Have you ever felt that your efforts are not recognized in a company and that there are complaints everywhere?
This unhealthy organizational climate is not good for anyone. The good news is that it can be reversed with leadership commitment and the implementation of the right measures.
In addition to having changed Digital Marketing and Content Marketing forever, Google and Facebook are references in promoting a better organizational climate.
At the same time, they influence companies around the world to adopt more pleasant work environments, which include leisure alternatives, flexible schedules and autonomy in the execution of tasks.
However, simply painting the walls and buying a pool table is not enough to change the atmosphere of an organization .
This is even one of the worst ways to start improving the work environment, because the decisions made by leaders may not be in tune with the wishes of the workers.
As we will see in this post, intangible factors are primarily responsible for a vibrant organizational climate , although tools, reforms and physical structures are also important.
What is organizational climate?
Although it has gained popularity in qatar telegram data recent years with initiatives promoted by large technology corporations, organizational climate is a topic that has been studied since the 1930s and emerged as a direct consequence of the clear influence of workers’ mood on company performance.
Tangible assets, such as machinery, supplies and inventories, are not the only ones responsible for business progress. Human capital has certainly become a key factor for the economy as well .
Philip Kotler, also known as the father of modern marketing , illustrated this shift within the concept of Marketing 3.0, in which companies truly begin to see consumers as human beings, contemplating their needs, values, ideals and behaviors. This definition also applies to endomarketing .
With all this evidence, the proposal of the studies and strategies aimed at the organizational climate is to promote a more pleasant work environment, which favors productivity, innovation and, consequently, the results of an organization.
What are the characteristics of the organizational climate?
It is clear that a negative work don’t just subscribe, but also chat ! environment can directly affect a company’s profits and its image in the market.
However, to understand exactly how poorly structured human resource management can affect a company, we need to clarify the key characteristics of the organizational climate.
Some of them are:
Subjectivity
Although improvements in facilities lack data and sanitary conditions, for example, may improve the organizational climate, what really needs to be analyzed is the employees’ perception of the company.
Complexity
Precisely because of its subjective nature, organizational climate management is quite complex and depends on several tangible and intangible factors.
High expectation
Employees tend to create high expectations about their roles and careers, which involve both individual and mutual interests.
Impact on performance and personal life
The organizational climate not only interferes with the productivity of managers, directors and employees, but is also capable of affecting the quality of life outside the work environment.
We thus have a set of characteristics and implications related to the internal climate of a company that must be taken into account when preparing any study or strategy in this regard.
However, the root of an organization’s internal problems often lies in the relationship between members of the same team, between different areas or departments, or between leadership and its collaborators.
What are the consequences of an unfavorable organizational climate?
- decreased overall productivity and worsening quality of care ;
- internal and external noise (complaints and negative comments inside and outside the company);
- greater individuality and competitiveness in the tasks performed;
- higher employee turnover and increased costs with hiring and training;
- loss of talent (high-performing professionals who decide to leave the company);
- low motivation, low commitment and misalignment with business objectives;
- frequent delays and absences;
- Increase in applications for licenses and permits;
- production losses, repairs and high waste of time and materials ;
- few creative expressions or innovative proposals.
Once you have identified some of these “symptoms” or decided to take steps to prevent these problems, the first step is to conduct a detailed analysis of the company’s atmosphere and understand employees’ perceptions about it.
This is done through an organizational climate survey.
How to conduct an Organizational Climate Research?
The purpose of research in this category is to clarify the complaints, comments and opinions of all members of the company in order to understand how these people view the company they work for.
However, it is also possible, and advisable, to analyze the behavior of these people and their results.
Therefore, we have two types of organizational research: the analysis of the company’s perception and the analysis of results.