Internal climate factors
The organizational climate characterizes the beliefs and attitudes held by individuals about their organization. The climate is a relatively enduring quality of an organization that is experienced by employees and influences their behavior.
Climate is an organizational characteristic, not a characteristic of each individual in an organization. However, individuals are the source of information on climate. It is their perception about the organization that is measured.
OrgCon considers four different typologies of climate to describe an organization.
The correct fit between behavior of the members of the organization and the organizational structure is the key to improved performance. From a theory design point of view it is important to develop a set of climate dimensions that captures the individuals' perception of the work environment and its effect on the individuals' performance and thus on the performance of the organization.
Internal climate indicators can be inferred from the following factors:
- Employee turn over
- Absenteeism
- Presence or not of discussion groups, brainstorming groups, and other reflective and/or information mechanisms
- Presence of mediating committees and consensus building activities (recently created groups may be an indication that their need has been identified, but they may not have become effective yet)
- Number of complaints filed to various mediating committees, and unions
Evaluation of these parameters is subjective. The responses to the questions may vary considerably depending on the data collection technique. It may be worthwhile to run several scenarios to determine the responses appropriate to your situation.
Some of these factors may have industry or country specific thresholds and will play a role in your organization's climate within the context of these thresholds.
Measures of the internal climate are:
- Level of trust
- Level of conflict
- Employee morale
- Rewards
- Resistance to change
- Leadership credibility
- Level of scapegoating
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