PLAGIARISM SCAN REPORT

Date 2024-07-18

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Q4 Table showing factors influencing decision to leave :
1. Better Prospect: Reasons such as finding another job in other organization.
2. Personal Reason: included migration of going abroad and reasons which the nurses did
not write about why they are leaving the organization instead they wrote personal reason.
3. Marriage: Nurses who wished to discontinued because of marriage.
4. Absconding: Cases who’s data was not available as they stopped coming without giving a
reason.

Months

PERSONAL
REASON

BETTER
PROSPECT

ABSCONDIN
G

MARRIAGE

Total

MFMFMFMF
Apr 8 7 0 0 0 0 0 0 15
May 0 0 4 3 1 7 0 2 17
Jun 1 1 2 3 0 5 0 0 12
Jul 1 0 1 3 1 2 0 0 8
Aug 2 1 0 0 4 5 0 0 12
Sep 0 0 0 1 2 5 0 0 8
Oct 0 0 0 1 0 4 0 1 6
Nov 0 0 4 10 1 7 0 0 22
Dec 1 1 5 2 4 4 0 0 17
Jan 0 0 6 6 0 0 0 0 12
Feb 0 0 1 4 3 4 0 1 13
Mar 1 0 1 4 2 0 0 1 9

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Total 14 10 24 37 18 43 0 5 151
24 61 61 5
15.89% 40.40% 40.40% 3.31%

The Other reasons are:

Q5 Graph depicting the participant's satisfaction with the amenities in their

The graph shows how satisfied respondents are with the amenities in their workplace. A
majority, 65.34%, firmly believes they are content with the amenities. Furthermore, 24% of
respondents concur, showing a notable majority expressing contentment. A smaller portion, 8%,
takes a neutral stance on the issue.There is minimal dissatisfaction, as only 1.33% disagree
and another 1.33% strongly disagree with the facilities provided. On the whole, the chart shows
that most people have a positive opinion of the facilities at the workplace, with a large majority
beingvery satisfied and only a few being dissatisfied.

Q6 Graph displaying the Respondent's View on "Hospital's Willingness to

The chart depicts varying opinions among respondents regarding the "Openness to Accept
Mistake is observed in the Hospital." A significant portion, 66.67%, either strongly agree (8%)
or agree (58.67%) that hospitals exhibit openness to accepting mistakes. However, a notable 28%
remain neutral on the matter, indicating a lack of strong opinion either way. A smaller fraction,
4.66%, disagrees with the notion, suggesting some skepticism towards the presence of openness
in hospitals. Only 0.67% strongly disagree, representing a minority viewpoint that strongly
opposes the idea of hospitals being open to accepting mistakes. Overall, the majority opinion
leans towards hospitals being perceived as open to acknowledging errors, with some reservations
and dissenting views present.
Q7 Graph displaying respondent's thoughts on "pleased to be employed
in."the secure atmosphere maintained by the leadership

Here is the analysis of the graph displaying participants' views on "content to work in the secure
workplace established by the administration." Completely in agreement: 20% Consensus: 66%
Neither favorable nor unfavorable: 10.67% Do not agree: 2% Completely disagree: 1.33% This
chart shows the different levels of agreement among respondents regarding their satisfaction with
working in a securely managed environment. A large majority (86% from Strongly Agree and
Agree categories combined) show approval of the safety measures put in place by the
management. Nevertheless, there is a significant portion (13% when combining responses from
Neutral, Disagree, and Strongly Disagree groups) who feel either indifferent or cautious about
the safety measures in place.
Q8 Chart Showing the Respondents Opinion on “The Problem Faced By Me in
Day To Day Life Is Addressed By My Manager Perfectly and Timely”

The chart represents respondents' views on how effectively their managers handle their daily
concerns, as outlined in the survey results .Completely agree: 15.33% ,Consenting: 48%,
Unbiased: 29.34% , Do not agree: 4%, Completely disagree: 3.33% ,63.33% of respondents
agree that their managers can effectively and promptly address their concerns. Nevertheless,
almost 30% maintain a neutral position, showing a lack of certainty or a combination of
experiences. A smaller proportion (7.33% when combining Disagree and Strongly Disagree)
show discontent, indicating potential for enhancement in managerial receptiveness. In general,
although many are happy, there is still a noticeable group who have concerns or bad experiences

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with how their managers handle problems.
Q9 Graph displaying the views of participants regarding "Interdependent
cooperation is good”

Below is the analysis of the graph displaying the viewpoints of participants regarding "Positive
interdepartmental collaboration."Completely in support: 17.33%, Consented to:
57.33%,Average: 18.67%, Not in agreement: 4%, Completely disagree: 2.67% This chart shows
different levels of perception among participants regarding cooperation between departments.
Most people (74.66% total from Strongly Agree and Agree groups) have a positive opinion on
the collaboration, indicating contentment with the current level of teamwork among departments.
Still, a significant portion (21.67% total from Neutral, Disagree, and Strongly Disagree
categories) has concerns or sees opportunities for enhancing interactions between departments.
This implies that even though a large number of people recognize successful collaboration,

Q10 Graph depicting the viewpoints of participants regarding "Stress Busters

According to the information given, the chart showing participants' opinions on creating and
implementing stress relievers displays the following breakdown: Completely in agreement:
14.67%, Consenting: 52.67%, Neither positive nor negative: 30% , Disagree: less than one
percent , Completely disagree: 2% This data shows that most of the participants (67.34% from
Strongly Agree and Agree groups combined) believe that stress relievers are successfully created
and put into practice. Nevertheless, a significant percentage (30%) remains neutral, indicating
uncertainty or varying views on the efficacy of these measures. A tiny faction (2.66% from
Disagree and Strongly Disagree categories) is unhappy with the current method of stress
management. In general, although the majority of participants acknowledge the attempts to
reduce stress, there is still space for enhancing these measures to effectively cater to the needs
and perspectives of all workers.

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