Organizational Research: Mod 1 Questions - Coursework Example

ORGANIZATIONAL RESEARCH (Discussion Forum of (affiliation) ORGANIZATIONAL RESEARCH Research as defined bythe textbook authors is the systematic and scientific process of collecting raw data, transform this data by analyzing and interpreting it to make it useful in form of information, utilize it to increase knowledge, and apply it as wisdom (Leedy & Ormrod, 2010, p. 2); a good research is characterized by the following features: originates with a question or the problem that will hopefully be answered or solved by the research study, its research goal is very clearly articulated or well defined, has a specific plan on how to proceed, the main problem is to be subdivided into smaller related problems to make it more manageable, the research is guided by the hypothesis, the study accepts certain critical assumptions as given, collection of raw data, analyze and interpret said data, an initial discovery is made or a tentative conclusion is reached.

Research by nature is also either cyclical (it is replicable or can be repeated by other researchers) to confirm the validity of the results obtained, or it is helical (the findings will encourage more or additional research studies in still related thinking but now in newer, other directions). The first step in research, but a very crucial first step, is correctly defining the problem. This is because stating the problem clearly and completely will define the nature, logic, utility or eventual application of the research findings or conclusions in the real world.

In effect, problem definition in research will determine the direction of research and help focus the research effort. It means the time, effort, and resources spent on the research project will not be wasted. Further, the research problem will determine the type of research, whether it is basic or applied research; the former refers to research that will increase human knowledge while the latter will be used in practical situations to solve a real-world problem. A problem-based research is important and also research-worthy if its findings or answers will help to make a real difference.

The three articles mentioned in this paper are examples of research because all of them were designed and conducted for the purpose of answering a specific question or problem. In the article by Netting et al., the authors had defined the specific problem to be researched as the dual roles played by participants in particular (service recipients of any faith-based welfare program) especially with regards to role ambiguity. Previous management literature on human services were usually focused only on either the paid staff (employees) or volunteer workers.

In the said article, it was pointed out that participants also influence the design, implementation and finally, the evaluation of any welfare program (Netting, OConnor, Thomas, & Yancey, 2005, p. 6). The literature review further revealed an existing gap in terms of intentionally and optimally trying to deploy volunteer staff in the staffing mix in a manner parallel to that of paid employees. Much of the research article is focused on the importance of role expectations of both types of staff.

In the second article, authors Nufrio et al. sought to determine how effective the Action Learning (AL) program is at the Metropolitan College of New York in its Master in Public Administration (MPA) Program. This program was specifically designed to merge theory and practice by requiring students to apply their knowledge in the real world. Learning by doing is considered as one of the best teaching tools, and people learn as individuals, as member of teams and as entire organization (Nufrio, Tietje, & Kramer, n. d., p. 1). In particular, this research study tried to find out how AL can be effective in the public sector, as previous literature showed it was used mostly in the for-profit private sector only.

Additionally, the literature review revealed most studies discussed success stories only, neglecting to report the case failures. Research concluded AL components can help Constructive Action, the basis of the MPA Program. The article by Greenwood et al. is a research also as indicated by a question of how best to manage and lead a diverse workforce composed of several generations. It is based on different needs and wants, derived from values, attitudes, and behaviors (Greenwood et al., 2008, p. 2). It divided the main question into two sub-questions to make the research process more manageable.

Increasing diversity in the workplace, be it from ethnic, cultural, language, gender or due to age differences, need new approaches in terms of human resource management. Top executives must know how to recruit and retain good talent based on their generational differences from divergent needs, wants, attitudes, behaviors and values; this is the question the research tried to find out. In this article, the literature review revealed some gaps in that previous research were not accurate in trying to know value (instrumental and terminal) differences across generations which in turn determine how generations express these in stereotypical attitudes and behaviors.

ReferencesGreenwood, R. A., Gibson, J. W. & Murphy, E. F. (2008). “An investigation of generational values in the workplace: Divergence, convergence, and implications for leadership.” Nova Southeastern University, 1-22.Leedy, P. D. & Ormrod, J. E. (2010). Practical research: Planning and design (9th ed.). Upper Saddle River, NJ: Pearson-Prentice Hall. Netting, F. E., OConnor, M. K., Thomas, M. L. & Yancey, G. (2005, February). “Volunteers, staff, and participants roles in faith-based programs: Education and practice implications.

” Nonprofit & Voluntary Sector Quarterly, 1-26.Tietje, L., Nufrio, P. M. & Kramer, R. (n.d.). “The theory and practice of action learning in the MPA program at the Metropolitan College of New York.” Symposium on Action Learning, 1-20.