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A 1 - ‘41.; 1. \ilfi) ‘5‘. \\..~ :, .1 .V ..~l. \ ,9. 3.319)....)an :4 u 3.!)>r£§?i1¥uva. {.3 ).. l ; y \ r 4 r ‘ : . . . . iiiiiiiiiiiiiilMilliwill This is to certify that the thesis entitled Packaging Graduate Employment With Independent Corrugated Converters presented by Paul David Koning has been accepted towards fulfillment of the requirements for M.S. Jegree in Packaging 0W ZXMM— Hugh E. Lockhart Major professor Date April 2, i981 0—7639 LIBRARY Michigan State University Tubs 'flm-\\ Li ' (A ' mt e4 \ fl," 3. _ V\ ‘~v ”a?! - ~‘ ~‘\ a OVERDUE FINES: 25¢ per day per item RETURNING LIBRARY MATERIALS: Place in book return to remove charge from c1rcuiat1on records PACKAGING GRADUATE EMPLOYMENT WITH INDEPENDENT CORRUGATED CONVERTERS By Paul David Koning A THESIS Submitted to Michigan State University in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE Department of Packaging 1981 €3//.5'5‘/6? ABSTRACT PACKAGING GRADUATE EMPLOYMENT WITH INDEPENDENT CORRUGATED CONVERTERS By Paul David Koning The identification of a target group of potential employees among packaging graduates for independent corrugated converters required three surveys with a representative sample of 244 students, 97 independent and 60 integrated converters. The questionnaires were developed to correlate what packaging students expect from potential employers with the employment opportunities within the corrugated industry. Results indicate what graduates consider important when seeking employ- ment as well as their degree of flexibility with respect to several job factors. Student perception of job factors was ranked according to company size offering the highest or most of. The availability of advancement based on personal performance is most important to packaging graduates. Student and industry profiles indicate an excellent match with the only problem being starting salary. Over the next 2 to 3 years a target group of 412 students match hiring expectations of 580 jobs with indepen- dent converters. The final step required is to establish awareness and communication flow between students and independent converters. DEDICATION This thesis is dedicated to my wife, Kristen, for her loving support and assistance during the course of this and all other endeavors. Also to Mr. Dennis E. Young whose inspiration of my personal develop- ment and career selection will always be remembered. ii ACKNOWLEDGMENTS This study was developed under the sponsorship of the Association of Corrugated Converters. The author wishes to thank Dr. Hugh E. Lockhart for his immeasurable assistance, encouragement and guidance while serving as major advisor. Thanks are also due to Dr. Chester J. Mackson and Dr. Donald J. Bowersox for their support as committee members. Also, a special note of appreciation is extended to Mr. Kevin M. Kajiya for his personal involvement and assistance, as well as to the eleven packaging students during the weeks of tedious survey tabulations; Sara Baumgart, Thomas Carleton, Elizabeth Eberts, Molly Holmes, Linda Klaserner, Allan Klos, John Lange, Kathryn Mullen, Cindy Rodgers, Russell Schuitema and Mark Naples. TABLE OF CONTENTS PAGE LIST OF TABLES ........................... v INTRODUCTION ............................ 1 PHASE I STUDENT SURVEY ....................... 3 PHASE II AICC SURVEY ........................ 36 PHASE III INTEGRATED CONVERTER SURVEY ............... 81 PROFILE AND EMPLOYMENT OPPORTUNITY EXPOSITIONS Profile of Students for AICC ................. 105 Opportunities for Employment in AICC Companies ........ 111 Comparison of Employment Conditions with Integrated Converters .................... 114 SUMMARY AND RECOMMENDATIONS .................... 116 APPENDICES A. Student Perception .................... 120 B. AICC Career Plan ..................... 123 C. Integrated Career Plan .................. 135 LIST OF REFERENCES ......................... 147 iv TABLE 10 11 12 13 14 15 16 17 18 19 20 LIST OF TABLES Student Questionnaire Summary Data ........... Initial Job Factors .................. Permanent Position Job Factors ............. Other Supplier Industries ............... Other Package User Industries ............. Company Size Preference ................ Job Factors Pertaining to Company Size Selection Student Perception: Job Factors with Company Size . . Company Size Selection and Student Perception of Job Factors ..................... Starting Salary Expectation .............. Time Percentage at Work Areas ............. College and Career Hours ................ Student Expectation and AICC Working Conditions AICC Questionnaire Summary Data ............ AICC Questionnaire Returns ............... Other Management Titles ................ Company Existence ................... Single-Plant Company Employee Structure ........ Company Size Classification .............. Number of Company Box Plants .............. 35g 4 15 16 19 19 20 22 24 27 29 31 34 34 38 45 IAELE 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 4o 41 42 43 44 LIST OF TABLES (cont'd.) AICC Annual Sales ................... Other AICC Markets ................... Other AICC Products .................. AICC Market Growth ................... Minimum Size Order Accepted .............. Largest Additional Order ................ Number of Active Accounts ............... Accounts Over $50,000/year ............... Largest Dollar Account ................. Company Production Volume ............... Single Plant Company Production Hours ......... Multi-Plant Company Employee Structure ......... Multi-Plant Company Production Volume ......... Multi-Plant Company Production Hours .......... Normal Employee Work Week ............... AICC Career Plan Salary Ranges ............. AICC Hiring Expectations ................ Salesmen Training Period ................ Salesmen Territory ................... Student Expectations and AICC Working Conditions . . . . Integrated Converter Questionnaire Summary Data Integrated Questionnaire Return by State ........ Current Employed Packaging Graduates .......... Other Areas for Packaging Graduates .......... vi 56 58 59 61 62 63 65 68 7O 71 73 75 76 78 79 80 84 89 9O 91 TABLE 45 46 47 48 49 50 51 52 Al A2 A3 Bl 82 83 84 85 86 B7 88 89 310 311 812 LIST OF TABLES (cont'd.) Other Entry Level Positions: Packaging and Other Disciplines ................... Other Positions Packaging and Others Prepared for Integrated Hiring Expectations ........... Integrated Career Plan Salary Ranges ........ Integrated Salesmen Training Period ........ Integrated Salesmen Territory ........... Integrated Employee Percent Time Traveling ..... Integrated Normal Employee Work Week ........ Student Perception: Small-Size Company ...... Student Perception: Medium—Size Company ...... Student Perception: Large-Size Company ...... AICC Career Plan: Management 0-1 Year ....... AICC Career Plan: Management 1-7 Years ...... AICC Career Plan: Management 7-15 Years ...... AICC Career Plan: Management 15-20 Years ..... AICC Career Plan: Sales 0-1 Year ......... AICC Career Plan: Sales 1-7 Years ......... AICC Career Plan: Sales 7-15 Years ........ AICC Career Plan: Sales 15-20 Years ....... AICC Career Plan: Production 0-1 Year ....... AICC Career Plan: Production 1-7 Years ...... AICC Career Plan: Production 7-15 Years ...... AICC Career Plan: Production 15-20 Years ..... vii PAGE 92 93 95 96 97 99 100 101 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 T_A_B_L_E C1 C2 C3 C4 C5 C6 C7 C8 C9 C10 C11 C12 Integrated Integrated Integrated Integrated Integrated Integrated Integrated Integrated Integrated Integrated Integrated Integrated LIST OF TABLES (cont'd.) Career Career Career Career Career Career Career Career Career Career Career Career Plan: Plan: Plan: Plan: Plan: Plan: Plan: Plan: Plan: Plan: Plan: Plan: viii Management 0-1 Year . Management 1-7 Years Management 7-15 Years Management 15-20 Years Sales 0-1 Year . . . Sales 1-7 Years . . . Sales 7-15 Years . . Sales 15-20 Years . . Production 0-1 Year . Production 1-7 Years Production 7-15 Years Production 15-20 Years 00000 ..... ..... 35g; 135 136 137 138 139 140 141 142 143 144 145 146 INTRODUCTION This thesis reports a three-phase research project conducted for the Association of Independent Corrugated Converters (AICC) by the School of Packaging at Michigan State University. The author was employed by Dr. Hugh E. Lockhart, Professor of the School of Packaging, to conduct the research study for the AICC. The objective of this investigation was to help the corrugated converting industry identify a target group of potential employees among college students. Other goals include the identification of those charac- teristics of the student group that can be used to attract good employees; to help increase college student awareness of corrugated converters as potential employers; obtaining a documented profile of a typical packaging student that may be useful to the School of Packaging; an increased under- standing of areas of student preparation the School of Packaging must emphasize and improve on in bettering the academic and employment oppor- tunities; and the development of student and industry questionnaires that may be used for further survey work in other industries within the school's interest. The initial phase of this research study was the determination of what packaging students expect from potential employers. A second phase of study consisted of a definition of independent corrugated converters and their employment opportunities. Finally, a third research phase involved the evaluation of integrated corrugated converters' employment opportunities for packaging graduates. 