The document contains a list of tables and charts with titles related to classifying employees based on various factors such as age level, gender level, qualification level, work experience level, satisfaction level about the working environment, interpersonal relationship level, rewards, performance appreciation level, and career opportunities level. The list provides the table or chart number and page number for each classification. The purpose is to analyze and understand the organizational climate and employee attitudes within the organization.

1. LIST OF TABLES & CHARTS
Table Page
Title
No. No.
CLASSIFICATION BASED ON AGE LEVEL
01
CLASSIFICATION BASED ON GENDER LEVEL
02
CLASSIFICATION BASED ON QUALIFICATION LEVEL
03
CLASSIFICATION BASED ON WORK EXPERIENCE
04 LEVEL
CLASSIFICATION BASED ON SATISFACTION LEVEL
ABOUT
05
THE WORKING ENVIRONMENT
CLASSIFICATION BASED ON EMPLOYEE’S
06 INTERPERSONAL
RELATIONSHIP LEVEL
07 CLASSIFICATION BASED ON REWARDS
CLASSIFICATION BASED ON PERFORMANCE
08 APPRECIATE LEVEL
CLASSIFICATION BASED ON CAREER
09 OPPORTUNITIES LEVEL

2. ABSTRACT
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. Every
organization is different and has a unique feeling and character beyond its structural
characteristics. Thus every organization deals with its member in a distinct way through its
policies on allocations of resources, communication pattern, reward and penalty, leadership and
decision making style, etc. This study helps to find out the existing climate of the organization
and also it is used to find out the attitude of the employees towards the organization.
This study is conducted on entire organization with the sample size of 120 chosen by
stratified disproportionate convenient sampling technique. The detailed survey is conducted
through a structured questionnaire. The data collected through questionnaire are tabulated and
the information is interpreted in pie, bar and column charts. Statistical tools like Chi-square,
Interval Estimation, Percentage Analysis, Weighted Average and two ways ANOVA are also
applied to reveal the indirect information.

3. INTRODUCTION
The climate is a relatively enduring quality of the organization which is experienced by
its members; it has an effect on their behavior, and how the organization functions. We measured
the organizational climate using seven concepts: trust, morale, conflict, rewards equity, leader
credibility, and resistance to change.
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. „Organizational climate‟ refers to the quality of working environment. If people feel that
they are valued and respected within the organization, they are more likely to contribute
positively to the achievements of the business outcomes. Creating a healthy organizational
climate requires attention to the factors which influence employee‟s perceptions, including the
quality of leadership, the way in which decisions are made and whether the efforts of employees
are recognized. In fact “Climate may be thought of as the perceptions of the characteristics of an
organization”.
“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. Every
organization is different and has a unique feeling and character beyond its structural
characteristics. Thus every organization deals with its member in a distinct way through its
policies on allocations of resources, communication pattern, reward and penalty, leadership and
decision making style, etc. The organizational policy and conviction with regard to all these and
a cluster of other related activities influence the feelings, attitudes and behavior of its members
and results in the creation of the unique organizational climate.

4. 1.1 NEED OF THE STUDY
 Organizational climate has a major influence on human performance through its impact
on individual motivation and job satisfaction. The major necessity for this study is to
understand the working environment of this organization.
 Organizational climate provides a type of work environment in which individuals feels
satisfied or dissatisfied. Since satisfaction of individual goes a long way in determining
his efficiency, organizational climate can be said to be directly related with his
performance in the organization. So this study is used to find out the performance level of
employees.
 Employees expect certain rewards, penalties, satisfaction or frustrations based on the
organizational climate and their expectations tend to lead to motivation.
 There is a contingency relationship between climate and the organization. So this study is
very important to understand the existing culture of the organization.
 Organizational climate represents the entire social system of a work-group. So through this
study we can understand the behaviors of the employees in the organization.

5. 1.2 OBJECTIVE OF THE STUDY
Primary objective
 To study the organizational climate prevailing in the Organization.
Secondary objective
 To understand the working environment in GVN hospital
 To study the autonomy of employees within the organization
 To suggest measures to create better organizational climate than the existing.

