A Study On Organizational Climate And Employee Performance

Well-constructed employee attitude surveys can provide insight into organizational characteristics which impact employee behavior and organizational performance (Williams, 1998). Companies may use survey results to modify their management style, organizational culture, workplace characteristics, or incentives in order to improve worker satisfaction and overall productivity (Williams, 1998). Although the link between employee attitudes and actual work performance has been found to be somewhat inconsistent (Schleicher, Watt, & Greguras, 2004), research has confirmed at least a moderate correlation between job satisfaction and rates of employee absenteeism and turnover (Gibson, Ivancevich, Donnelly, & Konopaske, 2012).

The article was about leadership and motivation in the organization. How to measure organizational climate and the effect it has on the company. Organizational climate is the way a employee relates to there manager or leader. The relationship that the two share whether its good or bad and how it effects the labor of the employee. The environment that the organization operates in and how the employees adapt to it. Good leaders should focus on motivating their employees. High performance climate is measured by a employee doing what ever it takes to achieve there goals in the organization. Low performance climate is measured when employees are not achieving there goals and not always completing their daily task. The better the leadership is in an organization will tell show in the labor that is produce from its employee. Good leadership in a organization makes the work environment a better place for every one in the organization and will help produce good labor.

The Fall Of The Titans, also known as the Titanomachy was a huge turning point for Greek Mythology. This war had many other names such as The War Of The Titans, Titanomachy, and even Titan war. This is because the Titans were a powerful race that ruled before the Olympians. Although, this all changed after the war broke out. Many new Gods and Giants were born during the war. In fact, many of them would not be here without the war.

The authors purpose is to make the reader understand organizational climate defined as the policies, practices, and procedures that are rewarded, supported, and expected in an organization regarding a specific organizational domain, such as safety, innovation, customer service, and ethics such as climate for service, climate for safety and ethical climate. The climate for service can be evaluated by employees and customers on the level of customer service. Generally, when it is a strong climate the results will be the same. The climate of safety refers to employee perceptions of an organization's policies, practices, and procedures regarding safety that are rewarded, supported, and expected from employees. The ethical climate can be thought of as shared perceptions among group members regarding what constitutes ethically correct behavior and how ethical issues should be handled within an organization. The assessment of the organizational climate may reveal that the strategic direction of the organizational interest may not be perceived in organizational practices, policies and procedures and the organization may need to redesign to better align with their interest.

In the age of Augustus myth played a large role in Roman identity, with myths being used to justify alliances and political activities. The search for a common mythological ancestor amongst cities or countries offered a sense of legitimacy to the alliances that were struck because of these links. On a smaller scale, Romans sought to find familial links that meant that they were more qualified to make a decision, and Augustus was no exception to this. Augustus’ family were an old and distinguished family, however were not patrician, and he was ashamed of the fact that his great-grandfather was an ex-slave, the lowest on the social chain in Rome. In order to justify his leadership, and offer a more glamourous family background Augustus worked hard to establish his and Julius Caesar’s link to the Prince of Troy, Aeneas. Not only that, but Augustus was focused on establishing divine familial ties,

Self destruction and deprivation. A problem most may not think they have to deal with on a day to day basis. Especially since most people do not tear themselves apart piece by piece through guilt and denial, to the point at where they perish. Which is why in that regard, Reverend Arthur Dimmesdale is not most people. In the novel, A Scarlet letter, by Nathaniel Hawthorne, one of main character, Reverend Dimmesdale, has committed one of the most horrific sins a man during his time in Puritan society could commit. Dimmesdale has slept with Hester Prynne, another main character, not only out of wedlock, but also while Hester was still married to another man named Roger Chillingsworth. This sin of adultery immediately brought down the wrath of society onto hester in the form of a scarlet ‘A’ for adultery that she must wear on her bosom for the rest of her life. But in dimmesdale’s case, he is let go without anyone other than Hester in town knowing of his sin. Not only does Chillingsworth make it his life’s mission to seek his revenge on the Reverend, but Dimmesdale also lives a life gull og Hypocrisy with his guilt and shame slowly eating away at himself from the inside. Through the use of Reverend Dimmesdale, and his sins, Hawthorne derives the truth that living a life of hypocrisy and self denial is much worse than just being honest to yourself and others. He conveys that once you are set into denial and hypocrisy, it's becomes impossible to go back, which therefore makes it

The way people act relects the way they feel about their jobs and it has a lot to do with their values and attudide about their workplace. Their job satisfaction and organizational commitment has to do with values in the workplace specifically with expectations, outcomes, acceptable behaviors those values are what an employee holds in regards to work.

There are three separate dimensions to organizational commitment: 1. Affective commitment is an emotional attachment to the organization and a belief in its values. For example, a Petco employee may be affectively committed to the company because of its involvement with animals. 2. Continuance commitment is the perceived economic value of remaining with an organization. An employee may be committed to an employer because she is paid well and feels it would hurt her family to quit. 3. Normative commitment is an obligation to remain with the organization for moral or ethical reasons. An employee spearheading a new initiative may remain with an employer because he feels he would “leave the employer in the lurch” if he left." (Robbins & Judge, 2011, p 77)

Organizational climate is the feeling of the overall organization. Glisson (2015) refers to leadership as meeting the need of its members play a huge role in the climate. The leadership behavior determines all staff and the culture of the organization. Also, the organizational climate plays a role in relationships among staff. If the leaders within the organization have discord than it will reflect in all staff (Hemmelgarn, 2006). Task oriented jobs play role in both retention and how one feel regarding the organization. If the climate of the organization is not designed to allow the DCW to be involved in the decision making process of patient care, it will decrease motivation, job satisfaction, and increase retention (Riggs & Rantz, 2001).

In recent years Organizational justice and organizational commitment have been investigated extensively as its impact on organization performance. Nurses commitment specifically has been studied extensively in different areas of the world and in Saudi Arabia as well. In the literature nurses commitment has been correlated with many independent variables such as job satisfaction, leadership style, communication, organizational support, level of Education, and many other independent variables. One study was conducted in South Florida’s long term facility indicated that nurses commitment not only has positive correlation with organizational support, leadership style, job satisfaction, buts also has positive correlation with level of education, and the results show that among these independent variables job satisfaction, and organizational support were more strong related to the nurses commitment (Al-Hussami 2009). Another study shows that affective commitment as a

For the goal to be achieved, the team members have to have a certain level of organizational commitment. Team members who possess a strong affective commitment are less likely to be absent from work and are more apt to engage in behavior that promotes organizational unity which helps create a more productive and positive workplace (Allen, 2007). Also, employees who feel that their organization values their contributions and cares about their well-being can result in an increase of employees’ efforts to meet the organization's goals through greater attendance and performance (Eisenberger, Huntington, Hutchison, and Sowa, 1986).

Many may argue that job satisfaction and organizational commitment are the same, but they are actually different.

Organizational commitment is one of the two individual outcomes derived from individual mechanisms like job satisfaction, stress, motivation, trust, justice, ethics, and learning and decision making. These mechanisms and outcomes can be found on the integrative model of organizational behavior (OB). Colquitt, LePine, and Wesson defined organizational commitment in their Organizational Behavior 5th Edition book as the desire of an employee to remain a member of the organization (p 64).

Organizational commitment is critical to organizations due to the desire to retain a strong workforce. Organizations want to know why employees stay or leave their organizations so if correction is needed they have some tools to proceed with the correction. High turnover of employees in an organization can determine if an organization is successful or not. While turnover is related to all three areas of commitment researchers have determined that Affective commitment is one most associated with absenteeism and organizational citizenship (Williams J. 2004).

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the