Organizational Culture Analysis: HCL Technologies Case Study Report

This report provides a comprehensive analysis of organizational culture, focusing on its meaning, different types (Adhocracy, Clan, Hierarchy, and Market), and the strategies for building a strong company culture. It explores the effectiveness of an "employee-first" organizational culture in attracting new employees and retaining existing ones, using HCL Technologies as a prime example. The report delves into the benefits of prioritizing employees, such as increased job satisfaction and enhanced product quality, and examines how HCL Technologies fosters employee awareness of its organizational culture. Furthermore, it discusses the importance of organizational culture in employee retention, comparing various approaches and highlighting the impact of factors like training, recognition, and opportunities for growth. The report concludes by emphasizing the significance of creating employee awareness about the company's mission, vision, and values to achieve organizational goals and foster a collaborative work environment. This assignment highlights the critical role of organizational culture in achieving business success and employee satisfaction.

Fundamentals on management and Accounting
1. Introduction:
a) Background of the case:
One of the largest democracies in the world is the HCL technologies. The company is creating a
workplace democracy. The CEO of the company Vineet Nayar committed the company leaders
to enable the employees to find their own destiny by implementing their strengths. The culture
created in the company is the employees first by him. For everything, he put their employees
first. Especially those employees who have contact with customers and clients have more power.
Employees of the company increased direct contact with the CEO. Their forum is called U & I
and sees you have above 100 questions from employees every week. Nair likes the criticism
from employees. The signature piece of the company is testing and pay. In HCL there are fixed
salaries for employees and reduces the variable components which were the contrast from
Industries standard of salaries of employees about to 30% variable. (Rajesh, 2017)
b) Objectives:
 Explain the meaning and different types of organization culture
 Ways to build strong organization culture
 Role of “Employee first” organization culture to attract more new employees
 Effectiveness of organization culture and comparison with HCL technologies to retain
employees
 How to increase the awareness of the organizational culture with employees
2. Content and Analysis
a) Discussion of the organization culture:
Meaning:
The organizational culture is said to be a collection of values practices and expectations that guys
the employee about all the actions that are performed in an organization. The collection of values
makes the company what it was. A company with great culture has a positive approach with

increased performance of employees to achieve the goal of the organization. The culture is said
to be a different authentic behavior of employees in an organization. It is like shaping the
organization through different cultures.
Types of Organization culture:
There are four types of organizational culture
 Adhocracy culture
 Clan culture
 Hierarchy culture
 Market culture
Adhocracy culture:
It is a combination of words ad-hock and bureaucracy. It is a flexible culture not restrained by
regulatory methodology and strategies. There is an emphasis on steady advancement and
upgrades, the speed is generally very quick, and the state of affairs, however it could be working,
will be very challengeable. The tech companies like apple, Google, and Face book has adopted
the Adhocracy organizational structure. It is not easy to develop the adhocracy organization
culture because sometimes it results to be more high-risk strategy.
Clan culture:
Clan culture is suitable for the family running a business and they are not related to hierarchical
business. The interrelated families or group of people have shown their interest to build a
business. Such a type of business uses the clan culture. All employees in this culture are treated
as equals and they don’t hesitate to provide honest feedback to all. Aside from collaboration,
there might be a solid emphasis on mentorship and apprenticeship as skills and values are given
starting with one age and then onto the next. There is generally high employees’ commitment in
this culture, which makes for amazing client support.
Hierarchy culture:
Hierarchy culture is said to be corporate culture. It has well-defined structures and procedures
and has a level of authority. Responsible duties are obviously characterized, and tasks will more
often than not be smoothed out. Monetary establishments, health care coverage associations, and
oil and gas organizations all have an ordered progression culture. This sort of organizational
culture empowers them to oversee risk better, be steady and be functionally productive.
Market Culture:

Market culture is related to defining or developing the own culture to make profit margins
according to the marketing trends. This type of culture is only created for competitive purposes.
It is result-oriented culture and mainly focuses on customer satisfaction. Examples of market
culture applied companies are Amazon and Tesla.
b) Discussion of the ways that the company can use to build strong company
culture:
Following are the 7 ways to build a strong relationship with the organization's culture.
Start with the foundation:
Structure the organization in the desired way and add ideas values and vision of the organization.
This is the core principle and foundation to open an organization. Using the right leadership style
everyone in the organization should goals and principles
Right hiring:
The employees are the assets to the company. Hiring the right people will help to create a well-
established culture to achieve the vision and the values
Vision
The first thing organization needs to do is to create a clear goal and work towards them. Create a
proper plan and hire people to work hard to achieve the goal of the organization.
Turn your brand into A cause:
The organization should clearly specify what its brand and what are the problems it addresses, it
will be useful for customers, understanding these questions is essential for an organization.
(Malik and Blumenfeld, 2015)
Job satisfaction:
When employees feel happy and satisfied then there will be a great organizational structure.
Make sure that employees are satisfied with the job and their work. Improving the employee's
satisfaction help to improve the company's organizational culture
Take care of the employees:
Supporting the employees in need helps to generate a strong relationship with the company. Pay
attention to employees and convey more to understand their perspectives and attempt to be
familiar with anything annoying them.
Retain good people

