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Organizational culture of public and private sector banks

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In the past 25 old ages, the construct of organisational civilization has gained broad credence as a manner to understand human systems. From an “ open-sytems ” position, each facet of organisational civilization can be seen as an of import environmental status impacting the system and its subsystems. The scrutiny of organisational civilization is besides a valuable analytical tool in its ain right.

This manner of looking at organisations borrows to a great extent from anthropology and sociology and uses many of the same footings to specify the edifice blocks of civilization.

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Edgar Schein, one of the most outstanding theoreticians of organisational civilization, gave the undermentioned really general definition:

The civilization of a group can now be defined as: A form of shared basic premises that the group learned as it solved its jobs of external version and internal integrating, that has worked good plenty to be considered valid and hence, to be taught to new members as the right manner to comprehend, believe, and experience in relation to those jobs.

( Schein 373-374 )

The form of shared values, beliefs and premises considered to be the appropriate manner to believe and move within an organisation.

Culture is shared

Culture helps members work out jobs

Culture is taught to fledglings

Culture strongly influences behaviour

Layers of Culture

1.1 Elementss of civilization

G. Johnson described a cultural web, placing a figure of elements that can be used to depict or act upon Organizational Culture:

The Paradigm: What the organisation is approximately ; what it does ; its mission ; its values.

Control Systems: The procedures in topographic point to supervise what is traveling on. Role civilizations would hold huge rulebooks. There would be more trust on individuality in a power civilization.

Organizational Structures: Coverage lines, hierarchies, and the manner that work flows through the concern.

Power Structures: Who makes the determinations, how widely spread is power, and on what is power based?

Symbols: These include organisational Sons and designs, but besides extend to symbols of power such as parking infinites and executive washrooms.

Rituals and Routines: Management meetings, board studies and so on may go more accustomed than necessary.

Narratives and Myths: construct up about people and events, and convey a message about what is valued within the organisation.

These elements may overlap. Power constructions may depend on control systems, which may work the really rituals that generate narratives which may non be true.

1.2 Dimensions of Organizational Culture

Invention and risk-taking

The grade to which employees are encouraged to be advanced and take hazards.

Attention to detail

The grade to which employees are expected to exhibit preciseness, analysis, and attending to item.

Outcome orientation

The grade to which direction focuses on consequences or outcomes instead than on technique and procedure.

Peoples orientation

The grade to which direction determinations take into consideration the consequence of results on people within the organisation.

1.3 Keeping a Culture Alive

To maintain the civilization alive of an organisation following are to be considered: –


Identify and hire persons who will suit in with the civilization

Top Management

Senior executives set up and pass on the norms of the organisation


1.4. Profiles of the bank

Introduction to ICICI

ICICI was formed in 1955 at the enterprise of the World Bank, the Government of India and representatives of Indian industry. ICICI Bank ( BSE: ICICI ) ( once Industrial Credit and Investment Corporation of India ) is India ‘s largest private sector bank by market capitalisation and 2nd largest overall in footings of assets. Its industry fundamentally includes banking, insurance capital confederation. It has aboutA a web of 1,668 subdivisions and about 4,883 ATMs in India and presence in 18 states every bit good as some 24 million clients ( at the terminal of July 2007 ) . The Bank is spread outing in abroad markets and has the largest international balance sheet among Indian Bankss. ICICI Bank now has wholly-owned subordinates, subdivisions and representatives offices in 18 states, including an offshore unit in Mumbai.

ICICI Bank is besides the largest issuer of recognition cards in India. It is the most valuable bank in India in footings of market capitalisation. ICICI Bank offers a broad scope of banking merchandises and fiscal services to corporate and retail clients through a assortment of bringing channels and through its specialised subordinates and affiliates in the countries of investing banking, life and non-life insurance, venture capital and plus direction.

The chief aim was to make a development fiscal establishment for supplying medium-term and long-run undertaking funding to Indian concerns. ICICI was the first one to present the construct of branding in the Indian banking industry.

