A

RESEARCH REPORT

ON
“A STUDY ON ORGANISATIONAL CULTURE AND ITS
IMPACT ON EMPLOYEES BEHAVIOUR”

Submitted in Partial Fulfillment for the Award of Degree of

MASTER OF BUSINESS ADMINISTRATION

Of

Chhattisgarh Swami Vivekanand Technical University, Durg (C.G.)

Session 2018-2020

Submitted by
1.RICHA AGRAWAL
Examination Roll No.-500107618042
Enrollment no.-BG1956
2.RASHMI SAHU
Examination Roll No.-500107618060
Enrollment no.-BG1955
3.SIMRAN
Examination Roll No.-500107618086
Enrollment no.-BG1968
MBA II Semester, 2019

DEPARTMENT OF MANAGEMENT
BHILAI INSTITUTE OF TECHNOLOGY
(An ISO 9001:2000 Certified Institute)
Bhilai House, G.E. Road, Durg – 491 001(C.G.), India

1
 DECLARATION

We (RICHA AGRAWAL, RASHMI SAHU, SIMRAN) student of M.B.A. II semester in

Department of Management, Bhilai Institute of Technology, Durg (C.G.) hereby declare that
the research report work entitled “(A STUDY ON ORGANISATIONAL CULTURE AND
ITS IMPACT ON EMPLOYEES BEHAVIOUR)” is the record of original work done by me
and the matter enclosed has not been submitted for the award of any other degree or diploma
in the university or anywhere.

Date:
Place:

Sr.No. Name of the Signature Examination Enrollment No.

student Roll No.

1 Richa Agrawal 500107618042 BG1956

2 Rashmi Sahu 500107618060 BG1955
3 Simran 500107618086 BG1968

: MBA II Semester, Sec-“B” 2019

2
 CERTIFICATE BYTHE EXAMINERS
This is to certify that the project entitled
(“A STUDY ON ORGANISATIONAL CULTURE AND ITS
IMPACT ON EMPLOYEES BEHAVIOUR”)

Submitted by
<RICHA AGRAWAL, RASHMI SAHU, SIMRAN>Roll No.500107618042,
500107618060,500107618086 Enrollment No. BG1956 , BG1955 ,BG1968.Has been

examined by the undersigned as a part of the examination for the award Of Master
of Business Administration degree of Chhattisgarh Swami Vivekanand Technical
University, Bhilai (C.G.).

________________ __________________
________________ __________________
Name & Signature of Name & Signature of
Internal Examiner External Examiner
Date: Date:

Forwarded by
Head
Department of Management

3
 ACKNOWLEDGEMENT

I am using this opportunity to express my gratitude to everyone who supported me

throughout the course of this MBA report. I am thankful for their aspiring guidance
invaluably constructive criticism and friendly advice during the project work. I am sincerely
grateful to them for sharing their truthful and illuminating views on a number of issues
related to the project.

I express my warm thanks to Mr. [Satyavardhan Tiwari] for their support and guidance at our
research report.

I would also like to thanks my report external guide and all the people who provided me
with the facilities being required and conductive conditions for my MBA report.

Thank you

4
 CONTENTS

Chapter-1: 1.1 Introduction

1.2 Background
Chapter-2:2.1 Literature survey
Chapter-3: 3.1 Problem statement
3.2 Research Objectives
Chapter-4: 4.1 Research Methodology
4.2 Research Design
Chapter-5:5.1 Analysis and findings
Chapter-6: 6.1 Conclusions
6.2 Limitation of research report
6.3 Scope of further report

5
 ABSTRACT

Organizations are among the key units of the society. During their establishment and
development a specific kind of organizational culture eventually appears. Thepurpose of
organizational culture is to improve solidarity and cohesion, and to stimulate employees'
enthusiasm and creativity to improve the organizationseconomic efficiency. In addition,
organizational culture greatly influencesemployee behaviour.
The aim of this study is to find out how organizational culture affects employeebehaviour. It
is important to understand that in order to improve the organizationsbusiness management
and let the organizational culture have the right impact onemployees.
The results of the study indicate that organizational culture mainly impactsmotivation,
promotes individual learning, affects communication, and improvesorganizational values,
group decision making and solving conflicts.

