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Assessing the impact ofOrganization Culture and
Structure on EmployeeMotivation
Research Methodology
Term IV (PT-PGPM)
Oct09, Section A
(in alphabetical order)
Arvind Kaushik (15)
Ashish Ranjan (17)Ashwin Sahai (18)Atul Abrol (19)
Atul Sanghal (20)Biju Sebastian (22)
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Project Work: Research Methodology; October 2009
Acknowledgement
We owe many thanks to all who helped in developing this project report. First and the foremost is
Prof. (Dr.) Ajay Kumar Jain who provided continuous guidance in channeling the thoughts into
action.
Our sincere gratitude goes to all who participated in this research by providing their views on
questionnaire and taking time out from their very busy schedules.
Last but not the least we extend our heartfelt thanks to all co-students who are superb.
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Abstract
Organizational culture is even more important today than it has previously been before.
Globalization, increased competition and technological change have created a greater need for
innovation, coordination and integration across organizations in order to improve efficiency and
meet the expectations of increasingly more sophisticated clients. And central to achieving this
objective is the motivated people that any organization would have.
This report examines the organizational culture and its impact on employee motivation. The
common definition of organizational culture is adjusted with the aid of the core-task concept.
Organisational culture is defined as a solution created by an organisation for the demands set by the
core task. The development of an organisations operations requires an understanding of the overall
dynamics (culture) of the organisations activities, but also an assessment of the impact of culture on
employees drive.
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Table of Contents
Acknowledgement ......................................................................................................................................................................... 2
Abstract............................................................................................................................................................................................. 3Table of contents ........................................................................................................................................................................... 4
Introduction .................................................................................................................................................................................... 5
Methods ............................................................................................................................................................................................ 6
Results ............................................................................................................................................................................................... 9
Discussion ...................................................................................................................................................................................... 18
Appendix ........................................................................................................................................................................................ 20
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Chapter 1: Introduction
Organizational culture is a system of common assumptions, values or norms among the members of
an organization which is the basis of their behavior. Organizational culture helps the organization
achieve the abilities needed for adapting itself whit environment requirements, create uniformity and
internal integrity.
These cultural norms and values finally determine the behavior and reactions of each member of the
organization in different conditions and situations. Organizational culture has direct effects on all
parts of the organization such as managerial and functional systems, organization strategies and
technologies, and eventually its outputs. Evaluating the organizational culture we can follow
different approaches such as, analyzing the fundamental assumptions, investigating the cultural gaps
and managerial behavior in the organization. Each of these approaches has their own weak and
strong points. In a comprehensive survey we should apply a mixture of these different approaches
regarding the current situation. Managers and leaders use different tools and mechanisms to make
the organizational culture and the other organization variables converged. But Culture Management
means knowing and applying the current culture in the best way possible, making the desirable
norms and beliefs stronger and the undesirable ones weaker or changed, and eventually stabilizing
the proper organizational culture. Also culture management is a process that continuously
recognizes the current and ideal culture and change the current one in order to develop the proper
values and norms.
A culture is an expression of a group of people. Every culture reflects the current beliefs and
behaviors of its people, as well as the history that shaped them. History is an essential attribute of
culture because one of cultures defining characteristics is that it persists over time; it gets
transmitted from the present to the future with notable continuity. Hence, when we reflect on our
own situation today, we can see that the past interacts with new forces from our own times, and the
aggregate picture is exactly what constitutes our culture right now.
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Chapter 2: Methods
There are different models provided for investigating and analyzing the organizational culture, the
method we chose is Research method. The major research method used questionnaire based in-
depth interviews.
As a group, we prepared several questions, which are used to tailor a questionnaire form and are
used to survey respondents attitudes and opinions about Organisational Culture. The results of
questionnaire forms are always in themselves artifacts and as such they require interpretation and
empirical verification. Questionnaire studies measure the central level of organisational culture i.e.
attitudes, beliefs and values. Used correctly, questionnaires can provide sufficiently valid descriptive
information about an organisation and particularly about the views and attitudes of its staff.
Questionnaires can also be used to clarify the various connections between variables and to explain
statistically the differences found. Understanding the significance of the reasons for the differences
requires research that is more detailed than questionnaire methods, such as interviews, observation
and the analysis of documents. An advantage of questionnaire studies, however, is that one can have
a greater number of participants in a study than in interview studies, for example. With a
questionnaire it is possible to reach all of the members of an organisation. Making different kinds of
comparisons is also more objective, and anonymity is easier to guarantee, than in interview studies,
for example. Without quantitative research, we cannot obtain data that is statistically comparable
with other groups (and organisations) and usable in repeat studies.
