Fill Out All Columns for Final 2 Scenarios – Orange cells
INSTRUCTIONS:
You will now be presented with the final 2 vignettes. We will be using these final vignettes throughout the remainder of the course, and these will serve as the scenarios and data sources for your final project.
For this exercise, you will go through the entire exercise from breaking down the scenario in component statements, arguments, and formulate clear hypotheses with IVs and DVs (fill in all orange cells).
NOTES:
(A) Use the example in rows 5-7 from Chapter 5.1 as a guide.
(B) You may choose to use deductive or inductive arguments, but it must be 1-3 premises leading to 1 conclusion.
(C) When identifying potential IVs and DVs, make sure to identify them in a way that can be specifically measured and replicated (recall Operational Definitions).
(D) There are many potential hypotheses you can formulate for each Vignette, focus on 2-3 possible hypotheses.
Final Project Scenario 1 | TURNOVER
Business Context: Mr. Onceler just returned from a tour of the major international hubs of Thneed Incorporated. Upon his return, he holds a cross functional meeting to share some of his learnings and observations.
CEO: One thing is abundantly clear – we have a massive turnover problem in the US, people! The Great Resignation is alive and well and we are bleeding talent all over the place. When you look at how good of a job AJPAC and EMEA are doing with the employee experience, I am not surprised. We have to fix this if we are going to remain competitive. US numbers compared to overseas are not good, and it’s costing the business big time. If we rally and focus on this, I know we can bring these numbers back to where they need to be.
Follow Up Meeting:
HEAD OF NORTH AMERICAN OPERATIONS (Jack): I know exactly what the problem is, the WEST! We never had these problems before we expanded Customer Service operations into the Pacific time zone and it’s been nothing but trouble ever since. We have to fix this.
CHRO (Sandra): That’s an interesting point, Jack, though I’m not sure I agree. But for the sake of argument, let’s say I DO agree. What do you suggest we do about it? We can’t just pull all customer service ops out of the West; we have millions in real estate, thousands of employees, and – frankly – that time zone was a strategic choice to provide after-hours coverage for the comparatively larger east coast markets.
HEAD OF NORTH AMERICAN OPERATIONS: I, well, I’m not saying I have a solution, I’m just saying I know where the problem is. Fixing it is YOUR job, isn’t it?
CHRO: I would say it’s very much both our problems. Like I said, I don’t think this is the issue, but we can take a look. Tonya, do you know when most people leave?
HEAD OF NA HR (Tonya): I know average tenure at turnover is about 30 weeks. We also experience spikes in August and January that are attributed to back-to-school events.
CHRO: And is that the same across the whole organization?
HEAD OF NA HR: That’s an overall number, but I bet corporate doesn’t look like that. They’re just such a small group they don’t affect the overall number.
CHRO: And what do we do to help with retention of new hires?
HEAD OF NA HR (Tonya): We have a standard pulse-check on employees at 20 weeks to see how their onboarding is going.
HEAD OF NORTH AMERICAN OPERATIONS: I’m telling you, it’s the West. They turnover more than any other region. I’ve seen the numbers.
CHRO: That may be, Jack, but that hasn’t changed in the last 2 years. What HAS changed is how many people we are hiring. Tonya, please go back to your analytics team and dig into this. I’d like some diagnoses and recommendations by the next quarterly review.
