Organizational climate refers to employees' shared perceptions and interpretations of the policies, practices, and procedures in their workplace environment. It is influenced by factors like involvement, support, autonomy, and pressure. A positive climate is characterized by clarity of expectations, attainable goals, employee authority, flexibility, and rewards for good performance. Conducting an organizational climate survey can assess company values, identify competency levels, set goals, track processes, address issues, and provide industry comparisons to help managers proactively improve the work environment and boost employee motivation.

2. What is Organizational Climate?
 Refers to meaningful interpretations of a work environment by the
people in it:
 Are social relationships warm and caring?
 Are people treated fairly for rewards/recognition?
 Do people take pride in excellence?
 Organizational Climate is often referred to as Corporate Climate

3. Factors That Influences Organizational Climate
 Involvement
 Co-worker Cohesion
 Supervisor Support
 Autonomy
 Task Orientation
 Work Pressure
 Clarity
 Managerial Control
 Innovation
 Physical Comfort

4. Organizational Climate Process
Organizational
Processes
 Supervision
 Interpersonal
Relationship
 Trust
 Communication
 Orientation
 Problem
Management
 Management of
Mistakes
 Decision-making
 Management of
Conflicts
 Management of
Rewards
 Risk-taking
 Innovation and
Change
Organizational
Climate Motives
 Achievement
 Expert Influence
 Extension
 Control
 Dependency
 Affiliation
Organizational
Climate
(Positive or Negative)

5. What Makes A Good Climate?
 Clarity: everyone in the organization knows what is expected of them.
 Standards: challenging but attainable goals are set.
 Responsibility: employees are given authority to accomplish tasks.
 Flexibility: there are no unnecessary rules, policies and procedures.
 Rewards: employees are recognized and rewarded for good
performance.
 Team Commitment: people are proud to belong to the organization.

6. Purpose of Organizational Climate Survey
Climate Survey as a tool:
 Assesses Company Values
 A Survey helps an organization to assess it own values so that the
organization comes to know that the employees are following the
set of values and they are satisfied with it or not.
 Assesses Company Values
 A Survey helps an organization to assess it own values so that the
organization comes to know that the employees are following the
set of values and they are satisfied with it or not.

7. Purpose of Organizational Climate Survey
 Identifies Competency Levels
 Climate survey helps the management to identify the competency
levels of its employees and it can manage the work force
accordingly.
 Setting Organizational Goals
 The management can set and reset the goals of the organization
according to the work culture followed.
 Tracking Process
 Survey helps the organization to keep a track on the process that
is being performed in the organization so that it could bring any
changes if needed at the right time and right place.
 Addressing Critical Issues
 A survey is also used to address and highlight the critical issue
that needs to come into the eye of the employees as well as the
management.

8. Survey Climate Factors
 Accountability
 To what extent do people in the organization see themselves and others
following through on commitments? Are they motivated and do they take
responsibility?
 Collaboration
 How well do people communicate with one another and share information?
Do they work and solve problems together?
 Leadership
 What level of commitment do employees have to their leaders? How do they
perceive their leaders and leadership throughout the organization?
 Alignment
 To what extent are people involved in their organization’s stated mission
and the execution thereof? Do they feel a sense of belonging to the
organization?
 Adaptability
 Are people seeking change? Are they ready to adapt?
 Trust
 Do people have a sense of faith and belief in the organization and its
leaders? Is people squandering time watching their backs – instead of
doing their best?

9. Benefits of Organizational Climate Survey
 Employee Involvement
 By administering an organizational survey, employees are given an
opportunity to be involved in the company at a different level than is
typically defined in their job descriptions.
 Research has shown that employees who are more involved in the
company may also be more satisfied with their job, miss fewer days
of work, stay with a company longer, and perform better on the job.
 Positive Work Outcomes
 Research has shown that factors in the work environment are
related to outcomes such as employee motivation, job satisfaction,
intentions to quit, job performance, and even organizational
productivity.
 In addition, an emerging area of research has indicated that
organizational climate can influence customer perceptions of the
quality of goods or services delivered by a company.
 Communication Forum
 Organizational surveys that occur on a scheduled basis (e.g.,
annually, biannually, etc.) can be a more efficient way for managers
to gather important information.

10. Benefits of Organizational Climate Survey
 Industry Comparisons
 One advantage of conducting
an organizational survey is that
it can provide an opportunity
to compare the company's
work environment to that of
other companies.
 Proactive Management
 Administering organizational climate surveys allows managers to
be much more proactive in managing their employees and work
environments.
 When used on a scheduled basis, organizational surveys can help
pinpoint problem areas within the work environment before they
grow into a crisis needing immediate attention.

11. Employee Motivation
 Climate affects organizational performance by influencing employee
motivation.
 In most jobs, especially complex ones, there is a gulf between what
employees need do to ‘get by’ and what they can do if they perform at
their full potential.
 A positive climate will encourage this discretionary effort and
commitment.

12. Thank You!!!