A Project Report

On
Role of Organizational Culture On Employee Satisfaction
In
Information Technology Industry

Submitted in partial fulfillment of the requirement for the award of

MASTER OF BUSINESS ADMINISTRATION

FROM

NARAYAN BUSINESS SCHOOL, AHMEDABAD

SESSION 2022-2024

Submitted By: Submitted To:

Name- Shashank Pandey Prof. Noopur Surti
Roll No.- 046 Department of HR
Sec.- Omega

1
 Acknowledgment

I owe a lot of gratitude to 'GOD' for his unending divine. The present shape of the project is a
combined effort of many visible and invisible hands.

My linguistic efforts do not sum to be adequate enough to thank all the visible and invisible
Hands. I owe my heartiest thanks to our respected Director Dr. Amit Gupta and Dr. Purvi Gupta
who has played a vital role in encouraging and motivating me for every sort of activity.

We are grateful to our respectable Professor Noopur Surti whose insightful leadership and
knowledge benefited us to complete this project successfully. Thank you so much for your
continuous support and presence whenever needed.

Last but not the least, We would like to thank everyone who is involved in the project directly
or indirectly.

Shashank Pandey
MBA-046
OMEGA

2
 Index

Sr.No.
Particular Page No.

1 Overview of the IT industry 4

2 Companies in the IT industry 9

3 Org. culture in employee satisfaction 13

4 Objective of Research 15

5 Questioniare 16

6 Analysis of Responses 19

7 Learnings and Findings 36

8 Conclusion 37

9 Bilbliography 38

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 Overview of IT industry
Information technology (IT) services are
services used by organizations to create,
manage, and deliver information, next to
assisting with other business functions.
Services include consulting, software
development, systems integration, as
well as hardware deployment and
education. As a whole, the broader market for IT services is made up of several segments,
including outsourcing, managed services, security services, data management, and cloud
computing.

Generally, the profitability of companies in the industry depends on their ability to innovate
their services and grow their technical expertise. Indeed, both smaller and larger companies
can compete in this industry: larger companies offer broader services and have a global reach,
while smaller companies tend to position themselves in niche markets and tailor their offerings
more specifically to customers’ needs. The most substantially growing segment of IT services
is cloud computing which drives IT-related innovation.

The IT & BPM sector has become one of the most significant growth catalysts for the Indian
economy, contributing significantly to the country’s GDP and public welfare. The IT industry
accounted for 8% of India’s GDP in 2020, and it is expected to contribute 10% to India’s GDP
by 2025.

India’s rankings improved four places to the 46th position at the 2021 edition of the Global
Innovation Index (GII).

The Information Technology (IT) has been one of the key driving forces fuelling India’s
economic growth.

Availability of skilled talent has been a major reason behind India’s emergence as global
outsourcing hub.

India has been competitive location globally and that is what has led to the growth of the
industry.

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IT Product Development

India is the global destination for technology product development. However India’s $108-
billion IT sector is struggling to keep pace with challenging business environment. IT vendors
all over are chasing for new business opportunities in IT domain. As a result India’s investment
in S-M-A-C has gone up drastically. Customer investment in S-M-A-C is done through
integration of

1. Social
2. Mobility
3. Analytics
4. Cloud

Market research firm IDC had estimated last year that that 90% of all growth from 2013 to
2020 will come through what it calls the 'third platform' and others refer to as SMAC. The
Indian software industry’s exports may grow by about 13% in fiscal year 2014 to $87 billion
(around Rs.5.4 trillion today), driven by its ability to offer solutions that integrate new business
models such as analytics and cloud-based services, which are part of SMAC.

IT Captive Services

India has a dominant share in the Global Sourcing industry and IT Captives have a more
important role to play in offshoring. Indian captives are world renowned for adding value to
multinational businesses. IT captives are generally defined as a fully owned facility of a global
company for

1. IT support
2. Software development
3. Back office processing
4. Call center operations
5. Business process outsourcing

Over the years, operational environment for Indian captives has become tough with growth
challenges and talent shortages. As captives expand their service offerings, they are
increasingly being vowed as a service partner who is integral to core business functions.

