A Research Proposal On

Consumer Satisfaction

SubmittedTo: Rakesh Patel

Preparedby: Prajay Patel

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. 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 employees 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. Definition of Organisational Climate Organisation climate is a relatively ending quality of the internal environment that is experience by the members, influences their behaviour and can describe in a terms of values of a particular set of characterises of the organisation. (Renato Tagiurie, 1968) Climate is a set of attributes which can be perceived about a particular organisation and its subsystem, and that may be included from the way the organisation and its subsystem deal with their members and environment.

RESEARCHOBJECTIVE:
To study the level of organizational climate prevailing in the Organization. To study the factors influencing organizational climate. To study the organizational climate using seven dimensions: Environment, Team work, Management Effectiveness, Involvement, Rewards and recognition, Competency and Commitment To study the impact of climate dimension on organizational climate. To study the employees attitudes towards the organization.

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RESEARCHMETHODOLOGY:
1. ProblemIdentification Early researchers focused more on personal demographic characteristics to find the sources of variation in employees job satisfaction, but the recognition that variation in human behaviour in some circumstances can be attributed to organizational factors. There is an array of demographic and organizational factors, which may have some association with job satisfaction, so focus of this study is on organizational climate. As it has been found that due to the poor working conditions and unhealthy climate the organisations, leads to the reduction of employee motivation, morale, productivity etc. This in turn leads to mass resignations, absenteeism and labour turnover. It has been observed when an individual starts his/her job; they first of all desire to have a conducive working environment in the organisation. Form this observation, it was found to study the organisational climate. 2. LiteratureReview Literature on organisational climate is reviewed using sources which specifically address issues relevant to librarians as well as sources from other disciplines. The information gathered is ordered thematically and includes investigations into different models used for typologies, the affects organisational culture has on performance, the measurability of organisational culture, and ways in which organization can manage cultural change. Organisational climate was once seen as how things are done around here (Drennan, 1992) but has since evolved into a facet of management with a robust range of literature affording a far deeper understanding. Scheins definition (1985) remains one of the most often used and can be summed up as the learned product of group experience which affects the behaviour of individuals. Organisational culture is differentiated from organisational climate in that it is not as overt. Organisational culture is also differentiated from organisation structure in that structure has more to do with the relationships between individuals in an organisation. Organizational climate is a relative enduring characteristic of an organization which distinguishes it from other organization: (a) and embodies members collective perceptions about their organization with respect to such dimensions as autonomy, trust, cohesiveness, support, recognition, innovation and fairness: (b) is produced by members interaction; (c) serves as a basis for interpreting the situation; (d) reflects the prevalent norms, values and attitudes of the organizations culture; and (e) acts as a source of influence for shaping behavior. (Moran and Volkwein, 1992, p.2)

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The atmosphere that employees perceive is created in their organizations by practices, procedures and rewards. Employees observe what happens to them (and around them) and then draw conclusions about the organizations priorities. They then sit their own priorities accordingly. (Schneider, 1994) Schneider, Brief and Guzzo (1996) argue that sustainable organizational change is most assured when both the climate what the organizations, members experience and the culture what the organizations members believe the organization values change. Meanwhile Schneider and Synders (1975) took a more detailed and different approach in defining organizational climate. They refer to the concept as a frame of reference on the congruence of work behaviours and procedures that exist in a system. Higher congruence between the two elements would build an employees perception of a more harmonious work environment and lower congruence between the two elements would create a perception of a less harmonious work environment. Moran and Volkwein (1992) defined the concept of organizational climate as characteristics of an organization. Those characteristics include a) the perceptions that employees share on autonomy, trust, cohesiveness, support, appreciation, innovation and fairness that exist in their organization; b) it is generated from organizational members interactions; c) it serves as a basic stance for employees interpretations towards certain situations; d) it describes the norms and attitudes of an organizational culture, and last but not least e) it functions as a source that influences individuals work behaviours. 3. ResearchDesign The study is descriptive research study. The main purpose of descriptive research is description of the state of affairs as it exists at present. In the present study, descriptive method is used to study the prevailing organizational climate. 4. DeterminingSamplingDesign The two major methods are probability and non-probability sampling technique. The study requires probability method since the sample will be chosen with simple random sampling method. 5. CollectionofData In dealing with any real life problem it is often found that data at hand are inadequate, and hence, it becomes necessary to collect data that are appropriate. There are several ways of collecting the appropriate data which differ considerably in context of money
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costs, time and other resources. The primary data will be collected through a well structured questionnaire Secondary data required for the project will be collected from the company records and Internet. 6. Analysisofthedata For the analysis of data Microsoft Excel and Statistical Software Package SPSS will be used. Simple percentage analysis and tabulation will be used to analyse the data. Bar diagram will be used to give pictorial representation to the analysis. 7. ReportWriting: After completing who steps of research methodology, last step is report writing. Report writing is structured format for the research project for which study is going to be conducted.

BIBLIOGRAPHY:
Books: Stephen Robbins: essential of organisational behaviour, prentice hall international edition. Understanding of organisational behaviour Udai Pareekh Websites: http://eprints.hec.gov.pk/6251/1/3187H.htm acumen.lib.ua.edu/content/u0015/.../u0015_0000001_0000519.pdf Error! Hyperlink reference not valid. http://hrmba.blogspot.in/2009/10/organizational-climate-survey-project.html http://www.scribd.com/doc/21430485/Organizational-Climate-Survey-ProjectReport http://ebookbrowse.com/apmas-organisational-climate-survey-presentationpdf-d246687556

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