6
 CHAPTER I

1.1INTRODUCTION:-

Organisation are among the key units of the society. During their establishment and
development, a specific kind of organisational culture eventually appears. The purpose of
organisational culture is to improve solidarity and cohesion, and to stimulate employees,
enthusiasm and creativity to improve the organisations economic efficiency. In addition,
organisational culture greatly influences employee behaviour.
The aim of this study is to find out how organisational culture affects employee
behaviour. It is important to understand that in order to improve the organisations
business management and let the organisational culture have the right impact on
employees.
The results of the study indicate that organisational culture mainly impacts motivation,
promotes individual learning, affects communication, and improves organisational
values, group decision making and solving conflicts. Keywords organisational culture,
organisational behaviour, employee behaviour.

1.2BACKGROUND:-

Culture has been defined in many different ways and by many different theorists.
For instance, according to Greet et al (2010) “it is the collective programming of
themind that distinguishes the members of one group or category of people from
others”. Kotter and Heskett (1992) noted that culture is “a set of beliefs, values and
behaviours commonly held by a society, being derived from social anthropology as
a framework for understanding ‘primitive’ societies”. Finally, Deal and Kennedy
(1982) defined culture in short as “the way we do things around here”.
When establishing and developing a company or other organization, an internal
culture will develop step by step. The purpose of its existence is to improve
solidarity and cohesion, stimulate employees' enthusiasm and creativity, and to
improve the economic efficiency of an organization. Like cultures in general,
organizational cultures are complex and unique. They are based their individual
history, leadership and workforce.
Hence, in order to improve management and let an organizational culture have the
right effect on employees, it is important to understand how organizational cultures
affect employee behaviour.

7
 CHAPTER-II
2.1 LITERATURE SURVEY

ORGANIZATIONAL CULTURE: AN OVERVIEW

Organizational culture is now a prevalent topic among managers, among consultants and
among academics. As a mean of distinguishes the members of one group from others,
enterprise culture gives identities to organizations, groups and individuals.
There is no single definition for the concept of the organizational culture. Instead, there are
several. For instance, “the process of thinking helps in establishing one member from another
on the basis of cognitive thinking” (Greet, et al., 2010); “the success guidance based upon
different values and norm that makes culture effective” (Schein, 2004); “the set of beliefs,
behavior, norms and values helps in making culture most effective” (Kotter, et al., 1992).
Even if there is no single definition for the concept of the organizational culture and even if
cultures are very different from one to another, commonalities do exist. Hofstede (2010)
introduced an onion model to cover the total concept of culture, including four aspects:
symbols, heroes, rituals, and values.
In Figure 1, those aspects represent the skins of an onion, indicating that symbols represent
the surface and value the deepest manifestation of the culture with heroes and rituals in
between.

The most superficial level is symbols. Symbols include words, pictures, architecture, service
models, or other objects that carry a particular meaning that is recognized as such only by
those who share the culture. The reason why symbols are the most superficial level of the
onion model is that symbols are the material carriers of the culture; they can easily be
replaced by another system.
Heroes are persons who carry characteristics that are highly recognized. Heroes are
immortal, and they can serve as models for showing the correct values.
Rituals include social behavior, discourse, and the way language is used. Rituals are
collective activities that are used to express kinds of emotions such as respect. Within a
culture, rituals are considered socially essential.
8
The core of culture, according to Figure 2 is formed by values. Values mainly refer to
fundamental beliefs, values, ethics and spirits of an organization.
Figure 2: The "Onion": Manifestations of culture at different levels of depth
Robbins (2010) outlines seven primary characteristics that capture the essence of an
organizational culture as follows:
(1) Innovation and risk taking. Employees are encouraged to be creative and take risks
which produce creativity. Innovation is also a form of productivity.
(2) Attention to detail. Employees are expected to be attentive. Details always determine
success or failure.
(3) Outcome orientation. Management focuses on final outcomes or the processes used to
achieve those goals.
(4) People orientation. The consideration in management decisions tends to affects people
within the organization.
(5) Team orientation. A work event is organized among teams or individuals.
(6) Aggressiveness. A person is aggressive and competitive or easy-going during work.
(7) Stability. Organization is looking forward to maintaining the status quo or keeps growing.

