Enviar búsqueda
Cargar
O Ework
•
1 recomendación
•
491 vistas
S
shrm
Seguir
Denunciar
Compartir
Denunciar
Compartir
1 de 20
Descargar ahora
Descargar para leer sin conexión
Recomendados
Effects of Absenteeism on Company Productivity%2c Efficiency%2c and Profitabi...
Effects of Absenteeism on Company Productivity%2c Efficiency%2c and Profitabi...
Stevie Lynch
Stress in the Workplace
Stress in the Workplace
Regus
Hawthorne studies
Hawthorne studies
Tresarj
Chp1
Chp1
sanyogita55
Stop Wasting Your Employees Time
Stop Wasting Your Employees Time
Strategy&, a member of the PwC network
Shrm Poll Economy Fall09 Final
Shrm Poll Economy Fall09 Final
shrm
Online Degrees Final
Online Degrees Final
shrm
Shrm Poll Office Pool Final
Shrm Poll Office Pool Final
shrm
Recomendados
Effects of Absenteeism on Company Productivity%2c Efficiency%2c and Profitabi...
Effects of Absenteeism on Company Productivity%2c Efficiency%2c and Profitabi...
Stevie Lynch
Stress in the Workplace
Stress in the Workplace
Regus
Hawthorne studies
Hawthorne studies
Tresarj
Chp1
Chp1
sanyogita55
Stop Wasting Your Employees Time
Stop Wasting Your Employees Time
Strategy&, a member of the PwC network
Shrm Poll Economy Fall09 Final
Shrm Poll Economy Fall09 Final
shrm
Online Degrees Final
Online Degrees Final
shrm
Shrm Poll Office Pool Final
Shrm Poll Office Pool Final
shrm
Thoufi project
Thoufi project
Fathimath Sayyida
Running head PROBLEMS IN THE WORKPLACE .docx
Running head PROBLEMS IN THE WORKPLACE .docx
toltonkendal
Shrm Poll Retirement09 Ee Ks
Shrm Poll Retirement09 Ee Ks
shrm
white paper retention surveys final
white paper retention surveys final
Kelli Keech
Why you hate work ny times.com
Why you hate work ny times.com
Ted Gorczyca
Organization Behaviors.pptx
Organization Behaviors.pptx
VikasRai405977
Why is engagement so disengaging?
Why is engagement so disengaging?
Chandler Macleod
Grow Regardless by Joe Mechlinski
Grow Regardless by Joe Mechlinski
Joe Mechlinski
Attrition & exit
Attrition & exit
tanushr
Employee Engagement 060512 Sbane Presentation
Employee Engagement 060512 Sbane Presentation
Karyn White, PHR
Employee Turnover And Retention In Banks
Employee Turnover And Retention In Banks
Allen Godwin Amanna
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
Kashish Trivedi
308209419BUSS2501ResearchReportS12015 copy
308209419BUSS2501ResearchReportS12015 copy
Nicola Carroll
Understanding Layoffs and its Impact on Employees
Understanding Layoffs and its Impact on Employees
swapneelparekh2023
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
waromar
143227629 employee-absentism
143227629 employee-absentism
Ankush Chaudhary
General session two work life balance
General session two work life balance
SubirDatta12
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
IAEME Publication
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
iaemedu
Ict work life balance final
Ict work life balance final
shrm
Policies on Politics in the Workplace
Policies on Politics in the Workplace
shrm
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
shrm
Más contenido relacionado
Similar a O Ework
Thoufi project
Thoufi project
Fathimath Sayyida
Running head PROBLEMS IN THE WORKPLACE .docx
Running head PROBLEMS IN THE WORKPLACE .docx
toltonkendal
Shrm Poll Retirement09 Ee Ks
Shrm Poll Retirement09 Ee Ks
shrm
white paper retention surveys final
white paper retention surveys final
Kelli Keech
Why you hate work ny times.com
Why you hate work ny times.com
Ted Gorczyca
Organization Behaviors.pptx
Organization Behaviors.pptx
VikasRai405977
Why is engagement so disengaging?
Why is engagement so disengaging?
