3. set of favourable or unfavourable
feelings with which employees view
their work

4. Why Study About it?
INPUTS
DECISION
EMPLOYEE PROBLEMS

5. JOB SATISFACTION SURVEY
• Procedure by which employees report their
feelings toward their jobs and work
environment

6. BENEFITS
The survey tells how employees feel about
their jobs, what parts of their jobs these
feelings are focused on, which departments are
particularly affected and whose feelings are
involved.
• Monitoring Attitudes is possible

7. • Flow of Communication is improved
• It serves as Safety Valves
• Identification of training needs
• Helps in planning and monitoring
new programs

8. IDEAL SURVEY CONDITIONS
• Top management actively supports the survey
• Employees are fully involved in planning the
survey
• Past surveys have produced noticeable changes
• A clear objective exists for conducting the
survey
• The study is designed and administered in a
manner consistent with standards for sound
research
• Management is capable of taking, and willing to
take, follow-up action.
• Both the results and action plans are
communicated to employees

9. Sources of
Information
Labor
Turnover
Performance
records
Waste and
scrap reports
Quality
records
Absences
and tardiness
records
Reports from
counsellors
Grievances
Accident
reports
Training
Records
Suggestions
Medical
Records
Exit
Interviews
Daily Contacts
Existing Datas

10. Identify
Reason of
Survey
Obtain
management
commitment
Develop
Survey
Instrument
Administer
survey
Tabulate
results
Analyze
results
Provide
feedback to
participants
Implement
action plan
Monitor
results

11. Types of Survey Questions
Close-end Question
Open-end Question
Directed
Undirected

12. EXAMPLE:
A question presented in an interview
or survey format that directs the
respondent to simply select and mark the
answer that best represents his or her own
feelings.

13. Those questions presented in an
interview or survey format in which
employees respond in their own words to
express their feelings, thoughts, and
intentions.

14. RELIABILITYRELIABILITY
Validity
Capacity of a survey
instrument (or action) to
produce consistent results
Validity
Capacity of a survey
instrument to measure
what it claims to measure

15. What to do with the results?
Communicate
the results
Comparative
Data
Committee
Work Follow-
up
Feedback to
Employees

16. SURVEY REPORT
Managers who make the final decision needs evidence.

17. Job Satisfaction in
Department A
Job Satisfaction in
Department B
Comparing results will drive managers for improvement and continuous use of
satisfaction information.

18. Set up task forces whose
responsibility is to review the
survey data and develop
plans for corrective action

19. When corrective
action is taken as
the result of a
survey, details of
what was learned
and what was
done should be
shared with
employees as
soon as possible.

20. • Make the reward
system closely tied to
individual or team
performance.
• Set challenging goal
with employees
• Define clear role
expectations
• Refrain from attacking
the employee’s
attitude. Use active
listening.
• Provide frequent
feedback.
• Exhibit a caring,
considerate orientation.
• Provide opportunities
for employees to
participate in decision
making.
• Show APPRECIATION.