Paper: Data Analysis

The data collection for my organizational survey was interesting to say the least. One final e-mail reminder this week helped me to obtain the minimum required responses I had previously set for myself. Without the required number I feared the data may be skewed or I didn’t capture exactly what I was looking. This assignment will detail and document the results of my organizational survey. First, the raw data will be posted for review.

Data Entry:

In regards to the data entry, figure 5.3 of our textbook shows data entry as the first step of the six step process (p. 158, Church & Waclawski, 2001). Using a program like Microsoft Excel, allowed the data entry process to be relatively seamless. Additionally, websites like Survey Monkey also provided easy data entry as well for a nominal fee. Shortly, the Excel spreadsheet will detail the results of the survey conducted within my organization.

Data Preparation:

Luckily, all 10 questions were answered within the survey. For data analysis purposes this is exactly what is needed as completion of all questions by all respondents does not allow for much confusion or invalidated questions. Therefore, there will not be a need to remove any incomplete responses.

Statistical Analysis:

The model of survey used required the respondents to answer from five options: strongly disagree, disagree, neither agree nor disagree, agree and strongly agree. Based on this the statistical analysis that will be used will be the mean. The text states that mean is, “the average response obtained for a given item across all respondents” (p. 173, Church & Waclawski, 2001). Each answer option is given a numerical value from 1-5; strongly disagree is 1 point with each answer moving upward to 5 points (strongly agree). Once calculated, I can rank them in order.

Table 1

Table 2

Response Patterns/Themes:

Based on the tables above, all the questions rated fairly high. As data was being gathered, it was interesting to see that many of the respondents, whether it was gender or age all felt the same way about many of the questions. The questions are ranked in order on Table 2. The good news is that most people felt like their role within the organization was valued. All in all, the survey results were positive and job satisfaction was better than expected.

Write-in Comments:

Not everyone left comments on the questions when offered the opportunity; however, the comments that were left were helpful and will be used as options to improve job satisfaction on that particular question.

Question 7 asked: Monthly teambuilding events would improve your job satisfaction.

The rating was a 3.8 overall and the following six comments were left as suggestions:

- Sports, Social grilling out, off-duty social time

- Thematic potlucks

- I am starting up a new monthly lunch-and-learn to help w/ synergy among the different sections

- Monthly lunches, quarterly sports days

- Off site somewhere fun

- Paintball BBQs Obstacle course events

Question 8 asked: I have opportunities to manage programs.

The rating was a 4.4 overall and the following three comments were left as suggestions:

- No specific programs at moment, but open to anything to improve team dynamics.

- In charge of managing several programs solely.

- Would like to lock the current programs to a clear idea as to where they are going and who is in charge.

Question 9 asked: There is a clear delineation of duties within the organization.

The rating was a 3.6 overall and the following four comments were left as suggestions:

- Clear duties are established, however, there are times when unexpected "priorities" are presented that effects pre-established duties.

Data Entry

You should have 10 questions.

“How flexible is the agency with respect to your personal/family responsibilities.” The responses to this question shifted to one side of the scale. A majority of the respondents agreed that the agency is very flexible to personal/family responsibilities. 68.75% very flexible and 18.75% flexible. The median of the responses is 5, which is very flexible.

After reviewing the approaches to conceptual level analysis I decided to analyze using similar scale questions.

Response Patterns

For the conceptual level analysis I ranked similar questions as I felt this type of analysis applied to my survey questions the most. For the sake of this measurement, since 3 is completely neutral 3.5 would be the difference between positive and negative. It appears for the most part the results of the questions involving the agencies leadership are positive. The mean of the responses are all above 3.5, which is higher than neutral, or positive. On the questions that consider job and position the mean are below 3.5, or negative.

For the most part the opinions of the participants in my survey varied across the agency. If I were able to do smaller surveys on each individual section I bet I could get similar answers from each section in the agency. While there were differences of opinions on most of the questions there was one question in particular that most people agreed on. This was the question about the flexibility of the agency when it comes to personal responsibilities. The consensus was that not only is the agency flexible but most agreed that it was very flexible when it comes to family and personal matters.