Nowadays organization culture has generally been associated with management (Kotter, et
al., 1992). Schein (1995) pointed that there are two essential factors that have influence on
effective culture management: structural stability and integration of superior standard of
organization culture.

ORGANIZATIONAL CULTURE AND ITS DIMENSIONS

Geert Hofstede implemented one of the most comprehensive studies of how values in the
workplace are influenced by culture. He analyzed a large database of employee value scores
collected within IBM between 1967 and 1973. In addition, he demonstrated that there are
national and regional cultural groupings that affect the behavior of organizations and
identified four dimensions of culture:
 Power distance
 Individualism
 Uncertainty avoidance
 Masculinity

POWER DISTANCE

Power distance is the first dimension addressed by Hofstede; it reflects the inequality of
society. Some people have more power than others, while some people have more social
status and respect than others. It reflects such inequalities among the various areas of the
society. According to Hofstede’s research, not all societies regard inequality as a problem.
In the workplace, power inequality of the "boss-subordinates relationships" is objective. In
the large-power-distance situation,. Organizations centralize power in top management as
much as possible. In the small-power-distance situation, Organizations are fairly
decentralized,

9
INDIVIDUALISM AND COLLECTIVISM

In this dimension differences between organization interest and self interest has perfectly
been matched. Hofstede (2010) indicated that in collective cultures, the interest of a group or
organization is valued more than the interest of an individual.
In contrast, in an individualist society, an individual’s interests are valued over the interests
of a group.

In the workplace, employees in an individualist culture are expected to act according to their
own interests, and the objectives of work should be organized in such a way that they match
the individual’s interests. In a collectivist culture, individuals belong to in-groups. The
employees act according to the interests of this in-group, which may not always match with
his or her individual interests.

MASCULINITY AND FEMININITY

Masculinity and femininity reflect whether a certain society is predominantly male or female
in terms of cultural values, gender roles and power relations.
In masculine cultures, some occupations were structured based on genders, which means
some jobs are given to males and others to females. There is also a stronger emphasis on
achievements, growth and challenge in jobs. In these cultures, people emphasize job
performance more than individual interests. Additionally, people prefer to receive money,
titles or other materialistic or status-oriented rewards. On the contrary, in feminine cultures,
good working conditions and job satisfaction are preferred. Meaningful rewards are leisure
time, improved benefits or symbolic rewards.

UNCERTAINTY AVOIDANCE

All human beings have to face the fact that we do not know what will happen tomorrow,
thus, every human society has developed ways to deal with it. The ways belong to the
domains of technology, law and religion. Technology, from the most primitive to the most
advanced, helps people to avoid uncertainties caused by nature. Laws try to prevent
uncertainties in the behavior of other people. Religion is a way of relating to the
transcendental forces that are assumed to control people’s personal future.
In a strong uncertainty avoidance culture, people prefer rules, regulations, and the
conservative legal order, and do not like adventure and innovation. In order to avoid risks,
they prefer stable jobs, a secure life, avoidance of conflict, and have a lower tolerance for
deviant persons and ideas. In contrast, in a week uncertainty avoidance culture, conflicts and
competitions are acceptable.

10
 CHAPTER III

2.1 PROBLEM STATEMENT:-

For an organization, employee is its basic constituent units, and culture is the
common value and code of conduct shared by the employees. It could give can
provide employees with a relaxed working environment with harmonious
interpersonal relationships in order to give full play to their ability. A corporate
culture allows employees to have a sense of mission and feel responsibility, and
work towards the overall goal of the company.
The competitiveness of enterprises is not only reflected in the technology, but also
in their corporate culture. A positive organizational culture can promote healthy
development of an enterprise, and actively mobilize the performance of employees and make
them work with more enthusiasm. Moreover, it may improve production
efficiency. In short, the benefits of a positive organizational culture are self
evident.
The priority of an enterprise is to increase the loyalty of its customer base.
Therefore, a good corporate image must be established. In other words, a good
corporate image brings good economic returns, and a good corporate image is
dependent on good organizational culture.

2.3 RESEARCH OBJECTIVES

1. To study different types of culture in an organization .
2. To study the relationship between organizational culture and organizational performance.
HYPOTHESIS
HO: There is no significant relationship between organizational culture and organizational
performance.
H1:There is a significant relationship between organizational culture and organizational
performance.

