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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
