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Reward System Variables and Job Satisfaction of Librarians in Academic Librar...
The general purpose of the study is reward system variables and job satisfaction of librarians in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. The study covers the entire population of One hundred and seven (107) librarians in academic libraries in Imo State. One hundred and five (105) copies of the questionnaire were completed and returned for analysis representing 98.1%. The findings showed that when the rate of compensation improves or increases positively, the rate of librarians’ satisfaction increases in direct proportion. Again, as the rate of welfare benefit increases the rate of satisfaction and job commitment increases. The study recommended that compensation should be given to workers both in direct and indirect forms, integrating the two into a package that will encourage the achievement of an organization’s goal. Welfare services should be formulated and implemented in order to encourage workers. The academic libraries should set in motion strategies to address child welfare package to library employees. Prompt payment of salary and salary increment as when due should be given a priority in any organization.
4 companies recognized for putting healthy, fun spin on work
It may be no surprise that a company's values and its corporate culture can have a huge impact on th...
A Study on Incentives, Rewards and Benefits in an Organization
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
Recommended
Reward System Variables and Job Satisfaction of Librarians in Academic Librar...
The general purpose of the study is reward system variables and job satisfaction of librarians in academic libraries in Imo State. The survey research design was used for the study using questionnaire as the instrument for data collection. The study covers the entire population of One hundred and seven (107) librarians in academic libraries in Imo State. One hundred and five (105) copies of the questionnaire were completed and returned for analysis representing 98.1%. The findings showed that when the rate of compensation improves or increases positively, the rate of librarians’ satisfaction increases in direct proportion. Again, as the rate of welfare benefit increases the rate of satisfaction and job commitment increases. The study recommended that compensation should be given to workers both in direct and indirect forms, integrating the two into a package that will encourage the achievement of an organization’s goal. Welfare services should be formulated and implemented in order to encourage workers. The academic libraries should set in motion strategies to address child welfare package to library employees. Prompt payment of salary and salary increment as when due should be given a priority in any organization.
4 companies recognized for putting healthy, fun spin on work
It may be no surprise that a company's values and its corporate culture can have a huge impact on th...
A Study on Incentives, Rewards and Benefits in an Organization
Workforce today is more articulate about their needs. Employees desire the best of everything – competitive salaries, comfortable & inspirational lifestyles, job security, career enhancement options, work-life balance, and so on. Competition for talent is ever increasing and organizations need to have well-defined philosophies and strategies to help them develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and minds. While many organisations are struggling to make sufficient progress in this direction, there are organizations that have institutionalized robust practices and effective processes in different people practice areas that go a long way in positively impacting employee perception. In this regard, two types of reward are identified, and they are intrinsic reward and extrinsic reward. Extant research showed that reward can affect job satisfaction and thereby employee performance, so this study proposes a new framework based on mediating role of job satisfaction. India’s Best Companies for Rewards and Recognition was conceptualized to recognize companies who are leading the way in the area of Rewards and Recognition for us learns from. Human resources are the most important among all the resources an organization owns. To retain efficient and experienced workforce in an organization is very crucial in overall performance of an organization. Motivated employees can help make an organization competitively more value added and profitable. The present study is an attempt to find out the major factors that motivate employees and it tells what is the relationship among reward, recognition and motivation while working within an organization. The data were collected from employees of diverse type of organizations to gain wide representation of sectoral composition. The participation in survey was voluntary and confidentiality of responses was ensured. The statistical analysis showed that different dimensions of work motivation and satisfaction are significantly correlated and reward and recognition have great impact on motivation of the employees. Implications of the study for managers and policy makers in the context of human resource practices have been discussed. Limitations and guidelines for future research are also provided.
Responses to first 15 question should be in your own words and be .docx
Responses to first 15 question should be in your own words and be 75 words or more
1. What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
2. Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
3. What is your opinion of labor unions?
4. What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
Rewards and Recognition practices in India - 2013
Annual report from GPTW highlighting the key practices across industry in the R&R space.
Discussion #1Give an example of a perk used by your (or another) o.docx
Discussion #1
Give an example of a perk used by your (or another) organization and discuss how the perk was (or was not) successful. What factors contributed to the success of the perk?
Discussion #2
Select one benefit and compliance issue identified in Module 3 and share why you feel it is a potentially risky one of which all organizations need to be aware.