2 The following chapters discuss the development of the questionnaires used in the study, the results, the analysis of the data, and the conclu- sions from the surveyed respondents. p. PHASE I STUDENT SURVEY QUESTIONNAIRE DEVELOPMENT AND ADMINISTRATION The development of a questionnaire to determine student employment expectations involved informal interviews with 30 students ranging from junior to graduate status within the School of Packaging. The information obtained was organized into a formal questionnaire to be administered to packaging students enrolled in the school's senior level courses, as well as, student members of the MSU Packaging Society, a campus organization. Student respondents were instructed not to identify themselves by use of name or student number and to complete the questionnaire once only to avoid multiple responses if they were enrolled in more than one class, or were members of the Packaging Society. RESULTS Question by Question Tabulations and Analyses The student sample size was 250, of which 244 were usable returns. A sample of the student questionnaire with summary data recorded is presented as Table 1. All the tabulated data is presented as a percentage of 244 respondents, unless indicated otherwise. To avoid complicated interpreta— tion, zeros have been omitted from all tables. A blank is to be taken as a zero. TABLE 1 Student Questionnaire Summary Data SEX: 72 Male 28 Female CLASS LEVEL: 1 Freshman 5 Sophomore 36 Junior 55 Senior 3 Graduate PACKAGING WORK EXPERIENCE (INTERNSHIP): _II__Yes _§2__No INDICATE PREFERENCE FOR JOB LOCATION: _fiZ__Does Not Matter _g§__City ._§I_ Suburb ___5_ Rural INDICATE PREFERENCES FOR GEOGRAPHIC AREA: __gz_ Does Not Matter __g§_ N.W. _§Q_ S.W. _§g_ N.M.W. _I§__S.M.W. _g§__N.E. _IZ_ S.E. _Ig__0verseas ____ Other INDICATE THE WAY YOU FEEL ABOUT THE FOLLOWING AREAS WITH RESPECT TO YOUR FIRST JOB: UNDESIRABLE INDIFFERENT DESIRABLE -5 -3 0 +3 +5 To Have Much Responsibility _3; _§_ _yg gg, '1; Close Interaction with Fellow Workers ___ ._I ._g .39 ‘59 Required Travel 1/3 of the Time _§_ ;§_ g§_ 39. .15 Required Travel 1/3 - 1/2 Time Ifi_ §fl_ §§_ I§_ .43 Required Travel 1/2 - 3/4 Time g §_Q _2_()_ _19 _6 No Travel in the Job _gz .gZ _g; _33 _J[ Free to Work Independently ___ _§_ gz_ §§_ .gg Required to Work Independently _§_ gz_ _gg _3; _J; Flexibility to Vary Working Hours ___ _ji .gg .3; .gg Wide Variety of Package Types _5_ _Z_ g§_ §§_ 12_ Required Location Changes for Advancement _Z_ I§_ 39_ .g; .1; Strong Affirmative Action ;g_ I§_ §3_ 25’ I§_ Large Amount of Company Politics I§_ g; .g; .gg _Ji ZERDS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. TABLE 1 (cont'd.) RATE THE FOLLOWING CONSIDERATIONS AS TO THEIR IMPORTANCE TO YOU WHEN SEEKING A PERMANENT POSITION: Size of Company Location Starting Salary Fringe Benefits DON'T CARE 0 Working Conditions (Physical Surroundings) Amount of Advancement Available Company-Paced Promotion Willingness of the Company to Adopt New Ideas Availability of Adequate Funds to Carry Out Package Development Projects Company Support for Continuation of Education The Corporate Structure ZEROS HAVE BEEN OMITTED. |~ _3 A BLANK IS TO BE TAKEN AS A ZERO. DEGREE OF IMPORTANCE LITTLE 1 2 _6 _9 i .2 _2 _5. _l _3 _1_ _5 .1 _9 __ _6 _1 _6_ _3 1 SOME 3 4 22 2131 fifl figs L112. _92 2_93_1 22.x 2.3% EE 1 32 MUCH 8. 9. TABLE 1 (cont'd.) CHECK THE INDUSTRY 0R INDUSTRIES IN WHICH YOU WOULD ACCEPT YOUR FIRST JOB: A. SUPPLIER 57 Corrugated Boxes 53 Glass 46 Folding Cartons 73 Plastics 41 Metal Cans 52 Paper 64 Flexible Packaging 39 Packaging Machinery 15 Other (Please Specify) See Table 4 B. PACKAGE USER _§§__Pharmaceutical _§3__Cosmetic _§Q__Medical Devices _§§__Food _4§__Automotive __§g_ Electronic ._§§_ Chemical __4__0ther (Please Specify) See Table 5 C. IN WHICH AREA DO YOU PREFER TO WORK: 31 Industrial Packaging 71 Consumer Packaging ANSWER THE FOLLOWING QUESTIONS INDICATING THE SIZE COMPANY YOU WOULD LIKE TO WORK FOR: A. THE WHOLE ORGANIZATION (INDIVIDUAL PROPRIETORSHIP, PARTNERSHIP OR CORPORATION) __§__Small (10 to 200 employees, up to $20 million in sales) _42__Medium (200 to 3,000 employees, $20 - $200 million in sales) _2§_ Large (3,000 or more employees, $200 million or more in sales) _24__Don't Care B. THE LOCATION WHERE YOU WORK (PLANT, CORPORATE OFFICE, RESEARCH AND DEVELOPMENT LABORATORIES, SALES OFFICE, ETC.) _29__Small (10 - 100 employees) _10__Large (1,000 or more employees) _42__Medium (100 - 1,000 employees) _22__Don't Care 7 TABLE 1 (cont'd.) RATE THE FOLLOWING CONSIDERATIONS AS THEY PERTAIN TO YOUR CHOICE OF A SMALL, MEDIUM 0R LARGE ORGANIZATION IN QUESTION 9: DEGREE OF IMPORTANCE