11
 CHAPTER IV

4.1RESEARCH METHODOLOGY :-

Research question-
It is important to examine how enterprise culture may affect employee behavior. The study
therefore focuses on the culture dimensional factors that influence employee behavior and
may improve work efficiency and productivity. Thus, the research question is:

How does organizational culture affect employee behavior?

This present study attempts to study the types of culture in an organization and to test the
significant relationship between organization culture and performance. The necessary data
were collected through structured of methodology was followed. The study depends on
primary and secondary data. questionnaire. Analytical and descriptive type .

AREA OF STUDY-
Organizational culture and its impact on performance is relevant to IT industries has the IT
Sectors consists of multi culture environment in the workplace. Therefore, the research was
contacted in different IT companies to achieve the precise feature features of organizational
culture and its impact on employee performance. The study covered different IT companies
in any organization.
SAMPLING SIZE AND DESIGN -
The primary data were collected through survey method. electronic mail using well
developed Questionnaire Convenience Sampling has been done for generating data. Totally
16 Questionnaires were distributed and == collected out of which == completed
questionnaires were found usable. Survey was conducted directly and through
QUESTIONNAIRE DESIGN
The primary data were collected through questionnaire survey. The respondents were asked
to give their opinion on organizational culture, commitment of the employees. The opening
division of the survey comprises of employees individual of the employees individual details
and their perceptive on organizations culture and performance has elective questions.

4.2 RESEARCH DESIGN:-

A research design is an arrangement of condition for collection and analysis of the data in a
manner that aims to combine relevance to the research purpose with economy in procedure
The study is descriptive in nature i.e., descriptive research. Descriptive research is concerned
with describing the characteristics of a particular individual or group. This includes surveys
and fact-finding enquiries of different kinds. The main characteristic of this method is that
12
the researcher has no control over the variables; one can only report what has happened or
what is happening. Thus, the research design in case of descriptive study is a co‐ operative
design throwing light on all the areas and must be prepared keeping the objectives of the
study and the resources available. This study involves collection of data from Junior and
senior level Executives."

Population Size
The universe of the study consists of employees (Junior senior level Executives) of any
organization with a total number of ==. Out of the total population data could be collected
from ==persons.
Data Source
This study involves collection of primary data from the employees of organizations This
survey method is used considering the size of the universe and time factor. Data are collected
through structured Questionnaire. Questionnaire has been designed and personally
administered.

13
 CHAPTER 5
5.1 ANALYSIS :
Crosstabs
Case Processing Summary
Cases

Valid Missing Total

N Percent N Percent N Percent

Your post * Is your

organisation people voluntarily 32 १००.०% 0 ०.०% 32 १००.०%
ownup their mistakes
Your post * Is your
organisation trusting and
32 १००.०% 0 ०.०% 32 १००.०%
friendly relations are highly
valued
Your post * Is your
organisation people are proud
32 १००.०% 0 ०.०% 32 १००.०%
of belonging to this
organization
Your post * Is your
organisation time and 32 १००.०% 0 ०.०% 32 १००.०%
puntuality is highly valued
Your post * Is your
organisation
32 १००.०% 0 ०.०% 32 १००.०%
provides,retirement benefit to
its employee
Your post * Is your
organisation cares for the
32 १००.०% 0 ०.०% 32 १००.०%
financial stability of its
employee
Your post * Is your
organisation provision for 32 १००.०% 0 ०.०% 32 १००.०%
welfare amenities is available
Your post * Is your
organisation mission is to 32 १००.०% 0 ०.०% 32 १००.०%
surve society
Your post * Is your
organisation is to ready to 32 १००.०% 0 ०.०% 32 १००.०%
accept changes

14
Your post * Is your
organisation encourages 32 १००.०% 0 ०.०% 32 १००.०%
innovation
Your post * Is your
organisation adopts high tech 32 १००.०% 0 ०.०% 32 १००.०%
bravely
Your post * Is your
organisation develops new
32 १००.०% 0 ०.०% 32 १००.०%
products and service
continuously

