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Submitted By:
IISE BUSINESS SCHOOL (AICTE) KANCHANA BIHARI MARG, OFF. RING RD., VIA KALYAPUR,LUCKNOW
Titled
A STUDY
ON
ACKNOWLEDGEMENT
We thank our college Director, Dr. HARSH DEV for his encouragement and extending his support in completing the study at Bharti Airtel Limited (LUCKNOW).
We wish to express my heartfelt thanks to Ms. Fazia Siddiqui Faculty of Human resource & development, IISE BUSINESS SCHOOL for his guidance, vital Support & cooperation.
We are very much grateful to my parents for their support & inspiration on this project.
ORGANIZATIONAL CLIMATE
Organizational climate is a relatively ending quality of the internal environment that is experienced by the members, influences their behavior and can described in terms of values of a particular set of characteristics of the organization (Renato Tagiuri, 1968). Organizational climate is the set of characteristics that describe an organization and that (a) distinguish one organization from other organizations; (b) are relatively enduring over time and (c) influence the behavior of the people in the organization (Forehand & Gilmer, 1964). Compare these two definitions of Organizational Climate with a definition of Organizational Culture as given by Stephen P. Robbins (1986): Organizational Culture is a relatively uniform perception held of the organization, it has common characteristics, it is descriptive, it can distinguish one organization from another
and it integrates individual, group and organization system variables Organizational climate (sometimes known as Corporate 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
characterize life in the organization, while an organization culture tends to be deep and stable. Although culture and climate are related, climate often proves easier to assess and change. At an individual level of analysis the concept is called individual psychological climate. These individual perceptions are often aggregated or collected for analysis and understanding at the team or group level, or the divisional, functional, or overall organizational level
There are two related difficulties in defining organization climate: how to define climate, and how to measure it effectively on different levels of analysis. Furthermore, there are several approaches to the concept of climate. Two in particular have received substantial patronage: the cognitive schema approach and the shared
perception approach. The cognitive schema approach regards the concept of climate as an individual perception and cognitive representation of the work environment. From this perspective climate assessments should be conducted at an individual level. The shared perception approach emphasizes the importance of shared perceptions as underpinning the notion of climate]
Organisational climate has also been defined as "the shared perception of the way things are around here".
Organization
It is a social arrangement of people who pursue collective goals, which controls its own performance & has a boundary separating itself from the environment Employee climate survey: - They 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.
Assesses Company Values: - A Survey helps an organization to assess it own values so that the organization comes to know that the Employees are following the set of values and they are satisfied with it or not.
Making strategic decisions: - A Survey helps the organizations to take some strategic decisions as all the decisions cant be taken by the top level alone it needs to consult the middle level and low level employees also.
Identifies Competency levels: - Climate survey helps the management to identify the competency levels of its employees and it can manage the work force accordingly.
Setting Organizational Goals: - The management can set and reset the goals of the organization according to the work culture followed.
Tracking Process: - Survey helps the organization to keep a track on the process that is being performed in the
organization so that it could bring any changes if needed at the right time and right place.
Addressing Critical Issues: - A survey is also used to address and highlight the critical issue that needs to come into the eye of the employees as well as the management.
Increase in Productivity:
organization by providing a better work environment for its employees so that they are motivated and work efficiently.
Reorganization of a Company: - Climate survey can also help the management to reorganize the structure of the company.
Introduction of a new Product/Service: - In todays environment no new product or service can be launched without conducting a market research about the particular product or service. It also helps the company to understand and locate their Target Market.
Company Relocation: - If a company wants to shift the plant from one place to another, Climate survey is a way in which it can approach its employees and know what their views about the relocation of the plant are and are they willing to shift to new place.
Change in Policies: - If an organization has brought any change in the policies of the company, climate survey is an way
through which it can know what the employees of the organization feel about the new policies.
What
is
Organizational
Culture?
Organizational culture is a common phrase that one encounters in the business world. Organizational culture is not tangible. It can be best understood by studying the behavior, the attitudes, the values and belief system of the employees. It characterizes and colors our perception of the business entity. Any employee however efficient will be a misfit if he is unable to adapt himself to the work culture. Organizations are laying emphasis on culture since growth and success depends on the kind of culture prevalent in the company. Do employees feel threatened or cherished, is there a desire to work and grow, do they want to evolve as a group or go their separate ways? These questions can be answered by a careful examination of the organizational culture.
