"Creating Value and Enhancing Retention Through Employee Development"
Larry Hugick
Princeton Survey Research Associates, April 1999.
Not available
online.
An executive summary of academic research from the Princeton Survey Research
Associates found the following employee attitudes:
- A trust gap exists in the extent to which employees feel their loyalty
to the company is reciprocated by their employers.
- A participation gap exists between workers’ actual ability to
influence decisions that directly affect them, and the amount of influence
they desire.
- A representation gap exists between the number of workers who are dissatisfied
with their access to group representation to help resolve workplace problems
and the number who feel they have sufficient access.
- A legal gap exists between the amount of legal protection workers would
like to have to protect their rights, and the protection they believe
they now have.
- Existing mechanisms for workers to solve problems on the workplace are
not as effective as workers would like them to be.
- The employee organization workers envision as best able to increase
their say in workplace decisions and protect workers’ rights differs
from existing structures.
The summary suggests potential solutions to improve employee-employer communication.
It says that workers prefer joint employee-management committees over union-like
employee associations. These findings support the project’s definition
of good people practices and the need for good communication and employee
input.
