Organizational psychological atmosphere refers to the psychological atmosphere within the organization. It reflects the overall attitude of employees to the overall impression of the organization and their corresponding emotions and emotional reactions. The following are the papers I collected about the methods of creating a good organizational atmosphere in enterprises, and share them with you.
Abstract: Nowadays, social enterprises are facing many problems such as poor economic situation, lack of vitality, serious losses and so on. On the one hand, these are influenced by the external environment of the enterprise, on the other hand, they are caused by the psychological atmosphere inside the enterprise. Once this psychological atmosphere is formed, it has a special emotional color, thus affecting the behavior and psychology of enterprise members. Therefore, understanding the influence of enterprise psychological environment on enterprise work is beneficial to the development of state-owned enterprises in the future. The author tries to discuss the function and construction of psychological atmosphere.
Keywords: psychological atmosphere; Good organizational psychological atmosphere of enterprises; Build a road
As the main body of market economy, management is an eternal theme, and the most critical task in enterprise management is to optimize the psychological environment of enterprises. However, the forms and contents of enterprise management are varied, and the most precious asset in production management is people. How the enterprise benefits depends largely on whether people's enthusiasm is mobilized and whether people's initiative is brought into play. People's enthusiasm is not only influenced by external factors such as ideology and economic factors, but also psychological factors, and these psychological factors are special emotional factors. Therefore, optimizing the psychological environment of enterprises has undoubtedly become an important task of enterprise management.
First, the definition of related concepts of organizational psychological atmosphere
1. Psychological environment
German psychologist k? Lei Wen thinks:? Psychological environment is not an objective thing that people usually understand, but the environment in our minds, that is, the environment that actually affects our psychological events (or behaviors). ? He believes that whether we are aware of an event or not, as long as it exists in psychology, it can seriously affect our behavior. In Lei Wen's explanation of psychological environment, we should pay attention to two points: first, the psychological environment he said does not refer to objective things, but to conceptual things, that is, psychological reality. Secondly, he emphasized whether the events we are aware of are not affected by past or future facts, but only by the current environment. So we say that psychological environment refers to the psychological reality that has a direct impact on current psychological events.
Another scholar, Su Shitong, explained the internal mechanism of psychological environment from the perspective of psychological force, and comprehensively and systematically analyzed various elements of psychological environment and their influence on the subject's psychological behavior. The psychological environment he thinks is transformed from the objective environment. When he reflects people's mentality and objective environment as a psychological component, it is actually an objective external environmental factor.
Zhao Mingjiu's definition of psychological atmosphere in university psychology is:? Psychological atmosphere is a common attitude and feeling in the collective, which dominates the emotions of all members. When a certain psychological atmosphere is formed, it has great influence and appeal to some new members of the group. ?
Based on the above definition of scholars at home and abroad, this study thinks that it is more appropriate to define psychological atmosphere: psychological atmosphere is a comprehensive performance composed of the attitudes and dominant emotional States of most people in a group, which is formed by the interaction of managers, managed people and their environment, and is embodied in the group psychological tendency and psychological state that can be recognized by the vast majority of members and have a practical impact on their psychology.
2. Organizational psychological atmosphere
(1) The connotation of organizational psychological atmosphere. Organizational psychological atmosphere refers to the psychological atmosphere within the organization. It is a comprehensive reflection of the organization's culture, rules and regulations, management status, interpersonal relationship, development prospects, values, personal position in the organization and social evaluation, and reflects the overall attitude of employees to the overall impression of the organization and their corresponding emotions and emotional reactions.
Organizational psychological atmosphere is usually manifested in the form of group psychological tendency and psychological state that can be recognized by the vast majority of members and have a practical impact on their psychology. Therefore, it has a strong influence on the employees of the organization, and it will be very attractive to the work efficiency and work attitude of each employee, which also proves that it is a special emotional color that hangs over the whole organization.
