10-10-2014, 09:56 AM
a study on organisation
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INTRODUCTION TO THE STUDY
Organizational climate is comprised of mixture of norms, values, expectations, policies and procedures that influence work motivation, commitment and ultimately, individual and work unit performance. Positive climate encourages, while negative climates inhibits discretionary effort. ‘Organizational climate’ refers to the quality of working environment. If people feel that they are valued and respected within the organization, they are more likely to contribute positively to the achievements of the business outcomes. Creating a healthy organizational climate requires attention to the factors which influence employee’s perceptions, including the quality of leadership, the way in which decisions are made and whether the efforts of employees are recognized. In fact “Climate may be thought of as the perceptions of the characteristics of an organization”.
“Climate for an organization is somewhat like the personality for a person. Just as every individual has a personality that makes each person unique, each organization has an organizational climate that clearly distinguishes its personality from other organization. Every organization is different and has a unique feeling and character beyond its structural characteristics. Thus every organization deals with its member in a distinct way through its policies on allocations of resources, communication pattern, reward and penalty, leadership and decision making style, etc. The organizational policy and conviction with regard to all these and a cluster of other related activities influence the feelings, attitudes and behavior of its members and results in the creation of the unique organizational climate.
The content of organizational climate has varied widely and they include almost all the important aspect of organizations such as structure, communication, leadership, Conflicts, reward system, inter personal relationships organizational effectiveness, reasonability and so forth. It has been pointed out that the contents of the climate constructed by various researches overlap with many other major concepts in organizational behavior Glick, 1985. Such overlaps seems to have promoted researchers to raise the question how the concept of climate is different from other organizational variables, especially, structure and job satisfaction.
DIMENSIONS OF ORGANIZATIONAL CLIMATE
It is very difficult to measure organizational climate because it is multi – dimensional concept. The important components that collectively represent the climate of an organization are as discussed below:
Member Orientation:
The dominant orientation of an organization is the main concern of its members, and this is important determinant of climate. If the dominant orientation or concern is to adhere to established rules and regulations, the climate will be characterized by control, on other hand if the orientation is to produce excellence, the climate will be characterized by achievements.
Interpersonal Relationship:
An organization’s interpersonal-relations are reflected in the way informal groups are formed, and operate to satisfy the needs of members. If informal relations supplement the formal procedures, the organization will be benefited.
Individual Freedom:
If the individuals are given sufficient freedom or autonomy to work and exercise authority, there will be efficiency in operation. Self –control will lighten the burden of the higher level executives.
Degree of Control:
The control system may be either rigid or flexible. If the control is rigidly followed, there will be impersonal or bureaucratic atmosphere in the organization. The scope for self –regulation will be the minimum.
STATEMENT OF THE PROBLEM
This study is under taken to analyze the “organizational climate in Ma Foi”. It helps in analyzing the present organizational climate followed in the company and how far does the employees are satisfied with the present process and do they require any changes in the present process followed which could help them in modifying and developing present situation.
3 CONCLUSION
Climate is the atmosphere of the organization, a “relatively enduring quality of the internal environment of an organization, which is experienced by its members and influences their behavior.” Organizational climate may affect quality of service and employee’s commitment and involvement towards the organization. Climate dimensions in one way or other affect the level of organizational climate. It is need to be taken into account while evaluating the organizational effectiveness.
Climate surveys are studies of employees' perceptions and perspectives of an organization. The surveys address attitudes and concerns that help the organization work with employees to instill positive changes. In general, they are aimed at all aspects of the employees' jobs. The study analyzes everything from an employee's workload to their relationships with coworkers and superiors to their salary to company policies.