Pravesh Shukla

Student at IIM Kashipur

Independent and Dependent variables Relationship

Independent Variables: Organizational culture, policies and practices Dependent Variables: productivity, turnover ratio and job satisfaction Example - GOOGLE   If we talk about the turnover ratio being affected by the organizational culture, then Google is the best example. The perks and benefits given to Google’s employees are tremendous as they care about improving their well-being and morale. Offering health-care coverages, Global Education Leave program, parental leaves and death benefits makes Google one of the best companies to work for. Google has some of the highest salaries around and higher compensation brings out a sense of belonging and satisfaction in the job, leading to higher productivity. Some benefits like free food and bringing pets to the office makes a human brain work more efficiently. Having futuristic bathrooms, outdoor mini-pools and office slides make employees feel excited to come to the office. All of these factors clubbed together helps Google to reach to a low turnover ratio and employees to work for a longer period. Being around with intelligent thinkers allows Google to have a creative work environment. Google offers one of the most innovative and employee-centric work environment culture which is an independent variable. This independent variable leads to better turnover ratios and even job satisfaction, which is a dependent variable in this case. Independent Variable: Good Leadership and team work Dependent Variable: Organizational Citizenship Behavior When the leadership is good and motivating, the team members often go out of their way to contribute to the organization or help their colleagues or subordinates. One of the ways by which one can show OCB is having good sportsmanship. For instance, employees who submits their proposal to their superior may be expecting it to be well-received and accepted—it is rejected, instead, and the employee displays good sportsmanship by not complaining about it with co-workers and working harder next time. In early days of Apple, when engineers working on the very first iPod completed the prototype, they presented their work to Steve Jobs for his approval. Jobs played with the device, scrutinized it, weighed it in his hands, and promptly rejected it. It was too big. The engineers explained that they had to reinvent inventing to create the iPod, and that it was simply impossible to make it any smaller. Jobs was quiet for a moment, after some time he stood, walked over to an aquarium, and dropped the iPod in the tank. After it touched bottom, bubbles floated to the top. "Those are air bubbles," he snapped. "That means there's space in there. Make it smaller." It's a lesson that seems to have stuck with Apple's engineers, too. The original iPod was 19.8 mm thin. Years later, Apple's most recent iPod is only 6.1 mm thin, and every space is utilized. Here's what the inside of the most recent iPod looks like. Independent variable – Conflicts Dependent variable – Productivity and Job satisfaction Conflicts in groups causes the misunderstanding among the individuals which leads to the  frustration, stress, low productivity and ultimately no job satisfaction. It can be explained with the help of following example: FC Barcelona, a Spanish football club, signed Zlatan Ibrahimović in 2009. At that time, he was at his prime, so that it was assumed that this pair will do best. But Ibrahimovic left FCB in just one year, the reason behind was his conflicts with the coach Guardiola. It bore all the hallmarks of an uneasy relationship, and there would be no surprises about how it would end. From day one, Zlatan Ibrahimović and Pep Guardiola never appeared to be the most obvious of couplings, and their courtship would last only a year as Zlatan Ibrahimović was not satisfied with his job. Thus, conflicts among two leads to end a possible memorable career of Zlatan Ibrahimović at FC Barcelona.