How to Develop a Sound Organizational Climate

Developing a sound organizational climate is a long-term proposition. The organizational climate depends upon the organizational behavior system. The organizational climate should represent the goals and philosophies of those who join together to create the organization. The following techniques are generally helpful in improving the climate of the organization.

1. Effective communication system: There should be a two-way communication in the organization in the organization so that what is going on and react to it. The manager can modify his decision on the basis of feedback received.
2. Concern for people: The management should be interested in the human resource development. It should work for welfare of employees and the involvement in their working conditions. For developing a sound organizational climate, the management should show concern for the people.
3. Participation in decision making: The management should involve the employees in the decision making process, particularly those decisions which are related to goal setting and affect them. Participative decision making will make the employee committed to the organization and more cooperative also.
4. Change in policies, procedures and rules: The organizational climate can also be changed by making changes in the policies, procedures and rules. It is a time consuming process but the changes will also be long lasting if the workers see the changes in policies, procedures and rules as favourable to them.
5. Technological changes: Generally, the workers and employees resist innovative changes. But where technological changes improve the working conditions of the employees, the change will be easily accepted. Better climate will be there if the management adopts innovative changes in consultation with the employees¹

For citing this article use:

• Padmaja, B. (2014). Organisational climate and human resource dimensions a study with special reference to andhra pradesh southern power distribution company limited prakasam district.

References:

1. Ibid, Watkin & Ben Hubbard