6314 Organizational Climate
-
Upload
azhan-sofi -
Category
Documents
-
view
229 -
download
0
Transcript of 6314 Organizational Climate
-
7/30/2019 6314 Organizational Climate
1/19
Organizational Climate and
Culture
Patti Chapter 10
ByCharles Glisson
-
7/30/2019 6314 Organizational Climate
2/19
Psychological ClimateOrganizational Climates
Are created by SHARED
psychological climates It is the employeesPERCEPTION of the work
environment and not theenvironment that is important
-
7/30/2019 6314 Organizational Climate
3/19
Definitions of Culture
The shared values, beliefs, andbehavioral norms in anorganization (Ouchi, 1981)
The social process by whichmembers share their values,
beliefs, and norms
-
7/30/2019 6314 Organizational Climate
4/19
Culture describes the social
context of the workenvironment
Climate describes thepsychological impact of the
work environment
-
7/30/2019 6314 Organizational Climate
5/19
Why are climate and culture
important? The success of Human Services
organizations generally depends onthe relationships and interactions
between service providers andservice recipients. Theserelationships are central to thequality and outcome of services.
-
7/30/2019 6314 Organizational Climate
6/19
The Role of Norms & Values
The norms and values that driveservice providers behavior and
communicate what is valued inorganizations and the shared
perceptions that influence service
provider attitudes create a social andpsychological context that shapes tone,content, and objectives of the service
-
7/30/2019 6314 Organizational Climate
7/19
How Does Climate Develop orChange?
-
7/30/2019 6314 Organizational Climate
8/19
Individual Differences
Administrators use selective hiringand firing as means of eithermaintaining existing norms orchanging them.
Individual perception is consistentacross work environments -Positive or negative views carry
from one workplace to another.
-
7/30/2019 6314 Organizational Climate
9/19
Importing Climate and Culture
From the External Environment Organizations adopt ways from
other organizations with whichthey compete or cooperate.
Organizational mimicry- norms
of one organization adopted ineffort to emulate success.
I O D
-
7/30/2019 6314 Organizational Climate
10/19
Impact o Organ zat ona Des gn:
Structure, Technology &
Leadership Structure, core technology, and
leadership describer the patterns ofinteraction between practitioners,
interaction of practitioners and
clients and administrations styleof governance.
-
7/30/2019 6314 Organizational Climate
11/19
Structure Impacts:
Flexibility, approval seeking, risk takingand innovation
Highly centralizes structure restrictsparticipation in decision making
Highly formalized division of labor with
strict procedures place little value onflexibility and innovation
-
7/30/2019 6314 Organizational Climate
12/19
Core Technology Impacts
Introduction of new computertechnology
New service delivery methods
New technologies may impactthe relationships amongworkers
-
7/30/2019 6314 Organizational Climate
13/19
Leadership Impacts
Manipulation of culture is an essentialfunction of leadership
Values in practice are often those of theleader
Symbolic acts are important
Leadership shapes perception of fairnessand support
-
7/30/2019 6314 Organizational Climate
14/19
Leadership Impacts (cont.)
Good leadership has beenidentified as one of the few factors
that contributes to both employeejob satisfaction and commitment,each which is highly correlatedwith positive organizationalclimate
-
7/30/2019 6314 Organizational Climate
15/19
How Are Climate & CultureMaintained in an Organization?
-
7/30/2019 6314 Organizational Climate
16/19
The Need for Certainty
Organizations abhor uncertainty
Certainty is engendered by sharingcommon ideas about the way
things get done
Culture contributes to certainty inthrough shared norms and values
-
7/30/2019 6314 Organizational Climate
17/19
The Need for Power
Power is distributed both formally andinformally through processes of conflict that
lead to a negotiated order. Many have an investment in maintaining
existing norms to maintain power base.
Mergers, reorganizations and newadministrations are are opportunities forculture change.
-
7/30/2019 6314 Organizational Climate
18/19
Transferring Climate and Culture
to New Employees New employees are socialized into the
culture and climate of their work group or
they resign. Employee selection is important in
maintaining existing cultures and climates.
More experienced, competent hires mayimport new norms, values and perceptions.
-
7/30/2019 6314 Organizational Climate
19/19
Conclusion
Organizational climate and cultureare important to social welfare
administration because they
provide the critical links between
organizational characteristics andservice outcomes.