Effective Employee Survey Process at Jollibee - Admission/Application Essay Example

? PBL Exercise: Designing an ethical, professional, effective employee survey process at Jollibee Introduction Jollibee is a companythat is charged with the responsibility of service delivery in the fast food sector, and being a multinational company, it needs to keep collecting data from its employees. This is especially concerning their opinion about the running of the company and how they feel and attitudes about working for the company as employees. As a result an effective employee survey at Jollibee the goal is to design a plan on how to run the survey while focussing on factors such as the population taking the survey, the goals, potential challenges and potential solutions, as well as benefits of the study. Goals In designing a survey, there are a number of aspects considered, the first being target population, which in the case of Jollibee are the entire staff population. However, the target population is not entirely limited on the entire staff population, but employees who are not in leadership positions, which mean that managers and other authority figures are exempt from the survey population. In Jollibee, the staff population is fairly large and therefore it is difficult to conduct the study on everyone due to feasibility issues, but conducting it on the entire population with the exemption of the managers can also be done, but only through use of questionnaires to offer a comparative survey finding. In this case, the company goal and objective for the survey is important, as it points out and clarifies what the study would like to achieve at the end of the day and what extent of accuracy is expected. Goals of the survey directed at employees at Jollibee dwells on job satisfaction and organizational culture. Without goals a survey becomes irrelevant in regard to using the entire employee population as a sample for comparative analysis. This is because from the study results employee satisfaction will be questioned and what the employees deem to be satisfaction in one’s work especially for those that have served in the company for over five years of its twelve years of existence. As such, the goal will be to assess how far this population has grown with the company considering that some of them have been at work with Jollibee since inception. In addition to this, the survey will look to answer questions relating to organizational culture, which is somewhat related to job satisfaction in regard to how far one would go to ensure that the company succeeds even if one does not receive any pay for extra effort put towards this success. The survey also seeks to understand issues that affect employees and the factors that they think or perceive the management is not aware of or just overlooks, which are important (Wiley, 2010). These issues and factors may include policies on punishment for lack of accountability and even lateness to work considering the time sensitive nature of the jobs that the company handles in regard to meeting deadlines and pressure, as well as regularly shifting schedules. Hence, the goal is to evaluate out-dated policies and penalties to employees and those that need stringent measure to enhance efficiency at work. Besides this, efficiency is highlighted as part of the goals due to potential changes in employee benefits and remuneration basic to assessment of increase in responsibilities in return for an increase in benefits and remuneration. Finally, with the exemption of management, the study targets employees in order to evaluate and get feedback on manager effectiveness, in which case the use of managers in the study would be redundant with the issue of asking an individual to give him or herself an honest opinion about his or her qualities. Challenges Effective administration of this study at Jollibee is not guaranteed due to the presence of a number of drawbacks that inhibit successful survey administration and analysis of information on them. Most of these challenges relate to employees, but the main challenge arises from the management considering that the target population at Jollibee is non-managerial staff. One such challenge is confidentiality of the answers provided in the survey, where exclusion of managerial staff is highly suspicious to other staff members since they are afraid of victimization and considering that this is a fast food chain company, job security is highly valued. Consequently, employees are afraid that their answers may come back to haunt to haunt them if they do not please the management thus they may end up not participating or even give untrue information (Wiley, 2010). Confidentiality is meant to indicate the ineffectiveness of administration in that access to files and individuals responses is readily available to company officials. As a result, comparative analysis of results of the survey could fail due to manipulation and invalid responses from employees due to fear of victimization. In addition, there exist time constraints for administration and response to the survey, in which case there could be too much time or too little, which are negative in both cases. As such, employees may be caught up in their daily work activities, which in Jollibee entails service and book keeping and spare time to fill out the survey leads to inefficiency in the company and substandard service. Besides this, the company could be facing low morale and the survey is part of the reason for the survey, which implies that organizational culture does not allow the employees to go out of their means to ensure the success of the survey. It is from this that the rate of response is low since employees may not be willing to fill out the responses in their own time. Costs are also important in this case considering efficiency factors since the company stands out to lose from engaging in administration of the survey during work hours, but this is just a minimal impact. The survey conducted on all workforces, in spite of exempting managerial staff, stands to spend a lot of money and other resources. Feasibility of this is illustrative of a successful study but an expensive one due to the large number of participants and their comparative purposes in the since it requires the use of groups and technology to run. Technological application could also pose a challenge due to lack of competence with computerized processes of the survey and could risk mixing up the responses to survey questions (Wiley, 2010). Technology has risks of providing inconclusive answers due to mix ups in choosing one’s answers, especially considering the competence of the employees as working in the fast food company at junior levels of direct contact with clients. Such employees may lack technological literacy such as computer skills and this could ruin the successful administration of the survey. Management In an attempt to overcome the challenges faced in administration of the survey on Jollibee employees on an international scale, there is a need to deal with the most important and immediate challenge which is that of means of administration. The survey can be offered