Maher prj

LIST OF TABLES & CHARTS

Table No.

TitlePage No.

01CLASSIFICATION BASED ON AGE LEVEL

02CLASSIFICATION BASED ON GENDER LEVEL

03CLASSIFICATION BASED ON QUALIFICATION LEVEL

04

CLASSIFICATION BASED ON WORK EXPERIENCE

LEVEL

05

CLASSIFICATION BASED ON SATISFACTION LEVEL ABOUT THE WORKING ENVIRONMENT

06CLASSIFICATION 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

ABSTRACT

Climate for an organization is somewhat like the personality for a person. Just as every

individual has a personality that makes each person unique, each organization has an

organizational climate that clearly distinguishes its personality from other organization. Every

organization is different and has a unique feeling and character beyond its structural

characteristics. Thus every organization deals with its member in a distinct way through its

policies on allocations of resources, communication pattern, reward and penalty, leadership and

decision making style, etc. This study helps to find out the existing climate of the organization

and 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 by

stratified disproportionate convenient sampling technique. The detailed survey is conducted

through a structured questionnaire. The data collected through questionnaire are tabulated and

the 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 also

applied to reveal the indirect information.

INTRODUCTION

The climate is a relatively enduring quality of the organization which is experienced by

its members; it has an effect on their behavior, and how the organization functions. We measured

the organizational climate using seven concepts: trust, morale, conflict, rewards equity, leader

credibility, and resistance to change.

Organizational climate is comprised of mixture of norms, values, expectations, policies

and procedures that influence work motivation, commitment and ultimately, individual and work

unit performance. Positive climate encourages, while negative climates inhibits discretionary

effort. ‘Organizational climate’ refers to the quality of working environment. If people feel that

they are valued and respected within the organization, they are more likely to contribute

positively to the achievements of the business outcomes. Creating a healthy organizational

climate requires attention to the factors which influence employee’s perceptions, including the

quality of leadership, the way in which decisions are made and whether the efforts of employees

are recognized. In fact “Climate may be thought of as the perceptions of the characteristics of an

organization”.

“Climate for an organization is somewhat like the personality for a person. Just as every

individual has a personality that makes each person unique, each organization has an

organizational climate that clearly distinguishes its personality from other organization. Every

organization is different and has a unique feeling and character beyond its structural

characteristics. Thus every organization deals with its member in a distinct way through its

policies on allocations of resources, communication pattern, reward and penalty, leadership and

decision making style, etc. The organizational policy and conviction with regard to all these and

a cluster of other related activities influence the feelings, attitudes and behavior of its members

and results in the creation of the unique organizational climate.

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.

1.2 OBJECTIVE OF THE STUDY

Primary 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.

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 productivity

of the organization. Employees also play a vital role in the creation of good organizational

climate. So this study mainly focused on the factors like working environment, autonomy of the

employees within the organization, inter-personal relationship among the employees within the

organization, rewards and benefits provided by the organization, appreciation and recognition

within the organization.

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.

2.0 REVIEW OF LITERATURE

RESEARCH 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 individual’s cognitively based description of the situation;

(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 organization’s 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.

3.0 RESEARCH METHODOLOGY

Research Definition:

Research is an organized, systematic database, critical, objective, scientific enquiry or

investigation into a specific problem, undertaken with the purpose of finding answers or

solutions to it. In essence, research provided the needed information that guides managers to

make informed decisions to successfully deal with problems

Research Methodology:

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.

The methodology followed was descriptive research which includes survey and fact

finding 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 and

resources. A research design indicates a plan of action to be carried out in connection with the

proposed research work.

It provide a guidelines for the research to enable him to keep track of his action and to

know that he is moving in the right direction gives a specific presentation of various steps in the

process of research. Thus the research is formulated

Descriptive 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 at

present. The main characteristic of this method is that the researcher has no control over the

variables he can only report what has happened or what is happening.

Descriptive research method will be applicable to existing method will be applicable

to existing problem. A survey research has been conducted where by the information has been

gathered from respondent by administering questionnaires through a direct interview, in this

project 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

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 purpose

of the study.

Primary data:-

The primary data is collected through a well designed structured questionnaire

from the employees.

Secondary data:-

The secondary data are extracted from web site, books and records maintained the

organization.

Data Collection Method:

Researcher instruments is the tool by which the researcher can do research on specific

problems or objective. The most popular researcher instrument for collection of data is

“Questionnaire” for a particular investigation. It is simply a moiled set of questions presented to

respondents for their answers. Due to its flexibility, it is most common instrument used to collect

the primary data.

4.1 PERCENTAGE ANALYSIS

CLASSIFICATION BASED ON GENDER LEVEL

TABLE NO: 4.1.1

GENDER LEVEL NO OF RESPONDENTS PERCENTAGEFemale 10 40Male 15 60

TOTAL 25 100

INFERENCE:

The above table shows that 60% of the respondents are male and 40% of the

respondents are female.

