Genesis, Inc. case: assessing employee satisfaction

Genesis, Inc. case: assessing employee satisfaction

Journal of the International Academy for Case Studies

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Author Abstract

CASE DESCRIPTION

The primary subject matter of this case is human resource challenges of creating a new corporate culture following growth from a series of mergers and acquisitions. With a difficulty level of four and five, the case is positioned for senior human resources management classes at the undergraduate level or for beginning MBA classes in human resources, organizational behavior or management concepts. The case is designed to be taught in two 60 to 75 minute classes with the first session concentrating on the survey results and the second class focusing on implementing the cultural change process. It is expected to require three hours of outside preparation by students.

CASE SYNOPSIS

Genesis is a leading global supplier of nylon and carpet backing, yarns, and cord fabric. They are also a manufacturer of industrial textiles, reinforcement materials, and yarn used in the production of artificial turf, tires, conveyor belts and webbing. Their polyester coating fabrics are the reinforcing material for tents, tarpaulins, and awnings.

Over a fifty-three year history, the company has grown throughout its seven international locations. As the specialty fibers industry has matured, the company has strategically pursued mergers, purchases, and combining plant locations. This industry consolidation is expected to continue in the future.

At one of their North American plants headquartered in Dalton, Georgia, problems with employee relations resulted from the jumbled corporate culture that evolved from a recent merger and acquisition. Employees remained uncertain and anxious about their future with the company. After reviewing the company mission and history, Genesis management agreed a baseline level of employee satisfaction was needed. With the help of an outside human resources consultant, an employee survey was administered to 253 employees to determine their level of satisfaction with the workplace and culture as well as a number of key human resource practices and issues including management communication, employee feedback, compensation and benefits, and employee recognition programs.

Students are provided the survey results and summaries of open-ended comments and are asked to make recommendations to management and suggest improvements to establish a new, single, cohesive corporate culture.

HISTORY OF GENESIS

The original company began in 1955 and was established as Genesis USA. Thirty years later in 1985, an acquisition of Gemini Industrial Products was made. In 1995, more expansion took place with the acquisition of manufacturing plants in South America, Australia, Europe, and Asia. During 2005, another merger of plants in Melbourne, Australia and Prague, and the Czech Republic was completed. The most recent acquisition occurred in 2006 with a merger of plants in Turkey, China, and Indonesia. Today, the company is a global leader with 10 operations spread over five continents, in nine countries with a workforce of approximately 5,000 employees.

In 2007, the company’s net sales reached $925 million.

At the Georgia production facility, Genesis supervisors realized even though employees seemed to appreciate their jobs, productivity, innovation, and employee retention could be improved. Genesis was a top company to work for because of the great benefits offered its employees, but the perception seemed to be eroding. There was a sense that motivation and morale had declined following the latest merger. Out of necessity, changes were being made. Work shifts were reduced from 12 hours to 8 hours and overtime was eliminated. Employees who came from Global International were accustomed to working fourteen days with seven days off and working 12 hour shifts. This was changed to working five eight hour weekdays with weekends off. This seemed to be one of the biggest employee complaints. In addition, fewer benefits were provided to all employees in a cost-saving measure.

Two-thirds of the employees had been with either Genesis or Allied prior to the mergers. These employees had similar jobs and were from the same type of manufacturing background. The remaining employees (approximately one third) were new hires and had little knowledge of the previous culture or benefits except for things they’d been told through the company “grapevine.” During the last merger yet a new mix of employees changed the cultures. These employees were immigrant workers from Central America and Mexico.

Generally, employees enjoyed working in the manufacturing environment with other employees but the original employees’ discontent with what they perceived to be an erosion of pay and benefits seemed to be affecting the newly acquired and newly hired employees. Turnover reached a company high of 25 percent in 2008. Since the changes were recent, the executive team wanted to quickly address the issues.

Workplace injuries had increased and managers wondered if the increase in injuries was due to lack of training or supervision or due to the new hires and the merger. Reinstatement of the plant’s “superior” safety record was an important goal.

Management engaged a human resources consultant for help in identifying the source of problems and for guidance on reshaping the culture. The HR consultant met with the top three directors at Genesis in Dalton, Georgia. The group included the general manager, the quality assurance manager, and the production manager. The general manager began by discussing the current corporate culture.

