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Organizational Climate

Abstract

In this paper, I describe what organizational climate is and how it affects the organizations working conditions. It shows the features and processes of the organization and the surrounding and describes the type of organizational climate of my organization. The report will also show the features of our organization in accordance organizations climate and culture. It will also indicate how to improve on the organizations and make it better than before.

Introduction

Organizational climate also known as Corporate Climate is the process of enumerating the culture of an organization. Climate describes the working environment as it is seen by the organizational employees directly or indirectly.  This is a major cause of influencing employees’ behavior in and organization. It is normally used by the management for ease of acceptance of change by its employees. Organizational climate is sensed and not recognized cognitively. Climate is a set of attributes which is viewed by others about a given organization, its system, processes and activities. Climate of an organization can be noted, by the way, it deals with its members or the surrounding (Garvin, Edmondson & Gino, 2008).

In organizational climate, an organization can either be exploitive, impoverished, supportive, or enlightened.  An organization that can be exploitive or impoverished is an organization with people who complain more than work. An organization climate being enlightened or supportive is one with high standards and effective leadership. Our organization, being recently formed has an enlightened and supportive organizational climate. It has a good scheme for its personnel thus, attracting excellent personnel. Such organization has its work and processes set in a formal way and done in a pre-determined format. The work is set in subgroups, who work together to attain a common goal. All the groups formed should depict an enlightened and supportive climate. They are results oriented   and not task driven (Manning & Curtis, 2003).

The other features of enlightened and supportive climate are that their standards are high. This is in relation to work, for example, if it is a Hospital it ensures that their patients are served well, on time and with great care. They will give themselves deadlines in serving of their customers. For example, a customer will be served within ten minutes after he/she arrives. The other feature of organizational climate is effective leadership; this is because the top management works together with the middle and lower level managers to improve the organization. This is done by efficient communications in both directions either upwards or downwards (Manning & Curtis, 2003).

The goals are responsibilities of all employees in such organizations are clear, and everyone has his /her own duties which are clear and precise. Clear responsibilities ensure that no own will be viewed as much important than the  other as they will all be important in meeting the target of the organization. In supportive organization climate, , the workers are given rewards for work well done. Moreover, a promotion or a letter of acknowledgment is given to staff for attaining a higher output than the previous. This is to appreciate their efforts and motivate them to work better.  Teamwork is also a major feature of such organizations; this is shown by corporations between colleges from different levels (Manning & Curtis, 2003).

In order to improve an organization, the management should appreciate differences this ensures that new ideas are brought to that organizations, another step is by ensuring that the staff are psychologically safe and comfortable in their place of work. Openness to new ideas is also a step towards scaling up ones organizations. Taking risks and venturing in untested fields will lead to having a competitive edge over the other companies. The managers should also take time to reflect on whatever they are doing, and this will improve on future judgments. This change can happen to our organization because this is still having a room of improvement. The new staff employed to the organization should be incorporated to the system in the workplace (Zhaohui, n.d).

In conclusion, the organization climate of an organization determines the culture and behavior of the entire staff of the organization.

References

Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard business review, 86(3), 109.

Manning, G., & Curtis, K. (2003). The art of leadership. McGraw-Hill/Irwin.

Zhaohui, Z. The Dynamic Balance between Explorative and Exploitative Learning under Open Innovation.