The climate of the Agency
The climate of the agency is very important in defining how employees conduct themselves and approach different tasks. According to Peak (2010), the success of an organization is always defined by the climate that has been created within it. A positive environment where people interact freely and work as a team is core to achieving success within an organization.
On the other hand, a climate where people are relaxed and always unwilling to address their duties is very dangerous for the success of an organization. It is also important to note that a climate where employees are constantly demanding self-benefits, such as pay rise and other related benefits, with total disregard to the organizational needs may lead to the overall failure of the organization. This research focuses on factors that affect the climate of the workplace within criminal justice agencies.
Organizational Behavior Factors Influence Climate of the Agency
To identify the organizational behavior factors that influence the climate of the agency, the researcher interviewed an employee who is currently working in the prosecutor’s office. In the interview, the focus was to identify some of the factors that may influence the climate of the workplace either positively or negatively. From this interview, the following factors were identified as some of the leading factors that influence the climate of the agency.
Leadership
Leadership has always been identified as one of the leading factors that influence the workplace environment in various ways. In this agency, the leadership was manifested in the form of the management unit of the organization. The management has a massive impact on the workplace climate within this agency. The top managers within the agency are in charge of developing policies that define the way the organization is run.
Although they may not constantly be present among the workers, the policies they make may have a positive or negative impact on the organization. When the top leaders formulate policies that do not give any considerations to the needs of the employees, the workplace will be very unfriendly to the employees.
According to Robbins and Judge (2009), managers should embrace a consultative leadership approach where policies that are developed take into consideration the needs of individual employees and other stakeholders within the firm. This way, the employees will feel that they are part and parcel of the organization. This acts as a motivating factor to the employees.
Culture
Culture plays an important role in defining the workplace environment and how employees undertake the various tasks assigned to them. It is a fact that society is highly diversified, and people have different cultural beliefs and practices. However, Kania (2008) says that leaders within an organization have the role of ensuring that they have developed unique organizational cultures that must be observed by all the employees.
The organizational culture may influence the workplace environment either positively or negatively depending on the approach taken by leaders to develop it. A culture where people work as a team are always willing to share ideas, and leaders mingle freely with junior employees to understand their problems was identified as the best culture that promotes a positive growth within the agency.
Systems
Some systems are also important in defining the workplace environment. According to the reports obtained from the interview, some systems within the workplace have negative impacts in defining the workplace environment. The interviewee noted that, in her workplace, various bureaucratic systems limit the ability of the junior employees to share their ideas freely with the top management.
Whenever one has a new idea or any information that should be passed to the top management, he or she has to communicate it to the immediate supervisor. The supervisor will determine if it is necessary to pass the information to higher authorities or not. In most of the cases, it rarely goes past middle managers, but if it reaches the top management, it is always distorted. Various other systems also limit employees from sharing new ideas among themselves.
Law
The law plays a vital role positively in defining the workplace culture. The labor laws have been considered very appropriate in protecting the interests of the employees. The agency where the interviewee works follow the labor laws and other laws of the land concerning the employees.
Influential stakeholders
Some influential stakeholders, such as the political leaders, community groups, employees’ organizations, among others, play an important role in defining workplace climate. Political leaders formulate national laws that define how employers and employees should relate. Community groups such as human rights groups help in addressing issues of human rights abuse in the workplace. Employees’ organization acts as the voice of the employees that make them have higher bargaining power.
How Management Can Improve the Organizational Climate
The management can improve the organizational climate in the workplace. As mentioned by the interviewee, the management needs to avoid bureaucratic cultures that limit the potential of its employees. They should create a positive working environment where all employees feel that they are cared for and respected. They should also embrace the principles of transformational leadership in their management strategy.
References
Kania, R. E. (2008). Managing criminal justice organizations: An introduction. Newark, NJ: Lexis Nexis Matthew Bender.
Peak, K. (2010). Justice administration: police, courts, and corrections management. Upper Saddle River, NJ. Prentice Hall.
Robbins, S. P., & Judge, T. A. (2009). Organizational behavior. Upper Saddle River, NJ. Pearson/Prentice Hall.