Developing a Sound Organisational Climate:
To develop a sound organisational climate
is a long-term proposition. Organisational climate depends upon the
organisational behaviour system. The organisational climate should represent
the goals and philosophies of those who join together to create the
organisation. The type of climate that an organisation seeks is contingent upon
the type of people it has, the type of technology, level of education and
expect actions of people in it.
The following techniques are generally helpful
in improving the climate of the organisation:
1. Effective
Communication System:
There should be a two-way communication
in the organisation so that the employees know what is going on and react to
it. The manager can modify his decision on the basis of feedback received.
2. Concern for People:
The management should be interested in
the human resource development. It should work for the welfare of employees and
an improvement in their working conditions. For developing a sound
organisational climate, the management should have shown concern for the
people.
3. Participative
Decision Making:
The management should involve the
employees in decision making process, particularly those decisions which are
related to goal setting and affect them. Participative decision making will
make the employees committed to the organisation and more cooperative also.
4. Change in Policies,
Procedures and Rules:
The organisational climate can also be
changed by making changes in the policies, procedures and rules. It is a time-consuming
process but the changes will also be long lasting if the workers see the
changes in policies, procedures and rules as favourable to them.
5. Technological
Changes:
Generally, the workers and employees
resist any innovative changes. But where technological changes improve the
working conditions of the employees, the change will be easily accepted. Better
climate will be there if the management adopts innovative changes in
consultation with the employees.
6. Assess your management team honestly. Before you
introduce any major policy or procedure changes, or invest in an expensive new
employee break room toy, look at your current leadership. If you have managers
or supervisors that show favoritism to certain employees or that have created a
negative work environment, you’ll need to deal with them first.
7. Ask your employees what could improve the
workplace. Talk to them directly and be approachable. Listen to their answers
and make changes accordingly.
8. Encourage team spirit and camaraderie. Celebrate
team wins or employee birthdays and anniversaries with small parties, or
surprise staff by bringing in lunch one Friday. Sometimes the smallest things
can ease tension and allow your staff to connect personally.
9. Change your own attitude by becoming more positive.
According to Great Leadership, you need to be the positive example. Come in to
work each day with a smile and fresh perspective. It may be contagious and rub
off on your employees.
10. Improve the actual work environment. Look at the
office or warehouse to see if it’s helping or hindering a positive climate. For
example, allow natural light to come in, paint dingy walls brighter colours and
hang motivational posters to change the atmosphere.
11. Give recognition to your top performers to let them
know they are appreciated. Some employees lose their positive attitude and
motivation to do a good job when they feel as if no one cares, and their
efforts are fruitless. Start an employee of the month club or give out a
monthly bonus to your superstars.
12. Relax rigid rules or restrictions if all else
fails. For example, eliminate rules about no personal items, such as photos or
plants, on employee desks. Start having casual Fridays, in which employees can
wear nice jeans into the office. If you give a little in some areas, you may be
surprised at the change in attitude.
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