”. According to this view, organization would have to share this
perception. However, all may not do so to the same degree. As a result, there can be dominant culture
as well as subcultures throughout a typical organization.
A dominant culture is a set of core values shared by majority of the organization’s members. The
values that create dominant cultures in organization help guide the day-to-day behavior of the
employees. Important, but often overlooked, are the subcultures in an organization. A subculture is a
set of values shared by a minority, usually a small minority of the organization’s members.
Subcultures typically are a result of problems or experience that is shared by members of a department
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or unit. Subcultures can weaken and undermine an organization if they are in conflict with the
dominant culture and overall objective. Successful firms, however find that this is not the
case always. Most subcultures are formed to help the members of a particular group deal with the
specific day-to-day problems with which they are confronted. The members may also support many,
if not all of core values of the dominant culture.
IMPORTANCE OF ORGANIZATION CULTURE

A common platform where individuals work in unison to earn profits as well as a livelihood for
themselves is called an organization. A place where individuals realize the dream of making it big is
called an organization. Every organization has its unique style of working which often contributes
to its culture. The beliefs, ideologies, principles and values of an organization form its culture. The
culture of the workplace controls the way employees behave amongst themselves as well as with
people outside the organization.
• The culture decides the way employees interact at their workplace. A healthy culture
encourages the employees to stay motivated and loyal towards the management.
• The culture of the workplace also goes a long way in promoting healthy competition at the
workplace. Employees try their level best to perform better than their fellow workers and
earn recognition and appreciation of the superiors. It is the culture of the workplace which
actually motivates the employees to perform.
• Every organization must have set guidelines for the employees to work accordingly. The
culture of an organization represents certain predefined policies which guide the employees
and give them a sense of direction at the workplace. Every individual is clear about his roles
and responsibilities in the organization and know how to accomplish the tasks ahead of the
deadlines.
• No two organizations can have the same work culture. It is the culture of an organization
which makes it distinct from others. The work culture goes a long way in creating the brand
image of the organization. The work culture gives an identity to the organization. In other
words, an organization is known by its culture.
• The organization culture brings all the employees on a common platform. The employees
must be treated equally and no one should feel neglected or left out at the workplace. It is
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essential for the employees to adjust well in the organization culture for them to deliver heir
level best.
HOW DID ORGANIZATIONAL CULTURE START
While organizational culture developed in different ways, the process usually involves some
version of the following steps:
• A single person (founder) has an idea for a new enterprise.

• The founder brings in one or more other key people and creates a core group that shares
a common vision with the founder
• The founding core group begins to act in concert to create an organization by raising
funds, obtaining patents, incorporating, locating space and building.
• At this point, others are brought into the organization and a common history begins to be
built.
STORIES AND LEGENDS
Stories are the most effective way to reinforce the organizational values, it gives meaning and
identity to the organizations and very helpful in orienting new employees. Stories can be
delivered in different ways
• Stories about the boss

• Stories about getting fired
• Stories about company details
• Stories about employees
• Stories about rules
• RITUALS
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Rituals are unwritten and shows the way the employee follow the things to be done in an
organization. These are the everyday organizational practices repeated over and over.
• SYMBOLS
Symbols are again one important artifact of the organization which communicates about the
organizational culture by unspoken messages.
• VALUES
Values reflect a person’s underlying believes in the organization, it is often consciously

articulated both in conversation and the company’s mission statement or annual report a
firm values and how it promotes and publicizes them. It can also affect workers feeling
about their job and themselves.
LEADERS ROLE IN SHAPING CULTURE

• WHAT LEADERS PAY ATTENTION TO
• HOW LEADERS REACT TO THE CRISES
• HOW LEADERS BEHAVE
• HOW LEADERS ALLOCATE REWARDS
• HOW LEADERS HIRE AND FIRE PEOPLE
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CULTURE FOLLOWED AT SADBHAV
AN AUSPICIOUS BEGINNING WITH THE MORNING PRAYER
Prayer has an undeniably therapeutic effect on people. It’s what you need when the going gets tough
and it keeps you humble when you feel you have more than enough!
At Sadbhav they have initiated daily prayer in the morning before starting the working. All the
employees have taken the same with full enthusiasm and team spirit.
The sequence of the above is:

