Professional Documents
Culture Documents
Meaning of HR+D+Climate
Climate, this is an overall feeling that is conveyed by the physical layout, the
way employees interact and the way members of the organisation conduct
themselves with outsiders. (It is provided by an organisation.)
ϖ Organisational Structure-
An organization’s structure is actually a ‘snapshot’ of a work process, frozen
in time so that it can be viewed. The structure enables the people’s energy to
be focused towards process achievement and goal achievement. Employee
must have a clear definition of not only the work structure but also the role
used to organize the work. If the structure and the role is not clear, people
will not know what the work process is, who is responsible for what, whom to
go for help and decision, and who can Assist in solving problems that may
arise.
Organisationalϖ Culture-
Organisational culture is the pattern of beliefs, knowledge, attitudes, and
customs that exists within an organisation. Organizational culture may result
in part from senior management beliefs or from the beliefs of employees.
Organizational culture can be supportive or unsupportive, positive or
negative. It can affect the ability or willingness of employees to adapt or
perform well within the organisation.
The most effective work culture is one that supports the organizations HR
strategies by aligning behaviors, processes and methods with the desired
results. It is not just achieving results but the methods through which they
are achieved that are critical to long-term success.
HRϖ Processes-
Importances are:
Economic condition –
An organisation’s economic condition influences its culture in several ways.
The more prosperous an organisation is the more it can afford to spend on
research and the more it can afford to risk and be adventurous.
Leadership Style : -
An organisation leadership style plays a profound role in determining several
aspects of its culture. An authoritarian style may make the organisation’s
culture characterized by high position structure, low individual autonomy, low
reward orientation, low warmth and support and so on, or it may be
opposite, like goal directed leadership.
Organisation size : -
An small organizations there are few levels of management, these are
generally more amenable to democratic and participative functioning than big
organisations. More open communication system in small organisations.
Hence these organisations have a different type of climate than what are in
big organizations.