Conference 7.286::digital

I received a report (by email) two months ago comparing Storage's responses with
the rest of Digital's.  I still have it, but don't know if I can post it as it
doesn't give explicit permission.  (It was sent to a wide distribution list.)


I don't read HUMANE::DIGITAL regularly, so send me mail if you want me to answer
any questions about it.

Rich

    For the UK I recall a mail from HRO saying we will get the results in
    September (1994).
    
    By then we'll be two re-orgs further on, so what value will the results
    have?  (Answers on a postcard)

    My management came down and reviewed all the results with us. They were
    seeking our input as to ideas to change certain things, make things
    better. They were in the process of putting a report together to send
    up the line. Since then most of the mamagers are elsewhere. I don't
    know if the transfer of info will happen. Also the plan was to do the
    survey a year later to see what progress had been made.
     

Results for Storage and for Digital as a whole are posted in 3046.67.

Anyone that I've asked in this building hasn't heard a single thing about
the survey.

Management is unaware...

/Mario

   Hi Mario,
   
   At the US CSC, we have the survey results, but the managers won't pass 
   them around in electronic format.  I'll be glad to share the results 
   they would provide electonically.
   
   Dave Zaniewski

    Didn't Palmer talk about the survey in the last DVN? I think the text
    is in a different note here but I think he said something about the
    message he received from the survey was that the field felt under
    challenged. We need more work to do so that we will feel that we are
    contributing to the company's turn around. 

And we were supposed to expect results ????

Are we getting just too silly yet... ?????

///back to read only...

Don't hold your breath!

    Here in Custom Systems (aka CSS), Management presented the results
    of the survey in group staff meetings.  The detailed results to the
    questions were never published via e-mail.  
    
    The manager had a package of overheads that showed specific statements 
    from the survey [I believe they were the ones that drew the most extreme 
    (Strongly Agree or Strongly Disagree) responses], bar-graphed to show the 
    general response from the "Digital" population as compared to the (subset)
    Digital Consulting organization and the (further subset) Custom Systems 
    group (now part of SBU).
    
    They then grouped survey statements according to general topic (ie,
    employee faith in management) and presented general results.
    
    Some tidbits I remember:
    
    -the survey company was surprised to see as high a level of company
     loyalty while the morale was so low.
    
    -most folks do not believe that the SLT has a plan, or comprehends
     the depths of employee morale.
    
    -responses were generally consistent across Digital, DC, and Custom
     Systems.
    
    Management did say that a "get well plan" would be developed and
    implemented shortly.
    
    Noranne
    

>    Management did say that a "get well plan" would be developed and
>    implemented shortly.


ookkaaaaay...

   
>   At the US CSC, we have the survey results, but the managers won't pass 
>   them around in electronic format.  

	That bad, huh?

Gee.. They won't pass it around,,,  hmmm,,,, well,, if
your part of the problem you can -- 

a: Get out of the way, and let those who can,, fix it..
b: hide all evidence that YOU could be part of the 
   problem, and continue with the Smooze fest...

Still wonder what's going on?

The workers aren't the problem......  but we're the ones getting
the walking papers.....

sad..

    
    
    It seems strange that STORAGE had results at least a month ago that 
    could be compared to "the company average". This implies that that
    ALL results have been available for some considerable time. 
    
    Were the STORAGE results used as some kind of sweetener to Quantum ?
    
    <

  I'm more interested in the business-unit-specific results than the corporate
results. And here in the Networks Business Unit, we haven't heard a thing.

    Here in ZKO I haven't heard a thing, either from the facility, nor
    from my organization.  Guess it's just not important enough for 
    our mgmt to discuss.
    
