Quantitative And Qualitative Research Design - 1695 Words

Researchers employ a number of research methodologies to carry out, test, analyze and describe phenomena they are interested in studying. Among the most widely used methodologies are quantitative, qualitative, and mixed-method (Cozby Bates, 2012, Garza Landrum, 2015; Leedy Ormrod, 2013; Creswell, 2013; Gergen, 2015). Qualitative and quantitative research designs, for example, are types of research approaches that provide clear directions on how to carry out a research plan (Creswell, 2013). The quantitative research design is profoundly deep-rooted in the discipline of psychology where it has been used through the perspective of post-positivist thoughts (Creswell, 2013). On the other hand, the qualitative research design is deeply- rooted in the field of Anthropology, where researchers have developed several naturalistic observational techniques to explain lived phenomena (Bates Cosby, 2012; Creswell, 2013; Garza Landrum, 2015). Quantitative and qualitative research designs shar e several similarities as well as differences in how they can be employed in conducting research procedures (Yilmaz, 2013). Approaches To Research: Qualitative The qualitative design is an inductive, interpretive and naturalistic approach use in studying people, cases, phenomena, social situations and processes in their natural settings to describe in descriptive terms the meanings that people attach to their lived experiences (Yilmaz, 2013; Cozby Bates, 2012). According to Yilmaz (2013)Show MoreRelatedQualitative And Quantitative Research Design1537 Words   |  7 PagesResearch and Program Evaluation This paper will compare and contrast qualitative and quantitative research designs. While giving the information, I will also elaborate on the types of research designs that they both implore. At the end of the paper, the reader will have a better understanding for qualitative and quantitative research designs and when to use each type of design. Qualitative Research Design Cresswell (2014) states â€Å"qualitative methods rely on text and image data, have unique stepsRead MoreQuantitative vs Qualitative Research Design Essay1657 Words   |  7 PagesThe foundational difference between the two methodologies of quantitative and qualitative research is that they stem from differing ideas on the nature of ‘reality’. Whereas the quantitative concept of reality is an objective one proven to be true by empirical evidence, qualitative’s concept of ‘reality’ is based on personal perception. Qualitative methodology suggests that as ways of perceiving the would are unique that reality itself is subjective (Alston Bowles, 2012, pp. 12-16). In other wordsRead MoreEssay on Qualitative and Quantitative Research889 Words   |  4 Pages Qualitative and Quantitative study designs both can be beneficial in research design. They both provide valuable options for researchers in the field. These techniques can either be used sep arately in a research study or they can be combined to achieve maximum information. This paper will define the terms qualitative and quantitative; describe the similarities and differences between each; discuss how qualitative and/or quantitative research designs or techniques could be used in the evaluationRead MoreThe Social Construction Of Experience1437 Words   |  6 PagesIn particular, qualitative researchers tend to focus more on the social-constructed reality and the contextual influence, interaction and constraints between the researcher(s) and the participants. They are interested in finding answers to questions that focus on the â€Å"social construction of experience and how meaning is created† (Cooper White, 2012, p. 15). However, quantitative researchers â€Å"emphasize measurement and analysis, and focus on product rather than process† (Cooper White, 2012, p.Read MoreComparing and Contrasting NCUs Concept Paper Requirements for Qualitative and or Qua ntitative Papers1409 Words   |  6 Pagesdissertation. Part of the dissertation process is to inquire and solve a hypothesis using some form of research method. This paper compares and contrasts NCU’s concept paper requirements for qualitative and or quantitative papers. Northcentral Expectation Both qualitative and quantitative concept designs share design elements. Sampson (2012) states that a good or enriched qualitative and or quantitative concept paper is a product of forethought. Northcentral University (NCU) provides its Doctoral studentsRead MoreDefinition Of Quantitative Research Methods944 Words   |  4 PagesQuantitative research methods are most generally worried with weighing criminological or criminal justice existence. In order for this method to be understood, there are numerous amounts of conditions which must be initially recognized. Concepts are hypothetical labels assigned on reality that are appointed binary characters, hence making them changeable. Variables are then investigated to inspect designs of affiliation, as well as a chain of reaction. At the most basic level, there exists at leastRead MoreResearch Methodology : Research Project1402 Words   |  6 PagesRESEARCH METHODOLOGY 1. RESEARCH PARADIGM Stating a knowledge claim means that researchers start a project with certain assumptions about how they will learn and what they will learn during their enquiry. These claims might be called as paradigms (Lincoln Guba, 2000; Mertens, 1998); philosophical assumptions, epistemologies, and ontologies (Crotty, 1998); or broadly conceived research methodologies (Neuman, 2000). Philosophically, researchers make claims about what is knowledge (ontology), howRead MoreQuantitative Research Design Is The Standard Experimental Method Of Most Scientific Disciplines1104 Words   |  5 PagesQuantitative research design is the standard experimental method of most scientific disciplines. These experiments are sometimes referred to as true science, and use traditional mathematical and statistical means to measure results conclusively. They are most commonly used by physical scientists, although social sciences, education and economics have been known to use this type of research. It is the opposi te of qualitative research. Quantitative experiments all use a standard format, with a fewRead MoreThe