• Motivational Prayer
• Saying the vision and mission and quality
• Policy of our organization
• Saying the thought of the day
EMPLOYEE ENGAGEMENT AT SADBHAV
• BIRTHDAY WISHES-REACHING TO ALL
To motivate our employees regularly we have initiated wishing birthdays to all employees through
mails and also sending daily morning thoughts. The specialty of this initiative is that employees are
getting this mail in the morning 7am. We have made outlook setup accordingly with the help of our
IT team.
• WEEKEND LEARNING- A STEP AHEAD
After successful launching Morning Prayer, morning thoughts and birthday wishes, we have also
initiated “WEEKEND LEARNING”- Sharing of insightful articles/thoughts/stories/materials to our
employees.
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HR SEVA AT SADBHAV
In order to facilitate employees to get speedy response and action, thus resolve their grievances timely,
we have started a concept of centralized redressal platform wherein HR coordinates for resolving the
employees’ related issues. We have got good response to this initiative and we also ensured to resolve
all the issues up to utmost satisfaction of our employees.
A NEW BEGINNING – “3S”

SADBHAV SUGGESTION SCHEME
As we continue our growth, we have called upon all our employees to participate more in the
management of the affairs of the organization; be more creative; innovative and productive. In order
to facilitate the employee participation actively, we have introduced 3S (SADBHAV SUGGESTION
SCHEME)
The major objective of this scheme is to stimulate and recognize creativity and productivity,
encourage active involvement and participation of employees, enhance employees’ belongingness to
the organization, engage and motivate employees in regular intervals, promote an “I can-I will”
attitude, recognize/reward accepted suggestions and ideas. The best suggestion has been rewarded
Rs.500/- every month.
TRAINING SUCCESS – 2014

A training program on SUCCESS – 2014 was organized by Employee engagement team. Nearly more
than 30 employees participated in this training and it was a grand success.
TRAINING NEEDS IDENTIFICATION

They conducted their first training program of ADVANCE OUTLOOK & ACROBAT
PROFESSIONAAL ON 25th February 2014.
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• Employees from different departments enthusiastically participated in this training program
and made this initiative a success. In addition to these, various events are organized on routine
basis to help employees in their daily life practices. These include:
• STRESS MANAGEMENT PROGRAM

• TRAINING ON –SUCCESS – PLANNING EFFECTIVELY
• SEMINAR ON IMPORTANCE OF FINANCIAL PLANNING IN LIFE
• YES BANK AWARNESS CAMP
• TRAINING on various PROGRAMMES such as MS Excel – Advance Level
EMPLOYEE ENGAGEMENT ACTIVITIES

RESPIRATORY HEALTH CHECK UP CAMP
Employee Engagement team- Sadbhav organized a ‘Free Lung Checkup Camp’ with objective
to spread awareness towards society that ‘How smoking and COPD hazard the life’. At this program
the employees were able to test their lung power and those suffering with undiagnosed and untreated
lung diseases were made aware and asked to consult a doctor. This in turn helped them to prevent loss
of days at work, save on hospitalization cost and more over preserve the condition of their lungs. All
the employees of Sadbhav house took active participation to avail this benefit and made this initiative
a success.
WOMEN’S DAY CELEBRATION

