MBA 530 Module 5-1 Assignment- Employee Satisfaction Survey Results Evaluation (Part Two)

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Southern New Hampshire University *

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Feb 20, 2024

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Miranda Gabriel MBA 530 Module 5-1 Assignment: Employee Satisfaction Survey Results Evaluation (Part Two) Identified Gaps—Obstacles: 1. Lack of Employee Engagement: One significant obstacle to achieving the desired future state is the need for more active employee engagement in providing feedback and suggestions. While the goal is to increase job satisfaction and peer recognition, encouraging employees to actively participate in the improvement process can be challenging. Employees may have reservations, fear of retribution, or may be apathetic about the process. 2. Resource Constraints: Implementing comprehensive training and development programs to achieve the desired future state may require additional resources and budget allocation. In some cases, organizations may need help securing the necessary resources, whether it is financial, personnel, or time, to facilitate the required training and development initiatives. 3. Resistance to Change: Introducing changes in the feedback and recognition processes can be met with resistance. Employees and supervisors may be comfortable with the existing practices and resist alterations. Resistance could be due to various factors, including fear of the unknown, reluctance to change ingrained habits or skepticism about the effectiveness of new approaches.

Goal Revision: 1. Employee Engagement: Achieving a 15% increase in job satisfaction remains relevant but may need some revision. To address the need for more employee engagement, revise the goal to achieve a 10% increase in active employee participation in feedback and suggestion platforms by 2024. This revised goal acknowledges the challenge and sets a measurable target for increased engagement, aligning with the obstacle identified. 2. Resource Allocation: The goal to achieve a 10% increase in satisfaction with training and development by 2024 remains relevant. However, considering the obstacle of resource constraints, it is crucial to revise the goal to include the development of a resource allocation proposal. This revised goal can focus on securing the additional budget and resources needed for enhancing training and development programs. 3. Change Management: The goal to achieve a 20% increase in peer recognition scores by 2024 remains pertinent. Given the potential resistance to change, it is advisable to revise the goal to include the development of a comprehensive change management plan. This revised goal addresses resistance and ensures a smooth transition to new feedback and recognition processes. A Way Forward—Action: 1. Employee Feedback Platform: The action step to implement an easy-to-use employee feedback platform is essential to address the lack of employee engagement. This platform

should be user-friendly and provide a safe space for employees to share their feedback and suggestions. Key stakeholders such as HR, IT, and department managers should be involved in the implementation to ensure success. The justification for this step is that it will create a more inclusive and transparent feedback process, fostering greater employee participation and enhancing job satisfaction. 2. Resource Allocation Proposal: To overcome the obstacle of resource constraints, the organization should take the actionable step of preparing a resource allocation proposal. The relevant stakeholders, including finance, department heads, and HR, should be involved in this process. The proposal should outline the budget and resource requirements for the enhanced training and development programs. This step is justified as it ensures that the organization allocates the necessary resources to improve training and development and, subsequently, job satisfaction. 3. Change Management Plan: To address resistance to new feedback and recognition processes, developing a comprehensive change management plan is crucial. This plan should include strategies for communication, training, and support to facilitate a smooth transition. If available, key stakeholders involved in this step would be HR, department managers, and change management experts. This action is justified because it ensures a well-managed change process that minimizes disruption and maximizes the acceptance of new practices. By revising the goals to address identified obstacles and taking the recommended actions, the organization can effectively bridge the gap between the current state and the desired future state

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in job satisfaction improvement, training, and development enhancement, and peer recognition enhancement. This approach recognizes the challenges and outlines specific steps to overcome them while achieving the organization's employee satisfaction and development goals. References: Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations (6th ed.).

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