Questionnaire Template - Employee Questionnaire

IHIGH I IHIGH I

3.2 Employee Questionnaire

3.2.1 Questionnaire Template

The questionnaire administered to employees is shown below, exactly as it went out to them via e-mail. Responses were submitted via the company's intranet and collated in a spreadsheet.

The purpose of this questionnaire is to gauge employee opinions regarding the tactics and strategy that Engen Refinery attempts to implement. This survey also aims to assess the overall work environment in the organisation, in an effort to gauge how we are successful, and in what areas improvements can be made, to achieve the ultimate objectives of the organisation.

Responses to the questions will be recorded anonymously, so that individual confidentiality is ensured. Please feel free to be honest and open in your responses, in order to ensure that the right steps are taken for the future.

Section A

Please indicate to what extent you agree/disagree with the statements below using the following scale:

1 = Strongly agree 2 = Agree 3 = Neutral 4 = Disagree 5 = Strongly disagree

1. Engen Refinery serves its customers well 2. Working at Engen is desirable and fun

3. The 9-day fortnight makes life more balanced 4. Engen is a good neighbour to the community

5. STOP for Safety is helping us improve our standards

6. There is an environment of trust and honesty amongst our team 7. The GREAT DAYS initiative is working for us

8. I take Engen's policy of Shared Values seriously in my daily work

1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 9. Reliability-centred production helps us improve operational performance 1 2 3 4 5 10. I understand and apply the Service Level Agreements that apply to me 2 3 4 5 11. Engen "lives" the Five Quality Principles as far as possible 1 2 3 4 5

12. I understand how my work contributes to Engen's overall goals & strategy 1 2 3 4 5

13. Managers visibly demonstrate their commitment to tactics 14. I trust my supervisor to look after my best interests

15. Engen Refinery can be trusted to keep its promises and commitments

1 2 3 4 5 1 2 3 4 5 1 2 3 4 5

Section B

Please indicate to what extent the following factors are important to you as an individual in order for you to work effectively and maximise your potential.

Scale:

1 = Most important 2 = Very important 3 = Important 4 = Less Important 5 = Unimportant

16. Mutual trust between myself and my supervisor 1 2 3 4 5 17. Approachability of supervisor to enable honest communication 1 2 3 4 5 18. My supervisor should support and stand up for me 1 2 3 4 5

19. Fair remuneration package 1 2 3 4 5

20. Clear goals and objectives from my superiors 2 3 4 5

21. Opportunity to clarify issues 2 3 4 5

22. Opportunity to freely express ideas 1 2 3 4 5

23. Flexible work hours 1 2 3 4 5

24. Open path for conflict resolution 1 2 3 4 5

Now indicate how often these factors are actually present in your work environment:

Scale:

=

Always 2

=

Very Often 3 = Often 4 = Seldom 5 = Never

25. Mutual trust between myself and my supervisor 2 3 4 5 26. Approachability of supervisor to enable honest communication 2 3 4 5 27. My supervisor should support and stand up for me 2 3 4 5

28. Fair remuneration package 1 2 3 4 5

29. Clear goals and objectives from my superiors 2 3 4 5

30. Opportunity to clarify issues 2 3 4 5

31. Opportunity to freely express ideas 1 2 3 4 5

32. Flexible work hours 1 2 3 4 5

33. Open path for conflict resolution 1 2 3 4 5

34. Are you happy with your current level of performance?

r Yes r No

35. Choose all applicable factors listed below that you believe will help you improve your performance

r

If my s1,lpervisor trusted me more

r

Better relationship

with supervisor

r

Greater autonomy

r

Better relationship with colleagues

Understanding management Effective communication

r

tactIcs re tlVe to my wor

.

^lao ^k r fr om supervISor .

Clear Service Level Agreements,

r

which everyone abides by

r

Other, please state ... ..

r

Acknowledgement for work done well

r

Dealing with mistakes when they happen

36. The knowledge and experience you contribute is recognised and rewarded accordingly.

Do you agree?

r

Strongly agree

r

Agree

r

Neutral

r

Disagree

r

Strongly disagree 37. Your supervisor creates a vision and strategy for your area

r

Strongly agree

r

Agree

r

^Neutral (. Disagree

r

Strongly disagree 38. (a) Your supervisor gives you feedback that helps you improve your performance

r

Strongly agree

r

Agree

r

Neutral

r

^Disagree

^r

Strongly disagree (b) How often?

r

Very often

r

Fairly often

r

Sometimes

r

Rarely

r

Never 39. You have useful one-on-one discussions with your supervisor:

r

Once a week

r

Once a fortnight r Daily

r

Once a month (- Every quarter

r

Annually at performance review

r

Never

r

Whenever requested by either of you

40. Overall how satisfied are you with the job done by your supervisor?

r

Very dissatisfied

r

Somewhat dissatisfied

r.

Neutral

r

Somewhat satisfied

r

Very satisfied

Section C - Personal Data for Statistical Reasons

1. Please indicate your gender

r

^Male

r

Female

2. Please indicate your age

r

20-25

r

50-55

r

25-30 r Over 55

r

30-35

r

35-40

r

40-45

r

^45-50

3. Which category best describes your position at Engen Refinery

r

OperatorfTechnician

r

^Engineer

r

Optimisation! Process Control

r

Operations

r

Accounting

r

Middle Management

r

Administrative/clerical

r

^Planning

r

Senior Management

3.3 Focus Group Discussion

Stratified random sampling will be used to select a focus group of employees, across different organisational levels and ethnic groups. Due to the potential effect of the Employment Equity policy, an attempt will be made to ensure that the focus group reflects the local demographics as closely as possible. This implies that, for every ten participants in the focus group, there should be six blacks, two Indians, one white and one coloured employee. The gender split in the focus group will be approximately 50/50 male and female.

The purpose of the focus group discussion will be to get a better understanding of the key factors at play in relating psychological contracts to the implementation of management tactics and optimisation of work performance at the Engen Refinery. It will also be used as a forum for expanding on some of the reasons behind trends evident from responses to the employee questionnaire.

3.3.1 Template for Focus Group Discussion

1. What do you think are Engen's key tactics related to the company's strategic focus?

Having fun BEE

Max profit & value

Employment equity Grow people to best Cleaner Fuels International stds for environmental perf

Being good neighbour Serve customers well Reliability centred prodn IntI safety stds

2. Which of these tactics do you believe Engen is implementing successfully?

Having fun BEE

Max profit & value

Employment equity Grow people to best Cleaner Fuels International stds for environmental perf

Being good neighbour Serve customers well Reliability centred prodn Inti safety stds

3. What factors do you think affect the implementation of these tactics?

4. Do you believe that management tactics are clearly linked to the performance expectations of all employees?

5. What are your opinions regarding the performance appraisal system at Engen?

6. What influence does your relationship with your supervisor have on your work performance?

7. Do you have general comments about how the work environment can be improved for better relationships, implementation of strategy and work performance?

3.4 Interviews

Dalam dokumen The role of employees' psychological contract in the successful implementation of management tactics and achieving optimum performance at Engen Refinery, Durban, South Africa. (Halaman 54-60)