CorporateVitalSignsTM

Strategic Diagnostics for CompanyName to:
  • Improve Employee Engagement and Vitality
  • Enhance Corporate Vitality


    ContentsPage
    I. Executive Summary2
     
    II. Overview of Corporate Vital Signs3
          - Work Engagement Index4
          - Work Environment Index5
          - Personal Vitality Index7
          - Lifestyle Vitality Index9
     
    III. Item Analyses10
         Work Engagement
          - Work Stress11
          - Work Satisfaction12
          - Commitment to Job13
         Work Environment
          - Organizational Communication14
          - Pay & Benefits15
          - Career & Skills Development16
          - Challenge & Reward in Work17
          - Manager’s Style18
          - Recognition & Respect19
          - Cooperative Culture20
          - Co-workers21
          - Expectations22
         Personal Vitality Index
          - Body-Mind Wellbeing23
          - Fulfillment24
          - Control of Stress25
          - Worry Control26
          - Interpersonal Satisfaction27
         Lifestyle Vitality Index
          - Work28
          - Family29
          - Friends30
          - Personal Development31
    CVS# BZ976K77 on March 06, 2006

    ©2006 Canadian Institute of Stress, STCI

    •  
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 2 

    I. Executive Summary

    The Corporate Vital Signs report is a summary of the factors involved in an Engaged workforce. The results contained herein are based on individual responses to the VitalityPro completed by people within your organization.

    Overall Corporate Vitality Index

    The Overall Corporate Vitality Index is a composite score based on the Work Engagement, Work Environment, Personal Vitality and Lifestyle Vitality Indices. All of these factors are scored on a scale of 1 to 5 where 1 is Poor and 5 is Excellent.    		        Scores x Group        Gap Analysis (vs. ALL)
    Work Engagement Index

    The Work Engagement index indicates how the work force is dealing with stress, job satisfaction and commitment to their jobs.    		        Scores x Group        Gap Analysis (vs. ALL)
    Work Environment Index

    The Work Environment index provides an indication of the workforce attitudes about the work environment and how it supports their work and career goals.    		        Scores x Group        Gap Analysis (vs. ALL)
    Personal Vitality Index

    The Personal Vitality Index provides an indication of the level of vitality of individuals within the work force and how they deal with the issues of body-mind wellbeing, controlling stress and worry, feeling fulfilled and level of satisfaction in relationships.    		        Scores x Group        Gap Analysis (vs. ALL)
    Lifestyle Vitality Index

    The Lifestyle Vitality Index assesses how the work force is being affected by these key factors in their personal lifestyles: work, family, friends and personal development.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 3 

    II. Overview of Corporate Vital Signs

    In the following pages, the Corporate Vital Signs report looks at the 4 key Indices that comprise the Overall Corporate Vitality index. Each of the Indices also consists of sub indices that are then broken out by how the different groups within the organization responded. The following table shows the factors that comprise each index:

    Index Factor Page
    Work Engagement Work Stress
    Work Satisfaction
    Commitment to Job    		 4
    4
    4
    Work Environment Organizational Communication
    Pay & Benefits
    Career & Skills Development
    Challenge & Reward in Work
    Manager’s Style
    Recognition & Respect
    Cooperative Culture
    Co-workers
    Expectations    		 5
    5
    5
    5
    6
    6
    6
    6
    6
    Personal Vitality Body-Mind Wellbeing
    Fulfillment
    Control of Stress
    Worry Control
    Interpersonal Satisfaction    		 7
    7
    7
    7
    8
    Lifestyle Vitality Work
    Family
    Friends
    Personal Development    		 9
    9
    9
    9

    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 4 

    Work Engagement

    The core dynamic of Corporate Vitality is Employee Engagement. When employees are engaged effectively, they are more productive and make better contributions to team targets. The Work Engagement Index summarizes your workforce's current experiences of stress, satisfaction and engagement in their work.