CHART N.O: 4.1.1

Female Male0

2

4

6

8

10

12

14

16

10

15

GENDER

NO OF RESPONDENTS

CLASSIFICATION BASED ON AGE LEVEL

TABLE NO: 4.1.2

AGE LEVEL N.O OF RESPONDENTS PERCENTAGE

Below 20 2 821-30 11 4431-40 7 2841-50 3 12

Above 50 2 8TOTAL 25 100

INFERENCE:

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 the

age group of 31-40, 12% of the respondents are under the age group of 41-50, 8% of the

respondents are only under the age group of above 50.

CHART N.O: 4.1.2

Below 20 21-30 31-40 41-50 Above 500

2

4

6

8

10

12

2

11

7

32

AGE

N.O OF RESPONDENTS

CLASSIFICATION BASED ON QUALIFICATION LEVEL

TABLE NO: 4.1.3

QUALIFICATION LEVEL

NO OF RESPONDENTS PERCENTAGE

10th/12th Below 14 56Diploma 7 28

UG 3 12PG 1 4

TOTAL 25 100

INFERENCE:

The above table shows that 56% of the respondents are 10 th / 12th & below, 28% of the

respondents are ITI / Diploma, 12% of the respondents are Under Graduate (UG) / Engineers and

3% of the respondents are only Post Graduate (PG).

CHART N.O: 4.1.3

10th/12th Below

Diploma UG PG0

2

4

6

8

10

12

14

14

7

3

1

QUALIFICATION LEVEL

NO OF RESPONDENTS

CLASSIFICATION BASED ON WORK EXPERIENCE LEVEL

TABLE N.O: 4.1.4

WORK EXPERIENCE LEVEL

NO OF RESPONDENTS PERCENTAGE

Less than 2 years 9 362-4 Years 8 325-7 Years 4 168-10 Years 2 8

Above 10 Years 2 8TOTAL 25 100

INFERENCE

The above table shows that 36% of the respondents are having 1ess tan 2 years of work

experience, 32% of the respondents are having 2-4 years, 16% of the respondents are having 5-7

years 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

Less than 2 years

2-4 Years 5-7 Years 8-10 Years

Above 10 Years

0

1

2

3

4

5

6

7

8

9

9

8

4

2 2

WORK EXPERIENCE LEVEL

NO OF RESPONDENTS

CLASSIFICATION BASED ON SATISFACTION LEVEL ABOUT THE WORKING ENVIRONMENT

TABLE N.O: 4.1.5

SATIFACTION LEVEL NO OF RESPONDENTS PERCENTAGEVERY GOOD 15 60

GOOD 6 24NEUTRAL 2 8

BAD 1 4VERY BAD 1 4

TOTAL 25 100

INFERENCE

The above table shows that 60% of the respondent’s satisfaction level is very good in

working environment, 24% of the respondent’s satisfaction level is good in working

environment, 8% of the respondent’s satisfaction level is neutral in working environment, 4% of

the respondent’s satisfaction level is bad and very bad in working environment,

CHART N.O: 4.1.5

VERY GOOD

GOOD NEUTRAL BAD VERY BAD

0

2

4

6

8

10

12

14

1615

6

21 1

SATIFACTION LEVEL

NO OF RESPONDENTS

CLASSIFICATION BASED ON EMPLOYEE’S INTERPERSONAL RELATIONSHIP LEVEL

TABLE N.O: 4.1.6

OPINION NO OF RESPONDENTS

PERCENTAGE

HIGHLY SATISFIED 6 24 SATISFIED 13 52

NEUTRAL 4 16

DIS SATISFIED 2 8HIGHLY DIS SATISFIED 0 0

TOTAL 30 100

INFERENCE

The above table shows that 52% of the respondents are satisfied, 24% of the respondents

are highly satisfied, 16% of the respondents are in neutral level, 8% of the respondents are

dissatisfied about their interpersonal relationship with other workers.

