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Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example;Save a copy of your assignments: You may need to re-submit an assignment at your instructor?s request. Make sure you save your files in accessible location.;Academic integrity: All work submitted in each course must be your own original work. This includes all;assignments, exams, term papers, and other projects required by your instructor. Knowingly submitting another person?s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University.;Research Design;Assignment #1;Running head: Develop a proposal;Even though the economy is bad and employment is difficult to find, the turnover rate is;still high (Bureau Labor Statistics, 2014). The Bureau of Labor Statistics defines turnover rate as;the total number of separations in employment, including people who quit, are laid off, and;discharged or fired. During July 2014, there were 2.5 million people in the United States who;quit their jobs. The quits rate was 1.8 percent. The quit rate has been 1.8 percent for six months;in a row. When the rate is not seasonally adjusted, the quits rate in private industry becomes 2.3;percent, and the rate of.8 percent for governmental organizations. The highest rate is in the;accommodation and food services industry, at 4.3 percent, followed by health care at 4 percent;and retail at 3.1 percent. Turnover is marginally higher in the South, at 2.3 percent, and;significantly lower in the Northeast, at 1.5 percent (Bureau Labor Statistics, 2014, p. 16).;Payroll represents a significant investment in any organization. Every employee that;leaves costs the company money, whether the cost is a tangible cost or an intangible one.;Intangible costs include lost productivity, the cost of redoing work by new employees who are;still learning the job, the increased cost of supervision to monitor the new employees, and lost;productivity by existing staff members who must cover the individual?s absence and then help;the new employee until they adjust to the job (Hillmer, Hillmer, & McRoberts, 2004). Tangible;costs include the costs to advertise for a new employee, conduct background checks, training;costs, orientation costs, and other employees? salary for assisting with interviews, testing, and;training (Hillmer et al., 2004).;What motivates people to voluntarily leave a job? The question is particularly intriguing;when the job market is not good. It would seem that employees would not voluntarily leave a job;when times are difficult economically, but the Bureau of Labor statistics tell a different story.;This project investigates why employees leave a company and what can be done to slow the rate;of turnover.;Purpose of the Study;This purpose of this qualitative research will be to gain insight into the reasons that;employees voluntarily separate from the company, in order to gain insight into what companies;can do to prevent this loss.;Research Questions;The inquiry that guides the research is, at its deepest level, why employees would;voluntarily leave a ?sure thing? job, particularly when the job market is slow and re-gaining;employment is not a certain thing. The inquiry led to the development of three research;questions;Q1.;Why do employees leave their jobs voluntarily?;Q2.;What can be done to decrease the rate of voluntarily leaving of a company?;The two research questions, when considered together, will provide insight into why;employees voluntarily leave a company, and what employees can do to change conditions so that;employees are more likely to remain with the company.;Definition of Key Terms;Environmental Attributes;The environmental attributes are the external factors which impact the company. The size;of the community, the resources available, and so on are environmental attributes (Abelson;Baysinger, 1984).;Individual Attributes;Individual attributes are the demographics of the employees that may impact;employment, including level of education, being a single parent, etc. (Abelson & Baysinger;1984).;Organizational Attributes;Organizational attributes include the variables within a company that can impact the way;the company operates and how the employees feel about the company (Abelson & Baysinger;1984).;Quits Rate;The number of people who quit their jobs (Bureau of Labor Statistics, 2014).;Turnover;The turnover rate is defined as the total number of employees who leave a job (Bureau of;Labor Statistics, 2014). For the purposes of this paper, the voluntary turnover rate, or quits rate;will be utilized in the definition of turnover.;Theoretical Framework;The company is an organization with interlocking and interacting parts. An action in one;part of the organization affects the other parts of the organization, particularly when the;employees are directly impacted. Departments do not stand alone, they are part of a system.;Senge (2006, 1996) identified a number of factors that can motivate employees, including peer;leadership. Thus, line managers or executives have an impact on the employees, but so do peer;leaders. Today, many workers function in virtual teams. With virtual teams becoming a norm;understanding that e-leaders can also impact the job is important (Fan, Chen, Wang, & Chen;2014).;Brief Review of the Literature;A brief review of the literature would normally be included at this point. For brevity, it is;omitted.;Research Method;Qualitative research is concerned with meaning and with determining reasons. That;meaning cannot just be extracted from the context of the interview or narrative and considered to;be stand-alone data (Qu & Dumay, 2011). It is not standalone data, it involves critical reflection;on the meaning of the investigation in the overall context of the