For encouraging and motivating female employees on women’s day, HR TEAM organized group
watching of movie: “GULABI GANG” at theater.
RESEARCH METHODOLOGY
The objective of the current study is accomplished by conducting a market research. The market
Research processes that will be adopted in the present study consist of the following stages:
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Research design
Research designs are concerned with turning the research question into a testing project. The research
design has been concerned as a “blueprint” for research. Here the descriptive research design is used.
Sample size
A sample of 50 respondents was taken into consideration for my study and the data was collected.
Questionnaire design
A questionnaire was framed for collecting the appropriate data required for the survey, which was
based on 6 parameters(variables) job satisfaction, culture, changes, motivation, leadership abilities,
team work (physical factor, social factor, welfare factor, climate factor).
Period of study
The period of study for the study was a course of 6 weeks.
Data collection
Collection of data was done by
 Questionnaires
 Interactions Source
of data
The data collected for this project work was from two sources:
1. Primary source
2. Secondary source
Primary source:
The primary source of data is that, which is collected afresh for the first time and thus happens to be
original in character. The primary source of data was information obtained from respondents through
a structured questionnaires and interactions with the company’s employees.
Secondary source
The secondary data was collected by company website, books, articles, magazines and the internet.
Statistical tool used:
For the purpose of analysis PERCENTAGE RANKING method was used for calculations and the
results were interpreted. These methods were used to minimize the error of data collected. Graphs
were used to represent the data for the better and accurate interpretation of result. Statistical tools used
for analysis were:
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 Weighted Average
Ranking
Method
Weighted Average:
Mean in which each item being averaged is multiplied by a number (weighted) based on the item’s
relative importance. The result is summed and the total is divided by the sum of the weighted averages
and is used extensively in descriptive statistical analysis such as index number. It is also called
weighted mean.
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DATA ANALYSIS AND INTERPRETATION
TABLE NO.1 EXPERIENCE OF THE
RESPODENTS
S.NO EXPERIENCE NO OF PERCENTAGE
RESPONDENTS
1 Less than 5 years 7 14 %
2 5-10 years 11 22 %
3 10-15 years 12 24 %
4 15 years above 20 40 %
Total 50 100 %
CHART:
INFERENCE:
It is stated from above table the most of the respondents have experience of more than 15 years.
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S.NO
TABLE NO 2
LEADERSHIP ABILITIES
S.NO OPINION NO OF
RESPONDENTS IN
PERCENTAGE
1 Strongly agree 15 %
2 Agree 53 %
3 Neutral 21 %
4 Disagree 8%
5 Strongly disagree 3%
Total 100 %
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CHART:
Leadership Abilities
3%
8% 15%
STRONGLY AGREE
AGREE
21%
NEUTRAL
DISAGREE
STRONGLY DISAGREE
53%
INFERENCE:
From the above table, it can be stated that 53% of the respondents agreed that their leaders were best
coaches. They involved every employee to suggest his views/opinions regarding the plan of action in
decision making process.
TABLE NO 3
TEAM WORK
OPINION NO OF
RESPONDENTS IN
PERCENTAGE
2 Agree 48 %
3 Neutral 29 %
4 Disagree 5%
Page | 36
S.NO
Total 100 %
CHART:
TEAM WORK
6%
5% 12%
STRONGLY AGREE
AGREE
29% NEUTRAL
DISAGREE
48% STRONGLY DISAGREE
INFERENCE:
From the above table it can be inferred that 48% of the respondents agreed that they have cordial
relationship with their sub ordinates and work in a team. They believe that they get support from their
team mates and they feel proud to be a part of the department.
Page | 37
S.NO NO OF RESPONDENT
TABLE NO 4 WORK-
LIFE BALANCE
OPINION
IN PERCENTAGE