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IT Captives in India can be mainly classified into following categories

1. Financial Services
2. Manufacturing
3. HealthCare Outsourcing
4. Retail, FMCG and apparels

IT Telecomm (Application Software and Hardware) Services

IT Telecomm Services comprise of all technology methods to gain control over Voice,
Wireless and Network equipments.

IT telecomm services in India include

• Lifecycle management services, telecomm assessment, transition planning, design, data

transformation management.
• Integrated solutions for Voice and Wireless services.
• Global delivery procedures.
• Dispute resolutions and redressal services.
• Continuous evaluation of equipment and contracts, ordering procedures.

Current market size

India is the leading sourcing destination across the

world, accounting for approximately 55% market
share of the US$ 200-250 billion global services
sourcing business in 2019-20.

According to National Association of Software and

Service Companies (Nasscom), the Indian IT
industry’s revenue touched US$ 227 billion in
FY22, a 15.5% YoY growth.

According to Gartner estimates, IT spending in India is expected to increase to US$ 101.8

billion in 2022 from an estimated US$ 81.89 billion in 2021.

Indian software product industry is expected to reach US$ 100 billion by 2025. Indian
companies are focusing to invest internationally to expand their global footprint and enhance
their global delivery centres.

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The data annotation market in India stood at US$ 250 million in FY20, of which the US market
contributed 60% to the overall value. The market is expected to reach US$ 7 billion by 2030
due to accelerated domestic demand for AI.

Exports from the Indian IT industry stood at US$ 149 billion in FY21. Export of IT services
has been the major contributor, accounting for more than 51% of total IT export (including
hardware). BPM and Engineering and R&D (ER&D) and software products export accounted
for 20.78% each to total IT exports during FY21. ER&D market is expected to grow to US$
42 billion by 2022.

The IT industry added 4.45 lakh new employees in FY22, bringing the total employment in the
sector to 50 lakh employees.

Future market size

The 21st century is referred to as

being driven by information
technology. It is the center of global
attraction in India which is
considered a center of knowledge.
The IT industry is the future of
India. The sectors covered by the IT
industry are IT services,
information technology-based
services (ITES), e-commerce (e-
commerce), software and hardware
products. IT services are a requirement for any organization to increase productivity, ease of
doing business, to grow efficiently and economically in this competitive world.

In a report, the Indian IT industry has more than 17,000 companies. Of which more than 1,000
are large companies having more than 50 delivery sites in India. The country’s cost
competitiveness in providing IT services, is almost 3-4 times more cost-effective than the
United States. It is its unique selling proposition in the global procurement market.

The explosive growth of the IT industry in India over the past two decades has changed the
global perception of India’s reservoir. It considers its knowledge and skills as well as its
explosive economic growth. Rapid progress within the IT industry and liberalization policies

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such as the lowering of trade barriers and removal of import duties on technology products by
the Indian government are instrumental in the evolution of this industry. In addition, various
other government initiatives such as the establishment of Software Technology Parks (STPs),
Export Oriented Units (EOUs), Special Economic Zones (SEZs), and Foreign Direct
Investments (FDI) have helped this industry to establish itself as a leader in the sector. global
computer industry.

Following are the major technology predictions which prove that the IT industry is the future
of India.

I. Cloud computing
II. Intelligent automation
III. Blockchain

India’s technology services industry could hit $300-350 billion in annual revenue by 2025 if it
can harness the emerging business potential of cloud, AI, cybersecurity, and other technologies
emerging. According to a report by NASSCOM, it says domestic technology services could
accelerate growth by between 2% and 4%. Over the next five years, industries around the world
continue to see rapid adoption of digitalization. Thus, it can recover faster from disruptions
induced by the covid.

The future belongs to India with a lot of work in different parts of the world and the location
of Indian experts across the globe. The central government has launched a process of
transformation in the education sector. In the coming years, the final year of a degree will be
treated as an R&D year and the program is developed based on the latest technological
advances, skills, and knowledge. This will surely add value to our graduates not only as job
seekers but they will also be job creators. Therefore, all the developments conclude that the IT
industry is the future of India.

