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1
Table of contents
Question 1 ………………………………………………………
...
Page 11
Question 3 ………………………………………………………
...
Page 19
Bibliography……………………………………………………
...
(REFER TO APPENDIX P23)
Hypothesis /Research question:
What are the opinions and reactions of employees to the threat of being dismissed?
Statement of objectives and background
Aims and objectives of the study
The main objective of the study is to examine the different views and reactions to the threat
of being dismissed
...
To identify and examine the factors and conditions that may conduct to dismissal of
some employees
...
To determine and study the reasons for the management to dismiss an employee
...
To identify the attitudes and opinions of the managers and employees to the threat of
dismissal
...
In the study one will be able to learn the various factors and reasons for dismissal and firstly
some employees may have a bad conduct and they may not listen to their supervisors and
managers
...
Business re-organisation is another reason and the
management may dismiss those employees who do not accept changes
...
Some employees may be dismissed due to their poor performance
...
For instance if the employees do react negatively or positively and
also do they feel safe in the organisation
...
Some may feel dejected and may not be motivated to work better
...
The main purpose of conducting research is to get answers to the different questions of
employees and managers by using scientific approaches
...
This method is indeed more suitable as it
helps have an idea of the reactions and opinions of employees to the threat of being
dismissed
...
The researcher will use the survey method (both semi-structured interviews and
questionnaires) to collect data and information from the employees
...
Another point is that this method is more flexible as a
more topics can be identified and studied as well
...
Furthermore semistructured interviews help the interviewee to answer the questions very easily and with
freedom
...
5
Structure of the proposed chapters
It is should be noted that the researcher must prepare a structure of the proposed chapters
...
Chapter one
The introduction and outline of the study referring to the threat of dismissal at Fashion Ltd
and also the impact on employees’ motivation will be examined in the first chapter
...
Chapter two
In this chapter, the literature review will be discussed considering the threat of dismissal,
reasons for dismissal, perception and opinions of employees
...
The research tools and collection of data techniques will also be examined
...
The details
obtained from the results are examined and related to the different aims and objectives of the
research
...
Key Targets / Deadlines
ACTION PLAN
No
DETAILS
1
CHOOSING
DATES
OF
THE
SUBJECT
AND 30th August
TTILE OF THE RESEARCH STUDY
CONFIRM TOPIC
2
PRELIMINARY
READING
OF
THE 3rd
SUBJECT
September
LITERATURE REVIEW –THE THREAT OF
DISMISSALS,REASONS FOR DISMISSALS
...
WRITING OF THE PROPOSAL
4
21st -29th September
COMPLETION OF LIT REVIEW
ASSESS
THE
RESEARCH
METHODS
CHOSEN
5
CREATION
DIFFERENT 30th -17th October
OF
QUESTIONNAIRES
EVALUATION
OF
THESE
QUESTIONNAIRES
MAKE ADJUSMENTS IF NECESSARY
6
COLLECTION OF IMPORTANT DATA
18th October -30th October
FILLING OF QUESTIONAIRES
CONDUCTNG
INTERVIEWS
WITH
DIFFERENT EMPLOYEES
ANALYSIS OF DATA COLLECTED IN AN
ORGANISED ORDER
7
CONCLUSION AND RECOMMENDATIONS 31 October -4th November
8
Reference Details
1
...
com
...
businessballs
...
htm
...
The Times 100
...
[Internet] WWW Page, at URL
http://businesscasestudies
...
uk/business-theory/people/transfers-and-termination-ofemployment
...
Newsted, Peter et al
...
[Internet] WWW
page,
at
URL
http://www
...
ucalgary
...
htm [Accessed
on
4th
September)
Books
1
...
Essentials of Business Ethics, Creating an Organisation of High
Integrity and Superior Performance
...
Clarke Jane,White A (2002)
...
Combat Poverty Agency (page 36) accessed on the
30th August )
9
3
...
L
...
Research Methods and Statistics: A Critical Thinking Approach
3rd edition
...
( accessed on the 30th September )
3
...
5
...
Ethical issues
It is very crucial for the researcher to consider the ethical issues of the organisation
...
The researcher must also get written permission from the
directors which mention the aim of the study
...
It should be noted that the employees who will be involved in the research should be
informed in advance, they need to be explained the purpose of the study and that their
answers will remain confidential and anonymous as well
...
It is the responsibility of the researcher to make sure that data and information gathered are
not shared with any third party and full confidentiality is maintained
...
Primary sources are collected from
people and documents that provide facts and evidences
...
The researcher makes use of primary sources (survey questionnaire and interviews) to gather
data, facts and information
...
The chosen employees are the junior finance
clerk, the assistant human resource manager, the senior sales executive, the receptionist, the
purchasing officer, the senior salesman, the junior typist and the cashier
...