Use a minimum of one reference from the class materials.
References
Read:
What are the Best in Class Non-Monetary Benefits
Other Types of Compensation
Making Learning a Key Element of a Total Rewards Package
Favorite Perks
Compensation Metrics
Module 3: Core Elements of Non-monetary Rewards and Work Experience
Topics
Topic 1: What are Non-monetary Rewards?
Topic 2: Key Elements of Work Experience
Topic 3: Governmental Compliance Issues
Topic 4: Understanding Demographic and Psychographic Differences
Topic 5: Role of Non-monetary Rewards and Work Experience in Total Rewards Design
Topic 6: Conclusions
Topic 1
: What are Non-monetary Rewards?
A Society for Human Resource Management study (SHRM, 2005) found that both employers and HR professionals see benefits or non-monetary rewards as a driving factor for job satisfaction. In this module, non-monetary rewards are defined as the set of rewards known broadly as
benefits
. The array of benefits that supplement monetary rewards are evolving quickly, as the competition for employees increases. While there is a wide range of non-monetary rewards offered, most center around those that protect against the cost of illness or health emergencies, provide income protection in the case of disability, and and provide general well being for the employees and their families. The more typical non-monetary rewards offered today are shown in the center column in table 3.1 below.
Callout
Table 3.1
Three Elements of the Total Rewards Model
Monetary Rewards
Non-monetary Rewards
Work Experience
Base Pay
Income Protection Benefits
Values of the Organization
Variable Pay
Medical Insurance
Community (Individual and Organizational)
Merit and Cost of Living Increases
Vision and Dental
Recognition
Retirement Savings
Disability
Training and Development
Performance Feedback
Life Insurance
Promotions
Deferred Compensation
Paid Time Off
Sense of Accomplishment
Day Care
Employee Assistance Program
Health Related Programs
Tuition Assistance
Companies listed on
Fortune
magazine's list of "100 Best Companies to Work for in America" seem to recognize the importance of offering a wide assortment of benefits. They offer the assortment in order to meet the needs of the employees and address many of the needs in Maslow's hierarchy (Maslow, 1954).The companies appear to use a total rewards approach to compensation to attract, retain, and motivate their employees. In addition to what has become rather standard as a set of rewards including medical, dental and vision insurance; paid time off; and ample room for career growth, some mix of the following benefits is often prese.
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
LinkedIn Executive Education Research
Results from a survey to LinkedIn members who have completed an executive education program.
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANYInternational Journal of Technical Research & Application
The importance of employee satisfaction and work
motivation is growing all the time in the companies. Many
researchers have been made to find out the effect the job
satisfaction and motivation have in the productivity of the
company. This paper is about the employee satisfaction in a
Pharmaceutical company in India. This paper wanted to find out
in practice what the level of employee satisfaction in a company is.
After the target organization had been found, the research
question will composed: what is the level of employee satisfaction
in. The main subjects will be leadership and motivation, and the
affect they have on employee satisfaction. To find out the results
for the research, questionnaires will be delivering to the
employees, in the company. The purpose of this kind of research
is to find out which factors could be improved in the target
company and how to make employees enjoy their work every day.EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANYInternational Journal of Technical Research & Application
The importance of employee satisfaction and work motivation is growing all the time in the companies. Many researchers have been made to find out the effect the job satisfaction and motivation have in the productivity of the company. This paper is about the employee satisfaction in a Pharmaceutical company in India. This paper wanted to find out in practice what the level of employee satisfaction in a company is. After the target organization had been found, the research question will composed: what is the level of employee satisfaction in. The main subjects will be leadership and motivation, and the affect they have on employee satisfaction. To find out the results for the research, questionnaires will be delivering to the employees, in the company. The purpose of this kind of research is to find out which factors could be improved in the target company and how to make employees enjoy their work every day.
Keywords- employee satisfaction, work motivation, leadership, Expectation, Wages.Policies on Politics in the Workplace
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
SHRM Poll on Personality Tests for the Hiring and Promotion of Employees
More Related Content
Similar to Education Assistance Sp Ks
Responses to first 15 question should be in your own words and be .docx
Responses to first 15 question should be in your own words and be 75 words or more
1. What are your own limits concerning questionable language, jokes, or forwarding e-mails? Do you have the same standards in the workplace? What are your views of those whose standards are either more or less tolerant of questionable language or jokes? How might these differences in perspective cause problems?
