how does work climate affect performance? gregory rodway, mba workplace climate consultant
TRANSCRIPT
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How Does Work Climate Affect Performance?
Gregory Rodway, MBA
Workplace Climate Consultant
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Increasing employee absenteeism and tardiness Decreasing employee productivity Disengagement and inflexible work habits Reports of dissatisfaction among your clients The failure of your work group to meet specific
performance targets Frequent or unresolved conflict among staff
Diagnosis
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Common staff complaints: “This place is so disorganized. We don’t know what
direction we are going in. Today, one task has high priority, but tomorrow a different task has priority”.
“We are asked to produce results, but we don’t have support or necessary resources”.
“No one appreciates our work. No one says thanks”.
Diagnosis
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Reflection
Think about a time when you were part of a great, high performing workgroup or team…..
What did it feel like to participate? How did you respond?
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Impact!
Climate impacts how you feel and behave.
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What is Work Climate?
Work Climate is the prevailing workplace atmosphere as experienced by employees
Climate captures what it feels like to work in a group, it is the weather of the work place.
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What is Work Climate?
a negative work climate impedes performance and leads to increasing levels of absenteeism and turnover.
a positive work climate leads to and sustains employee motivation and improved performance.
influences the “discretionary effort,” or level of effort above and beyond job expectations, that employees exert.
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Why impact Climate?
When we looked at the impact of climate on results ….. work climate accounts for nearly a third of the results. And that is simply too much of an impact to ignore.” (Goleman, 2000, p82)
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What causes Work Climate?
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School Leadership Effectiveness
IndividualCharacteristics& Competencies
Job Requirements
Leadership & ManagementStyles
Work Climate
Motivation & Performance
Adapted from Watkin, 1999
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What Do The Experts Say?
What the boss of a workgroup does is the most important determinant of climate” (Stringer 2002, p99)
“50 to 70 percent of employees’ perception of working climate is linked to the characteristics of the leader” (Goleman, 2001, p42)
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Reflection
Think about a time when you were part of a great, high performing workgroup or team…..
What did the manager/leader do? How did the manager/leader behave?
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How do Manager/Leaders influence Work Climate?
Manager/Leaders influence climate by focusing on:
Ensuring clarity and standards Providing support, rewards and
responsibility Delivering challenge and encouraging pride
and team commitment
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How is Climate Determined?
Use a climate assessment tool - assessment tools are available commercially
Usually a 180 degree view, i.e. manager/leader and subordinates
Collect additional qualitative data Contrast manager/leader view with
subordinate view
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Climate Assessment Uses?
Assessment / Measurement – used as a performance indicator
Development – to give feedback for developmental purposes
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One example - the MSH Work Climate Assessment (WCA)
Easy to Use
12 Items measure Clarity, Support, Challenge
Manual Calculation or Spreadsheet Support
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MSH WCA Example
1. We are recognized for individual contributions
2. We have a common purpose
3. We have the resources we need to do our jobs well
4. We develop our skills and knowledge
5. We have a plan which guides our activities
6. We strive to improve our performance
7. We understand each other’s capabilities
8. We are clear what is expected in our work
9. We seek to understand the needs of our clients
10. We participate in the decisions of our work group
11. We take pride in our work
12. We readily adapt to new circumstances
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Use the WCA
Complete the assessment Review your results What gaps exist / which gaps are largest?
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Why impact Climate?
The better the leader/head understands their climate, the underlying competencies that can be used to shape it and how to use leadership (and management) styles to motivate, the greater possibility of sustained success.” (Watkin 1999, p13)
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Appendix
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Work Climate Process
Five Step Process:- Prepare Administer Analyze Report Act
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Facilitation – Prepare
Ensure Goals are Clear Select assessment Who will be assessed? Where and when will the assessment
occur? Is an Administrator needed to manage the
data collection?
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Facilitation – Act
Measurement Only Consultant Review
Feedback for Work Groups Consultant Review – “road test results” Manager Feedback Strategy Development Work Group Action Planning
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References
Goleman, D. 2000, “Leadership that gets results”, Harvard Business Review, March–April
Goleman, D. 2001, “An EI-Based theory of performance” in The Emotionally Intelligent Workplace, eds. G. Cherniss & D. Goleman, Jossey-Bass, San Francisco
Johnson, S. & Rodway, G. 2002, “Creating a Work Climate that Motivates Staff and Improves Performance”, The Manager Volume 11 Number 3, MSH Boston
Stringer, R. 2002, Leadership and Organizational Climate, Prentice Hall, Upper Saddle River, New Jersey
Watkin, C. 2000, “The leadership program for serving headteachers: probably the world's largest leadership development initiative,” The Leadership and Organization Development Journal, Vol.21 No.1