It is easy to confuse organizational climate with organizational culture. We have discussed culture in the sense of diversity and inclusion. In this week’s Part 1 – Organizational Culture you will explore these three topics: organizational climate, organizational culture, and inclusion.
Conduct a review of the literature (search EBSCOhost) to find at least three scholarly articles that address these topics. Compare and contrast the definitions offered for each of these terms. This will serve as the introduction to your paper.
The remainder of your paper will consist of an informal evaluation you will make regarding the organizational culture of your current workplace that you are using for your Organizational Climate Paper in Week 3.
· Search EBSCOhost for the Globe Project
· There are nine constructs based on the GLOBE project: Power Distance; Uncertainty Avoidance; Humane Orientation; Collectivism I; Collectivism II; Assertiveness; Gender Egalitarianism; Future Orientation; and Performance Orientation. Assess your current organization informally through these nine lenses.
· Write a brief report for each construct, detailing what you observe and how you interpret your observations.
Full Answer Section
Distinguishing Definitions:
-
Organizational Climate:
- Stace & Dunphy (2007): Climate refers to "the perceived attributes of an organization's internal environment" influencing employee behavior and attitudes.
- Schneider (1975): Climate is "the shared perception of the work environment," encompassing factors like leadership style, reward systems, and communication patterns.
- Key takeaway: Climate reflects the current, lived experience within an organization, often described as the "feel" of the workplace.
-
Organizational Culture:
- Hofstede (1980): Culture is "the collective programming of the mind that distinguishes the members of one group or category of people from those of another."
- Schein (1992): Culture is "a pattern of basic assumptions, shared by group members, that have been learned through a process of social experience and that function as a blueprint for solving problems and acting towards others."
- Key takeaway: Culture represents the deeper, underlying values, beliefs, and norms that shape an organization's identity and behavior over time.
-
Inclusion:
- Thomas & Ely (1996): Inclusion involves "creating environments where everyone regardless of background or identity feels valued, respected, and able to participate fully."
- Shore et al. (2011): Inclusion is "a state of being and belonging wherein the inherent worth and talents of individuals are recognized, valued, leveraged, and sustained within an organization."
- Key takeaway: Inclusion focuses on actively creating a work environment where diverse individuals feel welcome, supported, and able to contribute to their full potential.
Connecting the Dots:
While distinct, these concepts are deeply interconnected. Organizational climate reflects the tangible manifestation of the underlying cultural values and beliefs. For example, a culture prioritizing teamwork might translate into a climate of collaboration and open communication. Similarly, a culture emphasizing inclusion would strive to create a climate where diverse voices are heard and valued.
Part 2: A Look Inward: Assessing My Workplace Through the GLOBE Project
Equipped with this understanding, I turn to explore the organizational culture of my current workplace through the lens of the GLOBE Project's nine dimensions:
- Power Distance: How much power is centralized or distributed within the organization? Do employees feel empowered to express opinions and make decisions?
- Uncertainty Avoidance: How comfortable is the organization with ambiguity and change? Are there clear procedures and routines, or is there room for experimentation?
- Humane Orientation: How much does the organization emphasize concern for people's well-being and quality of life? Are there strong support systems and work-life balance initiatives?
- Collectivism I: Does the organization prioritize group goals over individual achievement? Is teamwork and collaboration encouraged?
- Collectivism II: How strong is the sense of loyalty and in-group cohesion within the organization? Is there a focus on shared values and belonging?
- Assertiveness: To what extent do individuals openly express their opinions and ideas? Is there a culture of direct communication and healthy conflict resolution?
- Gender Egalitarianism: How equal are the opportunities and treatment of men and women in the organization? Are there policies and practices promoting gender equality?
- Future Orientation: Is the organization focused on long-term planning and future goals? Or is there a more short-term, results-oriented mindset?
- Performance Orientation: Does the organization heavily prioritize achieving goals and exceeding expectations? Are there clear performance metrics and a strong competitive drive?
By analyzing my workplace through these nine dimensions, I aim to gain a deeper understanding of its underlying values, norms, and how they manifest in the day-to-day climate. This introspective exercise will be further developed in Part 3 of the Organizational Climate Paper, where I will delve deeper into specific observations and connect them to relevant leadership theories and research findings.
Remember: Replace "my current workplace" with the specific organization you are using for your paper. Additionally, tailor your analysis of each GLOBE dimension to your unique observations and experiences within the organization. This personalized approach will add depth and richness to your evaluation.
Sample Answer
Organizational climate, culture, and inclusion are interwoven concepts that significantly impact employee experience, performance, and overall organizational success. However, despite their interconnectedness, understanding the distinct nuances of each term is crucial. This paper delves into these nuances, drawing upon scholarly insights from EBSCOhost, before turning the lens to an informal evaluation of my current workplace's organizational culture through the framework of the GLOBE Project.