Docstoc

Employee Loyalty 2008

Document Sample
Employee Loyalty 2008 Powered By Docstoc
					EMPLOYEE LOYALTY
March 31, 2008

Objective
To understand perceptions and attitudes of Middle Eastern employees regarding their career, the work they do and the organization they work for. The findings will be used to analyse what this means for employers at large and compare levels of satisfaction with the employment market across countries in the region.

Project Background
“An organization bound by love is more powerful than one bound by fear” Herb Kelleher, CEO, Southwest Airlines. With the economy improving, and more opportunities opening up, the temptation to transition to new opportunities could become strong. What safety nets do organizations have in place to prevent workers from straying? Keeping the lines of communication open and promoting a culture of mutual respect and loyalty could be the glue that reduces turnover and helps keeps the workforce in place. Employee loyalty is a measure of the well being of the job market and hence the economic condition within a country. If employees are happy with their work environment, it will in turn affect their loyalty & productivity. This will translate into stability, productivity & economic growth for the organization and the country as a whole. This information is useful for professionals, organizations, business people, recruitment consultants/agencies and the general public

Executive Summary
Post war Lebanon & developing nation Pakistan came out really strongly as places where the employment market is now at its peak. Good scores on categories such as professional working environment, good management, scope of career recognition & enhancement, infrastructure and job security to name a few… mean that these countries should be closely watched as employee satisfaction is linked to a boom in the economy. Pakistan reported the highest loyalty & long term retention rates. KSA achieved the lowest scores on many of the above factors. This indicates its attractiveness as a job market may be waning. Bahrain showed substantially lower satisfaction & loyalty levels to the organization. KSA was the second lowest amongst GCC countries. These two countries were even low on satisfaction & loyalty to the actual job and line of work.

Executive Summary
What came out very strongly is that an employee’s satisfaction and loyalty to their work and organization have a strong impact on their perceptions of the management, training and recognition, performance measurement, team work and working environment to name a few. This in turn will lead to longer retention, stable environments for organizations and the country as a whole. Given this, employers should try to work towards greater levels of satisfaction and loyalty by working on each of these individual factors. Given a good working environment and enough career enhancement opportunities, employees may not even be looking for a company that pays them top dollar.

What this means for the UAE
The UAE scored slightly lower than the average on satisfaction and loyalty to job and organisation. UAE supported the lowest agreement levels on motivation, commitment to the organisation and work-life balance. As a primarily expat job market, the UAE should be aware of these factors - if they are to continue to remain competitive against the economies from where they currently attract talent.

Respondent profile
Age and Gender: Adult males and females Aged 20-62 years Nationalities Local Arab Expats Western Expats Asians Country of Residence GCC: UAE, KSA, Kuwait, Oman*, Qatar, Bahrain Levant: Lebanon, Syria*, Jordan North Africa: Egypt, Morocco, Algeria, Tunisia* Subcontinent: Pakistan *low samples have not been presented
Methodology: Online data collection was done between 6th and 17th March. The total number of respondents achieved was 9,760

Respondent profile – Country
Nationality
Other 11% Gulf 9%

Levant 21% Asian 33%

22

20

Country of residence
Westerner 3% North Africa 23%

15 9 11

1

1

1

1

2

2

2

3

5

6

ni si a Sy ria O m a Ba n hr ai n M or oc Le co ba no n Al ge ria Q at ar Ku wa i Jo t rd P a an kis ta n Eg yp t

Tu

Base: Total Sample – N= 9760

Sa

ud i

AE Ar ab ia O th er

U

Respondent profile – Personal
6%

Age
16% 43%
31 to 40 41 to 50 21 to 30

1% 2%

Marital Status
37%
S ingle Married D ivorc ed

35%
Base: Total Sample – N= 9760

60%
50+

S eparated
Base: Total Sample – N= 9760

Monthly Household Income
4% 6% 5% 12% 20%
Under $500 $500 to $1000 $1001 to $2000 $2001 to $3000

No. of children
7% 4% 15% 18%
None O ne T wo T hree

19% 13% 21%

$3001 to $5000 $5001 to $7000 $7000+ P refer not to s ay / D ont know

27% 29%

F our More than four

Base: Total Sample – N= 9760

Base: Those who are married – N= 6129

Respondent profile - Organizational
Level at work
3% 5% 1% 15%
CEO/ President/ Chairman/ Owner/Self employed Director or Senior Manager Professional

Sector
3% 14% 31% 4% 3% 1% 3% 16% 25%

11%

Private sector - Multinational company Private sector - Large Local company Private sector - Small or Medium Local company Private sector – Self owned company Private sector- Family owned company [your family] Private sector- Family owned company [others] Private sector - other Public / Govt sector

