Atmosphere at work

The atmosphere at work (also known as the working or organizational climate) can be defined as a team of insights and beliefs that reflect the way in which employees perceive and evaluate the work environment and the attributes of the organization. It can also be understood as a way in which management and employees perceive the mutual relations and behavior of these two parties in mutual contacts.

It is perceived subjectively by each employee, depending on the factors that are important to him. From the feelings of subordinates, one can draw conclusions about their secret desires. The notion of organizational climate is identified with these impressions. It is directly related to the organizational culture and is its main, easily noticeable symptom. Most importantly, it determines the development of the company.

Parameters

The atmosphere at work can be described as good or bad, depending on the degree of several parameters:

• how management treats employees,
• mutual trust between management and employees,
• satisfaction / dissatisfaction with being a member of a given group (enterprise),
• no fear of conflict - willingness to hear what the other side has to say; readiness to resolve the dispute by means of a conversation;
• involvement of employees in achieving the organization's goals and taking care of their interests (paying attention to their needs),
• flexibility in operation resulting from the rules and procedures adopted in the organization,
• creating systems of integration of new employees to help them feel belonging to the team,
• team managers' attitude towards finding new, unique solutions;
• in the case of a wrong path, no criticism, just to pay attention that similar mistakes will not be made in the future,
• drawing attention to the means of motivating employees: coercion, incentive or persuasion.

Trust as the basis of the relationship

The foundation of every relationship is trust. It is connected with credibility, honesty as well as authenticity. However, its construction is not so simple - it requires cooperation and time. It should be treated as a kind of social capital of the company, which supervisors and team leaders should pay attention to. Creating an atmosphere of trust is an important way to influence the team's involvement. So how to build trust between employees and management? The answer is not simple or unambiguous, but several conditions can be mentioned:

• the management focuses on internal communication in the company, including caring for relations between co-workers and superiors, creating reliable sources of information so that rumors can not be created; Submission of strategic and relevant information to subordinates,
• managers show empathy to their employees and respect the values they consider to be important;
• employees are convinced that management says what they think (there is consistency between these two elements),
• employees feel that they are treated fairly, equally and consistently.

In the groups that carry out the task of trust together, it is also necessary. If it is lost on either side, it takes a lot of time, energy of knowledge, professional skills and experience to rebuild the previous state of the atmosphere. To avoid such a situation, an appropriate policy on labor relations is developing. Managers and team leaders responsible for relations between company members are educated and trained, enabling them to learn the methods they should use in dealing with employees. They should strive to achieve transparency in relations by informing employees about their strategies and by increasing their involvement through inclusion and participation processes in various projects.

Atmosphere impact on employees

Depending on whether the work atmosphere is perceived as positive or negative, it can act as a motivator or, on the contrary, as a repulsive and discouraging factor.

The benefits of a pleasant work atmosphere can be manifold and can be expressed, among others, in:

• higher work productivity and better use of time;
• increase in employee involvement and creation of employees' awareness of responsibility for decisions - making them aware of their influence on what is happening with the company,
• in difficult times, show loyalty and support management with action to improve the company's situation;
• lower costs caused by absences, occupational diseases, but also accidents at work,
• a positive image of the company on the labor market and consumer goods and services, which contributes to the acquisition of valuable job candidates and other contractors.

If the atmosphere at work does not inspire confidence, employees will not work efficiently and will show unfavorable new ideas. Also, by imposing a large number of duties on employed employers, they can lead to excessive overloading of their subordinates and thoughts about work can cause them stress. In the worst case, they will decide to release and go to a competitive company.

Work-life balance

An important aspect is the work-life balance, because it affects the human psyche. Then there is the certainty that the employee will come with a desire to work, and at home he will be able to relax and spend time with his family, or to devote it to personal development.

