Dimensions of Organisational Climate (Management-1 16April 2021)

Dimensions of Organisational Climate:

 

1. Dominant Orientation:

Dominant orientation of the organisation is an important determinant of climate and it is the major concern of its members. If the dominant orientation is to adhere to established rules and regulations, the climate is characterised by control. If the orientation is to produce excellence the climate will be characterised by achievement.

 

2. Inter-Personal Relationships:

The interpersonal relationships in the organisations are reflected in the way informal groups are formed and operated. The informal groups may benefit the organisation also, but in some cases, it may displace the goals of the organisation.

 

3. Conflict Management:

In the organisation, there can always be inter-group as well as intra group conflicts. The organisational climate will depend upon how effectively these conflicts are managed. If they are managed effectively, there will be an atmosphere of cooperation in the organisation. If they are not managed properly there will be an atmosphere of distrust and non-cooperation.

 

4. Individual Autonomy:

If the individual employees are given sufficient freedom to work and exercises authority, it will result in efficiency in operations. The autonomy will lighten the burden of higher-level executives.

 

5. Organisational Control System:

The control system of the organisation can be either rigid or flexible. Rigid control will lead to impersonal or bureaucratic atmosphere in the organisation. There will be minimum scope for self-regulation.

 

6. Organisational Structure:

The organisational structure serves the basis of inter personal relations between superiors and subordinates. It clarifies as to who is responsible to whom and who is to direct whom. If there is centralisation of authority, the participation in decision making by the subordinates will be very less. On the other hand, if there is decentralisation of authority, there will be an atmosphere of participative decision making.

 

7. Task Oriented or Relations Oriented Management:

The dominant style of managers will also affect the organisational climate. Task oriented approach means that the leadership style will be autocratic. The employees will have to show results or face the punishment. The employee morale will be low in the long run.

If the managers are relations oriented, the climate will be considerate and supportive. There will be team spirit in the organisation because the needs and aspirations of the workers will be given due importance.

 

8. Rewards and Punishments:

The system of rewards and punishments is also an important component of organisational climate if the reward system is directly related to performance and productivity, there will be an atmosphere of competition among the employees. Everybody will like to work hard and earn more reward in the form of promotions and pay rise. If there is biasedness in the distribution of rewards, the meritorious employees will be discouraged.

 

9. Communication:

The communication system of the organisation will also affect the organisational climate. The flow of information, its direction, its dispersant and its type are all important determinants. Proper communication system means that the subordinates are in a position to express their ideas, suggestions and reactions, otherwise they will feel frustrated.

10. Risk Taking:

How members respond to risks and whose help is sought in situations involving risks are important in any organisation. If individuals feel free to try out new ideas without any fear, they will not hesitate in taking risks. Such an atmosphere will be conducive to innovative ideas.