I couldn’t help but notice that not everyone opted to write in ideas to improve the agency or brought up any issues that I may have left out. I actually got more write-in responses than I expected but it would have been nice to see more. It would also help to know why they didn’t write any comments.

Write-in Comments

As required for the survey, two of the job satisfaction questions ask for specific or additional comments. Question numbers nine and ten leave space for comments after the questions.

Question 9 asks: “What ideas do you think will improve the agency? Please list 1-3 ideas.” Twelve respondents gave 1-3 ideas and four respondents completely skipped the idea boxes. The ideas are listed here:

- “More interaction between different sections”

- “Better communication”

- “More training”

- “Consistency on direction of section”

- “Funding priorities in certain programs”

- “Improvement on Management”

- “Shut the agency down”

- “Send the agency back to DMA”

- “Fill the empty slots”

- “Deploy us at the rate the rest of PA deploys”

- “Change the location”

- “Shorter time required at the agency”

- “More events inclusive of family members”

- “We are a FOA not a wing and we need to act like it”

- “Less micro management”

- “Clear, concise ideas on what the end goal is”

- “Burn the office to the ground”

- “Give our jobs back to the Pentagon”

- “Send only experienced Airmen to the agency”

- “Allow members to do honor guard, FTAC and other special duties”

- “Shut it down”

- “Telecommuting”

- “Provide more in-house training especially of regular PA duties”

- “Use civilains instead of Airmen in Mrs. Hus section”

- “Improve Website”

- “Actual working wireless internet”

- “Bulldoze the remains”

- “Bring back AF News”

- “Alternate Schedules”

Question 10 asks: “What other issues, if any, need to be addressed in the agency?” Ten respondents chose not to write anything. I received 6 responses, two stating none or not applicable and four actual written responses. The four responses are:

- “I haven’t been here very long, and I’ve been in only one section. So, I’m not sure about the agency as a whole. As for my section, we run pretty efficiently due to the cooperation of the people that make up my section.”

- “Why we exist, no one knows.”

- “The military folks tour time should be longer than 3 years. By the time they get proficient at their job in the agency they get orders and PCS. This makes it really difficult for us that have been here and will be here for a while. We invest a lot of time into training.”

- “I think our biggest issue is that we are ran by civilians so there is almost no military structure.”

Summary

I often wonder how honest people are when filling out these types of surveys. After my coworkers completed the survey some of them asked me if I received their response. When I told them I didn’t know because everyone was labeled as respondent some of them were surprised at how anonymous it was. I know that any time I have filled out a similar survey I based my answers off of who was going to see them. If I was disgruntled and I wanted change I would write unfiltered answers but when our career field was deciding who to keep and who to release I answered my questions using the words to show how much I wanted to stay in my job and in the military. I realize I am not the only one who considers the repercussions while completing something like this.

One unique thing I considered while looking over these responses is the military rank structure. Those that outrank me might not want me seeing them “talk bad about leadership” or answer negatively on these questions, even if it was honest. The military is big on perception and rank. Higher ranking should never vent down the chain of command. If I am right in considering this then those that were the most honest with me would be the Airmen that I outrank and those holding that same rank as me.

Resources

SurveyMonkey, http://www.surveymonkey.com (last visited [May 31, 2014])

Qualtrics, http://www.qualtrics.com (last visited [May 31, 2014])

My position in the agency makes good use of my skills and abilities

Response Rate Strongly Disagree Disagree Neither Disagree Nor Agree Agree Strongly Agree 4.0 2.0 3.0 4.0 3.0 Response Percent Strongly Disagree Disagree Neither Disagree Nor Agree Agree Strongly Agree 0.25 0.125 0.1875 0.25 0.1875

How flexible is the agency with personal/family responsibilities

Response Rate Very Inflexible Inflexible Neither Inflexible Nor Flexible Flexible Very Flexible 0.0 1.0 1.0 3. 0 11.0 Response Percent Very Inflexible Inflexible Neither Inflexible Nor Flexible Flexible Very Flexible 0.0 0.0625 0.0625 0.1875 0.6875