QNT 351 Week 5 Learning Team Analyzing and Interpreting Data Set 1
QNT 351 Week 5 Learning Team Analyzing and Interpreting Data Set 1
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Date Created: 11/06/15
Analyzing and Interpreting Data QNT 351 Name Date Instructor Name Analyzing and Interpreting Data BIMS asked Learning Team A to review the information from the survey s and act as consultants and review the second set of data Confusing wording and entry errors collected from the initial survey did not report conclusive results for the management team of BIMS The study population for the second set of data was changed after careful review and now surveys the employees who voluntarily left BIMS The BIMS survey team introduced an exit interview to help senior management gain a better understanding of what causes employee dissatisfaction how dissatisfied they are before they depart and hopefully to create a model that can predict employee resignation Analysis of Selected Exit Interview and Employee Survey Questions Question one in the analysis in the exit interview asks employees how well trained they are for their work The question disclosed a mean of 282 a median of three mode of two and a sample standard deviation of 121 with a sample variance of 147 That same question when asked in the initial employee survey had disclosed a mean of 288 a mean of three mode of two and a sample standard deviation is 140 with a sample variance of 197 The information shows that most of the responders answered the question with a response of slightly negative The data shows that the employees that left BIMS more often believe they did not receive acceptable training for the work they were performing The exit interview and employee survey surveyed former employees about their opinion of whether their pay was fair compared to the work they performed Information collected from current employees showed a mean of 206 a median mode of two and a sample standard deviation of 098 with a sample variance of 097 Information collected from the exit interview survey from former employees in regards to the company s payrate showed a mean of 294 a median of three mode of two and a sample standard deviation of 137 with a sample variance of 188 The information shows that former employees believed that the wages paid by BIMS were not of fair value compared to the work they felt they performed In the question concerning fair treatment by their current BIMS supervisor employees responded with below average satisfaction levels of the treatment by their direct supervisor Data collected in the exit interview specified a mean of 312 a median of three a mode of 5 and a sample standard deviation of 140 with a sample variance of 197 The survey of former BIMS employees showed a mean of 312 a median of three a mode of 5 and sample standard deviation of 140 with a sample variance of 197 The responses from BIMS current and former employees displayed scores below average The initial survey and exit interview questions concerning communication in the workplace showed that the majority of BIMS current employee s responded two The responses indicated that there was slight disagreement with the level of communication at BIMS Former employees were asked to answer the survey questions on a scale of one to five Five indicating that they strongly agreed with the statement and one indicating that they completely disagreed with the statement The data collected from the exit interview mean scored 285 with a median of three In the initial employee survey mean scores 222 however the median scores two The responses showed that BIMS employees both current and former were not completely satisfied with the level of communication at work and that BIMS should take a look at ways to improve communications between management and employee s Employees both current and former were surveyed to see what level of job security they possessed at BIMS Both groups showed uncertainty concerning their level of job security In the data collected the exit interviewed showed a mode of two a mean of 294 and a median score of three The initial survey of employee s asking if they feared they could lose their job showed a mode scored two the mean of 265 and a median result of 3 indicating most former employees were close to neutral about their job security Both surveys show that employees at BIMS did not feel secure about how long they would have their job Former employees actually communicated that they felt they had more job security than current employees Analysis and Recommendations In efforts to gain better insight into the turnover rates BIMS conducted an initial survey however the information collect in the initial survey unsuccessfully provided BIMS with the accurate information the company was looking for The survey was unsuccessful because of entry errors particular survey questions and the limited returns on the survey To obtain more detailed and precise data the survey team completed a new survey The management team conducted the new survey as an exit interview The new exit interview survey contained similar information used in the first survey including the employee s gender work division length of service training organizational communication and payrate However the survey team made changes in the wording of the surveys questions and responses The initial results of the first BIMS survey shows Appendix C associated responses from one through five consisting of one equaling Very Negative and five equaling Very Positive In Appendix D the BIMS survey team altered the survey s format to one equaling Strongly Do Not Agree and five equaling Strongly Agree In Appendix C the original data also displays a few questions with misleading decisions such as Question A asks In which division you work stats show that the food and housekeeping employees fairly represented the survey however stats show that only 12 maintenance department represented the survey The management team must keep in mind that the survey produced only a 173 response from employees therefore it is most reasonable to believe that the maintenance department had the largest nonresponse rate Question B asks How long have you worked for BIMS the data provided the survey responders with a range of two months to 328 mouths of service of service with BIMS The range was a wide ranging however BIMS survey respondents worked for the BIMS long enough to provide accurate responses and sufficiently answer the survey questions The average of respondents represented 54 months that equals four and a half years Question C asks What is your gender This information represented that 37 of the responders were female and 63 were male Question D asks Are you a manager or supervisor This information represented that 81 were on the responders worked in a position of nonmanagement and only 15 of the respondents are managers or supervisors This information shows that the largest responders of the survey were men and nonmanagement The majority of the responder s responses to the initial survey questions results were 1 very negative and 2 negative This represents that the work condition at BIMS is unsatisfactory to BIMS employees Management needs to respond to this feedback by obtaining more participation in survey A larger group of responders will assist management in obtaining a more accurate assessment of the way BIMS employees feel BIMS management can accomplish the participation of employees by making the survey mandatory and holding the management team responsible for collecting the surveys from the employees under his or her direct supervision In addition to gathering and examining the results of the survey BIMS management team also must make the necessary adjustments within the company s work environment The high turnover rate pattern at BIMS Inc will continue if BIMS does not make changes therefore to address these two issues management must compare the two highest areas of negativity that consist of pay and organizational communication Comparing BIMS pay scales with other local industries and improving BIMS strategies of communicating with employees will help in addressing other issues that concern the BIMS management team BIMS second survey return rate results unfortunately also were as low as the first survey The78 of employees who responded to the questions responded highly as strongly do not agree and do not agree These questions were not helpful in assisting BIMS management team in evaluating a different development for obtaining new information however question 11 What was the primary reason that led you to decide to quit was the most valued data obtained in the exit interview survey Appendix D These results re ected that most employees quit because of the dislike of his or her supervisor This confirms that BIMS management may have an issue with supervisors misusing employees To improve these issues management must retrain company supervisors and take corrective action if necessary In conclusion statistics show that the hypothesis is true because of the results in the data collection analysis The Team successfully recognized significant evidence that proves the lack of communication among employee and his or her direct supervisors which prompted low employee morale and poor employee performance and the increase in employee turnover rate References University of Phoenix 2011 Week Two supplement Ballard Integrated Managed Services Inc Part 1 Retrieved from University of Phoenix QNT351 Quantitative Analysis for Business course website McClave J T Benson P G amp Sincich T 2011 Statistics for business and economics 11th ed Boston MA PearsonPrentice Hall Perreault W D Jr Cannon J P amp McCarthy E J 2011 Basic marketing A marketing strategy planning approach 18th ed New York NY McGrawHill Irwin University of Phoenix 2011 Week Two supplement Ballard Integrated Managed Services Inc Part 1 Retrieved from University of Phoenix QNT351 Quantitative Analysis for Business course website
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