Organisational Climate
“Climate in natural
sense is referred to as the average course or condition of the weather at a
place over a period of years as exhibited by temperature, wind, velocity and
precipitation.”
The organizational
climate is a concept “perceived” by employees. Importantly, it is
dependent on a value judgment which can vary greatly from person to person.
The organizational
climate affects productivity, motivation and employee behaviour.
Climate of an
organisation is somewhat like the personality of a person. Just as every
individual has a personality that makes him unique and different from other persons.
Each organisation has an organisational climate that clearly distinguishes it
from other organisations.
Basically, the
organisational climate reflects a person’s perception of the organisation to
which he belongs. It is a set of unique characteristics and features that are
perceived by the employees about their organisations which serves as a major
force in influencing their behaviour. Thus, organisational climate in a broad
sense, can be understood as the social setting of the organisation.
According to Forehand and Gilmer, “Climate consists of a set of characteristics
that describe an organisation, distinguish it from other organisations are
relatively enduring over time and influence the behaviour of people in it.”
According to Campbell, “Organisational climate can be defined as a set
of attributes specific to a particular organisation that may be induced from
the way that organisation deals with its members and its environment. For the
individual members within the organisation, climate takes the form of a set of
attitudes and experiences which describe the organisation in terms of both
static characteristics (such as degree of autonomy) and behaviour outcome and
outcome- outcome contingencies.”
Characteristics
of Organisational Climate:
1. General Perception:
Organisational climate is a general
expression of what the organisation is. It is the summary perception which
people have about the organisation. It conveys the impressions people have of
the organisational internal environment within which they work.
2. Abstract and
Intangible Concept:
Organisational climate is a qualitative
concept. It is very difficult to explain the components of organisational
climate in quantitative or measurable units.
3. Unique and District
Identity:
Organisational climate gives a distinct
identity to the organisation. It explains how one organisation is different
from other organisations.
4. Enduring Quality:
Organisational climate built up over a
period of time. It represents a relatively enduring quality of the internal
environment that is experienced by the organisational members.
5. Multi-Dimensional
Concept:
Organisational climate is a multi-
dimensional concept. The various dimensions of the organisational climate are
individual autonomy, authority structure, leadership style, pattern of
communication, degree of conflicts and cooperation etc.
Factors
Influencing Organisational Climate:
Organisational climate is a manifestation
of the attitudes of organisational members towards the organisation.
Researchers have used the data relating to individual perception of
organisational properties in identifying organisational climate.
(i) Organisational Structure: Perceptions of the extent of organisational
constraints, rules, regulations, red tape,
(ii) Individual Responsibility: Feeling of autonomy of being one’s own boss,
(iii) Rewards: Feelings related to being confident of adequate and appropriate
rewards,
(iv) Risk and Risk Taking: Perceptions of the degree of challenge and risk in
the work situation,
(v) Warmth and Support: Feeling of general good fellowship and helpfulness
prevailing in the work setting.
(vi) Tolerance and Conflict: Degree
of confidence that the climate can tolerate, differing opinions.
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