ENGLISH 308: RECOMMENDATION REPORT — WORTH
200 PTS
FALL 2019 - CRUNDWELL
For this assignment, you need to demonstrate that you can 1) write a formal report using a
conventional format and 2) conduct careful research and analyze results to arrive at a solution to
a real-world problem. This project will complete the research described in your proposal and
offer a solution to the problem presented. You will present the findings of your research and the
recommended solution in a formal report to the decision-maker. The report should include the
purpose and goals of the project, the results of your research, an analysis of the problem and the
findings, and the recommended solution. The purpose of the report is to convince your decisionmaker that the solution you recommend will help him/her to better meet his/her goals. Your
report should include appropriate visual elements to display the data gathered from your
research.
Report Requirements
Your report should be presented as a formal report written to your decision-maker. It should
follow the conventions for formatting, organization, and structure for formal reports, as
described in Ch. 18 of the textbook. The body of the report should be 5-8 single-spaced pages
long, with the appropriate front and back matter not included in this page count. The report
should include all of the following sections:
Front Matter
Cover
Table of Contents
List of Figures and Tables
Body of Report
Introduction (Summary of report – what is the problem that needed to be
addressed, how you addressed it, what is the proposed solution.)
Methods (Description of at least two research methods used and why you selected
these methods.)
Findings (Facts, data, and other information that you collected. Be sure to
appropriately cite your sources using MLA format. Include tables and graphs
where appropriate.)
Conclusions (Analysis and explanation of the findings – what these findings lead
you to believe about the problem that needs to be solved.)
Recommendations (Steps you are recommending to the decision-maker to solve
the problem. Rationale for these recommendations should appear in the
Conclusions section).
Back Matter
Works Cited page (MLA format)
Interview questions
Survey or questionnaire questions, if applicable
Other Appendices as appropriate (reference within the text)
Evaluation:
Your report will be evaluated based on the following:
Content: All of the above sections are required. In particular, you should demonstrate an
understanding of the different purposes of the sections devoted to findings, conclusions, and
recommendations. Recommendations should flow from your conclusions, and conclusions
should be based on your findings.
Organization: Content should be arranged according to the conventional structure of formal
reports (see sections above).
Research: Your report should demonstrate that you seriously researched your topic using two
(or more) research methods, thereby creating a thorough report. Research should be thorough,
complete, and balanced.
Visual Design: Your report should have consistent headings, hierarchies of information,
appropriate font styles and sizes, margins, and spacing throughout, i.e., it should look
professional and be designed with principles of usability in mind. It should include tables and
graphs.
Style: Report should be edited for conciseness, parallelism, and readability.
Mechanics: Report should be free from grammatical, spelling, and typographical errors.
Sample Report
A Formal Report
Sample Reports
A FORMAL REPORT
THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES
AND PROGRAMS OFFERED BY EMPLOYERS
TO MANAGE EMPLOYEE STRESS
Prepared for
Dr. Robert J. Olney
Southwest Texas State University
Prepared by
Charles Dishinger
Nancy Howard
Bill Kiagler
Sherry Seabrooke
Donna Tucker
November 29, 20--
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TABLE OF CONTENTS
Page
LIST OF
TABLES………………………………………………………………………
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iii
LIST OF
FIGURES………………………………………………………………………
………
v
ABSTRACT……………………………………………………………………
………………...
SECTION I
INTRODUCTION TO THE
STUDY…………………………………………………..
Introduction……………………………………………………
……………...
Statement of the
Problem……………………………………………………..
Significance of the
Study……………………………………………………..
Scope of the
Study……………………………………………………………
Review of Related
Literature…………………………………………………
Methods of the
Study…………………………………………………………
Source of
Data……………………………………………………
….
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LIST OF TABLES
Table
1. Programs Offered by Employers to Manage Stress ........……………………………………
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LIST OF FIGURES
Figure
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1. Age Distribution of Respondents .......................…………………………………………….
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2. Negative Effects of Stress on Work Performance ........………………………………………
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Sample Reports
The Effects of Stress on Business Employees
and Programs Offered by Employers
to Manage Employee Stress
Section I
Introduction to the Study
Introduction
Today, many organizations and employees are experiencing the effects of stress on
work performance. The effects of stress can be either positive or negative. What is
perceived as positive stress by one person may be perceived as negative stress by
another, since everyone perceives situations differently. According to Barden (2001),
negative stress is becoming a major illness in the work environment, and it can
debilitate employees and be costly to employers. Managers need to identify those
suffering from negative stress and implement programs as a defense against stress.
