What are the elements of W. Charles Redding’s “Ideal Managerial Climate”? How can these be successfully promoted?
The elements of W. Charles Redding’s Ideal Managerial Climate are, “supportiveness, trust, participative decision making, openness, and emphasis on high performance goals” (Organizational Communication). All of these elements are crucial to an organization. This is a website that further explains Redding’s concept http://web.ask.com/redir?u=http%3a%2f%2ftm.wc.ask.com%2fr%3ft%3dan%26s%3da5%26uid%3d00AC0DEDFBCF60704%26sid%3d1F79FF6AF09504024%26qid%3d56961A31567A1D4C93194FE6A7C0FB11%26io%3d3%26sv%3dza5cb0dc1%26o%3d0%26ask%3d%2522Ideal%2bManagerial%2bClimate%2522%26uip%3d88b066d0%26en%3dte%26eo%3d-100%26pt%3dOrganizational%2bCommunication%2b-%2bPart%2b1%2b-%2bwww.ezboard.com%26ac%3d23%26qs%3d0%26pg%3d1%26ep%3d1%26te_par%3d250%26te_id%3d%26u%3dhttp%3a%2f%2fpub78.ezboard.com%2ffsrfwalrusfrm23.showMessage%3ftopicID%3d85.topic&bpg=http%3a%2f%2fweb.ask.com%2fweb%3fq%3d%2522Ideal%2bManagerial%2bClimate%2522%26o%3d0%26page%3d1&q=%22Ideal+Managerial+Climate%22&s=a5&bu=http%3a%2f%2fpub78.ezboard.com%2ffsrfwalrusfrm23.showMessage%3ftopicID%3d85.topic&qte=0&o=0&abs=W.+Charles+Redding+(1972)+describes+the+%26%23147%3bIdeal+Managerial+Climate%26%23148%3b+as+follows%3a+1.+Supportiveness%3a+furnishing+support+or+aid.&tit=Organizational+Communication+-+Part+1+-+www.ezboard.com&bin=&cat=wp&purl=http%3a%2f%2ftm.wc.ask.com%2fi%2fb.html%3ft%3dan%26s%3da5%26uid%3d00AC0DEDFBCF60704%26sid%3d1F79FF6AF09504024%26qid%3d56961A31567A1D4C93194FE6A7C0FB11%26io%3d%26sv%3dza5cb0dc1%26o%3d0%26ask%3d%2522Ideal%2bManagerial%2bClimate%2522%26uip%3d88b066d0%26en%3dbm%26eo%3d-100%26pt%3d%26ac%3d24%26qs%3d0%26pg%3d1%26u%3dhttp%3a%2f%2fmyjeeves.ask.com%2faction%2fsnip&Complete=1.
It is important to understand each of the elements separately. Supportiveness refers to the idea of, “hierarchical differences that are minimized by not talking down to other employees if you are the manger. The message received by the subordinate is that he or she has personal worth and importance” (Organizational Communication- Part 1, 1991).
Another element Redding stated was, trust and credibility. “Some models consider credibility to be a dimension of interpersonal trust in the communication process; others treat trust as a dimension of credibility. What should be stressed is that these factors are important in both the sending and receiving of messages. The receiver is more likely to be persuaded by a source perceived to be credible than by one who is not” (Organizational Communication- Part 1, 1991). Credibility will also help an organizations image when it is shown to the public.
Another element is openness. “It is important for receivers, particularly superiors to be open to dissent and criticism. If not, the messengers bringing the bad news may be “killed.” When this kill-the-messenger attitude is presented, “whistle-blowing” is the only alternative for a member of an organization who observes something, illicit, illegal, or immoral” (Organizational Communication- Part 1, 1991). The brighter side of openness is that it allows for creative freedom in a group. Below is a picture that illustrates a couple being open with each other.
These elements do not only apply to businesses, but people’s personal lives as well.
When dealing with an organization it is important to use the participative decision making. This way everyone’s voices are heard, and people will feel a sense of pride because their voices have been taken into consideration. It will ultimately strengthen a company.
The final element of the “Ideal Managerial Climate” is emphasis on high performance goals. This element is pretty self-explanatory. “Adding this criterion Redding avoided the trap of describing a “country-club” atmosphere in which people communicate with trust, credibility. Candor, openness, equality--- and nothing gets done. Redding also suggested that the realization of the first four factors will make the fifth criterion more attainable” (Organizational Communication- Part 1, 1991).
