What makes a model workplace?

What makes a model workplaceWhat makes a model workplace

(c) copyright 2010 Dr WilfredMonteiro www.synergymanager.net

“Workplace Climate may be thought of as the perception of thecharacteristics of an organization.”

“Workplace Climate is a set of characteristics that describe anorganization and that :

(a) Distinguish one organization from another(b) Are relatively enduring over a period of time(c) Influence the behaviour of people in the organization.

“Workplace Climate is the human environment within which anorganization’s employees do their work.”

-

Workplace Climate– DEFINITIONS…

WORKPLACECLIMATE

“Workplace Climate may be thought of as the perception of thecharacteristics of an organization.”

“Workplace Climate is a set of characteristics that describe anorganization and that :

(a) Distinguish one organization from another(b) Are relatively enduring over a period of time(c) Influence the behaviour of people in the organization.

“Workplace Climate is the human environment within which anorganization’s employees do their work.”

-2(c) copyright 2010 Dr Wilfred

Monteiro www.synergymanager.net

Workplace Climate is said to relate to the prevailingatmosphere surrounding the organization, to the level ofmorale, and to the strength of feelings of belonging, care andgoodwill among members.

Workplace Climate . is based on the perception of memberstowards the organization.

Workplace Climate is a relatively enduring quality of theinternal environment of an organization that : is experienced by its members influences their behaviour, and can be described in terms of the values of a particular

set of characteristics (or attributes) of the organization.

Organization Climate– The Concept…

WORKPLACECLIMATE

Workplace Climate is said to relate to the prevailingatmosphere surrounding the organization, to the level ofmorale, and to the strength of feelings of belonging, care andgoodwill among members.

Workplace Climate . is based on the perception of memberstowards the organization.

Workplace Climate is a relatively enduring quality of theinternal environment of an organization that : is experienced by its members influences their behaviour, and can be described in terms of the values of a particular

set of characteristics (or attributes) of the organization.3(c) copyright 2010 Dr Wilfred


1. General Perception

2. Qualitative Concept

3. Distinct Identity

4. Enduring Quality

5. Multi-dimensional Concept

CHARACTERISTICS OFWORKPLACE CLIMATE

WORKPLACECLIMATE

1. General Perception

2. Qualitative Concept

3. Distinct Identity

4. Enduring Quality

5. Multi-dimensional Concept

4(c) copyright 2010 Dr WilfredMonteiro www.synergymanager.net

The integration of organizational goals and personal goals

A flexible structure with a network of authority, control andcommunications, and with autonomy for individual members

Styles of leadership appropriate to particular work situations

Mutual trust, consideration and support among different levelsof the organization

Recognition of individual differences and attributes, and ofpeople’s needs and expectations at wok

Attention to job design and the quality of working life

Challenging and responsible jobs with high performancestandards

CHARACTERISTICS OF WORKPLACECLIMATE

WORKPLACECLIMATE

The integration of organizational goals and personal goals

A flexible structure with a network of authority, control andcommunications, and with autonomy for individual members

Styles of leadership appropriate to particular work situations

Mutual trust, consideration and support among different levelsof the organization

Recognition of individual differences and attributes, and ofpeople’s needs and expectations at wok

Attention to job design and the quality of working life

Challenging and responsible jobs with high performancestandards 5(c) copyright 2010 Dr Wilfred


Equitable systems of rewards based on positive reinforcement

Opportunities for personal development, career progressionand advancement

Justice in treatment, and fair personnel and industrial relationspolicies and practices

The open discussion of conflict with emphasis on thesettlement of differences without delay or confrontation

Democratic functioning of the organization with fullopportunities for genuine consultation and participation

A sense of identity with and loyalty to, the organization and afeeling of being a needed and important member of theorganization

CHARACTERISTICS OF WORKPLACECLIMATE

WORKPLACECLIMATE

Equitable systems of rewards based on positive reinforcement

Opportunities for personal development, career progressionand advancement

Justice in treatment, and fair personnel and industrial relationspolicies and practices

The open discussion of conflict with emphasis on thesettlement of differences without delay or confrontation

Democratic functioning of the organization with fullopportunities for genuine consultation and participation

A sense of identity with and loyalty to, the organization and afeeling of being a needed and important member of theorganization


SIGNIFICANCE OF WORKPLACECLIMATEChallenging andresponsible jobs withhigh performancestandards

OrganisationalStructure

EmployeeCharacteristics,Perceptions, Goals,Ambitions, Abilities,etc.

