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Voice of the Employee

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  • #29501

    Sinnicks
    Participant

    Hello Everyone,
     
    Can anyone of you provide me with an example of a “Voice of the Employee” survey – complete with typical questions you would ask?  Our division is currently undertaking this effort, and we want to make sure we don’t leave out anything vital. 
     
    Thanks.
     
    Mark

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    #75763

    CJS
    Participant

    Mark,
    I have developed a job satisfaction survey based on Herzberg’s Motivator-Hygiene theory. The theories hypotheses are:
    1) Motivator factors influence only job satisfaction
    2) Hygiene factors influence only job dissatisfaction
    3) Job satisfaction and job dissatisfaction can be concurrent.
    The first two hypotheses are hotly debated and probably somewhat incorrect, but the third hypotheses is a valuable way to look at satisfaction/dissatisfaction.
    In addition, the identification of the specific factors that make up both Motivators and Hygiene are helpful in pinpointing specific ailings.
    If you are interested post your e-mail and I can send you the questionnaire, some of the material I have created to explain the theory.
    For further reading, I suggest:
    Herzberg, Frederick. The Motivation to Work
    Herzberg, Frederick. “One More Time: How do you motivate employees?” Harvard Business Review. Sept.-Ovt. 1987.
    Paul, Willaim J. Jr., Robertson, Keith B., Herzberg, Fredrick. “Job Enrichment Pays Off.” Harvard Business Review Mar-Apr 1969.
    M. Scott Myers. “Who Are Your Motivated Workers?”
    Whitsett, D. and Winslow, E. “An analysis of studies critical of the M-H Theory”
    Lindsay, C., Marks, E., and Gorlow, L. “The Herzberg Theory: A Critique and Reformulation.”
    “Rethinking Rewards. “Harvard Business Review, Nov-Dec 1993.
    Kohn, Alfie. “Why Incentive Plans Cannot Work.” Harvard Business Review, Sept.-Oct. 1993.
    Ross, Sherwood. “Employee involvement key to better returns.” The Des Moines Register, Sept. 1998.
    Armour, Stephanie. “Big lesson: Billions wasted on job-skills training.” USA Today, Oct. 98.
    Kerr, Stephen. “Risky Business: The New Pay Game.” Fortune, 1996.
    Morrel-Samuels, Palmer. “Getting the Truth into Workplace Surveys.” Harvard Business Review, Feb. 2002

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    #75796

    lin
    Participant

    CJS
     
      I am doing an action research project on appraisals , and would be interested in viewing your questionaire and any other info you have on the subject
     
    plese sent to the following addresss
    [email protected]
     

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    #75797

    Rajanga Sivakumar
    Participant

    Dear Mark.
    Send me your e-mail id and I will send a sample Questionnaire.
    Best regards
    Rajanga

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    #75798

    Rajanga Sivakumar
    Participant

    Dear CJS,
    Can you please send me the info too? I do lot of ESS’s here.
    Thanks and best regards,
    Rajanga
    [email protected]
     

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    #75823

    Sinnicks
    Participant

    CJS:
    I would be very interested in viewing some of the survey questions you’re currently asking using the Herzberg theory.  My e-mail is posted below:
    [email protected]
     
    Thanks,
    Mark

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    #75826

    Marty
    Participant

    I would be interested in receiving this survey also. Could you cc. me
    Thanks

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    #75828

    Tuell
    Participant

    CJS,
    I’d love to see your survey also. Thanks for volunteering it. Can you post it here (to the forum)?
    Barb

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    #75872

    Sinnicks
    Participant

    My e-mail is [email protected].
     
    Thanks a bunch!
     
    Mark

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    #75931

    Ghosh
    Member

    Hi all,
    I’m interested in a sample copy of the VOE questionnaire. Is the copy now posted to iSixSigma or could someone email me a copy also.
    Thanks in advance
    Tara
    [email protected]

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    #75937

    Brian Rogers
    Participant

    I would also be interested in receiving this survey.
    Brian

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    #75941

    susan baldwin
    Member

    Could you please send me the survey, I would be very interested in it for my company.
    Thank you

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    #75949

    Picklyk
    Participant

    Hello,
    Would you please forward me a copy as well.  Hopefully, I may reciprocate in the future.
     
