Improving Employee Morale C A R O L E L L I S | M I S S O U R I - PowerPoint PPT Presentation

“Improving Employee Morale” C A R O L E L L I S | M I S S O U R I S T A T E B O O K S T O R E N A D I N E J O N E S | T E C H N O L O G Y & C O N S T R U C T I O N M A N A G E M E N T A B B Y I S A C K S O N | P U B L I C A T I O N S J O H N P E T E R S O N | P R I N T I N G S E R V I C E S H O L LY R O B I S O N | P S Y C H O L O G Y University Staff Ambassadors 2009-2010 June 11, 2010

Is there an employee morale problem? Meetings with Primary Contacts Ed Choate, Human Resources, November 16, 2009 Dr. Wes Scroggins, Associate Professor, Management, November 30, 2009 Mountain Toppers Meeting Dr. Michelle Visio, Associate Professor, Psychology, December 11, 2009 University Staff Ambassadors 2009-2010 2

Surveys (1/2) Mini Survey – 5 Questions To determine direction of questions What is the most important item in your job? What would you like to see Are you changed at Faculty? the University? Ja nua ry 20 10 What message would you Are you like to send Staff? to the President? University Staff Ambassadors 2009-2010 3

Mini Survey Sample Comments The cost center approach isn’t working, because revenues from enrollment increases don’t get sufficiently directed to productive departments. Instead our hard work rewards an administrator’s pet project. (Faculty) There are ways to manage budgets without costing jobs. When things get tight in a family, they don’t give away the baby! Find a way. (Faculty) We are all in this together. Support and encourage us, and we will support and encourage you. (Staff) Better communication across campus. Strive harder for the betterment of staff moral, we are at our lowest due to economy and extra workloads. Work harder towards a paperless University – get out of the dinosaur age. (Staff) (Comments reworded to compress ideas) Equal representation and fairness when it comes to issues regarding faculty and staff. Sometimes it seems faculty is rewarded with a silver platter, while staff must jump through hoops for any kind of recognition and/or change (especially when it comes to salary). We are the “lower income and ranks”, but without us, the University would not run. (Staff) University Staff Ambassadors 2009-2010 4

Approval for Institutional Review Board University Staff Ambassadors 2009-2010 5

Email for USA Employee Morale Survey University Staff Ambassadors 2009-2010 6

Surveys 2/2 Springfield Campus Survey Faculty/Staff  As a result of the 5 questions mini survey  35 Questions  11 categories University Staff Ambassadors 2009-2010 7

Participants Responses were received from 941 employees of Missouri State University. Of those, 92.6% (n = 871), were full-time employees, 5.4% (n = 51) were part-time employees, 1.2% (n = 11) indicated they did not want to report job category, and 0.9% (n = 8) did not indicate a category. At the time of the survey, there were 2,107 full-time employees at Missouri State University; our response rate for full time employees was 41%. IRB approval #10273 8 University Staff Ambassadors 2009-2010

We asked employees to report how long they worked for Missouri State University. Seven categories were provided. Tenure at Missouri State University 27.9% 30% About 28% of respondents 25% indicated they worked for 18.2% 20% Missouri State for more than 14.9% 15 years and 18% reported 15% 12.4% 10.9% working for Missouri State 10% 6.5% for 1 to 3 years. 6.3% 2.8% 5% 0% Less than 1 to 3 4 to 6 7 to 9 10 to 12 13 to 15 More Prefer 1 year years years years years years than 15 not to years respond University Staff Ambassadors 2009-2010 9

Table 1 Basic Characteristics of the Population of Full-time Employees at Missouri State University (Springfield and Mtn. Grove) Compared to Full-time Respondents of the USA Morale Survey Response rate Campus Demographics Survey Respondents for each Springfield and Mtn. Springfield and Mtn. category Grove Grove N % N % % Total 2,107 100% 871 100% 36.7% Gender (full-time respondents) Male 995 47.2% 334 38.3 33.6 Female 1,112 52.8% 479 55.0 43.0 Prefer not to respond 56 6.4 Did not respond 2 .2 Job category (full-time respondents) N % N % % Executive/Administrative/Managerial 145 6.9 89 10.2 61.4 Faculty 792 37.6 236 27.1 29.8 Staff 1,170 55.5 521 59.8 44.5 Prefer not to respond 24 2.8 Did not respond 1 .1 University Staff Ambassadors 2009-2010 10

Supervisor Support My supervisor appreciates me. My supervisor delivers on promises. I trust my supervisor. My supervisor shows too little interest in the feelings of subordinates. (recoded) University Staff Ambassadors 2009-2010 11

Operating Conditions I have too much work to do it well. Many of our rules and procedures make doing a good job difficult. I have too much to do at work. University Staff Ambassadors 2009-2010 12

Highest Positive Response Meaningful Work I feel a sense of pride in doing my job. I sometimes feel my job is meaningless. (recoded) I work here for money; otherwise this is nothing else for my life here. (recoded) University Staff Ambassadors 2009-2010 13

Fringe Benefits There are benefits we do not have which we should have. (recoded) The benefits we receive are as good as most other organizations offer. University Staff Ambassadors 2009-2010 14

Worry about the Future I worry about the future of Missouri State University. I worry about the future of my job. I often feel that I do not know what is going on with Missouri State University. University Staff Ambassadors 2009-2010 15

Work Unit Cohesion I enjoy my coworkers I find I have to work harder at my job because of the incompetence of people I work with. (recoded) Communications are good within my work unit. University Staff Ambassadors 2009-2010 16

Most Negative Response Communication among Colleges Communications are good among the colleges. University Staff Ambassadors 2009-2010 17

Pay, Performance, and Promotion I feel I am being paid a fair amount for the work I do. The performance appraisal system used to evaluate my performance is fair. Those who do well on the job stand a fair chance of being promoted. I do not feel that the work I do is appreciated. (recoded) University Staff Ambassadors 2009-2010 18

Ethical Behavior Top administration has let it be known that unethical behavior will not be tolerated in our workplace. Some employees at Missouri State University engage in behavior I consider unethical. (recoded) Missouri State University has a good reputation in the community. University Staff Ambassadors 2009-2010 19

Perceptions of Inequity There is a lot of inequity among the different work units on campus. There is a lot of inequity between faculty and staff. University Staff Ambassadors 2009-2010 20

Intent to Quit I plan to leave Missouri State University for another job. I often think about quitting my job. University Staff Ambassadors 2009-2010 21

Communications Promotion of Cooperation University Staff Ambassadors 2009-2010 22

Salary Fringe Benefits Performance Review University Staff Ambassadors 2009-2010 23

Dr. Michelle Visio, Psychology Mr. Ed Choate, Human Resources Dr. Wes Scroggins, Management Mr. Ken McClure, Administrative & Information Service Ms. Debbie Donnellan, Administrative & Information Service University Staff Ambassadors 2009-2010 24

QUESTIONS ? University Staff Ambassadors 2009-2010 25