International Journal of Science and Research (IJSR)

ISSN: 2319-7064
ResearchGate Impact Factor (2018): 0.28 | SJIF (2018): 7.426

Organization Culture “Octapace”

Mridul Trikha
Department of University Institute of Applied Management Sciences

Abstract: Organisational culture is defined as a culture of underlying thoughts, beleifs, values, assumptions and the methods of
interaction which contribute towards social and psychological environment thus, culture of organization includes
expectations,philosophies and experiences which acts as guiding principles that studies the impact of behavior, attitudes and perception
of people. It is done to cover the gap of the external as well as internal environment.It helps in expressing the self images, feelings,
interactions and communications to meet the future as well as individual expectation .Culture is based on shared values, beleifs,
customs, thoughts and written ,unwritten rules which are considered in order to bridge up the gaps of people working. Thus, openness,
confrontation,trust authenticity,proactiveness, autonomy collaboration and experimenting are some of the values used by organisation
in order to study and observe the cultures of people working in organizations so that the smooth functioning of the organisations are
done. These are the values which helps in covering the gaps in organization for achievement of missionary and visionary goals and
objectives set by different organisations. This approach is used in various human resource organisations in order to employ right people,
at right place at right time of requirement. Thus it studies and influences people by analyzing the corporate, workplace and business
culture. It includes the organization’s symbols, languages, assumptions, habits and attitudes of people working in the environment.

