MAS Intimates Unichela

Introduction

The methodology has been by giving a questionnaire. Through the questionnaire I have been

able to gather information regarding the campagine. The questionnaire has been stated in a

structured way to attract the directs. The main aim has been to get the feedback on how they

feel and their current status.

Through various means in order to get the correct feedback the HR Department in order to

inquire the current status took an initiative in order to analyses the current status of the

employees in the production floor.

Recommendations are that various programmes should be continuously drafted in order to

keep occupy the employees. Through various kinds of awareness programmes the employees

could be indulge in day to day work.

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Table of ContentsIntroduction...............................................................................................................2

Methodology.............................................................................................................4

Analysis................................................................................................................... 5

A Sample Questionnaire...............................................................................................6

Survey Methodology....................................................................................................7

Modes of data collection...............................................................................................9

Response formats.....................................................................................................9

Advantages and disadvantages of surveys........................................................................10

Advantages..........................................................................................................10

Disadvantages.......................................................................................................11

Non response reduction..............................................................................................12

Other methods to increase response rates......................................................................12

Interviewer effects.....................................................................................................14

Recommendations.....................................................................................................15

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Methodology

Identifying a project and in accordance of that drafting a plan and launching the product. The

image is of quintessential when launching a project. Taking in to consideration the time

frame and in accordance of that drawing up a Gantt chart allocating responsibilities to the

relevant personal and then summing up everything by holding a meeting and everything

should be conveyed to the members in the team. Clear instructions should be given regarding

what has to be done. Project “Aba yahuluwo” is of quintessential at this moment as it will set

the mindset of the people into another area. The term “Aba” is symbolized with water.

The meaning is that water cannot be divided even if cut by a sword. The bond is of paramout

importance. It helps to facilititate a bond. The bond is of quintessential when delivering the

final result. The message should be conveyed thoroughly in order to capture the mindset of

the directs.

A colour ful changing in the production floor could be done. Utilizing various colours. The

whole atmosphere could be changed by draping in papers to fall from roof tops.

A theme is of quintessential and airing it will motivate people to work in accordance of the

theme.

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AnalysisPlan – Planning the philosophy.

Do – Implementing the philosophy.

Check- Checking the mistakes.

Act – rectifying the mistakes.

The analysis part is of quintessential when taking into consideration the plan.

Any plan is only good as the implementing part. Through checking the mistakes new plans could be drafted in.

Fringe benefits have to be given to continuously motivate the directs.

Survey

SatisfactionAwarnessRelationship

29%44%

27%

Indirect meetings spontaneous meetings and brain storming would indulge and generate ideas to good effect to put into practice.

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A Sample Questionnaire1. Are you aware of the internal recruitment

Very much aware

Aware

Don’t know

2. How many new members did you introduce to the company

3. What is the relationship with you and other members

Friend

Relation

Neighbor

Family member

4. How many have left the company

5. What is the main reason for leaving the company?

6. Before present employment whether there were previous employments

7. Are you happy about the provided incentives?

Very much satisfied

Satisfied

Unsatisfied

8. What are the attractions for the new recruits and new initiatives?

9. Other ideas

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Survey Methodology

In statistics, survey methodology is the field that studies the sampling of individuals from a

population with a view towards making statistical inferences about the population using the

sample. Polls about public opinion, such as political beliefs, are reported in the news media in

democracies. Other types of survey are used for scientific purposes. Surveys provide

important information for all kinds of research fields, e.g., marketing research, psychology,

health professionals and sociology. A survey may focus on different topics such as

preferences (e.g., for a presidential candidate), behavior (smoking and drinking behavior), or

factual information (e.g., income), depending on its purpose. Since survey research is always

based on a sample of the population, the success of the research is dependent on the

representativeness of the population of concern (see also sampling (statistics) and survey

sampling).

Survey methodology seeks to identify principles about the design, collection, processing, and

analysis of surveys in connection to the cost and quality of survey estimates. It focuses on

improving quality within cost constraints, or alternatively, reducing costs for a fixed level of

quality. Survey methodology is both a scientific field and a profession. Part of the task of a

survey methodologist is making a large set of decisions about thousands of individual

features of a survey in order to improve it.

