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IJRFM Volume 1, Issue 2 (June, 2011) (ISSN 2231-5985) The study aims at examining the relationship between the Industrial Relations environment and organizational culture in selected organization. The study shall examine the extent to which the existing Organizational culture has an influence on the Industrial Relations environment. Keywords: - Indian Relation, Industrial Relation Environment, Organizational Culture, Trade Union, INTRODUCTION The people who work together for the accomplishment of some common objectives require a definite structure through which they relate to each other and through which their effort can be coordinated in to a team. Such a structure is called organization. Basically, organizational culture is the personality of the organization. Culture is comprised of the assumptions, values, norms and tangible signs of organization members and their behaviours. Members of an organization soon come to sense the particular culture of an organization. Culture is one of those terms that are difficult to express distinctly, but everyone knows it when they sense it. According to Allen organizing is the process of identifying and grouping the work to be performed, defining and delegating responsibility and authority and establishing relationship for the purpose of enabling the people to work most effectively together in accomplishing objectives. Today’s laser-fast age calls for multifaceted development of Indian organizations to achieve excellence and attain global standards through effective cost management, quality control, high speed delivery of services and customer orientation. Through the new economic reforms policy, attempts have been made dismantling of controls and regulations to strengthen the competitive power of Indian industry necessitating thereby technology up gradation, productive and quality improvement. Changes in these parameters have necessitated changes in the work environment and management practices. With newer technologies overtaking industry and affecting changes in every sphere of human life, the social profile of the work force as underwent a vast change. At the present age it demands to generate a work force which is more qualify, highly skilled and willing to work .Thus the workers today are to be young, educated and more skilled than the workers in the older industries. The needs, aspirations and the value orientations of the workers have changed drastically from fulfilling primary needs of job security, better wages and working International Journal of Research in Finance & Marketing 48 http://www.mairec org
IJRFM Volume 1, Issue 2 (June, 2011) (ISSN 2231-5985) conditions to valuing the intrinsic qualities of work such as challenge, meaning in work, autonomy, ability to use once own discretion in the job etc (Sen Gupta, 1981).To get the best out of these people, Boyett and Conn (1992) emphasized that organizations need to create a unique culture. As industries progress towards becoming more knowledge oriented, knowledge, skill or intellectual capital is increasingly becoming firm’s main source of added value and the basis of a sustainable competitive advantage. Increasingly tightened competition, today, therefore implies that regardless of the country or economic condition in which they operate, organizations are under tremendous pressure to develop their human resource in order to sustain competitive advantage in the knowledge based economy. Organizational culture is the set of assumption that the members of an organization share in common. Such assumption may be in the form of internally oriented characteristics like believe, values, attitudes, feelings, personality types and so on known as abstract element of the culture or externally oriented characteristic like products, buildings and dresses etc. known as element of the culture. Vijay Sathe has exemplified some common things to demonstrate the components organizational culture: • Shared things(e.g. the way people dress) • Shared saying(e.g. let’s go down to work) • Shared action(e.g. a service oriented approach) • Shared feelings(e.g. hard work is rewarded here) Every organization, being a social entity, develops within it a cultural system with some unique modes distinguish one organization from other. It is the need of the hour to infuse a high performance culture in industrial organization and such an organization culture can be characterized by some important features are as follows: • A leadership that empowers others • Borderless sharing of power • Values of accountability, transparency and belongingness • High level of trust • Personal responsibility • High employee and employer involvement and commitment • Open sharing of relevant information • Partnering International Journal of Research in Finance & Marketing 49 http://www.mairec org
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