24% 22%

Middle manager Junior manager/ team leader Executive with no managerial responsibilities Clerical I do not work

19%

3%

1%

Working Time

Working full time

Charity / Voluntary / Other
Part time 8 to 29 hrs/week Part time - less than 8 hrs/week

96%

Base: Total Sample – N= 9760

Take work home
Slightly less than half (44%) of working people take work home. Of these, just over three quarters (77%) seem unperturbed by any inconvenience caused. 14% feel burdened by this responsibility.
14% 25% 10%

Take work home

20% 31%
Yes, most days

Attitude towards overtime
9% 25% 14%
‘I don't need to take work home but, on the whole, I do so because I like to’ ‘It's a necessary part of my job and, on the whole, I am pleased’ ‘It's a necessary part of my job but, on the whole, I don't mind’ ‘It's a necessary part of my job, and I wish it wasn't’ None of these

Yes, once or twice a week Yes, occasionally Only in exceptional circumstances Never
Base: Total Sample – N= 9760

28%

24%

Base: Those who take work home – N= 4258

Current Job & Work
GCC nationals have the least satisfaction and loyalty towards their current job & work. Westerners are substantially more satisfied than others.
4 24 4 34 36 26
Gulf
High

4 29 38 29
Levant
Neutral Low

5 25 40 30
North African

2 21 43 34
Westerner

3 18 49 29
Asian

Satisfaction

42 30
Total

Don’t know/Can’t say

8 25

18 24 55

8 24

10 24 64

11 25 63

4 28

Loyalty
64

67

65

Total

Gulf

Levant
High Neutral

North African
Low

Westerner

Asian
Base: Total Sample – N= 9760

Don’t know/Can’t say

Organization
Relatively lower organizational loyalty & satisfaction amongst GCC nationals. Westerners more satisfied than others

3 29
Satisfaction

4 43 32 21
Gulf

2 35 38 24
Levant
High Neutral

4 33 40 23
North African
Low

1 23 46 30
Westerner

3 20 47 30
Asian

42 26
Total

Don’t know/Can’t say

10 28
Loyalty

21 26 50

12 25

12 28

14 29

6 31

59

62

58

56

61

Total

Gulf

Levant
High Neutral

North African
Low

Westerner

Asian
Base: Total Sample – N= 9760

Don’t know/Can’t say

Satisfaction with current job & work
Lebanon & Morocco score higher on satisfaction.

4 24

8

3 17

4 21

5

3

5 14 22 25

5 20

2 24

3

3

29 35

26

30

28

42 30

53

46 40

37 41 26 49

44 38 42

30

28

28

29

26

30

36

35 26

30

28

27

Total

Algeria

Bahrain

Egypt

Jordan

Kuwait

Lebanon

Morocco

Pakistan

Qatar

Saudi Arabia

UAE

Loyalty to current job & work
The high satisfaction observed for Lebanon & Morocco probably impacts their loyalty.

2 8

3 12 15

3 6

2 8

2 9

2 7

2 3 17

6 8 14

4 4 26

2 8

2 14

2 10

25

34

28

25

29

25 24

28

64

69 56

78 63 63 62

72

67

65

61

60

Total

Algeria

Bahrain

Egypt

Jordan

Kuwait

Lebanon

Morocco

Pakistan

Qatar

Saudi Arabia

UAE

High

Neutral

Low

Don’t know/Can’t say

Base: Total Sample – N= 9760

Satisfaction with organization
Relatively higher proportion of dissatisfied employees in KSA & Algeria Employees in Bahrain largely neutral to their organization.

3

6

1 19

3

4

3

5 23

12

4 19

2

3

2

29 38

29

34

34

30 40

34

29

42 34

60

38 45 39 38 30

47 43 37 40

26

23

19

23

23

26

34

29

30

25

20

24

Total

Algeria

Bahrain

Egypt

Jordan

Kuwait

Lebanon

Morocco

Pakistan

Qatar

Saudi Arabia

UAE

High

Neutral

Low

Don’t know/Can’t say
Base: Total Sample – N= 9760

Loyalty to organization
Just as observed in work loyalty, Lebanon & Morocco display higher levels organizational loyalty.