ICICI Bank is one of the Big Four Banks of India with State Bank of India, Axis Bank and HDFC Bank.

Introduction to HDFC

Hdfc bank is one of the popular private sector Bankss. It was established in 1994.the full name of hdfc bank is Housing Development Finance Corporation. It was the first bank to have an blessing from RBI for puting up bank in private sector. This bank was incorporated with the name HDFC bank limited company and the registered caput office of hdfc bank is in Mumbai. At present the bank is holding entire no. of 1412 subdivisions and over 3275 ATMs across India

Major Points

In 2002 HDFC bank witnessed and its amalgamation with times bank limited.with this both HDFC and times bank become the first two private Bankss in new coevals private sector Bankss.

In 2008 RBI approved amalgamation of Centurian bank of Punjab with HDFC bank. With this amalgamation the entire sedimentation reached RS 1,22,000 Crore. While progresss were RS 89,000 crore and balance sheet size was RS 1,63,000 crore.

All the subdivisions of the bank are on-line connected with the other guaranting rapid financess transportation for the clients. The bank is Continuously utilizing up to day of the month engineering along with market place to construct maximal market portion.


HDFC bank ‘s entire authorised capital is RS 550 crore at present from this the paid up sum is 424.6 crore. HDFC group holds 19.4 % . The bank has about 5, 70,000 portion holders. Its portion happen a listing on the stock exchange ( Mumbai and national stock exchange ) .hdfc Bankss American depositary portions are listed on the New York stock exchange ( NYSE ) .

Introduction to SBI

SBI, the province bank of India is a public sector bank. It was founded in 1806 in Kolkata as Bank of Calcutta. Its central offices are situated in Corporate Centre, Madam CamaA Road, MumbaiA 400 021 India. It includes the banking, insurance and capital market industry. The roots of the State Bank of India remainder in the first decennary of 19th century, when theA Bank of Calcutta, subsequently renamed theA Bank of Bengal, was established on 2 June 1806.

The Bank of Bengal and two other Presidency Bankss, viz. , theA Bank of BombayA ( incorporated on 15 April 1840 ) and theA Bank of MadrasA ( incorporated on 1 July 1843 ) . All three Presidency Bankss were incorporated asA joint stock companies, and were the consequence of theA royal charters. These three Bankss received the sole right to publish paper currency in 1861 with the Paper Currency Act, a right they retained until the formation of the Reserve Bank of India. The Presidency Bankss amalgamated on 27 January 1921, and the reorganized banking entity took as its nameA Imperial Bank of India. The Imperial Bank of India continued to stay a joint stock company.

The roots of the State Bank of India remainder in the first decennary of 19th century, when theA Bank of Calcutta, subsequently renamed theA Bank of Bengal, was established on 2 June 1806. The Bank of Bengal and two other Presidency Bankss, viz. , theA Bank of BombayA ( incorporated on 15 April 1840 ) and theA Bank of MadrasA ( incorporated on 1 July 1843 ) . All three Presidency Bankss were incorporated asA joint stock companies, and were the consequence of theA royal charters. These three Bankss received the sole right to publish paper currency in 1861 with the Paper Currency Act, a right they retained until the formation of theA Reserve Bank of India. The Presidency Bankss amalgamated on 27 January 1921, and the reorganized banking entity took as its nameA Imperial Bank of India. The Imperial Bank of India continued to stay a joint stock company.

Pursuant to the commissariats of the State Bank of India Act ( 1955 ) , theA Reserve Bank of India, which isA IndiaHYPERLINK “ hypertext transfer protocol: //en.wikipedia.org/wiki/Central_Bank ” ‘HYPERLINK “ hypertext transfer protocol: //en.wikipedia.org/wiki/Central_Bank ” s cardinal bank, acquired a commanding involvement in the Imperial Bank of India. On 30 April 1955 the Imperial Bank of India became the State Bank of India. TheA Govt. of IndiaA late acquired the Reserve Bank of India ‘s interest in SBI so as to take any struggle of involvement because the RBI is the state ‘s banking regulative authorization.

