At Hi-Tech we believe that values are the core of an organization and also the people associated with the organization. We at Hi-Tech believe that values are responsible for shaping the work culture in the organization. We strongly believe in values and the work culture it evolves. To communicate our organization values with the team at Hi-Tech we have listed some of the important values.

• Integrity & honesty.
• Healthy competition.
• High performance & continuously upgrading knowledge
• Customer satisfaction (internal & external).

Values are those qualities which cannot be taught but it has to be inculcated. We at Hi-Tech know that culture and values begin at home, the values and culture vary from person to person depending on their upbringing and surrounding society in which they have been raised. In Hi-Tech we have people from different cultures and with that they have different values they bring in the organization. We at Hi-Tech are committed to raise the values of each and every individual to achieve world class operational levels.

To help understand the values better we have explained and simplified values in to “good practices & bad practices”. This will help us to judge our priority and commitment to the values of the organization in our day to day, professional and personal lives. Lotus grows in the muck, this classic example teaches us that though a person may come from a weak background but it is possible for us to turn him around if each one of us, at every level takes up the obligation to align with these values & practice them with sincerity and consistency.

Aligning with these values will mean to demonstrate the good practices to ourselves and encouraging these practices in others. It also requires actively discouraging and not being a silent spectator to the bad practices in ourselves and others. We look forward to Hi-Tech being a value driven company that we can all be proud off.


Integrity & honesty are very important where saying the truth in all matters, and speaking up in situations where silence can lead to violation of the values.

Good practices Bad practices
Is straight forward without being blunt Disrespects confidentiality & publically criticizes failure.
Practices and promotes transparency and trustworthiness in all dealings.
Hides the bad news or failures and Communicates in a fragmented manner to Suppress or misinterpret information which could impact decisions.
Always keeps the company and Professionalism above self- interest.
Creates hurdles for people who do not take favors.
Follows all Company Policies, Rules and Systems, both in letter and spirit.
Violates or allows others to violate the company values,
Policies, Rules and systems.
Does not take favors and does not favor any one. Accepts gratification or similar favors.
Preaches after practice. Does different from what is preached.
Keeps promises & is viewed as reliable and dependable person -
Agrees “publicly” but disagrees privately.
Adheres to commitments in all areas.
Promises what is known cannot be done.


Healthy competition pushes us and others to grow in professional and personal life. It promotes an energetic atmosphere which recognizes team spirit and at the same time rewards individual performance

Good practices Bad practices
Realizes that his growth is in the team’s growth and is interested in promoting talent Feels that he/she is the best and irreplaceable. Does not promote talent
Recognizes and Appreciates Individual Performance and contribution of others, both privately and publicly. Manipulates, Ridiculous, Humiliates others in publicly or privately. Steals credit from others.
Encourages talented people & deals constructively with dysfunctional behavior and people. Displays favoritism and personal bias.
Help others to win & be more successful gives responsibility and creates confidence. Uses power and position for self-popularity. Does not delegate and allow others to display their ability.
Encourage rational arguments, and resolution of problems, without prescription in order to encourage better decision making in the team members. Encourages participation. Suppresses new Ideas or Suggestions. Not open for brain storming. Feels his idea is the best, promotes his logic without any calculations.
Establishes a dilate of trust shares information completely and freely & creates a satisfying work environment. Lacks transparency, does not share information freely. Gossips,talk’s ill of people behind their back, criticizes the company or its policies and practices.
Communicates expectations clearly. Gives and Seeks honest and actionable feedback, both positive and corrective, without any threat. Shares failures constructively. Unreasonable ( different from challenging ) expectations or ‘plays safes on commitments (so as to always “over deliver).
Fair and Empathic (steps in to others shoes),ls approachable and non-hierarchical & encourages informal interactions. Listens to problems. Always tries to push the blame on somebody else. Is not ready to share the responsibility of failure. Allows only formal discussion(mail, written communication) in order to push the failure.
Treats others with respect in public and also in private interactions. Takes people and relationships for granted. Uses foul language. Rough in dealing with people and always judgmental.
Add value to a task I assignment as a Team-Leader and not as a mere follower. Is not a prime mover. Will not act unless pushed or given instructions.


To continuously improve the skills, ability, capacity, knowledge of oneself there by adding value to the organization and improving me organizaon siii set. To raise the performance benchmark is to set stretched goals, accomplishing and exceeding the commitments. Not to accept failure and never to accept mediocrity in ourselves and others Growth in personal life can never be achieved without raising the performance and knowledge levels. Raising the knowledge helps us to work smart rather than work hard, it provides us a tool to search for alternatives and new ways of doing things differently

Good practices Bad practices
Sets goals and achieves them and over comes the hurdles that come in the way with speed and quality, Frequently fails on commitments, Does not deliver as promised and gives excuses for failures. Accepts mediocrity in self & others.
Makes a systematic plan with time bound actions to ensure that he does not fail. In case of a problem, penetrates the problem to find the root cause and gets the solution. Is ad-hoc in planning and execution. Accepts failures without trying to solve the problems that cause failures.
Asks for performance feedbacks to check his performance. Takes negative feedback in the right direction and tries to improve on his short comings. Defensive when receiving feedback or when views are questioned. Shifts or shrugs responsibility for non -performance issues.
Failure is not in his dictionary, manages team, Multitasks, works on team spirit and improving team output. Does not take responsibility of failure and tries to push the responsibility.
Implements knowledge into practice and also measures the effect of implementation. Is not interested in implementing acquired knowledge.
Views problems as an opportunity and converts failures into opportunity to learn. Gives into a problem and does not learn from mistakes.
Is an entrepreneur and encourages risk taking in self & others. Is a follower and not a leader, not ready for challenging goals. Hesitates to try new ideas or new knowledge not invented here.
Continuously identifies personal knowledge gap and acquires the same. Procrastinates, has no zeal to acquire new knowledge.
Upgrades and benchmarks continuously with best in class. Always compares with someone who is an underperformer.
Is not shy of seeking expert opinions from external or internal networks to continuously upgrade knowledge. Propagates self —set standards, egoistic.
Doesn’t rely on hear say uses only proven scientific techniques. Accepts given assumptions with minimal questioning. Is "Theoretical" in proposing solutions.

CUSTOMER SATISFACTION (Internal & External).

Being sensitive to customers requirements in terms of quality, delivery, price, service, response. Truly believing that customer is the king. Business sense is derived only if the customer is completely satisfied. Customer satisfaction ensures long term business relation.

Good practices Bad practices
Considers internal customer equally important as external customer. No recognition of internal customers.
Treats commitments to customers as sacred. Takes customer requirements for granted and misses the commitment given. Makes unrealistic promises to customers.
Responds to customers need with speed. Is non-committal/misleads customers.
Always gives Customer complaints a priority. Insensitive to sufferings of customers due to poor quality and treats is as ordinary course of business.
Is Transparent & fair in customer dealings and transactions. Misguides the customer.
Continuously asks for customer feed backs. Takes negative feedbacks as inputs for improving. Gets defensive when a negative customer feedback is received.
Promotes single window approach for customers. Is ready to answer all customer apprehensions. Compels the customer to go from pillar to post to resolve his queries.