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ORGANIZATIONAL

CLIMATE SURVEY

PRESENTED BY:
Preeti Sunder Mohanty
Regd. Number: 0941333221
INTRODUCTION
• Organizational Climate studies the
employees' perceptions and perspectives of
an organization.
• Organizational climate survey increases
productivity.
• Climate survey give employees a voice to
assist in making desired transitions as
smooth as possible.
• It also serves as a basis for quality
improvements.
OBJECTIVE

Preparing a questionnaire to conduct


a survey on the organizational
climate prevailing in NTPC. The
questionnaire should cover every
aspect of the organization and
recommend suggestions for the
underperforming areas of NTPC.
LIMITATIONS
• Time was a major constraint for this project.

• Busy schedule of the executives.

• Permission from the corporate office.

• Some questions were unanswered by the


executives.
RESEARCH METHODOLOGY
• The questionnaire uses a five point rating scale. It
could be administered to all employees and a HRD
climate profile can be drawn up. These Scores
may range from *38-190 when the scores on all
38 items are added to get a composite score.
Scores above 114 : A good HRD climate
Scores near to 150 : Excellent HRD climate
Scores below 76 : Considerable scope of
improvement
RESEARCH METHODOLOGY
Phase –I
The "5 points rating scale " used is as following
5 = Almost always true
4 = Mostly true
3 = Sometimes true
2 = Rarely true
1 = Not at all true
For Example: Sample size taken is 100 people
So total score of all 38 question from each sample (person) is
calculated. Like wise score of sample 1. is 52; sample 2 is 103,
Sample 3 is 90; sample 4 is 92 and So on.
Summation of scores of 100 people
100
= 8425/100
= Average score
So in our case it is 84.25
Since the score is below 114 thus, we can say that HRD climate is
not good, but since it is above 76 thus even we can not say there is
a considerable scopes of improvement. So we conclude that there is
fair HRD climate and there can be some improvement in HRD
climate possible.
RESEARCH METHODOLOGY

Phase –II

Now each of 38 question was analyzed


individually to find out the area where
improvement is possible. First calculate
average then % by using formulae
% = (Mean Score -1)x25
GLANCE

ABOUT

ANALYSIS
Question No.1: The top management of this organization goes out of its way to
make sure that employees enjoy their work.

10 people said “Almost always True”, 15 people said “Mostly True” & 7 people
went for “Mostly True”.
Composite Score: 131.
Average Score: 3.74 ≈ 3.75 (mostly true)
Percentage:(3.75-1)x25= 2.75x25= 68.75%

Question No.2: The top management believes that human resources are an
extremely important resource and that they have to be treated more humanly.

28 people said “Almost always True”, 5 people said “Mostly True” & 2 people went
for “Sometimes True”.
Composite Score: 166.
Average Score: 4.74 ≈ 4.75 (mostly true)
Percentage:(4.75-1)x25= 2.75x25= 93.75%
Question No.3: Development of the subordinates is seen as an
important part of their job by the managers/officers here.

15 people said “Almost always True”, 12 people said “Mostly True” &
2 people went for “Rarely True”.
Composite Score: 131.
Average Score: 3.74 ≈ 3.75 (mostly true)
Percentage:(3.75-1)x25= 2.75x25= 68.75%

Question No.4: The personnel policies in this organization facilitate


employee development.

10 people said “Almost always True”, 13 people said “Mostly True” &
2 people went for “Sometimes True”.
Composite Score: 105.
Average Score: 3 (Sometimes true)
Percentage:(3-1)x25= 2 x25= 50%
Question No.5: The top management is willing to invest a
considerable part of their time and other resources to ensure the
development of employees .

15 people said “Almost always True”, 8 people said “Mostly True”, 3


people went for “Rarely True” & 1 person went for “Not at all true”.
Composite Score: 114.
Average Score: 3.25 = Sometimes true
Percentage:(3.25-1)x25= 2.25x25= 56.25%

Question No.6: Senior officers/executives in this organization take


active interest in their juniors and help them learn their job.

