Advertisement
| gallup survey questions explained: It's the Manager Jim Clifton, Jim Harter, 2019-05-07 Who will lead your workforce during rapid change? Gallup research reveals: It’s the manager. While the world’s workplace has been going through historic change, the practice of management has been stuck in time for decades. The new workforce — especially younger generations — wants their work to have deep mission and purpose. They don’t want old-style command-and-control bosses. They want coaches who inspire them, communicate with them frequently and develop their strengths. Who is the most important person in your organization to lead your teams through these changes? Decades of global Gallup research reveal: It’s your managers. They are the ones who make or break your organization’s success. Packed with 52 discoveries from Gallup’s largest study of the future of work, It’s the Manager shows leaders and managers how to adapt their organizations to rapid change — from new workplace demands to the challenges of managing remote employees, the rise of artificial intelligence, gig workers, and attracting and keeping today’s best employees. Great managers maximize the potential of every team member and drive your organization’s growth. And they give every one of your employees what they want most: a great job and a great life. This is the future of work. It’s the Manager includes a unique code to take the CliftonStrengths assessment, which reveals your top five strengths, as well as supplemental content available on Gallup’s online workplace platform. |
| gallup survey questions explained: 12: The Elements of Great Managing Gallup, James Harter, 2014-12-02 Based on the largest worldwide study of employee engagement and more than a decade of research, Gallup explains the 12 elements essential to motivating employees and features the inspiring stories of 12 managers who succeeded in these dimensions. More than a decade ago, Gallup combed through its database of more than 1 million employee and manager interviews to identify the elements most important in sustaining workplace excellence. These elements were revealed in the international bestseller First, Break All the Rules. 12: The Elements of Great Managing is that book’s long-awaited sequel. It follows great managers as they harness employee engagement to turn around a failing call center, save a struggling hotel, improve patient care in a hospital, maintain production through power outages, and successfully face a host of other challenges in settings around the world. Gallup’s study now includes 10 million employee and manager interviews spanning 114 countries and conducted in 41 languages. In 12, Gallup weaves its latest insights with recent discoveries in the fields of neuroscience, game theory, psychology, sociology and economics. Written for managers and employees of companies large and small, 12 explains what every company needs to know about creating and sustaining employee engagement. |
| gallup survey questions explained: CliftonStrengths for Students Gallup, 2017-07-25 Helps aspiring college students discover where their strengths truly lie and how to develop them to reach their full potential at school and later in the real world. |
| gallup survey questions explained: First, Break All the Rules Marcus Buckingham, Curt Coffman, 2014-02-02 Gallup presents the remarkable findings of its revolutionary study of more than 80,000 managers in First, Break All the Rules, revealing what the world’s greatest managers do differently. With vital performance and career lessons and ideas for how to apply them, it is a must-read for managers at every level. The greatest managers in the world seem to have little in common. They differ in sex, age, and race. They employ vastly different styles and focus on different goals. Yet despite their differences, great managers share one common trait: They do not hesitate to break virtually every rule held sacred by conventional wisdom. They do not believe that, with enough training, a person can achieve anything he sets his mind to. They do not try to help people overcome their weaknesses. They consistently disregard the golden rule. And, yes, they even play favorites. This amazing book explains why. Gallup presents the remarkable findings of its massive in-depth study of great managers across a wide variety of situations. Some were in leadership positions. Others were front-line supervisors. Some were in Fortune 500 companies; others were key players in small entrepreneurial companies. Whatever their situations, the managers who ultimately became the focus of Gallup’s research were invariably those who excelled at turning each employee’s talent into performance. In today’s tight labor markets, companies compete to find and keep the best employees, using pay, benefits, promotions, and training. But these well-intentioned efforts often miss the mark. The front-line manager is the key to attracting and retaining talented employees. No matter how generous its pay or how renowned its training, the company that lacks great front-line managers will suffer. The authors explain how the best managers select an employee for talent rather than for skills or experience; how they set expectations for him or her — they define the right outcomes rather than the right steps; how they motivate people — they build on each person’s unique strengths rather than trying to fix his weaknesses; and, finally, how great managers develop people — they find the right fit for each person, not the next rung on the ladder. And perhaps most important, this research — which initially generated thousands of different survey questions on the subject of employee opinion — finally produced the twelve simple questions that work to distinguish the strongest departments of a company from all the rest. This book is the first to present this essential measuring stick and to prove the link between employee opinions and productivity, profit, customer satisfaction, and the rate of turnover. There are vital performance and career lessons here for managers at every level, and, best of all, the book shows you how to apply them to your own situation. |
| gallup survey questions explained: StrengthsFinder 2.0 Tom Rath, 2007-02 A new & upgraded edition of the online test from Gallup's Now, discover your strengths--Jacket. |
