IJSRD - International Journal for Scientific Research & Development| Vol.

4, Issue 02, 2016 | ISSN (online): 2321-0613

A Study on Organizational Culture in Reliance Communications,
Coimbatore
S.Arunkumar1 M.Sureshkumar2 V.Prakash3
1
Associate Professor 2,3Assistant Professor
1,2,3
Department of Management Sciences
1,2,3
Sasurie College of Engineering, Vijayamangalam
Abstract— The study deals with Organizational Culture and
behaviour
with
special
reference
to
Reliance
Communications, Coimbatore. Nowadays the concern
towards Organizational Culture is getting popular among the
management practitioners. Especially in telecom industry the
employees are having major role to play in improving the
performance of the company. Henceforth the companies
have to allow their employees to take part in decision making
process. The 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 the 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. INTRODUCTION
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 to work harder. It provides a sense of
common direction and guidelines for day to day behaviors.
B. Important Key Ingredients of Organizational Culture:

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.



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



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


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. of
Percentage
Description
Details
No
respondents
(%)
25–30
Age
72
36
Yrs

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

31–35
68
34
Yrs
36–40
42
21
Yrs
41–45
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 Yrs
124
62
2– 4 Yrs
42
21
Experience
Above
34
17
4 Yrs
Below
27
13
Rs 5000
Rs 5000
– Rs
107
53
10000
Income
Rs 10000
–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 –10000.
Strongly
24 12
agree
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

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

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 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
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 –
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 –
MSC/MSE
1
the company goal (48%)
column
76
1= 4
19/88=
76/4 = 19
0.2159

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621

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

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.
II. CONCLUSION
In the modern era, culture of an organization plays a vital
role in 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.
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[4] Jai B. P. Sinha- (Building Synergetic Work Culture)Developing Positive Work Culture- Seminar of Seminar
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Industrial Relations and Human
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