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QNT/351

Summarizing and Presenting Data 1

23

QNT/351

Summarizing and Presenting Data 1

1

Summarizing and Presenting Data

2

Data Collection

Ballard Integrated Managed Services Inc. (BIMS) has a problem; morale, productivity, and quality of work are low. Additionally turnover and increased costs for training new employees is high. Finally, there has been an increase in complaints from hospital administration. Human Resources is currently involved suggesting an option of surveying the staff to gain insight on issues that need to be resolved to increase job satisfaction and lower turnover. The survey consists of ten questions to gauge how employees feel about working for BIMS. Included are four additional questions to assist HR in separating responses by division. The governing theory for use of this survey is to conclude what the issue is that is lowering morale and affecting productivity.

Data Collection Method

The instrument used for data collection by the by Ballard Integrated Managed Services Inc. was that of a survey. The survey was used to sample a portion of the population which in this case was the workforce. Surveys are a commonly used tool by management that allow for a cost effective way of collecting important information. The data collected through the survey allows managers to estimate or otherwise give their best guess as to how the population feels about certain issues as a whole. Inferential statistics are collected from a sample survey of the population (Lind, Marchal, & Wathen, 2011). Using surveys to sample a population is more cost effective in business due to time and financial restraints. Surveying only a sample of a larger population allows for the manager or survey taker to estimate or infer and idea about the population as a whole. Surveys as used by Ballard Integrated Managed Services Inc., rate survey participant’s answers on an ordinal level. This means that each number selected is superior to the preceding number. For example, individuals who answered the “You Enjoy Your Assigned Shift” question choose a number on a scale of one to five with one being the lowest level of enjoyment and five being the highest level of enjoyment. Determining how the survey participants answer this question will indicate to management the total percentage of individuals who are not pleased with their assigned shift as inferred by the survey. A survey used in this capacity is a useful way of gathering qualitative data that can be further analyzed to help determine workforce solutions.

Types of Data

The data from BIMS is collected through a survey, more specifically a sample survey because not every employee took part in the survey. A quantitative variable indicates how many or how much it is. The survey uses quantitative data for some of the questions: “How many times have you called in sick in the last month? How long have you worked for BIMS?” This survey primarily deals with qualitative data, which is usually involving how many of what percent of data falls in each category. In the survey, many of the questions deal with rating feelings from very negative to very positive. There are four questions regarding work divisions and gender.

Level of measurement

Question 1 to 10 with the exception of 4 being a ratio measurement will represent the ordinal measurement. Ordinal data is a statistical data type that consists of numerical scores. In this questionnaire, 5 is the highest and best score where 1 is the lowest and the worst.

Question A, C, and D represents nominal level data. This data can be represented in any order, where question B is quantitative and will be classified as ratio level data.

Data Coding

Data coding begins with the collection of information. The coding of data collected from employees at BIMS is based on individual views about the company and management. The coding was based on responses numbered 1-5, ranked from very weak to very strong. The coded information was then recorded on the following spreadsheet. The spreadsheet helps in defining how each questionnaire should be coded for data entry. It gives specifications on every question provided in the questionnaire from which data is obtained, variable names, operational definition and coding options.

No.

