Abstract: Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a way to measure the health of an organization. Purely technical disputes on the problem of definition of organizational climate are related to the absence of an adequate theoretical model. We will examine them in a critical and analytical way. A further contribution examined is called "cultural". This theoretical model is based on an interactive approach and considers the interactions between the members of the group as a key determinant of organizational climate. The model further adds that a predominant influence on these interactions is exercised by the portion of meanings and knowledge that is mediated by organizational culture. We argue that the two concepts, climate and culture, are distinct constructs, but locked or linked.Abstract: Organizational climate and organizational culture are two very interesting concepts for the aim of definition of a system of quality and continuous improvement within a healthcare organization. Ergonomically, the study of organizational climate responds to the need to assess the impact of organizational actions on daily work processes and is also a...Show More
Abstract: The research aimed at assessing management’s personal attitudes and behaviour on HIV & AIDS at the work place in Gweru urban industries, Midlands Province in Zimbabwe. A qualitative survey was conducted on three private organisations in Gweru. Due to the sensitivity of the information of HIV & AIDS names of the organisations will not be published. Stratified random sampling was employed to come up with a sample size of 30 respondents. Findings revealed that indeed management was not personally involved with HIV & AIDS programs at workplace and their behaviour and attitudes were not in support of an HIV & AIDS free generation. The research concluded that there was need for people in positions to personalise HIV & AIDS in the workplace. The research recommended that management should be actively involved in HIV & AIDS at the work place as leading by example will help influence the employees to take HIV & AIDS seriously which will eventually help improve organisational culture and conduct of employees in the workplace.Abstract: The research aimed at assessing management’s personal attitudes and behaviour on HIV & AIDS at the work place in Gweru urban industries, Midlands Province in Zimbabwe. A qualitative survey was conducted on three private organisations in Gweru. Due to the sensitivity of the information of HIV & AIDS names of the organisations will not be published. ...Show More
