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A STUDY ON ORGANIZATIONAL CULTURE

IN TCS (TATA CONSULTENCY SERVICES)
G.Sathwika, MBA II Year

SRIDEVI WOMEN’s ENGINEERING COLLEGE

ABSTRACT

Organizational culture is a system of philosophies, ideologies, values, assumptions, beliefs, attitude and
expectation that knit the organization together and shared by its employees. It reflects characteristics of an
organization which differentiates one from another, ranging from internal policies, public relations and
customer service. Organizational culture influences day to day activities of an employee. It is a collaborative
process of creating awareness and understanding difference between individual’s perspective and varied
interests that from others. It also brings perspective alignment of organization and its employes. This expand
the definition beyond patterns of behaviour into jointly held beliefs. Organizational culture should not be
underestimated, and research as indicated that the culture of and organization as a strong influence on how
the organization tackles problems and questions, sets strategy and creates the structures that determine the
work activities and relationships of organizational members and also on how members behave when carrying
out their organizational activities.

INTRODUCTION

Tata Consultancy Services (TCS) is a prominent global IT services and consulting company, founded in 1968
as part of the Tata Group. Renowned for its technological expertise, TCS operates in over 46 countries,
offering a diverse range of services in sectors like finance, healthcare, and manufacturing. With a dedicated
focus on innovation, TCS stays at the forefront of the industry by harnessing emerging technologies such as
AI and cloud computing. The company's success is rooted in its commitment to customer satisfaction,
operational excellence, and a diverse, skilled workforce. TCS's global presence is supported by delivery
centre's and innovation hubs, enabling agile responses to client needs. Beyond business, TCS prioritizes
corporate social responsibility through initiatives in education, healthcare, and environmental sustainability,
embodying a holistic approach to its impact on society.

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TCS boasts a distinctive organizational culture characterized by innovation, customer-centricity, and a

commitment to employee development. As one of the largest IT services firms globally, TCS places a strong
emphasis on adapting to technological advancements and fostering a culture of continuous learning.
Innovation is a cornerstone of TCS's culture, with a focus on staying ahead in the rapidly evolving tech
landscape. The company encourages its employees to think creatively and offers platforms for ideation,
ensuring a proactive approach to solving client challenges.

Customer-centricity is deeply ingrained in TCS's values. The company prioritizes understanding client needs
and delivering tailored solutions, fostering long-term partnerships. This client-focused approach contributes
to TCS's reputation for reliability and excellence. Employee development is a key aspect of TCS's culture. The
company invests in training programs, career growth opportunities, and a collaborative work environment.
TCS's commitment to diversity and inclusion further enriches its organizational fabric, promoting a global
mindset and a broad spectrum of perspectives. Overall, TCS's organizational culture reflects a harmonious
blend of innovation, client orientation, and a dedication to nurturing its workforce, contributing to its enduring
success in the competitive IT industry.

LITERATURE REVIEW
The literature on Tata Consultancy Services (TCS) and its organizational culture underscores several key
dimensions. TCS, as a global IT services giant, is often acknowledged for its distinctive cultural attributes.
Research has consistently highlighted TCS's emphasis on innovation as a central element of its organizational
culture. The company actively fosters an environment where employees are encouraged to think creatively
and adapt to technological advancements, aligning with the dynamic nature of the IT industry.

A customer-centric approach is another notable aspect of TCS's culture. Scholars have examined how TCS
prioritizes understanding and fulfilling client needs, fostering enduring client relationships. This customer-
focused orientation is considered instrumental in TCS's sustained success. The literature also delves into TCS's
commitment to employee development. The company invests significantly in training programs and provides
avenues for career growth, contributing to a skilled and motivated workforce. Additionally, TCS's inclusive
work environment and diversity initiatives have been explored in the literature, emphasizing the positive
impact of diverse perspectives on innovation and problem-solving. Corporate Social Responsibility (CSR) is
another facet often discussed in the literature. TCS's engagement in CSR activities, ranging from education to
environmental sustainability, is seen as an integral part of its organizational values.

In summary, the literature on TCS's organizational culture emphasizes innovation, customer-centricity,

employee development, diversity, and CSR. These elements collectively contribute to the unique fabric of
TCS's organizational culture and its continued success in the competitive IT landscape.