Understanding
Organizational
Culture
Do employees feel secure as far their job is concerned ? Is the management perceived as a hard taskmaster? Answering these questions can help us appreciate the culture of an organization. Some organizations encourage employees to start at the base and work towards the top. Such organizations are characterized by the presence of a large number of employees who have been with the company for many years. In these organizations seniority plays a very important role and job security is somewhat guaranteed. The culture encourages working and growing together as a family.In some organizations people work for a short period of time before quitting for good. The managers are perceived as hard taskmasters. The employees are expected to adhere to strict deadlines. "All work and no play" is the culture of such organizations. Naturally interaction among employees is also limited. The work place may not be very friendly or comfortable. There may be stiff competition and people would try to deliver their best. Moreover people may burn out because of stress.
The outlook of the people in the organization would also reflect the organizational culture. Are people open to change and experiment? Do they have dogmatic convictions? Are they willing to reinvent themselves? Answering there questions would again help in assessing the organizational culture. Companies that prefer to stick to old values provide a semblance of comfort to the employees. Such companies may however stifle creativity and growth by discouraging people from experimenting. A culture that fosters a sense of unity
might result in judging people harshly in case they are unable to adapt themselves to the rigid environment. Interaction between the management and the employees would also be in conformity with rules and regulations. In fact the dress code would also provide valuable hints about the organizational culture.
Organizational culture can also be understood from the dealings of an organization with the external world. Does the organization guarantee prompt delivery to the customer? Does it promise regular payments to the supplier? These questions if answered can provide valuable clues that might help understand the organizational culture. An organization which can provide an affirmative answer to the above queries is most likely a company where people stick to deadlines. Work is taken seriously and work, earn and reinvest are a part of the organizational culture. Whether this organization is one that encourages personal growth or whether the job is so demanding that people quit, would again depend on the answers to the first 2 questions.
Likert
has
proposed
six
dimensions
of
organisational control.
climate:
leadership,
motivation,
communication,decisions,goals,and
Litwin and Stringer have proposed seven dimensions of organisational climate: conformity, support, responsibility,standards, rewards, organisational clarity, warmth and and leadership. They have also emphasized
motivational framework of organisational climate. Motivational framework of climate include motives of: for concern for for others, excellence; for making power and impact and for on others;
concern
Influence:
concern concern
Dependency: concern for being in close touch with others in a significant way;
concern for building and maintaining close personal relationships. On the basis of review of various studies and discussions with managers, Pareek identified twelve processes of organisational climate. Let us learn them
Orientation:
established
Priority of members may range between concern to adhere to concern for excellence and achievement.
rules, to
Interpersonal Relationships: Depending on the pattern of relationship it may lead to climate of clique formation, or climate of control, or a climate of
dependency etc. Supervision: Depending on supervisory style, the climate may be of extension or it may be of affiliation, or even lem Managealienation.
Problems :
may solve
Problems may be taken as an opportunity or irritants; manager alone or jointly by the superior and the subordinates. Attitudes towards mistakes may be of contribute to organisational
problems
Management of Mistakes:
tolerance or of annoyance;
such attitudes
climate.
Conflict Management:
threat; such perceptions
influence
Trust:
Degree
of
trust
or
its
absence
influence
organisational
climate.
Management of Rewards:
organisation influences the It is
organizational an important
Risk
Taking:
Innovation and Change: Styles of managing change and innovations are critical in establishing climate.
PERSONAL PROFILE
NAME:
DESIGNATION:
NAME OF ORGANIZATION:
AGE:
GENDER:
MARITAL STATUS:
MOTHER TONGUE:
NO.OF DEPENDENTS:
Email ID:
CONTACT NO. ROLES & RESPONSIBILITIES WITH THE CURRENT ORGANIZATION: _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________________________________________
QUESTIONNAIRE:
1.The reward system in the company motivates us to perform well. a. TRUE b. FALSE
2.Are you satisfied with your company? a.YES b.NO c. DON T KNOW
3.What are the reasons which makes you dissatisfied? ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ____-
6.Do you feel stressed in your sector? a.YES b.NO c.DON T KNOW
___________________________________________________________________ ___________________________________________________________________ ___________________________________________________________________ ______________________________________________________ 10.Things we wish to change in the organization? ___________________________________________________________________ ___________________________________________________________________ ___________________________________