6. 1.3 SCOPE OF THE STUDY
A high level of organizational climate is necessary for the development of organization.
Good climate attracts good and efficient to the organization, who contribute to the productivity
of the organization. Employees also play a vital role in the creation of good organizational
climate. So this study mainly focused on the factors like working environment, autonomy of the
employees within the organization, inter-personal relationship among the employees within the
organization, rewards and benefits provided by the organization, appreciation and recognition
within the organization.

7. 1.4 LIMITATIONS
 Opinions of employees may be biased at time.
 The sample size consists of 30 among 500 employees. Finding of the study has its own
limitations.
 The results obtained from the responses fits to this unit alone and cannot be extended or
fit to the universe.

8. 2.0 REVIEW OF LITERATURE
RESEARCH STUDIES ON ORGANIZATONAL CLIMATE
 Schneider and Bartlett (1968) had proposed four organizational climate dimensions,
1) Individual autonomy: based on the factors of the individual responsibility, agent
interdependence, rules orientation and opportunities for exercising individual initiative.
2) The degree of structure imposed upon the position: based on the factors of structure,
managerial structure and the closeness of supervision.
3) Reward orientation: based upon the factors of reward, general satisfaction,
promotional-achievement orientation, and being profit minded and sales oriented.
4) Consideration, warmth and support: based upon the factors of managerial support,
nurturing of subordinates and warmth and support.
 James and Jones (1974) conducted a major review of the theory and research on
organizational climate ad identified climate in three separate ways that were not mutually
exclusive,
1. Multiple measurement – organizational attribute approach
2. Perceptual measurement – organizational attribute approach
3. The perceptual measurement – individual attribute approach
In the multiple measurement organizational approach james and jones cite forehand and
Gilmer as defining organizational climate as a defining organizational climate as a “set
of characteristics that describe an organization and that
 distinguish the organization from other organizations
 are relatively enduring over time and
 influence the behavior of people in the organization.
 In reviewing psychological climate as a set of perceptually based, psychological
attributes Jones and James (1979) noted that the process reflected the developments that
had occurred in the conceptualization of climate and the nature of its major influences.
They propose that psychological climate:
(a) refers to the individual‟s cognitively based description of the situation;

9. (b) involves a psychological processing of specific perceptions into more abstract depictions
of the psychologically meaningful influences in the situation;
(c) tends to be closely related to situational characteristics that have relatively direct and
immediate ties to the individual experience; and
(d) is multidimensional, with a central core of dimensions that apply across a variety of
situations(through additional dimensions might be need to better describe particular
situations.
 Hansen and Wernerfelt (1989) found that organizational climate factors explain about
twice as much variance in profit rates as economic factors.
 Denison (1990) found that an organizational climate that encourages employee
involvement and empowerment in decision-making predicts the financial success of the
organization.
 Schneider (1996) found that service and performance climates predict customer
satisfaction.
 Ekvall (1996) found a positive relationship between climates emphasizing creativity and
innovation and their profits.
 Thompson (1996) found that companies utilizing progressive human resource practices
impacting climate such as customer commitment, communication, empowerment,
innovation, rewards and recognition, community involvement/environmental
responsibility, and teamwork outperformed organizations with less progressive practices.
 Researchers Hart, Griffin, Wearing & Cooper (1996) have pursued the shared
perception model of Organizational Climate. Their model identifies the variables which
moderate an organization‟s ability to mobilize its workforce in order to achieve business
goals and maximize performance.
 Potosky and Ramakrishna (2001) found that an emphasis on learning and skill
development was significantly related to organizational performance.

