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As a part of our extensive studies of governmental
operations, we have developed an employee survey to assess the organizational climate of human resources in a department, division, function and/or in the total organization. This survey measures an employee’s
assessment of the effectiveness of 12 value-based categories of his/her organization. These categories or subscales are:
Organization and Department Goals: The extent to which employees understand the goals of the organization and see the
relationship between organizational goals and the goals of their department.
Work Group Problem Solving: The extent to which employees believe that managers and supervisors are interested in
identifying and solving problems rather than avoiding them or pretending that they don't exist.
Information and Communication: The extent to which employees believe that they receive important and useful information
from their supervisors, managers, top management or other departments.
Productivity/Service: The extent to which employees believe that the organization has a strong commitment to service and
maintaining an efficient organization.
Work Group Coordination and Cooperation: The extent to which employees believe that the people in their work group work
together as a team.
Receptivity to Change: The extent to which employees perceive the organization as being open and receptive to change.
Working Conditions: The degree to which employees believe that the amount of work expected of them is fair and equitable
and the tools, facilities and equipment are adequate to do their job.
Employee Involvement: The degree to which employees believe that the organization considers their viewpoint important.
Career Opportunities: The degree to which employees believe that career advancement is readily available to those who are
qualified and seek it.
Quality Emphasis: The degree to which employees believe the organization is committed to maintaining high standards of quality for service.
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