Resource:  University of Phoenix Material: Ballard Integrated Managed Services, Inc., Part 2. (Down here) Read  the University of Phoenix Material: Ballard Integrated Managed Services, Inc., Part 2. Your team acts as a consultant group that analyzes and interprets this second set of data. The intent is to increase senior management’s understanding of the sources of employee dissatisfaction and to create a model that predicts employee resignation. Write  300-350 words   On how you will increase senior management's understanding of the sources of employee dissatisfaction .   Ballard Integrated Managed Services, Inc. , Part  2 QNT/351 Version  4 1 University of Phoenix Material Ballard Integrated Managed Services, Inc. , Part  2 The initial survey effort led by Debbie Horner, HR  m anager of  Ballard Integrated Managed Services, Inc. (BIMS) , did not produce useful findings. The survey had several flaws that made the majority of the results questionable. Some items were biased. A few questions were worded  awkwardly , likely  affecting  the response.  S ome of the information needed was not asked, further reducing the value of the effort. Additionally, the data entry typist and general office support person made a number of errors when keying the data into the spreadsheet, compounding the poor results. In hindsight, Debbie suggested that she should have pretested the sample  instrument  before issuing it to the workforce. Such a step would have likely revealed many of these problems. Further, to improve the 17.3% response rate, she should have taken different steps to encourage employee participation. Just inserting it into the payroll process did not inform employees sufficiently about the purpose and sponsor of the survey. Advance information to explain the need for gathering their views, as well as reassurances about confidentiality and anonymity, plu s descriptions of how the information would be used are among the many steps that Debbie might have taken to increase the response rate.  Knowing that Barbara Tucker,  g eneral  m anager of the BIMS operation at the Douglas Medical Center, and the rest of the top management team were disappointed in the findings, Debbie proposed that she create a second, improved survey effort that was better planned and marketed.  Although  somewhat reluctant to authorize the effort for fear of creating more damage, Barbara approved the request. She felt the need to understand the current employee  dissatisfaction  and increased turnover rate was urgent and thus merited the continued effort. Learning from the initial effort, Debbie  designed another survey  instrument . This time she circulated it among the senior management team, inviting each person to complete the survey, reading for comprehension and flow of the actual wording, as well as for completeness. A number of suggestions were made in terms of question phrasing as well as about adding new items. These ideas were incorporated into the sur.

1. Resource:
University of Phoenix Material: Ballard Integrated Managed
Services, Inc., Part 2. (Down here)
Read
the University of Phoenix Material: Ballard Integrated
Managed Services, Inc., Part 2. Your team acts as a consultant
group that analyzes and interprets this second set of data. The
intent is to increase senior management’s understanding of the
sources of employee dissatisfaction and to create a model that
predicts employee resignation.
Write 300-350 words On how you will increase senior
management's understanding of the sources of employee
dissatisfaction .
Ballard Integrated Managed Services, Inc.
,
Part
2
QNT/351 Version
4
1
University of Phoenix Material
Ballard Integrated Managed Services, Inc.
,
Part

2. 2
The initial survey effort led by Debbie Horner, HR
m
anager of
Ballard Integrated Managed Services, Inc. (BIMS)
, did not produce useful findings. The survey had several flaws
that made the majority of the results questionable. Some items
were biased. A few questions were worded
awkwardly
, likely
affecting
the response.
S
ome of the information needed was not asked, further reducing
the value of the effort. Additionally, the data entry typist and
general office support person made a number of errors when
keying the data into the spreadsheet, compounding the poor
results.
In hindsight, Debbie suggested that she should have pretested
the sample
instrument
before issuing it to the workforce. Such a step would have
likely revealed many of these problems. Further, to improve the
17.3% response rate, she should have taken different steps to
encourage employee participation. Just inserting it into the
payroll process did not inform employees sufficiently about the
purpose and sponsor of the survey. Advance information to
explain the need for gathering their views, as well as
reassurances about confidentiality and anonymity,
plu
s descriptions of how the information would be used are among
the many steps that Debbie might have taken to increase the
response rate.

3. Knowing that Barbara Tucker,
g
eneral
m
anager of the BIMS operation at the Douglas Medical Center,
and the rest of the top management team were disappointed in
the findings, Debbie proposed that she create a second,
improved survey effort that was better planned and marketed.
Although
somewhat reluctant to authorize the effort for fear of creating
more damage, Barbara approved the request. She felt the need to
understand the current employee
dissatisfaction
and increased turnover rate was urgent and thus merited the
continued effort.
Learning from the initial effort, Debbie
designed
another survey
instrument
. This time she circulated it among the senior management team,
inviting each person to complete the survey, reading for
comprehension and flow of the actual wording, as well as for
completeness. A number of suggestions were made in terms of
question phrasing as well as about adding new items. These
ideas were incorporated into the survey design. The revised
instrument
was again circulated among the same group of senior managers.
The group’s consensus was that the revised instrument was
complete and ready to administer.
To ensure the instrument was easily understood from the
employee perspective, Debbie solicited five craft workers to
voluntarily pretest it as well.
These five were all on noncritical medical leave, so they were
able to comfortably conduct the review. Additionally, as they

