Research Proposal - 661 Words

TO: Professor Sara Cutting FROM: Kiersten McCaffrey DATE: February 18, 2014 SUBJECT: Begin Business Plan for Potential Future Investment Background In the beginning of the semester you requested that I research a topic related to a personal decision such as a future goal. I am currently employed at a yoga studio and have a general understanding of the hard work that goes into running a small business. At the same time, I also directly see the benefits of owning a successful business. As a business management major, and someone who enjoys practicing yoga, I believe opening my own yoga studio is a potential career choice for me. Purpose of the Study Since I will not be finically stable upon finishing college, I would like†¦show more content†¦Plan for Collection Secondary Data. Secondary data will be found though official publications such as websites that provides real estate information, as well as statistics about the area’s median income, population, etc. Primary Date. Proper primary data will not be found at this time due to the timeline of this research. Once the proposal is approved, and the research is further conducted, I will be able to present primary data when the project is realistically implemented in ten years from now. Data Analysis The research obtained for the financial features of this project will be shown through a spreadsheet. The financial statement will be for this current year instead of the time period when I choose to apply this project because it would be unrealistic, as well as extremely difficult to research the future expenses of such large ticket items. Time Required Complete Secondary Research March 15 Produce Progress/Status Report March 18 Deliver Research Report April 22 Decide whether to Implement Plan May 1 Implement Plan 2020-2025 Presentation of Results I will present my conclusion and decision to in a formal written report that will include a financial statement and table comparing the competition. You previously stated that I would not be able to conduct this research without your prior approval. I will send you aShow MoreRelatedProposal For A Research Proposal814 Words   |  4 PagesWhat is it? A typical research proposal is used by scholars and students who have an interest in your field. This usually happens as part of a grant application, postgraduate application (PhD), or for a final year dissertation. It usually ranges from 1,000-3,000 words and is a summary of what is being proposed to study. It is usually judged by content and proposal format. A Research proposal should†¦ Clearly set out what the research is going to be about. This includes a provisional/working titleRead MoreResearch Proposal1267 Words   |  6 PagesResearch Proposal: It addresses a particular project: academic or scientific research.  It also contains extensive literature reviews and must offer convincing support of need for the research study being proposed.   Doctoral dissertations begin with research proposal; the proposal must be accepted by a panel of experts (usually professors) before the actual research can begin.   In addition to providing rationale for the proposed research, the proposal must describe a detailed methodology for conductingRead MoreResearch Proposal1706 Words   |  7 PagesMOI UNIVERSITY MAIN CAMPUS SCHOOL OF BUSINESS AND ECONOMICS DEPARTMENT OF ECONOMICS. Course: RESEARCH METHODS Course code: ECO 217 Task: GROUP ASSIGNMENT NAMES REG. NO. SIGN 1. HUSSEIN IBRAHIM ABDIRAHMAN ECO/201/O9 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. THIONG AGUTORead MoreResearch Proposal1447 Words   |  6 PagesCohort January 2013 Module Title Business Research Issue and Anylysis (Module code BAMG 2104 ) Assignment Topic/ Title Research Proposal Name of Instructor Dr Michael Ng Name of Student 1) AU Kwan Tai, 2) Chan Yan Ki, 3) Choi Chak Pan, 4) Chong Ka Chun DMU Student No. 1) P13014477 , 2) P13014523 3) P13014614, 4) P13014628 Group No. Date of Submission 25 Feb, 2014 DMU Business Research Methods Research Proposal 1. Research Project Title The relationship betweenRead MoreResearch Proposal2386 Words   |  10 PagesResearch Proposal Tony Franco, Anita Badejo, Annie Petroian Malhami, Brenda Baillargeon, Christina Hyett, Kenneth Haynes RES/351 June 11, 2012 Dr. James Gartside University of Phoenix Research Proposal In recent years, the amount of media coverage surrounding assisted suicide, or euthanasia, has increased. The term evokes a multitude of emotive responses. The Royal College of Nursing completed research on the issue of euthanasia initiating change in their policy of opposition to euthanasiaRead MoreParts of a Research Proposal2853 Words   |  12 PagesPARTS OF A RESEARCH PROPOSAL Typical parts of a research proposal are: Title (or Cover) Page Abstract Table of Contents Introduction (including Statement of Problem, Purpose of Research, and Significance of Research) Background (including Literature Survey) Description of Proposed Research (including Method or Approach) Description of Relevant Institutional Resources List of References Personnel Budget The Title (or Cover) Page. Most sponsoring agencies specify the format for the title page,Read MoreDifferences Between Formal Research and Business Proposals1403 Words   |  6 PagesDifferences between â€Å"Formal Research† and â€Å"Business Proposals† There is a great difference between a formal research proposal and a business proposal. In fact these two types of proposals seem to be very similar but there are critical differences in the overall purpose, uses and goals. With such distinct differences for a writer it helps in understanding for writing the formal research proposal or business proposal more effectively. The general purpose of a proposal is the identify a particularRead