| gallup survey questions explained: Character Strengths and Virtues Christopher Peterson, Martin E. P. Seligman, 2004-04-08 Character has become a front-and-center topic in contemporary discourse, but this term does not have a fixed meaning. Character may be simply defined by what someone does not do, but a more active and thorough definition is necessary, one that addresses certain vital questions. Is character a singular characteristic of an individual, or is it composed of different aspects? Does character--however we define it--exist in degrees, or is it simply something one happens to have? How can character be developed? Can it be learned? Relatedly, can it be taught, and who might be the most effective teacher? What roles are played by family, schools, the media, religion, and the larger culture? This groundbreaking handbook of character strengths and virtues is the first progress report from a prestigious group of researchers who have undertaken the systematic classification and measurement of widely valued positive traits. They approach good character in terms of separate strengths-authenticity, persistence, kindness, gratitude, hope, humor, and so on-each of which exists in degrees. Character Strengths and Virtues classifies twenty-four specific strengths under six broad virtues that consistently emerge across history and culture: wisdom, courage, humanity, justice, temperance, and transcendence. Each strength is thoroughly examined in its own chapter, with special attention to its meaning, explanation, measurement, causes, correlates, consequences, and development across the life span, as well as to strategies for its deliberate cultivation. This book demands the attention of anyone interested in psychology and what it can teach about the good life. |
| gallup survey questions explained: StrengthsQuest Donald O. Clifton, Edward "Chip" Anderson, 2016-01-01 Students who use their natural talents achieve the most --- but they need to know what those talents are. StrengthsQuest includes the Clifton StrengthsFinder, an online assessment that reveals students’ top five themes of talent. And StrengthsQuest also helps students make the most of those talents. Students and learners of all ages continually face the challenges of gaining direction, making decisions, and building self-confidence. Fortunately, the keys to successfully meeting these challenges — your own natural talents — already exist within you. Through these talents, you will produce your greatest achievements. Over the course of 30 years, Gallup conducted millions of psychological interviews and identified 34 themes of talent that are indicative of success. In the StrengthsQuest program, Gallup offers you the opportunity to discover talents from your top five themes and build on them to achieve academic, career, and personal excellence. More than 100,000 students have benefited from the program. Your quest starts with the Clifton StrengthsFinder, a 30-minute assessment that reveals your top five themes of talent. This online assessment is your entryway to a variety of experiences that will help you discover your greatest talents and develop strengths. You’ll gain access to action items specific to your top themes, covering general academic life, study habits, relationships, and career. You’ll also be challenged to think about applying your talents for success in other settings, such as on projects and teams and in leadership. StrengthsQuest was written by the late Donald O. Clifton, who was the former chairman of Gallup; coauthor of the bestseller Now, Discover Your Strengths; and recognized as the Father of Strengths-Based Psychology and the late Edward “Chip” Anderson, who taught education, psychology, and leadership at UCLA and Azusa Pacific University. Revised portions of the text were written by Laurie A. Schreiner, who has taught psychology and higher education at Azusa Pacific University and Eastern University. Your quest starts with the Clifton StrengthsFinder, a 30-minute assessment that reveals your top five themes of talent. This online assessment is your entryway to a variety of experiences that will help you discover your greatest talents and develop strengths. You’ll gain access to action items specific to your top themes, covering general academic life, study habits, relationships, and career. You’ll also be challenged to think about applying your talents for success in other settings, such as on projects and teams, and in leadership. StrengthsQuest was written by the late Donald O. Clifton, former chairman of Gallup, coauthor of the bestseller Now, Discover Your Strengths, and recognized as the Father of Strengths-Based Psychology and the late Edward “Chip” Anderson, who taught education, psychology, and leadership at UCLA and Azusa Pacific University. Revised portions of the text were written by Laurie A. Schreiner, who has taught psychology and higher education at Azusa Pacific University and Eastern University. |
| gallup survey questions explained: OECD Guidelines on Measuring Subjective Well-being OECD, 2013-03-20 These Guidelines represent the first attempt to provide international recommendations on collecting, publishing, and analysing subjective well-being data. |
| gallup survey questions explained: StandOut Marcus Buckingham, 2011-09-13 StandOut, the revolutionary new book and online assessment tool from Marcus Buckingham, is the result of extensive research, statistical testing, and analysis of the world's top performers. From the coauthor of Now, Discover Your Strengths and the recognized leader of the strengths movement, StandOut unveils your top two Strength Roles and offers sharp, practical ideas that professionals and managers in any organization can use to find their edge and win at work. |
