SYMBIOSIS CENTRE FOR MANAGEMENT AND

HUMAN RESOURCE DEVELOPMENT

SYMBIOSIS INTERNATIONAL (DEEMED UNIVERSITY)
(Estd. Under section 3 of the UGC act 1956)
Re-accredited by NAAC with ‘A’ Grade (3.58/4) | Awarded Category | by UGC

Faculty: Dr. Pooja Sharma

Case: Money Cash Flow Inc.

Group 17

Name Roll No.

ARNAV MUNDE 20020341189
ASHWERAY 20020341190
KEERTHI KIRAN 20020341202
KONDAKINCHANGI 20020341203
PRAGHNA
KOUSTUBH 20020341204
UBHEGAONKER
Insights
The organizational culture of MCF could be defined as follows:
• Female oriented
• Dynamic young workforce
• Task significance is one of the hallmarks of the organizational culture of MCF Inc.

The main characteristics of the company’s internal environment are:

• Stressful internal environment as 36% of the employees are experiencing stress
• Many employees are not happy with their current job responsibilities and would want to
change their position, this shows improper distribution of responsibilities
• The employees are not afforded a great deal of autonomy
• The employees are given regular feedback about their performance

Table for converted numbers from 7 Likert scale into 5 Likert scale:
Average Stdev Median
Autonomy 2.11 0.89 1.98
Quit Intentions - External 2.29 1.20 2.14
Quit Intentions - Internal 2.45 1.49 2.85
Emotional Exhaustion 2.77 1.49 2.67
Affective Commitment 3.20 1.02 3.2

From the Table given in the case:

Strengths: Feedback from Manager (Avg-4.43, Stdev-0.72, Median-4.67), Regular feedback
about job performance regarding service quality and productivity.
Weakness: Autonomy (Avg-2.11, Stdev-0.89, Median-1.98), It shows that biggest weakness is
lack of Autonomy to the employees, not allowed to change routine method, work schedules and
objectives.

This analysis is on the basis of p-value=0.05 (values which are not coming under 95%
confidence interval are insignificant for this analysis).
Task Identity is positively correlated to Task Variety
Feedback from Manager is positively correlated to the Social Support & Task Identity
Information Processing is positively correlated to the Task Significance
Procedural Justice → Skill Variety
2
Relational Justice → Task Identity, Feedback from manager & Client feedback
Quit Intention External is negatively correlated to the Task Identity, Feedback from Manager &
Client Feedback
Quit Intention Internal is negatively correlated to Autonomy
Affective Commitment is positively correlated to the Information Processing
But the values are in the range of 0.14 to 0.17 which shows that it is not a strong correlation, so
we need to do regression for better result.

The following steps need to be taken to reduce its turnover rate:

• The employees need to be given greater autonomy, which will decrease external quit
intention and company will face less turnover.
• The employee’s job responsibilities need to be evaluated regularly so as to reduce the
internal turnover rate
• From the table-4 we can see that Realistic Objective and Quit Intention (Internal) has
negative relation, so company should increase objective effectiveness to decrease quit
intention, also Emotional exhaustion is negatively related to Realistic objectives.
• More the Information processing is also positively related to Quit intention (external). So,
company should give employees a more analytical job through which employees can
understand situation.
• Distributive Justice is directly related to satisfaction, which requires more attention. A
satisfied employee will hardly think about leaving organization.