OSBI Consulting

2004 - Proprietary and Confidential Information of Amdocs

OSBI Consulting

Summary of Key Findings and Implications

26th February 2004

the customer is the bottom line


2

The Team

Christina Donovan

Samant Sharma

Jonathon Teesdale

Nalin Singla



3

Overview

267 Surveys

10 Managers

10 Departments

6 Categories

Focus Groups

Relative

performance

Overall Results

Analysis for each manager

Qualitative analysis

Combining

Coding

SPSS

Category Averages

Categories

InformationData Processing



4

Key Findings



5

Summary of Findings (Quantitative Data)

• Areas of Improvement :– Senior managerial performance and managerial performance– Motivating and praising employees– Work environment (listening to employees)– Good compensation and benefits– Employee empowerment– Improved quality of communication

• Areas of Concern:– Lack of voice (including employees in planning and implementation of

changes)– Communication of career and development opportunities– Favoritism in the workplace; perceived glass ceiling– A lot of neutral responses– Negative sense of caring for employees’ well-being



6

Categorization

• Six Categories

– Senior Managerial Performance

– Managerial Performance

– Work Environment

– Quality of Communication

– Meaningfulness and Investments

– Compensation & Benefits

• Focus Group



7

Overall Statistics



8

Statistics - Over All

Total Employees Surveys Taken %age Response

Sandra Wightman 68 44 65%

Golan Remi 44 12 27%

Avi Caspi 75 45 60%

Avi Ashkenazi 54 28 52%

Naidu 136 58 43%

Martin Mintz 81 42 52%

Others 37 7 19%

No Mgr marked NA 30 N.A.

Blank NA 1 N.A.

Total 495 267 54%

Distribution of surveys taken



9


0

20

40

60

80

100

120

140

160

Senior Manager

Nu

mb

er

of

Em

plo

yees

Total Employees

Surveys Taken



10


• Rate your overall morale on the job at Amdocs Champaign

Low: 17%, Neutral: 39%, High: 44%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Low High

Pe

rce

nta

ge

Of

Em

plo

ye

es



11


• How does your morale today compare to your morale a year ago (if

applicable)


0%

5%

10%

15%

20%

25%

30%

35%

40%

Low High

Pe

rce

nta

ge

Of

Re

sp

on

se

s



12


• Quality of Communication Low: 30%, Neutral: 40%, High: 30%


• Compensation Low: 36%, Neutral: 24%, High: 40%


• Benefit Program Low: 14%, Neutral: 18%, High: 68%


Year Ago Today



13


• Meaningfulness and Investment Low: 25%, Neutral: 31%, High: 44%


• Senior Managerial Performance Low: 25%, Neutral: 38%, High: 37%


Year Ago Today



14


• Managerial Performance Low: 27%, Neutral:29%, High:44%

Low: 22%, Neutral:26%, High:52%

• Work Environment Low: 33%, Neutral:34%, High:33%

Low: 29%, Neutral:30%, High:41%

Year Ago Today



15

Focus Group

• Excessive Work Hours – 54% last year, 35% this year

• Lack of respect for personal time– 45% last year, 34% this year

• Lack of an effective escalation process– 35% last year, 23% this year

• Company is recognizing wrong things (like hours worked)– 54% last year, 47% this year

• Chaotic Environment and Poor Planning– 57% last year, 47% this year



16

Overall Performance Yearly Change by Category

Overall Yearly Change

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Senior ManagerialPerformance

ManagerialPerformance

Quality ofCommunication

Work Environment Compensation andBenefits

Meaningfulness andInvestment

Category

Ave

rag

e S

core

Year Ago

Today



17

Biggest Improvements in the Previous Year

• Communication from above has increased• Less work hours, less stress• Standardization of processes (ISO)• General morale increase• Increase in management’s attentiveness to employee's needs• Introduction of leveling and career paths



18

Areas of Concern for the Coming Year

• Lack of voice (including employees in planning and implementation of changes)

• Communication of career and development opportunities• Favoritism in the workplace; perceived glass ceiling• General apathy • Negative sense of caring for employees’ well-being• Continuing the trend of improvement



19

Qualitative Data Analysis



20

Comments for Yossi Raveh

• Top 5 areas of concern– Decrease favoritism & cultural tension issues.