| gallup survey questions explained: Now, Discover Your Strengths Marcus Buckingham, Donald O. Clifton, 2001-01-29 The 20th anniversary edition of Now, Discover Your Strengths comes with an access code to the Clifton StrengthsFinder 2.0 assessment. This updated assessment includes reports and resources that go far beyond the standardized reports of the older assessment by providing you with personalized insight statements unique to your specific combination of strengths. The original publication of Now, Discover Your Strengths in 2001 launched a worldwide strengths revolution. To date, more than 20 million people have discovered their strengths, and tens of thousands more are discovering theirs every week. Gallup Press has published numerous strengths-based books, and Gallup Strengths Center has become a worldwide destination for strengths-based development. Since the book's release, Gallup has continued to dedicate countless hours to developing our strengths science, the brainchild of the late Dr. Donald O. Clifton, who was named Father of Strengths-Based Psychology by the American Psychological Association. Part of that investment resulted in Clifton StrengthsFinder 2.0 -- a refined upgrade of the original assessment for discovering your strengths. To ensure that you have the best possible experience in discovering and developing your strengths, we have made Clifton StrengthsFinder 2.0 available to those who purchase the 20th anniversary edition of Now, Discover Your Strengths. The updated assessment includes new reports and resources, including the Strengths Insight and Action-Planning Guide. This guide goes far beyond the standardized reports of the older assessment by providing you with personalized insight statements unique to your specific combination of strengths. These highly customized Strengths Insights are an in-depth analysis of your top five strengths. They describe who you are in astonishing detail and provide you with a comprehensive understanding of yourself, your strengths and what makes you stand out. These updated resources, in combination with the 20th anniversary edition of Now, Discover Your Strengths, give you the best opportunity to soar with your strengths -- at work and in your life. |
| gallup survey questions explained: Practice What You Preach David H. Maister, 2012-12-11 In today's highly competitive realm of professional service firms, the quest for individual stardom is at an all-time high. The temptation to rack up the most billable hours and out-perform one's fellow advisers is often irresistible. But it is also shortsighted and terribly counterproductive, according to world-renowned authority and acclaimed author David Maister. In this groundbreaking book, Maister issues a much-needed wake-up call to today's professional service firms. Arguing that a far greater contribution to a firm's success can come from those who find fulfilment in seeing other's succeed rather than those who assume the role of most valuable player. The author outlines and discusses in detail the nine key people issues upon which successfully managed and profitable organisations rely. Supporting his findings with a range of compelling data, Maister demonstrates how and why firms that emphasise the highest standards of employee professionalism are invariably more financially successful than those that don't. |
| gallup survey questions explained: Nine Lies About Work Marcus Buckingham, Ashley Goodall, 2019-04-02 Forget what you know about the world of work You crave feedback. Your organization's culture is the key to its success. Strategic planning is essential. Your competencies should be measured and your weaknesses shored up. Leadership is a thing. These may sound like basic truths of our work lives today. But actually, they're lies. As strengths guru and bestselling author Marcus Buckingham and Cisco Leadership and Team Intelligence head Ashley Goodall show in this provocative, inspiring book, there are some big lies--distortions, faulty assumptions, wrong thinking--that we encounter every time we show up for work. Nine lies, to be exact. They cause dysfunction and frustration, ultimately resulting in workplaces that are a pale shadow of what they could be. But there are those who can get past the lies and discover what's real. These freethinking leaders recognize the power and beauty of our individual uniqueness. They know that emergent patterns are more valuable than received wisdom and that evidence is more powerful than dogma. With engaging stories and incisive analysis, the authors reveal the essential truths that such freethinking leaders will recognize immediately: that it is the strength and cohesiveness of your team, not your company's culture, that matter most; that we should focus less on top-down planning and more on giving our people reliable, real-time intelligence; that rather than trying to align people's goals we should strive to align people's sense of purpose and meaning; that people don't want constant feedback, they want helpful attention. This is the real world of work, as it is and as it should be. Nine Lies About Work reveals the few core truths that will help you show just how good you are to those who truly rely on you. |
| gallup survey questions explained: Encyclopedia of Survey Research Methods Paul J. Lavrakas, 2008-09-12 To the uninformed, surveys appear to be an easy type of research to design and conduct, but when students and professionals delve deeper, they encounter the vast complexities that the range and practice of survey methods present. To complicate matters, technology has rapidly affected the way surveys can be conducted; today, surveys are conducted via cell phone, the Internet, email, interactive voice response, and other technology-based modes. Thus, students, researchers, and professionals need both a comprehensive understanding of these complexities and a revised set of tools to meet the challenges. In conjunction with top survey researchers around the world and with Nielsen Media Research serving as the corporate sponsor, the Encyclopedia of Survey Research Methods presents state-of-the-art information and methodological examples from the field of survey research. Although there are other how-to guides and references texts on survey research, none is as comprehensive as this Encyclopedia, and none presents the material in such a focused and approachable manner. With more than 600 entries, this resource uses a Total Survey Error perspective that considers all aspects of possible survey error from a cost-benefit standpoint. Key Features Covers all major facets of survey research methodology, from selecting the sample design and the sampling frame, designing and pretesting the questionnaire, data collection, and data coding, to the thorny issues surrounding diminishing response rates, confidentiality, privacy, informed consent and other ethical issues, data weighting, and data analyses Presents a Reader′s Guide to organize entries around themes or specific topics and easily guide users to areas of interest Offers cross-referenced terms, a brief listing of Further Readings, and stable Web site URLs following most entries The Encyclopedia of Survey Research Methods is specifically written to appeal to beginning, intermediate, and advanced students, practitioners, researchers, consultants, and consumers of survey-based information. |