Sample details:
More than 100 participants from different Business Sectors like Manufacturing, IT, Consulting etc
were requested to participate in the Survey which were designed specially to understand the
assessing the impact of Cultures and Structures on Employees drive.
Informants within individual Sectors came from different levels within the structure: Senior, Junior,
Middle and even Outsourced were involved in the study. In total, 120 responses were received.
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Data Collection
Questionnaire based data collection was used. A total of 120 responses were received. There was a
good mix of people from all levels from different industries. The respondents comprised of people
from different industries and different levels of experience in the industry. Following gives a glimpse
of respondents profile.
Management level No of responsesEntry level 5
Middle 80
Senior 35 Top 0
Total 120
Industry type No of responsesManufacturing 30Consulting 10
IT 35
Other 45 Total 120
Years in
industry No of responses0 to 1 35
2 to 5 606 to 9 15
10 or above 10
Total 120
Data analysis
There were total 25 items in the questionnaire. Out of these, 3 items were related to respondentsprofile. Out of the 22 remaining, 20 items belonged to examining the organization culture and
structure with 2 others for examining the drive of respondents in their respective companies. 3 items
on organization structure and culture were reverse coded.
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The items were scaled on a five point scale. The details of items and scale are provided in Annexure
1 of this report. All the data was loaded on an excel sheet and items requiring reverse coding were
done so.
Further, mean analysis was carried out on the responses with regard to respondents motivation. Therespondents were divided into two groups, with mean score 4 or more and others with less than 4
mean score. For the analysis purpose, respondents with 4 or more as mean score are considered as
Motivated and other Not Motivated. Distribution of respondents among the above two categories
are tabulated below.
Respondents No of responses With score more than 4 74
With score less than 4 56 Total 120
Further, scores of respondents were studied for the above two separately. The mean scores of
respondents were estimated for all items and these scores were then sorted in order. The reason for
this procedure was to understand the importance of various items for respondents.
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Chapter 3: Results
These results were also studied based on other categories i.e. managerial level and experience in theindustry of the respondents. The results are tabulated below for all classes -
Motivated Employees:
Scores of Motivated respondents were tabulated on two categories; management level and
experience in industry.
Management Level:
Scores of top 5 items of motivated employees in middle level are as under
Middle LevelAvg.Score
Top 5 motivation indicators
Average of A 8 4.7My organization communicates effectively (written and verbal) and ina timely manner to their employees.
Average of A 4 4.4 My organization has a current mission plan for everyone to view.
Average of A 10 4.4 My organization shares information with others who should know.
Average of A 11 4.3My organization recognizes and celebrates successes of teammembers.
Average of A 17 4.2 My organization's management team is diverse in nature.
Scores of top 5 items of motivated employees in Senior level are as under
Senior LevelAvg.Score
Top 5 motivation indicators
Average of A 4 4.6 My organization has a current mission plan for everyone to view.
Average of A 10 4.6 My organization shares information with others who should know.
Average of A 11 4.6My organization recognizes and celebrates successes of teammembers.
Average of A 8 4.4My organization communicates effectively (written and verbal) andin a timely manner to their employees.
Average of A 12 4.4My organization shows respect for a diverse range of opinions, ideas,and people.
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There was no respondent in Entry level found to have mean scores to be classified as
Driven.
Similarly, 3 bottom items are also identified for above groups
Middle LevelAvg.Score
Bottom 3 indicators
Average of A 6 2.9My organization is diplomatic in how it handles all aspects ofoperations.
Average of A 22 2.7"We've always done it that way" is a philosophy that describes mycompany's response to new ideas.
Average of A 15 1.8 My organization's structure is hierarchal in nature.
Senior Level Avg.Score Bottom 3 indicators
Average of A 6 2.5My organization is diplomatic in how it handles all aspects ofoperations.
Average of A 25 2.3People at all levels of the organisation are continuously t rying tobuild or rebuild a 'better mouse-trap'.
Average of A 15 1.8 My organization's structure is hierarchal in nature.
Experience in Industry:
Scores of top 5 items of motivated employees with different experience bracket are as under
0-1 yearAvg.Score
Top 5 motivation indicators
Average of A 4 4.5 My organization has a current mission plan for everyone to view.
Average of A 8 4.5My organization communicates effectively (written and verbal) andin a timely manner to their employees.