MoreGuidelines on Writing a Research Proposal2565 Words   |  11 PagesGuidelines on writing a research proposal Introduction This is a guide to writing M.A. research proposals. The same principles apply to dissertation proposals and to proposals to most funding agencies. It includes a model outline, but advisor, committee and funding agency expectations vary and your proposal will be a variation on this basic theme. Use these guidelines as a point of departure for discussions with your advisor. They may serve as a straw-man against which to build your understandingRead MoreResearch Proposal2068 Words   |  9 PagesUniversity of South Africa 2013-05-30 Dear Sir/Madam Re: Research proposal: Why do People Volunteer Work. I am currently associated with UNISA where I am an honours student in Psychology. I have special interest in why do people volunteer work due to some volunteer work I am doing with a home called Botshabelo and an organisation called Stop Hunger SA. I have attached a proposal for further research in this field. The reasons for approaching you is because I will need fundingRead MoreFormal Research vs Business Proposal Essay778 Words   |  4 PagesFormal Research vs. Business Proposals Comparing and contrasting any business proposal can be a little confusing when there is little to no knowledge of what either of the proposal really stands for or mean. Every business has the opportunity for change or to seek change. These business environments are potential projects that intermingled with the start of a new product. Depending on the company or organization’s focus, will determine which proposal is best to

Path Goal Theory Free Essays

Path Goal Theory In order to encourage, support and motivate their followers, Path Goal Theory requires a leader to take into account situational factors when adapting a leadership style. Successful integration of situational factors with a leadership style can lead to maximized satisfaction and effort from the follower. The Path Goal Theory states leaders must: †¢Forge a path for followers to obtain their goal through coaching and direction †¢Remove roadblocks and obstacles that are preventing followers from accomplishing goal †¢Increase rewards and incentives along the way 1. We will write a custom essay sample on Path Goal Theory or any similar topic only for you Order Now Subordinate Factors (Follower Characteristics) A. Ability: A follower’s self-efficacy and self perception of competence in performing tasks to achieve goals. B. Authoritarianism: is defined as the degree to which the followers seek structure and task clarity. C. Experience: Knowledge of or skill in achieving a goal. D. Locus of control: How one perceives how much they can control events that affect their goal achievement. Those with low internal locus of control seek to participate and engage in decision making. On the contrary, those with a strong external locus of control like to be directed and provided structure. Coach Lengyel has a diverse group of followers with a variety of contrasting personal characteristics. Due to their lack of experience, youth and general â€Å"rag-tag† composition, the players on the team lack confidence, ability, cohesion and self efficacy. Given these characteristics, these players have a high external locus of control and yearn for task clarity and guidance. In contrast, Coach Red Dawson and Interim President Donald Dedmon have more autonomy and have established themselves more in their respected roles. Lengyel adjust to the varying characteristics of these followers by engaging them more in the decision-making process and seeking their advice on certain issues that arise. 2. Environmental Factors: A. Task structure: A leader needs to analyze the elements and nature of a task a follower is responsible for and identify and remove any difficulties it could pose to the follower. B. Formal authority: is the power position of the leader which can affect the satisfaction of a follower. If directive leadership and a highly formal authority system are in place, the redundancy can cause follower dissatisfaction. C. Work group: Group dynamics and relationship among followers. In situations where team cohesiveness is low, followers need supportive leadership. Where a group is more established and talented, a directive or achievement oriented style is more optimal. The players face significant environmental challenges in both their task structure and work group dynamics. First, the vast majority of the team consists of freshmen or students who have never played organized football. Learning the complex play schemes and the intricacies of the competitive collegiate game in such a short period is certainly daunting. Moreover, positions players such as the punter do not fully comprehend everything their roles entail. Since almost all the players haven’t played with each other, the team lacks the camaraderie and cohesion of their competitors. The confluence of these factors and the physically demanding tolls of the game have created significant roadblock in accomplishing their goals. The fear of embarrassing the community and university with poor performance on the field and the stress of the tragedy compounds the challenges the team face and weighs on them greatly. As a result, the players are more sensitive and an overbearing and authoritarian leader will only exacerbate the situation. Similarly, the stress of the tragedy is also weighing significantly on both Coach Dawson and Interim President Dedmon. After losing colleagues and players he coached and recruited from the tragedy, Dawson has significant doubts about whether he can be around the game anymore. The drastic changes with Dawson’s workgroup and formal authority figure are daily reminders of the