Three Methods Of Research1201 Words   |  5 Pagesthree methods of research to include qualitative, quantitative and mixed, (Creswell, 2014). Qualitative research provides the life story through narration, so we are able to identify and understand the human and social situation, (Creswell, 2014). Quantitative research focuses on the statistics, to include analyzing experimental data or survey outcomes, (Creswell, 2014). This method establishes the numeric aspects of research. According to the author, Creswell, (2014), Quantitative was the predominantRead MoreA Research Study On Using Northcentral University ( Ncu ) Dissertation1261 Words   |  6 Pagesrigorous process of developing a research topic, develop a research question, gathering information to examine the research question(s) and develop a hypothesis all the way to guidelines for submitting a dissertation for revie w. For this paper the NCU Concept Paper Template will be examined for its instructions on how to detail research methods for quantitative and qualitative studies. Quantitative Research Researchers or research teams who elect a quantitative study are going to determine the relationship

Analysis on Eastern European HRM Model Free Essays

Many Western firms are rapidly investing in, or forming joint ventures with, firms in Eastern European countries. Despite the growth in Direct Foreign Investment (DFI) in Eastern Europe, Western managers know relatively little about the Human Resource Management (HRM) practices of these countries. In this paper HRM practices are discussed in Eastern European states, such as Bulgaria, Croatia, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Poland, Romania and Russia. We will write a custom essay sample on Analysis on Eastern European HRM Model or any similar topic only for you Order Now Although there are both historical and cultural differences between these countries, these countries will be dealt with together, as they all have numerous elements in common that enable managers or researchers to see them as a whole. The purpose of this paper is to analyze if an Eastern European HRM model can be constructed on the basis of an analysis of Eastern Europe on several areas. First, the environment is analyzed, in which several aspects are covered, such as political context and history. The emphasis lies on culture and (possible) implications for business, and HRM specifically. Secondly, specific Eastern European HR practices are dealt with in chapter three. Here too, several topics are analyzed. In the fourth chapter the implications of EU enlargement are considered in relation to Eastern Europe. As many of these countries are potential candidates for a membership of the EU, the necessary changes and implications are investigated. Based on all the forgoing, an attempt is made to establish an Eastern European HRM model in the fifth chapter. Finally, in chapter six, conclusions are given followed by directions for future research. The analysis of the environmental aspects of Eastern Europe include the following aspects: Looking at Eastern Europe’s history, several main events can be identified that have an impact on today’s business or cultural situation. First, the two World Wars had a major impact on the creation of the political and economic gap between Eastern and Western Europe, especially the Second World War. Eastern Europe came under the influence of the former Soviet Union, which implied that all countries were under direct political, military and economic control resulting in a very centralized economy. This type of economy had a profound impact on the HRM practices that were used in those countries, which is further explained in the next chapter. Secondly, under Gorbatsjov as the president of the former Soviet Union, contact with Western Europe was sought, resulting in the break-up of the Soviet Union and the start of a new era for Eastern Europe. Slowly, but gradually a shift was realized from a central towards a market economy, again with the necessary implications for (HR) management. The qualities that were required by managers of Eastern European enterprises were the ability to bargain, the possession of a network of suppliers and purchasers, and the ability to manipulate production and financial data. This style of management was driven by the response to the allocation of resources by a centralized bureaucracy in which rivalry between enterprises for resources led to unnecessary hoarding of materials. The history of Eastern Europe still impacts today’s business operations. Many personnel directors and executives have their jobs because of Party connections rather than technical expertise. Creativity and original thinking was not encouraged or reinforced under the centralized government control. Top down communication was the norm. Common US practices such as MBO or 360-degree feedback, or Western European structures such as strong employee involvement or self-management work teams will not be easily transferred to the Eastern European work environment. Business practices that stem from political corruption or organized crime activities are still realities and may violate other countries’ laws and ethical norms. Despite the great changes that have occurred in Eastern Europe, western managers must patiently accept these differences and strive to form successful business relationships given environmental and political constraints. As mentioned before, the dominant political system in Eastern Europe was communism. This implied that a lot of the large companies were state-owned and the government heavily influenced trade unions. The view projected to the outside world by communist governments, was that of in a worker’s state, such as the Soviet Union and its Eastern European satellites, the interest of the workers were as one with the government, because the government was controlled by a dictatorship of the proletariat. The problem with such a unitarist system is that it allows for little realistic criticism that might afford changes and reforms to meet real challenges. In theory trade unions were a separate entity from the Communist Party, but in reality they were often controlled by Party members. This meant that under communism, unemployment was unknown