Organizational Climate of Kerman Shahid Bahonar University: Its Comparison with the Desired Organizational Climate from the Viewpoints of the Personnel (Staff) of the University, The

The aim of this research is to contemplate the organizational climate of Kerman Shahid Bahonar University and compare it with the desired organizational climate from the point of view of the university staff.

The questions of the research are:

1 Is the relationship among the staff friendly?

2 Does the staff perform their delegated duties with high spirit?

3 Are the conditions in a way not to disturb the staff and not to make problems?

4 Is the managers' behavior with the staff supportive and friendly?

5 Is the staff interested in their occupations?

6 Do managers and staff behave formally with each other?

7 Is the managers' work [i]modus operandi[/i] taken as good examples?

8 Do the managers direct the staff ignoring the staffs' ideas?

The statistical samples that were chosen randomly include 262 employee without of 820 employed staff of Shahid Bahonar University. In order to win research aims, information and data were gathered using the view Research method and through the descriptive organizational climate questionnaire. However, alone 218 questionnaires were applicable. For analyzing the data, descriptive and inferential statistics tables, T-Test ANOVA, and Wilcoxon were used. The arises show that organizational climate of Shahid Bahonar University is similar to the clos a whole of Andrew W. Halpin and Don B Croft sum of two units scholars in organizational climate who were of those who designed a questionnaire regarding the organizational climate, and is far behind the desired organizational climate of the staff.

*Key Words: Organizational Climate, Halpin and Croft pattern Kerman Shahid Bahonar University

Each organization has its definite and relatively stable agriculture manners, values, norms and managements This culture or character that permits us to differentiate single organization from another is called organizational climate.1

The organizational climate deliver overs to all the inner conditions of the organization. In other words, the organizational climate consists of a station of characteristics observed by the personnel It describes an organization, differentiates an organization from others, is relatively constant in passing of time, and the individuals are affected and guided by the agency of it.2

Some of the characteristics of the organizational climate which are obtained [i]or[/i] part of to the other diverse researches are as follows:

* The expansion of the individual independence given to the personnel

* The expanse of determining the communicational goals, empires and procedures by the supervisors for the subordinates.

* The rewarded (encouraged) behaviors by dint of the organization and the kinds of the adviseed rewards.

* The consideration, intimacy and support of the subordinates by dint of the supervisors.

* The expansion of conflict and its rule of administration.3

According to the structural approach, different aspects of organization of the like kind as the organization size, the expanse of centralization in decision making, the number of horizontals in the hierarchy, the nature of technology and the aim that determines the behavioral policies, are effective in determining and forming the diverse organizational climates.

In other words, according to this approach, the organizational conformation plays a basic role in the formation of the organizational climate independent of the perceptions of the personnel

In the perceptual approach the organizational climate is pendent on the perceptions of the personnel And these perceptions are affected by dint of the external and internal factors. In this approach the individual understands the organizational situations and then creates an abstract or psychological sample of the "climate."

In the "interactional" approach, the organizational climate is the returns of the interaction of the personnel and the organizational situations. This approach, considers the organizational climate as the proceeds of the personality characteristics and the structural uncompounded bodys of the organization.

According to the cultural approach the organizational assemblages create a common sense of values, history, final causes and goals that are the fruits of the group interpretation. In this approach, the organizational climate arises from the organizational culture

The empirical findings present to view that some of the organizational climate aspects have consequences on the organizational performance. on the contrary it should be mentioned that different organizations have different climates, and no particular factor can be definitely specified as facilitating or inhibitive for all of them.4

The greatest in quantity important factors that affect the organizational climate are morale, leadership, formal and informal organization, and personality.

* Morale. The effectiveness of the personnel in achieving the organization goals is directly pendent upon their morale; therefore, the manager should know the personnel's morale and the ways to improve it.5

* Personality. sum of two units major factors affect the personality. These factors are the hereditary factors and the environmental factors. The manager must have the necessary information about the personnel's personality and the [i]modus operandi[/i] of its study.