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Dimensions of OC

Let as acquaint ourselves with the factors of OC m which we can see the characteristics of OC. Some key factors of OC are: 

Position Structure

Here we refer to the objectives of the task and the method of accomplishing this task. This is to be communicated to the individuals by the supervisory staff. It, therefore, affects supervisory style, formalization and centralization in an organization. 

Individual Autonomy

It refers to the amount of freedom an individual can exercise to manage himself. It is a pointer to his decision-making power. It is a freedom to be responsible to one, and the accountability towards higher management is by exception only. 

Reward Orientation

Achievements are to be rewarded. High reward orientation means asking people to perform better and be rewarded. 

Risk Taking

The freedom with which an individual is allowed experimentation o( new ideas, innovations be creative and take risks – all this without any fear of punishment is an indication of RT dimension of OC. An organization can be extremely cautious or extremely venturesome. Risk taking is a continuum between these extremes. 


Formal control is the issue here. To what extent it is there – there could be ‘free’ organizations with self-regulation or tightly controlled bureaucratic organizations. 


It is state of inter-personal differences. The extent to which we are honest and open about it gives a dimension of OC.

Consideration, Warmth, Support

Team spirit gives a warm OC. The support and stimulation given to an individual by other organizational members determine this dimension.

Progressiveness and Development

The environment might be conducive to individual development including the application of new ideas.

The above list is only illustrative; and not exhaustive. The dimensions given above are overlapping. May be, sometimes these dimensions do not reflect the quality of climate. But nonetheless, they are helpful to describe OC.