MBA 530 GROW Model Complete (2)

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Southern New Hampshire University *

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Business

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Apr 3, 2024

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MBA 530 GROW Model Template Name: Aingeal Wilson Date: 3/7/2024 Identified Trends 1. The first trend I identified was Company and Strategy, the second was Reward and Recognition, and the third was Working Conditions. 2. The trend in the three previously mentioned was that of having a 6-9 average point drop in many of the questions of those categories. 3. Another trend I found was that the lower Reward and Recognition got, many of the answers concerning job satisfaction also lowered. 4. In Company and strategy, two out of three questions had dropped from 1- 15points. This is a significant drop compared to other categories who only dropped a few points on average. Looking at these trends, you can see they are all lose percentages in almost an even amount. Are there certain focus areas that have seen significant changes compared to others?  As mentioned above, while almost all categories had some decrease over the last four years, while only having three categories 2/3 of these had a significant point drop. I feel like compared to the other categories, this category and the biggest overall change, next to Working Conditions, who had many more questions. How might one focus area impact another?  After looking at the data, it seems that questions in categories such as Reward and Recognition, when the employee is not feeling satisfied in how the workplace is rewarding the staff for their efforts or even offering words of praise or affirmation during a difficult time, the employee also had a similar number of points decreased for Company and Strategy, feeling like the company does not care. What this means is that one area can impact another.

Employee Survey Results Data Company & Strategy Reward and Recognition Working Conditions 0 10 20 30 40 50 60 70 80 Lowest scoring question from Employee Survey Data 4 years ago 2 years ago Current This Graph shows the lowest scoring question in each area I felt needed the most improvement. As you can see, there is a significant decrease in Working Conditions and Reward and Recognition, leading to a decrease in Company and Strategy. All three categories are going down at a similar and steady pattern. Focus Areas 1. The first focus area would be Company and Strategy. I say this because improving this area and making sure employees feel cared about and that the company still strives to make decisions based on the mission and vision of the company would give the employees a sense of security in the decisions they make and the tasks they complete. Doing this will also build team morale. 2. The second focus area is Reward and Recognition. While this category is often looked over it seems, it can be very important in the success of a company. This is because when an employee is doing everything they can to be a good employee, hearing that and seeing the recognition from management makes them want to continue to do a good job, even grow in the company. Rewarding employees also is important because no one wants to work hard and not receive anything in return. Buying lunch, giving raises, promotions, etc. are just a few examples of ways to reward top employes. 3. The third would be Working Conditions. This was the category with the most questions, but also on average one of the lower scoring areas. The lowest scoring question was “Can I trust my supervisor,” and only scored 24 percent. This is a problem, because if employees do not trust their supervisor or feel like they can come to them with issues, they won’t. Meaning, problems will continue to grow with no solution.

Reality—Current State 1. Company and Strategy: Looking into the current state of this area, there was much room for improvement with the decline in percentage in two of three of the questions. In the case the area does not improve, it will begin to affect the other focus areas This is because the employees do not feel like the company cares and will be less inclined to do their best. Also, if an employee feels like leadership is not behaving as they should in line with the mission and vision, why would the employee? 2. Reward and Recognition: In terms of Reward and Recognition, the current state is declining. Both these questions in this area had dropped 9 percent. If this department is not improved, employees will begin to feel burnout, low morale, and more mistakes. This will also affect the other areas because if an employee feels underappreciated or feels like they do great work and never get any recognition or praise for it, they will begin doing work that is subpar. In improving this area and employee morale, it will assist the other focus areas. 3. Working Conditions : Looking at all the questions about Working conditions, it had not only the lowest percentages, but also had decline in majority of the questions. That is why this area needs, in my opinion, the most work. If this area does not improve and the employees begin to feel like they can trust their supervisor and go to them for feedback and support, it will begin to affect other areas due to employees not being able to effectively report any issues and low morale. Desired Future State—Where Would You Like to Be? 1. Company and Strategy : What I would like to see in the future to improve the Company and Strategy area is that a team had come together and shared their values and used them to create a shared vision and mission. Doing this will allow all employees to be on the same page and have a shared vision for the outcome of their jobs. 2. Reward and Recognition : What I would like to see in the future in the Reward and Recognition area is an increase in management satisfaction and better working relationships with supervisors. This can be accomplished by implementing incentives for employees based on performance and any other condition the supervisor seems appropriate. Example, rewards for no call outs or for never being late with paperwork. 3. Working Conditions: In the future, I would like to see improvement in this area by having better and more trusting relationships between employee and supervisor, including creating an environment that encourages feedback and solving problems. Also, to provide annual performance reviews so employees can see any areas in which they need to improve their skills or where they excel. This will also allow them to stand out when applying for other positions or promotions. It will show that you have a pattern of good reports and can also see how you have grown in skills during your employment.

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