Retaining the right candidate is a more crucial process than hiring. Provide the Employees with
the best retention programs that help to return Employees to the organization
The effectiveness of “Employees first” organizational culture in attracting new employees:
An organizational culture that puts employees first has many benefits to its organization. There
are numerous ways for organizations to appreciate the employees for their hard work in a cost-
effective manner. The business traditional method is to focus on the customer to increase the
profit. But the smart move of the business is that encouraging employees and considering them
first will result in a lot and help to achieve the organization's goal easily. If employees feel the
happiness the resulting product is also so good and we can easily get more customers because of
it. If employees did not feel good means the output results are low and unhappy customers and it
also results to spoil the brand name. (Chandhana and Easow, 2015)
Many big corporations like HCL technologies; Starbucks follows the employee's first
organization culture. Many companies are offering pieces of training to employees to develop
their skills which help to increase the production of the organization. Large corporate companies
offer the post tuition cost for the employees. The employees are willing to stay with the company
after completing their studies and get the advantage of different management opportunities.
They know the ground level of the business. Offering the tuition cost is considered an investment
for an organization to get its future asset.
c) The effectiveness of “employees first” organizational culture in attracting
new employees:
Following are some of the ways that help to put the employee’s first culture.
Ask for the input:
What is the input they will give to the company to attain its goal?
What are the changes they like to see in the organization?
Providing flexible working hours:
Providing flexible working hours helps the company to be employee-centric. By considering
their personal matters providing flexible time off work to employees will increase their trust and
they do work more for the organization.
Relaxed dress code:
All employees are not facing or attending to the client. If people are not attending the meeting or
facing the client provide a relaxed dress code.

The HCL technology follows the employee-first culture. They gave more power for the
employees for the frontline employees because they are the persons who meet the customer and
clients directly. It results in great and transparent communication with employees. They give the
opportunity for the employees to directly make communication with the CEO of the company
about their issues, problems they are facing, and so on. (Rout and Satpathy, 2020)
d) The effectiveness of organizational culture to be adopted in organizations,
comparing that with HCL Technologies in terms of retaining employees.
Organizational culture is very important and it has more benefits and helps to return a valued
employee to the organization. Many organizations use a holistic approach. For example, one
organization put their employees to indicate their own personal values and the value of the
organization. Different ratings are obtained from the employee by this Holistic approach and are
used to create a personal value profile and valued organization profile. Obtaining the value
profile of the organization as well as the individual value profile helps to know more committed
employees in the organization and to obtain who are willing to seek other employment
somewhere. The culture doesn't matter for employees to make commitments and retention and it
was related to the organizational value. Employees order key components of any organization to
achieve its goal. Retention is holding the Employees within the organization who or all value to
the organization. Only the fearless culture creates are retain more Employees with the
organization. They provide many benefits to retain their employees. When employees have a
clear direction for the future of the organization has more possibility to stay with the
organization. Providing opportunities for training a new learning growth and promotions will
create a positive impact and employees feel comfortable with the organization. An engaged
employee enjoyed working in the organization and telling other people about the field of work.
The management is always worried about recruiting new people to the organization. When the
candidate comes to know about the culture and the values of the organization it will be easy for
the company to choose them. Providing pieces of training about new technologies, giving respect
to the employees, Sharing the revenues for their performance in the organization, providing
rewards, and providing proper relaxation time for the employees help to retain long with the
company and help to attract more new candidates. (Renjith and Unny,2014)
e) HCL Technologies and the employee awareness of organizational culture:

The organization needs to create employee awareness about the culture, vision, and mission of
the organization. It helps the employee to achieve the goal without any conflict. If the approach
is perceived it helps the organization to improve collaboration of work, make commitments,
communication and observation as attitudes. The distribution of emails to employees will help
more to understand the organization's culture and objectives. If the employees get to know more
about the organization's culture they will work to attain the goals. The employee will adapt to the
organization's culture and they make collaborate with the team. With strong leadership skills, the
organization can obtain anything. When employees are motivated they will produce more output
and the organization provides different supports to establish them. Making and founding rules
and strategies encompassing variety is a basic advance to it are socially mindful to guarantee
your workers. By setting rules about what is OK and a moral way of behaving in the working
environment, an organization can give lucidity around how employees of different foundations
ought to cooperate with each other. Variety is a chance for employees to find out about new
societies. Effectively pay attention to your workers' anecdotes about their legacy, and pose
inquiries to extend your insight about where they are from. Show employees that the
organization esteems their disparities by wishing them well on their social or strict occasions.
(Haugen and Li, 2017)
Conclusion
In this assignment, I explained the background of the case of HCL technologies and its
organizational culture, I explained the meaning of the organizational culture and four different
types of organizational culture, and why the organization needs to build a strong organizational
culture. I also explained the effectiveness of “Employees first” organizational culture to attract
new employees to the organization, how organizational culture is adapted in the organization,
and how to retain employees with them. Finally, I explained the way to increase the employee
awareness of the organizational culture.
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