A Study on Organizational Culture in Reliance Communications, Coimbatore

IJSRD - International Journal for Scientific Research Research & Development| Vol. 4, Issue Issue 02, 2016 | ISSN (online): 2321-0613

A Study on Organizational Culture in Reliance Communications, Coimbatore S.Arunkumar1 M.Sureshkumar 2 V.Prakash3 1 Associate Professor 2,3Assistant Professor 1,2,3 Department of Management Sciences 1,2,3 Sasurie College of Engineering, Vijayamangalam — The study deals with Organizational Culture and Abstract behaviour with special reference to Reliance Reliance Communications, Coimbatore. Nowadays the concern towards Organizational Culture is getting popular among the management management practitioners. Especially in telecom industry the employees are having major role to play in improving the performance of the company. company. Henceforth the companies have to allow their employees to take part in decision making process. The employee’s employee’s knowledge must be groomed and must be used for the betterment company. Such a culture must be developed in the industries. The study was conducted among the workers of Reliance Communications, Coimbatore. The aim of this study is to expand the base of knowledge and empirically test the relationship between components of organizational culture. The main objective of the study is to find out Culture and behavior of employees in an organization.it helps to contribute to their personal growth as well as t he growth of the organization. Descriptive type of research was used and convenience sampling technique has been adopted. The primary data was collected through questionnaire and interview schedule. Secondary data has been collected from books, internet, journals and previous records of the company. The collected data has been technically analyses by using Simple percentage analysis, Chi-square, Anova. With the help of analyzed data interpretation were made. It was helped the researcher to know the organizational customs and its contribution towards the development of the company. Based on the analysis, the findings& Suggestions were made. Key words: Culture, Customs, Organizational Behaviour I. I NTRODUCTION NTRODUCTION A. Organizational Culture

Organizational culture which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. It has been defined as "the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with outside the organization." An effective culture is a system of informal rules that spell out how employees are behaving most of the time. It also enables people to feel better about what they do, so they are more likely likely to work harder. It provides a sense of common direction and guidelines for day to day behaviors. B. Important Key Ingredients of Organizational Organizational Culture:

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It focuses attention on the human side of organizational life, and finds significance and learning in even its most ordinary aspects. It clarifies the importance of creating appropriate systems of shared meaning to help people work together toward desired outcomes.

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It requires members especially leaders, to acknowledge the impact of their behavior on the organization's culture. It encourages the view that the perceived relationship between an organization and its environment is also affected by the organization's basic assumptions. Organizational culture is possibly the most critical factor determining an organization's capacity, effectiveness, and longevity. It also contributes significantly to the organization's brand image and brand promise.

C. Objectives of the Study

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To know the existing culture of the organization and find out the impact of employee behavior. To study the relationship between the employer and employee. To know how employees encouraged in the participation of decision-making. To know the employees skills, knowledge and improve their performance.

D. Limitations of the Study

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The attitude of the worker changes from time to time. Hence the result of the project may be applicable only at present. We cannot get exact information because some of the employees are unwilling to share the information. The sample size taken for the study is limited only to 200 samples.

E. Research Methodology

Descriptive Research Design is used with the convenient type of sampling. For the purpose of the study a sample of 200 respondents of the present organization is being selected for the sample. F. Data Collection Method

Primary data was carried with help of questionnaires. The secondary data has collected from journal, magazines and company records. G. Tools Used For Analysis

Statistical tools used for analysis of data. The data collected was analyzed using tools like  Percentage analysis  Chi-square analysis  Anova 1) Percentage Analysis S. No

Description

Details

No. of respondents

Percentage (%)

Age

25 – 30 30 Yrs

72

36

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A Study on Organizational Organizational Culture Culture in Reliance Communications Communications,, Coimbatore (IJSRD/Vol. 4/Issue 02/2016/17 02/2016/178) 8)

