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Would like to see the end of the unions. People would be rewarded for achievement and not kept on as "dead wood" because of seniority.

..pay based on performance

A better raise in wages

Accountability among managers

accountability measures

Accountability with executives. Too many executives are busy pointing fingers at each others operations instead of focusing on doing their own job and doing it well!

Adjust strategies to suit the goals and objectives of the company. Application of Michael Porter's Model is ideal.

admin talking to staff more and better about good things not just what they think we did wrong.

Application of positive reinforcements for work completed by clerical staff.

appreciation of staff

Appreciation of non-revenue generating departments

Because of the down turn in the economy we have not been able to give any pay increases for two years. I am disappointed that I cannot monetarily reward individuals who exceed expectations and who have taken on additional responsibilities.

Besides increasing revenue, it would be to change certain key manager positions with new people. The incumbents are holding us back from moving forward to the next level.

Better accountability.

Better communication & less negativism

Better communication amongst my own dept leaders.

Better communication and interaction among the staff; more clarity about the direction of the work.

Better communication from top management

Better communication of goals of company, especially the long term goals, to all employees.

better flow of information

Better planning, brainstorming and communication.

Business process re-engineering

Centegra Health System needs to recognize those who work for Centegra Primary Care as a positive part of the system. They need to make the effort to look at what we do, and how hard we work.

Communication

Communication and co-operation

Create employee recognition and reward program!

Defined role for every employee. Give people equal opportunities. Mentors and mentees who understand their roles. The work force must represent the national demographic in the next 15 years. Stop the dominance of one racial group within the company. Play a meaningful role in its social responsibilities.

enhance the cooperation for better productivity and results

Eliminate unions so that job security would depend on motivation and performance rather than length of service, and it would be easier to get rid of the "dead wood" within the organization.

Embed proactivity in workplace dealings

Employment practices

Enable quality of life.

Encourage the innovators.

Entitlement mentality

EVERYONE would take responsibility, show initiative and pull their own weight - plus some.

Facilities

favoritism

get new management

Get rid of several of the Director's. They have zero accountability show very poor judgment. Do not lead by example. Fake and phony

Getting rid of a manager who is unapproachable by the staff - they are afraid of her and she has been here 20 plus years and has always had a rotten attitude.

Good pay package to boost staff moral

Have those who have supervision skills be more supportive and practice what they preach.

Having job responsibilities and priorities that are clearly defined within the organization and accountability of management to ensure the successful completion of the work for their respective units.

Having upper management be serious about getting rid of employees who add no value and cause dissention among staff.

Hire the right people to be on our bus

Hold people accountable for their duties.

I THINK THEY LET EMPLOYEE GET AWAY WITH A LOT OF THINGS

I wish we were further along on our Employer of Choice initiatives.

I wish we were not in a high demand profession - our employees demand such high compensation that it is hard for us to have the money to distribute in other ways.

I would fire Art Boulay, that guy could not assess his way out of a paper bag.

I would institute a stronger pay for performance culture.

I would like everyone to be fair and consistent. Not consistent with the people who brown nose with them or the people from their country or the people who yes them to death. Also not because the first person comes and lay a complaint is always the one to believe.

I would like to change the mindset of the middle management staff. Instill in them the importance of critical thinking.

I would make it a priority to weed out the non-productive personnel and bring in people who will work hard - that way the work load would be more evenly distributed - instead of giving the majority of the big "clean up" issues caused by people not doing the job correctly to the few that can be counted. People get worn out trying to do their "regular job" plus pick up the load for those who don't do their jobs.

I would want them to see their people as people more than vehicles of production. Don't meet your production numbers then you are obviously not a good fit for the job. Production numbers change and as we know everyone works at a different pace and communicates differently. Stepford workers comes to mind

I would wish for honesty from the leader of our company in dealing with our business partners. It hurts me that people joke about the fact you can't believe a word he says.

I'm in human resources and when I bring problems/situations I have identified to my boss, he blows up at me and tells me I'm negative.

Improve communication

Improve communication from the top down.

Improve communications channels to knock down silos.

Improve communications, working together as a team, building trust,

Improve IT capability

Improve our strategic and long range planning.