DON'T CARE LITTLE SOME MUCH O 1 2 3 4 5 Potential for Company to Expand _1 _ _3_ 2_8_ fl 2_4 Starting Salary _1_ _2 _2 31 45 12 Fringe Benefits (Retirement, Stock Options, Profit Sharing, Etc.) ___ _1_ _1_ 25 44_ 28 Security (Assured Continued Employment in Spite of Position Elimination) _1_ _2_ _§_ 14_ 41_ .37 Security (Assured Company Continuance) _l; _2. _4_ 11_ .43 .32 Advancement (Based on Personal Performance) _1_ ___ _1_ 10 34_ 54 Company-Paced Promotion _3; _44 .15 ‘3Q_ 31_ 'IB Opportunity to Transfer to Other Divisions (USA) _42 __4 11 26 39 19 Opportunity to Transfer to Other Divisions (Worldwide) lb—4 0 |—‘ N |-‘ \0 N 0 |\) N lm IN H 5—4 5—; 01 b.) N (A) 03 Opportunities for Continued Education Variety in Package Types and Applications _1_ _3_ _g_ 39_ 40 .17 Availability of Adequate Funds to Carry Out Package Development Projects _ _1 _7 _25 41 _25 Challenge of Work Duties ___ _1' __4 _20 .43 _22 Closeness of Personal Interaction with Fellow Workers ___ ___ _43 _1g 49_ §Z_ Much Interaction with Upper Management _1_ _§_ 23 36 32 ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 8 TABLE 1 (cont'd.) WHAT SIZE COMPANY HAS THE MOST OR HIGHEST: SMALL MEDIUM LARGE Potential for Company Expansion 1§_ _42 ‘31 Starting Salary _2_ 23_ 74. Fringe Benefits (Retirement, Stock Options, Profit Sharing, Etc.) ._1 __g 90 Security (Assured Continued Employment in Spite of Position Elimination) _§_ 23_ ZO_ Security (Assured Company Continuance) _43 1§_ .72 Advancement (Based on Personal Performance) 31_ 4§_ 22_ Company-Paced Promotion ._g .25 .54 Opportunity to Transfer to Other Divisions (USA) ___ 11_ ‘§Z Opportunity to Transfer to Other Divisions (Worldwide) _1_ _2_ Igg Opportunities for Continued Education _2_ .12 .77 Variety in Package Types and Applications __ fl B4 Availability of Adequate Funds to Carry Out Package Development Projects _1_ 12_ §§_ Challenge of Work Duties .43 .35 _1g Closeness of Personal Interaction with Fellow Workers ZZ_ 1§_ _;3 Interaction with Upper Management 73 22 ._4 IN WHAT COMPANY FUNCTION DO YOU EXPECT YOUR FIRST JOB TO BE: 19_ Purchasing 12__Research and Development 1§__Quality Control _10_ Package Graphics .33_ Package Development _§__Production 11_ Sales 11_ Project Engineering 3 Consulting I_g_ Technical Service 2§__Don't Know 2 Other (Please Specify) ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 13. 14. 15. TABLE 1 (cont'd.) WHAT STARTING SALARY 00 YOU EXPECT WHEN YOU GRADUATE? __ $10,000 _ 14,000 _2_1_ 18,000 _5_ 22,000 _ 26,000 11,000 _215,000 __1§ 19,000 2 23,000 127,000 12,000 _416,000 __2_6_20,000 4 24,000 13,000 1 17,000 _821,000 _1_25,000 WHAT PORTION OF YOUR TIME DO YOU EXPECT TO SPEND IN EACH OF THE FOLLOWING AREAS ON THE FIRST JOB? THE TOTAL MUST EQUAL 100%. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Corporate Office g 33 1; _10 3 _2_ _1 _ _ _ _ Plant Office _6_ 21 3_2_ 2_3 E _3_ _2 _l _ _ _ Laboratory __2 E). .23. _1_8_ _9 _§ __l _1 _ _ _ Plant Floor L2 2; _2_§ 22 _8_ j; _1_ _1 _ _ __ Outside Sales 42 _3__3_ 13 _19_ __l _l _ __ __ _ _ Technical Sales 0 Q 12 4 IF YOU HAVE HAD AN INTERNSHIP, WOULD YOU RETURN TO THAT COMPANY FOR A FULL-TIME POSITION IF ASKED? IF YOU DID NOT HAVE AN INTERNSHIP, DO NOT ANSWER THIS QUESTION. EL Yes §_6_ No BRIEFLY EXPLAIN WHY: ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 16. 17. 18. 10 TABLE 1 (cont'd.) ASSUME JOB SATISFACTION AND ADEQUATE PAY, UNDER WHAT CONDITIONS AND WHEN WOULD YOU LOOK FOR A CHANGE OF EMPLOYER? (X THE APPROPRIATE BOX). 1 Prefer not to change employer Better More New End of Position Money Knowledge Other--Specify 1 Year 2 Years 3 Years 4 Years 5 Years UNDER WHAT CONDITIONS WOULD YOU NQI_CHANGE EMPLOYER (CHECK THE LEAST NUMBER IT WOULD TAKE TO MAKE YOU STAY). ____ Pay Keeps Up With Inflation ____ Pay Increases More Than Inflation ____Job Responsibilities Increase .___ Opportunity Exists to Join Management ____ I Will Probably Change Employers Even if Most of the Above Are Available in This Job HOW FAR IN THE FUTURE HAVE YOU PLANNED YOUR CAREER? ___ 1 Year ____5 Years ____15 Years ___ Retirement ___ 3 Years ____10 Years ___ 20 Years ___ Haven't Planned WHAT WILL YOUR POSITION OR TITLE BE AT THIS TIME? ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 11 TABLE 1 (cont'd.) 19. ON MY FIRST JOB I PREFER TO BE SUPERVISED AS FOLLOWS: (AFTER I HAVE LEARNED JOB REQUIREMENTS) _2__Close supervision throughout everyday as you follow a planned routine 2]__Occasional supervision throughout each day as you follow a planned routine. 53 Freedom to make own work decisions with review by supervisor. 1§_ Freedom to make own work decisions with responsibility for final results to supervisor, and very little day-to-day supervision. 