| gallup survey questions explained: The Gallup Poll Frank Newport, 2011-09-08 This work is the only complete compilation of polls taken by the Gallup Organization, the world's most reliable and widely quoted research firm. It is an invaluable tool for ascertaining the pulse of American public opinion in a certain year, as well as for documenting changing perceptions over time of crucial core issues (such as women's rights and health care). It is necessary for all social science research. More than just a collection of polls, The Gallup Poll offers in-depth commentary and analysis, placing current topics in a readable, historical context. Survey results are given in an easy-to-use form. Breakdowns by sex, age, race, level of education, and other factors enable the reader to grasp major issues quickly. |
| gallup survey questions explained: Minutes and Report of Committee Recommendations , 1988 |
| gallup survey questions explained: Essentials of Marketing Research Kenneth E. Clow, Karen E. James, 2013-01-09 Essentials of Marketing Research takes an applied approach to the fundamentals of marketing research by providing examples from the business world of marketing research and showing students how to apply marketing research results. This text focuses on understanding and interpreting marketing research studies. Focusing on the 'how-to' and 'so what' of marketing research helps students understand the value of marketing research and how they can put marketing research into practice. There is a strong emphasis on how to use marketing research to make better management decisions. The unique feature set integrates data analysis, interpretation, application, and decision-making throughout the entire text. The text opens with a discussion of the role of marketing research, along with a breakdown of the marketing research process. The text then moves into a section discussing types of marketing research, including secondary resources, qualitative research, observation research, and survey research. Newer methods (e.g. using blogs or Twitter feeds as secondary resources and using online focus groups) are discussed as extensions of traditional methods such. The third section discusses sampling procedures, measurement methods, marketing scales, and questionnaires. Finally, a section on analyzing and reporting marketing research focuses on the fundamental data analysis skills that students will use in their marketing careers. Features of this text include: - Chapter Openers describe the results of a research study that apply to the topics being presented in that chapter. These are taken from a variety of industries, with a greater emphasis on social media and the Internet. - A Global Concerns section appears in each chapter, helping prepare students to conduct market research on an international scale.This text emphasizes the presentation of research results and uses graphs, tables, and figures extensively. - A Statistics Review section emphasizes the practical interpretation and application of statistical principles being reviewed in each chapter. - Dealing with Data sections in each chapter provide students with opportunities to practice interpreting data and applying results to marketing decisions. Multiple SPSS data sets and step-by-step instructions are available on the companion site to use with this feature. - Each Chapter Summary is tied to the chapter-opening Learning Objectives. - A Continuing Case Study follows a group of students through the research process. It shows potential trade-offs, difficulties and flaws that often occur during the implementation of research project. Accompanying case questions can be used for class discussion, in-class group work, or individual assignments. - End-of-Chapter Critical Thinking Exercises are applied in nature and emphasize key chapter concepts. These can be used as assignments to test students' understanding of marketing research results and how results can be applied to decision-making. - End-of-chapter Your Research Project provides more challenging opportunities for students to apply chapter knowledge on an in-depth basis, and thus olearn by doing. |
| gallup survey questions explained: Essentials of Marketing Research Kenneth E. Clow, Karen E. James, 2013-01-09 Essentials of Marketing Research: Putting Research into Practice, an exciting new practical guide by Kenneth E. Clow and Karen E. James offers a hands-on, applied approach to developing the fundamental data analysis skills necessary for making better management decisions using marketing research results. Each chapter opens by describing an actual research study related to the chapter content, with rich examples of contemporary research practices skillfully drawn from interviews with marketing research professionals and published practitioner studies. Clow and James explore the latest research techniques, including social media and other online methodologies, and they examine current statistical methods of analyzing data. With emphasis on how to interpret marketing research results and how to use those findings to make effective management decisions, the authors offer a unique learning-by-doing approach to understanding data analysis, interpreting data, and applying results to decision-making. |
| gallup survey questions explained: Thanks for Your Service Peter D. Feaver, 2023 A definitive study on the decades-long run of high public confidence in the military and why it may rest on some shaky foundations. What explains the high levels of public confidence in the US military and does high confidence matter? In Thanks for Your Service, the eminent civil-military relations scholar Peter D. Feaver addresses this question and focuses on what it means for the military. Proprietary survey data show that confidence is partly based on public beliefs about the military's high competence, adherence to high professional ethics, and a determination to stand apart from the bitter divisions of partisan politics. However, as Feaver argues, confidence is also shaped by a partisan gap and by social desirability bias, the idea that some individuals express confidence in the military because they believe that is the socially approved attitude to hold. Not only does Feaver help us understand how and why the public has confidence in the military, but he also exposes problems that policymakers need to be aware of. Specifically, this book traces how confidence in the institution shapes public attitudes on the use of force and may not always reinforce best practices in democratic civil-military relations. |
