Organisational Climate

Organisational Climate

Organizational climate (sometimes known as Corporate Climate) is the process of quantifying the ―culture‖ of an organization, it precedes the notion of organizational culture.

There are 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.

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". There is great deal of overlap in the two approaches..

Features 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 internal environment.

·        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 about.

·        It provide the view of people behaviour about the organisation.

·        It's a multi- dimensional concept .

Elements of organisational climate

Individual 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.

Position structure-The degree to which objectives of jobs and methods for accomplishing it are established and communicated to the employees.

Reward 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.

Task orientation-If the management is task oriented , the leadership style will be automatic do the work.

Relations 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.

Job 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.

Morale-It 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.

Control-Having full control over the workers. Control is either two types either flexible or flexible.

Factors Affecting Organizational Climate and Retention

Organisational 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.

Service-Service 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-Monetary 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.