Preparing To Conduct Business Research Part 1Team D Jonathan

Preparing To Conduct Business Research Part 1team D Jonathan Knights

Preparing to Conduct Business Research: Part 1 Team D: Jonathan Knight Shun Huey Jeremy Sarayi — Overview The broad problem area The problem statement The hypotheses The variables to be considered Ethical considerations that must be taken into account Broad Problem Area Employees are calling out from work and showing up late on a daily basis. Problem Statement Employees are calling out from work and showing up late to their shift which is causing a decrease in production which also causes a late delivery to our customers which in turn will cause a loss in customers and this will cause a loss in income. The Hypotheses Employees are calling out and coming in late to work due to low morale. Considering Variables Independent Variable: People at Work Dependent Variable: Works with maximum Effectiveness and efficiency Moderating Variable: People calling out from work or late for work Ethical Considerations Moral Extra works put on the rest of people Schedule affects other and recall others for covering Shifting others cover the absentee moral is low and creates conflicts among people Reference Cooper, Donald R. (2014) Business Research Methods (12th ed.). McGraw-Hill

Paper For Above instruction

Effective business research is critical for addressing operational issues in organizations, such as employee punctuality and absenteeism, which directly impact productivity and profitability. The focus of this research is to explore how employee tardiness and absenteeism affect organizational efficiency and customer satisfaction, and to identify underlying causes like employee morale. This paper examines the broad problem area, formulates a specific problem statement, hypothesizes potential causes, and considers relevant variables and ethical implications associated with conducting such research.

The broad problem area centers on the frequent employee absences and lateness experienced within the organization. This issue manifests as decreased operational efficiency, delayed deliveries, and ultimately, financial losses through diminished customer satisfaction and retention. Such issues not only hinder the company's ability to meet client demands but also threaten its competitive standing in the marketplace. Employee punctuality problems are often symptomatic of deeper organizational issues such as low morale, workplace dissatisfaction, or ineffective management practices. Addressing these concerns requires a comprehensive understanding of the causes and effects of absenteeism and tardiness within the specific organizational context.

The problem statement articulates this issue explicitly: Employees are calling out from work and showing up late to their shifts, which results in decreased productivity, delayed orders or deliveries, and subsequent loss of customers and revenue. This chain reaction underscores the importance of addressing the root causes of employee absenteeism and lateness to mitigate operational disruptions. The problem is particularly pressing as it directly impacts customer satisfaction and the company's financial health. To effectively combat this issue, the organization must understand the underlying factors contributing to employee absence and tardiness, with a focus on employee morale.

Hypotheses formulated from this problem explore the potential causes of absenteeism and lateness. Based on organizational observations and prior research, a plausible hypothesis is that low employee morale significantly contributes to these issues. If employee morale is improved, it is expected that the rates of absenteeism and lateness will decrease, leading to enhanced productivity and better customer service. Conversely, poor morale is hypothesized to increase absenteeism and tardiness, creating a cycle of decreasing productivity.

The study identifies several variables for analysis. The independent variable is 'People at Work,' representing the level of employee presence and punctuality. The dependent variable is 'Works with maximum Effectiveness and efficiency,' which reflects organizational productivity and service quality. A moderating variable includes 'People calling out from work or late for work,' as this can influence the strength of the relationship between employee morale and productivity. Ethical considerations are also paramount in conducting this research. Ensuring confidentiality and voluntary participation, avoiding coercion, and respecting employee privacy rights are critical. Additionally, the research should not unfairly target or stigmatize employees but aim to identify systemic issues that can be addressed constructively.

Furthermore, ethical concerns arise regarding the additional workload placed on remaining employees when coverage is required due to absenteeism. This can create morale issues and conflicts among staff, which need to be carefully managed. Moral dilemmas may also occur when implementing policies based on the research findings, emphasizing the importance of transparent communication and equitable treatment of staff.

In conclusion, understanding the factors that influence employee punctuality and attendance is crucial for maintaining organizational effectiveness. By systematically investigating the relationship between employee morale and absenteeism, organizations can develop targeted interventions to improve workplace satisfaction, reduce disruptions, and enhance overall performance. Ethical considerations must guide the research process to ensure fair treatment of employees and to sustain a healthy organizational environment.

References

• Cooper, D. R. (2014). Business research methods (12th ed.). McGraw-Hill.