Q1

Q2

Q3

Q4

Q5

Q6

Q7

Q8

Q9

Q10

A

B

C

D

1

3

4

0

1

5

1

3

0

3

2

3

37

2

2

2

5

5

5

5

5

3

5

5

2

5

1

12

1

2

3

1

2

1

5

5

1

1

1

1

1

2

76

1

2

4

2

5

3

3

2

4

5

1

3

4

2

3

2

1

5

4

4

5

1

4

1

3

3

2

4

2

16

1

2

6

6

2

5

4

3

3

2

1

2

1

1

52

1

2

7

0

1

4

5

3

2

5

4

2

1

1

8

2

2

8

1

3

2

2

5

2

4

5

3

2

2

28

0

2

9

3

3

1

4

4

2

2

2

2

4

3

15

2

1

10

5

1

3

2

2

2

1

4

1

1

1

83

2

2

11

5

4

3

3

1

3

3

2

2

1

2

21

1

1

12

4

5

1

3

3

2

3

3

3

2

1

216

2

2

13

2

2

4

0

3

3

1

3

3

3

1

27

1

1

14

1

4

5

5

1

3

4

0

2

1

2

5

1

2

15

3

2

2

4

4

0

5

5

3

4

3

27

2

2

16

3

3

4

1

5

2

2

4

4

5

2

16

2

2

17

1

3

2

1

2

3

4

1

2

2

1

4

1

2

18

4

0

3

2

4

1

2

1

1

4

2

58

2

2

19

5

5

3

5

2

1

3

2

3

2

1

108

0

1

20

2

4

2

1

3

2

3

5

3

3

2

82

2

2

21

4

1

5

5

4

3

5

2

1

3

1

43

2

2

22

2

1

4

2

2

1

5

4

3

0

0

14

1

0

23

3

2

1

3

5

4

4

2

2

5

2

96

1

2

24

3

5

1

2

4

2

1

3

2

4

2

251

2

2

25

2

1

2

2

1

3

1

2

4

1

3

87

1

1

26

5

4

5

3

1

2

2

2

2

1

1

15

1

2

27

4

2

1

5

2

2

5

3

3

2

2

7

2

2

28

1

3

4

4

5

3

1

5

3

5

2

36

2

2

29

1

2

2

4

1

2

4

4

2

1

1

139

1

2

30

2

2

3

2

4

1

2

4

1

4

1

47

2

0

31

5

3

2

2

2

4

3

2

4

2

2

14

2

2

32

1

5

2

3

3

2

2

2

1

3

1

9

2

2

33

4

4

3

1

2

2

2

3

1

2

3

7

1

2

34

2

4

5

1

2

3

3

1

2

2

2

116

2

2

35

3

2

4

2

3

1

5

1

3

3

1

73

2

1

36

2

2

4

5

5

1

4

2

1

5

1

157

1

2

37

2

3

2

4

4

2

4

5

3

4

2

14

2

2

38

3

1

2

2

4

1

2

4

2

4

1

2

1

2

39

5

1

3

1

2

3

2

2

3

2

2

69

2

2

40

4

2

1

0

2

2

3

1

2

2

1

14

2

1

41

4

5

1

3

3

1

1

0

2

3

2

67

2

2

42

2

4

2

2

1

0

1

3

3

1

2

44

1

2

43

2

2

5

1

1

3

2

2

2

1

1

60

2

2

44

3

1

4

4

2

2

5

1

4

2

1

8

2

1

45

1

0

2

3

5

1

4

4

2

5

2

57

2

2

46

1

3

1

2

4

1

2

3

2

4

2

277

1

2

47

2

2

5

5

2

3

1

2

2

2

1

328

2

2

48

5

1

3

3

1

2

5

5

3

1

2

57

2

2

49

4

4

2

2

5

2

3

3

1

0

1

97

1

2

50

2

3

1

1

3

3

2

2

1

3

2

54

2

2

51

1

2

4

4

2

2

1

1

2

2

3

17

2

2

52

5

5

3

4

1

1

4

4

3

1

1

6

2

2

53

3

3

2

1

4

2

3

4

2

4

2

209

1

2

54

2

2

5

2

3

4

2

1

2

3

1

96

2

2

55

1

1

3

5

2

1

5

2

1

2

1

5

2

1

56

4

4

2

2

5

2

3

5

3

5

2

6

2

2

57

3

4

1

3

3

2

2

2

3

3

2

12

2

2

58

2

1

4

3

2

2

1

3

2

2

1

4

2

2

59

5

2

4

2

1

3

4

3

1

1

2

7

2

2

60

3

5

1

3

0

3

4

2

1

4

3

19

1

2

61

2

2

2

2

4

2

1

3

3

4

2

119

2

2

62

1

3