Your post * Is your organisation people voluntarily ownup their mistakes

Crosstab
Count

Is your organisation people voluntarily ownup their Total

mistakes

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Accountant 0a 0a 1a 1

Assistant great 3 0a 0a 1a 1

Assistant manager 1a 0a 0a 1

Assistant professor 0a 0a 1a 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1
bsp employee 1a 0a 0a 1

Your post Cashier 0a 0a 1a 1

Clerk 1a 0a 0a 1

Employee 0a 1a 0a 1

Employee 0a 0a 1a 1

HR manager 0a 1a 0a 1

Local editor 0a 1a 0a 1

Professor 0a 0a, b 2b 2

Professor 1a 0a 0a 1
Receptionist 2a 0a 0a 2

RTO officer 0a 0a 1a 1

15
 State tax inspector 0a 2b 0a, b 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 4a 1a 0a 5

Teacher 0a 0a 1a 1
Total 17 6 9 32

Each subscript letter denotes a subset of Is your organisation people voluntarily ownup their mistakes categories whose
column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 58.227a 44 .074

Likelihood Ratio 59.423 44 .060
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .19.

Your post * Is your organisation trusting and friendly relations are highly valued
Crosstab
Count

Is your organisation trusting and friendly relations are Total

highly valued

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2
Accountant 0a 0a, b 1b 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 1a 0a 0a 1

Assistant professor 1a 0a 0a 1

Your post Banker 1a 0a 0a 1

Bookkeeper 0a 1b 0a, b 1

bsp employee 1a 0a 0a 1

Cashier 0a 1b 0a, b 1

Clerk 1a 0a 0a 1
Employee 1a 0a 0a 1

Employee 1a 0a 0a 1
16
 HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 2a 0a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 5a 0a 0a 5

Teacher 1a 0a 0a 1
Total 28 2 2 32

Each subscript letter denotes a subset of Is your organisation trusting and friendly relations are highly valued
categories whose column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 64.000a 44 .026

Likelihood Ratio 29.658 44 .952
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .06.

17
Your post * Is your organisation people are proud of belonging to this
organisation

Crosstab
Count

Is your organisation people are proud of belonging to this Total

organisation

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Accountant 1a 0a 0a 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 1a 0a 0a 1

Assistant professor 1a 0a 0a 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

bsp employee 0a 1b 0a, b 1

Cashier 1a 0a 0a 1

Clerk 1a 0a 0a 1

Your post Employee 1a 0a 0a 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 0a 1b 0a, b 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1
Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 2a 0a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 5a 0a 0a 5

Teacher 1a 0a 0a 1
Total 29 2 1 32

Each subscript letter denotes a subset of Is your organisation people are proud of belonging to this organisation
categories whose column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

18
Pearson Chi-Square 64.000a 44 .026
Likelihood Ratio 23.731 44 .995
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .03.

Your post * Is your organisation time and puntuality is highly valued

Crosstab
Count

Is your organisation time and puntuality is highly valued Total

1 2 3

sales manager 1a 0a 0a 1

Accountant 0a 2b 0a, b 2

Accountant 1a 0a 0a 1

Assistant great 3 0a 0a 1b 1

Assistant manager 1a 0a 0a 1

Assistant professor 1a 0a 0a 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

bsp employee 0a 1a 0a 1

Cashier 1a 0a 0a 1

Clerk 1a 0a 0a 1

Your post Employee 0a 1a 0a 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 1a 1a 0a 2

RTO officer 0a 0a 1b 1

State tax inspector 2a 0a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 3a 2a 0a 5
Teacher 1a 0a 0a 1
Total 23 7 2 32

19
Each subscript letter denotes a subset of Is your organisation time and puntuality is highly valued categories whose
column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 53.863a 44 .146

Likelihood Ratio 38.056 44 .723
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .06.

Your post * Is your organisation provides,retirement benefit to its employee.