    Work Engagement Index

    The Work Engagement index indicates how the work force is dealing with stress, job satisfaction and commitment to their jobs.    		        Scores x Group        Gap Analysis (vs. ALL)
    Work Stress

    The extent to which the stress you experience in your present job either energizes or drains your performance and personal wellbeing.    		        Scores x Group        Gap Analysis (vs. ALL)
    Work Satisfaction

    The extent to which your present job provides you the satisfaction you want from your work life.    		        Scores x Group        Gap Analysis (vs. ALL)
    Commitment to Job

    The extent to which you are personally committed to achieving the aims of your work team and those of your employer.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 5 

    Work Environment

    The Work Environment is a major contributor to employee engagement because a positive environment creates positive feelings and outcomes. The Work Environment Index provides an indication of how the workforce feels about the work environment and how it supports their work and career goals. The Work Environment Index examines the Organizational Communications; Pay and Benefits; Career and Skills Development; Challenge and Reward in Work; the Manager's Style; Recognition and Respect; Cooperative Culture; Co-workers; and Expectations to determine the Work Environment Index.

    Work Environment Index

    The Work Environment index provides an indication of the workforce attitudes about the work environment and how it supports their work and career goals.    		        Scores x Group        Gap Analysis (vs. ALL)
    Organizational Communication

    The extent to which the workforce is receiving the information that it needs to be productive, develop their careers and feel involved in the company.    		        Scores x Group        Gap Analysis (vs. ALL)
    Pay & Benefits

    The extent to which the workforce views the company's pay and benefits packages as fair and suitably rewarding for excellent work performance.    		        Scores x Group        Gap Analysis (vs. ALL)
    Career & Skills Development

    The extent to which the organization is perceived to provide opportunities and support for career and skiils development.    		        Scores x Group        Gap Analysis (vs. ALL)
    Challenge & Reward in Work

    The extent to which the workforce views its work to be challenging and rewarding.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 6 

    Work Environment (cont'd)

    Manager's Style

    The perceptions by the people in the organization that their manager is concerned with them as a person and enabling them to do their work well.    		        Scores x Group        Gap Analysis (vs. ALL)
    Recognition & Respect

    The workforce perception of the degree to which their contributions are recognized and respected by the company.    		        Scores x Group        Gap Analysis (vs. ALL)
    Co-operative Culture

    The view of the level of co-operation within the company enabling work to get done.    		        Scores x Group        Gap Analysis (vs. ALL)
    Co-workers

    The degree to which the people in the organization like and respect their co-workers.    		        Scores x Group        Gap Analysis (vs. ALL)
    Expectations

    The degree to which the people in the organization feel that what is expected from them has been made clear.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 7 

    Personal Vitality

    Personal Vitality in a workforce results to the extent that their levels of stress and worry are (a) well controlled and (b) outweighed by satisfying experiences. To the extent that satisfactions outweigh stress, personal wellbeing and work performance improve.

    Personal Vitality Index

    The Personal Vitality Index provides an indication of the level of vitality of individuals within the work force and how they deal with the issues of body-mind wellbeing, controlling stress and worry, feeling fulfilled and level of satisfaction in relationships.    		        Scores x Group        Gap Analysis (vs. ALL)
    Body-Mind Wellbeing

    The extent to which individuals are free from such 'strain drains' as aches and pains, minor illnesses and sleep disturbances which are often driven by stress.    		        Scores x Group        Gap Analysis (vs. ALL)
    Fulfillment

    The extent to which people's lifestyle and career express their personal interests and strengths.    		        Scores x Group        Gap Analysis (vs. ALL)
    Control of Stress

    The degree to which individuals within the work force control their stress levels, ensuring that it supports rather than undermines their priorities and opportunities.    		        Scores x Group        Gap Analysis (vs. ALL)
    Worry Control

    The ability of people within your workforce to manage pointless, counter-productive worrying.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 8 

    Personal Vitality (cont'd)

    Interpersonal Satisfaction

    The extent to which the people in the workforce are able to manage relationships with family and friends in a mutually supportive, satisfying way.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 9 

    Lifestyle Vitality

    Lifestyle Vitality refers to level of vitality that employees are deriving from the various factors that are part of their work/life balance. The Lifestyle Vitality Index provides an indication of the level of vitality of individuals derived from these factors in their personal lifestyles: work, family, friends and personal development.

