1. Review Chapter 7 - Data Gathering Evaluating the Fluidity of Work-Life Balance and answer the following questions:

a. What three data gathering strategies would you recommend Sarah use given her need to collect detailed data within a short timeframe? Explain how your strategy would help her accomplish this goal.

b. Which strategies might help her best understand the unique needs of different groups of employees?

c. Once she has completed the data gathering, how should she analyze the information and present the results to the organizational leadership team?

d. What opportunities and challenges might Sarah encounter as she implements an organizational cultural change to embrace the work-life balance initiative?

Sarah concludes that one of the main areas of concern is the fact that employees who shared concerns regarding the inconsistent ability to use workilife benets without feeling repercussions from management were scattered throughout the organization. This fact demonstrates that the issue is not limited to one manager who does not support the program. She also notices paid time off was requested for various types of personal reasons, outside of just parental responsibilities. Although it may be more burdensome to track time off, the number of hours requested by employees has not increased. Finally, employees who desire to work from home have concerns with lack of support from management and technological limitations. While the managers would like a quick data collection process, Sarah knows that it is important to be thorough because a rich data set will (a) generate information about organizational functionality, effectiveness, and overall health (Nadler, 1977); (b) spark managers' interest in change; and (c) develop a continual relationship-building process between Sarah, the managers, employees, and the organization. Through her data collection efforts, Sarah will be able to better understand and empathize with employees' and managers' perspectives. Additionally, her ndings will be more credible to organizational leaders, managers, and employees, enabling Sarah to provide successful intervention strategies. Sarah plans to use the ve steps in the data gathering process: (1) determine the approach to be used, (2) announce the project, (3) prepare for data collection, (4) collect the data, and (5) do data analysis and present the findings (Anderson, in press). By following these steps, she will be able to provide company decision makers with an intervention plan that addresses the organization's cultural focus on prioritizing workilife balance