Need for Cultural Compatibility

1. Need for Cultural Compatibility Presentation by ASHALAKSHMI.R.K

2. Culture and need for cultural compatibility in Human Resource Management in Information Technology industry in Kerala(Technopark, Trivandrum)

3. Relevance of cultural compatibility:- • To reduce imbalances of “skill sets” and “emotional wavelength” of people • Relevance of I.T. Industry:- • Industry in which highest rate of challenges for performance driven-culture

4. Relevance of Technopark:- • It is the leading destination for IT investment in the country • More than 100 companies

5. PRIMARY OBJECTIVE: • The primary objective of the study is to conduct an in-depth study on the concept of cultural compatibility • Factors affecting cultural compatibility • How the incompatibility affects performance of various levels of professionals in IT Sector with special reference to Technopark campus Trivandrum, Kerala .

6. SECONDARY OBJECTIVE : • The secondary objective is to achieve a new insight into cultural imbalances and to develop a new frame work on organizational culture.

7. WHAT IS CULTURE ? • It is the basic assumption of a group to cope with the problems of external adaptation and internal integration.’ • WHAT IS CULTURAL COMPATIBILITY? • The balance between “skill sets” and “emotional wave length” of people • Culture compatibility is the outcome of shared experience in all organizational functions

8. Impact of culturecompatibility Cultural compatibility gives identity , provides collective commitment, builds social system stability and allows people to make sense of the organization • Research done on organisational culture by- William.J.Ouchi, Peters and Waterman , Parsons, Deal and Kennedy , W.G Kovzens, D.F. Caldwell and B.Z. Ponser etc

9. Edgar Schien socialization process classifies levels of culture as - • Artifacts • Espoused values • Basic assumptions • Organizational Culture Assessment Instrument (OCAI) - a validated instrument for diagnosing culture

11. Organisational Cultural Assessment Instrument Clan • Value human resources • More guidance and direction • Feedback and support • Recognition • Skilled management/supervision • Orientation and mentorship • Respect and trust Leaders: facilitators / mentors Adhocracy • Value autonomy • Leadership by example • Clear research expectations • Transparency in decisions and roles • Innovation and creativity expectations • Professional discourse Leaders: innovators / visionaries

12. Hierarchy Clear decision making Leaders: organizers / coordinators Market Clear decision making Leaders: organizers / coordinators Organisational Cultural Assessment Instrument

13. HOW TO MAINTAIN CULTURAL COMPATIBILITY? • Start the culture conversation at all levels • Develop a business case for cultural change • Work with the senior leadership team • Develop an agenda or action plan • Communicate what needs to change and why ? • Change the organisational structure to enable change • Acquire talent based on cultural fit. • Redesign your on-boarding process. cont….

14. Create cultural messages. • Involve everyone. • Build an internal brand that supports the external brand • Recognise and reward results. • Cultivate leaders who promote your culture. • Make it interesting and fun. • Use of HR tools. • Build a high-performance culture.

15. How To Manage Culture ? • Utilize existing culture • Teach culture: socialization • Change culture

16. Research design : The study will be formulative/exploratory research design. • Major emphasis is on : • Discovery of ideas and insights • Survey of related literature • Conducting experience survey • Intensive study of selected instances • Analysis of “insight stimulating” examples

17. Research Approach is Analytical-Historical • Sampling : 20 % of the total population of middle and bottom level executives in Technopark, Trivandrum where almost all the I.T companies in Kerala has its presence.

18. Sampling…..cont…. • Stratified Random Sampling will be used. • It gives a segregation followed by random selection of subjects, • Cover all the levels of hierarchy. • It traces out the differences in parameters of the subgroups with in population • It give better representativeness.

19. Data Collection – Primary and Secondary sources of data. Data Analysis : The data so collected will be analysed using various statistical tools like correlation analysis & Chi -square tests. Spearman’s coefficient of correlation or any other correlation test can be used for analysis of the correlated variables.

20. Chapterisation • In Chapter - 1, the concept of culture, the various factors affecting culture and how to manage cultural compatibility in an organization will be discussed in a theoretical setting. • Chapter - 2 will deal with the growth and development of I.T Industry in general with special reference to Kerala. • Chapter - 3 • will discuss the concept of cultural compatibility and its management as envisaged in various I.T Companies in Kerala.

21. Chapter - 4 • Analyze the data collected pertaining to the topic of study. • An attempt will be made to bring to light on the cultural compatibility practices that are being followed by the different I.T Companies. • To facilitate easy understanding figures and tables will be used as and when necessary. • It will also bring to light some idea about the effect of culture on I.T companies and how it affects executives’ performance in the organization. • Chapter - 5 • will be devoted for depicting the findings of the study by way of conclusion.

22. Thank you!!!!!!