Discussion:2 Employee Voice

Sonya Borquez-Bledsoe posted Apr 21, 2020 5:43 PM

Employee Voice

1. What Data Would You Gather About Your Organization (or Large Department or Division) to Accurately Evaluate its Organizational Climate?

To rigorously evaluate the organizational climate of my organization, I would consider employees’ views on the issues which affect their work culture and productivity. So, the data I would collect will be based on organization ethics, employee benefits, communication evaluation, corporate culture, and employee’s commitment (CHRM, 2020).

2. How Would You Collect that Data?

I would use questionnaires to obtain employees’ views pertaining to the matters that should be considered to determine different organizational scopes like compensation, communication, and working conditions (HR-Survey,2017). Here I would ask questions regarding their working environment, using open-ended questions to ensure I get qualitative information about the work environment. I would also use interviews to complement my questionnaires.

3. How Often Would You Collect Data and Analyze It?

In my case, since I would involve employees, I would survey every 12 months to ensure consistency and proper analysis of the data. I would analyze my data in a month to ensure all issues concerning the organization are addressed within a short duration.

4. How Would You Analyze It?

After collecting the data, I would consider average ratings from each answer to analyze the primary data. For data that is more complicated, I would employ computerized factor analysis to analyze the data. Finally, I would represent the data in graphs and charts for easy interpretation.

5. What Is an Example of an HRM Action that Might Result Based on Data Gathered?

The human resource manager may change individuals from one department to another if the analyzed data implies laxity or mistreatment in some managerial positions or poor performance by the organization. Human resource management may try to incorporate the employees and introduce measures that will improve their working conditions.

6. What Are Your Experiences with Evaluating Organizational Climate as an Administrator or as Part of a Workgroup?

I have observed that an employee’s output is highly affected by the organizational climate. Managers and HRM play a preeminent role in improving employees’ experience and performance in general. My experience in organizational climate evaluation shows that a positive organizational climate account for around 30% of financial result improvements. I have also experienced that empowerment practices need employees’ active participation. “Employees show concern for the identities and identifications they are ascribed on the basis of how they engage in the empowerment practices, and this concern shapes whether and how they attempt to improve their working conditions” (Wåhlin-Jacobsen,2019)

References

CHRMglobal.com. (2020). What is Organizational Climate Assessment and How is it Done?

Retrieved on 14 04,2020, from Community Human Resources Management: https://www.chrmglobal.com/Qanda/73/1/What-is-organizational-climate-assessment-andhow-is-it-done-.html

HRSurvey.com. (2017). What is a Climate Survey? Retrieved on 14 04, 2020, from HRSurvey.com: https://hr-survey.com/EmployeeClimate.htm

Openmet.com. (2017). Evaluating and managing the organizational climate. Retrieved on 14 04, 2020, from OpenMetgroup: https://www.openmet.com/en/evaluating-managingorganizational-climate.htm/

Wåhlin-Jacobsen, C. D. (2019). The terms of “becoming empowered”: How ascriptions and negotiations of employee identities shape the outcomes of workplace voice activities. Scandinavian Journal of Management, 35(3), 101059. Retrieved from https://www-sciencedirectcom.ezproxy.trident.edu/science/article/pii/S0956522118301714?via%3Dihub

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