Organizational climate (sometimes
known as Corporate Climate) is the
process of quantifying the ―culture‖
of an organization, it precedes the
notion of organizational culture.
two 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.
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.
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". There is
great deal of overlap in the two approaches..
of organisational climate
Organisational climate is an abstract and
intangible concept. But it exercises a significant impact on the behaviour and
performance of organisational members.
It is the perceived aspect of organisational
It refers to the relatively enduring
characteristics which remain stable over a period of time.
It gives a distinct identity to organisation and do
difference from one to other organisations.
Total expression of what the organisation is all
It provide the view of people behaviour about the
It's a multi- dimensional concept .
of organisational climate
autonomy-It implies the degree to which employees are free to manage
themselves, have considerable decision- making power and are not continuously
accountable to higher management.
structure-The degree to which objectives of jobs and methods for accomplishing
it are established and communicated to the employees.
orientation-It means the degree to which an organisation rewards individuals
for hard work or achievement. It is high when an organisation orients people to
perform better and rewards them for do the work.
orientation-If the management is task oriented , the leadership style will be
automatic do the work.
orientation or consideration-The organisational climate will be considerate and
supportive if the managers are Relation- oriented while dealing with employees.
Employee needs are very important in any organisations. This will give
motivation to employees.
satisfaction-Employee satisfaction are very important for any organisation, and
it is very important in organisational climate. It gives motivation to
employees to work more and more.
gives attitudes and sentiments of organisational members towards the
organisation members. If it is high , there will be an atmoshphere of
cooperation in the organisation. But if the morale is low, there will be
conflicts between employees.
full control over the workers. Control is either two types either flexible or
Factors Affecting Organizational Climate and
change-Change refers to new reporting relationships, responsibilities,
procedures, policies, equipment, tools, and/or software used on the job. Think
about how an organization or work unit responds to change as a whole, rather
than how individuals respond. Communication.
is defined as meeting the needs and expectations of the persons (children,
youth and families) for whom you are performing your work. This does not refer
to the management, but the persons who benefit from the work.
compensation is an employee's gross payroll pay rate and benefits programs
funded by an organization or agency. Flextime and benefits like agency-based
childcare are closely related to compensation.