| gallup survey questions explained: Congressional Record United States. Congress, 1941 |
| gallup survey questions explained: The Opinion Makers David William Moore, 2008 On January 8, 2008, the date of the New Hampshire primary, media pollsters made their biggest prediction gaffe since dubbing Thomas Dewey a shoo-in to beat incumbent president Harry S. Truman. Eleven different polls forecast a solid win by Barack Obama; instead, Hillary Clinton took New Hampshire and recharged her candidacy. The months that followed only brought more dismal performances and contradictory results--undeniable evidence that something is terribly wrong with the polling industry today. It's easy to spot the election polls that get it wrong. Equally misleading and often far more disastrous are polls misrepresenting public opinion on government policy. For instance, in the period leading up to the U.S. invasion of Iraq, every major media poll showed substantial public support for a preemptive strike. In truth, there was no majority of Americans calling for war. For the first time, David W. Moore--praised as a scholarly crusader by the New York Times--reveals that pollsters don't report public opinion, they manufacture it. And they do so at the peril of our democratic process. While critics cry foul over partisan favoritism in the mainstream media, what's really at work is a power bias that polls legitimate by providing the stamp of public approval. Drawing on over a decade's experience at the Gallup Poll and a distinguished academic career in survey research, Moore describes the questionable tactics pollsters use to create poll-driven news stories--including force-feeding respondents, slanting question wording, and ignoring public ignorance on even the most arcane issues. More than proof that the numbers do lie,The Opinion Makersclearly and convincingly spells out how urgent it is that we make polls deliver on their promise to monitor, not manipulate, the pulse of democracy. |
| gallup survey questions explained: Social Information Processing and Survey Methodology Hans-J. Hippler, Norbert Schwarz, Seymour Sudman, 2012-12-06 Survey researchers have long been aware that the way in which questions are asked determines the obtained responses. However, the exact processes that mediate response effects remained elusive. In the present volume, cognitive psychologists and survey methodologists explore the cognitive processes that underlie respondents' answers to survey questions. The contributors provide an introduction to information processing theories for survey researchers, review current knowledge of response effects in the light of recent theorizing in cognitive psychology, and report a number of experimental studies on question context and question wording. In combination, the chapters provide a theoretical framework for the analysis of response effects in surveys and raise a number of applied and theoretical issues that have so far not been addressed in cognitive psychology. |
| gallup survey questions explained: Out of Touch Michael J. Towle, 2004 For the three cases observed, growing out of touch did not cause declining public support, but rather declining support led to the phenomenon of growing out of touch. Relying on extensive use of material from presidential archives, Towle examines how these administrations altered their interpretation of public opinion and how their motivations to consider public opinion changed over their terms. He concludes that the modern presidential need for public support interferes with the ability of administrations to be responsive to public opinion.--Jacket. |
| gallup survey questions explained: Agricultural Economics Bibliography , 1940 |
| gallup survey questions explained: An Analysis of Parent Opinions and Changes in Opinions Regarding Standardized Tests, Teacher's Information, and Performance Assessments Lorrie A. Shepard, 1995 |
| gallup survey questions explained: Energy Research Abstracts , 1979 |
| gallup survey questions explained: Wellbeing at Work Jim Clifton, Jim Harter, 2021-06-01 What if the next global crisis is a mental health pandemic? It is here now. One-third of Americans have shown signs of clinical anxiety or depression, and the current state of suffering globally has risen significantly. The mental health pandemic manifests everywhere, not least in your workplace. As organizations around the world face health and social crises, as well as economic uncertainty, acknowledging and improving wellbeing in your workplace is more critical than ever. Increasingly, leaders and managers must support mental health and cultivate resilience in employees — not just increase engagement and performance. Based on more than 100 million Gallup global interviews, Wellbeing at Work shows you how to do just that. Coauthored by Gallup’s CEO and its Chief Workplace Scientist, Wellbeing at Work explores the five key elements of wellbeing — career, social, financial, physical and community — and how organizations can help employees and teams thrive in those elements. The book also gives leaders ideas and action items to help employees use their innate talents and strengths to thrive in each of the wellbeing elements. And Wellbeing at Work introduces a metric to report a person’s best possible life: Gallup Net Thriving, which will become the “other stock price” for organizations. In a world where work and life are more blended than ever, maximizing employee wellbeing takes on greater urgency. Wellbeing at Work shows leaders how to create a thriving and resilient culture. If you and your leaders don’t change the world, who will? Wellbeing at Work includes a unique code to take the CliftonStrengths assessment, which reveals your top five strengths. |