“We are a blend of three different employee groups. The first group hired worked for Global International, which originally manufactured an automobile tire backing material before we began making carpet backing at this plant. A second core group of employees were hired to work at this plant and had only known yarn and carpet backing production. A third group of employees had been hired following the recent merger with one of our former competitors” the general manager explained. As the discussion continued, it became clear that at least three different cultures were evident and the changes had taken place in less than three years. Not only were there differing cultures but work practices and task completion steps also varied. The groups remained disparate thinking their past ideas and processes were superior to the others.

In the meeting with company leaders, the consultant realized maintaining a highly motivated workforce was the key to Genesis future success. The company requires employees who are productive, innovative, and will work to control costs while striving to be the industry leader. With the declining economy in 2009, it is important for employees to implement cost-saving measures while maintaining a high level of job performance and satisfaction. Managers felt employee satisfaction was directly related to quality and productivity. Because of the crises in the mortgage industry and the declining new home construction and automobile production, there is less demand for carpet. Demand for Genesis’s carpet backing, yarn, and other products is soft. Management agrees now is the time to correct internal issues and prepare for an industry rebound in the next 12 to 18 months.

After several meetings, discussions, and a tour of the facility, the HR consultant prepared a questionnaire to gather employee data. The questionnaire was pre-tested by the leadership team and a small group of seven hourly employees before the instrument was administered to all managers, professionals, and hourly workers.

Employees were asked to rate each question on a Likert-type scale ranging from “strongly agree” to “strongly disagree” with “3” a mid-point rating for the neutral response of “neither agree nor disagree.” Questionnaire categories included the job itself, key job satisfaction components of skill variety, task significance, task identity, autonomy, communication and feedback plus areas of compensation, benefits, rewards, and recognition. The results are tabulated by percentages in several tables following the original order of the questionnaire. Of the Genesis employees who participated in the satisfaction survey, ninety percent were hourly, five percent were managers and five percent were non-managerial/professional. The survey was administered during two off-site mandatory training sessions. Approximately twenty employees did not complete the survey due to illness/absence.

QUESTIONS

Based on the data provided, prepare a consultant’s report. Specifically, address the following questions.

  1. What are your recommendations for management to improve the culture of Genesis?
  2. What specific recommendations are needed for the job, communication and feedback, compensation and benefits, and recognition?
  3. What does Genesis seem to be doing right? Should these practices be continued?
  4. Develop a time line and order of implementation for the recommended changes?
  5. When should the company expect to see improved morale and why?
  6. How can the company perpetuate the “new” culture for the future, particularly if additional mergers and acquisitions are forthcoming? How?
  7. If the economic downturn and recession persists, how can the company maintain morale in light of potential layoffs and cut-backs in jobs and work loads?
  8. What top changes are necessary to improve the safety/injury record at Genesis to previous levels?
  9. Discuss change management and Lewin’s unfreeze-change-refreeze theory of organizational change as it relates to Genesis.
  10. Given the issues mentioned in the open-ended responses, what should management change or address and why?

Judy Nixon, University of Tennessee at Chattanooga

Marilyn M. Helms, Dalton State College

Table 1: About My Job

 

Strongly Agree Neither Agree Disagree

Agree or Disagree

 

  1. Overall, I feel this 52 119 48 21

is a good place to

work.

 

  1. I clearly understand 76 143 21 7

the expectations of my

job

 

  1. The workload 25 103 55 47

expected of me is

realistic

 

  1. I feel I have 24 84 60 56

adequate resources and

support to do my job

 

  1. The orientation to 26 104 63 31

my job adequately

prepared me

 

  1. I have the 51 102 49 33

decision-making

authority I need to do

my job well

 

  1. I feel my efforts 60 115 44 21

make a positive

difference in the

success of this

organization

 

  1. I have the chance to 57 132 38 19

make daily use of my

abilities and skills

 

  1. I enjoy performing 43 86 71 32

the day-to-day

activities of my job

 

  1. My work schedule 57 71 55 34

allows me sufficient

flexibility to meet my

personal/family needs

 

11.Employee 64 97 51 18

relationships are based

on trust

 

  1. The level of 20 87 87 35

cooperation within the

company helps me in

performing my job

 

