research designs[s]research designs[s]

sanjay bagali, phd I hr professor I brand ambassador I asian HR board India I jain university

importance of research designmethodology for design constructionbest design

agendaagenda

an outlineprovide a tentative sequence or timetable for the thesis workstrong test of researchers arguments

philosophy

master plan

a set of advance decisions that make up the master plan specifying the methods and procedures for collecting and analyzing the needed information

premises

developing a new theory or body of knowledgetesting the old knowledge

is it theoretical paperempirical paper

1. Research purposes and goals2. Problems identified / defined3. Objectives identified4. Research Question developed5. Hypothesis

6. Sampling design7. Data collection style8. Data managed & analyzed9. Results interpreted10. Presentation of results11. Conclusions / recommendations12. Chapterisation

the methodology approach

data collection style

Pilot study QualitativeEthnographicExploratoryLongitudinal50 Clinical Case StudiesIn-depth interviews, weekly email burstsPsychological InstrumentsAction Research Hypothesis testingFocused group

sampling styleSurveysCensusObservationQuestionnaireScheduleParticipativeAction / ExperimentationCase InterviewQuantitativeQualitativeComplete UniverseMixed MethodCluster

address at each stageclarity of address of design at each stagedata collection …. stage wiserecommendations ….. stage wise

4 broad design problem1, Mismatch between research question and design2. Measurement and operational issues 3. Inappropriate model specification 4. Analytical tools to be used

Design for the study on Employee Empowerment

Step 1Statement of the Problem

Step 2Research Design

The focus of the study is to understand why and what makes top performing companies different and what are the innovative and unique strategies adopted in creating a global standard organisation. It was therefore, decided to use explorative and descriptive design, which befits into the pattern of investigation. The study also understood and fleshed out to explain the technical and commercial context within which the firm operated in terms of environmental certainty-uncertainty, stability and resource munificence. The study also looked at the timeline described for the change process that the firm went through( if that is what occurred), or was the firm set-up to be empowered from the beginning. It was also to understand what things changed early, what things changed later and how well did they triangulate? The current practices of developing and managing human resources were explored and a description of all these practices was analyzed through appropriate questionnaire and schedule, including verbatim recording of the responses, per se.

Step 3Objectives of the Study

The investigation is an empirical research work undertaken to understand how a model company can be created with innovative workplace programme and policies. It was also intended to understand the impact of such innovative practices on empowerment and how such processes could change the very face of the organisation and help it remain at the top of the business. An effort was made to understand all that contributed to empowerment--the systems, practices, policy or the leadership. The study also tried to differentiate between the various human resource strategies adopted in empowering employees and how these strategies differed from other management practices. An effort was also made to see how these management practices impacted upon employee behavior.With these core objectives, the study also proposes to understand the issue like: Do we really need empowered people? Is empowerment something that can be done to some one or something a person must choose? Are employees, leader or all, creating empowerment climate in the organisation? With these supporting objectives, the genesis of empowerment is probed at length.

Step 4Hypothesis of the Study

Ha1 Individual and organisational achievements can be gained through the sense of belonging;

Ha2 A sense of Organisational life through climate shapes behavior and moulds positive attitude towards organisational growth and development leading to employee empowerment;

Ha3 Access to information about the mission, value, goals and objectives of an organisation is positively related to empowerment;

Ha4 If an organisation aspires for fundamental changes, it must change the fundamentals; and

Ha5 Empowerment at workplace makes leaders redundant.

Step 5Study Scope

There is always a big gap between performing organisation and other. The reasons could be several, but an empowered work culture is what makes significant difference. The present study tries to focus at these levels and is it the policy, people or workplace practices that makes an empowered organisation and work force is what is been probed at length. The focus of study restricts to HLL, an food processing based organisation established in the year 1981, situated at the industrial sector of Dharwad district, in Karnataka State, India

The organisation has been known for its empowering way of developing and managing human resources and employee ownership culture been widely instituted in the organisation. All the employees including the CEO/MD forms the respondent group.

Step 6Sampling Style / One Unit

Studying empowerment is a holistic approach and needs to be studied from all the angles involving everyone in the organisation. The sample and Human Resources information in PPL is put forth:

Table No. 01: Showing the Manpower Responses

Level Total Employees Responded

CEO 1 1 Managers 7 6Engineers 6 6Software Expert 2 2Administration 9 6Supportive 4 2Highly Skilled 5 5Skilled 18 16Semi skilled 19 16Unskilled 2 0Trainee 1 1

Total 73(1) 60(1)

Step 7Data collection

Data Collection of Employees

The model of data collection adopted for employee category includes six stages.

Observed the System

Pooling all the

responses

Questionnaire Administered

Discussion with CEO

Case-by-Case

discussion

Pilot Study

Fig No 2.1: The mode of Data collection of employees

2 .7

Step 8Data collection from CEO

Observed the system

Discussion with CEO

System/ Practices interface

Case by case discussion

Back to CEO

Pooling all responses in

presence of all

The mode of Data collection of CEO / MD

Step 9Mode of Data Collection

Personal discussions, interviews with each respondents, group discussions and several meetings with the concerned employees personally at various places like work-place (temple of ethics), recreational hall (temple of health), yoga center (temple of peace), R and D section, canteen, rest rooms was extensively undertaken. The study injected case-by-case method for collecting the required information. Frequent and series of visits to each employee was undertaken phase by phase to illicit opinions on the system and practices. It was, at one instance, the employee, the manager and the CEO put together, were allowed to express opinions on the system in presence of each other.

