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Workplace Climate Survey Analysis

The company conducted a workplace climate survey due to high turnover rates. The survey found that employees were leaving mainly due to a lack of development opportunities, low salaries, and poor communication. However, management was upset with the results and refused to make changes, discrediting the human resources department.

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8 views3 pages

Workplace Climate Survey Analysis

The company conducted a workplace climate survey due to high turnover rates. The survey found that employees were leaving mainly due to a lack of development opportunities, low salaries, and poor communication. However, management was upset with the results and refused to make changes, discrediting the human resources department.

Translated by

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Continuous Assessment 2

Practical case: Work Environment

A service company, with significant internal problems generated by


a high turnover rate in low and middle-level positions decides to investigate
What's happening? The human resources department proposes to the management of the
company to conduct a workplace climate survey to find out which aspects
workers are worried that they make them leave in order to try to give him
solution. The turnover levels are well above those of the companies in the
competition.

The management, in principle, gives them total leeway to be able to carry it out and
to present the report as soon as possible. It is decided that the variables to be measured will be

the working conditions, work environment, and professional development with


quite a few subvariables in each of these sections.
First of all, a thorough communication effort is made from
the human resources department to explain what is intended to be done with this
survey and what will be done with the results. All employees are informed.
that the global results will be made public to everyone and that it will be informed what
actions are those that will be carried out urgently by the management of
among those that can be improved.
The workers decide to participate by filling out anonymous surveys.
having a small interview with the members of human resources for
that they can nuance questions that they believe are important. Of course, it is
guaranteed confidentiality to avoid any kind of suspicion.
They manage to get 99% of the staff to participate.
After the data collection, the report is sent to management, and it comes to light that
the main reasons why employees leave the company are
for possibilities of professional development, economic issue, because they consider
that their salaries are well below the sector, internal communication very
chaotic and little motivation due to the neglect of management towards its role in the
company.
Human resources presents this report to management and they get angry.
see the results and tell human resources that they do not intend to change
nothing and those who don't like it already know where the door is. Of course, the
Global results were never made public by express order of the leadership.
directive. The human resources department has been discredited and the
the environment worsened among the workers besides not improving the
turnover trend within the company.

Actividad:
1. Answer the following questions:

What went wrong here?


The indecision and lack of commitment from the director or boss facing the
survey.
Workers dissatisfied with their salary.
Disbalance. There was no concern from the head of the company regarding
their collaborators.
They were not given the opportunity for development to the employees.

The attitude of the management.


2. Does this situation have a solution in an organization?
Yes. Management has the willingness and intention to make changes.
Yes. Identify the problems and solve them.
Yes. With spaces that facilitate an improvement in communication and for
the collaborators improve.
The union.
3. What part of the workplace climate survey was not done well?
They were going to publish the results and they were not published.

In the results report section of the survey, it was not taken into account.
account.
The part where it is indicated that a short interview will be conducted
because the confidentiality of the data is not guaranteed.

4. How does human resources operate here?


5. Why does the management not intend to change anything?
What theories would you recommend in that company with the purpose of improvement?
the situation?

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