10. 3.0 RESEARCH METHODOLOGY
Research Definition:
Research is an organized, systematic database, critical, objective, scientific enquiry or
investigation into a specific problem, undertaken with the purpose of finding answers or
solutions to it. In essence, research provided the needed information that guides managers to
make informed decisions to successfully deal with problems
Research Methodology:
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically.
The methodology followed was descriptive research which includes survey and fact
finding techniques the main purpose of description of state of affairs as it exists at present.
Research Design:
This requires proper planning; a research needs a plan before study to save time and
resources. A research design indicates a plan of action to be carried out in connection with the
proposed research work.
It provide a guidelines for the research to enable him to keep track of his action and to
know that he is moving in the right direction gives a specific presentation of various steps in the
process of research. Thus the research is formulated
Descriptive Research:
Descriptive research includes survey and fact finding enquires of different kinds.
The major purpose of descriptive research is the description of the state of affaires as it exists at
present. The main characteristic of this method is that the researcher has no control over the
variables he can only report what has happened or what is happening.
Descriptive research method will be applicable to existing method will be applicable
to existing problem. A survey research has been conducted where by the information has been
gathered from respondent by administering questionnaires through a direct interview, in this
project descriptive research was followed because the survey is based on present scenario.
Sampling:
In simple words, a process of selection of sample is called sampling

11. Sampling technique:-
The sample technique adopted for the study is Simple Random Samplingmethod,
because under this method of sampling, the researcher selects items for the sample randomly.
Sample size:-
A total of 100 employees were selected for the study.
Sources of Data
Both data are collected through a well designed structured questionnaire for the purpose
of the study.
Primary data:-
The primary data is collected through a well designed structured questionnaire
from the employees.
Secondary data:-
The secondary data are extracted from web site, books and records maintained the
organization.
Data Collection Method:
Researcher instruments is the tool by which the researcher can do research on specific
problems or objective. The most popular researcher instrument for collection of data is
“Questionnaire” for a particular investigation. It is simply a moiled set of questions presented to
respondents for their answers. Due to its flexibility, it is most common instrument used to collect
the primary data.

12. 4.1 PERCENTAGE ANALYSIS
CLASSIFICATION BASED ON GENDER LEVEL
TABLE NO: 4.1.1
GENDER LEVEL NO OF RESPONDENTS PERCENTAGE
Female 10 40
Male 15 60
TOTAL 25 100
INFERENCE:
The above table shows that 60% of the respondents are male and 40% of the
respondents are female.
CHART N.O: 4.1.1
GENDER
15
16
14
12 10
10
8 NO OF RESPONDENTS
6
4
2
0
Female Male

13. CLASSIFICATION BASED ON AGE LEVEL
TABLE NO: 4.1.2
AGE LEVEL N.O OF RESPONDENTS PERCENTAGE
Below 20 2 8
21-30 11 44
31-40 7 28
41-50 3 12
Above 50 2 8
TOTAL 25 100
INFERENCE:
The above table shows that 44% of the respondents are under the age group of 21-30, 8%
of the respondents are under the age group of below 20, 28% of the respondents are under the
age group of 31-40, 12% of the respondents are under the age group of 41-50, 8% of the
respondents are only under the age group of above 50.
CHART N.O: 4.1.2
AGE
12 11
10
8 7
6
N.O OF RESPONDENTS
4 3
2 2
2
0
Below 21-30 31-40 41-50 Above
20 50

14. CLASSIFICATION BASED ON QUALIFICATION LEVEL
TABLE NO: 4.1.3
QUALIFICATION NO OF RESPONDENTS PERCENTAGE
LEVEL
10th/12th Below 14 56
Diploma 7 28
UG 3 12
PG 1 4
TOTAL 25 100
INFERENCE:
The above table shows that 56% of the respondents are 10th / 12th & below, 28% of the
respondents are ITI / Diploma, 12% of the respondents are Under Graduate (UG) / Engineers and
3% of the respondents are only Post Graduate (PG).
CHART N.O: 4.1.3
QUALIFICATION LEVEL
14
14
12
10
8 7
6 NO OF RESPONDENTS
4 3
2 1
0
10th/12th Diploma UG PG
Below

15. CLASSIFICATION BASED ON WORK EXPERIENCE LEVEL
TABLE N.O: 4.1.4
WORK EXPERIENCE NO OF RESPONDENTS PERCENTAGE
LEVEL
Less than 2 years 9 36
2-4 Years 8 32
5-7 Years 4 16
8-10 Years 2 8
Above 10 Years 2 8
TOTAL 25 100
INFERENCE
The above table shows that 36% of the respondents are having 1ess tan 2 years of work
experience, 32% of the respondents are having 2-4 years, 16% of the respondents are having 5-7
years work of experience, 8% of the respondents are having 8-10 years of work experience, 8%
of the respondents are having 10 and above years of experience.
CHART N.O: 4.1.4
WORK EXPERIENCE LEVEL
9
9 8
8
7
6
5 4
4
NO OF RESPONDENTS
3 2 2
2
1
0
Less 2-4 5-7 8-10 Above
than 2 Years Years Years 10 Years
years