| gallup survey questions explained: Subjective Well-Being Panel on Measuring Subjective Well-Being in a Policy-Relevant Framework, Committee on National Statistics, Division on Behavioral and Social Sciences and Education, National Research Council, 2014-01-01 Subjective well-being refers to how people experience and evaluate their lives and specific domains and activities in their lives. This information has already proven valuable to researchers, who have produced insights about the emotional states and experiences of people belonging to different groups, engaged in different activities, at different points in the life course, and involved in different family and community structures. Research has also revealed relationships between people's self-reported, subjectively assessed states and their behavior and decisions. Research on subjective well-being has been ongoing for decades, providing new information about the human condition. During the past decade, interest in the topic among policy makers, national statistical offices, academic researchers, the media, and the public has increased markedly because of its potential for shedding light on the economic, social, and health conditions of populations and for informing policy decisions across these domains. Subjective Well-Being: Measuring Happiness, Suffering, and Other Dimensions of Experience explores the use of this measure in population surveys. This report reviews the current state of research and evaluates methods for the measurement. In this report, a range of potential experienced well-being data applications are cited, from cost-benefit studies of health care delivery to commuting and transportation planning, environmental valuation, and outdoor recreation resource monitoring, and even to assessment of end-of-life treatment options. Subjective Well-Being finds that, whether used to assess the consequence of people's situations and policies that might affect them or to explore determinants of outcomes, contextual and covariate data are needed alongside the subjective well-being measures. This report offers guidance about adopting subjective well-being measures in official government surveys to inform social and economic policies and considers whether research has advanced to a point which warrants the federal government collecting data that allow aspects of the population's subjective well-being to be tracked and associated with changing conditions. |
| gallup survey questions explained: Daily Labor Report , 1996 |
| gallup survey questions explained: State of The Global Workplace Gallup, 2017-12-19 Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low? There are many reasons — but resistance to rapid change is a big one, Gallup’s research and experience have discovered. In particular, organizations have been slow to adapt to breakneck changes produced by information technology, globalization of markets for products and labor, the rise of the gig economy, and younger workers’ unique demands. Gallup’s 2017 State of the Global Workplace offers analytics and advice for organizational leaders in countries and regions around the globe who are trying to manage amid this rapid change. Grounded in decades of Gallup research and consulting worldwide -- and millions of interviews -- the report advises that leaders improve productivity by becoming far more employee-centered; build strengths-based organizations to unleash workers’ potential; and hire great managers to implement the positive change their organizations need not only to survive – but to thrive. |
| gallup survey questions explained: Resources in Education , 1982 |
| gallup survey questions explained: Encyclopedia of Survey Research Methods Paul J. Lavrakas, 2008-09-12 In conjunction with top survey researchers around the world and with Nielsen Media Research serving as the corporate sponsor, the Encyclopedia of Survey Research Methods presents state-of-the-art information and methodological examples from the field of survey research. Although there are other how-to guides and references texts on survey research, none is as comprehensive as this Encyclopedia, and none presents the material in such a focused and approachable manner. With more than 600 entries, this resource uses a Total Survey Error perspective that considers all aspects of possible survey error from a cost-benefit standpoint. |
| gallup survey questions explained: The Sampling Method in Social and Economic Research Nellie Geneva Larson, 1941 |
| gallup survey questions explained: The Gallup Poll Alec M. Gallup, Frank Newport, 2006 This work is the only complete compilation of polls taken by the Gallup Organization, the world's most reliable and widely quoted research firm. An invaluable tool for ascertaining the pulse of American public opinion in a certain year, as well as for documenting changing perceptions over time of crucial core issues (such as women's rights, health care). It is necessary for all social science research. More than just a collection of polls, each title in this series offers in-depth commentary and analysis, placing current topics in a readable, historical context. Survey results are given in a easy-to-use form. Breakdowns by sex, age, race, level of education, and other factors enable the reader to grasp major issues quickly. |
| gallup survey questions explained: Energy Abstracts for Policy Analysis , 1979 |
| gallup survey questions explained: NBER Macroeconomics Annual 2003 Mark Gertler, Kenneth S. Rogoff, 2004 The NBER Macroeconomics Annual presents pioneering work in macroeconomics by leading academic researchers to an audience of public policymakers and the academic community. Each commissioned paper is followed by comments and discussion. This year's edition provides a mix of cutting-edge research and policy analysis on such topics as productivity and information technology, the increase in wealth inequality, behavioral economics, and inflation. |
| gallup survey questions explained: Measuring Alternative Work Arrangements for Research and Policy National Academies of Sciences, Engineering, and Medicine, Division of Behavioral and Social Sciences and Education, Committee on National Statistics, Committee on Contingent Work and Alternative Work Arrangements, 2020-11-07 Business structures, employment relationships, job characteristics, and worker outcomes have changed in the United States over the last few decadesâ€in some ways unpredictably. A high level of interest exists among policy makers and researchers in addressing concerns about the future of work in the United States. These concerns are heightened by the perceived fracturing of relationships between workers and employers, the loss of safety net protections and benefits to workers, the growing importance of access to skills and education as the impacts of new technologies and automation are felt, and the market-based pressure that companies face to produce short-term profits, sometimes at the expense of long-term value. These issues, as well