Assignment Cover Sheet
Qualification Module Number and Title
HND in Business Management BHNC4108: Statistics for Business
Student Name & No. Assessor
S. Nipuni Shashika Janaka Upendra
CL/HNDBSM/86/17
Hand out date Submission Date
15/10/2020 15/11/2020
Assessment Duration/Length Weighting of Assessment
type of
Assessment Type 100%
Individual Equivalent to 3000
Report words
Learner declaration
I, S. Nipuni Shashika, CL/HNDBSM/86/17 certify that the work submitted for
this assignment is my own and research sources are fully acknowledged.
Marks Awarded
First assessor
IV marks
Agreed grade
Signature of the assessor Date
Feedback Form
1
International College of Business & Technology
Module: BHND4108: Statistics for Business
Student:
Assessor: Mr. Janaka Upendra
Assignment: Individual Report
Strong features of your work:
Areas for improvement:
Marks Awarded:
2
Acknowledgement
I have taken a great effort to make this project. Yet, it would not have been possible
without the help of many individuals. I would like to make this an opportunity to
thank everyone who helped me to make this assignment a success. I would like to
extend my sincere thanks to all of them starting with my lecturer. I would like to
express my gratitude towards to Mr. Janaka Upendra for his great guidance and
making Statistics for Business module very interesting and not only that but also his
immerse help, support on this assignment. I would like to thank my parents and my
brother in encouragement and support which helped me in completion of this
assignment. Finally, my peers who helped me out whenever I met at difficult part.
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Executive Summary
This report involved the concepts and learning which we have learnt subjected to
“Statistics for Business”. Primary data and secondary data collection methods are
described briefly. This report provides an outline for basic concepts of Survey
methodology which is done in Spring and Summer Pvt describing the population,
sampling frame, quota sampling method with sample size.
The questionnaire tries to identify major reasons behind the labor turnover in the
organization done with selected 250 employees out of 2500 total employees in the
organization. The report covers the purpose of every question asked in the
questionnaire survey and its interrelationship with labor turnover of the organization.
In this report shows how Spring and Summer Pvt uses SPSS to analyse the data
collected from the employees with proper bar charts, histograms, pie charts and
tables. Central tendency measurements, dispersion measurements and inferential
analysis are done properly with conclusions of each descriptive statistics and
inferential statistics.
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Table of Contents
Acknowledgement..........................................................................................................3
Executive Summary.......................................................................................................4
List of Figures................................................................................................................6
List of Tables..................................................................................................................7
Introduction....................................................................................................................8
Survey methodology......................................................................................................9
Questionnaire...............................................................................................................12
Justifications of the questionnaire............................................................................15
Type 01 – About the respondent..........................................................................16
Type 02 – Respondents’ opinions about the job..................................................16
Survey Analysis...........................................................................................................18
Conclusion and Recommendations..............................................................................32
References....................................................................................................................33
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List of Figures
Figure 1 - Gender percentage.......................................................................................18
Figure 2 - Respondents from different age groups.......................................................19
Figure 3 - Time duration of employment.....................................................................20
Figure 4 - Reasons to leave the company.....................................................................21
Figure 5 - Box-plot.......................................................................................................22
Figure 6 - Scatter Graph...............................................................................................23
Figure 7 - Career counselling.......................................................................................24
Figure 9 - Independent sample T test...........................................................................29
Figure 10 - Career Counselling According to Gender.................................................31
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List of Tables
Table 1 – Population in Departments...........................................................................11
Table 2 - Total no. of employees for survey................................................................11
Table 3 - Employee satisfaction questionnaire............................................................12
Table 4 - facilities.........................................................................................................23
Table 5 - One Sample T - Test Statistics......................................................................25
Table 6 - One Sample T - Test.....................................................................................25
Table 7 - Oneway ANOVA..........................................................................................26
Table 8 - Correlations...................................................................................................27
Table 9 - Statistics on employer and employee relationship, sufficient salary or not
and promotions.............................................................................................................28
Table 10 - T Test in a group statistic............................................................................29
Table 11 - Paired Samples Statistics............................................................................30
Table 12 - Paired Samples Correlations.......................................................................30
Table 13 – Case Processing Summary.........................................................................31
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Introduction
Spring and Summer Pvt is a leading retailer in Sri Lanka. Spring and Summer Pvt has
a reputation stands second to none in offering quality clothing and style to women,
men & children of all shapes and sizes at affordable prices. Spring & Summer bring
new and original fashion with unique designs. Above all the customer and the
employees is the heart of the business. All the designs are made to perfection, created
from the best fabrics and each piece has impeccable attention to detail within the
factory. Recently Spring and Summer Pvt has a labor issue, it is labor turnover. This
is the overall change in the number of people employed in a business entity during a
particular period. Nowadays employees often join and leave the company for a variety
of reasons.
