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ORGANISATION CULTURE

A Project Report Submitted at

Devi Ahilya Vishwavidhyalaya, Indore

In partial fulfillment of the degree of

Master of Business Administration

Supervised By: Submitted By:

Ms.Swati Parashar Sameeksha Jain

Sandeep Choudhary

Sandeep Raikwar

MBA SEM-I(A)

Department of Management

CH INSTITUTE OF MANAGEMENT AND COMMERCE, Indore (M.P.)

Session ( 2009-10)

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-:ACKNOWLEDGEMENT:-

A work is never a work of an individual. We owe a sense of gratitude to the

intelligence and co-operation of those people who had been so easy to let us

understand what we needed from time to time for completion of this

exclusive project.

We want to express our gratitude towards Prof. Swati Parashar(M.P.P.

faculty) for giving us an opportunity to do this project.

Last but not the least, we would like to forward our gratitude to C.H.I.M.C

family who always endured us and stood by us and without whom we could

not have envisaged the completion of our project.

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-:THE TOPIC OF THE PROJECT :-

What is Organizational Culture of Your College and how is it getting

shaped. What kind of Organizational Culture would you like your

college to have and how would you develop it?

-:CONTENTS:-

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1. INTRODUCTION

2.INTRODUCTION to CHIMC AS AN ORGANISATION

A.Vision

B.LegacyC.Career development & placement

3.THE CHIMC CULTURE

A.ORGANISING THE EVENTS

B.THE E-MAIL NETWORK

C.THE SESSION PLANS

D.CARRYING OUT OF REGULAR MEETINGS

4.THE INCORPORATION OF THE CHANGE

A COUNSELING CELL

5.HOW DOES ORGANISATION CULTURE DEVELOPES

6.CONCLUSION

7.BIBLIOGRAPHY

-:INTRODUCTION:-

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ORGANISATIONAL CULTURE OR CORPORATE CULTURE is the

pattern of values,norms,beliefs,attitudes and assumptions that may not have

been articulated but shape the ways in which people behave and things get

done.

It refers to a system of shared meaning held by members that distinguishesthe organization from other organizations. This system of shared meaning is,

on closer examination, a set of key characteristics that the organizations

values. The research suggests that there are seven primary characteristics

that, in aggregate, capture the essence of an organizations culture.

1.Innovative and risk taking.

2.Attension to detail.

3.Outcome orientation.

4.People orientation.

5.Team orientation.

6.Aggressiveness.

7.Stability.

Each of these characteristics exist in different proportions from high to low.

Appraising the organization on these seven gives a composite picture of theorganizations culture. An organizations culture does not pop out of thin air,

it is established slowly and steadily and once establish it never fades away.

It can be said that, THE CULTURE OF AN ORGANISATION STARTS

FLOWING LIKE BLOOD IN THE EMPLOYEES BODY, because they

get highly accustomed to it. The culture may invite and bring in certain

changes in it, it can adapt according to the changing environment but does

not changes completely ever.

-:INTRODUCTION to CHIMC AS AN ORGANISATION:-

CHIMC is a leading business school in Indore offering industry-oriented

Management Programmes. Promoted by the leading education grou

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Cerebral Heights and run by renowned educationists, CHIMC has been able

to earn a name in students' community as well as management circles in a

very short span of time. Its unique focus on Practical education, Skills

enhancement and Personality grooming makes students ofCHIMC perform

everywhere.

CHIMC is Affiliated to Devi Ahilya University(D.A.V.V.) and approved by

AICTE and DTE

-:Vision:-

To harness the talents of young students and trigger them off to become

excellent leaders of action and achievement by enlightening and supporting

them with clear vision and right perspectives while also grooming them with

knowledge, Skills, Habits and Attitudes.

-:Legacy :-

CHIMC is promoted by the leading education group of central India -

Cerebral Heights. Cerebral Heights or CH has been offering qu

education to students of central India for the last 10 years. It has become a

name to reckon with in the field of MBA entrance, Campus recruitment,

Personality grooming and Corporate training - training more than 3000

candidates from Indore alone. Cerebral Heights is also the first and the only

institute to partnerInstitute of Chartered Accountants of India for

developing the curriculum of General Management & Communication Skills

programme and has trained more than 600 CAs on the same programme in

the last 3 years. Cerebral Heights also has a major presence in corporate

training with year long contracts with many corporate in central India -

L&T, Avtech Ltd., Bridgestone Ltd., Kirloskars, Flexituff International

and others.

-:Career development & placement:-

The Career Development and Placement Cell at CHIMC serves as an

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interface to establish the best student-organization fit. To do so, the Institute

follows a 2-tier process:-

It in-builds competencies in the students that are of value to the prospective

employers, both in contemporary as well as future perspective.

It helps prospective employers to articulate their human resources needs and

accordingly prepares and recommends students to them for internship and

placement.

