A STUDY ON ORGANISATIONAL CLIMATE AND CULTURE IN PRESIDENCY KID LEATHER LIMITED,

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A STUDY ON ORGANISATIONAL CLIMATE AND CULTURE IN PRESIDENCY
KID LEATHER LIMITED, GUDUVANCHERY
ABSTRACT
An important factor in analyzing organizational climate is to look for details. Details provide evidence of the organizational climate and culture almost like a guide on a hunting trip, is to know avail only to now what a lion looks like, its imperative to know the foot print of the lion, to look for the broken twig, to look for evidence of the resting place whether the lion is alone are with cubs in a pack. Analyze the details Analysis is important because climate and culture influences every aspect of the organization and has an impact on the performance of the organization . In view of the above we would like to propose the following frame work for analyzing organization culture.
It helps the management to understand the causes of performance problems. To understand how to assess the effectiveness of motivational practices in the organization. This study focuses on today s turbulent, often chaotic, environment, commercial success depends on employees making use of their talents in full. The management can create the work environment in which their employees will thrive. The management can enhance the professional perception of the employees foster a team oriented cooperative environment enhance employee relationship provide constructive feedback to their performance encourage the resolve of the employees to change the negative behavior pattern.
A sample design is definite plan for obtaining a sample from a given population it refers to the technique are procedure the researcher, would adopt in selection of item for the sample. The sampling technique adopted for the purpose of this study was probability sampling. The researcher used stratified sampling.
Population:
A population is the set of all possible measurement on data corresponding to the entire collection of units for which an inference is to be made. The population under consideration of survey was the employees of invictus technology.
Sample size:
The number of items selected from the population constitutes the sample size. A sample size is taken as 200 workers.
Sampling method:
Convenience sampling was used for conducting survey point a convenience survey sample is obtained by select in convenience population. Because of this favourable culture the employee s show positive behaviours like high involvement, highly commitment to the organization, highly motivated and highly flexible to the organizational changes etc..
The study about the organizational culture and behavior on employees reveals that the workers were satisfied with their ability, cooperation, teamwork, involvement, supervisor, utilization of their skills and rewards etc. they are highly satisfied with the current culture of invictus technology.
INTRODUCTION
The human resource is considered as the backbone of any enterprise is it public, private or corporative .The human resources are the most dynamic and important resources of the various kinds of resources that are needed to move the wheels of an economic activity. In recent years economists have added human resources as key factor for building and developing the nation. The optimum utilization of natural resources and the inputs of the capital and technology depend on the extent of human resources. Today as the world is seized off the concept of organizational climate and culture; all developed as well as developing nations are striving hard to promote socio-economic development in view of improving the lots of their citizens.
Organisational climate, sometimes known as Corporate Climate is the process of quantifying the culture of an organization. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.
Organizational culture tends to be shared by all or most members of some social group is something that older members usually try to pass on to younger members; shapes behavior and structures perceptions of the world.
Basic elements of Organisational Culture:
Organizational culture determines the way organizational members interact with each other and outsiders. It must be created and sustained to develop congenial environment in the organization. It has three basic elements artifacts, espoused values and basic assumptions. It is expressed in terms of norms, values attitudes and beliefs shared by organizational members. Its major functions include sense of identity, enhancement of commitment and reinforcement of behavior. It has stray impact on the performance of the organization. It is a descriptive e study and not evaluative study. It has both functional as well as dysfunctional aspects. Sociability and solidarity are two factors that determine organizational culture.
Organizational climate is a measure to perceive the organization by its members. It determines the employee attitude towards organizational life. It works on factors like job description, organizational structure, performance and evaluation standards, leadership styles, challenges and innovation, motivation, communication, goals and control process.
It provides system of shared meaning among members. Organisational climate must be created and sustained in a way that it can develop congenial environment in the organisation. Organisational culture has basic elements of culture and they are artifacts, spoused values and basic assumptions. Organisational culture is expressed in terms of norms, values, attitudes and beliefs shared by organisational members. Organisational culture has its major functions and they include sense of identity, enhancement of commitment and reinforcement of behavior.
Characteristics of Organisational Culture:
The primary characteristics of an organisational culture are as follows: -
1. Innovation and Risk taking
2. Attention to Detail
3. Outcome orientation
4. People orientation
5. Team orientation
6. Aggressiveness
7. Stability
8. Individual autonomy
9. Structure
10. Support
11. Identity
12. Performance
13 . Conflict tolerance
14. Attitude towards change
15. Focus
16. Standard and Values
17. Rituals
18. Openness, Communication and Supervision
19. Market and Customer orientation
20. Commitment
Organizational climate and culture has strong impact on the performance of the organization. There are several factors that influence organizational culture that help in creation and sustaining of culture in an organization. It creates its impact on work place and so developing an ideal organizational culture that helps in smooth functioning of all members of the organization. An ideal and strong organizational culture can experience some barriers and they can be barriers to change.
Organisational culture is a descriptive study and not evaluative study. It has its functional as well as its dysfunctional aspects. There are two factors that determine organizational culture and they are sociability and solidarity. These two dimensions yield four types of organizational culture. They are network culture, mere nary culture, fragmented culture and communal culture.
Characteristics of organizational climate
Organisational climate is a measure by which members perceive the organization. It consists of set of characteristics and factors that are perceived by the employees about their organization. It is like an indicator that determines the employee attitude towards organizational life. It serves as a major force in influencing employee behavior towards their organization.
Organisational climate works on some main factors and they are job description, organizational structure, performance and evaluation standards, leadership style, challenges and innovations, motivation, communication, goals, control process. A healthy and effective organisational climate is expected to have characteristics that work in effectiveness of organisations. These characteristics primarily includes the integration of organizational goals, flexible structure with nature of authority appropriate leadership, mutual trust, recognition of individual differences and attributes, attention to job design and quality of a work life.