Employee Surveys as a Management Tool - Opinion Research

Employee Surveys as a Management Tool - Opinion Research

52 Pages · 2003 · 3.59 MB · English

Job Satisfaction & Commitment Employee Surveys are Used to Improve Organizational Effectiveness Organizational Productivity & Effectiveness Key Indicators.

Employee Surveys as a Management Tool - Opinion Research free download

Dr. Mark Ellickson Opinion R e sear c h Specialists, LL C Employee Sur v e ys as a Manag e ment T o ol Job Satisf a ction & Commitment Employee Sur v e ys ar e Used to Impr o v e Or g anizational Eff e ctiv e ness Or g anizational P r o ductivity & Eff e ctiv e ness K e y Indicator s K e y Indicator s W o rk place f a ctor s that str o ngly in? uence employee job satisf a ction & commitment Co-w o rk e r s , immediate super v isor, depar t ment head W o rkload distribution W o rk envir o nment ( saf e ty, tools and equipment, space, temper a tur e , etc.) K e y Indicator s P r o motional oppor t unities T r a ining oppor t unities P e rf o rmance appr a isal CommunicationsP a y and bene? ts K e y Indicator s W o rk unit mor a le P r o cedur a l f a irness W o rkplace str e ss Utilization of job skills K e y Indicator s K e y Indicator s Arr a ng e d in a hier a r c hy similar to Maslow? s Hier a r c hy of Needs L o wer lev e l needs must be met bef o r e higher lev e l needs K e y Indicator Hier a r c hy Saf e ty & Security P a y & Bene? ts W o rk/Lif e Harmony Gr o wth Oppor t unities Af? liation K e y Indicator Hier a r c hy Employees must f e el physically saf e in their w o rk envir o nment & fr e e fr o m har a ssment & intimidation Saf e ty & Security K e y Indicator Hier a r c hy P a y & Bene? ts Employees must per c eiv e their pay/bene? ts as equitable r e lativ e to their job demands K e y Indicator Hier a r c hy Af? liation Employees must f e el a sense of belonging, teamw o rk, pride in their w o rk, & shar e the City? s vision & mission K e y Indicator Hier a r c hy Gr o wth Oppor t unities Employees must f e el that ther e ar e suf? cient oppor t unities f o r individual and pr o f e ssional gr o wth thr o ugh skill dev e lopment, education, & car e er adv a ncement K e y Indicator Hier a r c hy W o rk/Lif e Harmony Employees must f e el that ther e is a balance between w o rk & per s onal lif e ?child car e ,? ex-time, wellness pr o gr a ms, etc. Or g anizational P r o ductivity & Eff e ctiv e ness Job perf o rmance & motiv a tion Physical health & psychological well-being Employee commitment & r e tention Job Satisf a ction Impor t ance of Monitoring K e y Indicator s Ov e r T i me Diagnoses pr o blem ar e as bef o r e they escalate out of contr o l? pr o activ e vs. r e activ e Maintains open communication channels & sends the messag e that city of? cials ar e concerned about employee needs Steps in the Sur v e y P r o cess Communicating R e sults Analysis & W r iting Questionnair e D e sign SamplingPlanning One- T ime Only Questions D e mogr a phic Questions K e y Indicator s Planning 1. D e ? ne P r imary Objectiv e s of the Study Employment Status GenderD e par t mental Classi? cation Super v isory Status Y e ar s of City Ser v ice Union Status Ag eD e mogr a phics Planning Planning 1. D e ? ne primary objectiv e s of the study 2. D e termine who collects the data vs.Consultant In-House Higher R e sponse Rate Gr e ater Objectivity Adds Cr e dibility & P r o f e ssionalism Mor e Expensiv e Ensur e s Con? dentiality & Anonymity Consultant Planning 1. D e ? ne primary objectiv e s of the study

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