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Employee Engagement Survey
1. In consideration of the objectives associated with the integrative model of organizational behaviour, it is highly necessary to consider the approaches associated with organizational culture and their relation to the respective evaluation of appropriate mechanisms for operations. The consideration of this organizational mechanism is associated with proper development and planning relating to the evaluation of Job Satisfaction as a direct link to the individual mechanism. The necessary guidance and analysis are processed through the strategic development of the approaches for understanding the job performance of a respective employee as a part of the valid commitment toward organizational growth and direction (Cheng, Wei & Lin, 2019). Considering the evaluation of the respective applications, the necessary governance and commitment are necessary to be processed through appropriate direction and planning as required for the strategic considerations within an organization and their operations. This case structure relates to the appropriate planning and governance necessary for validating the direct implications.
Considering the overall evaluation of the Integrative Model of Organizational Behaviour, the organizational mechanism is necessary to be associated with a valid proper development of culture and structure. As there is no specific presence of a solid organizational structure, the cultural association of a corporate environment is lacking within the company. In addition, the lack of proper leadership and structure is connected with the teams not being able to perform properly as there is no coordination amongst the workers within the team. The overall connection is associated with the association of individual mechanisms relating to employees not getting enough motivation to work. This aspect of this approach is related to employees taking more leaves within this case structure. Considering all these aspects, the respective individual outcomes relate directly to both Job Performance and Organizational Commitment under the requirement.
Considering the overall evaluation of the Integrative Model of Organizational Behaviour, the case associated with this approach, I think that the organizational structure is hampered by the requirement for management and employees to adapt to a Work from home culture instead of a face-to-face approach. The strategic analysis and direction in this association are directly linked to the aspect of improper motivation among employees and cases of trust-hampering occurring within an organizational level (Tran & Choi, 2019). Within this particular case structure, the link associated with the development of decision-making approaches through the development of communication amongst Zoom and Teams has been associated with strategic analysis and governance. The direct influence of Job performance and Organizational Commitment as a part of the individual outcomes relate directly to the approach for evaluating trust amongst employees and their management. The thorough objective here associates with a concept of motivation that is better-provided face to face.
2. These are the set of questionnaires associated with determining the status of the company culture and the status quo of commitment:
Survey Questionnaire Design
Considering the core problem associated with the output variable, in this case, that is the commitment of the Start-Up organization towards its employees and vice-versa, we can state certain facts. In this particular approach, the appropriate directions have been structured through major issues with the employees not being able to commit to the work structure and taking a lot of leaves. This is only because the organisational administration does not have a proper leave policy that should be maintained by the respective HR professionals (Acar, Tarakci & Van Knippenberg, 2019). The case risk of not being able to commit to their work at present salary and eventually higher salary demands provide a detailed insight into the improper increment and promotional structure necessary for the organization to structure their operations. It is highly relevant to evaluate the present structure and its requirement for imminent development and direction.
Considering leadership style, it is highly necessary to develop and manage the strategic planning and direction qualifying the proper direction of the initiatives and their operational application. Considering the appropriate evaluation of leadership style, transformational leadership is associated with proper direction and planning through valid management of the employee base. It is strategic to process and associate with structural planning for influencing the personality application and development of the respective trust factors. The requirement for appropriate association with Transformational Leadership can directly be related to the requirement for causing a change in individuals as well as a social system through the relevant implication of the trust factor within management and employees. The relevant analysis and planning have been done through structural evaluation and development of the procedures that associate with valid implementation of the specifics. It is relevant to develop and process the objectives associated with a specific leadership style.
3. I would conduct the respective survey through appropriate direction and planning relating to the strategic objectives validating the proper implication of the concepts. In terms of the necessary design and direction, the applied procedure is relevant to be implemented through a conceptual commitment to the survey and its approaches. The necessary analysis and development of the participants have to be effectively directed through proper objectives and determination for the procedures under application and planning (Stewart, Courtright & Manz, 2019). In case of the necessary procedures under direction, the valid case structure has to be evaluated in brief regarding the organization process. To ensure high participation I would encourage the respective external as well as internal stakeholders of this organization to validate their procedures under planning and implementation of proper logic. It is necessary to develop proper balance and planning through the direction of the procedures.
In this particular approach, it is highly necessary to associate with the consideration of the procedures and their evaluation relating to the requirement for managing the respective situation by the leader. This situation can only be improved if the departmental divisions are associated with proper guidance and organizational policy. The Start-Up culture associated with the family company approach will not work after a certain aspect of the expansion. Considering the six departments, it is necessary to evaluate the objectives relating to the development of separate policies for employee operations such as leave policy, employment contract and development of valid IT culture for working in teams as a necessary part of the IT requirements by the companies. Daniel needs to change his leading-by-doing approach and levy certain strict policies revolving around hard work and dedication within the organizational structure being rewarded with incentives and promotions.
To maintain an appropriate relationship with the team of workers while working mostly from home it is necessary to help them associate with proper direction through the strategic development of personal connection also. When processing work through audio-video sessions with the help of Zoom, Teams and Phone calls, it is also necessary that the management ask the employees about their health and wellbeing. It is highly necessary to associate with the proper requirement for providing employees with the motivation to work from home (Yu et al. 2018). In case various employees are not able to adapt to the situation associated with digital operations, the management should effectively process and develop their approaches relating to the usage of these applications appropriately. One of the major ways through which employee operations are structured through online mediums requires valid objectives and planning for the approaches of thorough motivation and management.
2. Additional Information for Evaluation of the Case Study
Case Study: Employee Engagement Survey
You work in the HR division and have just wrapped up your weekly session with Sarah, the HR manager. Sarah asked you to perform an employee engagement survey that ought to be adapted to your business requirements. Sarah also urged you to pay close attention to the difficulties that your business is currently facing to better comprehend how to address them.
A rising number of staff has been leaving recently. The people that are still employed there do not seem to understand or be committed, which hurts the operation of your business. You discovered that there appears to be very little job satisfaction during the exit questionnaires you conducted with employees who have left the company. When discussing the causes of poor job satisfaction, the business culture is frequently mentioned negatively.
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