ENG 308 NIU The Effects of the Use of Social Media during Work Hours Paper

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Business Finance

ENG 308

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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 andnegative
implications   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. 

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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-- S-29 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports ii TABLE OF CONTENTS Page LIST OF TABLES……………………………………………………………………… ………. 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…………………………………………………… …. l S-30 Copyright © Houghton Mifflin Company. All rights reserved. iv 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 Sample Reports iii LIST OF TABLES Table 1. Programs Offered by Employers to Manage Stress ........…………………………………… S-31 Copyright © Houghton Mifflin Company. All rights reserved. Page 8 Sample Reports iv LIST OF FIGURES Figure S-32 Page 1. Age Distribution of Respondents .......................……………………………………………. 6 2. Negative Effects of Stress on Work Performance ........……………………………………… 7 Copyright © Houghton Mifflin Company. All rights reserved. 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 S-34 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 2 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 S-35 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 3 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 S-36 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 4 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. S-37 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 5 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. S-38 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 6 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 S-39 Copyright © Houghton Mifflin Company. All rights reserved. 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% Sample Reports 7 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 15 13 11 9 7 5 3 1 0 1 2 3 4 5 6 7 8 S-40 10 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 Copyright © Houghton Mifflin Company. All rights reserved. 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 Sample Reports 8 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 S-41 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% Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 9 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. S-42 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 10 Recommendations Based on the findings and conclusions in this study, the following recommendations are made: S-43 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. Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 11 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. S-44 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports 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 S-45 Copyright © Houghton Mifflin Company. All rights reserved. INCREA SE DECREA SE NO CHANGE Sample Reports 13 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. S-46 Copyright © Houghton Mifflin Company. All rights reserved. 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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The Effects of the Use of Social Media during Work Hours

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Table of Contents
Statement of Problem ...................................................................................................................... 3
Significance of the Study ................................................................................................................ 3
Methods........................................................................................................................................... 3
Findings........................................................................................................................................... 3
Conclusion ...................................................................................................................................... 4
Recommendation ............................................................................................................................ 4
Work Cited .................................................................................................................................. 5
Interview Questions .................................................................................................................... 6

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The Effects of the Use of Social Media during Work Hours
Introduction
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