1. Types of Culture similar to role cultures but they are a bit highly structured.
They focus on efficiency, stability and doing things right.
There are different types of culture followed in which the
business leaders are vital to create and communicate their 4) Task culture
interactions at the workplace. hHowever the relationship It aims towards collective objectives aiming to increase
between the leadership and the different cultures followed commitment of employees. In task culture, teams are formed
by the individuals. The behavioural framework, in turn to solve particular problems with help of expert members.A
ensure the higher level of job satisfaction, leadership, matrix structure is common type in which cross functional
perspectives and workplace relationships amongst each reporting is done to get better task and organization
other. These are: importance. It focuses on mentoring, nurturing and doing
things collectively.
1) Person culture and market culture
It depends upon the members of an organization business in Therefore, organizational culture is defined as cumulative,
which they show the treatment of employees, customers and crystallised and shared life style of people values and
community which are the strong aspects of the business. behaviours which helps in getting response predispositions
Person culture is based upon the horizontal structure in towards several significant issues and phenomenon which
which each individual is seen more valuable more than the further helps in fulfilling organized relationships, forming of
organisations. It is result oriented approach which focuses attitudes. The rituals, santions and promoting desires and
on the competition, goals fulfilment through enhancing the practicing the values in order to overcome undesirable and
capabilities and skills of people. Through getting the job unacceptable affairs of organisations. Hence there are eight
done right. values which are examined to develop the profile and
maintain the organizational culture in organization. It is
2) Adaptive and culture adhocracy called Octapace: Openness, Confrontation Collaboration,
The freedom is allowed in decision making, Trust, Authenticity, Proactiveness, Autonomy,
Personalexpression ,developing new ideas which are vital collaboration and Experimenting
parts of adaptive and adhocracy cultures.Adhocracy cultures
relaes to focusing on risk taking,innovation and doing things a) Openness: It refers to the comparative openness in tge
first.it is culture oriented, dynamic and entrepreneurial. system which influences the designs of human resource
Adaptive cultures relates to changing of value,action management. Organisations are classified continuum
orientation and increase in likelihood of survival. from completely open to close ones. Therefore open
ended leads to the various designs and are open to all
3) Power culture, role culture, and hierarchy culture adaptive and determines good relationships through
Power cultures is referred to flow of information through following proper dimensions of cultures.Whereas, close
organizational hierarchy and system. These makes rapid ended are prone to less adaptation and are bound with
decisions and controls the strategy. These are the actual certain rules an regulations which are followed in order
leaders of the organization who are decisive and monitors to carry on the daily operations.
the working environment.This type of culture is strong b) Confrontation: This refers to the facing the problems
deference to a leader in charge. Role cultures are the and not escaping from it. This is exploration of a problem
functional structures are created, where individuals know the and then working it jointly and collectively to find a
their jobs,value efficiency and accuracy ,report to superiors suitable and appropriate solution. Thus, the organistion
and specifies the job of each person. Hierarchy cultures are refers to identify, explore and solve business problems
through following the possible ways to achieve it easily
and timely..
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Paper ID: 5071901 10.21275/5071901 655
 International Journal of Science and Research (IJSR)
ISSN: 2319-7064
ResearchGate Impact Factor (2018): 0.28 | SJIF (2018): 7.426
c) Trust: In this th organizational factor is considered to be 4) Identifies the inconsistencies in the research
eminent one for openness and HRD management. If the methodology and analytical framework in the previous
trust level is low the dimensions of human resources studies
areseen with suspicion and so the credibility of system 5) Prevents duplication of work
also goes down. Hence main functions should be
performed well and with significance. Thus, literature review is defined as an in-depth study of
d) Authenticity: it refers to basically underlying trust. this what has already been published by research scholars and
is the willingness of person to acknowledge and academicians. It helps the researcher to develop a clear-cut
experience the feelings, thus it is the narrowest gap understanding of the research topic under study. Besides
between the stated values and the actual behavior. This is this, an extensive study of related literature facilitates the
important for development of the culture of mutuality. researcher to select appropriate data analysis tools and
The will of person should be positive and relatable to the techniques to be adopted in the research.
organizational environment.
e) Proactive: it is anticipation of issues in advance of any The study of octapace has given below of mostly various
undertaking conflict and responding to the needs of colleges,universities and institutionsbanking, information
future in fact of creating the future. Thus the problems technology and manufacturing companies:
which can arise in future are interpreted before hand in
order to avoid risks and mishappenings. This helps in A study undertaken by Kumar Sharad, Sabita p(2002)[1]
recovering the uncertainity and risks which leads to was to know the relationship between organizational culture
achievement of missionary and visionary objectives and and organizational citizenship and to check the influence of
goals. cultural factors on citizenship for three different sectors
f) Autonomy-It refers to freely doing things what we can namely banking, information 49 technology and
do to serve organization. Management by objectives manufacturing In this study, beliefs and norms, individual
technique explained by peter drucker relates to this as autonomy, individual responsibility, conflict tolerance,
employees are free to give advice and opinions on certain structure, risk tolerance and support were the constituents of
problems to provide suitable solution after analysis by organizational culture. It was concluded that organizational
top level management. culture was positively associated with all dimensions of
g) Collaboration: It involves working collectively for a organizational citizenship behavior and culture phenomena
common cause to achieve a common goal. individuals was the most significant determinant of employee
instead of solving problems by themselves share the citizenship.
concerns and prepare strategies to work out a successful
plan by planning and implementing actions. In the study of Priyadarshini R Rani, Venkatapathy (2004-
h) Experimenting: it emphasizes on giving significance 05)[2] in manufacturing sector at North Central Region,
and value importance to innovating and trying out new concluded that there were differences in the perception of
ways of dealing with problems in organization.a profile culture between executives and non-executives and weaker
of an organization on experimenting helps to decide what aspects of culture was suggested in terms of values which
elements of human resource system should be introduced could be improved by the management.
in sequences in organisations.
Rodgrigues LR (2004)[3] also examined the relationship of
2. Literature Review organizational culture and leadership style in the textile
industry in north India with OCTAPACE model of Parikh.
“A literature review is an evaluative report of information Result of the study showed a positive association between
found in the literature related to the selected area of study. cultural values and charismatic style of leadership styles.
The review describes, summarizes, evaluates and clarifies They also said that culture exhibiting the characteristics of
this literature. It gives a theoretical base for the research and accountability, collaboration, decentralized leadership,
helps to determine the nature of research.” alignment and adaptability hold the key to successful
survival Anukool (2005) [4] used OCTAPACE profile in
Literature review is a summary of sources that are related to case of four IT organizations and found that organizational
the topic under study. It is the study of various research culture varies from organization to organization and in every
articles, books, Ph.D. thesis, conference proceedings, culture employees should be considered as very important
working papers and many other sources. All published and stakeholders. Pattern of the organizational culture was
unpublished material, reports and theories related to the perceived in the same manner by the employees in the IT
problem under consideration all form part of relevant organizations, particularly, opennessauthenticity, proactivity
literature. It is an in-depth evaluation of the literature and autonomy, where as confrontation, collaboration, trust
available related to the research problem in hand. It is an and experimentation were different in all organizations.
important step in the research process.Review of literature
serves the following purposes: In a similar type of study, OCTAPACE was used by
1) Defining or redefining the research problem Krishnadevi N (2006)[5], for descriptive study in an IT
2) Identification of the gaps in the related literature company having 200 employees and the study revealed that
available dimensions like collaborations and trust were needed to
3) Helps in developing a hypothesis and research design develop among employees for the effectiveness in the
organization, where authenticity, autonomy and