20 people said “Almost always True”, 8 people said “Mostly True” & 2
people went for “Sometimes True”.
Composite Score: 138.
Average Score: 3.95 = (mostly true)
Percentage:(3.95-1)x25= 2.95x25= 73.75%
Question No.7: People lacking competence in doing their jobs are
helped to acquire competence rather than being left unattended.

24 people said “Almost always True”, 7 people said “Mostly True” & 1
person went for “Not at all true”.
Composite Score: 149.
Average Score: 4.25 = (Sometimes true)
Percentage:(4.25-1)x25= 3.25x25= 81.25%

Question No.8: Managers in this organization believe that employee


behavior can be changed and people can be development at any
stage of their life.

15 people said “Almost always True”, 15 people said “Mostly True” & 5
people went for “Not at all True”.
Composite Score: 140.
Average Score: 4 = (Mostly true)
Percentage:(4-1)x25= 3x25= 75%
Question No.9: People in this organization are helpful to each other.

10 people said “Almost always True”, 7 people said “Mostly True” & 10 person
said “Sometimes True”, & 6 went for “Not at all true”.
Composite Score: 114.
Average Score: 3.25 = (Sometimes true)
Percentage:(3.25-1)x25= 2.25x25= 56.25%

Question No.10: Employees in this organization are very informal and do


not hesitate to discuss their personal problems with their supervisors.

17 people said “Almost always True”, 10 people said “Mostly True” & 5 people
went for “Sometimes True”.
Composite Score: 140.
Average Score: 3.75 = (Almost always true)

Percentage(3.75-1)x25= 2.75x25= 68.75%

OVERALL MEAN = 3.58


OVERALL PERCENTAGE = 64.75 ≈ 65%
GRAPHICAL PRESENTATION
FINDINGS
• The top management is concerned about the
employees. Employees are also enjoying their work.
• The top management believes than human resource are
extremely important and that they have to be treated.
• Development of subordinates are seen as important
part of their job by the managers/officers here. Because
of this the managers are always concerned with the
development of work for personnel.
• It is very rare that personnel policies support/facilitates
employees development. So the company should go for
some programmers for personnel development programs
like career development, career planning etc.
FINDINGS
• The top management is not willing to spend a
considerable amount of time and resources for
development of employees. This is really a
serious problem.  
• Senior employee/executives take active
interest to help juniors in learning their jobs.
• People lacking competence are always
helped to acquire competence rather than
being left unattended.  
• "Managers" do believe that employees
behavior can be changed and people can be
developed at any stage of their life.
FINDINGS
• Employees have informal relationship with
superiors and do not hesitets in discussing
personal problems with them.
• The seniors many times true in respect prepare
juniors for future responsibilities.
• Top management of this organization makes effort
to identify and utilize the potential of employees.
So there is a good and unbiased "Potential
Appraisal" policy.
• Reward system is there is organization for good
work. It is very successful since good workers are
motivated to do their work better and better. The
motivation level of the employees remains high.
FINDINGS
• When an employee does good work supervising
officer always, take good cares to appreciate of. This
is a very positive sign of good HRD climate.
• Employee take their training seriously if they are
assigned for the same. 
• Many people trust each other in organization. It
means team, or group task can be easily framed.
Team spirit can be easily developed.
• The future plan/programme are discussed generally
among different levels of management. So the overall
approach to go forward to such planning is always
positive for them. Thus NTPC management has a
better communication system by right procedures
and balancing formal and informal relationship.
SUGGESTIONS
• "Delegation of authority" is very rare in this
organization. This has to be removed.
• The organization should give more focus
spend considerable amount of time and
resources for development of its employees.
• The Potential Appraisal policy is good in this
organization and the organization should try
to develop this policy more.
• The closed mind attitude prevailing in the
company has to be removed.
SUGGESTIONS
• Mentoring the subordinates has to be
regularly done by the seniors.

• There is a very classical approach of


management in the organization. This
approach should be removed by
introducing TQM and KAIZEN more
intensively.