Responsive Organisational Culture and their Implications for Industrial Relations System and Practices in Indian Organisations
Author(s)
Nibedita Nanda* (Department of MBA, Biju Patnaik University of Technology, Rourkela, Odisha, India), Karunakar Patra* (Rourkela Institute of Management Studies, Rourkela, Odisha, India)and Nibedita Adhikari (Department of MBA, Biju Patnaik University of Technology, Rourkela, Odisha, India) *Corresponding author's Email
Citation
Nanda, Nibedita; Patra, Karunakar and Adhikari, Nibedita (2019), “Responsive Organisational Culture and their Implications for Industrial Relations System and Practices in Indian Organisations”, MERC Global’s International Journal of Management, Vol. 7, Issue 2, pp. 180-183.
Article history
Submitted: January 06, 2019, Revision received: January 28, 2019, Accepted: February 10, 2019
Responsive organisational culture and industrial relations are reflected in continuous improvement in productivity, quality, innovation and growth; legitimate areas of concern for both management and labour. In India, work has been accorded a secret place in the scriptures. However, over the years there has been an erosion of the values and it is often argued that the Indian worker today lacks a positive work culture. The present study aims at identifying significant dimensions of responsive work culture conducive to achieving global standards of performance specifying contributions of management and workers to that end and examining their implications for Industrial Relations and practices in Indian organisations.
Keywords
Organisational culture, Industrial relations, Responsiveness, Industrial relation systems, Indian organisations.
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