  1. I received the 40 114 55 24

appropriate training to

perform my job

 

  1. Additional training

would be useful in

(write your answer in

space provided):

 

* troubleshooting mechanical problems, skills and procedures (28)

 

* specific skills–packing standards, finishing spinning procedures,

polymers, winders(20)

 

* all aspects of the jobs in general–on-going, hands-on training is

needed (15)

 

* maintenance and equipment repair (6)

 

* cross training between the 1st and 2nd floor (4)

 

* new hire classes (4)

 

* communication (3)

 

* cleaning (2)

 

* foreign language (Spanish) (2)

 

* management and supervision (2)

 

Additional comments: computer; documentation; drives; housekeeping;

forklift driving; I trained myself; keep trainees off the floor until

they are properly trained; listening to and understanding lies; making

sure the trainers watch the employees they are training carefully;

notes; train on our off days monthly possibly 1 day; one on one

training; problem solving; process; project management; still in the

classroom training now.

 

Total 595 1357 697 378

 

Strongly Did Not Total

Disagree Answer

 

  1. Overall, I feel this 9 4 253

is a good place to

work.

 

  1. I clearly understand 5 1 253

the expectations of my

job

 

  1. The workload 21 2 253

expected of me is

realistic

 

  1. I feel I have 27 2 253

adequate resources and

support to do my job

 

  1. The orientation to 16 13 253

my job adequately

prepared me

 

  1. I have the 11 7 253

decision-making

authority I need to do

my job well

 

  1. I feel my efforts 11 2 253

make a positive

difference in the

success of this

organization

 

  1. I have the chance to 6 1 253

make daily use of my

abilities and skills

 

  1. I enjoy performing 14 7 253

the day-to-day

activities of my job

 

  1. My work schedule 30 6 253

allows me sufficient

flexibility to meet my

personal/family needs

 

11.Employee 21 2 253

relationships are based

on trust

 

  1. The level of 21 3 253

cooperation within the

company helps me in

performing my job

 

  1. I received the 12 8 253

appropriate training to

perform my job

 

  1. Additional training

would be useful in

(write your answer in

space provided):

 

* troubleshooting mechanical problem 157

 

* specific skills–packing standards, finishing spinning procedures,

polymers, winders (20)

 

* all aspects of the jobs in general–on-going, hands-on training is

needed (15)

 

* maintenance and equipment repair (6)

 

* cross training between the 1st and 2nd floor (4)

 

* new hire classes (4)

 

* communication (3)

 

* cleaning (2)

 

* foreign language (Spanish) (2)

 

* management and supervision (2)

 

Additional comments: computer; documentation; drives; housekeeping;

forklift driving; I trained myself; keep trainees off the floor until

they are properly trained; listening to and understanding lies; making

sure the trainers watch the employees they are training carefully;

notes; train on our off days monthly possibly 1 day; one on one

training; problem solving; process; project management; still in the

classroom training now.

 

Total 204 215

 

Table 2: Communication and Feedback

 

Strongly Agree Neither Agree Disagree

Agree or Disagree

 

  1. Genesis regularly 20 122 64 35

and effectively

communicates

organizational goals and

objectives

 

  1. New and existing 13 87 73 58

policies are clear,

communicated in a timely

manner and easily

available

 

  1. I am informed about 11 59 72 68

big changes in advance,

instead of being caught

by surprise

 

  1. I receive regular 19 68 78 60

and effective feedback

that helps me improve my

job performance

 

  1. My supervisor is not 11 56 68 79

specific enough when

giving me feedback about

my job performance

 

  1. My supervisor 48 87 67 29

listens to me when I

have issues or ideas

about improving my job

 

  1. My supervisor’s 37 86 66 38

actions and behaviors

are consistent with her

words

 

  1. I am satisfied with 19 62 68 65

how complaints and

concerns are dealt with

 

  1. My supervisor is 48 106 53 24

approachable and

available whenever I

have a need

 

  1. The supervisor has a 39 88 58 28

good understanding of

what is happening in

this facility

 

  1. Communication at

Genesis could be

improved by:

 