Chandler Macleod
Grow Regardless by Joe Mechlinski
Grow Regardless by Joe Mechlinski
Joe Mechlinski
Attrition & exit
Attrition & exit
tanushr
Employee Engagement 060512 Sbane Presentation
Employee Engagement 060512 Sbane Presentation
Karyn White, PHR
Employee Turnover And Retention In Banks
Employee Turnover And Retention In Banks
Allen Godwin Amanna
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
Kashish Trivedi
308209419BUSS2501ResearchReportS12015 copy
308209419BUSS2501ResearchReportS12015 copy
Nicola Carroll
Understanding Layoffs and its Impact on Employees
Understanding Layoffs and its Impact on Employees
swapneelparekh2023
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
waromar
143227629 employee-absentism
143227629 employee-absentism
Ankush Chaudhary
General session two work life balance
General session two work life balance
SubirDatta12
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
IAEME Publication
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
iaemedu
Ict work life balance final
Ict work life balance final
shrm
Similar a O Ework
(20)
Thoufi project
Thoufi project
Running head PROBLEMS IN THE WORKPLACE .docx
Running head PROBLEMS IN THE WORKPLACE .docx
Shrm Poll Retirement09 Ee Ks
Shrm Poll Retirement09 Ee Ks
white paper retention surveys final
white paper retention surveys final
Why you hate work ny times.com
Why you hate work ny times.com
Organization Behaviors.pptx
Organization Behaviors.pptx
Why is engagement so disengaging?
Why is engagement so disengaging?
Grow Regardless by Joe Mechlinski
Grow Regardless by Joe Mechlinski
Attrition & exit
Attrition & exit
Employee Engagement 060512 Sbane Presentation
Employee Engagement 060512 Sbane Presentation
Employee Turnover And Retention In Banks
Employee Turnover And Retention In Banks
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
A Complete Guide to Promoting a Healthy Remote Work-Life Balance
308209419BUSS2501ResearchReportS12015 copy
308209419BUSS2501ResearchReportS12015 copy
Understanding Layoffs and its Impact on Employees
Understanding Layoffs and its Impact on Employees
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
STUDY OF JOB SATISFACTION OF EMPLOYEES ON THE BASIS OF QUESTIONERE
143227629 employee-absentism
143227629 employee-absentism
General session two work life balance
General session two work life balance
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
Job satisfaction in banking a study of private and public sector banks
Ict work life balance final
Ict work life balance final
Más de shrm
Policies on Politics in the Workplace
Policies on Politics in the Workplace
shrm
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
shrm
2013 Office Pool Survey
2013 Office Pool Survey
shrm
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
shrm
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success final
shrm
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
shrm
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
shrm
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
shrm
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedules
shrm
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
shrm
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
shrm
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
shrm
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
shrm
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
shrm
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
shrm
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
shrm
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
shrm
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_final
shrm
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015
shrm
The Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates
shrm
Más de shrm
(20)
Policies on Politics in the Workplace
Policies on Politics in the Workplace
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
2013 Office Pool Survey
2013 Office Pool Survey
SHRM Survey Findings: Smoking in the Workplace
SHRM Survey Findings: Smoking in the Workplace
Shrm survey findings using competencies to achieve business unit success final
Shrm survey findings using competencies to achieve business unit success final
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...
Policies for Marijuana Use in the Workplace
Policies for Marijuana Use in the Workplace
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM Survey Findings: 2015 End-of-Year/Holiday Activities
SHRM 2016 Holiday Schedules
SHRM 2016 Holiday Schedules
2015 HR Perspectives on Overtime Exemptions
2015 HR Perspectives on Overtime Exemptions
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits—Leveraging Benefits to Recruit Employees
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Health Care
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Assessment and Communication of Benefits
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits―Flexible Work Arragements
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Leveraging Benefits to Retain Employees
2015 Strategic Benefits—Wellness Initiatives
2015 Strategic Benefits—Wellness Initiatives
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...
Shrm healthy foodspoll08152010_final
Shrm healthy foodspoll08152010_final
SHRM/Globoforce Employee Recognition Programs—2015
SHRM/Globoforce Employee Recognition Programs—2015
The Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates
O Ework
1.
Pressure to Work:
Employee Perspective January 12, 2009
2.
Pressure to Work:
Employee Perspective • The findings covered in this presentation are from the perspective of a sample of U.S. employees. The SHRM Omnibus Employee Survey included a wide range of questions that centered on the viewpoint of employees on a variety of workplace issues. The data that follow are from a section of this survey that asked employees about the pressure they feel to stay “connected” to the workplace outside of traditional work hours or when they are away from the office due to personal reasons. • SHRM collects a wealth of data on organizational and workplace issues. Please visit www.shrm.org/surveys to access our publications. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 2
3.
