A STUDY ON ORGANIZATIONAL CULTURE IN KOTHARI SUGAR & CHEMICAL

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1 International Journal of Human Resource Management and Research (IJHRMR) ISSN(P): ; ISSN(E): Special Edition, Jan 2015, TJPRC Pvt. Ltd. A STUDY ON ORGANIZATIONAL CULTURE IN KOTHARI SUGAR & CHEMICAL PVT. LTD, KATTUR, TIRUCHIRAPPALLI K. MAHESWARI 1 & J. WILFRED ANGELLO GERALD 2 1 M.Phil Scholar, PG & Research, Department of HRM, St. Joseph s college, Tiruchrappalli, Tamil Nadu, India 2 Assistant Professor, PG & Research, Department of HRM, St. Joseph s college, Tiruchrappalli, Tamil Nadu, India ABSTRACT Organizational culture has been considered as one of important factors of organization. The entire organization functions, status depends upon the culture. The researcher has conducted the study in Kothari Sugars and Chemicals Pvt limited, Kattur. This study shows the employee s perceptions about organizational culture, freedom at their work, work environment, interest, flexible in their work, adequate and appropriate training for employees, employee s attributes towards the organization culture and positive relationship with subordinates and other departments. Well organized questionnaire focusing on find out the employees behaviour needs, attitudes, commitment of work, perception in the organizational culture was used to gathered data from the employees. This research study helps to gain information about organizational culture in sugar industry related to the knowledge, skills and individuals potential. The study also identifies the organizational culture levels among the employees and workers, to promote and develop decision-making process and employee s responsibility within an organization. KEYWORDS: Organizational Culture, Individual Potential and Employee s Perceptions INTRODUCTION Organizational culture has assumed importance today because of the significance of the needs, values, attitude, behaviours and experience of the members of an organization. As the common perception of its employees about various aspects of its internal working environment. A good organizational culture provides employees with a clear understanding of the methods and functions of organization. Every organization has its own unique culture, even different departments of the same organization may have different cultures depending upon the perceptions of the members of departments. An Organisation s culture influences the recruitment and selection activities of an organization because good behaviour is driven by ethical values among employees for the organization. The improvement of organization productivity leads to employee commitment as norms, values and objectives helps in improving culture of an organization. Organizational culture adapts overtime to cope with the dynamic changes and meet the varying demands of the organization in its gaining competitive advantage in all its activities. According to the Schein (2008) organizational culture is A pattern of shared basic assumptions that the group learned as its solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problem. COMPONENTS OF ORGANIZATIONAL CULTURE Organizational culture consists of the following components; Individual autonomy the degree to which employees are free to manage themselves or not accountable to others. Supervision the extent to which supervisors maintains good editor@tjprc.org