These programs may reduce the impact stress has on employees' work performance.
Statement of the Problem
The purpose of this study was to determine the negative effects of stress on employees
and the methods employers use to manage employees' stress.
Significance of the Study
There are three primary groups that may benefit from this study. The first group,
consisting of employees in today's business organizations, may learn to identify ways
that stress negatively affects their work performance. Identifying the negative effects
may enable them to take necessary action to cope with stress. By sharing this
knowledge, employees can act as a vehicle to help management implement appropriate
stress reduction programs. The second group that may benefit from this study is
employers who may gain insight as to how stress is actually negatively affecting
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employees’ work performance. Finally, educators can use these findings as a valuable
guide to incorporate into their curriculum. By emphasizing to students the importance
of developing programs to deal with stress, the students may be able to transfer this
knowledge to the workplace, thereby improving the quality of the work environment.
Scope of the Study
This study was limited to the perceptions of full-time business employees as to the
negative effects that stress has on work performance and the steps that employers are
taking to manage stress. For the purpose of this study, what constitutes full-time
employment is defined by the employer. This study was restricted to businesses
operating in the Central Texas area. The Central Texas area encompasses all
communities within Hays, Kendall, Travis, and Williamson counties. For the purpose
of this study, stress is defined as disruptive or disquieting influences that negatively
affect an individual in the workplace. Data for this study were collected during the fall
of 2002.
Review of Related Literature
Barden (2001), a freelance writer specializing in health care and a former managing
editor of Commerce and Health, stated the importance of wellness programs and gave
specific examples of corporations that are successfully implementing
such
programs. The Morrison Company currently saves $8.33 for every dollar spent on
wellness by offering programs such as weight loss, exercise, and back care. Axon
Petroleum estimates that wellness programs will save $1.6 million each year in health
care costs for its 650 employees. In addition to Morrison and Axon Petroleum, Barden
cited the savings for six other companies. According to the Wellness Bureau of
America, the success of these companies offers concrete proof that wellness programs
pay off by lowering health care costs, reducing absenteeism, and increasing
productivity.
Foster (2002), a professional speaker on stress-management, surveyed midlevel managers and found stress to be a major determinant in worker productivity.
According to the study, the primary areas affected by stress are employee morale,
absenteeism, and decision making abilities. By recognizing that a problem exists and
by addressing the issue, managers can reduce stressful activities and increase worker
performance in the business organization.
Harrold and Wayland (2002) reported that increasing stress affects morale,
productivity, organizational efficiency, absenteeism, and profitability for both
individuals and the organization. The problem for businesses today is knowing how
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to determine stressful areas in their organizations and how to use constructive confrontation methods to reduce stress and improve efficiency. According to the authors,
organizations that make a positive effort to deal with stress not only help build trust
among their employees, but also increase the productivity of their employees and the
organization as a whole.
Maurer (2002) stated that stress-induced illnesses are prevalent in the
workplace today, and stress is the problem of the sufferer and the employer. Stress
causes absenteeism and can lead to other problems such as drug addiction, alcoholism,
depression, and poor job performance. According to Maurer, the annual Barlow
Corporation Forum on Human Resource Issues and Trends reported that large numbers
of companies noticed severe levels of stress exhibited by employees. The forum's
panelists agreed that more needed to be done in the workplace to help employees
manage stress. Some of the suggestions were to expand wellness programs, offer
stress-management seminars, and teach staff how to balance work and family life.
Maurer also noted that Olympic TeamTech, a computer management company, has
dealt with employee stress by providing training programs, monitoring employee
concerns, and meeting once a month to be proactive instead of reactive. Olympic
TeamTech's turnover is less than the industry average.
Schorr (2001), a stress-management consultant, stated that stress causes
problems in the workplace which negatively affect employee health and organizational
productivity. Stress can lead to problems such as job dissatisfaction, alcoholism,
absenteeism, physical ailments, and poor job performance. If managers know how to
prevent and cope with stress, productivity can be increased. Many companies
instituted stress-management programs that led to a decline in absenteeism, a decrease
in sickness and accident costs, and/or an increase in job performance. Schorr reported
that a stress inventory, available from a stress-management program, can assist
executives and managers in assessing employee stress. The inventory can identify the
sources of stress, which may include physical elements as well as other factors. Once
these sources have been assessed, the program can provide the necessary skills for
coping with the problems, and participants can learn that there are alternative ways of
reacting to stress.