20. COUNTING CLASSES, HOMEWORK AND WORK FOR MONEY, I WORK ABOUT: _§L_15 - 30 hours/week .30_ 31 - 4O hours/week .41_ 41 - 50 hours/week 1§_ 51 - 60 hours/week _fi;_61 - 70 hours/week 21. IN MY FIRST 3 YEARS WORKING IN PACKAGING, I EXPECT TO WORK ABOUT: 11__35 - 4O hours/week ZQ__41 - 50 hours/week ‘IZ_ 51 - 60 hours/week _2_ 61 - 7O hours/week 22. A. ASSUME YOUR JOB IS SATISFYING TO YOU, THE PAY IS ADEQUATE AND THE PROSPECTS FOR ADVANCEMENT ARE GOOD. WHAT IS THE LOWEST LEVEL OF WORKING CONDITIONS UNDER WHICH YOU WOULD BE WILLING TO WORK ON A LONG TERM BASIS? PLEASE CHECK. Undesirable Excellent 1 9 2 25 3 1 4 22 5 2 6 22. 8. YOUR DEFINITION OF "PHYSICAL WORKING CONDITIONS" INCLUDES WHICH OF THE FOLLOWING FACTORS: PLEASE CHECK. §2__Cleanliness/Neatness §§__Modern Facilities Z§_ Lighting §2__Noise Level .72__Odors ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 12 QUESTION 1 SUMMARY 222 Of the 244 student respondents, 72% were males and 28% were females. The enrollment figures for the School of Packaging in 1980 indicated 450 males or 72%, and 173 females or 28%. These survey results indicate a model representation of the student body. QUESTION 2 SUMMARY Class Level The class level breakdown for the 244 student respondents is presented in Table 1. The majority were juniors (36%) and seniors (55%). The 1980 figures for the School of Packaging were 253 juniors or 41%, and 227 seniors or 36%. The greater percentage of senior respondents was achieved intentionally by surveying senior level courses and the Packaging Society. Their survey results will be representative of a typical packaging student seeking employment. QUESTION 3 SUMMARY Packaging Work Experience Eleven percent (11%) of the students who were surveyed indicated having prior packaging work experience. Their views and comments with respect to salary and permanent employment with their intern companies are tabulated in later questions. The figures in 1980 showed 13% of MSU packaging students as internship participants or obtaining other forms of packaging work experience. It can be inferred that the number of student respondents with internship experience was representative of the 1980 enrollment figures. 13 QUESTION 4 SUMMARY Job Location Preference When asked to indicate preference for job location with respect to city, suburb or rural areas, undifferentiated responses were obtained. Forty-seven percent (47%) of the students did not care where their employ- ment would be, while 31% desired a suburb-type surrounding. Some students responded by identifying preference to many areas. The degree of importance for job location was indicated in Question 7, and ranked far below other job factors when considering permanent employment. These results reflect the flexibility of a typical packaging student. QUESTION 5 SUMMARY Geographic Preference Geographical preferences of the surveyed students resulted in undif- ferentiated responses with each category receiving nearly equal weighting, while many students identified that many areas would be suitable. With a selection of seven geographical choices, 27% indicated that any location would be suitable for employment. Importance of location was tabulated and ranked in Question 7, and the ranking was lower than for other job factors. Again, these results show the packaging graduate's flexibility. QUESTION 6 SUMMARY On a scale of -5 (undesirable) to +5 (very desirable) the students were asked to judge the importance of certain job factors. (See Question 6 in Table 1.) From this data, each job factor obtained a weight value 14 by multiplying the number of responses with its judged scale value, then summed and divided by the total number of responses. These weighted values were then ranked and are presented in Table 2, page 15. Of the 244 student respondents, 50% judged close interaction with fellow workers to be very desirable (+5) and this factor was ranked first with a weight value of 3.7, to be interpreted as being highly desirable on a scale of -5 to +5. Ranked second with a weight value of 2.3 was the job factor of having much responsibility, with 61% judging it as a desirable (+3) scale value and 13% a very desirable (+5) value. Also ranked second, with a weight value of 2.3, was the job factor of freedom to work independently. Table 2 rankings of job factors also indicates the undesirable job factors in relation to the more desirable ones. It should be noted that fifth ranked, required travel 1/3 of the time, was weighted as being desirable (+1.4), while the respondents ranked required travel 1/2 - 3/4 of the time tenth, and undesirable (-1.9). Along with this, the other extremity of no travel in the job was ranked eleventh with a weight value of -2.1. It may then be concluded that some travel time is important to the student in job selection with excessive travel requirements, as