Session 2.2:Work Climate

Module 2:Managing Human Resources

Leadership and Management Course for ZHRC Coordinators and HTI Principals, and ZHRC/HTI Management Teams

Learning Objectives

By the end of the session, participants will be able to:

Describe how a work climate impacts performance and retention

Identify at least two ways to improve their work climate

List at least two non-financial incentives they can integrate into their program

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Activity: Leader & Follower

Leaders: • Instruct your followers to do 1

thing to promote positive spirit in the room.

Followers: • Circulate around the room and

carry out your leader’s instructions.

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What is a work climate?

The work climate is the prevailing workplace atmosphere as

experienced by employees. It is what it feels like to work in a group.

- Management Sciences for Health, 2009

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How does it feel to work with your colleagues, including your manager

and your staff?

What is a positive work climate?

A positive work climate is a workplace atmosphere that supports creative and productive work.

It is a cooperative, civil workplace that is mostly free from: • Gossiping

• Backstabbing

• Internal Strife (Petty Bickering)

• Power Struggles

• Arguments

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Importance of Positive Work Climate

Increases employee motivation & performance

Improves staff retention

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Factors Influencing Work Climate

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OrganizationalHistory

OrganizationalCulture

ManagementStrategy & Structure

ExternalEnvironment

Leadership & Management

Practices

Work Climate: Role of Managers (1)

Managers may not have direct influence over organizational history and culture.

Some managers may influence the overall management strategy and structure.

Managers have little influence over the external environment.

ALL managers can influence their own leadership and management practices!

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Work Climate: Role of Managers (2)

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What the boss of a work group does is the most important determinant of climate. The

boss’s behavior drives climate, which arouses motivation. And aroused

motivation is a major driver of bottom-line performance.

- Robert Stringer, 2002.

Work Climate & Spheres of Influence

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Adapted from Management Sciences for Health. 2005.

Org History, Culture, Management Strategy & Structure,

External Environment

L&M Practices, Competencies

Performance

WorkClimate

Staff Motivation

How to Improve Work Climate

Know your staff.• What motivates them?

• What are their work styles?

• What are their interests? Know yourself.

• Your behaviour impacts your staff. It influences their trust and confidence.

• Model support and enthusiasm. Provide Challenge, Clarity, and Support

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Dimensions of Work Climate

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Challenge

Challenge your staff to help them grow. • Offer opportunities to stretch

• Support staff to tackle challenges with reasonable risks

• Help staff discover new ways of doing things to be more effective

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Clarity

Ensure clarity about roles & responsibilities.• Help staff see how all roles contribute to the

desired results of their group and organization

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Support

Support your staff in many different ways. • Help your team members feel they have

resources and backing to achieve goals. • Essential supplies, equipment, tools, staff & budget

• Make your group’s work and accomplishments visible to the organization.

• Foster an atmosphere of trust, mutual support, and deserved recognition.

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Motivation is…

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…the energy to do something. Each person has motives, needs and reservoirs of energy that represent potential motivators. As a manager,

your task is to discover your employees’ motivations and help unleash their energy.

-Management Sciences for Health, 2002

…the internal and external factors that stimulate desire and energy in people to be

interested in a job, role, or subject, and exert effort in attaining a goal..

-BusinessDictionary.com

Incentive is…

…something that incites action.-Merriam-Webster Dictionary

…an inducement or supplemental reward that serves as a motivational

device for a desired action or behavior.-BusinessDictionary.com

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Motivation & Incentive

Motivation is the energy we bring to our work. • When motivation is high, we perform better.

• When motivation is low, performance suffers. A good manager will help to create a work

climate and incentives that encourage high performance, and extra effort.

Motivation is the energy to do something.

Incentive helps to mobilize that energy.

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Discussion: Motivators & De-Motivators

Think of a time when you were part of a high-performing team. • What motivated you and your colleagues to

perform well?

Think of a time when you were part of an unmotivated team or organization. • What held you back?

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Signs of Low Motivation

Employee absenteeism and tardiness

Decreasing productivity Disengagement Inflexibility in work habits Reports of dissatisfaction from clients,

colleagues Failure to meet deadlines and targets High staff turnover, low retention

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Sources of Motivation

External

• From outside source• May come with job

• Pay, benefits, office space, safe work environment

• Often associated with financial incentives

Internal

• From within the employee

• Related to personal values & self-esteem

• Often associated with non-financial incentives

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Components of Internal Motivation

Valance• Perceived importance of the work

Self-Efficacy• Perceived chances for success

Expectancy• Expectation for personal reward

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Work Environment & Staff Attrition (1)

Negative work environment can result in staff attrition and employee migration. • Poor living and working conditions• Inadequate equipment, supplies• Stress due to heavy workload• Weak structures for management, leadership, &

supervision• Lack of recognition for good work• Limited career advancement opportunities• Gender issues (harassment & discrimination)• Safety and security concerns

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Work Environment & Staff Attrition (2)

• Incentives address staff retention by motivating people to stay in their posts.

• Low compensation can be a factor that influences employee turnover; however, turnover is also influenced by problems related to work environment.

• None of the problems related with negative work environment. can be addressed by increasing the financial incentives.

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Effective Incentive Systems

Open and transparent Fair and consistent Based on well understood goal

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Non-Financial Incentives

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Recognition Appreciation

CareerAdvancement

ProfessionalDevelopment

Listening

Morale-BoostingActivities

AnnualStaff

Awards

Discussion: Non-Financial Incentives

What non-financial incentives is your organization using?

What are the challenges involved with integrating incentives into your workplace?

How might we address these challenges?

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Key Points

Positive work climate increases employee motivation and performance, and improves staff retention.

Managers influence work climate more than any other factor.

Negative work environment can result in poor performance and staff attrition.

Non-financial incentives play a large role in improving employee retention.

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