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

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

It is a set of properties of the work environment.DEFINING ORGANIZATIONAL CLIMATE climate is the process of quantifying the ´cultureµ of an organization. perceived directly or indirectly by the employees. Organizational . 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. It is difficult to explain the components of organization climate in quantifiable units . (b) Quantitative Concept: It is an abstract and intangible concept.

FEATURES OF ORGANISATIONAL CLIMATE (c) Distinct Identity: It reflects how an organizational is different from the organizations. degree of conflicts and cooperation. (e) Multi-dimensional concept: There are several dimensions of the concept of organizational climate such as individual autonomy. It gives a distinct identity to the organization. authority structure. pattern of communication. (d) Enduring Quality: It is built up over a period of time. etc .leadership style. It represents a relatively enduring quality of the internal environment that is experienced by the organizational members.

. Physical environment. Organization Structure. Relationship between superior and subordinate s. Lawrence James and Allan Jones have classified the factors that influence organizational climate into five major components: Organizational Context. Values and Norms.FACTORS INFLUENCING ORGANISATIONAL CLIMATE Organisational climate is a manifestation of the attitudes of organizational members towards the organization.

Evaluation By acting as stimuli.IMPACT OF ORGANISATIONAL CLIMATE Constraint system. of self and others. By helping the individual to form a perception. .

DIMENSIONS OF ORGANIZATIONAL CLIMATE: Communication: the openness and effectiveness of communications systems within and between levels. . 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. do their jobs. Participation: the extent to which people are involved in making decisions that affect them. Formalization: the degree to which rules and formal procedures govern the way things are done. Performance Monitoring: the extent to which job performance is monitored and fed back to employees.

DIMENSIONS OF ORGANIZATIONAL CLIMATE: Autonomy: the degree of autonomy employees are given to do their jobs. Effort: the degree of effort and enthusiasm employees put into their work. Flexibility: the extent to which the company can adapt to change. 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. Quality: the level of importance placed in producing quality products and services. Risk: the extent to which decision makers are encouraged to take risks to capitalize on an opportunity . Vision: the extent to which employees understand the company vision and longterm aims. Skill Development: the extent to which employees are encouraged and supported in learning new job relevant skills. Pressure: the extent to which there is pressure on employees to produce. Innovation: the level of interest in new ideas and innovative approaches.

Participative Decision-making: The employees should be involved in goal setting and taking decisions influencing their lot. It should work for their welfare and improvement of working conditions. It should also be interested in human resource development.TECHNIQUES FOR IMPROVING ORGANISATIONAL CLIMATE Open Communication: There should be twoway 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. They will feel committed to the organization and show cooperative attitude.

But where technological changes will improve the working conditions of the employees. There will be a better climate if the management adopts improved methods of work in consultation with the employees . procedures and rules. the change is easily accepted. Technological Changes: It is often said that workers resist changes.TECHNIQUES FOR IMPROVING ORGANISATIONAL CLIMATE Change in Policies: The management can influence organization climate by changing policies.

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

google.html .BIBLIOGRAPHY Text .co. http://www.strategicconversation.

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