SWOT of IT industry

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 Companies IT industry

Infosys:

Established in 1981, Infosys is a NYSE listed

global consulting and IT services company with
more than 335k employees. From a capital of
US$250, we have grown to become a US$ 16.97
billion (LTM FY23 revenues) company with a market capitalization of approximately US$
77.88 billion.

In our journey of over 40 years, we have catalyzed some of the major changes that have led to
India's emergence as the global destination for software services talent. We pioneered the
Global Delivery Model and became the first IT Company from India to be listed on NASDAQ.
Our employee stock options program created some of India's first salaried millionaires.

Recognized as the fastest-growing IT services brand by Brand Finance, the world's leading
brand valuation firm, in its Global 500, 2022 report. Recognized as one of the 2022 World's
Most Ethical Companies by Ethisphere.

Infosys Acquires Life Sciences Consulting and Technology Leader, BASE life science and
acquired Digital Experience and Marketing Agency, oddity to further strengthen Infosys digital
experience capabilities in Germany, across Europe, and Northeast Asia.

Infosys expects to drive digital and technology-led transformation for its clients, with demand
for such services forecast to remain strong even amid global business disruptions.

The company's goal is to split its revenue streams more equally. This demands growth in the
area of innovation in particular. In the optimization space, the advent of cloud computing will
also signify major changes in the way Infosys' clients consume technology.

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Tata consultancy services:

Tata Consultancy Services (TCS) is

one of the largest multinational IT
service and consulting companies. It is
headquartered in Mumbai, India, but
has offices globally. TCS is well
known in the e-governance, banking and financial services, telecommunications, education and
healthcare markets. TCS is a major player in the IT space. It currently has over 600,000
employees and a market cap of over $200 billion.

Tata Consultancy Services was formed in 1968 as one of the first IT companies in India. Many
of its early customers were national banks. Its history with the large enterprise financial sector
from the early days of computers provided much experience in the financial services market.

In 2004, TCS became a publicly traded company. It has since become one of the largest and
most profitable companies in India.

TCS is a subsidiary of Tata Sons, a major Indian holding company. Tata Sons owns shares in
many large Indian companies. Some of the industries of these other companies include airlines,
automotive, consumer goods, hotels and steel manufacturing.

The World Economic Forum estimates that by 2025, 85 million jobs may be displaced by a
shift in the division of labor between humans and machines, while 97 million new roles may
emerge that are more adapted to the new division of labor between humans, machines and
algorithms. There is a considerable need for communities and businesses to come together to
bridge the skills gap that will take place over the next 5 years.  

People, like technologies, hold the power to transform communities across the world when they
are empowered with the skills and know-how to create change. Learning to lean into and take
advantage of technology for economic opportunities through a growth mindset will help
workers remain agile as in-demand skills continue to evolve alongside technology.

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Wipro Enterprises (P) Limited:

Wipro Enterprises (P) Limited (Formerly Azim Premji

Custodial Services Private Limited), was incorporated
under the Provisions of Companies Act, 1956, is
headquartered in Bangalore, India. The Company
primarily carries on the businesses of Consumer care
products, Domestic & Commercial lighting and
Infrastructure engineering which were transferred
pursuant to the Scheme of Arrangement of Wipro Limited (“Wipro”) with effect from March
31, 2013, with the appointed date as on April 1, 2012

We harness the power of cognitive computing, hyper-automation, robotics, cloud, analytics,

and emerging technologies to help our clients adapt to the digital world and make them
successful.

A company recognized globally for its comprehensive portfolio of services, a strong

commitment to sustainability, and good corporate citizenship, we have over 243,000 dedicated
employees serving clients across six continents.

Together, we discover ideas and connect the dots to build a better and bold new future.

