Professional Documents
Culture Documents
A Study On Organizational Climate With Special Reference To Success Engineering Industries, Thanjavur
A Study On Organizational Climate With Special Reference To Success Engineering Industries, Thanjavur
Presented by
S.Surya
REG.NO 821915631035
INTRODUCTION
Introduction
Organizational climate is comprised of mixture of norms, values, expectations,
policies, and procedures that influence work motivation, commitment and ultimately,
individual and work unit performance. Positive climate encourages, while negative
climates inhibits discretionary effort. Now it has become a very useful metaphor for
thinking about and describing the social system.
Organizational climate is also referred to as the situational determinants
or Environmental determinants which affect the human behaviour. Organizational
climate is about the perception of the climate and about absolute measures. All
organizational theoreticians and researchers unanimously agree that a social climate is
extremely important for the ultimate achievement of organizational goals
Definition :
Climate for an organization is somewhat like the personality for a person. Just as every
individual has a personality that makes each person unique, each organization has an organizational
climate that clearly distinguishes its personality from other organization. G James Francis and Gene
Milbourn.
General Perception:
Organizational climate is a general expression of what the organization is. It is the summary perception
which people have about the organization. It conveys the impressions people have of the organizational
internal environment within which they work.
And had expertise of well experienced Engineers, Trained technicians and committed to meet the
set task & also well experienced in Third party inspection (Worked for
ISGEC,CVL,KSCL,L,TECH SHARP,CHEMPLAST etc) with adhering the requirements of
Codes, Standards, Recommended, Practices and Company Specifications in a stringent manner
and with loyalty and honesty to the clients.
Presently, Success Engineering Industries stepping in to next phase of focusing on heavy
engineering fabrication with major emphasis on pressure and non- pressure parts for the following
sectors:
Thermal Power plant, Oil & Gas Petroleum Refinery Piping, Cross Country Pipelines, Mining
Industry, Nuclear Power, Wind Mill Towers ,Chemical Plant , Steel Plant, Sugar Mills, Paper Mills
etc.
We are well experienced in fabrication of power piping, Thermal Power Plant Boilers,
Supporting Columns, Ceiling Girders, Floor Beams, Roof Beams, Ducting, Storage Tanks, Coals
Compartment Assemblies, Wind-Box Assemblies, L-Frames and Side Casing Walls with Insulation,
Types of Wind Mill Towers, Dam peers, Diverters, Isolators and Buckets for Bucket Wheel
Excavators etc.
PRODUCTS IN DETAIL & SERVICES
Pressure Parts:
All type of coils, loose bends, water walls panels, tanks, pipings, skid assembly, welded
bifurcates, fabricated unequal tee, drums and ring header.
Wind-Mill Towers:
Conical, Tubular, Hexagon and lattice types.
Conveyor Equipments:
All types of pulleys with shaft, drive head & tail end station, idlers, standard shift able frames,
belt scrapers, skirt board and crawler pad.
Ducting:
Square, Elbow, Transition, Circular, Equal tee, Unequal tee, Chimneys, Reducers, David
Assembly, Flue Gas Duct, Oil Air Duct, Air Foil Duct etc
Duct
Roofing Duct
Side Casing
Spiral Casing & Fan Casing
T-duct
Wind Box
Dampers:
Gate, Auto- dampers, Circular dampers, Isolators and Wind box assembly
Structural Columns:
+ Columns, I Columns, Box Columns and Ceiling Girders.
Structural Beams:
Welding Beams, Bracing Beams, Bracing Boxes and Buck Stay Angle
2.1 REVIEW OF LITERATURE
Ratna Sen, (2003), said that organizational characteristics associated with the post- reform
market orientation, which are likely to have a climate impact, are accessibility, innovation, risk
taking, caring for small things, an outcome orientation, a thirst for perfection, people and team
orientation and reliability.
Keith Davis, (2003), explained that climate can influence motivation, performance and job
satisfaction. It does this by creating certain kinds of expectancies about what consequences will
follow from different action. Employees expect certain rewards, satisfaction and frustrations on the
basis of their perception of the organizational climate. These expectations tend to lead to motivation
tend to lead to motivation, as explained by the expectancy model of motivation.
