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Description

Review the “Metro Dental Services Employee Engagement Survey” and “Survey Interpretation” in this week’s Learning Resources.

Examine the results from the employee survey.

What is the data saying about the health of the organization?

How might you celebrate high engagement scores and improve low engagement scores?

The Assignment

In a 3- to 4-page paper, address the following:

Analyze the health of the organization in the scenario. Be sure to identify areas of strength and areas that need improvement according to the employee engagement survey.

Develop a plan to improve low engagement scores and celebrate high engagement scores.

Metro Dental
2015 Employee Engagement Survey
Total Scores
September-2015
Metro Dental
2015 Employee Engagement Survey
Report at a Glance
September-15
26.2%
68.0%
5.8%
No. of Respondents : 112
= % Favorable
= % N/A
= % Unfavorable
P ag e 1
Metro Dental
2015 Employee Engagement Survey
Total Metro Dental
Category Rank Report
September-15
Percent Responding
25%
Category Name
50%
% Fav % N/A
75%
% Unfav
Working Conditions
90
2
9
Cust+Quality Orientation
87
3
11
Training
79
2
19
Empowerment
78
5
16
Teamwork
76
2
22
Identification with the Co
73
4
23
Work Demands
70
0
30
OVERALL
68
6
26
Communication
67
5
28
Supervision
66
11
23
Management
58
7
36
Recognition
57
7
36
Participation
56
5
38
Advancement Opp.
54
6
40
Pay
39
15
46
Benefits
19
21
61
=Favorable
=N/A
=Unfavorable
P ag e 3
Survey Interpretation
Prepared for
Metro Dental Services
September 2015
Looking at the overall favorable rating score for the
organization.
• From our review of hundreds of organizations and thousands of survey
responses, we have developed the following metrics:
• Scores below 50 – indicative of significant employee issues (low
engagement and morale). However, scores at or above 45 are acceptable
for the Compensation and Benefits categories.
• Scores between 50 and 60 – require evaluation and study, but generally
suggest either current or developing issues (indicate potentially low
engagement and morale).
• Scores 60 and above – indicative of a healthy workplace (indicate
acceptable to good levels of engagement and morale).
• Scores of 70 and above – indicative of very high engagement and morale
and should be celebrated!
There are a few Employee Survey “givens” and assumptions that
should be considered in developing follow up programming, as
follows:
• Pay is always the lowest favorable rating of the categories evaluated.
• Employees typically don’t expect that anything significant will occur as a product of
an employee satisfaction survey. Consequently, an organization that really studies
and utilizes their survey data can truly impress upon their employees how much
they are focused on achieving high levels of employee engagement.
• Survey scores should be considered as valid until the next survey is conducted and
new scores are available.
• Organizations should celebrate good survey scores and thank employees for their
participation, honesty, and positive feelings about the organization.
• Organizations do not need to develop programming to deal with all of the issues
identified. Rather, focus on 2 to 3 key issues and set objectives and a work plan for
changing those scores for the next survey.
• Finally, don’t worry about sharing too much information with employees. Basically,
you are just telling them what they already know.

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