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|Archives - October 2009|
|Thursday, October 01, 2009|
BY ADAM DAVIS AND SU MIDGHALL
Two important themes emerged in a comparison of the inaugural 100 Best Nonprofits survey and those from the 100 Best Company survey: The two groups of employees are very similar in the importance they place on what makes a great workplace, but their satisfaction levels with several key issues are very different.
The 6,700 employees who participated in the 100 Best Nonprofits survey and the workers who participated in this year’s 100 Best Companies survey all ranked satisfaction and importance of 50 workplace qualities in six categories: benefits and compensation; work environment; decision-making and trust; performance management; and career development and learning. (Ten questions on sustainable practices were surveyed but not used to rank Nonprofits or Companies. The responses to those questions are used to rank the 100 Best Green Companies.) Because many of the same questions were asked in the two surveys, responses were easily compared among employees of these two business sectors.
Employees in the Nonprofits and Companies surveys reported virtually no differences in what workplace qualities were important to them, with the exception of two questions. Nonprofit employees’ rated slightly higher the importance of “fairness for differing racial, gender, sexual-orientation, or disability groups” and of the “organization’s broader support for the community.”
These were not major differences, but were the most noticeable among all of the workplace qualities. As one employee noted about his nonprofit employer: “The management team is great and is made up of both men and women. Women are held in equal esteem as men. The board is equally balanced between men and women.”
As a whole, employees in the nonprofit survey assigned their highest importance ratings to two workplace variables: “treatment of employees by supervisors,” and “pride and belief in the organization.” The latter item clearly reflects the mission-driven quality of nonprofit organizations and their employees, while the former speaks for itself. Nonprofit employees assessed all workplace characteristics to be of relatively high importance.
While importance ratings were highly consistent in this survey and differences between both groups of employees on areas of importance were quite small, there was a much bigger difference between the groups with the satisfaction ratings of the 50 workplace qualities.
Nonprofit employees were most satisfied with having “clear understanding of the organization’s mission and purpose,” “fairness for differing racial, gender, sexual-orientation, or disability groups,” and “pride and belief in the organization.” As noted earlier, the latter was also one of the most important aspects for employees. One employee commented, “There is a sense of family and pride in the work that we do, we work hard and have a fun time doing it.”
By contrast, nonprofit employees rated their least satisfaction with “opportunities for increases in pay and benefits,” “rewards for top performance,” and “timely discipline and termination of poor performers.” The lowest satisfaction ratings were around compensation structures, but it’s important to note that nonprofit employees were making a distinction between opportunities for financial growth and learning versus their actual compensation.
Many of the largest differences between employees in the 100 Best Nonprofits survey and those in the 100 Best Companies survey were in career development and learning, not benefits and compensation. While many nonprofit employees saw career development and learning (including opportunities for increases in pay based on performance) as an area in which their employers can improve, employees in this sector demonstrate strong mission-driven dedication to the organizations in which they are employed.
These employees value, and feel they experience the benefits of, a flexible work environment that allows for the balancing of work and family life, which promotes fairness toward workers from all groups, advances a commitment to the betterment of the community, and promotes sustainable practices.
Through the results of this survey employees are telling a story to their nonprofit employers that they want more dialogue about how best to retain their highly qualified staff. This includes opportunities for pay increases, performance-based promotions and rewards, acknowledgment by management for performance, and the organization’s commitment to general career and salary advancements.
Wednesday, June 24, 2015
One year after he was appointed chair of the Portland Development Commission, Tom Kelly talks about PDC's longevity, Neil Kelly's comeback and his new role as Portlandia's landlord.
Friday, May 22, 2015
BY AMY MILSHTEIN
Astrid Scholz scales up sustainability.
Thursday, June 18, 2015
While most categories of commercial real estate have performed well, one of the most robust has been apartment buildings.
Tuesday, May 26, 2015
BY JASON E. KAPLAN | STAFF PHOTOGRAPHER
New Jersey and Oregon are the only two states in the U.S. that ban self serve gas stations. But these two holdouts may be ready to give up the game. New Jersey is considering legislation that would lift the state's ban on pumping your own gas. Oregon is considering smaller scale changes.
Wednesday, May 27, 2015
PHOTOS BY JASON E. KAPLAN
Oregon Business celebrated the 100 Best Green Workplaces with an awards luncheon yesterday at the Nines Hotel in downtown Portland.
Friday, May 22, 2015
BY LINDA BAKER | PHOTOS BY JASON E. KAPLAN
As the recession recedes and tourism grows, Central Oregon resorts redefine themselves for a new generation.
Friday, May 22, 2015
BY ANNIE ELLISON
Portland tech veteran Ben Berry is leaving his post as Portland’s chief technology officer for a full-time role producing unmanned aerial vehicles (UAVs) aimed at first responders and the military. Berry’s AirShip Technologies Group is poised to be on the ground floor of an industry that will supply drones to as many as 100,000 police, fire and emergency agencies nationwide. He reveals the plan for takeoff.
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|OSU researchers examine warm-water mass|
|Appeals court rules against Apple|
|Microsoft to cut division, 1,200 jobs|
|Apple suppliers introduce 'Force Touch' to new iPhone|
|Uncertainty abound in Greece|
Tonkon Torp helps seed sustainability at Gunderson.
Oregon-based Environments helps companies create inspired workspaces. “Simply put, we help companies future-proof their workspaces,” says Chris Corrado, president. Since 1988,Environments has witnessed firsthand the changing landscape of business. Native Portlander and Environments founder Corrado says, “We help our clients navigate the complex realities of the workplace today and plan for their future in a very mindful, strategic way. We think of ourselves as their partners in the process.”
One hundred years ago, the Willamette River might easily have been mistaken for a sewer. Unchecked industrial activity and decades of pollution made it unrecognizable compared to the clean river that now flows north for 187 miles from Eugene through the center of Portland.
3 Degrees Event Celebrates 5th Year Bringing Nonprofit and Business Professionals Together to Benefit Portland.
Bend energy leader brings passion for efficiency and renewable energy to the nonprofit.
Event in Forest Grove marks recognition of Global Food Safety Initiative Certification.