The Spirit of Wipro is the core of Wipro. These are our Values. It is about who we are. It is our
character. It is reflected consistently in all our behavior. The Spirit is deeply rooted in the
unchanging essence of Wipro. But it also embraces what we must aspire to be. It is the
indivisible synthesis of the four values.

The Spirit is a beacon. It is what gives us direction and a clear sense of purpose. It energizes
us and is the touchstone for all that we do.

Contribute to global e-society, where a wide range of information is being exchanged beyond
time and space over global networks, which breaks down the boundaries among countries,
regions, and cultures, allowing individuals to take part in various social activities in an
impartial, secure way.

Continous effort to enhance people's lifestyle and quality by means of developing new
technology in wireless communication.

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Deloitte:

“Deloitte” is the brand under which tens of

thousands of dedicated professionals in
independent firms throughout the world
collaborate to provide audit & assurance,
consulting, risk and financial advisory, risk
management, tax, and related services to select clients. These firms are members of Deloitte
Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”). Each
DTTL member firm provides services in particular geographic areas and is subject to the laws
and professional regulations of the particular country or countries in which it operates.

Each DTTL member firm is structured in accordance with national laws, regulations,
customary practice, and other factors, and may secure the provision of professional services in
its territory through subsidiaries, affiliates, and other related entities. Not every DTTL member
firm provides all services, and certain services may not be available to attest clients under the
rules and regulations of public accounting.

DTTL and each DTTL member firm are legally separate and independent entities, which
cannot obligate each other. DTTL and each DTTL member firm are liable only for their own
acts and omissions, and not those of each other. DTTL (also referred to as “Deloitte Global”)
does not provide services to clients.

“Our mission is to help our clients and our people excel. We are one of the world's leading
business advisory organizations. Our size, strength and resources will help us carry out our
mission now and in the future.”

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 Overview
Role of Organizational Culture on Employee Satisfaction
Organization culture is a set of values and beliefs which are followed by a specific group of
people. He asserts that many organizations have put their efforts to understand the significance
of a global culture. The balance amid local and organization’s culture has been proved critical
for organization success. Organization culture is a composition of different meaning and
behavior at a particular organization. According to Trice & Beyer, organization culture
involves unique languages and practices. Culture means a set of values and beliefs learned by
a group of individual in a particular context to ensure their survival in the external environment
as well as to solve the problems arises from the internal integration.

Organization culture can affect the degree of employees learning activities, level of satisfaction
and motivation. An environment which provides a supportive culture can enable employees to
utilize their new knowledge which may enhance the performance of the organization. Most of
the Organizations cultures are a composition of a visible characteristics such as values, beliefs,
faith, myths, languages, norms, stories, and regulation.

Supportive organization culture can enhance worker loyalty, improves worker ability to work
hard and demonstrate culture characteristics which represent the organization.

Employees prefer culture which is in balance with their demographic characteristics. Human
Resource Development (HRD) practitioners agree that some cultural characteristic may lead
the organization toward innovation and creativity through organization development or
training.

Understanding the organization culture may help the employees to meet the organization
expectation and can show more positive behavior in a new cultural environment. An
organization based on a strong culture gives priority to those individuals who understand

13
organization values as new employees are required to accept those current organizational
values.

Organization culture itself is a means through which cultural changes occur or can perpetuate
the existing culture. Organization during recruitment process gives preference to those
candidates whose values seem to be more similar with the organization values as a balance
amid employees and organization values leads to greater loyalty and job satisfaction.
Organization culture influences the internal atmosphere of organizations but also responding
to changes in the prevailing national culture.

Organizational cultures have a significant impact on employee’s perceptions and job

satisfaction. Thus, an effective organization needs to create a culture which actively encourages
employee’s satisfaction.

Advocacy and Clan Culture have a positive impact on employee’s job satisfaction while
Hierarchical and Market Culture have a negative impact on job satisfaction. In control culture
which is strongly based on rules, regulation, order, achievements and policies, the long term
organization loyalty, security and satisfaction of employees may seem doubtful.

