...www.ccsenet.org/ijps International Journal of Psychological Studies Vol. 2, No. 2; December 2010 Organizational Climate and its Effects on Organizational Variables: An Empirical Study Jianwei Zhang (Corresponding author) School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China E-mail: jianweizhang@263.net Yuxin Liu Business School, University of International Business and Economics, Beijing 100029, China Abstract This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers...
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...Effective HR systems: The impact of organizational climate and organizational strategy on strategic behaviour Industrial and Organizational Psychology Bachelor Thesis Student: Ludwig Fritzsch 0095605 Docents: Prof. Dr. Karin Sanders Drs. Ivy Goedegebure University of Twente Enschede, 30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area...
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...Chattanooga Ice Cream Division Case Analysis May 10, 2016 Juan J. Garcia Jack Welch Management Institute Dr. Christine Fuselier JWI 510 Overview The intent of this case analysis is to synthesize the cumulative team leadership principles presented in this class to date. The paper will demonstrate an informed understanding of how leaders that foster an ambiance of trust will enjoy the benefits of cohesive, more productive teams through collaboration among all members. The subject of this analysis is Chattanooga Ice Cream, Inc. (the division), one of three wholly-owned subsidiaries of Chattanooga Food Corporation (CFC) as described in “The Chattanooga Ice Cream Division” case study (the case study) (Sloane 2003) . Background Market Position The division had grown to become one of the largest regional manufacturers of mid-priced basic ice cream products in the United States. Primary customers were supermarkets and related retailers. Recently, a major supermarket chain had notified that it would no longer be carrying the division brand. Financial Profile Although sales revenues in 1991 were just over $180 million, by 1995 the earnings had dropped to $150 million. During the same period, operating profit fell from $6.5 million to $4.1 million. In 1995, the subsidiary had reached a point where it was unable to pay any upstream dividends to the parent company. The impending loss of the supermarket chain represented another $6.5 million drop in sales revenue. Executive...
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...Organisational Culture Assignment 1 Organisational Climate and Culture: Untangling the nomological net Within recent decades, the study of previously well documented organisational conditions has become somewhat less transparent. Particularly, the research documenting organisational culture and organisational climate seem to contradict earlier methods and findings regarding these concepts, thereby creating an apparent similarity between two previously distinct notions (Denison, 1996). This paper aims to assess the concepts of culture and climate while addressing the similarities and differences between the two. Secondly, it will be determined whether these two concepts are fundamentally different or inherently the same, and the implications of this determination will be discussed. Throughout the documentation of early cultural perspectives, the distinction between organisational climate and culture was seemingly quite distinct (Denison, 1996). This was confirmed by Schwartz and Davis (1981, p. 32) when they explained that, “whatever culture is, it is not climate.” A clear distinction was found in the methodology used to assess each domain. In order to study culture, researchers employed qualitative research methods, while maintaining the view that cultures were subjective and distinctive within each organisational setting (Denison, 1996). Comparatively, the dominant method of studying organisational climate was quantitatively based with the primary purpose of generalising...
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...CHAPTER – 6 HUMAN RESOURCES CLIMATE SYSTEM 6.0 Introduction An organisation's success is determined by the competencies and motivation of the employees. Sincere and capable employees are the assets of any organisation. Individuals can be helped to give their full contribution according to their potentials if the organizations provide right type of human resources climate. This helps to achieve the goals of the organization, and thereby ensuring optimum utilizations of human resources. Congenial Human resources climate is extremely important for development of employees and organizations. Effective implementation of all the human resources system ultimately results in building a congenial human resources climate which promotes growth, development, for individual as well as organization. Many studies conducted on motivation over the past 40 years have shown that the human resources climate in the workplace has a significant impact on employee behavior and organizational results. Congenial and positive work atmosphere can make a lot of difference in the way employees work. This in turn affects the productivity of the organization. The human resources climate is part of the overall organizational climate. Human resources climate is considered as very important part of the overall human resources system. The study of human resources system will never be complete without studying the human resources climate. The human resources climate of any organization depends...
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...of this paper is determine if that one has a positive relationship between perceived organizational support and safety climate was expected that they would have a positive perception regarding safety climate at work therefore lowering one’s work-safety tension. (McGonagle & Kath, 2010, and Gyekye & Salminen, 2007) Introduction Organizational climate is considered to be one of the most significant and important characteristics within an organization. Organizational climate signifies the shared perceptions regarding an organizations values, norms, beliefs, practices, and procedures. Organizational climate may be defined differently from one organization to another but generally refers to the importance to which an organization focuses and emphasizes on an organization’s innovation, flexibility, appreciation and recognition, concern for an employee’s well-being, learning and development, citizenship and ethics, quality performance, involvement and empowerment and last of all leadership. There have been numerous studies that have correlated a relationship between an organization’s climate and an organizations success. If the relationship is positive then the correlation between climate and success is positive and if the relationship is negative the correlation between climate and success is negative. A positive relationship in organizational climate can correlate over to a positive relationship between perceived organizational support and worker-safety climate. (Gyekye...
