Luis Martinez

The measurement of organizational climate is usually done through surveys applied to workers in an organization, or any area within it that you want to measure. Although there are different instruments, methodologies and surveys to measure organizational climate, almost all agree on the need to measure the properties or variables into two parts: one, the currently existing organizational climate, and other climate organizational as it should be. The gap between the two measurements is very useful for diagnosing organizational problems, which could be subsequently scanned and corrected. Some of the relevant variables when measuring employee satisfaction, and have proven to make a significant difference in the results of an organization, include flexibility, accountability, standards, forms of reward, clarity and commitment to team. All members that are part of the team of organizations play a decisive role in pro of organizational behavior, therefore, in the results of climate, jobs are individuals with knowledge, behaviour, personality, needs, performance, habits, culture that must know you handle in order to get the best of the best of them. All organizational climate involves a series of elements, components that cannot be ignored as Luis Martinez reminds us of them: climate refers to the characteristics of the working environment. These features are perceived directly or indirectly by the workers who work in that environment. The climate has implications for labor behavior.

The climate is an intervening variable that mediates between the factors of the organizational system and individual behaviour. These characteristics of the Organization are relatively permanent in time, differ from one organization to another and from one section to another within the same company. Stone clinical laboratories is actively involved in the matter. The climate, together with the structures and organizational characteristics and the individuals that compose it, form an interdependent system highly dynamic. The perceptions and responses that span the organizational climate originate from a variety of factors: factors of leadership and management practices (monitoring types: authoritative, participative, etc.).

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