چکیده:
The 40-year research of Hey-Group indicates that organizational atmosphere affects considerably staff behavior and organizational performance. The investigations suggest that sublime atmosphere of an organization decreases the costs of staff displacement and their resistance to change, and on the other hand it results in product quality, innovation and risk taking; the final result of that is an increase in profitability and customer loyalty. The study of organizational atmosphere and its impact on organizational commitment enables much successful performance and higher level of service and products. In addition, such studies help the staff of an organization undertake desired changes with the lowest friction. On the one hand, recognition of dominant organizational atmosphere is the basis for improving the service quality of the organization. Recognizing inefficient points and making an effort to remove deficiencies and obstacles, the organization turns to a different fresh environment and face. On the other hand, unhealthy organizational atmosphere might create an environment full of suspicion and enmity, so that it makes any participatory and collaborative management fail. The present paper addresses the related models to organizational atmosphere.
خلاصه ماشینی:
Review on Related Models to Organizational Atmosphere Ali Ebrahimi Ghale Ghazi1, Mohammad Nour Rahmani1 1Department of Educational Administration, College of Human Science, Bandar Abbas Branch, Islamic Azad University, Bandar Abbas, Iran Abstract: The 40-year research of Hey-Group indicates that organizational atmosphere affects considerably staff behavior and organizational performance.
Atmosphere cause organizations to be distinctive and as a result, the final work and organizational activities are affected and might cause higher spirit and motivation in staff and affect the behavior and function of the members.
Molouki and Henseli define organizational atmosphere as the qualitative aspect of relationship among members of an organization that depends on understanding of an individual of work and position of other members (Rashidi & Farhoodi, 8004).
Effective Factors on Organizational Atmosphere Cultural environment including values, economic system, norms, attitudes, and psychological-social characteristics Individual, people and social environment including personality and moral characteristics, job satisfaction, spirit, individual and group rights Physical and financial environment including size of resources, facility and space, physical properties of buildings and technology.
Consideration: refers to human behavior of the manager towards staff Avoidance: refers to formal and informal behavior of the manager who avoids communication with the staff Exhilaration: refers to the feeling of staff with fulfilled social needs and enjoy job success Influence and dynamics: refers to efforts of a manager as a role model for motivation and accomplishment Review of some Models and Theory of Organizational Atmosphere Litton and Stringer (1968) proposed a model in which organizational atmosphere is defined as perceptions of an individual of the organization they work for, their feelings towards the organization based on the dimensions including responsibility, structure, reward, intimacy, support, identity, risk taking, interaction and regulations, as follows: Responsibility: to accomplish some organizational goals, individual responsibilities are delegated so they feel free to make decisions and solve problems with no control by the managers.