An integrated, interactive model of organisational climate, culture and effectiveness

Abstract

The concept of organisation climate is a relatively recently identified factor of organisations which has enjoyed much academic and popular attention over the past several years. Unfortunately, climate has sometimes been confused with, or used synonymously with, culture: there is, however, a clear and important distinction. Culture may be defined as the shared beliefs, values and assumptions that exist in an organisation[1]. Climate is a bit more evasive, and is defined as those attributes which may be perceived about an organisation, and which may be induced from the manner by which the organisation deals with its members and environments[2]. Climate exists within the culture, and is a much more dynamic and fluid construct. Climate may be shaped by the culture, and may simultaneously exert shaping forces upon the culture. Some authors suggest that climate is only the view of the organisation's members, rather than a unique organisational attribute. However, most academicians agree that organisations differ by their climates[3] and their culture[4,5]. © 1988, MCB UP Limited