LIST OF TABLES & CHARTS Table No. Title Page No. 01 CLASSIFICATION BASED ON AGE LEVEL 02 CLASSIFICATION BASED ON GENDER LEVEL 03 CLASSIFICATION BASED ON QUALIFICATION LEVEL 04 CLASSIFICATION BASED ON WORK EXPERIENCE LEVEL 05 CLASSIFICATION BASED ON SATISFACTION LEVEL ABOUT THE WORKING ENVIRONMENT 06 CLASSIFICATION BASED ON EMPLOYEE’S INTERPERSONAL RELATIONSHIP LEVEL 07 CLASSIFICATION BASED ON REWARDS 08 CLASSIFICATION BASED ON PERFORMANCE APPRECIATE LEVEL 09 CLASSIFICATION BASED ON CAREER OPPORTUNITIES LEVEL
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1. LIST OF TABLES & CHARTSTable Page TitleNo. No.
CLASSIFICATION BASED ON AGE LEVEL01 CLASSIFICATION BASED ON GENDER
LEVEL02 CLASSIFICATION BASED ON QUALIFICATION LEVEL03
CLASSIFICATION BASED ON WORK EXPERIENCE04 LEVEL CLASSIFICATION
BASED ON SATISFACTION LEVEL ABOUT05 THE WORKING ENVIRONMENT
CLASSIFICATION BASED ON EMPLOYEES06 INTERPERSONAL RELATIONSHIP
LEVEL07 CLASSIFICATION BASED ON REWARDS CLASSIFICATION BASED ON
PERFORMANCE08 APPRECIATE LEVEL CLASSIFICATION BASED ON CAREER09
OPPORTUNITIES LEVEL
2. ABSTRACT Climate for an organization is somewhat like the
personality for a person. Just as everyindividual has a personality
that makes each person unique, each organization has
anorganizational climate that clearly distinguishes its personality
from other organization. Everyorganization is different and has a
unique feeling and character beyond its structuralcharacteristics.
Thus every organization deals with its member in a distinct way
through itspolicies on allocations of resources, communication
pattern, reward and penalty, leadership anddecision making style,
etc. This study helps to find out the existing climate of the
organizationand also it is used to find out the attitude of the
employees towards the organization. This study is conducted on
entire organization with the sample size of 120 chosen bystratified
disproportionate convenient sampling technique. The detailed survey
is conductedthrough a structured questionnaire. The data collected
through questionnaire are tabulated andthe information is
interpreted in pie, bar and column charts. Statistical tools like
Chi-square,Interval Estimation, Percentage Analysis, Weighted
Average and two ways ANOVA are alsoapplied to reveal the indirect
information.
3. INTRODUCTION The climate is a relatively enduring quality of
the organization which is experienced byits members; it has an
effect on their behavior, and how the organization functions. We
measuredthe organizational climate using seven concepts: trust,
morale, conflict, rewards equity, leadercredibility, and resistance
to change. Organizational climate is comprised of mixture of norms,
values, expectations, policiesand procedures that influence work
motivation, commitment and ultimately, individual and workunit
performance. Positive climate encourages, while negative climates
inhibits discretionaryeffort. Organizational climate refers to the
quality of working environment. If people feel thatthey are valued
and respected within the organization, they are more likely to
contributepositively to the achievements of the business outcomes.
Creating a healthy organizationalclimate requires attention to the
factors which influence employees perceptions, including thequality
of leadership, the way in which decisions are made and whether the
efforts of employeesare recognized. In fact Climate may be thought
of as the perceptions of the characteristics of anorganization.
Climate for an organization is somewhat like the personality for a
person. Just as everyindividual has a personality that makes each
person unique, each organization has anorganizational climate that
clearly distinguishes its personality from other organization.
Everyorganization is different and has a unique feeling and
character beyond its structuralcharacteristics. Thus every
organization deals with its member in a distinct way through
itspolicies on allocations of resources, communication pattern,
reward and penalty, leadership anddecision making style, etc. The
organizational policy and conviction with regard to all these anda
cluster of other related activities influence the feelings,
attitudes and behavior of its membersand results in the creation of
the unique organizational climate.
4. 1.1 NEED OF THE STUDY Organizational climate has a major
influence on human performance through its impact on individual
motivation and job satisfaction. The major necessity for this study
is to understand the working environment of this organization.