-:THE CHIMC CULTURE:-

At CHIMC the learning does not just happen in the class rooms but also

outside them. From presentation contests to quizzes to management games,

numerous academics activities ensure that the development at CHIMC ismultidimensional. Various student groups conduct these activities under the

guidance of the faculty.

-:ORGANISING THE EVENTS:-

Various functions and events are carried out at CHIMC. The culture of the

college is such that the students organize each event; may that be sound and

lighting systems, planning the entire event, responsibility allotment or any

other thing related to the event. The management has a thought that, since,

the students are studying MANAGEMENT this helps them to gatherpractical knowledge and they learn how to apply the theory in real life

situations.

The Annual Functions are sponsored by any of the reputed organizations

willing to do so. The students are sent for convincing the authorities and for

further negotiations. The student thus learn how to handle the business deals

and to negotiate and make people work according to us.

By organizing the events the students get to learn, as to how to work as a

team, to co-operate with every team member with diverse thoughts

and still venture forward in the same direction so as to achieve the goal(to

make the event a successful one).

They learn how to interact with the higher authorities, to make the maximum

out of the available resources and also to work under pressure at times.

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-:THE E-MAIL NETWORK:-

Each and every member of the CHIMC organization is connected via e-

mails .Any information or notice can be circulated within no time. The

students can thus be in direct contact with the faculty and the management.It also facilitates easy sharing of notes and presentations among students

also.

-:THE SESSION PLANS:-

Session plans are strictly followed by both the faculties and the students.

There is a pre-fixed schedule for each topic to be dealt with and case and

assignment submission. Abiding by the session plan is now in the blood of

each CHIMCian.

-:CARRYING OUT OF REGULAR MEETINGS:-

Weakly meetings of the staff and management are held(most probably on

Wednesdays)

Where suggestions and amendments are invited and worked upon if relevant.

The faculty members represent the students and also someti

communicate their thoughts to the managements.

The culture of CHIMC is such that it is open for fruitful and relevant

suggestions from everybody, may that be a faculty or a student.

The appraisal list is displayed which consists of student of the month this

appreciates the students and motivates others to perform better.

-:THE INCORPORATION OF THE CHANGE:-

A COUNSELING CELL

The college can incorporate a counseling cell where student who are

dmotivated can be inspired. There are students who are weak at a particular

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field and due to the increasing pressure and competition loose their morale

and confidence many a times.

The counseling cell can help them bring out their strengths and re-boost their

confidence so that they excel and perform better.

This could ultimately enhance the PRODUCTIVITY OF CHIMC AS AN

ORGANIZATION since, the STUDENTS ARE ITS PRODUCTS.

-:HOW DOES ORGANISATION CULTURE DEVELOPES:-

The values and norms that are the basis of culture are formed in four ways:-

FIRST, culture is formed by the leaders in the organizations, especiallythose who have shaped it in the past. That is the top management forms the

culture. The counseling cell can be suggested by the students or other

members but can only be started of with by the top authorities.SECOND, culture is formed around critical incidents-important events from

which lessons are learnt about desirable or undesirable behaviour.If the cell

is introduced and a professional counselor is appointed then it would be

fruitful for the students in the long learn.

THIRD, as proposed by Furnham and Gunter, culture develops from theneed to maintain effective working relationships among organizati

members, and this establishes values and expectations. This would also

increase the bond between the members of the organization.

FINALLY, culture influenced by the organizations environment. The

external environment may be relatively dynamic or unchanging.

Culture is learned over a period of time.Schein(1984) stated there are twoways in which this learning takes place.

First, the TRAUMA MODEL, in which the members of the organization

Learn to cope with some threat by the erection of defence mechanism.

Second, the positive REINFORCEMENT MODEL, where things that seem

to work becomes embedded and entrenched. Learning takes place as people

adapt to and cope with external pressure, and as they develop successful

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approaches and mechanism to handle the internal challenges, processes and

technologies in their organization.

Where culture has developed over long periods of time and has become

firmly embedded,

It may be difficult to change quickly, if at all, unless a traumatic event

occurs.

-:CONCLUSION:-

Culture has a boundary defining role, it creates a distinctions between one

organization and others. It conveys a sense of identity for organization

members. Culture enhances the stability of the social system. It is type of

social glue that helps hold the organization together by prov

appropriate standards for what employees should say and do. It is control

mechanism that guides and shapes the attitudes and behavior of employees.Hence, even an employee always prefers an organization which has a co

operative culture that is not very stiff and invites suggestions and makes the

necessary amendments, that is it must be reasonably flexible.

-:BIBLIOGRAPHY:-

1. www.google.com

2. organizational Theory, Design and Change

3. O.B. by Stephens P.Robbins

4. Skills of communication by Bill Scott

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5. O.B. by Fred Luthans