CHART N.O: 4.1.6

HIGHLY SA

TISFIE

D

SATIS

FIED

NEUTR

AL

DIS SA

TISFIE

D

HIGHLY DIS

SATIS

FIED

02468

101214

6

13

42

0

INTERPERSONAL RELATIONSHIP

NO OF RESPONDENTS

CLASSIFICATION BASED ON REWARDS

TABLE N.O: 4.1.7

OPINION NO OF RESPONDENTS

PERCENTAGE

INCENTIVES 12 48

PROMOTIONS 8 32

GIFTS 4 16

OTHERS 1 4

TOTAL 25 100

INFERENCE:

The above table shows that 48% of the respondents are getting incentives, 32% of the

respondents are getting promotions, and 16% of the respondents are getting gifts as rewards

provided by organization

CHART N.O: 4.1.7

INCENTIV

ES

PROMOTIONS

GIFTS

OTHER

S0

2

4

6

8

10

12

12

8

4

1

REWARDS

NO OF RESPONDENTS

CLASSIFICATION BASED ON PERFORMANCE APPRECIATE LEVEL

TABLE N.O: 4.1.8

OPINION NO OF RESPONDENTS

PERCENTAGE

CO-WORKERS 10 40

SUPERVISOR 5 20

MANAGER OR HIGHER AUTHORITY

3 12

NO ONE 7 28

TOTAL 25 100

INFERENCE

The above table shows that 40% of the respondents saying that co-workers appreciating

their performance, 20% of them saying that supervisor appreciating, 12% of them saying that

manager or higher authority appreciating and the remaining 28% of them saying that no one

appreciating their performance.

CHART N.O: 4.1.8

CO-WORKERS

SUPERVISOR MANAGER OR HIGHER AUTHORITY

NO ONE0

2

4

6

8

10

10

5

3

7

PERFORMANCE APPRECIATE LEVEL

NO OF RESPONDENTS

CLASSIFICATION BASED ON CAREER OPPORTUNITIES LEVEL

TABLE N.O: 4.1.8

OPINION NO OF RESPONDENTS

PERCENTAGE

Yes 13 52

No 5 20

I don’t aware of that 7 28

TOTAL 25 100

INFERENCE The above table shows that 52% of the respondents saying that there are

appropriate career opportunities in the organization, 20% of them saying that there are no

appropriate career opportunities and the remaining 28% of them saying that they don’t have

awareness about the career opportunities.

CHART N.O: 4.1.8

Yes

No I don’t aware of that

0

2

4

6

8

10

12

1413

5

7

CAREER OPPORTUNITIES

NO OF RESPONDENTS

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 respondent’s 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

6.0 SUGGESTIONS AND RECOMMENDATIONS

Only 60% of the respondents are satisfied with the current working environment of the

organization so the company must improve the quality of working environment.

The organization should increases the participation of employees in decision making

process.

The organization should increase the monetary rewards in order improve the performance

of the employees.

The majority of the respondents saying that their supervisors do not appreciate their

performance, so the supervisors should appreciate the performance of the employees.

Some of the respondents saying that they don’t have any awareness about their career

opportunities within the organization, so the company creates awareness about the career

opportunities among the employees.

7.0 CONCLUSION

Climate is the atmosphere of the organization, a “relatively enduring quality of the

internal environment of an organization, which is experienced by its members and influences

their behavior.” Organizational climate may affect quality of service and employee’s

commitment and involvement towards the organization. Climate dimensions in one way or

other affect the level of organizational climate. It is need to be taken into account while

evaluating the organizational effectiveness. Climate surveys are studies of employees'

perceptions and perspectives of an organization. The surveys address attitudes and concerns

that help the organization work with employees to instill positive changes. In general, they

are aimed at all aspects of the employees' jobs. The study shows that that there is no

significant difference between culture dimensions and organizational climate.

A STUDY ON ORGANISATIONAL CLIMATE PREVAILING IN

Dr.G.VISWANATHAN HOSPITAL

QUESTIONNAIRE

1. Gender

Female male

2. Age

a) Below 20   b) 21 to 30     c) 31 to 40    

d) 45 to 54     d) Above 55

3. Qualification

a) Below 10th /12th b) Diploma c) Under Graduate d) Post Graduate

4. Experience

a) Less than 2 years b) 2 – 4 years c) 5- 7 years

d) 7-9 years e) above 10 years

5. What is your satisfaction level about the working environment?

a) Highly satisfied b) Satisfied

c) Neutral d) Dissatisfied

e) Highly dissatisfied

6. Give your opinion about the following factors which provide a good working

environment in your organization

Factors Very good Good Neutral Bad Very bad

Ventilation (proper air circulation)

Noise control in the organization

Cleanliness in the workplace

Handling wastes in the

organization

7. Are you free to express your own ideas and suggestions in decision making process?

a) Yes b) No

8. Do you have friendly and informal group in your organization?

a) Yes b) No

9. What is your satisfaction level about the interpersonal relationship with other workers?

a) Highly Satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly dissatisfied

10. Your nature of relationship with other workers

a) Friendly b) Benevolent

c) Formal d) Informal

e) Strict

11. Are you adequately compensated for your work?

a) Yes b) No

12. 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 one

14. Are there appropriate career opportunities in your organization?

a) Yes b) No c) I don’t aware of that

15. Suggestions if any ___________________________________________________

______________________________________________________________________

BIBLIOGRAPHY

BOOKS

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. Prasad

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