The tables below comprise of data and the respective percentages about quality of work survey in three departments of research and design, administration, and marketing.
| Research and Design (412 employees, 22 employees did not participate in the survey | Agree or Strongly Agree | Neither Agree nor Disagree | Disagree or Strongly Disagree | |||
| It’s difficult to fulfil commitments outside my work because I spend too much time on my job | 187 | 45.4% | 52 | 12.6% | 151 | 36.7% |
| The organisation provides flexi-time | 288 | 69.9% | 92 | 22.3% | 10 | 2.4% |
| I’m allowed to work from home | 347 | 84.2% | 20 | 4.9% | 23 | 5.6% |
| I’m aware that the organisation has the opportunity to job share | 9 | 2.2% | 8 | 1.9% | 373 | 90.5% |
| I have scope to use my own initiative in my job role | 384 | 93.2% | 6 | 1.5% | 0 | 0 |
| I’m provided with the opportunity to develop my skills | 377 | 91.5% | 10 | 2.4% | 3 | 0.7% |
| My line manager values the work I do | 302 | 73.3% | 40 | 9.7% | 48 | 11.7% |
| I feel secure in my job role | 270 | 65.5% | 26 | 6.3% | 94 | 22.8% |
| I’m expected to complete my work outside of my contracted hours | 388 | 94.2% | 1 | 0.2% | 1 | 0.2% |
| Absence rates in my department are low | 289 | 70.1 | 98 | 23.8% | 3 | 0.7% |
| Marketing (18 employees all responded to the survey) | ||||||
| It’s difficult to fulfil commitments outside my work because I spend too much on my job. | 2 | 11.1% | 0 | 0% | 16 | 88.9% |
| The organisation provides flexi-time | 18 | 100% | 0 | 0% | 0 | 0% |
| I’m allowed to work from home | 0 | 0% | 0 | 0% | 18 | 100% |
| I’m aware that the organisation has the opportunity to job share | 0 | 0% | 18 | 100% | 0 | 0% |
| I have scope to use my own initiative in my job role | 15 | 83.3% | 3 | 16.7% | 0 | 0% |
| I’m provided with the opportunity to develop my skills | 14 | 77.8% | 1 | 5.6% | 3 | 16.7% |
| My line manager values the work I do | 12 | 66.7% | 1 | 5.6% | 5 | 27.8% |
| I feel secure in my job role | 10 | 5.6% | 3 | 16.7% | 5 | 27.8% |
| I’m expected to complete my work outside of my contracted hours | 2 | 11.1% | 0 | 0% | 16 | 88.9% |
| Absence rates in my department are low | 17 | 94.4% | 1 | 5.6% | 0 | 0% |
| Administration (65 employees, 4 employees did not participate in the survey) | ||||||
| It’s difficult to fulfil commitments outside my work because I spend too much on my job. | 58 | 89.2% | 1 | 1.5% | 2 | 0.1% |
| The organisation provides flexi-time | 4 | 6.2% | 0 | 0% | 57 | 87.7% |
| I’m allowed to work from home | 0 | 0 | 18 | 27.7% | 43 | 66.2% |
| I’m aware that the organisation has the opportunity to job share | 8 | 12.3% | 3 | 4.6% | 50 | 76.9% |
| I have scope to use my own initiative in my job role | 3 | 4.6% | 49 | 75.4% | 9 | 13.8% |
| I’m provided with the opportunity to develop my skills | 21 | 32.3% | 5 | 7.7% | 35 | 53.8% |
| My line manager values the work I do | 18 | 27.7% | 18 | 27.7% | 25 | 38.5% |
| I feel secure in my job role | 51 | 78.5% | 4 | 6.2% | 6 | 9.2% |
| I’m expected to complete my work outside of my contracted hours | 61 | 93.8% | 0 | 0% | 0 | 0 |
| Absence rates in my department are low | 3 | 4.6% | 0 | 0% | 58 | 89.2% |
The three departments present diverse data about the quality of work. However, a pertinent fact is that work-life balance, rewards, and being overburdened are some of the leading causes of poor quality of work. Beginning with the research and design department, two leading issues in quality of work are awareness about the growth opportunity (90.5%) and expectations to accomplish the job outside the contracted hours (94.2%). However, the second issue can be attributed to being allowed to work from home. On the one hand, the quality of work can be negatively affected by being allowed to work outside the contract hours. On the other hand, working from home reflects on the importance of flexibility at the workplace. This reasoning can also be related to 84.7% of the employees agreeing that the firm offers flexi-time. Positive aspects in the quality of work in the department are job security, recognition by the line managers, and autonomy, explained by the scope to apply own initiative.
In the marketing department, the difference with the research and design is that there is high evidence of flexi-time but the employees are uncertain about the organisation having an opportunity to job share. The employees are also expected to complete work outside the contracted hours. Similar to the research and design department, the absence rate in the department is low, which can be associated with quality of work and supportive environment. In the marketing department, all the employees disagree that they are allowed to work from home, which presents a concern about flexible working practices. There is also sufficient support and value by the employees in the work one does (66.7%) and 77.8% of the respondents agree that the employees are offered with the opportunity for growth and development. This reflects on the department’s focus on the employees’ growth and development for the employees. Such a supportive environment is essential in the employees’ motivation, satisfaction, and commitment to the company.
In the administration department, work life balance and flexible working practices are also crucial issues. 89.2% of the employees in this department agree that it is challenging to suffice the commitments beyond the work since a lot of time is spent on the job. This demonstrates the issue of poor work-life balance, which significantly affects the employees’ motivation and satisfaction. This can be attributed to the high rates of absenteeism, where 89.2% agree is elevated. Another aspect of concern about the administration department is the high number of respondents who disagree that the company has a job sharing opportunity. Insights from all the departments are that the organisation should invest in several aspects for uniformity in the quality of work. These include job sharing, work-life balance, and flexible working practices. This is critical in promoting employee satisfaction, motivation, and commitment, which averts the turnover rates.
| Department | Hours lost through absence | Average hourly pay |
| Research and Design | 1876 hours lost through absence | £ 35.00 |
| Administration | 237 hours lost through absence | £ 12.50 |
| Marketing | 20 hours lost through absence | £ 28.00 |
3) Working days Lost in the 3-month for every department.
Research and design department
Lost hours: 1876
Total contractual hours per week: 37.5 hours
Hours lost per day: 37.5/5 = 7.5
Days lost = 1876 ÷ 7.5
= 250.13 days
Marketing department
Total hours: 20
Days lost = 20 ÷ 7.5
= 2.67 days
Administration department
Total hours: 237
Days lost = 237 ÷ 7.5
= 31.6 days
4) Projected average loss of working days over a 12-months period if the rates continue.
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