Social Methods - Research Proposal Example

1 research may raise a lot of ethical issues 1 inform the s It is the right of the s to know about the topic of research and why the research has been conducted. Moreover, Dean (1996) adds that he should also know that where his data will be utilised and for what purposes it will be used. This will give his the ease of mind and he will be able to participate with more eagerness. To do this subjects how will be given the questionnaire will be briefed about the purpose of the research or they can also be explained over a telephone call. Also, a small paragraph explaining the research details may be given to the subject so that he may be at ease when conducting the research. Moreover, Boruch & Cecil (1979) add that the subject will be more involved and eager to participate in the research and his responses will be better. If he is not informed about the research and its topic clearly, he may firstly refuse to participate and even if he does so, he will not be willing to add detailed responses. Bryman (2001) explains that in the case of the interview session, the expatriates will most likely not entertain the interview unless they know of the details of the research and why it is being conducted. It is their right to know why the interview is being conducted and why he is being a part of the research. 1.2 confidentiality. Boruch & Cecil (1979) point out that in both the questionnaire method and the interviews. The issues of confidentiality may arise. This is when the subjects are concerned that their responses may be given or passed on to other researchers and more studies. This may reveal their identity, which they may not want. As per Dean (1996) in the questionnaire it is still better, as the questionnaire does not require the subject to give out his personal details like his name and designation or the telephone number. Moreover Cassell (1982b, pp.7–31) add that his email address should also not be shared or it would encourage spam mail and this would deter the subjects to participate in the research. To make the subjects more comfortable, they should be assured that their personal information will not be shared with anyone else and it will be solely for the purpose of this research only. Bryman (2001) adds that this is very crucial for the hr managers as they would not want their firm or others to know that they are giving out information about the way their firms tries to retain its expatriate employees. Cassell (1982a, pp.144–162) add that it is nothing illegal yet they may not want to be involved in such a research unless the expatriates and the hr managers are given the full assurance that it is only for this research and the data will not be passed on. Boruch & Cecil (1979) add that in the interview method, the subjects also have to be given a similar assurance and that their responses will be safe and secured. Moreover, Dean (1996) adds that the researcher also has to assure them that their responses will not be shared with other subjects, which could also deter them from participating. If the expatriates are not given the assurance that what they say about their current employers will not be disclosed, how can they possibly participate with correct answers. 1.3 questionnaire and interview questions The questions in both the questionnaire and the interviews should be on ethical grounds and should not ask offending or personal questions. This would not be liked by the subject and he may not be willing to participate in the remaining research. Each question has to be designed keeping the ethical issues in perspective. Moreover Dean (1996) explains that the design of the questionnaire should be such that it is easy to understand that it should not be biased or deviating the subject to respond to a particular response. This is very important, as it will directly affect the results. The questionnaire should also be simple and easy to follow and understand so that the subjects can answer the questions easily. If it is complicated then the subjects may be confused and he may not give appropriate answers. Boruch & Cecil (1979) add that the questionnaire and the interview should not be lengthy and should take the amount of time to fill out and in the case of the interview, it should take almost the amount of time that the researcher has asked from the respondent. Taking extra time is not ethical and will not do justice to the subjects who may be taking time out from their bus schedule to fill the questionnaire or to participate in the interview. Bryman (2001) adds that to overcome this issue, time management on the part of the researcher is important. The researcher should know before hand exactly how much time the questionnaire will take. This will save the time of both the interviewer and the expatriate and keep the research on schedule. 1.4 conducting the interview As per Boruch & Cecil (1979) the interview conducted should be conducted in an unbiased manner. The relationship between the subject and the interviewer should be formal and not turn into a casual meeting which will trudge ethical grounds as the subject may reveal personal information or information that ethically the interviewer should not know or inquire about. According to Dean (1996) to overcome this issue when interviewing the employees, the interviewer should have a strict set of questions and should have a fixed time frame for the interview so that he doesn’t deviate from the topic and doesn’t indulge in personal talk. 2.1 Research techniques used in the research For the research topic, two methods of research are selected first there is the questionnaire method and the second is the interview method. Two methods of research are used so that there is more insight into the topic and the results are verified. As per McEvoy and Parker (2000, pp. 470-486) the results of two research methods are likely to be closer to the reality than relying on just one method of research. 