The issue of the socio-psychological climate in social organizations is particularly acute. Consider what is commonly called such a climate. Let's analyze the features of their management. An equally interesting aspect is the varieties and nuances of formation.
What is it about?
The socio-psychological climate of social organizations is the state of all members of such a community. It is closely connected with the vital activity of the group as a single object. The second interpretation of the term is a reflection of the states and relationships of members, divisions of the object. This includes aspects of communication. The climate implies the mood of persons, departments included in the institution, psychological and emotional indicators, views. All these aspects have a great influence on the results of the organization as an integral object. In many ways, the climate under consideration corrects the level of discipline of each individual member of the group. Structural climateis a combination of intellectual characteristics and a specific emotional status. It is formed by attitudes and depends on the relationship, determined by the feelings, beliefs of the participants, their mood.
When considering climate, there are two options: it can be he althy or not. The first is usually understood as one whose functions are useful to the community. It is formed when the group members are happy. The functionality of such a climate does not conflict with public, state functions. The unhe althy socio-psychological climate of social organizations is a phenomenon that occurs when an organization does not work properly. If her activity turns into a danger to society, it is safe to talk about an unhe althy climate that reigns inside.
Social organization
To correctly understand what constitutes the socio-psychological climate of social organizations, it is necessary to know what these groups are. Currently, social organizations are called communities that have united in order to work on some stable task, to perform a function. One of the possible motives for the formation of such an organization is a specific goal, agreed in advance.
To characterize such an organization, it is necessary to describe its type. The group may be commercial, but it is possible to exist on budgetary funds. Communities are open and closed, dedicated to production or science. Social organizations of a charitable type are possible, but there areand criminal groups. For a more complete assessment, it is necessary to characterize the lifestyle of the participants, their level of existence, the quality of life. People can live in the city, the village. The third key aspect is conditions. These are divided into describing ecology and society. The second group includes conditions that apply to political aspects, social, economic, cultural.
Climate and environment
The characteristics of the socio-psychological climate in an organization necessarily include a description of all types and conditions characteristic of a particular group, since it depends on them what the situation within the community will be like. A feature of such a community will be the fact that social relations cover all aspects of life. The climate of such an organization is created by numerous external and internal factors.
Any group exists in macro environment. There is an environment, there is a large space for social interaction. Any collective has such, and it is in it that it lives and realizes its functions. In addition, the macro environment is also the nuances of the economic state system, social structure. The climate within a small group depends on the degree of development of the state, the presence of significant social institutions. The degree of unemployment and the risk of becoming bankrupt play a role in many ways.
About factors
Climate is formed under the influence of the material, spiritual level of progress of the society within which the group was formed. The influence is exerted by the degree of cultural development of the power. The climate also depends onpublic consciousness. This is the name of the phenomenon, due to the contradictory aspects of the existence of society at the current moment of its development, progress.
Finally, among the macro factors that explain the formation of the socio-psychological climate in the organization, partnership with other communities should be noted. Any group has, to one degree or another, numerous connections with some associations, individuals who consume the results of the organization's work. The degree of influence of this factor is determined by the market economy. The more stable it is, the more it influences society, the more significant this factor is.
Microenvironment
This has an impact on the formation of the socio-psychological climate in the organization. The microenvironment is a sphere of constant daily activity of the persons that make up the organization. These are material conditions, spiritual, which accompany the work of a person from day to day. At this level, the impact of the environment for any person is strictly defined and is associated with the experience he has received. At the micro level, one can see the maximum effect of the application of laws and other documents aimed at determining order in society. At the macro level, what a person wants does not always correspond to what she has achieved.
Climate Significance
The need to manage the socio-psychological climate in the organization follows from the fact that this aspect largely determines how fluid the personnel of the enterprise will be. It is customary to talk about three aspects thatdesignated as climatic zones. The first assumes a climate within the group, due to the ability of each individual person to realize the common tasks facing the group as a whole, goals. Such a climate appears due to a personal example on the part of managers who are passionate about what they do, as well as from compliance with all important standards, the development of democracy in terms of production management.
The second zone is the moral climate. It is determined by the values that dominate the team. This climate is strictly local and inherent in some primary group. The third zone is the climate formed between individuals who regularly interact with each other in the process of working in a group.
Structural nuances
When conducting a study of the socio-psychological climate in an organization, the managerial personnel responsible for it must take into account the structural features of the phenomenon. If there is an unhe althy environment in the team, there is a frequent change of workers, the level of productivity will most likely be below average. It is noted that the maximum susceptibility to a bad climate is inherent in young people and women. The level of productivity is directly related to the mood of the staff. If it is good, the performance level increases by 5-10% compared to the average. In a bad climate, approximately the same decrease is observed. As a result, only the mood of the working staff already changes the degree of productivity of the enterprise by 10-20%.
It is possible to manage the socio-psychological climate in the organization. In particular, observationsshowed that it is possible to resort to functional music. Only this aspect allows you to increase the productivity of the working day by 3% (with a possible deviation of a percentage up and down). Studies of the effect of music on groups have shown that if the group works with adequate sound accompaniment, the risk of manufacturing defective items is reduced by approximately 7%. At the same time, culture grows within the society. The use of functional music as a management method is a good solution to reduce staff turnover and reduce the incidence of staff illness.
Structure: not so simple
When conducting research on the socio-psychological climate in an organization, it is necessary to take into account the diversity of this phenomenon, the presence of several aspects. It is impossible to form an unambiguous idea of the climate prevailing in a social group, therefore, it has not yet been possible to formulate uniform and commonly used approaches to the study of the phenomenon. A typical modern tactic involves introducing specifics into factors, conditions through which one can visualize the dynamics of climate change. When planning to work with climate as a phenomenon, management personnel must explore the real complexities inherent in a single team. Already on the basis of the information obtained, it is determined what will be the relevant tasks for studying the climate characteristic of this group.
