organizational climate survey project report

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INDEX

Sr.No Contents Page No.

1. Introduction 3

2. Questionnaires 7

3. Brief Introduction of Manufacturing Sector 10

4. Analysis of manufacturing sector 12

5. Analysis of finance sector 14

6. Regression Analysis 16

7. Brief Introduction of Banks 17

8. Analysis of Banks 18

9. Conclusion 21

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Introduction

Organization

It is a social arrangement of people who pursue collective goals, which

controls its own performance & has a boundary separating itself from

the environment

Employee climate survey: - They are studies of employees perceptions

and perspectives of an organization. The surveys address attitudes and

concerns that help the organization work with employees to instill

positive changes.

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.

Making strategic decisions: - A Survey helps the organizations to take

some strategic decisions as all the decisions can’t be taken by the top

level alone it needs to consult the middle level and low level employees

also.

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.

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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.

Benefits of Organizational Climate Survey:-

Increase in Productivity: - The climate survey helps the organization by

providing a better work environment for its employees so that they are

motivated and work efficiently.

Reorganization of a Company: - Climate survey can also help the

management to reorganize the structure of the company.

Introduction of a new Product/Service: - In today’s environment no new

product or service can be launched without conducting a market research

about the particular product or service. It also helps the company to

understand and locate their Target Market.

Company Relocation: - If a company wants to shift the plant from one

place to another, Climate survey is a way in which it can approach its

employees and know what their views about the relocation of the plant are

and are they willing to shift to new place.

Change in Policies: - If an organization has brought any change in the

policies of the company, climate survey is an way through which it can

know what the employees of the organization feel about the new policies.

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Dimensions of Organizational Climate.

The Organizational Vital Signs Helps You...

• Alert managers to needs and opportunities for Training,

communication, and development.

• Focus and build buy-in for change efforts.

• Quantify the people-side of the organization.

• Design strategies for sustainable growth.

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The survey addresses five climate factors plus an overlay dimension of

Trust:

• 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?

Hypothesis:-

“Improving the Climate in any Organization is likely to Increase

the Employee Morale”.

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Questionnaires

Category: Organization Design

1. The organization’s goals and objectives are clear to me.

2. Roles and responsibilities within the group are understood.

3. Clear reporting structures have been established.

4. Employees at this organization have the right skill sets to perform their job

functions.

Category: Individual Job Characteristics

1. I gain satisfaction from my current job responsibilities.

2. I have the opportunity to further develop my skills and abilities.

3. I find that I am challenged in my current job role.

Category: Co-Worker Relations

1. Knowledge and information sharing is a group norm across the

organization.

2. Individuals appreciate the personal contributions of their peers.

3. When disagreements occur, they are addressed promptly in order to

resolve them.

Category: Culture / Work Environment

1. I feel valued as an employee.

2. I enjoy being a part of this organization.

3. Employees have a good balance between work and personal life.

4. Morale is high across the organization.

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Category: Senior Management

1. Senior management sets high standards of excellence.

2. Senior management treats employees fairly.

3. I believe senior management appreciates the work I do

Category: Direct Supervisor

1. My direct supervisor makes sure I have clear goals to achieve.

2. My direct supervisor gives me helpful feedback on how to be more

effective.

3. My direct supervisor listens to my ideas and concerns.

4. My direct supervisor serves as a positive role model for me.

Category: Work Processes

1. I am clear on how best to perform my work tasks.

2. Everyone here takes responsibility for their actions.

3. My work group operates effectively as a unit.

4. We use efficient work processes when performing our jobs.

Category: Communications

1. I receive the information I need to perform my job well.

2. Interpersonal communication and relationships contribute to organizational

performance.

3. Our face-to-face meetings are productive.

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Category: Technology

1. My department has adequate tools and technologies to perform our

work.

2. The technology we use supports our business processes.

3. The tools and technologies that I use help me to be efficient in completing

my work.

4. Our technology is reliable and works when we need it to work

Category: Customer Satisfaction

1. We understand the specific needs of our customers.

2. We are focused on delivering high-quality products/services.

3. We deliver our products/services on-time.

4. Customers regularly tell us that we are doing a great job.

Category: Decision Making

1. I have the authority to do my job to the best of my abilities.

2. Companies decisions or planned actions contribute to my ability to do my

job better.

3. Policy decisions are in the best interest of Company in the long run.

4. We seek multiple sources of information and open feedback before

making important decisions.

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The Manufacturing Sector

Overriding an initiative to increase productivity in industry has often being

assigned to deteriorating climate in manufacturing. The tragic part in the essence

of this criticism is that lack of this climate is attributed only to the workers for their

lack of discipline, lack of motivation and lack of desire to achieve the target.

Theoretically, lack of work climate at work premises indicates attitude of the

workers to exert and not to produce to the best of their ability and to ignore

interest of the organization. The central problem of modem business and industry

is how to create a work environment and an organizational climate that will

attribute to the employee’s fulfillment, motivation and self-actualization. In recent

times, the progressive sophistication and automation, an excessive specialization

and division in work in industry have obviously created a great amount of apathy,

non-fulfillment and indifference among the employees. In short, employee’s

alienation has become a serious and mounting problem. Employee’s alienation

results in reduced productivity, efficiency and output. It also increases social cost

to human input through several manifestation of such employees’ alienation. On

the one hand, it may be expressed by passive withdrawal, turnover,

absenteeism, and tardiness. On the other hand, it is also expressed by active

attacks, sabotage, pilferage, assaults, gherao, violence and other disruption of

work routines. People feel alienated when their jobs cease to provide any sort of

creative job satisfaction and when their jobs are being choked into several pieces

and there is no more meaningful and purposeful work content in their jobs.

