Psychological climate in the organization

The psychological climate in the organization is an informal relationship that develops between employees. They arise on the basis of coincidence of characters,inclinations, interests, sympathies. In addition to the psychological climate there is also a moral (it is determined by the moral values ​​of the organization) and social (it is determined by common goals and objectives). In general, these three aspects constitute a socio-psychological climate.

The psychological climate in the organization depends on various factors. One of them is the management style in the company. It is clear that the excessively authoritarian styleleadership is unlikely to favorably affect the psychological climate in the team. Although if this style leads to success, it can improve the psychological climate in some collectives.

Also, the value adopted in the organization system of relations between employees - both vertically and horizontally. Another important feature of the company and the psychological compatibility of employees.

What characterizes the favorable psychological climate in the organization? One of its signs is the trust of workers to each other. But this trust is combined with a high demand for others and for themselves. In such a collective there is criticism, but it is always constructive, on business and expressed in a benevolent manner.

In a team with a favorable psychological climate superiors do not press on their subordinates and gives them the right to make decisions themselves - within reasonable limits, by themselves. Employees have the right to freely express their opinion, if issues that concern the whole team are being discussed.

And the workers know their tasks (that is, not only what needs to be done, but also for what it should be done), i.e., their work does not seem to them senseless. Management informs them about the state of affairs, so as not to give the impression that the work is being wasted.

In a team with a good psychological climate, each member understands and accepts responsibility for the state of affairs in the collective as a whole. At the same time, the group has a high level of mutual assistance.

Overall, all or almost all employees are satisfied with their membership in the team, namely: the style of leadership, the relationship with colleagues and superiors, the professionalism of colleagues, the nature and content of work, the level of conflict.

There are several indirect signs that help assess the psychological climate in the organization. In addition to the productivity of labor and its quality, it can include carrying out work on time or with delay (force majeure, of course, does not go into account).

More about the psychological climate can be judged by the number of delays and absenteeism, the attitude to the state property (accurate or negligent), the frequency of breaks in work, staff turnover. And, of course, Complaints and complaints from clients and employees - also a fairly bright indicator.

To more accurately assess the psychological climate in the organization, different methods are used. This is a variety of surveys, both in the form of questionnaires, soand in the form of interviews and interviews. Various methods of testing are used, as well as sociometry (a methodology for assessing interpersonal relationships in a group). Still use the method of group assessment of personality (GOL) for leadership.

The leader should pay attention to the psychological climate in the team, because it directly affects the success of the company. Therefore, it is important not only to assess the psychological climate, but also to influence it in a positive way. Especially since it is for the betterthe leader is quite capable, because very much depends on the style of leadership. Most experts advise to adhere to the democratic style of leadership, considering authoritarian and conniving not very effective.