Organizational Climate

PRESENTED BY:Geetika Sharma (4564)Aashna Aneja (4638)

CONTENTS Meaning. Features. Factors influencing organizational climate. Impact. Dimensions. Techniques. Conclusion Bibliography.

DEFINING ORGANIZATIONAL CLIMATEOrganizational climate is the

process of quantifying the “culture” of an organization. 

 It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.

FEATURES OF ORGANISATIONAL CLIMATE

(a) General Perception: Organization climate is a general express of what the organization is. It represents the summary perception which people have about an organization.

(b) Quantitative Concept:It is an abstract and intangible concept. It is difficult to explain the components of organization climate in quantifiable units

(c) Distinct Identity: It reflects how an organizational is different from the organizations. It gives a distinct identity to the organization.

(d) Enduring Quality: It is built up over a period of time. It represents a relatively enduring quality of the internal environment that is experienced by the organizational members.

(e) Multi-dimensional concept: There are several dimensions of the concept of organizational climate such as individual autonomy, authority structure,leadership style, pattern of communication, degree of conflicts and cooperation, etc

FEATURES OF ORGANISATIONAL CLIMATE

FACTORS INFLUENCING ORGANISATIONAL CLIMATE

Organisational climate is a manifestation of the attitudes of organizational members towards the organization. Lawrence James and Allan Jones have classified the factors that influence organizational climate into five major components:

Organizational Context. Organization Structure. Relationship between superior and subordin

ates. Physical environment. Values and Norms.

IMPACT OF ORGANISATIONAL CLIMATE

Constraint system.

Evaluation of self and others.

By acting as stimuli.

By helping the individual to form a perception.

DIMENSIONS OF ORGANIZATIONAL CLIMATE: Communication: the openness and effectiveness of

communications systems within and between levels. Participation: the extent to which people are involved

in making decisions that affect them. Performance Monitoring: the extent to which job

performance is monitored and fed back to employees. Welfare: the extent to which employees feel valued

and trusted. Supervisory Support: the extent to which employees

experience support and understanding from their immediate supervisor or manager.

Formalization: the degree to which rules and formal procedures govern the way things are done.do their jobs.

DIMENSIONS OF ORGANIZATIONAL CLIMATE:

Autonomy: the degree of autonomy employees are given to do their jobs. Quality: the level of importance placed in producing quality products and

services. Effort: the degree of effort and enthusiasm employees put into their work. Pressure: the extent to which there is pressure on employees to produce. Vision: the extent to which employees understand the company vision and long-

term aims. Efficiency: the degree of importance placed on efficiency and productivity at

work Tradition: the extent to which traditional established ways of doing things are

valued. Innovation: the level of interest in new ideas and innovative approaches. Flexibility: the extent to which the company can adapt to change. Skill Development: the extent to which employees are encouraged and

supported in learning new job relevant skills. Risk: the extent to which decision makers are encouraged to take risks to

capitalize on an opportunity

TECHNIQUES FOR IMPROVING ORGANISATIONAL CLIMATE

Open Communication: There should be two-way communication in the organization so that the employees know what is going on and react to it.

Concern for People: The management should show concern for the workers. It should work for their welfare and improvement of working conditions. It should also be interested in human resource development.

Participative Decision-making: The employees should be involved in goal setting and taking decisions influencing their lot. They will feel committed to the organization and show cooperative attitude.

TECHNIQUES FOR IMPROVING ORGANISATIONAL CLIMATE Change in Policies: The management can

influence organization climate by changing policies, procedures and rules.

Technological Changes: It is often said that workers resist changes. But where technological changes will improve the working conditions of the employees, the change is easily accepted. There will be a better climate if the management adopts improved methods of work in consultation with the employees

CONCLUSION Organisational climate is the summary

perception which people have about an organization. It is a global expression of what the organization is. Organization climate is the manifestation of the attitudes of organizational members toward the organization itself. The important components that collectively represent the climate of an organization are- members' concern, interpersonal relationships, degree of control, individual freedom, type of structure, management orientation style, reward system, risk-taking, conflict management and degree of trust. 

BIBLIOGRAPHY Text book. http://www.google.co.in/ http://www.wikipedia.org/ http://www.strategic-conversation.com.au/ht

ml/organisational_climate.html