– Employee want more perks & social instruments.

– Lessen work hours and give more respect for personal time.

– Promote better communication across departments and hierarchies.

– Improve training quality & consistency for employees and managers.

• Other Recommendations– Re-evaluate the review process and system.

– Create more clearly defined work procedures.

– Improve employee appreciation and awards.

– Increase face time with employees.

– Bring back All-Hands meetings.

– Improve product process and quality and bring in more projects.

– Decrease management levels & look into complaints about management.



21

Comments for Dov Baharav

• Opportunities for Improvement:– Information Flow

– Most people do not have any idea bout Dov

– Want Bell curve to be removed( May not have been communicated properly)

– Stock Option

– More clients needed

– Review “review System”



22

Comments for Lori Malatesta

• Opportunities for Improvement:– Strictly punish non-friendly, non-professional behavior. – To make sure people respect each other at work place and not yell– Give employees in Amdocs some assurance of their future and trust. – Strive for improved benefits and conditions for working moms – Process green cards for the people who are left behind. – Recruit based only on skill and give importance to any resume that

comes from any employee, not just resumes from Managers. – Closing cultural gap. – House/vehicle loans with free or very normal interest rate.– Have one on one sessions with TL, PL, and PM to get a real picture

of the work environment. – Mandatory training for managers on handling disciplinary actions and

motivation/leadership skills. – Avoid diplomatic answers



23

Key Findings for Individual Managers



24

Naidu



25

Naidu - Categorical performance

Naidu (48)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment

Compensationand Benefits

Meaningfulnessand Investment

Category

Ave

rag

e S

core

Year Ago

Today



26

Naidu – Senior Managerial Performance

Naidu

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Seniormanager fairand honest

SeniorManager

concerned /attentive to

needs

Keptinformed

aboutcompany

happenings

Interest inAmdocs and

its future

Corporateconsiders

employeesmain assetfor success

Corporatecares for

general well-being of

employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat

corporate willdo what is

best for longterm

Year Ago

Today



27

Naidu – Managerial Performance

Naidu

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork

effectively asa team

Gives uscredit andpraise forw ork w ell

done

Providesopportunitiesto use skills

andknow ledge

Contributes tomy

professionalgrow th

My manageris fair andhonest

Concernedabout andattentive tomy needs

Keepsinformed

about w hat ishappening inthe company

I receiveadequate

attention andrecognition

Show s abilityto motivate

hisemployees /enthusiasm

Year Ago

Today



28

Naidu – Quality of Communication

Naidu

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



29

Naidu - Meaning fullness & Investment

Naidu

0

0.51

1.5

22.5

3

3.5

44.5

5

Year Ago

Today



30

Naidu - Compensation & Benefits

Naidu

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

I am paid fairly for the job I am doing The company's employee benefits program isadequate

Year Ago

Today



31

Naidu - Work Environment

Naidu

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

I can say what I think around hereand people do listen

Employee promotion issues aretreated with fairness

I am satisfied with the sense ofunity in my team unit

Year Ago

Today



32

Naidu

Strengths

• Senior managerial performance went up moderately, especially

the communication from upper management.

• Managerial Performance went up moderately, especially team

spirit and managers response to the employees

• Work hours are much better and their weekends are respected

• The focus groups show a very positive trend

• Quality of communication has improved heavily

• Work environment has improved

• A positive trend in meaningfulness and Investment



33

Naidu

Opportunities for Improvement

• Employees feel that they are not heard

• Promotion issues are not handled fairly

• Compensation generally is the same with little positive inclination

• Employees feel they are not a part of the Planning & Decision

making process.

• A downward trend in the growth & training opportunities provided

• Employees do not find their job interesting enough

• Employees feel that the managers are not fair

• Meetings are not planned well and are ineffective

• Employees feel there is a “glass-ceiling” in their career growth.



