By, Jessica How
Human preference Management
MGMT 433
Due: Monday, February 28th 2011
Are employee sketchs a way to hold in valid feedback from employees or are they just a life-size waste of time for all voluminous? I am going to discuss some of the good and bad side of meats involved in employee surveys. I will try to represent the side of the employees and the side of employers.
My personal opinion is that for the nigh check, they are a big waste of time. I have taken part in many of these in a few distinct jobs. I believe that approximately companies encourage positive feedback, quite of just encouraging conflict. I think that encouraging participation is a wonderful, but encouraging positive feedback is stepping over the line. The feedback should be what it is, not what the society wants it to be, in my opinion. I believe the company should want honest answers from employees and take action to correct problems revealed in the surveys. However, I also think that major problems should be turn to right away and the employee should not wait for a survey to express concerns so the survey results should not come as a huge shock to the managers that gather the results.
A swell up run company has an open door policy, where employees can remove concerns to their manager on a regular basis.
The types of employee surveys can deepen between companies and industries. Some companies just want to know development on the company itself (Employee Surveys That Make a Difference). Other companies involve sections for employees to rate their peers (Employee Surveys That Make a Difference). In more modern years surveys have evolved to include areas for comments, rather than just a number scale to choose from (Employee Surveys That Make a Difference).
For the most part, the majority of employee surveys given are anonymous. This is the favored way of most companys employees (Employee Surveys That Make a Difference).
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