2. Workplace security focuses on protecting the employer’s property, inventory, data, and productivity. Employee theft, excessive time spent surfing the Internet, revealing trade secrets to competition, online gambling, viewing online pornography, sending offensive or harassing e-mails, or using the company’s customer database for personal gain could damage the company. But how far can this protection extend? Shouldn’t we consider employees’ rights, too? How do we create a balance?
3. What is your opinion of labor unions?
4. What can organizations do to make sure their hiring officials are not using data collection to discriminate against applicant’s, but rather hiring them based on skills?
5. Do you think there will ever be equal employment in the workforce?
6. How far can employers stretch the “green jobs” label before it loses legitimacy? Does Starbucks or McDonald’s policy of rewarding their coffee suppliers who use sustainable growing practices mean that they are green employers? How “green” do they need to be? Is the Society of Human Resource Management adequate by defining “green jobs” as those that meet the need for environmentally responsible production and work processes and the development of green goods and services? This includes “reducing pollution or waste, reducing energy usage, and reducing use of limited natural resources.
7. Employment branding makes the company name stand out when applicants are researching employers. Essentially, it’s about marketing the company as an attractive employer in the same way that consumer products and services such as cars, beverages, and hotels have distinctive brand images. Identify other employers in your area that seem to have an “employment brand.” Does that image help to recruit workers?
8. Should companies use stress interviews? Should interviewers be permitted to assess professionalism, confidence, and how one reacts to the everyday nuisances of work by putting applicants into a confrontational scenario? Does becoming angry in an interview indicate a propensity toward outbursts or violence under work stress? Should HRM advocate the use of an activity that could possibly slip out of control?
9. Few states lost more jobs in the great recession than Michigan where nearly one in every ten jobs disappeared. The country needs a new plan to attack unemployment. It needs to reinvent how to put those unemployed workers to work. Whose responsibility is it to deal with that problem; is it the governments, the businesses or the unemployed person?
10. What are your thoughts and opinions on employers ...
Rewards and Recognition practices in India - 2013
Annual report from GPTW highlighting the key practices across industry in the R&R space.
Discussion #1Give an example of a perk used by your (or another) o.docx
Discussion #1
Give an example of a perk used by your (or another) organization and discuss how the perk was (or was not) successful. What factors contributed to the success of the perk?
Discussion #2
Select one benefit and compliance issue identified in Module 3 and share why you feel it is a potentially risky one of which all organizations need to be aware.
Use a minimum of one reference from the class materials.
References
Read:
What are the Best in Class Non-Monetary Benefits
Other Types of Compensation
Making Learning a Key Element of a Total Rewards Package
Favorite Perks
Compensation Metrics
Module 3: Core Elements of Non-monetary Rewards and Work Experience
Topics
Topic 1: What are Non-monetary Rewards?
Topic 2: Key Elements of Work Experience
Topic 3: Governmental Compliance Issues
Topic 4: Understanding Demographic and Psychographic Differences
Topic 5: Role of Non-monetary Rewards and Work Experience in Total Rewards Design
Topic 6: Conclusions
Topic 1
: What are Non-monetary Rewards?
A Society for Human Resource Management study (SHRM, 2005) found that both employers and HR professionals see benefits or non-monetary rewards as a driving factor for job satisfaction. In this module, non-monetary rewards are defined as the set of rewards known broadly as
benefits
. The array of benefits that supplement monetary rewards are evolving quickly, as the competition for employees increases. While there is a wide range of non-monetary rewards offered, most center around those that protect against the cost of illness or health emergencies, provide income protection in the case of disability, and and provide general well being for the employees and their families. The more typical non-monetary rewards offered today are shown in the center column in table 3.1 below.