    Lifestyle Vitality Index

    The Lifestyle Vitality Index assesses how the work force is being affected by these key factors in their personal lifestyles: work, family, friends and personal development.    		        Scores x Group        Gap Analysis (vs. ALL)
    Work

    The extent to which work either promotes or interferes with satisfaction in the lives of the work force.    		        Scores x Group        Gap Analysis (vs. ALL)
    Family

    The extent to which the work force finds that family life provides the emotional support and quality of relationships wanted.    		        Scores x Group        Gap Analysis (vs. ALL)
    Friends

    The extent to which people in your workforce are finding that friendships provide the support and satisfactions which they want.    		        Scores x Group        Gap Analysis (vs. ALL)
    Personal Development

    The extent to which members of the work force are involved in activities which promote their personal enjoyment and growth.    		        Scores x Group        Gap Analysis (vs. ALL)
    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 10 

    III. Item Analyses

    In the following pages, the Corporate Vital Signs report focuses on the individual items making up the 4 key Indices that comprise the Overall Corporate Vitality index. We recommend you examine the specific items in each of these factors that need to be addressed in order to improve corporate vitality. The following table shows the factors that comprise each index as well as where to find each item set:

    Index Factor Page
    Work Engagement Work Stress
    Work Satisfaction
    Commitment to Job    		 11
    12
    13
    Work Environment Organizational Communication
    Pay & Benefits
    Career & Skills Development
    Challenge & Reward in Work
    Manager’s Style
    Recognition & Respect
    Cooperative Culture
    Co-workers
    Expectations    		 14
    15
    16
    17
    18
    19
    20
    21
    22
    Personal Vitality Body-Mind Wellbeing
    Fulfillment
    Control of Stress
    Worry Control
    Interpersonal Satisfaction    		 23
    24
    25
    26
    27
    Lifestyle Vitality Work
    Family
    Friends
    Personal Development    		 28
    29
    30
    31

    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 11 

    Work Stress

    Work Stress

    The extent to which the stress you experience in your present job either energizes or drains your performance and personal wellbeing.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    16. I rarely worry about things which are out of my control. 2.73.02.03.03.03.02.03.0+0.3-0.7+0.3+0.3+0.3-0.7+0.3
    21. I am able to stay focused on getting my work done. 2.22.72.02.02.02.72.02.0+0.5-0.2-0.2-0.2+0.5-0.2-0.2
    26. I believe most of the pressures I'm under at work are well justified. 2.93.71.03.74.03.71.03.8+0.8-1.9+0.8+1.1+0.8-1.9+0.8
    28. I look for the pluses in difficult or negative situations. 2.93.03.03.02.03.03.02.8+0.1+0.1+0.1-0.9+0.1+0.1-0.2
    32. I am generally optimistic that I can find a solution when I run into problems at work. 2.33.02.02.02.03.02.02.0+0.7-0.3-0.3-0.3+0.7-0.3-0.3
    34. I feel I am working under unreasonable pressure. 2.22.32.02.71.02.32.02.3+0.1-0.2+0.5-1.2+0.1-0.20.0
    1. I am frequently irritable or tired. 2.02.32.02.01.02.32.01.8+0.30.00.0-1.0+0.30.0-0.3
    5. I am experiencing more minor health problems (e.g. colds, flu, headaches) recently. 2.22.72.01.73.02.72.02.0+0.5-0.2-0.5+0.8+0.5-0.2-0.2
    11. I am able to keep a cool head when things get hectic at work. 3.24.31.04.33.04.31.04.0+1.1-2.2+1.1-0.2+1.1-2.2+0.8
    20. I frequently feel pessimistic when future workplace changes are discussed. 3.54.31.04.75.04.31.04.8+0.8-2.5+1.2+1.5+0.8-2.5+1.3
    29. I spend more time and energy than I would like on worry and the rumor mill. 3.24.31.04.33.04.31.04.0+1.1-2.2+1.1-0.2+1.1-2.2+0.8