Pressure to Work:
Employee Perspective Is There Pressure to Stay Connected to Office? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 3
4.
Within the past
12 months, how often have you…? Note: Sorted in descending order by “never” data. Excludes respondents who answered “not applicable” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 4
5.
Within the past
12 months, how often have you…? (By Employee Level, Organization Staff Size, Organization Sector and Industry) •Differences by employee level: •Executive-level and middle-management employees reported greater average frequency compared with nonmanagement employees for 1) working after hours (beyond scheduled time) during the week or on the weekends, 2) checking work e-mail after hours (beyond scheduled time) during the week or on weekends, 3) checking e-mail while on vacation, 4) checking e-mail while taking sick leave and 5) working through their lunch break. •Differences by organization staff size: •Employees from small-staff-sized organizations reported greater average frequency than employees from medium-staff-sized organizations for 1) checking e-mail while on vacation, 2) checking e-mail while taking sick leave and 3) working through their lunch break. •Employees from small-staff-sized organizations and large-staff-sized organizations reported greater average frequency than employees from medium- staff-sized organizations for checking work e-mail after hours (beyond scheduled time) during the week or on weekends. •Differences by organization sector: •Employees from privately owned for-profit companies reported greater average frequency than employees from publicly owned for-profit companies for working after hours (beyond scheduled time) during the week or on the weekends. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 5
6.
Within the past
12 months, how often have you…? (By Employee Level, Organization Staff Size, Organization Sector and Industry - continued) •Differences by industry: •Employees from consulting companies reported greater average frequency than employees from retail/wholesale trade for 1) checking work e-mail after hours (beyond scheduled time) during the week or on weekends and 2) checking e- mail while on vacation. •Employees from health care and social assistance (e.g., in-home care, nursing homes, EAP providers, hospices, etc.) and “other” industries reported greater average frequency than employees from retail/wholesale trade for working through their lunch break. Note: Based on a scale where 1 = “never” and 4 = “frequently.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 6
7.
To what extent
do you feel pressure in your current position to…? Note: Sorted in descending order by “no pressure” data. Excludes respondents who responded “not applicable” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 7
8.
To what extent
do you feel pressure in your current position to…? (By Employee Level) •Differences by employee level: •Executive-level and middle-management employees reported greater average degrees of pressure than nonmanagement employees for 1) working after hours (beyond scheduled time) during the week or on the weekends, 2) working longer hours now, compared with 12 months ago and 3) not taking vacation time/time off/time away from the office. Note: Based on a scale where 1 = “no pressure” and 4 = “great deal of pressure.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 8
9.
In your current
job, which of the following are the main sources of pressure to work after hours (beyond your scheduled time) during the week or on the weekends? n=321 Note: Includes respondents who reported “little pressure”, “some pressure” or “great deal of pressure” to work after hours. The “other” category includes responses such as covering work/shifts for other workers, client demands and needing the overtime pay. Percentages do not total 100% due to multiple response options. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 9
10.
In your current
job, which of the following are the main sources of pressure to work after hours (beyond your scheduled time) during the week or on the weekends? (By Employee Level and Organization Staff Size) n=321 •Differences by employee level: •Middle-management employees (62%) were more likely than nonmanagement employees (44%) to report self-imposed pressure. •Executive-level employees (23%) were more likely than nonmanagement employees (6%) to report pressure due to demands from people who support or invest in the organization. •Nonmanagement employees (12%) were more likely than middle-management employees (3%) to report other pressures. •Differences by organization staff size: •Employees from medium-staff-sized organizations (22%) were more likely than employees from small-staff-sized organizations (10%) to report pressure from top management (e.g., executive level, c-suite). •Employees from large-staff-sized organizations (61%) were more likely than employees from small-staff-sized organizations (39%) to report pressure to meet project or performance goals. Note: Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 10
11.
Pressure to Work:
Employee Perspective Working While Sick? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 11
12.
During the past
12 months, on average, how often have you gone to work sick because you felt that you had to? n=534 Note: Excludes respondents who answered “not applicable, I have not been sick in the past 12 months” or did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 12
13.
