Ballard Integrated Managed Services Essay

Ballard interconnected Managed Services, Inc. (BIMS) is an organization that provides fodder service and housekeep services to corporations and institutions on a constringeual basis. Ballard corporate Managed Services, Inc. (BIMS) has a contract with Douglas Medical aggregate (DMC). As general manager of the Douglas Medical Center site for Ballard Integrated Managed Services, Inc. (BIMS), Barbara Tucker is responsible for three divisions at this site, all(prenominal) with its own management staff. The forage service division, led by plant life Torres, is responsible for providing daily meals for the 5,300 staff members, nurses, and doctors as well as the cosmos in the six cafeterias. In addition, they prepare specialized meals for patient care.The cordial reception division, managed by Henry Dumas, is responsible for refreshing each(prenominal) hospital room, including changing the linens on empty beds, replacing towels, and sanitizing bathrooms, which includes primary( prenominal)taining the public areas hallways, lobbies, and elevators. The Physical Plant upkeep division, led by Matt Lee, is responsible for the nonmedical equipment and physical aspects of the medical pith (University of Phoenix).OverviewThe problem is that in recent months, the general manager, Barbara Tucker, noniced a stemma in staff morale, a luxuriouslyer turnover rate, an increase in the amount of sick time used, and poor figure ethics. Exit interviews did not provide new information on employees sudden changes. Even though replacing staff is not difficult to accomplish, it is costly. Barbara agreed to have the homo resources manager, Debbie Horner, conduct a regard focusing on what would motivate employees. Debbie asked questions that pertained to make believe conditions, shift hours, quality of training, and level of compensation, fair treatment, internal company communications, and railway line security. Demographic questions were also asked so Debbiecould sepa rate responses by division. Debbie hypothesized that the variables would correlate high employee turnover ratio to low employee morale.Data CollectedQuantitative has cardinal kinds of variables, reported numerically. Discrete isone of the variables, which can only assume veritable values, containing gaps between the values. Quantitative data collected based on comethe information collected can be analyzed using discordant statistical techniques. The analysis helps the researcher create centreful patterns and take a deeper look into the data. The most important use of quantitative data is in hypothesis testing and can support researchers in reaching conclusions. The main methods used to collect quantitative information are using questionnaires that fill input of the users response. Ballard Integrated Managed Services, Inc. (BIMS) placed questionnaires in the payroll checks for two pay periods, and employees were asked to return them to the Human Resources Manager.Types and Meth ods of Data CollectedThe fictitious character of data collected in the BIMS Employee thought is quantitative. harmonise to Problem drama Institute of Ontario (2013),Quantitative data is information that is measured and expressed as numbers. Scores on standard tests like the SOGS, scores on scurfy questions (e.g., a five-point scale), and records of sessions attended, are examples of quantitative data. The Ballard Integrated Managed Services, Inc. (BIMS) Employee Survey consisted of 10 questions that required the employees to rate his or her level of job satisfaction on a scale from one to five,one meaning real negative and five meaning genuinely positive. Quantitative methods of collecting data are good be acquire it is comparatively easy to collect, score, and analysis data from a large group (Problem play Institute of Ontario, 2013).Level of MeasurementIt is important to recognize that there is a hierarchy implemented in the level of measurement concept. At each level of the hierarchy, the current level includes all of the attri barelyes of the previous level as well as adding something new(Trochim, 2006).The ordinallevel of measurement used in the Ballard Integrated Managed Services, Inc. (BIMS) Employee Survey classified as discrete. The attributes in the ordinal level can be rank-ordered in this level of measurement, but the distances between the attributes are not the same. explanation of Coded DataThe surveygiven to employees at Ballard Integrated Managed Services, Inc.(BIMS) attempted to identify the root cause for the decrease in morale. The survey consisted ofquestions that focused on the relationships between employees, management, and the company. Ballard Integrated Managed Services, Inc.(BIMS) employs more than 400 people at the Douglas Medical Center site, but only 17.3% participated in the survey. The data from the survey coded as followsQ1.How well do you taste working for BIMS? fall out of the 78 employees surveyed, 15 answered ratt ling negative, 21 answered negative, 15 answered neutral, 13 answered positive, 13 answered very positive, and one didnt answer.Q2. You enjoy your assigned shift. protrude of the 78 employees surveyed, 14 answered very negative, 22 answered negative, 13 answered neutral, 14 answered positive, 12 answered very positive, and three didnt answer.Q3. Your request for your desire shift was fulfilled. verboten of the 78 employees surveyed, 15 answered very negative, 21 answered negative, 15 answered neutral, 13 answered positive, 13 answered very positive, and one didnt answer. Q4. How many quantify have you called in sick in the last month? Out of the 78 employees surveyed, 15 answered very negative, 21 answered negative, 12 answered neutral, 12 answered positive, 15 answered very positive, and three didnt answer.Q5. You are well trained for work.Out of the 78 employees surveyed, 13 answered very negative, 22 answered negative, 14 answered neutral, 14 answered positive, 14 answered very positive, and one didnt answer.Q6. You are paid fairly for the work you do?Out of the 78 surveyed, 20 answered very negative, 30 answered negative, 19 answered neutral, six answered positive, Zero answered very positive, and three didnt answer.Q7. Your supervisor treats you fairly.Out of the 78 surveyed, 15 answered very negative, 21 answered negative, 15 answered neutral, 13 answered positive, 14 answered very positive.Q8. Your supervisors boss treats your division fairly.Out of the 78 surveyed, 15 answered very negative, 22 answered negative, 12 answered neutral, 13 answered positive, 12 answered very positive, and four didnt answer. Q9. The company is good at communicating.Out of the 78 surveyed, 17 answered very negative, 32 answered negative, 24 answered neutral, five answered positive, zero answered very positive. Q10. You do not fear that you will lose your job.Out of the 78 surveyed, 17 answered very negative, 22 answered negative, 12 answered neutral, 15 answered positive, 10 answered very positive, and two didnt answer. Out of the employees who took the survey, 12 were supervisors, 32 worked in the food division, 36worked in the housekeeping division, and gild worked in the sustentation division of the company. According to the survey of 17.3% the average length of employment with Ballard Integrated Managed Services, Inc. (BIMS) is three eld and five months.ConclusionThe conclusion drawn from the questionnaire is that the majority of participants in the Ballard Integrated Managed Services, Inc.(BIMS) survey are dissatisfied with the company. Out of the 17.3% of employees who participated answered all 10questions one or two being very negative. Dissecting the questionnaire by department showed that only nine out of 78 worked in maintenance. This could indicate satisfaction by maintenance department or that the employees elected not to participate.The other two departments, food and housekeeping participated equally in the survey. Barbara Tucker can use theoutcome of the survey to support her management team motivate their employees. The objective to discuss immediate changes to implement without affecting the budget, such as shift changes, department changes, and opencommunication. at one time the employees notice a change in the company, it will boost employee morale resulting in a decrease in turnover (University of Phoenix).ReferencesProblem sport Institute of Ontario. (2013). Retrieved from http//www.problemgambling.ca/EN/ResourcesForProfessionals/Pages/DataCollection.as pxTrochim, W. M. K. (2006). Levels of Measurement, Research Methods Knowledge Base, Retrieved May 12, 2008 fromhttp//www.socialresearchmethods.net/kb/measlevl.php University of Phoenix. (). Ballard Integrated Managed Services, Inc., Part I. Retrieved from University of Phoenix, QNT351-Quantitative Analysis for Business website.