Organizational Climate

There are 4 basic patterns in leadership that when analyzed; can outline the type of climate within any given organization. The climate within the organization can be exploitive, impoverished, supportive, or enlightened. According to Manning & Curtis (2009), “Although members may have considerable influence, organizational climate is determined primarily by leaders”, (Manning & Curtis, p.82). So, based on this week’s questioner; the most recent organization that I was part of “North Chicago Naval hospital”; falls under the supportive organizational climate, simply due to the fact that it placed a great wealth of interest in the professional growth of its members and confidence on members to get the job done with minimal discrepancies.

Supervisors from various clinics within the hospital were part of a team that conducted weekly training sessions that enabled co-workers to become well rounded with the medical various fields so that when it came to advancement exams; they would be better prepared. It positively impacted much more than just our potential for professional growth; it also enabled for members from different clinics to be able to help each other when needed, ensuring that the hospital would have a sustained level of manning throughout our clinics. By being properly trained constantly; our leaders were able to have more and more confidence on us, which removed most of the micromanaging within our respective work centers. Also, having an open door policy to voice our concerns helped establish the sense of support from our staff and the organization as a whole.

Although the supportive organization climate worked just fine; there are 5 steps that its leaders and the organization as a whole can follow in order to achieve a higher level climate such as an enlightened organizational climate, where more power is given to qualified members in order to best use their creative/innovative skills to complete tasks more efficiently. 1; Establish a better reward...