International Journal of Human Resource Management and Research (IJHRMR) ISSN 2249-6874 Vol.

2 Issue 3 Sep 2012 43-50 TJPRC Pvt. Ltd.,

ENHANCING THE ORGANISATIONAL CULTURE IS A TOOL FOR RETAINING THE EMPLOYEES IN IT INDUSTRY
1 2

R.SARANYA & 2S.MUTHUMANI Research Scholar, Sathyabama University, Chennai. Tamilnadu, India

Research Guide, Asst. Professor of Sathyabama University, Chennai, Tamilnadu, India

ABSTRACT
Work culture is one of the most important aspects in any organization. The work culture is very important and vital because of the fact that it improves production and enhanced work culture in the organization helps to survive the increasingly competitive domestic as well as global markets. A good work culture involves the organization creating a climate where employees are anxious to work and complete the task and the employees ensure that the working hours are very devoted towards the organizational work.

KEYWORDS: Organisational culture, Organisation climate, IT Industry. INDIAN IT INDUSTRY

The emergence of the Indian information technology sector has brought about sea changes in the Indian job market. The IT sector of India offers a host of opportunities of employment. The IT enabled sector of India absorbs a large number of graduates from general stream in the BPO and KPO firms. All these have solved the unemployment problem of India to a great extent. The average purchasing power of the common people of India has improved substantially. The cost of skilled Indian workforce is reasonably low compared to the developed nations. This makes the Indian IT services highly cost efficient and this is also the reason as to why the IT enabled services like business process outsourcing and knowledge process outsourcing have expanded significantly in the Indian job market. Technology in India not only had economic repercussions but also had far-reaching political consequences. India's reputation both as a source and a destination for skilled workforce helped it improve its relations with a number of world economies. So in conclusion it can be said that the growth of Indias IT industry has been instrumental in facilitating the economic progress of India.

WORK CULTURE IN INDIAN CONTEXT

Work culture in Indian took a different route. Initially, work performed as a part of social relationships and occupational differentiations along caste lines. The British bureaucratized Indian work organizations and polarized the positions of officers and non- development with the twin goal growth and social justice. In many organizations, however social drifted into welfare orientation, which often diluted the salience of growth of the reason may be the fact that the major share of work in India is still performed in the agricultural sector, which is more central of the Indian social systems in India. Hence, a

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Enhancing the Organisational Culture is A Tool for Retaining the Employees in IT Industry

more comprehensive understanding of the Indian social milieu helps in understanding the work culture in Indian organizations.

OVERVIEW OF EMERGENCE AND CHANGING OF WORK CULTURE IN INDIAN CONTEXT

The British were the first to introduce procedures and work methods were all patterned after the British organization. The preference for relationship orientation, which requires a superior to be nuturant and the subordinate to be dependent was never totally erased from the Indian psyche. The rapid expansion of industrial Activities required a large-scale import of Western technology. And work forms, which were expected to contain Western work values. The works organizational were put in the service of national development with the twin goal of growth and social justice. The developmental roles were not congruent to economic objectives. The climate in many of the work organizations is still marked by bureaucratization, im-personalization, political interference, and the ethos of a welfare organization (more in public sector than in the private sector).

EMERGING TRENDS OF WORK CULTURE IN INDIAN CONTEXT

Increasing number of organizations in India is doing away with the cabin culture. Open office layout ensures greater transparency of operations and facilitates easier communication among various people in the same location. This promotes a feeling of oneness and eliminates physical barriers. There are only a few cabin cubicles, which serve as conference with lesser disturbances. Another important feature among the organizations is that they have begun to lay greater emphasis on teamwork. This fosters we spirit and can often contribute to synergy which in turn can make the organization more productive. Organizations have now started to open office system, many organizations have heading for common canteens, pools etc. This is the hierarchy for relationships at work are given more informal and self- dependent ways of getting things done.

RESEARCH METHODOLOGY
The objective of the study is to analyze and study the prevailing organizational culture in IT industries and to find out the factors contributing to the organizational culture and to substantiate the employees comfort ability with the prevailing work culture. The universe of the study comprises of about employees in different IT companies of Chennai city. 150 samples were distributed and 135 samples were collected and out of those 120 samples were useful for my study. To extract meaningful information from data collected, analysis of data and interpretation was carried out by using statistical tools. The sample design used here is convenience sampling.

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ANALYSIS AND INTERPRETATION

Table 1 : Respondents Experience in the Organisation

S.No 1 2

Experience in years 0-3 3- 5yrs Total

Frequency 90 30 120

Percentage 76.7 23.3 100

INTERPRETATION
As for the work experience of the respondents is concerned, the above table shows that most of the respondents have an experience of less than 3yrs of work experience. The rest of them a have an experience of more than 3 years.