⑵ The core content of organizational psychology. The core of organizational psychological atmosphere is the interaction between the organization and employees, that is, the attraction and centripetal force of the organization to employees, as well as the value recognition and emotional closeness of employees to the organization, which can usually be grasped by analyzing the satisfaction degree of employees' related needs and their emotional state. Organizing employees is a very important public relations topic in foreign exchanges. Whether they can fully mobilize and give play to their subjectivity depends on their organizational psychological atmosphere, that is, how much they have a sense of identity and belonging to the organization, and how much cohesion and centripetal force the organization has for them.
Second, a good organizational psychological atmosphere has a positive effect on enterprises
1. Positive influence of good organizational psychological atmosphere on employees
(1) The influence of good organizational psychological atmosphere on employees' behavior. The tasks assigned by leaders will inevitably have a certain thinking space and difficulty distance, but in most cases, employees still actively carry out them. On the surface, among the employees involved in the action, there are a few employees with strong ability, ordinary employees, and even some employees with poor performance are scrambling to actively participate, expressing their views and putting forward constructive suggestions from time to time. From some work that requires teamwork, we can see that every employee can find a partner in a short time and assign cooperation tasks at one time. Employees who are usually unsociable will not be ignored, and some will take the initiative to find them. These are the emotional envelopes of a good organizational psychological atmosphere, which enables employees to be positive and emotionally identify with this appeal and appeal.
⑵ The influence of good organizational psychological atmosphere on employees' psychology. In an organization with a good organizational psychological atmosphere, every employee will not worry about being treated unfairly or being criticized for mistakes in his work. When you encounter difficulties in your work, you will always concentrate, be ashamed to ask questions and study with an open mind, so you will not be laughed at and scolded. On this basis, employees should learn self-suggestion, and I believe that seriousness can solve all difficulties; I believe my suggestion is right, even good; I am no worse than others, but I also want to learn from others' strengths, etc. These are all manifestations of employees' self-confidence.
2. Good organizational psychological atmosphere has a positive effect on enterprises.
(1) can meet the psychological needs of members. In a good organizational psychological atmosphere, employees actively cooperate, have close feelings and are consistent in their beliefs, thus consciously entrusting various competitions, surprise missions and difficult research tasks, and freely recruiting talents through bidding? Form a cabinet? . The trust of the organization will encourage them to redouble their efforts to do a good job. While playing a role, business leaders should pay attention to providing them with conditions, supporting or participating in their activities, so that their normal and beneficial activities can be carried out smoothly. In this way, employees can increase their collective consciousness and strengthen the cooperative spirit of the group. At the same time, while working as a team, the strength of each employee is indispensable, which also encourages their sense of ownership and meets their psychological needs of being valued and playing an important role.
In addition, each member has his own psychological needs of belonging, and enterprise leaders can consciously entrust them with mass work that they are unable to take care of, solve the special problems of the people in difficulty, and promote unity within the working group. The leader is casual? Take the mass line? On the one hand, it can strengthen teamwork; On the other hand, employees who encounter difficulties are not indifferent, but? Special treatment? Psychological needs, so that these employees can actively integrate into the group while working with peace of mind.
(2) It is conducive to improving work efficiency. In a good organizational psychological atmosphere, when employees' personal needs are met, they will try their best to exert their subjective initiative and actively participate in the work, so that under the same conditions, the effective time for completing the same job is relatively greatly reduced, and the remaining time can be extended to the next job. At the same time, the quality of work will not decrease with the decrease of time, in which all aspects of employees' needs are met, and their enthusiasm will improve the quality, that is, improve work efficiency. When teamwork is needed to complete a task, that is, the enthusiasm of each employee will add up at this time, but it is not simply added up. Instead, various forces will consider each other, learn from each other's strengths, and bring this enthusiasm to the extreme. This is a big explosion of total enthusiasm energy, which will promote the improvement of work efficiency in due course.
