Date of publication: 2017-07-09 12:17
A satisfaction survey is used by an organization or a business to measure the liking and approval of a particular group of stakeholders for its services, work environment, culture, or employment. Specifically, for this Human Resources site, an employee satisfaction survey is the survey most frequently noted.
An employee can be satisfied with a job without being engaged in the job. Employee engagement is much more than being content with pay and the ability to leave at 8 pm. That contentedness is merely job satisfaction, and though satisfaction is generally enough to retain employees, it 8767 s not enough to ensure productivity. On the other hand, employee engagement does promote increased productivity.
Industrial-organizational (I-O) psychology is the scientific study of working and the application of that science to workplace issues facing individuals, teams, and organizations. The scientific method is applied to investigate issues of critical relevance to individuals, businesses, and society.
The involvement of employees in improving the work environment based on survey results creates an environment of shared responsibility for workplace culture and improvements. Employers should avoid leading employees to believe that satisfaction at work is the employer s responsibility. Employee satisfaction is a shared responsibility. So, is the response to an employee satisfaction survey.
If an employer decides to use a satisfaction survey, the employer must commit to making changes in the work environment based on the employee responses to the survey. This is the bottom line for employers who are considering administering a survey to employees.
Salary, Wages and Conditions of Service : To use salaries as a motivator effectively, personnel managers must consider four major components of a salary structures. These are the job rate, which relates to the importance the organization attaches to each job payment, which encourages workers or groups by rewarding them according to their performance personal or special allowances, associated with factors such as scarcity of particular skills or certain categories of information professionals or librarians, or with long service and fringe benefits such as holidays with pay, pensions, and so on. It is also important to ensure that the prevailing pay in other library or information establishments is taken into consideration in determining the pay structure of their organization.
Consider Connie. She is an assembly line employee who is satisfied with her job. Her job means steady employment. She feels satisfied with her pay (at least it 8767 s better than most of the jobs she could find in the area). She starts at 7:55 in the morning and gets off in time to pick up her seven-year-old from school. It meets her needs. However, for Connie, it 8767 s just a job. She can 8767 t say she looks forward to coming to work, and she doesn 8767 t find herself motivated to perform her best.
The employer who chooses to use a satisfaction survey with employees must be committed to reporting the results to employees. Additionally, the employer should be committed to making changes to the work environment, with the help and involvement of employees and teams of employees.
Statistics Solutions consists of a team of professional methodologists and statisticians that can assist the student or professional researcher in administering the survey instrument, collecting the data, conducting the analyses and explaining the results.
I/O psychologists should acquire knowledge of research and theory on the social bases of behavior, cognitive-affective bases of behavior, and individual differences theory. Social, cognitive, developmental, learning, and individual difference theories continue to play important roles in theory development and research in I/O psychology. Although knowledge of research and theory on the biological bases of behavior is important for I/O psychologists dealing with specific practice issues or more specific research issues (., the role of cortical regulatory systems in experienced affect at work), practice and research in I/O psychology is much less focused than some other specialties on the biological bases of behavior.