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The most important methodological challenges of a survey methodologist include making

decisions on how to:

Identify and select potential sample members.

Contact sampled individuals and collect data from those who are hard to reach (or

reluctant to respond).

Evaluate and test questions.

Select the mode for posing questions and collecting responses.

Train and supervise interviewers (if they are involved).

Check data files for accuracy and internal consistency.

Adjust survey estimates to correct for identified errors.

Survey samples can be broadly divided into two types: probability samples and non-

probability samples. Stratified sampling is a method of probability sampling such that sub-

populations within an overall population are identified and included in the sample selected in

a balanced way.

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Modes of data collectionMain article: Survey data collection

There are several ways of administering a survey. The choice between administration modes is influenced by several factors, including 1) costs, 2) coverage of the target population, 3) flexibility of asking questions, 4) respondents' willingness to participate and 5) response accuracy. Different methods create mode effects that change how respondents answer, and different methods have different advantages. The most common modes of administration can be summarized as:

Telephone Mail (post) Online surveys Personal in-home surveys Personal mall or street intercept survey Hybrids of the above.

Response formats

Usually, a survey consists of a number of questions that the respondent has to answer in a set format. A distinction is made between open-ended and closed-ended questions. An open-ended question asks the respondent to formulate his own answer, whereas a closed-ended question has the respondent pick an answer from a given number of options. The response options for a closed-ended question should be exhaustive and mutually exclusive. Four types of response scales for closed-ended questions are distinguished:

Dichotomous, where the respondent has two options Nominal-polytomous, where the respondent has more than two unordered options Ordinal-polytomous, where the respondent has more than two ordered options (bounded)Continuous, where the respondent is presented with a continuous scale

A respondent's answer to an open-ended question can be coded into a response scale afterwards, or analyzed using more qualitative methods.

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Advantages and disadvantages of surveys

Advantages

They are relatively easy to administer.

Can be developed in less time compared with other data-collection methods.

Can be cost-effective.

Few 'experts' are required to develop a survey, which may increase the reliability of

the survey data.

If conducted remotely, can reduce or obviate geographical dependence.

Useful in describing the characteristics of a large population assuming the sampling is

valid.

Can be administered remotely via the Web, mobile devices, mail, e-mail, telephone,

etc.

Efficient at collecting information from a large number of respondents.

Statistical techniques can be applied to the survey data to determine validity,

reliability, and statistical significance even when analyzing multiple variables.

Many questions can be asked about a given topic giving considerable flexibility to the

analysis.

Support both between and within-subjects study designs.

A wide range of information can be collected (e.g., attitudes, values, beliefs, and

behavior).

Because they are standardized, they are relatively free from several types of errors.

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Disadvantages

The reliability of survey data may depend on the following:

Respondents' motivation, honesty, memory, and ability to respond:

o Respondents may not be motivated to give accurate answers.

o Respondents may be motivated to give answers that present themselves in a

favorable light.

o Respondents may not be fully aware of their reasons for any given action.

Structured surveys, particularly those with closed ended questions, may have low

validity when researching affective variables.

Self-selection bias. Although the individuals chosen to participate in surveys are often

randomly sampled, errors due to non-response may exist (see also chapter 13 of Adér

et al. (2008) for more information on how to deal with non-responders and biased

data). That is, people who choose to respond on the survey may be different from

those who do not respond, thus biasing the estimates. For example, polls or surveys

that are conducted by calling a random sample of publicly available telephone

numbers will not include the responses of people with unlisted telephone numbers,

mobile (cell) phone numbers, people who are unable to answer the phone (e.g.,

because they normally sleep during the time of day the survey is conducted, because

they are at work, etc.), people who do not answer calls from unknown or unfamiliar

telephone numbers. Likewise, such a survey will include a disproportionate number of

respondents who have traditional, land-line telephone service with listed phone

numbers, and people who stay home much of the day and are much more likely to be

available to participate in the survey (e.g., people who are unemployed, disabled,

elderly, etc.).