Average of A 10 4.5 My organization shares information with others who should know.
Average of A 11 4.4My organization recognizes and celebrates successes of teammembers.
Average of A 16 4.2My organization will promote from within before looking for
employees externally.
2-5 yearAvg.Score
Top 5 motivation indicators
Average of A 11 5.0My organization recognizes and celebrates successes of teammembers.
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Average of A 4 4.6 My organization has a current mission plan for everyone to view. Average of A 5 4.6 Our organization is good at fulfilling their mission.
Average of A 9 4.6 My organization's culture follows the company's mission.
Average of A 10 4.6 My organization shares information with others who should know.
6-9 yearAvgScore
Top 5 motivation indicators
Average of A 8 4.6My organization communicates effectively (written and verbal) andin a timely manner to their employees.
Average of A 11 4.4My organization recognizes and celebrates successes of teammembers.
Average of A 4 4.3 My organization has a current mission plan for everyone to view.
Average of A 10 4.2 My organization shares information with others who should know. Average of A 19 4.1 Organisational policies are reviewed annually to assess effectiveness.
10- aboveAvgScore
Top 5 motivation indicators
Average of A 8 4.8My organization communicates effectively (written and verbal) andin a timely manner to their employees.
Average of A 4 4.6 My organization has a current mission plan for everyone to view.
Average of A 10 4.6 My organization shares information with others who should know. Average of A 17 4.5 My organization's management team is diverse in nature.
Average of A 12 4.4My organization shows respect for a diverse range of opinions, ideas,and people.
Scores of bottom 3 items of motivated employees with different experience bracket are as under
0-1 yearAvgScore
Bottom 3 indicators
Average of A 22 2.2"We've always done it that way" is a philosophy that describes mycompany's response to new ideas.
Average of A 25 2.0People at all levels of the organisation are continuously trying tobuild or rebuild a 'better mouse-trap'.
Average of A 15 1.5 My organization's structure is hierarchal in nature.
2-5 year AvgScore Bottom 3 indicators
Average of A 22 2.8"We've always done it that way" is a philosophy that describes mycompany's response to new ideas.
Average of A 6 2.0My organization is diplomatic in how it handles all aspects ofoperations.
Average of A 15 2.0 My organization's structure is hierarchal in nature.
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6-9 yearAvg.Score
Bottom 3 indicators
Average of A 25 3.0People at all levels of the organisation are continuously trying tobuild or rebuild a 'better mouse-trap'.
Average of A 6 2.5My organization is diplomatic in how it handles all aspects ofoperations.
Average of A 15 1.9 My organization's structure is hierarchal in nature.
10- aboveAvg.Score
Bottom 3 indicators
Average of A 25 2.7People at all levels of the organisation are continuously trying tobuild or rebuild a 'better mouse-trap'.
Average of A 22 2.6"We've always done it that way" is a philosophy that describes mycompany's response to new ideas.
Average of A 15 1.8 My organization's structure is hierarchal in nature.
Non-Motivated Employees:
Scores of Non-Motivated respondents were tabulated on two categories; management level and
experience in industry.
Management Level:
Scores of top 5 items of non-motivated employees in entry level are as under
Entry LevelAvg.Score
Top 5 motivation indicators
Average of A 25 3.8People at all levels of the organisation are continuously trying to build
or rebuild a 'better mouse-trap'.
Average of A 5 3.6 Our organization is good at fulfilling their mission.
Average of A 11 3.6My organization recognizes and celebrates successes of team
members.
Average of A 20 3.6Our HR department is creative in finding new ways to attract top
talent among diverse groups.
Average of A 15 3.4 My organization's structure is hierarchal in nature.
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Scores of top 5 items of non-motivated employees in middle level are as under
Middle LevelAvg.Score
Top 5 motivation indicators
Average of A 15 3.3 My organization's structure is hierarchal in nature.
Average of A 6 3.1 My organization is diplomatic in how it handles all aspects ofoperations.
Average of A 20 3.0Our HR department is creative in finding new ways to attract top
talent among diverse groups.
Average of A 25 3.0People at all levels of the organisation are continuously trying to build
or rebuild a 'better mouse-trap'.
Average of A 17 2.9 My organization's management team is diverse in nature.
Scores of top 5 items of non-motivated employees in Senior level are as under
Senior LevelAvg.Score
Top 5 motivation indicators
Average of A 15 3.4 My organization's structure is hierarchal in nature.
Average of A 6 3.3My organization is diplomatic in how it handles all aspects of
operations.
