ACB's Work Climate Survey

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

As stated before in the beginning paragraph, there are external and internal influencing forces regarding human behavior that impact how we interact with others or behave in the workplace. A major influencer is organizational climate/culture. According to The Human Relations 5th Edition Text Book (2014) describes organizational climate as “Organizational climate affects the way employees feel and act because it is the “emotional weather” within an organization; it affects employee

Another very importance aspect is the working environment at the office…it should be a relaxed and informal place where employee, team member should have the time to think and explore new ideas. Mutual trust and respect where disagreement is based on issue rather than personalities in this case conflict become productive to generate new ideas instead of causing problems.

There is a direct link between a high or low level of trust between the workers and management within a corporation and the productivity growth. Corporation must be willing and prepared to make small but regular investments that are required, and there will be a high substantial return, both in material and a healthy labour management climate. There are mainly three concepts that describe the working climate within a firm or organization: the satisfaction the employees get form working, the general trust in the corporation and level of trust the average employee has in the chief executive. Managers must mold their employees, and by doing that they will

Table of Contents Veterans Administration (VA) Background 2 Veterans Administration Problems 3 High Level Solution 4 Benefits of Solving the Problem 5 Business Process Changes 6 Technology practices used to Augment the Solution 7 Conclusions and Overall Recommendations 8 Summary of Project 9 References 10   The Veterans Administration (VA) is U.S Government Cabinet position set up to serve those who have borne this country battles. Below I have listed their Mission Statement and Core Values. Mission Statement: To fulfill President Lincoln's promise “To care for him who shall have borne the battle, and for his widow, and his orphan” by serving and honoring the men and women who are America’s Veterans. Core Values: VA’s five core values underscore the obligations inherent in VA’s mission: Integrity, Commitment, Advocacy, Respect, and

Visit at least two different companies’ website and read about how each company explicates the working environment and its expectations of employees. In your discussion post, reference the websites you analyzed. Examples of companies include, Kraft Foods, Apple, CVS Caremark, Johnson & Johnson, and Target. Identify what your selected companies do to establish a positive working environment and committed employees. Be specific in identifying behaviors, programs, or initiatives. (Note: If a company website does not provide enough information, select another company.)

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 All the Livelong Day by Barbara Garson, she writes about many workplaces and how they run. In one chapter, Tuna Fish, she interviews a variety of workers who do individual, sequential tasks on an assembly line for Bumble Bee. The workers do not like working there, however, it is the best job in their town. Recently, there was one character that stood out to me in the chapter. Nan Cappy is a skinner at the Bumble Bee tuna fish processing factory, skinners prepare the fish for processing. She lived outside of the town, married, and had four kids. She was originally from Detroit and moved to Astoria, Oregon with her husband for his work and enjoyed living in the Northeast. Working for

Leaders must ensure that the environment that employees are working in does not inhibit the

Considering, the scenario given for this assignment, I was able to determine the negative atmosphere, limited materials, as well as the lack of interactions between students and staff members. Undoubtedly, this program needs improvement and in order, to fulfill this obligation, I would change the climate of the staff. As a result, of the completing the organizational climate questionnaire, I was able to determine how to proceed in my goal. Overall, an establishment of developing a constructive climate cohesiveness,along with promoting standards of excellence, will be the key in having success for this program. The fact that, the staff members rarely interact with each other as well as the students, is the major flaw in their organization. Unfortunately, without

The climate within our company is like mentor and mentee because everyone is friendly and tries to work together as a team. The company does yearly performance evaluations that helps employees know how they are doing

A healthy work environment “is a set of interconnecting surroundings, circumambiencies, and conditions that determine, influence, and guide growth and action” (Kramer, Schmalenberg, & Maguire, 2010, p. 4). There is a variety of different characteristics surrounding a healthy work environment. Some characteristics are “a culture of collaboration and communication, adequate and appropriate staffing, authentic leadership, meaningful recognition, and continued professional development” (Sanders, Krugman, & Schloffman, 2013, p. 346). A healthy work environment assists in satisfied employees, which in turn retains

Positive work environment: a culture where junior employees are given fair amount of responsibility and are allowed to challenge themselves is one where employees are more enthused to work and enjoy what they do.

In order to evaluate group climate and the level of trust present, we devised this tool (refer to climate tool). By using this tool, we specifically examined different aspects of what we considered “beneficial criteria” to effective group climate and “detrimental criteria” to effective group climate. The tool was divided into two sections in order to evaluate both good and bad displays of climate by individual members, as opposed to, simply measuring all positive aspects and not taking into account harmful communication. Team members were graded by subtracting their detrimental points accrued from their beneficial points. A maximum score would have been a 24.

A company’s human and intellectual capital is one of its most valuable assets. Good workplace conditions and relations can help a company to attract, keep and develop human capital, keeping operations and staff morale high. Employees are more likely to be motivated, committed