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Added for You - Step by Step Guide to Employee Satisfaction Surveys
Current Trends in Child Care Center
Development of civilian child care sector is virtually driven by two causes: mothers’ employment alongside with children’s development. Affordable child care stimulates maternal employment and contributes to gender equality. At the same time, high quality child care is impossible with cost minimization, as the two goals – affordability and quality care are conflicting. A number of governmental policies and subsidiary programs have been introduced to guarantee quality care by setting the standards and offering financial support, but the increasing numbers of women willing to make a carrier that drive the demand for services still significantly outperforms the quantity of professional non maternal services offered on the market.In earlier ages women were both primary child care givers and economically productive members of society. In the 20th century, child care became more then simply a natural species response, but a dedicated work that required quality knowledge. While mothers were given an important emotional role in the family, the number of women employed with young children continued to increase being pushed by equal opportunity movement. In 1995 there have been 63% of employed women with children under six years old, the rate went up by 5% since 1994. The ideal of a fully dedicated mother still remains strong in society, but working mothers that belong to the baby-boom generation are trying to move beyond the guilt of employment. The three major goals of child care create the economic and ethical dilemma for society. The first presupposition is that child care stimulates mother’s employment which is beneficial for the family and society overall. Se
oyee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees. Development of civilian child care sector is virtually driven by two causes: mothers’ employment alongside with children’s development. Affordable child care stimulates maternal employment and contributes to gender equality. At the same time, high quality child care is impossible with cost minimization, as the two goals – affordability and quality care are conflicting. A number of governmental policies and subsidiary programs have been introduced to guarantee quality care by setting the standards and offering financial support, but the increasing numbers of women willing to make a carrier that drive the demand for services still significantly outperforms the quantity of professional non maternal services offered on the market.In earlier ages women were both primary child care givers and economically productive members of society. In the 20th century, child care became more then simply a natural species response, but a dedicated work that required quality knowledge. While mothers were given an important emotional role in the family, the number of women employed with young children continued to increase being pushed by equal opportunity movement. In 1995 there have been 63% of employed women with children under six years old, the rate went up by 5% since 1994. The ideal of a fully dedicated mother still remains strong in society, but working mothers that belong to the baby-boom generation are trying to move beyond the guilt of employment. The three major goals of child care create the economic and ethical dilemma for society. The first presupposition is that child care stimulates mother’s employment which is beneficial for the family and society overall. Se
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the bu
Why Do You Hate Reading?
A 25 year study of U.S. ReadersThey HATE Reading!The smarter, richer and more successful on the economic ladder – the greater the number admit they hate reading.A quarter-century of studying the learning-skills of executives and professionals, CEOs, chairmen of university-departments, attorneys and physicians - PhDs in industry and at the university – we conclude the more reading they do – the greater their dislike for this form of information-processing.They complain it requires too much effort to obtain the required result of information. They prefer oral-reports, visual-presentations, and summaries by subordinates. “A good graph or flow-chart is worth ten-books,” was agreed to by 50-to-1 in the executive-suite.Why?They are ‘too-smart’ to operate at a snail’s pace to absorb the written word. They find their mind wanders while reading – (because they read so slowly). Instead of concentrating on the author’s ideas, these top executives and professionals are problem-solving sticky-situations, rehearsing presentations, and developing original-strategies to reach their goals.The typical college graduate, executive and professional, the multimillionaire including the chairman-of-the-board – blow-off reading as a poor return-on-investment. Measured as a CBA – Cost-Benefit-Analysis – it fails the test.How Do They Avoid Reading?Great leaders, executives and successful professionals excel at grasping the Big-Picture – the salient-points, the gist and essence of an argument or idea. They track it when they ‘hear’ it – they capture it when they ‘see’ it.Students at college and graduate-school are o
The benefit of running an annual employee survey has for a long time been widely accepted but many organizations have been put off by the amount of effort that is required.A 25 year study of U.S. ReadersThey HATE Reading!The smarter, richer and more successful on the economic ladder – the greater the number admit they hate reading.A quarter-century of studying the learning-skills of executives and professionals, CEOs, chairmen of university-departments, attorneys and physicians - PhDs in industry and at the university – we conclude the more reading they do – the greater their dislike for this form of information-processing.They complain it requires too much effort to obtain the required result of information. They prefer oral-reports, visual-presentations, and summaries by subordinates. “A good graph or flow-chart is worth ten-books,” was agreed to by 50-to-1 in the executive-suite.Why?They are ‘too-smart’ to operate at a snail’s pace to absorb the written word. They find their mind wanders while reading – (because they read so slowly). Instead of concentrating on the author’s ideas, these top executives and professionals are problem-solving sticky-situations, rehearsing presentations, and developing original-strategies to reach their goals.The typical college graduate, executive and professional, the multimillionaire including the chairman-of-the-board – blow-off reading as a poor return-on-investment. Measured as a CBA – Cost-Benefit-Analysis – it fails the test.How Do They Avoid Reading?Great leaders, executives and successful professionals excel at grasping the Big-Picture – the salient-points, the gist and essence of an argument or idea. They track it when they ‘hear’ it – they capture it when they ‘see’ it.Students at college and graduate-school are o
Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.