2.1.1 Questionnaire method. Walonick (1993) adds that the first method of research is the questionnaire method that will be used. The questionnaire method will contain a set of questions that are open ended, closed ended on Likert scale and closed ended questions with a yes or no answer. As per McEvoy and Parker (2000, pp. 470-486) the open ended questions will give the participants room to explain their answers and thus will give an understanding of the topic and may infer to the solution to the stated problem. Calder, Philips & Tybout (1981, pp. 195-20) add that the close-ended questions may not give the above to the participants however; they are easy to answer and may not confuse the subjects. The questionnaire will have approximately 20 questions and will be in simple language so that the participants may understand it. The names of the subjects will not be mentioned in it. The questionnaire will either, be posted, emailed or delivered personally. Jegede (1999) explains that since the name of the participant is not mentioned in it, there is respect for privacy and the subject is much more comfortable in answering the questions. According to Walonick (1993) this is because it is sensitive for the HR manager to answer the questions. If he is asked about some sensitive issue, and someone gets to know that he has said it, then it could risk either his job or an employee’s. Although the research intends to retain its ethical standards, however, there may be reservations for the subject to reveal everything. Thus McEvoy and Parker (2000, pp. 470-486) explain that when the questionnaire is presented to him and he is not required to write his name, he feels freer to answer the questions more honestly. The questionnaire is a quicker method of research as it is simple to answer and requires little time to fill. The subjects don’t have to dedicate a lot of time from their work hours for it. It may require not more than ten minutes, as this is the way it will be designed. Such a method will be welcomed by the subjects. Moreover, Calder, Philips & Tybout (1981, pp. 195-20) add that once they receive the questionnaire, they don’t have to fill it immediately. They can tae their time and return the questionnaire later. 2.1.2 Easily distributed The questionnaire is easily distributed and thus can cover a large number of candidates. This is especially useful when the research is regional and the researcher has a limited amount of time and a larger number of subjects to cover. As per McEvoy and Parker (2000, pp. 470-486) the questionnaire can be sent by post provided the postal address is correct and they can even be emailed. This means of reaching the subjects is cost effective and easy. Lastly Weech, W.A. (2001) adds that they can also be delivered by hand and the subjects can quickly fill it out and even return the questionnaire there and then. 2.1.3 Easy to analyse and compile Walonick (1993) add that the results from the research via questionnaire is easy to compile and can be presented in graphical form. The results are easy to read and interpret. 2.1.4 Surety of the subject Unless the researcher has the questionnaire filled out in front of him, he is not sure whether it was the subject who filled it out or was it someone else. As per Calder, Philips & Tybout (1981, pp. 195-20) this questions the reliability of the questionnaire method. This means that questionnaire by post and email may not be as authentic as filling it out in person. The researcher has to risk that if he wants to save time and money when opting for email and post so that the HR managers may be reached on time. 2.1.5 Emailing The questionnaire may land up in junk mail and the subject may not receive it in time. Often company servers block such requests, which means added hassle for the researcher. 2.1.6 Questionnaire response As per McEvoy and Parker (2000, pp. 470-486) the researcher has to cajole the subjects to fill the questionnaire on time. If they miss the deadline then the questionnaire is useless. Moreover, Walonick (1993) add that sometimes the subjects may be influenced by the researcher and may fill the questionnaire incorrectly. If another subject is filling the form with him, he may also be influenced which may affect the results. 2.1.7 The interview method This method is useful as it gives detailed information about the subject and has responses. The subject can prepare a set of questions and let the subjects answer in detail. This could clarify a lot of issues and may lead to problem solving. The researcher can also ask questions at the spur of the moment which he cannot do in a questionnaire method. Moreover, Jegede (1999) adds that the subjects can relax and enjoy the interview session as it is the dedicated time and he doesn’t have any other work while the interview is being taken. As the interview is usually face-to-face, the expression and interest of the subject can be noted which in itself may reveal a lot of unanswered questions. As per Calder, Philips & Tybout (1981, pp. 195-20) the interview method makes the subject feel important and eminent part of the research and he is willingly participative. The results of the interview are much more reliable than other methods of research like the questionnaire etc. However, the interview method also has its disadvantages. This is when the subjects may be willing but may not have the time to spare for an interview. This is because it requires face-to-face meeting and dedication, which he may not be able to do amid, is busy office hours. As per Jegede (1999) arranging for off-office hours interview may be expensive as he may be invited to a coffee shop etc. this method cannot cover a lot of participants as the questionnaire can, as it is time consuming. Moreover, Calder, Philips & Tybout (1981, pp. 195-20) add that it is costly as it may require travelling even to different countries and cities at times. The interviewee also has to take prior appointment with the subject so that he may be interviewed. To schedule the interview may be difficult and could take weeks depending upon the availability of the subject and his designation. For instance a CEO will be much more difficult to interview than a middle management employee. Sometimes incorrect information may be given, as the subject may fear that his identity may be revealed. Also, he may give incomplete information, as he may not want to reveal the information himself. The subject may be at time be more hesitant in answering the questions depending upon the research topic. 