Methodology
This chapter shall provide a description of the methods and procedures used in the acquisition of data. Specifically, the following discussions shall establish the planned course of action with reference to the respondents, the instruments used, and the processes involved in interpreting and analysing the data acquired.
Research Method
The study shall inevitably find issues on the time limitations as well in other factors such those dealing with financial issues. Though the earlier chapters have pointed out that the qualitative and quantitative data shall be used in the process, descriptive research shall also be used. The use of both qualitative and quantitative data allows the study to benefit from the advantages of the two types. The important contributions of both types of data include the exact numerical amounts provided by the quantitative information acquired through surveys and the “lush” interpretation acquired from the qualitative data which normally comes from the existing literature. (Graton and Jone 2003, 25)
On the other hand, the use of the descriptive form of research allows the dissertation to use simple but very useful processes that could analyse and interpret the data. These include descriptive statistics, such as averages, percentages, histograms, and frequency distributions. (Gilner and Morgan 2000, 72)
Respondents of the Study
The dissertation shall use a survey of respondents; their responses shall serve as this study primary data. The respondents shall amount to forty (40) randomly selected employees in the company where this researcher is currently employed. This randomly selected lot shall respond to questions pertaining to staff retention and the voluntary turnover in the company. The responses of the randomly selected employees shall be taken by a questionnaire that the researcher has created for the purposes of this paper. Moreover, to add to the acquired data, the researcher shall also take several informal interviews with certain employees in the said company holding management level positions. Some inquiries shall also be given to the Human Resource Department officers to determine the rate at which turnover and staff retention transpires in the organisation.
It is anticipated that the acquisition of data shall encounter certain inroads. For this reason, the researcher shall ask the help of the Human Resource Department of the respondent organisation. This shall be acquired only after the consent of the management to continue with the study is given. To begin with, a meeting shall be requested with the head of the said department. Once approved, the researcher shall ask the head of the Human Resource Department to give their approval to the survey and consequent informal interviews. Upon approval, the researcher shall also ask the HR department to assist with the actual distribution of the survey questionnaires. This shall lessen the load of the process and consequently provide a more effective and efficient way to conduct the survey in the company.
Tools for Research
The study’s primary tool in data acquisition is a researcher-made questionnaire. In this tool, the questionnaire shall include a letter that assures the respondents that their answers shall be used exclusively for academic purposes and that the researcher ensures that their responses shall be treated with utmost confidentiality. Moreover, a study of Mudambi and Navarra (2004, 385) mentioned that questionnaires should be brief and relevant to the interests of the respondents. To this end, the questionnaire shall include three parts.
The first part of the survey shall acquire the demographic profile of the respondents. Questions pertaining to age, gender, and years in the company shall be asked. This is to establish the diversity in the workforce and the number at which they consider voluntary turnover. The second part of the paper shall acquire their consideration on the elements that constitute the critical factors that would retain the company’s well-performing staff.
RANGE
INTERPRETATION
4.50 – 5.00
Strongly Agree
3.50 – 4.49
Agree
2.50 – 3.49
Uncertain
1.50 – 2.49
Disagree
0.00 – 1.49
Strongly Disagree
Specifically, questions that relate to the specific objectives pointed out in the earlier chapters shall be used. In this part of the questionnaire, the Likert scale shall be used to measure the intensity of the responses of the employees. The third part of the questionnaire shall provide open ended questions. This shall form part of the qualitative data acquired in the field.
Validation of the Research Instrument
To make sure of the validity of the research instrument, the researcher shall be submitting a draft of the questionnaire to her adviser. This is to get rid of any jargon or any unnecessary questions that would hamper the data acquisition. After minor adjustments, and the approval of the adviser, five questionnaires shall be forwarded to the same number of respondents. Their feedback shall be acquired to determine the effectiveness of the instrument and whether or not they have any areas which have difficulty in understanding. After further revisions, the questionnaire shall be given to the respondents of the study.
Research Administration
The acquired data from the survey questionnaire shall be processed using the following statistical formulae:
1. Percentage – to determine the magnitude of the responses to the questionnaire.
n
% = ——– x 100 ; n – number of responses
N N – total number of respondents
2. Weighted Mean
f1x1 + f2x2 + f3x3 + f4x4 + f5x5
x= ——————————————— ;
xt
where: f – weight given to each response
x – number of responses
xt – total number of responses
References
Gliner, J., and Morgan, G., (2000) Research Methods in Applied Settings: An Integrated Approach to Design and Analysis. New Jersey: Lawrence Erlbaum Associates.
Gratton, C., Jones, I., (2003) Research Methods for Sport Studies. New York: Routledge.
Mudambi, R., Navarra, P., (2004) “Is Knowledge Power? Knowledge Flows, Subsidiary Power and Rent-Seeking within MNCs.” Journal of International Business Studies. 35(5),
EMPLOYEE RETENTION QUESTIONNAIRE
Demographic Profile
Age
Below 18
( )
30 – 35
( )
18 – 23
( )
36 – 40
( )
24 – 29
( )
Over 40
( )
Position in the company
_____________________________________________________________
Gender
Male ( ) Female ( )
Length of Time Employed in the Company
Less than a year
1 – 5
( )
6 – 10
( )
10 – 15
( )
Over 15
( )
Tools of the Company in Determining Employees Who are Well-Performing
QUESTIONS
Ratings
SA
A
U
D
SD
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
Doing Away with Turnover
QUESTIONS
Ratings
SA
A
U
D
SD
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
Ensuring Company Retention
QUESTIONS
Ratings
SA
A
U
D
SD
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
Open-ended Questions
In your opinion, what are the critical factors of staff retention normally used in the workplace? Do they affect the operations of the company? Why or why not?
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Credit:ivythesis.typepad.com
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