Well, in an organisation the divide usually is 10-80-10...
10% of workforce in most of the organisation are slackers/complainers/oozing negative energy
80% of the Workforce is hardworking people who do their quota of assigned work, earn a honest living and go home
10% of the Workforce are the change agents, innovators, busybees whose goal is progress, betterment, and improvement.
Now in an organisation if the management doesn't engage and empower this 10% of change agents, then the 80% of workforce starts emulating the rest of the 10% slackers....
On the other hand if the 10% of the change agents or the rockstars of the workforce are highly engaged by the management, then the rest of 80% of the workforce is engaged, productive and organisational directive is positive.
one of the major flaws in HAL and some other DPSU's is timescale promotion, or promotion based o seniority. Once that changes and management is more agile these marginal issues are easy to handle.
But as a suggestion, next time when you comment about an organisation, about which you hear from a friend who works in Engine Division, get all the facts, and do not grossly generalize. There a thousands of engineers and managers in HAL who have dedicated their lives in the service of the nation. maligning their efforts is due to half baked information is not just an insult to their endeavors but also a dis-service to your patriotic fellow countrymen.
