Assessment of organisational climate for a facilities management company in Durban.

Abstract

Organisational climate is behaviourally oriented and is an important predictor of organisational success. It is evident that there is an abundance of literature regarding organisational climate in large companies located in First-World countries. However, not much is known about employee beliefs and attitudes towards organisational climate in small South African businesses. The aim of the study was to assess the organisational climate of a small Facilities Management Company based in Durban. This study will attempt to answer the question, “What are employees’ beliefs and attitudes regarding organisational climate within a small South African business?” Five dimensions which gave rise to or are affected by organisational climate were measured. These included supervisory support, rules, policies and procedures, participation in decision-making, physical environment, and recognition. These dimensions were correlated either with an engaging or a stressful organisational climate. The study made use of a probability sampling design; and the survey was conducted through the use of an electronic questionnaire. The questionnaires were personally administered, targeting the population, thus ensuring adequate representation in conducting the study. The researcher used convenience sampling - a non-probability sampling technique that chooses participants for a study who are accessible and easy to find. The entire population of non-management was invited to participate in the study; 90 employees responded to the survey. The required sample size was 82. The findings of the study demonstrated that more than half of the respondents indicated that they were either happy or very happy (57%) and that the company climate promoted employees’ morale and engagement. This seemed to contradict the employees’ notion that the climate is unpleasant. There were 43% employees who were unhappy about some dimensions of the company’s organisational climate. Possible relationships between the factors that may affect organisational climate were tested. The results revealed that the nature of the relationship between the manager and the workers was not a significant factor affecting the working environment (chi-square=4.675, df=3, p-value= 0.197). The overall work environment was significantly associated with the environment created by the rules (chi-square=21.949, df=3, p-value=0.000). Employees were not happy that management takes all decisions unilaterally. Employees wished to be responsible for their work goals. The results revealed that overall happiness at work depended on whether the managers were playing their roles well. Professional conduct by the manager in providing the necessary working environment makes the working environment pleasant. In improving the overall organisational climate, the company must organise team-building and cultivate relationships by providing relevant workshops, creating a livelier organisation climate.