tragedy that occurred with the team. The tragedy wears on him and he has a significant effect on his confidence and motivation to fulfill and execute the tasks associated with the assistant coaching job. With Dedmon, the opposition by some in the community to rebuild the football program has made Interim President insecure and timid when approaching tasks with the job. Furthermore, Dedmon’s confidence erodes initially when numerous coaches around the country turn down the offer to coach the Marshall team due seemingly insurmountable challenges facing the program. Dedmon has to adjust o a changing environment surrounding the university and to Coach Lyngel’s energetic and enthusiastic style which contrasts greatly with his own. 3. Leader Behavior: A. Supportive leadership: Consider the needs of the follower, showing concern for their welfare, being approachable as a leader and creating a friendly working environment. This approach is best when the work is stressful, ambiguous and or hazardous. B. Directive l eadership: Telling and providing leaders with structure, task clarity while giving appropriate guidance along the way. The leader sets clear standards of performance in order to decrease role ambiguity. This form of leadership can be helpful when the follower is inexperienced. C. Participative leadership: Effective when followers are autonomous. This form involves consulting with followers and making them an integral part of the decision process. This approach is most effective with followers who are knowledgeable and skilled and have a high internal locus of control. D. Achievement-oriented leadership: Setting challenges goals, both in their work and in self-improvement. The leader establishes high standard of excellence and leader shows confidence in the capabilities of the follower to succeed. This approach is best when the task is complex. Lengyel has to question whether the famous sports tenet, â€Å"Winning isn’t everything; it’s the only thing† is applicable to the season Marshall is about to embark on. His predecessor, like a majority of other coaches led with predominately directive and achievement-oriented styles. Due to the nature of the sport and the intolerance of role ambiguity in the game, Coach Lengyel also exhibits a directive style of leadership in some scenarios. The players’ perceptions of their abilities are relatively low and Lengyel helps them by clarifying and directing them how to do their tasks. For instance, this directive style of leadership is evident when Lengyel instructs and clarifies the position players like the punter and offensive lineman how to do everything that their role entails. Given the players desire for task clarity and guidance, the directive style would most likely be the most effective leadership style with inexperienced players in most scenarios. The most important factor however that impacts the follower characteristics and environmental factors is the stress and pressure resulting from the tragedy. Realizing the enormity of the tragedy, Lengyel utilizes a supportive style that provides psychological support and concern to his followers by their acknowledging the pain and frustration. Knowing that Dawson is in a sensitive emotional and mental state, Lengyel isn’t too aggressive in his pursuit to have him on the coaching staff and always carefully listens and assesses Dawson’s objections and feelings. Lengyel’s pregame speech at the resting spot of six of the players from the Marshall team also exemplifies his exceptional ability to collectively assess both characteristics of his subordinates and the environmental factors when trying to motivate and instill confidence in his team. In the speech he addresses the tragedy of the past, the current team’s shortcomings and even mentions how the team they’re facing has more ability and talent. He declares if they give maximum effort they will not lose and will reach their goals of honoring the memory of the teammates killed in the plane crash and making the community proud. Lengyel realizes that due to the circumstances, that leading with the directive and achievement oriented styles isn’t the most conducive approach. To motivate the players on the team, Lengyel has to utilize a Supportive style that taps into and emphasizes with the emotions of the players and tries to alleviate the stress and pressure of the situational factors. While some other leaders and his peers ultimately fail in certain circumstances for their stubbornness, Lengyel’s biggest leadership strength in contrast is his flexibility. As mentioned, with the players on the team Lengyel’s demonstrates mostly directive and supportive styles. In regards to followers with contrasting characteristics of the players, Lengyel is able to successfully adapt his leadership approach to engage and accommodate them. After assessing that the players on the team do not have the ability to execute relatively complex offensive schemes and tasks, Lengyel realizes they need to simplify their playbook. In this instance, because the assistants have established themselves in their respected roles, Lengyel engages them in the decision-making process. Utilizing the Participative leadership style results in Coach Dawson coming up with the idea to use the simplified Veer Offense. In addition to building trust and satisfaction from the assistant coaches, the players also benefit as it reduces a significant roadblock for them 4. Outcome: A. Performance: Helps followers reach their peak performance. B. Satisfaction: Makes working to obtain goal more satisfying. By successfully adapting to both the characteristics of his subordinates and of the environment, Lengyel helps his followers exert maximum effort and gain satisfaction from obtaining their goals. Coach Lengyel was able to forge a path for his followers by taking into account the different strengths and weaknesses of his followers. As articulated in his speech the team’s main goal of honoring the memory of the team was to â€Å"lay it on the line† and provide maximum effort. Whether it was the players on the players on the field or even Interim President Dedmond aggressively petitioning the NCAA to let their freshmen play, Lengyel’s followers were clearly motivated by his leadership How to cite Path Goal Theory, Papers

