QNT 351 Week 3 Learning Team Summarizing and Presenting Data Set 2
QNT 351 Week 3 Learning Team Summarizing and Presenting Data Set 2
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Date Created: 11/14/15
Week 3 – Summarizing and Presenting Data Name QNT/351 Date Instructor Name Summarizing and Presenting Data Ballard Integrated Managed Services, Inc. (BIMS) performed an instrument of measure by implementing a survey to its employees. The purpose of the employee survey via paycheck submission was to attempt to determine possible reasons for high employee turnover rates. Data analysis is a vital function for companies to accurately interpret survey results and helps companies make the necessary operational adjustments to remain competitive and be successful. This paper will examine six questions from the BIMS survey and analyze the data using descriptive statistics. Suggestions to the BIMS management team to improve their employee turnover rate will be presented based on the data analysis. Question 1 – How well do you enjoy working for BIMS? BIMS staff used numeric codes to describe the nominal, ordinal, and interval data. The data is organized and assessed to evaluate the procedures that were implemented. Appendix A is a BIMS staff coded employee numerical survey. Descriptive statistics were used to present a profile of the data, including averages, mean, median, and mode to describe the group scores or ratings. With the use of ordinal measurements, BIMS staff can use mode, the most common value, or median, the middle ranking, to determine the central tendency. The analysis of Question 1, how well the employee enjoys working for BIMS, reveals a mean of 2.81, a median of 3, and a mode of 2. The sample standard deviation is 1.41 with a sample variance of 1.98. The data indicates that most employees responded with a response of 2, which indicated employees’ enjoyment of their work experiences is below average as illustrated below. Figure 1: Descriptive statistics: How well do you enjoy working for BIMS? Q1 count 78 mean 2.81 sample standard deviation 1.41 sample variance 1.98 minimum 0 maximum 5 range 5 1st quartile 2.00 median 3.00 3rd quartile 4.00 interquartile range 2.00 mode 2.00 low extremes 0 low outliers 0 high outliers 0 high extremes 0 Frequency Distribution – Quantitative Q1 cumulative lowe uppe midpoin widt frequenc percen percen r r t h y t frequency t 0 < 0 0 1 1 1.3 1 1.3 1 < 1 1 1 0 0.0 1 1.3 1 < 1 1 1 15 19.2 16 20.5 2 < 2 2 1 0 0.0 16 20.5 2 < 2 2 1 21 26.9 37 47.4 3 < 3 3 1 0 0.0 37 47.4 3 < 3 3 1 15 19.2 52 66.7 4 < 4 4 1 0 0.0 52 66.7 4 < 4 4 1 13 16.7 65 83.3 5 < 5 5 1 0 0.0 65 83.3 5 < 5 5 0 13 16.7 78 100.0 78 100.0 Question 2 – Do You Enjoy Your Shift? Below are charts and diagrams that indicate the descriptive statistics based on the survey results for question number 2; do you enjoy your shift? The results show that the majority of employees surveyed do not highly enjoy their shift. The mean result was 2.73, with a standard deviation of 1.45 and a sample variance of 2.10. This indicates that of the 78 employees surveyed, 28.2% were not satisfied with their shift, while 17.9% were highly dissatisfied. Only 15.4% were totally satisfied with their assigned shift, and 17.9% were somewhat satisfied with their shift, leaving a percentage of 16.7 employees surveyed who were in the middle. Some employees chose not to answer resulting in 3.8% unknown. The histogram and frequency polygon clearly indicate that the majority of employees surveyed were dissatisfied with their shift, marking a score of two on the question. This is a good indicator of low employee moral and most likely a contributing factor to the high employee turnover rate. These results are further proved by the mode for the data set: two. The median and mean were fairly close, at 2.5 and 2.73 respectively. However, the best measure of central tendency would be the median in this case because a total of 46.1% of employees surveyed were dissatisfied with their assigned shift versus only 33.3% of employees who were satisfied. The 16.7% of employees who scored a three on the question can be lumped into the dissatisfied category. Although they were more or less indifferent on their assigned shift, by not scoring a positive result, it can be reasoned that they feel there is room for improvement in their assigned shift, otherwise they would have scored a more positive result of four or five. To help improve employee moral and lower the high turnover rate, the BIMS management team could institute a more flexible shift assignment protocol, taking into consideration their employee’s requests for certain shifts based on lifestyle and other duties they may have outside of work. By instituting a more flexible policy and allowing employees to swap shifts with each other, this could help to lower the high turnover rate by helping to keep the employees satisfied with the shifts they have to work. Results for Data Analysis of Question 2: Descriptive statistics # 1 count 78 mean 2.73 sample standard deviation 1.45 sample variance 2.10 1st quartile 2.00 median 2.50 3rd quartile 4.00 interquartile range 2.00 mode 2.00 low extremes 0 low outliers 0 high outliers 0 high extremes 0 Frequency Distribution Quantitative Dat a cumulative lowe uppe frequenc percen frequenc percen r r midpoint width y t y t 0 < 0 0 1 3 3.8 3 3.8 1 < 1 1 1 14 17.9 17 21.8 2 < 2 2 1 22 28.2 39 50.0 3 < 3 3 1 13 16.7 52 66.7 4 < 4 4 1 14 17.9 66 84.6 5 < 5 5 1 12 15.4 78 100.0 78 100.0 Question 4 – How many times have you called in sick in the last month? The Ballard Integrated Managed Services, Inc. (BIMS) has surveyed their employees and received 78 responses. Of the 78 responses 38.5% were male and 61.5% were female. So the majority of the responses came from women working for BIMS. BIMS sent the survey out to three different departments, Food Service, Housekeeping, and Maintenance. The responses from each of these departments came back as 41.03% from Food Service, 46.2% Housekeeping, and 11.5% from Maintenance, 82.1% were associates and 17.9% were managers. The data shows women are not as happy as the men, and the housekeeping department should be evaluated for the rash of turnovers, followed closely by food service. In most companies when the sick calls increase (nonFlu season) it is because the employees are frustrated and burned out for a variety of reasons. These reasons among others have not been discussed in the survey nor were these concerns brought up at the individual exit interviews. Question 6 – You are paid fairly for the work you do. Another one of the questions within the survey asked about the fairness of pay rates Column1 Column2 versus the job performed. Three divisional groups 41.03% Food Division Housekeeping 46.15% Division Maintenance 11.54% Division were surveyed: Housekeeping, Maintenance, and Food Services. The table below represents the percentage of the total surveyed responses from each division. Respectively the housekeeping division was the largest divisional response to this survey. The question responses correlated to either a very negative, negative, neutral, positive, very positive, or no response answer. Based on the survey data collected 38% of the population felt negative toward the fairness of the pay rate received. Ironically 26% responded very negative and neutral toward this question. Not one person answered the pay was very positive in fairness. What this information tells BIMS is that a review of the pay rates versus job performed should be administered to determine if changes should be made. To further break down this information, looking at which division responded in what manner will help BIMS determine the job duties needing reflection. Based on this survey data BIMS can likely conclude that the all three divisional positions need reviewing and possible altering of pay rates. Other possible solutions may be frequent pay rate reviews, annual pay raises, increase in pay rate amounts, or some other form of financial reward or incentives to maintain its current employee status. Frequency Distribution – Quantitative Q6 cumulative lowe uppe midpoin widt frequenc percen percen r r t h y t frequency t 0 < 0 0 1 3 3.8 3 3.8 1 < 1 1 1 0 0.0 3 3.8 1 < 1 1 1 20 25.6 23 29.5 2 < 2 2 1 0 0.0 23 29.5 2 < 2 2 1 30 38.5 53 67.9 3 < 3 3 1 0 0.0 53 67.9 3 < 3 3 1 19 24.4 72 92.3 4 < 4 4 1 0 0.0 72 92.3 4 < 4 4 0 6 7.7 78 100.0 78 100.0 Question 7 – Your supervisor treats you fairly In this survey question, BIMS is inquiring about the fair treatment of its employees. The survey questionnaire asked three different divisions to rate the treatment the employee received. Of the 449 employees surveyed, only 78 employees responded, thus only 17.37% of the total population. The 17.37% of the employee divisional responses included: 36 Housekeeping employees, 32 Food Services employees, and 9 Maintenance employees. Unfortunately, the employee response resounded its highest response at 28.21% Negative, with only 15.38% responding positively. Within the maintenance division 33.33% responded very negatively, with 37.50% of the food services answering negative, and on good note housekeeping responded 22.22% positive. These results reveal to BIMS that although housekeeping responded majority surveyed positive, the other divisions have an issue with how their supervisor treats them. A possible solution would be to investigate further which supervisors have previous complaints and try and make changes about how employees are treated. Figure 5: Descriptive Statistics: Your supervisor treats you fairly. Q7 count 78 mean 2.87 sample standard deviation 1.39 sample variance 1.93 minimum 1 maximum 5 range 4 1st quartile 2.00 median 3.00 3rd quartile 4.00 interquartile range 2.00 mode 2.00 low extremes 0 low outliers 0 high outliers 0 high extremes 0 Frequency Distribution – Quantitative lowe uppe midpoin widt frequenc percen percen r r t h y t frequency t 1 < 2 2 1 15 19.2 15 19.2 2 < 3 3 1 21 26.9 36 46.2 3 < 4 4 1 15 19.2 51 65.4 4 < 5 5 1 13 16.7 64 82.1 5 < 6 5 1 14 17.9 78 100.0 78 100.0 Question 9 – The Company is good at communicating Another question included in the survey that BIMS asked their employees to complete is “The company is good at communicating”. The table below shows the combined responses made by the employees of all three divisions. The responses range from very negative to very positive on a numbered scale of one through five. The median response is 2, the mode is 2, and the mean is 2.23, which all correspond to a negative answer. The negative answer that corresponds to the number two makes up 43% of the responses and is the largest piece of the pie chart. This chart shows that most employees do not feel that BIMS communicates well, 65% of responses are negative or very negative and only 5% are positive. The table below shows the responses broken into how each division answered. The table shows that the food service workers felt that BIMS does not communicate very well as they had zero positive responses and the most negative responses. The maintenance department has close to the same amount of responses in each category. Management should form a plan to increase communication between them and the employees. Without effective communication employees do not feel satisfied with their jobs and can lead to a higher turnover rate. Ultimately this survey conveyed to BIMS that several issues need to be addressed, and changes will need to happen to decrease the high employee turnover rates. In particular, employee satisfaction with working for the company is below average, dissatisfaction with employee shifts are high, large amounts of sick calls, employees are dissatisfied with pay rates, employees feel a sense of mistreatment, and the company reflects a lack of proper communication. All of these issues affect the overall morale of the employees and as such BIMS needs to address each and every issue within every division and make changes to alter the employee turnover rates. This survey should be used as a tool to determine which divisions have more issues than others and determine how to find ways to boost morale and keep the employees happy. References Lind, D.A., Marchal, W.G., & Watchen, S.A. (2011). Basic statistics for business and economics (7 ed.). New York, NY: McGrawHill/Irwin University of Phoenix. (2012). Week Two supplement: Ballard Integrated Managed Services, Inc. Part 1. Retrieved from https://portal.phoenix.edu/classroom/coursematerials/qnt_351/20121127/OSIRIS:43517012
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