QNT 351 Week 5, Team Assignment - Analyzing and Interpreting Data Paper
QNT 351 Week 5, Team Assignment - Analyzing and Interpreting Data Paper
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Date Created: 11/09/15
Analyzing and Interpreting Data BIMS Inc QNT 35 1 Analyzing and Interpreting Data 2 Analyzing and Interpreting Data BIMS Inc Consulting Group Team D has performed a series of analysis on behalf of the top management of Ballard Integrated Managed Services Inc BIMS These tasks were the result of an emerging trend of attrition and employee dissatisfaction within their organization The initial actions taken involved data collection that were presented in the form of an internal employee survey The data collection analysis revealed our hypothesis and we set out to prove that the increase in employee turnover was due to low employee morale and poor employee performance The initial survey leads us to a very low response rate of l73 we did not achieve our goal of obtaining the feedback of the vast majority of BIMS employees By proceeding with our initial findings we analyzed displayed and interpreted the outcome shows that BIMS was experiencing high turnover due to low pay and lack of communication within the organization This information provided to be promising from the perspective that we were narrowing down to the core issues within BIMS it just was not relevant enough for management to determine an effective course of action or forecasting The inferences made through our descriptive analysis approach made use of all three levels of measurement and dispersion were used and allowed us to rank the nominal feedback on scale of one through five convert the ordinal and ratio feedback into a numerical value where necessary The demographic based questions were significant collected data based on years of service division gender and role and facilitated in our manipulation of the survey data In combination we were able to scratch the surface on a pattern of data that ranked very negatively and that also met the condition of our hypothesis so all was not lost in our initial attempt Analyzing and Interpreting Data 3 At this point we have been revisited by BIMS management to analyze and interpret a second set of data that has been reengineered to utilize the exit interview as a means of gaining further insight on the initial patterns of data surrounding the attrition of BIMS employees Their mind set is that if they can better understand the rationale behind employee dissatisfaction then they could possibly create an intentional method for predicting when an employee reveals a pattern or behavior that leads to their untimely resignation Analysis of Selected Exit Interview and Employee Survey Questions The analysis of Question 1 of the exit interview you are well trained for your work reveals a mean of 282 a median of 3 and a mode of 2 The sample standard deviation is 121 with a sample variance of 147 Similarly the same question asked in the employee survey indicated a mean of 288 a mean of 3 and a mode of 2 The sample standard deviation is 140 with a sample variance of 197 The data indicates that most employees responded with a response of 2 which indicated employees did not believe they received adequate training for the work they provided Both the exit interview and the employee survey questioned employees to determine if they were fairly paid for the work The data collected from separated employees indicated a mean of 294 a median of 3 and a mode of 2 The sample standard deviation for this question is 137 with a sample variance of 188 Responses from current employees on this topic show a mean of only 206 a median of 2 and a mode of 2 The sample standard deviation is 98 and the sample variance is 97 Based on these findings it is clear that a shift has occurred within the company that has caused employees to believe compensation is not commensurate with the work they provide Analyzing and Interpreting Data 4 In response to the fair treatment by your supervisor question the former employee data set indicates a mean of 312 a median of 3 and a mode of 5 The sample standard deviation is 140 with a sample variance of 197 The current employee data set shows a mean of 287 a median of 3 and a mode of 2 The sample standard deviation is 139 and a sample variance of 193 The majority of current employees reported below average satisfaction of their treatment by their supervisors The majority of former employees indicated strong agreement that they were treated fairly by their supervisors However it should be noted that the majority of both employee groups did not agree or had negative responses to the question pertaining to their managers or supervisors boss s treatment of the divisions The exit interview and employee survey also asked employee groups if they thought the company is good a communicating The majority of former employees responded with a rating of 4 in a scale form one to five with five indicating strong agreement The mean in the exit interview is 285 with a median of 3 The mean in the employee survey is 222 but the median was only 2 The majority of current employees responded with a 2 rating on a scale from one to five with a score of 1 indicating a very negative response The company should take measures to improve communication at