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Is in the business of manufacturing of plastic drums of HM / HDPE from 20 litres to 250 litres.
The group was founded by Shri Ravi Prakash Agrawal and has been running since the last 25years.

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There are no informal groups as such in the organization. However, there is a bond within the members departments that are geographically together (e.g.factory emp) There is social interaction ie for travelling, sickness/occasions in families.

One norm followed by the workers is performing a simple prayer with minimalistic rituals (small Pooja ) whenever  there is a new big start.

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PERSONAL AND GROUP GOALS AND PERCEPTIONS

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PERSONAL AND GROUP GOALS AND PERCEPTIONS

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The organisation provides a certain freedom for employees to pursue their personal goals beyond the space of work

An executive assistant is pursuing a Medical Course
An accountant is preparing for a Railway Exam

Since, there's not a dominant group in the organisation, there aren't any "group goals"

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EFFECTIVE RELATIONSHIPS BETWEEN MANAGERS AND SUBORDINATES

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EFFECTIVE RELATIONSHIPS BETWEEN MANAGERS AND SUBORDINATES

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There is an Open Door Policy in the organization. Open door policy means every manager's door is open to all members. This creates a less stressful environment for the subordinates to work in. Due to this, there is open communication, feedback, and discussion about any matter of importance to any employee.

In fact the employees look up to the chairman.

Image Source: https://www.sumhr.com/wp-content/uploads/2016/06/Open-Door-Policy.jpg

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The organisation has adopted a Reward System to recognize the work and satisfy their Esteem Needs. This is applicable  for both factory workers and employees

Workers get recognition on achieving their Production Targets

Same goes for  the sales team, Monthly, Quarterly Targets are set and on completion, they are rewarded

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There aren't any prominent grapevine channels, it's because the structure of the company divides it as Office and Factory.
There are workers in the factory who are from the same community, caste or native village fom their informal groups.

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Grapevine is a form of informal communication. It arises due to co-existence of people. Therefore, it is found in all organizations. It does not follow any prescribed or predetermined rule and spreads any information quickly.

Through the grapevine, information flows in different directions linking almost everyone of an organization.

It is governed by social and personal relationships rather than officially recognized rules and formalities.

Grapevine operates both in internal and external informal channels. It passes opinions, suspicions, and rumors that generally do not move through formal channels.

By nature, grapevine is a channel of horizontal communication. However, in fact, it does not follow any set pattern. It effectively operates horizontally, vertically and even diagonally.

Grapevine is a natural outgrowth person-to-person informal communication channel through which information flows horizontally, vertically or diagonally without following any set rule or regulation among the people within or outside the organization.

Why Grapevine Communication Exists in Organization

Communication through the grapevine is a matter of spontaneous feelings. Some personal matters and other situations may cause these feelings.

Keith Davis said in this regard-"The grapevine is more a product of situation than it is of the person."

Typical examples of situations prompting grapevines include layoffs, takeovers, promotions, the introduction of new technology etc.

However;

Personal factors also encourage involving in grapevine actively. The probable causes that may activate the grapevine are discussed below:

1. Emotion of Employees

Some organizational issues like the insecurity of service, the uncertainty of promotion, prohibition to forming and enter into trade unions, undermining the role of subordinates by superiors etc. are likely to create emotions in the mind of workers and make them excited.

Thus for relieving the emotions and cooling down the excitements some workers tend to activate grapevine.

2. Existence of Informal and Peer Groups

Grapevine is a symbol that reveals the existence of informal and peer groups in the organization. For exchanging most personal and some organizational matters, they start channeling information through the grapevine.

3. Exceptional Information

Exceptional event or information like the innovation of new products, investment in the new field, providing special facilities to a particular employee etc. should be disseminated throughout the organization.

If these are not disclosed to the employees, someone may activate grapevine channel.

4. Job Itself

It is observed that some jobs or positions such as personal assistant, personal secretary, driver etc. by their nature can hold some important messages and play an active role in feeding information in grapevine.

Keith Davis pointed out in this regard that - "Secretaries to the managers are four times likely to be key grapevine communicators, compared with other employees".

5. People of Talkative Nature and Suspicious Attitude

People of talkative nature or people holding suspicion on any matter play an active role in channeling information on the grapevine.

6. Organizational Climate

Now a day, many organizations permit its employees to communicate with each other frequently. This also inspires them to activate grapevine.

In conclusion, we can say that since the above-stated issues or situations are common in every organization regardless of their size and nature, the presence of grapevine is inevitable there.

Grapevine is more a product of the situation than it is to the person.

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Grapevine Communication Meaning: Why it Exists in Organization

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Grapevine is a form of informal communication. It arises due to co-existence of people. Therefore, it is found in all organizations. It does not follow any prescribed or predetermined rule and spreads any information quickly. Through the grapevine, information flows in different directions linking almost everyone of an organization.

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There is a bond within the departments which are geographically connected. For example the factory workers.
There  is a fair amount of social interaction while commuting, celebrating religious festivals,etc

There's no particular hangout point for the employees, since they commute from distant places and they are more family oriented.

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The Departmental heads are the oldest employees, hence they are trusted to be the  "informal leaders"

The Chairman is some one that the employees look upto in both formal and informal ways. Its informal because the chair has maintained a certain relation with each of them and since the employee strength is less, they tend to be well bonded

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The "Managing Director" has a certain power and prestige in the organisation. But, due to the limited interaction with the employees, he does not act like an influential personality.

The employees are more connected and influenced by their departmental heads.

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How heavy is the toll of sins and wrong that wealth, power and prestige... - Mahatma Gandhi quotes at AZquotes.com