About this course
Welcome to the transformative journey of becoming a role model and future teacher in the Makerspace!
This is Course 2 of Module 1 in a series of 9 courses, carefully curated for role models/teachers within the scope of the EU-funded project Challenger. All courses in this program are designed and developed by professionals from Vocational Education and Training (VET) providers.
This module is designed to provide you with the essential knowledge and skills to navigate the dynamic landscape of applied research in Vocational Education and Training (VET). By engaging in this comprehensive exploration, you will be equipped to foster innovation and entrepreneurial mindsets among your students.
Module outline:
- Module 1: Learning the basics
- Module 2: Working on hands-on projects for business
- Module 3: Creating your own innovations
By the end of these modules, you will have acquired valuable insights and skills and be prepared to guide and inspire future innovators in the makerspace. Let’s embark on this journey towards a future of innovation, sustainability, and transformative change together!
This course is offered for free. Upon registration and passing the multiple-choice tests at the end of each course, you will receive a confirmation of participation in the form of a digital badge. After completing all courses in the module, you will receive an innovation certificate proving your experience and gained know-how.
Get ready to engage in an enriching educational experience that will expand your horizons and empower you to become a competent and impactful role model in the makerspace. Let’s embark on this journey together towards a future of innovation, sustainability, and transformative change.
Shaping organizational culture and climate, influencing the right values as a role model, building an innovative mindset
Employees shape a company’s culture and climate just like threads form a tapestry, and leaders guide this process like artists. As for being a role model it means embodying the company’s values, and managers set the team’s tone like music conductors. And like such role models must foster innovation, which is is like growing a garden, where new ideas are the flowers, and being open to change is key to success.
Leading Innovation: Shaping Culture and Values
Company culture is often cited as a unique aspect, but it’s a complex and somewhat elusive concept. It’s essentially the promise to employees and candidates about the work environment, core values, and norms. It’s the organization’s personality, shaped by shared beliefs and behaviours, that influence team interactions and decision-making.
The significance of company culture is underscored by a Deloitte survey, which found that most executives and employees view a distinct workplace culture as crucial to business success. The Society for Human Resource Management (SHRM) further emphasizes that the type of culture is more significant than location, especially with the rise of remote work challenging the maintenance of organizational culture.
Understanding your company’s culture is key to nurturing it in line with your business goals. Business professors Robert E. Quinn and Kim Cameron identified four distinct types of corporate culture, which are not inherently good or bad but are unique to each organization. Nearly 90% of organizations globally fit into one or more of these categories. Recognizing where your culture stands among these types can help guide its development.
Organizational climate is the collective atmosphere created by the attitudes and behaviors of employees and management, influencing the workplace’s mood and impacting motivation, satisfaction, and productivity. It’s shaped by leadership, communication, work-life balance, recognition, and policies, and can be assessed through surveys to guide improvements.
Characteristics of organizational climate include:
- General Perception: The collective view of the organization’s essence.
- Abstract Nature: Difficult to measure due to its qualitative aspects.
- Unique Identity: Distinguishes an organization from others.
- Enduring Quality: Long-term collective perception of the internal environment.
- Multi-Dimensional: Includes autonomy, authority, leadership, communication, and conflict/cooperation levels.
A positive climate can foster a supportive and empowering workplace by increasing job satisfaction, productivity, team dynamics, customer service, and reduced turnover.
Distinguishing between ‘climate’ and ‘culture’
Shaping organizational culture and climate involves creating an environment where shared meanings and perceptions are developed among employees. It’s about understanding psychological phenomena in organizations and ensuring that the culture and climate support their goals and strategies. Being a role model in an organization means embodying the values and behaviours you want to see in others. Leaders and managers can influence organizational culture by consistently demonstrating the desired behaviours and values and inspiring and guiding their teams. Building an innovative mindset fosters a culture that encourages creativity, embraces change, and is open to new ideas. It involves developing skills like a growth mindset, networking, storytelling, and embracing lifelong learning. An innovative mindset also requires the courage to challenge norms and the agility to adapt quickly to new market conditions.
Organizational culture is the collective values, beliefs, and behaviours that give a company its unique identity, often seen in traditions and employee attitudes. It’s the company’s “personality.” On the other hand, organisational climate is the overall “mood” of the workplace, shaped by employee perceptions of their work environment. This includes leadership styles, communication, and morale, affecting well-being, productivity, and satisfaction. It is like the unique atmosphere or “personality” of a workplace, shaped by its employees’ collective perceptions and experiences. It’s influenced by various factors such as trust, management style, personal growth opportunities, conflict resolution, and incentives. A positive climate fosters a strong organisational commitment and can lead to a more productive and satisfied workforce. Businesses monitor and shape this climate to align with their vision and goals, creating an environment where employees can excel and contribute to the company’s success.
Leaders play a crucial role in shaping both culture and climate to foster a positive, productive, and fulfilling workplace for employees. Promoting a strong culture and addressing climate issues can enhance the overall organizational atmosphere.