Organizational climate provides a type of work environment in which
individuals feels satisfied or dissatisfied. Since satisfaction of
individual goes a long way in determining his efficiency,
organizational climate can be said to be directly related with his
performance in the organization. So this study is used to find out
the performance level of employees. Employees expect certain
rewards, penalties, satisfaction or frustrations based on the
organizational climate and their expectations tend to lead to
motivation. There is a contingency relationship between climate and
the organization. So this study is very important to understand the
existing culture of the organization. Organizational climate
represents the entire social system of a work-group. So through
this study we can understand the behaviors of the employees in the
organization.
5. 1.2 OBJECTIVE OF THE STUDYPrimary objective To study the
organizational climate prevailing in the Organization.Secondary
objective To understand the working environment in GVN hospital To
study the autonomy of employees within the organization To suggest
measures to create better organizational climate than the
existing.
6. 1.3 SCOPE OF THE STUDY A high level of organizational
climate is necessary for the development of organization.Good
climate attracts good and efficient to the organization, who
contribute to the productivityof the organization. Employees also
play a vital role in the creation of good organizationalclimate. So
this study mainly focused on the factors like working environment,
autonomy of theemployees within the organization, inter-personal
relationship among the employees within theorganization, rewards
and benefits provided by the organization, appreciation and
recognitionwithin the organization.
7. 1.4 LIMITATIONS Opinions of employees may be biased at time.
The sample size consists of 30 among 500 employees. Finding of the
study has its own limitations. The results obtained from the
responses fits to this unit alone and cannot be extended or fit to
the universe.
8. 2.0 REVIEW OF LITERATURERESEARCH STUDIES ON ORGANIZATONAL
CLIMATE Schneider and Bartlett (1968) had proposed four
organizational climate dimensions, 1) Individual autonomy: based on
the factors of the individual responsibility, agent
interdependence, rules orientation and opportunities for exercising
individual initiative. 2) The degree of structure imposed upon the
position: based on the factors of structure, managerial structure
and the closeness of supervision. 3) Reward orientation: based upon
the factors of reward, general satisfaction,
promotional-achievement orientation, and being profit minded and
sales oriented. 4) Consideration, warmth and support: based upon
the factors of managerial support, nurturing of subordinates and
warmth and support. James and Jones (1974) conducted a major review
of the theory and research on organizational climate ad identified
climate in three separate ways that were not mutually exclusive, 1.
Multiple measurement organizational attribute approach 2.
Perceptual measurement organizational attribute approach 3. The
perceptual measurement individual attribute approach In the
multiple measurement organizational approach james and jones cite
forehand and Gilmer as defining organizational climate as a
defining organizational climate as a set of characteristics that
describe an organization and that distinguish the organization from
other organizations are relatively enduring over time and influence
the behavior of people in the organization. In reviewing
psychological climate as a set of perceptually based, psychological
attributes Jones and James (1979) noted that the process reflected
the developments that had occurred in the conceptualization of
climate and the nature of its major influences. They propose that
psychological climate: (a) refers to the individuals cognitively
based description of the situation;
9. (b) involves a psychological processing of specific
perceptions into more abstract depictions of the psychologically
meaningful influences in the situation;(c) tends to be closely
related to situational characteristics that have relatively direct
and immediate ties to the individual experience; and(d) is
multidimensional, with a central core of dimensions that apply
across a variety of situations(through additional dimensions might
be need to better describe particular situations. Hansen and
Wernerfelt (1989) found that organizational climate factors explain
about twice as much variance in profit rates as economic factors.
Denison (1990) found that an organizational climate that encourages
employee involvement and empowerment in decision-making predicts
the financial success of the organization. Schneider (1996) found
that service and performance climates predict customer
satisfaction. Ekvall (1996) found a positive relationship between
climates emphasizing creativity and innovation and their profits.
Thompson (1996) found that companies utilizing progressive human
resource practices impacting climate such as customer commitment,
communication, empowerment, innovation, rewards and recognition,
community involvement/environmental responsibility, and teamwork
outperformed organizations with less progressive practices.
Researchers Hart, Griffin, Wearing & Cooper (1996) have pursued
the shared perception model of Organizational Climate. Their model
identifies the variables which moderate an organizations ability to
mobilize its workforce in order to achieve business goals and
maximize performance. Potosky and Ramakrishna (2001) found that an
emphasis on learning and skill development was significantly
related to organizational performance.