4. were currently on leave, none would be in the actual surveyed
population when the study instrument was issued later that
month. Each of the five had minor phrasing suggestions that
Debbie incorporated. Finally, Debbie sent this last version to
the senior management team for final review. It was approved
unanimously (see Exhibit C for this second data collection
instrument
).
Then, Debbie had a sudden thought.
Why interview current employees about why they
might
quit and about their level of satisfaction? Perhaps she should be
surveying those that had already left the organization. By
asking them
,
“Why?” she might learn more about who would quit in the
future. She might be able to develop a model for
predicting voluntary terminations. This indeed would be an
important contribution to the company.
With this in mind, Debbie decided that her next study
population would be those who voluntarily left their
employment with BIMS.
Given the higher than normal
,
and unfortunate
,
turnover rate, Debbie was certain that she would be able to
collect the data over the next 2
to
3 months.
She would ask those departing to complete the survey during
their exit interview with her office.
Usually the exit interview was conducted by the immediate
supervisor, but given the nature of this effort, Debbie felt that

5. her staff should assume that responsibility on a temporary
basis—just for the few months that were required to accumulate
75
to
80 completed surveys. After that time, the task of conducting
the exit interview would revert to the immediate supervisor.
Debbie’s goal was to use the data to create a regression
statement that could be used to predict future resignations. She
also intended to use the information to identify the areas of
greatest concern to the resigning employees; therefore, both
descriptive statistics and frequencies were to be calculated. As
the goal was to reduce employee turnover and improve morale,
these key areas would become the center of attention for future
internal HR development programs.
Once again, Barbara Tucker has asked your Learning Team to
act as consultants
who
analyze and interpret this second set of data. As described by
Debbie, the intent is to increase senior management’s
understanding of the sources of employee dissatisfaction and to
possibly create a model that predicts employee resignation. As
before, Barbara asks that your team prepare a 1
,
050-
to
1
,
750-word written report along with a
7
-
to
9
-slide Microsoft
®

6. PowerPoint
®
presentation for the senior management team that presents your
findings (see Exhibit D for the data set of this second survey).
Exhibit
C
BIMS
Exit Interview
Survey
Using the scale provided, record your answer by circling the
number that is closest to your view where
5
is a very positive response
(you strongly agree with the statement)
and
1
is a very negative choice
(you do
no
t agree at all with the statement)
.
Do N
ot
Agree
Neutral
Strongly Agree
1.
You are well trained for your work.

7. 2.
The company provided the needed training
.
3.
You were fairly paid for the work you
did
.
4.
You were given as many hours that you desired.
5.
Your supervisor treated you fairly
.
6.
Your manager treated your division fairly
.
7.
The company is good at communicating
.
8.
Your job was secure
.
9.
You liked working at this location
.
10.
Getting to and from work was easy
.

8. 11.
What was the PRIMARY reason that led you to decide to quit?
(Select only one
.
)
A.
In which division
did
you work?
B.
How long have you worked for BIMS?
C.
What is your gender?
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5

9. 1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
A.
I do not like the work.
B.
I do not like my supervisor.
C.
I am not satisfied with the pay.
D.
I am not satisfied with my shift.
E.
Other: ____________________
Food: _ Housekeeping: _ Maintenance: _
Years: _____ Months: _____
Female: _____ Male: _____
Exhibit
D

