Posted: October 3rd, 2022

Motivation & Organizational Climate

Motivation & Organizational Climate

Evaluate the organizational climate and motivation of a unit where you currently or previously worked. Describe how leaders and managers evaluate the level of motivation and organizational climate. Analyze two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination).

Support your discussion and opinions with facts and relevant examples from personal nursing practice.

All submissions must have a minimum of two scholarly references to support your work.

Examples of work to show mastery: 2-3 page paper – APA format

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Motivation & Organizational Climate
Leaders and managers can evaluate the level of motivation and organizational climate within a unit through both formal and informal means. Formal Assessments may involve employee satisfaction surveys that assess factors such as work-life balance, compensation, growth opportunities, leadership, and job satisfaction. Survey results can be analyzed to identify strengths and weaknesses within the organizational climate. Areas of improvement can then be targeted through action plans.
Informally, leaders and managers gain insights into motivation and climate through day-to-day interactions with staff. By being approachable and actively listening to employees, leaders receive feedback on morale, engagement, sources of conflict or stress, and other issues impacting motivation. Observational skills also help identify signs of low motivation, such as decreased productivity, increased absenteeism or turnover, or interpersonal conflicts.
Two actions found in literature that can improve workplace issues are implementing flexible scheduling and promoting diversity, equity, and inclusion. Flexible scheduling has been shown to increase work-life balance and job satisfaction by allowing some autonomy over work hours (Bhave et al., 2020). This is particularly important for motivating employees with caregiving responsibilities. Promoting diversity, equity, and inclusion through training, policies, and leadership can help reduce discrimination and conflicts arising from inequitable treatment (Roberge & van Dick, 2010). A supportive, inclusive culture where all staff feel respected and able to contribute fully is key for organizational health and motivation.
In summary, leaders gain understanding of motivation and climate through formal surveys as well as informal observation and communication. Targeted actions to address issues, such as flexible scheduling and diversity initiatives, can help optimize these important aspects of an organizational system. Continuous Assessment allows for monitoring progress and identifying new areas for improvement over time.
Bhave, D. P., Kramer, A., & Glomb, T. M. (2020). Work-family conflict in the gig economy. Journal of Business and Psychology, 35(4), 511–527. https://doi.org/10.1007/s10869-019-09638-0 – research paper writing service.
Roberge, M.-É., & van Dick, R. (2010). Recognizing the benefits of diversity: When and how does diversity increase group performance? Human Resource Management Review, 20(4), 295–308. https://doi.org/10.1016/j.hrmr.2009.09.002

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