10. 3.0 RESEARCH METHODOLOGYResearch Definition: Research is an
organized, systematic database, critical, objective, scientific
enquiry orinvestigation into a specific problem, undertaken with
the purpose of finding answers orsolutions to it. In essence,
research provided the needed information that guides managers
tomake informed decisions to successfully deal with
problemsResearch Methodology: Research methodology is a way to
systematically solve the research problem. It may beunderstood as a
science of studying how research is done scientifically. The
methodology followed was descriptive research which includes survey
and factfinding techniques the main purpose of description of state
of affairs as it exists at present.Research Design: This requires
proper planning; a research needs a plan before study to save time
andresources. A research design indicates a plan of action to be
carried out in connection with theproposed research work. It
provide a guidelines for the research to enable him to keep track
of his action and toknow that he is moving in the right direction
gives a specific presentation of various steps in theprocess of
research. Thus the research is formulatedDescriptive Research:
Descriptive research includes survey and fact finding enquires of
different kinds.The major purpose of descriptive research is the
description of the state of affaires as it exists atpresent. The
main characteristic of this method is that the researcher has no
control over thevariables he can only report what has happened or
what is happening. Descriptive research method will be applicable
to existing method will be applicableto existing problem. A survey
research has been conducted where by the information has
beengathered from respondent by administering questionnaires
through a direct interview, in thisproject descriptive research was
followed because the survey is based on present scenario.Sampling:
In simple words, a process of selection of sample is called
sampling
11. Sampling technique:- The sample technique adopted for the
study is Simple Random Samplingmethod,because under this method of
sampling, the researcher selects items for the sample
randomly.Sample size:- A total of 100 employees were selected for
the study.Sources of Data Both data are collected through a well
designed structured questionnaire for the purposeof the study.
Primary data:- The primary data is collected through a well
designed structured questionnairefrom the employees. Secondary
data:- The secondary data are extracted from web site, books and
records maintained theorganization.Data Collection Method:
Researcher instruments is the tool by which the researcher can do
research on specificproblems or objective. The most popular
researcher instrument for collection of data isQuestionnaire for a
particular investigation. It is simply a moiled set of questions
presented torespondents for their answers. Due to its flexibility,
it is most common instrument used to collectthe primary data.
12. 4.1 PERCENTAGE ANALYSIS CLASSIFICATION BASED ON GENDER
LEVEL TABLE NO: 4.1.1 GENDER LEVEL NO OF RESPONDENTS PERCENTAGE
Female 10 40 Male 15 60 TOTAL 25 100INFERENCE: The above table
shows that 60% of the respondents are male and 40% of
therespondents are female. CHART N.O: 4.1.1 GENDER 15 16 14 12 10
10 8 NO OF RESPONDENTS 6 4 2 0 Female Male
13. CLASSIFICATION BASED ON AGE LEVEL TABLE NO: 4.1.2 AGE LEVEL
N.O OF RESPONDENTS PERCENTAGE Below 20 2 8 21-30 11 44 31-40 7 28
41-50 3 12 Above 50 2 8 TOTAL 25 100INFERENCE: The above table
shows that 44% of the respondents are under the age group of 21-30,
8%of the respondents are under the age group of below 20, 28% of
the respondents are under theage group of 31-40, 12% of the
respondents are under the age group of 41-50, 8% of therespondents
are only under the age group of above 50. CHART N.O: 4.1.2 AGE 12
11 10 8 7 6 N.O OF RESPONDENTS 4 3 2 2 2 0 Below 21-30 31-40 41-50
Above 20 50
14. CLASSIFICATION BASED ON QUALIFICATION LEVEL TABLE NO: 4.1.3
QUALIFICATION NO OF RESPONDENTS PERCENTAGE LEVEL 10th/12th Below 14
56 Diploma 7 28 UG 3 12 PG 1 4 TOTAL 25 100INFERENCE: The above
