Evaluate the organizational climate and motivation of a unit where you currently or previously worked.  Describe how leaders and managers evaluate the level of motivation and organizational climate.  Analyze two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination). Support your discussion and opinions with facts and relevant examples from personal nursing practice. All submissions must have a minimum of two scholarly references to support your work. Examples of work to show mastery:


The organizational climate and motivation within a unit greatly affect the productivity and job satisfaction of employees. In this paper, I will evaluate the organizational climate and motivation of a unit where I previously worked and discuss how leaders and managers evaluate these factors. Furthermore, I will analyze two actions found in the literature that leaders could employ to improve the management of workplace issues, such as motivation, conflict, scheduling, or discrimination. I will support my discussion and opinions with relevant examples from my personal nursing practice, drawing from my experience as a registered nurse in a hospital setting.

Evaluation of Organizational Climate and Motivation

In my previous work experience at a surgical unit within a hospital, the organizational climate was characterized by a culture of teamwork, open communication, and quality patient care. The leaders fostered an atmosphere of collaboration, where each member of the interdisciplinary team felt valued and motivated to contribute to the common goal of delivering excellent healthcare services. This positive organizational climate was evident through regular team meetings, opportunities for professional growth, and recognition of individual and team achievements.

The motivation within the unit was fueled by various factors. Firstly, the leaders promoted autonomy and encouraged employees to take initiatives in their roles. This autonomy empowered the staff to make decisions, problem-solve, and develop innovative strategies to improve patient outcomes. Secondly, the unit had a strong emphasis on continuing education and provided opportunities for staff members to attend conferences, workshops, and seminars to enhance their knowledge and skills. This investment in professional development not only motivated staff but also improved the quality of patient care. Lastly, the unit implemented a reward and recognition program, where exceptional performance was acknowledged through various means, including verbal praise, certificates, and small tokens of appreciation. This program boosted morale and served as a motivator for achieving high standards of performance.

Evaluation of Leaders’ and Managers’ Assessment of Motivation and Organizational Climate

Leaders and managers play a crucial role in evaluating the level of motivation and organizational climate within a unit. They can employ several strategies to assess these factors effectively. Firstly, leaders can conduct regular employee surveys to gather feedback and opinions regarding the organizational climate. These surveys can include questions related to communication, teamwork, job satisfaction, and opportunities for professional growth. The results of these surveys can provide valuable insights into the strengths and areas for improvement in the unit’s climate.

Secondly, leaders can engage in regular one-on-one meetings with their employees. These meetings serve as an opportunity to discuss individual and team accomplishments, concerns, and suggestions for improvement. Through open and honest communication, leaders can gain a better understanding of the motivational factors that drive their staff and identify any barriers to a positive organizational climate.

Two Actions for Improving Workplace Management

1. Implementing a mentoring program: A literature review by Campbell and Demir (2018) highlighted the positive impact of mentoring programs on employee motivation and job satisfaction. By implementing a mentoring program within the unit, leaders can pair experienced staff members with less experienced ones, providing guidance and support to the latter. This not only facilitates knowledge transfer but also creates a supportive environment where individuals feel valued and motivated to excel in their roles.

2. Encouraging work-life balance: The literature suggests that promoting work-life balance can greatly influence employee motivation and overall job satisfaction (Chen, 2017). Leaders can implement policies and practices that prioritize employees’ well-being, such as flexible scheduling, telecommuting options, and reasonable workload distribution. By acknowledging the importance of work-life balance, leaders can demonstrate their commitment to the welfare of their staff, fostering a positive organizational climate and increasing motivation.


The organizational climate and motivation within a unit are crucial for promoting productivity and job satisfaction among employees. Through effective evaluation strategies and the implementation of actions, leaders can enhance these aspects of the workplace. In my personal nursing practice, I have witnessed the impact of a positive organizational climate and motivation on the overall well-being of staff and the quality of patient care. By implementing actions such as mentoring programs and promoting work-life balance, leaders can further improve the management of workplace issues and create an environment conducive to growth and success.