OBA0: STAD SOLUTION

MGT 511: Organization Behaviour

Date:6/9/2018

Akshta Ramrakhyani
AU1814034
Amrut Mody School Of Management
Organization behaviour is a study of behaviour of people as an individual and as a team in
any organization. I selected this company as it was a start-up business and just recently
started 8 months ago. So I wanted to study start-up and their issues.

STAD Solution
STAD Solution is a start-up business by two friends, Ajaypalsinh Jhala nd Richa Mehta from
different branches with a common future goal. STAD stands for Shriji Training And
Development Solution, is situated in Navrangpura Ahmedabad. Their mission is
fundamental concentration while giving the preparation is, to set up your outlook that you are
working in presumed organization and they are not learning in any training institute. The
final product is that you turn out as professional and not as a fresher. They provide
development service in different areas Product Development in form of I.T Development,
Business Development in form of Marketing, Skill Development in form of training and
Career Development in form of placements.

Difficulties in Setting Up Business:

First of all, when I started studying about STAD solution I got to know they faced many
difficulties while setting up business. They actually faced difficulty in formation of business.
As both of them had 4 years corporate experience but still it was difficult for them to take
responsibility and they had to survive in a competitive world where there were many
companies providing same services as they were going to provide. They wanted to provide a
unique product or service in a market that can give a good start to company.
Another, problem was to convince investors for their company and make them understand
their agenda on starting up this business. They went to many investors because main problem
was finance. Some of them rejected, some didn’t treated them well, some of them told no
because both belong to outside Gujarat and they wanted to invest in a company owned by
Gujarat people. So they faced severe problem to find investors. Then one of owner’s friends
advised them to meet Murtuz Trivedi. Murtuz Trivedi is a senior manager at Asian Paints. He
was genuine person who understood their strategy behind starting up STAD solution and
decided to invest in this company. After that, they got another investor, Deep Madlani, who is
HR in one of company.
So, after two months they finally got investors.
Secondly, after finance, there arose problem of selecting area where office can be set up.
They have to do much research that where are possible places business can be set up. So after
researching, they decided to select Navrangpura commerce six road as there are many
colleges nearby that area.
After, selecting area now they had to go through laws made by government for any start-up.
They faced problem has both of them didn’t knew any laws and many problem were arising
to make laws applicable. So, after five months efforts and finally completing all processes
they registered their company on 1st Jan 2018.
After, starting they had difficulty to find employees that fit to jobs. Many interviews were
conducted but they were not getting qualitative employees who could fit particular post.
Also, without structure they were confused which work who has to do, all work were getting
collided without structure.
Strategies, fee structure for different schemes was to be prepared and of course how to do
marketing was also a big agenda for them.

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Team and Structure:

When company was started, there were 6 employees including owners. Now, I came to know
that there are around 15 to 20 employees. Employees include CEO, Java Developers, HR,
Android Developers, PHP Developers, Software Tester, Project Manager, Marketing
Manager, Content writer, Business Development Executive. Whenever an employee joins
he/she has a one year bond with the company.

Leadership:

Project manager takes initiation and discuss which task needed to be perform within what
timeline. He discuss with everyone strategy plan of product to be delivered and work is
assigned accordingly.
Even HR along with Business executive discusses the strategy of how to implement
particular task and they work accordingly.

Attitudes and Behaviour of employees:

This was the behaviour I saw in employees of STAD Solution.

Ajaysinh , owner , is very dominating. I saw him talking in a dominative way to his
employees.
Richa is CEO and also other owner of the company, is friendly, attention seeker and innocent
but a bit strict regarding discipline and cleanliness. She is very kind towards her employees.
Yatri patel, who is HR,is also friendly, straight forward person. She always wear smile but
little aggressive at times when work or task is not completed within time limit.
Content writer, Neha, was calm and cheerful person who does work with ease and observes
people .
Jinal, who is business executive, is friendly but she takes too much pressure for the work
assigned and remains always in tension.

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Nirjal, java developer works silently, he doesn’t talk much. He just interacts with others for
work.
Khushi, java developer, is very rude person. She always say negative about people.
Sanjay, is android developer, he is funny person. He also does funny things to entertainment
others and is talkative.
Jay, PHP developer, is shy type guy. He feel shy to talk to people.
Vishal, marketing manager is cheerful, funny, focused person. He can convince anyone on
anything. I saw him convincing other employees to order pizza when they were having lunch
together.
As, I was not able to observe all employees some of them were on leave and others were not
present.

Conflicts:

As, it is start-up company, less employees are there so much conflict doesn’t happens.
 But conflicts occur between Khushi and Nirjal while working together. As I observes,
both were arguing on some java application and Khushi was talking rudely with
Nirjal. She wanted to build application in a different way and Nirjal had already
started working to build it. But that was sorted out between them.
 An argument also arises between both owners of company, while discussing certain
company issues. But they too sort out internally.
 I got to know from one of the employee, during one of the projects conflict occurred
between marketing manager and project manager regarding product marketing. Due
to this conflict product was not ready on time. Even other project members started
conflicting on minor issues. Marketing manager wanted to promote in a different way
but project manager was not in support and conflict arose where marketing manager
was angry and was about to leave company. CEO sorted that matter by interrupting
in-between.

