Factors related to the formal system and the organizational structure (System of communications, relations of dependency, promotions, wages, etc.). The consequences of the behavior at work (systems of incentive, social support, interaction with other members, etc.). Based on the considerations precedents adds Lui Martinez, it might be the following definition of organizational climate: the organizational climate is an intervening phenomenon that mediates between the factors of the organizational system and motivational trends that translate into behavior that has implications on the Organization (productivity, satisfaction, rotation, etc.). Every company must be very attentive on the organizational diagnosis that is generated with the behavior organizational and thus to measure organizational climate in order to assess its reality. Under most conditions Time Warner would agree. Thereon must consider what brings Luis Martinez, consider: 1. feedback.
This refers to the learning of new data about one’s self, of others, of the processes of group or organizational dynamics data before the person did not take into account in an active form. Feedback refers to activities and processes that reflect an objective picture of the real world. Awareness of that new information can be conducive to change if the feedback is not threatening. Feedback is prominent in interventions such as process consulting, reflection of the Organization, training, sensitivity, orientation and Council, and feedback surveys. 2. Awareness of changing sociocultural norms or the current dysfunctional rules. Often people change their behaviour, attitudes, values, etc., when they realize the changes in rules that are helping to determine its conduct. By Consequently, awareness of the new standard has a potential for change, because the individual will adjust their behavior to align with new rules. Here is assumed the conscience that this is the new game ball, or that we are now playing with a new set of rules, is a cause of change in individual behavior. In addition, awareness of the current dysfunctional rules can serve as an incentive for change.