both online and as a hard copy sheet of paper with questions to cater for both computer literate and advanced employees and those that are not. Besides this, this may not be completely effective, but offering training for the survey in the form of a lecture or workshop could be more helpful as it could cater for both time constraints and difficulty levels (Wiley, 2010). However, this would have to be done at all branch levels and for all employees in phases to ensure that service delivery does not suffer interruptions. As a result, the survey could be filled immediately after the training session so that even employees lacking appropriate organizational behaviour get their rime to fill it. The length of the survey can also be catered for by provide a reasonably long survey to ensure engagement of the employees towards answering it. This is because there are studies indicative of the high likelihood of participants to answer questions in surveys when the surveys in question are short. This could even improve motivation towards working for the benefit of the success of the company and not just oneself as this is a positive indicator of company commitment to employee wellbeing. Incentives can also be used to ensure that the survey is taken seriously and priority is given to filling it out for the benefit of both the company and individual employees. This is especially applicable in cases where employees enter their names on the survey voluntarily so that they are rewarded accordingly. However, the above use of incentives provides risk of confidentiality and victimization in case of unfavourable responses to managers and their roles in the company. To eliminate confidentiality concerns in the survey, confidentiality of the survey information should be restricted only to those that gather the data and not those that process it (Wiley, 2010). This is effective in eliminating confidentiality breaches through name association so that names are only used for incentive purposes only. Costs can also be lowered by application of outsourcing procedures or collaboration with the internal information technology department of each branch of Jollibee. With this in mind, existing infrastructure and resources can be used at a lower cost since there is no need to acquire new materials for the study because this caters for collaboration. However, cases of outsourcing may be expensive albeit cheaper in the case if Jollibee due to the large number of employees involved in the survey. Outsourcing here would utilize the services of consultancy firms that cut on costs and deliver already analysed results eliminating the need for analysis by Jollibee. In addition, this would eliminate privacy concerns in regard to confidentiality since consultancy firms only deal will administration and analysis rather than individual employees. Benefits and Delivery Form the administration of the survey at Jollibee, there are a number of expected outcomes, most of which are beneficial for the company and the employees, while some are adverse. One of the benefits is employee satisfaction since these surveys relay the importance of employee feedback to the company and how well they hope to be served by their leaders. Thus, Jollibee employees should expect to have improved relations between the employees and upper management since employee feedback is valued and not discarded, which is why it is gathered. Another positive outcome is increased morale towards work by the employees involved in the survey due to potential for improved working conditions and consideration of their suggestions and feedback (Wiley, 2010). In addition, the survey achieves increased employee satisfaction due to implementation of changes that affect employees adversely and the company enjoys efficient working by its employees at all times due to comfortable working conditions. On the other hand, there are expected adverse outcomes which are the sense of entitlement that comes with certain employees who feel that it is up to the company to go out of its way to ensure that their suggestions or recommendations are met. This is likely to create a hostile work environment and plenty of dissatisfaction between employees and management due to this. Delivery of benefits and expectation on the side of employees at Jollibee can only be delivered through policy change and consideration of job satisfaction, as well as remuneration. As such, looking at these work factors policy change allows delivery of these benefits since it creates a suitable environment for all employees and the company as a whole through increased efficiency. However, there are other ways to achieve successful delivery of benefits and expectation, which is through communication between management and employees to be clear on what can be achieved and what cannot; in regard to sustainability as not all expectations can be met. This allows for compromise between the two parties involved and amicable unity in decision making within the company. Ethics and Professionalism Validity of surveys is very important while conducting surveys due to issues of credibility which is based on ethics and professionalism. As a result, there are different ways of detecting the plausibility of surveys conducted in ethical and professional manners in that they do not carry any hint of manipulation to please any single party. Confidentiality is vital in ensuring that surveys have ethics and professionalism in them in that managers are not allowed to investigate which employees gave which suggestions as this is all in the spirit of good faith to develop the company further and all suggestions and comments are part of constructive criticism (Wiley, 2010). Another measure of ensuring the application of ethics and professionalism in the survey is through the development of a hypothesis based on the dynamics of the company, Jollibee. This will act as a base point for the results of the survey such that there cannot be a strong deviation towards either positive or negative feedback. As a result of this, manipulation can be ruled out and professional conduct in the survey can be said to have been carried out, while ethics are upheld by innately conducting oneself as per social expectations in the company. Use of external consultants as is the case with Jollibee indicates that credibility of the results of the study is the only way to measure ethics and professionalism considering that external consultants have no interests in the outcome of the survey thus the results are credible Conclusion Drawing from the information gathered about Jollibee, the goals of the survey can be set from what one expects about the company and according to the changes that one intends to implement as well as morale boosts amongst employees. This is in addition to serious issues that affect employees, but it should be noted that there are bound to be challenges and these can be effectively overcome though not fully due interdependence of certain solutions and challenges. Reference Wiley, J. (2010). Strategic employee surveys evidence-based guidelines for driving organizational success. San Francisco, Calif.: Jossey-Bass. Read More