In 1959 the Government passed the State Bank of India ( Auxiliary Banks ) Act, enabling the State Bank of India to take over eight former State-associated Bankss as its subordinates. OnA Sept 13, 2008, A State Bank of Saurashtra, one of its Associate Banks, merged with State Bank of India.

State Bank of India is one of theA Big Four BanksA of India withA ICICI Bank, A Axis HYPERLINK “ hypertext transfer protocol: //en.wikipedia.org/wiki/Axis_Bank ” BankA andA HDFC Bank.

Introduction to Punjab national bank

The Punjab National Bank or PNB is one of the well known commercial and banking establishments India.it is the 2nd largest authorities owned commercial bank in the state and offers fiscal services in public sector. Around 37 million clients are served by the bank on an mean footing. The customized installations and services make it a sure name in the sphere of banking.

Growth of pnb

Punjab National Bank was registered under the Indian Companies Act on 19 May in the twelvemonth 1894 and its first office was set up at Anarkali Bazaar in Lahore. Since so, the bank has become a great name in the field of banking and is really much preferred by the clients for the broad scope of its services. Today, the bank has around 4,904 subdivisions.

Due to its installations and services of high criterions, Punjab National Bank has besides been the receiver of a figure of esteemed awards.

Punjab National Bank offers fiscal solutions and services in an array of sectors. All these services that are offered keep gait with the altering market tendencies in order to carry through the demands and penchants of the clients. Some of the well known sectors on which the chief maps of the bank are based are:

Personal Banking

Corporate Banking

Agribusiness finance services

Industrial finance services

Trade fiscal services

International banking services


In the past few decennaries, the construct of organisational civilization has gained broad credence as a manner to understand human systems. From an “ open-systems ” position, each facet of organisational civilization can be seen as an of import environmental status impacting the system and its subsystems. The scrutiny of organisational civilization is besides a valuable analytical tool in its ain right. This survey tries to happen out the fluctuations that prevail in public sector Bankss with that of private sector Bankss with regard of the dimensions, artefacts and power construction etc. this survey besides tries to happen out the relationship between organisation civilization and motivational degree of the employees.


3.1Schein [ 1998 ]

We can aslo charactertise civilization as consisting of three degrees. The most seeable degree is behavior and atrifacts.this is the obserable degree of civilization and consist of behaviour forms and outward manifestations of civilization: perquistes provided to executives, frock codification, degree of engineering utilised and the physical layout of the work infinites. All may be physical indcators of civilization, but different to construe. Artifacts and behaviour may besides state us what a group is making, but non why.

3.2Koen [ 2009 ]

While both the strategic direction and the web literature acknowledge the importance of inter-firm relationships for explicating competitory advantage, the inquiry why houses differ in their ability to profit from these relationships is seldom addressed. This survey aims to get down to make full this spread in the literature and argue that organisational civilization is an of import factor act uponing the relationship accomplishments of a house, defined as a house ‘s ability to pull off its ties with other houses, whether these are clients, providers, or service suppliers. The research worker assume relationship accomplishments to be particularly relevant for the formation and care of close and lasting dealing ties. The research worker tested the theoretical account on a dataset of 127 Dutch inter-firm dealingss and happen general support. Specifically, researcher find that houses with organisational civilizations characterized by an orientation towards stableness and predictability, a positive orientation towards invention, and non characterized by a strong focal point on immediate consequences, score high on relationship accomplishments. Relationship accomplishments, in bend, are found to hold a positive influence on the results of inter-firm relationships in footings of acquisition, accomplishing inventions and deriving new contacts, but non in footings of immediate ( fiscal ) consequences.

