ACB's Work Climate Survey

2933 words 12 pages
RESEARCH PROPOSAL
ACB’S WORK CLIMATE SURVEY

INTRODUCTION

During the May of 2011, all employees at ACB have taken a survey asking about their feeling of the work climate. This survey has 25 questions, all of which are designed to measure the satisfaction of ACB’s staffs on their job as well as to judge their attitude to the current financial status of this bank.

By providing basic data about work environment, the results of the survey will help leaders of ACB identify factors that can improve the work environment.

The survey is organized into three sections, including problem statement, literature research and methodology.

PROBLEM STATEMENT

The year 2010 remarked ACB’s significant success in implementing its business strategy of
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Business is still about providing great customer service, making a superior product, and producing a healthy return on investment for shareholders. However, to do that and succeed, managers also have to be concerned about their employees and their work environment. They need to know what’s involved in creating a high morale workplace where people actually love to go to work, really enjoy their jobs, savor the experiences they have in those jobs, and feel pride, enthusiasm, self – confidence, and a strong motivation to succeed in every project and team effort (Anne Bruce, 2003). In contrast with the high moral workplace is the unethical work environment. Ethical work climate is defined as the shared perceptions of what ethically correct behavior is and how ethical issues should be handled within organization (Victor & Cullen, 1988). Unethical practices affect business in a number of ways. Firstly, consumers tend to be away from products and services of organization with unethical reputations (Roman & Ruiz, 2005). Secondly, some unethical practices can increase the firm’s liability, financial risk and costs (Neese, Ferrel & Ferrell, 2005). Thirdly, unethical climate has a pervasive effect on employees via levels of lower job satisfaction, low performance, turnover intention, and low organizational citizenship behavior (Leung, 2008).
Why is work climate so important? Let’s see the

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