What makes a model workplace?

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 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

 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.

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

 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

 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

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

 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

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

3. Leadership Process
– Leadership styles
– Communication
– Decision making
– Related process
4. Physical Environment
– Employee safety
– Environmental stress
– Physical space characteristics
climate
WORKPLACECLIMATE
3. Leadership Process
– Leadership styles
– Communication
– Decision making
– Related process
4. Physical Environment
– Employee safety
– Environmental stress
– Physical space characteristics

5. Organisational Values & Norms
– Conformity
– Loyal
– Impersonality
– Reciprocity
climate
WORKPLACECLIMATE
5. Organisational Values & Norms
– Conformity
– Loyal
– Impersonality
– Reciprocity

 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

 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

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.

 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.

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

• 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

– http://wilfredmonteiro.blogspot.in/
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– 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
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website: www.synergymanager.net

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

What makes a model workplace?

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