Organizational Analysis
Chelsea Hutto
September 24, 2014
HR Development
Part 1:
Summary
Due to recent increases in employee absenteeism, this survey is being administered to
assist in determining the underlying reasons for employee absenteeism at Tampa Electric. Within
this analysis, there is a 15-20 survey, which will help subject matter experts determine the root
causes of employee absenteeism within the organization. Surveys will consist of open ended, fill
in the blank, and yes or no questions to ensure individuals are adequately able to portray their
opinions and make interpretation for the data collector easier.
Surveys will be administered to both employees (Linemen, specifically) and managers of
Tampa Electric. Data will be collected by administering the managerial staff with surveys first,
once completed linemen will then be given the survey following. Administration will take place
within a “group setting”, although all employees and managers will receive their surveys
separately. The surveys will be administered at a 9:00 a.m. meeting for the managerial staff in
which mangers will be instructed to answer the survey as honestly as possible as all information
will be kept confidential. The administrator of the surveys will only be present for the time it
takes to present all mangers with surveys and will then leave the room for survey completion.
There will be a thirty minute time slot for all individuals to be able to complete the surveys will
ample time. Once managers have completed the surveys, the same administration process will be
carried out for the employees. Surveys will be administered at 9:30 a.m. meeting for employees
and will take place in a different area of the building to ensure employees and managers feel free
to be open and honest about their opinions and concerns without influence of the other. Surveys
will be administered first thing in the morning, so employees or managers will not have to rush
through the survey if it was administered before the work day is over or survey completion will
not have to take place outside of the workplace.
The survey given to managerial staff is different from the surveys given to employees.
The survey for managers sought out to identify current and future concerns, such as employee
performance, motivation, and skill level. The survey also sought out to identify support and
opinions regarding organizational training. Whereas the survey for employees was more task
based, and sought out to identify potential areas for concern.
The strategy for interpretation of the data collected will be to compare the information
collected by employees to the managers. In many cases, there is certain information the
managers or employees may not be aware of due to job position. By administering surveys to
both managers and employees we hope to be able gain comprehensive knowledge to be able to
solve the issue of absenteeism at Tampa Electric.
With future concerns such as environmental regulation and law changes and economic
changes in mind, there are many possible outcomes which could influence the livelihood of
Tampa Electric. In addition to regulation and financial changes, due to the nature of the business,
Tampa Electric could face increases in political and societal pressure to limit environmental
damage. Future skill needs could be required to deal with such changes which could lead to
employee absenteeism, turnover, and performance gaps. Based on these issues, training could
remedy many of these issues, although this could be dependent on organizational support.
Through the use of the survey, one of the goals is to gauge organizational opinion and support of
organizational changes such as training. There are current resources to be able to deal with this
issue, although future economic and financial changes could influence the available resources of
Tampa Electric.
In addition to questions regarding future concerns, the survey for managers included
questions regarding employee satisfaction with various aspects of the organization. By including
these, we are able to determine a general environment of TECO, by asking managers opinions on
how their employees view the organization.
The administration and analysis of this data should take approximately two months to
complete. Once administration and analysis is complete, the issue of absenteeism should be
identified and the organization can initiate changes to remedy the current issues. This
implementation should take roughly 6 to 8 months to complete.
Management Survey
The purpose of this survey is to gain comprehensive knowledge on opinions regarding
current organizational tasks and issues at Tampa Electric. The information collected through the
use of this survey will help improve the steps and tasks that take place on an organizational level.
All information from this survey will be kept anonymous and confidential. Participants will be
given 30 minutes to complete the survey, but it should take no longer than 15-20 minutes to
complete. Please answer the following questions as honestly as possible.
1. Please state your age.
________
2. What is your job position?
_____________________________
3. What department do you work for?
_____________________________
4. How long have you worked for Tampa Electric?
_____________________________
5. Is this your first managerial position?
____ Yes
____ No
If No, please state the total years of experience you have as a manager ____
Please indicate your level of agreement for the following statements using the below rating
system:
Extremely low
Moderately low
Neutral
Moderately high
Extremely high
1. In the past year, how would you rate the level of voluntary turnover (i.e. employee chose
to leave the organization due to personal dissatisfaction) within your organization?
