Employees attitude and morale survey... in an consultancy as well as in an mnc
129158
Attitude surveys are a very old term for this tool to measure employee attitudes toward work, bosses, leaders etc. Traditionally these surveys covered management quality, the effectiveness of compensation and benefits programs, organizational communications issues, safety and health concerns, etc. \n\nRight now most companies use surveys to measure levels of employee engagement and trust.\n\nBefore introducing the survey, you should make sure that executives make a real commitment to it and are open to paying attention to problem areas. If you are going to do a survey, you must commit that you will listen to what employees have to say, address their concerns openly and honestly and make changes based on the survey results. If you don't have this commitment the effort will fail. The worst thing you can do is conduct a survey in an environment where upward feedback is not welcome in the first place. Employees are smart enough to see through a false commitment, and you may only succeed in creating an employee relations disaster.
144485
Patient catering satisfaction questionnaire\nQuestionnaire to measure patients’ satisfaction with their catering service and database to process findings and generate reports.
397055
1. Start with the basics - demographics. Clearly you need a gender M/F question but you might also want age, occupation and living status for example.\n\n2. Then add a bunch of attitude statements with a 5 point scale. Strongly agree ....strongly disagree with indifferent in the middle.\n\n3. Make sure your statements cover as many different points of view as possible. \n\n4. You could add a few other questions about other forms of buying to see if its specific to clothing or more generalised.\n\nImportantly you might aslo want to consider "in what ways male and females differ in their attitudes". I say this because your question above implies a yes or no answer. Open it up a bit and it'll also help you generate hypotheses too.\n\nCluster analysis is a "fun" way of playing with attitude statements after.\n\nHope this helps
131228
It is a funny thing, they say, about bosses.  What they say is seldom what they mean, even if they mean what they say.  \n\nAsking a person for an honest opinion is still in hope that the opinion will be good.  \n\nWhat I would encourage you to do is be honest, but be positive.  I would focus overwhelmingly on the positive attributes, but be honest about ways to help his business succeed (assuming he owns the business), or ways to become an "even better boss".  Feel free to add in a touch of humor, if that will lighten the mood, (such as, "I know you have it tough dealing with an employee with me, but").  \n\nIf there are some tough things you really want to say, let him know your intentions in answering the questions upfront (I have grown to appreciate and trust you and your wife, and will answer as honestly as I can in hopes of helping you get ahead).  That would mean a lot to me if I had handed you the questionnaire.
29275
give me the information needed for the survey
477241
attitude, willingness, work ethic most important things man\n(good attitude that is)
243871
well..i'm doing a project on HR, the objective is how to maintain the company's core competence in a local private owned company. if you want further info, you can contact me at rita0687@yahoo.com.cn\n\nAlso, i have already finished a project on TQM,i dont know whether it is suitable to u. I have done a lot of research on it.\n\nPS: i dont need a ticket, give me the visa to germany first;-)
188067
A people manager needs to be able to \n\na) set clear objectives which are both challenging and realistic\nb) give credit where credit is due and say thank you\nc) deal with problems as soon as they arise in a constructive and firm way\nd) be approachable and willing to listen\ne) help staff to continually develop their skills by giving regular feedback and offering them training\n\nThe worst qualities are\na) indecision\nb) assumption of the cause of a problem without finding out the facts\nc) laying down rules without consultation or discussion\nd) refusal to accept or implement change\ne) inability to relate to their staff
672591
Show up prepared to remind others about your accomplishments.  If possible be ready to measure them with hard numbers (percentage efficiency improved, revenue earned, expenses cut, etc.)\n\nBe honest.  Try to be objective about your strengths as well as areas needing growth.  \n\nBe mature in your responses to criticism, don't overreact.  If you disagree with an assessment, say so but don't get emotional about it.\n\nAbove all, walk in with the attitude that you are a valuable asset to the Company.
564890
I haven't heard of the survey. I do however know of a book written that was based on the largest gallop survey of employees and managers ever undertaken.\n\nIt's called:\nFirst, Break All the Rules - What the world's greatest managers do differently\nby Marcus Buckingham and Curt Coffman\npublished by Simon & Schuster\n\nFree initial consultations.\n\nBrandon O'Dell\nO'Dell Consulting\nRestaurants/Retail/Bars\nbodell1@cox.net\n(316) 361-0675\nhttp://www.bodellconsulting.com
520817
There are two types of work in every organisation. One is doing the legitimate work. The other is doing personal work of bosses or running errands for them. the second category enjoys the favour of bosses But for that you have to swallow your self respect. what would you prefer?
526659
A - True\n\nI totally agree with the article! This is a major issue in the Hospitality Industry! Very difficult to retain staff for the establishment. Most of the time is due to poor management.\n\nThe staff, don't normally understand their importance in the big picture. Therefore they don't feel that the job or the responsibility they hold, no matter how irrelevant it may seems to them can and most of the time may make the biggest difference! If the staff don't feel they are just as special as their guests i.e. poor staff satisfaction, the result will be poor guest satisfaction!\n\nTherefore, proper training at all levels are imperative! Through training, the staff may shown the big picture, what the establishment is trying to achieve and there they fits in! Explaining and show them that without the staff, the establishment will not be able to function properly.\n\nIt is good to let the staff know the significance of their task. Everyone in the establishment is working as a TEAM and this team can only be profitable if everyone works together.\n\nSo, back to the problem. Management need to find and train new talents that is able to deliver this task, because it is so true that poor staff retention is often the result of poor management.\n\nI hope this helps you in some way..
65227
Honestly, dont get creative.  Tell them exactly what you think and dont beat around the bush.  The feedback that you give them needs to help both the employee and YOU as the employer.  Most feedback should be designed to tweek behaviour that will allow you to get more out of the employee.  Remember, they are there to help YOU.
133827
I'll make you a short questionnaire sample and post it on my demo site / blog shortly.\n\nUPDATE:\n\nThis project is ready at my blog:\n\nhttp://blog.360.yahoo.com/blog-NVb99sQ4RK5BVgIbxdcQdcRtfT8-?cq=1&p=42
52068
How about doing something no employer has ever done before?  Look at the amount of work an employee does, the quality of their work, their attitude towards the job (do they do as little as possible?  Or volunteer when something special needs to be done?) whether they work or spend most of the day doing personal things, and whether they are usually late or on time, and reward those doing the best?
32875
My company did this last year.  We asked each department to identify the top risks to our business from their perspective.  We also asked them to get out of the box and look at everything from market changes to having a key employee leave.   \n\nOnce we had a list of risks, we used a scale of 1-10 for three areas:  1) Chance of this happening, 2) Cost to Cure  3) Revenue Risk.  This wasn't a perfect science, but it gave us something to work with and a common language.  \n\nWe found there was a list of about 100 and we tackled them based upon budget and bandwidth of the key employees.  \n\nI am certain there are MBA's out there who will have better answers.  Good luck.
88363
i think its necessary to monitor employees who go to yahoo answers during company time. (i'm guilty of that too..lol)