well, as, no travel opportunities rated as undesirable. QUESTION 7 SUMMARY On a scale of 0 (don't care) to +5 (much importance), students were asked to judge the importance of certain job factors when seeking a perma- nent position. From this data each job factor obtained a weight value as was done for Question 6 and was ranked. (See Table 3, page 16.) Ranked first with a weight of high importance (+4.5) was the amount of advancement available, with 58% of the student responses being of much 15 TABLE 2 Initial Job Factors INDICATE THE WAY YOU FEEL ABOUT THE FOLLOWING AREAS WITH RESPECT TO YOUR FIRST JOB: MR 111911 1 Close Interaction with Fellow Workers 3.7 2 To Have Much Responsibility 2.3 2 Free to Work Independently 2.3 3 Flexibility to Vary Working Hours 2.2 4 ' Wide Variety of Package Types 1.9 5 Required Travel 1/3 of the Time 1.4 6 Required Location Changes for Advancement 0.4 6 Strong Affirmative Action 0.4 7 Required to Work Independently 0.2 8 Required Travel 1/3 - 1/2 Time -O.5 9 Large Amount of Company Politics -O.8 10 Required Travel 1/2 - 3/4 Time -1.9 11 No Travel in the Job -2.1 16 TABLE 3 Permanent Position Job Factors RATE THE FOLLOWING CONSIDERATIONS AS TO THEIR IMPORTANCE TO YOU WHEN SEEKING A PERMANENT POSITION: W m 1 Amount of Advancement Available 4.5 Willingness of the Company to Adopt 2 New Ideas 4.1 Availability of Adequate Funds to Carry 3 Out Package Development Projects 4.0 Company Support for Continuation of 3 Education 4.0 4 Starting Salary 3.9 4 Fringe Benefits 3.9 4 Working Conditions (Physical Surroundings) 3.9 5 Location 3.7 6 Company-Paced Promotion 3.6 7 The Corporate Structure 3.4 8 Size of Company 3.0 17 importance (+5). It should be noted that the students distinguish a difference between company-paced promotion and advancement; the latter being defined as recognition and reward based on personal performance as distinguished from a company-paced promotion at a predetermined rate and time increment. Promotion was ranked sixth with a weighted value of 3.6, with only 25% of the respondents indicating company-paced promotion as being of much importance (+5). Willingness of the company to adopt new ideas was considered impor- tant (+4.1), and was ranked second, 36% of the students felt it is very important (+5), and 38% felt it is important (+4). Following was the availability of adequate funds to carry out package development projects and company support for continuation of education. Both were ranked third with a weight value of +4.0. Note the relatively low ranking for starting salary, fringe benefits and working conditions. All three job factors were ranked fourth with a weight of some degree of importance (+3.9). Only 27% of the students indicated that starting salary and fringe benefits were considered as being of much importance (+5), and only 30% regard working conditions as a criteria having much importance (+5). QUESTION 8 SUMMARY When asked to indicate in which industry or industries the students would accept a first job, multiple responses were indicative of their flexibility in job selection. From the data in Question 8A, 57% would accept initial employment in the corrugated converting industry. Applied against the number of graduates for 1980, it appears that the School of Packaging has some 355 potential employees of independent corrugated converters over the next 2 to 3 years. Forty-six percent (46%) indicated 18 interest in the folding carton industry. The most desirable industry was a plastics supplier (73%). When asked to indicate area of preference with respect to industrial and consumer packaging, 71% preferred consumer packaging. The responses of the 19% who indicated other industries were tabulated and are presented in Tables 4 and 5, page 19. Such responses indicated the type of student who has a definite preference in his industry selection, as well as, the type of student who is open minded and flexible with respect to the multiple areas of industrial employment. QUESTION 9 SUMMARY This question was designed to find out whether students expect to work in a large or small organization. Since many companies have a number of relatively small plants, students were asked about both plant size and company size. The results obtained in Phase II of this study indicated that 93% of the AICC companies were classified as a small organization with the remaining 7% as a medium organization. With this information and Table 6, page 20, the following correlation may be presented. Survey results indicated that 74 students or 30% don't care what size plant or company they work for, while an additional 45 students or 18% definitely prefer a small plant or company. These represent a real poten- tial employee pool for the AICC. It is possible that students indicating a desire for medium-size companies would work for an independent corrugated converter. This adds an additional 68 students or 28%. Therefore, there is a 48% pool of high potential with the additional 28% possible if the individual is persuaded that the independent converter is a good place to work. Applied against the number of graduates for 1980, it appears that the School of Packaging has at least 299 and perhaps as many as 474 poten- tial employees of independent corrugated converters over the next 2 to 3 years. 