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What makes a model workplaceWhat makes a model workplace
(c) copyright 2010 Dr Wilfred
Monteiro www.synergymanager.net
“Workplace Climate may be thought of as the perception of the
characteristics of an organization.”
“Workplace Climate is a...
 Workplace Climate is said to relate to the prevailing
atmosphere surrounding the organization, to the level of
morale, a...
1. General Perception
2. Qualitative Concept
3. Distinct Identity
4. Enduring Quality
5. Multi-dimensional Concept
CHARACT...
 The integration of organizational goals and personal goals
 A flexible structure with a network of authority, control a...
 Equitable systems of rewards based on positive reinforcement
 Opportunities for personal development, career progressio...
SIGNIFICANCE OF WORKPLACE
CLIMATE
Challenging and
responsible jobs with
high performance
standards
Organisational
Structur...
 Members’ Orientation
 Interpersonal Relationship
 Individual Freedom
 Degree of Control
 Type of Structure
 Managem...
1. Organisational Context
– Mission
– Goals and objectives
– Function
2. WORKPLACEStructure
– Size
– Degree of centralisat...
3. Leadership Process
– Leadership styles
– Communication
– Decision making
– Related process
4. Physical Environment
– Em...
5. Organisational Values & Norms
– Conformity
– Loyal
– Impersonality
– Reciprocity
Factors influencing WORKPLACE
climate
...
 The senior level employees need to bring about a drastic
change in their attitude in dealing with the junior level
emplo...
 Management is strongly recommended to cut down or
downsize the working hours of the employees keeping in line
with the i...
Take active steps to curb the potential problem areas as
identified –
 Paying more attention and focusing on key areas su...
 Workplace Climate is the human environment within
which an organization’s employees work – We cannot see
climate or touc...
If you have any questions at all please
do not hesitate to send a note or call.
My email address is:
wm@synergymanager.net...
• is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years...
– http://wilfredmonteiro.blogspot.in/
– http://negotiating-wizard.blogspot.in
– http://salescoach-india.blogspot.in
– http...
CONTACT US
Dr Wilfred Monteiro
TELE : 91 22 9819843927
EMAIL: wm@synergymanager.net
website:
www.synergymanager.net
(c) co...
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What makes a model workplace?

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It is often said the robustness of a company's human resource program is based upon the workplace climate Building the workplace climate is a strategic initiative to build a corporate resource not found in the balance sheet

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Transcript of "What makes a model workplace?"