1
2
3
4
5
2. In the past year, how would you rate the level of involuntary turnover (i.e. employee left
the organization due to factors outside of their control) within your organization?
1
2
3
4
5
3. In the past year, how would you rate the level of employee absenteeism within your
organization?
1
2
3
4
5
4. In the past year, how would you rate the level of employee satisfaction of the work
schedules offered within your organization?
1
2
3
4
5
5. In the past year, how would you rate the level of employee satisfaction with
compensation within your organization such as employee pay, promotion, and benefits?
1
2
3
4
5
6. In the past year, how would you rate the level of employee trust within your
organization?
1
2
3
4
5
7. How would you rate the level of inconsistency between employee job requirements and
employee knowledge, skills, and abilities?
1
2
3
4
5
8. How would you rate the level of employee safety within your organization?
1
2
3
4
5
9. How would you rate the level of employee motivation within your organization?
1
2
3
4
5
10. How would you rate the importance of timeliness and attendance among employees
within your organization?
1
2
3
4
5
11. How would you rate the current level of employee performance within your
organization?
1
2
3
4
5
12. How would you rate the level of impact the economy has on employee absenteeism and
turnover within your organization?
1
2
3
4
5
13. How would you rate the level of impact future environmental regulation and societal
changes will have on employee absenteeism and turnover within your organization?
1
2
3
4
5
14. How would you rate the level of available resources to remedy the current issues within
your organization such as turnover and absenteeism?
1
2
3
4
5
15. How would you rate your level of commitment to remedying current issues within the
organization?
1
2
3
4
5
16. Do you feel the current level of employee performance is where is should be, or does it
need improvement?
______________________________________________________________________
______________________________________________________________________
17. If you believe absenteeism to be moderately to very high within your organization, please
indicate any aspects you feel could be responsible for this outcome.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
18. If you believe absenteeism to be high within your organization, please indicate whether
or not you feel training could decrease the overall level of absenteeism.
____ I do not believe absenteeism to be high within the organization.
____ Yes
____ No
a. If no, please indicate why you feel training would not impact employee
absenteeism.
________________________________________________________________
________________________________________________________________
19. Are there any current issues within your organization you feel could be improved? If so,
please elaborate.
________________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
20. Do you feel your organization is currently prepared to deal with future concerns such as
regulation changes, financial changes, and societal pressure?
____ Yes
____ No
21. With future organizational issues such as regulation and financial changes in mind please
indicate whether or not you feel training could help your organization prepare for the
changes ahead and why.
______________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
22. Do you believe your organization has adequate space available to prepare for the future
issues the organization may face?
_____ Yes
_____ No
23. If the organization were to expand, please indicate whether you feel this would benefit or
harm the organization and why.
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
24. Do you believe employees have adequate time and resources available to complete their
job tasks?
____ Yes
____ No
25. If training were implemented, do you feel this would take away employees from their job
tasks?
_____ Yes
_____ No
26. Please indicate any organizational constraints that were not discussed above, that could
possibly harm the organization.
_______________________________________________________________________
________________________________________________________________________
_______________________________________________________________________
27. Please provide any additional comments or suggestions below.
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
Thank you for completing this survey!
Part 2:
Summary
As stated previously, this survey was completed to be able to gain comprehensive
knowledge about the current organizational issues of Tampa Electric. The surveys given
to employees were different from the survey given to managerial staff. The survey for
Linemen specifically, sought out to assess current tasks and KSAOs of this particular job
position in addition to determine any performance gaps among employees, if any.
Demographic questions included age, job position, time employed at TECO, and
total experience worked as a lineman. By including these questions, we can assess if they
have worked at TECO for a substantial amount of time, which they may be more aware
of organizational issues and concerns. Additionally, we are able to assess whether or not
they have worked as a lineman previously, which may enable them to be more aware of
issues among employees/themselves.
