The Survey from Departing Employees - Report Example

Report On the whole, the report is somewhat lacking in presenting a complete picture of the BIMS scenario. The objectives of the earlier survey should have been included. A brief description of the corporate set up, the division of responsibility, the number of employees and departments would have all contributed to improving the quality of the report, because it would have provided the necessary background information required to maximize the effectiveness of the presentation. The Consultant’s role is however, very well described in this Report. It has clearly set out the reasons why the earlier survey findings were not useful and the factors that were taken into account by the Consultant in developing her new survey. The report has also explained how the consultant learned from the limitations of the earlier survey and the measures she utilized to ensure that the new survey was built upon a stronger foundation. The development of the survey instrument in this case could have been better described. A Likert type survey questionnaire was used, and this Report discusses how the questions were framed and improved upon by taking into account suggestions from the senior management team. The value of this report could have been enhanced if it had also included some description of how the questions were framed and what was the theoretical basis upon which it was done. For example, to what extent were the views and theories put forward by other researchers taken into account in formulating the questions? The report could have expanded on the underlying factors which led the researcher to believe that certain elements were important and had to be addressed in the questionnaire. For example, there are no questions that attempt to discover whether the employee feels rewarded and recognized on the job, although theories of motivation have highlighted the importance of intrinsic motivation in employees. The report could have been enhanced if it had explain the justification and thrust behind the formulation of the questions, and how exactly, those questions were derived. The data collection process was discussed fairy well. The report has estimated a time frame of two to three months for collection of responses on the survey from departing employees. The report could have provided more details about how the information was collected from the employees. For instance, were they only asked to fill out the survey while leaving or were they also interviewed separately after the survey was completed to gain more details about their reasons for leaving, or gain clarification and elucidation of their responses? Were there any departing employees who refused to participate in the survey and what were the measures that were taken to assure that the anonymity of the respondents was preserved? Such aspects should have been covered in this report because they pertain to ethical issues that arise in any study. The report should have also mentioned the precautions taken by the researcher to ensure the confidentiality of the data that was being collected through this survey. The report did include a copy of the survey questionnaire, which clarifies the kind of coding system that was used to categorize the responses. It sets out the scale along which the responses were graded, i.e, along a scale of responses ranking from not agreeing at all to agreeing strongly, by providing a numerical value to rank the verbal response. Since the questionnaire does not contain any open ended questions, the question of qualitative coding of responses does not arise. The Report provides some details of the findings. The results of the survey questionnaire have been set out in a table, and this is the basis whereby it can be ascertained that 78 employees have participated in the survey. The table of results also includes data on which department the employee belongs to, the duration of employment, the gender of the employee and whether he or she is a manager. These findings have however not been discussed at all in the report; the numerical data table of results is the sole basis upon which a reader of the report must assess the findings. The report is lacking in this aspect, because it could have been enhanced in value if there had been some discussion on the major findings and their significance in satisfying the objectives of the study. Analysis of this data in graphs would have been of considerable value in demonstrating trends and patterns discernable in the study. The calculation of percentages and the distribution of responses would have been useful in presenting the conclusions from the findings. The data obtained on the survey has not been statistically analyzed in this report, neither has any commentary been offered on the findings. No graphs were used at all, and coupled with the absence of a discussion of the results, the report appears incomplete with the most important section having been presented inadequately. The objective of the survey was to determine the reasons for the high turnover in employees at BIMS. The Consultant’s assignment was to try and discover the reasons for such a phenomenon and the survey was designed and administered to resigning employees with this objective in mind. On the basis of the results obtained in the table presented in the report, most of the employees resigning appear to be male and from the housekeeping department. The reason most frequently cited for resigning appears to be a dislike of the supervisor, followed by dissatisfaction with pay. Thus it may be noted that the consultant’s study has been successful in determining two of the most reasons for the increased turnover of employees. But since this report does not contain any presentation of the conclusions, neither any discussion, statistical analysis or graphical presentation of results, it does not match the consultant’s assignment, which was to present a comprehensive report, setting out the reasons for the high employee turnover. This shortfall in the report needs to be addressed and a detailed discussion of findings and conclusions must be added to the report, together with recommendations to the Company on improving employee retention. Read More