    Mark
    

Scoring is	SD (strongly disagree)	5
    		D (disagree)		4
    		U (undecided)		3
    		A (agree)		2
    		SA (strongly agree)	1

Strength	=	4.20 - 5.00	(4)
Operational	=	3.70 - 4.19	(15)
Concern		=	0.00 - 3.69	(54) 23 @ 2.99 or below

    							UST MCS	US CSC
    							Score	Score	differ

1.  The ongoing training that I receive helps me do my
    job better.						3.44	3.38	-.06

2.  Creating a positive work environment is a vital
    part of Digital's mission.				3.70	3.85	+.15

3.  Recognition at Digital is based on performance.	2.73	2.44	-.29

4.  I have opportunities for advancement within
    Digital.						2.71	2.83	+.08

5.  Processes and procedures at Digital allow me to
    meet my customers' needs in the most efficient
    manner.						2.17	2.07	-.10

6.  At Digital, we are developing products and services
    that will allow us to be successful well into the
    future.						3.37	3.00	-.37

7.  The last time I asked someone in another work unit
    for help, I got it.					3.72	4.03	+.31

8.  During the last five working days, I completed a
    task or assignment.					4.37	4.30	-.07

9.  My immediate manager gives me praise when I deserve
    it.							3.33	3.01	-.32

10. Senior management's behaviours are consistent with
    Digital's stated core values.			2.65	2.32	-.33

11. My immediate manager acts in accordance with
    Digital's stated core values.			3.61	3.27	-.34

12. Whenever I need help with a customer, I know whom
    to call within Digital for help.			3.04	3.01	-.03

13. I have the right amount of independence from my
    immediate manager to do my job.			4.18	4.13	-.05

14. I get enough information from my immediate manager
    to do my job well.					3.49	3.06 	-.43

15. Senior management sticks to a decision long enough
    to see if it will work.				2.41	2.19	-.22

16. My immediate manager understands what I do.		3.48	3.07	-.41

17. I am committed to senior management's direction for
    Digital.						3.44	3.06	-.38

18. I have the resources I need to meet the needs of my
    customers.						2.76	2.60	-.16

19. I trust my immediate manager.			3.67	3.39	-.28

20. I have good understanding of what Digital has to
    offer our customers.				3.42	3.19	-.23

21. My immediate manager has helped me develop
    realistic career goals.				2.79	2.61	-.18

22. In the last week, I have told a co-worker to let
    me know if I could help him or her.			4.33	4.39	+.06

23. I get enough information from co-workers in my work
    unit to do my job well.				3.89	3.98 	+.09

24. My immediate manager involves me in decisions which
    affect my job.					3.32	3.18	-.14

25. My immediate manager cares about me as a person.	3.71	3.50	-.21

26. I am very loyal to Digital.				4.16	3.84	-.32

27. My immediate manager is consistent and predictable.	3.55	3.32	-.23

28. When errors occur, the emphasis in our work unit
    is on making it right instead of assigning blame.	3.66	3.52	-.14

29. My immediate is available when I need to talk to
    him/her.						3.54	3.16 	-.38

30. My immediate manager helps me remove any barriers
    that get in the way of doing my job well.		3.39	2.99	-.40

31. My immediate manager listens to me.			3.72	3.52 	-.20

32. I am aware of Digital's future technical direction.	3.06	2.92	-.14

33. My co-workers are committed to doing quality work.	3.87	3.75	-.12

34. Digital management does all it can to make Digital
    a better place for us to work.			2.40	2.05	-.35

35. In the past week, I discovered a way to prevent an
    error from ahppening in the future.			3.50	3.64	+.14

36. Overall, our training programs are meeting my
    expectations.					2.68	2.36	-.32

37. The last training activity I completed helped me
    increase my productivity.				3.41	3.34	-.07

38. The last time I asked my immediate manager a
    question, I got an answer.				3.88	3.70	-.18

39. My co-workers treat me in a positive and accepting
    manner.						4.16	4.14	-.02

40. Policies and decisions made by senior management
    are always consistent with our mission.		2.51	2.24	-.27

41. I believe managers at Digital will use the results
    of this survey in a positive way.			3.00	2.64	-.36

42. This last year, I have had opportunities to learn
    and grow.						3.66	3.77	+.11

43. During the last week, I have seen my immediate
    manager do something that meets the needs of our
    customers.						3.45	3.07	-.38

