Organisational climae
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Organizational climate refers to how employees perceive and interpret their work environment, including whether social relationships are caring, people are treated fairly, and excellence is valued. It is influenced by elements like leadership quality, trust, communication, work meaningfulness, and fair rewards. HR practices can influence organizational climate through employee relations, retention efforts, team building, and other activities aimed at improving employee motivation, performance, and satisfaction.
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• Definition/s of workplace ethics
• Learning objectives for this presentation
• Two examples (7 points)
• An organization’s actions (8 points)
• What workplace ethics is (13 points) and 6 points on why you need to be ethical
• Ethics programs (11 points) and 7 points on ethics programs as insurance
• Ethics programs creating citizenship (3 points)
• Ethics programs building values (4 points)
• Ethics programs building image (5 points)
• Ethics programs offering more (8 points)
• Codes of values and 11 principles (10 points)
• Why have a code of ethics (6 points) and 19 points on why have a code of conduct
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• Avoiding ethical dilemmas (4 points) and 5 point on custom made to fit you
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• Grant forgiveness (6 points), 5 points on mistakes (5 points) and 11 points on special challenges
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• Decision making guides (46 points)
• Common ethic code provisions (49 points)
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• Actions steps (16 points).
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Watch our webinar where Lauren Franklin, Limeade Brand Manager, and Reetu Sandhu, Ph.D., Limeade Institute Manager, share the latest research and guidance on the importance of investing in inclusion, how to recognize your own role in creating an inclusive organization and the tools for building a more inclusive workplace.
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The document discusses organizational climate and how human resource practices can influence it. It describes factors that shape climate like involvement, supervisor support, and task orientation. Theories on climate are presented, like the shared-perception model focusing on performance and professional parameters. Key success factors for organizations include recruitment, training, talent management, and knowledge management. Suggestions are made around investing in branding and corporate social responsibility initiatives.
Organisational Climate
Organisational Climate
Contents….
~What is Organizational Climate?
~Factors that influence Organizational Climate
~How HR Practices influence Organizational Climate?
~Evolution of HR policies
~Theories/Model of Organizational Climate
~KSF’s (Key Success Factors) for an organization
~Suggestions
~Conclusion
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We're all at risk to lose our best talent and most engaged employees. The latest research from Limeade Institute has found that burnout happens when someone is engaged but has low well-being. This can lead to exhaustion, cynicism and ultimately employee turnover.
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Organisational behaviour is the study of how people behave in work environments and why. It aims to understand, predict, and manage workplace behaviours. The psychological contract refers to the unwritten expectations between an individual employee and their organisation. An individual expects safe working conditions, job security, challenging work, fair pay, input in decisions, and respect. Organisations expect employees to accept their ideology, work hard to achieve objectives, uphold the company image, show loyalty, maintain a reasonable appearance, and not betray trust.
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Laura Hamill, Ph.D., Chief People Officer and Chief Science Officer at Limeade, and HR writer, speaker, entrepreneur and podcaster, Laurie Ruettimann discuss:
- The challenges women in the workplace face in 2019
- What is inclusion and why there is inherent tension
- The importance of building inclusive workplaces for women and bringing your authentic selves to the table
- What organizations can do to cultivate and build a more inclusive workplace
Candid conversations for inclusive cultures
“Inclusion in the workplace” is a trendy phrase you’ve heard thrown all over the place, but inclusion is nothing without acknowledgement and action. From recognizing micro-inclusions in your organization to admitting what you can’t recognize, today’s successful businesses are taking ownership of where they fall short and actively preparing for Gen Z expectations.
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GO TO https://sheilamargolis.com to learn more about Core Culture and the Five Ps.
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The document discusses nepotism, which is defined as appointing relatives to jobs or positions of authority regardless of their qualifications. It notes nepotism can have both positive and negative effects depending on whether a competitive or non-competitive relative is appointed. Potential benefits include honesty, stability, and loyalty, while risks involve unethical advantages, dissatisfaction, and reduced performance. Nepotism is discussed in the contexts of organizations, politics, and the workplace. The document concludes that nepotism should be used cautiously, as a competitive appointee can help an organization grow but an unqualified relative can damage or shut it down.
DMS.Demo
Calvin Dorsey is the president of Dorsey Management Services, a training company. According to a survey of 1,300 people who attended Calvin's training programs:
- 97% rated the trainer as excellent or very good.
- The company provides training to a variety of industries such as manufacturing, healthcare, education, and government.
- Job titles of attendees included directors, engineers, teachers, and human resource professionals.
- Dorsey Management Services has been providing training nationwide since 1992.