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...Organizcltioncll Culture and Climate on Individual Creativitv This paper provides a framework for conceptualizing and reviewing the literature on the influences of organizational culture and climate on individual creativity. Although often treated interchangeably, culture and climate are distinct constructs operating a t different levels of meaning; yet a t the s a m e time, they are closely interrelated. Culture is the beliefs and values held by management and communicated to employees through norms, stories, socialization processes, and observations of managerial responses to critical events. The beliefs and values that typify a culture for creativity become manifested in organizational structures, practices, and policies. In turn, these structures, practices, and policies guide and shape individual creativity by creating a climate that communicates both the organization's goals regarding creativity and the means to achieve those goals. The paper concludes with a discussion of issues relating to the development of cultures and climates for creativity and potential new directions for future research. ABSTRACT The important role of creativity in brganizations is attracting an increasing amount of attention from both practitioners and researchers. In business journals and books, practitioners continuously emphasize the need for organizations to create conditions that s u p port creativity a s a means for promoting organizational effectiveness, and even survival...
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...The Role of Leadership in Shaping Organizational Culture Douglas E. Kronk Walden University Abstract Leadership’s role in shaping a healthy organizational climate has many facets. Both leadership and organizational culture are difficult concepts to define, as many researchers have chosen to define each in various ways. For the purposes of this paper, I examine leadership as a process that guides both leaders and followers to a common goal, that being a shared culture that binds the members together in a healthy and productive climate. I present several leadership factors that play an important role in shaping a healthy organizational culture. The Role of Leadership in Shaping Organizational Culture One of the most critical roles of a leader is to create and maintain a healthy culture in his or her organization. This needs to happen at all levels of an organization, so the responsibility rests with all levels of leadership, from the most senior executives down to the first line supervisor. Culture represents the organization’s personality and has a critical influence on both employee satisfaction and organizational success. While every organization has a culture, it is often misunderstood by the members of the organization due to various interpretations between departments or divisions, both laterally and hierarchically. While some variation may be necessary to meet business demands in larger organizations, it is important for all organizations, both large...
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...behavior affects their brand, objectives, performance and stakeholders. The authors investigate the origins of certain variables that affect the ethical values of an organization. In addition, a review is performed on how both ethics along with these variables contribute to the success of the organization with respect to quality and quantity of output. A link is established between power, ethics and commitment to productivity. Brickley, J.A., Smith , C.W. & Zimmerman, J.L. (2002). Business ethics and organizational architecture. Journal of Banking and Finance, 26 (9), 1821-1835. Retrieved from http://dx.doi.org/10.1016/S0378-4266(02)00193-0 This journal implies that there is potential for a balance between economics and business ethics in several instances. One instance is found in the presumptions of how organizational members make decisions and from what ethical foundation they are considered? In addition, the importance of the union between business ethics and organizational structure is visited considering their value to the motivation of the internal stakeholders. The journal explores another instance where there may be a balance between business ethics and economics by evaluating an organization’s brand name capital and value with consideration to its ethical behavior. There are also elements in this writing that observe the responsibilities managers of an organization have in...
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...review: Organizational School Climate Perceptions from Teachers and Principals Name Institution Date Organizational Climate Various academic reformers and researchers have advanced differing definitions of organizational climate yet in all the advanced definitions, the components of an organizational climate seem to be similar. Freiberg and Stein (1999) points to thesis that school climate is the soul and the heart of a learning institution, that is the component of a school that motivates the principal, teachers and the students to be allured to the school and love to stay and always be associated by the school and its environment. The metaphorical reference to a school climate underscores its significance; it gratifies and motivates the school members a feeling of comfort with and without the college, and thus any attributes regarding the school. In lieu of this, the school climate is the aspect of the school that offers it life as well as revealing cherished values of the college. The concepts of organizational climate deals with the perception of the members of the staff about the environment in which they work (Grayson & Alvarez, 2008). This surrounding is influenced and affected by the administration skills projected by the school management which is in turn translated to the motivation and the demeanor of the whole staff membership (Loukas & Murphy, 2011). In a more straight forward way, a climate would refer...