44. My immediate manager has discussed my work
    performace with me in the last six months.		3.45	3.25	-.20

45. I feel the cooperation among territories, areas,
    countries, functions and corporate is excellent.	2.40	2.25	-.15

46. The environment at Digital supports teamwork.	2.75	2.70	-.05

47. My immediate manager emphasizes my strengths rather
    than my weaknesses.					3.51	3.44	-.07

48. My immediate manager fairly evaluates my
    performance.					3.52	3.42 	-.10

49. The people with whom I work respond quickly to the
    needs of our customers.				3.82	3.79	-.03

50. I am able to balance my time between my work life
    and my personal life.				3.36	3.61	+.25

51. I plan to be working for Digital one year from now.	4.06	3.95	-.11

52. I know what my immediate manager expects of me.	3.78	3.48 	-.30

53. My immediate manager always encourages me to be
    hinest with our customers.				3.94	3.78	-.16

54. I understand how my work contributes to the
    company's profitability.				4.17	3.92	-.25

55. My immediate manager takes corrective action when
    employees violate ethical standards.		3.40	2.95	-.45

56. I feel free to take risks in getting my job done
    at Digital.						3.46	3.36	-.10

57. Promotions in Digital are based on performance.	2.53	2.18	-.35

58. The job I am now in uses my talents to their
    fullest.						2.89	2.85	-.04

59. When I make a commitment to my customer, I keep it.	4.51	4.44	-.07

60. In the last week, I have praised someone within
    Digital.						4.10	4.08	-.02

61. In the last week, I have seen my immediate manager
    take action that demonstrated his/her commitment to
    quality.						3.46	3.06	-.40

62. I feel free to express my thoughts, feelings and
    ideas to my immediate manager without fear of
    reprisal.						3.53	3.48	-.05

63. I have a good understanding of my customer's needs.	4.26	4.19	-.07

64. My manager creates an environment where diverse
    perspectives are valued and encouraged.		3.52	3.32	-.20

65. Senior management has a clear sense of direction
    for our company.					2.51	2.18	-.33

66. I am treated with respect.				3.74	3.69	-.05

67. In the last month, I have seen a person in senior
    management take action that demonstrated his/her
    commitment to quality.				2.70	2.33	-.37

68. In general, meetings I attend help me do my job
    better.						2.91	2.59	-.32

69. I believe my efforts directly and positively impact
    the success of my work unit.			4.31	4.30	-.01

70. I could clearly explain, to others, the mission of
    Digital.						2.91	2.60	-.31

71. I am very optimistic about my future with Digital.	2.75	2.43	-.32

72. I like coming to work each day.			3.40	3.26	-.14

73. The diversity of the people at Digital is one
    strength of our organization.			3.78	3.64	-.14

   I've taken the time to transcribe the paper results my manager let me 
   view, and posted them in the previous reply.
   
   There's a lot of other text that goes along with the stats, that attempt 
   to explain the results.  There's one important observation that 
   apparently wasn't made.  
   
   There are 23 questions that refer to "immediate manager".  For the US 
   CSC's, all scores for these questions were lower than the US MCS 
   average.  Further, they average .25 points lower than the US MCS 
   average.  This seems to indicate that the US CSC's have a SERIOUS 
   management problem.  Maybe they should send them to a month of 
   management school instead of to the San Diego boondoggle.
   
   Dave Zaniewski

Hmmn...these scores seem to be almost the opposite of what i would expect.
Apparently we all love the SLT and its directions for the company, and our
interactions with other grographical and functional units, but we distrust
our immediate managers and the folks we work with on a day-to-day basis!

- paul

    Yes, there is something wierd.  First time through, I read without
    surprise because I thought a high number meant agreement, and a low
    number meant disagreement.
    
    read it through again, and the first five lines say Strongly Disagree =
    5, Strongly Agree = 1.  So low number means agreement, high number
    disagreement.
    
    Now it does NOT make sense.  Statements like 'Digital rewards
    performance' I would now expect to have a high number (Strongly
    Disagree).
    
    And then there is the section at the beginning reading
    Strength 4.20 - 5.00
    Operational 3.7 - 4.19
    Concern 0.0 - 3.69
    
    Does this mean a score in the range 4.2 - 5.0 is an area of strength
    for Digital, whilst 0.0 - 3.69 is an area of concern (ie. poor result?)
    
