ORGANIZATIONAL CULTURE

By Priyanka Bhagwat Prachi Nemade SY MMS (HR)

01 05

culture in society is manifested as

folklore poetry status symbols

music
Stories

literature fashions

festivals
titles art

clothes films

Aspects of culture

Booz & Company Definition of Culture

What is Organizational Culture?

The basic pattern of shared values and assumptions governing the way employees within as organisation think about and act on problems and opportunities.

3 tiers on an organizational culture

assumptions and beliefs.

values artifacts and behavior

Stories

Rituals

How Employees Learn Culture/ How it is reinforced

Material Symbols

Language

Characteristics of Organizational Culture

Innovation and Risk Taking Attention to Detail Outcome Orientation People Orientation Team Orientation Aggressiveness Stability

CULTURE IS AS CRITICAL AS STRATEGY AND ORGANIZATION AND ALL THREE MUST BE IN SYNC

Culture Correlates With High Performance

By booz and company

Types of Organizational Culture

FLEXIBILITY

CLAN

ADHOCRACY

INTERNAL FORCES
HIERARCHY MARKET

EXTERNAL FORCES

STABILITY

How Organizational Cultures Form

Philosophy of the Organizations Founders Top Management

Selection

Organizational Culture

Socialization

Three Different Categories Of Cultural Issues

Culture matters it can make or break your company

CISCO'S CULTURE
CUSTOMERS FIRST THE WORK CULTURE RECRUITMENT AT CISCO 'BUILT TO LAST' It follows a principle of customer focus, transparent communication, employee empowerment, integrity and fragility.

ORGANISATIONAL CULTURE AT PEOPLE SOFT

Pleasanton, California, business management software company Our true competence is our culture, explains Dave Duffield. Thats what attracts people and keep them here. competent, trustworthy, and fun. respect technology and flexible customer service. Selection of candidate. The company has grown faster than SAP and Oracle and is now the second largest provider of business management software (after SAP).

Hewlett Packard (HP)

Hewlett Packard (HP) is a global organization with a corporate culture that is spread to employees around the world. Five well-established values known as The HP Way These values include trust and respect for individuals, a focus on achievement and contribution, the conduct of business with uncompromising integrity, achievement of common objectives through teamwork, encouragement of flexibility and innovation

The HP Way
1. 2. 3. 4. 5. 6. HP always renounced the "hire and fire" mentality offered its employees "almost perfect job security. trusted in the "individual's own motivation to work" treated their employees as family members stock options and profit sharing scheme extensive employment benefits such as scholarships for the employee's children etc. company's objectives serves guideline for "all decision-making by HP people, They cover as follows: Profit, Customers, Fields of Interest, Growth, Our People, Management, and Citizenship. Follow strategies nowadays comprise mainly the "Management by Objectives", "Management by Wandering around" meaning informal communication within the company, and "Total Quality Control"

 Problems several years ago encouraged HP to change its culture. The HP way is seen as model for corporate culture in many countries. The roots of many subsequent companies are located in HP, e.g. Steve Wozniak, who worked at HP and later co-founded Apple. This has led to the establishment of a new corporate culture in Silicon Valley and many firms have tried to imitate the HP way and adopted measures such as stock options, innovative work rules, teamwork, and profit sharing.

CHANGING ORGANISATIONAL CULTURE

Facts

Immediate Impact
There were large differences in profiles, grades, designations and salaries of personnel There was uneasiness among the staff of BoM as they felt that ICICI would push up the productivity per employee, to match the levels of ICICI BoM employees feared that their positions would come in for a closer scrutiny. They were not sure whether the rural branches would continue or not as ICICI's business was largely urban-oriented.

Employee behavioural pattern study

Steps taken to Decrease resistance of change by ICICI

Established clear communication channels throughout Training programmes were conducted which emphasized on knowledge, skill, attitude and technology to upgrade skills of the employees Direct dialogue with the employee unions of the BoM to maintain good employee relations

By June 2001, the process of integration between ICICI and BoM was started
ICICI transferred around 450 BoM employees to ICICI Bank, while 300 ICICI employees were shifted to BoM branches. Promotion schemes for BoM employees were initiated and around 800 BoM officers were found to be eligible for the promotions. End of the year, ICICI seemed to have successfully handled the HR aspects of the BoM merger. The win-win situation created

We do put people under stress by raising the bar constantly. That is the only way to ensure that performers lead the change process. K. V.

Kamath, MD & CEO, ICICI Noticing Small Changes Early Helps You Adapt To The Bigger Changes That Are To Come Change Happens, Anticipate Change, Monitor Change, Adapt To Change Quickly. Enjoy Change! Be Ready To Change Quickly And Enjoy It Again

Coca-Cola India Culture

Rigid Passionate Progressive
80 70 60

Bureaucratic Accountable

Short-term oriented
Participative Task-oriented Risk-taking Decisive Collaborative Unaccountable Entrepreneurial

50 40 30 20 10 0

Individualistic
Tentative Risk-avoiding People-oriented Directive Strategically oriented Status quo Apathetic

Flexible

We aspire to be amongst the Most Respected Companies in India as we continue to leverage the Per Cap Growth Opportunity by building a Profitable, Sustainable, Year Round Business

Wal-Mart
Founder sam waltons concern and respect for staff from the foundation of the company An environment of trust Meet staff Calling employees by their first name Encouraged change to maintain the competitive edge.

