Workplace can be enjoyable or feel unwelcome

Every workplace can be enjoyable or feel unwelcome. Most people have to work for a living. Understanding about organizational culture and climate can help you find more joy in your world and help create a workplace you love.

 

(a) Define and thoroughly describe organizational climate.

(b) Why is organizational climate important?

(c) How can you positively affect organizational climate in the future?

(d) What is YOUR SPECIFIC plan to make sure you are positively affecting your workplace organizational culture and climate?

(e) How can you change your personal life with applying the concepts of chapter 11?

Sample Solution

Organizational climate affects employee behavior in every business, whether you’re a small startup or a multinational organization. But what exactly is organizational climate? Organizational climate refers to an employee’s long-lasting perception of the working environment and culture of the business they work for. You can think of climate as similar to personality: every person has a unique personality, and every organization has a unique climate. This is reflected as a set of characteristics and features perceived by employees. These influence employees’ behavior at work across various dimensions such as relationships, autonomy, and organizational structure. A positive organizational climate increases organizational commitment – the bond employees have with their organization.

analysing Standard 1, classrooms will consist of a diverse set of children from differing backgrounds, who may have different needs, from dyslexia or Autism spectrum disorders to physical difficulties. We must take these differences into account when managing classroom behaviour .A pupil’s needs may lead a teacher to believe they are being “difficult” or disruptive or not making an effort to understand, when this is not in fact the case (Goepel et al. 2014) Frustrated pupils who lack support are less likely to meet the high expectations of behaviour we have set. Therefore, we must remove barriers to learning. I observed several ways of doing this to provide an inclusive classroom, such as offering a variety of ways of recording their work. Not every child is happy with writing; for children with dyslexia, writing can be a frustrating task. The teacher offered the class options such as drawing, poster creation, making diagrams, or working in pairs where one child writes and the other dictates orally, to be delivered as a joint oral and written presentation. This is known as differentiation or personalisation of assessments. Other strategies to manage a diverse classroom are provided by Evans (2007):

  • Making use of enlarged print, visual prompts, symbols, coloured paper or overlays
  • Make full use of ICT and appropriate software to support learning
  • Breaking work into small and manageable chunks
  • Provide supporting resources such as spelling banks and number lines
  • Allowing extra time for the completion of tasks.

All these tools help with better learning outcomes, but Standard 7 is concerned with high expectations of good behaviour. The link between the two is as follows. Maslow (1943) states that when students are pre-occupied with their basic physical well-being or safety, or their needs are not being met, children may act out their anger, resentment or frustration at not having their needs fulfilled. Therefore, failing to differentiate and identify appropriate strategies for supporting each individual in class directly correlates with increased disruption and poor standards of classroom behaviour.

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