Part 1
Job satisfaction levels
Does your work Provides you a feeling of accomplishment and you feel happy after working hours and your salary, benefits, compensations are more than other industries.
I have analyzed that I have the opportunity and resources for my personal development, grooming and stable growth in the organization.
Does your annual appraisal help you and your supervisor in identifying and have Conesus on obvious performance criteria for the coming year and Organization has a very fair policy to revise the salary policy, promotions and other benefits.
Proactive and supportive work culture
I believe that Working conditions and the environment near my location of work is quite satisfactory. (These include space of work, ventilation, cleanness and hygiene).
My skills and capabilities are fully utilized at my Job apart from this I have received on the job trainings and continuous professional development programs conducted by the organization regularly.
There is a very cooperative and healthy environment in the organization, and there is a culture of recognition and team work is highly encouraged.
Proactive team work and communication
I think there is an environment where you are free to ask questions, seek advice and get support from your supervisors and managers. My Immediate managers and Supervisors provide regular feed back on my performance and fairly listen to my views
Do you believe team meetings are useful for your work and they increase your productivity. In meeting sessions Management team treats you with respect and integrity and your performance is fairly rewarded.
How do you rate company in terms of its performance, public perception. Do you believe that performance of the company is getting better over the past year.
Work challenges and workload
I am fully aware of my job responsibilities and duties, know exactly what customers demand from us and I am allowed to work with independence and with my capabilities.
Company is democratic in terms, if an employ is not performing well there are channels and specific procedures that initially monitor and analyze the reason behind the below average performance and respective measures taken to enhance productivity without the fear to loose job.
The environment of company seeks to bring best from the employees and it believes in quality work instead of quantity by forcing employees to work for longer hours.
Work Flexibility
My work timings are flexible and it helps me to remain motivated and connected with my family.
Does Organization have a fair policy of casual Leaves, Annual leaves and instant leave in case of any personal emergency. Apart from this Organization has the policy to arrange picnics, travelling visits and other activities to keep employees motivated on regular basis.
Does organization assist you with appropriate resources in achieving your objectives and goals in time, and those resources which are not in immediate access are provided to you as soon as possible and does the inventory requirement process is efficient in your opinion.
Part 2
This survey was done in order to analyze the organizations overall performance, and what employees perceive in order to improve the performance of the organization aligning with its vision.
The Survey was divided into 5 major parts so that to take recommendations from every aspect that is crucial in organizational development.
I will discuss each aspect along with few solutions however, by taking a bird eye view on the survey it clearly shows that there is a severe need of leadership gap to be filled, because there is no direction for the employees and they are not empowered to take decisions. Relationships between employees are strong however there is no communication from the higher hierarchies. Although majority of the employees are satisfied with their income but they don’t feel satisfied at work as there is no sense of motivation and direction for them (Pynes, 2016) .
The survey clearly shows that employees feel positive about their work, they want to contribute however they feel difficulty to change and found it hard whenever there comes any obstacle. They are not motivated in their jobs and not feel involved. This is one of the prime concern in the survey. It depicts a leadership crisis and also reflects that top management is not communicating properly. Whenever there is a leadership crises with absence of direction, employees are not empowered to take decisions they will stuck in their jobs and feel less motivated. To cope this issue senior leadership should indulge an environment where every person is empowered and responsible for its job function. Every department need to have constant feedback and communicate on a constant basis because there is a severe communication gap reflects in survey (Son, 2015).
In terms of career development majority perceive that they have a very good opportunity in the organization however it lacks the culture of personal and professional development. Therefore there must be an instant program where on the job training and technical expertise needed to be provided according to specific department requirement. This will assist employees in grooming their skills and feeling the sense of career development. It is a very key indicator that employees trust organization but they feel minor changes to be done in specific areas (Lojić, Škrbić, & Ristić, 2012).
There is a sound relationship among employees and it is a very positive sign however there reflects a dearth of good working relationship from the top management, this is also the reason employees are not contended with their jobs although they feel satisfied with their remuneration and benefits (Devinney, Pedersen, & Tihanyi, 2010).
References
Devinney, T., Pedersen, T., & Tihanyi, L. (2010). The past, present and future of international business & management. Bingley, UK: Emerald.
Lojić, R., Škrbić, Ž., & Ristić, V. (2012). Strategic approach to human resources management. Defendology, 15(31), 47-62. http://dx.doi.org/10.5570/dfnd.en.1231.04
Pynes, J. (2016). Human resources management for public and nonprofit organizations.
Son, E. (2015). How HR systems Can Work Better: the Moderating Effect of HR Content and HR Process. Academy Of Management Proceedings, 2015(1), 12255-12255. http://dx.doi.org/10.5465/ambpp.2015.12255abstract