due to manipulation with statistical data and hidden unemployment (a certain job is being done by more people than necessary, just in order to provide more people with a job). The transition from a central to a market economy was initiated together with the transition from a communist to a capitalist political regime, and was started in 1989 after the fall of ‘the iron curtain’. This transition had several consequences. First, due to the hidden unemployment and in an attempt to make organizations more efficient and to cut costs, unemployment rose. Still now a major problem faced by Eastern European countries is persistent structural unemployment. Secondly, after a couple of years a lot of state-owned companies were privatized. In these companies usually an employee culture of the planned economy remained. The educational system has been and still is rather good. An analysis of 256 Russian CEO’s from all over the country, the overwhelming majority (91,4 %) of them had college or graduate degrees. In the Eastern European labor markets a clear emphasis is put on a technical background, more than a formal management education. This was also backed up by the analysis: about 60 % had engineering and other technical backgrounds, whereas only around 20 % had a formal management degree. However, due to this strong emphasis on a technical background, there is a significant shortage of local executive talent. Expatriates remain a key component of the management market – an estimated 25 percent of all managers in Eastern European firms are expatriates. On the other hand, this lack in education is rapidly changing. Also due to the efforts to prepare for EU enlargement, a shift in education is clearly noticeable. More and more professional management studies are initiated and further developed, sometime through the help of an exchange program (for instance CEMS). Therefore, we also see a shift in recruitment: more sophisticated methods of attracting managers – such as the use of university recruiting and executive search – are on the upswing for senior-level managers, gradually replacing newspaper advertising and word-of-mouth. Â   Regarding Eastern European managers, Hofstede hypothesized that they would be characterized by a high power distance (in other words, they would display high tolerance toward inequality in the society and business relationships), high uncertainty avoidance, medium individualism, and low masculinity. As a comparison point, the United States are characterized by a low power distance, high individualism, high masculinity and low uncertainty avoidance. These hypothesizes were further backed up by study performed by Bollinger, who found the exact same results. Analyzing these results, we see that the Eastern European culture differs from Western cultures, depending on what country. For instance Western European countries, such as Germany and the Netherlands have more similarities with this culture than United States culture or Japanese culture. In order to develop and manage adequate HR policies, the factor culture plays an important role in this process. This Eastern European culture is still influenced by the past of communism and central economy. The eastern European business environment is very complex and very different from the western business environment. Despite Eastern Europe’s large consumer base and natural resources, western businesses have not been very eager to invest in these countries on a large scale, such as in China. As knowledge increases about Eastern Europe and its business opportunities, and as countries in this region join the EU, increasing western attention will focus on conducting business in this region. Yet, relatively little has been written to guide western managers in Eastern Europe. The system of Human Resource Management and industrial relations in Eastern Europe has been undergoing enormous change since 1989 and will continue to do so for some time to come. The fundamental problem is the transition from a unitarist system, very tightly controlled by communist governments that influenced every corner of the economy, to a more pluralist system operating in some type of free market. It is obvious to most observers that some form of pluralistic balance needs to be achieved to contain uncontrolled free market forces. At present most Eastern European countries are stuck in the transitional phase between these two states. For instance, work habits have changed dramatically – with 50-hour weeks and taking work home more and more the norm. At the same time, absenteeism is low, indicating a strong commitment to the job. In this chapter the following current Eastern European HR practices are analyzed: recruitment and compensation. Attempts by Eastern European firms to modernize their workforces by recruiting young graduates and contract staff have left older employees on the side. Underqualified graduates and disabled people are also suffering as a result of Eastern Europe’s drive for free-market flexibility. Firms in former socialist nations need to embrace diversity if they are to avoid repeating Western bad employment practices. In comparison to the West, Eastern European HR practices are not mature. Eastern European countries focus more on personnel practices than the integration of HR practices with corporate strategy. At the same time, managerial practices are becoming more westernized – an ‘East Goes West’ trend that is expected to continue. The sleepy, bureaucratic firm of pre-reform days is a thing of the past. On this area we see a dual path. In the lesser-developed Eastern European countries, such as Russia and Rumania, foreign investors usually enjoy special privilege to import whatever materials and products they may need in their operations, and thus are more able to obtain these luxury products than domestic firms. These imports may be used to recruit, retain, and motivate workers. Therefore, western managers accustomed to providing challenging work and learning opportunities to motivate high level employees instead emphasize material over intrinsic rewards due to the lower standard of living in these countries. On the other hand, in the Eastern European countries that have a relatively high standard of living, salary increases