Methods of the Study
Source of Data
Data for this study were collected using a questionnaire developed by a group of
students at Southwest Texas State University. The questionnaire was divided into
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three parts. Part one consisted of a list of 15 work performance areas that may be
negatively affected by a person's level of stress. Respondents were asked to indicate
whether stress increased, decreased, or had not changed their work performance in
each area. They were also asked to indicate from the list of 15 work performance areas
the area that was the most negatively affected by stress and the area that was the least
negatively affected by stress. In the second part of the questionnaire, a list of 17
programs was provided and the respondents were asked to indicate which programs
their companies had implemented to manage stress. Part three was designed to collect
demographic data for a respondent profile, including full-time employee classification
and age group. A copy of the questionnaire is contained in Appendix A on page 12.
Sample Selection
The respondents involved in this survey were employees working in companies
located in Central Texas. A nonprobability, convenience sampling technique was used
to collect primary data. Each member of the research team was responsible for
distributing three questionnaires to members of the sample. To ensure confidentiality,
respondents were given self-addressed, stamped envelopes in which to return their
completed questionnaires to Southwest Texas State University. Controls were used to
eliminate duplication of the responses.
Statistical Methods
Simple statistical techniques were used to tabulate the results of this study. The
primary data were analyzed using a percent of response. To compute the percent of
response, the number of responses to each choice was divided by the total number of
respondents who answered the question. In question one, the percents of responses for
the negative effects of stress on the 15 work performance areas were reported. The
results of the next two questions were tabulated by totaling the number of respondents
who chose an area they believed was least or most affected by stress. The fourth
question reported the percent of respondents whose employers offered the listed
programs to manage stress. Questions five and six asked the respondents to indicate if
they were considered full-time employees and to indicate their age group.
Limitations of the Study
This study may be limited through the use of a questionnaire as a data collection
instrument. Because questionnaires must generally be brief, areas that may have been
affected by stress may not have been included in the questionnaire.
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Also, all programs that may be available to employees for managing stress may
not have been included in the study. The study may also be limited by the use of a
nonprobability, convenience sampling method. The sample of business employees for
the study was chosen for convenience and may not be representative of the total
population of business employees. Care should be taken when generalizing these
findings to the entire population. Finally, the use of simple statistical techniques may
introduce an element of subjectivity into the interpretation and analysis of the data. All
attempts have been made to minimize the effects of these limitations on the study.
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Section II
Findings, Conclusions, and Recommendations
Introduction
This study was designed to determine the effects of stress on employees and to
discover methods employers use to manage employees' stress. Sixty questionnaires
were distributed to business employees in the Central Texas area, and the response rate
was 78.3%. This section includes the Findings, Conclusions, and Recommendations.
Findings
The findings will be presented in three sections according to the following
characteristics: Demographic Profile, Areas of Job Performance Affected by Stress,
and Programs Employers Offer Employees to Manage Stress.
Demographic Profile
All returned responses from the sample were considered full-time employees by their
employers. The respondents were also asked to indicate their age group; all age ranges
were represented in the results, as shown in Figure 1. The breakdown consisted of
2.1% under the age of 20, 33.7% between 20 and 29, 29.4% between the ages of 30
and 39, 26.1% between 40 and 49, 5.4% between 50 and 59, and 3.3% were 60 and
over.
AGE GROUP
5
1 -- Less than 20
1
6
2
4
3
Figure 1: Age Distribution of Respondents
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2.1%
2 -- 20 to 29
33.7%
3 -- 30 to 39
29.4%
4 -- 40 to 49
26.1%
5 -- 50 to 59
5.4%
6 -- 60 or over
3.3%
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Areas of Job Performance Affected by Stress
The respondents were given a list of work performance areas that might be affected by
stress and were asked to identify whether stress increased, decreased, or had no change
on their work performance. Only respondents who indicated stress negatively affected
an area were considered in these findings. Of the 15 areas listed, four areas were
identified as having a response rate of more than 50.0%. These areas were as
follows: job satisfaction/morale (73.9%), courtesy (65.2%), accuracy (52.7%), and
creativity (51.6%). Similarly, Schorr (2001) stated that a significant number of
employees' creativity is negatively affected by stress. Also, Harrold and Wayland
(2002) agreed that morale is strongly affected by stress.
Falling within the range of a 30.0 to 50.0% response rate were cooperation
(49.5%), organizational skills (46.3%), initiative (45.2%), productivity (42.8%),
alertness (39.4%), decision making abilities (39.1%), and perseverance (35.5%).
