motivational analysis of organizations

climate or of individual units, divisions, branches, or departments within the
organization. After the instrument has been administered, the respondents may
individually use a rating scale to evaluate the operating effectiveness of the climate that
has been analyzed. Then the administrator may lead a discussion on the basic
characteristics of the different effectiveness profiles represented in the group (see the
previous section). Subsequently, the respondents may discuss their individual scores and
ratings and then arrive at a consensus regarding the diagnosis and evaluation of the
climate, which of the twelve dimensions of organizational climate need improvement,
why particular dimensions are weak, and what steps may need to be taken in response.
Another approach is to discuss individual rankings and to develop a consensus
regarding the desired rankings of motives and what might be done to affect the
perceived climate accordingly. Any specific action ideas that are developed may be
presented to top management for discussion, approval, and commitment. Then the
agreed-on action steps may be carried out and followed up with monthly reviews to
determine the success of implementation.
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