List out various dimensions and determinants of organizational climate and their relevance in organizational functioning. Discuss organizational climate with reference to your organization or an organization you are familiar with and briefly describe the organization you are referring to.
From India, Indore
From India, Indore
List out various dimensions and determinants of organizational climate and their relevance in organizational functioning. Discuss organizational climate with reference to your organization or an organization you are familiar with and briefly describe the organization you are referring to.:?::beatup::icon4::confused:
From India, Mumbai
From India, Mumbai
Are you both on the same course.
I suggest that you please search CiteHr and/or the web; write a draft and ask for feedback.
Have a nice day
Simhan
A retired academic in uK
"It is never too late to learn or improve oneself"
From United Kingdom
1624I suggest that you please search CiteHr and/or the web; write a draft and ask for feedback.
Have a nice day
Simhan
A retired academic in uK
"It is never too late to learn or improve oneself"
From United Kingdom
WHAT I GOT ABOUT ORGANISATIONAL DIMENSIONS IS...........
THEIR ARE VARIOUS DIMENSIONS OF ORGANISATION
Likert has proposed six dimensions of organisational climate: leadership, motivation, communication,
decisions, goals, and control.
Litwin and Stringer have proposed seven dimensions of organisational climate: conformity, responsibility,
standards, rewards, organisational clarity, warmth and support, and leadership. They have also emphasized
motivational framework of organisational climate. Motivational framework of climate include motives of:
Achievement: concern for excellence;
Expert Influence: concern for making impact on others;
Control: concern for power and orderliness;
Extension: concern for others, and for macro issues;
Dependency: concern for being in close touch with others in a significant way;
Affiliation: concern for building and maintaining close personal relationships.
On the basis of review of various studies and discussions with managers, Pareek has identified twelve
processes of organisational climate. Let us learn them briefly.
Orientation: Priority of members may range between concern to adhere to established rules, to concern for
excellence and achievement.
Interpersonal Relationships: Depending on the pattern of relationship it may lead to climate of clique
formation, or climate of control, or a climate of dependency etc.
Supervision: Depending on supervisory style, the climate may be of extension or it may be of affiliation, or
even lem Managealienation.
Problems : Problems may be taken as an opportunity or irritants; manager may solve problems alone or
jointly by the superior and the subordinates.
Management of Mistakes: Attitudes towards mistakes may be of tolerance or of annoyance; such attitudes
contribute to organisational climate.
Conflict Management: Conflict may be perceived as opportunity or as threat; such perceptions influence
organisational climate.
Communication: Direction, dispersement, mode and type of communication influence climate of an
organisation.
Decision Making: Levels at which decisions are taken, degree of participation in decision making are the
issues, which influence organisational climate.
Trust: Degree of trust or its absence influence organisational climate.
Management of Rewards: Perception about what is rewarded in the organisation influences the
organisational climate.
Risk Taking: It is an important determinant of climate.
Innovation and Change: Styles of managing change and innovations are critical in establishing climate.
MAY THIS MATERIALS HELP U GUYS....
From India, Delhi
THEIR ARE VARIOUS DIMENSIONS OF ORGANISATION
Likert has proposed six dimensions of organisational climate: leadership, motivation, communication,
decisions, goals, and control.
Litwin and Stringer have proposed seven dimensions of organisational climate: conformity, responsibility,
standards, rewards, organisational clarity, warmth and support, and leadership. They have also emphasized
motivational framework of organisational climate. Motivational framework of climate include motives of:
Achievement: concern for excellence;
Expert Influence: concern for making impact on others;
Control: concern for power and orderliness;
Extension: concern for others, and for macro issues;
Dependency: concern for being in close touch with others in a significant way;
Affiliation: concern for building and maintaining close personal relationships.
On the basis of review of various studies and discussions with managers, Pareek has identified twelve
processes of organisational climate. Let us learn them briefly.
Orientation: Priority of members may range between concern to adhere to established rules, to concern for
excellence and achievement.
Interpersonal Relationships: Depending on the pattern of relationship it may lead to climate of clique
formation, or climate of control, or a climate of dependency etc.
Supervision: Depending on supervisory style, the climate may be of extension or it may be of affiliation, or
even lem Managealienation.
Problems : Problems may be taken as an opportunity or irritants; manager may solve problems alone or
jointly by the superior and the subordinates.
Management of Mistakes: Attitudes towards mistakes may be of tolerance or of annoyance; such attitudes
contribute to organisational climate.
Conflict Management: Conflict may be perceived as opportunity or as threat; such perceptions influence
organisational climate.
Communication: Direction, dispersement, mode and type of communication influence climate of an
organisation.
Decision Making: Levels at which decisions are taken, degree of participation in decision making are the
issues, which influence organisational climate.
Trust: Degree of trust or its absence influence organisational climate.
Management of Rewards: Perception about what is rewarded in the organisation influences the
organisational climate.
Risk Taking: It is an important determinant of climate.
Innovation and Change: Styles of managing change and innovations are critical in establishing climate.
MAY THIS MATERIALS HELP U GUYS....
From India, Delhi
Watch the dvd on "fish" , an american fish joint in seattle where they explain how the organizational climate can be kept alive by following the 4 principles - play, be there, choose your attitude and make it happen. they market dvd with books on this fish philosophy
From India, Pune
From India, Pune
Please search CiteHr and also the web, where this concept is covered in depth. Also see Principle 1 - Senders and receivers
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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