Organisational climate from view point of motivation in district hospital, India

Abstract

Organisational Climate (OC) has been an im- portant topic of research in Organisational De- velopment. There are several frameworks and approaches to study OC. One such framework focuses on the effect of OC on motivation. Al- though studying OC from viewpoint of motive- tion is an important one, there is very limited research in Indian public health system on as- sessing OC from the view point of motivation. The present study uses a comprehensive frame- work that focuses on assessing OC from the view point of motivation in a government district hospital. The overall objective of the study was to assess the OC of a District Hospital (DH) from the view point of motivation. A total of 66 staff (all from the same district hospital) participated in the study that included 12 Class I doctor spe- cialists; 14 Class II doctors and 40 Class III staff The data was collected using a validated in- strument called Motivational Analysis of Climate (MAO-C). The instrument included six needs or motives and twelve dimensions of organisa- tional climate that were ranked by individuals according to their perception. Based on the ranks, final scores were calculated that reflected the dominant climate (highest score for a par- ticular motive) and backup climates (second highest score for a particular motive). Also a combination of the two motives, dominant and back up motives or climates indicated a par- ticular OC. According to the study, the dominant climate in the organisation was that for De- pendency motive while the backup climate for the organisation was for Control motive. Ac- cording to the literature, both Dependency and Control motives are dysfunctional climates. A high dependency motive indicates that the overall organisational climate is characterized by no initiatives by the people and the employ- ees always look for approval from their seniors; assistance of others in developing oneself; a need to check with others who are more know- ledgeable. Similarly high score for control mo- tive indicates that order is maintained in or- ganisation; indicates display of personal power; a desire to stay informed and an urge to monitor events and to take corrective action when need- ed. When the two motives are combined, the stu- dy indicates a dependency-control climate pro- file which means that the organisational prac- tices are similar to government offices, where subordinates have no say in decision making and they have to follow the established rules of the organisation. Such organisations have clearly laid communication channels controlled from higher authority indicating typical characteris-tics of a beaurocratic organisation.