Harrold and Wayland (2002) established that increasing stress and anxiety are having a
negative influence on an individual's organizational efficiency and productivity.
The findings that negatively affect work performance are shown in Figure 2.
Figure 2: Negative Effects of Stress on Work Performance
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42.8%
73.9%
39.1%
52.7%
51.6%
28.0%
46.3%
65.2%
20
30
40
Productivity
Job Satisfaction/Morale
Decision Making Abilities
Accuracy
Creativity
Attention to Appearance
Organizational Skills
Courtesy
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50
9
10
11
12
13
14
15
60
49.5%
45.2%
26.6%
39.4%
35.5%
25.8%
28.3%
70
Cooperation
Initiative
Reliability
Alertness
Perseverance
Tardiness
Absenteeism
80
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Central Texas employees indicated the area they believed was most affected by stress
and the area they believed was least affected by stress. According to the results, job
satisfaction and productivity were thought to be most affected by stress. On the other
end of the scale, areas least affected by stress were personal appearance and
absenteeism. However, Schorr's (2001) study found that, on the average, individuals
experiencing stress are more inclined to be absent or tardy.
Programs Employers Offer Employees to Manage Stress
Question four listed 17 programs offered by employers for managing stress.
Respondents were asked to indicate which programs their companies had implemented
to manage stress. The responses for each program are shown in Table 1.
Table 1: Programs Offered by Employers to Manage Stress.
TYPE OF PROGRAM
Insurance
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RESPONSES
72%
Breaks
69.2%
Educational Assistance/Reimbursement
51.0%
Access for Disabled
42.6%
Alternate Schedule
34.0%
Employee Assistance Programs
34.0%
Wellness Programs
34.0%
Flextime
29.8%
Stress Management Seminars
29.8%
Training Programs
29.8%
Piped Music
17.2%
Assigned Parking
17.0%
Employee Empowerment Programs
17.0%
Ergonomically Correct Furniture
17.0%
Financial Counseling
8.5%
On-Site/Assistance with Child Care
4.3%
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Insurance received the highest number of responses (72.0%), whereas, therapy
received the lowest (2.1%). Playing classical music and creating a comfortable work
environment were found by Foster (2002) to be low cost stress reduction programs.
Although these are inexpensive programs to implement, a relatively small response
rate was given for piped music (17.2%) and ergonomically correct furniture (17.0%).
Maurer (2002) stated that it is necessary for companies to design programs that enable
employees to assess stressful situations and develop a rational mode of behavior. In
contrast to Maurer's research, only 17.0% of the respondents indicated that Employee
Empowerment Programs are being offered by their employer. A response rate of
34.0% in the category of wellness programs/on-site fitness facilities was obtained.
Barden (2001) reported programs that improve an individual's physical condition are
both a positive and an effective method of managing stress.
The remaining methods for managing stress were varied. Listed in decreasing
percentages, they are as follows: breaks (69.2%), educational assistance/
reimbursement (51.0%), access for disabled (42.6%), alternative schedules (34.0%),
Employee Assistance Programs (34.0%), Wellness Programs (34.0%) flextime
(29.8%), stress management seminars/classes (29.8%), training programs (29.8%),
assigned parking (17.0%), financial counseling (8.5%), and on-site/assistance with
child care (4.3%).
Conclusions
On the basis of the findings, several conclusions concerning the effects of stress on
Central Texas business employees can be drawn. The findings of this study indicated
stress does negatively affect the work performance of employees.
Job satisfaction and productivity were indicated as two areas most affected by
work-related stress. Therefore, stress cannot be considered just an individual issue
because reduced job satisfaction and lower productivity has a direct effect on the
company as a whole.
From this study, it can be concluded that employers have realized the
importance of managing stress in the workplace because of the wide variety of
programs now offered to manage stress.
Of all the programs offered by employers, insurance is the most frequently offered
means for managing stress. Because insurance acts as a security net for employees and
is offered the most, it can be inferred that employers contend that insurance is the most
effective means for managing stress.
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Recommendations
Based on the findings and conclusions in this study, the following recommendations
are made:
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1.
Employers should offer various stress reduction programs to help employees
manage stress because stress is prevalent in the workplace.
2.
Employers should conduct a survey of the programs they already offer to
discover which programs are the most effective for managing their employees'
stress.
3.
Employees should share their ideas for managing stress with their employers in
order to help their employers implement appropriate stress reduction programs.
4.
Educators should incorporate into their business curriculum discussions of stress
in the workplace and ways to manage stress.
