Assignment -No Plagiarism PLEASE read before accepting assignment. Assignment is Due October 8, by 3pm EST. 2 page summary.

The survey provides information that obtained data of each employee. In having to ask workers of BIMS to express their view of the quality of training, shift hours, the level of compensation, fair treatment, job security, internal company communications and the working conditions. The survey is being administered due to the increase of their employee turnover rate. The management would use descriptive and frequency techniques to compute the data for correlations. Remove this paragraph for its covered in problem statement paragraph.

Problem Statement

For every successful business, the goal is to have motivated employees with minimal turnover. The management team at Ballard Integrated Managed Services (BIMS), Inc. seeks for this same goal. However, this is currently not the culture at BIMS, Inc. at the Douglas Medical Center. Over the last four months, BIMS, Inc. has seen an increase in employee turnover as well as an increase in the use of sick time. “It costs upwards to twice an employee’s salary to find and train a replacement” (How to Reduce Employee Turnover, n.d.). With efficiency and cost related staffing concerns, it is critical for BIMS, Inc. to understand the cause of the increased employee turnover. The management team has agreed to survey the employees and ask them to rate conditions, shift hours, quality of training, level of compensation, fair treatment, internal company communications and job security. From the survey, the management team looks to gain insight into the root causes of the turnover and gain understanding as to worker satisfaction under current conditions. expects to uncover low morale as the underlying issue for the employee turnover and increased used of sick time. Remove purple writing BIMS, Inc. can determine where they can improve morale and motivate their employees. The goal of management is “not simply to direct and control employees seeking to shun work, but rather to create conditions that make people want to offer maximum effort” (Motivating Employees, n.d.). Therefore by increasing the understanding of current workplace and combining this with innovative ideas from secondary research, the company can make corrections that will improve both profitability and reduce employee turnover. You want to tie together the survey results, secondary research for the recommendations you will make in week three paper. In essence set the stage

Survey Construction

To try and find out the cause of higher than normal employee turnover, BIMS, Inc. will administer an employee survey instrument. The survey will start change the writing to reflect the results of the survey for it was already given and thus your focus to “will start” in incorrect.by asking The survey was distributed in the monthly paychecks with 78 of 449 (17.5%) employees completed the survey. You want to use the percentage and actual number to allow people to grasp the overall return rate for this affects considerations about validity of high enough return rate to consider valid. their overall attitude toward their job and the relationship they have with their direct manager. This survey performed contains two types of data being utilized to obtain feedback from employees. There are both quantitative and qualitative we are getting back on feedback from the employees of BIMS here. The quantitative data is data that can be tracked with numbers. This contains information such as how happy employees are on a scale of one to five with one being very negative, and five being very positive for example. Quantitative data is the majority of the survey and what BIMS needs to help pinpoint where it may improve its morale amongst employees. The qualitative data is the other portion of the survey. This data is the information needed to help determine where the problems are such as the division in BIMS, the gender of employees, as well as if the problem may lie with the tenure of the workers in the company too. For situations where an employee left a question unanswered, a zero will be entered into the answer to best represent the unanswered questions. The office support staff in charge of data entry has a pattern of typing a six when she meant to type a five. Remove purple writing and combine two blue sections into one sentenceThis error could greatly affect the accuracy of the data. Therefore, all sixes in the data spreadsheet were changed to fives.

Statistical Analysis

Here we discussThe tone is to informal and sounds like a paper not a document for decision makers. the definitions for some of the statistical ratios calculated for the information collected from employees. Mean refers to the total of frequency divided by the number of items. For example, the total for question one frequencies is 220 while the number of frequencies is 78. Thus, the mean for question 1 is 2.8. Coefficient of deviation is the standard diversion forms the mean. In layman words it is the mean of the deviation. Explain what the statistics are when you are actually talking about the real results and at this time prior to graphical analysis is not the correct place for discussion.

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Remove the right side label for it is redundant and distracting. Also, you need to label the X and Y axis. Change the title to allow a reader to know what was graphed, such as Coefficient of Variation of Survey Responses. Also you want to highlight questions six and nine by means of changing their color and adding an actual result in the bar or directly above the bar in the graph. Questions six and nine are the key questions you want to focus on in your statistical analysis in week three.

There were 78 respondents were involved in data collection in the study. The standard questionnaire used had 10 questions regarding staff satisfaction and four more questions giving personal information of the respondent. The respondents did not indicate their names but they indicated gender, duration in the company and workstation. This information belongs up front with survey distribution etc. Respondents would give their responses in the range of one to five, with one being very negative and five being very positive.

Below is the scatter diagram for the first question remove redundant wording.

This graph needs to be removed and use a bar chart graph for this graph gives no information due to lack of X and Y axis labels, title is of no significance and this type of graph is hard to read for almost every audience and you need to use graph formats that the audience can already read without your trying to explain this. I did this mistake only once in my career for the results of this type of audience neglect made for an impossible situation with respect to getting recommendations passed etc.

The first question was “How well do you enjoy working for BIMS?” the respondents mean is 2.8 which meant that the workers did not feel protected nor did they feel demoralized at their workstations. Standard deviation in this question was 1.4. what does this mean? What about CV calculated? Only one of the respondents refused to fill in the question. This respondent is at the zero line. The highest response was six whose frequency was one. Thus, the confidence of interval for this question was 100%. However, data would be explained using 95% confidence interval chosen for all data types collected in the study. Remove all of this writing for you never have 100% in a confidence interval you have only three choices, 90%,95% or 99% confidence intervals and you focus on the lower end and upper end to gain insight into where the real average is found. For example, you may have a confidence interval with a 1.2 and 2.3. Thus it would indicate the real average rating for employee vacation pay is between a 1.2 on the lower end and 2.3 on the upper end, both of which are below 3 which is the center. Thus they are indicated employee dissatisfaction …

Below is the scatter diagram for question D

Question D asked, “Are you a manager or supervisor?”

One is interpreted as “yes” while two is interpreted as “no”. From the graph above, it is clear that most of the respondents were neither supervisors nor managers in the organization. This graph shows that the respondents were evenly distributed, as would be a case of a normal company. Supervisors would be expected to be less than half of the junior employees working under them. The scatter diagram above shows that only two people that did not answer this question.

Below is a scatter diagram for question six

This question asked whether the respondents believed that they received fair salary for the services they offered to the company. This question was among the questions that respondents refrained from answering with three respondents not answering the question. The mean in this category was 2.6 with a standard deviation of 0.9.

The graph below shows comparative scatter diagram of the three questions discussed above on the same plane.

Apart from question D that was a Yes and no question, other questions had their highs at five and low at 1. However, almost all averages calculated were between 2 and three. This meant that staff motivation was a contributing factor towards labor turnover. Competitors with an aim of poaching workers could easily identify this weakness. The management should invest in staff motivation especially to help improve the company’s situation.

The entire statistical analysis section needs revision and you need only two bar graphs, one of the mean results of the survey, survey and a 95% confidence interval and use questions six and nine for analysis and discussion. .

Conclusion

References