Running head: DATA COLLECTION AND RESEARCH ANALYSIS METHODS Table of Content Problem Identification, Impacts, Design of Research, and Literature Research (Week 1)  Identify the problem…………………………………………………….….................Pg. 3  Prepare a statement of the issue to be resolved……………………………………….Pg. 3  Impact if this issue is not resolved……………………………………………………Pg. 4  Identify consequences if the problem is not resolved………………...........................Pg. 5  Research – Identify how you intend to conduct the research on the issue and its impacts………………………………………………………......................................Pg. 6 Problem Impact and Findings from Research (Week 2)  Research Methodology……………………………………………………………….Pg. 6  Comparison of 5 Current Articles……………………………………………………Pg. 7  Identification of the problem measurement……………………………….…………Pg. 10  Identification of the success of the problem…………………………………………Pg. 11 Data Collection and Research Analysis Methods (Week 3)  Data Collection……………………………………………………………...............Pg. 11  Identification of Data Needed……………………………………………………….Pg. 11  How data will be collected before and after the solution states……………………..Pg. 12  Analysis of Data……………………………………………………………………..Pg. 13  Research Analysis Methods……………………………………..…………………...Pg. 13  Discuss analysis of measurement results….…………………….….………………..Pg. 13  Discuss findings of the measurement results………………………………………...Pg. 17 Conclusions from the results.………….……………………………………..………….......Pg. 18 Recommendations…….……………………………………………………………………..Pg.19 DATA COLLECTION AND RESEARCH ANALYSIS METHODS 2 Further Research and Training………………………………..……………………………..Pg. 19 How successful the solution will be in resolving the issue………………………………….Pg. 21 References……………………………………………….……………...…..……………….Pg. 22 DATA COLLECTION AND RESEARCH ANALYSIS METHODS 3 Identify the Problem The organization in which I am currently employed is a medical and surgical supplies distributor for Veteran Administrations throughout the United States and other government entities. The problem that has been identified is the effect organization change, structure and leadership has on high employee turnover. An organizations performance and success is greatly influenced by employee satisfaction. Poorly implemented organizational changes have resulted in hostility towards upper management as well as high turnover of staff. Within the organization there is top-down, bottom-up management style with very little to no influence by management. The organizations owners and directors do not take into consideration employee satisfaction and transitions during organization change. Leadership within the organization does not know the day-to-day functions within each role and tend to devalue the amount of work that is needed to accomplish customer satisfaction. Organizational changes are taking place due to the organization acquiring a $1.2 billion dollar contract with the Veteran Administration to cover all east coast facilities including Puerto Rico. Due to high employee turnover personnel in management roles on average have been with the organization approximately 3 – 6 months with very little to no management experience. There are approximately 120 employees with no structure in place. The organizations structure is not in line with the organizations goals and do no provide management with the opportunity to allocate task appropriately. Prepare a statement of the issue to be resolved. Organizational structure when enforced properly provides the organization the opportunity obtain desired results and behaviors. One of the key issues is the lack of organization structure which has a negative effect on the decision making process. The company has grown rapidly DATA COLLECTION AND RESEARCH ANALYSIS METHODS 4 from 10 to approximately 120 employees and the flat organizational structure is no longer effective. Employees and managers are accustomed to reporting directly to the CEO but with growth managers and directors have been brought in to better communicate het needs of employees as well as customers. The CEO still directly address employees and bypass the “chain of command” adding more responsibility to the employees duties leading to unrealistic goals and customer dissatisfaction. Organization structure is important in terms of communication. It is imperative employees know whom they report to from day one and who should address what issues. Organizational change, structure and leadership within the organization play a major role on employee performance. Employee satisfaction can have a positive influence on the performance of the employee. “Higher employee satisfaction also correlates with lower unintentional staff turnover,” as well as higher customer satisfaction levels. (Singh, K. 2010) Studies have shown employees presented with the opportunity of development and personal growth can improve employee satisfaction. The organization must provide a sense of security, proper working environment and a company policy in place. When implementing change communication is key to alleviate fear of the unknown and resistance. People are resistant to what they do not know or cannot comprehend. It is the organizations responsibility to address what the future of the organization will look like, over communicate, ensure employees are properly trained or hire new personnel to take on the additional workload, and ensure leaders are walking the walk. (Perkins, S. J, Arvine-Muondo, R. 2013.) Identify how the organization will be impacted if this issue is not resolved. If issues are left unresolved it can result in decrease in productivity, employees leaving the DATA COLLECTION AND RESEARCH ANALYSIS METHODS 5 workplace or even violence. When organizational change creates the fear of the unknown or anger it can create conflict which may take away from the organizations overall goal. Employees will tend to focus