Employee Perception on Organizational Climate and Culture

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Employee Perception on Organizational Climate and Culture

By | March 2011
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SYNOPSIS ON
Employee Perception on Organizational Climate and Culture: A Study on TMI, Hyderabad.

Submitted in Partial Fulfillment of the Requirements of
Bangalore University for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

By

SUMALATHA.K

Reg. No: 07SKCM6071

Under the Guidance of

Mr. Indranil Mutsuddi

[pic]

Acharya Institute of Management & Sciences

1st Cross, 1st Stage, Peenya Industrial Area
Bangalore – 560 058

2007 – 2009

Employee Perception on Organizational Climate and Culture: A study on TMI, Hyderabad.

Statement of the Problem

TMI Network provides “Integrated Talent Acquisition and Retention” solutions to its corporate clients like Nokia, ICICI Bank, Nicholas Pharma and to name a few. It is the only “End-to-End” HR services provider in India with expertises in Recruitment, Recruitment Advertising / Employer Branding and HR Consulting. Over the years, values like those of transparency, passion, evolving, appreciation, and learning had formed the core of its culture. Top management philosophy, leadership roles of the senior managers, work set ups, client relationships and most importantly the company’s diverse workforce had played a crucial role in establishing an organizational climate that has favored the organization’s growth and quality service ever since its inception.

Organization climate and culture influence the motivation of people at work, team work, competency development, involvement and commitment of employees which in turn affects the organization’s ability to achieve its goals and objectives. Hence a study on the perception of TMI’s employees on organizational climate and culture would demand tremendous attention and strategic importance.

Review of Literature

Research findings have indicated that for any organization, different groups of employees have different perception towards motivation and organizational climate (Bhattacharya.S, Neogi,D.G, 2006). If one has to lead an...
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