    Regards,
     
    Jay

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    #75960

    CJS
    Participant

    Attached you will find three documents:1) the survey using the M-H Theory2) slides from a presentation I gave to an org psychology class3) an addendum discussing some questions the class had after the presentationFeel free to use the questionnaire. I would like to know if you intend to use the survey because I would like to follow up on its effectiveness. Survey Using M-H Theory (Microsoft Word format – 285KB) Presentation Slides (Microsoft PowerPoint format – 85KB) Addendum To Survey (Microsoft Word format – 35KB)Viewing Tip: Usually, you can click on a link to view the document — it may open within your browser using the application. If you are having difficulty, try right clicking the link and selecting ‘Save Target As…’ or ‘Save As…’ to save it to your computer harddrive. [Download Help]Virus Note: All files are scanned prior to uploading to iSixSigma. No prevention program is entirely safe. FOR YOUR OWN SAFETY, PLEASE:1) Re-scan downloaded files using your personal virus checker before using it.2) NEVER, EVER run compiled files (.exe’s, .ocx’s, .dll’s etc.). If you don’t have a virus scanner, you can get one at many places on the net including McAfee.com.

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    #75965

    Kenny
    Participant

    I also am very interested. Where are the attachments?

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    #75984

    xu
    Participant

    The problem with Questionnaires is that they don’t always find out what you need to know unless the list of questions is exhaustive and that deters responses.
    We have used a simple approach to help us frame the correct questions:-
    In any meeting involving staff at all levels give everyone a ‘Post It’ note and ask them to write down their own ‘PAIN’ (what single thing causes them the most difficulty in carrying out their job effectively).  Do not ask for names as it may stop people being honest but job description can be useful.
    These can be ‘posted’ on the back of the door as they leave.  Gather them up and categorise them.  You may be surprised that they don’t match your own thoughts.
    Frame your questions around the top 7 issues and you should have a good VOE

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    #75995

    CJS
    Participant

    Barry raises a good point about the pros and cons of qualitative and quantitative methodologies.
    I agree that questionnaires are limited in the exculpatory power–they are really only good for measuring a list of issues to identify opportunities for improvement.Qualitative methodologies let you explore the issues in the organization, but are limited in their ability to generalize to the entire population unless you include the appropriate number of people for your sample size which can be time-consuming to run that many sessions. The best M.O. is to pair quantitative and a qualitative methodologies. For the qualitative methodology, I would advocate the methodology Barry described.
    I would always suggest some sort of quantification (measurement) so that baselines are established and improvements can be shown. In addition scores on questionnaires should be couples with other “harder” measures such as turnover rates, absenteeism, or employee assistance program (EAP) use. This will provide a scorecard of measures to watch as improvements are made. For more information on the Employee Satisfaction and Well-Being see the Malcolm Baldrige Criteria 5.3.
    The question then becomes which do you do first? Two scenarios:
    1) If you have an a priori set of issues based on past research in your organization or based on a theory (e.g. the Herzberg M-H theory I use), then you can use the questionnaire first to measure the relatve goodness of each issue. Then based on which issues score the worst, you can use qualitative methodologies to uncover more information to identify root causes and solve.
    2) If you are not comfortable with an a priori list of issues and feel that you need a questionnaire tailored to your organization, I would use a qualitative methodology on the front-end to discover the issues facing your organization. Then create a survey from those issues so you can quantify those issues for the entire organization. Again, based on the scores of the survey, work on the worst scores with qualitative measures.
    For your improvement process using your input from a qualitative or quantitative methodology, I would suggest using the GE Express Work-Out. For more information read The GE Work-Out by Ulrich, Kerr, and Ashkenas. See pags 65-72.

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    #75996

    Robson Quinello
    Member

    Hello everyone!
    I have an example (general) to VOE so useful. If someone want it, send me e-mail to contact you.
    When we’re going to make a survey, we need to remember Kano Model for it.
    Bye,
    Robson

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    #75999

    sherry kramer
    Member

    Robson,
    please send me a copy of your example for VOE.
     