The intentions, however, was not for cross-examining the opinions in presence of one another or verify who is or was true, but, it was only to know the exact picture from all the angles and thus, "blaming" somebody is ruled-out. As has been already put forth, a holistic approach is what makes empowerment work and hence this was the final path followed for final data collection. At each stage, care was taken to see that, all relevant facts on the practices were elicited.

Step 10Angles of Enquiry:

Very many empowerment angles were identified and factors such as understanding the system of accountability within the organisation, attitude development processes, mode adopted for career planning, communication process adopted, decision making process, delegation and shared responsibility, transparent behavior, ethical standards, feed-back system adopted, methods for information sharing, leadership development at all spheres, management and organisational ethos practiced, power distribution, climate of politics, degree of trust and loyalty, team working, employee participation etc were put to test. As many as fifty core areas with more than 125 enquires were put for examining at length.

The focus of enquiry was on the workplace empowerment practices and the relevance of the system in the growth and development of the organisation. Similar areas were also focused at the level of CEO.

Step 11Areas like:

Sources of data collectionAnalysisPeriod of Study

Three Types of Research Designs

• Exploratory

• Descriptive

• Causal

• Please note that research does not necessarily follow the order (1) exploratory, (2) descriptive, and (3) causal designs.

flow

Define the Information Needed

Design the Exploratory, Descriptive, and/or Causal Phases of the Research

Specify the Measurement and Scaling Procedures

Construct a Questionnaire

Specify the Sampling Process and the Sample Size

Develop a Plan of Data Analysis

Tasks Involved in a Research Design

Classification of Research Designs

Research Design

Exploratory Research

Descriptive Research

Primary / Secondary

Data

Focused

Surveys

Pilot Studies Case Studies

Census

Survey

Cross-sectional

Study

Longitudinal Study

Experiment

Observation

Participative

Exploratory Research

is unstructured, informal research undertaken to gain background information about the general nature of the research problem

Uses of exploratory research include:1. Background information2. Define terms3. Clarify problems and hypotheses4. Establish research priorities

Methods of Conducting Exploratory Research

• Secondary data analysis. e.g., census data, articles in journals, newspapers, etc

• Experience (Expert) surveys. Gathering info from those thought to be knowledgeable on the issues relevant to the problem (i.e., ask experts).

• Case Analysis. Uses past situations that are similar to the present research problem

• Focus groups. Involves small (8-12) groups of people brought together and guided by a moderator through unstructured, spontaneous discussion

Specifying Constructs & Operational Definitions

• Construct: A specific type of concept that exists at a higher level of abstraction

• Constitutive Definition: A statement of the meaning of the central idea or concept under study, establishing its boundaries; also known as a theoretical, or conceptual, definition

• Operational Definition: A statement of precisely which observable characteristics will be measured and the process for assigning a value to the concept.

Conclusive Research

• Provide specific information that aids the decision maker in evaluating alternative courses of action

• Sound statistical methods & formal research methodologies are used to increase the reliability of the information

• Also more structured & formal than exploratory data

Types of Conclusive Research

• Descriptive Research– Describes attitudes, perceptions, characteristics, activities and situations– Examines who, what, when, where, why, & how questions

• Causal Research– Provides evidence that a cause-and-effect relationship exists or does not

exist.– Premise is that something (and independent variable) directly influences

the behavior of something else (the dependent variable).

ExampleA research design to study innovation

• HR Systems : HPWS / HPWP / • CEO Style• HR practices• Culture Study• Workplace practices• Spending on R/D• Patients• Copyrights

Design focused in

COMPANY INNOVATION SYSTEM

• Company strategy • Collection of innovation impulses• Setting of priorities• Looking for innovation ideas and their discussion• Decision about project preparation • Project preparation • Project implementation • Monitoring of innovation performance

Comparison of Research DesignsExploratory Descriptive Causal

Purpose ID problems, gain insights

Describe things Determine cause-and-effect relationships

Assumed background knowledge

Minimal Considerable Considerable

Degree of structure

Very little High High

Flexibility High Some LittleSample Non-representative Representative RepresentativeResearch environment

Relaxed Formal Highly controlled

Cost Low Medium HighFindings Preliminary Conclusive Conclusive

Which is the “Best” Research Design & Method?

• “You cannot put the same shoe on every foot.”– Publilius Syrus

• It depends on the– problem of interest– level of information needed– resources– researcher’s experience, etc.

What are “Things” Marketing Researchers Typically Measure?

• Customer Satisfaction/Dissatisfaction• Loyalty• Attitudes Toward Product, Company• Knowledge of product, service, features• Importance of Attributes• Intentions to Purchase• Demographics

What are “Things” HR Researchers Typically Measure?

Virtual Organization : Challenges and IssuesEmployer Branding as Strategic Tool LeadershipCross Cultural coachingExecutive coachingMergers and Acquisitions Competency Mapping and Management Workforce ProductivityCompetency Model for Education Sector

• End Note

• Match design to your questions• Match construct definition with operationalization• Choose sample and procedure•

sanjay bagali, phd

professor of strategic HRM,Brand Ambassador, Asian HR Board, India

sanbag@rediffmail.com / sanbagsanbag@rediffmail.comhttp://www.linkedin.com/in/mmbagali

Jain University, Research program. All rights Reservedr

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