1 Strongly agree 8%
2 Agree 49 %
3 Neutral 27 %
4 Disagree 14 %
Total 100 %
CHART:
Page | 38
Work-Life Balance
2%
8%
14%
STRONGLY AGREE
AGREE
NEUTRAL
27% DISAGREE
49%
STRONGLY DISAGREE
INFERENCE:
From the above table, it can be stated that 49% of the respondents agree that SEL employees can
manage their work-life balance. Employees are satisfied with their current benefits. They also have
flexible working hours.
TABLE NO 5
MOTIVATION
OPINION
IN PERCENTAGE
2 Agree 50 %
Page | 39
3 Neutral 19 %
4 Disagree 14 %
Total 100 %
CHART:
MOTIVATION
4%
13%
14%
STRONGLY AGREE
AGREE
NEUTRAL
19%
DISAGREE
STRONGLY DISAGREE
50%
INFERENCE:
From the above table, it can be stated that 50% of the respondents agreed that SEL motivates them
through: Financial incentive (LEAVES BENEFIT, PF, GRATUITY and ASHRAYA) &
Recognition.
Page | 40
TABLE NO 6
JOB SATISFACTION
( Feel comfortable with working here )
OPINION
IN PERCENTAGE
2 Agree 55 %
3 Neutral 27 %
4 Disagree 6%
Total 100 %
CHART:
Page | 41
JOBATISFACTION
2%
6% 10%
STRONGLY AGREE
AGREE
27%
NEUTRAL
DISAGREE
INFERENCE:
From the above table, it can be stated that 55% of the respondents agreed that they are satisfied with
the culture followed at SEL and they are overall satisfied with their job which includes there pay,
designation and culture.
Page | 42
TABLE NO 7
ORGANIZATION CULTURE
S.NO OPINION NO OF RESPONDENT
IN PERCENTAGE
1 Strongly agree 8%
2 Agree 40%
3 Neutral 21%
4 Disagree 19%
5 Strongly disagree 12 %
Total 100 %
CHART:
CULTURE
12% 8%
STRONGLY AGREE
AGREE
19%
NEUTRAL
40% DISAGREE
STRONGLY DISAGREE
21%
INFERENCE:
Page | 43
From the above table it can be stated that 40% of the respondents agreed that the company follows a
culture where discipline and respect are given the utmost priority. They believe that sub ordinates
value each others’ work and their opinions.
TABLE NO 8
GROWTH
( CHANGES )
S.NO OPINION NO OF RESPONDENT
IN PERCENTAGE
2 Agree 49 %
3 Neutral 27 %
4 Disagree 10 %
Total 100 %
CHART:
GROWTH
3%
10% 11%
STRONGLY AGREE
AGREE
NEUTRAL
27%
DISAGREE
Page | 44
INFERENCE:
From the above table it can be stated that 49% of the respondents agreed that Sadbhav is a strategic
innovator. It changes with time and these changes motivate the employees to work harder.
Ranking method:
A ranking is a relationship between a set of item such that. For any two items, the first is either
‘ranked higher than’ ‘ranked lower than’ or ‘ranked equal to’ the second. In the mathematics this is
known as weak order or total preorder of objects. It is not necessarily a total order of object because
two different objects have two different objects have same ranking. The ranking themselves are
totally ordered for example, materials are totally preordered by hardness, while degree of hardness
are totally ordered.
ORGANIZATIONAL CULTURE AT SADBHAV:
CHART:
60%
50%
40%
30% STRONGLY AGREE
20% AGREE
10% NEUTRAL
0% DISAGREE
STRONGLY DISAGREE
INFERENCE:
Looking at the graph, it can be concluded that Sadbhav Engineering Limited has traits of being a
leader company that gratifies the satisfaction of the employees. Employers here have leadership
qualities and they are good coaches who guide their employees towards the right path. Employers
treat all their employees as equal and encourage them by taking their views and ideas into
Page | 45
consideration. They timely praise their employees for their work, which in turn motivates them to
work harder. Furthermore, they also assign the employees challenging tasks in a way that all their
skills get nourished.
Page | 46
CHAPTER-4
Findings, Learning’s & Suggestions of the study
 FINDINGS OF THE STUDY
During this internship, I found out that the culture followed at Sadbhav was distinct from
other organizations. It focused on the bond between the employees and the company,
thereby increasing their productivity by constant motivation and morale support. It
appreciated its employees from time to time in the form of recognition, rewards, incentives,
etc. It believed in team work and provided guidance to the sub-ordinates whenever needed.