5

1

1

3

2

2

2

1

1

53

2

2

63

4

3

2

4

2

2

5

1

2

2

2

22

2

1

64

4

2

3

5

5

1

2

4

3

5

1

14

2

2

65

1

3

3

2

2

4

3

5

2

2

2

23

1

2

66

2

2

2

1

3

1

3

2

1

3

1

7

2

2

67

5

1

3

6

3

2

2

1

2

3

1

5

2

2

68

2

4

2

2

2

1

3

6

4

2

2

9

1

2

69

3

5

1

0

3

3

2

2

1

3

2

19

2

2

70

3

2

4

4

2

2

1

0

2

2

3

18

1

2

71

2

1

5

5

1

0

4

4

2

1

2

57

1

2

72

3

6

2

1

4

3

5

5

2

4

2

49

2

2

73

2

2

1

2

5

2

2

1

3

5

1

61

1

2

74

1

0

4

4

2

1

1

2

3

2

1

11

2

2

75

4

4

5

5

1

2

4

4

2

1

2

90

2

1

76

5

5

2

1

4

2

5

5

3

6

3

47

1

2

77

2

1

1

2

5

4

2

1

1

2

1

63

1

2

78

1

2

3

6

2

1

1

2

1

4

2

10

2

2

total

220

214

219

218

225

161

224

208

173

208

4211

average

2.820513

2.74359

2.807692

2.794872

2.884615

2.064103

2.871795

2.666667

2.217949

2.666667

53.98718

Data matrix worksheet entry involves entering variable information into rows and columns on a spreadsheet. The employee’s coded information was transferred to the matrix for analysis. Initially mistakes were made with the first pass of entering the information and the chart that follows has the corrected information.

Clean Data

Cleaning the data of the mistakes changed the averages minimally. Because of these minimal changes, the outcome in not affected either positively or negatively.

No.

Q1

Q2

Q3

Q4

Q5

Q6

Q7

Q8

Q9

Q10

A

B

C

D

1

3

4

 

1

5

1

3

 

3

2

3

37

2

2

2

5

5

5

5

5

3

5

5

2

5

1

12

1

2

3

1

2

1

5

5

1

1

1

1

1

2

76

1

2

4

2

5

3

3

2

4

5

1

3

4

2

3

2

1

5

4

4

5

1

4

1

3

3

2

4

2

16

1

2

6

5

2

5

4

3

3

2

1

2

1

1

52

1

2

7

 

1

4

5

3

2

5

4

2

1

1

8

2

2

8

1

3

2

2

5

2

4

5

3

2

2

28

 

2

9

3

3

1

4

4

2

2

2

2

4

3

15

2

1

10

5

1

3

2

2

2

1

4

1

1

1

83

2

2

11

5

4

3

3

1

3

3

2

2

1

2

21

1

1

12

4

5

1

3

3

2

3

3

3

2

1

216

2

2

13

2

2

4

 

3

3

1

3

3

3

1

27

1

1

14

1

4

5

5

1

3

4

 

2

1

2

5

1

2

15

3

2

2

4

4

 

5

5

3

4

3

27

2

2

16

3

3

4

1

5

2

2

4

4

5

2

16

2

2

17

1

3

2

1

2

3

4

1

2

2

1

4

1

2

18

4

 

3

2

4

1

2

1

1

4

2

58

2

2

19

5

5

3

5

2

1

3

2

3

2

1

108

 

1

20

2

4

2

1

3

2

3

5

3

3

2

82

2

2

21

4

1

5

5

4

3

5

2

1

3

1

43

2

2

22

2

1

4

2

2

1

5

4

3

 

 

14

1

 

23

3

2

1

3

5

4

4

2

2

5

2

96

1

2

24

3

5

1

2

4

2

1

3

2

4

2

251

2

2

25

2

1

2

2

1

3

1

2

4

1

3

87

1

1

26

5

4

5

3

1

2

2

2

2

1

1

15

1

2

27

4

2

1

5

2

2

5

3

3

2

2

7

2

2

28

1

3

4

4

5

3

1

5

3

5

2

36

2

2

29

1

2

2

4

1

2

4

4

2

1

1

139

1

2

30

2

2

3

2

4

1

2

4

1

4

1

47

2

 

