An Investigation of Unilever Performance Management - Assignment Example

?An Investigation of Unilever Performance Management III Research Methodology A study has to have a clear and effective research methodology in orderto successfully carry out its purpose to investigate the effectiveness of the SMART system of performance management once applied in Singapore Unilever. Performance management refers to the method in improving the work performance of workers to the fulfillment of the company’s goal and objectives (United States Department of Agriculture, 2013; Goodrich, 2013). Moreover, research methodology refers to the systematic procedure in solving a particular research problem (Goddard & Melville, 2001). In this study, the purpose of the study is to examine the effectiveness of the performance management of Singapore Unilever. This comprises numerous sections, namely, research design/report framework, overall research, how to conduct with the literature research, research approach, sampling, data access, methods of analysis, and research limitation. 3.1 Research Design/ Report Framework This study plans to investigate the implementation of the SMART system of performance management in Singapore Unilever. In order to accomplish this, the data collected are obtained from both primary and secondary data sources. Primary data are significant in obtaining raw evidence to investigate a particular study while secondary data are obtained from literary sources like journals and books (Sapsford & John, 2006, p.142; Nicholson & Bennett, 2008). In this study, the primary data are gathered from both qualitative and quantitative research methods. In order to numerically measure the performance management of the company, quantitative research method is used. Singh (2007) considered this method as the best way to gage the views of respondents to a particular topic. In this study, a survey is conducted among 50 employees, who are randomly picked, in a form of a questionnaire. On the other hand, interviews are conducted to eight managers to supply the qualitative data analysis. Moreover, results of these two activities will be comparatively analysed to fully assess the performance management of the company. Aside from the primary data collected, secondary data are also gathered to be used for supplemental evidence for in-depth analysis on the subject. Vartanian (2011) noted that this form of data is important to garner other insights from various authors on the given subject. In this study, literary sources, such as journals, books, newspapers, and government websites are used. 3.2 Overall Research The purpose of the research is to define the significance of implementing the SMART system of performance in the appraisal methods of employees’ work performance in Singapore Unilever. Its objectives include (1) the description of the SMART system of performance; (2) the implementation of the performance system in the company; and (3) the assessment on the results of the implementation of the performance system in the company. Apparently, literature review is also conducted in order to gain scholarly insights on the topic. In order to address the validity of theories reviewed, both quantitative and qualitative approaches are made in forms of surveys and focused group interviews, respectively. The survey was participated by employees while the focused group interview’s primary respondents are those employees in the managerial position. To select the respondents for the survey, simple random sampling is used while judgment sampling is used in selecting the participants for the focused group interview. Both qualitative and quantitative methods are used for data analysis. Furthermore, distance plays a major role in hindering the researchers to conduct a direct observation to the activities of the company. 3.3 How to Conduct with the Literature Research As defined, literature research is the review of other literary sources like journals and books, in order to obtain additional data that will be used as evidence for a research project (Timmins & McCabe, 2005, p.41). It is important to conduct a literature research in a project because you can gather various insights on the subject from respective authors who specialises on the field, which in turn gives anyone a better understanding on the topic (Cronin, et al., 2008, p.38). In order to effectively obtain the best results in the literature review process of the study, several procedures are followed, namely, determining the topic of research, searching literary sources, collecting and analysing literary resources, and writing the literature review. Determine the topic of research. Under this stage, objectives and purpose of the study must be clearly laid out in order to give direction and guidance on what type of literature are needed for the research (Bolderston, 2008, p.87). It is advisable that a main topic is determined before looking for the sources first in order to come up with a sound literature review (Cronin, et al., 2008, p.39). In this study, the topic of the research is SMART system of performance management, which was identified as a start for the literature review of the research paper. Subsequently, several related topics are also identified to effectively accomplish the literature review, such as the descriptive significance of SMART system in the performance management, procedures in implementing the system to a company, and the feedback received by the company when the system is implemented. Searching literary sources. In searching for the correct literary sources that are substantial for the completion of the literature review, the use of keywords is advisable (Bolderston, 2008, p.88). Timmins and McCabe (2005, p.44) added that the use of keywords is the foundation in searching the right articles in