SYNOPSIS ON

ORGANIZATION CULTURE OF WIPRO LTD.

SUBMITTED BY
ROHIT KUMAR DIXIT Enrollment No. 18020211562

UNDER THE GUIDANCE OF S. SAHA

AMITY SCHOOL OF DISTANCE LEARNING AMITY UNIVERSITY NOIDA

Course 4. Title of the project 9. Institution 5. Name and Designation of Project Guide 8.AMITY SCHOOL OF DISTANCE LEARNING (ASODI) SYNOPSIS OF APPROVAL PERFORMA 1. Address for correspondence & Telephone No 7.D. SAHA Marketing Manager ORGANIZATION CULTURE OF WIPRO LTD. Name of Organization And Place where project is to be conducted : : : : : : : : : ROHIT KUMAR DIXIT 18020211562 BBA ASODL Saket 10/159 Dakshin Puri N. Study Center 6. Registration 3. Name 2.110062 9910020923 S. Saha & Associates consultant Date--------------Place--------------- (Signature of the Student) Approval Record (to be compeleted at ASODL) Approved /Not Approved Signature of the approving authority .

for the most part.STATEMENT ABOUT THE PROBLEM The idea of viewing organizations as cultures—in which there is a system of shared meaning among members—is a relatively recent phenomenon. authority relationships. the origin of culture as an independent variable affecting an employee’s attitudes and behavior can be traced back more than 50 years ago to the notion of institutionalization. organizations were. innovative or conservative. thought of simply as rational means by which to coordinate and control a group of people. They have personalities too. They had vertical levels. though. They can be rigid or flexible.2 . But organizations are more. Interestingly. but each has a unique feeling and character beyond its structural characteristics. General Electric offices and people are different from the offices and people at General Mills. and so forth. Organizational theorists now acknowledge this by recognizing the important role that culture plays in the lives of organization members. just like individuals. Until the mid-1980s. unfriendly or supportive. Harvard and MIT are in the same business—education—and both located in Cambridge. departments. Massachusetts.

keep in mind that the term organizational culture is descriptive. while job satisfaction is evaluative. It’s concerned with how employees feel about the organization’s expectations. reward practices.WHY IS THIS PARTICULAR TOPIC CHOSEN Organizational culture is concerned with how employees perceive the characteristics of an organization’s culture. Research on organizational culture has sought to measure how employees see their organization: Does it encourage teamwork? Does it reward innovation? Does it stifle initiative? In contrast. . not with whether or hot they like them. Although the two terms undoubtedly have overlapping characteristics. This is important because it differentiates this concept from that of job satisfaction. it’s a descriptive term. That is. and the like. job satisfaction seeks to measure affective responses to the work environment.

The Designation name – “Agents” should be rechristened in a manner to increase the perceived value associated with the position and thereby being in congruent with the peoplecentered characteristic of Organization culture. Hence the suggestion is that a transparent career path should be set and communicated to the non-techies. it is suggested that other avenues be explored through feedback from employees. Guidance and Assistance provided by the organization to the employees to move on the projected career path needs to be considerably enhanced. and LG (manufacturing sector) which were also covered under research. the nontechnical employees are ambiguous. Though the correlation between performance appraisal and rewards is high the composition of rewards should be expanded as it is moderate when compared with Vertex (BPO company). Self development is very much confined to Academic aspirations.WHAT CONTRIBUTION WOULD THE PROJECT MAKE ? While high percentage of technical agents perceives a set career path. .

Wipro ⇒ To check whether good organizational cultured necessitates effective organizational performance Scope of the project The scope of the project is confined to the Operations departments ⇒ Majority of the employees is in the operations – BPO industry completely depends on operation personnel ⇒ The Operations gains very high importance against other departments owing to the unique nature of the BPO industry ⇒ Kinds of sub systems that are under study will be best reflected by the operations personnel. .OBJECTIVES AND SCOPE OF THE STUDY RESEARCH OBJECTIVE ⇒ To study about organizational culture ⇒ To study about the impact of organizational culture the organizational effectiveness ⇒ To analyse this relation between organizational culture and organizational in an organization.

Training and development.METHODOLOGY Research Design This is a framework necessary for obtaining the information about the subsystems Organization Culture. Both the exploratory and conclusive research design is embraced in this research project. Specific and concrete information about the three subsystems is collected from the upper management and employees to help the team to perform the exploratory research in the project. The depth interviews will be conducted with the help of a discussion guidelines prepared for the same purpose. . Primary data The primary data is first-hand which is collected by the team to perform the research on the subsystems of Wipro Spectramind and facilitate further study and analysis. Exploratory Research The primary objective is to provide insights into the three subsystems and helps in the guidance in the approach adopted to achieve the objective of the project. The data collected will be qualitative in nature based on small samples that provide information and insights in understanding the functioning of the three subsystems and their contribution towards organizations success. Tools for Primary Data Direct approach depth interview method will be adopted as the respondent is made aware of the purpose of the interview. It is further helpful in the conclusive research design adopted in this research. This information is used to reach the objective of the research. Performance Appraisal and Feedback.

