This document discusses and compares the organizational cultures of Presidency University and Radiant Pharmaceuticals Ltd. It defines organizational culture and describes key characteristics. It then provides details on the vision, work culture, positives and negatives of Presidency University. For Radiant Pharmaceuticals, it outlines the corporate vision and mission, and discusses the positive and negative aspects of its organizational culture. Finally, it compares the two organizations, noting similarities around innovation, attention to detail, and orientation, as well as differences in services provided and culture type.

1. Subject : EM- 513 (Organizational
Behavior )
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http://www.kwaliteg.co.za - ISO 9000:2000 explained
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2. Organizational Culture Of
Presidency University & Radiant Pharmaceuticals Ltd.
Mohammad Ziauddin Bablu
Md. Aktaruzzaman
Mahamudul Hasan
Umme Sadia Jaynob
Md. Nazibullah
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313-25-005
313-25-006
313-25-004
313-25-065
313-25-070
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3. What is Organizational
Culture?
• A system of meaning shared by the
organization’s members
• Cultural values are collective beliefs,
assumptions, and feelings about what
things are good, normal, rational,
valuable, etc.
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4. Key Characteristics of
Corporate Culture
•
•
•
•
•
•
•
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Innovation and Risk Taking
Attention to Detail:
Outcome Orientation
People Orientation
Team Orientation
Aggressiveness:
Stability:
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5. Types of organizational
culture




Hierarchy
Market
Clan
Adhocracy
Some Types of Culture
 Authoritarian Culture
 Participative Culture
 Mechanistic Culture
 Organic Culture
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6. Importance of Organizational Culture
A strong culture is a talent-attractor
A strong culture is talent-retainer
A strong culture engages people
A strong culture creates energy and
momentum
A strong culture changes the view of
“work”
A strong culture creates greater synergy
A strong culture makes everyone more
successful
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7. Stories
Rituals
How Employees
Learn Culture/
How it is “reinforced”
Language
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Material
Symbols
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8. Liabilities of culture
Barrier to change and improvement
Barrier to diversity
Barrier to cross departmental and
cross organizational cooperation
Barrier to mergers and acquisitions
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9. About Presidency University
Presidency University started its journey in 2003 with
a view to providing quality higher education and
continuous
development
program
through
research. With a team of more than 150 members
Presidency engaged in teaching, research,
training, and community services.
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10. ORGANISATIONAL CULTURE IN
PRESIDENCY UNIVERSITY
Established Under the Private University act-1992.
One of the renowned among 74 others
Private Universities in BD.
Presidency
at a
Proved it self as one of the best alternative
of Public Universities.
glance
Dedicated to excellence in teaching,
research, training, and community services
Moving forward with its slogan “Quality
Education for a better life”.
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11. Vision of Presidency University
• The vision of Presidency University
is to become a leading university in
this region. Its vision is to contribute
to the development of Bangladesh by
providing quality higher education
and continuous development
program through research.
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12. Work culture at Presidency
University
• Weekly meeting of HODs.
Better students service meeting
Flexibility of change in shift timings of employee
Team building activity like annual cultural program
Programs like “Student of the semester “reward.
Committee like academic disciplinary committee and
Proctorial body
Regular classes on foreign and Bengali language and
personal development classes.
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13. Positive sides Presidency
University
Hiring People Who Fit it’s Culture
Having Employees Know the Values
and the Mission of the University
Knowing That Good Decisions Can
Come from Anywhere
Realizing You’re a Team and Not a
Bunch of Individuals
Providing quality education
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14. Negative Findings Presidency
University
Lack of Moral Leadership
Hyper competitiveness
Poor Discipline
Lack of Discussion
Clash between faculty and
administration
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15. Radiant Pharmaceuticals
Limited
• The medical care and pharmaceutical industry of
Bangladesh have registered significant growth
over the last two decades. An accelerated pace of
development is expected in the years to come.
Reciprocating to the call of the day, Radiant
started its journey in 2005 with a view to making
further contributions to these promising sectors.
With a team of more than 1600 members, Radiant
is engaged in manufacturing, importing,
marketing and distributing of pharmaceutical,
herbal, nutraceutical and diagnostic products.
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16. Corporate Vision
Radiant Pharmaceuticals Limited
• Radiant is to flourish as a leading
performer in areas of activities and to
excel as a caring corporate citizen
committed to a high ethical standard in
our business, products and services
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17. Corporate Mission
Radiant Pharmaceuticals Limited
 To achieve profitable growth in business endeavors as a reputed
and flourishing corporate organization.
 To ensure that the corporate performances are achieved by sincere
efforts motivated to contribute through innovation and drive to
deliver quality products and services with determination to lead and
win.
 To strictly adhere to the professional, social, environmental and
regulatory requirements ensuring the highest possible compliance
to the ethical standards and practices.
 To emerge and continue as caring corporate citizen through
providing support and services for the welfare of the employees
and the society
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18. Positive organizational culture
of Radiant
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

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Innovative & quality productEthical Practice
Team OrientationPeople orientation
Work environment & atmosphere
HR Policy –
Less employee turnover
Safety Culture
Corporate Social Responsibility
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19. NEGATIV E ORGANIZATIONAL CULTURE OF
RADINT
Top Management decision
No Trade union
Job uncertainty
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20. SMMILARITIES OF
PRESIDENCY UNIVERSITY AND RADIANT
Characteristic
Presidency university
Radiant
Innovation & risk
taking
Attention to detail
High
High
High
High
Outcome orientation
Moderate
Moderate
People orientation
Moderate
Moderate
Team orientation
Moderate
Moderate
Aggressiveness
Moderate
Moderate
Stability
Moderate
High
Agility
High
High
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21. DISSIMILARITY OF
PRESIDENCY UNIVERSITY AND RADIANT
Parameters
Presidency university
Radiant
Service provider
Education
Healthcare
Type of culture
Supportive
Organic Culture
Organogram
Poorly defined
Well defined
Dress code
Flexible
No dress code
Work schedule
Flexible
Fixed
Discipline
Standard
Highly
disciplined
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22. Conclusion
• The future holds promise for companies
that understand and nurture their cultures.
• Managers need to understand the nature
and role of culture and how it may be
altered. When the role of culture is more
clearly defined, managers can better
understand its importance in managing
organizational change and its impact on
day-to-day decision-making.
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