The changing dynamics of the current political scene, economic, social and educational advancement of Venezuela, product management of the current government under the leadership responsibility of Lieutenant Colonel Hugo Chavez, who has given way to what has been called Bolivarian Revolution endorsed in Socialist ideology in search of Latin American unity, dream of founding father Simón Bolívar, has generated large earthquakes to the business sector, affecting many organizations, small businesses were not prepared for it, leading to failure, closure of many , they never thought that the country was to express a socialist ideology that has torn apart the traditional behavior with which they were accustomed to act.
The management of many companies, especially SMEs that are characterized by their relatives, without a solid knowledge of modern management topics, companies operating on the basis of arrangements, friendship, power groups, today they feel affected by the measures radical government with regard to their social responsibility.
All this has affected a determinant in organizational behavior, affecting the organizational climate needed to ensure productivity, quality, requiring corrective action to restore harmony to make way for an operation that allows it to compete, develop in the environment where operate.
With regard to the importance of representing organizational climate towards effective development of the company, management needs to consider its scope, to that end, we consider valuable inputs provided by Luis Martinez, considering the characteristics of climate organizational.
The characteristics of the organizational system generates a specific organizational climate. This impact on the motivations of members of the organization and its corresponding behavior. This behavior is obviously a great variety of consequences for the organization, for example, productivity, satisfaction, turnover, adaptation, and so on.
Litwin and Stinger postulate the existence of nine dimensions that explain the current climate in a particular company. Each of these dimensions is related to certain properties of the organization, such as:
1. Structure
Represents the perception that members of the organization about the number of rules, procedures, paperwork and other constraints they face in developing their work. The extent to which the organization places emphasis on bureaucracy, versus the emphasis on a workplace that is free, informal and unstructured.
2. Responsibility (empowerment)
It is the feeling of the members of the organization about their autonomy in making decisions related to their work. It is the extent to which the supervision they receive is of a general nature and does not close, ie the feeling of being your own boss and not have double-check at work.
3. Reward
Corresponding to the perception of the members on the appropriateness of the reward received for work well done. It is the extent to which the organization uses the award more than punishment.
4. Desafio
Corresponds to the feeling that members of the organization about the challenges posed by the job. Is the extent to which the organization promotes the acceptance of calculated risks to achieve their objectives.
5. Relations
It is the perception by members of the company about the existence of a pleasant working environment and good social relations both among peers and between bosses and subordinates.
6. Cooperation
It is the feeling of the members of the company about the existence of a spirit of help from managers, and other employees of the group. The emphasis is on mutual support, both upper and lower levels.
7. Standards
It is the perception of the members about the organization’s emphasis on performance standards.
8. Conflicts
It is the feeling of the extent to which members of the organization, both peers and superiors, accept divergent views and not afraid to confront and solve the problems soon arise.
9. Identity
It is the feeling of belonging to the organization and that is an important and valuable part of the working group. In general, the feeling of sharing personal goals with those of the organization.
Knowledge of the Organizational Climate provides feedback about the processes that determine organizational behavior, also allowing planned changes, both in attitudes and behaviors of members, as in the organizational structure or one or more of the subsystems composed.
The importance of this information is based on the finding that organizational climate influences the overt behavior of members through that filter stabilized perceptions of reality and determine the levels of work motivation and job performance, among others.
The management must also consider that as we are reminded Juan Francisco Balam, the necessary factors to consider in an organizational climate that differ between organizations, as each company has unique characteristics, are as follows, according to Davis and Newstrom (1999) and Robbins (1999):
• Grounds
• Satisfaction
• Involvement
• Attitudes
• Values
• Organizational Culture
• Stress
• Conflict
It is quite valid when it points out that each day is necessary for companies to establish an organizational climate conducive to all the elements that are part of it, both internal and external elements: You can mention the staff and management as elements and internal customers, suppliers, government, banks and general public and external elements.
Both are recipients of the factors described as part of the organizational climate, a measure of their progress or setbacks will be the progress in relations between these elements and the company. I should also mention that if an organization does not have a favorable climate, will be at a disadvantage to others that do have, since it will provide higher quality products or services, thus increasing customer acquisition.
• Arciniega, L. (2002). “Organizational commitment Mexico How can people to get the shirt?”. In: Strategic Management July-August 21-23
• Davis, K. and Newstrom, J. (1999). Human behavior at work. Mexico: Mc Graw Hill.
• S. Robbins (1999). Organisational Behaviour. Mexico: Prentice Hall.
Eng Carlos Mora Vanegas
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