3.3 Indian Association of Computational Mechanism – struggle types and function of organisation civilization ( 2004 )

The possible positive or negative effect of relationship struggle versus undertaking struggle for group members and organisations continues to be a controversial subject. Whereas a certain sum of understanding exists on the negative effects of relationship struggle, the grounds for undertaking struggle is non as conclusive. This has led some writers ( De Dreu & A ; Weingart, 2003a, B ) to suggest a eventuality position. This article continues this attack and analyzes the influence of types of struggle on group members ‘ satisfaction and well-being, sing the moderating function that organisational civilization plays in this relationship. Two types of service organisation have been studied ; private organisations with a high end oriented civilization, and public organisations with a low end oriented civilization. Results show that a ) relationship struggle decreases both public and private workers ‘ occupation satisfaction and affectional well-being ; B ) undertaking struggles decrease private organisation workers ‘ satisfaction and affectional well-being, while this dysfunctional consequence is absent in public organisations ; degree Celsiuss ) end orientation moderates the consequence of undertaking struggle in private organisations ; and vitamin D ) support orientation moderates the consequence of undertaking struggle in public organisations.

3.4 Berrio – Organizational Culture Assessment Using the Competing Values Framework

The modern-day definition of organisational civilization ( OC ) includes what is valued, the dominant leading manner, the linguistic communication and symbols, the processs and modus operandis, and the definitions of success that characterizes an organisation. OC represents the values, underlying premises, outlooks, corporate memories, and definitions present in an organisation ( Schein, 1992 ; Cameron & A ; Quinn, 1999 ) . Cameron and Quinn ( 1999 ) have developed an organisational civilization model built upon a theoretical theoretical account called the “ Competing Values Framework. ” This model refers to whether an organisation has a prevailing internal or external focal point and whether it strives for flexibleness and individualism or stableness and control. The model is besides based on six organisational civilization dimensions and four dominant civilization types ( i.e. , kin, adhocracy, market, and hierarchy ) . In add-on the model writers generated an “ Organizational Culture Assessment Instrument ( OCAI ) ” which is used to place the organisational civilization profile based on the nucleus values, premises, readings, and attacks that characterize organisations ( Cameron & A ; Quinn, 1999 ) . The cardinal issue associated with organisational civilization is its linkage with organisational public presentation. Connections between OC and public presentation have been established. An increasing organic structure of grounds supports a linkage between an organisation ‘s civilization and its concern public presentation. In the concern sphere, grounds has confirmed that companies which put accent in cardinal managerial constituents, such as clients, stakeholders and employees, and leading, outperform those that do non hold these cultural features ( Kotter & A ; Heskett,1992 ; Wagner & A ; Spencer, 1996 ) . The viing values framework can be used in building an organisational civilization profile. Through the usage of the OCAI, an organisational civilization profile can be drawn by set uping the organisation ‘s dominant civilization type features. In this regard the overall civilization profile of an organisation can be identified as:

Kin: an organisation that concentrates on internal care with flexibleness, concern for people, and sensitiveness for clients.

Hierarchy: an organisation that focuses on internal care with a demand for stableness and control.

Adhocracy: an organisation that concentrates on external placement with a high grade of flexibleness and individualism.

Market: an organisation that focuses on external care with a demand for stableness and control.

The civilization of Ohio State University Extension plays an of import function in the manner Extension forces program, implement, and measure educational plans. OSU Extension is perceived by its forces to be an establishment devoted to fulfilling the demands and wants of its clients through plans that are clearly defined, reasonable to public demands, invariably monitored for success, and pro-actively implemented.

3.5 KAVANAGH & A ; ASHKANASY – Impact of Leadership and Change Management Strategy on Organizational Culture in Case of Merger

This survey reports a longitudinal survey that examined amalgamations between three big multi-site public-sector organisations. Both qualitative and quantitative methods of analysis are used to analyze the consequence of leading and alteration direction schemes on credence of cultural alteration by persons. Findingss indicate that in many instances the alteration that occurs as a consequence of a amalgamation is imposed on the leaders themselves, and it is frequently the gait of alteration that inhibits the successful re-engineering of the civilization. In this regard, the success or otherwise of any amalgamation flexible joints on single perceptual experiences about the mode in which the procedure is handled and the way in which the civilization is moved. Communication and a crystalline alteration procedure are of import, as this will frequently find non merely how a leader will be regarded, but who will be regarded as a leader. Leaderships need to be competent and trained in the procedure of transforming organisations to guarantee that persons within the organisation accept the alterations prompted by a amalgamation.

