Presented By:

Nitin Sharma (M-09-22)

Saurabh Sharma (M-09-29)
Upasana Chourasia (M-09-35)
Vijay Thilak (M-09-27)

Organizational Culture
Special Focus on IT Industry
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Definition
•The amalgam of shared values, behavior
patterns, symbols, attitudes, and normative ways
of conducting business that, more than its
products or services, differentiate it from all other
companies.

“The sum total of values, virtues, accepted

behaviors (both good and not so good), ‘the way
we do things around here,’ and the political
environment of a company.” 2
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Composition
Innovation and risk taking.
Attention to detail.
Outcome Orientation.
People Orientation.
Team Orientation.
Aggressiveness.
Stability.

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Characteristics of Healthy Org.

• Acceptance and appreciation for diversity.
• Concern for each employee and fair treatment in managing
organizational change.
• Employee pride and enthusiasm for the company.
• Equal opportunity for each employee to achieve their full
potential.
• Open communication with employees regarding policies
and corporate issues.
• Respect for employees and their contributions to the
company.
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Influencing Factors
Externalenvironment.
•Industry.
•Size and nature of the organization’s
workforce.
•Technologies the organization uses.
•The organization’s history and
ownership.

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Purpose
Experts agree that the purpose of corporate culture is to
develop an internal environment that is conducive for
individuals to perform effectively. However, a organizational
culture will only be relevant and useful if it is aligned with
the organization’s vision, mission, strategies, goals, and the
external environment.

A Harvard Business School study of 207 large firms over

eleven years revealed that corporate culture has a significant
impact on a firm’s long-term economic performance.
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Benefits
Better aligning the company towards achieving
its vision, mission, and goals.
High employee motivation and loyalty.
Increased
team cohesiveness among the
company’s various departments and divisions.
Promoting consistency and encouraging
coordination and control within the company.
Shaping employee behavior at work, enabling the
organization to be more efficient.
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Implementation
Identifying Need for Change
◦ To influence employee behavior.
◦ Improve the company internally.
Culture Change Process
◦ Needs Assessment
◦ Executive Direction
◦ Infrastructure
◦ Collateral Organization
◦ Training
◦ Evaluation
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Implementation contd.
Cultural Integration
◦ Distribute wallet sized cards stating values.
◦ Display of professional videos highlighting values.
◦ Small-group discussions and meetings.
◦ Executives model behaviors aligned with company values.
◦ Management states values publicly.
◦ Training sessions.
◦ Managers conduct corporate value orientation meetings within their
business units.
◦ Restructuring reward system, training, appraisal system.
◦ Top management visits plant sites to communicate values.
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Few questions that would help describe culture of an
organization

 Achievement Culture: How goal-oriented is your workplace?

 Flexibility: How flexible is your work environment?
 Fun: Is your office as fun as you claim it is?
 Employee Value: Do you value their input?
 Individualism vs. Collectivism: Do you value teamwork, or
promote individuality?
 Implementation: Does your company practice what it
preaches?

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Case study on Google Inc.

A company’s culture attracts and retains
the best talent available in the industry.

This case focuses on the work culture and

recruitment process at Google. This case
also provides an insight into how Google
fostered innovation among employees

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Issues

The role of Organizational Culture in

attracting the best talent in the industry.
The role played by recruitment in the
success of an organization.
How organizational culture can be source
of competitive advantage.

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'So Far So Good'

Technological Advantage.
Attractand retain Best talent.
Zero turnover when companies were
experiencing turnover of 20-25%.

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Background Note

Founders, Larry Page and Sergey Brin.

Founded in 1996, called BackRub.
In 1998, Registered as Google Inc.

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Google's Organizational Culture

Informal Work Culture.

No unnecessary managerial hierarchies.
A fun place to work.
Googlers were allowed to bring their pets.
Provided free snacks, lunch and dinner.

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Recruitment

Recruit people with right frame of mind.

Recruited people with diverse skills and
qualities.
Lot of focus on academic excellence.

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Innovations at Google

Focus on innovation and creativity.

To overcome the problem of materializing
ideas, Google set up an internal web page
for tracking new ideas.
Engineers were given free hand to work.

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A Critique of Google's Culture

Outgrown its informal culture.

Lack of unity at command level.
Too narrow in its recruitment process.
No importance to experience.

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THANK YOU

11/04/2021 Organizational Culture 19