Together, culture and climate can make or break your school improvement efforts. Authors Todd Whitaker and Steve Gruenert help educators understand how to leverage culture and climate to drive deep and lasting change. Learn how to assess current culture, address climate issues, combat challenges, and work toward a collaborative school community dedicated to achieving high levels of learning for all. Rely on this book's effective school improvement strategies for creating a collaborative culture in schools: Understand the commonalities and differences between school climate and school culture. Identify the characteristics of specific types of classroom cultures for self-assessment and improvement in creating a positive classroom climate. Learn how to assess the values and beliefs of educators at the classroom and school levels. Discover your school's capacity for culture change using a step-by-step process. Consider how the elements of climate and culture influence school effectiveness and school improvement efforts. Contents: Introduction: How Culture and Climate Can Improve Schools Chapter 1: How to Define School Culture Chapter 2: Differences Between Culture and Climate Chapter 3: Elements of Climate Chapter 4: Classroom Cultures Chapter 5: The Culture Scorecard Chapter 6: The Capacity to Change Chapter 7: How to Assess School Culture Chapter 8: The Necessity of Culture Change Chapter 9: A Closer Look at Values Chapter 10: Not the Perfect Culture, the Right Culture Epilogue References and Resources Index

Though the scientific community largely agrees that climate change is underway, debates about this issue remain fiercely polarized. These conversations have become a rhetorical contest, one where opposing sides try to achieve victory through playing on fear, distrust, and intolerance. At its heart, this split no longer concerns carbon dioxide, greenhouse gases, or climate modeling; rather, it is the product of contrasting, deeply entrenched worldviews. This brief examines what causes people to reject or accept the scientific consensus on climate change. Synthesizing evidence from sociology, psychology, and political science, Andrew J. Hoffman lays bare the opposing cultural lenses through which science is interpreted. He then extracts lessons from major cultural shifts in the past to engender a better understanding of the problem and motivate the public to take action. How Culture Shapes the Climate Change Debate makes a powerful case for a more scientifically literate public, a more socially engaged scientific community, and a more thoughtful mode of public discourse.

Discusses how culture both facilitates and inhibits our ability to address, live with, and make sense of climate change.

The Oxford Handbook of Organizational Climate and Culture presents the breadth of topics from Industrial and Organizational Psychology and Organizational Behavior through the lenses of organizational climate and culture. The Handbook reveals in great detail how in both research and practice climate and culture reciprocally influence each other. The details reveal the many practices that organizations use to acquire, develop, manage, motivate, lead, and treat employees both at home and in the multinational settings that characterize contemporary organizations. Chapter authors are both expert in their fields of research and also represent current climate and culture practice in five national and international companies (3M, McDonald's, the Mayo Clinic, PepsiCo and Tata). In addition, new approaches to the collection and analysis of climate and culture data are presented as well as new thinking about organizational change from an integrated climate and culture paradigm. No other compendium integrates climate and culture thinking like this Handbook does and no other compendium presents both an up-to-date review of the theory and research on the many facets of climate and culture as well as contemporary practice. The Handbook takes a climate and culture vantage point on micro approaches to human issues at work (recruitment and hiring, training and performance management, motivation and fairness) as well as organizational processes (teams, leadership, careers, communication), and it also explicates the fact that these are lodged within firms that function in larger national and international contexts.

"The Handbook of Organizational Culture and Climate provides an overview of current research, theory and practice in this expanding field. The editorial team and the authors come from diverse professional and geographical backgrounds, and provide an unprecedented coverage of topics relating to both culture and climate of modern organizations.... Well-known editors Neal Ashkanasy, Celeste P. M. Wilderom, and Mark F. Peterson lend a truly international perspective to what is the single most comprehensive and up-to-date source on the growing field of organizational culture and climate. In addition, the Handbook opens with a foreword by Andrew Pettigrew and two provocative commentaries by Ben Schneider and Edgar Schein, and concludes with an invaluable set of combined references." --Publisher.

Everyone, everyday, everywhere has to cope with climatic cold or heat to satisfy survival needs, using money. This point of departure led to a decade of innovative research on the basis of the tenet that climate and affluence influence each other's impact on culture. Evert Van de Vliert discovered survival cultures in poor countries with demanding cold or hot climates, self-expression cultures in rich countries with demanding cold or hot climates, and easygoing cultures in poor and rich countries with temperate climates. These findings have implications for the cultural consequences of global warming and local poverty. Climate protection and poverty reduction are used in combination to sketch four scenarios for shaping cultures, from which the world community has to make a principal and principled choice soon.

Within the framework of organizational behavior and organizational psychology, organizational climate and culture conceptualize how employees experience their work settings. Thus, organizational climate refers to the shared perceptions and meaning attributed to policies, practices, and procedures experienced by employees and the behaviors they observe that are rewarded, supported, and expected. On the other hand, organizational culture may be defined as the collection of values, expectations, and practices that guide and inform the actions of all team members. Climate offers an approach to the tangibles on which managers can focus to generate the behaviors they require for effectiveness, and culture offers the intangibles that likely accrue to produce the deeper psychology of people in a setting. These two concepts complement each other and can be mutually useful in practice.

Drawing from decades of research, Genes,Climate, and Consumption Culture: Connecting the Dots demonstrates how climate dictates culture and consumption.

This book demonstrates how the school principal’s consideration of culture and climate of the school can significantly improve and sustain student achievement over time. Highlighting an innovative approach to organizational health and student achievement, this volume uses inferential statistical data analysis to quantify the way school leaders can strategically interact within school culture and systems to improve student achievement. A cutting-edge analysis of the importance of school climate, this book draws on current research from the Organizational Health Inventory diagnostic framework to provide data-based conceptual models of the relation between culture and leadership.

Climate change is one of the most pressing issues of our times, yet also seemingly intractable. This book offers novel insights on this contemporary challenge, drawing together the state-of-the-art thinking in anthropology. Approaching climate change as a nexus of nature, culture, science, politics, and belief, the book reveals nuanced ways of understanding the relationships between society and climate, science and the state, certainty and uncertainty, global and local that are manifested in climate change debates. The contributors address three major areas of inquiry: how climate change issues have been framed in previous times compared to the present; how knowledge about climate change and its impacts is produced and interpreted by different groups; and how imagination plays a role in shaping conceptions of climate change.