Report on the Workers Opinion Regarding Drug Testing

Introduction

Every business entity requires its employees to be productive to ensure its objectives and goals are achieved; Oxy Chemical is no different. There is a stiff competition in chemical business sector thus the employee's productivity is important. It has not escaped the management's notice that a sense of laxity is creeping among the employees especially in terms of work delivery. If kept unchecked, the firm's future seems bleak. One of the possible reasons for the observed decline in performance is the drug use among a section of workers. In a bid to arrest the situation and due to the concerns of legal standpoint regarding drug test, employee's opinion is needed (Nolo). This necessitated the managements' authorization for a survey to gather crucial data prior to the implementation of the proposed policy.

            Therefore, I randomly selected a group of participants from the firm's employees. The proportion of white collar employees and the production workers were selected as per their rightful representation in the organization. There was a need to classify the selected respondents according to their job specifications to avoid information conflict. The data gathered is quantitatively documented in percentage form for easier analysis.

 Carefully chosen questions were drafted in the form of a close-ended questionnaire. They covered the essential areas and targeted an honest opinion from the participants. The study subjects were assured of a heightened level of confidentiality to encourage them to release intricate details that represent absolute feelings regarding the proposed drug test (TestCountry).

Problem Statement

The law permits Oxy Chemicals to conduct a drug tests on its employees because it is a non-union member (Webapps). However, all the precautionary measures should be taken to avoid eliciting a negative response from the employees. A failure to consider the workforce's opinion in a sensitive matter like drug testing may trigger protests or even lower motivation levels hence hurting the firm's market performance and its reputation. Thus, this survey is the first step in sourcing for a lasting solution.

I sought the participants' opinion concerning the most appropriate time for a drug test (TestCountry). Out of the five questions administered, the respondents were at liberty to mark as many opinions as they feel necessary. The majority of respondents from both sections proposed a pre-employment testing. However, it is interesting to note that a higher number of white-collar respondents chose pre-employment testing as compared to the production workers.

The questions administered can be used to understand the dynamics behind the drug use among the employees (Mastrangelo et al. 2000). For instance, it is clear that most workers prefer a drug test to be conducted on employees showing signs of drug use. This implies that a significant number of employees are uncomfortable with the idea of conducting the tests on all of them. Secondly, the discomfort is more prevalent in Production workers rather than the white-collar respondents.

It is undisputable that there is varying opinion between the two worker classifications. Probably, the stark contrast can be linkable to the type of profession and a feeling of embarrassment should an employee resurface as a drug user.  A focus should shift on the production workers because most of them are opposed to the drug test. This hints that a number are indeed candidates of drug abuse. I suggest that more research should be done to determine the underlying reasons behind the differing opinions between the production workers and the white-collar workers. 

Conclusion

In summary, the survey's outcome unearthed rising issues within the organization. Intervention measures are necessary to address the possibility of drug use among the employees, especially the production workers (Shrm). Most importantly, the management should set aside resources to educate the workforce on the dangers of drugs and substance abuse and its effect on the firm's overall performance. On a lighter note, the committee members are free to give their feedback on the survey outcome.

Works Cited

Mastrangelo, Paul M., and Paula M. Popovich. "Employees' attitudes toward drug testing, perceptions of organizational climate, and withdrawal from the employer." Journal of Business and Psychology 15.1 (2010): 3-18.

Nolo.com. Drug Testing Laws in Indiana | Nolo.com. 2015. Available at: http://www.nolo.com/legal-encyclopedia/drug-testing-laws-indiana.html. Accessed November 14, 2015.

 Shrm.org. Login. 2015. Available at: http://www.shrm.org/pages/login.aspx?returnUrl=http%3a%2f%2fwww.shrm.org%2ftemplatestools%2fsamples%2fpolicies%2fpages%2fcms_010858.aspx. Accessed November 14, 2015.

TestCountry.com. Indiana state laws and regulations regarding drug testing and substance abuse control. 2015. Available at: http://www.testcountry.com/StateLaws/Indiana.htm. Accessed November 14, 2015.

Webapps.dol.gov. elaws - employment laws assistance for workers and small businesses. 2015. Available at: http://webapps.dol.gov/elaws/asp/drugfree/drugs/screen92.asp. Accessed November 14, 2015.