Research Methodology

Need of The Study:

Climate consists of a set of characteristics that describe an organisation distinguish from the
other organisation and influence the behaviour of people in it. Employee commitment is
defined as the willingness of the individuals to give their energy to the organization through
actions. The organizational climate is reflected in the organization's objective to develop its
employees by providing them good working environments and supporting them so they can
achieve jobsatisfaction; all of these enhance commitment among the staff toward the
organization. An effort has been made to study the influence of organizational climate one
employee commitment in pharma sector.

Scope of The Study:

This study helps in finding out whether the organisational climate is influencing the
employees in the organisation.This study is confined to pharma sector in Hyderabad,
Telangana.

Objective of The Study:

• To study the organisational climate in pharma sector.

• To study the work commitment of the employee.
• To study the impact of demographic factors on the employee.
• To identify the reasons effecting the performance of employee.
• To study the impact of organisational climate on the employee work in the
organisation.
• To study the influence of organisational climate on the efficiency of employee.

Data Collection:
Primary Data: The primary data is obtained from the employees of pharma sector through
circulation of the structured questionnaire. This questionnaire contains closed ended
questions. The personal data of employees was also collected which were open ended
questions.

Secondary Data: The secondary data is obtained from the websites, journals, articles,
internet and textbooks.

Sampling Size:

Number of sample size ,i.e. 50 employees were used for the purpose of collection of data
from the selected employees of pharma sector.

Sampling Technique:

Its an empirical study.

 Secondary Data

Introduction:

Organizational climate is the shared perception of employee who work and live in the
organization. It is the sum of individual perceptions regarding the organizational procedures,
policies and practices. It represents the psychological environment of the organization
consisting of individual opinions framed upon micro events that happen to them as well as to
others around, over a period of time. It is the set of measurable properties of the work
environment, perceived directly or indirectly by the members, influencing their work and
satisfaction.

The Organizational Climate facilitates the firm to identify to the deficiencies in

connection with different organizational factors, such as organizational structure, employee
compensation system, communication level, physical atmosphere, organizational culture, etc.
It is the apparent trait of a firm and its sub-systems as replicated in the mode in which an
organization deals with its associates, team members and organizational problems. It is
comparatively enduring excellence of the in-house atmosphere that is experienced by its
employees which influences their performance and can be described in terms of the values of
a specific set of behaviours in the firm. Organizational Climate is comprised of a mixture of
norms, values, expectations, policies and procedures that influence work motivation,
commitment and ultimately individual or work unit performance.

Climate can be defined as the perceived attributes of an organization and its

subsystems, as reflected in the way an organization deals with its members, groups and
issues. The Emphasis is on perceived attributes and the working of subsystems. Climate as
used in the Organizational context, consists of a total affective system of human group in the
Organization, including attitude towards the system, sub-systems and super ordinate to the
systems and other systems of the persons, tasks, procedures and conceptualizations. Climate,
thus, refers to the relationships in any situations as the people in that particular situation
experience.
Industry Profile:

Pharmacy is the science and technique of preparing, dispensing, and reviewing drugs
and providing additional clinical services. It is a health profession that links health sciences
with pharmaceutical sciences and aims to ensure the safe, effective, and affordable use of
drugs. The professional practice is becoming more clinically oriented as most of the drugs are
now manufactured by pharmaceutical industries. Based on the setting, the pharmacy is
classified as a community or institutional pharmacy. Providing direct patient care in the
community of institutional pharmacies are considered clinical pharmacy.

The scope of pharmacy practice includes more traditional roles such as compounding
and dispensing of medications, and it also includes more modern services related to health
care, including clinical services, reviewing medications for safety and efficacy, and providing
drug information. Pharmacists, therefore, are the experts on drug therapy and are the primary
health professionals who optimize the use of medication for the benefit of the patients.

An establishment in which pharmacy (in the first sense) is practiced is called a

pharmacy (this term is more common in the United States) or a chemist's (which is more
common in Great Britain). In the United States and Canada, drugstores commonly sell
medicines, as well as miscellaneous items such as confectionery, cosmetics, office supplies,
toys, hair care products and magazines and occasionally refreshments and groceries.

In its investigation of herbal and chemical ingredients, the work of the pharma may be
regarded as a precursor of the modern sciences of chemistry and pharmacology, prior to the
formulation of the scientific method.