on voicing their frustration amongst each other and less on the work at hand. Violence can arise when there are intense situations within an organization. This can potentially results in legal issues for the organization and employees. Most importantly, experienced members within the organization will continue to leave. This will create cost for human resource related activities, training, and potentially overtime for employees that are currently there. Experienced employees will take their skills and knowledge to other organizations. Without effective changes productively will continue to decline and employee turnover will remain high. The organization culture will be tarnished and the organization brand will have to be rebuilt. Identify consequences if the problem is not resolved. High employee turnover can have a negative affect on employees and the organization. When there is a constant need to hire new employees and provide training it is easy to take away from the vision and mission of the organization. It is imperative an organization retain employees. By doing so, the bottom line can be positively affected by having a high caliber workforce. High turnover can have a negative effect on the organizations revenue and profitability. Organize Science magazine states the cost of losing an employee that is earning approximate $8 an hour can cost anywhere from $3,500 to $25,000. This cost is associated with lost productivity, training, interviewing, and reviewing applications. Other consequences include low moral within the workplace and deteriorating product and service quality. High employee turnover can results in low employee morale due to workload being shifted to retained employees. The heavy workload can result in sub-par quality of work DATA COLLECTION AND RESEARCH ANALYSIS METHODS 6 and lower productivity. With experience employees leaving, newer employees will not be familiar with the company’s policies and procedures resulting in low level customer service. Reduction in Marketing Return on Investment will also became an issue because of loss of consumer due to poor customer service and deteriorating products. Research My research will include organizational change and it’s impact within the organization. It will also include the importance leadership and the structure of the organization has with the success of the organization. Lastly, research will be conducted to show the affect high employee turnover on employee morale, productivity, and the organizations bottom line. Tools that will be utilized include Colorado Technical University Library including ProQuest. Qualitative research method will be utilized to research current trend. Research will provide leadership with the ability implement changes that will boost employee morale and provide a culture that create employee retention. Research Methodology The mixed method of business research is utilized throughout the capstone paper. When conducting business research one type of business research may or may not be the best approach. Using the mixed method approach takes place when direction is needed in the beginning of the research. For an example, of a single phase, conducting a questionnaire with both closed-ended (quantitative) and open-ended (qualitative) questions includes both forms of the research. Different phases may use qualitative research to begin the research with data collections, and then quantify the data in the next phase. This will aid in trying to understand the reason behind high turnover within the organization. Benefits to a mixed method are different DATA COLLECTION AND RESEARCH ANALYSIS METHODS 7 perspectives and direction to a study. The two methods also may complement each other. Using one form only may limit the research. (Mixed Method Intellipath, 2016) Qualitative research provides information that is not in a numerical format. This includes, unconstructed observations, interviews, and open-ended questionnaires to name a few. Qualitative data is typically much harder to analyze then quantitative data and is descriptive in nature. It is best utilized when performing research on an individual level to discover more indepth ways in which employees or people in general may be feeling or thinking. (Creswell, 2014 pg. 183) On the other hand, quantitative research provides information that is in numerical form. The data collected can be placed into categories or measured in unit of measures. It is fairly easy to place this data into tables and graphs of raw data. Experiments generally yield quantitative data because they are concerned with measuring “things”. (Creswell, 2014 pg. 155) By mixing quantitative and qualitative data and research, it provides the researcher an in-depth corroboration and understanding of the data received. It also offsets the weakness of utilizing each research method separately. (Creswell, 2014 pg. 215) Comparison of 5 Current Articles 1. CityBusiness, G. P. (2016). Why employee engagement should be key in your business plan. New Orleans CityBusiness, Retrieved from http://search.proquest.com/docview/1776022142?accountid=45927 This article addresses the importance of organizations making employee engagement apart of their key business plan. Organizations that are disconnected from their employees tend to focus on growth and numbers rather than employee morale or retention. Leaders that are distant are more likely to implement policies that are less engaging and personal, which in turn, leads to decreased revenue, dissatisfied employees and higher turnover rate. Employers must recognize DATA COLLECTION AND RESEARCH ANALYSIS METHODS 8 that employees are who define and enable organizations. Hard data such as operation, legal, and financial details are all quantitative indicators that matter a great deal but are not what makes an organization unique. Differentiated performance is a direct result of people. It defines how they communicate with others, how decisions are made, their style, their values, what they stand for, who they are and their approach to performance management. With that being said, how an organization runs their day-to-day business plays a major role in the people they attract and how employees are retained. 