Main differences between ‘culture’ and ‘climate’
| ORGANIZATIONAL CULTURE | ORGANIZATIONAL CLIMATE |
| Local orientation Temporariness and lower degree of stability Orientation towards the present Good recognition and greater visibility Development in the current period Lower level of concept abstraction | Local orientation Temporariness and lower degree of staiblity Orientation towards the present Good recognition and greater visibility Development in the current period Lower level of concept abstraction |
| Tied to the strategic level Systemic importance Slow changing Very pronounced influence of culture on climate Deep construct Very demanding management | Tied to the tactical and operational level Process importance Rapid changing Slightly less pronounced influence of culture on climate Merely a reflection of the state in space and time Relatively easy management |
The concept of psychological phenomena
Psychological phenomena within organizations intertwine individual and collective behaviours, emotions, and thought processes in a workplace setting. It’s a multifaceted domain where social psychology and organizational context intertwine, shaping how people interact, communicate, and function as part of a group.
At its core, psychological phenomena in organizations involve understanding how individuals influence and are influenced by their social environment. This includes examining how employees’ behaviours affect the group dynamics, how external factors impact overall organizational behaviour, and even how certain behaviours can become normalized within the organizational culture.
In modern organizational settings, psychological phenomena can manifest in numerous ways:
- Culture and Leadership: How leaders’ behaviours and decisions shape the organizational culture and influence employees’ attitudes and performances.
- Communication and Conflict: The role of interpersonal communication in resolving conflicts and fostering a collaborative environment.
- Performance and Motivation: Understanding what drives employees to perform and how to align their motivations with organizational goals.
- Identity and Role: The complex interplay between an individual’s multiple identities and how they navigate these roles within the workplace.
CASE STUDY EXAMPLE:
A mid-sized software company has been experiencing a decline in employee satisfaction and productivity. The management team is concerned about how this could impact the company’s performance and reputation.
Problem: Employees have reported a lack of motivation and engagement, which seems to be affecting their performance. There are also reports of increased conflict among teams and a general dissatisfaction with the work environment.
Analysis: Upon survey, it was found that the aforementioned company’s organizational climate had become increasingly toxic. Employees felt that their contributions were not valued, and there was a lack of transparency and communication from management. This created an environment where employees feared taking risks or sharing innovative ideas.
The organizational culture, which was once collaborative and innovative, had shifted to one that was risk-averse and hierarchical. The company’s core values were not reflected in day-to-day operations, leading to a disconnect between the employees and the company’s mission.
Intervention: To address these issues, the company implemented several changes:
- Leadership Training: Management underwent training to improve communication skills and learn how to foster a positive organizational climate.
- Employee Feedback: Regular surveys and open forums were established to gather and involve employee feedback in decision-making processes.
- Cultural Reinforcement: The company revisited its core values and integrated them into performance evaluations, rewards, and recognition programs.
Results: After implementing these changes, our company saw a significant improvement in employee morale and productivity. The organizational climate became more supportive, and employees felt their voices were heard. The renewed focus on the company’s core values helped realign the organizational culture with its original principles of collaboration and innovation.
“CULTURE BUILDERS” GAME
Objective: Students will work in teams to create the ideal organizational culture for a hypothetical company. The game encourages creativity, teamwork, and understanding of how different elements contribute to an organization’s culture.
Materials needed:
- Index cards
- Markers
- Flip chart or whiteboard
- Timer
Setup:
- Divide the class into small groups (4-5 students per group).
- Give each group a set of index cards and markers.
- Assign each group a hypothetical company with a different focus (e.g., technology, healthcare, education, etc.).
Instructions:
- Each group has 20 minutes to design their company’s culture using the index cards. They should consider factors like values, norms, behaviors, leadership style, communication patterns, etc.
- Encourage them to think about innovative practices, how they would resolve conflicts, and how they would motivate employees.
- After the time is up, each group will present their culture to the class, explaining the reasoning behind their choices.
- The rest of the class can ask questions or offer feedback on how the presented culture might impact employees’ behavior and performance.
Debrief:
- Discuss how each group’s proposed culture aligns with the organization’s goals and strategies.
- Reflect on the role of leaders in shaping and maintaining the culture.
- Talk about the importance of an innovative mindset and how it can be cultivated within an organization.
CONCLUSIONS
In conclusion, today’s journey has equipped you with foundational soft skills. You are now better prepared to navigate interpersonal dynamics, contribute effectively to teams, communicate clearly, and advocate for inclusivity and sustainability in your professional endeavours.
Course materials
ADDITIONAL MATERIAL / LINKS
Organizational Climate and Culture: Organizational Climate and Culture | Oxford Research Encyclopedia of Psychology
Ethics in Work and Organizational Psychology: Encyclopedia of Psychology
Organisational climate components and their impact on work engagement of employees in medium-sized organisations: https://www.tandfonline.com/doi/pdf/10.1080/1331677X.2020.1804967?needAccess=true
Investigation of the relationship between perceived organizational climate and teachers’ levels of organizational creativity and organizational cynicism: https://files.eric.ed.gov/fulltext/ED611865.pdf
The Relationship between Work Engagement Behavior and Perceived Organizational Support and Organizational Climate: https://files.eric.ed.gov/fulltext/EJ1115916.pdf
Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.