31 – 35 35 68 34 Yrs 36 – 40 40 42 21 Yrs 41 – 45 45 18 9 Yrs Male 176 88 Gender Female 24 12 Hsc 42 21 Level Ug Qualification 58 29 Level Pg Level 21 10 Diploma 79 40 0 – 2 – 2 Yrs 124 62 2 – 4 – 4 Yrs 42 21 Experience Above 34 17 4 Yrs Below 27 13 Rs 5000 Rs 5000 – Rs Rs 107 53 10000 Income Rs 10000 – Rs Rs 45 23 15000 Above 21 11 Rs 15000 Table 1: Personal details of respondents Source: primary data The above table shows that 36% of the respondents are between the age group of 25 – 30 Years. Majority of the respondents are male.40% of the respondents are having diploma degree.17% of the respondents are experienced with above 4 years.Majority of the respondents are fall in the income group of 5000 – 5000 – 10000. 10000. Strongly 24 12 Agree 43 22 Cooperation with their Neutral 81 41 work Slightly 31 15 disagree Disagree 21 10 Strongly 46 23 agree Agree 48 24 Interpersonal Neutral 69 34 Relationship Slightly 22 11 disagree Disagree 15 8 Strongly 16 8 agree Agree 20 10 Involvement in Neutral 54 27 Decision Making Slightly 72 36 disagree Disagree 38 19 Strongly 49 24 agree Utilization of employees skills Agree 61 1 Neutral 42 1

Slightly disagree

26

13

Disagree

22

11

Strongly 46 agree Agree 36 Use of employees capabilities as a source Neutral 51 of competitive Slightly 44 disagree Disagree 23 Strongly 46 agree Agree 68 Values of the Neutral 42 organization Slightly 26 disagree Disagree 18 Strongly 43 agree Agree 63 Employees are feel Happiness towards Neutral 57 work Slightly 29 disagree Disagree 8 Strongly 41 agree Agree 64 Coordination with Neutral 45 other departments Slightly 34 disagree Disagree 16 Strongly 48 agree Agree 42 Organizational change Neutral 53 Slightly 38 disagree Disagree 19 Strongly 40 agree Agree 53 Adoption to new and improved way of Neutral 51 working Slightly 38 disagree Disagree 18 Strongly 81 agree Agree 64 Focus on employees Neutral 37 welfare &health Slightly 13 disagree Disagree 7 Strongly 41 agree Agree 64 Employees Neutral 53 improvement Slightly 34 disagree Disagree 22 Table 2: Personal details of respondents


23 18 26 22 11 23 34 21 13 9 22 31 29 14 4 22 31 22 17 8 24 21 26 19 10 20 27 25 19 9 41 31 18 7 3 21 32 27 17 11