Kolb (1984) stressed that the learning climate must permit and exhort the employees to experiment.
Individuals must feel secure enough to take risks and without fear of receiving severe punishment should
they feel. Therefore, experimenting is accepted even when individuals make mistakes as long as they
reflect o and earn from their effort (Poel et al., 1997)
CHAPTER-III
3. RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research methodology is a technique used to systematically solve a research problem. It
helps the researcher to know which research method and analysis could be utilized to bring out a
possible solution for a research problem.
RESEARCH DESIGN
Research design adopted for the study is descriptive research and it is defined is
Research design is the plan, structure and strategy of investigation conceived so as to obtain answers
to research questions and to control variance. Kerlinger
3.3 SOURCES OF DATA COLLECTION
PRIMARY OBJECTIVE
INDUSTRIES tanjore.
SECONDARY OBJECTIVE
towards the organization itself. Organization climate is a relatively ending quality of the internal
environment that is experienced by the members, influences their behavior and can described in
INFERENCE:
It is inferred from the above table that 55% of the respondents in the study are belongs
to the neutral and another 38% of the respondents are belongs to the satisfied.
EXPERIENCE AND DECISION MAKING PROCESS
DECISIONMAKINGPROCESS
Asymp. Sig.
Value df (2-sided)
HIGHLYSATIS
FIED SATISIFED NEUTRAL Total
Pearson Chi-Square 3.959a 4 .412
EXPERIENCE BELOW5YEARS 2 16 28 46 Likelihood Ratio 4.490 4 .344
5-10YEARS 4 17 16 37 Linear-by-Linear .548 1 .459
ABOVE15YEAR 0 4 6 10 Association
S
Total 6 37 50 93 N of Valid Cases 93
INFERENCE:
From the above table, it is inferred that the calculated value (3.95) is lesser than the table value
(14.86). The null hypothesis is accepted. i.e. there is a significant relationship between experience and
decision making process .
TABLE
COMPARISON BETWEEN MANAGEMENT RELATIONSHIP AND VIEWS AND
SUGGESTIONS
INTERPRETATION
It is found that calculate value is positive. Hence there is positive relative between Management relationship in
organization and Views and Suggestions in the organization
CHAPTER- V
FINDINGS, SUGGESTIONS, AND CONCLUSION
5.1 FINDINGS
45% of the respondents are belong to the age group 30-40 years.
32% of the respondents are having 12th and below level educational qualification.
70% of the respondents are receiving monthly income Rs.15000 and Below.
49% of the respondents are having Below 5 years experience.
65% of the respondents are satisfied on their working conditions.
51% of the respondents are neutral for welfare facilities provided in their organization.
49% of the respondents are satisfied for health and safety programs provided in their organization.
60% of the respondents are satisfied for safety equipments provided in their organization. .
48% of the respondents are neutral for their working hours.
49% of the respondents are neutral for interpersonal relationship with other workers.
55% of the respondents are neutral for relationship with supervisors.
49% of the respondents are satisfied for relationship with management
52% of the respondents are satisfied for relationship with subordinates.
55% of the respondents are neutral for free to express their views and suggestions in
decision making process.
47% of the respondents are satisfied for consider their views and suggestions.
52% of the respondents are neutral for current benefits provided in their organizations.
54% of the respondents are neutral for rewards provided in their organizations.
57% of the respondents are neutral for superiors help to learn and train.
59% of the respondents are neutral for providing training opportunities.
60% of the respondents are neutral for career outlook motivates to work.
72% of the respondents are neutral for environment facilitate the relationship between
employees.
68% of the respondents are neutral for their work is important for reach its goal.
55% of the respondents are satisfied for happy in work.
51% of the respondents are satisfied for having good teamwork and teamspirit.
68% of the respondents are neutral for that the company contributes to improving the life.
SUGGESTIONS:
The organization may concentrate on improving career outlook of the employees.
The organization may provide more training so that the employees can improve their
skills and career development.