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Question no. 01
Present the survey methodology which is going to be used by describing primary and
secondary data collection methods, population, sampling frame and sampling
method/s, sample size, etc. (25 marks)
Survey methodology
Survey methodology is questioning individuals on a topic or topics and then
describing their responses. The survey method of primary data collection is used in
various researches. The survey method can be used in two ways;
Quantitative
Qualitative
By considering the types of issues in Spring and Summer Pvt the main issues in the
organization is ‘Labor turnover’. 250 employees out of 2500 employees in the
company are selected to do this survey.
“Employee turnover is the rotation of workers around the labor market; between
firms, jobs and occupations; and between the states of employment and
unemployment.” (Abassi et al, 2000)
Primary data is data which is collected by a researcher directly from first hand sources
by means of survey, by observations, by using methods like interviews, or by
experiments and they aren’t manipulated during the process. Data collecting process
through a survey based on questionnaire method because it provides an opportunity to
have real ideas of employees in Spring and Summer Pvt. Advantages of questionnaire
method are identity of 250 employees can remain anonymous, cheaper than most of
the other primary data collection methods, possibility of generating large amount of
data at once by providing real-life suggestions, attitudes, desires about their job.
Secondary data is referring to the data gathered by someone by doing from studies,
surveys, experiments and these data is already available and analyzed by someone
else. Other sources of secondary data include published books, magazines,
newspapers, articles and etc. To get secondary data about the labor turnover the
records from the HR Department can be used; since they’re responsible to maintain
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employees’ records. A population includes all members from a specified group,
organization, country or all possible outcomes or measurements that are of interest.
The exact population will depend on the scope of the study which is done by the
researcher. Population means the total set of observations that can be made from
which statistical inferences are to be drawn, often based on a random sample taken
from the specific population. Since Spring and Summer Pvt is a single company it is
easy to conduct the questionnaire survey to employees as the population. The
population is 2500 employees.
A sampling frame is a list of all the employees in Spring and Summer Pvt population.
It’s a complete list of everyone in the company. The population is general and the
sampling frame is specific. As an example, the population could be employees in
organization but the sampling frame would be naming all of those employees.
The sample size is a term used in market research for defining the number of subjects
included in a sample size. By sample size is used to understand a group of subjects
that are selected from the general population. Sample size will be given by the
number of people in a specific age group that will be surveyed.
Quota sampling method is a method under non-probability sampling methods.
Characteristics of these selections of sample to reflect certain features of the
population, similar to stratified but doesn’t involve random selection and in quota
samplings the subgroups or proportions are established. By using this method, it is
possible to avoid of having bias sample and an acceptable sample. Quota sampling
method is which researchers create a sample involving individuals that represent a
population based on certain specified characteristics such as age, gender, social class,
etc. The main reasons for using quota sampling method is that it saves time, sampling
process is quick and straightforward, easy to understand information and responses
with a lower budget.
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Since this survey needs 250 of population among 4 departments, accordingly HR
Department, Finance Department, Marketing Department and Production Department.
Assume if;
Table 1 – Population in Departments
Department Female Male
HR Department 200 300
Finance Department 100 400
Marketing Department 400 300
Production Department 500 300
This survey requires 250 population and there are 2500 employees in all 4
Departments within Spring and Summer Pvt. Since this is done using quota sampling
it is compulsory to identify how many employees should be selected.
Table 2 - Total no. of employees for survey
Department Female Male Total
HR Department 20 30 50
Finance Department 10 40 50
Marketing Department 40 30 70
Production Department 50 30 80
Total sum 120 130 250
By this the opinion of both female and male employees and it helps to make decisions
in a very fair way. In here considering the proportion of each quota as 10%, the labor
diversity has been calculated in this sampling method. Therefore, it leads to hold the
questionnaire method in a proper way.
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Question no. 02
Design a complete, adequate, attractive questionnaire which is going to be used with
above survey. (20 marks)
Questionnaire
The questionnaire is held to figure out the reasons behind the Labor Turnover in
Spring and Summer Pvt and how to come up with a solution to reduce it.
