Analyzing and Interpreting Data Essay

BIMS counseling aggroup has been go about a study dilemma of high turnover and super embarrassed employee morale. BIMS counseling team has asked squad B to help identify the principal(prenominal) cause of the high turnover and low morale and propose an acceptable solving that will result in a decr salve of both.Data Collection closureIn the ancient few months we at BIMS contain learned, thru the drop in employees that the return withs employee morale was dwindling. So, to help the association boosts the employees morale and comp whatsoever image, we dogged as a whole in caution by collecting information from those that atomic number 18 directly responsible for or unnatural by the issues, the research should lead them to nearly resolution to fix the problems we ar facing with the turnover in employees. We gave kens to 449 staff members. The persuasion calm information on attitudes, opinions, and levels of felicity from the staff. We employ the levels used nominal, ordinal, and interval levels of step for the ch whollyenges. 449 employees were given surveys, and only 78 dour in the survey, which was less than 18% of the employees. The surveys had flaws and they were biased, cause them to not contain enough comment to implement any exchanges.Summarizing and presenting conclusion human foot on the conclusions represented in the collected selective information of the survey used by steering, the findings conclude the overwhelming dissatisfaction of a absolute majority of the employees surveyed. This survey is based on a sm wholeer s international amperele of the entire employee base and represents only those that took part in the puzzle out and chiffoniernot conclude the entire impact of how all employees feel regarding their employer and how they are ultimately treated in their own minds of fairness. The data gives the management team a fancy into how their employees feel, what is spend a penny them to consider go forth the society and offers an taste into what the management team can do in order to help change the perceptions of those that feel negative about any portion of the social club. Most employee satisfaction surveys add together the club a well-constructed look into the thrill of their workplace and record proof of dissatisfaction passim the company, allowing the owners or managers to fix the problems and institute robust changes in the area of concern (T. Englander, Employee Surveys, Sept. 1988). some other survey with questions as to wherefore employees are leaving is suggested.Hypothesis StatementUpon the reviews the company has submitted another exam asking employees wherefore they are leaving. This survey allows the company to come up with a hypothesis con dischargeation and testing. A hypothesis is a statement about a population (Lind, & Marchal, 2011). The company wants to decrease turnover and remedy morale. This makes our hypothesis statement if the employe e turnover is rock-bottom than the employee morale will increase. Data from the company is then used to check the wisdom of this statement (Lind, & Marchal, 2011). The survey can identify the areas of greatest concern to the resigning employees. If we look at question 11 that asks employees the primary winding reason that led them to decide to quit, this could make out a hypothesis statement of employees who resigned, did so because they did not like their supervisory program.Five quality Hypothesis testThe hypothesis test was exerciseed on question 11. Question 11 asks what the primary reason for leaving the physical composition is. After all the responses were collected 78 out of 78 responses were gathered. Of the 78 responses the 2 reasons that scored the highest explaining why BIMS employees were leaving the organization was 45% answered their supervisor while 24% were not satisfied with their indemnify. The null hypothesis would be Ho = 45 and the alternate would be H 45. Testing mean with cognise variancesample size78population variance0.932281Mean2.205128 visionary Hypothesis45Type I error0.05Z quantify-391.92P value (1tail)1P value (2tail)2TestingThe decision was to perform a hypothesis test on question 11 because this gave us the surmount insight as to why BIMS employees were choosing to yield the organization or had low morale. We decided to use a percentage test to calculate the responses given by BIMS employees for leaving the organization. Below you can see that all(prenominal) question was broken down by percentage of how each employee responded. We took the responses from each question totaled them and then divided them by the number of employees that responded which was 78. The percentages can then be put into a pie chart to create a visual impact. With the attached pie chart it gives BIMS management a clear vulnerability of their employees feelings towards the specific questions asked. For example, most of the employees who answered the survey did not like their supervisor.Interpret ResultsThe results show patterns of detest toward the management in place and fiscal incentive paid to employees. With 45% of all employees surveyed stating their immediate supervisor is not liked, team up B believes it best to introduce management train in an effort to ease the unfavorable tension from the almost half(prenominal) surveyed employees. With limited participation from the employee population, the chemical group cannot strongly encourage change, because of an inconclusive response and change degrees of discrepancies.DecisionTeam B used the statistical data obtained from the employee survey results to get out certain attributes as to why the employees are leaving the company at a faster gait recently. The data points to dissatisfaction in pay and leadership quality. The group believes the decisions do by management get hold of led to a higher quitting rate than ever before, while shift quantify were ranked very low as a reason for leaving. The survey supports demonstrate that suggests changes do need to be made in management, and employee departure is relevant to the decisions that have been being made over the past few months. The results also report pay structures need to be addressed, and the company mustiness recognize and be willing to align to industry standards as far as pay is concerned.ConclusionAfter treat the weensy amount of returned surveys completed, the analysis team concludes the returns are far too small to positively make concrete adjustments to some(prenominal) of the possible problems that may be cause employees to quit the company. The team recommends management training with a focus on supervisors morale boasting methods in order to help identify those that are not happy with the current management process that takes place. The analyst also reports a need to look into pay increases at the entry levels of the company and make adjustments in an e ffort to increase productivity and company morale. The team encourages the company to insert a new independent anonymous survey into every employees paycheck in hopes of a greater return of data needed to positively make the expert changes and implement the changes to keep a happier and fitter work environment.ReferenceLind, D., & Marchal, W. (2011). basal statistics for business & economics (Revised/ grow ed.). Boston. McGraw-Hill. Englander, Todd, EmployeeSurveys, Incentive 1988, Sept. pg. 150