The organization that you are a director of leadership and learning for has been conducting engagement surveys among its employees every two years to gain a deeper
Overview
This assignment is a continuation of the employee satisfaction survey results and GROW model template assignment that you completed in Module Two.
Scenario
The organization that you are a director of leadership and learning for has been conducting engagement surveys among its employees every two years to gain a deeper understanding of employees’ views on areas such as customer service, the organization's overall strategy, job satisfaction, rewards and recognition, and training and development. The most recent survey was conducted this year, and the organization wants to carry out another survey in two years.
Prompt
Your task is to continue using your GROW model template you began in Module Two to complete the final three sections:
- Identified Gaps—Obstacles
- Goal Revision
- A Way Forward—Action
Specifically, you must address the following rubric criteria:
- In the Identified Gaps—Obstacles section, describe obstacles that might prevent the focus areas you previously identified moving from current state to future state. Consider the following in your response:
- Skill gaps, organizational culture, and resources among other things
- In the Goal Revision section, for each of the goals you created previously, describe whether they need to be revised:
- For the goals that do need to be revised, provide a revision and explain your changes based on obstacles you identified above.
- For the goals that do not need to be revised, provide rationale for why this goal should remain the same. Support your response.
- In the A Way Forward—Action section, recommend an actionable step that should be taken in order to close the gap between current state and desired future state for each identified focus area and related goal. Your response should include the following for each actionable step:
- An explanation on what the step will entail
- Identification of stakeholders who will need to be involved
- Justification for how this step will help close the gap between current state and desired future state
I HAVE UPLOADED THE FIRST PART OF THE ASSIGNMENT YOU CAN JUST ADD ON TO THIS ONE AND CONPLETE THE NEXT THREE SECTION.
What To Summit
Submit your answers in the GROW Model Template that you began working on in Module Two. If references are included, they should be cited in APA format.
MBA 530 GROW Model Template
Name: Rashunda Wills
Date: 8/10/2024
Identified Trends
Notable trends observed can be categorized as; significant declines, consistent areas, and interlinked focus areas elucidated below:
Significant Decline
How employees feel about whether the company cares about them has recorded a significant decline from 75% four years ago to the current satisfaction rate of 60%. A similar trend has been observed in how employees feel satisfaction and the company makes use of their skills and abilities, recording a decline of 48% to 35% and 59% to 43%, respectively.
Steady Areas
The constant striving for the company to provide value to its clients has remained stable for the four-year period at 90%. Working conditions have also remained high, averaging 80 %. A similar trend is observed in employees' perception of Respect for the dignity and diversity of all employees, as well as fair compensation, averaging 75%.
Interlinked Focus Areas:
There is a decline in employees' job satisfaction. This could be attributed to factors like lower recognition and praise scores averaging less than 50%.
Employee Survey Results Data
Focus Areas
J ob Satisfaction
A low Score in job satisfaction, whether the company makes good use of employees' skills and abilities and appreciation from a supervisor, characterized by a declining trend, suggests the need for targeted intervention to boost employees' morale and engagement, such as placing employees in areas that fully exploit their abilities.
Recognition and Praise
Scores in job recognition and praise are not only low but have also exhibited a declining trend over the past four years. This trend suggests that employees do not feel adequately appreciated or acknowledged for their contribution. Interventions geared at recognizing and motivating employees are therefore required to drive productivity and overall satisfaction.
Company and Strategy:
Survey results indicate a significant drop in employee’s perception of whether the company cares for them, suggesting a disconnect between the organization's overall strategic goals and workforce experiences
Reality—Current State
Job Satisfaction:
The declining job satisfaction, as reported by employees, can amplify attrition, low productivity, and overall employee morale. Based on the survey outcome, it is evident that the company underutilizes employees' skills who also repro limited support from their supervisor
Recognition and Praise
Employee have reported being less recognized and appreciated, which weakens their motivation to innovate and be productive. This could be due to the company's inability to effectively communicate recognition, leading to the organization's workforce feeling undervalued and appreciated.
Company and Strategy:
The current perception of employees that the company cares less about them is likely to impact their commitment and loyalty. This trend is likely attributed to gaps in the company's policies and poor communication.
Desired Future State—Where Would You Like to Be?
Job Satisfaction
Focus on increasing the percentage of employees who are satisfied with their jobs from 35% to around 55%. Doing so will lead to improved retention, morale, and enhanced productivity.
Recognition and Praise
Considering that the percentage of employees who feel recognized averages below 50%, it is crucial to increase this percentage to an average of 60%. Enhance recognition will lead to desirable outcomes such as employee motivation and a sense of belonging, which is crucial for enhancing loyalty.
Company and Strategy:
The percentage of employees who feel valued by the company should be increased to 70%. This could lead to higher loyalty and a desirable organizational culture.
Identified Trends
Current Year I have the tools and resources to do my job well Provides employees with fair compensation Constantly strives to provide value to our clients and customers My company cares about its employees My job makes good use of my skills and abilities I am very satisfied with my job Maintains working conditions that are safe Respects the dignity and diversity of all employees 76 75 90 60 43 35 78 75 Two Years Ago I have the tools and resources to do my job well Provides employees with fair compensation Constantly strives to provide value to our clients and customers My company cares about its employees My job makes good use of my skills and abilities I am very satisfied with my job Maintains working conditions that are safe Respects the dignity and diversity of all employees 77 76 89 70 52 41 80 76 Four Years Ago I have the tools and resources to do my job well Provides employees with fair compensation Constantly stri ves to provide value to our clients and customers My company cares about its employees My job makes good use of my skills and abilities I am very satisfied with my job Maintains working conditions that are safe Respects the dignity and diversity of all employees 76 75 91 75 59 48 80 75
Survey Qeustion Outcome
Percentage
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