This document discusses organizational climate and culture. It begins by defining organizational climate as an employee's long-term perception of a company's working environment and culture. It then describes common types of organizational climates and factors that can affect organizational climate such as leadership styles, goals, and operating procedures. The document also discusses how to improve organizational climate through employee surveys and motivating employees. It defines organizational culture as shared beliefs and values established by leaders. It outlines types of organizational cultures and factors that can shape culture such as company values and leadership. The document concludes by distinguishing between organizational climate and culture.

1. NAME SOHINI GUHA
ROLL 18700120083
ID 2018701073
SEMESTER 5TH
SECTION 2
SUBJECT INDUSTRIAL
MANAGEMENT

2. 01
04
03
02
FACTORS
AFFECTING
HOW TO
IMPROVE
AGENDA
ORGANIZATIONAL
CLIMATE
TYPES OF
ORGANIZATIONAL
CLIMATE
05 06
07 08
09 10
ORGANIZATIONAL
CULTURE
TYPES OF
ORGANIZATIONAL
CULTURE
FACTORS
AFFECTING
HOW TO
IMPROVE?
ORGANIZATIONAL CLIMATE
VS ORGANIZATIONAL
CULTURE
CONCLUSION

3. WHAT IS ORGANIZATION CLIMATE?
A COMPANY'S ORGANIZATIONAL CLIMATE REFERS TO AN EMPLOYEE'S
LONG-TERM PERCEPTION OF ITS WORKING ENVIRONMENT AND
CULTURE. IT IS LIKE COMPARING PERSONALITY TO CLIMATE: EVERY
INDIVIDUAL HAS A UNIQUE CHARACTER, AND EVERY COMPANY HAS ITS
OWN STYLE.

4. TYPES OF ORGANIZATIONAL CLIMATE
Organizations tend to have a mix of several types of organizational climate
rather than just one, but there will often be one dominant type.
Here are the common types of organizational climate:

5. FACTORS AFFECTING ORGANIZATIONAL
CLIMATE
• A DESCRIPTION OF THE ORGANIZATION'S STRUCTURE, INCLUDING ITS RULES,
REGULATIONS, AND CONSTRAINTS
• WORK ENVIRONMENT HELPFULNESS
• WORK-RELATED RISK PERCEPTION
• THE LEVEL OF CONFLICT AND TOLERANCE THE WORK ENVIRONMENT CAN TOLERA
• BEING CONFIDENT OF THE APPROPRIATE RECORDS
• EMPLOYEES' RESPONSIBILITIES
• DEVELOPING COOPERATIVE RELATIONSHIPS
• PERSONAL INITIATIVE OPPORTUNITIES
• WORKING WITH A COMPETENT SUPERIOR
• AN ORGANIZATION'S OBJECTIVES, GOALS, AND MISSION
• OPERATING PROCEDURES OF AN ORGANIZATION
• CENTRALIZATION DEGREE
• LEADERSHIP STYLES AND DECISION-MAKING PROCESSES HAVE A DIRECT IMPACT
THE ORGANIZATIONAL CLIMATE
• PHYSICAL SPACE CHARACTERISTICS AND EMPLOYEE SAFETY HAVE AN IMPACT ON

6. HOW DO WE IMPROVE ORGANIZATIONAL
CLIMATE?
 Conducting employee surveys to determine the current organizational
climate. This will tell you about the factors making a positive contribution as
well as the ones that are not having the desired impact.
 You must inform your team members about the value, mission, and
direction of your organization. Make them aware of how their role fits into
the overall mission and how it impacts the organization's projects.
 Identify the factors that motivate people Simple gestures and small
improvements have a significant impact on the motivation and morale of
employees. Finally, it provides a comfortable work environment so that it is
possible to improve organizational climate and productivity.
 One way to improve and develop organizational climate is to encourage
members to perform at their highest level. Make sure to cultivate a sense of
unity in the organization so that you can take advantage of opportunities that
will help you attain your goals. Make sure to understand the process of task
delegation so that it becomes easier to boost employee morale. Evaluate
assignments and reassign tasks to achieve balance.