Workplace Ethics Programs (Comprehensive) PowerPoint Presentation 172 slides...
Workplace Ethics PowerPoint Content Slides Include:
• Definition/s of workplace ethics
• Learning objectives for this presentation
• Two examples (7 points)
• An organization’s actions (8 points)
• What workplace ethics is (13 points) and 6 points on why you need to be ethical
• Ethics programs (11 points) and 7 points on ethics programs as insurance
• Ethics programs creating citizenship (3 points)
• Ethics programs building values (4 points)
• Ethics programs building image (5 points)
• Ethics programs offering more (8 points)
• Codes of values and 11 principles (10 points)
• Why have a code of ethics (6 points) and 19 points on why have a code of conduct
• Resources required (4 points) and 22 points on ethics of justice
• Ethics of care (18 points) and 32 points on the 4 steps of resolving ethical dilemmas
• Ethics programs (16 points) and 19 points on structure
• Publicizing the commitment (7 points) and 9 points on training
• Managing ethics as a process (9 points) and 6 points on the bottom line
• Avoiding ethical dilemmas (4 points) and 5 point on custom made to fit you
• Consulting key stakeholders (5 points) and 8 points on bewaring of outsourcing
• Grant forgiveness (6 points), 5 points on mistakes (5 points) and 11 points on special challenges
• Key roles and responsibilities in ethics management (28 points)
• Decision making guides (46 points)
• Common ethic code provisions (49 points)
• Writing a code of ethics (52 points)
• Actions steps (16 points).
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Presentation given at the Association for Strategic Practitioners in Internal Communications on 9 February 2017 by Niall Ryan-Jones, Head of Employee Experience at Harrods. Slides used with permission by Sequel Group. Read more about the event: http://www.allthingsic.com/aspic20/
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Similar to Organisational climae
Organizational Climate Ppt (Times)
The document discusses organizational climate and how human resource practices can influence it. It describes factors that shape climate like involvement, supervisor support, and task orientation. Theories on climate are presented, like the shared-perception model focusing on performance and professional parameters. Key success factors for organizations include recruitment, training, talent management, and knowledge management. Suggestions are made around investing in branding and corporate social responsibility initiatives.
Organisational Climate
Organisational Climate
Contents….
~What is Organizational Climate?
~Factors that influence Organizational Climate
~How HR Practices influence Organizational Climate?
~Evolution of HR policies
~Theories/Model of Organizational Climate
~KSF’s (Key Success Factors) for an organization
~Suggestions
~Conclusion
A Study On The Organizational Climate Project
This document discusses organizational climate and provides definitions from various scholars. It begins by defining organizational climate as the perceptions of characteristics of an organization that influence motivation and performance. Climate is influenced by leadership, decision-making processes, and recognition of employee efforts. Climate is less encompassing than culture but more readily measured through individual perceptions. The document then provides definitions of organizational climate from various scholars and discusses how climate can be assessed through quantitative surveys. It describes the relationship between climate and motivation, the role of communication in climate, and decision-making processes.
Organizational Climate Survey
Organizational climate refers to employees' shared perceptions and interpretations of the policies, practices, and procedures in their workplace environment. It is influenced by factors like involvement, support, autonomy, and pressure. A positive climate is characterized by clarity of expectations, attainable goals, employee authority, flexibility, and rewards for good performance. Conducting an organizational climate survey can assess company values, identify competency levels, set goals, track processes, address issues, and provide industry comparisons to help managers proactively improve the work environment and boost employee motivation.
Org. climate
The document discusses organizational climate and how human resource practices can influence it. It defines organizational climate as employees' shared perceptions and interpretations of their work environment. Factors like involvement, work pressure, and autonomy can shape climate. The document also examines how HR practices for employee relations, retention, and team building can impact climate. Finally, it presents models of organizational climate, like the shared-perception model, and discusses keys to a successful organizational climate.
ORGANIZATIONAL CLIMATE.pptx
The document discusses organizational climate and culture. It defines organizational climate as the shared emotional state and perceptions of the members of an organization. Characteristics of climate include individual initiative, risk tolerance, and reward systems. Culture is defined as the beliefs, values and norms of an organization as reflected in artifacts like stories, rituals and language. The roles of leadership, communication and goals in influencing climate are discussed. Methods for measuring and improving climate are also outlined.
Chapter 3 Organizational Culture.pptx
This document discusses organizational culture and the qualities of a great culture. It defines organizational culture as the values, expectations, and practices that guide employee actions. Culture affects all aspects of a business and is important for attracting talent and outperforming competitors. The document also categorizes different types of organizational cultures and lists 10 key qualities of a great culture: alignment, appreciation, trust, performance, resilience, teamwork, integrity, innovation, and psychological safety.
