comparison between organisational cultures of indain and american companies
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Organizational Culture
By Maria Ahmed Butt
Introduction
By Maria Ahmed Butt
A belief system shared by an organization's members.
Strong widely-shared core values.
The way we do things around here.
The collective programming of the mind.
Collective understanding.
Basic Features Of Corporate Culture
Introduction
By Maria Ahmed Butt
Organizational culture is the set of values that keeps
the organizations employees understand which actions
are considered acceptable and which unacceptable.
Often these values are communicated through stories
and other symbolic means.
Basic Features Of Organisational Culture
Introduction
By Maria Ahmed Butt
Organizational culture is a frame work that guides day
to day behavior and decision making for employees and
directs their actions towards completion of organizational
goals. Culture is what gives birth to and defines the
organizational goals.
Organisational Culture as a Guide
Introduction
By Maria Ahmed Butt
Organizational culture is implicit rather than explicit.
Some organizational culture are readily apparent while
many others are less visible
Visibility of Culture
Introduction
By Maria Ahmed Butt
Organizational culture can be compared to an iceberg.
On the surface are the overt or open aspects- the formally
expressed Organizational Goals,Technology, Structure,
Policies and Procedures
What you can see
Introduction
By Maria Ahmed Butt
Beneath the surface lies, the covert or hidden aspects-
the informal aspects of organizational life. These include
shared perceptions, attitudes and feelings as well as shared
set of values about human nature, the nature of human
relationships and what the organization can and will
remember
What you cannot see
Aim
By Maria Ahmed Butt
To discuss with my collegues culture of India and USA in brief and organisational culture of the organisation
pertaining to these countries in detail
USA’s Culture
By Maria Ahmed Butt
The culture of the United States is primarily Western
American culture includes both conservative and liberal elements, scientific and religious competitiveness, political structures, risk taking and free expression, materialist and moral elements The flexibility of U.S. culture and its highly symbolic
nature lead some researchers to categorize American culture as a mythic identity; others see it as American exceptionalism
Indian Culture
The culture of India refers to the way of life of the people of India. India's languages, religions, dance,music, architecture, food, and customs differ fromplace to place within the country. The Indian culture,often labelled as an amalgamation of several cultures, spans across the Indian subcontinent and has beeninfluenced by a history that is several millennia oldtraditional Indian culture is defined by a relatively strict social hierarchy
Top Five American Organisation
By Maria Ahmed Butt
Wal-mart
Berkshire Hathaway
Apple
Accentuare
Ford
FORD MOTORS
Ford motors began with a young man Henry Ford in year 1903.
Ford motors is a symbol of success for other motor companies in the world.
Ford owns a small stake in Mazda in Japan and Aston Martin in UK and its former subsidiaries
Jaguar and Land rover were sold to Tata motors.
FORD MOTORS(contd..)
• VisionTo become a leader in motor vehicles for products and related services.• MissionTo provide products for superior quality that improve the living standard of customers not harmful for environment.
Culture – (broader perspective)
Ford motors
• Ford’s employees of today enjoy a workplace with a more open communication policy than their predecessors that might affect them .
• Employee opinion is valued and is heard through surveys the company sends out .
FORD’S CEO LEADS CULTURAL CHANGE
• CEO of ford is working hard to change work habits of employees.
• Wants managers to think more about customers than their own careers.
• Top priority is to encourage leadership team to admit mistakes, share more information and cooperate across divisions.
FORD’S PERSPECTIVE
• Customer satisfaction is their primary objective.• Keep innovating and serve the customer with
best quality in least price.• Aims at making “Life easy” for their customers
by providing them what they need.
“BUILT FORD TOUGH” “BUILT FOR THE ROAD AHEAD”
Ford’s system of appraisal
Annual system of appraisal.
Employees are given ratings on the basis of there performance as A ,B,C.
One year at the C level meant no bonus and two years could lead to dismissal or demotion.
Forced system is followed.5%of managers should must get poor grades.
The Company
Accenture is a global management consulting, technology services and outsourcing company.
Core Values:
• Stewardship
• Best People
• Client Value Creation
• One Global Network
• Respect for the Individual
• Integrity
Visible ElementsStar Performer Pin up:
It is an informal recognition given to Team members who have distinguished themselves in matters of Work, CSR, Team Building, Value Creation or Innovation.
Lesson Learnt:
A tracker that maintains the history of events in the team, critical initiatives, projects or issues faced it the team and how it was resolved or worked on. This is very important as they are recorded by the people that have worked on it, It is a footprint left by those who had worked in the project or team and have set standards to follow.
ACE Awards (Accenture Celebrates Excellence) :
This is an award that celebrates individual excellence in various fields of business such as, Value Creation, Business Operation and People Development. The winners are awarded in an Oscar type ceremony.
Visible Elements Contd.
Flexible work hours:
Employees are allowed to work at flexible hours, They can come in even at 11:00 am, guaranteed that there are no deviations in quality of work or slack.