Crosstab
Count

Is your organisation provides,retirement benefit to its Total

employee

1 2 3

sales manager 1a 0a 0a 1

Accountant 1a 1a 0a 2

Accountant 0a 0a 1a 1

Assistant great 3 0a 0a 1a 1

Assistant manager 0a 0a 1a 1

Assistant professor 0a 0a 1a 1

Banker 1a 0a 0a 1

Bookkeeper 0a 1b 0a, b 1

Your post bsp employee 1a 0a 0a 1

Cashier 0a 0a 1a 1

Clerk 1a 0a 0a 1

Employee 0a 0a 1a 1

Employee 1a 0a 0a 1

HR manager 0a 0a 1a 1

Local editor 0a 0a 1a 1
Professor 1a 0a 1a 2

Professor 0a 0a 1a 1

20
 Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 1a 0a 1a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 2a 2a 1a 5

Teacher 0a 0a 1a 1
Total 15 4 13 32

Each subscript letter denotes a subset of Is your organisation provides,retirement benefit to its employee categories
whose column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 40.209a 44 .635

Likelihood Ratio 43.920 44 .475
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .13.

Your post * Is your organisation cares for the financial stability of its employee
Crosstab
Count

Is your organisation cares for the financial stability of its Total

employee

1 2 3

sales manager 1a 0a 0a 1

Accountant 0a 2b 0a, b 2

Accountant 1a 0a 0a 1

Assistant great 3 1a 0a 0a 1

Your post Assistant manager 0a 1a 0a 1

Assistant professor 0a 0a, b 1b 1

Banker 1a 0a 0a 1
Bookkeeper 0a 1a 0a 1

bsp employee 1a 0a 0a 1

21
 Cashier 1a 0a 0a 1

Clerk 1a 0a 0a 1

Employee 0a 0a, b 1b 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 1a 1a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 1a 1a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 3a 2a 0a 5

Teacher 0a 0a, b 1b 1
Total 21 8 3 32

Each subscript letter denotes a subset of Is your organisation cares for the financial stability of its employee categories whose column
proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 51.848a 44 .194

Likelihood Ratio 41.799 44 .566
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .09.

22
Your post * Is your organisation provision for welfare amenities is available

Crosstab
Count

Is your organisation provision for welfare amenities is Total

available

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Accountant 0a 0a, b 1b 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 1a 0a 0a 1

Assistant professor 1a 0a 0a 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

bsp employee 1a 0a 0a 1

Cashier 0a 0a, b 1b 1

Clerk 1a 0a 0a 1

Your post Employee 0a 1b 0a, b 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 0a 1b 0a, b 1

Professor 2a 0a 0a 2

Professor 0a 0a, b 1b 1
Receptionist 2a 0a 0a 2

RTO officer 0a 1b 0a, b 1

State tax inspector 1a 1a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 5a 0a 0a 5

Teacher 1a 0a 0a 1
Total 24 4 4 32

Each subscript letter denotes a subset of Is your organisation provision for welfare amenities is available categories
whose column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests

23
 Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 59.333a 44 .061

Likelihood Ratio 44.307 44 .459
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .13.

Your post * Is your organisation mission is to surve society

Crosstab
Count
Is your organisation mission is to surve society Total

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Accountant 0a 1a 0a 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 0a 1a 0a 1

Assistant professor 0a 0a, b 1b 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

bsp employee 1a 0a 0a 1

Cashier 1a 0a 0a 1

Clerk 1a 0a 0a 1
Your post
Employee 1a 0a 0a 1
Employee 0a 0a, b 1b 1

HR manager 0a 1a 0a 1

Local editor 0a 1a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 2a 0a 0a 2

RTO officer 0a 1a 0a 1

State tax inspector 1a 1a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 5a 0a 0a 5

24
 Teacher 0a 0a, b 1b 1
Total 22 6 4 32

Each subscript letter denotes a subset of Is your organisation mission is to surve society categories whose column
proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 60.606a 44 .049

Likelihood Ratio 50.437 44 .234
N of Valid Cases 32
a. 69 cells (___._%) have expected count less than 5. The minimum
expected count is .13.

Your post * Is your organisation is to ready to accept changes

Crosstab
Count

Is your organisation is to ready to accept changes Total

1 2 3

sales manager 1a 0a 0a 1

Accountant 1a 1b 0a 2

Accountant 1a 0a 0a 1

Assistant great 3 0a 0a 1a 1

Assistant manager 1a 0a 0a 1

Assistant professor 0a 0a 1a 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

Your post bsp employee 1a 0a 0a 1

Cashier 0a 0a 1a 1

Clerk 0a 0a 1a 1

Employee 1a 0a 0a 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1
Professor 1a 0a 1a 2

Professor 0a 0a 1a 1
25
 Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 1a 0a 1a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 3a 1a 1a 5

Teacher 1a 0a 0a 1
Total 22 2 8 32

Each subscript letter denotes a subset of Is your organisation is to ready to accept changes categories whose column
proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 32.073a 44 .909

Likelihood Ratio 31.937 44 .912
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .06.

