I AM A student of management. i have completed 1st year and will opt for HR in 2nd year.
i am doing my summer project in a leading company.
my problem is that i have been given a project on employee satisfaction and half the project is complete. all i have to do is to show the dates as to when each employee satisfaction activity planned by company and departments should be done.
this is what the HR manager told me. i am confussed as to should i stick to the acrtivities planned by the company and departments and merely give dates OR should i add something extra to the existing activities prepared.
also while preparing the dates of the activities should i merely depend on my capability and understanding of the concept or use some other resource.
PLEASE SUGGEST SOME SOLUTION I AM VERY CONFUSED.
From India, Mumbai
i am doing my summer project in a leading company.
my problem is that i have been given a project on employee satisfaction and half the project is complete. all i have to do is to show the dates as to when each employee satisfaction activity planned by company and departments should be done.
this is what the HR manager told me. i am confussed as to should i stick to the acrtivities planned by the company and departments and merely give dates OR should i add something extra to the existing activities prepared.
also while preparing the dates of the activities should i merely depend on my capability and understanding of the concept or use some other resource.
PLEASE SUGGEST SOME SOLUTION I AM VERY CONFUSED.
From India, Mumbai
I am a little confused about what it is you have been asked to do as well. My first thought was that "activities" to contribute to employee satisfaction didn't sound quite right?
Are these activities ongoing strategies or one-off? Some examples might be useful.
Herzberg's theory of job [employee] satisfaction talks about two types of factors.
1. So-called "hygeine" factors. These are the things that are either "bottom line" expectations of employees or routine. (Money, work space, adequate "tools of trade", social events etc). Without these, employees would walk out, but having these things doesn't necessarily make them happy about their job either.
2. "Job Satisfaction" factors. These include the ability to work with an appropriate degree of autonomy and support, good working relationships with colleagues, clients and management, clear understanding of role, stimulating work, variety etc etc etc. These factors are what make the job really "hum" for people. Herzberg also warns that what might lead to job satisfaction for Employee A might be completely "yuk" for Employee "B".
So back to what you were asked to do...It would seem likely that the person asking you to do this task would expect you to add some value to the task, rather than just document timelines. The dilemma is what added-value is expected of you? (I'll bet your job satisfaction factors are low at the moment!). If you are to add value to the "activities", and I'm really curious as to what these are, then try to think at the higher level of job satisfaction factors instead of the bottom line "hygeine" factors.
I hope this hasn't made things more confusing. Feel free to offer more information if you get the chance.
Progress Enterprise
From Australia, Ballarat
12Are these activities ongoing strategies or one-off? Some examples might be useful.
Herzberg's theory of job [employee] satisfaction talks about two types of factors.
1. So-called "hygeine" factors. These are the things that are either "bottom line" expectations of employees or routine. (Money, work space, adequate "tools of trade", social events etc). Without these, employees would walk out, but having these things doesn't necessarily make them happy about their job either.
2. "Job Satisfaction" factors. These include the ability to work with an appropriate degree of autonomy and support, good working relationships with colleagues, clients and management, clear understanding of role, stimulating work, variety etc etc etc. These factors are what make the job really "hum" for people. Herzberg also warns that what might lead to job satisfaction for Employee A might be completely "yuk" for Employee "B".
So back to what you were asked to do...It would seem likely that the person asking you to do this task would expect you to add some value to the task, rather than just document timelines. The dilemma is what added-value is expected of you? (I'll bet your job satisfaction factors are low at the moment!). If you are to add value to the "activities", and I'm really curious as to what these are, then try to think at the higher level of job satisfaction factors instead of the bottom line "hygeine" factors.
I hope this hasn't made things more confusing. Feel free to offer more information if you get the chance.
Progress Enterprise
From Australia, Ballarat
Hi friend,
Looking at the situation you have described, I feel that the employee satisfaction activities already planned have to be co-ordinated and for that you may have to fix up the schedule with each dept. The activities may be either targeted dept wise or level wise and hence accordingly yo will have to take the concurrence of the concerned dept heads for the final schedule. So, it would be better that you frame a tentative schedule and then finalise it after consulting the respective HODs.
About the second part of the query, whether to add value to the activity, it depends on the kind of activity that has been planned. You can add value by critically analysing the activity from the user's point of view and giving useful comments on it. Also, you can collect secondary data on such activities from the net or from other organisations and add value to the activity.
If you can provide more inputs on the said activity I think there will be more respnse to your query.
From India, Pune
Looking at the situation you have described, I feel that the employee satisfaction activities already planned have to be co-ordinated and for that you may have to fix up the schedule with each dept. The activities may be either targeted dept wise or level wise and hence accordingly yo will have to take the concurrence of the concerned dept heads for the final schedule. So, it would be better that you frame a tentative schedule and then finalise it after consulting the respective HODs.
About the second part of the query, whether to add value to the activity, it depends on the kind of activity that has been planned. You can add value by critically analysing the activity from the user's point of view and giving useful comments on it. Also, you can collect secondary data on such activities from the net or from other organisations and add value to the activity.
If you can provide more inputs on the said activity I think there will be more respnse to your query.
From India, Pune
hi
you can again clarify your HR manager whether to add extra activities or should stick on with the current dates. i think that will help you since he may have an idea in his mind. moreover employee satisfaction is concerned, you should obviously take into consideration the employees, when you alter any activity
hope my suggestion may help you a little
with regards
jayavel.k
From India, Madras
you can again clarify your HR manager whether to add extra activities or should stick on with the current dates. i think that will help you since he may have an idea in his mind. moreover employee satisfaction is concerned, you should obviously take into consideration the employees, when you alter any activity
hope my suggestion may help you a little
with regards
jayavel.k
From India, Madras
hi.. pl help me also for Employee Satisfaction survey at Workmen N staff level..i m working in a manufacturing company based at Mumbai...just joined the group.. thanks n regards anjali
From India, Thana
From India, Thana
If you tell me what are the activities you have identified or the ones planned by the company, I will suggest the sequence and dates. Yes there needs to be a logic for the sequencing of activities., Often the out come of one activity is the imput to another or stacks up meaningfully for Analysis.
You will have to explore the input and output of each of these activities and the logical event spread and other factors such as frequency of similar activities, run in batches, organisation events and opportunities.
From India, Bangalore
You will have to explore the input and output of each of these activities and the logical event spread and other factors such as frequency of similar activities, run in batches, organisation events and opportunities.
From India, Bangalore
you must refer other resources also for your project, which can give you insight on the topic.
Instead of giving only dates , also suggest as to what activities are required to decrease dissatisfaction and also try to recommend them the solution to increase the period of employee getting dissatisfied.
Ekta
From India, Ahmadabad
Instead of giving only dates , also suggest as to what activities are required to decrease dissatisfaction and also try to recommend them the solution to increase the period of employee getting dissatisfied.
Ekta
From India, Ahmadabad
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Employee Satisfaction Survey[1].doc