2 10

6 12

3 8

2 10

2 12

2 11

2 4 21

7 8 18

4 4

3 12

2 17

1 13

28

29 26 26 29

22

38

31

30

33

73 59 61 51 57 56 53

66

62

59

54

56

Total

Algeria

Bahrain

Egypt

Jordan

Kuwait

Lebanon

Morocco

Pakistan

Qatar

Saudi Arabia

UAE

High

Neutral

Low

Don’t know/Can’t say

Base: Total Sample – N= 9760

I f e el   fu ll y  e ng ag ed  i n  th e  w or k  I  d o
2 7 10 80

I f e el  c om m itt ed  to  th e  or ga ni sa tio . ..
12 76 2 9

I  f ee l  m ot iv at ed  to  p er fo rm  w el l  i n  t..
2 12 12 74

I w ou ld  s pe ak  h ig hl y  to   pe op le  o ut . ..
5 8 13 74

I f e el  l o ya l  t ow ar ds  m y  cu rr en t o rg .. .  o ut . ..
5 16 14 66

Your work & Organization

Levels of engagement, commitment, motivation, recommendation & loyalty are quite high which is good news.

Agree

I w ou ld  s pe ak  h ig hl y  to   pe op le cu y  r m fo n  or k  at io ud   to  w an is  o rg ng ro  p I a m I  f ee l  t he   fu ll y  e el I f e

2 9

15

73

Neither agree nor disagree
62 60 52

3 13 22 19 22 20 4 6 18

Disagree DK / NA
Base: Total Sample – N= 9760

3

24

24

49 24 43 26 24

12 21 36 14

rr en I  w t . ag I a or .. ed m k   s  b fo at I w y  r d is th ou .. . fi e e  ld d  or  w w ga ith an I w ni t t  m sa ou o  y  .. . ld be pr  w  w es an I w or en t t ki ou t  j o  ng ob ld be   fo  w  w r m an or t t ki y  o  ng .. . be   fo  w r m or ki y  .. . ng   fo r m y  .. .

16

23

43

18

Satisfaction with your organization
Teamwork, effective communication & interaction with the line manager scored high. Rewards, training opportunities and career development opportunities scored lower with the incidence of dissatisfaction almost as high as the incidence of satisfaction in these categories.

1 15 13

2 16 12

3 18 12

8 15 16

2 21 16

3 21 15

5 18 18

3 22 17

2 26 17

2 24 18

5 24 17

3 31

4 28

3 33

7 28

3 36

8

6 37

38

16

19

18

22

18

16

18

70

69

68

61

61

61

60

58

55

54

54

50

50

46

43

42

39

39

Satisfied

Neither satisfied nor dissatisfied

Dissatisfied

NA / DK

Work life & your organization
Most people believe their organizations DON’T manage to keep the best talent. This could be potentially dangerous for employers.
3 21 3 21 4 18 3 25 4 3

5

32

36 42

20

21

25 21 23 23 22

57

55

54

50 41 38 32

I feel valued as an  I get the information I  My opinions really count  Communications across  My organisation manages My organisation manages My organisation manages  employee where I work need to perform well in  where I work different parts of my  to ATTRACT the best  to ENGAGE its employees  to KEEP the best talent so that they perform well my current job organisation are good talent

Agree

Neither agree nor disagree

Disagree

DK / NA

Your work & organization
Whether you look at the job and work or the organization, one thing comes out very strongly… The higher your satisfaction & loyalty, the more engaged, satisfied, proud, loyal, committed & motivated you are and the longer you are likely to work for that organization.
Thinking about your work and the organisation you work Satisfaction with Satisfaction with for... To what extent do you agree or disagree with each current job & work current organization of the following statements: Positive Responses High Low High Low Base: I feel fully engaged in the work I do I am satisfied with my present job I feel motivated to perform well in the work I do I feel committed to the organisation for which I currently work I would speak highly to people outside the organisation about my organisation as an employer I would speak highly to people outside the organisation about my organisation’s products/service/brands I am proud to work for my current organisation I feel loyal towards my current organisation I feel the organisation I work for deserves my loyalty I would want to be working for my current organisation in...1 year’s time I would want to be working for my current organisation in...3 year’s time I would want to be working for my current organisation in...10 year’s time I feel fully engaged by the organisation I work for 2900 95 81 91 89 80 2340 57 13 49 58 46 2556 93 77 92 92 85 2844 63 22 55 58 44 Loyalty to current job & work High 6280 89 58 83 87 74 Low 801 37 13 35 33 33 Loyalty to current organization High 5769 89 58 83 91 77 Low 1016 48 17 41 31 29