the database. In this research paper, the keywords used in order to gather all the right resources include performance management, employee appraisal, and SMART system of performance. Black (2007) mentioned the use of computer databases and computer sites in searching for literary sources that are needed for the review. In this study, the databases used include, UCD Library, Kaplan Library, and Google. Collecting and analysing literary resources. As a number of sources are already searched, the collection and analysis of these sources follow. Cronin, et al. (2008, p.40) suggested that reading the abstract of journal articles is advisable when dealing with numerous sources in order to get a grasp on what the source is all about firsthand. It is through this process that anyone can determine the worthiness of the resource to the literature review. After screening the content of sources through this strategy, a thorough review is executed in order to identify the right details that are necessary for the review. As the evaluation of each resource is done, the strengths and weaknesses of the reviewed sources are determined while giving out the researchers’ insights on the content of the literature (Bolderston, 2008, p.90). Writing the literature review. After the evaluation of each literature is done, the final step is writing the actual literature review in an objective manner where it can be easily understood by readers. A good literature review must have an introduction, the main body, and the conclusion (Cronin, et al., 2008, p.42). The introduction provides an overview of the whole literature review, the body presents the investigative results of the literature, and the conclusion provides a summary of the whole content of the literature review (Bolderston, 2008, p.91), which is accomplished by this research paper. 3.4 Research Approach In order to address the research objectives in the proposal, an effective research approach is necessary. There are four types of research approach: “theoretical,” “qualitative,” “quantitative”, and “participatory” (Vaux, 2012). For this research paper, both quantitative and qualitative research methods are used. Under the quantitative method, a survey is conducted in order to gage the insights and feedback of employees in their perception towards the implementation of the SMART system of performance management in Singapore Unilever. A survey was chosen as one of the research methods adopted in the study because it is considered to be the best tool in confirming the validity of reviewed theories (Presser & McCulloch, 2011, p.1020). There are several advantages in conducting a survey as a research method: (1) presents a rough valuation on the number of people who feel the same way on a certain situation or condition out from the total population; (2) results can be statistically analysed; and (3) numerical results are conclusive and standardised (Grimmer & Bialocerkowski, 2005, p.185). In this method, the numerical data or result enables researchers to analyse the volume of participants who agree and disagree on a given hypothesis. In the study, 50 employees are chosen randomly and in confidentiality to answer the 20 item-questionnaire. The questions in the survey are answerable with a simple yes or no format in order to easily compare the results. Table 1 below is the actual survey questionnaire answered by the participants with the corresponding result. Table 1: Survey Frequency Table & Questionnaire Questions Yes No 1. Are you aware of the SMART system of performance? 50 0 2. Do you understand the new appraisal system? 39 11 3. Are you satisfied with the new appraisal system? 43 7 4. Do you think that the new appraisal system is fair? 42 8 5. Are you motivated to work? 42 8 6. Are you satisfied with the reward system? 41 9 7. Are you more productive with the implementation of the new appraisal system? 40 10 8. Are you empowered with the new appraisal system? 40 10 9. Is your quality of work improved with the new system? 35 15 10. Is your behavior towards work changed positively with the implementation of the new system? 33 17 11. Does the new appraisal system improve your work performance? 34 16 12. Are your individual goals met with the new appraisal system? 32 18 13. Does the management effectively implement the new appraisal system? 24 26 14. Does the management conduct an orientation regarding the new appraisal system? 45 5 15. Does the management accept feedback and suggestions from employees in regards to the improvement of the system? 24 26 16. Does the management support the employees in dealing with the new system? 24 26 17. Does the reward system suffice the hard work that you have put into your job? 37 13 18. Are you willing to create a long term plan in staying with the company because of the new appraisal system? 31 19 19. Are you more efficient and effective in your job responsibilities? 24 26 20. Do you think that the new appraisal system needs improvement? 