Motives of Organisational Climate

1. Achievement

Achievement as a motive within the organisational climate reflects the drive and aspiration of employees to attain success and excellence in their work. When achievement is a prominent dimension of the organisational climate, it means that the organisation encourages and rewards a culture of setting and reaching goals, both at the individual and collective levels. Employees are motivated by a desire to excel, take on challenging tasks, and experience a sense of accomplishment. This motive can lead to higher levels of productivity and innovation as employees are more inclined to push their limits and contribute to the organisation’s success. An organisational climate that fosters an achievement-oriented mindset often supports and recognizes employees’ efforts and provides opportunities for growth and development, ultimately creating a dynamic and high-performing work environment.

2. Influence

Influence as a motive of organisational climate refers to the power dynamics and the extent to which employees have the ability to shape decisions, policies, and the overall direction of the organisation. In organisations where influence is valued and encouraged, employees feel empowered to contribute their ideas and opinions, which can lead to a more participative and democratic climate. When employees perceive that their input matters and can influence decisions, they are more likely to be engaged, satisfied, and committed to their work. This motive for organisational climate is particularly relevant in today’s knowledge-based and innovative industries, where fostering a culture of collaboration and shared influence can lead to improved problem-solving, creativity, and adaptability. An organisational climate that prioritizes influence, can contribute to a positive and dynamic workplace where employees are motivated to actively contribute to the organisation’s success.

3. Control

Control, as a motive in organisational climate, pertains to the level of authority and influence that individuals within an organisation possess over their work and decision-making. This dimension reflects the degree to which employees feel they have autonomy and ownership in their roles. When employees perceive a higher degree of control over their work, they tend to experience a more positive and empowering climate. This sense of control can lead to increased job satisfaction, motivation, and a greater sense of ownership in achieving organisational goals. It is crucial for organisations to strike a balance between providing employees with a sense of control over their work and maintaining necessary operational standards, as this balance can significantly impact the overall climate and, ultimately, organisational success.

4. Extension

Extension as a motive of organisational climate refers to the desire for an inclusive and expansive workplace environment where employees feel valued and their roles are extended beyond their job descriptions. It involves fostering a sense of belonging and empowerment among employees. In organisations motivated by extension, the climate is characterised by open communication, opportunities for employee input, and a commitment to diversity and inclusion. Employees are encouraged to contribute ideas, collaborate, and take on responsibilities that go beyond their traditional roles. This approach not only promotes a positive and inclusive atmosphere but also often leads to increased innovation, employee engagement, and a sense of ownership, which can ultimately enhance organisational performance and success.

5. Dependency

Dependency, as a motive in the context of organisational climate, refers to the extent to which employees within an organisation rely on various aspects of their workplace. This dependence can manifest in several ways, such as reliance on job security, a stable income, or access to essential resources and support systems. When employees feel a strong sense of dependency on their organisation, it can impact the overall climate. For instance, in environments where job security is a dominant factor, employees may be less likely to voice concerns or challenge the status quo out of fear of jeopardising their stability. On the other hand, in organisations that prioritise employee well-being and provide dependable support systems, a positive climate can emerge as employees feel more secure and valued. Understanding the role of dependency as a motive helps leaders and organisations shape their policies and practices to create a climate that fosters trust, support, and stability, ultimately benefiting both employees and the organisation as a whole.

6. Affiliation

Affiliation, as a motive within the organisational climate, refers to the innate human need for social connection and a sense of belonging within the workplace. It represents the desire of employees to form positive relationships, build camaraderie, and feel a sense of community within their organisation. An organisational climate that fosters affiliation recognises the importance of creating a friendly and supportive atmosphere where employees feel valued, respected, and included. When individuals perceive a strong sense of affiliation, they are more likely to be engaged, motivated, and satisfied in their work. This not only enhances their overall well-being but also contributes to a positive and cohesive organisational culture, ultimately leading to increased productivity and employee retention. Organisations that prioritise affiliation as a motive tend to build stronger teams and a more harmonious work environment, which can, in turn, lead to greater success and employee loyalty.