Representative Comments: letting people know well in advance

before anything is done; not communicating at the “last minute”;

telling people face-to-face instead or relaying problems or

concerns; quick responses; being more up to date on issues; shift

notes; communicating; actually listening to the employee’s

concerns; management has no real idea as to what is happening

within the industrial parts of this company; newsletter to all

employees; having a clear understanding of other team members

jobs and responsibility; English classes are needed; responding

to our question without getting mad; listening to a broader

cross-section of employees instead of a select few; more team

meeting; improving communication with shifts (top to bottom);

eliminating “layers” of communication–go directly to those

involved in needed discussion; handbook; if everybody speaks and

understands English; letting people know what kind of process

changes are being made; having translators; allowing operators to

speak openly without rejecting their ideas as soon as they start

talking; supervisors following standard operating procedures

also; not waiting till the last minute to be informed about big

changes (example: going to eight hour days); if you know about

changes two months before time than you should let your employees

know that; computer lists updated and used; allowing individuals

in area to make the “call” instead of going thru several

individuals before a decision is made.

 

Total 265 821 667 484

 

Strongly Did Not Total

Disagree Answer

 

  1. Genesis regularly 10 2 253

and effectively

communicates

organizational goals and

objectives

 

  1. New and existing 20 2 253

policies are clear,

communicated in a timely

manner and easily

available

 

  1. I am informed about 39 4 253

big changes in advance,

instead of being caught

by surprise

 

  1. I receive regular 23 5 253

and effective feedback

that helps me improve my

job performance

 

  1. My supervisor is not 32 7 253

specific enough when

giving me feedback about

my job performance

 

  1. My supervisor 18 4 253

listens to me when I

have issues or ideas

about improving my job

 

  1. My supervisor’s 21 5 253

actions and behaviors

are consistent with her

words

 

  1. I am satisfied with 38 1 253

how complaints and

concerns are dealt with

 

  1. My supervisor is 18 4 253

approachable and

available whenever I

have a need

 

  1. The supervisor has a 33 7 253

good understanding of

what is happening in

this facility

 

  1. Communication at

Genesis could be

improved by:

 

Representative Comments: letting people know well in advance 144

before anything is done; not communicating at the “last minute”;

telling people face-to-face instead or relaying problems or

concerns; quick responses; being more up to date on issues; shift

notes; communicating; actually listening to the employee’s

concerns; management has no real idea as to what is happening

within the industrial parts of this company; newsletter to all

employees; having a clear understanding of other team members

jobs and responsibility; English classes are needed; responding

to our question without getting mad; listening to a broader

cross-section of employees instead of a select few; more team

meeting; improving communication with shifts (top to bottom);

eliminating “layers” of communication–go directly to those

involved in needed discussion; handbook; if everybody speaks and

understands English; letting people know what kind of process

changes are being made; having translators; allowing operators to

speak openly without rejecting their ideas as soon as they start

talking; supervisors following standard operating procedures

also; not waiting till the last minute to be informed about big

changes (example: going to eight hour days); if you know about

changes two months before time than you should let your employees

know that; computer lists updated and used; allowing individuals

in area to make the “call” instead of going thru several

individuals before a decision is made.

 

Total 252 183

 

Table 3: Compensation and Benefits

 

Strongly Agree Neither Agree Disagree

Agree or Disagree

 

  1. I feel that my 19 92 65 53

contributions are

appropriately

compensated

 

  1. I believe 26 111 66 32

compensation is

competitive to the local

marketplace

 

  1. I believe 22 85 68 48

compensation is in line

with the workload and

expectations of the

organization

 

  1. I believe I 39 145 54 7

understand the benefits

provided by Genesis,

Inc.

 

  1. I believe benefits 38 111 59 13

are competitive to other

similar companies

 

  1. I would like to see the following benefit(s) added:

 

Paid sick days/earned sick leave (rather than having to use vacation

days) (43)

 

Production bonuses/incentives/stock options (18)

 

Buy unused vacation weeks back (11)

 

Bought vacation (7)

 

Better dental insurance (6)

 

More pay (5)

 

More vacation (5)

 

Paid disability (5)

 

Paid disability (4)

 

Wellness/fitness facility on-site or paid off-site or discounts (4)

 

Pension program (3)

 

Paid time off/personal days/flex days (4)

 

Health insurance after retirement (2)

 

Profit sharing (2)

 

Day care (2)

 

Supplemental insurance (like AFLAC) (2)