16. CLASSIFICATION BASED ON SATISFACTION LEVEL ABOUT
THE WORKING ENVIRONMENT
TABLE N.O: 4.1.5
SATIFACTION LEVEL NO OF RESPONDENTS PERCENTAGE
VERY GOOD 15 60
GOOD 6 24
NEUTRAL 2 8
BAD 1 4
VERY BAD 1 4
TOTAL 25 100
INFERENCE
The above table shows that 60% of the respondent‟s satisfaction level is very good in
working environment, 24% of the respondent‟s satisfaction level is good in working
environment, 8% of the respondent‟s satisfaction level is neutral in working environment, 4% of
the respondent‟s satisfaction level is bad and very bad in working environment,
CHART N.O: 4.1.5
SATIFACTION LEVEL
15
16
14
12
10
8 6
6 NO OF RESPONDENTS
4 2
1 1
2
0

17. CLASSIFICATION BASED ON EMPLOYEE’S INTERPERSONAL
RELATIONSHIP LEVEL
TABLE N.O: 4.1.6
OPINION NO OF PERCENTAGE
RESPONDENTS
HIGHLY SATISFIED 6 24
SATISFIED 13 52
NEUTRAL 4 16
DIS SATISFIED 2 8
HIGHLY DIS SATISFIED 0 0
TOTAL 30 100
INFERENCE
The above table shows that 52% of the respondents are satisfied, 24% of the respondents
are highly satisfied, 16% of the respondents are in neutral level, 8% of the respondents are
dissatisfied about their interpersonal relationship with other workers.
CHART N.O: 4.1.6
INTERPERSONAL
RELATIONSHIP
15 13
10
6
4
5 2
0
0 NO OF RESPONDENTS

18. CLASSIFICATION BASED ON REWARDS
TABLE N.O: 4.1.7
OPINION NO OF PERCENTAGE
RESPONDENTS
INCENTIVES 12 48
PROMOTIONS 8 32
GIFTS 4 16
OTHERS 1 4
TOTAL 25 100
INFERENCE:
The above table shows that 48% of the respondents are getting incentives, 32% of the
respondents are getting promotions, and 16% of the respondents are getting gifts as rewards
provided by organization
CHART N.O: 4.1.7
REWARDS
12
12
10
8
8
6
4
4 NO OF RESPONDENTS
2 1
0

19. CLASSIFICATION BASED ON PERFORMANCE APPRECIATE LEVEL
TABLE N.O: 4.1.8
OPINION NO OF PERCENTAGE
RESPONDENTS
CO-WORKERS 10 40
SUPERVISOR 5 20
MANAGER OR 3 12
HIGHER AUTHORITY
NO ONE 7 28
TOTAL 25 100
INFERENCE
The above table shows that 40% of the respondents saying that co-workers appreciating
their performance, 20% of them saying that supervisor appreciating, 12% of them saying that
manager or higher authority appreciating and the remaining 28% of them saying that no one
appreciating their performance.
CHART N.O: 4.1.8
PERFORMANCE APPRECIATE LEVEL
10
10
7
5
5 3
0 NO OF RESPONDENTS

20. CLASSIFICATION BASED ON CAREER OPPORTUNITIES LEVEL
TABLE N.O: 4.1.8
OPINION NO OF PERCENTAGE
RESPONDENTS
Yes 13 52
No 5 20
I don‟t aware of that 7 28
TOTAL 25 100
INFERENCE
The above table shows that 52% of the respondents saying that there are
appropriate career opportunities in the organization, 20% of them saying that there are no
appropriate career opportunities and the remaining 28% of them saying that they don‟t have
awareness about the career opportunities.
CHART N.O: 4.1.8
CAREER OPPORTUNITIES
13
14
12
10
7
8
5
6 NO OF RESPONDENTS
4
2
0
Yes No I don’t aware
of that