Average of A 25 2.9People at all levels of the organisation are continuously trying to
build or rebuild a 'better mouse-trap'.
Average of A 5 2.5 Our organization is good at fulfilling their mission.
Average of A 11 2.5My organization recognizes and celebrates successes of team
members.
Similarly, 3 bottom items are also identified for above groups
Entry LevelAvg.Score
Bottom 3 indicators
Average of A 12 1.8My organization shows respect for a diverse range of opinions,
ideas, and people.
Average of A 7 1.2 I feel that my organization values my opinion.
Average of A 18 1.0In my organisation, change is viewed as a challenge and an
opportunity.
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Middle LevelAvg.Score
Bottom 3 indicators
Average of A 12 1.8My organization shows respect for a diverse range of opinions,
ideas, and people.
Average of A 4 1.8 My organization has a current mission plan for everyone to view.
Average of A 18 1.7In my organisation, change is viewed as a challenge and an
opportunity.
Senior LevelAvg.Score
Bottom 3 indicators
Average of A 4 1.5 My organization has a current mission plan for everyone to view.
Average of A 12 1.5My organization shows respect for a diverse range of opinions,
ideas, and people.
Average of A 18 1.3In my organisation, change is viewed as a challenge and an
opportunity.
Experience in Industry:
Scores of top 5 items of non-motivated employees with different experience bracket are as under
0-1 yearAvg.Score
Top 5 motivation indicators
Average of A 17 3.4 My organization's management team is diverse in nature.
Average of A 15 3.3 My organization's structure is hierarchal in nature.
Average of A 20 3.3Our HR department is creative in finding new ways to attract top
talent among diverse groups.
Average of A 11 3.2My organization recognizes and celebrates successes of team
members.
Average of A 6 3.1My organization is diplomatic in how it handles all aspects of
operations.
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2-5 yearAvg.Score
Top 5 motivation indicators
Average of A 15 3.4 My organization's structure is hierarchal in nature.
Average of A 25 3.3People at all levels of the organisation are continuously trying to
build or rebuild a 'better mouse-trap'.
Average of A 6 3.1My organization is diplomatic in how it handles all aspects of
operations.
Average of A 20 3.1Our HR department is creative in finding new ways to attract top
talent among diverse groups.
Average of A 5 2.9 Our organization is good at fulfilling their mission.
6-9 yearAvgScore
Top 5 motivation indicators
Average of A 15 3.3 My organization's structure is hierarchal in nature.
Average of A 25 3.3People at all levels of the organisation are continuously trying to
build or rebuild a 'better mouse-trap'.
Average of A 5 3.0 Our organization is good at fulfilling their mission.
Average of A 6 3.0My organization is diplomatic in how it handles all aspects of
operations.
Average of A 11 2.7My organization recognizes and celebrates successes of team
members.
10- aboveAvgScore
Top 5 motivation indicators
Average of A 6 3.5My organization is diplomatic in how it handles all aspects of
operations.
Average of A 15 3.3 My organization's structure is hierarchal in nature.
Average of A 22 2.5"We've always done it that way" is a philosophy that describes my
company's response to new ideas.
Average of A 25 2.5 People at all levels of the organisation are continuously trying to
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build or rebuild a 'better mouse-trap'.
Average of A 5 2.0 Our organization is good at fulfilling their mission.
Scores of bottom 3 items of non-motivated employees with different experience bracket are as
under
0-1 yearAvgScore
Bottom 3 indicators
Average of A 4 1.9 My organization has a current mission plan for everyone to view.
Average of A 7 1.8 I feel that my organization values my opinion.
Average of A 18 1.8 In my organisation, change is viewed as a challenge and anopportunity.
2-5 yearAvgScore
Bottom 3 indicators
Average of A 12 1.5My organization shows respect for a diverse range of opinions, ideas,
and people.
Average of A 4 1.4 My organization has a current mission plan for everyone to view.
Average of A 18 1.0In my organisation, change is viewed as a challenge and an
opportunity.
6-9 yearAvg.Score
Bottom 3 indicators
Average of A 23 2.0 My boss values new ideas and implements them quickly.
Average of A 12 1.7My organization shows respect for a diverse range of opinions, ideas,
and people.
Average of A 22 1.7"We've always done it that way" is a philosophy that describes my
company's response to new ideas.
10- above Avg. Bottom 3 indicators
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Score Average of A 17 1.5 My organization's management team is diverse in nature.
Average of A 18 1.5In my organisation, change is viewed as a challenge and an
opportunity.