as related ones such as wage stagnation and job quality, are often associated with alternative work arrangements (AWAs)â€which include independent-contractor and other nonemployee jobs, work through intermediaries such as temporary help agencies and other contract companies, and work with unpredictable schedulesâ€although they also pertain to many standard jobs. A better understanding of the magnitude of and trends in AWAs, along with the implications for job quality, is needed to develop appropriate policies in response to the changing nature of work. Measuring Alternative Work Arrangements for Research and Policy reviews the Contigent Worker Supplement (CWS) of the Current Population Survey (CPS) for the Bureau of Labor Statistics (BLS) in the U.S. Department of Labor. The CWS provides key measures of temporary (contingent) work, alternative work arrangements, and the gig economy. Disagreements, however, exist among researchers, policy makers, and other stakeholders about the definitions and measures of these concepts and priorities for future data collection. The report also reviews measures of employment, earnings, and worker well-being in temporary and alternative work arrangements that can be estimated using household survey data, such as those generated by the CWS, as well as measures that can be produced using administrative, commercial, and combined data sources. The comparative advantages and complementarities of different data sources will be assessed, as well as methodological issues underpinning BLS's measurement objectives. |
| gallup survey questions explained: The Politics of Persuasion Anthony R. DiMaggio, 2017-02-21 Examines how the US media covers high-profile public policy issues in the context of competing claims about media bias. Tracking the effects of media content on the public is a difficult endeavor, and media effects vary on a subject-to-subject basis. To address this challenge, The Politics of Persuasion employs a multifaceted, mixed method approach to studying mass media and public attitudes. Anthony R. DiMaggio analyzes more than a dozen case studies covering US domestic economic policy and examines a wide range of theories of how bias operates in mass media with regard to coverage of these issues. While some research claims that journalists are overly negative and biased against government officials, some reveals that journalists favor citizens groups. Still other studies contend there is a liberal bias in the media, a progovernment bias, or a bias in favor of advertisers and business interests. Through his analysis, DiMaggio is the first to systematically examine all of these competing interpretations. He concludes that reporters tailor stories to corporate and government interests, but argues that the ability to manufacture consent from the public in favor of these elite views is far from guaranteed. According to DiMaggio, citizens often make use of their own personal experiences and prior attitudes to challenge official narratives. |
| gallup survey questions explained: Authentic Happiness Martin Seligman, 2011-01-11 In this important, entertaining book, one of the world's most celebrated psychologists, Martin Seligman, asserts that happiness can be learned and cultivated, and that everyone has the power to inject real joy into their lives. In Authentic Happiness, he describes the 24 strengths and virtues unique to the human psyche. Each of us, it seems, has at least five of these attributes, and can build on them to identify and develop to our maximum potential. By incorporating these strengths - which include kindness, originality, humour, optimism, curiosity, enthusiasm and generosity -- into our everyday lives, he tells us, we can reach new levels of optimism, happiness and productivity. Authentic Happiness provides a variety of tests and unique assessment tools to enable readers to discover and deploy those strengths at work, in love and in raising children. By accessing the very best in ourselves, we can improve the world around us and achieve new and lasting levels of authentic contentment and joy. |
| gallup survey questions explained: Congressional Quarterly Weekly Report , 1975 |
| gallup survey questions explained: Population, Distribution, and Policy United States. Commission on Population Growth and the American Future, 1973 |
THE 12 EMPLOYEE ENGAGEMENT QUESTIONS - The …
What are the Gallup Questions? The Gallup Questions are questions that Gallup has consistently found measure the aspects of employee engagement that link to business outcomes.
Gallup Q12 and Employee Engagement FAQs - University of …
This guide provides answers to some of the most commonly asked questions about Gallup’s Q12 survey and developing an employee engagement strategy. Questions About the Q12 Survey …
Gallup Q and Employee Engagement FAQs - Port …
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
Understanding your Gallup Q12 Results - Cloudinary
To identify the elements of worker engagement, Gallup conducted many thousands of interviews in all kinds of organizations, at all levels, in most industries, and in many countries. These 12 …
Gallup Q¹² and Employee Engagement FAQs
commonly asked questions about Gallup’s Q¹² survey and developing an employee engagement strategy. Questions About the Q¹² Survey and Methodology Question: Why care about …
EMPLOYEE ENGAGEMENT & THE GALLUP Q12
The 12 questions from the survey are a quick and easy way to find out how engaged your employees are at work and therefore how good their performances should be. These 12 …
Employee Engagement Manager Toolkit - University of North …
Gallup measures engagement through 12 Elements of Engagement. These elements are referred to as the Q12 and were the first 12 questions asked on our Engagement Survey. The Q12 …
Engagement Action Planning Toolkit - University of North …
The Gallup Engagement Action Planning Toolkit is a resource designed to help UNT System Enterprise managers develop and implement effective action plans to improve employee …
The Items That Matter for Engagement Gallup’s Q 12 The
%PDF-1.7 %âãÏÓ 101 0 obj >stream hÞ4 ÁjÃ0 D eÿ`e%±k :$iL(¥ÆÒ¡`BQ”¥¸ ÛXrqþ¾+Û½ « 7³’ `—Á&…ý ÝØ Hð¹ûš§ ª+šgOXÚoòJÍ;m ...
Employee Engagement Hierarchy - University Human …
Gallup sifted through thousands of questions, and 12 elements of work life ultimately emerged as the core of the unwritten social contract between employee and employer.
Overview of the Gallup Organization’s Q -12 Survey - DR.
