There are several different definitions of labor climate, each focusing on different nuances of the term. Laura Broodkorn, researcher at the University of Maastricht, described it as "a group of objective characteristics of [an] organization...that distinguish [it] from another. [This would include] types of management, rules and physiological environment, aims and procedures of consideration." Another definition is more subjective, defining it as the individual's perception of the organization and of the relationship between them both. Broodkorn's broadest definition describes labor climate as "those perceptions that the employees have about the organizative behaviors that affect their performance." Ensure that these definitions are discussed thoroughly, taking care to compare and contrast each one with their counterparts.
There are two kinds of authoritarian labor climates, both with only small amounts of interaction between managers and employees. In an exploiter climate, managers are not well acquainted with their employees, fear is the workers' only motivation and positive achievement is rarely recognized and rewarded. In a paternal climate, punishments and rewards motivate workers and managers have more confidence in their employees but do not trust the employees' judgment enough to grant them any significant autonomy. Emphasize the differences between these authoritarian labor climates. Consider using case studies of actual companies which foster these climates.
The participative labor climate differs from the authoritarian labor climate by placing a greater value on the interaction between managers and employees. There are two types of participative climates: a consulting climate and a group-focused climate. In a consulting climate, managers trust their employees enough to allow them to make important decisions within their respective spheres of influence, though main strategies are still formed by managers. In a group-focused climate, relationships between managers and employees are based on friendship; participation motivates employees and teamwork is emphasized more than in any other climate. Compare and contrast the two participative labor climates and compare them to the authoritarian labor climates as well.
There are both subjective and objectives aspects of labor climates, which are important to emphasize. The subjective aspects include leadership -- or lack thereof -- shown in an organization; as well as the varying degrees of empowerment, delegation, participation and communication that exist within that organization. Be sure to define each one of these terms explicitly and with examples. The objective aspects of labor climate include the physical conditions, hygiene and security of the workplace. Though the subjective aspects of labor climate may warrant more discussion than their objective counterparts because they are much less tangible, be sure to emphasize that the objective aspects of labor climate are important as well.