for local talent are high – even in the lowest categories (state-owned and manufacturing firms), they have grown by more than 25 percent in a two-year period, and in the new private firms they have nearly doubled. These increasing salaries are dictated by the difficulty in attracting good local managers. In this fluid market, many firms review salaries twice a year or more – and benefits for local managers are approaching the levels of expatriates. But, according to a new EIU report, cash alone is not the key to retention. Staff in crisis-prone countries remains fixated on salaries. But where market economies have been starting to develop, a fair salary will suffice, provided employers deliver on a package of other rewards, incentives and working conditions. Benefits packages vary from country to country, but certain perks have emerged as key motivators across the region: cars and life health insurance. Increasing stress is being laid on enhanced job satisfaction. How to cite Analysis on Eastern European HRM Model, Essay examples

The Shock Doctrine

Question: Explain about the Shock Doctrine. Answer: Klein believes that neo-liberalism belongs among the closed and fundamentalist doctrine which cannot exist with other system and policies of the worlds (Klein, 2008). The neo-liberalism and the Chicago School of economics policies are related to each other. The policies as Klein sees it as a social breakdown that has accompanied neo-liberal policies are not the product of incompetence and mismanagement but these are considered as an integral part of the free market policy. The policies which were implemented by the Friedman and the policies which are stated in the Neo-liberal are for the same product. The Film offers a definitive history of the free market policies and the Globalization is considered as an evil move which in intended towards making a free market concept which is related to the profit and market expansion and ignores the fundamental property rights of a common citizen. The Shock Doctrine The Documentary The Shock doctrine offers stunning facts and also indicates some historical facts and events which have occurred and implemented free market ideology in last 50 years. In the documentary, Naomi Klein is explaining these facts and events from last decades to the students and making a comprehensive view regarding the Globalization, capitalism, and the free market (Klein, 2007). Yes, I am agreeing with her views regarding the present situations and the working of different Global agencies such as IMF, World Bank. Any person who has watched a country lurch from one crisis to other as the bearcats of the IMF are allowing cut after cut for the stabilization of the economy. She explains her visit to Argentina in the year 2002 and also explained the situation they are facing. The Government is struggling to implement to implement the IMF decision to roll back public spending at a time when the economy was contracting. These acts by the IMF have made the situation worst and co untry has to face the economic depressions. Kleins views go as corporate capitalism is ever starving for new territory. They intended toward exploring new markets for the more profit, gains and make assets. The home of the Shock Doctrine is the Chicago School of Economics, led by Late. Milton Friedman (Paul, 2007). He was the man from Orleans, grand guru of the movement who has directed the view of capitalism and he has created the rulebook for h contemporary hypermobile Global economy. He had a very clear belief that the free market and the invisible hands behind its the best way for the present century. All the rules and regulations including the taxes and humane prices should be abolished and the government should make a way for the profit based economy. This is also clear that in any country where a general public has no property rights and the constitution of the country does not have any clear rules and regulations for the poor public his gives them a little hope to acts against the corporate elites. The 1989 Washington consensus was an agreement of the thinks tanks, economists and the government officials which were mainly intended to implement the Chicago school of economics vie w over the market. The focus was on the reduction of the inflation by the Privatization and foreign aids. These were the driving forces of the shock Doctrine and this view was initiated by the Friedman in Chicago School of Economics (Naomi, 2007). As Ms. Naomi explains in the Documentary how the Latin America becomes the laboratories to test the policies, all under that guidance on the so-called Chicago boys (21:35)that US-trained ask Friedman night. Klein describes the Disaster capitalization phrase as she refers the events which occurred during the tsunami in Sri Lanka. During the tsunami of Sri Lanka, most of the coastal area population has shifted somewhere else in the country who were mostly dependable upon the fishing, after four days of the tsunami the parliament has announced privatization of the water and the electricity. This was intended to make a profit from the disaster who has killed more than fifty thousand peoples and displace about half million residents. This is known as Disaster Capitalization in which the companies and Government take up the benefits of the Disasters. The economic policies which are mainly focused on the profit gain and market expansions generally penetrate the democracy of a country as well as the economic situation of the country. We all knows that many democratic countries generally fall down due to some coup or due to different reasons. This can be explained as military plan but actually, this is referred as an economical plan for the implementation of the policies which are made on the basis of profit and market expansion and the creation of free markets. Reference: Klein, .N, 2007 ,The Shock Doctrine: The Rise of Disaster Capitalism Collier, Paul. 2007. The Bottom Billion: Why the Poorest Countries are Failing and What Can Be Done About It? Oxford: Oxford University Press. Naomi, K, 2007, Blank is Beautiful: Three Decades of Erasing and Remaking the World Klein, Naomi. 2008. One Year After the Publication of The Shock Doctrine, A Response to the Attacks, September 2.