subjects? perspectives. No;preconception is made as to what may be discovered in the research. The key is to understand;that qualitative research deals with meaning and rich description of situations, while quantitative;research is concerned with quantifying the information. Qualitative research investigates ideas;but quantitative research tests hypotheses (Zikmund, Banin, Carr, & Griffin, 2008). Qualitative;research explores a small sample of a population (Zikmund et al., 2008). Creswell (2013);suggested that in some types of research especially in narrative inquiry, a maximum of two to;three subjects should be chosen for study. Based on these definitions and the research questions;qualitative methodology is appropriate for this study.;The proposed research study will conduct narrative inquiry on a sample of two;individuals from company X, in order to gain information for the body of knowledge relating to;the rate of quits in a company. According to Creswell (2013), narrative research collects stories;from individuals, documents, or conversations relating to lived experiences. In this case, the;lived experience will be the experience of working with a company and watching employees;coming and going and, of course, hearing either in person or ?through the grapevine? why the;employee left. The population of interest in this study are the employees that remain behind;when someone has quit the company.;Measurement;An oral history will be gathered from two employees. The oral history ?consists of;gathering personal reflections of events and their causes and effects from one individual or;several individuals? (Creswell, 2013, p. 74). The specific focus will be the stories told about the;organization. The interpretive framework utilized will be the framework described earlier I the;paper, that of the organization as a system.;Procedure;The individuals will be selected from company X, an organization with significant;turnover by quits. The individual selected will be selected by a purposive snowball sample, in;which one likely participant known to the researcher will be invited to submit several names for;other potential participants. Tracy (2010) suggests seeking out a subject who will be able to;provide information that will move the heart, as well as the head.;The method of data collection and recording will be to utilize the open laptop to video;and audiotape the interviews. Microsoft Word Voice will be used to assist in transcribing the;audio. Information about the context of the participants? stories will be collected, including the;historical contexts of time and place of hiring, working, and participating in company culture.;The stories will be analyzed, utilizing the process of re-storying, or ?reorganizing the stories into;some general type of framework? (Creswell, 2013, p. 74) beginning with a chronological;narrative. In chronology, the stories have three parts: beginning, middle, and end, with a;predicament or conflict, a main character, implied cause, and resolution (Creswell, 2013).;Report;The final report will provide a context for the study, as well as the information gathered;from the participants and viewed through the lens of individuals who quit the company.;Recommendations will be made for lowering the number of individuals who voluntarily choose;to leave the company. In addition, suggestions will be made for future research.;Summary;This qualitative research project will strive to understand why individuals choose to leave;a company, particularly when the job market is bad. The research will add to the body of;knowledge on turnovers and quits. It will provide valuable information for company X and;general information for companies in similar circumstances.;Running head: MINI-PROPOSAL;8;References;Abelson, M. & Baysinger, B. (1984) Optimal and dysfunctional turnover: Toward and organizational;level model. Academy of management review, 9(2) 331-341.;Bureau Labor Statistics (2014) Job openings and labor turnover ? July 2014. News Rleass. Retrieved;online at;Creswell, J. (2013). Qualitative inquiry and research design: Choosing among five traditions (2nd ed.).;Thousand Oaks, CA: Sage.;Fan, K., Chen, Y. H., Wang, C. W., & Chen, M. (2014). E-leadership effectiveness in virtual teams;motivating language perspective. Industrial Management & Data Systems, 114(3), 421-437.;Hilmer, S., Hilmer, B., & McRoberts, G. (2004). The Real Costs of Turnover: Lessons from a Call;Centre. Human Resource Planning, 27(3), 34-41.;Qu, S., & Dumay, J. (2011). The qualitative research interview. Qualitative Research in Accounting;Management, 8(3), 238-264.;Senge, P. (1996) Rethinking leadership in the learning organization. The Systems Thinker, 7(1);February 1996. Retrieved from;Senge, P. (2006). The fifth discipline: The art and practice of the learning. Doubleday.;Tracy, S. (2010). Qualitative quality: Eight ?big-tent? criteria for excellent qualitative;research. Qualitative inquiry, 16(10), 837-851.;Zikmund, W., Banin, B., Carr, J., & Griffin, M. (2008). Business methods research. (Eighth Ed.) Mason;OH: Southwest.;For this assignment please write an analysis section that describes the analytical approach of one of the mock data collection described in one of the proposals completed in Sections 1 or 2.;Support your paper with a minimum of 5 resources (preferably no more than 5 years old). In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.;Length: 5-7 pages not including title and reference pages;References: Minimum of 5 scholarly resources.;You may choose any proposal (proposals 1 or 2 from the first two weeks-attached) and discuss the data collection process and how to analyze the data.


Paper#24530 | Written in 18-Jul-2015

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