Reply 1 | RES 831
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Imagine that you already have a doctoral degree and have a new job as a supervisor. It comes to your attention that several employees are dissatisfied and talking about leaving. Turnover is costly and disruptive, so you urgently need to identify a solution. The intensity of the situation and the burgeoning negative bandwagon have you concerned that talking to employees about the problems they are experiencing will unnecessarily heighten emotions and exacerbate the situation. Nonetheless, you wish to come to your boss with a fact-based list of measures that may be taken, starting with the most urgent, easiest to implement, and most effective. What kind of data do you need? How do you acquire the information you need? Support your position.
Deana Dugi
Going into a new supervisory position, it is important to hear and see the employees in their natural environment. If there is dissatisfaction, someone is bound to say something about employees planning or talking about leaving the organization. It is natural to be alarmed and to start thinking about ways to elicit information from staff members in a non-threatening manner. Creating opportunities for employees to voice their opinions without repercussions and anonymity while providing feedback will be advantageous. One way to do this is to utilize surveys that pertain to morale, systems, opportunities for growth and development, manager effectiveness, and team dynamics. This will give insight to the new supervisor, provide additional information to prioritize needs, and strategize to make organizational changes that will be conducive to a positive work environment (Larsson & Holmberg, 2021). Finally, the information obtained can be used for a fact-based list of measures. Most of the time, simple adjustments can be made that make the biggest difference while bigger adjustments can be analyzed for cost-effectiveness.
Larsson, M., & Holmberg, R. (2021). Taming the survey: Managing the employee survey to create space for change oriented Leadership. Journal of Change Management, 21(4), 412–431.
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What is the nature of quantitative methodology? What types of measurements are best explored using quantitative methodology? Why? Based on your initial readings in Chapter 1 of the course textbook, how is this different from qualitative methodology? Explain.
Zanitta Terrell
Hello Class,
Quantitative research is statistical research that attribution consists of sampling, generalizability, and collection methods. Researcher Johnson(2009) mentions, that quantitative research’s primary goal is to collect data from a target audience. In hindsight, because quantitative research uses a statical approach, larger samples can be conducted in the research, and less time consuming than qualitative research. The negative thing about quantitative research is data that is collected can be 100 % proven. Any information gathered can be biased or easily lost during the measurement process.
Qualitative Research, as I describe has a more intimate approach than quantitative research. Qualitative focus on the level of needs in a theory or case study.Greenberger, S. (2021)The research is considered to be more hands-on in its measurement process. These methods include surveys, interviews, and testimonies. This approach can also be biased because depending on the topic, it can bring a level of sensitivity to the participant that may potentially skew the data.
Reference
Greenberger, S. (2021). Foundations of Quantitative and Qualitative Research. In GCU Doctoral Research: Foundational Principles of Research Design. Grand Canyon University. https://lc.gcumedia.com/webbooks/gcu-doctoral-research-foundational-principles-of-research-design/v1.1/#/chapter/1