34

Naidu - Observations

• Senior Managerial Performance:– My senior manger is concerned about and is attentive to my needs

• (17% agree, 50% disagree)

– I have a great deal of interest in Amdocs and its future


• Quality of Communication:– Career & Development Opportunities


– Employees in the department participate in the planning and implementation of changes affecting us




35

Naidu - Focus Group


• Chaotic Environment– 71% last year, 39% this year

• Non-essential disruptions– 62% last year, 47% this year

• Lack of effective escalation process– 39% last year, 20% this year



36

Naidu - Focus Group

• Expected to work Israeli time– 57% last year, 40% this year

• Favoritism shown in employee decisions

– 37% last year, 40% this year

• Perceived glass ceiling on career growth




37

Avi Ashkenazi



38

Avi Ashkenazi

Avi Ashkenazi (23)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment



Category

Ave

rag

e S

core

Year Ago

Today



39

Avi Ashkenazi – Senior Managerial Performance

Avi Ashkenazi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


SeniorManager


needs

Keptinformed

aboutcompany

happenings


its future

Corporateconsiders


Corporatecares for


employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat


best for longterm

Year Ago

Today



40

Avi Ashkenazi – Managerial Performance

Avi Ashkenazi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork



done


andknow ledge

Contributes tomy

professionalgrow th



Keepsinformed


I receiveadequate




Year Ago

Today



41

Avi Ashkenazi – Quality of Communication

Avi Ashkenazi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



42

Avi Ashkenazi – Work Environment

Avi Ashkenazi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5




Year Ago

Today



43

Avi Ashkenazi – Compensation & Benefits

Avi Ashkenazi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


Year Ago

Today



44

Avi Ashkenazi – Meaningfulness & Investment

Avi Ashkenazi

00.5

11.5

22.5

33.5

44.5

5

Expec

tatio

ns rea

sona

ble a

nd re

alisti

c

My

job is

inte

rest

ing a

nd st

imul

ating

Traini

ng p

rogr

am fi

ts ne

eds

Indi

vidua

l influ

ence

of c

areer d

evelo

pmen

t

Worth

while

in jo

b

Suffic

iently

Em

power

ed

Appro

priate

tool

s to su

ceed

in jo

b

Enviro

nmen

t to

succ

eed

Recom

men

d to

frien

d as p

lace

to w

ork

I am

pro

ud to

wor

k for A

mdo

cs

Year Ago

Today



45

Avi Ashkenazi

Strengths

• Most categories went up strongly

• Communication with employees strongly on the rise

• Attentive to employee needs

• Employees fairly happy with opportunities provided to use and

further develop their skills

• Employees feel strongly that they are being dealt with fairly and

honestly and most importantly, with care.

• Employees feel that they are getting recognition.

• Employees feel that they are paid fairly



46

Avi Ashkenazi


• People don’t feel too enthusiastic about the work environment

• People feel that reviews and promotions are much fairer now



47

Avi Ashkenazi - Observations

• Work Environment– Employee promotion issues are treated with fairness


• Managerial Performance– I receive adequate attention and recognition from my manager


– My manager is concerned about and is attentive to my needs


• Senior Managerial Performance– My senior manager is concerned about and is attentive to my needs

(28% improvement - swayed the most people from the neutral category here)




48

Avi Ashkenazi - Focus Group



• Favoritism shown in promotions– 35% last year, 12% this year

• Non essential disruptions– 60% last year, 34% this year

• Poor Planning– 80% last year, 76% this year

• Company is recognizing wrong things(like hours worked)– 70% last year, 71% this year



