ORGANIZATION CLIMATE

Ø  ORGANIZATIONAL CLIMATE
ORGANIZATION DEVELOPMENT AND CHANGE
ORGANIZATION BEHAVIOR

Ø  MEANING OF ORGANISATIONAL CLIMATE

• CLIMATE MEANS THE AVERAGE CONDITIONS OF WEATHER PREVALENT IN A PLACE OF REGION OVER A PERIOD OF TIME AS SHOWN BY TEMPERATURE,WIND VELOCITY AND PRECIPITATION. CLIMATE COULD BE :-

1. COLD CLIMATE
2. HOT CLIMATE
3. HUMID CLIMATE

• DIFFERENT TYPES OF CLIMATE ARE SUITABLE FOR DIFFERENT CROPS
• ORGANIZATIONAL CLIMATE IS THE SET OF CHARACTERISTICS THAT DESCRIBE AN ORGANIZATION AND THAT DISTINGUISH ONE ORGANIZATION FROM OTHER ORGANIZATION.
• ORGANIZATIONAL CLIMATE REFERS TO SITUATIONAL OR ENVIRONMENTAL DETERMINANTS WHICH AFFECTS THE BEHAVIOR OF THE EMPLOYEES. IT IS SOCIAL SETTING OF AN ORGANIZATION LEADING TO HEALTHY WORK CULTURE,QUALITY OF INTERPERSONAL RELATIONS AND DEGREE OF MORALE,MOTIVATION AND JOB SATISFACTION.
• DEFINITION OF ORGANIZATIONAL CLIMATE
• ORGANIZATIONAL CLIMATE IS QUALITY OF THE INTERNAL ENVIRONMENT THAT IS EXPERIENCED BY ITS MEMBERS AND INFLUENCES THEIR BEHAVIOR.AN ORGANIZATION TENDS TO ATTRACT AND KEEP PEOPLE ON THE BASIS OF CLIMATE AVAILABLE.
• FOREHEAD AND GILMER ORGANIZATIONAL CLIMATE IS SET OF CHARACTERISTICS THAT
•  DESCRIBE AN ORGANIZATION
• MAKE DISTINGUISH ONE ORGANIZATION FROM ANOTHER
• ENVIRONMENT ARE PREVAILING OVER A PERIOD OF TIME
• AND INFLUENCE THE BEHAVIOR OF THE PEOPLE IN THE ORGANIZATION
• JEO KELLY,” ORGANIZATIONAL CLIMATE MAY ALSO BE VIEWED AS SUMMARY OF THE PERCEPTIONS WHICH PEOPLE HAVE ABOUT THE ORGANIZATION.
• GENERAL DEFINITION
• ORGANIZATIONAL CLIMATE AS SET OF MEASURABLE PROPERTIES OF THE WORK ENVIRONMENT THAT ARE PERCEIVED BY THE PEOPLE WHO WORK AND LIVE IN IT AND THAT INFLUENCE THEIR MOTIVATION AND BEHAVIOR.
• CLIMATE CHARACTERISTICS THAT HAVE BEEN SIGNIFICANTLY IMPACT AN ORGANIZATION’S BOTTOM LINE:-

a)    FLEXIBILITY

b)    RESPONSIBILITY

c)    STANDARDS

d)    REWARDS

e)    CLARITY AND TEAM COMMITMENT

• FEATURES OF ORGANIZATIONAL CLIMATE

1. IS GENERAL EXPRESSION OF WHAT KIND OF ORGANIZATION IS, HOW TO EMPLOYEE PERCEIVE,AND HAVE OPINION ABOUT THE ORGANIZATION
2. DIFFERENTIATE FROM ONE ORGANIZATION TO ANOTHER
3. PROVIDE A SEPARATE IMAGE AND IDENTITY OF THE ORGANIZATION
4. REPRESENT THE QUALITY OF THE INTERNAL ENVIRONMENT
5. IT IS BUILT OVER LONG PERIOD OF TIME
6. SEVERAL DIMENSIONS SUCH AS LEADERSHIP STYLES,PHILOSOPHY OF THE MANAGEMENT.ATTITUDES AND APPROACH,QUALITY OF THE COMMUNICATION ETC
7. NEED FOR ORGANIZATIONAL CLIMATE
8. ORGANIZATIONAL CLIMATE SERVES AS FACILITATOR TO ORGANIZATIONAL PERFORMANCE
9. ORGANIZATIONAL VARIABLES ENABLES PEOPLE TO EVALUATE SELF AND OTHERS TO IMPROVE
10. VARIABLES INCLUDED IN THE ORGANIZATIONAL CLIMATE SERVE AS STIMULANT TO EMPLOYEES ACTIVITIES
11. ORGANIZATIONAL FACTORS SHAPE AND IMPROVE EMPLOYEES’ PERCEPTION TOWARDS ORGANIZATION AND THEIR JOBS
12. VARIOUS RESEARCHER ON THE BASIS OF THEIR RESEARCH INDICATED THAT THERE EXIST SIGNIFICANT RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND EMPLOYEE PERFORMANCE AND GOOD/HEALTHY ORGANIZATION CLIMATE HAS POSITIVE EFFECT ON EMPLOYEE ATTITUDE,BEHAVIOR AND IN TURN PERFORMANCE.

