Page 241 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes
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Caution The considerations for change towards new technology or new ideas to get more
benefit and better expertise are to be analyzed with utmost care.

Organisational climate has been conceptualised on the basis of review of literature. The prevalent
conditions or attributes of an organisation that foster motivation are its employees. Hence, the
trainer’s perception about their organisation creates the climate of their respective organisations
and foster motivation in them viz.; achievement, affiliation, dependency, extension, control and
expertise. Precisely, it may be called motivational climate.
The six motives for organisational climate are considered important for effective functioning of
the employees of an organisation and in determination of training needs. Pareek (1981) has
made it very clear as to what each of these motives/climate mean.
1. Affiliation: Affiliation is a climate in which people strive for friendly, warm and affectionate
and personal relationship. In such a climate, maintaining good relations has priority over
the things.

2. Achievement: It is concerned with excellence with emphasis on achieving goals. An
achievement-oriented climate reflects concern for work excellence, and competitiveness.
Achievement of targets is rewarded and appreciated. People solve problems themselves
and take moderate risk.
3. Dependency: People do not work on their own their in this climate. They look for orders,
suggestions, support and help from their seniors. They are strictly followers of orders.
Observing regulations and excessive leaning on the authority are the characteristics of
this climate. People refer matters to their seniors rather attempting on its own.
4. Extension: Extension is concern for other persons, groups and society and helping people
when such help is needed. An extension climate people help each other, senior help
joiners. They all solve problems jointly.
5. Control: Or a need for personal consolidations of one’s own power. The control- oriented
climate indicates that people enjoy status, power and authority. A senior likes to control
his subordinates. Communication is selective and used as power leverage. Decisions are
made by few and those who are powerful dominate others.
6. Expertise: Expertise is concern for achieving goal or organisational good through expertise
and its influence in the system. An expertise climate indicates that the experts in skill and
knowledge are encouraged here. They are influential in decision-making, resolving conflict
and solving problems. In such a climate people are highly regarded.
Self Assessment

Fill in the blanks:
4. ……………… is a climate in which people strive for friendly, warm and affectionate and
personal relationship.

5. The aspect of Supervision in training may be corrective, growth-oriented and ………………
in nature.
6. An achievement-oriented climate reflects concern for work excellence, and
……………………..

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