49

Golan Remi



50

Golan Remi

Golan Remi (7)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment



Category

Ave

rag

e S

core

Year Ago

Today



51

Golan Remi – Senior Managerial Performance

Golan Remi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


SeniorManager


needs

Keptinformed

aboutcompany

happenings


its future

Corporateconsiders


Corporatecares for


employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat

corporatewill do whatis best forlong term

Year Ago

Today



52

Golan Remi – Managerial Performance

Golan Remi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork



done


andknow ledge

Contributes tomy

professionalgrow th



Keepsinformed


I receiveadequate




Year Ago

Today



53

Golan Remi – Quality of Communication

Golan Remi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



54

Golan Remi – Work Environment

Golan Remi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5




Year Ago

Today



55

Golan Remi – Compensation & Benefits

Golan Remi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


Year Ago

Today



56

Golan Remi – Meaningfulness & Investment

Golan Remi

0

0.5

1

1.5

2

2.53

3.5

4

4.5

5

Year Ago

Today



57

Golan Remi


• Overall performance is stagnant

• 43% of employees doubt fairness and honesty

• Communication with employees is poor

• Team efficiency lacking

• Employees don’t feel cared about

• Employees don’t get recognition and praise

• Motivation and enthusiasm levels are low

• Team unity lacking



58

Golan Remi – Observations

• Quality of Communication– Employees in our department participate in the planning and

implementation of changes affecting us


– Other departments communicate well with my department


• Work Environment– I can say what I think around here and people do listen


– Employee promotion issues are treated with fairness




59

Golan Remi – Focus Group





• Inability to attend scheduled meetings– 50% last year, 57% this year




60

Sandra Wightman



61

Sandra Wightman

Sandra Wightman (44)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment



Category

Ave

rag

e S

core

Year Ago

Today



62

Sandra Wightman – Senior Managerial Performance

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


SeniorManager


needs

Keptinformed

aboutcompany

happenings


its future

Corporateconsiders


Corporatecares for


employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat


best for longterm

Year Ago

Today



63

Sandra Wightman – Managerial Performance

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork



done


andknow ledge

Contributes tomy

professionalgrow th



Keepsinformed


I receiveadequate




Year Ago

Today



64

Sandra Wightman – Quality of Communication

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



65

Sandra Wightman – Work Environment

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5




Year Ago

Today



66

Sandra Wightman – Compensation & Benefits

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


Year Ago

Today



67

Sandra Wightman – Meaningfulness & Investment

Sandra Wightman

0

0.51

1.5

22.5

3

3.5

44.5

5

Year Ago

Today



68

Sandra Wightman

Strengths

• Fair, honest

• Attentive to employee needs

• Communication improved strongly

• Employees feel there are “more opportunities for career

advancement”

• Fairness in promotion


• 18% employees feel there is a “glass ceiling”, improved from 32%

• General apathy on many issues



69

Sandra Wightman - Observations



• Senior Managerial Performance– Amdocs upper management cares genuinely for the well-being of its

employees


• Quality of Communication– Amdocs upper management regards the employees as a main asset

for success (20% improvement here)


– I have a great deal of interest in Amdocs and its future




70

Sandra Wightman - Focus Group



• Poor Planning– 50% last year, 25% this year




71

Sandra Wightman - Focus Group

• Expected to work Israeli time– 57% last year, 40% this year


• Favoritism shown in employee decisions




72

Martin Mintz



73

Martin Mintz

Martin Mintz (39)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment



Category

Ave

rag

e S

core

Year Ago

Today



74

Martin Mintz - Senior Managerial Performance

Martin Mintz

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


SeniorManager


needs

Keptinformed

aboutcompany

happenings


its future

Corporateconsiders


Corporatecares for


employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat


best for longterm

Year Ago

Today



75

Martin Mintz - Managerial Performance

Sandra Wightman

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork



done


andknow ledge

Contributes tomy

professionalgrow th



Keepsinformed


I receiveadequate




Year Ago

Today



76

Martin Mintz - Quality of Communication

Martin Mintz

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



77

Martin Mintz - Work Environment

Martin Mintz

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5




Year Ago

Today



78

Martin Mintz - Compensation & Benefits

Martin Mintz

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


Year Ago

Today



79

Martin Mintz - Meaningfulness & Investment

Martin Mintz

0

0.5

1

1.5

2

2.53

3.5

4

4.5

5

Year Ago

Today



80

Martin Mintz

Strengths

• Has shown improvement in managerial performance

• Shows good concern for employees needs

• Takes pride in employee investment

• Keeps employees informed about issues relating to projects, but

not to his division

• Gives employees adequate attention and recognition – they take

pride in their job

• Facilitates good communication among employees and across

departments



81

Martin Mintz


• May need to encourage more team unity

• Should treat employee promotion issues with fairness

• Employees feel they are not paid fairly

• May want to review training program

• Employees feel there is a ‘glass ceiling’



