Welcome to the Alexis Alm Doctoral Blog
Dive into the world of doctoral research in organizational leadership, where theory meets practical application.
Analyzing Organizational Happiness Some Points to Ponder
Overview of Survey
The survey developed in Module 7 consisted of 10 questions, utilizing the Likert Scale and designed to address organizational culture and employee happiness. It was sent to 15 people in various organizations, including nonprofits, education, for-profit corporations on a national scale, medium-sized corporations, and small businesses. 11 people responded to the survey, and ten people completed it. The survey was designed to be completely anonymous and used the Survey Monkey platform. The survey was sent on November 17, 2024. All responses were received by November 21st, 2024.
Analysis of Results by Question
Question 1: I am satisfied with the work-life balance that I experience in this organization:
Figure 1. Work-Life Balance Responses.
45% (5) respondents strongly agree with this statement.
36% (4) respondents agree with this statement
18% (2) respondents disagreed with this statement.
0 respondents were neutral or strongly disagreed.
The results show that 81% of respondents either strongly agree or agree with the question. More responses were needed to make an accurate quantitative analysis or even an accurate qualitative analysis. The fact that so many of the respondents, in a wide range of professions, feel satisfied with their work-life balance. Since all the participants are related to or friends of the surveyor, it shows that people with a work-life balance surround the surveyor.
Question 2: My work environment positively influences my happiness.
45% (5) respondents strongly agree with this statement.
36% (4) respondents agree with this statement
18% (2) respondents disagreed with this statement.
0 respondents were neutral or strongly disagreed.
Question 3: I enjoy working with my colleagues and feel a sense of camaraderie within my team.
Figure 2. Enjoys Working with Colleagues.
45% Strongly agree (5)
45% Agree (5)
9% Neither agree nor disagree/neutral
0 respondents stated that they disagreed or strongly disagreed with that statement.
The respondents are overwhelmingly happy working within their teams, with 90% Strongly agreeing with or agreeing with the question. According to Guo & Zhu (2022), team camaraderie is essential to overall happiness and contributes to a positive organizational culture.
Question 4: I feel supported and respected by the organization’s leadership, who are open to and listen to feedback.
27% Strongly Agree (3)
45% Agree (5)
27% Neither agree nor disagree/neutral (3)
0 respondents disagreed or strongly disagreed with this question.
Question 5: The organization provides adequate and helpful resources for managing stress and well-being (workshops, materials, counseling). One of the respondents did not answer questions 5-10. Responses for those questions will total 10.
Figure 3. Resources for Managing Stress.
20% Strongly agree (2)
30% Agree (3)
50% Disagree (5)
0 of the respondents selected neutral or strongly disagree
This question received the most responses that disagreed with the statement. A follow-up survey or a future survey would be important to identify how the employees felt about this organizational shortcoming, learn why they feel the organization does not provide resources to manage stress, and further identify their suggestions for how their organizations could improve in this area.
Question 6: My organization has sufficient opportunities for professional development and career growth.
20% Strongly agree (2)
60% Agree (6)
20% Neutral (2)
- respondents disagreed or strongly disagreed with the statement.
With 80% of the respondents either strongly agreeing or agreeing with the statement, and 20% neutral, and no one disagreeing or strongly disagreeing, these respondents see opportunities for development and career growth within their organization. It also shows their optimism about their organization and their future. (Farrell, 2018)
Question 7: I feel well-informed about organizational changes and decisions that affect my role.
20% Strongly agree (2)
50% Agree (5)
30% Neutral (3)
0 respondents replied disagree or strongly disagree
This question taps into communications, often a key component in organizational culture and employee happiness (Guo, Y., & Zhu, Y. 2022b). With 70% agreeing or strongly agreeing to the statement, three neutral, and 0 replying disagree or strongly disagree, these respondents do not have negative experiences concerning communication within their organization.
Question 8: When I have a concern, issue, or problem, I feel heard and that the issue is addressed through policy, practice, and appropriate concern.
Figure 4. Concerns Addressed and Feeling Heard.
40% Strongly agree (4)
10% Agree (1)
40% are neutral (4)
10% disagree (1)
0 Respondents replied strongly disagree to the statement.
Most of the respondents to this question, which also involves communication, are either strongly agreeing (4) or neutral (4). This is an even split: strongly agree and agree on one side, neutral and disagree on the other.
