Comparative Analysis of Organizational Culture in IT Sector

The study aims to do a comparative analysis of organizational culture between the three different organizations in IT sector. It is an exploratory research. A structured questionnaire was used to collect the primary data. The sample size was 165. It consisted of employees from three leading IT organizations in India. Aligning culture and leadership goals are keys to organisational success. All the four dimensions of organisational culture are heavily influenced by leadership based interventions in an organisation. A true leader is a catalyst in driving: Adaptability–by creating change, emphasising customer focus and promoting organisation learning, Mission–by defining strategic direction, defining objectives and goals and creating a shared vision, Consistency–by managing coordination & integration, defining core values and working to reach agreement, and Involvement–by empowering people, building team orientation and developing organisation capability.

Study on corporate culture of vietnamese enterprises: An approach of denison’s model

This study was conducted to identify the elements that constitute corporate culture, applying Denison’s organisational culture (DOC) model. The study uses the following data analysis methods: descriptive statistics methods were used to determine the enterprise culture's strengths and weaknesses and the DOC model to assess corporate culture. The results show that the corporate culture scale of the studied business is made up of 12 factors: empowerment, team orientation, capacity development, core values, agreement, coordination and integration, creating change, customer focus, organizational learning, strategic direction and intent, goals and objectives, and vision. The results show that the studied enterprises achieve consistency when building a long-term vision and mission, and stable objectives. According to the DOC model's calculation formula, core values, agreement, coordination and integration are also significantly promoted in the studied enterprises' corporate culture.

Studying the Dimensions of Corporate Culture in Indian IT Companies

The objective of the study is to find out how employees perceive the organizational culture in three leading IT companies. It is an exploratory research. A primary research was conducted through an administration of a structured questionnaire. The sample size is 165 consisting of employees from three leading IT organizations in India. Most project work in the IT sector is done in teams. Hence proper team building is a pre-requisite to high performance and ensures that everyone is aligned and working equally hard to the team and the organisation’s goals. Team orientation can be fostered by having quarterly project parties and having occasions to meet formally and informally and capture feedback from one another. Creating an easily accessible centralised knowledge management system is the key to information sharing. Also with the advent of newer technologies coming up, the organisation needs to have heavy investment in training infrastructure in order to keep pace with the market needs. For this dedicated learning and training function needs to be setup in most organisations whose mandate would be to up-skill people based in customer needs and changes in the technology environment. Involvement and Adaptability are indicators of flexibility, openness and responsiveness; which are strong indicators of growth. Mission and Consistency are indicators of driving direction, integration and vision, and are strong indicators of profitability and efficiency. These four traits of organisational culture if monitored and harmoniously used are the key to ensure high performance within the organisations. Aligning culture and leadership goals are keys to organisational success. All the four dimensions of organisational culture are heavily influenced by leadership based interventions in an organisation.

The Influence of Organizational Culture on Employee Performance at Bappeda and Statistics of Bone Regency

Fun work culture create a positive employee attitude and gave impetus to work more diligently and more good.Aims this study was to determine the influence of organizational culture on organizational commitment in Bappeda and Statistics of Bone. Research uses explanatory research with a quantitative approach (positivism). Explanatory research explains the causal relationship between variables that influence the hypothesis. The results show that organizational culture has a significant positive effect on employee performance. This organizational culture can be seen from employee empowerment, team orientation, clarity of vision, direction and organizational goals. The stronger the organizational culture, the higher the performance.

Public Sector Organizational Culture: Experience from Frontline Bureaucracies

This chapter discusses the practice of organizational culture by the frontline bureaucrats in Bangladesh. Culture scholars argue that organizational culture—commonly defined as the beliefs, values, attitudes, and practices of the members of an organization—is a powerful force in determining the health and well-being of an organization. Scholars also suggest the existence of different dimensions of organizational culture. Although they do not agree in naming these dimensions, commonalities are found in their understanding. How organizational culture is practiced by the frontline bureaucrats in Bangladesh has not been studied much. A study was designed to know how the frontline public bureaucrats practice organizational culture and how they differ in their practices along their service lines. Four dimensions of organizational culture—power distance, uncertainty avoidance tendency, participation, and team orientation—were considered. The chosen culture dimensions impact the overall management of any public sector organization. Three hundred and twenty-six frontline public bureaucrats were studied using a survey questionnaire. Both descriptive and inferential statistics have been used for analyzing the collected data. Findings from independent samples t-tests revealed that the frontline bureaucrats significantly differ along their service lines in practicing the culture dimensions.

ANALISIS PENGARUH FAKTOR BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI (Studi Kasus Rumah Sakit Umum Daerah Massenrempulu Enrekang )

This research was aims to describe the magnitude of the effect of organizational culture on employee performance Regional General Hospital Massenrempulu Enrekang a nd explain the factors of the Cultural Organization of the most dominant influence on the performance of employees of District General Hospital Massenrempulu Enrekang. Based on the results of analysis show that the factors of organizational culture (employee behavior, Communication, Innovation and Risk Taking, Caution on the reward, support, Leadership Behavior, result orientation and team orientation) simultaneously and significant partial effect on employee performance Massenrempulu Enrekang hospitals. Based on the results of analysis show that employee behavior factor (X1), the strongest influence on employee performance.