What are the Dimensions of Organizational Climate?

There have been many studies on the 10 dimensions of organizational climate. About Organisational Behavior, Such studies have helped us to understand what does influence organizational climate: Likert has proposed 6 dimensions of organizational climate: leadership, motivation, communication, decisions, goals, and control. Also learn, Definition of Organizational Climate! What are the Dimensions of Organizational Climate?

Explain are 10 Dimensions of Organizational Climate!

Li-twin and Stringer have proposed seven dimensions of organizational climate: conformity, responsibility, standards, rewards, organizational clarity, warmth and support, and leadership. They have also emphasized the motivational framework of organizational climate. The Concept of Organizational Climate.

The important dimensions or components which collectively represent the climate of an organization discuss below. with examples explain any 10 dimensions of organizational climate:

Dominant Orientation:

Dominant orientation of the organization is an important determinant of climate and it is the major concern of its members.

If the dominant orientation is to adhere to established rules and regulations, the climate characterizes by control. If the orientation is to produce excellence the climate will characterize by achievement.

Inter-Personal Relationships:

The interpersonal relationships in organizations reflect the way informal groups form and operate. The informal groups may benefit the organization also, but in some cases, they may displace the goals of the organization.

Conflict Management:

In the organization, there can always be inter-group as well as intra-group conflicts. The organizational climate will depend upon how effectively these conflicts manage.

If they are managing effectively, there will an atmosphere of cooperation in the organization. If they are not managed properly there will be an atmosphere of distrust and non-cooperation.

Individual Autonomy:

If individual employees are given sufficient freedom to work and exercise authority, it will result in efficiency in operations. The autonomy will lighten the burden of higher-level executives.

Organizational Control System:

The control system of the organization can be either rigid or flexible. Rigid control will lead to an impersonal or bureaucratic atmosphere in the organization. There will be a minimum scope for self-regulation.

Organizational Structure:

The organizational structure serves as the basis of interpersonal relations between superiors and subordinates. It clarifies as to who is responsible to whom and who is to direct whom.

If there is centralization of authority, the participation in decision-making by the subordinates will very less. On the other hand, if there is decentralization of authority, there will an atmosphere of Participative decision-making.

Task-Oriented or Relations-Oriented Management:

The dominant style of managers will also affect the organizational climate. The task-oriented approach means that the leadership style will be autocratic. The employees will have to show results or face punishment, morale will be low in the long run.

If the managers are relations oriented, the climate will considerate and supportive. There is team spirit in the organization because the needs and aspirations of the workers will give due importance. Explain are Evolution, Elements of an Organizational Climate!

Rewards and Punishments:

The system of rewards and punishments is also an important component of organizational climate if the reward system is directly related to performance and productivity, there will be an atmosphere of competition among the employees. Everybody will like to work hard and earn more rewards in the form of promotions and pay rise. If there is Biasedness in the distribution of rewards, the meritorious employees will discourage.

Communication:

The communication system of the organization will also affect the organizational climate, The flow of information, its direction, its Dispersement, and its type are all important determinants.

A proper communication system means that the subordinates are in a position to express their ideas, suggestions, and reactions, otherwise, they will feel frustrated.

Risk-Taking:

How members respond to risks and whose help is sought in situations involving risks are important in any organization. If individuals feel free to try out new ideas without any fear they will not hesitate in taking risks. Such an atmosphere will be conducive to innovative ideas.

The above dimensions or components are not mutually exclusive, they often overlap each other. How these different dimensions operate an organization indicates the underlying philosophy of the management. New Roles of Human Resource Management in Business Development.