21. 5.0 FINDINGS
 60% of the respondents are male
 44% of the respondents are under the age group of 21-30
 56% of the respondents are 10th / 12th & below
 36% of the respondents are having 1ess tan 2 years of work experience,
 60% of the respondent‟s satisfaction level is very good with working environment of the
organization
 52% of the respondents are satisfied about their interpersonal relationship with other
workers
 48% of the respondents are getting incentives as rewards provided by organization
 40% of the respondents are replied that co-workers are appreciates their performance
 52% of the respondents saying that there are appropriate career opportunities in the
organization

22. 6.0 SUGGESTIONS AND RECOMMENDATIONS
Only 60% of the respondents are satisfied with the current working environment of the
organization so the company must improve the quality of working environment.
The organization should increases the participation of employees in decision making
process.
The organization should increase the monetary rewards in order improve the performance
of the employees.
The majority of the respondents saying that their supervisors do not appreciate their
performance, so the supervisors should appreciate the performance of the employees.
Some of the respondents saying that they don‟t have any awareness about their career
opportunities within the organization, so the company creates awareness about the career
opportunities among the employees.

23. 7.0 CONCLUSION
Climate is the atmosphere of the organization, a “relatively enduring quality of the
internal environment of an organization, which is experienced by its members and influences
their behavior.” Organizational climate may affect quality of service and employee‟s
commitment and involvement towards the organization. Climate dimensions in one way or
other affect the level of organizational climate. It is need to be taken into account while
evaluating the organizational effectiveness. Climate surveys 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. In general, they
are aimed at all aspects of the employees' jobs. The study shows that that there is no
significant difference between culture dimensions and organizational climate.

24. A STUDY ON ORGANISATIONAL CLIMATE PREVAILING IN
Dr.G.VISWANATHAN HOSPITAL
QUESTIONNAIRE
1. Gender
Female male
2. Age
a) Below 20 b) 21 to 30 c) 31 to 40
d) 45 to 54 d) Above 55
3. Qualification
a) Below 10th /12th b) Diploma c) Under Graduate d) Post Graduate
4. Experience
a) Less than 2 years b) 2 – 4 years c) 5- 7 years
d) 7-9 years e) above 10 years
5. What is your satisfaction level about the working environment?
a) Highly satisfied b) Satisfied
c) Neutral d) Dissatisfied
e) Highly dissatisfied
6. Give your opinion about the following factors which provide a good working
environment in your organization
Factors Very good Good Neutral Bad Very bad
Ventilation (proper air circulation)
Noise control in the organization
Cleanliness in the workplace
Handling wastes in the organization

25. 7. Are you free to express your own ideas and suggestions in decision making process?
a) Yes b) No
8. Do you have friendly and informal group in your organization?
a) Yes b) No
9. What is your satisfaction level about the interpersonal relationship with other workers?
a) Highly Satisfied b) Satisfied c) Neutral
d) Dissatisfied e) Highly dissatisfied
10. Your nature of relationship with other workers
a) Friendly b) Benevolent
c) Formal d) Informal
e) Strict
11. Are you adequately compensated for your work?
a) Yes b) No
12. Specify the rewards provided by your organization?
a) Incentives b) Promotions
c) Gifts d) Others_____________
13. Who will appreciate your performance?
a) Co-workers b) Supervisor
c) Manager or higher authority d) No one
14. Are there appropriate career opportunities in your organization?
a) Yes b) No c) I don‟t aware of that
15. Suggestions if any ___________________________________________________
______________________________________________________________________

26. BIBLIOGRAPHY
BOOKS
 Research methodology
Mr. C.R. Kothari, U.S. Johri for Wishwa
Prabahan. New Delhi
2nd edition
 Research methods for business
Uma Sekaran
Widely India Pvt. Ltd. Daryaganj, New Delhi
4th edition
 Human relations & organizational behavior
R.S. Dwivedi
5th edition
 Human resource management
L.M. Prasad
WEBSITES
 www.Managementparadise.com
 www.citehr.com
 www.google.com