Question design. Survey question answer-choices could lead to vague data sets

because at times they are relative only to a personal abstract notion concerning

"strength of choice". For instance the choice "moderately agree" may mean different

things to different subjects, and to anyone interpreting the data for correlation. Even

'yes' or 'no' answers are problematic because subjects may for instance put "no" if the

choice "only once" is not available.

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Non response reduction

The following ways have been recommended for reducing non response in telephone and

face-to-face surveys.

Advance letter. A short letter is sent in advance to inform the sampled respondents

about the upcoming survey. The style of the letter should be personalized but not

overdone. First, it announces that a phone call will be made/ or an interviewer wants

to make an appointment to do the survey face-to-face. Second, the research topic will

be described. Last, it allows both an expression of the surveyor's appreciation of

cooperation and an opening to ask questions on the survey.

Training. The interviewers are thoroughly trained in how to ask respondents

questions, how to work with computers and making schedules for callbacks to

respondents who were not reached.

Short introduction. The interviewer should always start with a short instruction about

him or herself. She/he should give her name, the institute she is working for, the

length of the interview and goal of the interview. Also it can be useful to make clear

that you are not selling anything: this has been shown to lead led to a slightly higher

responding rate.

Respondent-friendly survey questionnaire. The questions asked must be clear, non-

offensive and easy to respond to for the subjects under study.

Other methods to increase response rates

brevity – single page if possible

financial incentives

o paid in advance

o paid at completion

non-monetary incentives

o commodity giveaways (pens, notepads)

o entry into a lottery, draw or contest

o discount coupons

o promise of contribution to charity

preliminary notification

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foot-in-the-door techniques – start with a small inconsequential request

personalization of the request – address specific individuals

follow-up requests – multiple requests

emotional appeals

bids for sympathy

convince respondent that they can make a difference

guarantee anonymity

legal compulsion (certain government-run surveys)

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Interviewer effects

Survey methodologists have devoted much effort to determine the extent to which interview

responses are affected by physical characteristics of the interviewer. Main interviewer traits

that have been demonstrated to influence survey responses are race, gender and relative body

weight (BMI).These interviewer effects are particularly operant when questions are related to

the interviewer trait. Hence, race of interviewer has been shown to affect responses to

measures regarding racial attitudes, interviewer sex responses to questions involving gender

issues, and interviewer BMI answers to eating and dieting-related questions. While

interviewer effects have been investigated mainly for face-to-face surveys, they have also

been shown to exist for interview modes with no visual contact, such as telephone surveys

and in video-enhanced web surveys. The explanation typically provided for interviewer

effects is that of social desirability. Survey participants may attempt to project a positive self-

image in an effort to conform to the norms they attribute to the interviewer asking questions.

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Recommendations

Enhancing the Efficiency by putting up energy efficient L.E.D TV Screens in the

production lines.

Putting up electronic screens so that the efficiency of the directs is measured.

Showing a motivational clip when recruiting the directs so that there are motivated to

work.

Continuous improvement.

Implementing cost cutting measures.

Adopting green iniatives.

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Conclusion

This survey was conducted with the help of project “Abayahuluwo”.The essence was to inquire the wellbeing of the directs and to build a bond with the directs so that it will able to sustain a long lasting relationship.

Firstly under three main categories the survey was conducted inorder to inquire the awareness of the internal recruitment drive which was an initiative of the HR Department.

In accordance of the three major categories the major proportion went towards the relationship factor,in it the survey clearly indicated that the directs have a good relationship with the HR Department. This highlights the fact the continuous efforts taken by the HR Department have been successful. The attitudes, the mindset have been polished.

Secondly awareness wise the proportion was medium, while the satisfaction level was at a medium level as well.

In this conclusion have to mention that putting up log books in order to inquire the problems would not be successful as they will be continuously writing unnecessary things to fill the book.

In conclusion their has been a continuous steady relationship that highlights the fact the continuous initiatives the HR Department has taken to minimise the retention of the directs. Awareness wise and satisfaction wise the readings show the same in a similar place.

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