Organisational Climate Survey

The organisational climate survey measures the following aspects in an organisation:

• Organisational practices refer to the conditions under which a work group or individual operate in the organisation
• Work group processes refer to the functioning of groups of employees working together in a process or in a division
• Task characteristics measure employees’ perceptions about the work they do and their ability to perform
• Supervisory leadership refers to the behaviour of the direct senior toward the group members and their ability to enable employees to perform
• Organisational communication deals with the way information is distributed through the organisation, the media and methods used and the communication climate
• General motivation issues deals with those aspects that reflects the impact of all the other issues on employees.

The Business DNA “hands-on” model for organisational climate surveys

In addition to these questions, there will be one section in the questionnaire that will deal with organisation-specific questions. The issues to be researched will be discussed with the consultant from BusinessDNA who will design questions to measure it.

Three research instruments are used to obtain information about the organisational climate:

• A questionnaire customised according to the business environment of the organisation. The questionnaire can be either telephonic, electronic or print
• Individual interviews with key role players in the organisation
• Focus group discussions with employees who would find it hard to participate by means of a questionnaire.

The research results are processed according to groups determined by the organisation, but it usually includes:

• a company/organisation total group
• functional groups
• positions in the organisation and
• and two other groupings relevant to the organisation.

As a result of the climate survey, the client will have:

• A set of graphs for the total group as well as the different sub groups, depicting the climate in the organisation
• Conclusions indicating the strengths in the climate as well as the areas of concern
• Recommendations to assist the organisation to develop interventions to ensure a positive and productive organisational climate.