It learns its immediate reactions, its satisfactions and its insatisfaes pessoais' '. As changes in the organizacional culture they are deeper, take more time to happen. Already the climate is more easy of being perceived and presenting a transitorier nature, being able to be managed in such a way the short one how much in average stated period. Edela (1978), the organizacional climate is a resultant phenomenon of the interaction of the elements of the culture, as rules, character and technology. It elapses of the weight of the effect of each one of these cultural elements, values, politics, traditional, styles, managemental, behaviors, expressions of the involved individuals in the also resultant process and of the set of instruments, knowledge and operational processes of the organization. The research of organizacional climate of a company is an used tool to measure and to select the degree of satisfaction of the collaborating determined right-handers of the company before changeable. The direction of the company determines a standard that must be used to measure this organizacional climate that among others points are personal aspirations, functional motivation, ambitions, adequacy of the remuneration, working hours, hierarchic relationship, professional relationship, social interaction, amongst others. As the refined results for this research the company has conditions to correct some points that can be facing some supplying problem or if to anticipate some future problem that is of hierarchic relationship or even though with the external customers and for the way who the company if relates with these customers to put the research must be made in a clear and honest way not taking off of its target the problematic item with the purpose to show to the collaborators who the organizacional climate is pleasant. The research of organizacional climate only brings a mapping of the psychological environment, but they do not have the power (nor the pretension) to provide solutions effective for the problem.
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