Impact of Organizational Culture on Organizational Climate during the Process of
Change by Juris Iljins, Viktorija Skvarciany, Elina Gaile Sarkane, December 2015, 7 pages.
Introduction
With the advent of globalization businesses have become more
competitive, but some organization have been able to stand out. Researchers across the globe have established a relation between employees and the organizational culture. Therefor the authors here have tried to establish a correlation between organization climate and culture. Changes in the market because of the political, economic scenario have made it difficult for businesses to adjust to the new conditions. For their success, change is necessary by following new techniques, offer new products to consumers, etc.
Objectives of the study
In future, to avoid problems and to assist changes in policies, change
management or change agent method might come in handy. Hence impact of change is examined in this research paper. The objective of the research is to distinguish the impact of organizational cultural factors on the environment of the organization (organization climate). So, a theoretical model was developed and through which it was analysed which climate factors are important during the process of transformation in the organization.
Variables which have been considered in the study
Impact of some organizational cultural factors were analysed during the
research. Parameters were:
Employee Satisfaction- which included the reward system, job
satisfaction, relationship with supervisor, etc.
Adaptability- which included acceptance of innovation and IT infra in
organization, customer focus, learning in the organization, etc.
Involvement- this included employees role in decision making,
empowerment and how employees worked in teams, etc.
Mission & Consistencies: goals, objectives, core values of
organization were given importance. Measurement
An empirical research method was followed. Initially an expert evaluation
method was used to find out which cultural factors have significant effect on organization climate. Here around 10 experts (field of interest being change management, organization culture and climate) contributed in the survey/discussion. After the discussion, Cronbachs alpha was calculated for statistical conformation. Results were even analysed using case studies.
Sample & Data Collection
In the expert assessment method, 10 experts were interviewed, results
were verified and then statistical inferences were drawn using Cronbachs alpha, Kendalls coefficient of concordance and chi-square test. Data obtained through this was verified using a case study between 2 companies (Company A and Company B) where reconstruction and changes took place due to shift in markets. A qualitative analysis was conducted in these two companies. 22 employees of A and 27 of B participated in this research.
Data analysis
This was done in two different occasions:
In the first part of evaluation process which included interviewing
experts, inferences were drawn using Cronbachs alpha, Kendalls coefficient of concordance and chi-square test.
Second part which included survey in 2 different companies- the findings were theoretically calculated using mean factors
Results
Result of the research clearly indicated that during the transformation
phase organizational culture influences organization culture through definite factors
Conclusion
Here factors affecting organizational climate were evaluated and a model
was developed. Results in research showed that reward system, job satisfaction core values are some of the important cultural factors prompting organizational climate. In the transformation period these parameters must be focussed on. Employee satisfaction remains the most crucial factor as un-satisfaction may harm the environment. Each factor has its own issues and due importance should be given to all.