82

Martin Mintz - Observations



• Senior Managerial Performance– Amdocs upper management cares genuinely for the well-being of its

employees • (28% agree, 35% disagree)

– I have a great deal of interest in Amdocs and its future • (85% agree, 3% disagree)

• Quality of Communication– Other departments communicate well with my department (24%

improvement) • (73% agree, 13% disagree)

– I feel informed about career and development opportunities • (28% agree, 35% disagree)



83

Martin Mintz - Focus Group





• Inability to attend scheduled training– 34% last year, 36% this year

• Poorly planned, ineffective meetings– 27% last year, 28% this year



84

Avi Caspi



85

Avi Caspi

Avi Caspi (30)

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

SeniorManagerial

Performance



WorkEnvironment



Category

Ave

rag

e S

core

Year Ago

Today



86

Avi Caspi - Senior Managerial Performance

Avi Caspi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


SeniorManager


needs

Keptinformed

aboutcompany

happenings


its future

Corporateconsiders


Corporatecares for


employees

Corporatekeeps

employeesinformed

aboutgeneraltopics

Have faiththat


best for longterm

Year Ago

Today



87

Avi Caspi - Managerial Performance

Avi Caspi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Gets us tow ork



done


andknow ledge

Contributes tomy

professionalgrow th



Keepsinformed


I receiveadequate




Year Ago

Today



88

Avi Caspi - Quality of Communication

Avi Caspi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Par

ticip

ate

inpl

anni

ng /

impl

emen

tatio

nof

cha

nges

Oth

erde

part

men

tsco

mm

unic

ate

wel

l with

my

depa

rtm

ent

I am

giv

en t

hein

form

atio

n I

need

to

do m

yw

ork

Car

eer

and

deve

lopm

ent

oppo

rtun

ities

Top

ics

rela

ted

to t

he d

ivis

ion

Top

ics

rela

ted

to t

he p

roje

ct

Am

docs

gene

ral t

opic

s

Year Ago

Today



89

Avi Caspi - Work Environment

Avi Caspi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5




Year Ago

Today



90

Avi Caspi - Compensation & Benefits

Avi Caspi

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5


Year Ago

Today



91

Avi Caspi - Meaningfulness & Investment

Avi Caspi

0

0.51

1.5

22.5

3

3.5

44.5

5

Year Ago

Today



92

Avi Caspi

Strengths

Senior managerial performance went up

Employee motivation is good (attentive to employee needs)

Large improvement in quality of communication to employees

Significant improvement in work environment (team unity)

Satisfaction with compensation and benefits

Increased meaningfulness and investment

Employees are very willing and interested to do their job well



93

Avi Caspi


Focus group questions indicate a slight concern about

Poor planning & lack of an effective escalation process

Favoritism shown in promotions and employment decisions



94

Avi Caspi - Observations

• Senior Managerial Performance– Amdocs upper management cares genuinely for the well-being of

its employees


– My senior manager is concerned about and is attentive to my needs


• Quality of Communication– Employees in the department participate in the planning and

implementation of changes affecting us




95

Avi Caspi - Focus Group



• Motivation is done through punishment– 38% last year, 24% this year

• Perceived glass ceiling on career growth– 45% last year, 31% this year


• Company is recognizing wrong things(like hours worked)– 38% last year, 35% this year



96

Overall Managerial Performance



97

Managerial Analysis

Senior Managerial Performance

0

0.5

11.5

2

2.5

3

3.54

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today



98

Managerial Analysis

Managerial Performance

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today



99

Managerial Analysis

Quality of Communication

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today



100

Managerial Analysis

Work Environment

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today



101

Managerial Analysis

Compensation and Benefits

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today



102

Managerial Analysis

Meaningfulness and Investment

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

5

Yossi

Raveh

(2)

