What is the mood among the international civil servants of the United Nations?
Four items from the questionnaire help us to gauge the mood of the international civil servant:
- Taking into consideration your experience in the United Nations would you still join the Organization today? (Q 3)
- Do you feel that, within the present structures, your work contributes to the United Nations objectives? (Q 21)
- Have you looked for a job outside the United Nations system since joining the Organization? (Q 4)
- How do you feel about your work? (Q 6)
| 2005 | 1995 | 2005 - 1995 | |
|---|---|---|---|
| Yes | 86.18 | 78.12 | 8.06 |
| No | 13.82 | 21.88 | -8.06 |
Given their experience in the United Nations, 86% of the respondents would join the Organization again today. This figure is quite impressive and is up from 78% ten years ago. Moreover, those who answered “yes” to this question have in general not looked for a job elsewhere and one of the main reasons why they stay with the United Nations is because they find the work interesting. It comes as no surprise that colleagues who answer “no” to this question also feel that their work doesn’t contribute to the objectives of the United Nations and 90% of them say their jobs are frustrating or disappointing. Respondents who say “yes” are also more likely to think that the main factor conditioning promotion is competence, while those who said “no” believe that connections are the decisive factor.
Age or professional category does not seem to have a significant impact on the answer.
| 2005 | 1995 | 2005 - 1995 | |
|---|---|---|---|
| Fully | 44.11 | 42.64 | 1.47 |
| Partially | 50.18 | 48.83 | 1.35 |
| Not at all | 5.71 | 8.53 | -2.82 |
Here again the signs are good. Almost 45% of the respondents believe that their work contributes fully to the United Nations objectives. Another 50% think that it does so partially. These two figures are slightly higher than in 1995.
There is an important correlation between those who say that their work fully contributes to the United Nations objectives and those who are regularly consulted by their supervisors on the planning and accomplishment of their work. This would indicate that colleagues who are consulted feel their work makes a difference and their morale is therefore higher. There is also a very close link between a positive answer to this question and believing that competence is the major element determining promotion. Finally, it is only logical that those who say their work contributes to the United Nations objectives are the same who stay with the Organization because their jobs are interesting.
| 2005 | 1995 | 2005 - 1995 | |
|---|---|---|---|
| Yes | 31.57 | 29.15 | 2.42 |
| No | 68.42 | 70.85 | -2.42 |
Again the results are quite reassuring: 68.4% of UN employees have not looked for a job outside the Organization. This figure is slightly lower than in 1995. An interesting point to note is that only 44% of the staff who continue to work for the UN because they say it’s hard to find a job elsewhere have actually looked for a job outside the UN system. Another correlation that is worthwhile noting is between those who look for a job outside the UN system and those who would like to assess their direct supervisor. This again goes to show just how important the relationship between supervisor and supervisee is. As can be expected, those who have looked for a job outside the UN system are the most likely to say that their work at the UN is frustrating or disappointing. Finally, a close link exists between those who have looked for a job outside and those who believe that you need connections to get ahead at the UN.
| 2005 | 1995 | 2005 - 1995 | |
|---|---|---|---|
| Stimulating | 46.45 | 41.80 | 4.65 |
| Satisfying | 32.03 | 33.70 | -1.67 |
| Disappointing | 7.23 | 10.10 | -2.87 |
| Frustrating | 10.24 | 11.30 | -1.06 |
| Other | 4.06 | 3.00 | 1.06 |
| 2005 | 1995 | 2005 - 1995 | |
|---|---|---|---|
| Stimulating | 27.19 | 23.90 | 3.29 |
| Satisfying | 42.11 | 36.40 | 5.71 |
| Disappointing | 9.40 | 11.70 | -2.30 |
| Frustrating | 15.44 | 22.90 | -7.46 |
| Other | 5.86 | 5.00 | 0.86 |
The results of tables 6a and 6b send at least three signals. The first is that 70% of the staff say their work now is stimulating or satisfying. The second is that colleagues considered their work to be much more stimulating when they first joined the UN than at present. This is in fact normal, because even those who are now disappointed have a tendency to glorify the past. The third is that almost 10% more staff than in 1995 think their current work is stimulating or satisfying. There is obviously a very strong correlation between the fact that respondents think their work is satisfying or stimulating and the fact that they remain in the United Nations because their work is interesting. Similarly, those who consider their work to be satisfying or stimulating would be ready to join the Organization again today. Finally, there is a very strong correlation between those who say their work is stimulating or satisfying and those who consider their supervisors to be good or very good at organizing and supervising their work. Yet more proof of the importance of the relationship between supervisor and supervisee.