all levels within the organization In the exit interview separated employees were asked if their jobs were secure The mode for that question was only a 2 the mean was 294 and the median was 3 The question in the employee survey you do not fear that you will lose your job again revealed a mode of 2 The median resulting from this data set is 265 and a median of 2 Both former and current employees had or have reservations pertaining to the security of their jobs Analyzing and Interpreting Data 5 Analysis and Recommendations The initial survey was completed to gain better insight into the turnover rates of BIMS Unfortunately the information did not provide BIMS with the exact information they were looking for The cause of this was the survey questions limited survey return and entry errors An effort to gain a better insight was completed with the completion of a new survey The new survey was conducted as an exit interview Much of the same information was obtained such as gender length of service work division training pay and organizational communication but question wording and response wording changed Appendix C shows the initial results of the BIMS survey which correlated responses 1Very Negative5Very Positive Appendix D shows BIMS changed the survey format for 1Strongly Do Not Agree5Strongly Agree The original data presented in Appendix C shows that there are a few conclusions that can be inferred Question A asks In which division do you work Based on the data there is a fair representation of food and housekeeping workers in the survey but maintenance only represented 12 of the survey One must keep in mind the survey only generated a 173 response from employees so it is plausible that maintenance represented the group with the largest non response rate Question B asks how long have you worked for BIMS The information provides a range in months of the survey respondents The range was from two months of service to 328 months Although this is a very broad range the average of respondents does represent 54 months which is equivalent to 4and a half years The average BIMS survey respondent has been with the company long enough to adequately analyze the survey questions and provide realistic I39CSpOIlSCS Analyzing and Interpreting Data 6 Question C is just a general question that represents the gender of the respondents 63 of the respondents were male while 37 were female Question D asks are you a manager or supervisor Only 15 were a manager or supervisor while 81 were in a position of non management From this information we can conclude that men and nonmanagement made the largest representation of the survey respondents From the survey questions asked the majority of the responses were very negative 1 and negative 2 This means BIMS employees are not happy with the work condition they are experiencing In response to this feedback management would need to get a larger survey pool to try and get an accurate assessment of the way employees are feeling This can be accomplished by making the survey required and heading members of management in charge of accumulating the surveys from the employees they directly supervise Once the surveys were gathered and another look into the data was done similar to the ones already compiled necessary adjustments were made in the organization BIMS was already experiencing high turnover rates and this pattern will continue if there is no change The highest areas of negativity were in regards to pay and organizational communication The best way to address these two issues was by comparing industry pay with BIMS pay scales and finding better strategies of communication with employees Once these two issues are addressed it will be easier to address the other issues in the survey that posed concern for the management of BIMS Unfortunately the second survey had a return rate equally as low as the first with 78 responses All of the questions asked had responses where the percentages were higher in the 1 and 2 sections which were strongly do not agree and do not agree These questions were too Analyzing and Interpreting Data 7 similar to the initial BIMS survey and were not helpful in analyzing a different trend for the new information The most valuable information obtained by the exit interview was question 11 What was the PRIMARY reason that led you to decide to quit Appendix D The survey s results showed that the primary reason for employees quitting was their dislike of their supervisor This shows BIMS that they may have an issue with the treatment given by their supervisors and may need to retrain these supervisors In conclusion the data collection analysis revealed our hypothesis to be true We received significant evidence that proved that the increase in employee turnover was due to low employee morale and poor employee performance all of which is due to lack of communication between the employee and the supervisors Analyzing and Interpreting Data 8 References McClave J T Benson P G amp Sincich T 2011 Statistics for business and economics 1 1th ed Boston MA PearsonPrentice Hall Perreault W D lr Cannon l P amp McCarthv E l 2011 Basic marketinqA marketing strategy planning approach 18th ed New York NY McGraw Hill 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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