Organizational Climate, Perceived Performance and Its Impact

The organizational climate is a measure of identity for an organization. The Organizational Climate is a competitive factor in the world. Hamel and Prahlad say in towards world, competition is for future and the competitive factor is core competencies. The human resources competency is an important element in the competition. The globalization has intensified the competition. The competitive factor is not confined to product quality but also includes the intangible assets like value, ethos and culture. The importance of organizational climate in the present global context is its ability to provide competitive edge. The global factor has made identity a critical component for competition. The Organizational Climate is an important factor and a measure of healthy practices. The Human Resources Practices and Procedures nurture the culture of an organization. But unfortunately the term organizational climate is contradictory with many definitions, demarcations and dimensions. Therefore, the corporate and business strategy is oriented by the organization to create right climate in the organization. The manifestations of organizational climate are Job Satisfaction and Perceived Performance. The satisfaction with job creates a climate for furthering the performance. The job satisfaction is a measure of success of the organization. The Job satisfaction is important for any organization, the higher satisfaction propel the organization to achieve higher competence. The Job satisfaction is inherent to the organizational climate and varies with value. Further, Actual – Expected variation influences Job satisfactionThe term Perceived Performance is an experience of work as perceived by the individual. Further the Perceived Performance is a subjective term. Human Resources Management practices influence the performance of employees. CHAPTERISATION SCHEME:The scheme of chapterisation is as mentioned below,Chapter I: Theoretical Review of Organizational Climate, Perceived Performance and Job Satisfaction. Further chapters contains Empirical Review of Literature Need for the study Research Methodology, Organizational Review,Data Analysis,Summary, Suggestions and Conclusion.BibliographyAnnexureANALYSIS OF THE DATAThe profile factors are first analyzed using the measure of central tendency Mean, percentages and chi-square. The mean age (45.33 years) of the shipbuilding workers in a public sector is high. The male are employed in majority and females are present in maximum (32.4 per cent) in the age group 40-50 years. The caste representation is proportionate to population distribution and in both male and females’. The females (57.1 per cent) with non-technical qualifications are more whereas men (67.6 per cent) are more with technical qualifications. One interesting fact in the study is some non-technical qualified persons are engaged in technical work and vice-versa. The non-nativity factor is high and the religion affinity is favorable to the major religion Hindu.The Classification of employees’ shows females (57.1 per cent) are more in Staff category. Since it is Engineering Company we find more employees in Engineering and Allied Services. The mean for length of service is high (18.6 years) and it is attributed to job security in the public sector. The promotion pattern shows disparity in comparison of males with females and the same is confirmed by chi-square analysis. Further, for improving career prospectus higher qualifications are obtained with a combination of engineering, management and other social science degrees. The specialization distribution reveals men as more in Engineering and Allied Services whereas females are more in Administration and Medical Services.The Organizational Climate is the perception of the employees. The Organizational Climate is the summation of the perception of the individuals towards the following factors