Company values supportiveness in its organizational culture, it is important to find employees

that show concern for others. By doing so, it will increase the perceived amount of support in
the workforce, thus increasing the level of satisfaction and innovation.

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 Objective of research

The purpose of the present study is to provide a critical review of the relation between
organizational culture and the levels of job satisfaction experienced by employees of IT
industry. Organizational culture refers to a series of attitudes and behaviors adopted by
employees of a certain industry, which affect its function and total well-being. Job satisfaction
refers to the employee’s perceptions of their working environment, relations among colleagues,
earnings and promotion opportunities. Job satisfaction is the elusive elixir of professional life
that everybody is running after, but only a few can get hold of. In fact, one of the most sought
after objectives for employees is job satisfaction. There are a lot of factors that determine job
satisfaction. Organizations may need to take a lot of steps so that employees derive job
satisfaction. There is no formula for job satisfaction. The notion of satisfaction from one’s own
role in a professional set up sinks in gradually and only the culture of that organization can help
employees with that. The review shows that contemporary job-related phenomena like job
satisfaction are related to their perceptions of their working environment, relations with
colleagues, institution aims and strategies and success criteria. In addition, the employees'
preference for organizational culture is likely to be affected by demographic characteristics,
especially gender. It can be supported, therefore, that measuring and analyzing an institution's
organizational culture in combination with its employees' demographic and individual
characteristics may lead to valuable conclusions, so that job satisfaction is promoted.

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 Questionnaire about survey

Q-1 Name

Q-2 Gender

o Male
o Female
o Others

Q-3 Company

Q-4 Department

o Sales
o Marketing
o HR
o Support
o Production
o Others

Q-5 What do prefer more?

o Work from home

o Work from office

Q-6 How much clear is your internal communication?

o 1
o 2
o 3
o 4
o 5

Q-7 How friendly is your organization culture?

o 1
o 2
o 3
o 4
o 5

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Q-8 How much satisfied are you with the infrastructure or physical work culture of your
company?

o 1
o 2
o 3
o 4
o 5

Q-9 How much is clan culture (culture which promotes team work and togetherness) promoted
in your company?

o 1
o 2
o 3
o 4
o 5

Q-10 Do you get appreciated for your individual work?

o Very rarely
o Rarely
o Sometimes
o Frequently
o Very frequently

Q-11 Do you get recognized for your initiatives?

o Very frequently
o Frequently
o Rarely
o Very rarely
o Never

Q-12 How often your company promotes after office parties?

o Daily
o Weekly

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 o Monthly
o Never

Q-13 How frequently your company gives appraisals to their employees?

o Yearly
o Half yearly
o Quarterly

Q-14 Does your company promote regular breaks to reduce employee burnout?

o Frequently
o Rarely
o Never

Q-15 Is your top management gender biased?

o Yes
o No
o Maybe

Q-16 Is job rotation promoted in your company?

o Yes
o No
o Maybe

Q-17 What is your company’s decision-making format?

o Centralised
o Decentralised

Q-18 On scale of 5 how much are you satisfied with the overall organization culture?

o 1
o 2
o 3
o 4
o 5

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 Analysis of Responses

1. Gender

Gender No.
Female 21
Male 29
Grand Total 50

Gender

Female Male

• As per survey conduct in IT industry, we found that 42% are female

employees & 58% are male employees.
• As we can say that ratio between female to male is 1:1.31

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2. Company

Company Name No. of employees

Ajjas 4
Cognizant 1
Deloitte 1
EY 2
Goldman sachs 1
Hps 5
Infosys 12
ISRO 1
MNC 1
Odyssey 1
Qualcomm 1
TCS 9
Tech Mahindra 1
Wipro 9
Zest 1
Grand Total 50
COMPANY & IT'S EMPLOYEES
Ajjas
Cognizant
Deloitte
EY
Goldman sachs
Hps
Infosys
ISRO
MNC

• As per survey conducted in IT industry Maximum no. of people it’s

almost 60% employees working in leading companies like Infosys,
Wipro, TCS and 40% working in normal Company.