2.2 /2.3 Justify the two methods of research Since the research is conducted on HR managers, and expatriates, these two methods are feasible for conducting the required research. The purpose of the research is to find out what firms do to retain expatriates in Dubai. A total of 50 number of HR managers will be researched and 15 employees will be interviewed. Since there is a restraint of time and budget, all of these managers cannot be interviewed, as it will add a lot to the overall cost. This is because commuting in Dubai can be expensive. Moreover, interviewing all of these individuals can take a lot of time. Taking an appointment and then meeting them may also take a lot of time. Lastly, McEvoy and Parker (2000, pp. 470-486) explain that they may not be available within the time the research has to be conducted. This means that if just the interview method is used then the research may not be completed. However, the interview method gives a detailed account of the questions asked and does not restrict the subject like a questionnaire. Jegede (1999) adds that the interviews have been conducted on 15 subjects. The interview method has also been selected along with the questionnaire method because firstly it will verify the results of the questionnaires and secondly it will give a detailed account of the topic and the views of the subjects. According to Calder, Philips & Tybout (1981, pp. 195-20) just the interview method has not been selected because the time and budget constraints will not allow the interview of all the subjects and only a few will be covered and may not be able to give the true picture of the topic and research results. The other method used is the questionnaire method. This has been used so that a large number of the subjects may be covered. Jegede (1999) adds that since the subjects are busy expatiates, all of them cannot give the time for a detailed interview and thus they would also prefer questionnaire which they can fill at their convenience and it will not hinder their work. As per Calder, Philips & Tybout (1981, pp. 195-20) it was essential to use both the research methods together as both verify the results and make the research base stronger and more reliable. The priority is given to the interview method as the responses are much more in-depth. However, Walonick (1993) adds that due to limitations, conducting interviews on all the subjects is not possible thus the questionnaire method was used to give results for a larger number of subjects. 2.4 Data analysis As per Jegede (1999) the data analysis of the interview results shall be analysed using the qualitative methods. This can be done by comparing the results of the interviews by the research of others and then one can know how close to reality the research was conducted. Calder, Philips & Tybout (1981, pp. 195-20) add that such a data analysis will be qualitative and will require analytical skills on the part of the researcher. The researcher has to interpret the subjects’ responses into meaningful and research relevant material. The questionnaire can be analysed using statistical inferences. Since the questionnaire has several questions on Likert scale, it will be easy to present the data on a spreadsheet. Excel has many functions that will help in the analysis of the data that is collected from the research. Walonick (1993) explains that this method is much more complicated than the qualitative method and thus the results will also be closer and more accurate to the objectives and there are more chances that the problem posed in the research will be resolved. Selmer (2000,pp.1-23) explains that such an analysis is based on calculations and tends to be more accurate. Compared to the qualitative analytical method this is more intense. However, Calder, Philips & Tybout (1981, pp. 195-20) explain that the qualitative method is easier to conduct and is simper in understanding also. Since both the research methods are used, it will be time consuming to conduct both analytical methods however, the research results obtained shall be much more reliable. As per McEvoy and Parker (2000, pp. 470-486) the overall data can then be compared to the research others on the same topic and then compared to see how much the research has deviated. Moreover, Jegede (1999) adds that after such an analysis the researcher can then come up with recommendations so that firms can improve their methods of retaining expatriates. References McEvoy, G. M., and Parker, Bpp., 2000, "The Contemporary International Assignment: A Look at the Options," in Mendenhall and Oddou, Readings and Cases in International Human Resource Management, Third Edition, South-Western, Cincinnati, 470-486. Jegede, J 1999, ‘A Concise Handbook of Research Methods’, Ibadan: Pope Rising Press. Calder, J, Philips, L & Tybout, A 1981, ‘Designing Research for Application,’ Journal of Consumer Research, vol.8, pp. 195-208. Walonick, D 1993, ‘StatPac Gold IV: Survey & Marketing Research Edition’, Minneapolis, MN: StatPac Inc. Selmer, J. (2000). Usage of corporate career development activities by expatriate managers and the extent of their international adjustment. International Journal of Commerce and Management, 10 (1), 1-23. Weech, W.A. (2001). Training across cultures. Training and Development, 55(1), 62. Boruch, R. F. & Cecil, J. S. (1979) Assuring the confidentiality of social research data. Philadelphia; University of Pennsylvania Press. Bryman, A. (2001) Social Research Methods, Oxford: Oxford University Press. Cassell, J. (1982b) Harms, benefits, wrongs, and rights in fieldwork. In Sieber 1982a:7–31 Cassell, J. (1982a) Does risk benefit analysis apply to moral evaluation of social research? In Beauchamp et al. 1982:144–162 Dean, H. (Ed.) (1996) Ethics and Social Policy Research, Luton: University of Luton Press. Read More