 

Wellness program or rewards for wellness (2)

 

Better insurance (1)

 

Additional comments: recognition, structured pay ranges for

salary grades; clear policy on “comp” time; paid time off; add

auto-insurance; promotion based on skill not who you know; more

money to keep up with economic standards; at least 3 sick days-

year per employee; having a job at Genesis; 44 hrs not enough

when on 12 hr shifts; moving away from rotating shifts; vacation

days–in the past, after working five years, you accumulated

another week of vacation; incentives for ideas submitted;

increase 401k take; education for child; stay on 12 hr. shifts;

annual cost of living raise; my money back; no money loss on

serious health problem (cut to 80% after 3 months); stop taking

money away; give back the money they are taking from my check and

give back weekend off.

 

  1. The benefit(s) I most appreciate is (are) the following:

 

Medical/health benefits (87)

 

401k and 5% company match (50)

 

Vacation (32)

 

Dental (20)

 

My pay in general (14)

 

Vision (9)

 

CAP(8);

 

CAP–college/school assistance (7)

 

Floating hours; flex time and schedule (5)

 

Life insurance (5)

 

Short and long-term disability (4)

 

The entire benefit package (4)

 

Holidays (3)

 

sick days (3)

 

EAP (2)

 

Insurance for my children (2)

 

FMLA (2)

 

Additional comments: time off; working for Genesis; flexible

spending; the fitness club; bonus; double time on the 7 days; the

rate of topped cut pay; 12 hr. shift(3); paid holidays; EAP; 2

working days; my paycheck every two weeks; they took most of them

away in the last 4 years; death in the family (3 days); holiday

pay.

 

Total 144 544 312 153

 

Strongly Did Not Total

Disagree Answer

 

  1. I feel that my 22 2 253

contributions are

appropriately

compensated

 

  1. I believe 17 1 253

compensation is

competitive to the local

marketplace

 

  1. I believe 24 6 253

compensation is in line

with the workload and

expectations of the

organization

 

  1. I believe I 6 2 253

understand the benefits

provided by Genesis,

Inc.

 

  1. I believe benefits 18 14 253

are competitive to other

similar companies

 

  1. I would like to see the following benefit(s) added:

 

Paid sick days/earned sick leave (rat 140

days) (43)

 

Production bonuses/incentives/stock options (18)

 

Buy unused vacation weeks back (11)

 

Bought vacation (7)

 

Better dental insurance (6)

 

More pay (5)

 

More vacation (5)

 

Paid disability (5)

 

Paid disability (4)

 

Wellness/fitness facility on-site or paid off-site or discounts (4)

 

Pension program (3)

 

Paid time off/personal days/flex days (4)

 

Health insurance after retirement (2)

 

Profit sharing (2)

 

Day care (2)

 

Supplemental insurance (like AFLAC) (2)

 

Wellness program or rewards for wellness (2)

 

Better insurance (1)

 

Additional comments: recognition, structured pay ranges for

salary grades; clear policy on “comp” time; paid time off; add

auto-insurance; promotion based on skill not who you know; more

money to keep up with economic standards; at least 3 sick days-

year per employee; having a job at Genesis; 44 hrs not enough

when on 12 hr shifts; moving away from rotating shifts; vacation

days–in the past, after working five years, you accumulated

another week of vacation; incentives for ideas submitted;

increase 401k take; education for child; stay on 12 hr. shifts;

annual cost of living raise; my money back; no money loss on

serious health problem (cut to 80% after 3 months); stop taking

money away; give back the money they are taking from my check and

give back weekend off.

 

  1. The benefit(s) I most appreciate is (are) the following:

 

Medical/health benefits (87) 103

 

401k and 5% company match (50)

 

Vacation (32)

 

Dental (20)

 

My pay in general (14)

 

Vision (9)

 

CAP(8);

 

CAP–college/school assistance (7)

 

Floating hours; flex time and schedule (5)

 

Life insurance (5)

 

Short and long-term disability (4)

 

The entire benefit package (4)

 

Holidays (3)

 

sick days (3)

 

EAP (2)

 

Insurance for my children (2)

 

FMLA (2)

 

Additional comments: time off; working for Genesis; flexible

spending; the fitness club; bonus; double time on the 7 days; the

rate of topped cut pay; 12 hr. shift(3); paid holidays; EAP; 2

working days; my paycheck every two weeks; they took most of them

away in the last 4 years; death in the family (3 days); holiday

pay.

