This document discusses organizational culture and climate. It defines organizational culture as shared values and beliefs within an organization, while organizational climate refers to employees' perceptions of the work environment. The success of human services organizations depends on relationships between providers and recipients. Characteristics of a positive culture include innovation, attention to detail, and people orientation. Important factors that shape culture are leadership, business nature, values, and external parties. Employees learn the culture through stories, rituals, language, and symbols. Elements that influence climate are leadership quality, communication, work meaningfulness, and fairness. In conclusion, organizational culture and climate strongly impact employee motivation and performance in human services.

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BY
KAVIYA.K, LEKHA.K, PRABHA,
DHARSHINI, NANDHINI, DIVYA,
KAVIYA.A, KEERTHANA.

3. INTRODUCTION
ORGANIZATIONAL CULTURE AND CLIMATE

4. What is Organizational Culture?
What is Organizational climate ?
• A set of measurable properties of the perceived
work environment, directly or indirectly, created
by Individuals who live and work in this
environment and that influences the motivation and
behavior of these people.
• A system of meaning shared by the
organization's members
• Cultural values are collective beliefs,
assumptions, and feelings about what
things are good, normal, rational, valuable,
etc.

5. Why are climate and
culture
important?
The success of Human Services
organizations generally depends
on the relationships and
interactions between service
providers and service recipients.
These relationships are central to
the quality and outcome of
services.

6. Characteristics of Culture
 Innovation and Risk Taking
 Attention to Detail
 Outcome Orientation
 People Orientation
 Team Orientation
 Aggressiveness
 Stability

7. Importance of Organizational
Culture
 Talent-attractor
 Talent-retainer
 Engages people
 Creates energy and momentum
 Changes the view of "work"
 Creates greater synergy
 Makes everyone more successful

8. Factors of organizational culture:
 Top Leadership Principles
 Nature Of The Business.
 Company Values, Policies and Work Ambiance
 Clients and External Parties.
 Recruitment and Selection.

9. HOW EMPLOYEES LEARN CULTURE
 Culture is transmitted to
 employees through:
 Stories - provide
 explanations
 Rituals reinforce key values
 Material Symbols - convey
 importance
 Language - identify and
 segregate members

10. CHARACTERISTICS OF
ORGANIZATIONAL CLIMATE:
 General Perception
 Abstract and Intangible Concept
 Unique and District Identity
 Enduring Quality
 Multi-Dimensional Concept

11. INFLUENCES
Organizational climate influences to a great extent the perform
ance of the employees because it has a major impact on motiva
tion and job satisfaction of individual employees. Organization
al climate determines the work environment in which the empl
oyee feels satisfied or dissatisfied

12. FACTORS OF ORGANISATIONAL
CLIMATE
 Organisational Context
 Organisational Structure
 Leadership Process
 Physical Environment
 Organisational Values and Norms:

13. Elements of Climate
• Quality of Leadership
• Amount of Trust
• Communication, upward and downward
• Feeling of useful work
• Responsibility
• Fair rewards
• Reasonable job pressure
• Opportunity
• Reasonable controls, structure, and bureaucracy
• Employee involvement, participation.

14. Conclusion
Organizational climate and culture are important to social welf
are administration because they provide the critical links betwe
en organizational characteristics and service outcomes.
“Never doubt that a small group of capable and committed
people can ever change the world, infact it is the only
thing that ever did”