table shows that 56% of the respondents are 10th / 12th &
below, 28% of therespondents are ITI / Diploma, 12% of the
respondents are Under Graduate (UG) / Engineers and3% of the
respondents are only Post Graduate (PG). CHART N.O: 4.1.3
QUALIFICATION LEVEL 14 14 12 10 8 7 6 NO OF RESPONDENTS 4 3 2 1 0
10th/12th Diploma UG PG Below
15. CLASSIFICATION BASED ON WORK EXPERIENCE LEVEL TABLE N.O:
4.1.4 WORK EXPERIENCE NO OF RESPONDENTS PERCENTAGE LEVEL Less than
2 years 9 36 2-4 Years 8 32 5-7 Years 4 16 8-10 Years 2 8 Above 10
Years 2 8 TOTAL 25 100INFERENCE The above table shows that 36% of
the respondents are having 1ess tan 2 years of workexperience, 32%
of the respondents are having 2-4 years, 16% of the respondents are
having 5-7years work of experience, 8% of the respondents are
having 8-10 years of work experience, 8%of the respondents are
having 10 and above years of experience. CHART N.O: 4.1.4 WORK
EXPERIENCE LEVEL 9 9 8 8 7 6 5 4 4 NO OF RESPONDENTS 3 2 2 2 1 0
Less 2-4 5-7 8-10 Above than 2 Years Years Years 10 Years
years
16. CLASSIFICATION BASED ON SATISFACTION LEVEL ABOUT THE
WORKING ENVIRONMENT TABLE N.O: 4.1.5 SATIFACTION LEVEL NO OF
RESPONDENTS PERCENTAGE VERY GOOD 15 60 GOOD 6 24 NEUTRAL 2 8 BAD 1
4 VERY BAD 1 4 TOTAL 25 100INFERENCE The above table shows that 60%
of the respondents satisfaction level is very good inworking
environment, 24% of the respondents satisfaction level is good in
workingenvironment, 8% of the respondents satisfaction level is
neutral in working environment, 4% ofthe respondents satisfaction
level is bad and very bad in working environment, CHART N.O: 4.1.5
SATIFACTION LEVEL 15 16 14 12 10 8 6 6 NO OF RESPONDENTS 4 2 1 1 2
0
17. CLASSIFICATION BASED ON EMPLOYEES INTERPERSONAL
RELATIONSHIP LEVEL TABLE N.O: 4.1.6 OPINION NO OF PERCENTAGE
RESPONDENTS HIGHLY SATISFIED 6 24 SATISFIED 13 52 NEUTRAL 4 16 DIS
SATISFIED 2 8 HIGHLY DIS SATISFIED 0 0 TOTAL 30 100INFERENCE The
above table shows that 52% of the respondents are satisfied, 24% of
the respondentsare highly satisfied, 16% of the respondents are in
neutral level, 8% of the respondents aredissatisfied about their
interpersonal relationship with other workers. CHART N.O: 4.1.6
INTERPERSONAL RELATIONSHIP 15 13 10 6 4 5 2 0 0 NO OF
RESPONDENTS
18. CLASSIFICATION BASED ON REWARDS TABLE N.O: 4.1.7 OPINION NO
OF PERCENTAGE RESPONDENTS INCENTIVES 12 48 PROMOTIONS 8 32 GIFTS 4
16 OTHERS 1 4 TOTAL 25 100INFERENCE: The above table shows that 48%
of the respondents are getting incentives, 32% of therespondents
are getting promotions, and 16% of the respondents are getting
gifts as rewardsprovided by organization CHART N.O: 4.1.7 REWARDS
12 12 10 8 8 6 4 4 NO OF RESPONDENTS 2 1 0
19. CLASSIFICATION BASED ON PERFORMANCE APPRECIATE LEVEL TABLE
N.O: 4.1.8 OPINION NO OF PERCENTAGE RESPONDENTS CO-WORKERS 10 40
SUPERVISOR 5 20 MANAGER OR 3 12 HIGHER AUTHORITY NO ONE 7 28 TOTAL
25 100INFERENCE The above table shows that 40% of the respondents
saying that co-workers appreciatingtheir performance, 20% of them
saying that supervisor appreciating, 12% of them saying thatmanager
or higher authority appreciating and the remaining 28% of them
saying that no oneappreciating their performance. CHART N.O: 4.1.8
PERFORMANCE APPRECIATE LEVEL 10 10 7 5 5 3 0 NO OF RESPONDENTS
20. CLASSIFICATION BASED ON CAREER OPPORTUNITIES LEVEL TABLE
N.O: 4.1.8 OPINION NO OF PERCENTAGE RESPONDENTS Yes 13 52 No 5 20 I
dont aware of that 7 28 TOTAL 25 100INFERENCE The above table shows
that 52% of the respondents saying that there areappropriate career
opportunities in the organization, 20% of them saying that there
are noappropriate career opportunities and the remaining 28% of
them saying that they dont haveawareness about the career
opportunities. CHART N.O: 4.1.8 CAREER OPPORTUNITIES 13 14 12 10 7
8 5 6 NO OF RESPONDENTS 4 2 0 Yes No I dont aware of that
21. 5.0 FINDINGS 60% of the respondents are male 44% of the
respondents are under the age group of 21-30 56% of the respondents
are 10th / 12th & below 36% of the respondents are having 1ess
tan 2 years of work experience, 60% of the respondents satisfaction