31

5

3

2

2

2

4

3

2

4

2

2

14

2

2

32

1

5

2

3

3

2

2

2

1

3

1

9

2

2

33

4

4

3

1

2

2

2

3

1

2

3

7

1

2

34

2

4

5

1

2

3

3

1

2

2

2

116

2

2

35

3

2

4

2

3

1

5

1

3

3

1

73

2

1

36

2

2

4

5

5

1

4

2

1

5

1

157

1

2

37

2

3

2

4

4

2

4

5

3

4

2

14

2

2

38

3

1

2

2

4

1

2

4

2

4

1

2

1

2

39

5

1

3

1

2

3

2

2

3

2

2

69

2

2

40

4

2

1

 

2

2

3

1

2

2

1

14

2

1

41

4

5

1

3

3

1

1

 

2

3

2

67

2

2

42

2

4

2

2

1

 

1

3

3

1

2

44

1

2

43

2

2

5

1

1

3

2

2

2

1

1

60

2

2

44

3

1

4

4

2

2

5

1

4

2

1

8

2

1

45

1

 

2

3

5

1

4

4

2

5

2

57

2

2

46

1

3

1

2

4

1

2

3

2

4

2

277

1

2

47

2

2

5

5

2

3

1

2

2

2

1

328

2

2

48

5

1

3

3

1

2

5

5

3

1

2

57

2

2

49

4

4

2

2

5

2

3

3

1

 

1

97

1

2

50

2

3

1

1

3

3

2

2

1

3

2

54

2

2

51

1

2

4

4

2

2

1

1

2

2

3

17

2

2

52

5

5

3

4

1

1

4

4

3

1

1

6

2

2

53

3

3

2

1

4

2

3

4

2

4

2

209

1

2

54

2

2

5

2

3

4

2

1

2

3

1

96

2

2

55

1

1

3

5

2

1

5

2

1

2

1

5

2

1

56

4

4

2

2

5

2

3

5

3

5

2

6

2

2

57

3

4

1

3

3

2

2

2

3

3

2

12

2

2

58

2

1

4

3

2

2

1

3

2

2

1

4

2

2

59

5

2

4

2

1

3

4

3

1

1

2

7

2

2

60

3

5

1

3

 

3

4

2

1

4

3

19

1

2

61

2

2

2

2

4

2

1

3

3

4

2

119

2

2

62

1

3

5

1

1

3

2

2

2

1

1

53

2

2

63

4

3

2

4

2

2

5

1

2

2

2

22

2

1

64

4

2

3

5

5

1

2

4

3

5

1

14

2

2

65

1

3

3

2

2

4

3

5

2

2

2

23

1

2

66

2

2

2

1

3

1

3

2

1

3

1

7

2

2

67

5

1

3

5

3

2

2

1

2

3

1

5

2

2

68

2

4

2

2

2

1

3

6

4

2

2

9

1

2

69

3

5

1

 

3

3

2

2

1

3

2

19

2

2

70

3

2

4

4

2

2

1

 

2

2

3

18

1

2

71

2

1

5

5

1

 

4

4

2

1

2

57

1

2

72

3

5

2

1

4

3

5

5

2

4

2

49

2

2

73

2

2

1

2

5

2

2

1

3

5

1

61

1

2

74

1

 

4

4

2

1

1

2

3

2

1

11

2

2

75

4

4

5

5

1

2

4

4

2

1

2

90

2

1

76

5

5

2

1

4

2

5

5

3

5

3

47

1

2

77

2

1

1

2

5

4

2

1

1

2

1

63

1

2

78

1

2

3

5

2

1

1

2

1

4

2

10

2

2

total

219

213

219

216

225

161

224

208

173

207

4211

average

2.807692

2.730769

2.807692

2.769231

2.884615

2.064103

2.871795

2.666667

2.217949

2.653846

53.98718

Data Conclusions

The survey indicates the average length of service for the employees participating in the survey at 4.5 years. In all categories there was no high score for what employees felt BIMS was doing very well. All average scores are below 3, the midpoint. The lowest average concerns fairness of pay for the work performed. The second lowest score concerns communication by the company. The two highest scores were in training and treatment by a supervisor. These results however, are 17.8% of the total workforce surveyed, less than a quarter of the possible workforce weighed in with his or her opinion. There is room for improvement in every area of this survey, but it begins with communicating with the staff more thoroughly to pin-point improvements that matter to the staff. In doing so, morale can be improved along with performance, decreasing turnover, and lessening complaints from hospital administration.