Third, the path to create a good organizational atmosphere for enterprises
The construction of a good organizational psychological atmosphere is a systematic project, which needs many efforts. For organizing ideological and political educators, they need to use various means such as system constraints and psychological counseling to solve many problems of employees. At present, a good organizational psychological atmosphere in enterprises has a positive effect on the self-growth of employees and the long-term development of organizations, so we should strive to create a good organizational psychological atmosphere, give full play to its positive role, and then promote the development of enterprises.
1. Organization? Leadership? We should correct our working attitude and strive to be an example among educational administrators.
Leaders in organizations are guides and demonstrators of employees' work and play a leading role in the construction of organizational psychological atmosphere in enterprises. Leaders strengthen management and provide employees with positive examples and great psychological binding force in the enterprise. In management, leaders should pay special attention to employees with poor performance, further strengthen their sense of responsibility, increase their work input, actively communicate with employees, and actively help employees solve problems in work and life. At the same time, we can't ignore the psychological satisfaction of employees with good performance, and we can't let them feel neglected. In addition, the organization should also strengthen the business training and skill guidance for leaders, improve their communication and teamwork skills with employees, enhance their comprehensive cultivation, enhance their execution in solving practical problems, and play a greater role in educating and managing employees.
2. Establish and improve an effective organization and management system.
Organizational management system is the institutional guarantee to form a good organizational atmosphere. There is an old saying? No rules, no Fiona Fang? Only the organizational management system? Rules? Have a good organizational atmosphere? Fiona Fang? . Organizational objectives, organizational system, employee participation mechanism, organizational style construction and centripetal force are all indispensable components of organizational management system.
(1) Target construction is the vane of organizational development. Organizational goals are the expectations and effects that members have. It is like a weather vane, with guiding and inspiring functions, which greatly affects members' collective sense of honor and cohesion. Therefore, we should strengthen the organization's target management and establish a United, harmonious and enterprising organization through target management.
(2) Build a strong corporate culture system. Corporate culture system is what we often call discipline or system. Standardized rules and regulations are an effective guarantee for the benign and harmonious development of enterprise construction. Only with the system can we ensure the orderly organization of activities. With the system, enterprise management can be based on evidence. Therefore, enterprises should formulate corresponding management systems according to specific conditions, such as enterprise convention, affairs publicity system, work system, division of responsibilities of employees, office convention and duty system, member reward and punishment system, attendance system, etc.
3. Organization managers should constantly update their working ideas.
Highlighted the focus of each stage. The organization manager is the instructor and demonstrator of employee work, plays a leading role in the construction of enterprise organizational psychological atmosphere, and is the leader and instructor of harmonious organization construction.
(1) It requires organization managers to establish a people-oriented employee view. Pay attention to each member's life, work and family to ensure that they can devote themselves to their work; We should look at the progress of employees from a developmental perspective, analyze the mistakes of employees from a dialectical perspective, and let employees develop in an all-round way in progress and deficiency.
⑵ It requires organization managers to update their working concepts. With the rapid development of the times and the continuous updating of knowledge and technology, organization managers should constantly learn new skills, guide practice with new theories and solve problems in practical work; Organization managers should update their psychological knowledge, grasp the work priorities at different stages according to the psychological needs of employees, adopt different strategies for different levels, and strengthen the construction of enterprise psychological environment; The importance of management knowledge to managers is self-evident, but outdated knowledge will not bring organizational innovation, and long-term development will lead to internal stagnation or even decline.
refer to
[1] Jack, Yao Benxian. New theory of psychology [M]. Beijing: Higher Education Press, 200 1.
[2] Mu Junquan, Xing Yanjuan. Analysis of organizational psychological boundary and its construction path [J]. Social Research, 20 12.
[3] Liao, Construction of mental health service system model for primary and middle school students [J]. Psychological Science, 2009(2).
[4] Yan Guoping. A study on the relationship between organizational psychological ownership and turnover intention of knowledge workers [D]. Jinan: Shandong University, 20 1 1.
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