 

Total 87 268

 

Table 4: Recognition and Open-Ended Comments

 

Strongly Agree Neither Agree Disagree

Agree or Disagree

 

  1. Genesis, Inc. offers 10 54 82 63

recognition to

individuals in

appropriate ways

 

  1. Recognition or 94 98 47 8

praise is something I

value

 

  1. At Genesis, Inc. 63 68 57 34

recognition or praise

for doing a good job is

rare

 

  1. For me, recognition

or praise could take the

form of (write your

answer in the space

provided).

 

Say Thanks (appreciation, lunch, conversation, paid dinner,

recognition from supervisor, simple thanks or praise (62)

 

Bonus (35)

 

Money/more pay (32)

 

Gift cards or gift or perk (19)

 

Vacation (7)

 

Advancement/raise/incentives (7)

 

Awards and incentives (5)

 

Time off (5)

 

Respect (3)

 

Additional comments: respect for the individual person; nothing

is done right now; parking spots; add to benefit program Genesis

Chat; parking privilege; comp time; pay for performance; only

Jesus gets the praise; praise given before we complain about not

getting any; sick day; anything at all would be better than what

we have now; not taking money away from me; any; better

employees; better job on their assignments; anything

 

Total 167 220 186 105

 

Written Comments

 

  1. Comments about Genesis, Inc. overall

 

good company/happy/enjoy my job here (68)

 

good pay/benefits (13)

 

okay but needs improvement (12)

 

bad/don’t like it (9)

 

not like the former merged/acquired company–liked it better (2)

 

Additional comments: not family valued; needs to lighten up on

the employees a little; too much for 12 hr shifts; not enough

follow through; fair; getting better; expectation on workload–

not realistic for 12 hr shifts; we need to improve instead ofjust

maintain our processes; it’s trying to stay in the market and I

hope it can; my job has allowed my wife to stay home with our

children, for this I am thankful; just needs a couple of things

straightened out; I feel supervisors play favorites; continue the

same policy that has began with Genesis and add more if

necessary; bring back smoking; good intentions; opportunities are

out there; a proving global company; just started; stop social

promotions; need to treat employees better; stop adding and

building things within if we’re trying to save; don’t take care

of their moneymakers; I think they have unrealistic views on what

our workload should be; terrible management; don’t like the

changes; poor management; like the pay don’t like the pressure;

too many changes–not all for the employees; take, take, take;

need to value workers more; would like to see it grow; quit

taking from us (money); we need to be appreciated; focus on

mental not physical aspect; needs more accountability; keep on

taking your time and money and giving nothing back; as long as

they don’t take money away from me their fine

 

  1. Comments about the workload

 

Representative Comments:

 

in spinning, our workload has increased; expectations are

realistic, but right now we don’t have the right tools to meet

expectations; we have no time to trouble shoot; fair; depends on

the day; insane; good; heavy; would be easier if I were better

trained; would like to see more packers where I can concentrate

on the machines; very, very physical; killing my back; too much

work without a packer and a trained partner; heavy; you get in

situations where you need a little help; very heavy, very

demanding; we are operators, inspectors, packer, housekeeper,

maintenance, buggy pushers–too many tasks; too heavy for one

person to take at a time.

 

  1. Comments about communication within Genesis, Inc.

 

Representative Comments: the communication needs a lot of work;

operators are left in the dark; emails and bulletins are

effective; there’s no communication some of us forget we are all

here for the same cause; housekeeping audits are done with no

feedback; communication between operators and high level people

is needed; communication is unclear sometimes; need quarterly

financial meeting; needs to be better and faster; needs work;

bad; each shift has different information; too much phone clutter

(noise-sounds) on intercom.

 

  1. Things you believe Genesis, Inc. should continue to do

 

Representative Comments: have more group involvement; have annual

meeting to let you know how we are doing; reduce injuries, and

reward a great job done; employees feel overworked and

underappreciated; shift get togethers; meetings; keeping everyone

informed of business issues; keep working on the job

improvements; promoting within the company; train; treat people

better; leave the machines running at a good speed and leave it

alone; investing money in better equipment; strive for

excellence; stay on 12 hrs; continue to value their employees;

training.