Presenting Data

Now that all data has been collected and cleaned we can begin summarizing and presenting the data through graphs to attain the measure of variability and help management staff visualize the data. Once the data is cleaned we can use graphical methods such as bar-graphs and pie-charts to present the qualitative data for management. These graphical methods of displaying data input data into categories or classes and then each variable that falls into that class determines the class frequency. This gives researchers the percentage of variables that fall into each class which allows for a visual representation of data that can be used to make informed decisions. After the information is summarized and represented for the management staff, issues such as poor communication and employee satisfaction can be readily identified and then corrected. The following are representations of the data collected in various graphical methods. The purpose of this is to identify issues among the staff at BIMS and allow for a visual representation of that data for management to aid them in their on-going attempts at improving workplace conditions and raising employee morale and productivity as well as ensure strong communication among staff members. After reviewing the following graphical data suggestions will be made as to how the management staff can address the most pressing issues moving forward and foster good working relations with their employees.

Column

n

Mean

Variance

Std. dev.

Std. err.

Median

Range

Min

Max

Q1

Q3

Q1

77

2.844156

1.896446

1.377115

0.156937

3

4

1

5

2

4

Q2

75

2.84

1.865946

1.365996

0.157732

3

4

1

5

2

4

Q3

77

2.844156

1.896446

1.377115

0.156937

3

4

1

5

2

4

Q4

75

2.88

2.052973

1.43282

0.165448

3

4

1

5

2

4

Q5

77

2.922078

1.888585

1.374258

0.156611

3

4

1

5

2

4

Q6

75

2.146667

0.82955

0.910796

0.10517

2

3

1

4

1

3

Q7

78

2.871795

1.931402

1.389749

0.157358

3

4

1

5

2

4

Q8

74

2.810811

1.991114

1.411069

0.164033

2.5

5

1

6

2

4

Q9

78

2.217949

0.744089

0.862606

0.097671

2

3

1

4

2

3

Q10

76

2.723684

1.855965

1.362338

0.156271

2

4

1

5

2

4

Bar Graph Representation

Bar graph Representation

More than 25% of those surveyed scored enjoying working for BIMS at a 2, a relatively negative score. Only 17% gave an answer of either 4 or 5.

Nearly 30% do not enjoy working his or her assigned shift.

The preponderance of those surveyed also do not feel that a request to work a particular shift was fulfilled. Tied at 20% were scores for 1 & 5, very negative and very positive.

This question should have had a quantitative score associated with it instead of qualitative. The scores do not reflect the number of times an individual has called in sick but very negative through very positive feelings about it.

Most surveyed again gave a low score to feeling trained for the job he or she is to do.

No individual surveyed scored this question at a 5, and less than 10% scored it at a 4. Most surveyed scored fair pay at a 2.

Fair treatment also gets low marks with over 25% feeling that he or she is not treated fairly.

30% do not feel that his or her supervisor’s boss treats the division fairly.

More than 40% do not feel the company is good at communicating and no person scored the company at a 5.

There are negative feelings surrounding fear of losing one’s job. The two highest scores were the most negative; 23% felt very negative and 28% were only one step above that.

Those in the housekeeping department were the largest number surveyed at approximately 48%. The food department was second with 41% and maintenance brought up the rear with 11%.

More men than women responded to the survey. Men comprised 62% of the respondents and women were 38% of those surveyed.

Roughly 82% of those surveyed are not a manager or a supervisor.