Question 9: I believe that my organization prioritizes employee well-being and happiness.
20% Strongly Agree (2)
40% Agree (4)
20% Neutral (2)
20% Disagree (2)
0 respondents strongly disagreed with the statement.
This question shows that the respondents are spread across the scale, with 60% agreeing or neutral and 20% at each end of the scale agreeing strongly or disagreeing.
Question 10: I am happy working for this organization.
Figure 5. Happy Working for This Organization.
50% Strongly agree (5)
20% Agree (2)
20% Neutral (2)
10% Disagreed (1)
Considering the responses to the previous questions, the responses to this question were consistent, with 70% either strongly agreeing with the statement or agreeing with it. 20% were neutral, and one respondent disagreed with the statement.
Conclusion
To highlight key takeaways from the research and review for organizations seeking to maximize employee innovation, productivity, creativity, and overall happiness:
- When evaluating their employees' creativity and innovative skills, organizations should consider the environment in which they operate and whether the culture supports those expectations (Demissie & Egziabher, 2022).
- Organizations and leadership should implement training and resources to develop empathy and compassion in employees (Guo & Zhu, 2022b).
- Organizations with a positive culture help employees feel part of the team, which results in lower turnover rates and higher productivity (Farrell, 2018).
References
Demissie, D., & Egziabher, F. G. (2022). An investigation of organizational culture of higher education: The case of Hawassa University. Education Research International, 1–14. https://doi.org/10.1155/2022/1222779.
Farrell, M. (2018). Leadership reflections: organizational culture. Journal of Library Administration, 58(8), 861–872. https://doi.org/10.1080/01930826.2018.1516949.
Guo, Y., & Zhu, Y. (2022a). How does organizational compassion motivate employee innovative behavior: a cross-level mediation model. Psychological Reports, 125(6), 3162–3182. https://doi.org/10.1177/00332941211037598.
Guo, Y., & Zhu, Y. (2022b). How does organizational compassion motivate employee innovative behavior: a cross-level mediation model. Psychological Reports, 125(6), 3162–3182. https://doi.org/10.1177/00332941211037598.
Analyzing Organizational Happiness Some Points to Ponder
Overview of Survey
The survey developed in Module 7 consisted of 10 questions, utilizing the Likert Scale and designed to address organizational culture and employee happiness. It was sent to 15 people in various organizations, including nonprofits, education, for-profit corporations on a national scale, medium-sized corporations, and small businesses. 11 people responded to the survey, and ten people completed it. The survey was designed to be completely anonymous and used the Survey Monkey platform. The survey was sent on November 17, 2024. All responses were received by November 21st, 2024.
Analysis of Results by Question
Question 1: I am satisfied with the work-life balance that I experience in this organization:
Figure 1. Work-Life Balance Responses.
45% (5) respondents strongly agree with this statement.
36% (4) respondents agree with this statement
18% (2) respondents disagreed with this statement.
0 respondents were neutral or strongly disagreed.
The results show that 81% of respondents either strongly agree or agree with the question. More responses were needed to make an accurate quantitative analysis or even an accurate qualitative analysis. The fact that so many of the respondents, in a wide range of professions, feel satisfied with their work-life balance. Since all the participants are related to or friends of the surveyor, it shows that people with a work-life balance surround the surveyor.
Question 2: My work environment positively influences my happiness.
45% (5) respondents strongly agree with this statement.
36% (4) respondents agree with this statement
18% (2) respondents disagreed with this statement.
0 respondents were neutral or strongly disagreed.
Question 3: I enjoy working with my colleagues and feel a sense of camaraderie within my team.
Figure 2. Enjoys Working with Colleagues.
45% Strongly agree (5)
45% Agree (5)
9% Neither agree nor disagree/neutral
0 respondents stated that they disagreed or strongly disagreed with that statement.
The respondents are overwhelmingly happy working within their teams, with 90% Strongly agreeing with or agreeing with the question. According to Guo & Zhu (2022), team camaraderie is essential to overall happiness and contributes to a positive organizational culture.
Question 4: I feel supported and respected by the organization’s leadership, who are open to and listen to feedback.
