REPLY to 1,2, 3, 5, 6, 7, Answer 4
Topic 2 DQ 1
You still have the supervisor job (and your doctoral degree, of course). You still want to impress your manager, who has now asked for ideas to reward employees who contribute more to the company. As a deep thinker (you have a doctorate after all), your question is: More of what? To remain as objective as possible while evaluating your staff members, you determine that a quantitative methodology will be the best approach. How can you fairly measure what an employee has contributed? What criteria and measures would you use? What records would you keep for this purpose to be able to compare contributions? Using the research literature, justify why this would be the best approach for data collection.
- Kevin Medley
As a supervisor and a researcher within the organization, the quantitative data will need to show various statistics in search of collecting data from employees of the company in which I will supervise. The data that a researcher and supervisor will be collecting can also provide various forms of surveys to support the organization for future and ongoing comprehensions of the organization. Paper, online, kiosk, mobile and telephones interviews are just a few in implementing the measurement of employee contribution. There are four main types of quantitative research that will support the supervisor on an ongoing basis for that organization. Descriptive, Causal-Comparative/Quasi Experimental, Correlational, and Experimental can be used depending on the scenario that is needed for that organization in being an effective and efficient organization. In using Descriptive research will include both data while being supportive with the researcher crafts in communicating constant meanings in the researcher’s analysis (Vagle, 2014).
A researcher must also be critical on issues that may arrive with samplings, comparison, theoretical perspective, and the quality of the research. These measurements may show a generalization with educated guesses and not a conclusion (Scott Greenberger, June Maul, Nancy Walker, and Cristie McClendon 2021). Then there’s the economic evaluations a supervisor will have to look at that may impact their analysis in providing a different variation and intervention (Jordan, Graham, Berkel, & Smith 2019), that may be needed to support that organization with strategies that can be used for comparative implementation that will focus on sustainability and penetration /reach to the employees( Smith et al.,2019) of the organization. The records that a researcher must keep is the data that they collected on an ongoing basis in support of the organization and effectiveness of the data that was collected and implemented whether it was positive or negative. The point is that the information is highly relative.
Reference:
Jordan N, Graham AK, Berkel C, & Smith JD (2019). Budget impact analysis of preparing to implement the Family Check-Up 4 Health in primary care to reduce pediatric obesity. Prevention Science, 20(5), 655–664.
Scott Greenberger, June Maul, Nancy Walker, and Cristie McClendon(2021) Foundations of Quantitative and Qualitative Research. In Grand Canyon University (Ed.), GCU doctoral research: Foundational Principles of Research Design (1st ed.). Grand Canyon University
Smith JD (2018). An implementation research logic model: A step toward improving scientific rigor, transparency, reproducibility, and specification. Implementation Science, 14(Supp 1), S39.
Vagle, M. d. (2014). Crafting phenomenological research. Left Coast Press.
- Keith Pavlik
As we expand further on the scenario from last week, the questions get deeper and more assumptions have to be made. There is a glaring detail missing: what type of company is this? what sort of job? what is the work output?
There could be many scenarios here; is it a dynamic job say as engineering support or an office worker, where differing issues arise daily and employees are assigned to support specific efforts? In that case, some days one effort may require more attention than another. In a scenario like this it is hard to quantify “more contribution” and you would need to look at an individual level to see if they are successfully keeping up with/supporting the needs of the effort.
Or is it a sales job where you can pull hard data and rank people by metrics? This would bring other areas of consideration. Is it total value of initial sale? Is it value of recurring sale? Is it number of items moved or total dollars brough in? In any of these scenarios, data can be tracked and used comparatively. Or is it a factory job, where you are required to make 10 units a day the meet a certain quality standard? This in itself brings other questions. Is the 10 per day a minimum quota or is it an exact requirement not to be exceeded or missed? If that was the case and everyone put out 10 units a day there is limited way to quantify “more contribution” especially if it they quantity only counted if it met the standard. One could argue that comparative research would be suitable in this scenario as well if you were to pull data on waste produced by employee, or total time to meet quota.It would seem that no matter the work environment, or metric every effort should go into being impartial and unbiased. Tracking of essential observational information is sub-optimal and selection bias can be a common problem (Nguyen et al., 2021).
References
Nguyen, V. T., Engleton, M., Davison, M., Ravaud, P., Porcher, R., & Boutron, I. (2021). Risk of bias in observational studies using routinely collected data of comparative effectiveness research: a meta-research study. BMC Medicine, 19(1), 279. https://doi-org/10.1186/s12916-021-02151-w
- Michelle Redaja
Quantitative performance evaluation evaluates employees based on measurable factors directly related to their work. To measure employees’ contributions to the organization as fairly as possible, you need to focus on areas of success, where they need to improve, and whether they have achieved their goals. According to Johnston (2019), standards and measures that can be used to measure performance should include:
Quality of work. You must evaluate the quality of employees’ daily work to evaluate whether employees provide satisfactory services to the organization and the customers or consumers they serve.
Achievement of goals and objectives. Here, you will assess whether individual employees have achieved the goals set by the organization within a reasonable time. Achieving your goals will help you determine whether your organization is heading in the right direction in terms of services provided by employees. Staff productivity level. In this area, you must evaluate the output of employees in a specific time period. Employees should spend as little time as possible to complete specific tasks. Initiative and motivation. This helps determine whether employees can take specific actions without the manager telling them. It also shows whether employees can work with minimal supervision and still have high-quality productivity ( Johnson 2019).
Leadership and teamwork ability. This will help determine whether employees can work effectively with others as a team, and will provide others with the necessary guidance and guidance to maximize productivity. The ability to solve problems. Employees must be able to quickly identify problems and provide effective solutions to avoid productivity barriers and comments from customers and colleagues. Listen to customer feedback on the services provided by employees.