In addition to demographic questions and questions regarding general tasks and
KSAO’s, there were also questions regarding employee satisfaction and performance
included. Specifically, satisfaction with work schedules, compensation, and environment
were included to determine employee level of satisfaction, to determine if it could
influence absenteeism and turnover.
Lineman Survey
The purpose of this survey is to gain comprehensive knowledge on opinions regarding
current organizational tasks and issues at Tampa Electric, in addition to information
relating to tasks and job position of Linemen specifically. The information collected
through the use of this survey will assist in improving the steps and tasks that take place
on an organizational level. All information from this survey will be kept anonymous and
confidential. Participants will be given 30 minutes to complete the survey, but it should
take no longer than 15-20 minutes to complete. Please answer the following questions as
honestly as possible.
1. Please state your age.
__________
2. What is your job position?
______________________
3. How long have you worked at Tampa Electric?
______________________
4. Is this your first lineman position?
____ Yes
____ No
If No, please state the total years of experience you have as a lineman _____
Please indicate your level of agreement for the following statements using the below rating
system:
Extremely low
Moderately low
Neutral
Moderately high
Extremely high
1. How would you rate the level of available time to complete your work load?
1
2
3
4
5
2. How would you rate the level of available resources to complete your job tasks?
1
2
3
4
5
3. How would you rate your level of motivation to complete your work load?
1
2
3
4
5
4. How would you rate the level of importance of timeliness and attendance in the
workplace?
1
2
3
4
5
5. How would you rate your overall level of satisfaction with your job position?
1
2
3
4
5
6. How would you rate your satisfaction with the incentive programs within your
organization?
1
2
3
4
5
7. How would you rate your satisfaction with the work schedules offered within your
organization?
1
2
3
4
5
8. How would you rate your level of satisfaction with the compensation programs within
your organization, such as pay, promotion, and benefits?
1
2
3
4
5
9. How would you rate your level of satisfaction with the environment of your
organization?
1
2
3
4
5
4
5
10. How would you rate your level of trust of the organization?
1
2
3
11. How would you rate the level of inconsistency between job requirements and employee
knowledge, skills, and abilities?
1
2
3
4
5
12. How would you rate the level of inconsistency between current performance and the level
of performance employees should have?
1
2
3
4
5
13. How would you rate your level of safety within the organization?
1
2
3
4
5
14. How would you rate your level of confidence in completing your workload?
1
2
3
4
5
15. How would you rate the overall level of absenteeism within your workplace?
1
2
3
4
5
16. How would you rate your level of confidence in implementation of training to reduce
organizational issues such as turnover and absenteeism?
1
2
3
4
5
17. How would you rate the level that priority tasks are completed promptly and fully within
your organization?
1
2
3
4
5
18. How would you rate your level of performance to adhere to safety practices and
procedures?
1
2
3
4
5
19. How would you rate your level of confidence to remove electrical hazards from disturbed
lines?
1
2
3
4
5
20. How would you rate your level of confidence to facilitate repairs?
1
2
3
4
5
21. How would you rate your level of confidence to install, maintain, and repair electric
distribution systems?
1
2
3
4
5
22. How would you rate your level of mechanical knowledge, such as tool design, use, and
maintenance?
1
2
3
4
5
23. How would you rate your level of troubleshooting skills, such as determining causes of
operating errors and making a course of action to remedy?
1
2
3
4
5
24. How would you rate the overall level of frequency of time spent checking equipment and
removing barriers around work areas?
1
2
3
4
5
25. Do you feel your current level of performance is sufficient to complete your job tasks and
duties?
____ Yes
____ No
26. Do you feel your current level of performance will be sufficient in the occurrence of
future concerns such as regulation and economic changes?
_____ Yes
_____ No
27. Do you feel there are issues within the organization that could cause potential harm? If
so, please elaborate.
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
28. If you feel there are instances for potential concern, please indicate any solutions you feel
may be sufficient.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
29. If training were implemented, do you feel this would benefit or harm your ability to
complete your job tasks and duties?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
30. Please indicate any suggestions or further comments you may have below.
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Thank you for completing this survey!