3.6 Western ‘s study of Organizational civilization ( 2003 )

In December 2003, Western ‘s Academic and Administrative Leaderships and Managers received the consequences of Western ‘s study of “ organisational civilization ” , completed in July 2003. Staff academic and administrative leaders from 33 different groupings had an chance to react to study inquiries sing “ What is expected, from a individual in your function, to suit in and run into outlooks here. ” A study for Western as a whole was compiled, and the leaders of the 33 groups were invited to requisition confidential “ sub-group ” studies for their ain areas.The enterprise was undertaken on behalf of the University by Human Resources to supply a ) information for concentrating leader, staff, and organisational development enterprises, and B ) baseline informations for measuring the results of these enterprises over the following 3 old ages. The study will be repeated in 2007.A Research on organisational civilization conducted by the study company used ( Human Synergistics ) shows that public presentation feedback systems and leading pattern exert the greatest influence on civilization. Culture, in bend, can be correlated with degrees of function lucidity, function consistence, employee satisfaction, and committedness to client service. Western has committed resources to heighten leading pattern, back up campus-wide staff development, better work systems, and more closely integrate faculty members and administrative leading, so that all work is clearly aligned with Western ‘s academic mission. A A In an attempt to heighten positive facets of Western ‘s civilization and to diminish negative facets, leaders can now pull on research sing the “ levers for alteration ” for act uponing organisational civilization. Areas to better include: communicating procedures, work design, the public presentation feedback system, and the participative dimension of the operational planning procedure. ”

3.7 McMurray- Organizational Climate and Organizational Culture ( 2003 )

This multi-method survey explored the relationship between organisational clime and organisational civilization in a freshly emerging university. Organizational clime was explored through the distribution of a study to 145 academic staff. An 88 % response rate yielded 128 responses. To bring out the organisational civilization, semi-structured interviews were, conducted with the Deputy Vice-Chancellor, the Deputy Principal, 7 Deans, and 15 Centre Heads from the assorted modules. The survey uncovered the ways in which organisational civilization evolves and becomes intertwined with organisational clime. The informations yielded new penetrations as to the ways in which organisational clime and civilization intersect. This has peculiar relevancy at the sub-unit degree where clime characteristics are most positive in those modules whose subcultures are congruous with the leading civilization, and are least positive in module subcultures that are incongruent with the leading.

3.8 Purang- HRD Climate in Public and private organisations

Most research workers agree that a congenial HRD clime is highly of import for the ultimate achevement of the concern ends. It is a phenemenon experienced by the employees and frequently reffered to by looks like environment, atmosphere and so on. Climate at the single degree is a drumhead perceptual experience of the organisations work environment that is descriptivr instead than evaluative in nature. Another attack to the clime is the cultural attack, which proposes that the clime arises from the intersubjectivety of the members as they interact within a context established by an organisation ‘s civilization. In the Indian context type of organisation influences the civilization prevalent in the organisation. Since clime is an result of civilization this survey compares the HRD clime perceptual experiences of public and private organisations. The survey compares the perceptual experience of in-between degree directors from different organisations and gives the decision that in authorities organizatons there is demand to better HRD clime.

3.9 Srimannarayana – HRD clime in Dubai Bank

Based on the resonses of 212 employees working in a local bank in Dubai, the survey efforts to measure the HRD clime in a bank through a questionaire incorporating 38 points. The country of difference were identified in this survey among the assorted classs of HRD clime. An effort was made to happen out the difference in the perceptual experience of HRD clime among the employees, based on place, nationality, gender and age and gives the decision that personal power bases had a strong direct consequence on occupation satisfaction.both place and personal power are positevely related to occupation satisfaction.

