The chart “internally terminated” presents survey results of the agency Gallup, published by the Globus-Grafikdienst, showing how many percent of workers in Germany feel emotionally attached to their business and how this is actually reflected in four examples.
The illustration serves several diagrams: there are circle and column diagrams.
At the top right of the diagram is a microphone, symbolizing the surveys that took place in 2001 and 2011. The colors clarify how the employees feel bound to their company or how the respective group (blue: strongly bound, violet: low bound and orange: not bound) answers the respective question.
In the upper third of the chart, 2001 emotional engagement survey results are compared to those of 2011. The figures are in percent and fill two pie charts. It can be clearly seen that the number of those who feel little bound has fallen from 69 to 63 percent. But this also brings with it a shift to the group of those who do not feel bound. Here, an increase of 8 percent (to 23%) can be seen. In 2011, two 15 percent fewer people than in 2001 feel strongly attached to the company they work in.
The largest part of the graph is determined by four bar charts, each consisting of three columns. The statements here always refer to the year 2011. Two of the values are estimated (missing days and ideas for the boss), the other two survey results are available in concrete percentages.
20 The number of days lost is significantly lower for those who feel connected to their company, be it little or even strong. While those who did not feel bound had an estimated 8.5 days lost, the figure fell by more than three days to 5.4 and 5.0 days, respectively, among highly-bonded workers. In three years’ time, less than half of the workers (46%) who feel unbound will still want to work in their company. Ie. 54% would like to orientate themselves 25 otherwise. On the other hand, 63 percent of the low-bonded or 86 percent of the strongly emotionally bonded.
The survey also asked how many ideas an employee has presented to his boss over the past six months. Unemployed workers presented 4.5 ideas, 8.9 fewer ideas than employees with a high degree of commitment to the company. The poorly bonded were numerically closer to the non-bonded and presented an estimated 5.3 ideas for their boss.
The last question focuses on whether employees would recommend company products to friends.
Almost all (94%) would do so if they feel very connected to the business, just over half (55%) of those who are poorly connected, but only one in five (21%) of the non-35 bonded.
In summary, employees felt more connected to their operations in 2001 than they did in 2011. Approximately one in four employees terminated their employment. This is also reflected in the answers to various questions asked to workers. Emotional workers are less ill, want to stay longer in the company and are more committed. All this is not without consequences for the individual, but not least for the company. All in all, it would have been interesting to find out why so many people have quit in-house.
Working technique Write a chart analysis
The analysis of a graph consists of three parts:
The introduction should contain the following information, as far as they are given: the author, the place of publication, the title of the graph, the date of publication, the name of the topic and the type of graphic design.
The main part contains a detailed description of the diagram:
• It makes sense to start with the visual representation first: black / white / color – color selection / selected images and symbols, choice of diagram type.
• In the subsequent content analysis, the main messages of the topic are displayed.
Pay close attention to the figures: absolute numbers, percentages, estimates.
• Then you should assess the interplay of content statements and graphic design – which intention (statement intention) is followed with the chart (informal, appellative), how does the chart affect you?
The conclusion completes the analysis. Further considerations may be questions according to topics that may not have been mentioned in the diagram or that have been neglected.
Did I arrive?
Do you feel well informed about your career prospects?
• Use the checklist to verify that you have completed the critical analysis of the graphs.
• If necessary, collect additional information material for your “market of opportunities” on the subject of job prospects. Evaluate it in the same way.
Prepare and execute the “Market of Opportunities”.
• Collect all material in your small groups and present it on partition walls. Orient yourself to the working technique “metaplan technique” (p. Xy).
• Each small group is an expert in their prepared materials from Chapters 9 and 10. Exchange their expertise with each other. Orient yourself to the working technique “market of possibilities” (page xy).
Checklist: Write a chart analysis
Are titles (possibly subtitles), publisher, source and year of publication given?
Have the topic and statement (s) of the chart been worked out?
Are the diagram type named and the type of numeric material named?
Has the interplay of graphics, text and image been portrayed?
Are the individual components joined together in a meaningful way?
Is the work structured?
Was meaningfully led to the main part and rounded with a conclusion?