    In this case the SA/SD ratings must be reversed.
    
    Martin - confused and not convinced

>>    read it through again, and the first five lines say Strongly Disagree =
>>    5, Strongly Agree = 1.  So low number means agreement, high number
>>    disagreement.

From the survey questions as posted in note 2831.27:

      1           2           3           4           5                6
   Strongly    Disagree   Undecided     Agree      Strongly           Not
   Disagree                                         Agree          Applicable
 

So, a low number should be disagreement, as you expected.

						Brian

        Thanks everyone.  I transcribed the 1-5 meanings incorrectly.
        
        Dave Zaniewski

    RE: .21
    
    No Applicable = 6!  Is there a little skewing going on here?  Or
    is someone trying to establish a new meaning for the term "false
    positive"?
    
    \ken

    
    
    Remember when the survey was taken, just before most of the MCS (CSC)
    changes started...  
    
    It would have even lower scores in most areas if taken today... 
    
    Even lower after next Tuesday...
    
    dp
    

    
    
    Next Tuesday?

    
    Quote from Capers Jones about leading edge companies vs. trailing edge
    companies in dealing with opinion surveys:
    
    
    "... A normal part of taking good care of employees is an annual
    opinion survey, which is normally conducted by a personnel group. ...
    Opinion surveys are also strategic measures, since staff feelings and
    opinions have a wide and pervasive influence.  It is important that,
    once such a survey has been conducted, change should follow swiftly. 
    Nothing is more debilitating to morale than an opinion survey followed
    by inaction."
    
    
    
    
    					Capers Jones
    					Applied Software Measurement:
    					Assuring Productivity and Quality
    					McGraw-Hill Inc., 1991

    ... obviously this is not our view, then.

The number 6 was interpreted as no answer, it was not used to calculate means.
Number of responders to each question was number of people who respnded 1-5.

Regards,  Zuzana Smith

    You cannot number-crunch an opinion survey like this anyway; it's
    meaningless.  The best you can do is to identify areas of greatest
    agreement or disagreement.
    
    (If you doubt this, consider whether the survey would have had
    different results if the choices had been A B C D E instead of 
    1 2 3 4 5...)

    Probably because the results management got were not what they were
    looking for.  No one wants to communicate the fact that there is no
    trust among the "t-people" about management and their decisions.  

We were given a review of the survey results in MCSDE. They tried
to play down the poor ratings on management but it was pretty
obvious from the numbers where the ICs thought the problem existed.
Maybe a lot of mangers just couldn't bring themselves to face it.
liesl

    And NO ONE would believe the idiocy that transpired for months
    after the survey!!!!!!!!    WHAT A CROCK!
    
    Woods meetings to portray a feeling that the situation needs to be
    solved.....so let's get the people that think stuff is wrong to
    be instrumental in fixing the problems......(with the exception of
    getting RID of the people causing the moral/lack of trust...ie:most of
    the management).
    
    I believe that the way the solved the problem is to TFSO the
    ones that complained the most vocal.  (me for one.....;^)
    
    p/t

+---------------------------+ TM
|   |   |   |   |   |   |   |
| d | i | g | i | t | a | l |		I n t e r o f f i c e   M e m o
|   |   |   |   |   |   |   |
+---------------------------+


To:   SCO Employees	 		Date:  18 July 1994
  			  		From:  Ed Caldwell
     					Dept:  Semiconductor Operations 
     		 			Ext:   225-5036
     					L/MS:  HLO2-2/M12
     		 			Node:  SHARE::CALDWELL
     
 
Subject:  Renew94 Employee Survey Results


We have recently received the first set of results for SCO from the Renew94
Employee Survey.  These results are reported for SCO as a whole.  A second
report is due from Gallup by the beginning of August detailing survey
results at the group level within SCO.  A total of 1065 people, or 
32%, responded within SCO. I would like to thank all of you who 
participated.  With this note, I would like to share some data from the 
survey and outline the next steps in this process.

