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.

According to Campbell, Organizational climate can be defined as a set of attributes

specific to a particular organization that may be induced from the way that organization deals with its
members and its environment. For the individual members within the organization, climate takes the
form of a set of attitudes and experiences which describe the organization in terms of both static
characteristics (such as degree of autonomy) and behaviour outcome and outcome - outcome
contingencies
 Characteristics of Organizational climate:

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.

Abstract and intangible concept:

Organizational climate is a qualitative concept. It is very difficult to explain the components of
organizational climate in quantitative or measureable units.

Unique and district identity:

Organizational climate gives a distinct identity to the organization. It explains how one organization is
different from other organizations.
 1.2 INDUSTRIAL PROFILE

Industrial Boilers (IBL)

PROFILE:
The IBL Group is a Research driven, industrial organization specializing in Design and
Manufacturer of Process Steam Boilers, Industrial Boilers, Power Boilers, Turbines, Mini Power
Plants, Specialised Combustion solutions, Solar Systems and Pollution Control Equipments.
The IBL group employs over 1000 people and is one of the largest steam boiler manufacturer in
India.
With a vast pool of highly talented and experienced engineers, IBL has continued to maintain
its reputation as a Research Powerhouse in Boilers.
With Boiler technology flowing thru our veins, IBL is the international market leader in the field of
Biomass Boilers and at the very cutting edge of technology.
Our research is 5 to 10 years ahead of time so that we can foresee developments and provide
absolutely latest technology to our customers.
HEAD QUARTERS: Gujarat
WEBSITE: www.indboilers.com
Multitech Boilers
PROFILE:
We are a Quality Conscious Group of Highly Qualified & Experienced Engineers &
Technologists having pioneered into innovative areas of Thermal Engineering.
We have established ourselves in Agro Based Industries, with FBC boiler at an
efficiency of around 82% & in other industries like Solvent Industry, Steel Industry,
Captive Power Units, Rubber Technology, Chemical Industry, Packaging Industry
etc. with highly efficient steam boilers, hot water boilers, Thermic fluid heaters
and other tailor made heat transfer equipment to suit specific requirements.
We have our well equipped workshops one in Howrah & the other at Bantala
both are well equipped and also staffed with skilled manpower, the key mantra
is Quality.
The key concern of all company personnel is Quality.
HEAD QUARTERS: Jadavpur, Kolkata
WEBSITE: www.multitechboilers.com
1.3 COMPANY PROFILE

SUCCESS ENGINEERING INDUSTRIES has been located in TB Sanatorium main road,

sengipatti & (Po) Thanjavur (DT) 613402. Success Engineering Industries managed and
supported by highly qualified, knowledgeable and experienced professionals. They are
establishing well set up, Equipped with latest state-of-art equipments to meet the customer
requirements of Quality and Delivery Schedule

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

3.3.1 PRIMARY DATA

Primary data are those which are collected a fresh and for the first time and thus happen to be
original in character. Primary data can be collected either through experiment or through survey.
Well structured primary data are those which are collected a fresh from the employee through a
questionnaire.

3.3.2 SECONDARY DATA

Data was collected from previous reviews, company records, annual report of the company,
internet.
OBJECTIVES OF THE STUDYY

PRIMARY OBJECTIVE

The brief study is to analyze the organizational climate in SUCCESS ENGINEERING

INDUSTRIES tanjore.

SECONDARY OBJECTIVE

To find out the various factors influencing the organizational climate.

To analyze the employees welfare facilities in the company.

To identify the perception of the workers towards the organizational climate.

TOOLS USED
Percentage analysis method
Chi-square method.
Correlation

SCOPE OF THE STUDY

Organizational climate is the manifestation of the attitudes of organizational members

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

terms of values of a particular set of characteristics of the organization.

 CHAPTER- 4
DATA ANALYSIS AND INTERPRETATION
RELATIONSHIP WITH SUPERVISORS

S.No Particulars No. of Percentag

Respondents e Chart
1 Highly 5 5% 100
80
Satisfied 60 55%
2 Satisfied 35 38% 40 38%
20
3 Neutral 51 55% 0
5% 2% 0%
Highly Satisfied Neutral Dissatisfied Highly
4 Dissatisfied 2 2% Satisfied Dissatisfied
5 Highly 0 0% 1 2 3 4 5
No. of Respondents Percentage
Dissatisfied
93 100%

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

EXPERIENCE * DECISIONMAKINGPROCESS Cross tabulation

Count Chi-Square Tests

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

Managem Highly Neutral Dissatisfie Highly MANAGEM VIEWSANDS

ENTRELATIO UGGESTION
ent Satisfied Satisfied d Dissatisfie
NSHIP S
Relations d 1 .138
MANAGEMENTRELA Pearson
hip TIONSHIP Correlation
Sig. (2-tailed) .187
5 46 42 0 0
N 93 93
Views Highly Satisfied Neutral Dissatisfie Highly
VIEWSANDSUGGESTI Pearson .138 1
and Satisfied d Dissatisfie ONS Correlation
Suggestio d
Sig. (2-tailed) .187
ns
N 93 93
5 44 44 0 0

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.

Current organizational benefits in the form of incentives and increments in

compensation, may be continued constantly.

The organization may concentrate on improving interpersonal relationship among the

employees.
CONCLUSION:
The organizational climate involves the following variables
like working conditions, welfare facilities, safety methods, flexible
working hours, group interpersonal relationships, participative styles,
rewards and recognition, safety and increments, promotional
opportunities, training programs, achieving company objectives, good
team spirit and career development. If these variables are found to be
good we can say the organizational climate is very good. Here the
study reveals the climate of the organization is excellent since
because there is no sign of dissatisfaction in the survey at any level
this is unimaginable to achieve but success engineering have obtain it
and it is the duty of organization to maintain it forever