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 12 

    Work Satisfaction

    Work Satisfaction

    The extent to which your present job provides you the satisfaction you want from your work life.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    8. I believe that most of the changes going on in this company will work out for the best. 3.54.31.04.75.04.31.04.8+0.8-2.5+1.2+1.5+0.8-2.5+1.3
    12. I feel motivated by my work. 2.83.71.03.73.03.71.03.5+0.9-1.8+0.9+0.2+0.9-1.8+0.7
    18. I believe my job offers me opportunities to find the work satisfaction I want. 2.83.71.03.73.03.71.03.5+0.9-1.8+0.9+0.2+0.9-1.8+0.7
    22. I am usually able to give the time and energy I want to the important parts of my job. 2.93.71.03.74.03.71.03.8+0.8-1.9+0.8+1.1+0.8-1.9+0.8
    24. I know how to get the satisfaction I want at work. 2.83.71.03.73.03.71.03.5+0.9-1.8+0.9+0.2+0.9-1.8+0.7
    36. I believe that a person's initiative and effort are usually recognized in this company. 2.93.71.03.74.03.71.03.8+0.8-1.9+0.8+1.1+0.8-1.9+0.8
    4. I seem to be spending more time dealing with obstacles and difficulties in my work than on actually getting the job done. 2.82.73.03.02.02.73.02.8-0.1+0.2+0.2-0.8-0.1+0.2-0.0
    6. I rarely get the recognition I deserve for my work. 2.32.72.02.03.02.72.02.3+0.4-0.3-0.3+0.7+0.4-0.3-0.0
    15. I find it difficult to stay as motivated by my work as I would like to. 3.33.04.03.32.03.04.03.0-0.3+0.70.0-1.3-0.3+0.7-0.3
    19. I frequently feel it is impossible to find a satisfying balance between conflicting demands or priorities at work. 2.92.73.03.03.02.73.03.0-0.2+0.1+0.1+0.1-0.2+0.1+0.1
    23. I feel that some of the important parts of my job don't get enough of my attention due to the urgent or "fire fighting" demands on my time. 2.93.33.02.72.03.33.02.5+0.4+0.1-0.2-0.9+0.4+0.1-0.4
    30. I feel that pressures at work are interfering with my family life. 1.81.72.02.01.01.72.01.8-0.1+0.2+0.2-0.8-0.1+0.2-0.0

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 13 

    Commitment to Job

    Commitment to Job

    The extent to which you are personally committed to achieving the aims of your work team and those of your employer.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    2. I don't feel pressured to promise more than I can deliver. 2.22.72.02.02.02.72.02.0+0.5-0.2-0.2-0.2+0.5-0.2-0.2
    7. I feel well treated by the company. 2.33.71.02.03.03.71.02.3+1.4-1.3-0.3+0.7+1.4-1.3-0.0
    10. In this company, I believe the needs and interests of workers are fairly taken into account in most decisions that affect them. 2.94.02.03.02.04.02.02.8+1.1-0.9+0.1-0.9+1.1-0.9-0.2
    13. To the extent the company succeeds, I succeed. 2.33.01.02.34.03.01.02.8+0.7-1.30.0+1.7+0.7-1.3+0.5
    14. I believe I can trust my co-workers to look after my interests as well as I look after theirs. 2.64.01.02.34.04.01.02.8+1.4-1.6-0.3+1.4+1.4-1.6+0.2
    17. I am usually able to create workable solutions with my co-workers. 2.43.31.02.34.03.31.02.8+0.9-1.4-0.1+1.6+0.9-1.4+0.3
    3. I believe that many of the company's decisions that affect my work are short-sighted or inconsistent. 2.53.71.02.34.03.71.02.8+1.2-1.5-0.2+1.5+1.2-1.5+0.3
    25. I sometimes resent how I am treated by the company. 2.43.31.02.34.03.31.02.8+0.9-1.4-0.1+1.6+0.9-1.4+0.3
    27. I often feel that no matter how well I do my work, nothing I do will be judged as good enough (by senior management). 2.53.31.02.74.03.31.03.0+0.8-1.5+0.2+1.5+0.8-1.5+0.5
    31. I don't take the pride I used to in this company as a "fine employer". 2.22.71.02.73.02.71.02.8+0.5-1.2+0.5+0.8+0.5-1.2+0.5
    33. I often feel I personally am paying too high a price for the company's success. 2.33.01.02.73.03.01.02.8+0.7-1.3+0.4+0.7+0.7-1.3+0.5
    35. I would leave the company if I were offered a comparable job elsewhere. 2.33.01.02.73.03.01.02.8+0.7-1.3+0.4+0.7+0.7-1.3+0.5