 

  1. Things you believe Genesis, Inc. should start or stop doing

 

Representative Comments: work safety; involving more people to do

tasks instead of relying on same people; start communicating with

the little guy; respecting the operators minds; Genesis should

not penalize everyone for something 1 or 2 did wrong; start being

fair to all employees; stop the meetings! too many too often; we

do not get a whole lot out of graphs and pie charts; stop

allowing some people to get away with breaking the rules, while

punishing others. Lots of favoritism; maybe a designated smoking

area; start listening to every race of people; start praising

employees more; have sick days available–we are using vacation

days when we get sick; stop taking and start giving back.

 

  1. Comments about any of the above questions

 

Representative Comments: great improvement in organization of

area; spinners can tell what’s happening; sorry I couldn’t answer

more; make people a priority; no clue; will this survey really

change anything?; fair; leave our 12 hour shifts alone; I get

sick of thinking where this company will be in 5 years; focus on

question #37; I know my partner and quad well; questions are

fine; have a suggestion box–could possibly give improvements to

area

 

  1. Additional Comments

 

Representative Comments: seems like a great place to work so far

overall, great people in general; with various cultures working

in Genesis, Inc., I think that misunderstandings occur between

American and international employees; some simple training/open

discussion @ culture differences between these two groups could

be beneficial and help us to better understand each other;

changing winders is extremely dangerous due to the ramp. steel

plate needs to be “flush” with concrete; more and more is asked

of us with no additional people or proper supplies; operators are

people too; we deserve respect; better exhaust system; good place

to work; companies actions causes lack of trust from employees;

Genesis should reprimand people not willing to follow company

policies; blessed to have a job; glad to be going to 8 hrs; find

a way to compensate for lost of wages due to hour changes if

would help morale.

 

Strongly Did Not

Disagree Answer

 

  1. Genesis, Inc. offers 40 4

recognition to

individuals in

appropriate ways

 

  1. Recognition or 3 3

praise is something I

value

 

  1. At Genesis, Inc. 12 19

recognition or praise

for doing a good job is

rare

 

  1. For me, recognition

or praise could take the

form of (write your

answer in the space

provided).

 

Say Thanks (appreciation, lunch, conversation, paid dinner,

recognition from supervisor, simple thanks or praise (62) 116

 

Bonus (35)

 

Money/more pay (32)

 

Gift cards or gift or perk (19)

 

Vacation (7)

 

Advancement/raise/incentives (7)

 

Awards and incentives (5)

 

Time off (5)

 

Respect (3)

 

Additional comments: respect for the individual person; nothing

is done right now; parking spots; add to benefit program Genesis

Chat; parking privilege; comp time; pay for performance; only

Jesus gets the praise; praise given before we complain about not

getting any; sick day; anything at all would be better than what

we have now; not taking money away from me; any; better

employees; better job on their assignments; anything

 

Total 55 142

 

Written Comments

 

  1. Comments about Genesis, Inc. overall

 

good company/happy/ 130

enjoy my job here (68)

 

good pay/benefits (13)

 

okay but needs improvement (12)

 

bad/don’t like it (9)

 

not like the former merged/acquired company–liked it better (2)

 

Additional comments: not family valued; needs to lighten up on

the employees a little; too much for 12 hr shifts; not enough

follow through; fair; getting better; expectation on workload–

not realistic for 12 hr shifts; we need to improve instead ofjust

maintain our processes; it’s trying to stay in the market and I

hope it can; my job has allowed my wife to stay home with our

children, for this I am thankful; just needs a couple of things

straightened out; I feel supervisors play favorites; continue the

same policy that has began with Genesis and add more if

necessary; bring back smoking; good intentions; opportunities are

out there; a proving global company; just started; stop social

promotions; need to treat employees better; stop adding and

building things within if we’re trying to save; don’t take care

of their moneymakers; I think they have unrealistic views on what

our workload should be; terrible management; don’t like the

changes; poor management; like the pay don’t like the pressure;

too many changes–not all for the employees; take, take, take;

need to value workers more; would like to see it grow; quit

taking from us (money); we need to be appreciated; focus on

mental not physical aspect; needs more accountability; keep on

taking your time and money and giving nothing back; as long as

they don’t take money away from me their fine

 

