Question

Kindly help me to formulate or design interview guideline to achieve the objectives of the study below:

Research Topic

Investigate the effects of Introducing flexible working methods on employee satisfaction and performance of the Namibia Training Authority (NTA), training department.

The Objectives of the Study.

1) To identify the relationship between Flexible Working Arrangements and Employees’ Satisfaction at Namibia Training Authority, Training Department.

2) To analyse the impact of Flexible Working Arrangements and Employees’ Work performance at Namibia Training Authority, Training Department.

3) To work out factors which may influence Flexible Working Arrangement at NTA Training Department.

4) To identify work practices of flexible work arrangement at NTA Training Department.

Answer 1

An interview is meant to solicit the maximum possible information about an interviewee. Considering the given objectives (you're required to identify, analyse, and work out factors), the following may serve as a general guideline-

1. Type of Interview

1) Considering satisfaction's hard to gauge and quantify, you'd ideally want sequential one-to-one sessions with the interviewees wherein many interviewers will interview them on a one-to-one basis. If you don't have a team of interviewers, you can go ahead yourself..

2) Depth interviews and stress interviews are recommended to review the inner feelings and true satisfaction levels.

1. Steps in the Interview process

1) Planning

a) Goals of the interview must be defined in advance. E.g. see how the first objective needs you to identify the relationship between flexible work and satisfaction levels…this serves as your goal

b) Based on the goals, select appropriate methods

Identification and quantification of something abstract - like satisfaction - needs you to probe deeply. Depth interviews are semi-structured and allow you to ask questions in key areas. Following up with stress interviews enables you to ascertain the truth about perceptions.

c) Know your subjects in advance

You should have an understanding of the history, work area, education, experience levels etc. regarding your subjects. This will enable you to determine and ask the right kind of questions as well as steer the course of the interview.

d) Pay heed to administrative details

Determine the appropriate settings for conducting the interview. E.g. the right time, place & venue, the right invitation technique, facilities - tea/coffee/something to eat etc.

2) Conducting the interview

a) Start by establishing a rapport

b) Ask questions to solicit data

c) Create records of your communication (via notes, meeting minutes etc.)

3) Evaluate Responses

a) Together with other interviewers (if they exist) assess the responses and arrive at a score.

1. Qualities

1) You should aim at both psychological and technical evaluation

2) You should be mature enough to evaluate situations in the right perspective

3) You should remain objective throughout the interview - yet manage to build effective rapport

4) You should have experience and knowledge regarding the interview theme.

5) You should be aware of the background details of your subjects

6) You should have good probing and listening skills

1. Things to be careful about

1) Avoid evaluation errors owing to stereotyping, projection errors or misleading first impressions.

1. Assessment of Satisfaction: Some suggestions

1) Psychological Assessment

a) Identification and analysis involving flexible work, satisfaction and performance require deep probing. Things to enquire-

i. Employee perception regarding-

• organisational support
• impact on work-life balance

ii. Level of emotional intelligence and flexibility

iii. Level of understanding and self-reflection regarding-

• the level of belongingness felt at work
• the feeling of prestige and accomplishment

2) Technical Assessment

a) Assessment is incomplete without quantification. Bring in some numbers and advanced metrics to reinforce your study. Examples include

i. Satisfaction-

• Develop rating scales for starters. e.g. ask your subjects to rate how satisfied they are in terms of, say, their work-life balance on a scale of 1 to 5. Create many categorical/numeric variables like this involving institutional, work-related and family-related themes and then find quantitative indicators by analysing their-
  • Correlations
  • Regressions
  • ANOVA etc.
• Examples of some pertinent metrics in the stated context include-
  • mean score of job satisfaction
  • mean score regarding work-to-family enrichment
  • Family-to-work efficiency etc.

ii. Performance

• Follow the same procedure as above.
• Examples of some pertinent metrics for performance evaluation in the stated context are-
  • mean performance score for satisfied employees
  • mean performance scores for dissatisfied employees
  • more complex- correlation between project duration and performance scores for satisfied male workers etc.

1. Identification of flexible work practices: Suggestions

1) Research the schedules of the NTA Training Department

2) Go through their staff and list and analyse the types of arrangements you see

3) Compare these with other institutions in the same industry

4) Also compare across various other industries

5) Develop an understanding and recommend changes/improvements if required