26 24 Total 706 294 Another research method used in the study is the qualitative method. Under this, a clear understanding on the real condition of a situation will be made possible because of its facet in explaining and exploring the reasons on why it is happening (U.S. Department of Veterans Affairs, 2009). In order to gain the perspective of the management staff in the company, a focused group interview is conducted among the eight managers in a private meeting room. Table 2 below shows the questions being asked during the interview. Table 2: Focused Group Interview Questions (Questionnaire) 3.4 Sampling In the selection of respondents for the survey, simple random sampling is used. This sampling method is the easiest form especially when selecting from a large number of population. This prevents biases in selecting the participants because everyone in the population has the opportunity to be chosen (Antal & Tille, 2011; Bryman & Bell, 2007). Out from all the large population of employees in Singapore Unilever, 50 employees are randomly picked to participate in the self-answered, 20 item-questionnaire. They are randomly picked in order to prevent from biases to happen through random selection on the employee list. The chosen participants are then sent with the questionnaire through their email addresses. The results are then sent back to us and tallied according to results. On the other hand, judgment sampling is used in administering the focused group interviews of managers. Bryman and Bell (2007) noted that under this sampling method, objectivity is used in selecting the participants of the interview. This type of sampling method is used because this is best suited for activities that need capable individuals from a limited number of the population. In the study, eight managers are selected to participate in the focused group interview because currently, there are a total of eight managers in the company. The managers are then asked of their preferred time for the interview through Skype. The interview was then scheduled the entire day by the end of August. 3.5 Data Access In order to conduct the market research in Singapore Unilever smoothly, permission was asked from its HR director, Tricia Duran, through email correspondence and telephone conversation. In the email correspondence, a preferred, specific date was asked. After a thorough negotiation, it was then set that the survey will be conducted on August 29, 2013, and the focused group interview will be held on August 30, 2013. Furthermore, names and email addresses of employees and management in the company were asked in order to execute the surveys and interviews, successfully. Apparently, the surveys were distributed through emails while the focused group interview was conducted through Skype. Furthermore, all data gathered were stored in a flash drive and held with utmost confidentiality. 3.6 Methods of Analysis The research paper used both quantitative and qualitative methods of analysis. Quantitative method of analysis. Under this analysis, numerical data are used as the basis for assessment, which can be in several forms, such as frequencies, percent rates, and variances (Coxon, 2005). In this study, results of the 20 item-questionnaire survey are evaluated in a quantitative method of analysis. To fully understand the nature of the data, the tabulation of answers is used as parameters for the evaluation of perspectives shared by respondents. As shown on the survey results above, majority of employees are satisfied with the implemented SMART system of performance management. Although the survey received a total outstanding positive response from the employees, there are areas of concerns that need to be addressed, namely, the job efficiency and effectiveness of employees, the support of management to employees, the open communication of management to accept feedback from employees, and the system implementation of the management in the company. These negative results entailed that a majority of the employees are confused with their job responsibilities, thus, making them ineffective and inefficient. The employees also lack the means in communicating the appraisal system to them, thus, leading to failure in effectively implementing the system to the company. The respondents also felt the lack of support from the management in developing their skills and knowledge in order to become more skilled on their jobs, thus, gaining them high scores in their performance appraisal scores. Qualitative method of analysis. On the other hand, results on the focused group interviews of managers are used in the research paper for the analysis of data under qualitative method. This type of analysis is difficult to come up with a correct data interpretation because it leans more to subjectivity, which is influenced by the biases of researchers (Coxon, 2005). In addition, results of the focused group interviews indicate the common perspective of managers that the effectiveness of the SMART system relies on the prerogative of employees to do their best in achieving high results in their performance system appraisals. Most managers believed that they have done their best in implementing the system effectively. Majority of them has seen improvement on employees’ performance and behavior on the implementation of the SMART system of performance. One major challenge by management is on how to motivate employees to do their best at work. Jing (2013) suggested that the barometer for performance excellence be fair to all in order for every employee to achieve it realistically. Chantiri (2013) also added that management must possess the leadership skill to communicate the system to the employees. Although the managers have answered the interviews, it would have been better if direct observation is conducted on the company. 3.7 Research Limitations Throughout the whole research process, several challenges, weaknesses, and difficulties were faced by researchers: Getting permission and communicating with the managing director of the Singapore Unilever. Setting up the date for the two activities: survey and interview. Direct observation on the company was not possible due to distance difference Collecting and analysing the survey results. Participation of all members of the research group. 