Individual OutcomesSatisfactionCommitment

WORKPLACECLIMATE

OrganisationalStructure

OrganisationalTechnology

External Environment

EmployeeCharacteristics,Perceptions, Goals,Ambitions, Abilities,etc.

ORGANISATIONALCLIMATE


Members’ Orientation Interpersonal Relationship Individual Freedom Degree of Control Type of Structure Management Orientation (Style) Reward System Communication Conflict Management Degree of Trust Risk Taking

Dimensions of WORKPLACE climate

WORKPLACECLIMATE

Members’ Orientation Interpersonal Relationship Individual Freedom Degree of Control Type of Structure Management Orientation (Style) Reward System Communication Conflict Management Degree of Trust Risk Taking


1. Organisational Context– Mission– Goals and objectives– Function

2. WORKPLACEStructure– Size– Degree of centralisation– Operating procedures

Factors influencing WORKPLACEclimate

WORKPLACECLIMATE

1. Organisational Context– Mission– Goals and objectives– Function

2. WORKPLACEStructure– Size– Degree of centralisation– Operating procedures


3. Leadership Process– Leadership styles– Communication– Decision making– Related process

4. Physical Environment– Employee safety– Environmental stress– Physical space characteristics


WORKPLACECLIMATE

3. Leadership Process– Leadership styles– Communication– Decision making– Related process

4. Physical Environment– Employee safety– Environmental stress– Physical space characteristics


5. Organisational Values & Norms– Conformity– Loyal– Impersonality– Reciprocity


WORKPLACECLIMATE

5. Organisational Values & Norms– Conformity– Loyal– Impersonality– Reciprocity


The senior level employees need to bring about a drasticchange in their attitude in dealing with the junior levelemployees – be more approachable

The management should ensure that any initiative shown bythe employees in giving their views or suggestions forimprovement, are welcomed and duly considered.

It is recommended that the management should ensure thatcompany meetings perform and complete the agenda forwhich they have been called for, with stricter discipline beingimplemented to stick to the purpose on hand

Workplace ClimateRECOMMENDATIONS…

WORKPLACECLIMATE

The senior level employees need to bring about a drasticchange in their attitude in dealing with the junior levelemployees – be more approachable

The management should ensure that any initiative shown bythe employees in giving their views or suggestions forimprovement, are welcomed and duly considered.

It is recommended that the management should ensure thatcompany meetings perform and complete the agenda forwhich they have been called for, with stricter discipline beingimplemented to stick to the purpose on hand


Management is strongly recommended to cut down ordownsize the working hours of the employees keeping in linewith the industry norms prevailing, recognizing the fact thatlonger working hours do not necessarily entail higherefficiency

Management should try to increase the existing office spaceavailable for the employees to work or if possible, relocate tobigger premises


WORKPLACECLIMATE

Management is strongly recommended to cut down ordownsize the working hours of the employees keeping in linewith the industry norms prevailing, recognizing the fact thatlonger working hours do not necessarily entail higherefficiency

Management should try to increase the existing office spaceavailable for the employees to work or if possible, relocate tobigger premises


Take active steps to curb the potential problem areas asidentified –

Paying more attention and focusing on key areas such asincreasing employee level of skill by providing necessarytraining if required.

Stressing on the importance of employee growth anddevelopment.

Laying out and communicating to each employee, thespecific career plan which the organization has in mind forthe employee.


WORKPLACECLIMATE

Take active steps to curb the potential problem areas asidentified –

Paying more attention and focusing on key areas such asincreasing employee level of skill by providing necessarytraining if required.