Table 3 - Employee satisfaction questionnaire
Employee
3. For how long you have Satisfaction Questionnaire
been working in Spring and Summer Pvt?
a. Less than 6 months
The objective of this research is to understand the phenomena, trends and other
b. 6 months to 1 year
factors that increase Labor turnover in Spring and Summer Pvt. All responses
c. 1 year to 3 years
shall be kept highly confidential and shall only be used for the current research.
d. Over 3 years
Underline your honest opinion about Spring and Summer Pvt.
4. Why did you choose Spring and Summer Pvt to work?
1. Gender:
a. Higher salary and benefits
a. Female
b. Flexible working hours
b. Male
c. To gain working experience
d. Good working environment and culture
2. What is your age group?
e. Any other
a. 18-24
b. 25-34
5. How is the employer and Employee relationship within the organization?
c. 35-44
a. Excellent
d. Over 45
b. Good
c. Moderate
d. Bad
e. Worse
6. Are salary package/ monetary incentives sufficient?
a. Extremely agree
b. Agree
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c. Neutral
d. Disagree
e. Extremely disagree
7. How many times you got promotions in Spring and Summer Pvt?
a. 1
b. 2
c. 3
d. Over 4 times
e. None
8. Which of the following factors most influence your decision to leave your
current job?
a. Low salary
b. Supervisor’s negative behavior
c. Bad working conditions
d. Low career growth
e. Domestic problems
f. Other
9. Are you satisfied with the given rewards or facilities comparison to the
workload?
a. Extremely satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Extremely dissatisfied
10. Do you feel secure that you will be able to work for the company as long as
you do a good job?
a. Extremely agree
b. Agree
c. Neutral
d. Disagree
e. Extremely disagree
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11. Do you have a good understanding with your immediate boss/ line
manager?
a. Always
b. Sometimes yes
c. Neutral
d. Usually not
e. Not at all
12. Does HR department provide career counselling on your job progression
or on any other career issues?
a. Always
b. Sometimes yes
c. Neutral
d. Usually not
e. Not at all
13. Overall, are you happy with organizational culture and work environment
in Spring and Summer Pvt?
a. Extremely agree
b. Agree
c. Neutral
d. Disagree
e. Extremely disagree
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Justifications of the questionnaire
Type 01 – About the respondent
Q1. Gender – This is important demographic characteristics to understand in any
research and information on these things to be meaningful like to identify the way of
thinking.
Q2. Age group – age is a standard demographic question that should be included and
to know how old the respondents.
Q3. Duration of being employed – The reason for asking the time period of being
employed is to identify at which time after being employees are trying to leave the
company.
Type 02 – Respondents’ opinions about the job
Q4. Why Spring and Summer – To find the specific reason that employees or
candidates choose to work here. After being employed they may leave if they don’t
feel satisfied.
Q5. Employer and Employee relationship and Q11. The understanding with
immediate boss - The employment relationship is the legal connection between
employers and employees. It exists when employees perform work or services under
certain conditions in return for remuneration and the appreciation from the employee
is important, since it motivates and make the employee feel worthy.
Q6. Sufficiency of salary package or monetary incentives – The reason is usually to
understand the employee’s perspective about the salary they get and if it isn’t enough
how the company increase it according to the finance budget.
Q7. Promotions – The reason is to identify whether the employees are satisfied or not
with the promotions they get.
Q8. Factors most influence employees to leave current job - Some reasons have
nothing to be concerned about since sometimes it’s unavoidable. If workers are
leaving due to unhappiness at work, the company can take steps to avoid it.
Q9. Satisfied with the given rewards or facilities - comparison to the workload if the
rewards aren’t sufficient the employee may feel to leave the company so it is
important to identify is sooner and take actions to avoid it.
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Q10. Job security – Employees need to know that their jobs are safe, secured and
valued by company if not employees won’t do their work properly or may decide to
leave. It is important to know what the employees feel about their job.
Q12. Career counselling – This helps them understand the issues and options that
employees have, and how to pursue them in proper manner. If important to know
what the employees think about career counselling.
Q13. Organizational culture and work environment – These sets expectations for how
employees should behave and work together as a team. If they don’t like they may
feel uncomfortable; so, in order to avoid them it is vital to identify them sooner.