Pharmacists are healthcare professionals with specialized education and training who
perform various roles to ensure optimal health outcomes for their patients through the quality
use of medicines. Pharmacists may also be small-business proprietors, owning the pharmacy
in which they practice. Since pharmacists know about the mode of action of a particular drug,
and its metabolism and physiological effects on the human body in great detail, they play an
important role in optimization of drug treatment for an individual.

Pharmacists practice in a variety of areas including community pharmacies, hospitals,

clinics, extended care facilities, psychiatric hospitals, and regulatory agencies. Pharmacists
themselves may have expertise in a medical specialty.
Company Profile:

Granules India Ltd. is a vertically integrated pharmaceutical company, headquartered

in Hyderabad, India. They manufacture Active Pharmaceutical Ingredients (APIs),
Pharmaceutical Formulation Intermediates (PFIs) and Finished Dosages (FDs), distributed to
quality conscious customers in both regulated and semi-regulated markets. They are
dedicated to excellence in manufacturing, quality and customer service.

As Granules stands today, their business is bucketed into three areas; the Core
business which comprises our ‘core molecules- Paracetamol, Ibuprofen, Metformin,
Guaifenesin and Methocarbamol; the Emerging business that focuses on manufacturing APIs
with a focus on vertical integration and the CRAMS segment, which focuses on contract
research and manufacturing

Vision:

To be the global leader in pharmaceutical manufacturing by

process innovation and unparalleled efficiencies.

Mission:

Our drive to be the best is unparalleled. We will match our drive by partnering with global
leaders in our markets, building lasting relationships, and the foundation for mutual growth
and success.

To this end, we have integrated our production forwards and backwards thereby completing
our value proposition. But we are not satisfied with that alone. We will continuously support
this endeavor by smoothing the process end-to-end through advanced technology, eco-
friendly solutions and giving our people the training they need to be the best in their field. In
the end, our products will be superior in quality and a proud testament of how we believe in
doing business at Granules.

Values:

Integrity: We will maintain consistency in our values, means and actions in

conducting our business.
Quality: We will strive to maintain the highest standards in all our
products and processes.

Continuous improvement: We will systematically enhance our products, processes and

services.

People: We will cultivate a conducive environment where individuals can

realize their potential.

Customer-centric: We will focus our energies towards understanding and addressing

customer expectations.

Articles:
Impact of organizational climate on organizational commitment and perceived
organizational performance: empirical evidence from public hospitals

There was a positive and linear relationship between organizational climate with
organizational commitment and perceived organizational performance. Results from the
regression analysis suggested that organizational climate has an impact on predicting
organizational commitment and perceived organizational performance of the employees in
public hospitals of North Cyprus. Organizational climate was found to be statistically
significant in determining the organizational commitment of the employees. The results of
the study provided some critical issues regarding the relationship of three concepts in the
study. According to the findings, if the organizational climate scores of the employees are
high, organizational commitment scores of the employees are high at the same time. In other
words, if the employees in public hospitals of North Cyprus perceive the organizational
climate in a positive way, they will have higher levels of organizational commitment.
Findings suggested that organizational climate is an important factor in healthcare settings in
terms of employee commitment and how employees perceive organizational performance,
which would lead to significant results about the provision of service in healthcare
organizations.

A Complete Guide to Organisational Climate

The concept of organisational climate was formally introduced by the human relationists in
the late 1940s. Now it has become a very useful metaphor for thinking about describing the
social system. Organisational climate is also referred to as the “situational determinants” or
“Environmental determinants” which affect the human behaviour.
Some persons have used organisational culture and organisational climate interchangeably.
But there are some basic differences between these two terms. According to Bowditch and
Buono, “Organisational culture is connected with the nature of beliefs and expectations about
organisational life, while climate is an indicator of whether these beliefs and expectations are
being fulfilled.”

Meaning:

Before understanding the meaning of organisational climate, we must first understand the
concept of climate.

“Climate in natural sense is referred to as the average course or condition of the weather at a
place over a period of years as exhibited by temperature, wind, velocity and precipitation.”

Definition:

According to Forehand and Gilmer, “Climate consists of a set of characteristics that describe
an organisation, distinguish it from other organisations, are relatively enduring over time and
influence the behaviour of people in it.”

According to Campbell, “Organisational climate can be defined as a set of attributes specific

to a particular organisation that may be induced from the way that organisation deals with its
members and its environment. For the individual members within the organisation, climate
takes the form of a set of attitudes and experiences which describe the organisation in terms
of both static characteristics (such as degree of autonomy) and behaviour outcome and
outcome- outcome contingencies.”