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Enhancing the Organisational Culture is A Tool for Retaining the Employees in IT Industry

Table 2 : Employees Opinion About the Organisation Attending to There Needs S.No 1 Employees needs Recognition of employees Opinion To great extent To some extent Not at all Total To great extent To some extent Not at all Total To great extent To some extent Not at all Total To great extent To some extent Not at all Total To great extent To some extent Not at all Total Frequency 48 Percent 40%

70 2 120 54

58.30% 1.70% 100 35%

Freedom at work

74 4 120 28

61.70% 3.3.% 100 23.30%

Support form top management

88 4 120 54

73.30% 3.30% 100 45%

Establishment of communication system

60 6 120 42

50% 5% 100 35%

Providing welfare measures

76 2 120

63.30% 1.70% 100

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S.No

Employees needs Providing opportunities for growth

Opinion

Frequency

Percent

To great extent To some extent Not at all Total

50 68 2 120 84 2 120

41.70% 56.70% 1.60% 100 28% 70% 2% 100

Establishing a competitive salary

To great extent To some extent Not at all Total

INTERPRETATION
management to The above table indicates that the employee needs are satisfied by the top level Some extent.

TABLE 3 : RELATIONSHIP BETWEEN THE TOP MANAGEMENT AND THE EMPLOYEES.

S.No
1

Relationship factors
Collaboration between individual goals and organizational goals

Opinions
To great extent To some extent Not at all Total

Frequency

Percent

58 60 2 120

48% 50% 2 100

Transparency between top mgt and employees

To great extent To some extent

44 72

36.70% 60%

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Enhancing the Organisational Culture is A Tool for Retaining the Employees in IT Industry

Not at all Total Communication between top mgt and employees

4 120

3.30% 100

To great extent To some extent Not at all Total

54 62 4 120

45% 51% 5% 100

Interpersonal relations between top mgt and employees

To great extent To some extent Not at al Total

32 86 2 120

26.70% 71.70% 1.60% 100

Confidence maintained by the top mgt in the employees

To great extent To some extent Not at all Total

52 68 0 120

43.30% 56.70% 0 100

INTERPRETATION
The above table indicates that the interpersonal relations between top management and employees are only to some extent. Table 4 : Employees Opinion About There Comfortability In The Organisation

S.No 1 2

Comfort level Comfortable Uncomfortable Total

Frequency 90 30 120

Percentage 76.7 23.3 100

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INTERPRETATION The above table indicates that the employees are comfortable in the organization. RECOMMENDATIONS 1. A basic requirement for a productive environment and good organizational culture is a diverse team of enthusiastic people, who are interested in working as a team and improving the work atmosphere, as a whole. 2. One of the best ways to bring about positive changes in the culture of the organization is by analyzing the existing culture and comparing it with the expectations and perceptions of employees and bringing changes accordingly. 3. Maintain healthy communication with the employee. Discuss with the employee about the leadership of the organization and the strategies adopted to build a more attractive culture in the company. 4. Conflicts are an inevitable part of any organization and have a direct bearing on the health of its culture. Proper handling is an indicator of the prevalent organizational culture. Therefore, when conflicts arises the management must settle them fast.

CONCLUSIONS
Knowing that culture is important in shaping organisational practice and performance in public sector organisations is one thing. But a subsequent issue is the extent to which managements can actually shape or influence culture. The importance of understanding, harnessing, managing and maintaining an appropriate culture in organisations cannot be underestimated. Hence Developing an appropriate

measures to address culture issues in organisations in terms of increasing organisational capability and performance of the employees.

REFERENCES
1. Fred Luthans (2002). Organizational Behaviour. McGraw Hill International Edition. 2. Kothari (2002),HRM, Wishwa Prakashan Publishers Second Edition. 3. Rao V.S.P & Narayan P. S(1997). Organizational Theory and behavior. New Delhi : Konark publishers pvt ltd. 4. M.G.Rao (1993). Human Behavior .New Delhi : Discovery Publishing House. 5. Jai. B.P.Singh (1990)Work culture. Indian context in New Delhi/New York : Sage Publications. 6.ChandrasekharRao (October 2004 ). Towards a Positive Work Culture - The Indian Journal of Volume No. 40 Industrial Relation Issue No. 2 7.Trilok Kumar Jain ( December 2001 ). Important Considerations of Work Culture,Volume No. 3 HRD Times Issue No. 1. 8.Trilok Kumar Jain (July 2001 ) Important Components of Work Culture,Volume No 3 HRD Times Issue No 7.

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Enhancing the Organisational Culture is A Tool for Retaining the Employees in IT Industry

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