QNT 351 Week 5 Learning Team Analyzing and Interpreting Data
QNT 351 Week 5 Learning Team Analyzing and Interpreting Data
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Date Created: 11/14/15
Running head: BIMS RESEARCH STUDY 1 BIMS Research Study Name QNT 351 date Instructor BIMS RESEARCH STUDY 2 BIMS Research Study Background and Purpose Headquartered in New York City, The Ballard Integrated Managed Services (BIMS) is a support service company that specializes in providing housekeeping and food services to many corporations and institutions to include 22 Fortune100 businesses. The focus of the research is the BIMS site at Douglas Medical Center (BIMSDMC). The problem BIMS is facing is to determine the cause for the decrease in worker productivity and morale, which resulted in an increase in complaints from the hospital staff and administration (University of Phoenix, 2012 part 1). The purpose of the survey is for BIMSDMC (hereafter called BIMS) employees to express their view about their job and to compute descriptive and frequency techniques and further study data for possible correlations. The research questions ask if respondents enjoy working for BIMS, how many times they called in sick, if they are well trained, if they are paid fairly, and if they like their supervisor. This (survey 2) was the second attempt to complete a survey to satisfy research efforts. The initial survey by BIMS HR personnel did not produce useful findings. The initial sample instrument (survey) had several flaws that made the majority of the results questionable. The initial survey contained biased items and awkwardly worded questions, was missing critical questions, was plagued by data entry errors and was never validated by pretest. Further, to improve the dismal 17.3% response rate of survey 1, HR personnel gave advance information about the purpose and sponsor of the survey, need for gathering employee views, reassurances about confidentiality and anonymity, plus descriptions of how the information would be used (University of Phoenix, 2012 part 2). After pretesting (on BIMS RESEARCH STUDY 3 management and a small worker control group), refinement, and finalization, survey 2 was issued to BIMS employees. The survey goal was to reduce employee turnover and improve morale, so BIMS’ HR manager decided to issue Survey 2 to former employees during exit interviews. This would allow HR interviewers to use both descriptive statistics and frequencies by using the data to predict future resignations and to identify areas of greatest concern to the resigning employees. Both quantitative data and qualitative data are collected in the BIMS survey, although most data is qualitative because of the nature of the company’s main concerns. BIMS then scaled the survey data so managers could troubleshoot the morale and productivity issues. Again, only 78 respondents comprise the sample that represents the 449 employees (minus management staff) of BIMSDMC, although they represented the exiting population instead of current employees. Survey 2 Construct The survey contained 10 statements (S1S10) to gauge perception and job satisfaction, one question (Q11) to determine the respondent’s reason for quitting the job, and three questions (QAQC) to gather demographic information (University of Phoenix, 2012 part 2). The responses for questions 110 are ordinallevel data. The respondents provide an answer on a scale of 1–5. A response of 1 represents “Do Not Agree,” 3 indicates a neutral response, and 5 represents “Strongly Agree.” The data is considered ordinallevel data because a rating of 5 does not indicate the respondent agrees 5 times more strongly than a rating of 1. Question 11 is answered at the nominal level because the ratings of A, B, C, D, and E represent a written description of why the respondent left the company. Responses to demographic question A are BIMS RESEARCH STUDY 4 at the nominal level because the respondent indicates which of three divisions for the respondent worked. Responses to demographic question B are collected at the ratio level. The respondent indicates (in years and months) how long they have worked for the company. Demographic question C collects data at the nominal level because the responses indicate the gender of the respondent. Hypothesis The Learning Team hypothesis is that the cause of the company’s high turnover rate is due to low worker morale stemming from work conditions (shift, hours, training, and supervisor – questions 1,2,4,5 and 9). Mean agreement ratings of neutral or less in these areas will indicate this null hypothesis. The alternate hypothesis is that the high turnover rate does not stem from low morale from work conditions (indicated by mean agreement ratings greater than neutral in these areas). Survey Question Summary S1 (statement 1): You are well trained for your work. The positive skew and mean of 2.82 indicate that most workers do not feel confident that they have been trained well for the work that they are doing. This statistic coupled with the low worker experience level (question QB) lead to a critical issue: many workers do not know (or are not sure of) what they are doing. S2: The company provided the needed training. The mean is 2.86 and over 70% of respondents are neutral or worse on the question. This is a strong indication (as in question 1) BIMS RESEARCH STUDY 5 that the workforce isn’t comfortable with the company’s training program or its ability to meet worker needs. S3: You were