Org Strategy Week 7 DQR

EXECUTIVE SUMMARY 2

Executive Summary

Jessica Raad

Southern New Hampshire University

MBA-540 Organizational Strategy in Global Environment

Professor Clarence Clark

January 30, 2022

Purpose and Respondents

The purpose of the executive summary is to examine and explain the data and results of the employee survey. By utilizing descriptive statistics, it allows organizations to help summarize and organize the data captured into a more feasible presentation. The survey that was done focused on employees within the organization who reported they were struggling with burnout or being overworked. “Employees typically experience lower job satisfaction, decreased morale, higher burnout, less positive performance evaluations and higher turnover” (Dyer et al., 2020). By analyzing the situations specific recommendations can be made to reduce employee burnout levels.

The survey respondents were both males and females, with different leadership levels such as individual contributor, manager, director, and executive. They are aged 20 years and older, all with tenures ranging from less than one year to over five years. It is also important to note that some employees were given the option to opt out of the survey. The employees were given two questions to answer, what is your current level of burnout at work? How stressed are you at home? As well as two statement to agree and disagree with, I engage in regular practices to relax and unwind, and I love what I do. The employee survey data will be organized and presented as bar graphs for better visualization

Results

The first question “which gender is experiencing the burnout level “pretty wiped out almost every day” most?” Based on the data, females are experiencing the burnout level the most. The following bar graph represents this data.

The second question “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?” Based on the data, males aged 50 and over are experiencing stress at home the most. The following bar graph represents this data.

The third question “which leadership level strongly agrees with the fact that they love what they do?” Based on the data, managers love what they do. The following bar graph represents this data.

The fourth and final question “which gender with a tenure of 5+ years had the lowest number of responses for the burnout level “I feel great! Energy to spare!”?” Based on the data, females with tenure of five years and over had the lowest number. The following bar graph represents this data.

Recommendations

Based on the analysis, I recommend the company focus on embracing a culture of emotion and ensuring employees are taken care of as two areas to reduce employee burnout. Organizations are often times too focused on the outcome or goals they have set and the employee’s emotions are not taken into account or forgotten. “Research shows that emotions influence an employee’s creativity, decision making, performance and overall commitment to the company. All of which impact the bottom line” (Kurter, 2021). The workload that employees are tasked with can take a large toll on the individual and can start as in the workplace now can eventually start to impact the individual in their home and private life.

The second area to help reduce employee burnout is for the organization to take care of its employees. Even though burnout will mostly occur in the workplace, other external factors can affect the individual’s work performance. “External stressors employees commonly face are financial problems, family and relationship issues, pet concerns, addiction, social disadvantages, discrimination, abuse, trauma, bereavement or personal health issues” (Kurter, 2021). Being able to provide employees resources, benefits, programs, and seminars to ensure strong moral and support from the organization shows that they do care and will cater to not only the professional but the personal needs of their employees.

References

Dyer, J. H., Godfrey, P. C., Jensen, R. J., Bryce, D. J., Uhl-Bien, M., & Piccolo, R. F.

(2020). Organizational Strategy in a Global Environment for Southern New Hampshire University. Wiley Global Education US. https://wileyplus. vitalsource.co m/books/97811 19802396

Kurter, H. L. (2021, December 10). Employers, here are 4 ways you can begin to effectively

tackle employee burnout. Forbes. Retrieved from

https://www.forbes.com/sites/heidil ynnekurter/2021/04/27/employers-here-are-4-ways-you-can-begin-to-effectively-tackle-

employee-burnout/?sh=14e5bce66009