Summit 10 09 Work Climate Studies
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Debra Dupree, MFT and Advanced Practitioner in Workpace Mediation, offers viewers insight as to how Work Climate studies represent a critical step in managing organizational conflict. WCS reflect a crucial element in any integrated conflict management system. For more information on Work Climate Studies and the services available through Debra Dupree, contact her at 1-800-743-1973.
![WORK CLIMATE STUDIES ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],10/7/09 Southeast Organizational Leadership Summit on Workplace Conflict Resolution](https://image.slidesharecdn.com/summit1009workclimatestudies-12589839141006-phpapp02/85/summit-10-09-work-climate-studies-1-320.jpg)
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Summit 10 09 Work Climate Studies
- 2. But few know how much it is! Dan Dana, Ph.D. 2001
- 13. LATERAL THINKING – can YOU do it?
- 14. LATERAL THINKING
- 15. What about connecting them with only ONE line?
- 19. What creates Work Climate? 10/7/09 Southeast Organizational Leadership Summit on Workplace Conflict Resolution Source:Gregory Rodway, MBA , Workplace Climate Consultant
- 20. Four Keys to Motivation & Performance 10/7/09 Southeast Organizational Leadership Summit on Workplace Conflict Resolution Individual Characteristics & Competencies Job Requirements Leadership & Management Styles Work Climate Motivation & Performance Adapted from Watkin, 1999
- 31. It’s Question Time…from me to you! What’s one thing you learned? NOTE: A Conflict Audit Questionnaire is available on demand
- 32. Debra Dupree 1-800-743-1973 [email_address] www.relationshipsthatmatter.com James Champion 1-305-871-4866 [email_address] www.csgway.com
Notes de l'éditeur
- What’s going on? What’s not happening that needs to happen? What’s needed for ongoing business success? A look at the people, the processes, policies & procedures to see where conflict is thriving internally, interpersonally, and organizationally!
- In Fiscal Year 2007, http://www.eeoc.gov/types/ 19,103 charges of age discrimination 30,510 charges of race discrimination 2,880 charges of religious discrimination 24,826 charges of sex-based discrimination 12,510 charges of sexual harassment. 16.0% of those charges were filed by males 17,734 charges of disability discrimination 818 charges of compensation discrimination 9,396 charges of national origin discrimination 5,587 charges of pregnancy-based discrimination 26,663 charges of retaliation discrimination based on all statutes enforced by EEOC
- We get plenty of criticism when things go wrong, but rarely any positive feedback. Things are tense and unpleasant. Our boss just barks at us. Sometimes I wish I didn’t have to go to work.
- Infighting at top management levels Explosive growth Increase in EEO complaints Increase in stress-related claims in disability management programs Increased use of EAP programs or related health services
- Stress focus on the work group level – not organizational level
- Management – doing things right: plan, organize, implement, evaluate Leadership – doing right things: scan, focus, align/mobilize, inspire EXTERNAL ISSUES – government regulation, economic conditions, competitive industry forces, changing technology (engineers working in a fiercely competitive high tech industry versus a conservative, semi-monopolistic public utility where technology is not changing HISTORY – perceptions as to how crises were handled, traditions regarding rewards for performance, organization’s memory of past leaders and role models, history of resource allocation ORGANIZATIONAL ARRANGEMENTS – formal aspects of the organization including the design of tasks and jobs, reward systems, policies and procedures STRATEGY – has a profound impact on climate and can influence how employees feel about ACH opportunities, rewards, obstacles to success and sources of opportunities, no strategy = low levels of commitment, no clarity LEADERSHIP – single largest determinant of climate is the day to day activities of leaders within an organization, ie directly controlled by leaders, other four are less or are not controllable by leader History Culture Strategy Structure External Environment Manager can’t change these All impact climate but the one thing a manager who leads CAN CHANGE are Management and Leadership practices!!!!! These can be be impacted by ALL supervisors! Climate impacts motivation, increases discretionary effort Performance+++ Refer people to page 4 of The Manager. Leadership and management practices that provide clarity, support, and challenge contribute to a positive work climate, which leads to and sustains employee motivation and high performance because it increases the “ discretionary effort, ” or level of extra effort, that employees exert above and beyond job expectations.
- Boss impacts climate Climate makes a difference of up to 30% Case in regional government – communication, including teamwork, morale, supervision, involvement and information flow (Zamanou & Glaser 1994)
- MSI: Authoritative Coercive Coaching Democratic Pacesetting Affiliative Break into small groups or a paired share Use the flip chart Allow 7 minutes for this discussion Reflection Paired share Collect ideas on flip chart Debrief on flipchart
- Clarity – what am I doing here and why am I doing it? Support – do I have what I need both physical and emotional support? Challenge – am I stretched and challenged?
- Boss impacts climate Climate makes a difference of up to 30% Case in regional government – communication, including teamwork, morale, supervision, involvement and information flow (Zamanou & Glaser 1994)
- February 13, 2008 Relationships That Matter, LLC