5.
Additional research should be done. First, other areas negatively affected by
stress should be studied to determine if stress affects other aspects of an
employee's life. In addition, other factors should be examined to learn what the
personal and work-related causes and symptoms of stress are for an individual.
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Bibliography
Barden, Nancy Ray. "Wellness Programs: Everyone Wins." Commerce and
Health, November 2001, 28–42.
Foster, Lucy Barnes. "Workplace Stress: Changing the Pattern." Sales and
Marketing Journal (2002), 32–33.
Harrold, Robert and Wayland, Michael. "New Methods to Reduce Workplace
Stress." Industrial Concepts, June 2002, 19–21.
Maurer, Marcia K. "Is Stress Running Your Life?" Modern Office Innovation,
February 2002, 27–28.
Schorr, Leslie. "Coping with Stress, Boosting Productivity." Employment
News, Spring 2001, 23–26.
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Appendix A
Questionnaire
The Effects of Stress on Business Employees
Students in the Graduate School of Business at Southwest Texas State University are
conducting this survey to determine perceptions of the effects of stress on employees.
The survey also is designed to determine efforts employers are making to help employees
manage stress. Please return this questionnaire in the enclosed postage-paid envelope by
Friday, November 8.
1. How does stress most often affect you at work? Please mark one
response per line.
AREA AFFECTED
Productivity
Job Satisfaction/Morale
Absenteeism
Decision Making Abilities
Accuracy
Creativity
Attention to Personal Appearance
Organizational Skills
Courtesy
Cooperation
Initiative
Reliability
Alertness
Perseverance
T di
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INCREA
SE
DECREA
SE
NO
CHANGE
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2. Which one area from question 1 do you believe is most affected by stress?
3.
Which one area from question 1 do you believe is least affected by stress?
4.
Which of the following means for managing stress does your employer offer?
Please mark all that apply.
__ Employee Assistance Program
On-Site/Assistance with Child Care
Assigned Parking
Employee Empowerment Programs
Educational Assistance/Reimbursement
Breaks
Wellness Program/On-Site Fitness Facility
Financial Counseling
Access for Disabled
Stress Management Seminars/Classes
Training Programs
Therapy
Alternative Schedules (part-time, time off for family, etc.)
Flextime
Piped Music
Ergonomically Correct Furniture
Insurance (security net for employee/family)
Other (please specify)
Note: Questions 5 and 6 are included in this questionnaire as a means of developing a demographic profile of our respondents.
5.
Are you classified as a full-time employee by your employer?
Yes
6.
No
Please check your age group.
Less than 20
20 to 29
30 to 39
40 to 49
50 to 59
60 or over
Thank you for taking time to help us. We value your input.
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Running head: RESEARCH PROPOSAL
1
Research Proposal
Oluwaseun Solomon
12/01/2019
RESEARCH PROPOSAL
2
To: Mr. Alford
From: Oluwaseun Solomon
Date: 5 December 2019
Subject: Social Media during Work Hours.
Introduction
The internet and technological advancements have brought about tremendous changes in
how people conduct businesses and various other affairs of life. These advancements have
brought into existence the social media sites that have revolutionized people's interactions and
information sharing. Many benefits have been accrued from technological advancements,
including aiding the process of globalization and general business environments. Many people
have also used social media to advance their businesses and many other positive uses. However,
social media use has been generally termed pervasive with regard to both personal and
professional lives. The nature of social media has turned out to be addictive and destructive with
primary tasks being mostly affected (Brooks, 2015). In that case, our organization has notably
impacted by social media usage. In that regard, I will be carrying out a research project in a bid
to identify the current level of impact on staff efficiency, happiness level and recommend
possible solutions to this problem.
Research Proposal
The use of social media in the organization during working hours has notably impacted
employee efficiencies, output, safety, and responsiveness of workers across the divide. A
significant segment of work hours for task performance in the organization have now been, most
probably unknowingly, dedicated to social media. Thus, as you are aware, there have been
several complaints regarding monthly departmental reports due to declining efficiency resulting
from lower performance on tasks. Various sections of the organization are already experiencing
the negative impact of social media use. Research has shown that social media usage has
significant negative effects on task performance and generally affects happiness negatively
(Brooks, 2015). As per the vision and mission of the organization, this cannot be allowed to
continue because eventually the effects will impact on every aspect of the organization, and it
will be too late to rectify then.
