Indian Culture And Work Culture

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Sinha and Kumar (2004) in a scholarly article attempted to understand Indian cultural ethos and concluded that Indians are basically collectivists, but they have a well protected secret self. Indian culture is indeed a complex one. Indian cultural traditions can be traced back at least five thousand years. The authors have identified following key factors which has influenced Indian culture - immigrations, inventions, colonial rule and modernization. These have brought with them streams of alien influences, only parts of which were assimilated into the primordial Indian world views; the remaining ones co-exist within the overarching Indian world views. The authors have concluded with some proposals about the best way to understand the complexity …show more content…

The concept of work culture has been defined as the rules, regulations, policies, practices, traditions, rituals, values and beliefs of the organizations. The business culture in India is reflection of the various norms and standards followed by employees. In the United States work environment is professional and causal. Today's companies have a world of opportunities. The challenge lies in accessing them. Technology has made it possible to expand with international markets thereby employees to work across the world. This eliminated the huge gap between the work culture of India and other countries to some extent. The author found differences in work culture in India and USA with regard to working hours, work life balance, relationship between boss and subordinates, performance appraisal, accepting changes etc. The author raises challenges that are being faced by India off shore teams in working with Americans - language barrier, hierarchy in Indian organizations, indirect communication style, time orientation, hard work vis-a-vis smart work …show more content…

(2013) have found that congenial OCTAPACE ( stands for Openness, Confrontation, Trust, Authencity, Proaction, Autonomy, Collaboration and Experimentation, Pareek (1992)) is extremely important for promoting the organization effectiveness and good governance. In this context, the present paper is an endeavour to identify the major factors responsible for non-promoting of organization effectiveness among the employees about the prevailing OCTAPACE values. Based on 40 employees data, the authors found that Accenture had entrepreneurial culture which supports openess. It was also found that their values of trust and confrontation were equally supported by beliefs.
Vijaylakshmi (2013) in a descriptive research of the respondents from selected IT industries in Bangalore assessed the organization culture by using OCTAPACE questionnaire. The IT organizations are found to be significantly valued among the respondents for the following attributes such as openness and authenticity whereas other attributes of the OCTAPACE culture were found to be relatively low valued. These attributes represent mainly in terms of freeness to express one's opinions in the work

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