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 14 

    Organizational Communication

    Organizational Communication

    The extent to which the workforce is receiving the information that it needs to be productive, develop their careers and feel involved in the company.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    1. The corporate mission statement is clear and well understood by people. 2.32.71.02.74.02.71.03.0+0.4-1.3+0.4+1.7+0.4-1.3+0.7
    10. There are good lines of communication throughout the company. 2.22.31.02.74.02.31.03.0+0.1-1.2+0.5+1.8+0.1-1.2+0.8
    19. My manager keeps me up to date on how new company priorities affect my work. 2.33.01.02.73.03.01.02.8+0.7-1.3+0.4+0.7+0.7-1.3+0.5
    28. I am able to see how changes in the company will affect my career planning. 2.12.01.03.03.02.01.03.0-0.1-1.1+0.9+0.9-0.1-1.1+0.9
    37. I can usually see how my work supports the important goals of the company. 2.53.01.03.04.03.01.03.3+0.5-1.5+0.5+1.5+0.5-1.5+0.8

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 15 

    Pay & Benefits

    Pay & Benefits

    The extent to which the workforce views the company's pay and benefits packages as fair and suitably rewarding for excellent work performance.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    2. Superior performance is rewarded appropriately. 2.22.31.03.03.02.31.03.0+0.1-1.2+0.8+0.8+0.1-1.2+0.8
    11. The compensation plan rewards high performance. 2.63.31.03.04.03.31.03.3+0.7-1.6+0.4+1.4+0.7-1.6+0.7
    20. I am paid fairly for the work that I do. 2.12.01.03.03.02.01.03.0-0.1-1.1+0.9+0.9-0.1-1.1+0.9
    29. This company provides good benefits for its employees. 2.53.01.03.04.03.01.03.3+0.5-1.5+0.5+1.5+0.5-1.5+0.8
    38. The pay and benefits at my company are above average. 2.12.01.03.03.02.01.03.0-0.1-1.1+0.9+0.9-0.1-1.1+0.9

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 16 

    Career & Skills Development

    Career & Skills Development

    The extent to which the organization is perceived to provide opportunities and support for career and skiils development.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    3. The organization provides growth opportunities for me. 2.53.01.03.04.03.01.03.3+0.5-1.5+0.5+1.5+0.5-1.5+0.8
    12. My career goals and future are discussed with me at least once a year. 2.12.01.03.03.02.01.03.0-0.1-1.1+0.9+0.9-0.1-1.1+0.9
    21. Career counseling is available to employees. 2.33.01.02.73.03.01.02.8+0.7-1.3+0.4+0.7+0.7-1.3+0.5
    30. I am learning new skills at work. 2.02.01.02.73.02.01.02.80.0-1.0+0.7+1.00.0-1.0+0.8
    39. Training is available for the new skills I need at work. 2.53.01.02.75.03.01.03.3+0.5-1.5+0.2+2.5+0.5-1.5+0.8

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 17 

    Challenge & Reward in Work

    Challenge & Reward in Work

    The extent to which the workforce views its work to be challenging and rewarding.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    4. It is fun to work for this company. 2.22.01.02.75.02.01.03.3-0.2-1.2+0.5+2.8-0.2-1.2+1.0
    13. My work is interesting. 2.33.01.02.73.03.01.02.8+0.7-1.3+0.4+0.7+0.7-1.3+0.5
    22. Employees take pride in their work. 2.53.01.02.75.03.01.03.3+0.5-1.5+0.2+2.5+0.5-1.5+0.8
    31. My work makes good use of my strengths. 2.43.31.02.73.03.31.02.8+0.9-1.4+0.3+0.6+0.9-1.4+0.3
    40. The work we do at this company is important. 2.32.31.02.75.02.31.03.30.0-1.3+0.4+2.70.0-1.3+1.0

    Groups: All=Entire Group; A=Management, B=Sales, C=Admin, D=Operations, E=Toronto, F=Montreal, G=Vancouver
    ©2006 Canadian Institute of Stress, STCI
     
     CorporateVitalSignsTM (CVS# BZ976K77 on March 06, 2006) Page 18 

    Manager's Style

    Manager's Style

    The perceptions by the people in the organization that their manager is concerned with them as a person and enabling them to do their work well.    		        Scores x Group        Gap Analysis (vs. ALL)

    Individual Items

    Item Scores Gap (vs All)
    AllABCDEFGABCDEFG
    5. My manager/supervisor has good people skills. 2.43.31.02.73.03.31.02.8+0.9-1.4+0.3+0.6+0.9-1.4+0.3
    14. Coaching is available from my manager/supervisor. 2.32.31.02.75.02.31.03.30.0-1.3