2 26 K. Maheswari & J. Wilfred Angello Gerald relations with their subordinates, offer them socio-emotional support and help in improving their skills and chances of advancement. Management of reward the extent to which rewards are related to performance and the required system of behaviour in the organization. Communication its flow of information in different directions and its mode (formal or informal). Conflict and Management the extent of difference present between individuals and departments and the way in which they are resolved. Risk taking it is the degree of freedom to experiment new ideas, take risks and commit honest mistakes without fear of punishment. Control extent to which the people are formally controlled. It s based on the organization rule oriented. BENEFITS OF ORGANIZATION CULTURE The organization culture is one of the influence factors of motivation. Organization culture did not better employee may be de motivation so the good organization culture will motivate the employees it s leads to employee do better performance. When employee feel organization culture is better they are have more involvement to their job. So the employee thinking creative and more productive in the organization. The good organization culture reduce the employee absenteeism when employee like their job they should be avoid unwanted take leave in the company. The culture create positive attitude towards the organization. A well developed culture creates a good relationship among the employees, they have to cooperation and do the team work. It will also reduce emerge conflict between the employees. The customer and employee satisfaction is very important in every organization. Its possible by developed good culture within the company. The best culture create employee interest to their job so they are work efficiency that consequence employee have job satisfaction and customer get satisfaction for have a good service by the employees. The best culture make employee enthusiasm towards their job have employee do the work more commitment and involvement its leads to improve the productivity. So the organization gets more profit by the employees. The well developed culture creates a cordial relationships between employers and employees. It will reduce the emerged problem in the organization. It also developed cordial relationships among the employers. REVIEW OF LITERATURE Zammuto and Gifford (2001) presented the group culture values in organization which team oriented, enthusiasm for the job, individual responsibility, being highly organized and development in the organizations performance. Martins (2003) organizational culture is deeply associated with values and beliefs shared by persons in an organization. Organizational culture related the employees to organization s values. Smith (2004) presented organizational culture as a dynamic force within the organization. In that culture begins with leadership and passed on to the organizational members, it is shape and determine human behaviour. Fince and yolles (2012) considers the key role of external environments as all elements outside the boundary of the organization. Organizational cultures believe that research on culture will contribute to the understanding of organizational performance management. PROFILE OF THE COMPANY Kothari Sugars and Chemicals Ltd, the flagship company of HC Kothari Group, was established in the year 1961 with a sugar Mill in Kattur village of Trichy District. Kothari Sugars, the pioneers in manufacturing of sugar, now has two sugar units in Tamil Nadu one at Kattur and another at Sathamangalam village. In addition to sugar manufacturing, Kothari Sugars also has facility for co-generation of power, production of industrial alcohol from molasses and bio-compost from press mud and distillery effluents. They are equipped with a facility of producing white sugar by reprocessing only raw Impact Factor (JCC): Index Copernicus Value (ICV): 3.0

3 A Study on Organizational Culture in Kothari Sugar & Chemical Pvt. Ltd, Kattur, Tiruchirappalli 27 sugar and also reprocessing of raw sugar along with cane. Their group companies are Kothari Petrochemicals Ltd, and Kothari Safe Deposits Ltd one of the oldest public limited companies in India engaged in the business of giving on hire safe deposit lockers. RESEARCH METHODOLOGY Objectives of the Study To identify the opinion of employees about organizational culture. To analyse the working condition and environment of an organization. To find out the organizational culture in Kothari sugars and chemicals pvt ltd., kattur. Hypothesis of the Study There is significant difference between experience of the respondent and their opinion about organizational culture. There is significant association between work environment and safety during their work. There is significant difference between experience of the respondent and their freedom at work. Research Design Descriptive research has been used which involves survey and fact findings of different kinds. The population of the study consists of 250 employees at Kothari Sugars and Chemicals Pvt. Ltd. at Kattur, where simple random sampling was adopted to select 55 sample respondents. Primary data was gathered through questionnaires and secondary data was collected through the books, records, websites and company profile. The questionnaire containing open and closed questions were used to obtain data. DATA ANALYSIS AND INTERPRETATION Table 1: Demographic Profile of the Respondents S. No Demographic Profile Particulars No of Respondents Percentage N=55 100% 1 Gender Male Female Age Above Experience Up to From the above table it is found that 100% of the respondents are male employees. Where 16% of the respondents are between years of age, 33% of them are between years age, 33% of the respondents are between years of age and remaining 18% of them are above 50 years of age. The 27% of the respondents have less than 10 years of work experience, 58% of them have between years of work experience and the remaining 15% of them have between years of work experience. editor@tjprc.org

4 28 K. Maheswari & J. Wilfred Angello Gerald Table 2: One Way ANOVA Difference Between Experience of the Respondents and their Opinion about Organization Culture S. No Opinion About Organization Culture Mean S.D Ss Df Ms 1 Between Groups to10yrs(n=13) to 15yrs(N=17) to 20yrs(N=16) yrs(N=6) yrs(N=3) Within Groups Total Statistical Inference F= >0.05 Not Significant culture. culture. H 1 : There is significant difference between experience of the respondents and their opinion about organization H 0 : There is no significant difference between experience of the respondents and their opinion about organization Statistical Test Findings One way ANOVA f test was used The result of the table shows; df value 54, f value.909 with p =.446. The calculate value (.446) is greater than table value (0.05.) So, there is no significant difference between experience of the respondents and their opinion about organization culture. Hence the research hypothesis is rejected and null hypothesis is accepted. X 1 (Variable) Work environment Table 3: Association Between Work Environment and Safety During their Work. Y 1 (Variable) Safety during Work Time Statistical Strongly Total Neutral Agree Inference Agree Neutral X 2 = Agree Df = 4 Strongly Agree >0.05 Total Not Significant H 1 : There is significant association between work environment and safety during their work. H 0 : There is no significant association between work environment and safety during their work. Statistical Test Chi square test was used Findings From the above table is seen that the p value.156 is greater than So, there is no significant association between work environment and safety during their work. Hence the research hypothesis is rejected and null hypothesis is accepted. Impact Factor (JCC): Index Copernicus Value (ICV): 3.0