  1. 1. What makes a model workplaceWhat makes a model workplace (c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  2. 2. “Workplace Climate may be thought of as the perception of the characteristics of an organization.” “Workplace Climate is a set of characteristics that describe an organization 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 an organization’s employees do their work.” - Workplace Climate – DEFINITIONS… WORKPLACECLIMATE “Workplace Climate may be thought of as the perception of the characteristics of an organization.” “Workplace Climate is a set of characteristics that describe an organization 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 an organization’s employees do their work.” - 2(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  3. 3.  Workplace Climate is said to relate to the prevailing atmosphere surrounding the organization, to the level of morale, and to the strength of feelings of belonging, care and goodwill among members.  Workplace Climate . is based on the perception of members towards the organization.  Workplace Climate is a relatively enduring quality of the internal 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 prevailing atmosphere surrounding the organization, to the level of morale, and to the strength of feelings of belonging, care and goodwill among members.  Workplace Climate . is based on the perception of members towards the organization.  Workplace Climate is a relatively enduring quality of the internal 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 Monteiro www.synergymanager.net
  4. 4. 1. General Perception 2. Qualitative Concept 3. Distinct Identity 4. Enduring Quality 5. Multi-dimensional Concept CHARACTERISTICS OF WORKPLACE CLIMATE WORKPLACECLIMATE 1. General Perception 2. Qualitative Concept 3. Distinct Identity 4. Enduring Quality 5. Multi-dimensional Concept 4(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  5. 5.  The integration of organizational goals and personal goals  A flexible structure with a network of authority, control and communications, and with autonomy for individual members  Styles of leadership appropriate to particular work situations  Mutual trust, consideration and support among different levels of the organization  Recognition of individual differences and attributes, and of people’s needs and expectations at wok  Attention to job design and the quality of working life  Challenging and responsible jobs with high performance standards CHARACTERISTICS OF WORKPLACE CLIMATE WORKPLACECLIMATE  The integration of organizational goals and personal goals  A flexible structure with a network of authority, control and communications, and with autonomy for individual members  Styles of leadership appropriate to particular work situations  Mutual trust, consideration and support among different levels of the organization  Recognition of individual differences and attributes, and of people’s needs and expectations at wok  Attention to job design and the quality of working life  Challenging and responsible jobs with high performance standards 5(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  6. 6.  Equitable systems of rewards based on positive reinforcement  Opportunities for personal development, career progression and advancement  Justice in treatment, and fair personnel and industrial relations policies and practices  The open discussion of conflict with emphasis on the settlement of differences without delay or confrontation  Democratic functioning of the organization with full opportunities for genuine consultation and participation  A sense of identity with and loyalty to, the organization and a feeling of being a needed and important member of the organization CHARACTERISTICS OF WORKPLACE CLIMATE WORKPLACECLIMATE  Equitable systems of rewards based on positive reinforcement  Opportunities for personal development, career progression and advancement  Justice in treatment, and fair personnel and industrial relations policies and practices  The open discussion of conflict with emphasis on the settlement of differences without delay or confrontation  Democratic functioning of the organization with full opportunities for genuine consultation and participation  A sense of identity with and loyalty to, the organization and a feeling of being a needed and important member of the organization 6(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  7. 7. SIGNIFICANCE OF WORKPLACE CLIMATE Challenging and responsible jobs with high performance standards Organisational Structure Employee Characteristics, Perceptions, Goals, Ambitions, Abilities, etc. Individual Outcomes Satisfaction Commitment WORKPLACECLIMATE Organisational Structure Organisational Technology External Environment Employee Characteristics, Perceptions, Goals, Ambitions, Abilities, etc. ORGANISATIONAL CLIMATE 7(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  8. 8.  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 8(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  9. 9. 1. Organisational Context – Mission – Goals and objectives – Function 2. WORKPLACEStructure – Size – Degree of centralisation – Operating procedures Factors influencing WORKPLACE climate WORKPLACECLIMATE 1. Organisational Context – Mission – Goals and objectives – Function 2. WORKPLACEStructure – Size – Degree of centralisation – Operating procedures 9(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  10. 10. 3. Leadership Process – Leadership styles – Communication – Decision making – Related process 4. Physical Environment – Employee safety – Environmental stress – Physical space characteristics Factors influencing WORKPLACE climate WORKPLACECLIMATE 3. Leadership Process – Leadership styles – Communication – Decision making – Related process 4. Physical Environment – Employee safety – Environmental stress – Physical space characteristics 10(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  11. 11. 5. Organisational Values & Norms – Conformity – Loyal – Impersonality – Reciprocity Factors influencing WORKPLACE climate WORKPLACECLIMATE 5. Organisational Values & Norms – Conformity – Loyal – Impersonality – Reciprocity 11(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  12. 12.  The senior level employees need to bring about a drastic change in their attitude in dealing with the junior level employees – be more approachable  The management should ensure that any initiative shown by the employees in giving their views or suggestions for improvement, are welcomed and duly considered.  It is recommended that the management should ensure that company meetings perform and complete the agenda for which they have been called for, with stricter discipline being implemented to stick to the purpose on hand Workplace Climate RECOMMENDATIONS… WORKPLACECLIMATE  The senior level employees need to bring about a drastic change in their attitude in dealing with the junior level employees – be more approachable  The management should ensure that any initiative shown by the employees in giving their views or suggestions for improvement, are welcomed and duly considered.  It is recommended that the management should ensure that company meetings perform and complete the agenda for which they have been called for, with stricter discipline being implemented to stick to the purpose on hand 12(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  13. 13.  Management is strongly recommended to cut down or downsize the working hours of the employees keeping in line with the industry norms prevailing, recognizing the fact that longer working hours do not necessarily entail higher efficiency  Management should try to increase the existing office space available for the employees to work or if possible, relocate to bigger premises Workplace Climate RECOMMENDATIONS… WORKPLACECLIMATE  Management is strongly recommended to cut down or downsize the working hours of the employees keeping in line with the industry norms prevailing, recognizing the fact that longer working hours do not necessarily entail higher efficiency  Management should try to increase the existing office space available for the employees to work or if possible, relocate to bigger premises 13(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  14. 14. Take active steps to curb the potential problem areas as identified –  Paying more attention and focusing on key areas such as increasing employee level of skill by providing necessary training if required.  Stressing on the importance of employee growth and development.  Laying out and communicating to each employee, the specific career plan which the organization has in mind for the employee. Workplace Climate RECOMMENDATIONS… WORKPLACECLIMATE Take active steps to curb the potential problem areas as identified –  Paying more attention and focusing on key areas such as increasing employee level of skill by providing necessary training if required.  Stressing on the importance of employee growth and development.  Laying out and communicating to each employee, the specific career plan which the organization has in mind for the employee. 14(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  15. 15.  Workplace Climate is the human environment within which an organization’s employees work – We cannot see climate or touch it, but it is there.  Like the air in a room, it surrounds and affects everything that happens in an organization. - It is a systems concept.  Like fingerprints & snowflakes, organizations are unique – each has its own culture, traditions and methods of action, which in their totality, constitute its climate.  Climate can influence motivation, performance and job satisfaction.  Human values are mostly incremental – they are self- generated. CONCLUSION… WORKPLACECLIMATE  Workplace Climate is the human environment within which an organization’s employees work – We cannot see climate or touch it, but it is there.  Like the air in a room, it surrounds and affects everything that happens in an organization. - It is a systems concept.  Like fingerprints & snowflakes, organizations are unique – each has its own culture, traditions and methods of action, which in their totality, constitute its climate.  Climate can influence motivation, performance and job satisfaction.  Human values are mostly incremental – they are self- generated. 15(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  16. 16. If you have any questions at all please do not hesitate to send a note or call. My email address is: wm@synergymanager.net If you have any questions at all please do not hesitate to send a note or call. My email address is: wm@synergymanager.net 16 (c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  17. 17. • 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. 17 website: www.synergymanager.net(c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net
  18. 18. – 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 MONTEIRO please 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 18 http://www.slideshare.net/wpm999 website: www.synergymanager.net
  19. 19. CONTACT US Dr Wilfred Monteiro TELE : 91 22 9819843927 EMAIL: wm@synergymanager.net website: www.synergymanager.net (c) copyright 2010 Dr Wilfred Monteiro www.synergymanager.net CONTACT US Dr Wilfred Monteiro TELE : 91 22 9819843927 EMAIL: wm@synergymanager.net website: www.synergymanager.net SYNERGY MANAGEMENT ASSOCIATES since 1993 Designing Business Excellence Models Corporate Planning & Strategy Summits Change Management Initiatives Business Leadership Development Performance Management Systems 19
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