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建立人际资源圈澳洲论文代写：Organizational Climate
2017-05-02 来源: 51due教员组 类别: 更多范文
本篇澳洲论文代写讲了组织氛围指的是组织内部在一定时期保持稳定的环境品质，它影响到员工行为方式和外界对企业的总印象，文中对组织氛围概念进行了探讨。本篇澳洲论文代写由51due论文代写机构整理，供大家参考阅读。
组织氛围：组织氛围指的是一种内部环境里相对持久的品质，组织成员共有，并影响到他们的行为，这可以被称作是该组织特有的价值观特征。组织氛围是人们对一个组织的总印象，是对这个组织面貌最全局性的表达。它也是组织内部成员对该组织态度的总体表现。一个组织更能够吸引和留住那些与其气氛相投和的人，所以这种模式至少在某种程度上有所保持。
组织氛围的特征——Features of Organizational Climate
组织氛围是一个抽象的无形概念。但是对于组织成员的行为表现有着重大影响力。它就是组织内部环境被感知到的部分。组织氛围指的是组织内部相对持久，可以再一段时期内保持稳定的特征。它为组织赋予了自身的独特身份，以及该组织与其他组织的不同之处。
组织氛围的组成元素——Elements of Organizational Climate
个人自治：它指的是员工自我管理、拥有决定权的自由程度，以及不用时刻对上级负责的权利。因此，它就是员工行使职责的自由。
A large unit, manufacturing electrical goods which have been known for its liberal personnel policies and fringe benefits is facing the problem of law productivity and high absenteeism. How should the management improve the organizational climate?
Organizational Climate: organizational climate is a relatively enduring quality of the internal environment that is experienced by its members, influences their behavior, and can be described in terms of the values of a particular set of characteristics of the organization. Organizational climate is the summary perception which people have about an organization. It is a global expression of what the organization is. Organizational climate is the manifestation of the attitudes of organizational members toward the organization itself. An organization tends to attract and keep people who fit its climate, so that its patterns are perpetuated at least to some extent.
组织氛围的特征——Features of Organizational Climate
Organizational climate is an abstract and intangible concept. But it exercises a significant impact on the behavior and performance of organizational members. It is the perceived aspect of organization’s internal environment. Organizational climate refers to the relatively enduring characteristics which remain stable over a period of time. It gives a distinct identity to organization and differentiates it from other organizations.
It is a multi-dimensional concept. It consists of all organizational factors, e.g., authority pattern, leadership pattern, communication pattern, control, etc.
an>Biographical Characteristics Influencing Absenteeism: Biographical characteristics such as an employee’s age; gender; marital status; tenure/length of service with an organization; which have an influence on the absenteeism rate in an organization are discussed in this section. Substance abuse is a recognized problem in several workplaces as are its effects on productivity, absenteeism, and accidents in organizations. Smoking, alcohol, and drug abuse problems may be a valid explanation for clustering of absences in work groups. For employers, drug and alcohol abuse, as well as smoking cessation programmes may yield important short term economic benefits by reducing absenteeism in addition to enhancing the substance abuse control measures.
Substance Abuse: Substance abuse is discussed under the following sub-headings:
• Smoking
• Alcohol abuse
• Drug abuse
Substance abuse is a recognized problem in several workplaces as are its effects on productivity, absenteeism, and accidents in organizations. Smoking, alcohol, and drug abuse problems may be a valid explanation for clustering of absences in work groups. For employers, drug and alcohol abuse, as well as smoking cessation programmes may yield important short term economic benefits by reducing absenteeism in addition to enhancing the substance abuse control measures.
Disease-Related Factors: work attendance and absenteeism are linked to many different factors, the major, though not sole determinant being disease-related incapacity such as health-related issues; illness; stress; and HIV/AIDS.
Health Problems
Poor health can lead to absenteeism, low productivity, loss of income in the case of long absences and, in extreme cases, the loss of employees who are difficult to replace. Poor health increases the rate of absenteeism, and identified perceived stress, food choices, body mass, systolic blood pressure, tobacco use, physical inactivity, cancer and heart diseases as predictive factors of absenteeism. Employees who experience poor health could be suffering from particular illnesses.
Illnesses
Employee absenteeism due to illness has cost implications for the employer, due to employee replacement costs and decreased productivity. From an economic perspective, an employee decides not to attend to work if he/she experiences higher utility in being absent rather than working. This decision thus depends on the costs and benefits of attending work. This, in turn, depends, inter alia, on employee job satisfaction, wages, health, sick pay and valuation of leisure time. The illness of a family member or the employee him/herself could lead to employee stress which is another significant cause of absenteeism.
Stress
Many members of the South African Police Service experience dangerously high stress levels, but lack the necessary life skills to deal with it. They also fail to respond adequately to the reality that police, too, are victims of crime and violence, so there is a growing incidence of, inter alia, absenteeism among police members. Another occupational group with high stress levels are shift workers, particularly those working in mundane, repetitive jobs, such as production operators and security guards, who are also presenting their distress with 36 symptoms like lowered production and absenteeism.
HIV/AIDS
HIV/AIDS has tremendous social and economic consequences which have to be addressed by Human Resources practitioners in their organizations. In affecting the population’s most productive age group, HIV/AIDS hampers the labor supply and skills levels. HIV/AIDS also imposes direct costs on businesses because of greater absenteeism, lower productivity at work by infected workers, higher labor turnover rates, and thus increased recruitment and training costs. In addition, pension, death benefits and health insurance costs also increase. HIV/AIDS has cost implications for organizations, in this case, the cost of a high rate of absenteeism.
Health promotion and wellness programmes have an intuitive attractiveness given the substantial contribution of factors such as illness, stress, HIV/AIDS, life style and infectious agents have on workplace absences.
Stress management and stress training have an important role in the workplace. Effective and simple strategies should be developed to assess workplace stress as a component of health promotion and wellness programmes management practices.
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