85 84 88 78 52 38 30 71

58 32 49 33 31 10 6 26

88 90 94 86 55 42 35 78

57 30 49 29 32 10 6 27

81 72 87 69 46 28 22 62

46 24 19 19 27 8 5 14

83 75 91 73 47 29 23 65

43 21 15 16 25 6 3 15

Your organization
Clearly, your satisfaction & loyalty to your work & organization have a strong impact on your perceptions of the management, training & recognition, performance measurement, team work & working environment to name a few. On the flip slide of the coin, it can be argued that these aspects result in satisfaction & loyalty. Given this, employers should clearly understand the relationship between these factors and strive to drive satisfaction & loyalty which will then lead to longer retention.
Satisfaction with Loyalty to current job And now thinking about some particular aspects of working Satisfaction with current job & work current organization & work at your organisation, to what extent are you satisfied or dissatisfied with each of the following? Positive Responses High Low High Low High Low 2900 Base: 2340 2556 2844 6280 801 84 49 89 49 76 41 Communications where I work 83 46 86 46 73 39 How my line manager treats me 68 22 80 17 57 17 How senior managers lead the organisation The culture of the organisation I work for 72 28 84 23 61 23 75 32 86 26 66 24 The values my organisation works by 73 29 78 32 61 26 My work-life balance 62 16 71 15 47 14 How I am rewarded for the work I do 67 18 76 17 52 16 Recognition I receive for the work I do 69 34 75 34 59 32 My job security The focus we have on customers and customer-service where 75 40 81 39 67 33 I work 60 17 70 15 49 14 The way change is managed where I work 55 18 63 17 44 18 The training opportunities available to me 58 16 65 16 44 15 The career development opportunities available to me 77 39 83 37 67 32 My own understanding of our organisation strategy 69 25 78 22 57 18 How performance is managed where I work 86 51 88 54 77 42 Teamwork with my colleagues 79 34 87 34 69 29 My working environment Loyalty to current organization High 5769 78 75 59 65 69 63 49 55 60 70 52 45 45 70 59 78 71 Low 1016 39 42 14 20 20 26 15 15 31 32 13 17 15 30 17 47 29

Your work & organization
Clearly for organizations that are not in a position to offer the best salaries in the industry, there are other ways to keep your employees engaged and loyal. This will also serve to attract more talent to your organization.

Finally, thinking about some specific aspects of your work life please tell us to what extent you agree or disagree with the following statements? Positive Responses Base: My organisation manages to ATTRACT the best talent My organisation manages to ENGAGE its employees so that they perform well My organisation manages to KEEP the best talent My opinions really count where I work I get the information I need to perform well in my current job Communications across different parts of my organisation are good I feel valued as an employee where I work

Satisfaction with Satisfaction with Loyalty to current current job & work current organization job & work High 2900 58 57 50 75 74 Low 2340 19 14 11 28 30 High 2556 69 69 61 80 81 Low 2844 17 10 9 30 30 High 6280 46 44 38 61 62 Low 801 18 11 9 23 23

Loyalty to current organization High 5769 48 47 40 64 64 Low 1016 15 9 6 23 22

66 80

28 27

77 84

27 28

57 65

23 19

59 68

22 20

Your work & organization
Pakistan scores highest on many dimensions. Morocco needs to take steps to increase loyalty & retention. UAE reported lower commitment & motivation figures.
Note: Amongst those who agreed with each of the statements below, we’ve highlighted the highest (in blue) and the lowest (in red).
Thinking about your work and the organisation you work for, to what extent do you agree or Total Algeria Bahrain Egypt disagree with each of the following statements: 9760 181 108 1113 Base: 80 75 85 75 I feel fully engaged in the work I do 49 46 48 53 I am satisfied with my present job 74 74 71 78 I feel motivated to perform well in the work I do I feel committed to the organisation for which I 76 74 78 81 currently work I would speak highly to people outside the 66 56 72 69 organisation about my organisation as an employer I would speak highly to people outside the 74 58 81 76 organisation about my organisation’s products/service/brands 62 58 65 64 I am proud to work for my current organisation 73 72 73 73 I feel loyal towards my current organisation I feel the organisation I work for deserves my 60 55 56 56 loyalty I would want to be working for my current 43 35 45 40 organisation in...1 year’s time I would want to be working for my current 24 20 24 21 organisation in...3 year’s time I would want to be working for my current 18 19 17 16 organisation in...10 year’s time I feel fully engaged by the organisation I work 52 34 64 42 for Jordan 549 73 47 76 72 70 Kuwait 481 82 47 74 75 63 Lebano Morocc Pakista Saudi Qatar n o n Arabia 194 81 47 73 81 74 206 72 38 83 75 55 925 91 48 78 80 69 315 81 48 73 75 67 2099 74 48 71 76 63 UAE 1416 80 42 65 71 63

