CHAPTER I 1.
1 INTRODUCTION TO THE STUDY
Organizational climate is the human environment within which the organizations employees do their work. It refers to those aspects of the environment that are consciously perceived by the organization members. It may refer to the environment within which a department, a major company unit such as branch plant, or entire organization. It is also referred to as the situational determinants or environmental determinants which affect the human behavior. An organization tends to attract and keep people who fit its climate, so that its patterns are to some extent perpetuated. Organizational climate is a relatively enduring quality of the internal environment of an organization i.e., Experienced by its members. Influences their behavior and Can be described in terms of the values of a particular set of characteristics and attributes of the organization. Climate of an organization is somewhat like the personality of a person. Just as every individual has a personality that makes him unique and different from other persons, each organization has an Organizational climate that clearly distinguishes it from other organization. Basically, the Organizational climate reflects a persons perception of the organization to which it belongs. It is a set of unique characteristics and features that are perceived by the employees about their organization which serves as major force in influencing their behavior. Thus, Organizational climate is a broad sense, can be understand organization. CHARACTERISTICS OF ORGANIZATIONAL CLIMATE: GENERAL PERCEPTION: Organizational climate is a general expression of what the organization is, it represents the summary perception which people have about an organization. as the social setting of the
QUALITATIVE CONCEPT: It is an abstract and intangible concept. It is difficult to explain the components of
Organizational climate in quantifiable units. DISTINCT IDENTITY: It reflects how an organization is different from other organization it gives a distinct to organization. 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 organization members. MULTI-DIMENTIONAL 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 co-operation, etc., DIMENSIONS OF ORGANIZATIONAL CLIMATE: It is very difficult to measure Organizational climate because it is a multi- dimensional concept. The important components that collectively represent the climate of the organization are, STRUCTURE: The feeling that employees have about the constraints in the group like rules, regulations, procedures etc., REWARD: The feeling of being rewarded for a job done, emphasizing on positive rewards rather than punishments. RISK: The sense of riskiness and challenge in the job and in the organization, the emphasis on taking calculated risks.
WARMTH: The feeling of general good fellowship that prevails in the work group atmosphere
the emphasis on being well liked. SUPPORT: The perceived helpfulness of the managers and other employees in the group, the emphasis on mutual support from above and below. PHYSICAL ENVIRONMENT: The feeling of good working conditions and physical space characteristics. STANDARDS: The perceived importance of implicit and explicit goals and performance standards, the emphasis on the challenge represented in personal and group goals. CONFLICTS: The feeling that manager and other workers hear to different opinions, the emphasis placed on getting problems in the open rather than smoothing over or ignoring them. IDENTITY: The feeling that the employee belongs to the company and is a valuable member of a working them.
