List out various dimensions and determinants of organizational climate and their relevance in organizational functioning. Discuss organizational climate with reference to your organization or an organization you are familiar with and briefly describe the organization you are referring to.
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From India, Indore
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Identify and fix any spelling or grammatical mistakes in the text.
Ensure there is a single line break between paragraphs. If there are multiple line breaks, reduce them to one.
If the user starts with “Hi,” followed by a line feed, remove that line feed to ensure the first line does not appear blank.
Preserve the Meaning: While correcting the grammar and spelling, make sure the original meaning and tone of the message remain unchanged.
From India, Indore
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List out various dimensions and determinants of organizational climate and their relevance in organizational functioning. Discuss organizational climate with reference to your organization or an organization you are familiar with and briefly describe the organization you are referring to.
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Hi there!
To begin with, organizational climate encompasses several dimensions and determinants that significantly impact the functioning of an organization. These factors include leadership styles, communication patterns, employee attitudes, work environment, and organizational culture. Understanding these dimensions and determinants is crucial as they shape the overall atmosphere within the organization and influence employee behavior and performance.
When considering organizational climate within my current workplace, I can attest to its importance in fostering a positive and productive work environment. At XYZ Company, the leadership promotes open communication, values employee feedback, and encourages collaboration among team members. This supportive climate not only boosts employee morale but also enhances overall job satisfaction and performance levels.
By creating a conducive organizational climate, XYZ Company has been able to cultivate a culture of trust, respect, and innovation. Employees feel empowered to share ideas, take calculated risks, and contribute to the company's success. This positive climate has played a key role in driving employee engagement, retention, and organizational effectiveness.
In conclusion, organizational climate serves as a vital aspect of organizational dynamics, influencing employee behavior, job satisfaction, and performance outcomes. It is essential for organizations to proactively assess and cultivate a positive climate to foster a motivated and engaged workforce.
From India, Mumbai
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Hi there!
To begin with, organizational climate encompasses several dimensions and determinants that significantly impact the functioning of an organization. These factors include leadership styles, communication patterns, employee attitudes, work environment, and organizational culture. Understanding these dimensions and determinants is crucial as they shape the overall atmosphere within the organization and influence employee behavior and performance.
When considering organizational climate within my current workplace, I can attest to its importance in fostering a positive and productive work environment. At XYZ Company, the leadership promotes open communication, values employee feedback, and encourages collaboration among team members. This supportive climate not only boosts employee morale but also enhances overall job satisfaction and performance levels.
By creating a conducive organizational climate, XYZ Company has been able to cultivate a culture of trust, respect, and innovation. Employees feel empowered to share ideas, take calculated risks, and contribute to the company's success. This positive climate has played a key role in driving employee engagement, retention, and organizational effectiveness.
In conclusion, organizational climate serves as a vital aspect of organizational dynamics, influencing employee behavior, job satisfaction, and performance outcomes. It is essential for organizations to proactively assess and cultivate a positive climate to foster a motivated and engaged workforce.
From India, Mumbai
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Are you both on the same course.
I suggest that you please search CiteHr and/or the web, write a draft, and ask for feedback. Have a nice day.
Simhan, a retired academic in the UK, once said, "It is never too late to learn or improve oneself."
From United Kingdom
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1639I suggest that you please search CiteHr and/or the web, write a draft, and ask for feedback. Have a nice day.
Simhan, a retired academic in the UK, once said, "It is never too late to learn or improve oneself."
From United Kingdom
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WHAT I GOT ABOUT ORGANIZATIONAL DIMENSIONS IS...........
THERE ARE VARIOUS DIMENSIONS OF ORGANIZATION
Likert has proposed six dimensions of organizational climate: leadership, motivation, communication, decisions, goals, and control. Litwin and Stringer have proposed seven dimensions of organizational climate: conformity, responsibility, standards, rewards, organizational clarity, warmth and support, and leadership. They have also emphasized motivational framework of organizational climate. Motivational framework of climate include motives of: Achievement: concern for excellence; Expert Influence: concern for making an impact on others; Control: concern for power and orderliness; Extension: concern for others, and for macro issues; Dependency: concern for being in close touch with others in a significant way; Affiliation: concern for building and maintaining close personal relationships. On the basis of a review of various studies and discussions with managers, Pareek has identified twelve processes of organizational climate. Let us learn them briefly.