19 TABLE 4 Other Supplier Industries CHECK THE INDUSTRY OR INDUSTRIES IN WHICH YOU WOULD ACCEPT YOUR FIRST JOB: --the ideal is a company with their feet in a little of everything -—food, clothing —-would accept anything --purchaser of packaging materials --resin bargaining --pharmaceutical and medical supply containers --packaging graphics on any material --want a management related job --wide variety of materials --packaging consulting company --consultant, custom design --material handling -—take what I can get --am interested in paper products and their development --no preference --none of the supplier industries --packaging law --any industry would be adequate (3) TABLE 5 Other Package User Industries CHECK THE INDUSTRY OR INDUSTRIES IN WHICH YOU WOULD ACCEPT YOUR FIRST JOB: --purchaser of packaging material --any of the industries (2) --aerospace --distribution --industrial (certain types) --health, beauty --office product manufacturing INDICATE THE SIZE COMPANY YOU WOULD LIKE TO WORK FOR: VALUES REPRESENT ACTUAL STUDENT COUNT - NOT PERCENTAGE 20 TABLE 6 Company Size Preference PLANT SIZE DON'T CARE SMALL MEDIUM LARGE TOTAL DON'T c CARE 38 9 11 1 59 0 M P SMALL 2 6 6 14 A N Y MEDIUM 7 25 68 3 103 S I 2 LARGE 6 8 34 20 68 E TOTAL 53 48 119 24 244 ZEROS HAVE BEEN OMITTED. A BLANK IS TO BE TAKEN AS A ZERO. 21 QUESTION 10 SUMMARY On a scale of 0 (don't care) to +5 (much importance), students were asked to judge the importance of certain job factors as they pertain to their choice of a small, medium or large organization in Question 9A. From this data, each factor was weighted and ranked as it was in Question 6 and 7. (See Table 7, page 22) With 54% of the respondents judging advancement based on personal performance of much importance (+5), this job factor was ranked first with a weight value of +4.4. Again, the distinction between advancement and promotion was evident, with company-paced promotion ranked eighth and a +3.4 weighting. Job security is a matter of some importance to the extent that the students want to know the company will continue in existence, and that they will have a chance to remain employed even if the position they fill is eliminated. Thirty-nine percent (39%) of the students considered assured continuance of the company to be of much importance (+5), and 43% felt it is of some importance (+4.1). This factor ranks second, along with closeness of personal interaction with fellow workers. Third ranked, along with fringe benefits, is assurance of a job in spite of elimination of a position. Some 37% of the students rated this as of much importance (+5), and 41% rated it as of some importance (+4). Both security job factors were ranked higher, with a much greater degree of importance than starting salary, as well as, other job factors. But it is Significant that these two prime factors were rated no higher than +4.0 and +4.1. Also note that only 39% and 37% rate these security factors as +5. The other 60% are not so concerned about it. This may 22 TABLE 7 Job Factors Pertaining to Company Size Selection RATE THE FOLLOWING CONSIDERATIONS AS THEY PERTAIN TO YOUR CHOICE OF A SMALL, MEDIUM OR LARGE ORGANIZATION IN QUESTION 9: MILK 11111911 1 Advancement (Based on Personal Performance) 4.4 2 Security (Assured Company Continuance) 4.1 Closeness of Personal Interaction with 2 Fellow Workers 4.1 Security (Assured Continued Employment in 3 Spite of Position Elimination) 4.0 Fringe Benefits (Retirement, Stock Options, 3 Profit Sharing, Etc.) 4.0 4 Much Interaction with Upper Management 3.9 4 Challenge of Work Duties 3.9 Availability of Adequate Funds to Carry 5 Out Package Development Projects 3.8 5 Opportunities for Continued Education 3.8 6 Starting Salary 3.7 6 Potential for Company to Expand 3.7 7 Variety in Package Types and Applications 3.6 7 Opportunity to Transfer to Other Divisions (USA) 3.6 8 Company-Paced Promotion 3.4 Opportunity to Transfer to Other Divisions 9 (Worldwide) 3.2 23 indicate the packaging students are willing to assume considerable risk under the right conditions. Starting salary ranks sixth with a weight of only 3.7. Only 19% of the students give starting salary a rating of much importance (+5), and 45% rate it +4. Looking at remainders then, 36% of the students