In this type of questionnaire the questions are arranged in sequence
order and the participants are advised about the objectives of collecting information
...
Another
step is to design the layout of the selected questionnaire and the researcher must decide its
content (questions for different level of participants) and its length (it must not be too long)
...
After designing the questionnaires, the researcher must test the
questionnaires (pilot survey), make necessary corrections and develop them
...
(Refer to appendixP24)
After collecting the questionnaires, the researcher has been able to collect their mixed
opinions and reactions
...
Also, three participants mentioned that they were
discouraged to work harder due to the threat of being dismissed
...
For them it is not a good practice from management to dismiss
employees
...
Also, they were satisfied with the decisions made by management and for
them it is indeed a good practice
...
The other method used by the researcher is conducting interviews among selected
participants The first step is to select different interviewees from different departments( the
cleaner , the junior clerk from the HR department, the finance manager, the salesgirl ,the
customer advisor, the purchasing clerk, the senior typist and the marketing manager)and get
their written consent
...
It is very important to explain the main objectives (to gather their opinions and
reactions to the threat of being dismissed) of conducting the interview and that all
12
information gathered will remain confidential
...
Another point is to select the type of interview to be conducted and the standardised open –
ended one has been chosen
...
It should be noted that
information will be gathered quickly and comparison can be easily made
...
Another point is that
six participants are more motivated to work harder in order to avoid being dismissed
...
The rest of the participants have the fear to be dismissed and so they are not
eager to work as they should
...
The reasons for dismissal is known as
well( lateness, bad conduct with colleagues ,not working properly and effectively, not having
the necessary skills and knowledge, not helping to achieve the aims and objectives chosen,
giving information to third parties, and theft )
It should be noted that the researcher also makes use of secondary sources to conduct his
research and the documents he uses are namely the employees’ monthly reports, anonymous
forms and use of internet
...
The information (opinions and reactions)
13
learned were that some mentioned that
the threat of being dismissed encouraged them to
work harder and also to be regular at work
...
Some employees said that they feel bad and unhappy as they can be
dismissed any time and they are discouraged to work harder
...
Outline of the best methodology
It is very important for the researcher to choose the best methodology to help him get the
required data, facts and information
...
Surveys (both questionnaires and
interviews) help to gather facts and opinions from participants
...
The researcher has been able to gather the employees’
reactions and opinions easily and time has been saved as well
...
This method is more flexible as more topics can be
identified and studied as well
...
it is important to note that the
interviews will entail of different semi structured questions and will review the opinions and
reactions of employees to the threat of being dismissed
...
To identify the
problems, the researcher needs to carry out an investigation among employees and choose the
one which will affect them and their roles and responsibilities
...
(Refer to appendix PG23 )
...
Also, the researcher will be able to
identify the various factors and reasons that may conduct to dismissal
...
The researcher with the help of the management
uses of an action plan in order to plan the study effectively and to record the different steps
required to conduct it (refer to appendix)
...
To have an idea of the different reasons and factors for dismissal, the researcher
makes use of applied research which helps to get the required answers directly and also solve
practical problems
...
The reasons and factors for dismissal are numerous
and firstly, the employees may be dismissed due their bad conduct within the organisation for
instance they do not have good manners and they speak rudely to the management
...
The researcher also learnt that there are four employees who are not able to
adapt to the technological changes and they find it difficult to carry out their tasks effectively
...
It has also been learnt that two employees are unable to attend work due to
long term illnesses
...
If an
employee has committed a theft and has been imprisoned the management has the right to
dismiss him/her
...
It should be noted that the researcher
makes use of the survey method (questionnaires and semi-structured interviews) to gather
information effectively and efficiently
...
Questionnaires have been sent to
eight employees by email to know what they do think of the threat of dismissal and different
information have been gathered, for instance three participants do not agree and are unhappy
16
with the management’s decision whilst the rest are happy
...
They have been
asked the same flexible questions and they have given different answers
...
After collecting the questionnaires, the
researcher has been able to know three participants were discouraged to work harder and they
were less motivated
...
The rest mentioned they were satisfied and happy to
work effectively and the management has taken the right decision
...
Six participants are more motivated to work harder in order not to get dismissed
...
They are indeed happy with the decision made and think it is a good idea as those who do not
work will be dismissed
...
Two participants are afraid
they may be dismissed and they are not motivated to work effectively
...
Another point is that the researcher has gathered the different
reasons for dismissal in terms of percentage (refer to appendix P29)
...
To conclude, by
conducting the research, it has been learnt that most participants are in favour to dismissal if
employees do not follow the right code of conduct
...
The management has indeed taken the right
decision to dismiss some employees
...