Chapter 3 Organizational Culture.pptx
This document discusses organizational culture and the qualities of a great culture. It defines organizational culture as the values, expectations, and practices that guide employee actions. Culture affects all aspects of a business and is important for attracting talent and outperforming competitors. The document also categorizes different types of culture and lists 10 key qualities of a great culture: alignment, appreciation, trust, performance, resilience, teamwork, integrity, innovation, and psychological safety.
Motivate Your Employees
This document discusses motivating employees through intrinsic and extrinsic factors. It summarizes that employees have both motivator and hygiene needs according to Herzberg's theory. Motivator needs are related to the work itself like interesting work and responsibility, while hygiene needs involve the work context like pay and security. The document advises managers to understand employees' values and make work enjoyable to improve attitudes, motivation, and performance. Both hygienic factors and motivators are important for high performance. Managers should minimize dissatisfaction through fair treatment while also providing opportunities for achievement and growth.
motivateyouremployees-12618214424617-phpapp02.pdf
This document discusses motivating employees in the workplace. It outlines several key points:
1) Highly motivated employees are successful employees who focus on achieving goals, representing good value. Managers who motivate employees improve job satisfaction, performance, and organizational success.
2) There are simple ways to motivate employees like asking, telling, giving incentives, and showing them. However, myths exist like reducing work time or high wages automatically motivating employees.
3) Herzberg's two-factor theory explains that motivator factors like interesting work and responsibility impact satisfaction, while hygiene factors like pay and security impact dissatisfaction if not present. Both are important for high performance.
4) Managers should treat
Developing a quality culture presentation [autosaved]
The document discusses techniques for creating a quality culture within an organization. It recommends providing quality goals and measurements at all levels, demonstrating leadership commitment to quality from upper management, empowering employees through self-development opportunities, inspiring action through employee participation, and recognizing and rewarding quality performance. The overall goal is to continuously reinforce the priority of quality throughout the organization.
Motivation and EE slides BFS 28 Nov 2023.pptx
This document discusses motivation and employee engagement in organizations. It covers several motivation theories including McClelland's theory, Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, goal setting theory, and reinforcement theory. It also discusses equity theory and the importance of job attitudes like job satisfaction, involvement, commitment, and support. Employee engagement is defined as the emotional and rational attachment employees feel towards their work. Highly engaged employees are more creative, productive, and provide better customer service. Recognition and meaningful work are important drivers of engagement and performance.
Human Resources Management
A 2 hour lecture my colleague from Mustika Ratu & I present to HR Class in FISIP Universitas Indonesia.
The lecture discuss about the evolving HR in general, and focusing on recruitment & selection process. You might also find some information about DISC Personality.
#CIPD15 Annual Conference Day1 Recap
This document discusses three main themes:
1. The need for workplaces to become more mindful and less distracted, focusing on employee wellbeing which improves organizational performance and saves costs.
2. Sustainable organizations require a focus on interpersonal skills, empathy, and reflective leadership rather than just rules and processes. Company culture and values are most important.
3. Developing all employees to their full potential is important, not just relying on innate talent. Hard work, learning, and continuous improvement are key to developing high performers. It is HR's role to create a climate where this is possible.
Organizational culture and environment
This document discusses key concepts in organizational culture and the external environment. It defines organizational culture as shared meanings and beliefs held by members that influence their actions. Strong cultures have coherent values that guide employee behavior. The external environment comprises factors outside an organization that influence its performance. Managers must consider stakeholders and deal with environmental uncertainty. How well a culture adapts to its environment affects organizational success.
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...Mr. Business Magazine
A positive work environment in a workplace is the most important and rare thing we witness these days. Maintaining such an environment will help organizations to perform better as the employees are at ease and give their best output. A Foundation of Trust
This document discusses principles for enhancing organizational integration and performance through a foundation of trust. It advocates adopting a global perspective, invoking organizational integrity by perceiving others' motivations, and applying core values such as accountability, respect, and appreciation. Methods are proposed for implementing organizational integrity, including identifying, defining, and disseminating key values. Leadership is discussed as encouraging others to uphold core values, and embracing transformation is said to create consistency, synergy, and exponential effects through diligently applying those values.
