Employee Perception on Organizational Climate and Culture
SYNOPSIS ON
Employee Perception on Organizational Climate and Culture: A Study on TMI, Hyderabad.
Submitted in Partial Fulfillment of the Requirements of
Bangalore University for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
By
SUMALATHA.K
Reg. No: 07SKCM6071
Under the Guidance of
Mr. Indranil Mutsuddi
[pic]
Acharya Institute of Management & Sciences
1st Cross, 1st Stage, Peenya Industrial Area
Bangalore – 560 058
2007 – 2009
Employee Perception on Organizational Climate and Culture: A study on TMI, Hyderabad.
Statement of the Problem
TMI Network provides “Integrated Talent Acquisition and Retention” solutions to its corporate clients like Nokia, ICICI Bank, Nicholas Pharma and to name a few. It is the only “End-to-End” HR services provider in India with expertises in Recruitment, Recruitment Advertising / Employer Branding and HR Consulting. Over the years, values like those of transparency, passion, evolving, appreciation, and learning had formed the core of its culture. Top management philosophy, leadership roles of the senior managers, work set ups, client relationships and most importantly the company’s diverse workforce had played a crucial role in establishing an organizational climate that has favored the organization’s growth and quality service ever since its inception.
Organization climate and culture influence the motivation of people at work, team work, competency development, involvement and commitment of employees which in turn affects the organization’s ability to achieve its goals and objectives. Hence a study on the perception of TMI’s employees on organizational climate and culture would demand tremendous attention and strategic importance.
Review of Literature
Research findings have indicated that for any organization, different groups of employees have different perception towards motivation and organizational climate (Bhattacharya.S, Neogi,D.G, 2006). If one has to lead an
Employee Perception on Organizational Climate and Culture: A Study on TMI, Hyderabad.
Submitted in Partial Fulfillment of the Requirements of
Bangalore University for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
By
SUMALATHA.K
Reg. No: 07SKCM6071
Under the Guidance of
Mr. Indranil Mutsuddi
[pic]
Acharya Institute of Management & Sciences
1st Cross, 1st Stage, Peenya Industrial Area
Bangalore – 560 058
2007 – 2009
Employee Perception on Organizational Climate and Culture: A study on TMI, Hyderabad.
Statement of the Problem
TMI Network provides “Integrated Talent Acquisition and Retention” solutions to its corporate clients like Nokia, ICICI Bank, Nicholas Pharma and to name a few. It is the only “End-to-End” HR services provider in India with expertises in Recruitment, Recruitment Advertising / Employer Branding and HR Consulting. Over the years, values like those of transparency, passion, evolving, appreciation, and learning had formed the core of its culture. Top management philosophy, leadership roles of the senior managers, work set ups, client relationships and most importantly the company’s diverse workforce had played a crucial role in establishing an organizational climate that has favored the organization’s growth and quality service ever since its inception.
Organization climate and culture influence the motivation of people at work, team work, competency development, involvement and commitment of employees which in turn affects the organization’s ability to achieve its goals and objectives. Hence a study on the perception of TMI’s employees on organizational climate and culture would demand tremendous attention and strategic importance.
Review of Literature
Research findings have indicated that for any organization, different groups of employees have different perception towards motivation and organizational climate (Bhattacharya.S, Neogi,D.G, 2006). If one has to lead an
References: Deshpande, Rohit and Frederick E. Webster Jr. (1989): “Organizational Culture and marketing: Defining the Research.” Journal of Marketing, Vol. 53(1), pp. 3 – 15. Maria S. Plakhotnik and Tonette S. Rocco (2006): “A Literature Review of the AHRD 1994-2005 Proceedings”, Florida International University press, USA. Ogbor, J. O. (2001): “Critical theory and the hegemony of corporate culture”. Journal of Organizational Change Management, pp: 590-608. Guide’s Signature Student’s Signature