Employee Voice Discussion Post Assignment
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages
Employee Voice Discussion Post Assignment
Employee, Voice, Discussion, Post, Assignment
- What data would you gather about your organization (or large department or division) to accurately evaluate its organizational climate?
To accurately assess the climate of my organization, I would assess the corporate culture, the commitment of employees, evaluate communication, and asses the perception of ethics within the division (CHRM, n.d). I would also like to gauge if there is a potential turnover problem, find ways to improve the organization, and attempt to determine if employees are happy.
- How would you collect that data?
Anonymously through an online survey. I have seen many surveys throughout my career and most of them are flooded with redundant, but mandatory questions. These questions must be answered to progress or submit the survey. I believe this lowers participation giving less data to analyze.
- How often would you collect data and analyze it?
Frequency is another factor that could deter someone from taking a survey. If it offered too frequently, the employee could question if their input matters and become fatigued. Surveys should be conducted when a senior leader changes in the organization or a merger.
According to Marritt (2017) employees may be asked the same question every quarter. I believe it depends on the number of questions in a survey and what data is trying to be obtained. If the survey is short, quarterly should be fine. If the survey takes forty minutes to complete, quarterly may be too frequently.
- How would you analyze it?
I believe analyzing the commitment would be one of the best factors to understand the climate of an organization. According to Meyer, Stanley, & Parfyonova (2012), there are three types of commitment to an organization.
The first is affective commitment or the emotional desire to remain attached to the company. The second is normative commitment or sense of obligation to stay. The last is continuance commitment; the cost of leaving. I believe pulling data in this manner could really shed light on how committed employees are.
- What is an example of an HRM action that might result based on data gathered?
The first thing that comes to mind during a survey is the potential removal or change in leadership. However, there are other actions we can track through survey data. Surveys can ask employees how long they plan on remaining with the organization also allow employees to be heard and positively influenced. (Miller, 2018).
- What are your experiences with evaluating organizational climate as an administrator or as part of a work group?
As a previous acting First Sergeant, I assisted the commander with administering the DEOMI Equal Opportunity Climate Survey (DEOCS). The objective of this survey is to enhance commander accountability, address issues of equal opportunity, improve effectiveness in the organization, and provide a uniform assessment across all Services & DoD components.
The survey results are forwarded to the commander’s immediate supervisor, the survey was done annually or withing 120 days of assuming command, and out of cycle request for additional surveys are not authorized (DEOCS Information, n.d.).
CHRM. (n.d.) What is the organizational climate assessment ad how is it down? Retrieved from https://www.chrmglobal.com/Qanda/73/1/What-is-organizational-climate-assessment-and-how-is-it-done-.html
DEOCS Information. (n.d.). Unit climate assessment/DEOCS. Retrieved from https://www.hanscom.af.mil/Portals/57/documents/eo/AFD-141125-006.pdf?ver=2016-07-07-110320-487
Marritt, A. (2017, January 29). How frequently should you survey employees? Retrieved from https://www.organizationview.com/insights-articles/2018/5/27/how-frequently-should-you-survey-employees
Meyer, J. P., Stanley, L. J., & Parfyonova, N. M. (2012). Employee commitment in context: The nature and implication of commitment profiles. Journal of Vocational Behavior, 80(1), 1-16. Retrieved from Science Direct in the Trident Online Library.
Miller, B. (2018, April 09). Pros and cons of employee engagement surveys. Retrieved from https://hrdailyadvisor.blr.com/2018/04/09/pros-cons-employee-engagement-surveys/