Scribd Logo
Upload

Welcome to Scribd!

  • 129 views

    QSO 510, Employee Burnout

    Uploaded by

    PJ kaur
    The vice president is concerned about employee burnout at the company. Research shows employees who take less than 1.4 weeks of vacation per year are more prone to burnout. The data shows the p-value is 0.0084, less than the significance level of 0.05, so the null hypothesis is rejected. Therefore, employee burnout is a real concern for the company. Some factors that could help include ensuring the vacation policy provides at least 1.4 weeks off, giving bonuses and rewards, and organizing company events for employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    QSO 510, Employee Burnout

    Uploaded by

    PJ kaur
    129 views3 pages
    The vice president is concerned about employee burnout at the company. Research shows employees who take less than 1.4 weeks of vacation per year are more prone to burnout. The data shows the p-value is 0.0084, less than the significance level of 0.05, so the null hypothesis is rejected. Therefore, employee burnout is a real concern for the company. Some factors that could help include ensuring the vacation policy provides at least 1.4 weeks off, giving bonuses and rewards, and organizing company events for employees.

    Original Description:

    It's scenario's discussion

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The vice president is concerned about employee burnout at the company. Research shows employees who take less than 1.4 weeks of vacation per year are more prone to burnout. The data shows the p-value is 0.0084, less than the significance level of 0.05, so the null hypothesis is rejected. Therefore, employee burnout is a real concern for the company. Some factors that could help include ensuring the vacation policy provides at least 1.4 weeks off, giving bonuses and rewards, and organizing company events for employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    129 views3 pages

    QSO 510, Employee Burnout

    Uploaded by

    PJ kaur
    The vice president is concerned about employee burnout at the company. Research shows employees who take less than 1.4 weeks of vacation per year are more prone to burnout. The data shows the p-value is 0.0084, less than the significance level of 0.05, so the null hypothesis is rejected. Therefore, employee burnout is a real concern for the company. Some factors that could help include ensuring the vacation policy provides at least 1.4 weeks off, giving bonuses and rewards, and organizing company events for employees.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Prabhjot Naul

    QSO 510
    Quantitative Analysis
    Professor. Granade

    Employee Vacation

    Date: 01/31/2016

    Employee Burnout and Vacation.

    According to the scenario, the vice president of the company is currently concerned about the employee
    burnout at work. It led him to think about whether the employees are taking the adequate amounts of
    vacation time off from work. According to the research, it is noted that if an employee takes less than 1.4
    weeks of vacation is more prone to face the burnout.
    The scenario provides us with some data, which is as follows:
    T = 2.93
    P = 0.0084
    Now, our primary purpose is to analyze the given data to make certain assumptions relating to the
    concern of employee burnout. There are some factors that the vice president should consider in order to
    determine the issue of employee burnout. First of all, psychologically a human beings mind tends to get
    tensed from being overworked. An employee who has not taken a vacation more than 1.4 weeks, probably
    becomes demotivated from the work that he/she has been doing for longer term without taking a break. A
    vacation or some time off from work will psychologically refresh a person with positive energy around
    them. The vice president must first testify that, the vacation policy of the company provides each
    employee with more than 1.4 weeks. If the companys policy does not follow such criteria then, then the
    employee might be reluctant to take a vacation. Secondly, bonuses should be promoted to appreciate the
    work the employees put towards the projects. Third, there should be an award type of system besides the
    bonuses,that will keep the employees motivated throughout the year. For example, someone who receives
    more than five smiley stickers will get an award such as gift cards, tickets to some game or tickets for a
    movie for the whole family. Fourth, there should be company events, those allow employees to be away
    from their work and enjoy some good time with their co-workers and team to build good relationships
    throughout the workplace.
    It has been noted in the scenario, the vice president is concerned and worried about the issue of
    employee burnout. Therefore, it means the employee burnout is occurring and is an escalated issue the

    company is facing. So we can come to a claim, the employees are not taking vacations more than 1.4
    weeks. We must first consider our p value, which is 0.0084 and compare it to our significance level of
    0.05. Our p value is less than the significance level of 0.05, which forces us to reject the null hypotheses.
    We can come to a conclusion from this information that, employee burnout is definitely a concern at this
    moment.
    One of the reasons, the vice president should present to the president is that, although the employees
    have been working hard and completing their tasks with all their effort. The company fails to provide
    them with any rewards, especially for employees those who go above and beyond their capacity. The lack
    of awards will eventually demotivate employees and lead to an employee burnout. Awards, whether be it
    in benefits or monetary value, it will create a motivation and eagerness for many employees to gain them.
    Motivational techniques will reduce the risks of burnout. Yes, the presence of employee burnout issue will
    impact the company negatively. Since according to the research claim from the scenario states that, an
    employee taking less than 1.4 weeks annually will more likely to face a burnout. Therefore, the presence
    of this issue will impact the company negatively because there will be less production during the burnout
    phase.

    You might also like