Average of A 23 1.5 My boss values new ideas and implements them quickly.
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Chapter 4: Discussion
The major findings of the study are listed below
1. It was surprising that none of the entry level respondent was found to be motivated enough.2. The major areas which are found to be considered as important by the motivated people are
My organization communicates effectively (written and verbal) and in a timely manner totheir employees.
My organization has a current mission plan for everyone to view. My organization shares information with others who should know. My organization recognizes and celebrates successes of team members.
3. The major areas which are found to be considered as least important by the motivatedpeople are
My organization is diplomatic in how it handles all aspects of operations. My organization's structure is hierarchal in nature.
4. The major areas which are found to be considered as important by the non-motivatedpeople are
My organization shows respect for a diverse range of opinions, ideas, and people. My organization has a current mission plan for everyone to view. In my organisation, change is viewed as a challenge and an opportunity.
5. The major areas which are found to be considered as least important by the non-motivatedpeople are
My organization's structure is hierarchal in nature. Our HR department is creative in finding new ways to attract top talent among diverse
groups. People at all levels of the organisation are continuously trying to build or rebuild a 'better
mouse-trap'.
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As is seen from above, organization structure does not have much of importance either for motivepeople or non-motivated people. It does not make any positive or negative impact on drive ofemployees.
It is supported by the correlation between motivation mean scores and individual organizational
structure and culture scores. The most important factors on correlation matrix are as below
Correlationscore
ItemCode
Item Description
0.84 A 4My organization has a current mission plan for everyone to view.
0.84 A 12
My organization shows respect for a diverse range of opinions, ideas,
and people.
0.82 A 7I feel that my organization values my opinion.
0.79 A 8
My organization communicates effectively (written and verbal) and in a
timely manner to their employees.
0.78 A 11My organization recognizes and celebrates successes of team members.
0.77 A 19Organizational policies are reviewed annually to assess effectiveness.
0.76 A 21
There is an openness to suggestions from people at all levels of the
organization.
0.74 A 18
In my organization, change is viewed as a challenge and an
opportunity.
0.74 A 9My organization's culture follows the company's mission.
0.72 A 10My organization shares information with others who should know.
0.71 A 24
Performance evaluations in this organization measure an employee's
adaptation to change.
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Appendix 1
Items and Scale information
SN Question/ Item Item Code Related to
1Which category best describes your position within yourorganization?
A 1 Profile
2 Which industry best describes your organization? A 2 Profile
3 How many years have you worked for your current organization? A 3 Profile
4 My organization has a current mission plan for everyone to view. A 4 Organization
5 Our organization is good at fulfilling their mission. A 5 Organization
6My organization is diplomatic in how it handles all aspects ofoperations.
A 6Organization
7 I feel that my organization values my opinion. A 7 Organization
8My organization communicates effectively (written and verbal)and in a timely manner to their employees.
A 8Organization
9 My organization's culture follows the company's mission. A 9 Organization
10My organization shares information with others who shouldknow.
A 10 Organization
11My organization recognizes and celebrates successes of teammembers.
A 11Organization
12My organization shows respect for a diverse range of opinions,ideas, and people.
A 12 Organization
13 I feel driven to make a difference in my workplace. A 1314 I enjoy starting a new day at work. A 14
15 My organization's structure is hierarchal in nature. A 15 Organization
16My organization will promote from within before looking foremployees externally.
A 16 Organization
17 My organization's management team is diverse in nature. A 17 Organization
18In my organisation, change is viewed as a challenge and anopportunity.
A 18 Organization
19Organisational policies are reviewed annually to assesseffectiveness.
A 19Organization
20Our HR department is creative in finding new ways to attract toptalent among diverse groups. A 20
Organization
21There is an openness to suggestions from people at all levels ofthe organisation.
A 21 Organization
22"We've always done it that way" is a philosophy that describes mycompany's response to new ideas.
A 22Organization
23 My boss values new ideas and implements them quickly. A 23 Organization
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24Performance evaluations in this organisation measure anemployee's adaptation to change.
A 24 Organization
25People at all levels of the organisation are continuously trying tobuild or rebuild a 'better mouse-trap'.
A 25 Organization
Scale used:
A 5-point Likert scale was used for collecting responses from respondents.
Response Direct code rev. code
Strongly disagree 1 5
Somewhat disagree 2 4
Neither Agree nor Disagree 3 3
Somewhat Agree 4 2
Strongly Agree 5 1
Reverse coding was used for item no 6, 15 and 22.