The study analyzes the work culture of Civil Hospital of Gandhinagar using OCTAPACE profile, and it shows how much each ethos is valued and believed which indicates culture of an organization. The uniqueness of the hospital is that the working environment is unpleasant and the client system that one deals with is sick (unhealthy). This makes the working environment difficult and demanding for an individual. A sample of 87 staff members, including doctors and nurses, was taken and a survey was done using judgmental sampling. For the study, OCTAPACE profile is used as an instrument to collect the data which shows the organization’s ethos in eight values. Those eight values are: Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration and Experimentation. The major findings arrived at using statistical methods, confirmed that autonomy and authenticity are valued less compared to other ethos such as collaboration and trust which are highly valued among the employees in Civil Hospital, Gandhinagar. From the correlation analysis, it is observed that the highest positive correlation is between confrontation and trust, and the highest negative correlation is between collaboration and confrontation.

Hospitals, as healthcare organizations, are involved in providing preventive, curative and rehabilitative services. Nowadays with the corporatization of hospitals, it has not only remained as the place for medical treatment but has come out as a sophisticated service industry in which the major players compete with each other in terms of types and number of services, extra facilities, speed of service, expert doctors and staff, and also price competition with the global players.

The Indian Healthcare Industry is facing evolution in terms of their service delivery, price competition, corporatization and high demand of expert doctors. The healthcare service scenario in India is expected to evolve into a more developed stage. For overall development of healthcare organization, we need to consider it as a general organization from a management perspective. It is important to find the aspect of HRD climate (Rao, 1991; and Pareek and Rao, 1992) of organization in order to study the factors which are contributing to the success of healthy culture, which in turn proves to be a tool to enhance the effectiveness and efficiency of work culture in an organization (Schein, 1996). In order to understand HRD climate, one has to define the work culture prevailing in an organization through OCTAPACE profile developed by Udai Pareek in 1994. OCTAPACE profile is an important part of HRD climate of any organization. It includes includes eight ethos of culture, namely, Openness, Confrontation, Trust, Autonomy, Proaction, Authenticity, Collaboration and Experimentation. OCTAPACE Culture and Proper HRD mechanisms would result in a strategic fit between: (a) Employee and the organizations; and (b) Organization and its business environment.

Organizational Behavior Journal, Status of Human Resource Information Systems (HRIS), Information Technology (IT), Management Information System (MIS), All India Council for Technical Education (AICTE).