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Paper ID: 5071901 10.21275/5071901 656
 International Journal of Science and Research (IJSR)
ISSN: 2319-7064
ResearchGate Impact Factor (2018): 0.28 | SJIF (2018): 7.426
experimentation showed very lower value than norms level in the sample universities. This work says that the
specified in their study, so they needed further investigation study of organizational culture in higher education is done in
Ohio State, Iran and Madhya Pradesh, Delhi in India, as far
A study was undertaken to determine the relationship as the referred literature in this part is concerned
between organizational culture and climate with team
building in banking sector by Saxena Sonal(2006)[6]. The Purang Pooja (2008) [12] studied academician’s perception
study tried to establish the importance of organizational towards organizational culture based on dimensions of work
development with the help of organizational culture profile, environment and organizational factors in engineering
climate inventory and team effectiveness scales of 51 colleges. Study concluded an effect of HRM practices and
Parikh. It concluded that a visionary leader, friendly climate organizational culture on organizational effectiveness was
and rich embedded culture together contribute to studied by Aileni, Vidyadhar Reddy(2005)[13]. Two
organizational success. different public sector units were the units of analysis where
total 119 employees became part of the survey to study the
Richa ,Azmi, Feza, Tabassun (2007) [7] worked to study the construct. A questionnaire was prepared of 3 parts of 103
influence of family culture on the performance of the family items: HRD practices (69 items); Organizational culture (21
in Ujjain District of Madhya Pradesh for association items), and; organizational effectiveness (13 items).
between different variables and it revealed that loyalty, Particularly in case of organizational culture, researcher has
common value system of family business and family used the questionnaire.
members may enhance the service quality and the
employee‟s satisfaction and they can reduce absenteeism Tripathi,Sangeeta(2002) [14]which covers the dimensions of
and employee turnover. Overall study found that there is an self-realization, status enhancement, sulpitic values and
association between performance and family culture socio-economic support to know the construct of
variables Hyde, Manish, Deshpande (2008) [8] did a organizational culture. In case of organizational
comparative case study to identify the relationship of culture effectiveness, researcher has used the
– effectiveness and to know the dominating culture and their
characteristics in three doctoral degree granting black Anu, S Pukar, Ajay K Gupta(2010)[15] scale, which had
institutions. Semi-structured interview and document training and development, self realization, career
analysis were the major sources of data. Three different management and socio-economic support as variables in the
types – balanced, market and clan culture were found as study. Singh concluded that HRM practices along with
dominating culture in three different universities. Bailey also organizational culture play a significant role and affect the
presented the components of organizational culture managerial effectiveness in the organization that only
framework – environment, mission, socialization, designation, as a part of demographic variable had negative
information, strategy and leadership in case of all three relationship with organizational dimension of culture and all
universities in depth and with complete institutional profile, other variables gender, age, educational qualifications and
which is a good work for case study and culture- working experience had no relationship with working
effectiveness study. environment or organizational factors of culture.