Your post * Is your organisation encourages innovation

Crosstab
Count

Is your organisation encourages innovation Total

1 2 3
sales manager 0a 1b 0a, b 1

Accountant 2a 0a 0a 2

Accountant 1a 0a 0a 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 1a 0a 0a 1

Your post Assistant professor 0a 0a, b 1b 1

Banker 1a 0a 0a 1

Bookkeeper 1a 0a 0a 1

bsp employee 1a 0a 0a 1
Cashier 1a 0a 0a 1

Clerk 0a 0a, b 1b 1

26
 Employee 1a 0a 0a 1

Employee 0a 1b 0a, b 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 2a 0a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 4a 0a 1a 5

Teacher 0a 0a, b 1b 1
Total 25 2 5 32

Each subscript letter denotes a subset of Is your organisation encourages innovation categories whose column
proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 57.856a 44 .079

Likelihood Ratio 36.992 44 .764
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .06.

Your post * Is your organisation adopts high tech bravely

Crosstab
Count

Is your organisation adopts high tech bravely Total

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Your post Accountant 0a 0a, b 1b 1

Assistant great 3 0a 0a, b 1b 1

Assistant manager 1a 0a 0a 1

27
 Assistant professor 1a 0a 0a 1

Banker 1a 0a 0a 1

Bookkeeper 0a 1b 0a 1

bsp employee 1a 0a 0a 1

Cashier 1a 0a 0a 1

Clerk 0a 0a, b 1b 1

Employee 0a 0a, b 1b 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 2a 0a 0a 2

Professor 1a 0a 0a 1

Receptionist 2a 0a 0a 2

RTO officer 1a 0a 0a 1

State tax inspector 2a 0a 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 5a 0a 0a 5

Teacher 1a 0a 0a 1
Total 27 1 4 32

Each subscript letter denotes a subset of Is your organisation adopts high tech bravely categories whose column
proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests
Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 64.000a 44 .026

Likelihood Ratio 32.742 44 .894
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .03.

28
Your post * Is your organisation develops new products and service continuously

Crosstab
Count

Is your organisation develops new products and service Total

continuously

1 2 3

sales manager 1a 0a 0a 1

Accountant 2a 0a 0a 2

Accountant 1a 0a 0a 1

Assistant great 3 1a 0a 0a 1

Assistant manager 1a 0a 0a 1

Assistant professor 0a 0a 1a 1

Banker 1a 0a 0a 1

Bookkeeper 0a 0a 1a 1

bsp employee 1a 0a 0a 1

Cashier 0a 0a 1a 1

Clerk 1a 0a 0a 1

Your post Employee 0a 0a 1a 1

Employee 1a 0a 0a 1

HR manager 1a 0a 0a 1

Local editor 1a 0a 0a 1

Professor 0a 0a, b 2b 2

Professor 1a 0a 0a 1

Receptionist 2a 0a 0a 2

RTO officer 0a 0a 1a 1

State tax inspector 1a 1b 0a 2

STATE TAX INSPECTOR 2a 0a 0a 2

Teacher 2a 1a 2a 5

Teacher 0a 0a 1a 1
Total 20 2 10 32

Each subscript letter denotes a subset of Is your organisation develops new products and service continuously
categories whose column proportions do not differ significantly from each other at the .05 level.

Chi-Square Tests

29
 Value df Asymp. Sig. (2-
sided)

Pearson Chi-Square 36.640a 44 .777

Likelihood Ratio 39.832 44 .651
N of Valid Cases 32

a. 69 cells (___._%) have expected count less than 5. The minimum

expected count is .06.