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...the culture of the health care organization and how it influences organizational behavior, as well as productivity. The study also seeks to identify the comparisons of one organizations culture to the culture of the other. This paper will also examine the easiness to change an unhealthy or unproductive organization to a healthy one with time. Health Care Management Culture of a Health Care Organization Culture is ‘how and why you do things the way you do'. It is comprised of the strategies within a health care organization. It is made up of unwritten rules governing behavior in the organization. These rules are the norms, values, believes and assumptions that lead to excellence in duties performed within the organization. In a health care organization, different units have different cultures leading to their set goals. Climate of a Health Care Organization Organizational climate refers the employees' perception of the organizational culture and is easily measured through patient turn over and employee outcomes. Members' perceptions of organizational features involve; decision-making, leadership, and norms about work. Culture and climate are linked to behavior, attitudes, and motivations among clinicians. These orientations and behaviors can affect the quality of processes and outcomes. Recent studies show that employees in climates and cultures that have supportive and empowering leadership and organizational arrangements experience less stress and have more job satisfaction...
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...http://aessweb.com/journal-detail.php?id=5006 LEARNING ORGANIZATION AND COMPETITIVE ADVANTAGE-AN INTEGRATED APPROACH Muhammad Farrukh Institute of Graduate Research, SEGI University Malaysia, Malaysia Abdul Waheed School of Business and Economics, University of Management and Technology, Lahore, Pakistan Abstract The major purpose of this conceptual paper is to integrate the view points of different researchers about leaning organization and competitive advantage and then to develop a proposed model of Learning organization. After the in-depth study of literature we concluded that learning organization is an organization which learns through its members individually and collectively to create competitive advantages by developing a facilitative system through the process of self-development and information sharing by empowering the employees.. The paper also finds some critical factors which must be present in the organization to become a learning organization. These factors are Innovation, facilitative leadership, self-development, empowerment, and information sharing and collective collaboration. The paper tried to explain the similarities and differences among the previously available models of learning organization and proposed a new theoretical model for LO. Keywords: Learning organization, organization learning, innovation, facilitative leadership, empowerment, information sharing, collective collaboration 1. INTRODUCTION* In this dynamic business...
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...Organizational Theory and Readiness for Change Assignment II: Force Field Analysis Denisha Hightower Morgan State University SOWK 608.185 Professor Sandra Austin The Human Service agency that will be described in this paper will identify the organizational issue, pin point a solution, strategize how to implement the solution and lastly determine how to assess if there was a change in the issue. This paper will also provide an analysis chart on the organization’s Strengths, Weaknesses, Opportunities and Threats (SWOT) and an appendix of both the SWOT analysis and an Organizational chart will be provided. The agency that was selected to be analyzed is a public governmental agency which was established in 1975 to aide families and persons who experience financial hardships and need assistance in obtaining basic necessities such as food and shelter to become self-sufficient. The organization also administers federally funded programs to aid individuals in obtaining medical assistance, financial stability through Family Investment Services and Nutritional needs through a food funding program. The organization further delegates other state programs for homeless people, child and adult protection and investigation, as well as programs extended for women victims of domestic violence. The organization’s mission is to aid and pursue those who are struggling economically, provide preventative services and protect defenseless children and adults. The organization’s governance...
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...Engineering & Technological Research (IJAETR) www.abhinandanpublications.com/ijaetr Vol. 2, Issue 3, May-June 2013, pp. 407-414, ISSN: 2278-7070 (Online) Impact of Human Resource Practices on Organization Outcome Ruchi Sharma ABSTRACT Human Resource is the most important asset for any organization and it is the source of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by sound HRM practices. HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. This paper has been designed to review the existing literature available on HRM Practices. The purpose of this paper is to develop an understanding of impact of human resource practices on hr outcomes. After reviewing the existing literature on HRM practices, the researchers have found that HR outcomes have great impact by human resource practices. HISTORY HRM in India is centuries old. The first reference of HRM was provided by Kautilya as early as 4th century B.C. in his book Arthashastra‘. The work environment had logical procedures and principles in respect of labour organization such as Shreni‘Wages were paid in terms of quantity and quality of work. Workers were punished for unnecessary delay or spoiling of...
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...Chapter 16 RE: Job satisfaction: Re project paper One meta-analysis found that across dozens of different samples, psychological climate was strongly related to individuals’ level of job satisfaction, involvement, commitment, and motivation.18 A positive overall workplace climate has been linked to higher customer satisfaction and financial performance as well.19 (Robbins 516) organizational climate The shared perceptions organizational members have about their organization and work environment. (Robbins 516-517) Dozens of dimensions of climate have been studied, including safety, justice, diversity, and customer service.20 A person who encounters a positive climate for performance will think about doing a good job more often and will believe others support his or her success. Someone who encounters a positive climate for diversity will feel more comfortable collaborating with co-workers regardless of their demographic background. Climates can interact with one another to produce behavior. For example, a positive climate for worker empowerment can lead to higher levels of performance in organizations that also have a climate for personal accountability.21 Climate also influences the habits people adopt. If the climate for safety is positive, everyone wears safety gear and follows safety procedures even if individually they wouldn’t normally think very often about being safe—indeed, many studies have shown that a positive safety climate decreases the number of documented injuries...
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