SYNOPSIS

ON

ORGANIZATIONAL CLIMATE SURVEY - LG

REETARegistration 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 301CENTRE CODE – 1822

Sikkim – Manipal University of Health, Medical and Technological science Distance Education wing

Syndicate House, Manipal – 576104

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DECLARATION

Synopsis on “ORGANIZATIONAL CLIMATE SURVEY – LG ” submitted in

partial fulfillment 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

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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. ____________________)

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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

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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.

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TABLE OF CONTENTS

Page No

● Executive Summary 5

● Introduction 7

● Problem of the Study 8

● Objective 9

● Research Methodology 10

● Analysis 12

● Finding & Conclusion 13

● Recommendation 15

● Appendix 16

● Bibliography 18

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INTRODUCTIONOrganization

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 organization’s 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 organization’s 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

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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 company’s high attrition rate.

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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.

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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 style3. Team work 4. Job effect5. Empowerment 6. Reward system7. Work norms 8. Leadership 9. Commitment10. Decision making11. Target setting12. Coaching & Development13. Communication flow14. Job satisfaction15. Monitoring & feedback16. Nature of job17. Co-operation18. Work pressure19. Stress20. Working hours

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Scaling MethodA 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.

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ANALYSIS

CONCLUSION

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S. NO. PARAMETERS % MEAN RANK

1 LEARNING 79 1

2 MANAGEMENT STYLE 79

3 TEAM WORK 77 3

4 JOB AFFECT 77

5 EMPOWERMENT 77

6 REWARD SYSTEM 76 6

7 WORK NORMS 75 7

8 LEADERSHIP 74 8

9 COMMITMENT 74

10 DECISION MAKING 74

11 TARGET SETTING 74

12 COACHING & DEVELOPMENT 73 12

13 COMMUNICATION FLOW 73

14 JOB SATISFACTION 73

15 MONITORING & FEEDBACK 73 15

16 NATURE OF JOB 70 16

17 CO OPERATION 70

18 WORK PRESSURE 69 18

19 STRESS 63 19

20 WORKING HOURS 61 20

* 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.

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Don’t 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. 

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RECOMMENDATIONS & SUGGESTIONS

Improving Organizational Climate 

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

organization’s 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.

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Delivering on promises: The top management should keep it a point to fulfil the promises

it makes to the employees as well as customers.

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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) (b) (c) (d) (e)

4. 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.?

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

10. The employees are committed to their jobs?(a) (b) (c) (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 b) Female

INCOME: a) Up to 2.5 lac b) 2.5 to 5 lac c) 5 lac and above

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BIBLIOGRAPHY/REFERENCE

Books referred to:

1) Human Resource Management: Stephen P Robbins2) Organizational HR : Monappa and Saiyuddin3) HR manager : Ashwathappa4) Statistics for Management : 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.

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