REGENT EDUCATION AND RESEARCH FOUNDATION(RERF)

INTRODUCTION OF THE STUDENT

NAME:- ARITRA MAJUMDER

INSTITUITION NAME :- REGENT EDUCATION AND RESEARCH FOUNDATION (RERF)

REGISTRATION NUMBER :-

ROLL NUMBER :-

SUBJECT NAME :- INDIAN ETHOS and VALUES OF BUSINESS ETHICS

SUBJECT CODE :- MB105

DEPARTMENT :- MASTER OF BUSINESS ADMINSTRATION(MBA)

YEAR:- FIRST YEAR FIRST SEMESTER

TOPIC NAME :- EXPLAIN THE VALUE SYSTEM IN WORK CULTURE

 ACKNOWLEDGEMENT

I am ARITRA MAJUMDER would like to express my deepest gratitude to honorable sir Mr. Subir Tapswai
professor of INDIAN ETHOS AND VALUES OF BUSINESS ETHICS(MB 105). This endeavor has not
been possible without his guidance. His dynamism, vision, sincerity and motivation have deeply inspired me.
He has taught me the methodology to carry out this assignment and to present the works as clearly as
possible. I am extremely grateful for what he has offered me. I would also like to thank him for his
friendship, empathy, and great sense of humor.

I would also like to thank my parents who give me their full support to complete this assignment.

ARITRA MAJUMDER
MBA 1st YEAR

DATE:-24/10/2022

P.T.O
 INDEX

SERIAL NUMBER TOPIC NAME PAGE NUMBER

1. INTRODUCTION 4

2. BODY OF THE TOPIC 5

3. DETAILS OF THE TOPIC 6

4. CONCLUSION 7

5. REFERENCES 8
 INTRODUCTION

Values play a central role in guiding organisations .Values exist at multiple levels, defining
what is considered right, worthy and desirable for employees, teams, organisations and
nations. Extensive research has investigated the impact of nation-level values on individuals
and organisations. It's the way people feel about the work they do, the values they believe
in, where they see the company going and what they're doing to get it there. Collectively,
these traits represent the personality or culture of an organization.

How do you introduce an employee value?

1. Talk About What Works And Doesn't.
2. Fully Incorporate The Values In Your Brand.
3. Tie Each Value To The Job Description.
4. Use Dedicated Content And Guidelines.
5. Leverage Virtual Engagement.
6. Create A Workshop.
7. Show The Values In Action.

How to create a company culture?

1. Define the company's purpose and values.
2. Ask for employee input.
3. Create a vision and mission statement.
4. Develop a plan to design a positive company culture.
5. Institute opportunities for employees to improve.
6. State your expectations.
7. Recognize employees for their performance.

P.T.O
 BODY OF THE TOPIC

The term company culture is something of a nebulous concept, but most culture professionals
can agree on the very basics of a definition. In short, company culture is defined as a shared
set of values, goals, attitudes and practices that make up an organization. How an
organization goes about crafting its own culture is totally up to them. This guide will give a
background on company culture, the benefits of a healthy culture and strategies to implement
better culture practices.

Company culture can more simply be described as the shared ethos of an organization. It’s
the way people feel about the work they do, the values they believe in, where they see the
company going and what they’re doing to get it there. Collectively, these traits represent the
personality or culture of an organization.

The work culture definition is the attitudes and behaviors of employees within an
organization. Many things influence the company culture, ranging from the work
environment (ok, so ping pong tables don’t hurt), policies, leadership, goals, values, and
mission. It’s easy to talk the talk, but are you ready to walk the walk? Here are our top three
companies with interesting organizational cultures and what you can learn from them. This is
how creating a thriving culture looks in the real world.

A positive company culture leads to happier employees who feel valued and supported.
Happy employees aren’t just more pleasant to work with. According to Oxford
University, happy employees are 13% more productive than their grumpy counterparts. And
that’s not all! Satisfied workers will also serve as brand ambassadors when they talk about
their positive work experiences. That looks good to potential clients and future employees.

Workplace culture comes in all shapes and sizes and is never static. In 1983, researchers
Robert Quinn and John Rohrbaugh decided to define the structural differences in
organizational culture with something known as the “Competing Values Framework.”
According to the Competing Values Framework, companies tend to have characteristics that
tie them to one or more of the following types:

 Clan Culture
 Adhocracy Culture
 Hierarchy Culture
 Market Culture
 DETAILS OF THE TOPIC

Workplace culture is the overall character of the business. Often unique to the organization,
workplace culture can include elements such as the business's values, beliefs, behaviors,
goals, attitudes and work practices. Ideally, businesses want to create a culture that is
viewed as positive. Professional values to adopt in the workplace
 Strong work ethic. Work ethic is a trait that most employers look for right away in an
employee.
 Responsibility.
 Integrity.
 Honesty.
 Reliability.
 Adaptability.
 Accountability.
 Self motivation.
Thus ,corporate culture serves as a value oriented and meaningful space of organisational
leadership and is present in 2 forms: the ideal and the actual .Indeed ,everyday corporate
culture is mosaic ,individualised ,and contradictory ,while the ideal corporate culture as a
system is based on the value orientations elaborated by the world-wide business community
and leading corporations .

An ideal corporate culture like that is reflected in the corporate codes and organisations
missions . It serves as a reference value system both for the organisational leader and for the
actual corporate culture ,i.e. values system really existing in the organisation at the given
moment .In this context ,the corporate culture can be defined as a system of ideals ,values
,norms ,rules and relationships ,elaborated by leading public organisations and advanced
corporate community ,which acts as a reference value system both for the organisational
leader and the actual organisational culture ,i.e. the values system prevailing in the
organisation at the given moment .

Values are meant to reflect what is important to us in life. Our values represent our personal
guiding principles or life goals, guiding our behavior in all aspects of life, including our home
life, our work like, and our social life. The importance of values lies in their purpose, which
is, in short, to guide our beliefs, attitudes, and behaviors.
 CONCLUSION

Work Culture plays an important role in extracting the best out of employees and making
them stick to the organization for a longer duration .The organization must offer a positive
ambience to the employees for them to concentrate on their work rather than interfering in
each others work .
In layman’s language work culture refers to the mentality of the employees which further
decides the ambience of the organization .
An organization is said to have a strong work culture when the employees follow the
organizations rules and regulations and adhere to the existing guidelines .However there are
certain organizations where employees are reluctant to follow the instructions and are made
to work only by strict procedures .such organizations have a weak culture .
Benefits Of Work Values :-
1. Distinguish a Company’s identity .A company that understands what it cares about
can show how it is unique .
2. Improve recruiting and retention
3. Influence behaviour
4. Help in decision making processes
5. Shape organizational culture
6. Contribute to the overall success of a company .
 REFERENCES

 www.google.com
 https://sprigghr.com/blog/hr-professionals/the-importance-of-values-in-the-
workplace/
 https://www.mindtools.com/ayjltrz/understanding-workplace-values
 https://haiilo.com/blog/the-importance-of-company-values/