Workplace Deviance and Organizational Citizenship Behavior - Research Proposal Example

RESOURCE ORGANIZATION By of the of the School Part A The literature review has concentrated on secondary data regarding the issue of employee retention in the workplace. Deep analysis has been done to support the hypothesis and bring to light several important points. First, it is now clear that Managers and employers have always struggled to ensure that their companies maintain a profitable operation. One factor that incur cost to the company is related to human resource management and especially recruitment. It is important to have a relatively constant staff in an organization to prevent undue spending. Productivity in an organization is determined by how well the managers can engage all the employees and retain the employees they have trained and developed using the company’s funds. Compensation and remuneration of employees should be based on the employee’s loyalty as well as their professional and technical performance. Loss of productivity and reduced sales are associated with high employee turnover. When employees leave a company they carry with them a lot of experiences, and the company has to get back to the field to look for employees to fill the spaces. This information must be confirmed and verified through collection of relevant primary data. This will be performed through issuance of questionnaires and objective analysis of the information. The study area is first going to be divided into eight sub-areas for convenience and I will distribute questionnaires in each of the sub-areas. Further, three persons will be interviewed from each sub area as the questionnaires are being filled. Timetable for the Research Date/ Time Activity Remarks 12th November 2014 8.00am-12.00pm- 2.00pm - 4.00pm- Study Area identification Subdivision of the study area Allocation of dates and timetable planning. 13th November Securing permission Research tools identification 14th November Pre-visit to Paper Round. Location of important respondents sub-areas 16th November Research tools pre-test Onset of data collection 24th November End of data collection 25th- 27th November Data analysis 28th November Compiling the data and report writing 12th November 2014 The eight sub-areas were selected and the first day will involve, creating sufficient interviewee-interviewer rapport and collection of relevant data concerning the area. This was conducted as I familiarize with the research tools and the general structure of the organization, Paper Round, including securing permission for research. 14th November 2014. A quick introduction to the physical environment at Paper Round was done, and I took time to identify possible respondents and make choices of what tool to use. The questionnaires were used for those respondents who have been part of recent turnover while the interviews will be used for those who have not been. It was important that the interviewer ensure that the confidentiality of the respondents, as well as respect to their beliefs and opinions, is guaranteed. The areas researched were as in the table below; Area Name of Research data collector Date of collection Administration V. Kim 16th Nov Human resource P. Karim 17th Nov Production S. Long 18th Nov Marketing G. Henderson 20th Nov Public relations R. Bridge 21st Nov Security D. N. Williams 22nd Nov Casual labourers J. Wenger 23rd Nov Quality control A. Quinter 24th Nov 15th November 2014. The questionnaires and interviews were prepared. For the questionnaire, the focus was on the turnover, factors contributing to turnover in Paper Round, measures that the respondents perceive as important in employees retention, what other companies are doing that Paper Round would do to reduce turnover and probability that the respondent will be leaving the company in one year’s time. The interviews was conducted on the employees who have not been part of the turnover. They, therefore, focused on their perception towards turnover, factors that have made them stay and what needs to be done about high rates of employees’ turnover. 16th November 2014. Pretest of the research tools was done on a few respondents and adjustments performed as necessary. 16th -24th November 2014 Primary data was collected from the respondents. 50 questionnaires were issued for this research and 21 interviews conducted by a volunteer group. Of the 50 questionnaires issued, 41 of them were returned, and only one of the returned was unusable. 80% of the total questionnaires were, therefore, usable. This is an adequate response rate that can depend on to ensure reliability of the results. All the questionnaires and interview notes were used for data analysis. Part B. The research data collection was a success and all the required information was gathered adequately. The demographic characteristics of the respondents was as shown in the table below. QUESTIONNAIER GROUP (PART OF TURNOVER) Gender Male 31 Female 9 Age group 21-29 2 30-40 7 41-450 12 51-60 16 OVER 60 3 YEARS IN PAPER ROUND less than 1 6 1-3 12 3-6 8 6-10 6 Above 10 8 Marital status Single 16 Married 24 Highest position held Manager 2 Supervisor 5 Store keeper 6 Group leader 12 None 15 Paper Round has proper employees retention policy Strongly agree 1 Agree 1 Neutral 5 Disagree 12 Strongly disagree 21 Paper Round has good working conditions Strongly agree 2 Agree 10 Neutral (not sure) 12 Disagree 12 Strongly disagree 4 I feel comfortable working at Paper Round Strongly agree 2 Agree 3 Not sure 6 Disagree 15 Strongly disagree 14 I will most probably be working at Paper Round this time next year Strongly agree 1 Agree 5 Not sure 17 Disagree 7 Strongly disagree 10 Paper Round perception or employees compensation needs review Strongly agree 16 Agree 12 Not sure 4 Disagree 4 Strongly disagree 4 Employees turnover is a real problem at Paper Round Strongly agree 13 Agree 8 Not sure 6 Disagree 8 Strongly disagree 5 From the interviews, the data collected was as shown in the table below; INTERVIEW GROUP (NOT PART OF TURNOVER) Gender Male 13 Female 8 Age group 21-29 0 30-40 2 41-450 4 51-60 14 OVER 60 1 YEARS IN PAPER ROUND less than 1 0 1-3 0 3-6 1 6-10 5 Above 10 15 Marital status Single 6 Married 15 Highest position held in Paper Round Manager 8 Supervisor 10 Store keeper 3 Group leader 0 None 0 The interviewees indicated that the problem with turnover at Paper Round is not new. 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