Deal & Kennedy

Model

Group 9

Arun Gupta (19125014)

Faizan Anwar (19125018)
Harshit Agrawal (19125019)
Naveen Bagga (19125026)
Table of Content

1. Organization Culture – Indian vs Western Culture

2. Six fundamental elements of Corporate Culture & Degree of Risk vs Pace of Feedback Cycle

3. Deal & Kennedy’s Cultural Model with Advantages and Disadvantages of each type

a. Tough Guy, Macho Culture

b. Work Hard/Play Hard Culture
c. Bet Your Company Culture

d. Process Culture
4. Where do Indian Sectors lie in Deal & Kennedy’s Model?

5. How much things have changed? A brief on Cultural Shift

6. Whether DK model's four cultural archetypes emerge from type of org. or the other way
Organisation Culture
A comparison between Indian and Western Culture

1
 Indian Culture Western Culture

➢ Generally get late to work.

➢ Employees are very particular about their
The importance ➢ Do not care about work-life balance 8 hour shift. (Normally, 9 AM to 6 PM)
of Time and overtime is compared to sincerity
➢ Work Life balance over Overtime work
and loyalty of an employee towards
his/her company.

➢ Hierarchy is a natural culture here. ➢ Less importance to hierarchal authority.

There is a clear gap between ➢ Talent (even though its young) given
professionals based on their experience more importance than age and
and seniority. experience based seniority.
Hierarchy
➢ Slowly changing into more
decentralised and equality based
phenomena
 Indian Culture Western Culture

➢ India is catching up in this factor,

➢ Believes in maintaining a positive
companies and institutions have started
environment and mental health as the
promoting personal counselling service
Office biggest factor in increasing the
and health related activities.
Environment productivity
➢ Indians tend to waste a lot of time in
➢ The breaks are generally short as
multiple breaks and extends their work
everyone focuses on on-time delivery
hours unnecessarily
without extending office hours

➢ Indians are yet to develop this habit.

➢ Maintains a professional relationship
Once get friendly, there is no stopping to
The Colleague even if the family members are involved.
physical and emotional activities
Relationship ➢ Limit the working hours with
➢ Although, many a times it has helped in
professional discussion only
creating a comfortable and happy
environment in the office
 Here are the six fundamental elements
that contributes towards forming an
organization culture By examining these elements, Deal &
Kennedy defined four culture types by
➢ History: The shared past which lays the keeping two marketplace factors in
foundation for corporate culture perspective:
➢ Values and Beliefs: Shared values and
beliefs determine what the organization
stands for ➢ The Degree of Risk associated with
➢ Rituals and Ceremonies: Routinized a company’s key activities
activities which brings employees together
➢ Stories: Stories that personify the values ➢ The Speed of Feedback through
and better understand what the which companies learn about the
organization stand for success of their actions and
➢ Heroic Figures: Organizational role models strategies
who reached heights embodying
organizational values
➢ Cultural Network: The informal network
which lays foundation for unwritten rules
Deal & Kennedy’s Cultural Model
Framework | Examples | Advantages & Disadvantages

3
 Byju’s Sales Team: Low Risk
Involved, Fast On-Call Customer
Feedback
Fast

Box office still depends more on

Work Hard Tough Guy / actor and director’s performance in a
/ Play Hard Macho
Feedback Speed

film than on team-efforts. High Risk

Projects and Fast Feedback.
(Ex: High Risk Project of Ra-One’s
first day bad reviews)

Bet Your
Process
Company
Manufacturing companies focus on
innovative products. E.g. Siemens
Launching S-series contactors, Feedback
time is very long, and risk involved is high

Slow
New schemes, transaction process, etc. are
made by keeping chances of risk low (backed
by Govt.). Changes require a longer feedback
Low Degree of Risk High
cycle to get understood and implemented. Ex:
Public Sector Banks like PNB
Tough Guy/Macho Culture Work Hard/Play Hard
Advantages: Advantages:
1) Give Rise to potentially successful people 1) Team effort is given more importance
and fast learners. 2) Fast feedback leads to adequate and
2) Promotes immediate results, riskier but most continuous tracking of team and individual
productive and efficient solution. performance
Disadvantages: Disadvantages:
1) It prefers “All or nothing” strategy, there is 1) Not suitable for sectors with projects relying
no safe (middle) route. on long time period-based results
2) Not useful for a team with a combination of 2) High-level energy could create problems if not
slow, average and fast learners. Builds on directed at right tasks as whole team is
individual success. involved in the activity.
3) Due to aggressive internal competition it
tends to produce a lot of internal politics and
conflict
Bet Your Company Process
Advantages: Advantages:
1) Still an effective and only possible strategy for 1) Safe and well tested formulas are used
Pharmaceutical Companies and Petroleum 2) Technicalities are taken care of judiciously
Industries as sure outcomes are not known
2) High level of expertise and future based 3) Identification of roles get clear
solutions
Disadvantages:
Disadvantages:
1) Highly difficult to focus on future
1) Heavily relies on post-production/post-release prospects due to slow feedback cycle for
response current strategies
2) High Risk Involved Projects, if gets failed, 2) Innovation and differentiation are least
companies don’t get enough time to recover focused
the potential losses 3) Formulas don’t get changed
3) Incomplete projects as risks are high, and
feedback is late, so in due time, manager
changes or transferred, and new leaders do
not have much knowledge.
Where do Indian Sectors lie?
Mapping of various sectors in cultures of D & K Model

