A PROJECT REPORT ON IMPACT

OF ORGANISATION CULTURE
ON EMPLOYEE RETENTION
INDEX
1 TITLE
2 OBJECTIVES OF THE STUDY
3 RESEARCH METHODOLOGY
4 DATA INTERPRETATION
5 FINDINGS AND CONCLUSION
6 QUESTIONNAIRE
7 BIBLIOGRAPGY
 IMPACT OF ORGANISATION CULTURE ON
EMPLOYEE RETENTION
ORGANISATION CULTURE
Organizational culture is a system of shared assumptions, values, and beliefs, which governs how
people behave in organizations. These shared values have a strong influence on the people in the
organization and dictate how they dress, act, and perform their jobs. Every organization develops and
maintains a unique culture, which provides guidelines and boundaries for the behavior of the members
of the organization.
 OCTAPACE CULTURE
OCTAPACE CULTURE includes ethics, values, beliefs, attitudes, norms, ethos, climate,
environment and culture. The eight dimensions of OCTAPACE culture are
Openness
Confrontation
Trust
Authenticity
Pro-action
Autonomy
Collaboration
Experimentation
which are essential for a strong and successful organization.
EMPLOYEE RETENTION

 Employee retention is defined as an organization’s ability to prevent employee turnover, or

the number of people who leave their job in a certain period, either voluntarily or
involuntarily. Increasing employee retention has a direct impact on business performance
and success.

 Why employees leave the organization;

 Low salary
Lack of motivation
Lack of growth prospects
Lucrative offers from competitors
OBJECTIVES OF THE STUDY

 Human being is the most important and valuable resource for every organization or
institution had in the form of employee. If the employees are happy then automatically it
affects their performance. Objectives are :
 
 To study the concept of organization culture.
 To analyze the impact of organization culture on employee retention.
 To find the most effective factor.
 RESEARCH METHODOLOGY

Research Type Descriptive Research

Data Collection Primary and Secondary data

Research Instrument Questionnaire

Type of questions Close ended question

Sampling Element Employees (Executive) of Simplex

Casting
Sampling Method Convenience sampling

Sample Location Simplex Casting

Sample Size 40 Employees (Executive)
DATA ANALYSIS AND INTERPRETATION

 Contribution of Openness towards employee retention is 38.33%.

 Contribution of Confrontation towards employee retention is 40.83%.
 Contribution of Trust towards employee retention is 43.33%
 Contribution of Autonomy towards employee retention is 41.25%
 Contribution of Pro-Action towards employee retention is 36.25%
 Contribution of Authenticity towards employee retention is 43.75%
 Contribution of Collaboration towards employee retention is 37.5%
 Contribution of Experimentation towards employee retention is 41.25%
FINDINGS AND CONCLUSION

FINDINGS
 Most influencing factor for employee retention are Trust (43.33%) and Authenticity
(43.75%) .

CONCLUSION
Strong workplace cultures generally emphasize open and effective communication above all
else. Simplex casting provides space in which people feel comfortable communicating ideas,
thoughts, opinions . Fostering Free-flowing, open communication also promoted by the
organization.
 QUESTIONNAIRE
 OPENNESS

QUESTIONS Strongly Disagree Neutral Agree Strongly

Disagree Agree
I have freedom to express my views an opinion without          
hesitation and fear.
I can express my feelings and thoughts spontaneously without          
defensiveness.
My opinion and ideas seems to matter .          

CONFRONTATION
QUESTIONS Strong Disa Neutra Agre Strong
ly gree l e ly
Disagr Agree
ee
I get enough opportunity to overcome my personal          
problem.
I have enough freedom to face opportunity and          
challenges.
Here the people are co-operative and pleasant to          
work with.
 TRUST
QUESTIONS Strongly Disagre Neutra Agree Strongl
Disagree e l y
Agree
I have the support and authority to make the          
decision necessary for accomplishing assigned
task.
I feel valued as a team member.          
I have enough involvement in decision making          
that affects my work.

AUTONOMY
QUESTIONS Strongl Disagre Neutr Agree Strongl
y e al y
Disagre Agree
e
I have freedom to plan and act freely in one          
owns sphere.
I receive encouragement from superiors for my          
contribution,
 PROACTION
QUESTIONS Strongly Disagree Neutr Agre Strongl
Disagree al e y
Agree
I am free to take initiative in the organization.          
I can take preventive action freely.          

AUTHENTICIT
Y
QUESTIONS Strong Disag Neutra Agree Strongly
ly ree l Agree
Disagr
ee
I feel belongingness towards my organization.          
I show sincerity and honesty towards my          
organization.

COLLABORATION
QUESTIONS Stro Disag Neutra Agree Strong
ngly ree l ly
Disa Agree
gree
I feel that I get timely support and team work          
from my seniors and colleagues.
I receives co-operation from all the departments.          
EXPERIMENTATION
QUESTIONS Strongly Disagre Neutral Agree Strongly
Disagree e Agree
I receive encouragement to come up with          
innovation approaches and better ways of
doing things.
I get enough opportunity to show my talent.          

EMPLOYEE
RETENTION
QUESTION Strongly Disagre Neutral Agree Strongl
Disagree e y
Agree
I would like to stay longer into the          
organization.
 BIBLIOGRAPHY
BOOKS

 Kothari C.R. – Research Methodology

REFERENCE
 https://lucidoutsourcing.com/blog/organisation-and-octapace-culture
 http://www.simplexcastings.com/corporate/corporate-profile