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Source: Primary Data Making,34%,31%,27%,27%,31%,32% of the respondents The above table reveals that 41% ,34%,26%,26%, are agree towards Values of the organization, they are feel of the respondents having neutral opinion towards Cothat Happiness towards work & Coordination with other operation with their work, Interpersonal Relationship, Use departments, Adoption to new and improved improved way way of of employees capabilities as a source of competitive and working Focus on employees welfare, health & Employees Organizational change,36% of the respondents are strongly improvement. disagree towards Involvement in Decision Degree of Level of Table Calculated Description Result freedom significant value value Qualification and Management Consult at Significant 12 5% 21.026 21.4381 Employees for Decision Making relationship Gender and Employees are easy to Co no significant operate with other department of the 4 5% 9.488 2.434 relationship organization Monthly Income and Employees Skills and Significant 12 5% 21.026 27.73 Abilities are Utilized effectively relationship Table 3: Personal details of respondents (Source: primary data) The above table inferences that there is significant SSE(sst MSE = SSE/NWithin N-C(20relationship between respondents Qualification and - ssc) C 13165 / 19 column 5)=15 Management Consult at Employees for Decision Making& = 1316 =88 Monthly Income and Employees Skills and Abilities are SST = N-1(20Total Utilized effectively and no significant relationship Gender 1569 1)= 19 and Employees are easy to Co - operate with other Table 5: Analysis of Variance Table department of the organization. Calculated value F = 0.2159 Degree of freedom (4, 15), table value = 2.87 H. Anova Here calculated value (0.2159) < table value (3.06) 1) Finding the Difference Between the Experience and a) Inference Employees Response Well to Organization Change Change There is significant difference between the employees Age Source Degrees Mean and employee’s interpersonal relationship Sum of Variation of of sum of b) Findings square ratio variance freedom square  Most of the respondents are slightly disagree to MSC = management consults at the time of decision F= SSC/Cmaking (36%) Between SSC = (C-1) 5 – 5 – MSC/MSE 1  31%of the respondents are agree to employee’s column 984 1= 4 246.15/58.54 984/4 = skills and abilities are utilized in effectively Most = 4.19 246.15 of the respondents are neutral level the employee’s MSE = capabilities are viewed as an important source of SSE SSE/Ncompetitive advantage (25.5%) Within (sst N-C (15 C  34% of the respondents are agree to clear column ssc) 5)= 10 587/10 consistent set of values. = 585 = 58.7  Majority of the respondents are feeling happy work SST = N-1(15 with people from other part of the organization Total 1569 1) = 14 (31.5%) Table 4: Analysis of Variance Table  32% of the respondents are agree to easy to co – ordinate with different department of the (Source: primary data) organization .27% of the respondents are neutral Calculated value F = 4.19 level to respond well to the organization change Degree of freedom (4, 10), table value = 3.48 Here calculated value (4.19)> table value (3.48) &40% of the respondents are strongly agree to a) Inference company current activities are focused on There is no significant difference between the experience customer. and employees respond well to organization change.  32% of the respondents are agree that real 2) Finding the difference between age and team members opportunity to improve skills in this has good interpersonal relationship with employees organization&29% of the respondents are agree to that clear mission that gives meaning and direction Source Degrees Sum of Mean sum Variation of work. of of Square of Square Ratio Variance Freedom  31% of the respondents are agree to that clear with organization long term purpose and direction .Most F= MSC=SSC/Cof the respondents are agree to that clear idea about Between SSC = (C-1)5 – (C-1)5 – MSC/MSE 1 the company goal (48%) column 76 1= 4 19/88= 76/4 = 19 0.2159


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I. Suggestions

The team members want to maintain the good inter personal relationship. So the company provides the counseling and training program. Main aim of counseling is to bring about a change in one’s behaviour which will enable the Management people should consult their employees at the time of decision making.  Employees are motivated &the management give an opportunity to the workers to participate in the managerial aspects of decision. The management may enhance the of employee’s feedback on their performance frequently.

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II. CONCLUSION In the modern era, culture of an organization plays a vital role in the the human side management. It mainly focus on employees involvement, co-operation, mutual understanding, utilization of resources and good relationship among top, middle and lower management .This study reveals that the workers were satisfied with their current culture. In this study creates energy and momentum. The energy will permeate the organization and create a new momentum for success. R EFERENCES EFERENCES [1] Bulla, D. N.; Scott. 1994. Manpower requirements forecasting: a case example, in Human. [2] Chatman, J. A. 1991. Matching people and organizations: Selection and socialization in public accounting fi rms. Administrative Science Quarterly. 1991, vol. 36, s. 459 – 459 – 484. 484. [3] Jason A. Colquitt, Jeffery A. Lepine & Michael J. Wesson, (2011), “Organizational Behaviour – Improving performance and commitment in the Workplace”, Tata McGraw Hill Education Private Limited, NewDelhi, pp.548-557. [4] Jai B. P. Sinha- (Building Synergetic Work Culture)Developing Positive Work Culture- Seminar of Seminar proceedings , jan 1994, Editor Rama j. Joshi, J oshi, Shri Ram Centre for Industrial Relations and Human Resources, New Delhi-, pp.13 [5] Peterson, D., Rhoads, A., & Vaught, B. C (2001), ethical beliefs of business professionals: A study of gender, age and external factors. Journal of Business Ethics, (31), 225-232. [6] Somendu Biswas (2009), “Hr practices as a Mediator between organizational culture and transformational leadership: Implications for employee emp loyee performance”, National academy of Psychology (NAOP) India, Psychological Studies (June 2009), Volume. 54, pp.114-13. [7] Ouchi W. Wilkins A Organisational culture. Annual review of sociology -1985; 11:457-483


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A Study on Organizational Culture in Reliance Communications, Coimbatore

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