PGDM BATCH 2019-21

ORGANIZATIONAL BEHAVIOR-II

Project report on
Topic- Profiling Culture of Institute using qualitative and quantitative
methods

Submitted to
Dr Saleena Khan
Submitted by- Group F
Alok Anand-201911003
Khusbu Pareek- 201911018
Kritika Taya- 201911019
Priyanka Valechha- 201911030
Puja Agarwal- 201911031
Rajat Ranjan Tripathi- 201911032
Soikat Kumar Ray- 201911042
 ORGANIZATIONAL CULTURE
A system of shared meaning held by an organization’s members that distinguishes the organization from others.
In the organization, Institute of Management Technology, Nagpur, the values are shared by members of
organization including faculty, administration staff and students. To profile the culture of institute, qualitative and
quantitative methods are used. Qualitative data includes opinions of members and quantitative data includes
survey and questionnaire.
Qualitative analysis reflects the shared values and beliefs by the members.

The Cultural Framework Observed at IMT

The Clan
This working environment is friendly. People have a lot in common. The leaders are seen as mentors. The
organization values loyalty and tradition. There is great involvement. They emphasize long-term Human Resource
Development. The organization promotes teamwork, participation, and consensus.
At IMT, there exists support and collaboration among the staff and faculty members which helps in achievement
of organizational goals. Also majority of the students have graded the curriculum and faculty to be good. This
goes to show that the management beliefs in providing industry relevant and good quality education to the students
where apart from curriculum, there are faculties who have a prior experience of working in the corporate
organization and they provide valuable insights as to what hard skills the outside world demand and which would
help in working efficiently and effectively in the corporate world.

The Marketplace
This emphasizes on competition. Leaders are hard drivers, producers. Reputation and success are the most
important. Achieving goals is the definition of success.
At IMT, there exists a competitive environment among the students, like the prevalent grading system, there are
also intercollege event like M35 where you get to compete in various events like Treasure Hunt. The toast masters
club of IMT Nagpur also organizes events and participates in various events in different organizations like Wipro,
etc., which indicates the market culture at IMT

The Hierarchy
This is a formalized and structured workplace. Procedures direct what people do. Leaders are proud of efficiency-
based coordination and organization. Keeping the organization functioning smoothly is most crucial. Formal rules
and policies keep the organization together. The long-term goals are stability and results, paired with efficient
and smooth execution of tasks. Reliable delivery, continuous planning, and low cost define success.

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At IMT, there is a structured system where director being the head of institute followed by Dean, Academics,
Program Chairperson and other faculty members in the order Professor, Associate Professor and Assistant
Professor. Other departments include Administration and Accounts.
The vision of the institute is communicated following the ideologies of Mahendra Nath, the founder. The
employees follow the culture imparted which becomes a part of their beliefs, values and routine. The information
and instructions are cascaded from the top management.

Cultural Characteristics Observed at IMT

Adaptability
It is the degree to which employees are encouraged to be innovative and flexible as well as to take risks and
experiment.
The staff members are encouraged to work on diverse areas and conduct research on them. Also, students are
motivated to collaborate with the faculty members to work on a project. Also, elective courses selected by the
students provide them the flexibility to build their profile.

Detail Orientation
It is the degree to which employees are expected to exhibit precision, analysis and attention to detail.
The precision and analysis driven case studies project the students towards detailed oriented process of attaining
the goal.

People Orientation
The decisions taken by the management and faculty are directed for the well-being of the students.

Team Orientation
Process in the institute is divided in teams. There are separate departments for academics, administration and
accounts which collaborate among themselves to avoid any clashes. Also, students are divided in teams to work
in various academic projects which builds team orientation. Various student driven ventures operate in the campus
in collaboration with each other for multiple purposes.

Integrity
It forms a major part of any institutes culture and builds a solid foundation, which when nurtured results in high
ethical standards. From the survey conducted, it was found that organization looks for integrity and loyalty in
their candidates during recruitment process.

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Dominant culture of IMT
A culture that represents the core values that are shared by a majority of the organization’s members.

Core values
 Integrity
 Collective Decision Making
 Academic Freedom
 Compassion with commitment
 Sensitivity to sustainability
These core values are essential for attainment of mission and vision of the institute.

Vision
To be recognized as a key contributor in innovative management education in India

Mission

Institute of Management Technology, Nagpur strives to:

 Ensure a value driven and technology oriented academic environment

 Excel in offering industry-relevant management programs with an innovative and entrepreneurial approach
 Enrich knowledge base through applied research, consultancy and collaborative studies with corporate on
business practices
 Engage students and faculty in understanding societal needs and ideating solutions

Function of Culture
 It creates distinctions between the organization - According to qualitative data, opinion of faculty was
distinguished on the basis of respect and effort by the students. The students lack the persistence in comparison
to the tier 1 institutes.
 It conveys a sense of identity for organization members.
 Culture facilitates commitment to something larger than individual self-interest.
 It enhances the stability of the social system. It enhances cohesiveness and shapes employee’s behavior.

Formation of Organizational Culture

An organization's customs, traditions and general way of doing things are largely due to what it has done before
and how successful it was in doing things. This leads us to the ultimate source of an organization's culture. Culture
creation occurs in three ways. First, organization hire and keep only employees who think and feel the same way
they do.