Southwest Airlines
Its relaxed culture

Encourages informality
Staff to have fun at their jobs Employees are valued Staff are encouraged to pitch in and help out

 Based in Ventura, California Focus on work-life balance. "Let My People Go Surfing" "The time we spend outside the office helps us manage the storytelling process around our products," says Bon Durant, a 10-year Patagonia veteran and an avid mountain climber. "We're designing ski and surfing apparel, we need to be traveling and trying things out." Flexi-time

Google
Flat management structure No task too small for anyone to pitch in Googlers have to be Googley Google-O- Meter Culture clubs

Google Free work schedule Relaxed, team-based atmosphere High expectations

Focus on flexibility and creativity, Leaders are entrepreneurial Effectiveness measured in creativity and innovation Vibrant workplace, but high risk taking

Zappos
Deliver WOW Through Service mbrace and Drive Change E reate Fun and A Little Weirdness C e Adventurous, Creative, and Open-Minded B ursue Growth and Learning P uild Open and Honest Relationships With B Communication uild a Positive Team and Family Spirit B Do More With Less Be Passionate and Determined Be Humble

zappos
Cultural fit Pay raises - Skill tests Cultural evaluations Allow your employees to make decisions on their own Offer $3000 to leave Ringing bells Million dollar t-shirt

Virgin Group If you keep your staff happy then the customer will be happy, and if you keep the customer happy then the shareholders are happy Aggressiveness Innovation Risk-taking People orientation

Aditya Birla Group Making bright minds shine brighter Abundant opportunities Warm and people friendly environment Minds are constantly in motion Career is personally rewarding and professionally enriching

Changes taken by K.M.Birla in Company

1.Retirement policy 2.Corporate logo 3.Recruitment process 4.Change in decision making 5.Scholarships to students and Awards to employees 6.Happiness at work 7.Hierarchy based on performance of employees 8.Changes in reporting

Infosys
Infosys has a very open-minded work culture it is a place where there is minimal hierarchy and people are unafraid to voice new ideas

All employees have a sense of pride to be a Infoscion (they proudly call themselves!)

Life @ Infosys
These are aspects of life at Infosys that describe what it is like to be an Infoscion.

Excel at challenging and exciting work assignments Continuous learning for professional and personal development
Enjoy a fun place to work Synchronize with the Company's Business and Growths

Day-to-day culture of Infosys Spot awards. Every Tuesday formal dressing. Cubicle decoration. Employees can easily meet the top management persons. Team outing after completion of a project

PUMA
The fastest route between Rajiv Mehta, managing directors rooftop cabin and that of his colleagues is a red, fibre-reinforced plastic, Puma-branded slide.

OFFICE AS LIVING ROOM

Flowing desks and an equally fluid bookshelf. A little bit of modern and a little bit of retro Leather rugs Vintage-looking chest of drawers for papers A hand-drawn cart serving as a magazine stand A custom-made sofa

Office as brand ambassador

Joy and energy are very important elements of our work culture

Office as hang-out zone

Office of the future?

Vibrant, lively, casual and recreational Its approach is more likely to be echoed in creative organizations such as advertising agencies, rather than mainstream marketers.

Work Culture Similarities and differences between India and Europe

Europe India Character Quality is a given Quality is a sales argument Tend to generalize rather than being specific Adherence to specifications Incentives for completing the transaction Penalties in case of non- performance Confirmations are flexible Spirit of the Law attitude Promises have to be kept Law & Order attitude Perspectives Precise & accurate Think practical Servants make life easier from childhood on Men and women are self- reliant; Do it yourself attitude Communication Clear & Brief Indirect way of communicating Black / White Reading between the lines Yes / No Saying no is impolite

Dictionary Yes / No

Yes means Agreement, Confirmation is Yes means I hear you, I understand, I agree Saying No is impolite fix No means Definite refusal, No further discussions!
Social Structures Live in small families Live in large families Generations go separate ways Strong bonding within the family Need freedom, Hardly any personal sphere, privacy is very important privacy, think in terms of we My home is my castle mix private & business Business is in most cases independent to Doing business with Indians means the entire the relatives family is included

FINDING YOUR CULTURE

Conclusion
Positive corporate culture is now a prerequisite for success rather than a competitive advantage. It allows the hiring and retention of top-quality staff. Ideally established at a companys infancy. It can be changed over time, if a corporate culture is lowering morale, a top-down approach is needed, setting out the vision from the top and demonstrating acceptable behaviour. Improving workplace culture makes employees experience happier and this in turn leads to improved profitability.

THANK YOU