Naidu (4

8)

Avi Cas

pi (3

0)

Vanish

a Tay

lor (

2)

Mar

tin M

intz (3

9)

Avi Ash

kena

zi (2

3)

Sandr

a W

ightm

an (4

4)

Avi Kach

lon (

2)

Lori M

alates

ta (1

)

Golan R

emi (

7)

Senior

Man

ager

Not

Indic

ated

(59)

Catego

ry A

vera

ge

Senior Manager

Ave

rag

e S

core

Year Ago

Today


End slide title style Arial 36

Click to edit Master subtitle style Arial 28

[ 1 ]



THANK YOU



104

Questions Categorized

Senior Managerial Performance

I feel confident that my senior manager is fair and honest

My senior manager is concerned about and attentive to my needs

My senior manager keeps me informed about what is happening in the company

I have a great deal of interest in Amdocs and in its future

Amdocs upper management (corporate) regards the employees as a main asset for success

Amdocs upper management (corporate) cares genuinely for the well being of its employees

Amdocs upper management (corporate) strives to keep employees well informed regarding Amdocs general topics (business achievements, changes, promotions, objectives, etc.)

I have faith in Amdocs upper management (corporate) to do what is best for the company in the long term

Managerial Performance

My manager gets us to work effectively as a team

My manager gives us credit and praise for work well done

My manager provides me with opportunities to use my skills and knowledge

My manager contributes to my professional growth (training, independence, challenges, etc.)

I feel confident that my manager is fair and honest

My manager is concerned about and attentive to my needs

My manager keeps me informed about what is happening in the company

I receive adequate attention and recognition from my manager

My manager shows the ability to motivate his employees and create enthusiasm among them



105


Quality of Communication

Employees in our department participate in the planning and implementation of changes affecting us

Other departments communicate well with my department

I am given the information I need to do the work expected of me

Career and development opportunities

Topics related to the Division

Topics related to the Project

Amdocs general topics (business achievements, changes, promotions, objectives, etc.)

Work Environment

I can say what I think around here and people do listen

Employee promotion issues are treated with fairness

I am satisfied with the sense of unity in my team unit

Compensation and Benefits

I am paid fairly for the job I am doing

The company's employee benefits program is adequate

Overall

Rate your overall morale on the job at Amdocs Champaign

How does your morale today compare to your morale a year ago (if applicable)?



106


Meaningfulness and Investment

Expectations from us are reasonable and realistic

My job is interesting and stimulating

The company training program is adequate for my needs

I am able to influence my career development in the company

I am really doing something worthwhile in my job

I feel sufficiently empowered to do my job successfully

In order to succeed in my job, I am provided with the appropriate tools (hardware, software, documentation, etc.)

In order to succeed in my job, I am provided with the appropriate environment (space, esthetics, privacy, silence, etc.)

I would recommend Amdocs to a friend as a place of employment

I am proud to work for Amdocs



107


Focus Group

Excessive work hours

Lack of well-defined processes – chaotic environment

Poor planning

Lack of an effective escalation process

Favoritism shown in reviews

Favoritism shown in promotions

Favoritism shown in employment decisions

Non-essential disruptions during non-working hours (phone calls, on-call work)

Lack of respect for personal time (difficulty scheduling vacations, work travel required on days regularly scheduled as non-work days, poor planning leading to last minute crises, etc.)

“Motivation” is done through punishment rather than more positive channels

Inability to attend scheduled training

Poorly planned, ineffective meetings

Company is recognizing and rewarding the wrong things (hours worked rather than productivity, for example)

There is a perceived “glass ceiling” that limits our career growth

There is a lack of respect for the fact that for most people here Sunday is a day off. We are expected to work “Israeli time”

The relationship with Israel is adversarial

The relationship with St. Louis is adversarial

Exposure to meetings where people yell at and/or insult others

Documents

OSBI Consulting