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3. Department

Department No. Of Employees

HR 4
Marketing 9
Support 10
Production 10
Sales 5
Others 12
Grand Total 50

Department

HR
Marketing
Others
Production
Sales
Support

• AS per survey conducted in IT industry HR 8%, Marketing 18%, Support

20%, Production 20%, Sales 10%, Other 24%.

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4. What do prefer more?

Work Space No. of employees

Work from home 25
Work from office 25
Grand Total 50

Work Space

Work from home

Work from office

• As per the survey conducted in IT industry out of 50 employees 50%

prefer work from office and 50% prefer work from home.

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5. How much clear is your internal communication?

Internal Communication
25

20

15

10 Total

0
2 3 4 5
Ranking 1-5

• As per the survey conducted in IT industry 82% employees which means

41 employees has good Internal Communication.
• Total average of clear internal communication is 4.14

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6. How friendly is your organization culture?

Organization Culture
25

20

15

10 Total

0
2 3 4 5
Ranking 1-5

• As per survey conducted in IT industry 80% employees which means

40 employees has friendly organization culture.
• Average of total friendly organization culture is 4.14

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7. How much satisfied are you with the infrastructure or physical work
culture of your company?

Work Culture
25

20

15

10
Total
5

0
1 2 3 4 5
Ranking 1-5

• As per survey conducted in IT industry 72% which means 36 employees

are happy with their infrastructure or physical work culture.
• Average of total infrastructure or physical work culture is 3.86

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8. How much is clan culture (culture which promotes teamwork and
togetherness) promoted in your company?

Clan Culture
20
18
16
14
12
10
8
Total
6
4
2
0
2 3 4 5
Ranking 1-5

• As per survey conducted in IT industry 74% employees which means 37

employees has good clan culture.
• Average of total clan culture is 4.06.

26
9. Do you get appreciated for your individual work?

Appreciation of Individual Work

20
18
16
14
12
10
Total
8
6
4
2
0
Frequently Rarely sometimes Very frequently Very rarely

• As per survey conducted in IT industry 46% employees which means 23

employees get Appreciation of Individual Work regularly whereas 36%
which means 18 employees get Appreciation of Individual work
sometimes.

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11. Do you get recognized for your initiatives?

Time Duration No. of employees

Frequently 19

Never 4

Rarely 15

Very frequently 9

Very rarely 3

Grand Total 50

Recognistion for your initiatives

Frequently
Never
Rarely
Very frequently
Very rarely

• According to the aforementioned statistics, it can be observed that 21

employees, or 40% of the pie chart, regularly receive recognition for their
initiatives, whereas 4 i.e. 3% of employees never do.

28
12. How often your company promotes after-office parties?

Time Duration No. of employee

Monthly 26
Never 19
Weekly 5
Grand Total 50

After office parties

Monthly
Never
Weekly

• As per the above data 52% i.e. 26 employees gets to experience after-office
parties on monthly basis, whereas 5 employees which contribute to 10% of the
chart experiences it on weekly basis.

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13. How frequently your company gives appraisals to their employees?

Time Duration No. of employees

Half yearly 7
Quarterly 8
Yearly 35
Grand Total 50

Appraisals to employees

Half yearly
Quarterly
Yearly

• As per the aforementioned data, it can be observed that 70% of the employees
which is 35 in number get yearly appraisals in their respective companies.
Moreover, 7 employees which is 14% get half-yearly appraisals.

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14. Does your company promote regular breaks to reduce employee burnout?

Time Duration No. of employees

Frequently 23
Never 8
Rarely 19
Grand Total 50

Employees Burnout

Frequently
Never
Rarely

• In the above data, 23 employees who are 46% get frequent breaks from their
respective companies to reduce their burnout, whereas 8 employees i.e. 16%
never get any breaks for the above.

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15. Is your top management gender-biased?

Yes/No/Maybe No. of employees

Yes 0
Maybe 8
No 42
Grand Total 50

Gender Biased

Maybe
No

• In the above data, 42 employees i.e. 84% of the employees says that their top
management isn’t gender biased, whereas 8 employees i.e. 16% says maybe
their top management is gender biased.