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Question no. 03
Distribute the prepared questionnaire and analyze collected data to identify major
reasons behind the problem. Use descriptive and inferential statistics for the analysis
using SPSS. (45 Marks)
Survey Analysis
This survey analysis was done carefully based on the data collected via the
questionnaire done with 250 selected employees at Spring and Summer Pvt. This
survey is made for identifying the major causes for labor turnover currently faced by
Spring and Summer Pvt. Survey analysis is clarified simply by using of bar charts, pie
charts, histograms and also central tendency measurements, dispersion measurements
and inferential analysis are done.
Figure 1 - Gender percentage
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The bar graph illustrates gender of respondents as a percentage. It shows 44% of the
respondents are male and 57% are female.
Figure 2 - Respondents from different age groups
The bar graph illustrates the percentage of respondents from different age groups.
Most of the employees are at the age of 18 to 24, these younger generations move on
quickly and don’t like to settle. It can also be a major reason for labor turnover.
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Figure 3 - Time duration of employment
The pie chart is about the duration of employment of the respondents. The lowest
number of respondents are from duration over 5 years and the highest are from
duration 2 years to 5 years and percentage is 43.3%.
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Figure 4 - Reasons to leave the company
This pie chart represents if the employees had a chance to leave the company for what
reasons that they will leave. According to the pie chart, most respondents have
answered as ‘other’ as their choice and their percentage is 46.7% from 14
respondents. Spring and Summer should help the employees to get through these
issues.
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Figure 5 - Box-plot
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Table 4 - facilities
Facilities
Frequency Percent Valid Percent Cumulative
Percent
Extremely satisfied 7 23.3 23.3 23.3
Satisfied 13 43.3 43.3 66.7
Neutral 6 20.0 20.0 86.7
Valid
Dissatisfied 2 6.7 6.7 93.3
Extremely dissatisfied 2 6.7 6.7 100.0
Total 30 100.0 100.0
Figure 6 - Scatter Graph
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Figure 7 - Career counselling
This histogram represents the career counselling which provided by HR department
on job progression or on any other career issues. 44% of the employees have response
as ‘always’ but it should be improved since some employees aren’t satisfied. There’s
a chance that those unsatisfied employees may leave the company.
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Table 5 - One Sample T - Test Statistics
One-Sample Statistics
N Mean Std. Deviation Std. Error Mean
Understanding_with_boss 30 1.8667 1.07425 .19613
Table 6 - One Sample T - Test
One-Sample Test
Test Value = 2
t df Sig. (2- Mean 95% Confidence Interval of
tailed) Difference the Difference
Lower Upper
Understanding_with_boss -.680 29 .502 -.13333 -.5345 .2678
This one sample T-test is used to identify the good understanding with immediate
boss.
Method: One sample T-test
Purpose: Identify the relationship
Test value= 2
Level of significance= 5%
H0 – There’s no good understanding with immediate boss.
H1 -There’s a good understanding with immediate boss.
The sig. (2-tailed) value of age is 0.502 which is higher than 0.05 This means that
there’s no significant good understanding with immediate boss. Therefore, there’s no
evidence to reject H0
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Table 7 - Oneway ANOVA
ANOVA
Sum of df Mean F Sig.
Squares Square
Between
5.110 4 1.278 1.248 .316
Groups
Job_Security
Within Groups 25.590 25 1.024
Total 30.700 29
Between
2.492 4 .623 .743 .572
Groups
Time duration of
employment Within Groups 20.974 25 .839
Total 23.467 29
Method: ANOVA – Analysis of Variance
Purpose: To compare mean values 2 groups
Level of Significance: 5%
H0 = µ1 = µ2= µ3
There’s no effect of Job security and Time duration of employment
H1 = µ1 ≠ µ2 ≠ µ3
There’s an effect of Job security and Time duration of employment
According to ANOVA sig value is 1.248 for job security and 0.743 for time duration,
which is both are higher than 0.05 Therefore, there’s no enough evidence to reject H 0
at 5% There’s no significant difference between groups as shown by the one-way
ANOVA.
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Table 8 - Correlations
Correlations
Why_SnS Age
Pearson Correlation 1 .462*
Why_SnS Sig. (2-tailed) .010
N 30 30
Pearson Correlation .462* 1
Age Sig. (2-tailed) .010
N 30 30
*. Correlation is significant at the 0.05 level (2-tailed).
