All The Respondents Agree To The Statement That The Manager Always Looks For High Levels Of Productivity. Dissertation Results Sample
Investigation and Research Analysis
The paper discusses the results of an analysis that was conducted on a questionnaire made up of thirteen questions whose purpose was to understand the perspective of the employees on the company. The questionnaire is made up of both close ended and open ended questions. Most of the questions are, however, closed ended so as to limit the variation in the responses obtained from the respondents. The questions are presented in a five point Likert scale and as such it can be concluded that the data is ordinal. The most appropriate way to present the results is through bar charts as it enables the reader to easily make comparisons between the responses given by the subjects. Certain sections which are not of interest for this analysis are excluded (Boslaugh, S., & Watters, p 65).
80% of the respondents said they would recommend their family and friends to work in the company. This is an indication of high degree of satisfaction by the employees on the policies of the company.
The percentage of satisfaction in the company is also high which shows that there are certain specific factors which are attracting the employees to the company other than their immediate supervisors. The percentage of unsatisfied employees is 7% compared to 80% of employees who are either satisfied or very satisfied.
Close to half of the employees (45%) believe that the manager understands the jobs that are assigned to the employees. This indicates that most probably the relationship between the employees and the managers is strictly occupational and there is limited interest in the managers to understand the employees in a personal perspective.
These values show that a high percentage of the employees are of the opinion that the managers do not listen to them. It is only a small percentage of employees who consider the managers to be listening to them. This shows that the communication channels in the company are highly ineffective and as such appropriate transmission of messages and expected feedback is almost impossible (Boslaugh, S., & Watters, p 65).
Close to 80% of the respondents considered the manager to be fair in her feedback. It is only 6.67% of the respondents who were against this claim.
46.67% of the respondents neither agreed nor disagreed to this opinion. This indicates that the respondents most probably are not aware of the expectations that the managers have of them. Ineffective communication could be the reason as to why the employees are not aware of the expectations that the managers have on them.
A small percentage (23.33%) of employees believe that the manager will promote them when the time is right. The poor interaction between the employees and the employees could be contributing to these low percentage. The perception by the employees that the managers do not understand their interests and needs could also be contributing to this opinion by the employees.
The percentage of employees who consider that the managers are keen on improving the employees through trainings is 38%. this percentage is below average and it shows that the managers are not keen to develop the employees (Groove, p 38).
More than half of the respondent consider the manager poor in representing the ethics of the company. This percentage indicates that although the managers are ranked poorly among the employees, the workers do not consider the managers to be the company because they are able to differentiate between the company and the management (Groove p 39).
Over 56% of respondents either strongly disagree or disagree to the opinion that their managers have skills in dealing with people. This is a high percentage and it shows that the workers cannot trust the managers to resolve any conflicts between them because they have no trust in their skills (Kothari, p 353).
The workers are torn on how effective the manager is at communicating with the employees. 50% disagree to the statement that the manager communicates well with the employees.
40% of the subjects do not consider the manager to be a good role model. This shows that the workers hold a very low opinion on the managers.
The workers also doubt the managers capability to motivate with 63.33% disagreeing to the statement that the manager has the capacity to motivate people.
Most of the respondents agree to the statement that the manager has self confidence. Only 8% of the respondents disagree to this statement.
Contrary to indications from the previous bar charts, a majority of the employees consider good communication policies as the favorite aspect of working for Virgin Atlantic.
Close to half of the respondents 40% believe that the managers are not aware of their needs, problems and interests. This percentage is higher than any other category and it shows that although the employees may be contented with working for the company, their satisfaction is not related to the managers understanding of their challenges (Kothari, p 354).
Boslaugh, S., & Watters, P. (2009). Statistics in a Nutshell: A Desktop Quick Reference. Sebastopol: O'Reilly Media, Inc.
Grove, Susan K. Statistics for Health Care Research: A Practical Workbook. Edinburgh: Elsevier Saunders, 2007. Print.
Kothari, C. R. (2005). Research methodology: Methods & techniques. New Delhi: New Age International (P) Ltd.