After sifting through a mountain of data dealing with an enormous number of questions that have been asked throughout Gallup’s history the field was narrowed to twelve items. These …
The Relationship Between Engagement at Work and …
Gallup has followed the iterative process in devising the survey tool that is the subject of this report, Gallup’s Q 12 instrument, which is designed to measure employee engagement …
Q12 Mean Engagement Mean Percentile Rank - Gallup
Q01-Q12: These items are Gallup’s proprietary workgroup engagement questions (commonly referred to as the Q¹²®). These items were selected for their strong connection to performance …
Gallup Q and Employee Engagement FAQs - ptpubliclibrary.org
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
Gallup Q12 and Employee Engagement FAQs - University of …
This guide provides answers to some of the most commonly asked questions about Gallup’s Q12 survey and developing an employee engagement strategy. Questions About the Q12 Survey …
Gallup Q and Employee Engagement FAQs - cityofpt.com
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
FREQUENTLY ASKED QUESTIONS (FAQs) Survey Results
• Gallup requires 50% or more of the same staff population from previous administrations for teams to receive past data. Gallup Online does not show a report for me, why?
Microsoft Word - Employee Engagement - Gallup 12.docx
question survey in which employees are asked to rate their response to each question on a scale of one to five. These are Gallup's 12 questions (Q12): 1. Do you know what is expected of you …
Overall Satisfaction: What is it Worth?
When Gallup researchers went in search of questions most predictive of performance, one of the most straightforward turned out to be one of the most powerful: “I know what is expected of me …
THE 12 EMPLOYEE ENGAGEMENT QUESTIONS - The …
What are the Gallup Questions? The Gallup Questions are questions that Gallup has consistently found measure the aspects of employee engagement that link to business outcomes.
Gallup Q12 and Employee Engagement FAQs - University of …
This guide provides answers to some of the most commonly asked questions about Gallup’s Q12 survey and developing an employee engagement strategy. Questions About the Q12 Survey …
Gallup Q and Employee Engagement FAQs - Port Townsend, …
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
Understanding your Gallup Q12 Results - Cloudinary
To identify the elements of worker engagement, Gallup conducted many thousands of interviews in all kinds of organizations, at all levels, in most industries, and in many countries. These 12 …
Gallup Q¹² and Employee Engagement FAQs
commonly asked questions about Gallup’s Q¹² survey and developing an employee engagement strategy. Questions About the Q¹² Survey and Methodology Question: Why care about …
EMPLOYEE ENGAGEMENT & THE GALLUP Q12* SURVEY
The 12 questions from the survey are a quick and easy way to find out how engaged your employees are at work and therefore how good their performances should be. These 12 …
Employee Engagement Manager Toolkit - University of North …
Gallup measures engagement through 12 Elements of Engagement. These elements are referred to as the Q12 and were the first 12 questions asked on our Engagement Survey. The Q12 …
Engagement Action Planning Toolkit - University of North …
The Gallup Engagement Action Planning Toolkit is a resource designed to help UNT System Enterprise managers develop and implement effective action plans to improve employee …
The Items That Matter for Engagement Gallup’s Q 12 The
%PDF-1.7 %âãÏÓ 101 0 obj >stream hÞ4 ÁjÃ0 D eÿ`e%±k :$iL(¥ÆÒ¡`BQ”¥¸ ÛXrqþ¾+Û½ « 7³’ `—Á&…ý ÝØ Hð¹ûš§ ª+šgOXÚoòJÍ;m ...
Employee Engagement Hierarchy - University Human Resources
Gallup sifted through thousands of questions, and 12 elements of work life ultimately emerged as the core of the unwritten social contract between employee and employer.
Overview of the Gallup Organization’s Q -12 Survey - DR.
After sifting through a mountain of data dealing with an enormous number of questions that have been asked throughout Gallup’s history the field was narrowed to twelve items. These …
The Relationship Between Engagement at Work and …
Gallup has followed the iterative process in devising the survey tool that is the subject of this report, Gallup’s Q 12 instrument, which is designed to measure employee engagement …
Q12 Mean Engagement Mean Percentile Rank - Gallup
Q01-Q12: These items are Gallup’s proprietary workgroup engagement questions (commonly referred to as the Q¹²®). These items were selected for their strong connection to performance …
Gallup Q and Employee Engagement FAQs - ptpubliclibrary.org
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
Gallup Q12 and Employee Engagement FAQs - University of …
This guide provides answers to some of the most commonly asked questions about Gallup’s Q12 survey and developing an employee engagement strategy. Questions About the Q12 Survey …
Gallup Q and Employee Engagement FAQs - cityofpt.com
survey tool measures employee attitudes that link to important business outcomes and is comparable to benchmarks for other organizations and workgroups. Question: Why does …
FREQUENTLY ASKED QUESTIONS (FAQs) Survey Results
• Gallup requires 50% or more of the same staff population from previous administrations for teams to receive past data. Gallup Online does not show a report for me, why?
Microsoft Word - Employee Engagement - Gallup 12.docx
question survey in which employees are asked to rate their response to each question on a scale of one to five. These are Gallup's 12 questions (Q12): 1. Do you know what is expected of you …
Overall Satisfaction: What is it Worth?
When Gallup researchers went in search of questions most predictive of performance, one of the most straightforward turned out to be one of the most powerful: “I know what is expected of me …
