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Assignment Details:

Address the following points:

1. Review the visuals posted by your peers and provide your feedback by answering the following questions:

a. Are the visuals complete and accurate, representing all required analyses? Explain.

b. Are their visuals the same as yours? If not, speculate on why there could be differences when you worked with the same data.

2. Review the executive summaries posted, and answer the following questions:

a. Are the executive summaries clear, concise, and complete? Identify at least one strength and one area for improvement for each summary.

b. Do you agree with the findings and recommendations in the summaries? Why or why not?

3. How does your experience with data analysis and working with Tableau compare with that of your peers? Share some tips or pointers that helped you work on your assignment or may help address some challenges your peers faced.

Peer One

Hi All,

In my prior role in my current organization, I was a credit analyst tasked with reviewing the quality and acceptability of prospective borrower’s for loan requests. I would review/analyze the prospective borrower’s financial statements over the past three years to ensure that if my organization were to extend a loan to them, that the borrower would be capable of repaying that loan with no issues. Initially, the only tool that we had when doing this kind of analysis was the use of Excel spreadsheets but later on, my organization invested in a web-based software program that allowed for automatic spreading and trend analysis of financial statements as well as investing in industry data information tools (such as the RMA database) in order to compare our borrower trends to that of their industry. When completing our Module 4 assignment using Tableau, I drew some similarities to my time using my company’s new web-based software program, specifically as it pertains to being able to quickly organize/sort a series of information; however, that’s the only similarity to my prior experience that I could identify. I really enjoyed using the Tableau program. It allowed for ease of sorting, filtering, and provided instant feedback on the survey results that were provided that based on the imports selected for sorting/analyzing. This tasked performed as I am typically used to, Excel, would have required a significant amount of time and energy to personally sort through. The graphs that Tableau develops where you can hover your mouse over specific data points and it provides a detailed description of that data point I found extremely insightful and helpful when answering the questions for that module assignment, it left no room for misinterpretation. If my company could invest in Tableau (or a similar program) I think they could find an endless amount application of using the functions available to them throughout their organization.

Executive Summary:

The purpose for the following executive summary is to provide explanation on the key results and recommendations based on the employee survey for employee burnout, stress levels, and general job satisfaction. Respondents of the subject survey were both male and female ranging in ages from 20 to over 50 with tenures anywhere from less than a year to five or more years, and what level of leadership they hold within the organization from individual contributors up to executive leadership roles. Some respondents opted out of answering identifying or classifying information relative to age, tenure, and level of leadership. The questions the participants were asked to respond to included topics such as what their current level of burnout at work was, how stressed they are at home, do they engage in regular practices to relax and unwind, and whether they love what they do.

The results of the survey have been organized in four separate bar graph presentations for burnout level, home stress levels, responses for whether employees love what they do, and at what employment level feels the most burnout. The first chart best answers the question of what employees’ current level of burnout at work is. The results, when organized in the bar graph, reflects that the majority of both male and female respondents report feeling a bit worn out at the end of the day on most days, 33 female respondents and 35 of the male respondents. In general, when reviewing the chart for burnout, more of the female respondents feel “pretty wiped out most days” with 21 of the female respondents making this selection in the survey compared to 6 male respondents for the same response category. The next graph reflects data from the survey detailing employees stress levels at home categorized by age ranges. An interesting component to this graph presentation reflects that more males over 50 “feel a little stress that would be expected with the ups and downs of life” than females over 50, with 17 male respondents in this age range making this selection compared to the 13 female respondents over 50. The next graph details the level of job satisfaction based on leadership level. Of the included leadership levels of director, executives, individual contributors, and managers, the leadership level that most strongly agrees with the statement “I love what I do” was at the manager level, with 24 respondents at this level selecting strongly agree. Finally, the last graph presentation broken out both by gender and tenure, details what respondents’ current level of burnout at work was at the time of the survey. When reviewing the graph, it appears as though more male respondents with tenure in excess of 5 years selected “I feel great! Energy to spare” with a total of 3 selections within this category and respondent group compared to the same on the female side with 1 selection. (Refer to Appendix A for bar graph presentations discussed)

Based on the results of the survey, two areas the company can focus on to reduce employee burnout would include trying to proactively identify employees who may be struggling and intervening as early on as possible to provide assistance and encouraging a work-life balance with all employees at every level. “…burnout has been associated with various forms of negative responses to the job, including job dissatisfaction, low organizational commitment, absenteeism, intention to leave the job, and turnover” (Maslach, 2008, p. 499). If the company can focus on early recognition of burnout symptoms, such as increased turnover and absenteeism, they have the potential to get ahead of the burnout with open dialogue with individual employees to identify what is causing them to feel burnout to head it off before it gets out of control. Work-life balance is also very important to reducing burnout within the company. “..employees need a meaningful balance between work and life in order to be productive and focused in both areas” (Uddin, Ali, & Khan, 2020, p. 734). By creating an environment that embraces work-life balance, this will not only benefit employees by helping them maintain confidence and reduced stress levels but also the company as they will have created an environment where employees would be eager to accomplish their daily tasks with elevated levels of focus.

