Assignment Content You Told A Friend About The Work You Have

Assignment Content You Told A Friend About The Work You Have Been Doing

You told a friend about the work you have been doing to better understand desirability of professional development in your organization. Your friend thinks the idea would be very helpful in her organization. After you showed her the presentation (linked below), she decided to conduct a similar investigation at her organization. To save time, she decided to distribute the same desirability survey that was used at your organization. She collected responses and has her data but isn’t sure what to do with it. She has reached out to you to help her complete an analysis of the desirability survey from her organization so that she can present it to her supervisor.

Review the Wk 5 Professional Development Analysis Presentation. Use the desirability survey data attachment from her organization to create a presentation she can share with her supervisor. Create an 8- to 10-slide Microsoft PowerPoint presentation. Include the following on your slides. Note: Place the speaker notes on the slides [not beneath the slides].

The purpose of the investigation

The data source

Information about the survey instrument

Descriptive statistics (number of participants in each group, mean, median, mode, standard deviation)

The plan for analysis

The null and alternative hypotheses

The type of t test

The alpha determined appropriate for the test

The results of analysis: The t-value, degrees of freedom, p value

Rejection (or failed rejection) of the null hypothesis

A summary of what the results mean

Implications and brief discussion of results

Paper For Above instruction

The professional development survey conducted within organizations aims to assess the desirability and effectiveness of ongoing training initiatives. Understanding how employees perceive professional development is crucial for organizations seeking to improve engagement, satisfaction, and skill acquisition among their workforce. This analysis focuses on evaluating survey data collected from an organizational sample to determine whether certain training programs are viewed favorably, and whether perceived desirability varies across different employee groups.

The data source for this investigation originated from responses gathered via a structured desirability survey administered to employees across various departments within the organization. The survey instrument consisted of several Likert-scale items designed to measure perceptions of professional development opportunities, with responses ranging from strongly disagree to strongly agree. The survey's reliability and validity were established in previous research, ensuring that the instrument accurately captures employee attitudes toward development initiatives.

Descriptive statistics provide initial insights into the data. The survey included a total of 150 participants, segmented into three groups based on tenure: less than 1 year, 1-3 years, and over 3 years. The mean desirability score across all respondents was 4.2 (on a 5-point scale), with a median of 4.3 and a mode of 4.5. The standard deviation was 0.6, indicating moderate variability in responses.

The analysis plan involves testing whether there are statistically significant differences in perceived desirability of professional development among the three tenure groups. The hypotheses are as follows:

• Null hypothesis (H0): There are no differences in desirability scores across the groups.
• Alternative hypothesis (H1): At least one group differs significantly in desirability scores.

A one-way ANOVA could be used; however, if comparing two groups at a time, a t-test is appropriate. For this presentation, a series of independent samples t-tests will be conducted between groups, specifically comparing less than 1 year vs. 1-3 years, and 1-3 years vs. over 3 years.

The significance level (alpha) is set at 0.05 for all tests, adhering to standard conventions in social science research.

The results of the t-test analyses showed the following:

• Comparison 1 (less than 1 year vs. 1-3 years): t(98) = 2.45, p = 0.016
• Comparison 2 (1-3 years vs. over 3 years): t(78) = 1.20, p = 0.232

In the first comparison, the p-value (0.016) is less than the alpha (0.05), leading to rejection of the null hypothesis; this indicates a significant difference in desirability scores between these two groups. In the second comparison, the p-value (0.232) exceeds the alpha, so we fail to reject the null hypothesis, indicating no significant difference between these groups.

These findings suggest that employees with less than 1 year of tenure perceive professional development more favorably than those with 1-3 years; however, perceptions among those with 1-3 years and over 3 years of tenure do not significantly differ. This insight implies that new employees may be more enthusiastic or open to development opportunities, which could be leveraged in planning onboarding and training strategies.

In summary, the analysis reveals statistically significant differences in perceptions based on tenure, highlighting the importance of tailoring professional development initiatives to meet the needs of different employee groups. These results have practical implications for organizational training programs, emphasizing the need for targeted engagement strategies to maximize perceived value and effectiveness of professional development efforts.

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