Sociology Essay

1

Survey Memo

Lysvette Rodriguez

Soc-303

Dr. Daniel Boudon

12-01-2020

Survey Memo

The satisfaction of employees highly impacts their productivity and performance in an organization. Over the years, employee satisfaction surveys have been carried out to be informed on changing employee attitudes and perceptions. Choosing the survey topic was influenced by the need to provide organizations with survey questions, which can enable them to establish employee attitudes and feedback in the overall organizational culture. Further, the topic would continuously provide organizations with insights on attracting and retaining employees. The topic takes into consideration the use of “climate surveys” to understand employee opinions and views, facilitating excellent working environments to foster performance. Determining satisfaction levels on work-related issues can enable positive outcomes through policy and practice changes.

Perceptions and attitudes in the current strategies and tactics to enable employee performance are questioned during the survey. Further, opinions and views would guide the organization towards understanding how employees perceive the organization itself. Gaining the different elements would lead to an understanding of how employees currently feel about the organization. Further, gaining insights from feedback would articulate employee expectations on organization motivation and satisfaction strategies. Such feedback information would reflect on new strategies applied by the organization towards improving the working environment and culture of employees. The information would prove to be a great deal to the entire organization as improved productivity will be based on the expectations. Trends would be incorporated for future performance and productivity effectiveness.

The questions were written with consideration of the feedback to be expected. For instance, current feelings and organization strategies applied in the questions to elicit honest feedback. This would provide a realistic picture of normal employee satisfaction. Also, the questions considered the survey administration during the month as compared to peak seasons when responses might be false. Information to be obtained from the survey entails employee satisfaction levels, key indicators on satisfaction, and future perceptions on what satisfaction should consider. The feedback would exclusively be utilized to add to the current strategies and future strategies, which include employee welfare. Also, the information obtained would communicate feelings about the organization and its strategies towards ensuring employee satisfaction.

The survey was arranged according to questions in order facilitating its layout. First, the instructions page entailed a description of the survey and why it is been carried out. The instructions articulated how each question should be answered and the deadline for the survey. Further, confidentiality matters and comments regarding the survey were handled on the instructions page. Secondly, the questions were arranged in a specific order. This was facilitated through the start of general questions to specific questions pertaining purpose of the survey. Similar font, size, and indentation were used across all the questions making a uniform appearance. Thirdly, a numerical navigational path was applied to form consistency on the queries.

Survey sampling considered employee positions and the department they work at. In particular, probability sampling was carried in identifying the suitable respondents. The constructed sampling frame in simple random sampling was perceived to reduce the sampling error effectively. For example, choosing the employee position was regarded as low-level, middle-level, or upper-level position. On the other hand, the sampling of employees in departments considered their roles and representation in the unit. The sampling method was chosen to reduce bias in participation and convenience. Response bias was also limited in the sampling technique due to the consideration of all department employees. Deciding who to sample was based on the criteria of positions and department position.

Data tabulation was based on simple tabulation methods. The two-way tabulation regarded employee perceived satisfaction levels and organization attitudes towards satisfaction. The two identified characteristics were based on themes and patterns from the survey responses. Employee perceptions and attitudes tabled on the perceived perception levels were used to articulate how the individual feels in terms of morale and motivation. In addition, the perceptions and attitudes rows were used, providing metrics on each employee feels at a satisfactory level. The organization satisfaction level was measured against efforts the employee feels that the organization efforts towards attaining employee satisfaction. This enabled the easy formulation of results and feedback for analyses. Measuring and analyzes of the tabulated information led to various findings integrated into the results.

From the analysis, it can be observed that employees felt fairly satisfied with the organization’s motivation strategies. In addition, they articulated that some improvements would play a major role in enhancing their satisfaction levels. This would prompt to stay at the organization for longer periods of time. For instance, some employees articulated that they felt favored due to their position in the department. However, promotions were limited to some individual even having worked and carried out career development programs after several years in the service. This prompted the recorded low reduced satisfaction rates. All participants articulated that they were satisfied with the current applied work-life balance policy and organization benefits. Recognition, as well as appreciation of employees, was highly applied by the organization. The elements played a vital role, increasing employee morale and motivation enabling satisfaction.

The results articulate that the organization should work on its employee promotion and development strategies towards enhancing employee satisfaction. By considering the current survey, some of the strategies ought to consider both experience and employee talents. Opportunities for advancement as one of the elements of job satisfaction have to be constantly practiced and maintained as per ethics. Further, the equal advancement opportunities to all would be imperative in fostering a positive work environment besides building employees up. The strategies can entail equality in job advancement opportunities, increased talent management, career development projects incorporating experiences and talents, and training of low-level employees. By understanding such trends and needs, the organization will be able to effectively ensure employee satisfaction within the current organizational environment.

The only surprise which was experienced was the mentioning of favoritism in the workforce. This is because changed organization ethics and morals in the leadership articulate for equality to all. Favoritism has become an outdated trend for years, considering the increased transparency of organizations. The application of favoritism would negatively impact the recruitment, retention, and promotion of employees. However, the information is regarded to have been attained from a particular department. Only a number of the participants commented on the issue, making it easy to deduce the result. Due to the anonymity and non-indication of the department, it was hard to identify the specific department which had the problem. This would be seen to impact both job and employee satisfaction reflecting on the performance of the department.

Organizations should be able to carry out employee satisfaction surveys frequently. The feedback would be imperative in improving employees’ motivation elements in performance of jobs through enhanced employee experience. Further, the feedback would present the organization with an opportunity to identify new trends in the workforce, which would positively influence the retention of employees. This would prove that efforts been utilized are best in increasing satisfaction. Contentment is associated with positive outcomes on performance and productivity. The feedback should be promptly be utilized to avoid employees feeling that the information obtained is only for formality purposes. Also, integrating the feedback in current policies would increase employees’ ability to participate in the satisfaction surveys. Insights obtained would improve on the current work culture and environment in regards to employee welfare.

Questionnaire

A. Employee satisfaction survey questions

1. Do you feel that you are currently satisfied to the level you would like in your job position?

2. What are the elements do you consider to be satisfactory among recognition and appreciation, empowerment, compensation and benefits, advancement opportunities, and work-life policy?

3. What are the top four things you value about the organization?

4. Does working for the organization elicit the need to continue to work for several years or you relish the idea?

5. Are you satisfied with your job overall? Consider the 1 to 10 scale measurement.

B. Organization satisfaction survey questions

1. Do you believe there is an equal opportunity for personal growth and career growth in the organization?

2. Do you the information you provide on the survey is utilized effectively as per the current employee satisfaction trends?

3. Do the organization motivation strategies act as an inspiration for you to do your best at the job?

4. Will you be working for the organization in next five years and would you recommend anyone to work here?

5. Given a chance, what would you change on the organization’s satisfactory elements?