Therefore, climate depends on the motivation of the leaders i.e. attitude of the

management at the same time, attitude or the morale of the workers which is

also indirectly dependent on the attitude of the management and the trade union

leaders.

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The management has to create a situation wherein the workers can feel positive

about –

a) Pride in general attitude towards company.

b) General attitude towards supervision.

c) Satisfaction with the job standards.

d) Style of supervision.

e) Workload and work pressure.

f) Attitude towards co-workers.

g) Satisfaction with salary, wage and other fringe benefits.

h) Attitude towards formal communication system in the company.

i) Intrinsic job satisfaction.

j) Satisfaction with the progress and chances for progress.

k) Quality of work life as a whole.

Morale Building

Morale building is not a simple process or set of easy clear-cut steps. There are

numerous complex and contradictory cause of variation in people’s attitude

evolves pleasant feeling in one employee may have chance the opposite effect

on the other. Thus any morale-building programme must take into effect that

technique which may have in general positive effect.

To improve the morale of the workers and restore climate it needs a concerted

effort of both the management and the workers to work shoulder to shoulder.

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Analysis of Manufacturing Sector

Name of the company: ABB/Asian Electronics

Part A: Summary of how current work environment resembles ideal

CategoryAverage values

Organizational Design 3.95Individual Job Characteristics 3.796Co-worker relations 3.93Culture/Work Environment 3.7Senior Management 4.166Direct Supervisor 3.5Work Processes 3.83Communications 4.132Technology 3.75Customer satisfaction 3.95Decision Making 3.85Total 42.554

Part B: Response Chart

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

1 2 3 4 5 6 7 8 9 10 11

Category

Average values

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Part C: Worker values in ABB/Asian Electronics

Category Out of 20 Out of 15 PercentageTotal score Total score

Organizational Design 15.8 79.00Individual job characteristics 11.4 76.00

Co-worker relations 11.8 78.66667Culture/Work environment 14.8 74.00

Senior Management 12.4 82.66667Direct supervisor 13.4 67.00Work processes 15.2 76.00Communications 12.4 82.66667

Technology 18 90.0Customer satisfaction 15.8 79.00

Decision making 14.8 73.00

Part D: Commitment towards organization

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Finance SectorName of the company: J P Morgan

Part A: Summary of how current work environment resembles ideal Analysis

CategoryAverage values

Organizational Design 3.7Individual Job Characteristics 3.6Co-worker relations 3.4Culture/Work Environment 3.15Senior Management 3.53Direct Supervisor 3.05Work Processes 3.75Communications 4.33Technology 3.85Customer satisfaction 4.00Decision Making 3.95Total 40.31


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Part C: Worker values in J P Morgan




Senior Management 10.6 70.66667Direct supervisor 12.2 61.00Work processes 14 70.00Communications 13 86.66667

Technology 15.4 77.00Customer satisfaction 16 80.00


Part D: Commitment towards organization

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Regression Analysis

For ABB / Asian Electronics

Multiple Regression 0.99890743

Standard Error 0.245068417

Observations 11

For J P Morgan

Multiple Regression 0.995246359

Standard Error 0.510714018

Observations 11

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Banks

Brief Introduction

ICICI Bank:

Founded in 1994.

Having 950 branches and 3600 plus Atm’s spread across many

cities in India.

Having subsidiaries like ICICI prudential, ICICI Lombard etc.

Market capitalization of Rs.138000 crores.

HDFC bank:

Founded in 1994.

Having 753 branches and 3600 plus Atm’s spread across 320 cities

in India.

Apart from providing banking solution it also provides investment

solution like life insurance and mutual funds etc.

Market capitalization of Rs.78000 crores.


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Analysis of Banks

Name of the company: ICICI Bank & HDFC Bank

Part A: Summary of how current work environment resembles ideal Analysis

CategoryAverage values - HDFC

Average values - ICICI

Organizational Design 3.375 3.75Individual Job Characteristics

3.33.8

Co-worker relations 3.95 3.4Culture/Work Environment 4.375 3.2Senior Management 3.1 4Direct Supervisor 2.625 3.25Work Processes 3.875 2.75Communications 3.3 3.8Technology 3.5 4.5Customer satisfaction 4 3.25Decision Making 4.125 3Total 39.525 38.7


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Part C: Worker values in ICICI Bank




Senior Management 9.5 63.3333Direct supervisor 14.5 72.5Work processes 15.5 77.5Communications 12.5 83.3333

Technology 16.5 82.5Customer satisfaction 13.75 68.75

Decision making 14 70.00

Part D: Commitment towards organization in ICICI Bank

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Part C: Worker values in HDFC Bank


Organizational Design 13.5 67.5Individual job characteristics 11 73.33

Co-worker relations 12 80.00Culture/Work environment 15.5 77.5

Senior Management 9 60.00Direct supervisor 10.5 52.5Work processes 15.5 77.5Communications 11 73.3333

Technology 14 70.00Customer satisfaction 17 85.00


Part D: Commitment towards organization in HDFC Bank

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Conclusion

The power of the morale lies in the total involvement of the employees, which

leads to a high degree of ownership towards the values. The fact that the

organization values are evolved from the personal values of the individuals also

lends credibility to the Morale.

So if the Morale of Employee is going to be high the

productivity of the employee would be high n if the productivity of the employee is

high the productivity of the organization is going to be high. So finally high morale

directly leads to increase in the productivity of the organization.

Also as we know that in the Regression analysis if the

final output is between 0.95 to 1.05 the outcome is ideal and as the final outcome

here comes to around 0.99 that shows that the Hypothesis that is been assumed

is ideal.


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organizational climate survey project report

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