Impact of organizational motives on organizational climate
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Impact of organisational motives on climate present in organisation.
![Impact of Organizational Motives
on Organizational Climate
Presented By:
vikas [4131032]
Swetlana [4131034]
Soumya [4131048]
Sonali
[4131031]
Chirag [](https://image.slidesharecdn.com/impactoforganizationalmotivesonorganizationalclimate-141120084627-conversion-gate01/85/Impact-of-organizational-motives-on-organizational-climate-1-320.jpg)
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Impact of organizational motives on organizational climate
- 1. Impact of Organizational Motives on Organizational Climate Presented By: vikas [4131032] Swetlana [4131034] Soumya [4131048] Sonali [4131031] Chirag [
- 2. Organizational Climate Motives Achievement Expert Influence Extension Control Dependency Affiliation
- 3. Achievement Characterized by : Concern for excellence Competition in terms of standards Setting of challenging goals Awareness of the obstacles in achieving goals Persistence in trying alternative paths to one’s goals Achievement Industrial and Business Organizations
- 4. Expert Influence Characterized by : Making an impact on others Desire to make people do what one thinks is right Urge to change situations Develop people Expert Influence University Departments and Scientific Organizations
- 5. Extension Characterized by : Concern for others Interest in super ordinate goals Urge to be relevant and useful to large groups including society Extension Community Service Organizations
- 6. Control Characterized by : Concern for Orderliness Desire to be informed Urge to monitor events Take corrective action when needed Need to display personal power Control Bureaucracies such as Govt. Depts. and Agencies
- 7. Dependency Characterized by : Assistance of others in developing oneself Need to check with significant others Tendency to submit ideas for approval Urge to maintain relationship based on other peDrespoenn’sd eanpcpyroval Traditional or Autocratic Organizations
- 8. Affiliation Characterized by : Concern for maintaining and establishing close personal relationships Emphasis on friendship Tendency to express one’s emotions Affiliation Clubs
Editor's Notes
- Six motives are particularly appropriate in developing a framework that facilitates analysis of the connection between org. climate and motivation.
- Achievement is a dominant factor in Orientation, Communication and Decision Making. Positive Correlation : Orgnizational Commitment, Org Attachment, Job Satisfaction and Effectiveness. Negative Correlation : Role Stress between Achievement Climate. Overall Climate: Positive Negati
- Expert influence is dominant factor in Trust. Positive Correlation: Org Attachment. Negative : Role Stress. Overall Climate: Positive
- Extension is a dominant factor in Supervision and Management of mistakes. Positive Correlation: Organization Commitment. Negative : Role Stress. Overall Climate: Positive
- Control is a dominant factor in Interpersonal Relations. Positive Correlation: Role Stress. Negative Correlation: Role Efficacy, Job Satisfaction, Organizational Commitment, Organizational Attachment. Overall Climate: Negative Role efficacy would mean potential effectiveness of an individual occupying a particular role in an organization. Role efficacy is the potential effectiveness of a role.
- Dependency is a dominant factor in Conflict Management, Management of Rewards, Risk Taking, Innovation and Change. Positive Correlation: Role Stress. Overall Climate: Negative
- Affiliation is a dominant factor in Problem Management. Positive Correlation: Role Erosion and Feeling of Personal Inadequacy. Negative Correlation: Job Satisfaction and Efeectiveness.Overall Climate: Negative Personal inadequacy: It arises when the role occupant feels that he/she does not have the necessary skills and training for effectively performing the functions expected from his/her role. This is bound to happen when the organizations do not impart periodic training to enable the employees to cope with the fast changes both within and outside the organization Role erosion : This type of role stress is the function of the role occupant’s feeling that some functions which should properly belong to his/her role are transferred to/or performed by some other role. This can also happen when the functions are performed by the role occupant but the credit for them goes to someone else. Another manifestation is in the form of underutilization in the role.