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OBJECTIVIES

1. Foster a culture that encourages employees to think outside the box, explore new ideas, and contribute
to innovation in products, marketing, and business strategies.
2. Promote a customer-focused culture where employees prioritize understanding and meeting customer
needs, ensuring a positive and satisfying experience with Coca-Cola products.
3. Cultivate an organizational culture that values and embraces diversity, fostering an inclusive
environment where employees from different backgrounds feel welcome and empowered.
4. Instil a commitment to sustainability and corporate social responsibility, encouraging employees to
contribute to environmentally friendly practices and engage in initiatives that benefit the community.
5. Promote a culture of continuous learning and improvement, encouraging employees to seek
opportunities for growth, adapt to changes, and contribute to the overall enhancement of the company's
operations and performance.

RESEARCH METHODOLOGY

Research methodology refers to the systematic approach and procedures employed to conduct research and
gather relevant information. It serves as a blueprint for researchers, outlining the steps they will take to answer
specific research questions or achieve research objectives.

RESEARCH TOOLS

Data sources-primary and secondary data

Research scheme-questionnaires

Sampling scheme-simple random sampling

Contract method-personal/direct

Sample size-100

DATA ANALYSIS

My study was strictly based on the primary data collection method by means of questionnaire dealing and
involving the overall sample of 100 people working at “TCS”

1.Gender

GENDER PERCENTAGE
MALE 70%
FEMALE 30%

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Interpretation:From above pie chart we can say that 70% are male and 30% are female

2.Age?

AGE PERCENTAGE
Below 25 12%
25-30 38%
30-40 40%
40 Above 10%

Interpretation: 12% employees are below age 25 , 38% employees are between age 25-30 , 40% employees
are between 30-40 age, and 10% employees age is 40 above

3.How many years have you been working for this organization?

YEARS WORKED PERCENTAGE

0-1 25%
1-5 45%
5-10 18%
10-20 12%

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Interpretation: when working experience is asked to the employees the response of the employees is given
as follows 0-1 years are 25% , 1-5 years are 45%, 5-10 years are 18% and 10-20 years are 12%

4.Comfortable environment?

WORKING ENVIRONMENT PERCENTAGE

NOT AT ALL SATISFIED 5%
SOMEWHAT SATISFIED 35%
SATISFIED 45%
EXTREMELY SATISFIED 15%

Interpretation: When employees are asked about comfortable environment working conditions 5% of them
are not at all satisfied , 35% are somewhat satisfied , 45% are satisfied and 15% are fully satisfied

5.Availability of equipment?

EQUIPMENT AVAILABILITY PERCENTAGE

NOT SATISFIED 18%
SATISFIED 66%
EXTREMELY SATISFIED 16%

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Interpretation:18% of the employees are not satisfied with the equipment availability , 66% of the employees
are satisfied with the equipment availability and 16% of the employees are extremely satisfied with the
equipment availability
6.Does your company encourages you for new innovative ideas?
INNOVATIVE IDEAS PERCENTAGE
YES 57%
NO 43%

Interpretation:57% of the employees say that the organization encourages innovative ideas and 43% of the
employees say that the organization does not encourage the innovative ideas
7.Communication style at your organization?
COMMUNICATION STYLE PERCENTAGE
OPEN AND TRANSPARENT 32%
FORMAL AND STRUCTURED 48%
INFORMAL AND FLEXIBLE 20%

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Interpretation:32% of the employees agree that the communication is open and transparent , 48% of the
employees say that the communication is formal and structured and 20% of the employees say that the
communication is informal and flexible
8.How is leadership style at your organization?
LEADERSHIP STYLE PERCENTAGE
SUPPORTIVE 27%
AUTHORITATIVE 24%
ADAPTIVE 49%

Interpretation:27% of the employees feel that the leaders are supportive , 24% of the employees feel that the
leaders are authoritative and 49% of the employees feel that the leaders are adaptive according to the situation
9.How is work life balance at your organization?
WORK LIFE BALANCE PERCENTAGE
HEALTHY WORK LIFE 57%
WORK IS TOP PRIORITY 11%
BOTH 32%

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Interpretation: 57% of the employees feel that they have healthy work life , 11% of the employees feel that
work is priority and 32% of the employees feel that they have healthy work life and sometimes they feel that
work is priority
10.How is decision making at your organization?
DECISION MAKING PERCENTAGE
COLLABORATIVE 53%
HIERARCHICAL 27%
DECENTRALIZED 20%

Interpretation:53% employees said that the decision making is collaborative , 27% said that the decision
making is hierarchical and 20% said that the decision making is decentralized
11.How is team dynamics at your organization?
TEAM DYNAMICS PERCENTAGE
TEAMWORK 64%
INDIVIDUAL 8%
BALANCED 28%

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Interpretation: when employees are asked about team dynamics at their organization the responses of the
employees are given as 64% will do teamwork , 8% will do individual work and 28% will do both the
teamwork and individual work

12.Are you satisfied with your organization culture?