consider starting salary as of only moderate importance, while 80% consider it to be less than maximum importance. Compare also the rating given advancement, which 54% of the students rate as of much importance. Starting salary, with 18% (+5) ratings is well down the scale, along with company paced-promotion, opportunity for world-wide transfer and variety of package types as a factor of great importance. QUESTION 11 SUMMARY 0f the job factors that students judged as being important to them in selecting initial employment and permanent positions, and in organi- zational size selection, the student was asked to indicate which size company offered the most or highest of those job factors. From the data in Question 11, Table 8 page 24 is presented. Advancement based on personal performance, the first ranked job factor in Questions 7 and 10, was perceived as being most available in a medium-size company. Forty-five percent (45%) of the students indicated so. Thirty-one percent (31%) indicated that small-size companies offer the most advancement, followed by 22% thinking large companies offer the most. 24 TABLE 8 Student Perception: Job Factors with Company Size WHAT SIZE COMPANY HAS THE MOST OR HIGHEST: COMPANY STUDENT JOB FACTORS SIZE RESPONSE (%) Potential for Company to Expand Medium 49 Starting Salary Large 74 Fringe Benefits (Retirement, Stock Options, Profit Sharing, Etc.) Large 90 Security (Assured Continued Employment in Spite of Position Elimination) Large 70 Security (Assured Company Continuance) Large 79 Advancement (Based on Personal Performance) Medium 45 Company-Paced Promotion Large 64 Opportunity to Transfer to Other Divisions (USA) Large 87 Opportunity to Transfer to Other Divisions (Worldwide) Large 98 Opportunities for Continued Education Large 77 Variety in Package Types and Applications Large 84 Availability of Adequate Funds to Carry Out Package Development Projects Large 85 Challenge of Work Duties , Small 43 Closeness of Personal Interaction with Fellow Workers Small 77 Much Interaction with Upper Management Small 73 25 Student survey results indicated that they think small-size companies offer the highest level of closeness of personal interaction with fellow workers (77%), much interaction with upper management (73%), and challenge of work duties (43%). It should be noted that from Question 6, closeness of personal interaction with fellow workers was ranked first and was heavily weighted over the other 13 job factors with respect to desira- bility for the selection of their first job. (See Table 2, page 15) In Question 10, this job factor was also highly ranked (second with a +4.1 weighting) when selecting a small, medium or large organization to work for. (See Table 7, page 22) Ranked fourth with a +3.9 weighting (Question 10), were the job factors of much interaction with upper management and challenge of work duties. From these three questions, the correlation between what a student desires and what he perceives each size industry having to offer the most of, indicates that the small- and medium-size organization has many positive employment factors to offer, which the student regards as being important when seeking a job. The correlation of important job factors and the students' percep- tion of small- and medium-size companies is presented in Table 9, page 27. The top five ranked job factors are listed with their respective value weightings. Some factors are considered as being of equal importance, resulting in a list of nine job factors. Five of these nine factors are perceived as being highly available within a small- or medium-size company. These five job factors are: Closeness of Personal Interaction with Fellow Workers Much Interaction with Upper Management 26 Challenge of Work Duties Advancement (Based on Personal Performance) Security (Assured Continued Employment in Spite of Position Elimination) The latter job factor, employment security, was ranked third with a +4.0 weighting by students when considering company size. Their perception of employment security within a medium-size company was ranked fifth by 23% of the student respondents. Table 9 also indicates what important job factors the student thinks a small- or medium-size company does not adequately offer the most or highest of. These four factors are: Security (Assured Company Continuance) Fringe Benefits (Retirement, Stock Options, Profit Sharing, Etc.) Availability of Adequate Funds to Carry Out Package Development Projects Opportunities for Continued Education The student percentage that perceive small-size companies offering the most of these four job factors ranged from 1 to 3%, while 9 to 19% thought the medium-size company would offer the highest levels. 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