Reflective report

Organization Culture
Organizational culture is an abstract strategic scheme that combines fundamental assumptions
and values that characterize the behaviour, activity, and activities of an organization. In other
words, in the general attitude, mood, and motivation or lack of it, it is the people in the
company. Organizational culture is the internal values and practices group of an organization.
This paper examines the effect of corporate culture and organizational involvement in
Malaysian companies on financial performance. Based on Deshpande and Farley's work on
corporate cultural styles and Allen and Meyer on organizational participation, a structured
questionnaire was developed and self-administered to managers in Malaysian companies.

• Characteristics:
Organizational culture is the set of essential understandings kept by participants in the
organization, such as principles, values, attitudes and beliefs. A network of common
understanding between members is the essential centre of organizational culture. The
organizational climate has a significant impact on the organization's performance. It's
expressed in terms of expectations, principles.

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 ❖ Features
This depends on the values and beliefs of the group leaders. Shared values, common interests,
shared intent, shared understanding and shared perceptive development are different ways of
reflecting community. These awareness patterns also provide a foundation for the sensitivity
and sense of one's own behaviour. A set of values held by members is the common aspect of
all the definitions mentioned above. It depends on the team members ' values and beliefs.
Different ways of representing community are shared values, common interests, shared
purpose, shared understanding and shared perceptive growth. Such patterns of perception also
provide a context for one's own behaviour’s tolerance and meaning. The common aspect of
all the meanings listed is a set of values held by members.
Different types of work culture in the Organisation in India
Contemporary Indian companies are characterized by diverse workforce. In turn, India is
drawn to tap its competitive markets by more multinational corporations (MNCs). Such
companies are actively endeavouring to fill the skill gap with the participation of different
groups in society and, as a business case, to reap the benefits of labour diversity.
▪ Different Culture of the Different Industry
o TCS culture is found to be highly ethical, as is the case with most TATA Group firms.
The workplace was found to be highly networked according to the various interviews,
although the job responsibilities and employee duties were clearly defined. This
allowed workers to integrate quickly and effectively into the company and encouraged
them flexibility.
One of the most notable features of this company is that it refers to employees as part
ners rather than ' employees. ' ' This shows the company's pride in being ' connected ' t
o the persons concerned and considers them as relevant and superior to the organizati
on itself. (Bauman, 2015) (kelshikar, 2018)
o Google India's headquarters in Hyderabad would give a run for money to most of its
western offices. Of course, Google Indian workers shared their excitement for working
in their offices. We claim the workplace environment is so relaxing that after working
hours we don't want to leave the office.
o After all, with advantages including flexible work schedules, leisure activities, a fully
equipped gym,
. (Verma, 2017)
o Wipro is one of India's best companies where people can work without stress at work
with a carefree environment that allows for professional and personal growth. Wipro
takes all necessary steps to remain healthy and happy with its workers through
incentives such as paid holidays, maternity benefits, counselling sessions and other
benefits. Staff at Wipro can pick their lifestyle.
o Ironically, Marriott finds the people there working to be' associates' rather than
employees. One of the best hotel chains in the world, Marriott has won the hearts of
both their guests and their associates. They take the best care of their employees with
incentives such as discounts for staff and health facilities. (Qadri, 2016)

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 o Why company culture Matters??
Employment culture is important to employees as employees are more likely to enjoy workin
g time if they fit into the company's culture. On the other hand, if you work for a company th
at does not fit in with the culture of the company, you are likely to take much less pleasure ou
t of your job. For example, you are likely to be less efficient and less successful if you prefer
to work alone but work for a company that promotes teamwork (or has shared office spaces).
When you work in a company with a conventional management style, your job responsibilities
will be clearly defined and without a formal process of advancement or change there may not
be opportunities to move forward.
Jobs are not just a pay check, and it is important for both the worker and the employer to ensure
that there is a good fit, given the amount of time spent working. Before you accept a job you're
not sure about, take some to ensure it's a good fit for your skill set, experience, personality, and
goals for the future.

Motivation

Introduction
Motivation is the desire or aversion experience ... you want something, or you want something
to avoid or escape. Motivation as such has both an objective side – a goal or aspiration – and
an internal or subjective aspect: it is you who want the thing. In this era this is the utmost
requirement of the society.

1. What Is Motivation:
Motivation is an important factor that helps people to deliver their best performance and help
achieve business goals. A strong positive motivation will allow employees to increase their
productivity, but a negative motivation will reduce their efficiency. Motivation is a key element
of personnel management.
“A motive is an inner state that energizes, activates, or moves and directs or channels behaviour
goals.” (Berelson & Steiner, 1967)
“It is the stimulation of any emotion or desire operating upon one’s will and promoting or
driving it to action.” (Lillis, 1981)
“Motivation refers to degree of readiness of an organism to pursue some designated goal and
implies the determination of the nature and locus of the forces, including the degree of
readiness.” (TheEncyclopediaofManagement, 2001)

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Maslow’s Hierarchy of Needs Theory
The hierarchy of needs of Maslow is a psychological theory of motivation that integrates a
five-tier model of human needs, often depicted as hierarchical levels within a pyramid. ... The
needs are from the bottom of the hierarchy upwards: physiological, security, love and
belonging, esteem and actualization
Herzberg’s Two-Factor Theory
The concept of two factors (also known as Herzberg's theory of motivation-hygiene and dual-
factor theory) notes that there are certain variables in the workplace that cause job satisfaction
while a separate set of factors cause dissatisfaction, all of which act independently of one
another
McClelland’s Acquired-Needs Theory
The Human Motivation Theory of McClelland states that each individual has one of three
main driving motivators: the need for achievement, affiliation, or power. Such motivators are
not inherent; they are formed by our perceptions of culture and life. Successful people want
to solve problems and accomplish goals
Porter –Lawler Model of Motivation:
Lyman Porter and Edward Lawler developed a systematic motivation theory, integrating the
various aspects i have addressed so far and including two additional variables in their model.
While largely built on the anticipation model of Vroom. The system of Porter and Lawler is a
more full reward model. This model was also implemented in their analysis of managers in
practice. This is a multi-variate model explaining the relationship between job attitudes and
job performance

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Bibliography
Bauman, Z. (2015). theory culture and society.

Berelson, & Steiner. (1967).

kelshikar, a. (2018). How India Works: Making Sense of a Complex Corporate Culture .

Lillis. (1981).

Qadri, P. D. (2016). A Study of Cross Cultural Communication Strategy: Case of Marriott Hotels &
Resorts . A Study of Cross Cultural Communication Strategy: Case of Marriott Hotels &
Resorts .

TheEncyclopediaofManagement. (2001).

Verma, P. (2017). India's best companies to work for 2017: Everyone's an entrepreneur at Google
India.

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