descriptive statistical report

The descriptive statistical report of the data below summarizes some explanation as to why the employees of BIMS may be unhappy and why the company suffers from high turnover rates. Team (A) decided to take the surveys form exhibit A and B and use the information through graphical, plots, and tables, to explore our findings

Descriptive Statistics report
Qualitative Survey Questions
Question 1- How well do you enjoy working for BIMS?
Question 2-You enjoy your assigned shift?
Question 3-You are paid fairly for the work you do?
Question 4-How many times have you called in sick in the last month?

Question 5- You are well trained for your work.

Question 6- You are paid fairly for the work you do.

Question 7- Your supervisor treats you fairly.

Question 8- Your supervisor’s boss treats your division fairly.

Question 9-The Company is good at communicating.

Question 10- You do not fear that you will lose your job.

(University of Phoenix material. (2016). Ballard Integrated Managed Services, Inc., Part 1 Retrieved from University of Phoenix material, QNT/351 website.)

Measurement ratings on a scale from 1-5
1= being very positive response to 5= being very negative response
Results of 78 out of 449 employees from Appendix (A)
(Figure 1): Q1: How well did you enjoy working for BIMS?
Count 78 employees out of 449
Survey sample deviations 1.41
Mean 2.81
Sample variance 1.98
Minimum 0
Maximum 5
Middle 5

The frequency distribution description from survey (A) Data information set from example (Exhibit B)
Results out of the 10 Questions surveyed.
0 0 0 1 1 1.3 1 1.3
1 1 1 1 0 0.0 1 1.3
1 1 1 1 15 19.2 16 20.5
2 2 2 1 0 0.0 16 20.5
2 2 2 1 21 26.9 37 47.4
3 3 3 1 0 0.0 37 47.4
3 3 3 1 15 19.2 52 66.7
4 4 4 1 0 0.0 52 66.7
5 4 5 1 13 16.7 65 83.3
5 5 5 1 0 0.0 62 83.3
5 5 1 0 13 16.7 78 100

The bar chart above is an example of the descriptive frequency distributed from the resulting the survey data questions (1). The bar describes the mean of the data set being 2.81, the median of 3, and the mode of 2(Figure 1). This would be the standard sample deviation. 1.41 would be the sample variance of 1.98. This shows that most of the employees did not get the shift that they had requested. This could be a reason for the employee’s lack of performance.
Recommendations for management
After carefully analyzing the survey and the responses from the 78 employees who did decide to participate in the survey, our team would like to recommend a few key strategies to management that would help engage employees to become more involved, more dedicated as well as helping keep the company’s mission to strive to be the best organization they can be. These features will involve management implementing an employee engagement survey as well as a satisfaction survey that each employee can do either anonymously or by name. This data will give employees a chance to voice some of their concerns or ideas and even their opinions without fear of being reprimanded by management of what changes they feel should be made within the organization to better serve them as employees as well as the community they are servicing. Another feature we will recommend is that management take a hard look at the shifts they currently offer and come up with a better solution like offering only three shifts (days, evenings or nights) as opposed overnights and mandatory weekends instead offer shifts such as rotating weekends and then adding comp pay or shift differential for those who prefer to work those shifts as an extra incentive but not mandatory. The other area of concern based on the data collected that we need to help management focus on are ways to make their employees feel valuable and appreciated because according to the survey responses the top three lowest scores were, salary, hours, and not being happy about working currently at BIMS so we need to help shift this focus in a more positive environment. In this area, we can recommend that management come up with an employee appreciation week or day. This will allow employees to feel like they are working for an organization that cares about them and also cares how they feel and their well being, which in turn provides service excellence from employees that are more engaged in doing their jobs more efficiently and with much more pride. Considering the facts that only 78 employees out of 449 participated in this survey should speak volumes to management and this should move you to want to make these operational changes effective immediately to get immediate results from the staff in question. Disengaged employees will result in disengaged work flow which causes deadlines to be missed due to staff calling in, and high turnover rates because employees aren’t happy.
In the different surveys that have been done BIMS used all measurements needed to collect the right information. There was a goal to have an accurate census of the employees of BIMS. The questions on the survey was made to find out how satisfied the employees are at BIMS. With the surveys BIMS will find out why they have a large turnover rate. Keeping employees from leaving was a goal for the business. Employees lost the moral that they had when they first started working. Descriptive statistics was used for more knowledge of the median, mode, mean. The questions that was asked had to be broken down to get a more accurate answer on the survey. Thesurveys and graphs used to get the data we found that, the turnover rate was from employees getting low pay. We also found that the there was a need of better communication in the business. The questions where clear enough for the employees to understand. This gave us an accurate survey. BIMS now can use the information they got to fix the issues around the business. This will bring the business happy employees that provide better customer service. If the business would reach in their pocket to pay the employees more, things would be smooth on a daily basis. There was a visual of the central tendency of the data collected. Overall BIMS can build a stronger work environment for all employees.
Conclusion
The Ballard Integrated Managed Service is a survey that people volunteer for. 449 employees are trying hard to figure out where the business stands in the following areas, training, working conditions, shifts, fair treatment, compensation job security, and company communications. There was demographics used in the survey to get a better overview. The reason for the survey was to give the management efficient statistical analysis. The survey will show the raw data components leading to figure out the main cause of low morale among the staff. The survey was not helpful, and was below the average responses of 78 out of 449 total employees. This gave the company a not effective overall response rate of 17.3%. This can help still figure out a better approach to training the employees properly. When you have the right trained employees, your company will show dramatic improvements in all areas needed

References
(University of Phoenix material. (2016). Ballard Integrated Managed Services, Inc., Part 1 Retrieved from University of Phoenix material, QNT/351 website.)

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