5.2 FINDINGS:-
 Majority of 59.4% of the respondents are in age of 20-30
 Is your organization people voluntarily ownup their mistakes:
Yes-53.1%
Maybe-18.8%
No-28.1%
 Is your organization trusting and friendly relations are highly valued :
Yes-87.5%
Maybe/No-12.5%
 Is your organization people are proud of belonging to this organization:
Yes-90.6%
Maybe/No-9.4%
 Is your is your organization time and punctuality is highlu valued:
Yes-71.9%
Maybe-21.9%
No-6.2%
 Is your organization provides ,retirements benefit to its employee:
Yes-46.9%
Maybe-12.5%
No-40.6%
 Is your organization cares for the financial stability of its employee:
Yes-67.7%
Maybe-22.6%
No-9.7%
 Is your organization provision for welfare amenities is available:
Yes-74.2%
30
 Maybe-12.9%
No-12.9%
 Is your organization mission is to surve society:
Yes-68.8%
Maybe-18.8%
N0-12.5

CHAPTER VI
6.1CONCLUSION:-
The study about the organizational culture and behaviour on employees reveals that the
workers were satisfied with their ability, co-operation, team work, involvement, supervisors,
utilization of their skills and rewards etc.
The literature review this thesis shows that there are three levels in organizational behaviour.
The first level is individual behaviour, the second level is group behaviour, and the third
level is organizational system level. The individual behaviour includes biographical
characteristics. ability, values,attitudes.personality. emotions, perception, individual decision
making. learning and motivation. The group behaviour consists with communication,
leadership and trust. group structure, consists, power as. The organizational system level
involves organizational culture, human resource policies and practices, and organization
structure and design. However, the study found that not every behaviour was affected by the
organizational culture. Still some part of employee behaviour has a strong correlation with
culture. The three levels of the organizational culture include symbols, rituals, and values:
each level has unique impacts on behaviour. Symbols have impacts on motivating
employees, and delivering a company's vision and values to its employees. Rituals set
behaviour standards and enhance the key values lo employees. Meanwhile, symbols and
rituals stand for a mean of cultural dissemination.
In addition, values as the core level of the organizational culture have the most significant
impact on employee behaviour. Values include six dimensions, and each dimension
represents the different aspects of organizational culture. The first dimension is power
distance. Power distance in culture reflects the organization structure and design. It also has
impacts on communication. attitude expression and decision making. The second dimension
individualism and collectivism have impacts on the working goals upon individual and group
work. such as individual learning, ability, and values. It also shows the impact on conflicts
solving. The third dimension, masculinity and femininity, indicates that the pursued working
goals are based on gender characteristics. Those working goals show the third dimension has
impact on motivation it is worth noting that reward system, which belongs to human resource
and practices, is also affected by the dimension of masculinity and femininity. The fourth
dimension, uncertainty avoidance. shows this part of culture not only could motivate
employee by job stress and challenge, but also could defeat an employee with it. The fifth
dimension is long-term orientation. The research on it shows the effects on motivation,
31
individual learning, and group decision making the sixth dimension, indulgence and restraint,
outlines the employee's attitude of well-being. Yet there is no evidence that this dimension
has an impact on employee behaviour All in all, the organizational culture's impacts are
mainly reflected in motivation promote individual learning; communication; and enhance
organizational values; group decision making; and conflict solving

6.2 LIMITATION:-
The aim of this study was to find out how organizational culture affects employee behaviour
Because of limited resources and time.
Another limitation is that the questions asked during the interview did not cover all sides of
organizational culture, and there was not much time for further questions The data might not
be collected completely and may lead to ambiguity. In addition, observations are subjective,
and it is difficult to compare the outcome from different people
Finally, the present study focused on people's behaviour in an organization, but
organizational culture is not the only factor that affects employee behaviour. For instance
personality, ethnic background and religion may affect an individual's behaviour.
The attitude of worker change time to time hence the result of the project may be applicable
only at present.

6.3 SUGGESTIONS FOR FUTURE STUDY:-

The studies correlated with the cultures that have influenced on people's behaviours within an
organization could be further investigated. As mentioned earlier, the fact that the number of
interviews were limited due to constraint time and resources; the questions in interviews may
not cover all aspects of the organizational culture. Therefore, further studies on culture could
pay more attention in identifying all aspects of organizational culture. Moreover, further
studies could also take other factors into account, such personalities and ethnic culture

32
BIBLOGRAPHY

1. Kothari C. R. Research Methodology , Edition 2005

2. LI_Tianya.pdf

33