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While hiring IMT Nagpur recruit those persons who exhibit behavior that are in line with its values i.e. integrity
towards the organization and compassion with commitment. Second, they indoctrinate and socialize employees
to their way of thinking and feeling i.e. practicing collective decision making and academic freedom. Finally, the
founders' own behavior encourages employees to identify with them and internalize their beliefs, values, and
assumptions.

Organizational Climate
The shared perceptions that organization’s members have about their organization and work environment. From
the survey, it was found that all members believe that there exists mutual respect among everyone.

With respect to transparency, mixed reviews were obtained. Some members believed that information flow and
collaborative decision making was transparent while others were not satisfied with the transparency. According
to them, policies and decision making methods are not fair, including incentive system which is not justified. For
some working environment is not conducive.

Ethical Dimension of Culture

Ethical culture refers to the shared concept of right and wrong behavior in the workplace that reflects the true
values of the organization and shape the ethical decision making of its members.
Here we found that majority believe the IMT shares common set moral principles and also share the organizational
values but there is some deviation. Some believe that it has instrumental climate as ultimately it is a business
organization but majority feel that it works with the mission of benevolence and thus has caring ethical climate.
Also we found that that IMT has independence ethical climate and rules climate.
Therefore, IMT shares a good ethical environment.

Uniformity of Culture
Uniformity refers to the same set that is we can call it dominant culture which refers to the culture that expresses
the core values which is shared by a majority of the organization.
Here we found the mixed responses. When it comes to the academics, there is a subculture of core values such as
full power in deciding the pedagogy, course curriculum but in the financial matters they do not have much power,
they only suggest the changes. The ultimate decision is taken by the upper management. Also in financial matter
institute has zero tolerance policy. So we can say that in the financial matters there are not high employee
involvement. We found that everyone value each other and respect each other which is dominant culture in IMT.
Subculture among various committees and forums exist with some subculture reflecting the overall dominant
culture of importance of regular late night meetings.

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Culture as Innovation
Here we found research is considered to be one of the parameters to define success. Journals holding minimum
B ranks are normally praised. The prevalent culture has nourished the industry-related management programs
with an innovative and entrepreneurial approach. So we can say that culture at IMT is a facilitator of innovation.

Culture as Sustainability
Sustainability refers to the maintaining organizational practices over a long period of time because the tools or
structures that support them are not damaged by the process.
Here we found that everyone believes that IMT operates in a socially responsible manner. Here IMT has different
programs towards the sustainability like social entrepreneurship program, Kilkaari, energy saving devices (solar
panels, sensors, red brick walls).

Conclusion
We surveyed 110 stakeholders out of which 98 were students, 10 were faculty members and 2 were from
administrative department.

We observed that the culture is based on human affiliation. Stakeholders value each other, trust each other and
work in tandem to achieve the common goal of IMT. This also differentiates it from other organization. Some
deviation has been found in terms of transparency in appraisal system and decision making, hence there is no
conducive environment to work. Among the students there is a prevalent dominant culture that encourages
competitiveness, also a subculture that is inclined towards insobriety.

But other than that we found culture at IMT promotes innovation, sustainability, ethics, benevolence. We found
that respect, value, zero tolerance in financials tend to be core values of dominant culture. Thus we can say that
IMT has good culture for working as majority of them have agreed to refer IMT to their friends.

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Annexure:
Student google form:

https://docs.google.com/forms/d/1cx_Q1hxeY2TwoI3AGIlpmXnKLkZd4jcNZsTP3hs9v6s/edit?usp=shari
ng

Faculty questionnaire link:

It was printed and filled by faculty members:

https://docs.google.com/forms/d/1uMACLmg3OCeWEgdCik78JFswUeYBopxHUhda5eZz8Cs/viewform?edit
_requested=true

Profiling IMT culture interview questions:

1. Do you think management is open to changes?
2. Does your team lack authority to get work done?
3. How management treat you?
4. Do people value each other in the team?
5. Do you think management is concerned about the issues faced by the employees in the IMT?
6. Do you feel management feels employees are responsible if the things don’t work out well in the IMT?
7. Sometimes people have to compromise with company policies. How often does this happen in the
organization?
8. Do you think person in charge at all levels work in tandem to achieve the goal?
9. Do you think organization adhere to the zero-tolerance policy against any kind of discrimination?
10. Does the management share decision make power with you?
11. Do you have a say in the organization’s policy changes?
12. Are you satisfied with the way performance reviews are conducted in the organization?
13. Do you think organization operates in socially responsible manner?
14. Do you think there is subgroups formed?
15. What according to you the practices, policies you experience while working in the IMT?
16. Is there any difference between surfaces value, beliefs on paper and that actually put in the practice?
17. Does IMT follows standardized code of conduct or does it has internal standardized moral expectation?
18. Do you think management let you work on your thinking that you are self-motivated and you do your justice
or they intervene and give direction to you for the benefits of stakeholders?
19. Do you think you feel helpless sometimes due to the culture?
20. Do you think when you hired or when you are in selection panel, you see the values of IMT as a selection
criterion?
21. How employee learn culture?
22. How you think IMT transmits its culture?

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23. Do management exhibit some informal practices to motivate you to get work done?
24. According to you how does IMT define success?
25. How success is rewarded and failures addressed?
26. On a scale of 1-10 how likely do you recommend IMT to your friends or colleagues due to its culture?
27. Which aspects can be improved to make it better place to work?

Bibliography
 Organizational behavior by Stephen P Robbins, Timothy A. Judge and Neharika Vohra, Pearson Publication
(18th edition)
 OCAI Enterprise Report

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