Improved communication throughout divisions.

in order to assist staff with improving working relationships and respect for what each employee contributes, managers need to spend money for ongoing communication, conflict resolution and mediation training for everyone (not just front line supervisors). Negativity and unresolved conflict can really poison the work environment, which affects the motivation and work effort of many

Increase defined lines of communication and authority

Increase department awareness

Instill a culture of trust. There's no need for the senior leadership to micromanage to the extent that they do.

internal conflict

Invite the ineffective leaders to get off the bus.

It's family run so not a lot of hope of changing much in the way of politics, secrecy and lack of communication. But the communication and appreciation factors are high on my list.

Job insecurity is as a result of limited amount of communication. Communication would help tremendously

Just get things to flow and timeout better.

Keeping low/bad performers

Legislative mandates

Less talk more inspired action.

Less travel

Make others accountable for their work. Include consequences for actions (or lack of actions!).

Making an investment in leadership and career development.

Maliciousness

management

Management- needs reorganization or overhauling.

Management style is old school

Marketing...we need to do more marketing in this economy. Word of mouth isn't bring in the work needed to keep the ship sailing.

mindset

More accountability for some staff members

More advancement opportunities.

More advancement opportunities.

More and better communication between Senior Managers and the employees regarding the goals of the Company.

More emphasis on technical support and training and lees on symbolic issues.

More employee appreciation and acknowledgement

more flexibility of workdays in HR

more flexible hours for HR (4 day week)

More focus on work/life balance.

More Leadership and accountability in top management.

More office work space for the foremen that work in the field) to perform their documentation. Covered parking for all of the equipment when it is in the yard, especially the service trucks.

More objectivity/open-mindedness/fairness from certain senior executives and/or more personalized (individual) appreciation.

more realistic expectations when it comes to workload

More support from department management for their own people. Not enough understanding of what they work through on a day to day basis.

More time to do the communication and workforce development that is lacking and needs to be done to weather the changes.

more transparency

Much stronger communication - left hand needs to know what right hand is doing.

my boss

My direct leader due to her personal success taking precedence over the growth, development, and success of her team.

Old style management to many rule by fear and intimation. They are very ridged not open minded. Takes to long to make changes and they are not making people live the standard operation procedures to many shortcuts which effects quality.

Open, honest communication from management.

Our CEO should trust her employees to do the jobs for which they were hired, rather than micromanaging. This leads to wasted time.

Our company is a subsidiary of a larger company. The top leader (President) is unapproachable and in my opinion untrustworthy. By that I mean tells people only what they want to hear. In business, your word is everything or at least it should be. I don't believe his means anything and I have heard business partners make jokes about it. We have enormous potential as a company and I strongly feel that hurts us. The second in charge is my boss and we only see each other at a weekly staff meetings. We have no personal interaction and I think that is important. His predecessor (who hired me) always had a smile and a word for everyone.

Our organization does a good job communicating.

Playing Favorites

Procedures for day to day activities

promotional assessment centers

Provide better training for all employees.

Put the Human Resources functions under one department like it was a year ago. The duties of human resources are now split with the Finance and Human Resources departments.

REALLY Listening and trying some of the suggestions from the experienced nurses and staff (I mean the ones that actually work the frontlines)

Repositioning of Sr. Management - develop a team that leads and communicates to all levels.

Require all in positions of power to treat others fairly.

Respect for communication through the chain of command

Reward based on performance.

salary benefits good company structure more business opportunities and increased salary

Senior Management

some of the leaders that are making choices that effect all of us. All isn't bad--it's like we don't care sometimes. Other people can tell and it effect them--their attitude and the way they interact with others.

Some of the leaders-not effective in their communication and don't lead by example.

Sometimes things can move at a snail's pace. I would like to see things happen more rapidly. We are poised to take advantage of the recovery but not if we just sit back and wait for it to happen

stop micromanaging

streamline policy implementation

Stronger communication from the leadership team.

stronger managers

suggest to management

Take caps off nurses salary. Retention Pay for experienced nurses. Overtime pay after 8 hours.

That all people are treated equal.

that they stop starting one program or initiative and then before that one is finished they begin a totally new program.. the staff is so confused because one day something is "the way it's done" and then the next day, this person's in charge and "they want is done this way"

That they take the imitative to furnish efficient, accommodating work space and equipment

The ability to focus the team.

