A Report on Organizational Behavior: Culture and Practices at TCS

This report provides an in-depth analysis of Tata Consultancy Services (TCS) and its organizational behavior. It explores the company's positive culture, influenced by factors like employee-driven initiatives, timely work reviews, and a supportive work environment. The report details the physical workspace, perks, recreational facilities, and safety measures provided to employees. It also examines TCS's training programs, including the IGNITE program and BUDDY training, which contribute to a positive culture and enhance employee engagement. Furthermore, the report discusses reward systems, leadership's role in crisis management, the organizational structure, and hiring/firing practices, highlighting TCS's "No firing policy" and focus on employee well-being and growth. The analysis concludes that maintaining a positive organizational behavior, culture, motivation, and rewards is crucial for employee efficiency and overall growth in the competitive market. Desklib provides access to this report, along with a wealth of past papers and solved assignments, offering students valuable study resources.

Organization behavior
Tata Consultancy Company

Organization behavior
Tata Consultancy is one of the Indian multinational information technology consulting
companies. Headquarter is located in Mumbai and the activities are managed in more than 46
countries on the global platform (TCS, 2019). Therefore, in this paper, the discussion will be
made on different factors such as culture, facility and perks, training, rewards, organizational
structure and hiring, and firing practices. These all the factors will be accessed in relation to Tata
Consultancy Company.
 Positive culture in Tata consultancy
Organizational culture defines the system of the values and beliefs which considers the
behavior of the employees and stakeholders. It has been observed that the culture of the company
is positive, which also motivate the employees to give their best towards the activities which are
assigned to them. The culture of TCS offers a feeling of pride and joy to its employees. The
management of the company emphasizes on maintaining the positive culture by offering growth
opportunities to its employees. The working environment of the company is based on the concept
of expansion beyond the boundaries. There are different elements which are considered by TCS
to maintain a positive culture in the workplace. The elements are global exposure, cross-domain
experience and work-life balance (TCS, 2019).
TCS also set the vision for its employees, so that it could be easy to maintain efficiency
in the working pattern. Also, the company focuses on different techniques or policies to maintain
a positive culture. The company emphasizes on the open door policy in which the corporate
culture is open and inclusive for the employees. The team members are trained to welcome the
new employees into the team so that they can feel good and happy. The next factor on which the
focus should be given is On-the-job learning, in which the intense training and development
programs are offered to the employees. One of the best concepts which are considered is "Global
family" Identity. TCS focuses on offering support, encouragement and nurturing to its employees
like a family, as it boosts the level of motivation of the workers (Noe, Hollenbeck, Gerhart &
Wright, 2017). Therefore, it can be stated that the TCS maintain a positive culture with the aim
to achieve growth in the competitive market.
 Factors that influence the organizational culture
Associates rather than employees
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Organization behavior
There are different factors which are present in TCS and these factors boost positivity in
the work-place. One of the best striking features is that the workers are referred to as
"Associates" and not as "employees". This states that the company wants its employees to feel
positive and motivated towards their work (TCS, 2019).
Employee-driven company
TCS is also considered as the employee-driven company in which the best facilities in
relation to work are offered. The company has a separate learning and development cell that
boost the associates to learn and develop their skills related to technical, managerial,
interpersonal communication and other skills.
Timely work reviews
TCS also emphasizes on timely work reviews, assessments, leaves and growth
opportunities to its employees. The management emphasizes on giving respect so that it could be
easy to boost the engagement level of its associates. This is one of the best strategies that assist
in maintaining coordination and long term relations with the customers (TCS, 2019).
Physical workspace or work environment
The employees of TCS are offered with different discounts on Tanishq products, hotels
and TATA cars. It is examined that the associates will get a 10% discount on the making charges
for the Tanishq products and 2.5% on the diamond. One of the perks is concerned with the
discounts offered to the associates, which range from 10000 to 40,000 on the different model of
the TATA Cars. The company also offers Medi-claim facilities, leaves, transport and food
coupons to the employees who achieve their targets (TCS, 2019). The company also promotes
personal wellness and community development by leveraging technology across the sports
sponsorships. There are other recreational facilities which are offered by the company to its
employees such as adventure club, ecology club, dance club, and cycling club. Also, for
maintaining the fitness of its employees, the courts for Badminton, lawn tennis, yoga room, gym
are present, which also create interest of the employees towards their work (TCS, 2019).
The company has also created the location-specific night exist policy, in which the pick
and drop facilities are offered to the women associates. In FY17, the company introduced a