Fortunately with the introduction of the Internet and hosted survey websites like www.surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.
This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.
Step 1 - Identifying The Need
The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.
Event Driven
If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.
For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.
Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.
Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.
Periodically
As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.
Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.
With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.
Step 2 - Management Buy-In
Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the bu
Dallas Employment Agency
Dallas employment agencies are part of human resources solutions and they are dedicated to the Staffing Industry. They are popularly known as Recruiters, Headhunters, Temporary Agencies, Staffing Firms, Career Agency, and Placement Companies. They are well connected with online facilities. Online they are very dynamic nowadays. Employers as well as job seekers can find their needs. Temporary job services and permanent job services are open for all agencies. The websites are very informative, relating to career and placements. The staffing agencies perform temporary services for the client companies when it is required. Employment agencies have been providing the highest quality candidates to the clients in Dallas. There are such small and large placement agencies having quality professionals, who can handle the entire recruiting process and can provide the selected candidate to the client company. Those staffing agencies maintain a very high standard of ethics and excellence in their market.The unique agencies among the many staffing firms in the Dallas area is because of their ability to know the candidates on a personal level and to provide quality employees that are cost effective for the employer. They assess candidates by their skills and backgrounds. They conduct comprehensive face-to-face interviews with all the candidates enrolled. In order to provide, serious positions with important components cannot be overlooked. And in some cases, if the position is manageable and urgent, then some components can be overlooked, like a productive employee, interpersonal skills and professional appearance. The agencies assess the candidates manually by an exper
surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.Dallas employment agencies are part of human resources solutions and they are dedicated to the Staffing Industry. They are popularly known as Recruiters, Headhunters, Temporary Agencies, Staffing Firms, Career Agency, and Placement Companies. They are well connected with online facilities. Online they are very dynamic nowadays. Employers as well as job seekers can find their needs. Temporary job services and permanent job services are open for all agencies. The websites are very informative, relating to career and placements. The staffing agencies perform temporary services for the client companies when it is required. Employment agencies have been providing the highest quality candidates to the clients in Dallas. There are such small and large placement agencies having quality professionals, who can handle the entire recruiting process and can provide the selected candidate to the client company. Those staffing agencies maintain a very high standard of ethics and excellence in their market.The unique agencies among the many staffing firms in the Dallas area is because of their ability to know the candidates on a personal level and to provide quality employees that are cost effective for the employer. They assess candidates by their skills and backgrounds. They conduct comprehensive face-to-face interviews with all the candidates enrolled. In order to provide, serious positions with important components cannot be overlooked. And in some cases, if the position is manageable and urgent, then some components can be overlooked, like a productive employee, interpersonal skills and professional appearance. The agencies assess the candidates manually by an exper
This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.
Step 1 - Identifying The Need
The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.
Event Driven
If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.
For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.
Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.
Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.
Periodically
As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.
Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.
With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.
