MBA 530 GROW Model

Name: Paola Gonzalez Date: 7/15/2023 Identified Trends on the Employee satisfaction survey results, I’ve identified a few focus areas with significant changes compared to the previous years, these areas are: Job Satisfaction: on this area, the trends are down in the current year with employee appreciation, the managers are not leading by example and do not practice their role under “Encourage the heart “which means when we recognize and celebrate the values and victories of the employees; on this part, the company has received the lowest scores over the years. Working conditions: on this safety area the company has improved in maintaining the work conditions and the employee safety procedures, but in the current year the company has decreased by two points based on the employee’s survey results. In this area, the only two focus areas that have improved in the current year are accomplishing the Help and responsibilities with the employee’s families and setting the job expectations; employees feel that they have clearly defined their quality goals. The company has to improve identifying who they are with their employees and building credibility, for example, by being honest with their employees, they want to know who they are, and how capable they are on accomplish all the goals for the company because for the majority of people, they want a leader whom they can believe, someone that they can trust, someone competent, someone that inspires others How might one focus area impact another? The client-customer focus area for the past four years has been the only area with improvement with a range from 89 to 91. These results for the employees make them believe that this has been the area with more dedication and focus area to the last four years, this can affect a lot to the others focus areas. Why? Because the employees could believe that the company only cares about what makes the company being sustainable which are the customers. but the managers are not focusing on what to do to increase productivity or execution in the other areas, and this happens when we have Managers managing people not leading by example, managers that are not impacting their employee’s life, not applying the core values of the company, and as a result, this is impacting other areas of the company; in order to improve these areas we need leaders that set examples by sharing values and teach others to model the values.

Employee Survey Results Data Job satisfaction recognition and praise working conditions 0 10 20 30 40 50 60 70 Identified Areas Trend Current Year Two Years Ago Four Years Ago Focus Areas - Reality—Current State 1. Job Satisfaction 2. Recognition and praise 3. Working conditions Job satisfaction: based on the employee survey, I would improve the answers by first Knowing my team, setting expectations with them, and showing my team who I am as a leader, and what I’m able to do for them; to improve these areas a leader needs to clarify their values, and set a voice first with the team, the leader has to identify who In the team is the one with the lower performance and help them to improve. The only way to do that is by having one on one conversation and helping to express their reasons; once you open this door with an employee you will create more engagement with them , they will get you to know you better, they will probably feel that someone is taking care of them and someone that wants them to be better and able to help them to succeed; creating this routine, understanding who they are will help you to increase your team performance and Job satisfaction.

and orderly CONDITIONS Respects the dignity and diversity of all employees WORKING CONDITIONS 75 76 75 Committed to helping employees fulfill their family and other responsibilities WORKING CONDITIONS 76 73 68 Provides leadership who act in just and ethical ways WORKING CONDITIONS 35 45 53 Provides employees with a sense of fulfillment and purpose in their jobs WORKING CONDITIONS 77 80 80 Provides employees with a sense of security in their jobs WORKING CONDITIONS 43 44 47 Provides employees with fair compensation WORKING CONDITIONS 75 76 75 Promotes an environment in which employees feel free to make suggestions and complaints WORKING CONDITIONS 37 41 44 Provides an inclusive environment where each employee is considered as an individual WORKING CONDITIONS 36 40 41 I have the tools and resources to do my job well WORKING CONDITIONS 76 77 76 In my job I have clearly defined quality goals WORKING CONDITIONS 80 80 77 When I am having difficulty my Supervisor is there to support me so I do not feel abandoned WORKING CONDITIONS 35 38 44 My Supervisor gives me useful information on how I can improve my job performance WORKING CONDITIONS 38 41 44 My Supervisor lets me know where I stand and what is expected of me WORKING CONDITIONS 36 39 42 I trust my supervisor WORKING CONDITIONS 24 33 39 Desired Future State—Where Would You Like to Be? As a director, for the next employee survey, I Will correct the previous behaviors and set up goals for the following areas: Client / Customer: Company & Strategy: Job Satisfaction: Recognition & Praise: Working Conditions:

Client / Customer – Company Strategy : providing value to my team and transferring that to the customers. Making sure that my team understands how valuable the customer is by providing good customer care, good service, and always respecting the customers expectations. The current survey is 90, for the next survey we want to expect 94 as a goal. Job Satisfaction: Making sure that all the Managers and leaders in the organization understand who they are, find their voices, and identify their values to be able and transfer that security to the employees, making them feel secure in their job, feeling that they can trust the leader that they have and pass that proud feeling to others that don’t know about the company. The current total survey for job satisfaction is 56.00, working with the goal listed above we expected to be in the 80-85 range. Recognition & praise: I would start coaching my leaders on how to lead by example, showing them how important it is when a manager is impacting their employee’s life recognizing and celebrating the victories and the good performance that an employee has done. Making sure that on the annual reviews, the managers are having one by one conversation with their employees to know them better and recognize what they have done, hearing their thoughts, and providing any support they need. The current survey result is 39.42 and for the next two years expected to be in 80-85 range. Working Conditions: To improve this area I would like to train my managers and leaders on how to be a successful manager-leader overall, identifying the leadership challenges to improve the organization’s working conditions. setting up weekly coaching sections with them about the five main practices of exemplary leadership for organizations’ challenges. Improving this we as an organization will have more credibility, will have more capable managers and leaders that care about the employee’s fulfillment and purposes, maintain good conditions, and provide freedom when the employees want to give suggestions or complaints and help the employees feel that they have a leader that is able to talk to them, set up training and development goals as needed. The current survey result is 58.00 and for the next two years expected to be in the 85-89 range.