You still have the supervisor job (and your doctoral degree, of course). You still want to impress your manager, who has now asked for ideas to reward employees who contribute more to the company. As a deep thinker (you have a doctorate after all), your question is: More of what? To remain as objective as possible while evaluating your staff members, you determine that a quantitative methodology will be the best approach. How can you fairly measure what an employee has contributed? What criteria and measures would you use? What records would you keep for this purpose to be able to compare contributions? Using the research literature, justify why this would be the best approach for data collection.
Note: Rather than providing insights into the topics of employee rewards/compensation or employee retention, focus your discussion post on the research methodology, research design, and data collection process to resolve this applied research example.
In this 21st century workplace, the character qualities and the importance of pleasing the boss and providing contributions to bringing a new culture of ideas to the organization is a crucial component (Sharma, et al., 2019). Through research that recruiting a team with distinctive viewpoints, we must accelerate suddenly in fulfilling instruction to clarify various challenges that will encourage the staff to collaborate to address and make a change effectively for establishing a straightforward verbal expression approach and agreement for the team to have permission to (Tan, 2021). The quantitative methodology analysis is a continuance of conducting a resolution of considerations (Wu, 2021). The feasible research of collecting data for the purpose is to accomplish extreme abilities and perception of the public domain to increase growth strategies that will benefit the organization and staff (Tu, et al., 2020). There is a necessity to conduct a recognition to our young developers and to address the problem space of cyber-attacks and cyber bullies who are harassing our children (Siddaway, et al., 2019). Cyberbullies are accumulating venomous that are attacking our financial institutions, and our students, through the internet of emails, computers, and pop-ups which causes a significant impact emotionally and psychologically on the victims (Creswell, et al., 2017). The goal is to be consistent in the findings of the quantitative data and to the functional complication to describe and conclude by identifying the evidence. The effects of numerous experimental research on cyberbullying and harassment are quantifiable and question the extensiveness of bullying like probability and vigilant influence on negative outcomes (Creswell, et al., 2017). Expressive academic training to the mindset, practice, and the relationships to the achievement approach for the circumstances to one analysis to power learning in the workplace (Tan, 2021). The utilization of critical thinking skills for encouraging positive behaviors and being more diligent in monitoring the sites they visit online will define new working environments for the safety of our children and staff (Wu, 2021).
Sharma, A., Agrawal, R., & Khandelwal, U. (2019). Developing ethical leadership for business organizations: A conceptual model of its antecedents and consequences. Leadership & Organization Development Journal.
Tan, O. S. (2021). Problem-based learning innovation: Using problems to power learning in the 21st century. Gale Cengage Learning.
Wu, T. (2021). Digital project management: Rapid changes define new working environments. Journal of Business Strategy.
Siddaway, A. P., Wood, A. M., & Hedges, L. V. (2019). How to do a systematic review: a best practice guide for conducting and reporting narrative reviews, meta-analyses, and meta-syntheses. Annual review of psychology, 70, 747-770.
Tu, Y., Long, L., Wang, H. J., & Jiang, L. (2020). To prevent or to promote: How regulatory focus moderates the differentiated effects of quantitative versus qualitative job insecurity on employee stress and motivation. International Journal of Stress Management, 27(2), 135.
Charalampous, M., Grant, C. A., Tramontano, C., & Michailidis, E. (2019). Systematically reviewing remote e-workers’ well-being at work: A multidimensional approach. European Journal of Work and Organizational Psychology, 28(1), 51-73.
Vajda, É. (2019). Perceived justice as a crucial factor of performance management systems. Vezetéstudomány-Budapest Management Review, 50(5), 25-37.
Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.
The experimental research you mentioned in your above reply would not be appropriate or feasible in this scenario because of the various restrictions for a clinical trial.
Please be reminded to rather than providing insights into the topics of employee rewards/compensation or employee retention, focus your discussion post on the research methodology, research design, and data collection process to resolve this applied research example.
There are four specific questions that everyone must answer, see below. If every question is not answered or addressed, you are not properly or fully answering or addressing the issue of the DQ.
The plan has been implemented for half a year now.
1. Has it been effective?
2. Effective in terms of what?
3. What quantitative research design can you use to find out?
4. Why did you choose this design?
Note the GCU recommended quantitative study designs are listed below.
1. Correlational or Associative
4. Ex Post Facto
5. True Experimental
Learners must select one of these quantitative study designs and justify their selection.
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