• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Maher prj
 

Maher prj

on

  • 629 views

 

Statistics

Views

Total Views
629
Views on SlideShare
629
Embed Views
0

Actions

Likes
0
Downloads
8
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Maher prj Maher prj Document Transcript

    • 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 EMPLOYEE’S06 INTERPERSONAL RELATIONSHIP LEVEL07 CLASSIFICATION BASED ON REWARDS CLASSIFICATION BASED ON PERFORMANCE08 APPRECIATE LEVEL CLASSIFICATION BASED ON CAREER09 OPPORTUNITIES LEVEL
    • 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.
    • 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 employee‟s 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.
    • 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 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.
    • 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.
    • 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 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 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 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
    • 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 is“Questionnaire” 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.
    • 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
    • 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
    • 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
    • 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
    • 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 respondent‟s satisfaction level is very good inworking environment, 24% of the respondent‟s satisfaction level is good in workingenvironment, 8% of the respondent‟s satisfaction level is neutral in working environment, 4% ofthe respondent‟s 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
    • CLASSIFICATION BASED ON EMPLOYEE’S 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
    • 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
    • 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
    • CLASSIFICATION BASED ON CAREER OPPORTUNITIES LEVEL TABLE N.O: 4.1.8 OPINION NO OF PERCENTAGE RESPONDENTS Yes 13 52 No 5 20 I don‟t 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 don‟t 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 don’t aware of that
    • 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 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 don‟t have any awareness about their careeropportunities within the organization, so the company creates awareness about the careeropportunities among the employees.
    • 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 employee‟scommitment 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.
    • 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
    • 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 don‟t aware of that15. Suggestions if any _________________________________________________________________________________________________________________________
    • 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