Ineffective Practices Beachside Impacts †Myassignmenthelp.Com

Question: Discuss About The Ineffective Practices Beachside Impacts? Answer: Introducation One of the ineffective practice used by Beachside Hotel is the application of outside recruitment method for the hotel manager. The hotel seems to take the workers and hire them from other hotels. It is inappropriate because a new General manager will not have a good history of the hotel. Consider Joe in sunrise hotel. Joe started as a front manager in Sunrise hotel and advanced towards becoming the general management. He has a good history, organizational culture of sunrise hotel and he is able to transform Sunrise hotel to a better position. The impact of outside recruitment especially in higher management position is that, the organization may lose customers because of a change resulted by a new general manager. The new employee takes time to learn the organization culture and adapt, therefore, the hotel may be stagnant in development (Herman, Huang Lam, 2013, p.763). Neglecting employee recognition of their performance Another ineffective practice is failing to recognize the employee performances which in turn kills motivation in the hotel. A non-motivated environment is not conducive for work. Beachside hotel does not offer motivation to its employee. Nobody is concerned about the welfare of the employee as the HR practitioner is concerned with recruiting new workers. The results of lacking motivation lead to employee turnover (Long, Ajagbe Kowang, 2014, p.103) To beachside hotel, the average rate of tenure is too low compared to Sunrise hotel. beachside hotel rate is 3 months while for Sunrise it is 4 years. In fact, this is incomparable. Sending employees off and hiring others frequently, will affect the occupancy as well as customers will not get uniformity of service. Operating without the policy guide There is no policy guide in Beach guide hotel. A policy is the guide that directs the organization on what to do and how to do it. If beachside hotel doesnt have that policy guide, there is no future. Policies based on hiring or recruiting new employees, policies of service among others should be included in the guide. If beachside hotel does not have them, then it would not perform as Sunrise hotel is doing. For instance, Brian is not involved in hiring employees, the lady who does it has no manual on how to do it and no policies to guide her. Therefore, things are done carelessly, employees psychological contract broken and the hotels income is affected. Practices at the beachside hotel that could cause a staff member to launch a grievance A staff member can launch a grievance against the hotel for late payments of their salaries. According to New Zealand employment rights, workers should be paid the agreed wages or the remuneration fees. Failure to which, a worker is allowed to launch a grievance against the company. The grievance can be launched on the basis of breaking the agreed terms and conditions of service in the hotel. Another grievance can be laid based on firing the staff members. There is a record where the company hires new employees after either firing the existing ones on the basis of performance or due to employee turnover (Hausknecht Holwerda, 2013, p.210). However, if the process for financial an employee is not carried on as legally expected. The staff member can raise a grievance based on that. The reason is because, an abrupt firing of an employee results to a bad experience to the party involved because of no preparation through communication and procedural approaches to denouncing of someones services. The process that Brian should use in for resolving the grievances The process should start with the staff member who writes a letter to the employer setting out the details of the grievance such as the reason or the basis for the grievance. In this part, the employee should suggest how the grievance could be solved. After Brian receive the grievance on writing, he should consider it and set a date for solving it with the employee. In this meeting, Brian should seek to grasp the facts about the grievance and deliberate with the staff member or the employee on hoe the issue will be solved. Brian should also be prepared to handle the issue written to him as the general manager of the hotel because if the staff member notices that Brian is not ready to hear about the grievance, he/she may decide to take the issue to the legal authority and result to a penalty for compensation of the workers. The hotels can even be kept on hold if a certified trade union official in New Zealand ruled in favor of the employees based on the poor working conditions or environment. Then Brian checks the suggestions to settle the grievance and writes back to the staff member a letter bearing the action or the response towards settling the proven problem.Specific recruitment and selection procedures that could be implement ed in the Beachside hotel. Identify the vacancy and develop the position description The process starts by identifying the vacancy and developing a position description. This involves the team of managers together with the HR department who meets to identify the need they have and what