SATISFACTION PERCENTAGE
YES 79%
NO 21%

Interpretation:21% employees are not satisfied with company's organizational culture and 79% employees
are satisfied with organizational culture

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FINDINGS

1. TCS is guided by core values such as integrity, customer focus, and social responsibility.
2. The company prioritizes continuous learning, skill enhancement, and career development for its
employees.
3. TCS fosters a collaborative work culture, promoting innovation and teamwork among its employees.
4. TCS values diversity and inclusion, creating a global workforce that embraces varied perspectives
and backgrounds.
5. The company follows a decentralized leadership approach, allowing for autonomy and accountability
at various levels.
6. TCS has a performance-driven culture, emphasizing meritocracy and recognizing and rewarding
outstanding contributions.
7. The organization is committed to a customer-centric approach, tailoring solutions to meet client needs
effectively.
8. TCS aligns its business practices with social and environmental concerns, demonstrating a
commitment to sustainability and corporate responsibility.
9. TCS encourages an innovative mindset, driving employees to think creatively and find solutions to
complex challenges.
10. Overall, TCS cultivates a positive and dynamic workplace environment, combining ethical conduct,
employee well-being, and client satisfaction.

SUGGESTIONS

1. Foster a culture that encourages teamwork and open communication among employees, promoting a
collaborative environment.
2. Create platforms and initiatives that inspire innovation, allowing employees to contribute ideas and
solutions without fear of criticism.
3. Implement robust training and development programs to enhance the skills of employees, ensuring
continuous learning and growth.
4. Consider flexible work options to support a better work-life balance, acknowledging the diverse needs
of employees.
5. Promote a diverse and inclusive workplace, recognizing and celebrating differences to create a richer
and more dynamic organizational culture.
6. Establish transparent communication channels to keep employees informed about company goals,
changes, and performance, fostering trust.
7. Implement a system for acknowledging and rewarding employees for their achievements and
contributions to boost morale and motivation.
8. Prioritize employee well-being by offering wellness programs and initiatives that support physical and
mental health.

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9. Uphold strong ethical standards, ensuring integrity in all business practices and promoting a culture
of trust and honesty.
10. Invest in leadership development programs to groom and empower future leaders within the
organization, promoting effective and responsible management.

CONCLUSION

TCS's organizational culture is poised to thrive through a strategic blend of collaboration, innovation, and
employee-centric initiatives. The emphasis on teamwork and open communication creates an environment
where ideas flourish, fostering a culture of continuous improvement. By investing in employee development
programs and supporting flexible work arrangements, TCS demonstrates a commitment to the well-being and
growth of its workforce.

Diversity and inclusion are integral components of TCS's culture, promoting a rich tapestry of perspectives
and ideas. Transparent communication channels build trust, keeping employees well-informed and engaged.
Recognition and rewards contribute to a positive work the importance of integrity in every facet of the
organization, cultivating a culture of trust and atmosphere, motivating employees to excel. TCS's ethical
standards underscore accountability.

The incorporation of employee wellness programs underscores TCS's commitment to holistic employee
development, recognizing that a healthy workforce is essential for sustained success. Finally, leadership
development initiatives ensure a pipeline of capable and responsible leaders, positioning TCS for long-term
success in a rapidly evolving business landscape. Overall, TCS's organizational culture reflects a dynamic and
forward-thinking approach, aligning with contemporary values and contributing to the company's resilience
and adaptability.

REFERENCES

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cultural model as organizational effectiveness model. International Journal of Interdisciplinary Social
Sciences.

Cabrera. A, Cabrera, E. F, & Barajas. S (2001). The key role of organizational culture in a multi-system view
of technology-driven change. International Journal of Information Management.

Dartey-Baah, K. (2013). The cultural approach to the management of the international human resource: An
analysis of Hofstede's cultural dimensions. International Journal of Business Administration.

Denison. D. R, & Spreitzer. G. M (1991). Organizational culture and organizational development: A

competing values approach. Research in organizational change and development.

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