Reference:
Johnston, K. (2019). Examples of Answers to an Employee Self Evaluation. Small Business – Chron.com. Retrieved April 6, 2022 from https://smallbusiness.chron.com/examples-answers- employee-self-evaluation-15761.html.
- Answer this question
Dr. Richard Hale
Let’s bridge the gap (Church, 2011) between the quantitative theory being discussed in the first DQ of week #1 and practical application in YOUR specific job and work-role.
Answer this: What kind of quantitative measures does your company use to measure your workplace performance? How are the results communicated to you? Do you have some annual, or quarterly, performance evaluation? If so, what does that look like? How are the quantitative measures tied into your workplace performance?
References
Church, A. H. (2011). Bridging the Gap Between the Science and Practice of Psychology in Organizations: State of the Practice Reflections. Journal of Business and Psychology, 26(2), 125–128. ProQuest Psychology Journals. https://doi.org/10.1007/s10869-011-9229-2
REPLY ONLY
5.Amber Davenport
While having a supervisor job and receiving the task of impressing my manager by coming up with ideas to reward employees that go the extra mile by giving more of themselves to the company, I would evaluate staff members using a rubric based on their performance over a specific amount of time. According to Turaga et al., (2021), although quantitative research focuses on situation or experience, data is collected from several individuals at various points in time (Categories of quantitative research, para. 1). The same as using the rubric, a rubric gives the focus areas and potential scores that correlate to the performance level shown by educators. I would keep a file for each educator in order to keep track of scores given. Each folder will be used to give the standards for the rubric and keep up with scores being given. This approach would be best because it would be an effective way to score educators on their performance while continuously rated teachers based on the standards shared in the rubric description. Using a rubric also gives the opportunity to use a comparative design where various designs are being assessed on a specific scale. These methods would give a research the numerical data in order to compare performance.
Turaga, R., Miron D., & McClendon, C. (2021). Overview of Quantitative Designs. In Grand Canyon University (Ed.), GCU doctoral research: Foundational Principles of Research Design (1st ed.). Grand Canyon University.
REPLY ONLY
Topic 2 DQ 2
Your boss was happy with your data collection plan to identify contributions of employees and offer them equitable rewards for their contributions to the success of the company. The plan has been implemented for half a year now. Has it been effective? Effective in terms of what? What quantitative research design can you use to find out? Why did you choose this design?
- Kevin Medley
As a researcher in providing the data collection to your boss that has been implemented for a half year and the effectiveness of the while using quantitative research design should still be supported with a mix of data gathering methods such as online surveys web, mobile and email to name a few. There must be a purpose statement when directly aligning with the organization vision that may include methodological information in the study of the research. The process into gathering the quantitative research should be well organized in finding out the needs of the organization into making the organization efficient. The purpose of this statement is evolved from the problem statement of the organization that will help support the organization into building a more effective and efficient organization. The quantitative research study must be specific in the targeting areas to provide an effective tool for that study. In those target areas they must be incredibly detailed when dealing with several choices in that specific study (Ramya Turaga, Dorina Miron, and Cristie McClendon 2021).
The effective ways into making sure quantitative research design can be implemented would examine information and communication with employees and management. Assessing the control environment within the organization and how the organization can benefit from the data being presented to them. The participation with employee interviews can also be utilized in providing another effective tool as a strategy for effective data Becker, T. E., Robertson, M. M., & Vandenberg, R. J. (2019). Qualitative data can also provide a support mechanism for data analysis as a triangulated way to be used for data sources and sampling techniques. Effective actions that supported that organization for a year and a half can be supported with communication and simple random sampling within the company of employees and management. Questionnaire, focus groups, interviews and observations will always be keep into supporting and producing an effective and efficient company.
Reference:
Becker, T. E., Robertson, M. M., & Vandenberg, R. J. (2019). Nonlinear transformations in organizational research: Possible problems and potential solutions. Organizational Research Methods. Advance online publication.
Ramya Turaga, Dorina Miron, and Cristie McClendon (2021) Foundations of Quantitative and Qualitative Research. In Grand Canyon University (Ed.), GCU doctoral research: Foundational Principles of Research Design (1st ed.). Grand Canyon University
7, Michelle Redaja
The plan can be considered effective because there are no lax or contradictory documents from the workers. Workers get a fair share, which improves the success of the company. Organizational success is the priority of management, which is related to effective planning. A six-month plan is considered effective and can be implemented over a long period of time to ensure that the organization achieves its intended goals. Effectiveness is determined by the objectives of the organization, and these objectives are achieved through the contributions that employees provide based on the tasks of management. According to Trach and Melnichuk (2019), measuring the effectiveness of management allows organizations to strategically improve their financial stability by ensuring the quality of the decisions of employees and leadership teams.
The quantitative research design that should be given priority is the experimental quantitative research design. The relationship with management will be determined to determine the effectiveness of the plan related to each employee’s contribution to the company’s success. Statistical data on the relationship between variables will be evaluated to determine the effectiveness of the implementation plan, thereby informing management to make better decisions. The experimental plan is used because management will control the variables and can determine the best understanding of the plan in the process to ensure that the success of the improvement is maintained (Sieradzki et al., 2020).
Reference:
Sieradzki, E., Koch, B., Greenlon, A., Sachdeva, R., Malmstrom, R., & Mau, R. et al. (2020). Measurement Error and Resolution in Quantitative Stable Isotope Probing: Implications for Experimental Design. Msystems, 5(4). https://doi.org/10.1128/msystems.00151-20
Trach, D.M. & Melnichuk, L.D. (2019). Management personnel – Efficiency and evaluation. Vestnik Universiteta, 11, 42-48. https://doi.org/10.26425/1816-4277-2019-11-42-48