Sampling Design & Methodology Target Population The target population for the Wipro Spectramind will be as follows: Elements Male and female employees Sampling Units Operations department Age group 20-30 years Extent New Delhi . The pertinent websites and the published editorials will be the sources of secondary data Tools of Secondary Data Internet. Conclusive Descriptive Research The performance of the three subsystems in the organization will be analyzed using descriptive research design and a conclusion is arrived at. Sources of Primary Data The primary data will be collected from the employees of Wipro Spectramind.Secondary Data The data available and collected by the external sources that is relevant to achieve the research objective is used in this process of research. Tools of Primary Data A structured questionnaire which has both fixed alternative questions and open ended questions will be administered to the employees in the operations to gauge their perceptions on the utility of subsystems under study. published journals and books.

. The sampling frame will be the employees in the age group 20-30 in the operations department.Sampling Frame The sampling frame is the representation of the target population (the collection of elements who possess the information sought) and contains directions for identifying the same. Sample Size The size of the sample is 100 which will be representative of the target population.

CHAPTERISATION SCHEME CHAPTER – 1 CHAPTER – 2 CHAPTER – 3 CHAPTER – 4 CHAPTER – 5 CHAPTER – 6 CHAPTER – 7 INTRODUCTION LITERATURE REVIEW OBJECTIVES OF THE STUDY RESEARCH METHODOLOGY HR PRACTICES IN WIPRO SPECTRAMIND DATA ANALYSIS CONCLUSION & IMPLICATIONS RECOMMENDATIONS BIBLIOGRAPHY APPENDIX .

APPENDIX The information collected is purely academic purpose and will be kept confidential. Respondent Profile Name (Optional) Age Gender Education Department Level in the Organization Experience in the organization Number of years in the current position Number of jobs held previously Number of years of experience in the previous jobs Male Female .

What changes do you wish to see in your organization culture? 5. How satisfied are you with the culture in your organization?  Very satisfied  Satisfied  Not satisfied  Very dissatisfied 3.Precision analysis and attention to detail .Growth rather THAN status quo 1 1 1 1 1 1 1 2 2 2 2 2 2 2 Medium Low Very Low 3 3 3 3 3 3 3 4 4 4 4 4 4 4 5 5 5 5 5 5 5 2. To what degree the organization culture is contributing towards your organization’s success?  Very High  High  Moderate  Low  Very Low . The degree to which your organization encourages and emphasizes Very High High .Emphasis on results NOT on techniques .Innovation & Risk taking .1. What parameters do you like in your present organization culture? 4.People to be aggressive and competitive .Importance to Teams OVER individuals .Considers how its decisions affects people .

the degree of guidance and assistance provided to move in the set career path is  Very High  High  Moderate  Low  Very Low 10. Do you think the organization offers you a set career path?  Yes  No If yes. What was the degree of feedback you received after training programme?  Very High  High  Moderate  Low  Very Low 9. When do you consider your organization to be successful? 6. Are you given enough opportunities for your self-development?  Yes  No . Are Training programmes conducted?  Not at all  Rarely  On joining only  Regularly  On request 7. to what degree the training programme help you in performing your job better?  Very High  High  Moderate  Low  Very Low  Why? 8. If yes. Have you undergone training programme(s)?  Yes  No 8.5a.

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How do you think your organization culture contributes towards its success? _________________________________________________________________ _____________________________________________________________ 17. Is there a reward system in place?  Yes  No If yes. what is the degree of correlation between Performance appraisal received and expected rewards  Very High  High  Moderate  Low  Very Low 14. Is any follow up action taken and feedback given on performance?  Yes  No 16. Are employees involved in determining the parameters used for appraisal?  Yes  No 15. The degree of correlation between your efforts put in and received Performance appraisal  Very High  High  Moderate  Low  Very Low 13. 19. What kind of accomplishments are you rewarded for? .11. How do you think your organization’s training and development contributes towards its success? _________________________________________________________________ _____________________________________________________________ How do you think the performance appraisal and feedback contributes towards your organization’s success? 18. Are you aware of the parameter on which performance appraisal is based?  Yes  No 12.

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