The organizational working environment refers to the culture and perceptions of the place of work. Individuals interact to meet their needs and to contribute to growth and development of their place of work. In so doing, they develop an atmosphere of mutual cooperation and growth based on team work between the workers and the organization; and this is the organizational working environment (Salmela, Ericksson & Fagerström, 2013). Using the cultural assessment survey tool for collaborative, unified, individual assessment advanced by Forsythe, I was able to analyze my organizations culture and working environment (2005). My organization has a strong team basis but the rate of staff turnover is high and this affects the cohesiveness of the teams. Various factors present in my organization foster a positive organization culture. This includes transparency and open communication, flexibility and the ability of the management to listen and act on staff recommendations. To make the staff members feel appreciated and to promote them, the organization uses positive reinforcement to recognize hand work and in house training and development to promote the skills possessed by the staff. These methods of promoting staff performance and job satisfaction have a strong literature backing (Yang & Kasserkert, 2010).
References
Forsythe, L. L. (2005). Using an organizational culture analysis to design interventions for
change. AORN Journal 81(6), 1288-1302
Kalisch, B. J., Lee, H., & Rochman, M. (2010). Nursing staff teamwork and job satisfaction.
Salmela, S., Eriksson, K., & Fagerström, L. (2013). Nurse Leaders’ Perceptions of an
Approaching Organizational Change. Qualitative Health Research.
Yang, K., & Kassekert, A. (2010). Linking management reform with employee job satisfaction:
Evidence from federal agencies. Journal of Public Administration Research and Theory, 20(2), 413-436.