3.10 Sengupta- Gender, work and organisation civilization

Organizations work in societal surroundings and hence the socio cultural factors greatly affect the organisational civilization. The societal function perceptual experience seemed to hold a bearing on the structural function of work forces and adult females in the organisation. The survey aimed to analyze the impact of societal function on organisation civilization and managerial work behaviour. The survey concluded that managerial behaviour is culturally influnced and adult females directors are percieved as every bit competent as male directors.


4.1 Universe/Population of the survey

The existence or the population of the survey is confined to the four organisations viz, State bank of India, icici bank, hdfc bank and pnb

4.2 Category of respondents

The respondents will be selected from the different degrees of the direction as per the demand of the survey. The respondents will be selected utilizing the graded random sampling.

4.3 Region of the survey

The survey will be confined to the part of jalandhar metropolis merely, the ground for this parturiency to jalandhar merely is due to clip and cost restraints.


5.1Objectives Of the Study

To analyze and depict the prevailing organisation civilization of Private and Public sector Bankss in footings of: –


Beliefs, Values and Assumptions

Dimentions of Organizational Culture

Relationship between organisation civilization and construction

Relationship between organisation civilization and power construction.

To analyze the consequence of publicity policies and subsequent employees turnover rate: the comparing of the two orgaizations.

To analyze the impact of organisation civilization on employees ‘ motive degree of two organisations.

5.2 Sample Size and Design

Sampling is an indispensable technique in the field of research, “ Probably no construct is as cardinal to carry on research and reading of its consequences as is trying ” . In study sort of surveies, the population under probe is rather big, doing it practically impossible for research worker to research every member of the population. The decisions will be drawn and generalisations will be made on the footing of scrutiny of some portion of the whole population and this is termed as sampling. The population of survey will dwell of entire figure of employees working in the four Bankss.

. In this survey the sample will selected from the caput office of all four Bankss in jalandhar named as province bank of India, Punjab national bank, hdfc and icici. For this intent the whole the population will be divided into 5 classs i.e. M1, M2, M3, M4, and M5.

5.3 Method of Data Collection

The feedback signifiers will be used for the intent of informations aggregation. The feedback will be straight given to the respondents. The instructions will be clearly given on the feedback signifiers to ease easy and accurate responses but in order to avoid biasness in the responses ; the intent of the survey will non disclosed. The respondents will be assured that the record would be kept confidential. if they faced any trouble in understanding any point the significance will be readily explained without biasing their responses in instance of direct filling of questionnaire. These feedback signifiers will be given to whole of the sample and the feedback will be analyzed as after.

5.4 Instrument to be Used

The survey will be conducted utilizing pre-structured questionnaire. To ease answering, the inquiries will be developed in simple words, to convey the existent and full significance. The questionnaire will be besides pre-tested to see whether the respondents would confront any trouble in understanding and replying the inquiries.

The questionnaire will be divided into two parts. The first portion of the questionnaire will take at acquiring basic information associating to the respondents socio-economic background such as age, instruction, matrimonial position, business, monthly income etc. and in the 2nd portion of the survey the elaborate information for the motive degree and impact of other cultural variables among employees.

5.5 Statistical Analysis and Tools

The information, after aggregation will be processed and analyzed, comparings and analysis will be made. Thus, “ in the procedure of analysis, relationships or differences back uping or conflicting with original or new hypothesis will be subjected to statistical trials of significance to find with what cogency informations can be said to bespeak any decision ”

5.6 Proposed Plan


Research Methodology

Introduction to the company

Data presentation




5.6 Restrictions of the survey

The survey do non take all the issues associating to the organisation civilization due to clip restraint, but an effort is made to cover all the of import issues in the survey.

There may be some prejudice in the responses which can non be ruled out. i.e. some of the feedbacks may non be given with honestness.

Cite this Organizational culture of public and private sector banks

Organizational culture of public and private sector banks. (2017, Jul 18). Retrieved from https://graduateway.com/organizational-culture-of-public-and-private-sector-banks-essay/

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