Essays on Quantitative Analysis for Business Class.....Learning Team Summarizing and Presenting Data Assignment Assignment

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Ballard Intergraded Managed Services, Inc. Part Employee Satisfaction Survey Results Ballard Intergraded Managed Services, Inc. Part 1 Employee Satisfaction Survey Results Survey A Date Set arranged from the lowest to the highest ((University of Phoenix, n.d. ) No. Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 A B C D 0 0 0 0 0 0 1 0 1 0 0 2 0 0 1 0 1 0 1 0 1 0 1 0 1 3 0 0 1 0 1 0 1 0 1 0 1 1 1 4 1 1 1 1 1 1 1 1 1 0 1 1 1 4 1 1 1 1 1 1 1 1 1 1 1 1 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 5 1 1 1 1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 1 1 1 1 1 1 1 6 1 1 1 1 1 1 1 1 1 1 1 1 1 7 1 1 1 1 1 1 1 1 1 1 1 1 1 7 1 1 1 1 1 1 1 1 1 1 1 1 1 7 1 1 1 1 1 1 1 1 1 1 1 1 1 7 1 1 1 1 1 1 1 1 1 1 1 1 1 8 1 1 1 1 1 1 2 1 1 1 1 1 1 8 1 2 1 1 1 1 2 1 2 1 1 1 1 9 1 2 2 1 2 1 2 1 2 1 1 1 1 9 1 2 2 2 2 1 2 1 2 1 2 1 1 10 1 2 2 2 2 2 2 1 2 1 2 1 1 11 1 2 2 2 2 2 2 1 2 2 2 2 1 12 1 2 2 2 2 2 2 1 2 2 2 2 1 12 1 2 2 2 2 2 2 1 2 2 2 2 1 14 1 2 2 2 2 2 2 1 2 2 2 2 1 14 1 2 2 2 2 2 2 2 2 2 2 2 1 14 1 2 2 2 2 2 2 2 2 2 2 2 1 14 1 2 2 2 2 2 2 2 2 2 2 2 1 14 1 2 2 2 2 2 2 2 2 2 2 2 1 15 1 2 2 2 2 2 2 2 2 2 2 2 1 15 1 2 2 2 2 2 2 2 2 2 2 2 1 16 1 2 2 2 2 2 2 2 2 2 2 2 1 16 1 2 2 2 2 2 2 2 2 2 2 2 1 17 2 2 2 2 2 2 2 2 2 2 2 2 1 18 2 2 2 2 2 2 2 2 2 2 2 2 1 19 2 2 2 2 2 2 2 2 2 2 2 2 2 19 2 2 2 2 2 2 2 2 2 2 2 2 2 21 2 2 2 2 2 2 2 2 2 2 2 2 2 22 2 2 2 2 2 2 3 2 3 2 2 2 2 23 2 2 3 2 3 2 3 2 3 2 2 2 2 27 2 2 Median cells 3 2 3 2 3 2 3 2 2 2 2 27 2 2 3 3 3 3 3 2 3 2 2 2 2 28 2 2 3 3 3 3 3 2 3 2 2 2 2 36 2 2 3 3 3 3 3 2 3 3 2 3 2 37 2 2 3 3 3 3 3 2 3 3 2 3 2 43 2 2 3 3 3 3 3 2 3 3 2 3 2 44 2 2 3 3 3 3 3 2 3 3 2 3 2 47 2 2 3 3 3 3 3 2 3 3 2 3 2 47 2 2 3 3 3 3 3 2 3 3 2 3 2 49 2 2 3 3 3 3 3 2 3 3 2 3 2 52 2 2 3 3 3 3 3 2 3 3 2 3 2 53 2 2 3 3 3 3 3 2 3 3 3 3 2 54 2 2 3 3 3 3 4 2 3 3 3 3 2 57 2 2 3 3 3 4 4 2 4 3 3 3 2 57 2 2 4 4 4 4 4 2 4 3 3 3 2 57 2 2 4 4 4 4 4 3 4 4 3 4 2 58 2 2 4 4 4 4 4 3 4 4 3 4 2 60 2 2 4 4 4 4 4 3 4 4 3 4 2 61 2 2 4 4 4 4 4 3 4 4 3 4 2 63 2 2 4 4 4 4 4 3 4 4 3 4 2 67 2 2 4 4 4 4 4 3 4 4 3 4 2 69 2 2 4 4 4 4 4 3 4 4 3 4 2 73 2 2 4 4 4 4 4 3 4 4 3 4 2 76 2 2 4 4 4 4 4 3 4 4 3 4 2 82 2 2 4 4 4 4 4 3 4 4 3 4 2 83 2 2 4 4 4 5 4 3 4 4 3 4 2 87 2 2 4 4 4 5 5 3 5 4 3 4 2 90 2 2 5 4 5 5 5 3 5 4 3 4 2 96 2 2 5 5 5 5 5 3 5 5 3 4 2 96 2 2 5 5 5 5 5 3 5 5 3 4 2 97 2 2 5 5 5 5 5 3 5 5 3 5 2 108 2 2 5 5 5 5 5 3 5 5 3 5 3 116 2 2 5 5 5 5 5 3 5 5 3 5 3 119 2 2 5 5 5 5 5 3 5 5 3 5 3 139 2 2 5 5 5 5 5 4 5 5 3 5 3 157 2 2 5 5 5 5 5 4 5 5 4 5 3 209 2 2 5 5 5 5 5 4 5 5 4 5 3 216 2 2 5 5 5 5 5 4 5 5 4 5 3 251 2 2 5 5 5 5 5 4 5 5 4 5 3 277 2 2 5 5 5 5 5 4 5 5 4 5 3 328 2 2  Total 219 213 219 216 225 161 224 207 173 207 131 4211 124 140 Median (rounded up) 3 3 3 3 3 2 3 2 2 2 2 28 2 2 Mode 2 2 2 2 2 2 2 2 2 2 2 14 2 2 Mean 2.8 2.7 2.8 2.77 2.9 2.06 2.87 2.7 2.2 2.65 1.7 54 1.59 1.795 Mean Q1 = 219÷ 78 = 2.8 Q2 = 213÷ 78 = 2.7 Q3 = 219÷ 78 = 2.8 Q4 = 216÷ 78 = 2.77 Q5 = 225÷ 78 = 2.9 Q6 = 161÷ 78 = 2.06 Q7 = 224÷ 78 = 2.87 Q8 = 207÷ 78 = 2.7 Q9 = 173÷ 78 = 2.2 Q10 = 207÷ 78 = 2.65 A = 131÷ 78 = 1.7 B = 4211÷ 78 = 54 C = 124÷ 78 = 1.56 D = 140÷ 78 = 1.795 Mode: From the table, the data that occurs most in all questions is 2 except in B where tha digit that occurs most frequently is 14 Median: 3 2 3 2 3 2 3 2 2 2 2 27 2 2 3 3 3 3 3 2 3 2 2 2 2 28 2 2 Q1 = (3+3) ÷ 2 = 3 Q2 = (3+2) ÷ 2 = 2.5 Q3 = (3+3) ÷ 2 = 3 Q4 = (3+2) ÷ 2 = 2.5 Q5 = (3+3) ÷ 2 = 3 Q6 = (2+2) ÷ 2 = 2 Q7 = (3+3) ÷ 2 = 3 Q8 = (2+2) ÷ 2 = 2 Q9 = (2+2) ÷ 2 = 2 Q10 = (2+2) ÷ 2 = 2 A = (2+2) ÷ 2 = 2 B = (27+28) ÷ 2 = 27.5 C = (2+2) ÷ 2 = 2 D = (2+2) ÷ 2 = 2 Analysis and Conclusion Looking at the data collected, it can be concluded that motivation among the employees is at a worrying level which is evident from the survey done.

