This chapter presents how a researcher would go about gathering and analyzing the “hard evidence” that demonstrates that your solution is likely to work. It explains the approach and methodology that needs to be used for conducting and interpreting that research. Include comments on strengths and weaknesses of the research methodology. Discuss the overall significance of the research to the problem you are solving—in essence, how the information supports and influences your plan to solve the initial problem/question presented. Describe in as much detail as possible how data should be gathered from stakeholders. Identify the implications of research, in terms of the effect of your research on those who will participate in it and the organization that will sponsor it. Comment on future research that may be necessary to further strengthen the ability to “pilot test” your plan before implementation and evaluate its effects once your plan has been implemented.
The sections and recommended length for Chapter 3 is listed below:
Brief summary of your thesis statement and purpose for this research (Approximately 1 page)
Stakeholder Summary (Approximately 1/2 to 1 page)
Approach & Methodology (Approximately 1/2 page)
Research Design (Approximately 1/2 pages)
Ethics Considerations (Approximately 1/3 page)
Limitations (Approximately 1/3 page)
Note: Some projects may be different and require additional sections, but these are primarily what should be included.
The transition from a baby boomer workplace environment to one of impulsive independence and share will has left corporations with a gap of knowledge on communication between leadership and management with a new generation which is typically referred to as the Millennials or Generation Y of age group 18-35. Generation Y has been empowered through everchanging technology which is proven to be a restive labor force with a tendency to do at will. For Corporations to retain and gain this generation, companies will need to look towards incorporating a fostering environment that engages in creativity and self-development which will lead to an empowerment era for the current and future workforce.
In a world where technology is the forefront of most accomplishments, we find that the millennial generation is quite rooted within its heel. This generation unlike others are mostly rooted in social responsibility and empowerment. “Millennials embrace a strong entrepreneurial mindset and they are often on the lookout for opportunities that can continue to move them up the ladder, even if that means up and out of their current position. As digital natives, Millennials have grown up in an era where the number of resources they have is almost infinite making them more efficient problem solvers and critical thinkers” (Fromm, 2015). Previous generations preferred small, quite workspaces which allowed focus and little to no interaction due to previous thoughts that interaction led to low productivity. An adequate corporate design would facilitate the growth of acquiring the best in the Millennial workforce. Implementing changes such as Communication Strategies, Social Responsibility, Technology/ Social Media, Work space Design allows for a free-thinking concept that will only drive productivity and performance (Ferri-Reed, 2014). Role-play, cultural workshops, and a practice of hiring diversity should be at the core of any organization’s strategic plan for success.
Ferri-Reed, J. (2014). Millennializing the workplace. The Journal for Quality and Participation, 37(1), 13-14. Retrieved from https://search.proquest.com/docview/1498365357?accountid=458
Fromm, J. (2015). Millennials In The Workplace: They Don’t Need Trophies But They Want Reinforcement. Retrieved from https://www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-the-workplace-they-dont-need-trophies-but-they-want-reinforcement/2/#3eed7f6c3842
Padilla, D. T. (2003). Evolving diversity, building resources. Business NH Magazine, 20(2), 16-20. Retrieved April 1, 2017 from EBSCOHost
Paul, R. (2007, July). Engaging the multi-generational workforce-Wellness, benefits & compensation. HR Management, 6, 1-3.