The survey contained nearly 100 questions.  Attached to this note are 
the results of the ten highest and ten lowest scoring questions for 
all of SCO.  Concurrent with this memo, a complete copy of the survey 
results is being provided to each SCO Staff member.  They will provide
a means for anyone interested in the detailed report to see it.
A copy will also be available in the HLO library.

The results for SCO are very similar to those from the rest of Engineering
and for Digital as a whole.  On the positive side, these results show a 
very strong commitment to customers through teamwork and a goal oriented 
organization.  The results also are very candid about the areas of concerns
that many of you have. 

As you recall, the Renew94 survey came on the heels of similar survey 
sensing activities throughout SCO.  Several groups had already conducted 
surveys aimed at the same objectives of the Renew94 survey -- identify areas 
of employee concerns and develop and implement action plans to address them.
The results from Renew94 provide additional data to those original
surveys and action plans.  For those groups, the Renew94 results will be
integrated into the ongoing action planning process initiated by the 
earlier sensing.  For those other groups which had not previously initiated
a survey/sensing process, they will be using the results of Renew94 in
developing their action plans.  The specific use of the Renew94 results
and next steps for your group will be communicated by your group manager.

In addition, the SCO staff will be reviewing the survey results to assess
what actions we as a staff should be taking in response to this survey.  
We plan to do this during August after the full reporting from Gallup is 
in.  I will communicate the results of that review soon thereafter.

Following are a listing of the ten highest scoring and ten lowest 
scoring responses to Renew94, for SCO and Digital worldwide.  Results
are reported as a percentage of total responses by the following 
five categories:
SD = Strongly Disagree
D  = Disagree
U  = Undecided
A  = Agree
SA = Strongly Agree
To simplify the results and make them easier to read, the two categories
Strongly Disagree and Disagree have been aggregated and reported below 
as Disagree.  Agree and Strongly Agree are aggragated and reported below
as Agree.

The questions are numbered as they appeard in the VTX survey.


TEN HIGHEST SCORING QUESTIONS
						Disagree  Undecided  Agree
                                                ----------------------------
59.  When I make a commitment to my customer, 
I keep it.					    
	SCO                                       2%         3%       95%
	Digital Worldwide		          1%         3%       96%
22. In the last week, I have told a co-worker
to let me know if I could help him or her.          
	SCO                                       5%         2%       93%
	Digital Worldwide                         6%         5%       89%
8. During the last five working days, I 
completed a task or assignment.
	SCO					  7%         3%       90%
	Digital Worldwide                         6%         4%       90%
69. I believe my efforts directly and positively  
impact the success of my work unit.
	SCO                                       2%         7%       91%
	Digital Worldwide                         3%         7%       90%
39. My co-workers treat me in a positive and 
accepting manner.
	SCO					  4%         8%       88%
	Digital Worldwide                         5%         8%       87%
51. I plan to be working for Digital one
year from now.
	SCO					  6%        20%       74%
	Digital Worlwide                          7%        24%       69%
60. In the last week, I have praised someone 
within Digital for doing a good job.
	SCO                                       9%         8%       83%
	Digital Worldwide                         9%         8%       83%
13. I have the right amount of independence
from my immediate manager to do my job.
	SCO					 10%         5%       85%
	Digital Worldwide                         9%         7%       84%
54. I understand how my work contributes to the 
company's profitability.
	SCO					  9%          7%      84%
	Digital Worldwide                         7%          9%      84%
26. I am very loyal to Digital.
	SCO					 10%         16%      74%
	Digital Worldwide                         7%         14%      79%