The constant changes in policy and documentation requirements often interfere with the delivery of care due to high acuity levels and staff/patient ratios

the executives

the focus on internal demands continues to grow. paperwork, processes that are intended to help, but end up being a hindrance to meeting client needs.

The lack of leadership.

The leadership

The organization structure. The employment of a project manager

the owner

the trust level of first line managers

The way pay structure is designed, in comparison to other facilities. Some classifications are compared at the 90th percentile, some at the 75th percentile and some at the 50th. This keeps the lower paid staff artificially lower.

The way professionals (with advanced degrees) are treated.

There is a message about cutting costs and being focused on getting back to profitability however the remaining locations are spending frivolously as if there have not been closures. I would like to see consistency across the company. I would also like to see a more detailed plan from the top as to what products will make us money in the future. Right now it seems as if no one is driving the car. Everyone is just trying to 'lay low' until the economy improves OR a good opportunity is found.

They hire contract employees to fill regular positions, e.g. Compensation, Recruitment. I was hired 2 1/2 years ago as a Sr. Compensation Consultant and am in charge of the annual Compensation Planning function as well as maintaining the compensation program year-round. They clearly value what I do yet the company will not agree to make this a permanent position. Since I don't receive any company benefits I cannot continue here indefinitely.

To have a better and fair employee recognition program

top management and unproductive employees

treat the employee more fairness, do not deduct their salary occasionally

Walk the Talk!! We have the language of respectful communication, the value of employees, recognition, accountability, teamwork, etc. But we don't demonstrate those things all the time. They seem to be taking an even lesser place in view of hard economic times.

Work/life balance - flexible work schedules

Would improve systems

1-2 and 1-3 are kind of confusing, saying the same thing...

1-2 and 1-3 relate mostly external sources that tie in.

A great place to work can be ruined by one individual with an agenda.

After a work history of over 40 years, I now have the best boss ever.

Always fun to do an assessment on my vast organization!

Another change that needs to happen is to constantly train your management staff. There are too many managers that have forgotten management 101. They've become so absorbed in the day-to-day that they've forgotten part of their job is to be a good leader and to coach employees to higher performance levels. Employees are an organizations greatest assets -- they will make or break your organization. How is it possible that the top decision makers have forgotten this basic business sense?

be proud of whatever you do and do the best that you can

Employees are hire to work towards achieving the firm's objectives so they must be give a piece of mind to think, rethink and make a decision.

Employers need to pay attention to the balance of work throughout the department. In HR there are some of us that are extremely busy and others that spend the majority of the day walking around. It really has a negative impact on morale.

Ensure fair & just policies to reward employees

Ensure one tribe does not monopolizes key management positions.

Ensure one tribe does not monopolizes key management positions.

entirely too much chatting and not enough working.

First of all-- I am THANKFUL to have a job. No one is prefect but one and he's with the FATHER. But sometimes we create our own problems in the way we treat each other. We can do better and the result will surprise you.

I am actually leaving my job to pursue my Masters full time in August.

I am actually leaving my job to pursue my Masters full time in August.

I do like my job, but there are aspects of my job that is changed and with a little more assistance from upper- management the quality of life while on the clock would be fulfilling.

I feel there is a distance between middle management and upper management even though upper management wants to give the illusion that there is a true working relationship of trust and honesty. I feel over worked and under appreciated. I am self motivator and feel not utilized for my skills and waiting and hoping some of the upper management leave and the younger middle management move up to change the culture.

I have been employed by this firm nearly 19 years; however. it appears on some occasions that the company forgets that the clerical staff does the backup assignments which allows the company to shine in the business world.

I love my job & the people I work with. The company expects too much of their people! Work us too hard.

I love my job and am grateful to have one. May not last much longer though because of this economy.

I wish the senior management team took a more "people oriented" approach instead of all business attitude

I work for a great company with enlightened leadership. My workload is self-driven to a large extent as I have a strategic vision for HR that will take time to realize. We are moving as quickly as we can, but I wish it were possible to go even faster.

I work very hard and more is expected daily with no compensation

If you could change one thing about your organization, what would it be?

