PSYC307 Week7 assignment noname
Running Head: ORGANIZATIONAL CLIMATE 1
Organizational Climate
DeVry University
PSYC307
Organizational Climate 2
Assignment:
Take the Organizational Climate Questionnaire, pp 79-80, in the Manning and Curtis book.
1.) Describe whether your organization is exploitive, impoverished, supportive, or enlightened.
2.) Describer the features of your organization that indicate its type.
3.) Describer five steps that your organization could take to become better and move up on the scale.
4.) Do you think it is likely that this kind of change could happen in your organization? Why or why not?
Results of the Organizational Climate Questionnaire:
1.) 15
2.) 9
3.) 14
4.) 16
5.) 10
6.) 12
7.) 10
8.) 10
9.) 16
10.) 10
Total = 122 / 10 = 12.2 (Supportive)
Organizational Climate 3 When I initially read the definitions of the four different organizational climates, I had a hard time deciding which category my current organization fell under. I felt that my organization demonstrated some characteristics of enlightened and supportive as well as characteristics of exploitive and impoverished. My indecisiveness was reinforced after taking the Organizational Climate Questionnaire in the Manning and Curtis book, where the resulting score of twelve (12) just barely made the ‘supportive’ organizational type and nearly bordered both groupings. There are a couple of indicators within my organization that demonstrate supportive behavior types across the group. The first that comes to mind is the quality of the relationships among the people. Everyone is always willing to help and support each other regardless of whether that means working nights, weekends or other long hours. Strong relationships among the employees are clearly important and ensure a successful work environment. Secondly, my organization is very focused on employee training and development. Upper management is continuously encouraging managers to develop their people
Organizational Climate
DeVry University
PSYC307
Organizational Climate 2
Assignment:
Take the Organizational Climate Questionnaire, pp 79-80, in the Manning and Curtis book.
1.) Describe whether your organization is exploitive, impoverished, supportive, or enlightened.
2.) Describer the features of your organization that indicate its type.
3.) Describer five steps that your organization could take to become better and move up on the scale.
4.) Do you think it is likely that this kind of change could happen in your organization? Why or why not?
Results of the Organizational Climate Questionnaire:
1.) 15
2.) 9
3.) 14
4.) 16
5.) 10
6.) 12
7.) 10
8.) 10
9.) 16
10.) 10
Total = 122 / 10 = 12.2 (Supportive)
Organizational Climate 3 When I initially read the definitions of the four different organizational climates, I had a hard time deciding which category my current organization fell under. I felt that my organization demonstrated some characteristics of enlightened and supportive as well as characteristics of exploitive and impoverished. My indecisiveness was reinforced after taking the Organizational Climate Questionnaire in the Manning and Curtis book, where the resulting score of twelve (12) just barely made the ‘supportive’ organizational type and nearly bordered both groupings. There are a couple of indicators within my organization that demonstrate supportive behavior types across the group. The first that comes to mind is the quality of the relationships among the people. Everyone is always willing to help and support each other regardless of whether that means working nights, weekends or other long hours. Strong relationships among the employees are clearly important and ensure a successful work environment. Secondly, my organization is very focused on employee training and development. Upper management is continuously encouraging managers to develop their people
References: Manning, George. The Art of Leadership. 3. VitalSource Bookshelf. McGraw-Hill Learning Solutions, 2009, Saturday, January 07, 2012. Manning, George, & Curtis, Kent, & McMillen, Steve. Building Community: The Human Side of Work. 1996.