TEN LOWEST SCORING QUESTIONS
						Disagree  Undecided  Agree
                                                ----------------------------
58. The job I am now in uses my talents to 
their fullest.
	SCO					 46%         20%      34%
	Digital Worldwide                        43%         18%      39%
15. Senior management sticks to a decision
long enough to see if it will work.
	SCO					 35%	     38%      27%
	Digital Worldwide                        57%         28%      15%
3. Recognition at Digital is based on performance.
	SCO 					 44%         21%      35%
	Digital Worldwide                        45%         20%      35%
70. I could clearly explain, to others, the mission
of Digital.
	SCO					 44%         29%      27%
	Digital Worldwide                        37%         28%      35%
10. Senior management's behaviors are consistent
with Digital's stated core values.
	SCO					 41%         37%      22%
	Digital Worldwide                        45%         35%      20%
40. Policies and decisions made by senior mangt.
are always consistent with our mission.
	SCO					 40%         41%      19%
	Digital Worldwide                        50%         36%      14%
34. Digital management does all it can to make
Digital a better place for us to work.
	SCO					 47%         28%      25%
	Digital Worldwide                        55%         26%      19%
57. Promotions in Digital are based on performance.
	SCO 					 47%         26%      27%
	Digital Worldwide                        49%         26%      25%
5. Processes and procedures at Digital allow me
to meet my customers' needs in the most efficient
manner.
	SCO					 53%	     22%      25%
	Digital Worldwide                        66%         16%      18%
65. Senior management has a clear sense of 
direction for our company.
	SCO					 44%         38%      18%
	Digital Worldwide                        50%         33%      17%
45. I feel the cooperation among territories,
areas, countries, functions and corporate is
excellent.
	SCO					 44%         42%      14%
	Digital Worldwide                        56%         28%      16%

>    You cannot number-crunch an opinion survey like this anyway; it's
>    meaningless.  The best you can do is to identify areas of greatest
>    agreement or disagreement.
>    
>    (If you doubt this, consider whether the survey would have had
>    different results if the choices had been A B C D E instead of 
>    1 2 3 4 5...)

This is true.  If I remember correctly, it's called nominal data, which
are tallied responses to categories (like A B C D E).  A person (technically,
from a statistician's standpoint) cannot average these types of responses...
... but that doesn't stop it from happening within Digital.  Our customer 
surveys here at the CSC were (maybe still are) based on nominal data being 
averaged.

.34 is correct in breaking up the catagories into percentages (all those
tallied for SD and D considered as D, SA and A considered as A, and U.
Thus, inferences can be made from the data and statistically proven, within
a certain confidence interval, to be true or not-true representations of 
the population).

>Thus, inferences can be made from the data and statistically proven, within
>a certain confidence interval, to be true or not-true representations of 
                      ^^^^^^^^
... should be 'level'

    
    Nominal scales identify categories that are mutually exclusive,
    they serve only to "name" the categories.  A scale measuring a
    continuum of agreement/disagreement (in which categories are not
    mutually exclusive) could not usefully employ a nominal scale.
    
    Even if you changed figures for letters, you could still draw
    inferences from the cumulative frequency of each letter.
     
    C.
     

    Yes, that's true.  However, there are sharp limitations.
    For example, if the survey average was 3.0 (neither agree nor
    disagree), and next year Digital conducted the survey again and got a
    4.0 (agree), that does not mean results improved 20%.

From today's Livewire...


         The Q1 Employee Forum will be broadcast over the Digital 
   Video Network on Wednesday, Sept. 21.  The importance of beginning 
   to look ahead will be the focus of the program.  
         Digital President and CEO Robert B. Palmer will discuss the
   major short-term and longer-term issues facing the company and then
   answer employee questions.  The program will originate from Digital
   Sweden headquarters in Stockholm.  
         In Europe and the U.S., the telecast will begin at 3 p.m.; 
   in the United Kingdom and Ireland, at 4 p.m.  In Finland and Israel, 
   the Q1 Employee Forum will begin at 5 p.m.
         For a complete listing of DVN sites, check item #8 on LIVE 
   WIRE's main menu page.






































                       FOR DIGITAL INTERNAL USE ONLY
 

    I guess my livewire server is just late getting the update . . . it
    wasn't there when I left for lunch . . . 
    
    --bonnie

I applaud BP for having the broadcast originate outside of New England.

Bob

    
    
    What do I FEEL about it??
    
    Franco used to use soccer to distract people from the country problems.
    He just kept on ruling the country the way he liked...
    
    Just sad.
    
    Jordi.