32
16. Is job rotation promoted in your company?

Yes/No/Maybe No. of employees

Maybe 16
No 17
Yes 17
Grand Total 50

Job Rotation

Maybe
No
Yes

• As per the above graph it can be observed that 34% of the employees doesn’t
have job rotation culture in their organization, on the other hand 34% of the
employees have job rotation culture. Moreover, 32% of the employees says
maybe they have job rotation culture in their organization.

33
17. What is your company's decision-making format?

Decision Making No. of employees

Centralized 44
Decentralized 6
Grand Total 50
Decision Making

Centralised
Decentralised

• In the aforementioned data, 88% of employees have centralized decision-

making in the organization whereas 12% have decentralized decision-making
in their respective organizations.

34
18. On a scale of 5 how much are you satisfied with the overall organization culture?

Satisfaction from organisation culture

25

20

15

Total
10

0
1 2 3 4 5

• In the above chart overall employees satisfaction from their organization’s

culture is shown and it can be seen that 20 employees have given 4 stars to
their culture whereas 1 employee gives 1 star to its organizational culture.

35
 Learning and Findings from the study
• As per the responses from employees from different companies in it industries it can be
seen that employees who prefer work from office are more likely to get recognize for
their initiative moreover they might be having good infrastructure facilities where as
employees who prefer work from home are the once who are not likely to get out of
their comfort zone or might be introverts who likes to work alone.
• Many employees says that their internal communication is good as may be because they
and their colleagues are extroverts and are following 7 C’S of communication due to
which proper communication is flowed and mind juggling is avoided. Moreover, some
employees say their organizational culture is friendly.
• It is observed that companies promote clan culture which is an important ingredient of
organizational culture due to which team work and togetherness is promoted in the
company and employees can feel a sense of belongingness due to which their need of
love and belongingness as per Mash law Hierarchy of need is fulfill.
• Also to maintain a friendly and good work culture and to motivate their employees
many companies promote after office parties on monthly basis to satisfy their
employees.
• Employees often get motivated because of monetary benefits therefor it becomes
important for the companies to give regular appraisals to their employees from the
above data it can be seen most of the companies gives yearly appraisals to their
employees.
• From the above data it can also be seen that companies give regular breaks to their
employees to reduce their burnout and stress so that they can work peacefully.
• Companies are not gender biased as well as they promote job rotation may be so that
the employees could learn new skills and involve with other departments to explore
different culture.
• Employees says that their companies decision making formate is centralize as their end
decision are taken by top management.
• From the overall data most of the employees are satisfied with their organizational
culture as gave 4 star rating for the above and its average is 3.96 of the total data.

36
 Conclusion
The culture within an organization is very important, playing a large role in whether it is a
happy and healthy environment in which to work. In communicating and promoting the
organizational ethos to employees, their acknowledgement and acceptance of it can influence
their work behaviour and attitudes. When the interaction between the leadership and employees
is good, the latter will make a greater contribution to team communication and collaboration,
and will also be encouraged to accomplish the mission and objectives assigned by the
organization, thereby enhancing job satisfaction.
Organizations, cultures which are focused on creativity and innovations tend to increase job
satisfaction. Organization cultures present a realistic view of the individual’s attitude and jobs
performance as affected by the organization.

The study suggested that more friendly and collaborative organizational culture can be used as
a strong Human Resource (HR) strategy; the positive impact of organizational culture can result
in higher job satisfaction and efficient performance. In contrast, the negative impact of
organizational culture may lead the organization to higher employee’s turnover as they seek to
move from the current workplace environment to the new one.

It is thus important to understand the relation amid the organizational culture and employee
satisfaction which as a result helps the organization to understand employee’s preferences and
abilities to meet their needs.

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 Bibliography

1. www.researchgate.ne
2. www.wipro.com
3. www.business-standard.com
4. www.capitalmarket.com
5. www.ambitionbox.com
6. www.ibef.org
7. www.linkedin.com

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