Organizational climate as powerful feedback
„A better climate at work not only makes people more motivated.
Scientific research shows it can improve bottom-line performance too by up to 30 per cent.“
The key to success of the company lies in the organizational climate and satisfaction of employees. It has been designed as a valuable reference guide that will help the busy business owners to gain practical insights into key management processes.
Modern analysts before the decision to invest are asking companies to show them the analysis of the organizational climate and employee satisfaction because a company that has satisfied employees is a long-term successful and stable. After all, it is the people in a company from the executive manager to the worker on the lower floor who determine its success. And the better a person is prepared for his/her work, the more successful the company will be.
The main task is to emphasize the power of the organization and identify problem areas that could bring unexpected restrictions or charges in the future which gives decision makers a valuable source of information.
ORGANIZATIONAL CLIMATE - WORKFLOW
In the planning stage, in consultation with the business owners, we adjust our diagnostic techniques with organizational structure of the company.
The second step is the implementation of the organizational climate with all employees of the company.
Next, processing the results which produced a detailed report of the situation in the company.
The fourth step is interpretation of the results to the top management and middle management. After key challenges have been identified and properly involved, the next step is to develop a action plan for management to follow through. The plan should help to define the responsibilities of the key people involved, but also setting short-term and long-term goals for change.
1.Total satisfaction of employees is diagnosed using a variety of particles that express their attitudes relating to job satisfaction, organizational commitment and satisfaction in general. From this dimension is easily read out possible problems, but also possibilities of the employee motivation.
2.Satisfaction with specific work aspects (colleagues, working conditions, career perspectives, good relationships with superiors, attractive fixed salary, interesting job content etc.)
3.The tool is designed to give a very useful source of information on stress, discrimination, bullying, confidence in the company, loyalty and future of department or the company.
4.The final block of diagnosis consists of open questions with which it is possible to find out the specific problems and suggestions for improvement.
5.The extent of the project depends on the size of the company and the number of departments that are analyzed.
All too often in business diagnostics and development executive managers focus on the new and inovative aspects of business. It is however vital that they periodically bring themselves back to the basics and make a review of the existing situation in order to successfully encourage change and innovation for organisational success.
With our method is possible to diagnose the state of the company on the following business relevant areas:
• value system
• engagement and loyalty to the company
• innovative potential
• customer focus
• organization of the company and self-organization
• professional development needs
• company leadership
• interpersonal relationships
• participatory management
• information flow
• technology and working conditions
Sidney Yoshida (1989) in his study “The Iceberg of Ignorance”, found that only 4% of an organization’s front line problems are known by top management, 9% are known by middle management, 74% by supervisors and 100% by employees. The bigger you are the less you are aware of the problems. %100 of the staff exactly know what is really happening.”