2. Stephanie, P. H. (2012, May 22). Is employee morale irrelevant? National Post Retrieved from http://search.proquest.com/docview/1015724033?accountid=45927 This article address how the lack of concern for employee morale plays a major role in the success of an organization. The head of the Human Resource Department of a successful organization stated employee morale is not relevant due to the current economic state. The organization believes employees are less likely to leave their current job due to the current job market and no other place to go. Low employee morale plays a major role in employee performance and productivity. The question was asked if another organization offered your employee the same job with the same amount of pay what would make your employee stay. 3. Conklin, J. (2016, Feb 01). Are employees resisting change, or protecting what they value? The Globe and Mail Retrieved from http://search.proquest.com/docview/1761371319?accountid=45927 This article discusses organization change and the affect is has on its employees if not implemented correctly. When implementing change leaders within an organization take the time to gather data to determine what needs to change and how that change should be put into place. Most employers do not consult with their front line employees to determine what problems they DATA COLLECTION AND RESEARCH ANALYSIS METHODS 9 see throughout their day-to-day task and expect he employee to not show any resistance. The importance of this article to inform employer of the importance of taking the time to speak with their employees about their plans and listen to their reactions. To not defend the proposal that has already been drafted but to take into consideration their concerns and worries. 4. Elejalde-Ruiz, A. (2015, Sep 14). Top bosses blind to employees' change fatigue, report says. TCA Regional News Retrieved from http://search.proquest.com/docview/1711748132?accountid=45927 With technology changing daily and keeping up with competition organizations are now and will always implement change. This article address how employees are affected by organization change based on their role within the organization. Are front line employees affected more than upper management? A survey was conducted that included 500 leaders from large organizations through seven countries. The studied showed the farther way the leaders are from the change the less they are affected and the more blind they are to the affect it is causing front-line employees. Because they are blind to the challenge they are ill prepared for high turnover, lack of performance and productivity, and overall lower employee morale. The biggest mistake an organization can do is implement change without any input from their employees. 5. Leaders can change organizational culture by being a role model for change, says authentic leadership thought leader Betsy Jordan. (2010, Sep 15). PR Newswire Retrieved from http://search.proquest.com/docview/750526929?accountid=45927 Organizational change can be difficult to employees on all levels. We must not ask the questions if it will be difficult but when. This article address the important role leadership plans when implementing change. They must act as the role model and ensure there is open communication to help ease fear. Ways to becoming a change leader includes the following: DATA COLLECTION AND RESEARCH ANALYSIS METHODS 10 1. Do not embark on a change effort without increasing your think time. Look at this more in-depth and determine is the change necessary. 2. Find others that share the same drive, vision and commitment. It is imperative to team up with like-minded individuals to champion the change. 3. Engage not only the minds but also the hearts of employees by developing repeatable message points that are authentic. 4. When times get hard stick with the change. With change comes the fear of the unknown and resistance to name a few. It is important to stick with the change to ensure a better future. Identification of the problem measurement The problem stated is the impact of organization, change, structure and leadership has on employee turnover. The organization has just been awarded a $1.2 billion dollar contract and must implement new procedures as well as hire new employees. Changes are being put into place with little to no communication with front-line employees, which is causing hostility towards upper management. Because of this, the turnover rate is at an all time high with resignation letters being turned in weekly. Leadership is implementing new performance measures with little to no knowledge on the day-to-day activities of the positions. Employees are prematurely being put into leadership roles with no organizational structure in place. To measure the problem we must conduct quantitative research. The organization must determine the actual turnover rate to determine the percentage of employees that are leaving the organization and in what amount of time. Are employees leaving within their 90-day probation period or are long-term employees leaving as well? The organization must look at the performance metrics that is currently in place to determine if performance is dropping and DATA COLLECTION AND RESEARCH ANALYSIS METHODS 11 determine the cause. I expect to see training classes for new employees as well as training classes in place for individuals that are promoted to management position. The structure, vision and mission of the organization must be well defined and communicated throughout