SYNOPSIS

ON
ORGANIZATIONAL CLIMATE SURVEY LG
REETA
Registration No. 521058552
Specialization: HR
Synopsis submitted in partial fulfillment of the requirements
for the degree of Master of Business Administration of
Sikkim Manipal University, INDIA

INSOFT, C 2 SECTOR 10, NOIDA 201 301

CENTRE CODE 1822
Sikkim Manipal University of Health, Medical and Technological
science Distance Education wing
Syndicate House, Manipal 576104

DECLARATION

Synopsis on ORGANIZATIONAL CLIMATE SURVEY LG submitted

in partial fulfi llment of the requirement for the degree of Masters
of Business Administration to Sikkim Manipal University, India, is
my original work and not submitted for the award of any other
degree, diploma, fellowship, or any other similar title or prizes.

Place: Noida

Date: _________
(REETA)
Registration No. 521058552

CERTIFICATE

Synopsis

of

Reeta

(Registration

No.

521058552)

Synopsis

on

ORGANIZATIONAL CLIMATE SURVEY LG is approved and is acceptable

in quality and form.

Internal Examiner

External Examiners
(Mr. ____________________)

ACKNOWLEDGEMENT

My sincere thanks to my faculty Guide Mr. Israr Alam, Insoft,

Sector-10, Noida, who has been a constant source of inspiration at
every stage of the project and has encouraged me with his
valuable suggestions.

REETA

EXECUTIVE SUMMARY
Organizational climate of an organization reflects the way it deals with its workforce and
issues related to them. We can study organizational climate under various dimensions. I had
chosen LGE as my company for dissertation because it has very nice organizational climate to
study. Also they are known for their energetic and enthusiastic employees. In a vibrant
organization like LG change is an intrinsic part of the day-to-day implementation. The acclaim
for this phenomenal success goes to the extremely well designed system and a set of hard
working and dedicated corporate HR team. The quality of the company reflects in the
performance of its employees and the HR that it selects the best of the best and retains them to
gain continuous growth. The prime objectives of doing this project are to assess the factors
responsible for the existing motives of prevailing HR climate, to assess the development areas of
the organization, to do a comparative study of the attitude and perception of employees in
different departments and of different grades, to find out the level of job satisfaction within the
LG Employees and also find out the ways of retaining employees. For this, a exploratory
research survey is being conducted. Data collection is through questionnaires given to top
management, mid management, and shop floor employees. On the basis of data collected
analysis is done and which all dimensions are working in maintaining the organizational climate
of the company is being recommended to the company.

TABLE OF CONTENTS
Page No
Executive Summary

Introduction

Problem of the Study

Objective

Research Methodology
10
Analysis
12
Finding & Conclusion
13
Recommendation
15
Appendix
16
Bibliography
18

INTRODUCTION
Organization
An organization is a unique living organism whose basic component is the
individual and this is its fundamental unit of study on the basis of which
organizational climate will be known.
Organizational Climate
Climate can be defined as the perceived attributes of an organization and its
subsystems, as reflected in the way an organization deals with its member, groups
and issues. The emphasis is on perceived attributes and the working of subsystems.
Dimensions of organizational Climate
Decision Making:- An organizations approach to decision making can be
focused on maintaining good relations or on achieving results.
1. Conflict Management: - It is the ability to identify sources of differences
that lead to conflict and take steps to resolve them constructively.
2. Interpersonal Relationships: - An organizations interpersonal relation is
reflected in the way informal groups are formed.
3. Communication: - Communication is concerned with the flow of information:
its direction (top-down, bottom-up, horizontal), its dispersement (selectively
or to everyone concerned), its mode (formal or informal), its type
(instructions or feedback on the state of affairs).
4. Trust: - The degree of trust or its absence among various members and
groups in the organization affect the climate or atmospheres.
5. Orientation: -This is the main concern of the members of an organization.
6. Innovation: - It is ability to create and provide novel solutions to problems
and to initiate and adapt to change.

PROBLEM OF THE STUDY

Every organization has to face certain problems pertaining to their daily functioning.
These problems call for an effective thinking on the part of academician to find out a valid and
reliable solution. Hence it becomes not only desirable to carry out a well-planed research in the
area asking for effective solutions.

This calls for a well-planed research methodology so that the problematic areas could be
well identified and causes if any, be known and solved, This research was particularly carried out
at LG Electronics, Noida on the Organizational climate existing in the company in order to find
out the factors effecting the job satisfaction of the employees and companys high attrition rate.

OBJECTIVE
As the project is carried out on Organizational Climate Survey at LG ELECTRONICS, as a
part of HR project, the prime objectives are: To assess the factors responsible for the existing motives of prevailing HR climate.
To assess the development areas of the organization.
To do a comparative study of the attitude and perception of employees in different
departments and of different grades.
Find out the level of job satisfaction within the LG Employees and also find out the ways
of retaining employees.

RESEARCH METODOLOGY
This is an exploratory research and survey method was adopted to collect data. Survey is
a method of collecting information in which direct contact is made with the units of the study
and through systematic means of structured questionnaire and informal interview schedule data
is collected. It was decided to do survey for Top Management, Middle management and shop
floor workers.

