Abstract
The multi-nationalisation of organisations today has resulted in values playing a central role in management. Organisational values today provide a broad and general criteria for judging whether actions, ideas and attitudes of members are right or wrong. At the same time values in organisations are implicitly and explicitly imbibed. But at times the espoused values may not be the same as the values practiced in organisations. This dichotomy can become the cause of a lot of conflict and can affect the work output. This case study thus attempts to see the extent of Value Institutionalisation and its relationship with other organisation related factors like HRD climate.
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