Organizational climate is the collective perception that employees have of the company, it is a portrait of the organization's culture and reality and has a strong influence on productivity.
The organizational climate can be measured through a Satisfaction Survey, therefore, the organizational climate is the measurable part of the organizational environment.
But it is not possible to talk about organizational climate without talking about organizational culture, which makes up the subjective part of the work environment, especially when dealing with the gender issues involved, and I say gender, because unlike sex, gender is a socially elaborated product and represented, just as culture is also a collective process of reality construction.
As the historian Scott (1987) defined, “gender is a constitutive element of social relations founded on perceived differences between the sexes, and the first way of giving meaning to power relations”.
For the author, in order to understand the inequalities experienced between the sexes, we must pay attention not to biological differences, but to social arrangements, history, conditions of access to society's resources, and forms of representation.
Therefore, since the organizational climate is the perception of culture that can be measured, it is essential that everyone is aligned with the values, behaviors, habits and points of view that make up the concept of culture.
In this sense, organizations that aim to grow in this competitive environment must be concerned not only with a good organizational climate, but also with the issue of gender, to achieve an environment of equality between men and women, since the motivated employee is a transforming agent. , capable of raising the general level of the sector, passing on knowledge, encouraging production, maintaining the team's learning and this reverberates for the rest of the organization.
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Companies that are recognized for being good or great places to work gain space in the media, increase the company's prestige, become an example, increase competitiveness and generate talent attraction, which directly affects business performance.
Our modern society invites women to enter the job market and at the same time sabotage their careers by excluding them from positions of greater prestige and power.
We still observe organizations that segment the structures of opportunities, favor one sex over the other, favoring the maintenance of a patriarchal culture, since the exercise of authority is universally naturalized as a male characteristic, often reinforced by physical strength.
Authority is not a biological attribute, it is a learned behavior.
Men are socialized to exercise authority and women are socialized to submit to it, and thus, organizations reproduce these roles, because the ideology of society constitutes the organizational ideology, as well as it is constituted by it.
Therefore, a good organizational climate for women is one that allows expression, autonomy, leadership, recognition, good relationships of trust and transparency for each and every individual in the organization.
Mainly, so that we can, as a society, get rid of the persistent gender stereotypes that force women to play masculine or simply discreet and erased roles.
Finally, it is necessary to analyze the organizational climate, in order to identify not only employee satisfaction, but also the culture of a given organization and understand the roles played by the individuals that it constitutes, so that it is possible to confront the discourse in front of to the activities carried out by each member, to make possible the ideological change and raise their level of awareness, consequently, of competitiveness in the current scenario of the western market.
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