Stressing on the importance of employee growth anddevelopment.

Laying out and communicating to each employee, thespecific career plan which the organization has in mind forthe employee.


Workplace Climate is the human environment withinwhich an organization’s employees work – We cannot seeclimate or touch it, but it is there.

Like the air in a room, it surrounds and affects everythingthat happens in an organization. - It is a systems concept.

Like fingerprints & snowflakes, organizations are unique –each has its own culture, traditions and methods ofaction, which in their totality, constitute its climate.

Climate can influence motivation, performance and jobsatisfaction.

Human values are mostly incremental – they are self-generated.

CONCLUSION…

WORKPLACECLIMATE

Workplace Climate is the human environment withinwhich an organization’s employees work – We cannot seeclimate or touch it, but it is there.

Like the air in a room, it surrounds and affects everythingthat happens in an organization. - It is a systems concept.

Like fingerprints & snowflakes, organizations are unique –each has its own culture, traditions and methods ofaction, which in their totality, constitute its climate.

Climate can influence motivation, performance and jobsatisfaction.

Human values are mostly incremental – they are self-generated.


If you have any questions at all pleasedo not hesitate to send a note or call.

My email address is:[email protected]

If you have any questions at all pleasedo not hesitate to send a note or call.

My email address is:[email protected]

16(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net

• is a nationally acclaimed

stalwart in the field of

business management with

an illustrious career

spanning over 25 years

• He is a consultant and

advisor to Board of Directors

of leading companies &

Chambers of Commerce;

• a management trainer of

high repute who has

conducted over 2250

seminars in India and

abroad in areas of business

strategy, marketing &

organization development.

• a Visiting Professor to

premier management

institutes and staff training

colleges throughout India.

Dr WILFRED MONTEIRO• is a nationally acclaimed

stalwart in the field of

business management with

an illustrious career

spanning over 25 years

• He is a consultant and

advisor to Board of Directors

of leading companies &

Chambers of Commerce;

• a management trainer of

high repute who has

conducted over 2250

seminars in India and

abroad in areas of business

strategy, marketing &

organization development.

• a Visiting Professor to

premier management

institutes and staff training

colleges throughout India.

17website: www.synergymanager.net(c) copyright 2010 Dr WilfredMonteiro www.synergymanager.net

– http://wilfredmonteiro.blogspot.in/– http://negotiating-wizard.blogspot.in– http://salescoach-india.blogspot.in– http://the-sales-champ.blogspot.in– http://salesforce-excellence.blogspot.in– http://strategic-selling.blogspot.in– http://hrm-excellence.blogspot.in– http://personal-growth-guru.blogspot.in– http://thegreatmanager.blogspot.in– http://leadership-by-values.blogspot.in– http://therightetiquette.blogspot.in

Dr WILFRED MONTEIROplease view the blogspots I have developed for my participant ongoing learning

– http://wilfredmonteiro.blogspot.in/– http://negotiating-wizard.blogspot.in– http://salescoach-india.blogspot.in– http://the-sales-champ.blogspot.in– http://salesforce-excellence.blogspot.in– http://strategic-selling.blogspot.in– http://hrm-excellence.blogspot.in– http://personal-growth-guru.blogspot.in– http://thegreatmanager.blogspot.in– http://leadership-by-values.blogspot.in– http://therightetiquette.blogspot.in

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CONTACT US

Dr Wilfred MonteiroTELE : 91 22 9819843927

EMAIL: [email protected]

website:

www.synergymanager.net

(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net

CONTACT US

Dr Wilfred MonteiroTELE : 91 22 9819843927

EMAIL: [email protected]

website:

www.synergymanager.net

SYNERGY MANAGEMENT ASSOCIATESsince 1993

Designing Business Excellence ModelsCorporate Planning & Strategy Summits

Change Management InitiativesBusiness Leadership Development

Performance Management Systems19

Leadership & Management

What makes a model workplace?