Method: Bivariate Correlations
Purpose: To check the significance linear relationship between why SnS and Age
Level of significance: 5%
H0: There is no significance linear relationship between why SnS and Age
H1: There is a significance linear relationship between why SnS and Age
The sig. (2-tailed) value of age is 0.10 which is higher than 0.05 This means that
there’s no significant relationship between age and why SnS. Therefore, there’s no
evidence to reject H0
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Table 9 - Statistics on employer and employee relationship, sufficient salary or not and promotions
Statistics
Employer and employee Sufficient salary or not Promotions
relationship
Valid 30 30 30
N
Missing 0 0 0
Mean 2.3333 1.8667 2.8667
Median 2.0000 2.0000 2.0000
Mode 2.00 2.00 5.00
Std. Deviation 1.15470 1.04166 1.71672
Variance 1.333 1.085 2.947
Range 4.00 4.00 4.00
Minimum 1.00 1.00 1.00
Maximum 5.00 5.00 5.00
Descriptive statistics on employer and employee relationship, sufficient salary or not
and promotions are calculated in form of central tendency and dispersion
measurements.
Compared to all 3 statistics highest mean value is in promotions as 2.8667. All have
same value of median and mode as 2 and except in promotions the mode value is 5.
Highest standard deviation is shown in promotions as 1.71672 and the slowest is
shown in sufficient salary or not as 1.04166.
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Table 10 - T Test in a group statistic
Group Statistics
Gender N Mean Std. Deviation Std. Error Mean
Male 13 2.7692 1.01274 .28088
Time duration of employed
Female 17 2.2353 .75245 .18250
Male 13 1.8462 1.06819 .29626
Job Security
Female 17 2.2941 .98518 .23894
Male 13 1.3846 .65044 .18040
Understanding with boss
Female 17 2.2353 1.20049 .29116
In this independent sample T test group statistics are categorized into gender of
employees in each group. Highest mean value is seen in time duration of employed as
2.7692 from male and the lowest in understanding with boss as 1.3846 from male.
Highest standard deviation is 1.20049 and it’s from understanding with boss.
Figure 8 - Independent sample T test
According to independent sample T test significance value of time duration of
employment is 0.408, understanding with boss is 0.030, sufficient salary or not is
0.794 and promotions is 0.532
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Table 11 - Paired Samples Statistics
Paired Samples Statistics
Mean N Std. Deviation Std. Error Mean
Gender 1.5667 30 .50401 .09202
Pair 1
Facilities 2.3000 30 1.11880 .20426
Age 1.7667 30 1.00630 .18372
Pair 2
Sufficient salary or not 1.8667 30 1.04166 .19018
In this paired sample T test statistics are categorized into 2 pairs as gender with
facilities and age with Sufficient salary or not. Highest mean value is seen in pair
gender with facilities as 2.3000 in facilities and the lowest in the same pair as 1.5667
in gender. Highest standard deviation is 1.11880 and it’s in pair gender with facilities
and the lowest is from the same pair as 0.50401
Table 12 - Paired Samples Correlations
Paired Samples Correlations
N Correlation Sig.
Pair 1 Gender & Facilities 30 .177 .348
Pair 2 Age & Sufficient salary or not 30 .331 .074
In this T test paired sample correlations are categorized into 2 pairs as gender and
facilities and age and sufficient salary or not. The correlation in pair 1 is 0.177 and the
significance level is 0.348 and the correlation in pair 2 is 0.331 and the significance
level is 0.074
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Figure 9 - Career Counselling According to Gender
Above cluster bar graph represent the opinion of employees for Counselling.
Table 13 – Case Processing Summary
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Employer and employee
relationship * Reason to 30 100.0% 0 0.0% 30 100.0%
leave the company
30
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Conclusion and Recommendations
Labor turnover is the issue to conduct the survey. In this survey 250 employees of
Spring and Summer Pvt have faced for the questionnaire. All the aspects which can
cause to increase the labor turnover have been asked in the questionnaire and by
considering the answers given by the employees the causes can be recognized easily.
Rather than stopping on this step further consideration and actions should be taken to
minimize the rate of labor turnover with the result of holding a questionnaire, the
implementations can be decided and the opinion of employees can be recognized.
Using descriptive statistics and inferential statistics in SPSS, the data collected from
the questionnaire was analyzed to detect the reasons for labor turnover. By providing
higher salary and benefits, flexible working hours, good working environment and
culture, opportunities to grow and satisfying employees’ needs and wants the
company can reduce the labor turnover.
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