Pillai Prakash R (2007) [9] analyzed the existing HRD 3. Gap Analysis that Affect Octapace
practices and processes among 10 leading universities in
India. Data was collected mainly through a well-designed 1) Overcoming paradigms autonomy too for managing
questionnaire developed by XLRI Jamshedpur. their own money. So, they end up working for money
Questionnaire covered three modules of general climate, and money does not do any good work for them. The
OCTAPACE culture and HRD mechanisms. A sample of research aims to have a better look on their perceptions,
549 teaching and non-teaching employees based on random knowledge, responsiveness and leverage to handle their
sampling was approached for data collection. Result said organizational matters.
that general climate, OCTAPACE culture and HRD 2) Organisational commitment of employees towards
mechanism was found to be of an average in the university, working, the level of awareness that contribute
and each of them needed improvement. willingness and motivational spirit to own the
responsibility of work.
In the study of Sharma K Sanjeev(2012)[10], focus was to 3) HRD climate and autonomous working style with
assess HRD climate, mechanism, and HRD values in case of collaboration and team efforts
higher education and concluded that general climate, HRD 4) Organisation resilence and capacity to recover from
values and HRD mechanisms – all variables were found failures and coping up with adaptive change of
good in the study of the sample data of Madhya Pradesh environment.
colleges, but regarding HRD climate and dimensions there 5) Job satisfaction of employees and recreational activities
were variations among different group of teachers given time to time to make the working more agile.
Chandrashekhar SF (2009) [11] studied the prevailing and 6) Employee engagement through abiding the
desired OCTAPACE culture in four private universities of organizational values of the institutions.
Delhi (North Central Region - NCR) in India and in case of 7) Organizational Resilience is a strategic imperative for
Openness–the desired level was found lower than the an organization to prosper in today’s dynamic,
prevailing otherwise in all other 56 values–Confrontation, interconnected world. It is basically, a short as well as
Trust, Authenticity, Proaction, Autonomy, Collaboration and long term exercise, which is achieved in long run.To
Experiment desired level was higher than the prevailing have a good competent and a capable environment in an
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Paper ID: 5071901 10.21275/5071901 657
 International Journal of Science and Research (IJSR)
ISSN: 2319-7064
ResearchGate Impact Factor (2018): 0.28 | SJIF (2018): 7.426
organization , mastering best practices and habits organizational commitment. The ways are found out to
adoption of business improvement is done to build a improve workers feels about their jobs to grab interests in
peaceful environment. This allows leaders to take order to increase commitment towards organisations. Job
measured risks with confidence, making the most of variables like empowerment, job insecurity and
opportunities that present themselves. Therefore, it employability, distribution of leadership should be
reaches towards the best environment and a holistic view connected to worker sense of organizational commitment.
of business health and success by covering the risk and Thus, there are three types of commitment:
managing them side by side. A resilient organization is a) Affective commitment: Affective commitment is where
one that not merely survives over the long term, but also employees have an emotional and sensitive bond with
flourishes - passing the test of time. organization and its people. They know what they want
and where they want to be.
b) Continuance commitment: Continuance commitment
refers to what an individual feels where an individual
feels more comfortable, while working through same
domain such as prestige, income, friendship and other
social concerns.therefore a balance should be maintained
in order to overcome hurdles and barriers.
c) Normative commitment: this is condition where an
individual feels good to stay in an organization for a
reason. This is sense of obligation and morla concern as
organization spends time , money in training or paying
employees for ethical related concerns of organization.
This include s basically working for charity , helping
employees etc.
8) Organisation climate: Factors responsible are 11) Employee Engagement:
a) Organisation structure: it relates to organizational Employee engagement is the degree of being mentally
perception ,rules constraints, regulations and red tape and emotionally invested towards the organisation’s
which affects working of organization, overall commitment which contributes towards overall
b) Individual Responsibility: It focuses on the feelings success .It is basically based on individual experiences at
incurred which shows autonomy rather than having a work in order to contribute towards engagement strategy.
boss. It states of being your own boss., Thus it is combination of employees satisfaction , pride
c) Rewards: the adequate and appropriate words and state passion , discretionary effort to know the organizational
of being confident of an individual feelings. value to accomplish the goals.
d) Risk and Risk Taking: The situation related to degree of
challenge, level of uncertainity and risks faced in a work 4. Objectives of the Study
situation.
e) Warmth and Support: it refers to good support and More specifically, the present study aims: -
feeling of good fellowship which promotes feeling of 1) To evaluate the level of culture among the people
care support and helpfulness prevailing in a work setting working in organisation, different colleges of north
environment central region and universities.
f) Tolerance and Conflict: it relates to degree of confidence, 2) To examine there silience faced by professors and staff.
different opinions emerging, thought process and views 3) To explore the perceptions, behaviour, attitude and
and tolerance for making fair and well decisions. awareness of the prudent financial management of
professors and staff.
9) Workforce Harassment: Employees can be harassed in 4) To test the potential responsiveness of professors and
quite a variety of ways at work. Sexual harassment need staff, the in managing their personal affairs optimum
to be paid more attention .non sexual types of harassment manner.
which can also occur should be taken care of largely 5) To explore the situations of organizational climate,
decultration, assimilation of different cultures in
Harassment affects the individuals working in workplace organisations
and it can affect the impact on career’s of individuals.
Therefore affect of harassment should be taken care of and 5. Research Questions
analysed enough to study the impact of it in different ways
on individuals.it helps in spotting and handling the situation 1) Does In multiple cross sectional design, there are two or
and problems arised from it in a better way and prevents more samples or respondents and the information from
from any mis-happenings further. This also includes of each sample is obtained only once. So, different
covering the gaps of job, fear of loosing job and reporting it information is available from different samples ast
well in order to claim for rights. different times.
2) OCTAPACE improve the efficiency of a EMPLOYEES
10) Organisation Commitment IN PARADIGM SHIFTS?
The individual’s psychology attachment is directly related 3) Does OCTAPACE contribute positively to the
with organizational commitment. The organizational effectiveness OF ORGANIZATIONAL
behavior and industrial psychology is dependent on COMMITMENT?
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 International Journal of Science and Research (IJSR)
ISSN: 2319-7064
ResearchGate Impact Factor (2018): 0.28 | SJIF (2018): 7.426
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