Organizational Climate An Essay Schneider

The individual perceptions of policies, practices and procedure is known as psychological climate and summation of shared perceptions of all these individuals is organizational climate(Udai Pareek,2007; James& Ashe ,1990; Reichers & Schneider,1990). Based on specialization, the distribution (Table 6) is computer science (28.7 per cent), Management Studies (34.0 per cent).The summated climate for Burke, Borucki & Hurley (1992) is human relations climate whereas Schneider, White & Paul (1998)terms service climate as sub-system of organizational climate. Science (25.3 per cent), and Other Courses (12.0 per cent).Brown & Leigh (1996), Neal & Griffin (1999) has concluded organizational climate like Human Resources Management is an important determinant of organizational effectiveness and productivity. Further the designation wise distribution is Lecturers (34.0 per cent), Assistant Professors (52.0 per cent), Associate Professors (8.00 per cent ), Professors(4.7 per cent ) and Lab Incharges(1.3 per cent).

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The results show direction to the practioners for improving the significant influencing factors. Udai Pareek (2004) in his explanation says six motives and twelve processes shape the climate of an organization. In India, empirical reviews on organizational climate in schools, colleges and universities are not many, the university level is different from university affiliated colleges level, some empirical studies were reported but these are inconclusive. The five institutes are selected randomly from the list of affiliated colleges in Visakhapatnam under the Andhra University.

The sample of 150 faculty members was drawn from five Institutes of Higher Education in Visakhapatnam. The factors of organizational climate were not uniformly used by the researchers. The private institutes are supposed to implement Human Resources Practices as per Conditions of Service framed by the Andhra University for affiliated post graduated colleges as per University Grants Commission guidelines.

Perrow (1970) examined combining samples from various organizations to study organizational levels with organizational culture and climate, his studies found similar results for all the organizations.

The studies of Schneider & Bartlett's (1970) concluded with similar findings in explaining the levels in the hierarchy and organizational climate.

The Organization Climate is a fancied term which is relevant at any point of time and is transient. Further, studies by Payne & Mansfield (1973) on organizational climate found variations in climate scores with respect to hierarchy.

The contextual reference of Organizational Climate is made for its ability to attract, retain and nurture talent. The group culture invariably influence the perception an individual holds of an organization, the same results were found by Gregory (1983) in a study on group culture in colleges and universities.

The climate is durable and lasting but it changes over a period of time due to internal and external influences.

Climate is a phenomenon that is influenced by both the internal and external environments.

The gender diversity and female influence were there in the Educational Institutes. The Performance Management, Objectivity & Rationality and Relations were found to be the major influencers. The Educational Institutes play an important role in nation development but empirical literature is available only in school environment and little literature is available on prevailing organizational climate in Institutes of Higher transient and way of process and style. The multi-regression analysis was applied along with descriptive statistics in a systematic manner to prove the hypothesis.

The Organization Climate is a fancied term which is relevant at any point of time. Hellriegel & Slocum (1974)proposed the following as six dimensions of organizational climate 1. The human resources practices and the concepts were reconceptualized and the following factors, 1. The collected data is tested using Cronbach’s Alpha reliability test.