Callout
Table 3.1
Three Elements of the Total Rewards Model
Monetary Rewards
Non-monetary Rewards
Work Experience
Base Pay
Income Protection Benefits
Values of the Organization
Variable Pay
Medical Insurance
Community (Individual and Organizational)
Merit and Cost of Living Increases
Vision and Dental
Recognition
Retirement Savings
Disability
Training and Development
Performance Feedback
Life Insurance
Promotions
Deferred Compensation
Paid Time Off
Sense of Accomplishment
Day Care
Employee Assistance Program
Health Related Programs
Tuition Assistance
Companies listed on
Fortune
magazine's list of "100 Best Companies to Work for in America" seem to recognize the importance of offering a wide assortment of benefits. They offer the assortment in order to meet the needs of the employees and address many of the needs in Maslow's hierarchy (Maslow, 1954).The companies appear to use a total rewards approach to compensation to attract, retain, and motivate their employees. In addition to what has become rather standard as a set of rewards including medical, dental and vision insurance; paid time off; and ample room for career growth, some mix of the following benefits is often prese.
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
LinkedIn Executive Education Research
Results from a survey to LinkedIn members who have completed an executive education program.
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANYInternational Journal of Technical Research & Application
The importance of employee satisfaction and work
motivation is growing all the time in the companies. Many
researchers have been made to find out the effect the job
satisfaction and motivation have in the productivity of the
company. This paper is about the employee satisfaction in a
Pharmaceutical company in India. This paper wanted to find out
in practice what the level of employee satisfaction in a company is.
After the target organization had been found, the research
question will composed: what is the level of employee satisfaction
in. The main subjects will be leadership and motivation, and the
affect they have on employee satisfaction. To find out the results
for the research, questionnaires will be delivering to the
employees, in the company. The purpose of this kind of research
is to find out which factors could be improved in the target
company and how to make employees enjoy their work every day.EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANYInternational Journal of Technical Research & Application
The importance of employee satisfaction and work motivation is growing all the time in the companies. Many researchers have been made to find out the effect the job satisfaction and motivation have in the productivity of the company. This paper is about the employee satisfaction in a Pharmaceutical company in India. This paper wanted to find out in practice what the level of employee satisfaction in a company is. After the target organization had been found, the research question will composed: what is the level of employee satisfaction in. The main subjects will be leadership and motivation, and the affect they have on employee satisfaction. To find out the results for the research, questionnaires will be delivering to the employees, in the company. The purpose of this kind of research is to find out which factors could be improved in the target company and how to make employees enjoy their work every day.
Keywords- employee satisfaction, work motivation, leadership, Expectation, Wages.Similar to Education Assistance Sp Ks (20)
Responses to first 15 question should be in your own words and be .docx
Responses to first 15 question should be in your own words and be .docx
Discussion #1Give an example of a perk used by your (or another) o.docx
Discussion #1Give an example of a perk used by your (or another) o.docx
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docx
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
EMPLOYEE SATISFACTION AND WORK MOTIVATION IN A PHARMACEUTICAL COMPANY
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This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
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Education Assistance Sp Ks
- 1. August 11, 2009 SHRM Poll: Education Assistance Benefits
- 2. Does your organization offer education assistance benefits to employees? 2 Note: n = 472. “Don’t know” responses were excluded from this analysis. Organizations that did not offer education assistance benefits stated that cost was the main reason for not offering these benefits.
- 3. What is the PRIMARY reason that your organization offers education assistance benefits to employees? 3 Note: n = 333.
- 4. If employer-provided education assistance was made to be taxable income for employees, how likely is it that employees at your organization would utilize this benefit? 4 Note: n = 332.
- 5. Do you provide education assistance benefits below, at or above the annual nontaxable federal limit of $5,250? 5 Note: n = 329.
- 6. What is the career level of employees who utilize education assistance benefits the MOST at your organization? 6 Note: n = 306, “Don’t know” responses were excluded from this analysis.
- 7. In the past 12 months, which academic fields did employees who use your organization’s education assistance benefits study/take courses in? 7 Note: n = 277. “Not sure“ responses were excluded from this analysis. Multiple responses were allowed. “Other” academic fields included: law/legal, medical, criminal investigation, etc.
- 8. In the past 12 months, what type of degree did employees using your organization’s education assistance benefits pursue? 8 Note: n = 284.“Not Sure“ responses were excluded from this analysis.
- 9. Organization Industry 9 Note: n = 436.
- 10. Organization Staff Size (Full- and Part-Time) 10 Note: n = 312.
- 11. Organization Sector 11 Note: n = 436.
- 12. SHRM Poll: Education Assistance Benefits Methodology Response rate = 20% Sample comprised of 479 randomly selected HR professionals from SHRM’s membership. Margin of error = +/- 5%. Survey fielded the week of August 10, 2009. 12