Measure of variability

No.

Q1

Q2

Q3

Q4

Q5

Q6

Q7

Q8

Q9

Q10

A

B

C

D

1

3

4

0

1

5

1

3

0

3

2

3

37

2

2

2

5

5

5

5

5

3

5

5

2

5

1

12

1

2

3

1

2

1

5

5

1

1

1

1

1

2

76

1

2

4

2

5

3

3

2

4

5

1

3

4

2

3

2

1

5

4

4

5

1

4

1

3

3

2

4

2

16

1

2

6

6

2

5

4

3

3

2

1

2

1

1

52

1

2

7

0

1

4

5

3

2

5

4

2

1

1

8

2

2

8

1

3

2

2

5

2

4

5

3

2

2

28

0

2

9

3

3

1

4

4

2

2

2

2

4

3

15

2

1

10

5

1

3

2

2

2

1

4

1

1

1

83

2

2

11

5

4

3

3

1

3

3

2

2

1

2

21

1

1

12

4

5

1

3

3

2

3

3

3

2

1

216

2

2

13

2

2

4

0

3

3

1

3

3

3

1

27

1

1

14

1

4

5

5

1

3

4

0

2

1

2

5

1

2

15

3

2

2

4

4

0

5

5

3

4

3

27

2

2

16

3

3

4

1

5

2

2

4

4

5

2

16

2

2

17

1

3

2

1

2

3

4

1

2

2

1

4

1

2

18

4

0

3

2

4

1

2

1

1

4

2

58

2

2

19

5

5

3

5

2

1

3

2

3

2

1

108

0

1

20

2

4

2

1

3

2

3

5

3

3

2

82

2

2

21

4

1

5

5

4

3

5

2

1

3

1

43

2

2

22

2

1

4

2

2

1

5

4

3

0

0

14

1

0

23

3

2

1

3

5

4

4

2

2

5

2

96

1

2

24

3

5

1

2

4

2

1

3

2

4

2

251

2

2

25

2

1

2

2

1

3

1

2

4

1

3

87

1

1

26

5

4

5

3

1

2

2

2

2

1

1

15

1

2

27

4

2

1

5

2

2

5

3

3

2

2

7

2

2

28

1

3

4

4

5

3

1

5

3

5

2

36

2

2

29

1

2

2

4

1

2

4

4

2

1

1

139

1

2

30

2

2

3

2

4

1

2

4

1

4

1

47

2

0

31

5

3

2

2

2

4

3

2

4

2

2

14

2

2

32

1

5

2

3

3

2

2

2

1

3

1

9

2

2

33

4

4

3

1

2

2

2

3

1

2

3

7

1

2

34

2

4

5

1

2

3

3

1

2

2

2

116

2

2

35

3

2

4

2

3

1

5

1

3

3

1

73

2

1

36

2

2

4

5

5

1

4

2

1

5

1

157

1

2

37

2

3

2

4

4

2

4

5

3

4

2

14

2

2

38

3

1

2

2

4

1

2

4

2

4

1

2

1

2

39

5

1

3

1

2

3

2

2

3

2

2

69

2

2

40

4

2

1

0

2

2

3

1

2

2

1

14

2

1

41

4

5

1

3

3

1

1

0

2

3

2

67

2

2

42

2

4

2

2

1

0

1

3

3

1

2

44

1

2

43

2

2

5

1

1

3

2

2

2

1

1

60

2

2

44

3

1

4

4

2

2

5

1

4

2

1

8

2

1

45

1

0

2

3

5

1

4

4

2

5

2

57

2

2

46

1

3

1

2

4

1

2

3

2

4

2

277

1

2

47

2

2

5

5

2

3

1

2

2

2

1

328

2

2

48

5

1

3

3

1

2

5

5

3

1

2

57

2

2

49

4

4

2

2

5

2

3

3

1

0

1

97

1

2

50

2

3

1

1

3

3

2

2

1

3

2

54

2

2

51

1

2

4

4

2

2

1

1

2

2

3

17

2

2

52

5

5

3

4

1

1

4

4

3

1

1

6

2

2

53

3

3

2

1

4

2

3

4

2

4

2

209

1

2

54

2

2

5

2

3

4

2

1

2

3

1

96

2

2

55

1

1

3

5

2

1

5

2

1

2

1

5

2

1

56

4

4

2

2

5

2

3

5

3

5

2

6

2

2

57

3

4

1

3

3

2

2

2

3

3

2

12

2

2

58

2

1

4

3

2

2

1

3

2

2

1

4

2

2

59

5

2

4

2

1

3

4

3

1

1

2

7

2

2

60

3

5

1

3

0

3

4

2

1

4

3

19

1

2

61

2

2

2

2

4

2

1

3

3

4

2

119

2

2

62

1

3

5

1

1

3

2

2

2

1

1

53

2

2

63

4

3

2

4

2

2

5

1

2

2

2

22

2

1

64

4

2

3

5

5

1

2

4

3

5