Examples of Atmosphere at work

• Working environment: A positive working environment is one that enables employees to work together in a productive, respectful and positive manner. This includes things like open communication, recognition for good work, providing resources for employees and creating an environment where employees feel valued and respected.
• Values: The values of the company should be reflected in the workplace. This could include things like having a non-hierarchical structure, focusing on collaboration, having a team-first mentality, or simply having a spirit of positivity and enthusiasm.
• Company Culture: A company culture should be created that fosters trust, collaboration, respect, and a sense of community. This could include things like having regular fun events, offering flexible working schedules, providing training and development opportunities, and having a culture of recognition and appreciation.
• Policies and Procedures: Policies and procedures should be put in place that are fair and consistent, and that promote a safe and healthy working environment. These could include things like anti-discrimination policies, health and safety regulations, and policies to ensure equal opportunities.
• Support System: Employees should feel like they have a support system in place that will help them if they have any problems or issues. This could include things like having an open-door policy, providing access to mental health resources, and offering employee assistance programs.

Advantages of Atmosphere at work

An atmosphere at work can be beneficial in many ways. It can create a positive, productive and motivating environment for employees, which can help enhance their job performance. Below are some of the advantages of creating a positive atmosphere at work:

• Improved Employee Morale: A pleasant atmosphere in the workplace can help to improve the morale of employees and make them feel valued and appreciated. This can then lead to higher levels of productivity, as well as lower levels of absenteeism and staff turnover.
• Increased Engagement: A positive atmosphere at work can lead to increased engagement from employees, as they feel more motivated to come to work and perform their duties.
• Improved Communication: A good atmosphere at work can improve communication between employer and employee, as well as between co-workers. This can lead to better collaboration and understanding, as well as better problem-solving skills.
• Improved Performance: A positive atmosphere at work can result in improved performance from employees, as they feel more inspired and motivated. This can lead to better quality of work and improved customer satisfaction.
• Reduced Stress: A positive atmosphere at work can help to reduce the stress levels of employees and make them happier and healthier. This can then lead to improved productivity and performance.

Limitations of Atmosphere at work

• Lack of trust: The lack of trust between employees and management can lead to a decrease in morale, communication and productivity. This can create an atmosphere of mistrust and cynicism, which can be detrimental to the company's success.
• Poor communication: Poor communication between employees and management can lead to a decrease in morale and productivity. It can also lead to a lack of collaboration and a lack of understanding of the organization's goals and objectives.
• Unclear goals and objectives: Unclear goals and objectives can lead to confusion and frustration. This can lead to a lack of motivation and a decrease in productivity.
• Lack of collaboration: At times, the lack of collaboration between employees and management can lead to a decrease in morale and productivity. This can lead to a lack of understanding of the organization's goals and objectives and a lack of motivation.
• Unfavorable working conditions: Unfavorable working conditions can lead to a decrease in morale and productivity. This can include long hours, unreasonable expectations and a lack of resources.
• Unhealthy competition: Unhealthy competition within an organization can lead to a decrease in morale and productivity. This can lead to a lack of collaboration and a lack of understanding of the organization's goals and objectives.

Other approaches related to Atmosphere at work

• A holistic approach: This approach focuses on the organization as a whole and takes into account the interactions among all its elements, including the employees, the organizational culture and the organization's external environment.
• A systems approach: This approach takes into account not only the individual components of the organization, but also the way in which these components interact to form a whole. It focuses on understanding how the organization functions as a whole and how this affects the atmosphere at work.
• A psychological approach: This approach examines how the psychological climate affects the atmosphere at work. It looks at how the attitudes, values and beliefs of the employees can affect the overall experience of the work environment.
• A behavioral approach: This approach focuses on the behavior of the employees in the work environment. It explores how the behavior of employees can be influenced by the atmosphere at work and how this behavior can shape the overall atmosphere.

In summary, the atmosphere at work can be examined from a variety of perspectives, including a holistic, systems, psychological and behavioral approach. Each of these approaches provides a unique perspective on how the work environment can influence the overall atmosphere at work.

Atmosphere at work — recommended articles

Motivation system — Negative motivation — Organizational commitment — Culture and QMS implementation — Non financial motivation — Organizational culture — Internal motivation — Effects of culture — Quality of work

References

• Boud, D., Garrick, J., & Greenfield, K. (2000). Understanding learning at work. Performance Improvement, 39(10), 45-47.
• Hui, C. H., & Yee, C. (1999). Workgroup Atmosphere on Chinese Employees' Job. Applied Psychology: An International Review, 48(2), 175-185.
• Renee Baptiste, N. (2008). Tightening the link between employee wellbeing at work and performance: A new dimension for HRM. Management decision, 46(2), 284-309.