10. Survey
B
Data Set
No.
Q1
Q2
Q3
Q4
Q5
Q6
Q7
Q8
Q9
Q10
Q11
A
B
C
1
3
3
5
5
1
3
4
3
2
2
2
3
14
2
2
2

11. 3
4
3
5
2
4
4
2
5
1
1
6
1
3
2
2
2
2
1
3
1
1
1
1
2
2
22
2
4
4
2
1
3
3
5
5

12. 1
3
4
3
2
18
2
5
3
3
3
2
3
4
3
5
2
4
4
2
3
2
6
3
2
3
3
1
2
4
1
2
1
3
1
5

13. 1
7
5
3
1
3
4
5
2
1
4
2
2
1
7
2
8
4
3
4
3
5
4
1
2
2
5
1
2
3
2
9
2
3
5
2

14. 2
2
3
5
3
4
5
3
1
2
10
1
2
2
3
4
3
4
5
5
1
4
1
5
1
11
3
3
4
1
2
2
3
4
3
5

15. 2
2
6
2
12
3
1
2
1
3
5
3
4
3
4
2
1
2
2
13
1
1
3
2
3
2
1
2
3
3
1
1
14
1
14
4

16. 2
3
3
5
4
4
1
2
3
3
2
101
1
15
5
3
5
1
5
5
5
3
3
5
2
3
15
2
16
2
1
5
4
4
5
2

17. 3
4
4
1
2
45
2
17
4
3
3
5
2
4
1
2
1
2
2
1
4
1
18
2
2
3
4
5
2
1
4
2
2
3
2
8

18. 2
19
3
3
1
2
4
1
2
2
5
3
2
1
1
2
20
4
2
2
5
2
3
5
3
4
3
2
2
2
2
21
2
5
5
3

19. 3
4
5
5
1
1
1
1
4
2
22
2
4
1
2
2
3
4
3
5
4
1
3
4
1
23
5
2
1
4
2
4
4
5
2
5

20. 2
2
6
2
24
4
1
2
2
5
2
1
2
2
2
1
2
25
2
25
2
3
5
3
4
3
1
4
4
4
1
3
8
1
26
3

21. 4
5
5
1
2
2
3
2
2
2
1
6
1
27
2
3
4
3
5
5
5
3
3
3
3
2
7
2
28
1
3
4
4
5
5
1

22. 5
3
4
3
2
9
2
29
4
2
2
4
1
2
4
4
2
2
2
1
187
1
30
2
2
3
2
4
4
2
2
1
5
2
1
11

23. 2
31
3
3
2
2
2
3
3
1
4
4
3
2
5
2
32
3
3
5
5
1
3
4
3
2
1
2
1
9
2
33
2
3
4
3

24. 5
2
4
4
2
1
2
3
7
1
34
2
5
5
1
2
4
3
1
2
2
2
2
8
2
35
3
5
4
5
3
2
5
4
3
5

25. 1
1
10
2
36
2
2
4
5
5
1
4
5
1
1
3
1
13
1
37
2
4
2
2
4
3
4
2
3
4
2
2
5
2
38
3

26. 3
2
4
4
3
2
4
2
2
1
1
2
1
39
5
3
3
3
2
1
2
2
3
3
2
2
15
2
40
4
5
1
3
2
4
3

27. 3
2
2
3
1
5
2
41
4
4
1
5
3
5
1
4
2
3
3
2
13
2
42
2
2
2
4
1
2
1
2
3
1
2
2
8

28. 1
43
2
1
5
2
1
4
2
5
2
1
1
1
61
2
44
3
3
4
1
2
2
5
4
4
2
2
1
8
2
45
1
3
2
3

29. 5
3
4
1
2
5
3
2
12
2
46
1
1
3
4
5
5
1
3
4
3
2
2
271
1
47
2
4
2
3
4
3
5
2
4
4

30. 2
1
13
2
48
5
5
3
4
5
3
5
5
3
1
2
2
12
2
49
4
2
2
5
3
4
3
1
1
3
1
1
16
2
50
2

31. 4
1
2
1
3
4
4
1
3
3
2
9
1
51
1
2
1
3
5
2
4
2
2
2
2
3
8
1
52
5
3
5
2
5
5
3

32. 3
3
1
5
1
6
2
53
3
4
5
5
3
1
1
4
2
4
2
2
11
2
54
2
2
3
1
2
4
1
1
2
3
3
1
51

33. 1
55
1
5
2
4
1
2
2
2
1
2
1
1
5
2
56
4
4
1
2
4
3
3
5
3
5
1
2
6
2
57
3
1
4
3

34. 3
4
2
2
3
3
2
2
3
2
58
2
2
4
1
2
1
3
1
2
2
3
1
4
2
59
5
5
2
1
4
2
1
4
1
1

35. 2
2
7
2
60
3
4
1
2
2
5
1
5
1
4
3
3
10
1
61
3
2
3
5
3
4
2
1
2
4
2
2
11
2
62
2

36. 3
4
5
5
1
3
2
2
2
2
1
8
2
63
4
2
3
4
3
5
2
1
5
3
3
2
4
2
64
4
3
3
2
1
3
3

37. 3
3
4
1
1
5
2
65
1
3
3
3
4
4
2
2
2
2
2
2
5
1
66
2
2
2
1
5
5
1
3
1
5
3
1
7

38. 2
67
5
1
3
5
2
1
4
3
4
4
2
1
5
2
68
2
4
2
2
2
1
3
5
3
1
1
2
9
1
69
3
5
1
3

39. 3
3
2
2
2
1
2
2
10
1
70
3
2
4
2
4
1
2
1
5
2
3
3
18
2
71
2
1
5
5
2
1
4
2
3
5

40. 4
2
12
2
72
3
5
2
4
1
2
2
5
2
1
3
2
13
2
73
2
2
1
2
3
5
3
4
1
4
2
1
7
2
74
1

41. 3
4
3
4
5
5
1
4
2
1
1
2
2
75
4
4
5
2
3
4
3
5
4
3
5
2
9
1
76
5
5
2
1
4
2
5

42. 5
1
3
2
3
11
2
77
2
1
1
2
5
4
2
1
2
2
1
1
9
2
78
1
2
3
5
2
1
1
2
5
1
2
2
10

43. 2