Are the visuals complete and accurate, representing all required analyses? Explain.
Review the visuals posted by your peers and provide your feedback by answering the following questions:
Are the visuals complete and accurate, representing all required analyses? Explain.
Are their visuals the same as yours? If not, speculate on why there could be differences when you worked with the same data.
Review the executive summaries posted and answer the following questions:
Are the executive summaries clear, concise, and complete? Identify at least one strength and one area for improvement for each summary.
Do you agree with the findings and recommendations in the summaries? Why or why not?
I’ve attached both peer’s executive summaries. At least 1-2 paragraphs each peer.
Requirements: 1-2 paragraph each peer
DAN
Module Four: Executive Summary
The employees of the company are reportedly struggling with burnout, so this survey was provided as a first step towards tailoring a response. The purpose of this executive summary is to examine the results of the employee survey, to identify any emergent trends within the data, and to suggest possible solutions based on survey responses. This employee survey shouldn’t necessarily be regarded as sufficient, as there could be other contributing factors that are not brought to light by this one survey. Survey respondents included male and female employees of all age groups and every level of tenure, at the individual contributor, manager, director, and executive level. Respondents were presented with a series of survey questions to identify their categorization within these groups, as well as to gauge their current level of burnout at work, stress levels at home, relaxation practices to relax and unwind, and fondness for their work.
Results
Which gender is experiencing the burnout level “Pretty wiped out almost every day” most? Female
Which male age group is experiencing the stress level, “A little stress that would be expected with the ups and downs of life” at home the most? 50+
Which leadership level strongly agrees with the fact that they love what they do? Manager
Which gender with a tenure of 5+ years had the lowest number of responses for the burnout level “I feel great! Energy to spare!”? Female
Recommendations
Female respondents with over five years of tenure had the lowest number of responses to the burnout level “I feel great! Energy to spare!” This raises concerns about long-term productivity. If, after five years, female employees are essentially reporting extremely low levels of energy, this could point to a potentially uneven distribution of work playing out over the long-term. While newer workers might also presumably be younger and therefore, more energetic, workers with over five years’ tenure would be expected to have a more established rhythm of work, which would hopefully help prevent such burnout.
These findings— along with the finding that females report feeling the burnout level “Pretty wiped out almost every day” the most— suggest that female employees with more than five years’ tenure might benefit from more assistance from newer employees, or by their male counterparts. An alternate but valid possible explanation for this finding could be that these respondents feel the greatest obligation to “prove themselves” versus their male counterparts by taking on excessive amounts of work. This could be viewed as an unfortunate consequence of the sexist patriarchy which is all too prevalent in the workplace today.
Another trend worth pointing out is the strong agreement among managers with the fact that they love what they do. While loving one’s work does not necessarily prevent burnout, job satisfaction can reduce stress. Such job satisfaction should not be experienced by managers alone, and the company as a whole might benefit from “spreading the love around,” as it were, by having managers share some of what it is about their jobs that brings them so much joy. Not everyone loves their job, and no job can bring happiness always, but if managers can find a way of sharing what about their jobs gives them such happiness, job satisfaction across the firm might improve.
Michele
The purpose of this executive summary is to analyse and give insight into the level of burnout within the company. It has been reported that there are employees that are feeling overworked. To quantify those feelings, we have conducted a survey with questions to give us more information to assist in finding who this is affecting the most, and how severe it is. Within the survey there was an opt out for each demographics question answered. Respondents were between the ages of 20 and 50+ broken down by 10 year groupings. There was also a question of the respondent’s length of time with the company as well as their level of leadership within the company. When it comes to the specific questions regarding the feeling of overworked feelings, the respondents were asked about their level of burnout, level of home stress, if they have relaxation practices, and finally if they love what they do.
We chose to further analyze four data points from the responses given. The first being which gender is experiencing the burnout level “Pretty wiped out almost every day” the most. As you can see from the graph below, female respondents chose this response at almost three times the rate of the male respondents.
The second point we looked at was which male age group is experiencing the stress level “A little stress that would be expected with the ups and downs of life” at home the most? As you can see from the graph below, the respondents in the 50+ age group agree with this statement the most.
We also wanted to see what level of leadership felt that they loved what they do so we could then contrarily find who was least happy in their position. We identified the Manager level to be the most satisfied. On the other side, surprsingly there were only 2 respondents who indicated they do not “love what they do”.
The last point we looked at what which gender with a tenure of more than 5 years had the lowest number of responses that they “feel great! Energy to spare!”. Again the female respondents are showing that they feel the most stress by the result of only 1 female answering affirmatively to this question.
Based on this data analysis I would suggest that we focus on our female team members to encourage a more effective work life balance. Per the responses to the survey, men respondents are under less stress both at work and at home than there female counterparts. We should also invetigate further the reasons why the female respondents’ answered that they are under so much more stress. If we can do a root cause analysis of their responses, we could create an environment that is more palatable and inviting to all genders.
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