In the initial observation stage, it was observed that the turnover has increased to over 64% over the past four months (University of Phoenix, n.d. ). Staff is not satisfied with their salaries and benefits which can be seen above from the calculations of the mode where a large number of the respondents are negative to the question of whether they are paid fairly for the work that they do.

However, the data on the number of years that employees have worked is an average of 54 months which proves the point that normally BIMS experiences a turnover of 55% to 60% at the location. Job security is also an issue that came up from the study as many of the respondents from the mode in the answers given.

This is because most of the respondents do not fear to loose their jobs. This is an indication that they do not value the job which indicates that they are less motivated by the jobs they hold. Training came up as an issue as a majority of staff indicate in the study that there is poor training in the company. Staffs that are not trained well will be unable to perform well in their duties; this will reduce the staff motivational level as they will not be able to enjoy their tasks and because of underperformance.

This can explain most of the respondents answer to how well employees enjoy working for BIMS and how they enjoy their shifts as being poor with a modal value of 2. Communication of concerns came up as most employees rated this as being poor. This is communication between staff and the top management concerning issues that affect them. Using the modal statistics, it can be seen that most of the respondents feel that both their supervisors and their supervisor’s boss do not treat them fairly (University of Phoenix, n.d. ).

This can make employees feel that they are not recognized for good performance which is a motivational issue. This is because they will feel unappreciated will in turn affect their performance as their motivational level will go down Recommendations Motivation is the inner drive of individuals to perform at a level which is above average. The inner drive of individuals can be strong and driven by inner urges but also depends on many other factors direct or indirect including external environment.

The issues in the conclusion that came out from the study can affect the motivation level of employees. The research has therefore come up with recommendations so as to improve motivation among its staff which include; The company needs to deal with the problem of employees feeling that they are not getting fair treatment from their supervisors and the supervisor’s boss (University of Phoenix, n.d. ). This can be by encouraging an environment where employees feel valued, and where they get all the necessary support from the management team.

This will help employees realize their potential by even contributing to the development of the company’s strategies, processes, and structures that can help to improve the organization’s effectiveness. To deal with dissatisfaction in the payment that employees get, the company can introduce appropriate incentives and benefits. This needs to relate to an employees qualifications and experiences and what is they expect from their position. This will help increase motivate employees since they will feel that the company appreciates them.

Proactive communication with employees is very important. Management should consider improving communication with the employees so as to help them be aware of their needs. Dialogue will help management be able to know the employees’ expectations in terms of promotional opportunities, incentives and benefits. This will also make employees feel appreciated and help strengthen the relationship between the management and other employees. By doing this, employees will be more motivated to achieve the goals set due to a boost in their moral. There should be consideration in training employees and also in supporting them to develop skills.

This will help employees do their tasks comfortably and produce high quality output. References University of Pheonix. (n. d.). Ballard Integrated Managed Services, Inc. Lecture notes.

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