4.0 Conclusion Below presents the conclusion of the research paper, which includes a summary of the entire research paper and further research opportunities. Summary. The purpose of the study is to provide a basis plan for the effective implementation of the SMART system of performance management in Singapore Unilever. Its objectives include (1) the description of the SMART system of performance; (2) implementation of the performance system in the company; and (3) assessment on the results of the implementation of the performance system in the company. In the literature review, the main issues discussed include the significance of the performance system, its implementation, based-value, reward system, motivation and empowerment of employees, goal settings, long term development plan, and feedback. On the other hand, primary data are collected through quantitative and qualitative research methods, such as surveys and focused group interviews. Furthermore, the analysis of the primary and secondary data presents an overview on the condition of the SMART system of performance management in perspective for both employees and managers in the company in correlation of the literature sources reviewed. Figure 1, the fishbone diagram, shows the main issues of the literature review. Figure 1: Literature review main issues Among all the main issues discussed by the literature review, the topics that need further research are the based-value of the system, reward system, motivation and empowerment of employees, and goal settings. These topics need more evidence that the SMART system of performance management truly motivate and empower employees, influence their goal settings, and promotes more value to the company. Furthermore, the appropriate reward system must also be further analysed. 4.2 Further Research Opportunities In order to improve the research, several improvements are suggested with regard to the limitations presented in the study. Below is a table showing the following recommendations: Table 3: Improvements to limitations Limitations Improvements 1. Getting permission and communicating with the managing director of the company. Contact the managing director at his most comfortable time. Exhaust all communication means to communicate with the managing director. Make an appointment when asking to speak with the managing director. Speak in a formal tone and write email correspondence in a business-like manner. 2. Setting up the date for the two activities: survey and interview. Ask for the human resource director for the preferred available dates for managers to spare their time to conduct an interview. Set an appointment ahead of time. Communicate each manager on their preferred schedule for the interview. Set a deadline on the completion of surveys for the employees 3. Direct observation on the company is not possible due to distance difference. Asks insights from other stakeholders, such as customers and suppliers. Research for news in the Internet regarding the company’s business operations. 4. Collecting and analysing the survey results. Organise the data collected. Familiarise the methods of data analysis: quantitative and qualitative. 5. Participation of all members of the research group. Designate each member an assigned task. Every member should be present in the making of the research project. References Antal, E. & Tille, Y., 2011. Simple random sampling with over-replacement. Journal of Statistical Planning and Inference, 141 (1), pp.597-601. Bryman, A. & Bell, E. eds., 2007. Business research methods. Oxford: Oxford University Press. Bolderston, A., 2008. Writing an effective literature review. Journal of Medical Imaging and Radiation Sciences, 39, pp.86-92. Black, K., 2007. Considerations in writing a literature review. New Social Worker, 14 (2), pp.12-13. Chantiri, E., 2013. Firms of endearment. Business Day Online, [Internet] 12 July. Available at: http://www.businessday.com.au/executive-style/management/firms-of- endearment-20130705-2pfzs.html [Accessed 12 July 2013]. Coxon, A.P.M., 2005. Integrating qualitative and quantitative data: what does the user need? Forum: Qualitative Social Research, 6 (2), pp.1-2. Cronin, P., Ryan, F. & Coughlan, M., 2008. Undertaking a literature review: a step-by-step approach. British Journal of Nursing, 17 (1), pp.38-43. Goddard, W. & Melville, S., 2001. Research methodology: an introduction. 2nd ed. Lansdowne: Juta & Co. Ltd. Goodrich, R., 2013. What is performance management? Business News Daily Online, [Internet] 9 July. Available at: http://www.businessnewsdaily.com/4748-performance-management.html [Accessed 12 July 2013]. Grimmer, K. & Bialocerkowski, A., 2005. Surveys. Australian Journal of Physiotherapy, 51 (3), pp.185-187. Jing, S., 2013. Report: firms must manage ‘high achievers’ well. China Daily Online, [Internet] 20 June. Available at: http://www.chinadaily.com.cn/cndy/2013-06/20/content_16638918.htm [Accessed 12 July 2013]. Nicholson, S.W. & Bennett, T.B., 2008. Transparent practices: primary and secondary data in business ethics dissertations. Journal of Business Ethics, 84 (3), pp.417-425. Presser, S. & McCulloch, S., 2011. The growth of survey research in the United States: government-sponsored surveys, 1984-2004. Social Science Research, 40 (4), pp.1019-1024. Sapsford, R. & Jupp, V. eds., 2006. Data collection and analysis. 2nd ed. London: SAGE. Singh, K., 2007. Quantitative social research methods. New Delhi: SAGE Publications India Pvt. Ltd. Timmins, F. & McCabe, C., 2005. How to conduct an effective literature research. Nursing Standard, 20 (11), pp.41-47. U.S. Department of Veterans Affairs, 2009. Methodological challenge. [Online] Available at: http://www.colmr.research.va.gov/mgmt_research_in_ va/methodology/qualitative_research.cfm [Accessed 12 July 2013]. United States Department of Agriculture, 2013. Human resources: REE mission area performance management program. [Online] Available at: http://www.afm.ars.usda.gov/hrd/performance/ [Accessed 12 July 2013]. Vartanian, T.P., 2011. Secondary data analysis. Oxford: Oxford University Press. Vaux, D.L., 2012. Research methods: know when your numbers are significant. Nature, 492, pp.180-181. Read More