1

14

2

2

65

1

3

3

2

2

4

3

5

2

2

2

23

1

2

66

2

2

2

1

3

1

3

2

1

3

1

7

2

2

67

5

1

3

6

3

2

2

1

2

3

1

5

2

2

68

2

4

2

2

2

1

3

6

4

2

2

9

1

2

69

3

5

1

0

3

3

2

2

1

3

2

19

2

2

70

3

2

4

4

2

2

1

0

2

2

3

18

1

2

71

2

1

5

5

1

0

4

4

2

1

2

57

1

2

72

3

6

2

1

4

3

5

5

2

4

2

49

2

2

73

2

2

1

2

5

2

2

1

3

5

1

61

1

2

74

1

0

4

4

2

1

1

2

3

2

1

11

2

2

75

4

4

5

5

1

2

4

4

2

1

2

90

2

1

76

5

5

2

1

4

2

5

5

3

6

3

47

1

2

77

2

1

1

2

5

4

2

1

1

2

1

63

1

2

78

1

2

3

6

2

1

1

2

1

4

2

10

2

2

RANGE

6

6

5

6

5

4

4

6

3

6

3

326

2

2

VARIANCE

2.045288

2.167166

1.975524

2.424908

1.973526

0.969863

1.931402

2.277056

0.744089

2.069264

0.480353

4224.662

0.297036

0.217116

STD DEV

1.430136

1.47213

1.405534

1.557212

1.404823

0.984816

1.389749

1.508992

0.862606

1.438494

0.693075

64.9974

0.54501

0.465957

MEAN:

2.820513

2.74359

2.807692

2.794872

2.884615

2.064103

2.871795

2.666667

2.217949

2.666667

1.679487

53.98718

1.589744

1.794872

Measure of Variability

The Q1 range shows that there are employees who are highly enjoying working for BIMS and at the same time there are employees who are not at all enjoying, but the mean of 2.82 and the standard deviation of 1.4 shows that most of them are just ok for working with BMIS and even the same can be seen for assigned shifts, request for desire shift was fulfilled and the number of times the employees have called for sick. This means that the employee work satisfaction is less and so the company has to motivate their employees to work spiritedly. They should provide adequate rewards and leaves wherever required; otherwise it causes a lot of dissatisfaction in the employees and affects the organizational efficiency (Burrus, D., Burud, S., Klun, S., Lingle, K., Roundtree, L., Yost, C.W. 2009). . The mean and standard deviations of the level of training the employees get and the treatment of the supervisors stand at approximately 2.9 % and 1.4 respectively. This tells us that the employees lack adequate skills to work and this indirectly means they are not treated well during their training as well during their work. Hence the organization has to take necessary steps to keep the employees well equipped with all the skills. Even the mean of 2 and standard deviation of 1 for the payment levels of the employees’ show that they are not at all well trained and hence the employees are highly dissatisfied. Even the remaining stats show that there is no adequate communication between the employees and organization, no teamwork, and the boss doesn’t treat them so well and there is a fear in lot of employees that they may lose jobs. So this all needs to be corrected by the organization by the way of giving rewards to the employees, motivating them, increasing the interpersonal skills among all the members of the organization and also equipping the with adequate skills.