the type of the employee they need for that work. Beachside hotel could identify the gap in their hotel, if for example, the front manager, the hotel then describes the qualities and qualifications as the first step. Develop a recruitment plan The second step would involve developing a recruitment plan. The Beachside hotel team of managers should then device the plan that they would use for advertising the position, recruitment and employment process. The plan would also describe the type of method they would use for selecting of the employee they require. It may be through interviews, random selection or purposive employee selection. Conduct an Interview The third step will include conducting an interview where the selected individuals are invited to present themselves before the managers board. Interested individuals are evaluated on the basis of experience, education achievement and attainment, recommendations from previous firms and also personality. This step would help the employers in Beachside hotel to have a person who is able to deliver good services to the hotel and also a person of good conduct and reputation from the acknowledged referees. Select and Hire The final step is select and hire. The person who have achieved the position description is considered for the post. The Beachside hotel will be assured that the person who they have selected for a specific task is in a position to do it efficiently and professionally. Workers who have been selected this way are able to deliver for the hotel. For Beachside hotel, there would be seen a positive deviation in all aspects ranging from customer satisfaction, reduced turnover and also occupancy (Ritesh, 2014). The process used by Beachside hotel that has resulted Mary be in her current position. Advantages The advantage is that; Beachside hotel will be in a position to retain Mary. Considering that Mary was unable to perform at the front desk, the organization was to fire her. Redeploying an employee or reshuffling of positions helps to retain him/her in a new post which he/she may perform better. Mary for instance would improve on her level of performance as a Human Resource Management Practitioner. Another advantage is that, there is reduced recruitment cost. The reason is that, Beachside hotel did not have to go through the whole recruitment and selecting procedure as Mary was their workmate and they knew much about her. The process of transferring an underperforming employee to a new task is not a guarantee that they will perform well. At the front desk, Mary was not able to handle the customers. When it comes to the HR department, she is not performing at all because there are late payments, no motivation of the employees and turnover rate is very high (Long, Ajagbe Kowang, 2014, p.103). There is no criteria or policies for promotions in Beachside hotel. One would ask themselves, which criteria was used for Mary to become a HR practitioner? The reason is that; she did not achieve or added educational merits but it was just a single persons idea. The shift in position for the case of Mary results to breaking the psychological contract for other employee who are hardworking and dedicated in service. A person who deserved that position was not Mary but, since she was given the post, other workers must have felt unjustified and the results would be poor performance. Other HR initiatives that could be undertaken by Sunrise in order to help with the overall performance of the Organization. Creating flexible working hours Joe and his team can initiate flexible working hours for the employees. The initiative would make the workers free to choose their most convenient working hours and provide their services extensively for the hours at work. The initiative would assure the workers freedom of choice and the performance would increase (De Menezes Kelliher, 2016, p.58). According to the research done in United States of America, organizations that allows the workers to work at their flexible and convenient time for each, were noted with an increase of performance by a 12%. Sunrise would make a step further by giving its employees a flexible working scheme. Employee engagement Engaging the employee in making decisions and suggesting workable ideas would work very well for Sunrise hotel. Workers needs to feel as part of the organization. They should not be just subjects for receiving orders (Mone London, 2014, p.37). The initiative would help the organization to develop the skills and monitor talents of the employee. Those who have nice ideas are motivated to bring them on board and they are implemented. Overall performance is finally increased. References De Menezes, L. M., Kelliher, C. (2016). Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements. Human Resource Management. Hausknecht, J. P., Holwerda, J. A. (2013). When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance. Organization Science, 24(1), 210-225. Herman, H. M., Huang, X., Lam, W. (2013). Why does transformational leadership matter for employee turnover? A multi-foci social exchange perspective. The Leadership Quarterly, 24(5), accounting. Long, C. S., Ajagbe, M. A., Kowang, T. O. (2014). Addressing the issues on employees turnover intention in the perspective of HRM practices in SME. Procedia-Social and Behavioral Sciences, 129, 99-104. Mone, E. M., London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. Routledge. Ritesh, J. (2014). Important Measures and Dominents of Appointment or Recruitment Period in an operations. Truss, C., Shantz, A., Soane, E., Alfes, K., Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. Uzonna, U. R. (2013). Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus. Journal of Economics and International Finance, 5(5), 199.