Resources:

Maslach, C., & Leiter, M. P. (2008). Early predictors of job burnout and engagement. Journal of Applied Psychology, 93(3).

Uddin, M., Ali, K. B., & Khan, M. A. (2020). Perceived Social Support (PSS) and Work-Life Balance (WLB) in a Developing Country: The Moderating Impact of Work-Life Policy. Iranian Journal of Management Studies, 13(4), 733–761. https://doi-org.ezproxy.snhu.edu/10.22059/ijms.2020.282543.673663

Peer Two

Working with Tableau Public was definitely a new experience for me. I have not previously worked with a data visualization such as this. Having a biology background, I have always used Microsoft Excel and even in my current position, so you can say that I am comfortable working with excel. Having said that, I was a little hesitant and nervous to work with Tableau as with any new task or assignment. I am thankful for the user manual document provided in the module; otherwise, I would not have known where to start. Once I started the assignment I found it easy to import the excel data into Tableau and obtain the graphs to answer the questions. It was very user friendly and the ease of making charts was so much easier than Excel, did not have to format the graphs or type in formulas. The only thing I was unsure about on the assignment was how to import the data file. Customarily, I save data files onto an external hard drive or into a folder, but with Tableau, the data saves and publishes directly onto the Tableau software. Since the data is published onto Tableau, I was unsure as to how others would be able to access to view the data charts. Once I realized that the data could be downloaded into various formats, with PowerPoint being one of those, I think it will serve useful to me for future presentations and data analysis.

Executive Summary:

The employees of the company report struggling with burnout or being overworked. The Mayo Clinic states that job burnout is a special type of work-related stress (2020). Job burnout is a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity (Mayo Clinic, 2020). Job burnout can also affect the physical and mental health of the individuals experiencing burnout. In addition, employee burnout can have a negative impact on the company by decreasing productivity, increase employee turnover, low employee engagement, and negative health impacts (Business, 2020). As a result, the company asked current employees a set of questions pertaining to burnout to mitigate and detect job related burnout.

RESULTS

The survey was completed by both male and female employees with ages ranging between 20 to 50 years of age and older at various leadership levels and tenure with the company. A complete analysis of the results was performed to determine the severity of job burnout for gender, age groups, and leadership level. In determining which gender is experiencing the burnout level “Pretty wiped out almost every day”, twenty-one of the females in the company selected the option the most and only six males selected this option on the survey (Refer to Burnout Analysis 1). There were seventeen males in the age group of 50+ selected the stress level, “A little stress that would be expected with the ups and downs of life” at home the most versus thirteen females in the age group (Refer to Burnout Analysis 2). The employees at the leadership level to strongly agree with the fact that they love what they do were those in a manger position with a total of twenty-four (Refer to Burnout Analysis 3). The female gender in the tenure of 5+ years with the lowest number of responses for the burnout level “I feel great! Energy to spare!” (Refer to Burnout Analysis 4).

RECOMMENDATIONS

Burnout characterized by emotional exhaustion, cynicism and ineffectiveness in the workplace, and by chronic negative responses to stressful workplace conditions. Frontline management can have significant influence over the factors that influence job burnout. Therefore, those individuals in management or support positions should become familiar with the signs and symptoms of burnout, as well as what they can do to prevent or respond to burnout. The company can help these individuals in these positions by providing them the necessary resources such as competence and training guides related to the support of psychological health and safety in those individuals who are experiencing signs of burnout. Another area that the company can mitigate the burn out of the employees is by providing mental support. This can involve reaching out to co-workers for support and collaboration to help cope with work stressors. In addition having access to an employee assistance program to help better deal with stress and mindfulness.

References Business. (2020, June 24). Why You Need to Worry About Employee Burnout. Retrieved from Bussiness.com: https://www.business.com/articles/why-you-need-to-worry-about-burnout/#:~:text=Employee%20burnout%20isn't%20a,it%20affects%20your%20entire%20organization.&text=Employee%20burnout%20has%20a%20negative,for%20dealing%20with%20employee%20burnout. Mayo Clinic. (2020, November 20). Job burnout: How to spot it and take action. Retrieved from Mayo Clinic: https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642