candor and frankness should pervade relationships in the organization, with employees being able to say: what’s on their minds” regardless of whether they are talking to peers, subordinates, or superiors.4.Openness in Downward Communication – Except for necessary security information, members of the organization should have relatively easy access to information that relates directly to their immediate jobs, that affects their abilities to coordinate their work with that of other people or departments, and that deals broadly with the company, its organization, leaders, and plans.5.Listening in Upward Communication – Personnel at each level in the organization should listen continuously and with open minds to suggestions or reports of problems made by personnel at each subordinate level in the organization. Information from subordinates should be viewed as important enough to be acted upon until demonstrated otherwise.6.Concern for High-Performance Goals – Personnel at all levels in the organization should demonstrate a commitment to high-performance goals—high productivity, high quality, low cost—as well as a high concern for other members of the organization.The following is the breakdown of actual scores of the CCI that were completed by the Sigma Pi Fraternity organization. 1=lowest; 5=highest.1. Trust Climate Score – 4.2 Individual Scores: #1 = 5 #2 = 3.5 #3 = 3.5 #4 = 4.0 #5 = 4.5 #6 = 4.0 #7 = 4.5 #8 = 4.5 #9 = 4.0 #10 = 4.5In the climate among the executive council of Sigma Pi, there seems to be a high level of trust. According to the answers given, the members are open with most information with each other, and seem to usually go out of their way to keep their credibility with all of the others strong.2. Participative Decision-Making Score – 4.3Individual Scores:#1 = 4 #2 = 5 #3 = 4 #4 = 4 #5 = 4.5 #6 = 3.5 #7 = 3.5 #8 =4.5 #9 = 4...