The process of analyzing the socio-psychological climate of the team in the organizationinvolves determining the structure of the climate and the forms of its manifestation, the nuances of the influence of climate on aspects of the life of the group, individual members of the community. They take into account not only the specifics, but also the forms of climate influence. The climate is determined by the element of relationships - they are the basis for the phenomenon under consideration. Specifically, it is possible to evaluate the relationship through connections, mutual actions, the influence of persons on each other. They take into account the manifestations of relationships, the processes of cognition and acceptance that reign in the team. All these forms are the nuances of the implementation of social actions. Through them, cooperation and hostility, competition and agreement between the participants become real. These forms allow cohesion, non-conformity and other aspects to manifest.
About relationships
The socio-psychological climate that is formed through relationships in an educational organization, commercial, state and any other is the result of the interaction of key factors. Their list includes social relations, through which relations between persons are revealed in aspects of economics, politics, ethics, and legal norms. Such social relations are characteristic of individuals united in a certain group, and always affect the climate as a whole.
To a large extent, the formation is due to interpersonal relationships. They are associated with social, psychological forms that implement relationships in society through interaction, teamwork. In many ways, the nature of such relations depends on the functions of the team, the conditions of its activity. Interpersonal relationships are not onlyindustrial, but also domestic conditions. They are characteristic of families.
Status-role system
This phenomenon is an important aspect that must be taken into account when analyzing the socio-psychological climate in the organization's team. Certain nuances of interaction appear and are realized through the status-role system of connections and relationships within the team. Such relationships are formalized through a job structure adopted by the group's administration. This consolidation allows you to regulate options for control, sanctions, as well as track individual actions, actions of group members. The status-role system is conditioned by a hierarchy of administration rights, a pyramid of duties inherent in different positions and their employees.
Possible emergence of role-playing relationships between individuals. In any team, such relationships are formalized and not formalized. Informal ones usually appear spontaneously and are not determined by the conditions and norms of group administration or depend on them to a small extent. They are due to individual inclinations. An important aspect of the analysis of this phenomenon is the identification of the correlation of informal, formal role relations.
About the rules of analysis
The socio-psychological climate of the group in the organization is analyzed by assessing what is the normalized internal official structure. This may cover the entire spectrum of production situations or only a part of it. Often sheapplies only to circumstances in which it is necessary to respond quickly, quickly coordinate activities. In this case, informal relations hide the weaknesses of the administrative structure and "cover" the problems of industrial relations.
Positive informal relationships between people in a team can have a positive impact on relationships in general, since the climate largely depends on the emotional status of all participants. It is determined by the current ethical standards, morality, communication of group members, their interaction. As a result, the climate is wider than simple production relations, while normatively such relations act as an element, part of the overall structure of the climate.
Climate shapes
Knowing the above factors that affect the socio-psychological climate of the organization, having an understanding of the manifestations, it is possible to describe the climate as a combined phenomenon that includes several aspects. Climate conditions are realized through the attitude to work, the well-being of the person participating in the group. This is often associated with its potentials and abilities, conditions, opportunities for their implementation. The climate is formed from factors related to the attitude towards people. It appears as a result of the joint work of persons, becomes visible in the analysis of collective activities, methods and actions of individual participants. To analyze the climate, it is necessary to determine the behavioral characteristics, manners, specifics of communication and some subjective forms of demonstration.climate impact on the group.
The formation of a favorable socio-psychological climate in an organization depends on many factors, including group ones. There are climate manifestations classified as group manifestations. These include the cohesion of the group and its tendency to conflict, the ability of people to work together, their compatibility, the unity of beliefs. Every form is a mirror of the relationship between individuals. When planning to explore such a form, it is necessary to take into account the connection of structural elements, the differentiation of the group, its organization, functionality, and role structure. When examining the climate, one must evaluate how informal, formal structures fit, as the relationship between managers, chief specialists and their substitutes. It is necessary to study the volume of mutual work, how intensively the group members contact, what is the internal role differentiation, whether there are comfort zones, what kind of interaction gives rise to conflicts. The researcher draws attention to the management style and its impact on the climate, on the development zones of the group.
Exploring Aspects
The analysis includes making a forecast of stability, determining the personal parameters of managerial personnel, relations between managers. The features of managing the socio-psychological climate of an organization require a detailed study of the nuances of relations between groups, since the climate of such interaction affects the internal one. There can be conflicts between groups in an organization or across organizations. As part of the analysis of the definition of management methods, it is necessary to study,what are the motives, conflict zones, and work with them in more detail.
It is important to analyze how much the interactions of managers influence the climate within the group. Consider that the relationship of leaders can change the psychological situation in society. This affects the intellectual mutual work, communication of staff. No less significant is the formation of a generalized scheme and the determination of key parameters of tension.
A favorable socio-psychological climate in an organization is observed with an adequate degree of saturation of communication. Important aspects are technological mutual work, organizational interaction, joint activities, active cooperation. After analyzing all these parameters, one can form an opinion on the key manifestations of the climate within a particular social organization.
Management
In relation to the climate of a social organization, management means influencing key aspects of the work of group members. Responsibility lies with the manager. A three-stage analysis is recommended. First, the characteristics of the participants in the social organization are assessed, the climate is studied, social, professional, demographic qualities are determined, taking into account the leadership style and the position of the participants in relation to the management personnel. Then the management staff learns themselves and teaches the workers about the culture in order to correct the psychological attitudes and improve the climate. The third step involves training leaders to eliminate imperfections.management style and determining the position of the leader in relation to the team. At the same time, employees are trained in the basics of cultural interaction within a social organization.