Running Head EMOTIONAL INTELLIGENCE .docx
Running Head: EMOTIONAL INTELLIGENCE 1
EMOTIONAL INTELLIGENCE 6
Emotional Intelligence
Students Name
Institutional Affiliation
Emotional intelligence is a set of abilities that allows an individual to recognize, express, evaluate and understand other people’s emotions to control their actions and thinking. Emotional intelligence as a concept in the current competitive world has become very popular. Thus many organizations have resorted to EI as a key ingredient in harvesting employee’s behaviors and positive attitudes. Employee commitment, customer satisfaction, and financial rewards can be gauged using Emotional intelligence. Hence emotional intelligence is a multidimensional concept that covers, social and cultural intelligence which is a key ingredient in the success of an organization. Emotional intelligence has four major dimensions; managing emotions, self-awareness, handling relationships, and individual motivation. Self-awareness is a key EI concept majors on the determinants and repercussions of emotions and moods and their evolution over time.
Nevertheless, EI has various impacts on the management’s ability to enhance employee performance and job satisfaction. Job satisfaction is the individual’s cognitive ability to evaluate reactions towards their job, either positive or negative. Job satisfaction is greatly associated with individual emotional intelligence. Individuals with high EI are more time effective at work, highly satisfied; engage in less absenteeism and lower turnover ( Altındağ & Kösedağı, 2015). Thus, they are easily appraised and regulate their other individual’s feelings hence positively impacting job satisfaction and morale. On the other hand employees with low EI find it hard in understanding, regulating and managing their emotions in cases of complex situations. This, in turn, leads to reduced morale, increased negative feelings, and stress and reduced job performance levels. Relationship management as a concept has an overall impact on employee performance. This is because emotional management is key in creating a positive working environment thus increasing performance and commitment. The organization should then support its employees by creating a good working environment thus reducing dissatisfaction and creating loyalty and improving retention.
Motivation is the positive or pleasurable state of emotion that comes as a result of the appraisal of individual job experience. Work-related appraisals can invoke a positive or negative emotional reaction from an employee. A positive remark would hence reflect employee satisfaction and bad remark indicate dissatisfaction. Motivation In terms of reward or recognition would then give an employee a desire to do better (Shields et al., 2015). There e ...
Job Satisfaction & Morale.pptx
This document discusses job satisfaction and morale. It defines job satisfaction as a positive emotional state resulting from one's job or experiences, and morale as a group's capacity to work together toward a common purpose. Factors that affect job satisfaction include working conditions, opportunities for advancement, workload, respect from coworkers, relationships with supervisors, and financial rewards. There are various scales to measure employee morale, such as interviews and questionnaires. Morale can be improved through job enrichment, building responsibility, and modifying the work environment. High morale is important because it leads to higher performance, quality work, and stability in an organization.
VALUES, ATTITUDES AND MOODS.pptx
This document discusses values, attitudes, and moods in the workplace. It defines values as personal convictions about preferable modes of conduct or outcomes. There are intrinsic values related to the work itself, like learning new things, and extrinsic values related to work consequences, like pay and benefits. Attitudes are collections of feelings, beliefs, and thoughts about one's job, formed from both affective and cognitive components. Moods refer to how people feel when performing their job. Job satisfaction, involvement, and commitment are common work attitudes that are influenced by both individual and situational factors and impact behaviors like performance and turnover. Perception is defined as interpreting stimuli, and various factors like schemas, motives, and impression management influence the perceptual
Similar to Organisational climae (20)
Developing a quality culture presentation [autosaved]
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Why maintaining a Positive Work Environment is Necessary in Corporate Culture...
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EMPLOYEE JOB SATISFACTION COMPARATIVE ANALYSIS BETWEEN
This document provides an extensive literature review on factors related to employee job satisfaction at Coca-Cola and Pepsi. It discusses prior research on how job satisfaction is influenced by factors such as salary, benefits, work environment, relationships with supervisors and colleagues, promotion opportunities, and personal adjustment. The review also examines differences in satisfaction between private and public sector employees. The literature establishes that job satisfaction is an important indicator of employee behavior and organizational performance.
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communication and its importance
The document discusses the role and importance of communication. It defines communication as the transfer of information from a sender to a receiver, with the information being understood by the receiver. Effective communication is important for organizations as it allows for the smooth running of the enterprise, maximum productivity, job satisfaction, and establishment of human relations. The communication process involves encoding and decoding messages, using appropriate mediums, ensuring feedback, and providing accurate information. Both communication skills for managers as senders and receivers are important.
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Grievances arise from disputes between employees and management over violations of contracts, laws, policies or past practices. Common causes of grievances include issues with promotions, amenities, services, fines, compensation and more. The grievance process involves defining the situation, contention and remedy in writing. Grievances are addressed through informal and formal levels that may include meetings with supervisors, written submissions, and appeals up to board level. Proper grievance handling requires prompt investigation, hearing from all parties, and adherence to contractual timelines and procedures.