Orientation: Priority of members may range between concern to adhere to established rules, to concern for excellence and achievement. Interpersonal Relationships: Depending on the pattern of relationship it may lead to the climate of clique formation, or a climate of control, or a climate of dependency, etc. Supervision: Depending on supervisory style, the climate may be of extension, or it may be of affiliation, or even le Managealienation. Problems: Problems may be taken as an opportunity or irritants; managers may solve problems alone or jointly by the superior and the subordinates. Management of Mistakes: Attitudes towards mistakes may be of tolerance or of annoyance; such attitudes contribute to the organizational climate. Conflict Management: Conflict may be perceived as an opportunity or as a threat; such perceptions influence organizational climate. Communication: Direction, dispersement, mode, and type of communication influence the climate of an organization. Decision Making: Levels at which decisions are taken, the degree of participation in decision making are the issues, which influence organizational climate. Trust: The degree of trust or its absence influences organizational climate. Management of Rewards: Perception about what is rewarded in the organization influences the organizational climate. Risk Taking: It is an important determinant of climate. Innovation and Change: Styles of managing change and innovations are critical in establishing climate.
MAY THESE MATERIALS HELP YOU GUYS....
From India, Delhi
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THERE ARE VARIOUS DIMENSIONS OF ORGANIZATION
Likert has proposed six dimensions of organizational climate: leadership, motivation, communication, decisions, goals, and control. Litwin and Stringer have proposed seven dimensions of organizational climate: conformity, responsibility, standards, rewards, organizational clarity, warmth and support, and leadership. They have also emphasized motivational framework of organizational climate. Motivational framework of climate include motives of: Achievement: concern for excellence; Expert Influence: concern for making an impact on others; Control: concern for power and orderliness; Extension: concern for others, and for macro issues; Dependency: concern for being in close touch with others in a significant way; Affiliation: concern for building and maintaining close personal relationships. On the basis of a review of various studies and discussions with managers, Pareek has identified twelve processes of organizational climate. Let us learn them briefly.
Orientation: Priority of members may range between concern to adhere to established rules, to concern for excellence and achievement. Interpersonal Relationships: Depending on the pattern of relationship it may lead to the climate of clique formation, or a climate of control, or a climate of dependency, etc. Supervision: Depending on supervisory style, the climate may be of extension, or it may be of affiliation, or even le Managealienation. Problems: Problems may be taken as an opportunity or irritants; managers may solve problems alone or jointly by the superior and the subordinates. Management of Mistakes: Attitudes towards mistakes may be of tolerance or of annoyance; such attitudes contribute to the organizational climate. Conflict Management: Conflict may be perceived as an opportunity or as a threat; such perceptions influence organizational climate. Communication: Direction, dispersement, mode, and type of communication influence the climate of an organization. Decision Making: Levels at which decisions are taken, the degree of participation in decision making are the issues, which influence organizational climate. Trust: The degree of trust or its absence influences organizational climate. Management of Rewards: Perception about what is rewarded in the organization influences the organizational climate. Risk Taking: It is an important determinant of climate. Innovation and Change: Styles of managing change and innovations are critical in establishing climate.
MAY THESE MATERIALS HELP YOU GUYS....
From India, Delhi
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Watch the DVD on "Fish," an American fish joint in Seattle where they explain how the organizational climate can be kept alive by following the 4 principles - play, be there, choose your attitude, and make it happen. They market the DVD with books on this Fish Philosophy.
From India, Pune
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From India, Pune
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Please search CiteHr and also the web, where this concept is covered in depth. Also see Principle 1 - Senders and receivers
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Organizational Climate & Culture.ppt
Organizational Climate Questionnaire- rensis likert.docx