Your boss was happy with your data collection plan to identify contributions of employees and offer them equitable rewards for their contributions to the success of the company. The plan has been implemented for half a year now. Has it been effective? Effective in terms of what? What quantitative research design can you use to find out? Why did you choose this design?
Note: Rather than providing insights into the topics of employee rewards/compensation or employee retention, focus your discussion post on the research methodology and design to resolve this applied research example.
Hello Dr. Johnson and class
Through the research of the data collection plan in distinction to employee contributions, the company has identified the success of the company’s growth strategy (Siddaway, et al., 2019). Six months have passed, and the company’s success rate has been rewarding deriving extended purchases, individual accomplishment, customer commitment, and communicative interviews with customers. The effectiveness of quantitative research design focuses on evaluating the variety and assessment of data (Tu, et al., 2020). The utilization of the experimental research design focal point involves a specialized integration of findings consorting practices with online surveys (Charalampous, et al., 2019). The confidentiality survey permits employees to witness to justification straightforward and credible feedback. This design was implemented to achieve the numerical data. The survey data gathering strategies are prominent exemplifications of discovering the statistically significant utilization to thoroughly assess coefficient aspects. Experimental research depends on statistical analysis to validate or debate a hypothesis and bring about the highest factual design of research (Creswell, et al., 2017).
Reference
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.
Tiffany Replies to LaTrell Duncan-Fitchett
Latrell,
It is true that with data collection, we can draw conclusions in regards to employee satisfaction and job contributions. Using quantitative methods is an effective approach to research that will allow researchers to determine if what is implemented is effective, and if further changes may be needed. I do like the idea of using a confidentiality survey. It does allow employees to be honest without having to feel as though their job is in jeopardy if they are honest. This also allows leaders to see the areas that they are lacking and where changes need to effectively be implemented. The goal of using anonymous surveys will allow numerical data to be present as you have stated. Quantitative data analysis enables individuals to collect data for reporting, create graphs showing visual representations and write conclusions after gathering data (Tan et al, 2020). The last sentence you quoted holds truth when analyzing data. Experimental research will depend on statistical analysis in order to obtain factual and concrete evidence.
References
Tan, B., Li, B., & Ge, W., (2020). Thermal quantitative analysis and design method of bistable permanent magnet actuators based on multiphysics methodology, Transactions on Industrial Electronics, 67(9), 7727-7735
Dr Johnxon replies to LaTrell,
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.
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.
