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MBA 540 Module 4 executive

Organizational Strategy in Global Environment (Southern New Hampshire University)

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MBA 540 Module 4 executive

Organizational Strategy in Global Environment (Southern New Hampshire University)

Scan to open on Studocu

Studocu is not sponsored or endorsed by any college or university Downloaded by Carzetta Allen ([email protected])

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4-2 Executive Summary: Working with Tableau-Analyze Data

MBA 540: Org Strategy in Global Env

Southern New Hampshire University

Lisa Edwards

April 4, 2024

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Executive Summary

Purpose and respondents:

The purpose of the executive summary is to identify, based on thorough research, key

points to analyze and collect information. Results are described and concluded based on

highlighted information and recommendations that can be made from this specific report. There

was a survey provided to employees to help analyze burnout and being overworked. This survey

will help us understand, based on feedback, solutions on how we can reduce employee burnout.

And how we can move forward as a company to ensure our overall internal operations are

provided efficiently and provides better motivation and improvement. As a company its

important that we analyze and find solutions, and with negative results, it’s high priority that we

implement a plan of improvement, with urgency,

Results:

There were four questions that included results from males and females from ages 20 and

up to 50+, with employees who have less than 1 year up to 5 or more years with the company

and different leadership levels from individual contributor all the way to top executive levels.

There was also an opt-out category for those who did not want to disclose such information.

Question 1: Which gender is experiencing the burnout level “Pretty wiped out almost every day”

most? Based on the results, the answer to this question is females with a quantity amount of 21

based on the survey.

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Question 2: Which male age group is experiencing the stress level, “A little stress that would be

expected with the ups and downs of life” at home the most? 17 Males ages 50+ are experiencing

this particular stress level.

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Question 3: Which leadership level strongly agrees with the fact that they love what they do?

Based on all the leadership levels, managers had the highest amount of strongly agreeing with

this question, there were 24 total.

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Question 4: Which gender with a tenure of 5+ years had the lowest number of responses for the

burnout level “I feel great! Energy to spare!”? Females with a tenure of 5+ years had the lowest

number of 1.

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Recommendations:

Although some areas were higher than others, I think overall it is important that we focus

on everyone, regardless of gender, age, longevity at the job or leadership role. I think working

from higher up and down would be the best recommendation to help with engagement and

motivation. Preventing burnout requires good organizational hygiene, better data, asking more

timely and relevant questions, smarter (more micro) budgeting, and ensuring that wellness

offerings are included as part of a well-being strategy (Maslach & Leiter, 2019). One area that

can be focused on to reduce employment burnout is promoting a work-life balance. This can be

offered by implementing a hybrid schedule or flexible hours, setting realistic expectations for

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workload and deadlines and creating a culture where employees are comfortable with having

work and personal life boundaries.

Another area to focus on is just setting up a supportive work environment to reduce

burnout. Encouraging open communication and feedback, recognition and rewards, employee

assistance programs and mental health resources are just a few to name. “When people feel

valued at work, they are more likely to be satisfied with their jobs, less likely to experience

burnout or turnover, and more likely to go above and beyond their roles” (Lavji, 2023). With

commitment and consistency, there is a high possibility that the promotion of positive work

culture and reduced burnout can be successful.

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Reference:

Lavji, L. (2023, March 18). The power of feeling valued: Why it matters at work and beyond.

https://www.linkedin.com/pulse/power-feeling-valued-why-matters-work-beyond-likky-

lavji/

Maslach, C., & Leiter, M.P. (2019). Burnout Is About Your Workplace, Not Your People. Harvard

Business Review. https://hbr.org/2019/12/burnout-is-about-your-workplace-not-your-

peoplex

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