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The six dimensions for an effective organisational climate
Source: Hay/McBer (1995)
One way of improving the motivation of your SLCs would be to address climate issues and to take steps to create a positive and motivational climate. We can describe climate as having six dimensions:
The greatest determinant of climate is the behaviour of the leader or manager. In the 1960s, Litwin and Stringer carried out some seminal research into the impact of leader behaviour on climate and consequently on worker motivation and performance. The outcomes of their work were that coercive and pacesetting behaviours have a strongly negative impact on climate in the long term, while the authoritative and coaching styles have a positive long-term impact.
1. Flexibility
New ideas are easily accepted and there are no unnecessary or constraining rules.
2. Responsibility
Staff are given responsibility to do their work without having to seek the approval of their manager and they are held accountable for it.
3. Standards
Managers place great emphasis on people doing their best and continually seeking to improve their own performance.
4. Rewards
People are recognised for their performance. Good work is recognised and rewarded. Conversely, poor performance is identified, addressed and not allowed to continue.
5. Clarity
People are clear about the organisation’s mission and strategy, and understand the part that they have to play.
6. Team commitment
When this is positive, people are proud to belong to the organisation, they get on well together, relationships are strong and dedication is high.
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