Why did you
feel that you had to go to work while you were sick? n=443 No one was available to cover my workload 48% I had too much work to do/impending deadlines 39% I could not financially afford to take time off 27% I did not want to use my leave time 19% Fear of discipline if I stayed home 10% I had not accrued enough leave time yet (e.g., new employee) 5% I had used up all my leave time 5% Other (please specify:) 6% 0% 10% 20% 30% 40% 50% 60% Note: Excludes respondents who indicated that they had not gone to work sick in the past 12 months and those who did not answer the question. “Percentages do not total 100% due to multiple response options. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 13
14.
Why did you
feel that you had to go to work while you were sick? (By Employee Level, Organization Staff Size, Organization Sector and Industry) n=443 •Differences by employee level: •Middle-management employees (57%) were more likely than nonmanagement employees (3%) to report that they had too much work to do/impending deadlines. •Nonmanagement employees (21%) were more likely than executive-level employees (3%) to report that they did not want to use their leave time. •Nonmanagement employees (31%) were more likely than middle-management employees (16%) to report that they could not financially afford to take time off. •Differences by organization staff size: •Employees from large-staff-sized organizations were more likely than employees from small-staff-sized organizations to report that they had too much work to do/impending deadlines (54% compared with 36%) and that they did not want to use their leave time (32% compared with 15%). •Differences by organization sector: •Employees from “other” sectors (25%) were more likely than employees from privately owned for-profit companies (3%) or government entities (1%) to report that they had not accrued enough leave time yet. •Employees from government entities (41%) were more likely than employees from publicly owned for-profit companies (15%), privately owned for-profit companies (13%) or nonprofit entities (18%) to report that they did not want to use their leave time. •Employees from publicly owned for-profit companies (25%) and privately owned for-profit companies (37%) were more likely than employees from government entities (8%) to report that they could not financially afford to take time off. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 14
15.
Why did you
feel that you had to go to work while you were sick? (By Organization Staff Size, Organization Sector and Industry – continued) n=443 •Differences by industry: •Employees from government /public administration entities (46%) were more likely than employees from services – accommodation, food and drinking places (4%) to report that they did not want to use their leave time. •Employees from financial services (e.g., banking) (43%) were more likely than employees from educational services/education entities (4%) to report that they had used up all of their leave time. •Employees from manufacturing (36%), retail/wholesale trade (42%), transportation/ warehousing (44%), utilities (67%) and “other” industries (37%) were more likely than employees from government/public administration entities (3%), and employees from services – accommodation, food and drinking places (58%) were more likely than employees from educational services/education entities (13%) or government/public administration entities (3%), to report that they could not financially afford to take time off. Note: Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 15
16.
To what extent
do you agree or disagree with the following statement: “My organization promotes a culture that discourages employees to come to work sick or otherwise distracted (presenteeism).” n=593 Note: Excludes respondents who did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 16
17.
Pressure to Work:
Employee Perspective Flexible Work Arrangements – Will They Affect Your Job? SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 17
18.
Regardless of whether
your organization currently offers flexible work arrangements (e.g., telecommuting, flextime, compressed workweek, etc.), how concerned are you that if you take advantage of flexible work arrangement options…? Note: Sorted in descending order by “not at all concerned” data. Excludes respondents who did not answer the question. Percentages may not total 100% due to rounding. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 18
19.
Regardless of whether
your organization currently offers flexible work arrangements (e.g., telecommuting, flextime, compressed workweek, etc.), how concerned are you that if you take advantage of flexible work arrangement options…? (By Employee Level) •Differences by employee level: •Middle-management employees and nonmanagement employees , compared with executive-level employees, reported greater average degrees of concern that taking advantage of flexible work arrangements will jeopardize their career advancement opportunities and that they will be perceived as less committed to their jobs. Note: Based on a scale where 1 = “not at all concerned” and 4 = “concerned.” Only significant differences are presented. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 19
20.
Pressure to Work:
Employee Perspective Methodology • Sample comprised of 605 full-time or part-time employed U.S. residents randomly selected by an outside survey research organization’s web-enabled employee panel, which was based on a random sample of the entire U.S. telephone population. • Survey fielded for a two-week period ending January 12, 2009. • For the purpose of these analyses, small-staff-sized companies include those with 1 to 99 employees, medium-staff-sized companies have 100 to 499 companies and large-staff-companies are those with 500 or more employees. SHRM Omnibus Employee Survey, January 12, 2009 ©SHRM 2009 20
Descargar ahora