4
Tough Guy/Macho Culture
(High Risk, Fast Feedback)

Entertainment Industries
Commercial Films are still very much dependent on
Star’s performance and Director’s own hit formulae.
High risk in terms of investments.

Sports

Inclusion of Rishabh Pant over M.S Dhoni as a

wicketkeeper and low order batsman meant that
there was high risk involved of leaving the
veteran out of team. However Pant and the
management staff gets an immediate feedback
from the experts post match performance.
Work Hard/Play Hard
(Low Risk, Fast Feedback)
E-commerce and Food Delivery Industry

Low risk as food and online services will always

be on demand. But as the industry is dependent
on fast service and review based work, the
feedback cycle is quick enough to identify the
success of any e-commerce and food business.

Telecommunication Industry

Network Providers like Airtel, Jio will always have

a low risk operations despite of trying multiple
schemes. It is the quick feedback of their network
and customer service that defines their future
prospects
Bet Your Company
(High Risk, Slow Feedback)
Health Care Industry

Whenever Pharmaceutical companies creates a

new drug & vaccines; it always has a high risk
involved in it with slow feedback cycle oriented Serum Institute of India: Indian frontrunner for high risk
success involved Coronavirus Vaccine, expecting 1-1.5 years of
delay with result of 60-70% success

Science and Technology

ISRO works with high risk involved

satellite and tracking machines, and they
can never foresee the success, the
feedback cycle can never be completed
till the project reaches its target
successfully. Ex: Chandrayaan I & II
Process
(Low Risk, Slow Feedback)
Insurance Sector
Whether it is Property and Casualty or Life Insurance Policies, it
follows a certain process that does not involve any significant risk and
approval (based on Govt Rules and Regulations, Business Profits).
They never know (irrespective of how good the policy is) whether their
policies will be popular and bought by the customers or not.

Public Sector Banks

In case of public sector banks, the

government support lowers the risk and
feedback process is very slow.
How much things have changed?
A brief on cultural shift

5
IT & Consultancy Industry:
Process to Work Hard/Play Hard, Earlier
companies used to be dependent on external
consultants to give a solution, and wait for its
impact on the firm after a long period of time.
Now, consultants use Data Analytics, Big
Data to come out with a best fit solution
possible. They identify results before the
implementation of idea.

Automobile Industry:
Bet Your Company to Tough Guy/Macho,
Thanks to Tesla, Automobile industries (with
the help of Forecasting Techniques and
Market Research Methodologies) think about
creating a solution that is differentiating
enough to attract customers with high
commercial and competitive risk.
Marketing Sector Internet banking and Blockchain
Bet Your Company/Process to gave rise to new type of industry.
Tough Guy/Work Hard, Play I.e., Fintech.
Hard:
Slow feedback is now replaced
Digital Marketing (tools like by fast feedback and degree of
Google Analytics) has risk has gone down as
converted the old wait and compared to traditional banking
watch game to immediate user system.
response and engagement (Bet Your Company to Work
measurement in response to Hard/Play Hard)
your social media image and
website operation.
IRCTC, Tejas
Indian Railways has broken the old notion of slow feedback
and playing the low risk game. Rather they are trying to
move in the Tough Guy/Macho Culture with fast feedback
and taking more risks such as the privatization of railways
in past few years (Eg- Tejas Express).
Entry of private players will lead to greater competition and
eventually improving service delivery. But there is always risk
involved in it such as prices surge and even loss of jobs of
other vendors.
 Whether DK model's four cultural
archetypes emerge from type of
organization or the other way around
6
Organization culture is one of the most critical aspects of a business
to be a successful venture.

But, any cultural framework is built/emerged on the observations

made on various organization’s working style. Although D K model
gives us an unambiguous indication on culture, in today’s
generation, any workplace can not be termed limited to Risk
Involved and Pace of Feedback.

In 2001’s journal article. “Corporate Culture and the Bottom

Line” (Flamholts, 2001), Eric Flamholt gave a new perspective to an
organization culture, which is built on:

1) Treatment of customers
2) Treatment of people
3) Performance standards and accountability
4) Innovation and change
5) Process orientation

All of these observations have emerged from the type of

organizations getting a rise in the 21st Century.
Thanks…
Any Questions/Feedback?