Why I am the Right Person to Carry out this Research
I write to you as my supervisor requesting for your support for me to research this issue
in a bid to assess the impacts it has had on various sections as well as come up with ways that we
can use to address it. I believe I am the right person to conduct this research because firstly, I feel
that the negative impacts by use of social media will eventually erode the positive strides we
have achieved so far regarding performance and work efficiency. The fact that I am aware of
how adverse effects of social media use can derail the organization from achieving its vision and
mission is a clear indicator that I am likely to come up with recommendations that will mitigate
RESEARCH PROPOSAL
3
negative effects of social media usage on the attainment of the short and long term goals of this
organization.
Additionally, professionally, I am well qualified to undertake such a task and deliver
results. I have also previously carried out similar research, though regarding a different problem
for my previous employer, and we managed to curb the problem through the implementations of
the recommendations I came up with. I also use social media, and I am logged in various
platforms; therefore, I know how each site can addict or distract an individual. Regarding my job
placement also, I am well placed to receive information from various staff members when I
request as I have interacted with virtually all of them due to the nature of my job.
Research Plan
i.
Specific Aims
Having identified the various issues arising from social media use, I want to undertake research
that will help the organization deal with the increased usage of social media during work hours. I
will be specifically targeting the use of social media use during work hours and its impact on
task performance as well as general staff efficiency. As a result, the organization will address the
problems arising from social media usage by implementing lasting solutions even as the social
media sphere grows.
ii.
Research Strategy
The proposed research project will increase the knowledge capacity of all
stakeholders in the organization. If this is achieved and the problem, lower task performance is
addressed, then the organization will effectively handle all other internet related concerns that
affect both productivity and efficiency. Social media addiction is rampant these days,
and people are affected in various aspects including not getting enough sleep and not being able
to put their best effort forward in physical engagements (Perrin, 2015). In carrying out this
research, I will employ various methodologies that will aid my research project. The strategies
will help me in data gathering and in drawing recommendations geared towards addressing the
usage of social media during work hours. I will require one month to complete and present my
research findings.
iii.
Research Methodologies
For this research, I will use two methodologies to gather data. Firstly, I will use
interviews to gather data. In that case, I will need to interview a number of staffs regarding the
research topic. I choose this research methodology because of the many benefits associated with
it during the research period. For instance, I will be able to gain valuable insight regarding the
research topic based on the depth of the information I will manage to gather. Interviews also do
not require complex equipment for use, but simple tools are sufficiently coupled to
conversational skills I possess. Interview method will also allow informants to freely expand on
their ideas depending on priorities, opinions and other crucial factors (Mann, 2016).
RESEARCH PROPOSAL
4
The use of interviews as a research method also allows for flexibility that would allow
me to carry out some modifications, including interview questions, time is taken to interview an
informant cetera. Through this method, I will also be in a position to verify the accuracy and
relevance of the data provided. Since interviews are pre-arranged, I will expect a high maximum
response rate. Interviews can also be a therapeutic experience as people get the time and
opportunity to discuss their stories or concerns regarding the research topic with a researcher
willing to listen without being critical. In-depth and in detail data is collected in interview
processes since subjects can be proved and the issues can be pursued furthers with informants
throughout the project period.
Some of the interview questions I will be considering will include; Do you use social
media sites? Which sites do use visit frequently? In what span of time do you check your social
media accounts? Do you have a limitation of when to check your accounts, or you can log in
anytime without breaking the laws? Have you identified any negative effects of social media use
in your personal life? Do you think that social media use is affecting your task and career
performance? Would you say that as an organization, we have been negatively affected by social
media use?
The second methodology that I will use is engaging in research from books, journals,
magazines, and the internet. The research will help me understand the perspectives others have
approached these issues. It is a good avenue for content generation. Qualitative research provides
insights regarding the specific industry, and it is open-ended. Additionally, one can think of
predictive qualities, and its efficacy is determined by the incoming and available data. This
method also allows the researcher to collect detail-oriented data (Taylor, Bogdan, & DeVault,
2015)
RESEARCH PROPOSAL
5
References
Brooks, S. (2015). Does personal social media usage affect efficiency and wellbeing?. Computers in Human Behavior, 46, 26-37.
Mann, S. (2016). The research interview. Reflective practice and reflexivity in research
processes.
Parveen, F., Jaafar, N. I., & Ainin, S. (2015). Social media usage and organizational
performance: Reflections of Malaysian social media managers. Telematics and
Informatics, 32(1), 67-78.
Perrin, A. (2015). Social media usage: 2005-2015.
Taylor, S. J., Bogdan, R., & DeVault, M. (2015). Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.
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