Employee Climate Survey Analysis
Background: You have been retained as the lead member of a consulting group to analyze, interpret, and recommend a course of action to a client company addressing the results of the firm’s recent employee climate survey. The fictional client, Hytec, Inc., is an electronics manufacturer, and unit of a Fortune 300 information & communications corporation, with operations located throughout the U.S. The corporation serves the global cellular communications market with leading edge products and technology solutions.
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The Texas operation is home to 500 employees who represent a diverse highly technical workforce. Employees largely fall into a number of job categories: electronic technicians, assemblers, machinists, fabricators, engineers, and support staff (IT, accounting, HR, procurement, etc). The firm has transformed from conventional manufacturing operation to building a high-performance enterprise. Having successfully integrated “just in time” manufacturing methods and “total quality management” into its operational strategy, the firm has recently launched an initiative to add a self-directed workforce to its competitive arsenal solidifying its operational strategy.
The survey: The client has been committed to a bi-annual employment climate survey. The purpose for the survey is to solicit employee opinion on their degree of satisfaction among a range of considerations affecting life at work. The survey measures the following climate dimensions:
1. Job demands
2. Working conditions
4. Employee benefits
5. Friendliness & co-operation of fellow employees
6. Supervisor-employee interpersonal relations
7. Confidence in management
8. Technical competence of supervision
9. Effectiveness of administration
10. Adequacy of communication
11. Security of job and work relations
12. Status and recognition
13. Identification with the company
14. Opportunity for growth & advancement
15. Reactions to the attitude survey
16. Overall employee opinion
The survey measures the degree of “favorableness” (employee satisfaction) as a percent favorable to each of the climate dimensions. The survey captures data from a survey that provides an excellent perspective on changes in employee opinion for each of the climate dimensions over the 3 survey cycles. Additionally each climate dimension compares the client’s workforce to the “norm,” (darken circle), representing average employee response for employers utilizing the climate survey.
A new approach: The Company has routinely developed action items and focus groups to address employee concerns resulting from the survey. However previous efforts have resulted in management being overwhelmed with the volume of actions created. The effort has generally left both management and employees wondering whether any real progress is being made. The client looks to you to advise them on a different approach relying less on tactics and more on a strategy for tackling the most recent survey.
HINT: As a consultant, you should consider the value of using the Pareto Principle as a possible new management “approach” to addressing climate survey data. The Pareto Principle is a business principle that holds that 80% of the impact of a problem will show up in 20% of its causes (i.e. 20% of the trouble causes 80% of the problems). Rather than analyzing each of the 16 survey dimensions separately, you are encouraged to examine the data for patterns and/or trends among the dimensions for possible clues. Such data distillation leads to identification of underlying issues, i.e. significant change to norm or historical basis; priority dimensions w/ greatest threat to the organization. Combining individual assessments into larger categories can create a bias for action.
Requirements: Your paper will include the analysis, interpretation, research and determination of recommended action items, resulting in a formal recommendation. The project should address the purpose of the work to be performed and (introduction), utilize some method (i.e. SWOT, Pareto chart, priority index, etc) for discussing the assessment, findings, & interpretation (body), and summarize action items recommended (conclusion). Action items should be referenced by course content contained in MGMT 3325 and other sources (i.e., business journals, etc) as appropriate. The project should be 5 to 10 pages, double-spaced, 12 pt font, and include an APA-formatted references page. A cover page should be the initial page for the project paper.
Some websites w/ interesting information on constructing & assessing employee surveys follow below. This should help engage your mind in the power of the employee survey:
A guide to employee satisfaction & engagement surveys: (corrected to new url)
Employee satisfaction vs. motivation & employee engagement:
Why employee satisfaction is the wrong metric:
Employee satisfaction (be sure to read the responses to the original post):
Selecting the norms:
Americans’ job satisfaction drops to record low: