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www.iosrjournals.org 54 | Page 2. Trust: Which describe the belief in the reliability, truth, ability, and strength of the words and matching them with deeds of members of the organization facilitates necessary risk taking to achieve success in the other climate factors. Good climate has been correlated with desirable outcomes like Job satisfaction, Confidence in management, affective commitment, intention to quit, emotional exhaustion, faith in organizational and performance. It is also linked with desirable behaviors like, risk-taking (strategic), departure from the status quo, open communication, trust, operational freedom, and employee development (Levy,2013).In contrast bad climate has been linked to turnover, stress, sickness, poor performance, error rate, wastage, accidents and the correlative of bad behaviors like, sabotage, absenteeism, go-slow and, bullying. The two conditions elicit different outcomes at the workplace. Bad climate bring forth, fear, crisis, anxiety, aggression, burnouts, turnover, politicking, hopelessness and stagnation among many others. On the other hand good climate bears respect, support, entrepreneurship, innovations, cooperation, high performance, profitable management practices, knowledge management and sharing, learning organization, readiness to change and openness. II. Conceptual Framework Source-AuthorOrganization climate can improve through perceived organizational support and supervisor support (Michele, 2010). Perceived Organizational Support effect to Organization climate Organizational climate is the general perception of the working conditions of an enterprise, including the level of motivation, innovation, trust, conflict, morale, rewards equity, leader credibility, and resistance to change. Organizational climate develops over many years and is affected by many factors and therefore cannot be changed by simply dusting off the top layer of discontent. Just as the most effective cleaning begins at the top and progresses downward, so must the measures that will make sweeping changes to the overall perception of the business. Michele (2011).Organization support in the following key areas can bear fruits of positive climate. a. Motivation Begins with Decluttering the WorkspacePerceived organization support through motivation of workers, workplace decluttering can make significant progress to improving the organizational climate. For example of workers desks are overflowing with paper, digitalize/automate the organization records. This will reinstate workers motivation as they easily access information with little effort. Michele (2011) b. Implement rewards equity to motivate employeesOnce you have removed the clutter as an obstacle to increasing productivity, the next step is to determine and implement policies that will motivate employees. As many theories regarding what motivates employees posits, workers respond differently when presented a list of performance incentives Maslow hierarchy of needs comes in to play. However, all workers will be more motivated if they be...

Despite heavy investments in training and development, low-quality education standards and challenges in management practices have been a sticky problem in the Kenyan education sector. Organization Theory guided the main aim of this study in establishing the relationship between management policies and transfer of skills for public secondary school headteachers in schools management. The study adopted a descriptive research design. Questionnaires were used to collect quantitative and qualitative data. Data were analyzed through descriptive and inferential statistics. The study population comprised 226 headteachers.  A mixture of stratified random sampling and census study was adopted in sampling 69 respondents. The results established that management policies explained a 23.4% variation in the transfer of skills for school heads. ?1 = 0.536 and p-value = 0.000 (p<0.05) indicated that management policies had positive and significant effects on transfer of skills. The study established that unsupportive policies like the Students Council, two centers of power, strict policies, and lack of inclusivity in policy formulation adversely affected school heads in implementing learned skills. The study recommends fair representation of all categories of education stakeholders in policies review and formulation to alleviate challenges associated with management policies to enhance the transfer of skills. The Government should address the issue of two centers of power in the public basic education sector. The paper sought to call the attention of the professional development trainers to exercise follow-ups to assess post-training behavioral outcomes in the context of organizational climate.