5 A Study on Organizational Culture in Kothari Sugar & Chemical Pvt. Ltd, Kattur, Tiruchirappalli 29 Table 4: One Way ANOVA Difference Between Experience of the Respondents and their Freedom at Work S. No Freedom at Work Mean S.D Ss Df Ms 1 Between Groups to10yrs(n=13) to 15yrs(N=17) to 20yrs(N=16) yrs(N=6) yrs(N=3) Within Groups Total Statistical Inference F= >0.05 Not Significant H 3 : There is significant different between experience of respondents and their freedom at work H 0 : There is no significant different between experience of respondents and their freedom at work. Statistical Test One way ANOVA test was used. Findings The test results indicates that there is no significant different between experience of respondents and their freedom at work. The df value 54, f value.393 and p =.813, the calculate value.813 it is greater than table value Hence the null hypothesis becomes accepted and research hypothesis happens to be rejected. SUMMARY OF FINDINGS The majority 100% of the respondents are male employees. The 33% of respondents belongs to the age group of 31-40, the similarly 33% of the respondents belong to the age group of years and 58% of them are between years of work experience (table 1). There is no significant difference between experience of the respondents and their opinion about organization culture (table 2). There is no significant association between work environment and safety during working time (table 3). And finally there is no significant different between experience of respondents and their freedom at work (table 4). RECOMMENDATIONS The organization should develop flexible organization culture. The management gives freedom to employees at their work. The employee must understand their organization culture and follow that culture The organization should keep good environment and working condition within the organization. Employee s can adjust and adopt different culture. Employee s change their attitude and behavior towards the organizational culture. Both management and employee s make cordial relationship between employer them. editor@tjprc.org

6 30 K. Maheswari & J. Wilfred Angello Gerald CONCLUSIONS The organization culture differ from country to country, states to states and even industry to industry. This study may help the management to understand the importance of organization culture; it leads to make a well organizational culture. The employee also understands the organization culture and regulate their attitude and ways of behaviour in the organization. The healthy organization culture change the employee s attitude it leads employee involvement at the work and make the performance efficiently and effectively. Hence the organizational productivity will increase thereby improvement in the organization growth and values take place. Finally good organization culture is very important and benefits both employer and employees. REFERENCES 1. Biswanath Ghosh, (2002). Human Resources Development and Management, Burdwan University, Vikas Publishing House Pvt Ltd, New Delhi, Fince and yolles, (2012). Efficient Cultures Exploring the relationship between culture and organizational performance, Administrative Science, South western 7(3), Keran, (1996). Building Organizational Culture that stimulates creativity and innovation, European Journal of Innovation Management, 6(1), Kothari C. R, (2011), Research Methodology Methods and Technology, New Age New Delhi, Mahler, (1997). Product and process innovation in service organizations the influence of organizational culture institutes, Journal of Applied Management and Entrepreneurship 9(3), Martins, (2003). Organizational Culture and counter culture, an uneasy symbiosis, Organizational Dynamics, New Delhi, Mullins, (1999). The Influence or Organizational culture on creativity and innovation in a university library, unpublished MInf Dissertation, University of South Africa Smith,(2004). Personality and Organizational Culture M. A. Harward Business School press, New York Tripathi P. C, (2003). Human Resource Management, New Delhi, Sultan Chand & Sons, Zammuto and Gifford, (2001). Changing Culture: New Organizational approaches, (2 nd ) Cromwell Press, London, Impact Factor (JCC): Index Copernicus Value (ICV): 3.0