27% Strongly Agree (3)
45% Agree (5)
27% Neither agree nor disagree/neutral (3)
0 respondents disagreed or strongly disagreed with this question.
Question 5: The organization provides adequate and helpful resources for managing stress and well-being (workshops, materials, counseling). One of the respondents did not answer questions 5-10. Responses for those questions will total 10.
Figure 3. Resources for Managing Stress.
20% Strongly agree (2)
30% Agree (3)
50% Disagree (5)
0 of the respondents selected neutral or strongly disagree
This question received the most responses that disagreed with the statement. A follow-up survey or a future survey would be important to identify how the employees felt about this organizational shortcoming, learn why they feel the organization does not provide resources to manage stress, and further identify their suggestions for how their organizations could improve in this area.
Question 6: My organization has sufficient opportunities for professional development and career growth.
20% Strongly agree (2)
60% Agree (6)
20% Neutral (2)
- respondents disagreed or strongly disagreed with the statement.
With 80% of the respondents either strongly agreeing or agreeing with the statement, and 20% neutral, and no one disagreeing or strongly disagreeing, these respondents see opportunities for development and career growth within their organization. It also shows their optimism about their organization and their future. (Farrell, 2018)
Question 7: I feel well-informed about organizational changes and decisions that affect my role.
20% Strongly agree (2)
50% Agree (5)
30% Neutral (3)
0 respondents replied disagree or strongly disagree
This question taps into communications, often a key component in organizational culture and employee happiness (Guo, Y., & Zhu, Y. 2022b). With 70% agreeing or strongly agreeing to the statement, three neutral, and 0 replying disagree or strongly disagree, these respondents do not have negative experiences concerning communication within their organization.
Question 8: When I have a concern, issue, or problem, I feel heard and that the issue is addressed through policy, practice, and appropriate concern.
Figure 4. Concerns Addressed and Feeling Heard.
40% Strongly agree (4)
10% Agree (1)
40% are neutral (4)
10% disagree (1)
0 Respondents replied strongly disagree to the statement.
Most of the respondents to this question, which also involves communication, are either strongly agreeing (4) or neutral (4). This is an even split: strongly agree and agree on one side, neutral and disagree on the other.
Question 9: I believe that my organization prioritizes employee well-being and happiness.
20% Strongly Agree (2)
40% Agree (4)
20% Neutral (2)
20% Disagree (2)
0 respondents strongly disagreed with the statement.
This question shows that the respondents are spread across the scale, with 60% agreeing or neutral and 20% at each end of the scale agreeing strongly or disagreeing.
Question 10: I am happy working for this organization.
Figure 5. Happy Working for This Organization.
50% Strongly agree (5)
20% Agree (2)
20% Neutral (2)
10% Disagreed (1)
Considering the responses to the previous questions, the responses to this question were consistent, with 70% either strongly agreeing with the statement or agreeing with it. 20% were neutral, and one respondent disagreed with the statement.
Conclusion
To highlight key takeaways from the research and review for organizations seeking to maximize employee innovation, productivity, creativity, and overall happiness:
- When evaluating their employees' creativity and innovative skills, organizations should consider the environment in which they operate and whether the culture supports those expectations (Demissie & Egziabher, 2022).
- Organizations and leadership should implement training and resources to develop empathy and compassion in employees (Guo & Zhu, 2022b).
- Organizations with a positive culture help employees feel part of the team, which results in lower turnover rates and higher productivity (Farrell, 2018).
References
Demissie, D., & Egziabher, F. G. (2022). An investigation of organizational culture of higher education: The case of Hawassa University. Education Research International, 1–14. https://doi.org/10.1155/2022/1222779.
Farrell, M. (2018). Leadership reflections: organizational culture. Journal of Library Administration, 58(8), 861–872. https://doi.org/10.1080/01930826.2018.1516949.
Guo, Y., & Zhu, Y. (2022a). How does organizational compassion motivate employee innovative behavior: a cross-level mediation model. Psychological Reports, 125(6), 3162–3182. https://doi.org/10.1177/00332941211037598.
Guo, Y., & Zhu, Y. (2022b). How does organizational compassion motivate employee innovative behavior: a cross-level mediation model. Psychological Reports, 125(6), 3162–3182. https://doi.org/10.1177/00332941211037598.
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