Another point is
that the human resource manager and her assistant must discuss with those employees who
may be dismissed and help to solve the problems
...
18
QUESTION 4
It is very important for the researcher to present the findings from questionnaires and
interviews effectively for future purposes
...
(refer to appendix) Different answers have been collected from the selected
participants
...
5% of the participants are indeed discouraged to
work efficiently
...
While the rest 62
...
(Refer to appendix
P28)
...
They follow the rules and regulations set by
management and they help to achieve the chosen aims and objectives
...
(Refer to
appendix PG28 )
...
)
It has taken approximately 17 days for the researcher to prepare the questions (use of
Microsoft word) for both methods and conduct the surveys
...
The participants
got the email instantly and they were given enough time to answer all the questions
...
The researcher must also consider different recommendations and firstly the use of the
information can help for future reference by the management
...
Another point is that with the help of this research, the management
can encourage the staff by giving them incentives and rewards
...
The objective of
the research is to have an idea of the opinions and reactions of employees to the threat of
being dismissed
...
The disadvantage of this method is that some participants
may lie thus the answers may not be honest
...
When using interview, the researcher has been
able to get information in details for instance the personal feelings and opinions of the
employees and interviewees are not able to lie
...
Also, the questions asked may be interpreted
wrongly by some participants
...
The format and
sequence of the questions have been well designed and understood by the different
participants
...
The evidence found show that most
employees who participated in the surveys are for the dismissal and they are happy with the
decision of the management
...
Businessballs
...
Employment termination,dismissal ,discipline and grievance [Internet]
WWW page, at URL
http://www
...
com/employmentterminationletterssamples
...
[Acessed on 30th August 2013]
2
...
Transfers and termination of employees
...
co
...
html#axzz2ZN6X35Zf (accessed on 3rd September )
3
...
About Survey Instruments: A Brief Introduction
...
acs
...
ca/~newsted/tutor
...
Collins D (2009)
...
John Wiley and Sons (accessed on the 30th
August)
2
...
A Guide to good employment practice in the community
and voluntary sector,2nd edition
...
Jackson, S
...
(2009)
...
Belmont, CA: Wadsworth
...
co
...
co
...
Regards
Paula
Reilly
Module
Tutor
RDI
________________________________________
From:
Sent:
rubina
bumma
[r_bumma@yahoo
...
uk
uk>]
10
July
To:
Subject:
2013
Paula
Re:
13:16
Reilly
research
project
23
Title : the threat of dismissal at Fashion Ltd does have a negative impact on
the employee motivation
QUESTIONNAIRE
All the information you provide will be treated confidentially and will not be shared
with any third party under any circumstances
...
Are you permanently employed in your current job?
YES
NO
2
...
Are you aware that your contract may not be renewed?
YE
NO
4
...
Does the threat of dismissal motivate you to work harder?
YES
NO
6
...
Will you work harder to avoid being dismissed?
YES
NO
8
...
If yes, do think it was a good practice by the management to dismiss that person?
YES
NO
10
...
Punctuality (regularly late)
2
...
Misconduct towards management/colleagues
4
...
Not giving better results,
6
...
Long term sickness
8
...
, for the purpose of project I am going to ask you some
questions to have an idea of your perceptions with regard to the threat of
DISMISSAL at work
...
Q
...
Have ever witnessed any of your colleagues being dismissed?
Ans: yes
Q
...
Q
...
she
was always late and often absent
...
26
Q
...
No as I am working harder and following all the rules and regulations
...
Q what are your reactions or feelings if the management decides to dismiss you?
If I have to be dismissed I will feel very bad as I do work hard and even been given the
best employee award last month
...
Will you work effectively and efficiently in order not to get dismissed? Yes
indeed in a fact this motivates me to work harder
...
I will certainly help the management to achieve the chosen aims and
objectives –increase sales /profits and get more customers
...
Q and to complete the interview, what do you think are the reasons for dismissal?
In fact there are different reasons for dismissal for instance those employees who are
lazy should be dismissed, theft ,misconduct, always being late, not performing well and
being always absent
...
Have a nice day
27
Gant Chart for Fashion Ltd
Task 1
Task 2
Task 3
Task 4
Task 5
Task 6
Task 7
29-Aug
08-Sep
18-Sep
28-Sep
08-Oct
18-Oct
37
...
5
ARE IN FAVOUR
28-Oct
07-Nov
28
25
MOTIVATED
NOT MOTIVATED
75
Percentage of reasons for dismissal
GIVING INFORMATION TO THIRD PARTIES
BAD CONDUCT WITH COLLEAGUES
LONG TERM SICKNESS
NOT GIVING BETTER RESULTS
BEING ABSENT TOO OFTEN
BEING ALWAYS LATE
0
2
4
6
8
10
%
12
14
16
18