the organization. Identification of the success of the problem To identify if changes within the organization are successful we must revisit calculating the turnover rate. It is imperative an organization retains skilled employees to maintain the bottomline as well as better serve customers. Effective training for new employees as well as new management must be implemented to ensure an understanding of their roles within the organization. The structure of the organization is defined and employee recognition problem has been put in place. Data Collection and Research Analysis Methods (Week 3) Data Collection Identification of Data Needed Qualitative and quantitative data was crucial in identifying the impact that the independent variables (organizational change, structure, and leadership), have on the employee turnover in the organization. Additionally, the researcher strived to collect data on employee morale, which will help in finding the relationship between morale and worker turnover in the firm. As such, the necessary data was identified using metrics that point towards each of the variables. Organizational changes were viewed regarding the rate of managerial turnover in the company, obtained from data the human resources databases in various departments. Other indicators of change included expansion of business operations and modifications in output requirements on the workers by different managers. Company structure was evaluated based on DATA COLLECTION AND RESEARCH ANALYSIS METHODS 12 the role that chains of command play in the day-to-day operations of the firm, as deduced from employee and manager responses. Data on leadership was based on employee perspectives of the manner in which leaders in the organization treat the workers, and how seriously managers take employee grievances. Similarly, data on employee morale was obtained from worker reviews on their willingness to continue working for the company. Finally, employee turnover rates were derived from the number of employees leaving the organization on a three-month interval analysis. Most importantly, data on each of the variables had to be recorded before the recommended changes, and after the changes. Collection of data before and after the solution states The researcher opted for a qualitative and qualitative research, to expand the scope of the analysis. Therefore, questionnaires were administered because of their effectiveness in targeting large samples, as well as ease of quantifying the responses (Miller and Salkind, 2002).Individual workers were used as units of analysis, with the measurements of various variables in the study made using various items, as previously described. Also, the researcher used face-to-face interviews and the collection of data on employee turnover from the organization’s HR department. Most importantly, the study occurred in two phases, and questionnaire and interview responses were collected for analysis before and after the solution states. There were 70 questionnaires distributed to current and former employees during the first phase of the study. However, only 30 of them were returned with full responses. During the second phase, the researcher sent out questionnaires to the 25 respondents, with 20 of them returned entirely filled. Therefore, the study utilized the responses of the 20 employees in analysis and drawing conclusions from the research. Additionally, the literature review contributed to the findings of the survey, also forming a basis for analysis and conclusion. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 13 Analysis of data The data obtained from the HR on the rate of employee turnover over the past years was subjected to graphical analysis, to give a clear picture of the rate of worker turnover, as well as trends on the turnover. Afterward, the patterns were also analyzed in the three years after the proposed changes in organizational structure, leadership, and organizational changes were affected. Additionally, employee motivation was subjected to a qualitative analysis on a fivepoint Likert scale (Brace, 2008), with one (1) indicating no satisfaction, and five (5) representing total satisfaction. Similarly, all the other variables were subjected to different scales, showing their levels before and after the organization undertook the changes required to reduce the employee turnover rate. In light of the above, a hypothesis was drawn, indicating an interaction between employee turnover and the variables; organizational structure, leadership, and organizational changes. Research Analysis Methods Discuss Analysis of the Measurement Results Employee turnover Data obtained from the HR department indicated rising turnover rates in the three years preceding 2014 when the changes were made. However, there was a decline in employee turnover during the year 2014, a trend that continued into 2015.The data was summarized in the table and the graph below: Year Turnover 2011 5 2012 15.7 2013 24.2 DATA COLLECTION AND RESEARCH ANALYSIS METHODS 2014 19.5 2015 10.5 2016 4.3 14 Employee turnover 30 25 20 15 10 5 0 Turnover 2011 2012 2013 2014 2015 2016 Organizational structure The results on the organizational structure in the organization show varying perceptions between the time before and after the solution states. An analysis of the shows favorable perceptions of the organization structure of the company, with many employees giving positive reviews of the existence and the effectiveness of the chain of command after the adoption of the proposed solution by the organization, in comparison with the shambolic structure existing before. The question asked in the questionnaire was: Would you follow the set organizational chain of command in airing your grievances? The results from the survey indicated that 87% of the employees perceived the chain of command as effective in 2016, and would therefore follow the right channels in communicating with their superiors. On the other hand, the percentage of positive responses was 70% in 2011, two years before the adoption of the recommended resolutions. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 15 Not Year Yes No sure 2011 20% 70% 10% 2016 72% 29% 7% Employee response 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes No 2011 Not sure 2016 Organizational change Changes in the organization over the period before and after the implementation of the solution created varying perceptions among the employees. Notably, positive perceptions such as motivation and perceptions of benefits of change scored lowly on the Likert scale in 2011, as compared to 2016.In fact, few changes in the organization reduced the average rating of perceptions such as risk and the fear of the unknown when employees saw longevity in managerial positions. Therefore, there was an interaction between positive attitudes and low employee turnover, while high rates of worker turnover were experienced in years that the organization had many high turnovers in managerial positions. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 16 Perceptions of change in 2011 Perception of risk Motivation Increased work load due to change in management Perceptions of benefits of change Fear of the unknown 0 1 2 3 4 5 6 4 5 6 Perceptions of change in 2016 Perception of risk Motivation Increased work load due to change in management Perceptions of benefits of change Fear of the unknown 0 1 2 3 Leadership Responses from the fully filled out questionnaires changes in the manner that employees perceived their relationship with the management. Using 2011 as the base year, and comparing the results with responses obtained in 2016, the researcher found a rise in the average rating of the relationship between workers and the leaders at the firm. This trend was visible especially between 2014 and 2016, soon after the implementation of the solution state. As such, the results DATA COLLECTION AND RESEARCH ANALYSIS METHODS 17 pointed to a possible relationship between leadership that employees perceived as good, and low employee turnover, while organizational leadership with poor rating among the employees corresponded with high employee turnover rates. Responses on leadership How well is the organization run How seriously do managers treat employee grieviances How well do managers treat employees 0 Rating in 2016 1 2 3 4 5 Rating in 2011 Discuss findings of the measurable results The results of the survey showed a relationship between organizational change, structure, and leadership, and the rate of worker turnover in the organization. The results of the study supported the hypothesis created for the survey, as well as conclusions from the review of the literature. Therefore, the organization needs to focus energy on reducing the negative perceptions that accompany regular changes in the company, by, first of all, reducing the rate of managerial turnover. Reducing turnover ensures the new managers muster the knowledge and skills required to run their departments, creating a culture of longevity that employees interpret positively. Additionally, a healthy relationship between the employees and the leaders create a comfortable environment to work in, reducing thoughts of leaving the organization. To that effect, we should DATA COLLECTION AND RESEARCH ANALYSIS METHODS 18 note that employee morale increases with good employee-leader relationships (Phillips and Schmidt, 2012), creating a reason for the employee to continue working for the company. Finally, the establishment of a steady structure in the firm, with a defined and effective chain of command enables the employees to articulate their issues with ease. Therefore, employee grievances can be addressed adequately, leading to low rates of employee turnover. Conclusions from the results The absence of initiative in various research studies carried out can be the chief reason for the high turnover rate of workers. The lack of value initiative in any association would coherently persuade that representatives would leave nor be inspired to keep on working for the organization (Mowday et al, 2013). Research demonstrated the absence of ingenuity was the highest powerful variable driving a high worker turnover. Some surveys articulated that it was the representative impressions or recognitions about an initiative that guided their choice to clear out. Research over the past years have shown lack of leadership can and will attribute to high employee turnover as well as low morale. By micromanaging and not allowing your leaders to lead within the organization not only will it cause front line employees to leave but management will leave as well. The effort that it takes to get the work done and interaction with the consumers played little to no role in the employees’ decision. It’s the lack of leadership and the employees’ perception of the organization as a whole. It has also been shown leaders tend to believe they have one leadership style when in all actuality they had another. A leader once said, “Because I’m the cool director.” The director of the department believes he was someone all the employees could reach out to. Most employees’ felt the director was closed off and self absorbed. Based on the research conducted employees are becoming more satisfied with the actions of he chain of command. In turn, the employee turnover rate has begun to drop. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 19 Recommendations It is imperative an organization understands the effect high employee turnover has within their organization. The cost of acquiring a new employee, training and salary can all cost upwards of twice as much as it does to retain an employee. Recommendations to lower the cost of turnover within the workplace can start by acquiring the right people from the start. The organization must be sure when interviewing the perspective candidate to not only make sure they have the right skills but they are also a good fit for the organization. The next step is to ensure the employees are getting paid their worth. The organization must take into consideration industry standard for salary and benefits packages. The salary along with the benefit packages and duties of the employee must be reviewed annually to ensure they are in line with the trends in the marketplace. Employers tend to overlook the importance of employee morale and the positive effects of having a positive work environment. It’s important to pay close attention to the needs of the employees. Offer flexibility to possibly meet the personal needs of the employees. Implement reward programs and the need for social interaction. By providing respect along with reorganization lowering the turnover rate will be successful. Outlining a clear yet challenging career path will give employees something to strive for and in turn work hard to obtain leadership roles. Further Research and Training There is an array of changes that will be taking place within the organization. These changes include but are not limited to the hiring of new employees, the overall structure of the organization, implementation of new systems and bringing new clients on board. In todays economy change is happening more rapidly and more constant. It is imperative the organization DATA COLLECTION AND RESEARCH ANALYSIS METHODS 20 research on how to effectively implement change and draft the steps needed to ensure the change is as smooth as possible. Initially the organization will begin with change management training. This will aid in supporting management and leaders in effectively driving change within the organization. Change is rarely welcomed throughout an organization due to the fear of the unknown. Many wonder if their responsibility will change or if they will lose employment all together. Introducing changes must be completed as a collaboration, sensitively and most important carefully. The organization can do this by utilizing the three stages of implementing change. The steps are as follows:  Explain the changes that will be taking place and the need for the change. In this step you will also need to discuss the benefits of the change. You will need to give employees the opportunity to voice their concerns and address the concerns appropriately.  The next steps include implementing the changes in phases. It is important to implement the changes in phases to alleviate information or change overload. This will allow the change to be received more easily. If possible, have a pilot group of employees test the changes before they are implemented. For example, if a new system is being put into place have employees test the system with day to day task to receive much needed feedback.  The next step is to evaluate, review and report on the changes that have been made. It is crucial to monitor change throughout the process. By doing so, you will measure the impact the changes have on the organization and to keep people informed on how the changes are taking place. The purpose of change within the organization is to make improvements. It is imperative employees understand where the changes stand and how to move forward. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 21 How successful the solution will be in resolving the issue. The success of the solution or changes will be seen throughout the change process. When the change is effective the morale within the organization will be more upbeat and the employees will be more responsive. The turnover rate in turn will begin to lower causing more stability for the organization. Holding leadership accountable for communicating with subordinate effectively will leave little room for uncertainty and resistance to change. DATA COLLECTION AND RESEARCH ANALYSIS METHODS 22 References Brace, I. (2008). Questionnaire design: How to plan, structure and write survey material for effective market research. London: Kogan Page. Miller, D. C., & Salkind, N. J. (2002). Handbook of research design and social measurement. Sage. Phillips, J. J., & Schmidt, L. (2012). The leadership scorecard. Routledge. Creswell, John W. Research Design: Qualitative, Quantitative, and Mixed Methods Approaches, 4th Edition. SAGE Publications, Inc, 2014. VitalSource Bookshelf Online. CityBusiness, G. P. (2016). Why employee engagement should be key in your business plan. New Orleans CityBusiness, Retrieved from http://search.proquest.com/docview/1776022142?accountid=45927 Conklin, J. (2016, Feb 01). Are employees resisting change, or protecting what they value? The Globe and Mail Retrieved from http://search.proquest.com/docview/1761371319?accountid=45927 Elejalde-Ruiz, A. (2015, Sep 14). Top bosses blind to employees' change fatigue, report says. TCA Regional News Retrieved from http://search.proquest.com/docview/1711748132?accountid=45927 Leaders can change organizational culture by being a role model for change, says authentic leadership thought leader betsy jordyn. (2010, Sep 15). PR Newswire Retrieved from DATA COLLECTION AND RESEARCH ANALYSIS METHODS 23 http://search.proquest.com/docview/750526929?accountid=45927 Stephanie, P. H. (2012, May 22). Is employee morale irrelevant? National Post Retrieved from http://search.proquest.com/docview/1015724033?accountid=45927 Wall Street Journal (2016). How to Reduce High Employee Turnover. Retrieved June 13, 2016, from http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employeeturnover/ Small Business Trends (2016). How to Implement and Manage Successful Change Management. Retrieved June 13, 2016 from http://smallbiztrends.com/2013/09/implementing-change-programs.html
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