Were you surprised by the inclusion of any of Ekvall’s ten dimensions? Are there any
additional dimensions that you think should have been included?
Good afternoon, everyone! This was a very insightful exercise and provided a helpful
glance at the importance of evaluating an organization’s creative climate. I was not
surprised at the dimensions that were included. I did not think of another area that should
be included at this time.
It gave me an added awareness that the perceptions of the employees are relevant and shed
light on the mannerisms and energy that is present within the organization. In my work
experience, the culture, or beliefs and values, of the organization are an important
dimension and catalyst for employee engagement and enthusiasm. The culture is important
and relevant; however, it is critical, in my opinion, to foster a climate that invites
employees to make contributions, share innovative ideas, feel encouraged, trusted, and
supported in their decision to step out with a new idea and be vulnerable.
Which dimension of creative climate was the hardest to evaluate?
It was difficult to evaluate the conflict area because the conflict is kept to a minimum and
the authoritarian style of leadership often creates an atmosphere of fear and obedience. It
is easy to observe employees doing what they are told, repenting for wrongdoing, and
downplaying any tensions for the sake of the mission. I do not think there is warfare or
plots. I notice an unhealthy fear and dismissal of conflict so to avoid further complications
among the team. The focus is the mission regardless of the cost to personal boundary
violation or ridicule to staff that is inappropriately handled.
"
Share any insights or thoughts about the creative climate for the organization"you
evaluated. Discuss the one to two dimensions that received the highest and lowest
scores.
The area of challenge in the creative climate is a strong area of motivation for the team.
They are driven by the mission and goals that focus on healthy choices and saving lives. I
believe that the culture for the non-profit is the driving force for the team. Every person
that is a member of staff or a volunteer believes in the mission and will accept any
challenges that are presented because they believe in the mission of the organization. The
mission creates a personal sense of mission to live out what the staff and volunteers are
passionate about. This creates joy, comradery, and family atmosphere. That encourages
joyful and meaningful attitudes that drive the mission forward. That area was an easy high
score of engagement at a 3.
The area that was lowest was the debate. This was based on the information and perception
that the leadership is not to be questioned. There is an air of fear and obedience. It is
something that I believe needs to be addressed and the entire organization would benefit
from healthy, outside led, dialogue on the elements of healthy and creative climate in the
workplace.