Mahatma gandhi leadership is all about commonsense ppt
Mahatma Gandhi was a major political and spiritual leader of India who led non-violent movements for independence. Some key lessons from his life and leadership include being an excellent listener, proactively identifying barriers to change, emphasizing self-awareness and discipline, balancing vision with efficient execution, and focusing on sustainable change through non-violent grassroots action. His emphasis on truth, non-violence, and seeing all people as equal had a profound impact and inspired many world leaders to create positive change through non-violent means.
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This document discusses technology classification and the technology management cycle. It describes core, complementary, peripheral, and emerging technologies. The technology management cycle involves five phases - awareness, acquisition, adaptation, advancement, and abandonment. It provides examples to illustrate each phase and explains how companies progress through the cycle to implement new technologies. Globalization and characteristics of technology are also briefly covered.
Cluster
Cluster analysis is an unsupervised learning technique that groups similar data objects into clusters. It finds internal structures within unlabeled data by grouping objects based on their characteristics. Clustering is used to gain insight into data distribution and as a preprocessing step for other algorithms. Some applications of clustering include marketing, land use analysis, insurance risk assessment, and city planning. The quality of clustering depends on how well it separates objects within a cluster from objects in other clusters. Hierarchical clustering creates clusters by iteratively merging or splitting groups of objects based on their distances in a dendrogram.
SEBI
During World War 2, India experienced financial crises and needed to direct money flows towards essential goods. This led to the Capital Issue (Control) Act of 1947 and the creation of the Controller of Capital to regulate capital markets and ensure orderly growth. Over time, the capital markets grew and liberalized, but also experienced issues like price manipulation, insider trading, and lack of disclosure. This led to the establishment of the Securities and Exchange Board of India (SEBI) in 1988 as an independent regulator tasked with investor protection and fair practices in the securities market.
Project Report On corporate Dividend Policy
This document contains a project report on the topic of corporate dividend policy. It includes an introduction to dividends and their importance for shareholders. The report outlines the objectives, research methodology, and scope of the study. It provides profiles for four Indian companies - Tata Consultancy Services Limited, Bajaj Auto Limited, Zee Entertainment Enterprises Ltd., and Sesa Sterlite. For each company, it analyzes annual reports from 2012-2015, including net profit, dividends paid, reserves and surpluses, dividend payout ratio, and earnings per share. Graphs and tables present this financial data. The document also examines abnormal return volumes for each company around dividend announcement and payment dates.
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Break even analysis
Break even analysis determines the sales volume needed to cover total costs. It is calculated by dividing fixed costs by the difference between unit price and variable unit cost. It helps businesses determine the minimum sales needed to break even, examine effects on profits of different production levels, and decide if new products or prices will be profitable. However, it assumes costs remain constant and does not consider demand, so the actual break even point could differ from calculations if these assumptions do not hold.
leadership
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FlipkartFLIPKART USE IT AND INFORMATION SYSTEM
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Organisational climae
- 1. 1
- 2. What is Organizational Climate? Refers to meaningful interpretations of a work environment by the people in it Are social relationships warm and caring? Are people treated fairly for rewards/recognition? Do people take pride in excellence? Organizational Climate is often referred to as Corporate Climate
- 3. KSF’s for an Organization Recruitment, Hiring & Orientation Training (for existing employees and new hires) Talent Management Performance, Rewards & Recognition CSR Health & Well-being Balancing work & personal life Knowledge Management Information Security Commitment to Quality
- 4. What is Organizational Climate? Refers to meaningful interpretations of a work environment by the people in it Are social relationships warm and caring? Are people treated fairly for rewards/recognition? Do people take pride in excellence? Organizational Climate is often referred to as Corporate Climate 4
- 5. Elements of Climate Quality of Leadership Amount of Trust Communication, upward and downward Feeling of useful work Responsibility Fair rewards Reasonable job pressure Opportunity Reasonable controls, structure, and bureaucracy Employee involvement, participation.
- 6. Climate Influences Motivation Performance Satisfaction
- 18. How HR Practices influence Organizational Climate? Employee Relations Employee Retention Team building activities – done to bring feel good factor in the organization Payroll management 18
- 19. From Client Perspective… Customized Engagement Processes Confidentiality Security Transparency Quality Integrity Availability 19
- 20. Suggestions Invest more in branding through media Suggestion towards CSR – conduct a rally for a good cause Monthly Newsletter Common Blog 20
- 21. Conclusion “Never doubt that a small group of capable and committed people can ever change the world, infact it is the only thing that ever did” 21
- 22. 22