Hello friends, I am a student of MBA 4th semester. I need your help to make grand my project about employee motivation. So I need a motivation Questionnaire for employees working in a bank.
From India, Ahmadabad
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From India, Ahmadabad
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Dear Ami Soni,
Greetings!
Here are ten tips for questionnaires on employee motivation:
1. What is the 'primary aim' of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities, and mission.
2. What obstacles stop employees from performing to the best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation.
3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually, we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results...
4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their solutions, or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze, or lost a number of key people, this will have an effect on motivation. Collect information from employees about their fears, thoughts, and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly, this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company? Do they feel safe, loyal, valued, and taken care of? Or do they feel taken advantage of, dispensable, and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one? Your company may present itself to the world as the 'caring airline', 'the forward-thinking technology company', or the 'family hotel chain'. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees, you may notice motivation problems. Find out what the disparity is between the employees' image of the company from the outside and from the inside.
Meanwhile, visit the following URLs for more information:
- http://www.infosurv.com/employee-motivation-survey.htm
- http://www.gwlawson.com/motivation.htm
Regards,
John N
From India, Madras
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59Greetings!
Here are ten tips for questionnaires on employee motivation:
1. What is the 'primary aim' of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities, and mission.
2. What obstacles stop employees from performing to the best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation.
3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually, we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results...
4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their solutions, or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze, or lost a number of key people, this will have an effect on motivation. Collect information from employees about their fears, thoughts, and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly, this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company? Do they feel safe, loyal, valued, and taken care of? Or do they feel taken advantage of, dispensable, and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one? Your company may present itself to the world as the 'caring airline', 'the forward-thinking technology company', or the 'family hotel chain'. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees, you may notice motivation problems. Find out what the disparity is between the employees' image of the company from the outside and from the inside.
Meanwhile, visit the following URLs for more information:
- http://www.infosurv.com/employee-motivation-survey.htm
- http://www.gwlawson.com/motivation.htm
Regards,
John N
From India, Madras
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Hi all,
I am currently pursuing my MBA and working on a project focused on employee motivation. Could someone please assist me by providing a sample questionnaire related to employee motivation? Your prompt help would be greatly appreciated. Thank you in advance.
Acknowledge(0)Amend(0)
I am currently pursuing my MBA and working on a project focused on employee motivation. Could someone please assist me by providing a sample questionnaire related to employee motivation? Your prompt help would be greatly appreciated. Thank you in advance.
Acknowledge(0)Amend(0)
[QUOTE=raajz_johnny;284072]
Dear Ami Soni,
Greetings! Here are ten tips for questionnaires on employee motivation:
1. What is the 'primary aim' of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities, and mission.
2. What obstacles stop employees from performing to the best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that sap motivation.
3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually, we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results, etc.?
4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their solutions, or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze, or lost a number of key people, this will have an effect on motivation. Collect information from employees about their fears, thoughts, and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly, this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company? Do they feel safe, loyal, valued, and taken care of? Or do they feel taken advantage of, dispensable, and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one? Your company may present itself to the world as the 'caring airline,' 'the forward-thinking technology company,' or the 'family hotel chain.' Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees, you may notice motivation problems. Find out what the disparity is between the employees' image of the company from the outside and from the inside.
Meanwhile, you can visit the following URLs for more information on employee motivation surveys:
- [Employee Motivation Survey | Employee Retention Survey | Employee Satisfaction](http://www.infosurv.com/employee-motivation-survey.htm)
- [Free Employee Motivation Survey - Low Cost Southern California Business Consulting](http://www.gwlawson.com/motivation.htm)
Best Regards,
John N
hi raajz johnny,
Can you please send the questionnaire on training and motivation in achieving organizational goals as soon as possible? I want such types of questions that can be based on simple ticking such as yes, no, highly satisfied, and not satisfied. I will be highly grateful and look forward to your response as soon as possible.
From India, Kanpur
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Dear Ami Soni,
Greetings! Here are ten tips for questionnaires on employee motivation:
1. What is the 'primary aim' of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities, and mission.
2. What obstacles stop employees from performing to the best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that sap motivation.
3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually, we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results, etc.?
4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their solutions, or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze, or lost a number of key people, this will have an effect on motivation. Collect information from employees about their fears, thoughts, and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly, this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company? Do they feel safe, loyal, valued, and taken care of? Or do they feel taken advantage of, dispensable, and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one? Your company may present itself to the world as the 'caring airline,' 'the forward-thinking technology company,' or the 'family hotel chain.' Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees, you may notice motivation problems. Find out what the disparity is between the employees' image of the company from the outside and from the inside.
Meanwhile, you can visit the following URLs for more information on employee motivation surveys:
- [Employee Motivation Survey | Employee Retention Survey | Employee Satisfaction](http://www.infosurv.com/employee-motivation-survey.htm)
- [Free Employee Motivation Survey - Low Cost Southern California Business Consulting](http://www.gwlawson.com/motivation.htm)
Best Regards,
John N
hi raajz johnny,
Can you please send the questionnaire on training and motivation in achieving organizational goals as soon as possible? I want such types of questions that can be based on simple ticking such as yes, no, highly satisfied, and not satisfied. I will be highly grateful and look forward to your response as soon as possible.
From India, Kanpur
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Hello Nimisha, Are you doing the course in Wales, UK, or through TASMAC? I hope you are joking when you are asking for a completed project report. Have a nice day Simhan
From United Kingdom
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From United Kingdom
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Employee Motivation.ppt
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