"Starbucks was founded around the experience and the environment of their stores. Starbucks was about a space with comfortable chairs, lots of power outlets, tables, and desks at which we could work and the option to spend as much time in their stores as we wanted without any pressure to buy.
We all when we see them however, It is far easier to experience than to describe company culture which is not just a single aspect of the game but the game in itself.
We normally shy away from discussing things at an organizational or cultural level as we are instead at various levels. But it is seen in Post COVID Scenario that a large number of organizations across the world are but also other topics like and Thus giving absolute weightage to Organisational climate that carries great significance in this changed scenario for maximizing utilization of human relations and resources at all levels to drive enhanced productivity and profitability.
At the root of any organization’s climate is a set of core characteristics that is valued collectively by members of an organization. The climate of an organization can be understood by checking the organizational behavior system around the spectrum of nuggets as outlined below.
It is imperative for Leaders & organisations to check whether these below mentioned 6 elements are in place or not?
Top 6 Factors Affacting Organisational ClimateAdd
As Organizational structure is the established pattern of relationships among components or parts of the organization. Thus a thorough check is required about extent of presence or absence of red-tapism and bureaucracy, departmentalism, a delegation of authority, identification of activities, and grouping of activities, .
Responsibility is defined as the obligation of an individual to perform activities or duties which are assigned to him. Responsibility arises from the superior-subordinate relationship. It includes questions like who is responsible to whom, who set guidelines, and who solves the problems. It is very important to check whether all responsibility patterns are at a place and working effectively.
Reward a thing given in recognition of service, effort, or achievement and it puts a psychological pressure on people to improve performance on the job. In the present scenario, where people are already facing a lot of psychological pressures, it becomes imperative that Rewards may be given in a positive way like encouragement, promotion, appreciation, and negative terms like threats and criticism must be avoided.
The initiative increases zeal and energy and develops in human beings the habit of taking risks. The factor tells that calculated risk is appreciated in an organization and sometimes big risks have to be taken in case of competition. It is to be seen whether seniors take the chance or juniors are also given the opportunity of taking initiative and risk. In the present scenario, we must encourage balance of elements of initiative and risk amongst our people.
Each individual in the organization is related to others and his functions affect others, too. Warmth is concerned with the human relations in any organization. It is to be observed whether people have knowledge about others, the atmosphere is easy and relaxed, the relationship is warm, friendly, and healthy among seniors and others. Organizations must ensure that elements of Warmth should be at a place.
In the present scenario, If toxic environment clique-behavior, lack of collaboration, and lack of purpose in a group or organization emerge, it will result in sharp drops in performances over a period of time. Thus, special attention is to be paid to avoid office politics and lack of purpose.
This article has been written jointly by Raj Gupta & Dr. Arun Sachar, who also collaborated to write the Book Titled - Go & Get Your Success - A Kaleidoscope of Leadership Models that Unshackles Usual Patterns.