    Regards,
    sherry

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    #76482

    Felix Effendy
    Participant

    Dear Robson,
    I would be glad if I can get the example of VOE which related to Kano Model.
    My e-mail address is  [email protected]
    Thank you so much !
    Regards,
    Felix

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    #82471

    Alan Locher
    Participant

    Hi Robson!
    Can I get a copy of your VOE example that you mentioned last year?
    Thanks, Alan
     

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    #82472

    Alan Locher
    Participant

    CJS:  Can I still get a copy of the material you mentioned in this May 2002 posting?
    Thanks, Alan

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    #82478

    MN
    Participant

    Please I’m very interested to receive your example,thank you in-advance,my e-mail:[email protected]
                 Thank you again,regards.    MN

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    #82493

    Robson
    Member

    MN,
    I’ll send you an example. Please, check this sheet and let me know if it’s ok?!
    Regards,
    R.Quinello

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    #82495

    Robson
    Member

    Alan, I need your e-mail to send you an example VOE.
     
    Regards,
    R.Quinello

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    #82496

    Sinnicks
    Participant

    Hi Robson,
     
    Could you send me an example as well?  Thanks.
    [email protected]

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    #82501

    Mikel
    Member

    An excellent VOE model probes into multi areas, linked to main core issues and of course, as suggested, linked to harder matrics.
    The reality is that for any VOE, Readiness, VOC or any data gathering tool to dissect the data to the level of each demographic  slice of the organization, both vertically and horizontally, only then, makes it truly actionable.  If not, you might as well use the data solely for a measurement and tracking system, or weak broad brush attempts at putting into place a “grand” culture change.  It is a weak tool for the BB.  The following is a suggested template for what to measure, and if anyone wants the entire piece, including the questions, I would be happy to share the material. Please send your e mail to:
    [email protected]
     

    Overall Satisfaction

     

     

    Enjoyment

     

    Security

     

    Commitment

     

    Value/Pride

     

    Benefits/General

     

    Benefits/ Insurance

    Organizational design

     

     

    Planning

     

    Learning Organization

     

    Results Orientation

     

    Quality Standards

     

    Accountability

     

    Strategy Deployment

    Teamwork

     

     

    Group Relations

     

    Common Goals

     

    Trust and Support

    Culture

     

     

    Value of Work

     

    Balance of Responsibility

     

    Trust/Fairness

     

    Respect

     

    Values

    Leadership

     

     

    Involvement

     

    Supervisory Skills

     

    Confidence In Management

     

    Direction

     

    Coaching

    Employee Development

     

    Reward

     

    Recognition

     

    Training

     

    Advancement

     

     
     
     

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    #82609

    muhannad al nabulsi
    Participant

    Thank you very much,your example is clear,appreciate your kind desire to help,thank you  & best regards.    MN

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    #82610

    MN
    Participant

    I would appreciate greatly if you could send me the whole piece,thanks in-advance  & best regards.    MN

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    #130635

    Dvan
    Participant

    Mark,
    I too am doing some research.  Your survey may be of some use.  Please fwd,
    Best, Dvan

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    #130637

    quality1
    Participant

    I would appreciate a copy, of questionare as well.
    Thanks.
    [email protected]

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    #131027

    Rachael
    Participant

    I would be very grateful if you could email me your questionnaire. I have looked over the internet and there seems to be a real lack of examples of questionnaires that studies have used.
    Thanks

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    #135189

    Bergeron
    Participant

    Dear CJS,
    I’m currently doing my project on motivation.
    could i have a copy of your questionaire?
    Thanks for helping.
    Joyce
     

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    #143609

    jerry richardson
    Participant

    Hi,
     
    Can you please provide me with a sample questionnaire in regards to a Voice of The Employee survey. Thanks
     
     
     
     
    Jereme RichardsonProjects  Officer Anguilla Electricity Co. Ltd.Corito, AnguillaTel. 264 497 5200 ext 243Cel. 264 235 7443email:[email protected]

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    #155077

    Kuijer
    Member

    Hi Robson
    Can you please also send me a copy of your example for voe
    Regards
    sara

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    #157336

    Donnie Octaviano
    Participant

    Hai, i really interested with this subject.
    Would you be so kind as you send me the employee satisfaction  questionnaire?
    I would be very thankful. You can send it to [email protected]
    Thank you very much.
    Regards,
    Donnie

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    #157352

    Fake Gary Alert
    Participant

    Excellent Job

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Viewing 37 posts - 1 through 37 (of 37 total)

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