Questionnaire:
From the objective of study we developed a questionnaire based on various dimensions to
find out the factors responsible for the results of the study. Questionnaire is for both top
management and middle management and for shop floor worker who work in the factory.
Questionnaire consists of 20 Questions, which include questions of each dimension. These
dimension are as follows:
1. Learning
2. Management style
3. Team work
4. Job effect
5. Empowerment
6. Reward system
7. Work norms
8. Leadership
9. Commitment
10. Decision making
11. Target setting
12. Coaching & Development
13. Communication flow
14. Job satisfaction
15. Monitoring & feedback
16. Nature of job
17. Co-operation
18. Work pressure
19. Stress
20. Working hours

10

Scaling Method
A 5-point, attitude rating Likert scale was used for rating the response for each statement.
The close-ended question gave the five-degree of freedom for expressing their views over a
particular question expressed numerically as 1, 2, 3, 4, 5.
1: Strongly disagree

2: Disagree

3: Partially Agree

4: Agree

5: Strongly agree

Statistical tool used

Using the attitude rating Likert scale the scores obtained far each item of the dimensions
were collected and compiled.
For assessment of specific question the weighted mean of all the responses has been
taken. And also the co-relation is being calculated between the dominating dimensions.

Sources of data
Collection of data is an essential part of the project, as it constitutes the foundation of the
statistical analysis and interpretation. Questionnaire was made and sent to the people asking it to
filled by them within due date. Several forms were filled by direct approach to the people which
gave chance to interview and gather more information.
A sample of 30 people was taken comprising the General Managers, Deputy General
Manager, Assistant General Manager, Manager, Deputy Manager, Assistant Manager, Sr.
Engineer and Sr. Executive of the organization. The primary data was collected through
questionnaire designed. Also an informal personal interview was taken with most of them to
make out the aspects that could have missed while making the questionnaire.
The secondary and internal data was collected from the personnel department and
relevant help provided by my faculty guide. For several other information other books of Human
Resource Development were studied to form the questionnaire whose references can be found
out from bibliography.
11

ANALYSIS

S. NO.

PARAMETERS

% MEAN

RANK

LEARNING

79

MANAGEMENT STYLE

79

TEAM WORK

77

JOB AFFECT

77

EMPOWERMENT

77

REWARD SYSTEM

76

WORK NORMS

75

LEADERSHIP

74

COMMITMENT

74

10

DECISION MAKING

74

11

TARGET SETTING

74

12

COACHING
DEVELOPMENT

13

COMMUNICATION FLOW

73

14

JOB SATISFACTION

73

15

MONITORING
FEEDBACK

16

& 73

12

& 73

15

NATURE OF JOB

70

16

17

CO OPERATION

70

18

WORK PRESSURE

69

18

19

STRESS

63

19

20

WORKING HOURS

61

20

CONCLUSION
12

* Leadership includes Empowerment, Coaching & Dev & Monitoring & Feedback

%age of
employees in
agreement

An organization - confluence of individuals with different attitudes, perceptions, interests

and cultures, various technological inputs, demographic elements, economic factors - both
internal and external, social factors etc., or in other words it is unity in diversity. In the ultimate
analysis, organization exists for the individuals, families, society and the nation as a whole. In
this structure the individuals - the employees are the active building blocks of an organization.
The organization will survive, grow and sustain if at all it has 'quality' building blocks. How
these quality building blocks are developed? Develop a HR Climate where the development of
the individual or employee in all respect is taken care of. Under a healthy and positive HR
Climate, development of the employee, the role, the dyad, the team and finally the organization
would thrive through various elements, even during the challenging periods.
With reference to LG Electronics India Pvt. Ltd., various fundamental conditions are
favorable for rejuvenating HR Climate such as economy of the company, industrial relations and
other advantages of a strategic industry. With adequate planning and structuring of the HRD
systems and its gradual implementation over a period of time with sincere participation and
involvement of employees will definitely make the organization more competent to take up any
challenges - internal or external - in the future. Simultaneously, it would be fulfilling its prime
mission of creating Great Company, Great People and thus employees of LG will express
feelings of excitement and deep satisfaction. The few measures to raise the self-esteem of the
employees are:

Recognize the assistance of exceptional achievers will provoke others to try hard.

Criteria for selecting exceptional achievers should be crystal clear.

Effective HR actions in the areas of guidance, career development etc equip the workers
better on the specialized front and also increases their self-esteem, self-confidence, spirits
and enthusiasm.

Give stress on strengths and not on your weak point.

Others should be treated as equals, regardless of their status in the society.

Be positive.

13

Dont worry much about impressing others; they are probably trying to impress you.
If you are relaxed you are more expected to come out better.
Try to admit and understand the self as you are. Remember if you underestimate yourself
others will do the same to you.
The need of the hour is not only to enable the employees to grow in the learning

organizations the concept of which, is fast attaining celebrity status in this age of knowledge
economy but also to take care that the employee has substantial growth in his self-esteem
without which, I fear, all the retention policies of the organizations will meet a sorry fate.

