Ballard Integrated Managed Services, Inc. Data Collection

Ballard Integrated Manage Services, Inc. Data Information

In research, information gathered and needed for a study is called data collection. There are different types of ways to gather information but as long as the information is gathered for the study then the research can be completed. In this report the analyzed data would be provided by Ballard Integrated Managed Services, Inc. (BIMS), to help investigated the cause of the increase in the Douglas Medical Center, (DMC).

Situation

In BIMS, Barbara Tucker provides different types of staff for DMC such as cleaning, food service management for patients and staff, housekeeping, and plant maintenance. During the last four months there has been a high rate of turnovers of 55%- 60%, which means it has climbed up to 64%. In order for BMS to maintain a controlled acceptable levels of productivity, service, and profitability, the turnover rate must be controlled by BMS. There has been poor work increase, staff sick time and lack of time management. In order to control the situation and see what is going wrong Debbie Horner was enlisted by Barbara for Human Resources to concentrate on the employee motivation. The question mainly is why the motivation of these employees down is and why there is such a high rate. In order to do so there are 449 employees that need to express his or her view on everything like the training, treatment, hours, etc.

Data Collection

Collection of data is done in many ways and there used very frequently but survey was the one that was chosen. Survey seems to be a very effective in many different cases. The thing about surveys and what is done when conducting a survey is to collect data while either asking face to face, mail, online, mobile, telephone and mixed mode surveys are the ones normally used to get information. It is a very well-known way to collect data, and used as frequently as it probably has been for many years. Knowing the correct way to collect data as well as how to grab the attention of people to get the data that is looked for successfully seems to be the key in most cases.

Type of Data

Both quantitative and qualitative data was collected and analyzed during our research. The raw data collected from the survey’s included in the employee’s paychecks. The majority of the data analyzed is qualitative, and can only be classified into groups of categories. The only data that was quantitative is the data on the length of time the employees have worked for Ballard Integrated Managed Services.

Level of Measurement

The survey conducted by BIMS contains a variety of levels of measurement for its variables. The variables for questions number one through three and five through 10 are the ordinal-level scales of measurement. The variables to these questions are measured by ranking from negative to positive using number of scale, and the difference between each rating cannot be quantified. It is essentially a matter of opinion of the employee.

The variables for questions A, C, and D are the nominal scales of measurement. The variables for these questions can be counted only or classified only. The variables for questions four and B are the ratio-level scales of measurement. The variables for these questions can be ranked, the rankings are measurable, and zero measures and the differences between measurements are meaningful.

Coding Data

The data from the BIMS Employee Survey is coded numerically on the nominal, ordinal, and ratio levels. Column one of the data set represents the 78 participants who have been numbered from one to 78. Columns two through 11 of the data set represent questions one through 10 of the survey. Participants were asked to answer each question with a rating of one to five with one equaling very positive and five equaling very negative. The responses were recorded into appropriate columns and rows of the data set. A zero was recorded if the participant did not answer the question.

Cleaning the Data

The final four questions were ordered alphabetically. Questions A, C, and D are nominal questions with the responses coded as a one or two. Question B asks the participants how long they have worked for BIMS. This is a ratio level question because the response is classified by the amount of characteristics and zero is equal to the absence of the characteristic (Lind, Marchal, & Wathen, 2011). For example, responses range from one month to 328 months. Zero cannot be an answer. Six data input errors were corrected. The ordinal value six was input instead of five in response to questions 1 through 10. According to the case study and careful review of the data, this appears to be the only data input error. It has been acknowledged the data entry office worker made a repeated pattern of entering six not five. In questions one through 10 data with a response scale of one through five inaccurately had answers of six. Question B correspondingly has data where response of six is potential. Furthermore, a data value of zero specified the respondent did not reply the question and data cannot be considered because of oversight. These inaccurate entries necessitate cleaning the data beforehand precise analysis can take place by the crew.

The data is cleaned by moving all replies of six and adjusting them to a five for inquiries one through three and five through 10. Data possessing a value of zero, representing a nonresponse, is absent from examination. Meanwhile, the fourth inquiry the ratio data for numbers of days was restricted to numbers one through five. This marks responses of six or greater unlikely. In lieu of the fourth question any reply of five is redefined as five or more, namely, the data cleaning is implemented proceeding to crew scrutiny to support correct statistics of staff replies.

General Data Survey Conclusion
In conclusion the data compiled through Debbie Homer’s survey does support the hypothesis that employees are not happy which is causing a high turnover rate for BIMS. Out of the 78 responses compiled from the 449 surveys that were handed out 48 males and 28 females filled out the surveys (two did not answer male or female). Twelve were managers or supervisors while 64 were employees (two did not answer their position). Sixty of the employees who participated had five years or less work experience at BIMS. Employees with 15 or more years of experience were just as unsatisfied as employees with five years or less. Only 32 of the 235 foodservice employees participated, 36 of the 114 housekeeping employees participated, and nine of the 56 maintenance employees participated in the survey (one person did not list what department they worked in). Data shows that there is a lack of training, possible mistreatment by management, wages may be too low, and communication needs improving. Close to 68% of participants surveyed do not enjoy working for BIMS so there is a large disconnect with being able to satisfy employees. If the survey was mandatory it could draw additional data. Information gathered from the survey is appropriate and informative on what areas need improving. Ways to possibly improve morale and turnover could be to offer more benefits, better pay or a bonus program, as well as keeping a detailed monthly write up on each employee to help improve communication.