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Survey Analysis and Interpretation

In: Business and Management

Submitted By hanposten
Words 1065
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Survey Analysis and Interpretation for Company X. I am a consultant hired by Company X to interpret and analyze a second set of data. My purpose is to discover the sources of employee dissatisfaction.
Company X has an urgent need to know why the company has a larger than normal employee turnover rate. Along with the large turnover, other key problems are poor work performance and lessening of morale. Company X attempted to determine what the problem was through exit interviews but were unsuccessful. A survey, developed by Susan H, was administered. It did not produce any useful results. Susan suggested a second, improved survey. The new survey changed the focus from why a current employee may be unhappy or quit to those who had already voluntarily left Company X. Company X wants to know why employees are dissatisfied. The hypothesis remains the same--low morale is causing a higher than usual employee turnover and poor work performance. The purpose of this study is to explore the different ways that Company X employees are affected by their work.
Instrument for Data Collection Company X used surveys to collect data from their employees. The first survey had several flaws: bias, awkward wording, unasked questions, and data entry errors. A new survey was created. The effectiveness of this survey was increased by pretesting a sample survey before releasing it to the employees. This new survey was completed during exit interviews by Susan's staff to accumulate the 78 surveys. The survey consisted of questions on what employees thought about different aspects of their job. They were also specifically asked to state the primary reason for their decision to quit. The survey had ratings from one to five, one for Do Not Agree and five for Strongly Agree.
Types of Data Collected The survey collected data consisting of qualitative and quantitative data. The majority of the questions are qualitative data as they are represented by code words. The quantitative data is the time of service as it consists of total years of service.
Measurement for Variables
The first 10 questions asked the employees to select one through five. Those 10 questions are ordinal. Question 11 is interval.
Coded Data and Evaluation During exit interviews, Debbie's staff collected 78 new surveys. The data was coded according to the survey questions. The columns of the spreadsheet correspond to the 11 questions asked on the survey. For each question there were five possible numerical answers, the scale ranged from very negative, indicated by the number one, to very positive, indicated by the number five. The additional 11th question, however, was associated with the exiting employee’s primary reason for leaving the company. If employees selected the number 5, they would need to write their reason for leaving. Because there were minimal surveys with this response the team will review these surveys individually. The previous survey contained an additional demographic question that asked the employee to indicate if he or she were a supervisor or manager. For the purpose of the second survey this was excluded as the team did not believe that it added value to what the team was trying to address. Each row on the spreadsheet corresponds to an individual survey. There were a total of 78 surveys keyed into the spreadsheet. The location of data is as follows:
Appendix A: Descriptive Statistics.
Appendix: Frequency Distribution Totals for Individual Questions.
Appendix C: Descriptive Statistics for Question 11.
The problems that Company X are in urgent need of solving are higher than normal turnover rate, low morale, and poor job performance. Company X conducted a second survey. The second survey given to employees as they left the company shows that dissatisfaction with the supervisor as the most common reason for quitting. Employees are feeling negatively about the company. The employees do not feel valued nor do they value their jobs. By incorporating our recommendations Company X can correct the issues at hand.
It is my recommendation that Company X should provide further training for supervisors and management staff. They can set up training seminars for their management staff. This will hopefully improve relationships with employees. My next recommendation is to improve communication between management and the employees. Ongoing and open communication between managers and employees can help keep professional objectives clear, projects focused, and potential workplace conflicts from getting out of hand. Another focus should be team building programs. HR can set up these programs for all departments. An example would be a simple table top where employees and managers work through simulated scenarios. This will help them work together. Company X should also consider setting up retreats that focus on team building skills. Wages were another issue with current and exiting employees. My recommendation for this is to match employees' wages with the industry standards. Employees were also concerned with their shifts. As a final recommendation, Company X should focus on employee satisfaction. 51.4% of employees were unhappy with the work location. This item needs further review within the company to see how morale can be increased at this location.

Data Levels of Measurement. (2011). Retrieved from statistics/data-levels-of-measurement
McQuerrey, L. (n.d.). Ways to Increase Communication Between Managers & Retrieved from communication-between-managers-employees-37810.html

Maids and Housekeeping Cleaners. (2012). Retrieved from
Food and Beverage Serving and Related Workers. (2012). Retrieved from related-workers.htm

Appendix A
Totals for Questions One through Ten
|Descriptive statistics | |
| | |
| |Q11 |
|count |78 |
|mean |2.21 |
|sample standard deviation |0.97 |
|sample variance |0.94 |
|minimum |1 |
|maximum |5 |
|range |4 |
| | |
|1st quartile |2.00 |
|median |2.00 |
|3rd quartile |3.00 |
|interquartile range |1.00 |
|mode |2.00 |
| | |
|low extremes |0 |
|low outliers |0 |
|high outliers |3 |
|high extremes |0 |

Frequency Distribution - Quantitative
| | | | | | | | |

lower | |upper |midpoint |width |frequency |percent |frequency |percent | |1 |< |2 |2 |1 |18 |23.1 |18 |23.1 | |2 |< |3 |3 |1 |35 |44.9 |53 |67.9 | |3 |< |4 |4 |1 |19 |24.4 |72 |92.3 | |4 |< |5 |5 |1 |3 |3.8 |75 |96.2 | |5 |< |6 |5 |1 |3 |3.8 |78 |100.0 | | | | | | | | | | | | | | | | |78 |100.0 | | | |…...

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