• DIMENSIONS OF ORGANIZATIONAL CLIMATE
• DIMENSIONS AS THE COMPONENTS OF ORGANIZATIONAL CLIMATE AND THERE IS DIFFERENCE IN DETERMINANTS AND DIMENSIONS/ DETERMINANTS ARE THOSE WHICH INFLUENCE AND DIMENSIONS ARE THOSE WHICH ARE INFLUENCED.
• GENERAL SET OF FACTORS:

1. INDIVIDUAL AUTONOMY
2. POSITION STRUCTURE: DEGREE TO WHICH AN EMPLOYEE HAS TO FOLLOW RULES,REGULATIONS AND PROCEDURES
3. REWARD SYSTEM
4. SUPPORT SYSTEM
5. PROGRESS AND DEVELOPMENT
6. CONFLICTS
7. CONTROL
8. RISK TAKING
9. QUALITY OF COMMUNICATION

• DETERMINANTS

1. ECONOMIC HEALTH: REWARD,CONTROL,RISK TAKING,PROGRESS AND DEVELOPMENT ARE GOING TO BE INFLUENCED BY THE ECONOMIC CONDITION
2. ORGANIZATIONAL POLICIES AND PROCEDURES:-
3. ORGANIZATIONAL SIZE:-A SMALL SIZE ORGANIZATION FOSTERS A CLIMATE OF CREATIVITY AND ALSO SUITS TO PARTICIPATIVE STYLE AND LARGE SIZE OF ORGANIZATION INFLUENCES MONITORING AND CONTROL DIMENSIONS OF ORGANIZATIONAL CLIMATE.
4. ORGANIZATIONAL STRUCTURE:-INTERPERSONAL RELATIONSHIP BETWEEN SUPERIOR ANS SUBORDINATES DEPENDS UPON THE ORGANIZATIONAL STRUCTURE.IF THE AUTHORITY IS CENTRALIZED DECISIONS MAKING BY THE SUBORDINATE WILL BE LOW VICE VERSA
5. LEADERSHIP STYLE

• LEADERSHIP STYLE
• AUTHORITATIVE LEADERSHIP

1. EXERCISES AUTHORITY AND CONTROL
2. AVOIDS INVOLVEMENT WITH EMPLOYEE

• DIMENSIONS OF ORGANIZATION CLIMATE(OC)

1. HIGH POSITION STRUCTURE
2. HIGH CONTROL AN LOW INDIVIDUAL AUTONOMY

• DEMOCRATIC STYLE

1. INVOLVE EMPLOYEES IN ORGANIZATIONAL MATTER
2. SUPPORT AND GIVE GENERAL POSITIVE REWARDS

·         DIMENSIONS OF OC

1.     HIGH REWARD AND HIGH HIGH WARMTH AND SUPPORT

2.     LOW CONFLICT

3.     DEVELOPMENT

• FREE REIGN STYLE

1. ALLOW THE EMPLOYEE TO WORK THE WAY THEY LIKE
2. MAINTAIN INFORMALITY

• DIMENSIONS OF OC

1. HIGH INDIVIDUAL AUTONOMY
2. HIGH RISK BEARING
3. HIGH INDIVIDUAL AUTONOMY

• DEVELOPING A SOUND ORGANIZATIONAL CLIMATE

1. OPEN COMMUNICATION: TWO WAY COMMUNICATION
2. CONCERN FOR PEOPLE
3. PARTICIPATIVE DECISION MAKING
4. CHANGE IN POLICIES
5. TECHNOLOGICAL CHANGE

• TYPE OF HUMAN BEING AND ORGANIZATIONAL CLIMATE
• DEPENDENT ON THE ASSUMPTIONS OF THE NATURE OFPEOPLE IN GENERAL. IN DEALING WITH TOTAL MAN CONCEPT SHOULD BE TAKEN:_

1. ECONOMIC MAN: MORE CONCERNED FOR  ECONOMIC REWARD AND SECURITY
2. SOCIAL MAN:_ POSITIVE SOCIAL RELATIONS INTERACTIONS
3. SELFFULFILLING MAN:-SEEKS ACHIEVMENT. AUTONOMY AND FREEDOM