The model’s effectiveness Cheney (2004) stated that “Redding offered this model as a comprehensive way for an organization to be productive while having a healthy atmosphere. This model is very useful not just in evaluating management but in assessing an organization as a whole” (p.96).
The link below gives a better understanding of how to incorporate an organizational climate in a business setting.
http://trgmcber.haygroup.com/Misc/style_climate_intervention.asp.
The best way to successfully promote the elements is by creating a survey.
“First you must assess the current organizational climate. You can do this through an employee survey. The Organizational Climate Exercise (OCE II) will provide you with a profile of how employees perceive the organization’s "actual" climate versus their "ideal" work atmosphere or climate” (Intervention: Managerial Style and Organizational Climate Assessment, 2000).
The website below by Kelner, Steve (1991), gives a better explanation on why employees need to be trained. http://cqmextra.cqm.org/cqmjournal.nsf/reprints/rp09100
By training your employees the same way it unifies your business. It is important to start to change your business to fit Charles Redding’s elements now because “it takes at least seven years to change organizational culture” (Kelner, Steve 1991).
Beth Blyler
COM 292
Work Cited
Cheney, G (2004). Organizational Communication in an Age of Globalization. Long Grove, Illinois: Waveland Press Inc.
Ezboard. (1999). Organizational Communication- Part 1. February 4, 2005, http://web.ask.com/redir?u=http%3a%2f%2ftm.wc.ask.com%2fr%3ft%3dan%26s%3da5%26uid%3d00AC0DEDFBCF60704%26sid%3d1F79FF6AF09504024%26qid%3d56961A31567A1D4C93194FE6A7C0FB11%26io%3d3%26sv%3dza5cb0dc1%26o%3d0%26ask%3d%2522Ideal%2bManagerial%2bClimate%2522%26uip%3d88b066d0%26en%3dte%26eo%3d-100%26pt%3dOrganizational%2bCommunication%2b-%2bPart%2b1%2b-%2bwww.ezboard.com%26ac%3d23%26qs%3d0%26pg%3d1%26ep%3d1%26te_par%3d250%26te_id%3d%26u%3dhttp%3a%2f%2fpub78.ezboard.com%2ffsrfwalrusfrm23.showMessage%3ftopicID%3d85.topic&bpg=http%3a%2f%2fweb.ask.com%2fweb%3fq%3d%2522Ideal%2bManagerial%2bClimate%2522%26o%3d0%26page%3d1&q=%22Ideal+Managerial+Climate%22&s=a5&bu=http%3a%2f%2fpub78.ezboard.com%2ffsrfwalrusfrm23.showMessage%3ftopicID%3d85.topic&qte=0&o=0&abs=W.+Charles+Redding+(1972)+describes+the+%26%23147%3bIdeal+Managerial+Climate%26%23148%3b+as+follows%3a+1.+Supportiveness%3a+furnishing+support+or+aid.&tit=Organizational+Communication+-+Part+1+-+www.ezboard.com&bin=&cat=wp&purl=http%3a%2f%2ftm.wc.ask.com%2fi%2fb.html%3ft%3dan%26s%3da5%26uid%3d00AC0DEDFBCF60704%26sid%3d1F79FF6AF09504024%26qid%3d56961A31567A1D4C93194FE6A7C0FB11%26io%3d%26sv%3dza5cb0dc1%26o%3d0%26ask%3d%2522Ideal%2bManagerial%2bClimate%2522%26uip%3d88b066d0%26en%3dbm%26eo%3d-100%26pt%3d%26ac%3d24%26qs%3d0%26pg%3d1%26u%3dhttp%3a%2f%2fmyjeeves.ask.com%2faction%2fsnip&Complete=.
Hay Acquisition Company I, Inc. (2000). Intervention: Managerial Style and Organizational Climate Assessment. February 4, 2005, http://trgmcber.haygroup.com/Misc/style_climate_intervention.asp
Kelner, Steve. (1991). Center for Quality of Management Journal. February 4, 2005,
http://cqmextra.cqm.org/cqmjournal.nsf/reprints/rp09100