Central Tendency

Central tendency is finding the mean, median and mode. For Questions 1 through 10 and A,B,C and D as well.

Mean

1. 2.82

2. 2.74

3. 2.81

4. 2.79

5. 2.88

6. 2.06

7. 2.74

8. 2.60

9. 2.17

10. 2.58

Median

1. 3

2. 2

3. 3

4. 2

5. 3

6. 2

7. 3

8. 2

9. 2

10. 2

Mode

1. 2’s

2. 2’s

3. 2’s

4. 2’s

5. 2’s

6. 2’s

7. 2’s

8. 2’s

9. 2’s

10. 2’s

Now here are the Mean, Median and Mode for Question A,B,C and D

Mean

A. 1.67

B. 1.24

C. 1.58

D. 1.79

Median

A. 2

B. 28

C. 2

D. 2

Mode

A. 2

B. 14

C. 2

D. 2

Pie Chart Representation

Average Score 1 Being Very Negative 5 Being Very Positive

Recommendations

After reviewing the data it is clear that there is room for improvement on many levels. A large number of employees feel that they are in jeopardy of losing their jobs. This fear is further backed by almost 28% of employees feeling that they are under trained for their current position. Working conditions are also hampered a lack of communication between management staff and their employees as 40% of employees surveyed feel the level of communication is poor. This lack of communication can be directly tied into many of the issues affecting employees at BIMS such as the 30% that do not enjoy their assigned shift. Through raising the level of communication between management staff and employees of BIMS many of these issues can be addressed. For example, through communication with employees managers will be able to identify individuals that need further training which will help reduce many of the fears held by employees of losing their jobs. As employee skill levels increase so will their confidence and morale. Management staff should also take more interest as to the desired shifts of their employees as this is another way to accommodate their needs and increase workplace satisfaction and communication. Perceived fairness of workplace conditions will increase the level of productivity through balancing the needs of BIMS with that of their employees. This will help ensure that employees feel fairly treated and make them more willing to compromise when needed. Finding alternate ways of raising productivity and morale can be achieved through incentives that reward above average behavior. Simply stated employees want to feel valued and recognized by their leaders (www.forbes.com, 2013). Finding ways of achieving this can be made easier through the usage of graphical methods that help identify management short falls. Happy employees equal productive employees and through summarizing and interpreting data on workplace satisfaction we are more able achieve our goal of creating a strong and well functioning workforce.

Conclusion

In closing it is important to remember that fair treatment and communication are paramount for a well functioning workplace and increasing employee morale. Identifying areas that need improvement is the first step in a long journey towards equality and happiness. An investment in employee relations is one that is sure to pay dividends for years to come.

References:

Lind, D. A., Marchal, W. G., & Wathen, S. A. (2011). Basic Statistics for Business and Economics (7th ed.). New York, NY: McGraw-Hill/Irwin.

Burrus, D., Burud, S., Klun, S., Lingle, K., Roundtree, L., Yost, C.W. (2009). Flexible rightsizing as a cost-effective alternative to layoff: A cost/benefit analysis tool and guide for human resources, organizational and business leader. Alliance for Work-Life Progress. pp. 1–9.

Building workplace morale. Retrieved from. Six Ways of Boosting Morale That Won’t Cost a Dime (2013).Source.http://www.forbes.com/sites/alanhall/2013/03/23/six-ways-to-boost-morale-that-wont-cost-you-a-dime-2/

Average Score on a scale 1-5 You are well trained for your work. Your supervisor treats you fairly. How well do you enjoy working for BIMS? Your request for your desired shift was fulfilled. How many times have you called in sick in the last mon th? You enjoy your assigned shift. Your supervisor's boss treats your division fairly. You do not fear that you will lose your job. The company is good at communicating. You are paid fairly for the work you do. 2.88 2.8699999999999997 2.8 2.8 2.7600000000000002 2.73 2.66 2.65 2.21 2.06