A RELATIONSHIP BETWEEN ORGANISATIONAL ... - Euroasiapub.org

IJRFM Volume 1, Issue 2 (June, 2011) (ISSN 2231-5985)
aspirations. Employees thus are treated with dignity and respect and recognize inherent
goodness of man.
METHODOLOGY
The instrument Diagnosing Organization Culture developed and published by Roger
Harrison and Herb Stokes was administered to the managerial staff of Rourkela Steel Plant to
diagnose the organization culture. The study was based on convenience sampling method;
nearly 220 questionnaires were distributed to the employees of the organization, of which 150
were received bac
The questionnaires consists 15 sections, each sections includes four statements relating to
the four cultural orientations. Respondents were asked those four statements first in terms of
what they considered to be existing view in the organization and then rank the same
statements in terms of their personal preference. The questionnaires thus provided two
separate ranking of their four cultural types: power, role, achievement and support.
Respondents’ perception of the organization prevailing culture was obtained by adding the
rank assigned to each of the fifteen items characterizing a particular culture orientation. The
cultural profiles were developed by dividing both the respondents ranking of existing and
preferred cultural orientations in to two categories: most preferred and least preferred. The
cultural orientation ranked as first or second was described as least preferred and those
ranked third and fourth were most preferred.
The predominant cultural orientation in Rourkela Steel Plant, as perceived by the
organization members however, is power orientation followed by Role Orientation. The
Achievement and Support orientation get third and fourth respectively. In Rourkela Steel
Plant however the most preferred cultural orientation is Achievement followed by Support.
The least preferred orientation is Power followed by Role.
In the following pages responses against each dimension have been analyzed and depicted
with the help of tables and bar graphs for each organization. The bar graph for each
dimension reflects the total number of response given by the respondents in absolute numbers
given to each of the four cultural orientations- power, role task and support for existing and
preferred. The two tables (a) and (b) indicate the frequency of response in percentage for the
existing ideology or the way things are in the organization and preferred ideology or the way
things should be in the organization.
1. Desirable Behavior
International Journal of Research in Finance & Marketing 57
http://www.mairec org