DETERMINING ORGANIZATIONAL CLIMATE: THE ROLE OF MANAGER PERSONALITY

Abstract

Organizational climate issues can not be addressed outside the concepts of group or individual personality, organizational culture, management or leadership.All these concepts have their own role in defining the climate(condition, mood) inside an organization but more than that, the individuality of each organization can be found analyzing its principal actors (characters): the employees.Being analyzed in the context of the organizational group or separately, each one of the individuals gives meaning and direction to the organization analysis; their influence in transmitting the values or defining the organizational climate is even greater as the individuals promote on the organizational hierarchy.Although well regulated legally, the specific of the Romanian organizations differs from one another even if they operate under the same legislation, have the same organizational structure, the same activity profile and the same strategic objectives.The manner in which leadership is performed (decision making, achieving organizational goals, determining organizational climate, etc) is influenced by the individual particularities of the leader’s personality. The organizational specificity is determined by the personality specificity of its members, by the manner they understand to report themselves to the organizational reality and to “filter” the events occurred inside the organizational environment. Understanding human nature can not be achieved outside the social environment, interpersonal and social relationships. Thereby interpersonal relationships are the essence of personality and express its relational plan. Organizational climate can be described as components of emotional, cognitive and behavioral aspects of a group of organizations but also by specific elements of communication and motivational aspects of job satisfaction or organization.The analysis of organizational climate is not just the radiography of existing situations, describing opinions, fears or the satisfaction rate of the employees but needs to offer solutions to the problems identified inside the organization or tools to motivate employees. More than that, a climate analysis becomes more valuable by its predictive function, by its potential to identify future directions for intervention in order to improve the organization or optimize the group on which the analysis was performed. This paper, both through the applicative approach but also by theoretical references, aims to highlight the importance that each of the organization actors have, especially the one who is on the highest level – organizational leader of the group. The latter is the one who print his personal characteristics (determination, vision, perseverance, relational, communicational, attitudinal style) upon the group, his influence on the peculiarities of the organizational climate being significant in this respect.