While evaluating the organizational climate, there is a need to first conduct surveys for employees by ensuring anonymity to the participants to initiate the provision of honest answers. The data includes how the employees feel working in the organization. Besides, there is a need to collect data on some of the areas that employees perceive as problematic in the organization. Lastly, there is a need to enquire from employees the areas that require priority to change.
2. How would you collect that data?
Data will be collected through web-based surveys to collect the opinion of employees. The second option is through paper-based surveys where questionnaires are dispersed to employees to collect data. However, to boost the aspect of anonymity, the web-based survey will be more effective where employees can voluntary fill in the survey without leaving any personal and identifiable information. Colla et al., (2005) explains that while conducting a survey, it is essential for the researcher to maintain anonymous by assuring employees that their contribution will not result in retribution or negative outcomes.
3. How often would you collect data and analyze it?
There is a plan to conduct quarterly performance reviews by conducting an employee survey four times in a year.
4. How would you analyze it?
The data would be analyzed through averages of rating, factor analysis or item-analysis. Roberts, Konczak and Hoff Macan (2004) provide organizational climate analysis can be achieved through Group & Organizational ranking; Highest- or Lowest-Rated Item (help identify the weakness and strengths of employees); Item Ratings-Performance vs. Expected (normed); Individual Item Ratings; Summary-Performance vs. Expected; and Performance Dimension Summary.
5. What is an example of an HRM action that might result based on data gathered?
Organizational climate survey generates significant data used by HRM to determine the work environment and measure employee motivation and job satisfaction. After determining the work environment the HRM will identify whether the employee is satisfied or dissatisfied and work towards satisfying the employees. Some of the actions that HRM may employ include recognition and rewarding good work, and increase employee engagement in decision making, and financial incentives.
6. What are your experiences with evaluating organizational climate as an administrator or as part of a workgroup?
While evaluating the organizational climate as an administrator is that it helps understand the problems that the employees are undergoing. With this, the administrator can promote strategic planning, mentoring, employees’ satisfaction, creativity, motivation, and, compensation and benefits to employees. Such information will benefit to develop staffs, teamwork, analytical thinking, interpersonal relations, and mentoring.
Colla, J. B., Bracken, A. C., Kinney, L. M., & Weeks, W. B. (2005). Measuring patient safety climate: a review of surveys. BMJ Quality & Safety, 14(5), 364-366.Roberts, L., Konczak, L. and Hoff Macan, T. (2004). Effects of Data Collection Method on Organizational Climate Survey Results. Applied H.R.M. Research, 9(1), pp.3-26.
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