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Workplace Effectiveness Measurement Model

The document outlines a workplace effectiveness measurement model for a non-profit organization focused on at-risk teens, emphasizing the importance of employee satisfaction for optimal service delivery. It details the assessment goals, expected outcomes, data collection methods, and evaluation strategies, including the use of surveys and statistical analysis to monitor workplace satisfaction. The plan also includes a communication strategy and potential interventions based on evaluation results to enhance employee engagement and performance.

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0 views13 pages

Workplace Effectiveness Measurement Model

The document outlines a workplace effectiveness measurement model for a non-profit organization focused on at-risk teens, emphasizing the importance of employee satisfaction for optimal service delivery. It details the assessment goals, expected outcomes, data collection methods, and evaluation strategies, including the use of surveys and statistical analysis to monitor workplace satisfaction. The plan also includes a communication strategy and potential interventions based on evaluation results to enhance employee engagement and performance.

Uploaded by

benjaminnosakhare
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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WORKPLACE EFFECTIVENESS

MEASUREMENT MODEL
BENJAMIN EGUABOR
UNIVERSITY OF PHOENIX
PS YC H / 62 9: I NT R O D U C T I O N T O I ND U S T R I A L / O R G A NI Z AT I O NA L
PSYCHOLOGY
PROFESSOR MASON
12/09/24
IMPORTANCE

• The At-Risk teen non-profit


organization’s goal of workplace
satisfaction for its employees
ensures that our employees can
operate at the highest level and
give the best service possible to
at-risk teens.
THE GOAL

The goal of this


assessment is to show
the positive levels of
workplace satisfaction
in our non-profit
organization.

3
EXPECTED OUTCOMES

• The expected outcomes


include seeing what
practical improvements are
applicable within the
workplace.

4
EVIDENCE OF ACHIEVEMENT

•Our success will be


evidenced in qualitative
feedback from staff and
volunteers and
quantitative indices
such as volunteer hours
logged and surveys
where turnover and
satisfaction are at
acceptable levels.

5
MEASUREMENT
TOOLS

• We will deploy monthly surveys, conduct


focus groups, and hold individual
interviews.

6
DATA COLLECTION

• Data will be collected via


anonymous online
surveys on a range of
topics,

7
QUANTIFICATION

• Workplace satisfaction will


be quantified through the
Likert Scale (1= very
dissatisfied, 7= very
satisfied)

8
DATA ANALYSIS

• We will use
descriptive statistics
to analyze our
quantitative data to
identify trends and
area in need of
improvement.

9
EVALUATION AND ASSESSMENT METHODOLOGY

We use both qualitative


and quantitative
measures to evaluate
workplace satisfaction.
We will utilize
statistical software to
analyze survey results
to help identify trends
and areas that will
need attention.

10
DATA TO BE MONITORED

1. We will track employee job


satisfaction scores, turnover
rates, absenteeism rates,
performance metrics, and
qualitative insights from
focus groups and
interviews.
2. This data will be monitored
over time to measure the
effect of any changes
made.
11
COMMUNICATION PLAN, INTERVENTION, AND
REINFORCEMENTS

1. Our goal is to be extremely


transparent and inclusive. This
means sharing our results
without any corruption to our
employees.

2. On the basis of the results of


our evaluations, we shall
introduce interventions like
professional development
programs, flexible work
schedules, and better employee
recognition initiatives.
12
REFERENCES

• American Psychological Association (2020). American Psychological Association. (2020). Publication


manual of the American Psychological Association (7th ed.). Washington, DC: Author.
• Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: Past, present, and future. Journal
of Managerial Psychology, 22(3), 309-328.
• Herzberg, F. (1966). Work and the nature of man. Cleveland, OH: The World Publishing Company
• Locke, E. A. (1976). The nature and causes of vocational satisfaction. In M. D. Dunnette (Ed.), Handbook of
industrial and organizational psychology (pp. 1297–1343). McGraw-Hill.
• Psychological Review, 86(4), 219. The Motivation to Work. Transaction Publishers.
• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Hoboken, NJ: Pearson.
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