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Organization behavior
weekly safety evangelist mailer campaign in which the employees share their personal
experiences of the safety incidents. TCS also introduced the carpooling app which is also known
as KO-RIDE with an aim to assist the associates to reach at their work safely and also it focuses
on contributing towards the environmental sustainability (TCS, 2019).
Modeling, training and teaching
To maintain the positive culture in the workplace, the company focuses on modeling,
training and teaching the employees. The TCS IGNITE program focuses on considering the
issues and also creates the skilled resource pool for the IT sector. The main aim of the program is
to boost the intense learning program for young science graduates who join TCS. The training
period of the TCS is known as ILP which is called an initial learning phase. The training period
is usually for three months with bi-weekly tests on programming and the final exam is based on
the projects which are cleared by the employees. Web-based training is also given to employees
after exams (TCS, 2019).
BUDDY training is also given to the employees and the main aim of this training is to
offer a reward to the employees for referring the qualified candidates who are hired in the
workplace. The company offers a cash bonus for every successful referral made according to the
set policy. Grading is given to the employees, according to which the reward amount is offered.
This can be considered as one of the best technique that helps to boost the positive culture in the
workplace and also it enhances employee engagement towards the assigned activities (TCS,
2019).
Rewards and status symbols for motivating employees
The main emphasis of the company is to offer rewards to the employees so that they can
have a positive attitude towards the activities of the company. The incentive scheme is offered to
the employees that motivate them to give their best towards the assigned operations. According
to the performance the employees have the opportunity to earn incentives. In the workplace, the
employees are considered as the "associates" that helps to boost the motivation factor of the
employees. It has been observed that to motivate the employees TCS consider "promotional
strategy" in which the associates are promoted according to the targets which are achieved
during a specified period of time (Agarwal, 2017).
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Organization behavior
Leader’s reactions to critical reactions and crisis
It is evaluated that the leader's reaction towards the critical incidents, is positive. The
leaders focus on the concept of creating a positive attitude among the employees. To resolve the
issues, the first step which is considered by the leaders is effective communication. The leaders
try to solve the issue in the workplace by listening to problems faced by the employees. It is
important to factor as it could help in boosting the self-confidence of the employees towards
their work. Also, at the time of resolving the issues, the leaders engage themselves and try to
resolve the problems, so that a positive outcome can be attained (Ramdorai & Herstatt, 2015).
Workflow and organizational structure of Tata Consultancy
The company focuses on managing the entire activities in a systematic manner. The
company has a set organizational structure which assists in boosting the productivity and growth
in the highly competitive market. The organizational structure of the company is divided into
different segments such as on top there is CEO, who is Rajesh Gopinathan. He is involved in
taking accurate decisions which help to boost the productivity of the employees. Then there are
four zone heads of East, West, North and South. The regional head then transfers the information
to the cluster manager and then the information is transferred to the branch managers. The
branch managers analyze the case and give their suggestions that should be implemented. The
suggestions are given to the unit managers who focus on the implementation of the work
according to their own departments. The unit managers implement the decisions given by the top
management. The employees emphasize on attaining the set targets that will help to boost the
overall productivity in the workplace. Therefore, the organization structure is designed in a
proper manner so that it could be easy to be easy to manage the operations (Agarwal, 2016).
Organizational hiring and firing practices impact the
organizational culture
It has been examined that the company does not focus on any firing policy but they offer
job security to its employees. "No firing policy" is considered by the company as it negatively
impacts the image of the company in the highly competitive market. TCS only emphasize on the
firing concept when the employee breaches the "Zero tolerance policy" or does not follow the
rules and regulations of the company. For hiring the employees, the company considers
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Organization behavior
"UDAAN PROJECT" in which the main aim of the company is to hire the Kashmir youth and
also it offers them the opportunity related to employment. This project is introduced so that the
low employment issue can be reduced as the local disputes and terrorism acts are enhancing in
the business environment (Tennyson, Shukla, Mangal, Sachi & Singh, 2016).
Conclusion
Therefore, it can be concluded that it is important for the company to maintain the
concept related to organizational behavior such as culture, motivation and also rewards. If these
concepts are maintained then it would help the employees to be efficient towards the set targets.
Therefore, these factors should be considered to boost growth in the market.
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inclusion
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