Step 2 - Management Buy-In
Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the bu
Starting a Business Without Engineers
Today I'd like to talk about the skill set required to start a business. Specifically, do you need to have a background in engineering?I hear this used most frequently as an excuse."It's just too technical for me to understand.""I was never good with numbers.""Things have changed so much since I was in school."But at the end of the day, these are just that: excuses. I'm here to tell you that engineering is not only NOT required to start a successful business, it could actually hurt your chances! And this is coming from someone who has their degree in engineering! Engineers are preoccupied with what is possible and what isn't. Entrepreneurs don't care what others consider possible, and frequently attempt the impossible.Engineers are focused on the present. They have a problem in front of them and they solve it. Entrepreneurs are focused on the future. They see the problem in front of them as a minor distraction on the way toward a larger goal.Engineers feel that if they can make the best product, the company will be successful. Entrepreneurs realize that it is often the company with the best marketing and financial statements that wins, not necessarily the best product (sad but true).I've never seen an official study done, but historically speaking, pure engineers who start companies don't do too well. Nikola Tesla, the inventor of AC electricity and the radio, Charles Goodyear, who made the first rubber that could be used year round, and Johannes Gutenberg, who created
d gather valuable feedback throughout the change cycle.Today I'd like to talk about the skill set required to start a business. Specifically, do you need to have a background in engineering?I hear this used most frequently as an excuse."It's just too technical for me to understand.""I was never good with numbers.""Things have changed so much since I was in school."But at the end of the day, these are just that: excuses. I'm here to tell you that engineering is not only NOT required to start a successful business, it could actually hurt your chances! And this is coming from someone who has their degree in engineering! Engineers are preoccupied with what is possible and what isn't. Entrepreneurs don't care what others consider possible, and frequently attempt the impossible.Engineers are focused on the present. They have a problem in front of them and they solve it. Entrepreneurs are focused on the future. They see the problem in front of them as a minor distraction on the way toward a larger goal.Engineers feel that if they can make the best product, the company will be successful. Entrepreneurs realize that it is often the company with the best marketing and financial statements that wins, not necessarily the best product (sad but true).I've never seen an official study done, but historically speaking, pure engineers who start companies don't do too well. Nikola Tesla, the inventor of AC electricity and the radio, Charles Goodyear, who made the first rubber that could be used year round, and Johannes Gutenberg, who created
For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.
Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.
Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.
Periodically
As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.
Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.
With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.
Step 2 - Management Buy-In
Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the bu
800 Number Directory Brings Travel Bargains
Travel has changed substantially over the last ten to fifteen years. Remember the days of flight travel when you were able to park, run through the security checkpoint quickly, and get to your gate twenty minutes before takeoff? Days of meals with plastic knives are gone. Now we have sandwiches and chips, available, but you get to purchase them in addition to your fare, which has also increased. Boarding cruises hasn't changed as dramatically, but the cost increase has affected who travels and how frequently.Booking travel, though, has changed more than any other part of travel itself. Remember the days when airlines paid fees to travel agents to sell their tickets? When that went away, so did our friendly neighborhood travel agent. It was almost impossible for them to make a decent living. Then came the internet, which also changed how we saw travel reservations. Now one booked travel by going onto a website, first to get the airline's 800 number to call, and then to see a few scheduled fares, and now you can see quite a few, but you can never see the availability, or get a chance to take advantage of any hidden fare breaks.There are sites now that claim to be able to book all travel together, flight, car rental, hotel, everything from soup to nuts, but if you've ever tried booking through them, you know first hand that it's better to book each one separately. I've even had the misfortune to have the flight booked fine, taken the car rental to the hotel, only to find that the hotel reservation had not been booked properly. So at that point, where are you to go in a town that is completely booked, and your reservation is not available?
rt of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development. Travel has changed substantially over the last ten to fifteen years. Remember the days of flight travel when you were able to park, run through the security checkpoint quickly, and get to your gate twenty minutes before takeoff? Days of meals with plastic knives are gone. Now we have sandwiches and chips, available, but you get to purchase them in addition to your fare, which has also increased. Boarding cruises hasn't changed as dramatically, but the cost increase has affected who travels and how frequently.Booking travel, though, has changed more than any other part of travel itself. Remember the days when airlines paid fees to travel agents to sell their tickets? When that went away, so did our friendly neighborhood travel agent. It was almost impossible for them to make a decent living. Then came the internet, which also changed how we saw travel reservations. Now one booked travel by going onto a website, first to get the airline's 800 number to call, and then to see a few scheduled fares, and now you can see quite a few, but you can never see the availability, or get a chance to take advantage of any hidden fare breaks.There are sites now that claim to be able to book all travel together, flight, car rental, hotel, everything from soup to nuts, but if you've ever tried booking through them, you know first hand that it's better to book each one separately. I've even had the misfortune to have the flight booked fine, taken the car rental to the hotel, only to find that the hotel reservation had not been booked properly. So at that point, where are you to go in a town that is completely booked, and your reservation is not available?
Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.
With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.
Step 2 - Management Buy-In
Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the bu
Seven Simple On The Job Tips That Will Make A Positive, Quality Difference In Your Life
Incorporate these tips into your at work lifestyle, and they will make a positive, quality difference in your life. Print one side of one sheet of paper for easy reference.Tip #1. - Say good morning, smile, be positive, always give a kind word, and above all be approachable.Tip #2. - Climb the stairs. If you work on the fortieth floor, walk up the first five, or seven, or ten. Catch the elevator the rest of the way.Tip #3. - Freely drink quality water throughout your work day. It must be at room temperature, and yes, you may add lemon.Tip #4. - Sitting, bending or kneeling while you work? At intervals, stand erect, interlock your fingers behind your head and swing your elbows to the left, and then to the right ten times.Tip #5. - Standing while you work? Purchase a decent, comfortable pair of shoes. During your breaks, take your shoes off, sit and put your feet up. Wiggle your toes and make circular foot movements. Get regular foot baths, soaks and massages. Save your feet.Tip #6. - Eat a nutritious lunch. Get in the habit of eating food that will make a difference. Say no to donuts, croissants, pastries, danish… say no to processed foods. No coffee, tea, hot drinks, soft drinks, alcohol or sweet juices. Just say no to junk food.Tip #7. - No eating between meals. If after a valiant fight, you still feel that you must eat something, eat an apple. It will help keep the doctor away.
oyee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees. Incorporate these tips into your at work lifestyle, and they will make a positive, quality difference in your life. Print one side of one sheet of paper for easy reference.Tip #1. - Say good morning, smile, be positive, always give a kind word, and above all be approachable.Tip #2. - Climb the stairs. If you work on the fortieth floor, walk up the first five, or seven, or ten. Catch the elevator the rest of the way.Tip #3. - Freely drink quality water throughout your work day. It must be at room temperature, and yes, you may add lemon.Tip #4. - Sitting, bending or kneeling while you work? At intervals, stand erect, interlock your fingers behind your head and swing your elbows to the left, and then to the right ten times.Tip #5. - Standing while you work? Purchase a decent, comfortable pair of shoes. During your breaks, take your shoes off, sit and put your feet up. Wiggle your toes and make circular foot movements. Get regular foot baths, soaks and massages. Save your feet.Tip #6. - Eat a nutritious lunch. Get in the habit of eating food that will make a difference. Say no to donuts, croissants, pastries, danish… say no to processed foods. No coffee, tea, hot drinks, soft drinks, alcohol or sweet juices. Just say no to junk food.Tip #7. - No eating between meals. If after a valiant fight, you still feel that you must eat something, eat an apple. It will help keep the doctor away.
Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.
The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.
A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.
In nearly all cases it is good practice to at least try and get management to buy-in to the employee survey from the very start as they have a lot to gain and are in a position to effect any change that is later identified as being required.
Step 3 - Designing The Survey
Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the 'need to know' questions and removing the 'nice to know' a survey will rapidly take shape.
Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.
When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there may be a desire to ask for individual comments but these types of answer formats can be very time consuming and cumbersome to analyze and should therefore be avoided or used sparingly.
With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.
Step 4 - Proof Reading And Testing
Grammar, Spelling And Clarity
Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.
Say What You Mean And Mean What You Say
When checking the survey you need to consider the survey from the viewpoint of the respondent, you may know what you mean by each question but will the questions be clear to the employee?
Allow The Employee To Answer Truthfully
For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make use of responses like 'Don't know', 'No comment' or 'Not Applicable' where you have made the question mandatory but the employee may not be able to answer.
Consider allowing the employee to include an 'Other' answer but also appreciate that 'Other' answers will add to the complexity when analyzing the survey results.
Don't Require A Response To Questions That May Not Have One
Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.
Check You Will Be Able To A
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