14

RECOMMENDATIONS & SUGGESTIONS

Improving Organizational Climate

Training employees in the right way is an important step towards improving

organizations work culture. When employees know how to do things the right way and
what the company expects from them, the rate of conflicts and errors can be brought
down significantly.

Analyzing the existing cultures and comparing it with the expectations and perceptions of
your clientele. Bring changes accordingly.

A basic requirement for a productive environment is a diverse team of enthusiastic

people, who are interested in working as a team and improving the work atmosphere, as a
whole.

Organize discussions with team members and talk about matters pertaining to the current
culture of the organization. Try to improve the changes that you find justified.

Maintain a healthy communication with your team. Tell the team members about the
leadership of the organization and the strategies adopted to build a more attractive culture
in the company.

Share information broadly with the employees so that they have a clear view of the things
and know how to best perform their task. Makes it a point to share information about
such matters as daily sales results from each hub with all of the employees, so that
employee can compare their performance with others.

Accessibility to employees- Managers make sure that people within the organization see
them as fellow human beings rather than figures living in an ivory tower. To be able to
trust, employees need to feel some sense of what kind of people are in management
whether they are trustworthy.

Willingness to answer hard questions- The senior management should be willing to

answer hard questions of employees. It helps in clarifying doubts of employee and
employee develops confidence in top management.
15

Delivering on promises: The top management should keep it a point to fulfil the promises
it makes to the employees as well as customers.

16

APPENDIX
Organizational Climate Survey - LG
QUESTIONNAIRE
These are the following
(a) Strongly Disagree
(b) Disagree
(c) Partially Agree
(d) Agree
(e) Strongly Agree

1. Organization ensures that the learning takes place in the desired manner.
(a)

(b)

(c)

(d)

(e)

2. The top management is willing to invest a considerable part of their time and other resources
to ensure the development of employees.
(a)
(b)
(c)
(d)
(e)
3.

Management effectively balances people problems and production problems.

(a)

4.

(b)

(c)

(d)

(e)

You as an employee in the organization enjoy working in a team.

(a)

(b)

(c)

(d)

(e)

5. Management has given the powers of self decision making. Organization appreciates
entrepreneur decision making.
(a)

(b)

(c)

(d)

(e)

6. There are proper mechanisms in this organization to reward any good work done or any
contribution made by employees.
(a)
(b)
(c)
(d)
(e)
7. Do you provide incentives or rewards to employees for bringing forward suggestions on
improving productivity?
(a)
(b)
(c)
(d)
(e)
8. Work culture will strictly be followed by the management and employees?
(a)
(b)
(c)
(d)
(e)
9. The management runs a people-oriented organization.?
17

(a)

(b)

(c)

10. The employees are committed to their jobs?

(a)
(b)
(c)

(d)

(e)

(d)

(e)

11. Members of this organization have a wide range of interests.

(a)
(b)
(c)
(d)

(e)

12. Employees are clear with the target given to them by their top management.
(a)

(b)

(c)

(d)

(e)
13. Do you communicate regularly with field employees regarding the success of the company,
future job prospects and other issues affecting the company?
(a)
(b)
(c)
(d)
(e)
14. As employee you are satisfied working with this organization
(a)
(b)
(c)
(d)

(e)

15. Management timely monitor the work of their subordinates and give proper feedback?
(a)
(b)
(c)
(d)
(e)
16. Nature of the job is up to the mark in the company
(a)
(b)
(c)
(d)

(e)

17. More experienced members of the organization take time to help new members.
(a)
(b)
(c)
(d)
(e)
18. The work pressure you feel during your working hours is enormous?
(a)
(b)
(c)
(d)
(e)
19. Management help their subordinates to relieve stress and work pressure?
(a)
(b)
(c)
(d)
(e)
20. Working hours in the organization are flexible
(a)
(b)
(c)

(d)

(e)

NAME:

-------------------------------------------------------------------------------

SEX :

a) Male

INCOME: a) Up to 2.5 lac

b) Female
b) 2.5 to 5 lac

c) 5 lac and above

18

BIBLIOGRAPHY/REFERENCE

Books referred to:

1)

2)
3)
4)

Human Resource Management: Stephen P Robbins

Organizational HR
HR manager
Statistics for Management

: Monappa and Saiyuddin

: Ashwathappa
: Levin R.I.

Website referred to:

1) www.Lgezbuy.com
2) www.lge.com
3) www.hrmanager.com
4) http://www.google.com
5) http://www.hbr.com
6) http://www.hrgopher.com/
Articles Referred:
i.

Rao & Pareira, Recent Experiences in Human Resource Development, New

Delhi, Oxford and IBH, 1986.

ii.

V.S.P. Rao, Managing People, New Delhi, Amexcel Publishers Pvt. Ltd., 2000.

iii.

Why Retention Should Be a Core Strategy Now, Paul Michelman, October 01,
2003.

iv.

Some Pros and Cons of Six Sigma, Dr Jiju Antony, Division of Management
Caledonian Business School, Glasgow, G4 0BA.

19