Empowerment of Employees:
In the Technology Division, Even Jr. Software Developers are empowered to take decisions with out consent of their supervisors so long as it is a calculated decision.
Invisible ElementsEmpowerment of Employees:
In contradiction to empowerment of employees at the bottom of the pyramid, Employees decisions taken without supervisor approval are in most cases frowned upon.
Cut-Throat Competition:
Although a cordial environment is boasted off in Accenture, As appraisals approach, employees begin a Cut-Throat - Trumpet Blowing Attitude within the organization.
Time in Office:
It is a common belief among employees that the more hours spent in front of their PCs guarantees a promotion, whether or not those hours were spent productively.
Top Five Indian Organisation
By Maria Ahmed Butt
Tata
Reliance industries
ITC Limited
HDFC Bank
Infosys
Organisational Culture of TATA
By Maria Ahmed ButtJamsetji Nusserwanji Tata
By Maria Ahmed Butt
Organisational Culture of TATA
Jamsetji Nusserwanji tata started a private trading firm laying foundation to the tata group in 1868.
Tata motors was established in 1945 as a locomotive manufacturing unit.
It tied up with Dailmer-Benz and entered commercial vehicle segment in 1954
By Maria Ahmed Butt
Organisational Culture of TATA
Mission:• Leadership with trust• To be a competitive value provider in
international business for group companies and all our partners.
Vision : • Become a globally networked enterprise seizing
opportunities worldwide to generate USD 25 million annual profits by 2008.
By Maria Ahmed Butt
Organisational Culture of TATA
Cultural Values:
Integrity
Excellence
Responsibility
Unity
Understanding
By Maria Ahmed Butt
Organisational Culture of TATA
TATA’s Culture:
Tata’s follow a very strong culture giving much
importance to ethics and moral values.
Tata companies also extend social welfare activities
to communities around their industrial units.
Very strong employee relationships.
By Maria Ahmed Butt
Organisational Culture of TATA
TATA’s Culture:
Tata’s follow a very strong culture giving much
importance to ethics and moral values.
Tata companies also extend social welfare activities
to communities around their industrial units.
Very strong employee relationships.
CEO’s ROLE IN LEADING TRANSFORMATION AT TATA
The role of CEOs is unique in that they stand at the top of the pyramid and all the other members of the organization take cues from them.
Building a strong and committed top team.
Role-modeling desired mind-sets and behavior.
Relentlessly pursuing goals.
INNOVATIONS(TATA MOTORS)
Tata Motors created several breakthrough products in the past
which changed the market dynamics and helped in providing a
new customer experience.
INNOVATIONS
407 platform in 1980s:
Indica in late 1990’s
ACE
NANO
Value of ethics
TATA’S PERSPECTIVE
Every employee of Tata motors shall exhibit culturally appropriate behaviour in the countries they operate in,and deal on behalf of the company with professionalism, honesty and integrity, while conforming to high moral and ethical standards.
CODE OF ETHICS
• Every employee of a Tata company shall preserve the human rights of every individual and the community, and shall strive to honour commitments.
• Every employee shall be responsible for the implementation of and compliance with the Code in his / her environment. Failure to adhere to the Code could attract severe consequences, including termination of employment.
Tata’s system of appraisal
• Annual with semiannual updates.• Appraisal is done by immediate supervisors.
Goal Sheet, Target Achievement, Quality of work, Ethics used in target achievement, Ethics used in
target achievement.
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ITC LIMITEDORGANISATIONAL CULTURE
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ITC LimitedENDURING VALUES
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ITC One of India’s Most Valuable Corporations
One of India’s premier private limited groups with over 97 years of experience
Large and established Distribution Network
Having market capitalization of US $ 15 billion
Annually turnover of the company is US $ 4.75 billion
It is one of the 8 Indian Companies to feature in ‘Forbes A-list’ for 2004
It has more then 21,000 employees at more then 60 location across India with 4,86,000 share holders.
Rated as: The Forbes Global 2000 rankings for 2006 at position 1171. Third in pre-tax profit among India's private sector corporations. No. 1 in FMCG Sector by IMRB-Business world Survey 2006.
Type Public Traded as BSE-ITC.NS Industry Conglomerate Founded August 24,1910 Headquarters Kolkata, Key people Yogesh Chandra Deveshwar Revenue US$7 billion Employees 29000(2012)
INTRODUCTION
CEO, Yogesh Chander Deveshwar
An ever changing, highly competitive global landscape necessitates the development of a strong, customer responsive world-class company empowered by its
vision, values and vitality. ITC has consistently fostered a culture that rewards continuous learning, collaboration and development across the organisation to be future-
ready and to meet the challenges posed by ever- changing market realities
ITC CULTURE
List of products of ITC limited Cigarettes: Gold flake, Navy cut, Indian kings Foods: Minto, Sunfeast, Bingo, Yippee etc.. Apparel: Wills Lifestyle and John players Personal care: Vivel, Hair care and skincare Stationery: Classmate and Paperkraft Safety matches and Agarbattis: Mangaldeep