In order to track the performance of business units and the individuals, the reports are gathered in the form of qualitative and quantitative data. All the statistical data is known as the quantitative data while the causal and anecdotal observations are referred to as the qualitative data. It is important for the businesses to review both these data so that the factors impacting the productivity of the business can be identified. For tracking productivity and performance, various methods are used to gather the quantitative data; this data can help to rank the work units as well as the employees too (Palinkas et al., 2011). Further, it is easier to award raises and promotions by using the quantitative data. This data clearly indicates which workers are performing poorly and so, it can be used to justify a termination.
On the other hand, there are certain human observations that also help in determining the productivity of the employee. Such observations are known as the qualitative data. The qualitative data contains information regarding the behaviors, habits, and all the obstacles at work that the employees require performing. Such data has high chances of error as it is mainly based on human skills which are obviously influenced by prejudice and bias (Amaratunga, Baldry, Sarshar & Newton, 2002). It is important to minimize the interactions with the subjects when qualitative data is gathered as unreliable data could be generated due to interaction. At times, the qualitative data contradicts the quantitative data which clearly means that there must have been some external influence on either data.
The qualitative report should in reality contain explanation about the business events and performance while the quantitative report should show statistical explanation. When such data is analyzed, the business may be able to identify and then eliminate the long-standing issues regarding business that influence the performance. The qualitative data helps in explaining why some employee is performing less as identified by the quantitative report.
References
Amaratunga, D., Baldry, D., Sarshar, M., & Newton, R. (2002). Quantitative and qualitative research in the built environment: application of “mixed” research approach. Work Study, 51(1), 17--31.
Palinkas, L., Aarons, G., Horwitz, S., Chamberlain, P., Hurlburt, M., & Landsverk, J. (2011). Mixed method designs in implementation research. Administration and Policy in Mental Health and Mental Health Services Research, 38(1), 44--53.