In # 1-2, co-workers having proper training

In our organization we have communication guidelines and for the most part are followed by most. We have so many hours of communication training and the agency even bought books for everyone on crucial conversations. However, supervisors in administration don't follow the training they present. If employees are expected to follow communication guidelines I would expect that those on top need to lead by example.

increase staffs salary

It is difficult to respond with agree/disagree statements; perhaps a "sometimes" or "occasionally" option would be a better fit. The fact is that my organization SOMETIMES rewards excellent performance...but many times overlooks it. Ditto for communication, etc.

it sure is great to see our leaders, executive involved in making sure they take care of the needs of its people when they are experiencing personal difficulty. As far as I am concerned, when an employee has worked hard to make the company successful, this is the least that can be done.

It would be nice if management listened to their employees bringing them to the table, instead of leaving them in the dark and discounting their contributions.

Many managers do not handle their human resources effectively. It is almost as if they do not understand the effects this has on their high performers and how it contributes to low morale.

more employee appreciation

More people needed to do a good productive job.

My company doesn't recognize the hard work of individuals. Recognition does not have to be monetary. Most times, that is down the list on satisfaction polls. I believe you have to give someone incentive to keep going above and beyond.

My company was once voted the best place to work in our city. It offers many fantastic benefits, however, the undercurrent of favoritism, lack of appreciation for work, and employee dissatisfaction with management undermines what the benefit package is trying to achieve.

My greatest frustration is the greed, blatant mismanagement and lack of accountability of entire industries that has thrown our country into this recession! We had been growing at a rate of 10% annually or greater but over the last two years we have had to make cuts to remain profitable. After three rounds of layoffs I had to let great quality people go and it was no fault of theirs. Nothing in my career has ever been harder than seeing the fear and pain in someone's eyes as you tell them they no longer have a job.

No place for admin people to advance to

Nurses are still not ready to marry research based data with the realities of providing good patient care.

On job training to enhance productivity.

Organization basically functions strictly militaristic and lacks educated administrative personnel. All administrators should have at least achieved a masters degree from an accredited college or university. But 35% of Admin staff only have a bachelor degree

organization has to care employees so as they can be dedicated to their works

Our Company has a quality program in place and it is making a difference. Employees now feel they can make suggestions for improvements, because they have seen some of these ideas implemented. Many have been on teams to design and build new equipment to make their job more efficient.

Our company has a quality program in place that is helping to change the communication between the Senior Managers and the employees. It is also changing the attitude of the employees because they now feel more valued.

Overall I work for an awesome company with great people.

Paying recruitment pay to new nurses is not working . They are job hopping for the bonuses. We've had 3 leave as soon as their 2 years were up. Retention pay would keep them and lower the costs of training.

People who ate in the trenches and make the money for the company are minimized, not respected and forgotten about.

Salaries must match the economic status. If not, people keep on hoping from one company to the other and that causes an upset to business. The company must have a skill transfer program and they must ensure that the program is audited and corrective actions are taken to ensure its effectiveness.

senior mgt under investigation for security issues but no resolution in sight-hot line call. How do they expect associates to respect?

sometimes I think the economy is an excuse for administration to act poorly and hide behind the economy as an excuse

Taking initiatives from all departments is the key to success in today hyper competitive world.

team synergy is a requirement for organizational success

The company as a whole is a wonderful place to work. I wish there were more opportunities for advancement or even recognition for a job well done by any of the "worker bees".

The company is a good one to work for, I enjoy my job but most of the people I work with really suck.

The company is an ok place to work, it's the executives who "kill your spirit"

The fear of losing a job is new to me!! It really sucks!!!

The organizational structure contributes to the development of an organization, so it should be considered.

The organization I worked with is a value-based company. I appreciated the new branding of the company, the values and brand attributes. Hope all of these have been practiced & acted upon by our leaders. However, no motivation given from our top leaders in our site in the Philippines. I really love Celestica as a company.

The same problems plague us year after year. Anyone who has tried to make improvements has worn themselves out in the futile effort or has changed jobs.

There exists a lot of pessimism and lack of motivation

This is a new position for me - 4th week now. Some of my dissatisfaction may stem from the slow pace of getting into full understanding of the job.

Too much hierarchy, and division of work responsibility

We are a positive force in McHenry County as a system not just the Hospitals

What I continually hear is "We have to do this way because CORPORATE says so." That makes me feel like I'm wasting my time to even complete this survey