A Study On Organizational Climate

The authors purpose is to make the reader understand organizational climate defined as the policies, practices, and procedures that are rewarded, supported, and expected in an organization regarding a specific organizational domain, such as safety, innovation, customer service, and ethics such as climate for service, climate for safety and ethical climate. The climate for service can be evaluated by employees and customers on the level of customer service. Generally, when it is a strong climate the results will be the same. The climate of safety refers to employee perceptions of an organization's policies, practices, and procedures regarding safety that are rewarded, supported, and expected from employees. The ethical climate can be thought of as shared perceptions among group members regarding what constitutes ethically correct behavior and how ethical issues should be handled within an organization. The assessment of the organizational climate may reveal that the strategic direction of the organizational interest may not be perceived in organizational practices, policies and procedures and the organization may need to redesign to better align with their interest.

Organizational climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

The overwhelming population in Bhopal means very few jobs that are out there for the public. "…Even a meager, low-paying job is welcomed as a way to avoid abject poverty" (15).

It should assist in ensuring that resources are optimally used, which in turn, will increase its efficiency, especially when it comes to production time

The article was about leadership and motivation in the organization. How to measure organizational climate and the effect it has on the company. Organizational climate is the way a employee relates to there manager or leader. The relationship that the two share whether its good or bad and how it effects the labor of the employee. The environment that the organization operates in and how the employees adapt to it. Good leaders should focus on motivating their employees. High performance climate is measured by a employee doing what ever it takes to achieve there goals in the organization. Low performance climate is measured when employees are not achieving there goals and not always completing their daily task. The better the leadership is in an organization will tell show in the labor that is produce from its employee. Good leadership in a organization makes the work environment a better place for every one in the organization and will help produce good labor.

Out of all the definitions that were given the one I resonate with is found in our text book, Black and La Venture (2015) offered a description by Forehand and Gilmer (1964) that states organizational climate is a set of characteristics that describe an organization and that (a) distinguish the organization from other organizations (b) are relatively enduring over time and (c) influence the behavior of people. (p. 21) I picked this definition because it talks about the company as a whole and the influence and effects it has on the employees as well as the customers and the business itself.

“Organizational culture is a system of shared assumptions, values and beliefs that governs how people behave in organizations. The culture of an organization provides boundaries and guidelines that help members of the organization know the correct way to perform their jobs.” (McLaughlin, John) “Organizational climate is the umbrella term to indicate the process of quantifying the organizational 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. Organizational climate can also be defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization.” (MBA Brief)

In this paper, I will define what an organizational climate survey is and how it is used, what our experience has been thus far, and where we are now.

| * India scores high on this dimension, 77, indicating an appreciation for hierarchy and a Top – Down Structure in society and Organizations. dependent on the boss or the powerholder for direction, acceptance of un-equal rights between the power-priviledged and those who are lesser down in the pecking order, immediate superiors accessible but one layer above less so, paternalistic leader, management directs, gives reason / meaning to ones work life and rewards in exchange for loyalty from employees. * Real Power is centralized even though it may not appear to be and managers count on the obedience of their team members. * Employees expect to be directed clearly as to their functions and what is expected of them. * Communication is top down and directive in its style and often feedback which is negative is never offered up the ladder

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

Organizational Environment: those forces outside its boundaries that can impact it. Forces can change over time and are made up of Opportunities and Threats. (7)

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

From the time of independence, India has been suffering from acute poverty, most of it is chronic in nature. If we look at the percentage of people below the poverty line, we do notice a sharp fall, but the absolute number remains increasing at a high rate.

3 1 Introduction . 3 2 Workers Organisation - A Necessity and its Realisation in India . 3 3 History of Indian Trade Union . 3 4 Labour Legislation . 3 5 Trade Union and Related Legislation . 3 6 Functions of Unions . 3 7 Objectives of Trade Unions . 3 8 Reasons for Workers to Join Trade Unions . 39 Essentials of a Successful Trade Union . 3 1 Advantages and Disadvantages of Trade Unions .0 3 1 Patterns and Structure of Unions in India .1 3.12 Types of Unions 3.13 Factors Affecting the Growth of Trade Unions 3.14 Statutory Necessities of Trade Unions.

A report submitted to IIMT, Greater Noida as a part fulfillment of full time postgraduate diploma in management