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Chapter 11: Improving Culture/Climate The climate and culture of the organization significantly impacts whether individuals feel they "fit" with the organization, their desire to remain committed to the organization, and ultimately whether employees stay with the organization. Even in challenging economic times, when individuals are less likely to leave an organization, culture and climate can still impact the extent to which employees stay engaged and remain contributing members of the organization. In this chapter, we present challenges, strategies and workforce practices related to "Improving Culture/Climate." Exhibit 11-1 provides a chapter snapshot. Exhibit 11-1 Snapshot of Chapter 11 Chapter Road Map Concept and Definition Workforce Challenges....................82 Applicant Trust After Layoffs Public Sector Challenges Retaining a Diverse Workforce Industry Strategies......................82 Improve the Work Environment Engage the Community Survey and Interview Engage the Employees Building a strong, supportive culture and climate can help to increase communication, commitment, and Workforce Practices.....................84 effectiveness in operations. City of Annapolis DOT (ADT) Inter- Office Committee (IOC) Definition of Improving Culture/Climate: South Carolina DOT Rehabilitation Involves building a strong and supportive Program environment, where employees feel their values are aligned with those of the organization. The goal of these efforts is to increase an employee's desire to remain committed to the organization. As a result, these practices help to increase communication, commitment, and effectiveness in operations. Workforce Pipeline Target Area Target Career Stages Comm. 4 year Graduate Entry-Level Mid-Career Senior K-12 Retirees Colleges Colleges Schools Staff Staff Leaders TRANSPORTATION WORKFORCE PIPELINE Improving Culture/Climate Chapter 11 Target Area 81