Analyzing and Interpreting Data
Leontyne Powell, Omyni, Kahlil Jackson
February 26, 2015
Professor Jonte Lee
Analyzing and Interpreting Data
The purpose of this report is to analyze both Ballard Integrated Managed Services, Inc. initial survey and survey B workforce. The first survey results failed to reveal the problems within the workforce that BIMS needs to identify and solve the issues of low morale and high turnover with the organization. This report will analyze B survey, explain the results, and provide a recommendation for the problems uncovered the analysis of BIMS workforce. This report will define statistics and introduce how to analyze ...view middle of the document...
LOJC consultants can predict and support the lack of training for new and older employees. We will also anticipate and recommend disconnection of communication from the managers to the employees. These variables will prove the dissatisfaction and the high turnover rates in Ballard Integrated Managed Services, Inc.
Analysis of Internal Survey B
The internal B survey focused on employees who were in the following perspectives noncritical medical leave, currently on leave, voluntary craft workers, and employees exit interviews. As with the first survey, 17.3% of the employees responded to the investigation. There is an overwhelming low participation within the organization between management and their subordinates. The survey revealed through descriptive statistics training, fair wage compensation, and communication received the highest negative results. The question,” you are well trained for your work?” output was mean 2.82, median 3.00, and mode 2.00. 33.3% of the employees did not agree with receiving adequate training. The question, “the company provided the needed training”. The frequency distribution output is 32.1% of the employees were neutral while 28.2% disagree with receiving sufficient training from BIMS. In the area of communication, the question, the company is good at communicating." The frequency distribution output is 43.6% of the employees disagreed and strongly disagreed that the company has exhibited good communication channels. The question that addressed the reason for leaving the company received high negative responses. Output was a mean of 2.21, median 2.00, and mode 2.00. The frequency distribution output is 44.9% of the employees did not like their supervisor. 24.4% of the employees were not satisfied with their salary. 23.1% of the employees did not like their work. 3.8% of the employees were not satisfied with their shift. The remaining 3.8% employees had other reason for leaving the company not identified in this survey.
Types of Data
In the survey there, two types samples in both quantitative and qualitative statistics. In the qualitative survey, the data collected where the gender of the employees, years of services with the company, communicating skills, etc. Most important is that the employees rate the all the question best to their ability. Rating the questions from one to five from do not agree to agree will help Debbie with making the right choices that would not only benefit the company but help with on going issues that’s causing high rate turnover and improve morale as well.
BIMS Exit Interview Survey first ten question were in the qualitative form. As like before the employees were instructed to circle numbers one through five in order to show if they agreed or do...