Job satisfaction questionnaires should always be anonymous to get employees to tell the truth. A. TrueB. False

B. False

Explanation:

I would say that most of the time (the vast majority actually) questionnaires should be anonymous. Imagine if you had to answer a questionnaire about your teacher, and he/she is a really bad teacher. If the questionnaire had your name on it, you would probably be much nicer than if the questionnaire was anonymous (due to the fear of retaliation by the teacher). The same thing happens on any workplace, no one will tell how bad his/her boss is if their name will appear on the questionnaire. Employees will always fear retaliation from their supervisor or manager, so they will not be completely honest.

But on some companies, employees might not fear any type of retaliation, specially on very horizontal organizations (flat structures with few management levels). The advantage of non-anonymous questionnaires is that they can be used to actually solve problems and follow up how the problems were solved or how do employees feel after they were solved.

The problem is that non-anonymous questionnaires work for companies that probably do not need them very much in the first place, while on companies that really need them, they are anonymous.

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