During the past four weeks, team A has been researching the lack of performance and retention Ballard Integrated Managed Services (BIMS) is facing from their staff. BIMS is an organization that provides housekeeping and food services to corporations and institutions. The company has been serving Douglas Medical Center (DMC) for the past three years and has signed an agreement for five additional years. The main focus of the team was to present the situation at BIMS, describe the instrument used for data collection, identify types of data collected, identify the level of measurement, code the data, clean the data, and draw a conclusion. With the material learned in class the team is better prepared in analyzing and developing a conclusion based
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The problem Ballard Integrated Managed Services, Inc. is experiencing is the turnover rate is higher than the industry standard, use of sick time has increased, workers are wasting time throughout the day, and work has been of poor quality. The purpose of the research is to find out why the staff is unhappy with their jobs, to lower the turnover rate, and make improvements to increase the job quality. The initial information supports the null hypothesis of the high employee attrition rate due to low employee morale. To further verify if the hypothesis is rejected or not rejected, the team analyzed the survey administered to the employees, and the instruments used for data …show more content…
Also, based off the data, we can infer that workers within all divisions responded with a mean average of less than three to all questions. This means that the workers generally disagree with the quality of training they are receiving, the wages the company offers, fair treatment, communication, job security, and job commute.
Our recommendation to Barbara Tucker and her management team is to focus on retraining their group of supervisors within all divisions. This may involve training on leadership skills to help them better connect and manage their subordinates. Also, we recommend that management increase wages and offer monetary incentives to help attract and retain employees. Finally, we recommend that the management team become more transparent with their workforce and interact with employees so as to help improve communication within the
The problem Ballard Integrated Managed Services, Inc. is experiencing is the turnover rate is higher than the industry standard, use of sick time has increased, workers are wasting time throughout the day, and work has been of poor quality. The purpose of the research is to find out why the staff is unhappy with their jobs, to lower the turnover rate, and make improvements to increase the job quality. The initial information supports the null hypothesis of the high employee attrition rate due to low employee morale. To further verify if the hypothesis is rejected or not rejected, the team analyzed the survey administered to the employees, and the instruments used for data …show more content…
Also, based off the data, we can infer that workers within all divisions responded with a mean average of less than three to all questions. This means that the workers generally disagree with the quality of training they are receiving, the wages the company offers, fair treatment, communication, job security, and job commute.
Our recommendation to Barbara Tucker and her management team is to focus on retraining their group of supervisors within all divisions. This may involve training on leadership skills to help them better connect and manage their subordinates. Also, we recommend that management increase wages and offer monetary incentives to help attract and retain employees. Finally, we recommend that the management team become more transparent with their workforce and interact with employees so as to help improve communication within the