The leaders served as mentors guiding their employees in all possible ways. This in turn
resulted in a greater job satisfaction and increased dedication of the employees towards their
company.
 LEARNING’S OF THE STUDY
For any company, its employees are its assets. For the company to be successful, each and
every employee should work to his fullest potential. This can be possible only if, the
employees are completely dedicated and satisfied with their work. For this to happen the
relationship between the employer and employees should be trust worthy and authentic. So I
learnt that organizational culture is an integral part of any organization, and it can take it to
places provided it is given its undue importance. Apart from this study, I also learnt the basic
process of HR like: Data Entry of the employees, how to generate IDs of new employees, how
to approve CTC, recruitment process, attendance correction, co-ordinate telephonic interview,
co-ordinate training and development process, reference check, entry of revised CTC, etc. this
process is carried out for all the employees of all the sites, be it road construction, irrigation,
Page | 47
mining, etc. So, the work done was monotonous and there is very limited learning. All that I
did in six weeks was carrying out the above functions.
 SUGGESTIONS
• Since the organization is perceived to be effective, and since most of the respondents have
positive feelings about it, the management should take care to maintain the current way of
working, and ensure that it does not regress to the old bureaucratic model.
• It might however help to look into the reasons behind some of the employees experiencing
stress as well as fear/insecurity. If the triggering factors for these feelings could be identified
and dealt with, employee dissatisfaction, poor performance, absenteeism and even attrition,
could be prevented.
• Work should be planned in advance, taking care that work assignments do not overlap with
one another. Information regarding the work should reach in time. Sufficient time should be
given for the completion of work.
• SADBHAV ENGINEERING LTD also feels the need for more autonomy (freedom) to think
and make decisions at work. This will prevent the company from feeling under the stress, and
will also facilitate higher quality of work.
• There should be a proper system in place for regular monitoring and review of the work of the
SADBHAV ENGINEERING LTD.
• There should be a mechanism for prompt redressal of grievances. Sometimes the employees
might feel ill-treated by their supervisors, and even by their superiors. Sometimes they
perceive unfairness or partiality in work allotment. They feel a need to be protected from their
seniors (supervisors) who sometimes threaten them.
CHAPTER-5
CONCLUSION
Page | 48
 CONCLUSION
The perceptions of the SADBHAV ENGINEERING LIMITED about the organization culture were
assessed. It appears that the organization has single strong culture, which is perceived favorably by
the SADBHAV ENGINEERIG LTD. The attitudes of the SADBHAV ENGINEERING LTD towards
their jobs as well as towards the organization are also positive. The respondents’ attitudes towards
their jobs are positive, with majority of the respondents agreeing to the fact that there has been an
improvement in their attitudes in the recent past. Among the reasons for this positive improvement
are the following: the work has become more interesting, their jobs/roles are now clearer than before,
they now have the knowledge/skills do their jobs properly, and they feel they are spending their more
time usefully than before. To a lesser degree, the fact that they now receive appreciation for their
work has also helped them to improve their positive attitude with regard to the organization. Also, a
vast majority of the respondents have a strong sense of belonging and they take pride in working for
this organization.
 BIBLOGRAPHY
www.sadbhaveng.com/
www.sadbhavinfra.co.in/
ANNEXURE
AMRUTMODY SCHOOL OF MANAGEMENT
AHMEDABAD UNIVERSITY
TOPIC: ORGANIZATION CULTURE AT SADBHAV ENGONEEERING LIMITED