Decision Making:

Every month a meeting is conducted between CEO and other employees, where CEO discuss
every task or decision company need to take and then hears everyone’s decision and then
imply accordingly. Even setting up certain rules, every employee decision is heard regarding
rule should be applied or not is taken and then rules are set accordingly.
But, at last, decisions are in CEO’s hand and she can make decision according to what she
thinks best for that task.

Process of working:
Product development:

Product development is to build application based on Java, Android or website on PHP.

Here, first they dicuss about what actually client wants in application and website. If they are
able to provide them all things needed by clients then only they say yes. As, they believe not
to take projects that create problem for client as well as for company.

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They ask for 1st half instalment from clients and then work is assigned to project manager.
Project Manager makes decision which employee will do which work and work is assigned.
After providing complete product to client then 2nd instalment needed to be paid by client.
That’s how company works regarding product development.

Career Development and Skill Development:

They train students in IT field and who wants to get placed.

They call students as they get application from naukri.com.
Business executive use LinkedIn, Indeed, times get information of students who wants to get
trained and schedule their interview.
After interviewing them they test them on basis of requirements of company.
After that, they have various schemes for training.
1.) Scholarship scheme:
In this scheme they conduct scholarship test, in which if student scores about 70%
he/she is applicable for scholarship.
Student will have to pay 5k less than other students and that don’t have to pay at
that time. After getting placed from STAD Solution, they have to give from their
salary. For Five months month 2k will cut down for their salary.
2.) Free placements:
STAD solution takes interview of students and if he/she is having good soft skills
according to client company requirements, they don’t charge them and make them
place.
3.) Crash Course 3 days training:
In this scheme 3 days training is provided to student and after getting call letter
they have to pay fees.
4.) Normal Training:
In this, you have to pay first and then take training and get placed.
So about training , in scholarship and normal training they train them according to their
requirements. Like if someone wants to learn java they provide java + soft skills training
including placements for 2.5 to 3 months duration.
About 3 days training, it is most of all on soft skills.

Java, Android, PHP developers are given certain time table where according to their slot they
teach students.
For soft skills owners teach them most of time and in-support they take help of Marketing
and Project Manager for teaching
Soft skills.
They also provide internship to MBA students.
That’s process of company.

Perception:

People’s perception is that it is a start-up company so they must not be providing good
training about career development and would be charging more money than others. Also,
they think they can’t place them easily.
In reality, STAD solution got five projects to build java application and android application.
And for Career development they provide various schemes for student benefit for them who

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can’t afford to pay fees and get trained to enter a firm. They have placed almost every student
till now.

Culture in STAD Solution:

 STAD solution culture is very calm and compose.

 They celebrate different festivals and keep activities on those festivals for employees
and student.
 Recently, they celebrated Independence Day by decorating whole office where
students and employees participated in activities and some of them even sang song on
India celebrating Independence day.
 Excluding classes, a soft music is always played in background to make employees
relaxed.
 Lunch is planned by employees outside office once in two months including owners,
to enjoy time togather.
 Seminars are conducted by company where everyone gets chance to put a new
technology or such related to their branch.
 In case of any problem, low management can meet top management anytime by
requesting.
 Discipline is maintained by everyone and cleanliness also.

Rules and Regulations:

Rules are:
1.) Employee can’t take holiday in a recession period.
2.) Female employees are granted two days leave during menstruation.
3.) Two days per month official leave can be taken by employee after recession
period.
4.) Informal communication or free time is allowed during lunch break only.
5.) One year bond agreement is signed by every new employee joining company.
6.) Placements are provided either in client company or employed to STAD solution
itself who do internship in STAD Solution free of cost.

Values:

They wanted to impart their company situated training, to candidates who want to build
strong and solid career in their field. They apply teaching techniques that they gathered over
the years.
They stick to their values and celebrate festivals on festivals day,
No harassment is done to female employees. If done strict actions will be taken.

Power and Politics:

 Politics is sometimes top management people help their family and relatives to get
placed first rather than other candidates.
 Some of middle level people, like project manager promotes other’s work as his/her
work. Take credits of other employee by taking advantage of position.
 Some employees tend to create issues and fights in-between other employees so that
employees who fight become eye-catcher and rude in front of top management.

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Conclusion:

Here, I conclude that, by studying behaviour of STAD solution, they are growing towards
culture change in organization, but as there is no company who is perfect so they are trying
to improve. As, it is a start-up, there were many problems for them which they have to
handle and from them they learnt many new things.

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 References:

(n.d.). Retrieved from www.stadsolution.com: www.stadsolution.com