Factors Influencing our Success Environmental Factors Human People

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Factors Influencing our Success Environmental Factors Human “People” Factors • • Government Priorities Funding

Factors Influencing our Success Environmental Factors Human “People” Factors • • Government Priorities Funding Sources Infrastructure: – Financial – Information Systems – Space – Facilities Leadership Attracting and Retaining Talent Workplace Culture Engagement of Faculty & Staff

Workplace Culture & Engagement • Focus on “People Factors”: – Do we have the

Workplace Culture & Engagement • Focus on “People Factors”: – Do we have the right “people” conditions and environment to achieve Work Unit/Department, Faculty/Division and Western’s Priorities? • If we do, great. . . Let’s recognize and grow our strengths; if we have gaps, how can we make improvements?

Culture: shared set of beliefs & values, reinforced by symbols & structure , manifested

Culture: shared set of beliefs & values, reinforced by symbols & structure , manifested in the way people think and act ( 1) Engagement: emotional & intellectual commitment to work, organization & its success; willingness to devote discretionary effort, people find meaning in their work (2) Do we have workplaces where people. . . • feel encouraged to introduce new ideas, innovate & take risks? • are excited & committed to their work? 1. Best Practices --- Employee Retention, “Organizational Culture and Retention” (2000) 2. The Conference Board of Canada. “Employee Engagement: Review of Current Research and Its Implications” ( 2006)

Workplace Culture & Engagement Matter Impact: • • individual and organizational performance recruitment &

Workplace Culture & Engagement Matter Impact: • • individual and organizational performance recruitment & retention teamwork/collaboration individual well-being Source: K. Cameron & R. Quinn. Diagnosing and Changing Organizational Culture. (1999).

WE Speak: Faculty & Staff Survey 2012 Purpose • We want Western to be

WE Speak: Faculty & Staff Survey 2012 Purpose • We want Western to be a great place to work • Purpose… – Give every faculty & staff an opportunity to express views about their day-to-day work experience at Western – Identify what is working well, and where there is an opportunity for improvement – Inform the strategic plan as it undergoes renewal – Encourage dialogue and action planning to improve the work experience within a work Unit/Department, Faculty/Division, or Western-wide – Provide a benchmark to measure our progress over time

Confidential Survey Administered by Metrics@Work • Metrics Work - located in St. Catharines, Ontario

Confidential Survey Administered by Metrics@Work • Metrics Work - located in St. Catharines, Ontario • Previously operated out of Brock University. • Academic leader of the Survey Service - Dr. John Yardley • Conducted many public and some higher education engagement surveys. For example Sick Kids, Wilfred Laurier, currently working with York University • Western can benchmark against some of the measures used in WE SPEAK: Faculty & Staff Survey 2012

WE SPEAK: Faculty & Staff Survey 2012 • Participation is voluntary • The survey

WE SPEAK: Faculty & Staff Survey 2012 • Participation is voluntary • The survey is confidential • The scale is 7 points from strongly agree to strongly disagree • Three open-ended questions • Both web-based and paper option • Takes 20 -30 minutes to complete

Survey Reports – March 2013 • Protect anonymity and confidentiality • No reports produced

Survey Reports – March 2013 • Protect anonymity and confidentiality • No reports produced for group with 7 or less people • Report provided to leader and next level up leader Western-Wide President/Vice President Faculty/Division Vice Presidents/ Vice Provosts/Deans/AVP Department/School Chair/Directors

And the good news is you could win an i. Pad mini by filling

And the good news is you could win an i. Pad mini by filling out your survey

“When you know better, you do better. ” Maya Angelou

“When you know better, you do better. ” Maya Angelou