Thursday, May 2, 2019

Job Satisfaction Survey Essay Example | Topics and Well Written Essays - 750 words

Job Satisfaction Survey - Essay ExampleIt presents a well-rounded picture of our current hands and can offer some insight into improving employee prank satisfaction.While this good deal focused on course satisfaction, this approach could have many applications to our business. A correspondent survey could be used to design benefits packages or incentive programs. A wider range of options could be offered that would be more appealing to different age, gender, and demographic groups. In addition, it may serve to uncover the sources of dissatisfaction, which could be address and corrected. An example would be if a future survey were to reveal that single parents were little satisfied due to a lack of day care, the firm could consider adding that as a benefit. However, the company must go forward in mind the legal requirements for hiring and not discriminate against any particular demographic group.Some of the highlights of the survey revealed some interesting factors about our w orkforce. Currently we have a workforce that is comprised of 62% fe viriles and 38% staminates. around of these employees (59.6%) are apply in the administration department. The information department has 36.4% of the workforce with the remaining 4% employed in human resources. The administration department has a greater percentage of male employees. While males however comprise 38% of the total workforce, they make-up 41% of the administration department. ... Eighteen percent of the female workforce has tenure greater than 5 long time, while males in the same category are 16.8%. The percentage of females and males with less than 2 eld tenure is roughly equal with 59.4% and 60% respectively. In the area of job satisfaction, male and females are similar in their overall job satisfaction rating. Males had a blotto overall gain of 4.2 while females had 4.3. However, there was some variance in the intrinsic and extrinsic portion of the survey. Males had a high implicate score f or intrinsic satisfaction outscoring females 4.8 to 4.3. However, females scored extrinsic satisfaction higher by a mean score 5.4 to the males 4.9 rating. The benefits portion was females 4.9 mean rating and males 5.1. It should be noted that 10.7% of the workers employed less than 2 years had an overall satisfaction of 6 or higher, while this number reduced to 6.8% of the workers who had greater than 5 years tenure.If we were to select one person at random from the workforce, there is a 66.4% chance that the person would be between 22 an 49 years of age. Of the workforce, 153 members rated the overall satisfaction at 4.7 or less. This represents 61.2% of the total employees. Again, if were to strip a person at random there is a 13.2% chance that the employee will be male and in the information department. In the category of intrinsic satisfaction, 14% of the hourly employees rated the category at 6 or higher. In conclusion, these results can be useful in designing programs and fa cilities that will improve the job satisfaction for the workforce. It may be helpful to understand why females have a higher mean score on extrinsic satisfaction, while

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