EXPERIENCE:
1. Coworkers give each other respect at SEL?
Strongly Agree Agree Neutral Disagree Strongly Disagree
2. SEL has a strong sense of discipline and supervision

Page | 49
3. Sadbhav Suggestion (3S) scheme brings changes according to the suggestion
4. You frequently receive recognition from your manager
5. Speaking company’s core mission/vision after the prayer inspires you to work with enthusiasm
6. Incentive/bonus programs are inked to individual performance
7. Financial incentives motivates you more than non-financial incentives
8. You are satisfied with the salary you draw at present

9. Top management motivates the employees?

10. You are able to reach your full potential at SEL

11. SEL’S working environment is friendly & cooperative
12. Everyone is treated equally without any politics at SEL
13. You are satisfied with the lunch break and leaves given
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14. You are able to manage your work life balance
15. You are happy at your work?
16. I am satisfied with working culture of SEL
17. Considering everything, you are satisfied with your job
18. You are satisfied with your opportunity to get a better position in this company
19. My job makes good use of my skills and abilities
20. Your HOD Involves you in decision making which are connected to your department
21. Leaders here are good coaches

22. Your leader involve you and others in the planning actions
23. HOD Praise’s you for the work well done
24. HOD provides challenges for you and your team members to help them grow
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25. HOD resolves conflicts as it occurs, and consider the best interests of all concerned
26. You are proud to be a part of your department
27. You get support and encouragement from your team mates
28. Supervisors ask workers for their opinion/suggestion?
29. Company sponsor social activities like an annual picnic/sports team
30. Sadbhav is a strategic innovator
31. Changes in the company during last 5 years are helpful to the company
32. Changes motivate you to work hard
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Project Report on

SAL Institute of Management.

Sadbhav Engineering Ltd.

The work mentioned above is carried out under my guidance.

CHAPTER PARTICULARS PAGE NO

1 Objective, Scope and Limitation of the Study

1. Scope of the Study 1

2. Objective of the Study 1

3. Limitation of the Study 2

2 Industry And Company Orientation 3

3. Core Business Areas 5

3.1 Construction Business 5

3.2 Development Business 7

3.3 BOT Projects 8

7. Objectives of the Company 10

9. Environment, Health and Safety 10

9.1 Health Safety 11

11. Organization Framework 12

3 1. Introduction about Organization Culture 16

1.1 Importance of Organization Culture 17

1.2 How did Organization Culture Start 18

1.3 Stories and Legends 18

1.4 Leaders Role in Shaping Culture 19

2. Culture Follow at Sadbhav 20

4. Data Analysis and Interpretation 25

4 Findings, Learning’s and Suggestions of the Study 34

Scope of the Study

 Objective of the Study

• To know how people, individuals, groups act and react in an organization.

• To understand working environment at SEL.

Samakhiyali to Bhachau in Gujarat.’

Building highways to strengthen connectivity

Irrigation projects for lush green tomorrow

BOT projects include

Be responsive, dedicated &consistent delivering value to client.

OBJECTIVES OF THE COMPANY

• Increasing client satisfaction index

• Timely completion of projects

• Executing Quality work to the client satisfaction

• Ensuring Prompt Services

• Adhering to safety & Environment standards.

ENVIRONMENT, HEALTH AND SAFETY

Medical check-ups for workers:

• Awarded MP-Dhule BOT Project (DPTL) from NHAI

• Expand into new and complimentary sub-sectors in infra industry

Bargaining Competition/ Bargaining

• Bargaining Power of Buyers: Bargaining power of government is high as the company

Organizational culture defined as a pattern of basic assumptions invented, discovered or developed

A common misconception is that an organization has a uniform culture. However, at least as

IMPORTANCE OF ORGANIZATION CULTURE

HOW DID ORGANIZATIONAL CULTURE START

• A single person (founder) has an idea for a new enterprise.

STORIES AND LEGENDS

• Stories about the boss

Values reflect a person’s underlying believes in the organization, it is often consciously

LEADERS ROLE IN SHAPING CULTURE

AN AUSPICIOUS BEGINNING WITH THE MORNING PRAYER

The sequence of the above is:

EMPLOYEE ENGAGEMENT AT SADBHAV

• BIRTHDAY WISHES-REACHING TO ALL

• WEEKEND LEARNING- A STEP AHEAD

A NEW BEGINNING – “3S”

TRAINING SUCCESS – 2014

TRAINING NEEDS IDENTIFICATION