level is very good with working environment of the organization 52%
of the respondents are satisfied about their interpersonal
relationship with other workers 48% of the respondents are getting
incentives as rewards provided by organization 40% of the
respondents are replied that co-workers are appreciates their
performance 52% of the respondents saying that there are
appropriate career opportunities in the organization
22. 6.0 SUGGESTIONS AND RECOMMENDATIONSOnly 60% of the
respondents are satisfied with the current working environment of
theorganization so the company must improve the quality of working
environment.The organization should increases the participation of
employees in decision makingprocess.The organization should
increase the monetary rewards in order improve the performanceof
the employees.The majority of the respondents saying that their
supervisors do not appreciate theirperformance, so the supervisors
should appreciate the performance of the employees.Some of the
respondents saying that they dont have any awareness about their
careeropportunities within the organization, so the company creates
awareness about the careeropportunities among the employees.
23. 7.0 CONCLUSION Climate is the atmosphere of the
organization, a relatively enduring quality of theinternal
environment of an organization, which is experienced by its members
and influencestheir behavior. Organizational climate may affect
quality of service and employeescommitment and involvement towards
the organization. Climate dimensions in one way orother affect the
level of organizational climate. It is need to be taken into
account whileevaluating the organizational effectiveness. Climate
surveys are studies of employeesperceptions and perspectives of an
organization. The surveys address attitudes and concernsthat help
the organization work with employees to instill positive changes.
In general, theyare aimed at all aspects of the employees jobs. The
study shows that that there is nosignificant difference between
culture dimensions and organizational climate.
24. A STUDY ON ORGANISATIONAL CLIMATE PREVAILING IN
Dr.G.VISWANATHAN HOSPITAL QUESTIONNAIRE1. Gender Female male2. Age
a) Below 20 b) 21 to 30 c) 31 to 40 d) 45 to 54 d) Above 553.
Qualification a) Below 10th /12th b) Diploma c) Under Graduate d)
Post Graduate4. Experience a) Less than 2 years b) 2 4 years c) 5-
7 years d) 7-9 years e) above 10 years5. What is your satisfaction
level about the working environment? a) Highly satisfied b)
Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied6. Give
your opinion about the following factors which provide a good
workingenvironment in your organizationFactors Very good Good
Neutral Bad Very badVentilation (proper air circulation)Noise
control in the organizationCleanliness in the workplaceHandling
wastes in the organization
25. 7. Are you free to express your own ideas and suggestions
in decision making process? a) Yes b) No8. Do you have friendly and
informal group in your organization? a) Yes b) No9. What is your
satisfaction level about the interpersonal relationship with other
workers? a) Highly Satisfied b) Satisfied c) Neutral d)
Dissatisfied e) Highly dissatisfied10. Your nature of relationship
with other workers a) Friendly b) Benevolent c) Formal d) Informal
e) Strict11. Are you adequately compensated for your work? a) Yes
b) No12. Specify the rewards provided by your organization? a)
Incentives b) Promotions c) Gifts d) Others_____________13. Who
will appreciate your performance? a) Co-workers b) Supervisor c)
Manager or higher authority d) No one14. Are there appropriate
career opportunities in your organization? a) Yes b) No c) I dont
aware of that15. Suggestions if any
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26. BIBLIOGRAPHYBOOKS Research methodology Mr. C.R. Kothari,
U.S. Johri for Wishwa Prabahan. New Delhi 2nd edition Research
methods for business Uma Sekaran Widely India Pvt. Ltd. Daryaganj,
New Delhi 4th edition Human relations & organizational behavior
R.S. Dwivedi 5th edition Human resource management L.M.
PrasadWEBSITES www.Managementparadise.com www.citehr.com
www.google.com