fairly paid for the work you did. With a mean near 3 it would appear that the respondents are neither satisfied nor dissatisfied with the level of compensation they received. However, because so few respondents indicated they agreed they were fairly compensated there may be a need to look at compensation as a contributing factor to the high turnover. S4: You were given as many hours that you desired. Respondents indicated they were not being given as many hours as they desired. This may be connected to compensation levels. Because they do not believe their efforts are fairly compensated they need to work more hours to meet income needs. The median and mean are at or very near 3 (Neutral) and a mode of 2 (between Do Not Agree and Neutral) might suggest the respondents are not getting the amount of hours they asked. S5: Your supervisor treated you fairly. With a mean slightly over 3 it would appear that the respondents are neither satisfied nor dissatisfied with the level of fairness from their supervisor or subordinates. However, because so few respondents specified whether or not there supervisor treated them fairly gives an indication that their leadership should be evaluated. S6: Your manager treated your division fairly. Respondents pointed out that they felt there manager did not treat their division fairly due to their response. The median and mean are at or a little over 3 (Neutral) and a mode of 2 (between Do Not Agree and Neutral) might suggest the respondents are not comfortable with how there manager treats there division. BIMS RESEARCH STUDY 6 S7: The company is good at communicating. With a mean close to 3 it appears the respondents are neither satisfied nor dissatisfied with the level of communication between the company and employees. However, because so few respondents specified whether or not communication was good they may be a need to look different avenues for a better working environment. S8: Your job was secure. Respondents pointed out that they felt their jobs were not secure due to their response. The median and mean are at or very close to 3 (Neutral) and a mode of 2 (between Do Not Agree and Neutral) might suggest the respondents are not comfortable with where they are standing as far as job security. S9: You liked working at this location. The positive skew, mean of 2.59 and median/mode of 2 clearly indicate that most respondents were not happy with their work location (Lind, 2011). The six high outliers suggest that there may be issues to address (e.g. preferential treatment or bias). S10: Getting to and from work was easy. The mean of 2.85 suggests that slightly more of the workers have a difficult time getting to work than those who have no difficulty. Although the company may not be able to directly remedy this problem, it is noteworthy that nearly 25% of respondents rated this area a 2. Q11: What was the primary reason that led you to decide to quit? The mean, median, and mode are all at or very near 2 (I do not like my supervisor). This indicates that supervisors are a significant reason for respondents leaving the company. BIMS RESEARCH STUDY 7 QA: In which division do you work? There are three choices: food, maintenance, and housekeeping. And they are coded 1, 2, and 3 respectively. Over 45% of the respondents worked in maintenance. QB: How long have you worked for BIMS? The majority of respondents worked with BIMS between 1 and 2 years. Most of BIMS’ employees are relatively new and have not been on the job very long. QC: What is your gender? The majority of respondents working for BIMS are males. Employee distribution is 70% male and 30% female. Conclusion We have several conclusions about what the data indicates and whether the null hypothesis is proven. The null hypothesis is proven true: statements 1,2,4,5 and 9 had means of 3.0 or less, indicating an employee morale problem in the areas of work environment. This hypothesis is further proven by the fact that the overwhelming number of former employees say they quit the job due to supervisor problems. Furthermore, no question in the survey had a negative data skew, indicating the employees are not overwhelmingly happy with the company’s performance in any area. Training is crucial to continuous employability and selfworth of employees (Mamaqi, 2011, pg. 659). While the Learning Team still feels the 17.3% response is too small a sample size, the quality of the survey data is much improved over survey 1. There is no question the company must address these work environment issues if it intends to reverse the high turnover trend. BIMS RESEARCH STUDY 8 Appendix A – Charts, Graphs and Supporting Data BIMS RESEARCH STUDY 9 BIMS RESEARCH STUDY 10 BIMS RESEARCH STUDY 11 BIMS RESEARCH STUDY 12 BIMS RESEARCH STUDY 13 References Lind, D. (2011). Basic Statistics for Business and Economics (7th ed.). New York, NY: McGrawHill Irwin. Mamaqi, X., & Miguel, J. (August 2011). The Relationship between Employability and Training. World Academy of Science, Engineering and Technology Journal, 80(1), 656660. University of Phoenix. (2012). University of Phoenix Material: Ballard Integrated Managed Services, Inc., Part 1. Retrieved from https://portal.phoenix.edu/classroom/coursematerials/qnt_351/20120110/ University of Phoenix. (2012). University of Phoenix Material: Ballard Integrated Managed Services, Inc., Part 2. Retrieved from https://portal.phoenix.edu/classroom/coursematerials/qnt_351/20120110/
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