  1. Comments about the workload

 

Representative Comments: 121

 

in spinning, our workload has increased; expectations are

realistic, but right now we don’t have the right tools to meet

expectations; we have no time to trouble shoot; fair; depends on

the day; insane; good; heavy; would be easier if I were better

trained; would like to see more packers where I can concentrate

on the machines; very, very physical; killing my back; too much

work without a packer and a trained partner; heavy; you get in

situations where you need a little help; very heavy, very

demanding; we are operators, inspectors, packer, housekeeper,

maintenance, buggy pushers–too many tasks; too heavy for one

person to take at a time.

 

  1. Comments about communication within Genesis, Inc.

 

Representative Comments: the communication needs a lot of work; 134

operators are left in the dark; emails and bulletins are

effective; there’s no communication some of us forget we are all

here for the same cause; housekeeping audits are done with no

feedback; communication between operators and high level people

is needed; communication is unclear sometimes; need quarterly

financial meeting; needs to be better and faster; needs work;

bad; each shift has different information; too much phone clutter

(noise-sounds) on intercom.

 

  1. Things you believe Genesis, Inc. should continue to do

 

Representative Comments: have more group involvement; have annual 153

meeting to let you know how we are doing; reduce injuries, and

reward a great job done; employees feel overworked and

underappreciated; shift get togethers; meetings; keeping everyone

informed of business issues; keep working on the job

improvements; promoting within the company; train; treat people

better; leave the machines running at a good speed and leave it

alone; investing money in better equipment; strive for

excellence; stay on 12 hrs; continue to value their employees;

training.

 

  1. Things you believe Genesis, Inc. should start or stop doing

 

Representative Comments: work safety; involving more people to do 151

tasks instead of relying on same people; start communicating with

the little guy; respecting the operators minds; Genesis should

not penalize everyone for something 1 or 2 did wrong; start being

fair to all employees; stop the meetings! too many too often; we

do not get a whole lot out of graphs and pie charts; stop

allowing some people to get away with breaking the rules, while

punishing others. Lots of favoritism; maybe a designated smoking

area; start listening to every race of people; start praising

employees more; have sick days available–we are using vacation

days when we get sick; stop taking and start giving back.

 

  1. Comments about any of the above questions

 

Representative Comments: great improvement in organization of 240

area; spinners can tell what’s happening; sorry I couldn’t answer

more; make people a priority; no clue; will this survey really

change anything?; fair; leave our 12 hour shifts alone; I get

sick of thinking where this company will be in 5 years; focus on

question #37; I know my partner and quad well; questions are

fine; have a suggestion box–could possibly give improvements to

area

 

  1. Additional Comments

 

Representative Comments: seems like a great place to work so far 226

overall, great people in general; with various cultures working

in Genesis, Inc., I think that misunderstandings occur between

American and international employees; some simple training/open

discussion @ culture differences between these two groups could

be beneficial and help us to better understand each other;

changing winders is extremely dangerous due to the ramp. steel

plate needs to be “flush” with concrete; more and more is asked

of us with no additional people or proper supplies; operators are

people too; we deserve respect; better exhaust system; good place

to work; companies actions causes lack of trust from employees;

Genesis should reprimand people not willing to follow company

policies; blessed to have a job; glad to be going to 8 hrs; find

a way to compensate for lost of wages due to hour changes if

would help morale.

 

1155

 

Table 5: Demographics

 

  1. Total number of 21 less than 179 more than

years with Genesis one year one year

 

  1. Previously worked 103 Yes 100 No

for merged company

 

If no, skip question 46

 

  1. Total number of 61 1-5 years 21 6-10 years 18

years with Genesis

 

  1. My job 162 hourly 10 non- 19

classification is: managerial

 

Total Surveyed: 253

 

  1. Total number of 53

years with Genesis

 

  1. Previously worked 50

for merged company

 

If no, skip question 46

 

  1. Total number of more than 151

years with Genesis 10 years

  1. My job management 67

classification is:

Total Surveyed:

Nixon, Judy^Helms, Marilyn M.

Full Text: COPYRIGHT 2010 Jordan Whitney Enterprises, Inc.

 

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