73 61 69 54 44 24 18 44

72 60 70 55 47 25 17 53

78 71 83 68 40 24 19 53

59 51 58 47 29 13 9 35

79 66 86 76 47 30 22 69

73 59 72 63 52 27 17 55

70 57 65 50 43 24 18 46

74 59 69 56 45 25 15 53

Your organization
Lebanon and Pakistan are strong on most aspects. KSA scores poorly on nearly all.
And now thinking about some particular aspects of working at your organisation, to Total Algeria Bahrain Egypt Jordan Kuwait Lebanon Morocco Pakistan what extent are you satisfied or dissatisfied with each of the following? Base: 9760 181 108 1113 549 481 194 206 925 69 63 59 71 73 65 75 66 75 Communications where I work 68 66 73 71 72 63 77 67 73 How my line manager treats me 50 49 49 45 43 41 61 49 62 How senior managers lead the organisation 55 53 55 50 55 51 68 52 61 The culture of the organisation I work for 58 57 60 53 56 51 68 57 68 The values my organisation works by 54 52 53 55 52 53 52 51 61 My work-life balance 42 33 41 42 36 39 47 39 51 How I am rewarded for the work I do 46 42 45 44 42 43 54 43 56 Recognition I receive for the work I do 54 60 57 50 53 54 64 49 56 My job security The focus we have on customers and 61 53 57 61 58 60 72 54 68 customer-service where I work 43 40 41 38 38 39 47 44 53 The way change is managed where I work The training opportunities available to me The career development opportunities available to me My own understanding of our organisation strategy How performance is managed where I work Teamwork with my colleagues My working environment IT and systems where I work 39 39 60 50 70 61 61 35 34 55 48 77 60 61 35 36 62 52 63 66 58 38 36 58 49 70 59 61 33 43 64 51 68 58 66 34 36 58 45 66 58 61 49 47 72 63 72 67 62 45 45 61 52 72 59 57 45 44 66 54 80 72 67

Qatar 315 72 70 49 54 57 57 43 46 51 58 42 38 36 60 47 72 60 57

Saudi Arabia 2099 66 62 38 45 49 50 34 38 48 53 34 29 32 52 41 63 53 53

UAE 1416 65 64 48 51 52 47 40 42 53 59 40 35 38 56 44 66 59 55

Your work & organization
As seen earlier, respondents in Pakistan are amongst the most optimistic. Lebanon is clearly working towards a stable and communicative environment. KSA needs to improve working conditions.
Finally, thinking about some specific aspects of your work life please tell us to what extent you Saudi Total Algeria Bahrain Egypt Jordan Kuwait Lebanon Morocco Pakistan Qatar agree or disagree with the following Arabia statements? Base: My organisation manages to ATTRACT the best talent My organisation manages to ENGAGE its employees so that they perform well My organisation manages to KEEP the best talent My opinions really count where I work I get the information I need to perform well in my current job Communications across different parts of my organisation are good I feel valued as an employee where I work 9760 41 38 32 54 55 181 35 28 25 44 51 108 42 38 32 50 52 1113 39 30 27 56 55 549 39 32 26 52 55 481 35 33 27 48 52 194 47 47 42 63 63 206 44 36 37 60 59 925 52 53 46 59 67 315 38 35 34 50 53 2099 31 26 23 47 45

UAE

1416 39 36 29 48 49

50

41

47

49

54

45

65

46

63

45

43

45

57

52

51

60

55

54

61

61

65

56

51

51

Find Jobs 
§ Jobs in UAE 

Quick Links 
§ Site Map 

Bayt.com 
§ About Us 

§ Jobs in Bahrain  § Jobs in Egypt  § Jobs in Jordan  § Jobs in Kuwait  § Jobs in Lebanon  § Jobs in Morocco  § Jobs in Qatar  § Jobs in Saudi Arabia  § Jobs in Dubai, UAE 

§ Career Services  § Research Reports  § Career Articles and Guides  § City Guides  § Education Center  § Bayt.com Blog  § RSS 

§ Contact Us  § Careers  § Press Releases  § Testimonials  § Bayt.com Charity  § Associates Program  § Advertising Info


				
DOCUMENT INFO
Shared By:
Stats:
views:238
posted:7/14/2009
language:English
pages:27
Description: To understand perceptions and attitudes of Middle Eastern employees regarding their career, the work they do and the organization they work for. The findings will be used to analyse what this means for employers at large and compare levels of satisfaction with the employment market across countries in the region.