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NMIMS
Master of
Business Administration - MBA Semester 3
Organization Culture
Q1. As a Leader of Global Services ltd,
Sanjana aspires to create a strong organizational culture. How can she
contribute to culture building of the company? What specific steps can she take
to create a learning culture at global services?
Answer.
When new
employees join an organisation, they carry their own set of expectations and
desires. They are completely strangers to the people, work place and the work
environment. As a result, it is likely to feel insecure, shy and nervous. In
the absence of information and support, there is likely to be anxiety, apprehensions
and fear in their minds. They may undergo reality shock caused by a gap between
their expectations and the real situation. This can lead to some adverse
consequences in the form of employee’s morale getting lower, high
dissatisfaction towards the job, low commitment towards the organisation and
poor interpersonal relationships with other employees or frustration compelling
the employees to quit the organisation.
In a study,
researchers discovered the following facts about new employees:
● The initial days on the jobs were the
most disturbing and fretful.
● ‘New employee’s initiation’ practices by
peers strengthened anxiety.
● Anxiety interfered with the training
process.
● Anxieties even lead to employee
turnover.
● The new employees were reluctant to
discuss their problems with their seniors or supervisors.
Different ways
through which Sanjana can create learning culture in the organization
Stories: New
employees are totally unaware about the culture of the organization and needs
to be aware about the culture so that they can work in the organization with
full dedication. After joining, new employees can learn about the culture using
some stories which is related to the company
Q2. The revenues at B R logistics
have been dwindling off late. Clients have been complaining of laxities on the
part of the employees. The top management recognizes the need to bring about a
profound culture change to bring in agility and customer centricity in the
company. They want the HR to equip themselves with the right strategy to meet
these needs. Why do companies experience a need for cultural change? What
process of Organizational culture change will HR follow at B R Logistics?
Answer. Organizational culture is said to be
a blend of innovation and the ability to take risks, attention to detail,
outcome orientation, people orientation, team orientation, aggressiveness and
stability. It is formed through the values and beliefs which people accumulate
from childhood and are deeply embedded in their minds. If colleagues have
shared values and beliefs, their compatibility level is generally high. Their
intolerance towards different culture or cultural group may be the result of
prejudices developed during their formative years. The role of the managers is
to establish common guidelines of organisational culture.
In
today’s dynamic business world, organisations that do not cope with rapid
changes in the environment are left far behind in the race of becoming market
leaders. There is no organisation that can take pride in having a constant or
status quo corporate culture. Stability today is now
Q3. a. Alex has been chosen to set up
the India business for Glenmorgan ltd, a US based Financial service company.
Alex needs to keep in mind the cross-cultural factors that can impact the
employee management practices in India. Keeping the Hofstede’s Cross-cultural
model in mind, which are the factors that Alex will have to be aware of?
3. b. Start Cruiser, is a dynamic
tourism company, aspiring in making their mark in Space tourism. They want a
culture that upholds innovation. What are the ways in which they can create an
innovative culture?
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assignments.
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08894344452, 08728863595
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