7. ORGANIZATIONAL
CULTURE
. THE CULTURE OF AN ORGANIZATION
DETERMINES THE PROPER WAY TO
BEHAVE WITHIN THE ORGANIZATION.
THIS CULTURE CONSISTS OF SHARED
BELIEFS AND VALUES ESTABLISHED BY
LEADERS AND THEN COMMUNICATED
AND REINFORCED THROUGH VARIOUS
METHODS, ULTIMATELY SHAPING
EMPLOYEE PERCEPTIONS, BEHAVIORS
AND UNDERSTANDING.
ORGANIZATIONAL CULTURE SETS THE
CONTEXT FOR EVERYTHING AN
ENTERPRISE DOES. BECAUSE
INDUSTRIES AND SITUATIONS VARY

8. TYPES OF ORGANIZATIONAL CULTURE
• CULTURE OF ADHOCRACY - THE DYNAMIC, ENTREPRENEURIAL CULTURE OF
CREATION.
• CLAN CULTURE – THE PEOPLE-ORIENTED, FRIENDLY COLLABORATIVE
CULTURE.
• HIERARCHY CULTURE – THE PROCESS-ORIENTED, STRUCTURED CONTROL
CULTURE.
• MARKET CULTURE – THE RESULTS-DRIVEN, COMPETITIVE COMPETE CULTURE.
• THERE ARE OTHER VARIOUS TYPES OF CULTURES AROUND THE WORLD DEPENDING ON THE
ORGANIZATION .

9. FACTORS AFFECTING ORGANIZATIONAL
CULTURE
• Leading Principles
A company's leadership team dictates the policies, procedures, and rules that
employees must follow. Look at any great leader and you’ll see that the values
and philosophies of that leader trickle down to employees to deliver end
results for the organization.
• The Nature Of The Business organization makes a significant difference in
how your employees feel about working for you through your products
and services.
• Company Values, Policies and Work Ambiance
Employees develop the values emphasized in the policies, procedures and
work environment. company values, order to foster an organizational culture we
all want to be a part of, our company values guide our policies and behaviors .
Parties If a customer is upset and takes it out on an employee, that
employee’s behavior directly impacts those around them. If a client has a big
success and thanks the employee for a job well done, that employee can
uplift their whole team.
• Recruitment and Selection
The type of employees hired by an organization has the largest effect on its
culture – especially when a company is in high growth mode and is rapidly
adding new employees.

10. CREDITS: This presentation template was created
by Slidesgo, including icon by Flaticon, and
infographics & images from Freepik
HOW TO IMPROVE COMPANY CULTURE

11. COMPANY CULTURE VS COMPANY CLIMATE
COMPANY CULTURE COMPANY CLIMATE
 IS A GROUP PERSONALITY
 IS PART OF US
 TAKES YEARS TO EVOLVE
 PROVIDES FOR A LIMITED WAY
OF THINKING
 IS BASED ON VALUES AND
BELIEFS
 CAN’T BE FELT EVEN BY GROUP
MEMBERS.
 DITERMINES WHETHER OR NOT
IMPROVEMENTS ARE POSSIBLE.
 IS A GROUP ATTITUDE
 DIFFERS FROM DAY TO DAY
MONTH TO MONTH.
 CREATES A STATE OF MIND
 IS EASY TO CHANGE
 IS BASED ON PERCEPTIONS
 CAN BE FELT AFER YOU
ENTER THE ROOM
 SURROUNDS YOU
 IS THE FIRST THING THAT
IMPROVES WHEN POSITIVE
CHANGE IS MADE.

12. CONCLUSION
ORGANIZATIONAL
CLIMATE REFERS TO
PROPER WAY TO
BEHAVE IN AN
ORGANIZATION
THERE ARE SEVERAL
TYPES OF WORK
ORIENTED COMPANY
CULTURE.
WE HAVE ALSO SEEN
SEVERAL FACTORS
AFFECTING THEM AS
WELL AS MANY WAYS
TO IMPROVE THEM
ORGANIZATIONAL
CLIMATE REFERS TO AN
EMPLOYEE'S LONG-
TERM PERCEPTION
THERE ARE
SEVERAL TYPES OF
WORK ORIENTED
COMPANY CLIMATE
WE HAVE ALSO SEEN SEVERAL
FACTORS AFFECTING THEM AS
WELL AS MANY WAYS TO
IMPROVE THEM

13. ACKNOWLEDGEMENT
BIBLIOGRAPHY
● MODERN PRODUCTION/OPERATION
MANAGEMENT (BY ELWOOD S BUFFA
AND RAKESH K SARIN)
● INTERNET
I WOULD LIKE TO THANK MY TEACHERS FOR GIVING ME SUCH
A WONDERFUL TOPIC TO WORK AND LEARN MORE ABOUT THE
SAME.