What´s Organizational Psychology? Essay

There is a direct link between a high or low level of trust between the workers and management within a corporation and the productivity growth. Corporation must be willing and prepared to make small but regular investments that are required, and there will be a high substantial return, both in material and a healthy labour management climate. There are mainly three concepts that describe the working climate within a firm or organization: the satisfaction the employees get form working, the general trust in the corporation and level of trust the average employee has in the chief executive. Managers must mold their employees, and by doing that they will

Organizational climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

Once completing the quiz “What’s the Right Organisational Culture for Me?”(Robbins, DeCenzo, Coulter & Woods, p. 46), I found that my personal score of 24 placed me in this more humanistic style of organisational culture. According to Robbins et al (2016, p. 46), scores more than 22 “indicate a preference for informal, humanistic, flexible and innovative cultures”. The quiz itself looked into the seven main pinpoint of organisational culture; “innovation and risk-taking, attention to detail, outcome orientation, people orientation, aggressiveness and stability.” I think that organisational culture is integral to the businesses productivity because of its ability to reflect communal shared values, principles, traditions, and practices that influence the way an organisation’s employees and other members conduct themselves.

The article was about leadership and motivation in the organization. How to measure organizational climate and the effect it has on the company. Organizational climate is the way a employee relates to there manager or leader. The relationship that the two share whether its good or bad and how it effects the labor of the employee. The environment that the organization operates in and how the employees adapt to it. Good leaders should focus on motivating their employees. High performance climate is measured by a employee doing what ever it takes to achieve there goals in the organization. Low performance climate is measured when employees are not achieving there goals and not always completing their daily task. The better the leadership is in an organization will tell show in the labor that is produce from its employee. Good leadership in a organization makes the work environment a better place for every one in the organization and will help produce good labor.

There are many definitions of organisational culture available in the literature, many of which are based on the fact that culture consists of values, beliefs, and assumptions shared by the majority of members of an organisation. These characteristics and shared views are then translated into common and repeated patterns of behaviour. Although it is difficult to come up with a single definition that would cover

I’ve noticed in my intermediate learning experience (ILE) class is that there are two types of work center environments. You have the dehumanization climate, where leaders withhold information from subordinates, tell subordinates what and how to do tasks, and talking to subordinates individually rather than in groups to keep that individuals favor (Mod 7). Then, others fall in the overhumanization climate, where human relations are more important than organizational objectives, conflicts and tensions should be reduced at all costs, and participative decision making is always superior to decisions made by one or a few (Mod 7). I find the concept situational climate important to me because I can use it to help my work center be a more balanced climate.

When comparing and contrasting on culture and climate in our text book, Black and La Venture (2015) we see the factors that go into organizational climate which include 1.flexibility, 2. responsibility, 3. Standards, 4. Rewards, 5.clarity, and 6.Commitment. I can see how people will sometimes confuse the two because they seem so similar. Some others examples are organizational climate likes flexibility where employees can be innovated. While organizational culture likes shared values that employees find meaningful. Another

Organisational culture is a set of beliefs and values that effects the behaviour and thinking of organisation members and it can be a starting point for mobility or can create an obstacle to progress. Also, these are the basic areas of change and organisational evolution. (Hill & Gareth R Jones,

Organisational culture can be defined as a collection of beliefs and norms shared by individuals and groups in an organisation. It is those norms that control the way they do things and the way they relate with themselves and with their customers. The culture of an organisation can be perceived and felt but, may not be easily explained. Culture is developed and transferred in conscious ways and unconscious ways from one generation to another.

“Organizational culture is a system of shared assumptions, values and beliefs that governs how people behave in organizations. The culture of an organization provides boundaries and guidelines that help members of the organization know the correct way to perform their jobs.” (McLaughlin, John) “Organizational climate is the umbrella term to indicate the process of quantifying the organizational culture of an organization. It is a set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior. Organizational climate can also be defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization.” (MBA Brief)

According to Bergstram and Hamilton, organisations have different structures and these structures have a bearing on attitudes and behaviour. Each organization has a different culture and structure which makes them a different performer altogether. Behaviour

Lindahl states that large scale organizational improvement occurs in a human system which means in an atmosphere where we have beliefs and individual members with norms. The climate of a building is fiction in nature that is developed by individuals to give meaning to their work. Contrarily, school culture is there to provide actual stability of the organization. The climate of a school is the perception and expressive belief that individuals hold. The culture is described as shared values, beliefs and expectations that are created through interactions of individuals within the organization.

What Is Organisational Climate? The term “organisational climate” can be used in either a technical or a colloquial sense. As a technical term, it is defined as “a set of measurable properties of the work environment, based on the collective perception of the people who live and work in the environment and demonstrated to influence their motivation and behaviour.” As an everyday term, it describes the way it feels to work in an organisation. People use “climate” as a catchall phrase to describe the overall “tone” or

‘An organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.’ (Denning, 2011) Organisational Culture is the way in which things are done and how employees react and behave around the workplace. A culture tends to follow traits under three main levels; Underlying Assumptions; Values and Artefacts – Physical Manifestations, Behavioral Manifestations and Verbal Manifestations- meaning not all organisations follow the same culture. If the organisation’s culture is to accept change

Climate is important as it is seen as influencing day-to-day job experiences (Schneider and Hall, 1972). Numerous studies have investigated the relationship between organizational climate and effort and organizational climate and job satisfaction (e.g., Andrews and Kacmar, 2001; Ashkanasy, Wilderom, Peterson, 2000; Carr, Schmidt, Ford, and DeShon, 2003; Porter & Lawler, 1965). All have reported data indicating that climate and effort and climate and job satisfaction are related, and, thus, they are supportive of the Schneider and Hall model. In other words, employees who perceived a supportive climate in their organization felt that their work situation facilitated their giving their best effort to their work, while those employees who perceived their organizational climate as unsupportive perceived their work situation as not conducive to their putting forth their best effort at work.